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Open Access
Article
Publication date: 28 June 2021

Johnna Capitano, Vipanchi Mishra, Priyatharsini Selvarathinam, Amy Collins and Andrew Crossett

This study aims to examine the effects of occupational characteristics on the length of time required to socialize newcomers. The authors examine task mastery, role clarity and…

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Abstract

Purpose

This study aims to examine the effects of occupational characteristics on the length of time required to socialize newcomers. The authors examine task mastery, role clarity and social acceptance as indicators of socialization.

Design/methodology/approach

To test the hypotheses, the authors used occupational data from the Bureau of Labor Statistics and survey data of subject matter experts in 35 occupations.

Findings

Findings show that occupational differences account for a significant variance in the time needed to socialize newcomers. Across occupations, it takes longer to achieve task mastery than role clarity or social acceptance. Occupational complexity increases the time it takes for newcomers to attain task mastery, role clarity and social acceptance. Additionally, unstructured work and decision-making freedom increase the time it takes for newcomers to attain role clarity.

Originality/value

This study provides both theoretical and empirical guidance on the duration of the organizational socialization period. The study also provides empirical support for prior propositions that different types of newcomer learning occur at different rates.

Details

Organization Management Journal, vol. 19 no. 3
Type: Research Article
ISSN:

Keywords

Open Access
Article
Publication date: 31 May 2022

Abdellah El Boubebkri and Benachour Saidi

This article intends to explore the Sub-Saharan African students' perceptions on their cross-cultural adaptation to the Moroccan society by probing into their adaptive strategies…

1727

Abstract

Purpose

This article intends to explore the Sub-Saharan African students' perceptions on their cross-cultural adaptation to the Moroccan society by probing into their adaptive strategies adopted in order to overcome day-to-day challenges as well as factors impeding their adaptation processes. To this end, three central research questions are advanced: (1) what are the factors that influence Sub-Saharan students' cross-cultural adaptation to the Moroccan society? (2) How do Sub-Saharan students perceive the role of host communication competence, host interpersonal relationship, ethnic proximity, host receptivity and personality type in facilitating or hindering their adaptation? And (3) how do they undergo their cross-cultural adaptation to the Moroccan society?

Design/methodology/approach

The main aim of this article is to explore African Sub-Saharan students' perceptions on their adaptation to Moroccan society as well as factors affecting their adaptive experiences. Due to the complex nature of this research, opting for mixed-methods research, the combination of both qualitative and quantitative, would best serve the objective of this study. For this purpose, qualitative methods (interviews) are used to collect non-numerical data about factors that facilitate or hinder the cross-cultural adaptation of Sub-Saharan students in Morocco in the first phase, and then quantitative methods (questionnaires) are used to collect numerical data about their perceptions of their adaptation in the Moroccan society in the second phase.

Findings

The results of the present study revealed that a large number of Sub-Saran African students are well adapted to the Moroccan culture, but with discrepant degrees. Their adaptation is mainly influenced by an array of intersected factors. Firstly, the participants showed that the more they were aware of the Moroccan culture and language, the more likely they would be able to function properly and effectively in different social settings. Secondly, it was found that establishing social ties with the host members was perceived as significant for easing their adaptation due to the cultural, emotional and academic support these ties provided. Thirdly, host receptivity was perceived as an important factor that facilitated the students' cross-cultural adaptation. With the case of some participants, host receptivity, however, hindered their adaptation because they were subject to different types of discriminatory and racist behaviours by some Moroccans. Lastly, intercultural personality traits displayed in flexibility, prior cross-cultural move and intercultural empathy were found to contribute to the students' overall functional fitness in the

Originality/value

This is the first research to tackle the issue of Sub-Saharan African students' cultural adaptation in Morocco.

