2026-09-20T03:43:40Zhttps://ecommons.cornell.edu/server/oai/requestoai:ecommons.cornell.edu:1813/675722026-05-15T19:47:24Zcom_1813_35col_1813_47
Paluch, Rebecca Mee Kyung
Nishii, Lisa H.
Sturman, Michael Craig
Hausknecht, John P.
Rissing, Benjamin A
2019-10-15T16:48:17Z
2021-08-29T06:00:12Z
2019-08-30
ProQuest Submission ID: 11530
ProQuest Publication ID: 13902692
https://hdl.handle.net/1813/67572
https://doi.org/10.7298/fenv-yq52
11050555
Over the past several decades, declining employee tenure and rising external employee mobility have emerged as defining employment trends changing employee-organization relationships. While the traditional perspective is that the relationship ends upon an employee’s exit, I argue that these relationships can transition into what I introduce as “post-employment relationships” or the interactions and exchanges between an organization and its former employees, also known as alumni. Drawing on social exchange theory and the inducements-contribution model, over the course of two studies I contend exchange relationships developed during employment can be extended through emerging organizational practices called Corporate Alumni Programs. In Study 1, I collected data from over 1,000 alumni in two corporate alumni networks and utilized structural equation modeling to find a positive association between involvement in corporate alumni programs and returns to the organization, also known as post-employment citizenship. Furthermore, while social and mission-driven motivations were positively related to alumni program involvement, career and pragmatic motivations were not significantly associated with involvement. The findings in Study 1 prompted additional questions that I examined in a second study. Study 2 draws on over 500 responses from a new alumni network to examine the relationships between demographics (i.e. age, sex, and race) and motivations as well as between motivations and specific alumni benefit use. I found age was negatively related to career motivations while females had stronger career and social motivations. Finally, results suggested motivation type plays a critical role in the specific benefits that alumni use. Career motivations were positively related to job board use. Pragmatic motivations were associated with use of benefits or perks provided by the alumni program, and social motivations were associated with increased use of in-person events and messaging features. In addition to traditional variable-centered analyses, I also employed the person-centered analytical method, latent profile analysis, to identify subgroups of alumni. These subgroups exhibit unique configurations of alumni motivations and vary in their relationships to alumni program involvement and post-employment citizenship.
en_US
Management
Corporate Alumni Programs
Employment Relationships
Turnover
POST-EMPLOYMENT RELATIONSHIPS: EXTENDING THE EXCHANGE RELATIONSHIP FRAMEWORK BEYOND THE BOUNDARIES OF EMPLOYMENT
dissertation or thesis
application/pdf
Industrial and Labor Relations
Cornell University
Doctor of Philosophy
Ph.D., Industrial and Labor Relations
https://hdl.handle.net/1813/59810
Publication
Cornell Theses and Dissertations
Paluch, Rebecca Mee Kyung
5893a6ea-7af3-41d7-abc6-04bcd26ab5df
open.access
open.access
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<Abstract>Over the past several decades, declining employee tenure and rising external employee mobility have emerged as defining employment trends changing employee-organization relationships. While the traditional perspective is that the relationship ends upon an employee’s exit, I argue that these relationships can transition into what I introduce as “post-employment relationships” or the interactions and exchanges between an organization and its former employees, also known as alumni. Drawing on social exchange theory and the inducements-contribution model, over the course of two studies I contend exchange relationships developed during employment can be extended through emerging organizational practices called Corporate Alumni Programs. In Study 1, I collected data from over 1,000 alumni in two corporate alumni networks and utilized structural equation modeling to find a positive association between involvement in corporate alumni programs and returns to the organization, also known as post-employment citizenship. Furthermore, while social and mission-driven motivations were positively related to alumni program involvement, career and pragmatic motivations were not significantly associated with involvement. The findings in Study 1 prompted additional questions that I examined in a second study. Study 2 draws on over 500 responses from a new alumni network to examine the relationships between demographics (i.e. age, sex, and race) and motivations as well as between motivations and specific alumni benefit use. I found age was negatively related to career motivations while females had stronger career and social motivations. Finally, results suggested motivation type plays a critical role in the specific benefits that alumni use. Career motivations were positively related to job board use. Pragmatic motivations were associated with use of benefits or perks provided by the alumni program, and social motivations were associated with increased use of in-person events and messaging features. In addition to traditional variable-centered analyses, I also employed the person-centered analytical method, latent profile analysis, to identify subgroups of alumni. These subgroups exhibit unique configurations of alumni motivations and vary in their relationships to alumni program involvement and post-employment citizenship.</Abstract>
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