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The purpose of this paper is to explore how highly skilled migrants to Australia integrate into the workplace, focussing on the factors that foster or hinder that integration.

An inductive method using an interpretive methodological approach was employed. In-depth interview data were analysed thematically.

Informal workplace practices, such as informal peer mentoring and having an “empathetic” supervisor, also assisted with integration, as did migrant self-help strategies. Factors hindering integration included structural barriers outside the organisation and workplace factors such as racism, cultural barriers and individual factors that centred on the migrants themselves.

While the exploratory qualitative enquiry sheds light on issues of concern regarding workplace integration of skilled migrants, further studies with diverse migrant groups would be required to understand if the findings could be replicated. An industry or sector-wise migrant study would shed more light on the issues.

Fostering and hindering factors identified through the lens of four workplace integration theories can inform workplace integration strategies and related policy formulation.

Informed by four theories of integration, the findings shed light on the everyday workplace experiences of linguistically competent, self-initiated, highly skilled migrants from diverse ethnic/cultural backgrounds in Australian workplaces in a range of industries. While previous research has identified problems experienced by migrants at work, this paper explores factors fostering and hindering workplace integration through the lens of the lived experiences of skilled migrant workers.

This paper explores integration experiences of immigrants in the Canadian workplace from the perspective of immigrants themselves, focusing on cultural capital and cultural judgments as factors influencing workplace entry, advancement and social integration in an increasingly diverse work environment.

An interpretive approach that involved thematic analysis of in-depth interview data was employed.

The findings reveal that the official two-way multiculturalism policy of Canada is not reflected in the Canadian workplace and that structural forces of assimilation are evident. Cultural judgments and immigrants' cultural capital create barriers for integration.

While highlighting important aspects of immigrant experiences within the Canadian workplace, the study findings cannot generate a fully representative theorization of immigrant employment experiences in Canada. Further studies with diverse migrant groups in different parts of the country would shed more light on the issues faced by immigrants.

The barriers to social integration identified by this study can be largely overcome by improving intercultural skills and cultural intelligence of employers and employees through training and incorporating values of diversity and inclusion into the corporate culture.

The factors that foster and hinder workplace integration identified by this study can inform workplace integration strategies and related policies.

Much of the literature concerning immigrants' position in Canada address the economic integration and economic well-being of immigrants, focusing on quantitative, macro level analyses of earnings disparity and labor market segmentation. There is a lack of qualitative research that explores the integration process through the lens of immigrants. Informed by the theories of cultural capital, cultural judgment and integration, the study sheds light on the everyday workplace experiences of skilled migrants and perceived barriers to workplace entry, advancement and social integration.

The purpose of this study is to investigate how enterprise social media (ESM) use combats turnover by impacting work perceptions, and ultimately turnover intention.

This study undertook a survey at a major information technology (IT) corporation. Data from a total of 276 working professionals were collected to test the proposed research model.

The structural equation modeling results show that ESM increase workplace integration; workplace integration decreased turnover intention, augmented job satisfaction and also reduced job tensions (perceived work stress) – job satisfaction and work stress perceptions influenced turnover intention.

Low response bias is one of the limitations in this study, although this study used a priori and post hoc measures to mitigate non-response bias. This study contributed to the theory by improving our understanding of the role of ESM in combating turnover by impacting work perceptions through the lens of social capital and emotional dissonance theories. This study also has practical implications for managers. The results suggest that incorporating ESM within organizations improves employees' perceptions and behaviors – providing an option for managers to consider it as a way to save costs associated with employee turnover.

Although several studies have been conducted on ESM, our understanding of the impact of ESM on work perceptions and turnover is still far from complete. This paper helps to close the gap in literature by improving our understanding of how ESM combats turnover by influencing work perceptions in an organization, which provides an essential contribution to research and practice in the field.

Workers live two overlapping lives, at work and outside work. The spillover of favourable workplace experiences into non-work domains of life means that the workplace can be a means by which organisational members who experience network poverty arising from adverse social factors can overcome social exclusion. Social acceptance and interaction data from 105 adults with mild to moderate learning disabilities working in eight social enterprises in the UK and Ireland is examined to establish the link between organisation culture and workplace social integration. In this study organisation cultures in which user/worker-involvement in management and control decision-making is emphasised seem to engender a positive influence on the social interaction experiences of members with learning disabilities in work and non-work domains of life, having regard to difference in demographic factors, employment characteristics, country of residence, and level of disability. The study accentuates the importance of workplace democracy in enhancing the quality of life of working adults with learning disabilities, who might otherwise be disenfranchised in numerous areas of life.

The recruitment of international nurses has been used for a long time to address the global nurse shortage. In 2012, the employment of international nurses was released in Turkey. Cultural differences can hinder interpersonal relationships, and fostering strong interpersonal relationships among nurses in the workplace is known to have a positive impact on productivity, job satisfaction and the quality of care provided. This study aims to explore the lived experiences and perceptions of international nurses working in Turkey regarding their professional integration and interpersonal relationships in the workplace.