Details

Saudi Journal of Language Studies, vol. 2 no. 3
Type: Research Article
ISSN: 2634-243X

Keywords

Open Access
Article
Publication date: 15 May 2020

Yuanyuan Lan, Yuhuan Xia, Shuang Li, Wen Wu, Jiaqi Hui and Hui Deng

The purpose of this study is to explore the relationship between supervisor and coworkers’ workplace incivility and newcomer proactive behaviors. Drawing on conservation of…

5372

Abstract

Purpose

The purpose of this study is to explore the relationship between supervisor and coworkers’ workplace incivility and newcomer proactive behaviors. Drawing on conservation of resources (COR) theory, the authors examined resource depletion as a mediator and newcomer proactive personality, as well as their current organizational tenure as moderators of the relationship between workplace incivility toward newcomers and their proactive behaviors.

Design/methodology/approach

A time-lagged research design was used to test hypotheses with data covering 322 newcomers and their immediate supervisors in two subsidiaries of a large food processing company in China. Regression analysis using the PROCESS macro in SPSS is used to test the hypotheses.

Findings

The results show that workplace incivility toward newcomers is negatively related to their proactive behaviors. This relationship is mediated by resource depletion. Furthermore, newcomers’ proactive personality moderates the relationship between workplace incivility and resource depletion. Moreover, both the direct effect of workplace incivility on resource depletion and its indirect effect on newcomer proactive behaviors are moderated by the combination of newcomer proactive personality and their current organizational tenure.

Originality/value

Drawing on COR theory, a theoretical framework is constructed that specifies the process through which workplace incivility affects proactive behaviors to expand collective understandings of workplace incivility in the newcomer context. Furthermore, the boundary conditions of the underlying process are investigated, which further enhances the contribution of this paper to the extant literature on workplace incivility.

Details

Chinese Management Studies, vol. 14 no. 4
Type: Research Article
ISSN: 1750-614X

Keywords

Open Access
Article
Publication date: 20 August 2021

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…

22200

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

Journal of Work-Applied Management, vol. 14 no. 1
Type: Research Article
ISSN: 2205-2062

Keywords

Open Access
Article
Publication date: 16 October 2017

Hannah Meacham, Jillian Cavanagh, Amie Shaw and Timothy Bartram

The purpose of this paper is to examine human resource management (HRM) innovation programs in the early stages of employment for workers with an intellectual disability (WWID).

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Abstract

Purpose

The purpose of this paper is to examine human resource management (HRM) innovation programs in the early stages of employment for workers with an intellectual disability (WWID).

Design/methodology/approach

The first case study was carried out at a large national courier company where a film innovation programme was used to enhance the socialisation process of WWID. The second case study was at a five-star hotel situated in a large city where a buddy system innovation programme was used in the induction and training process of WWID.

Findings

The overarching “life theme” created through these innovation programs was one of enhanced and creative opportunities for social inclusion. The participants displayed more confidence and independence in their ability and exhibited aspirations to advance and succeed in their roles.

Practical implications

The study argues that HR professionals need to be more proactive in finding innovative ways to engage WWID in the early stages of employment.

Originality/value

The qualitative study is underpinned by socialisation and career construction theory which provides the framework to discuss the ways in which socialisation and socially inclusive HRM practices enable participants and other WWID achieve success on their career paths. The key message of our research is that early vocational socialisation innovation programs can make a positive difference to the work experiences of WWID.

Details

Personnel Review, vol. 46 no. 7
Type: Research Article
ISSN: 0048-3486

Keywords

Open Access
Article
Publication date: 11 April 2023

Katarzyna Ślebarska, Aneta Stremska and Grzegorz Kowalski

Self-employment is considered one of the responses to precarious employment, particularly among those who lost jobs during an economic crisis. Although starting a new business is…

Abstract

Purpose

Self-employment is considered one of the responses to precarious employment, particularly among those who lost jobs during an economic crisis. Although starting a new business is widely available, operating new ventures remains challenging. This article aims to explore the premises of self-employment success, namely self-employment intention and proactive coping as crucial predictors of further performance.

