Search results
1 – 10 of 14
Abstract
Details
Keywords
Debora Jeske and Deborah Olson
The onboarding stage of new hires represents a unique opportunity for mutual learning between the new hires and the organisation regardless of the company size. The current paper…
Abstract
Purpose
The onboarding stage of new hires represents a unique opportunity for mutual learning between the new hires and the organisation regardless of the company size. The current paper aims to address these learning opportunities.
Design/methodology/approach
The authors reflect on current practice, draw on recent literature and their experience with recruitment and selection processes in the industry to generate new insights and identify opportunities for practitioners and new hires alike.
Findings
Today's new hires expect onboarding experiences that allow for a much greater degree of flexibility, customisation and personalisation. Similarly, many new hires expect hiring, onboarding, and learning and development to be interconnected to generate new learning and career opportunities. However, these expectations require changes in the way in which onboarding is implemented, evaluated and connected to other human resource practices, specifically with the dramatic (and successful) increase in remote work arrangements in 2020 in response to the global impact of the pandemic.
Originality/value
The current paper provides readers with an overview of potential learning opportunities, outlines specific success factors and highlights a variety of pointers for practice and further professional development.
Details
Keywords
Paul R. Carlile, Steven H. Davidson, Kenneth W. Freeman, Howard Thomas and N. Venkatraman
Angie R. Skelton, Deborah Nattress and Rocky J. Dwyer
Employee turnover expenses can cost businesses more than 100 per cent of a single employee’s annual wages and negatively affection an organization’s production and profits. High…
Abstract
Purpose
Employee turnover expenses can cost businesses more than 100 per cent of a single employee’s annual wages and negatively affection an organization’s production and profits. High employee turnover also could affect community tax collections, social programs and physical and mental health issues. Therefore, understanding contributors to higher employee turnover remains essential for organizational managers from both a corporate and societal standpoint. This paper aims to provide an analysis of how job satisfaction and job embeddedness could predict employee turnover intent.
Design/methodology/approach
A randomly selected survey which consisted of Andrews and Withey’s (1976) job satisfaction questionnaire, a global job embeddedness scale (Crossley et al., 2007) and a three-item turnover intent questionnaire derived from a survey created by Mobley et al. (1978) using a Likert-type measurement to survey randomly selected individuals used within manufacturing plants located in the Southeastern USA.
Findings
The results of the multiple regression analysis showed a significant relationship between job satisfaction, job embeddedness and turnover intent; and that satisfied and committed employees are less likely to plan to leave their employment.
Originality/value
Limited current information is available on how job satisfaction and job embeddedness predict turnover intentions in US Southeast manufacturing. This study includes information that shows the importance of job satisfaction and job embeddedness on retaining employees in this region and industry. Given the importance of employee retention on corporate productivity, morale and profits along with the ability to improve the organization’s positive contribution to society, it is important for managers to understand these factors and their effect on employee turnover intent.
Details
Keywords
Jessie Gevaert, Christophe Vanroelen, Lara Stas and Deborah De Moortel
The ideal-typical entrepreneur presents him/herself in the neoliberal iconography as an autonomous and pro-active individual who is highly engaged with his/her vocation…
Abstract
Purpose
The ideal-typical entrepreneur presents him/herself in the neoliberal iconography as an autonomous and pro-active individual who is highly engaged with his/her vocation. Nevertheless, empirical research on the actual work engagement of the self-employed is scarce. In addition, phenomena like “necessity self-employment” and “economically dependent self-employment” raise concerns about the potential eudaimonic well-being outcomes of these self-employed. In this study, it was therefore investigated to what extent necessity self-employment and economically dependent self-employment are associated to work engagement and whether this relation is mediated by intrinsic job resources.
Design/methodology/approach
The authors used data from the 2015 European Working Conditions Survey (EWCS) involving 5,463 solo self-employed participants. For analyzing the data, structural equation modeling (SEM) with the Lavaan package was used.
Findings
Both necessity self-employment and economically dependent self-employment were linked to poor work engagement, however, intrinsic job resources mediated both effects.
Originality/value
While previous studies have shown differences in hedonic well-being between opportunity/necessity entrepreneurs, and economically (in)dependent entrepreneurs, this study considers their distinct profiles regarding eudaimonic well-being. Eudaimonic well-being was deemed particularly relevant because of its implications for other outcomes such as life satisfaction, psychological well-being, ill-health, business performance and persistence in self-employment.
Details
Keywords
Andrew J. Hobson, Linda J. Searby, Lorraine Harrison and Pam Firth