It is a qualitative descriptive study. Face-to-face interviews were conducted with 19 international nurses using a semi-structured form. Data were analyzed using thematic analysis.

Data were presented into two themes: (1) Interpersonal relationships in the workplace and (2) Professional integration. Participants reported positive and negative experiences regarding interpersonal relationships in the work environment, such as warm and supportive approaches, or exclusionary and discriminatory behaviors. The existence of different nursing practices, positive and negative factors concerning orientation programs and the gain of experience and professional satisfaction were mentioned by the participants.

This is the first study to explore the lived experiences and perceptions of international nurses working in Turkey. The study highlights the unique needs and challenges faced by international nurses during workplace adaptation and provides practical recommendations to facilitate interpersonal relationships in the workplace and other aspects related to professional integration from hiring to the end of the adaptation period.

Despite the increase of recent immigrant newcomers (RINs) into the workforce over the past few years, many employers still face the challenge of successfully integrating RINs into the workplace. To this end, the purpose of this paper is to propose customized socialization tactics for RINs and highlight the role of RINs’ adjustment strategies in order to facilitate their workplace adjustment.

Drawing on immigrants, socialization, and diversity literatures, the paper develops a conceptual model of the socialization process for RINs and advances propositions to be empirically tested.

The paper proposes that customized socialization tactics by organizations and adjustment strategies by RINs would facilitate RINs’ socialization process by increasing their social integration and role performance, the factors which would ultimately help in their workplace adjustment.

The proposed customized socialization tactics add to the extant socialization literature by highlighting the crucial role firms can play in RINs’ socialization process. Additionally, the paper highlights an important role of RINs in their own socialization process.

Organizations need to employ new, different socialization tactics to help integrate RINs in the workplace. RINs may find the research outcomes useful in acknowledging their own role for successful workplace integration.

This paper presents a new way of looking at organizational socialization tactics for RINs while highlighting a role of RINs themselves, and concludes by discussing theoretical, practical, and societal implications for organizations employing RINs.

Studies on the work integration of persons with disabilities (PwD) and the role of social dialogue therein are scarce. The study examines how the different systems of workers’ representation and industrial relations in Slovakia and Norway facilitate PwD work integration. Taking a social ecosystem perspective, we acknowledge the role of various stakeholders and their interactions in supporting PwD work integration. The paper’s conceptual contribution lies in including social dialogue actors in this ecosystem.

Evidence was collected via desk research, 35 semi-structured in-depth interviews with 51 respondents and stakeholder workshops in 2019–2020.

The findings from Norway confirm the expected coordination of unions and employers in PwD work integration. Evidence from Slovakia shows that in decentralised industrial relations systems, institutional constraints beyond the workplace determine employers’ and worker representatives’ approaches in PwD integration. Most policy-level outcomes are contested, as integration occurs predominantly via sheltered workplaces without interest representation.

This paper identifies the primary sources of variation in the work integration of PwD. It also highlights opportunities for social partners across both situations to exercise agency and engagement to improve PwD work integration.

By integrating two streams of literature – social policy and welfare state and industrial relations – this paper examines PwD work integration from a social ecosystem perspective. Empirically, it offers novel qualitative comparative evidence on trade unions’ and employers’ roles in Slovakia and Norway.

This study is an inductive exploration of factors that are relevant to the inclusion and integration of immigrant workers in a Swedish workplace. The purpose of this paper is to examine the experiences of immigrant employees with other organisational actors at two senior nursing units in Sweden.

Results are drawn from the analyses of interviews with six female and three male immigrant nursing assistants living permanently in Sweden.

Trustful relationships with other organisational actors, during both formal and informal interactions, are considered essential facilitating inclusion of these immigrant workers. Immigrant workers experienced inclusion when they achieved language competence (or felt supported in their attempts to do so) and bridged cultural differences. The results also highlight conditions for interactions and leadership as factors influencing inclusion. In addition, inclusion implied acculturation or awareness of the values of native-born citizens.

The study suggests that immigrants’ relational dynamics with their colleagues are essential to inclusion, despite types of studies that focus mainly on the competences of leaders to manage diversity.

The results have implications for organisations’ development of a more democratic workplace with more inclusiveness and with satisfied employees.

The study gives voice to immigrant workers, which is rare in Swedish and international organisations that deal with the issue of immigrant integration in the workplace.

Compiled by K.G.B. Bakewell covering the following journals published by MCB University Press: Facilities Volumes 8‐18; Journal of Property Investment & Finance Volumes 8‐18; Property Management Volumes 8‐18; Structural Survey Volumes 8‐18.

Index by subjects, compiled by K.G.B. Bakewell covering the following journals: Facilities Volumes 8‐18; Journal of Property Investment & Finance Volumes 8‐18; Property Management Volumes 8‐18; Structural Survey Volumes 8‐18.