Design/methodology/approach

The authors recruited participants among initially unemployed individuals who participated in the entrepreneurial program aimed at creating self-employment. Since entrepreneurs are expected to have specific personal characteristics important for performance, the authors assessed proactive coping as the key factor for self-employment intention.

Findings

The results depicted proactive coping as crucial in performing own ventures in the long run, which suggests that self-employment intention may change over time.

Practical implications

Proactive coping is particularly appropriate for self-employed at any stage of the entrepreneurial process because it maintains the intention to perform own business. Thus, the findings underline the need for proactive coping training for entrepreneurs, particularly those previously unemployed.

Originality/value

As the self-employment intention may differ in time, the importance of being proactive in operating small businesses increases.

Details

Central European Management Journal, vol. 31 no. 1
Type: Research Article
ISSN: 2658-2430

Keywords

Open Access
Article
Publication date: 3 March 2023

Amy B.C. Tan, Desirée H. van Dun and Celeste P.M. Wilderom

With the growing need for employees to be innovative, public-sector organizations are investing in employee training. This study aims to examine the effects of a combined Lean Six…

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Abstract

Purpose

With the growing need for employees to be innovative, public-sector organizations are investing in employee training. This study aims to examine the effects of a combined Lean Six Sigma and innovation training, using action learning, on public-sector employees’ creative role identity and innovative work behavior.

Design/methodology/approach

The authors studied a public service agency in Singapore in which a five-day Lean Innovation Training was implemented, using a combination of Lean Six Sigma and Creative Problem-Solving tools, with a simulation on day one and subsequent team-based project coaching, spread over six months. The authors administered pre- and postintervention surveys among all the employees, and initiated group interviews and observations before, during and after the intervention.

Findings

Creative role identity and innovative work behavior had significantly improved six months after the intervention, enabled through senior management’s transformational leadership. The training induced managers to role-model innovative work behaviors while cocreating, with their employees, a renewal of their agency’s core processes. The three completed improvement projects contributed to an innovative work culture and reduced service turnaround time.

Originality/value

Starting with a role-playing simulation on the first day, during which leaders and followers swapped roles, the action-learning type training taught all the organizational members to use various Lean Six Sigma and Creative Problem-Solving tools. This nimble Lean Innovation Training, and subsequent team-based project coaching, exemplifies how advancing the staff’s creative role identity can have a positive impact.

Details

International Journal of Lean Six Sigma, vol. 15 no. 8
Type: Research Article
ISSN: 2040-4166

Keywords

Open Access
Article
Publication date: 3 June 2021

Luciara Nardon, Amrita Hari, Hui Zhang, Liam P.S. Hoselton and Aliya Kuzhabekova

Despite immigrant-receiving countries' need for skilled professionals to meet labour demands, research suggests that many skilled migrants undergo deskilling, downward career…

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Abstract

Purpose

Despite immigrant-receiving countries' need for skilled professionals to meet labour demands, research suggests that many skilled migrants undergo deskilling, downward career mobility, underemployment, unemployment and talent waste, finding themselves in low-skilled occupations that are not commensurate to their education and experience. Skilled immigrant women face additional gendered disadvantages, including a disproportionate domestic burden, interrupted careers and gender segmentation in occupations and organizations. This study explores how the ongoing COVID-19 pandemic impacted skilled newcomer women's labour market outcomes and work experiences.

Design/methodology/approach

The authors draw on 50 in-depth questionnaires with skilled women to elaborate on their work experiences during the ongoing COVID-19 pandemic.

Findings

The pandemic pushed skilled immigrant women towards unemployment, lower-skilled or less stable employment. Most study participants had their career trajectory delayed, interrupted or reversed due to layoffs, decreased job opportunities and increased domestic burden. The pandemic's gendered nature and the reliance on work-from-home arrangements and online job search heightened immigrant women's challenges due to limited social support and increased family responsibilities.

Originality/value

This paper adds to the conversation of increased integration challenges under pandemic conditions by contextualizing the pre-pandemic literature on immigrant work integration to the pandemic environment. Also, this paper contributes a better understanding of the gender dynamics informing the COVID-19 socio-economic climate.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 41 no. 1
Type: Research Article
ISSN: 2040-7149

Keywords

Open Access
Article
Publication date: 16 August 2019

Ahmed Mohammed Sayed Mostafa

The purpose of this paper is to examine the role of both supervisory abuse and moral efficacy in the weakening or strengthening of moral courage. The study also tests how the…

2153

Abstract

Purpose

The purpose of this paper is to examine the role of both supervisory abuse and moral efficacy in the weakening or strengthening of moral courage. The study also tests how the interaction between both could influence moral courage.

Design/methodology/approach

Cross-sectional data were collected from a sample of public hospital nurses in Egypt and structural equation modeling was used to analyse the data.

Findings

The study findings revealed that abusive supervision is negatively related to moral courage whereas moral efficacy is positively related to courage. Furthermore, moral efficacy moderates the abusive supervision-moral courage relationship in such a way that the negative association between abusive supervision and moral courage is reduced when moral efficacy is high.

Research limitations/implications

Because of the cross-sectional design of the study, inferences regarding causality cannot be made. Furthermore, more research is needed to identify whether the results of this study apply in other contexts.

Practical implications

Organizations should identify abusive supervisors and offer them abuse-prevention training to circumvent their hostile behaviour. Organizations should also try to consider follower moral efficacy when matching supervisors with followers.

Originality/value

The study addresses calls for research on the personal factors that could mitigate the undesirable effects of abusive supervision.

Details

PSU Research Review, vol. 3 no. 2
Type: Research Article
ISSN: 2399-1747

Keywords

Open Access
Article
Publication date: 30 July 2021

Youngkeun Choi

This study aims to reveal the role of artificial intelligence (AI) in the context of a front-line service meeting to understand how users accept AI technology-enabled service.

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Abstract

Purpose

This study aims to reveal the role of artificial intelligence (AI) in the context of a front-line service meeting to understand how users accept AI technology-enabled service.

Design/methodology/approach

This study collected 454 Korean employees through online survey methods and used hierarchical regression to test the hypothesis empirically.

Findings

In the results, first, clarity of user and AI's roles, user's motivation to adopt AI-based technology and user's ability in the context of the adoption of AI-based technology increases their willingness to accept AI technology. Second, privacy concerns related to the use of AI-based technology weakens the relationship between role clarity and user's willingness to accept AI technology. And, trust related to the use of AI-based technology strengthens the relationship between ability and user's willingness to accept AI technology.

Originality/value

This study is the first one to reveal the role of AI in the context of a front-line service meeting to understand how users accept AI technology-enabled service.

摘要

研究目的

本研究旨在顯示在前線服務會議的情況下人工智能所扮演的角色,以便了解使用者如何接受人工智能科技化服務。

研究的設計/方法/理念

研究以網上問卷調查方式取得454名韓國僱員的數據,並使用層次迴歸分析,對假設進行以經驗為依據的測試。

研究結果

研究結果首先顯示、增強使用者願意接受人工智能科技的因素包括使用者與人工智能兩者角色的清晰度、使用者使用基於人工智能的科技的積極性、以及在應用基於人工智能科技的情況下使用者的能力。其次,與使用基於人工智能的科技有關的私隱問題會削弱角色清晰度與使用者是否願意接受人工智能科技之間的關係。而且,對使用基於人工智能的科技的信任會強化有關的能力與使用者是否樂意使用基於人工智能的科技之間的關係。

研究的原創性/價值

這是首個研究、去顯示在前線服務會議的情況下人工智能所扮演的角色,以便了解使用者如何接受人工智能科技化服務。

Details

European Journal of Management and Business Economics, vol. 30 no. 3
Type: Research Article
ISSN: 2444-8451

Keywords

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