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Chen X, Moon NA, Davy AK, Hong J, Gabrenya WK. Expatriate effectiveness: from conceptualization to operationalization. INTERNATIONAL JOURNAL OF CROSS CULTURAL MANAGEMENT 2022. [DOI: 10.1177/14705958221137757] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
Expatriate effectiveness has been studied extensively in the expatriate literature. Despite its popularity, the construct has not been well-defined or properly operationalized. Adopting a performance perspective, we conceptualize expatriate effectiveness in terms of task, contextual, and adaptive performance. The relative importance of each type of performance may vary across expatriate jobs and over the course of the expatriate’s tenure. We propose six operational and implementation guidelines for expatriate effectiveness measurement in the contexts of the nature of the expatriate job, the prioritized performance at each stage of adjustment, rater sources and capabilities, rater culture, frequency of evaluation, and the fit between measurement methods and criteria. We contribute to cross-cultural management research by providing a thorough description of the criterion issues in this literature, offering a conceptual framework to differentiate and integrate a variety of constructs that reflect different aspects of cross-cultural effectiveness, and calling attention to the influential role of measurement operations and implementation for the validity of research studies.
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Affiliation(s)
- Xiaowen Chen
- Western Kentucky University, Bowling Green, KY, USA
| | | | | | - Julia Hong
- Western Kentucky University, Bowling Green, KY, USA
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2
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Toth AA, Dunn AM, Shanock LR, Sargent AC, Kavanagh KA, Leonard S. You Being New Can Be Hard on Me Too: Considering the Veteran Employee during Newcomer Socialization. HUMAN PERFORMANCE 2022. [DOI: 10.1080/08959285.2022.2111432] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
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Pedersen RM, Ferguson CF, Estrada M, Schultz PW, Woodcock A, Hernandez PR. Similarity and Contact Frequency Promote Mentorship Quality among Hispanic Undergraduates in STEM. CBE LIFE SCIENCES EDUCATION 2022; 21:ar27. [PMID: 35452264 PMCID: PMC9508928 DOI: 10.1187/cbe.21-10-0305] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/20/2021] [Revised: 02/14/2022] [Accepted: 03/10/2022] [Indexed: 06/14/2023]
Abstract
Mentoring relationships can be important for promoting the success and persistence of undergraduates, particularly for students from historically underrepresented groups in science, technology, engineering, and mathematics (STEM) disciplines. While mentoring is often cited as important for attracting and retaining students from underrepresented groups in STEM, little is known about the differential mentoring processes that can result from similar and dissimilar mentor-protégé pairs. The present study tests the process-oriented mentorship model (POMM) regarding how mentor-protégé similarities and the moderating role of contact frequency influence mentorship quality and STEM research career persistence intentions among faculty-mentored Hispanic STEM majors in their senior year of college. The results indicate that mentor-protégé similarity matters. Specifically, higher levels of mentor-protégé psychological similarity were related to higher levels of psychosocial support and relationship satisfaction. Hispanic students with a Hispanic faculty mentor reported engaging in more coauthoring opportunities than peers with non-Hispanic mentors. Among those with higher contact frequency, students with same-gender mentors had higher levels of relationship satisfaction than peers with different-gender mentors; however, there were no differences among those with low contact frequency. Additionally, protégés who reported coauthoring support were more likely to also report commitment to pursuing a STEM research career.
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Affiliation(s)
- Rachelle M. Pedersen
- Department of Teaching, Learning, & Culture, Texas A&M University, College Station, TX 77840
| | - Carinna F. Ferguson
- Department of Counseling and Learning Sciences, West Virginia University, Morgantown, WV 26506
| | - Mica Estrada
- Department of Social and Behavioral Sciences, Institute for Health and Aging, University of California, San Francisco, San Francisco, CA 94143
| | - P. Wesley Schultz
- Department of Psychology, California State University, San Marcos, CA 92096
| | - Anna Woodcock
- Department of Psychology, California State University, San Marcos, CA 92096
| | - Paul R. Hernandez
- Department of Teaching, Learning, & Culture, Texas A&M University, College Station, TX 77840
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Lee AS. A proposed research agenda concerning supervisor training for newcomer organizational socialization. EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2022. [DOI: 10.1108/ejtd-06-2021-0082] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to identify extant training needs for preparing supervisors to support newcomers’ organizational socialization and to develop a research agenda concerning aspects that conduce to making supervisors efficacious in the process of organizational socialization.
Design/methodology/approach
A review of the literature on the development of socialization agents for organizational socialization generally indicates that relatively minimal research has been undertaken on this topic. Most articles have focused on the effects of organizational socialization on other variables – such as newcomers’ work outcomes, turnover intention and organizational commitment. The review was conducted in light of this phenomenon. It is based on the structured literature review method, per Rocco, Stein and Lee (2003).
Findings
Supervisor training is suggested as a means for enhancing organizational socialization. However, supervisor training is not often studied in organizational socialization research. Therefore, the verification of the impact of supervisor training on organizational socialization is required. Given the proposed research agenda, identifying the impact of supervisor training on different areas of organizational socialization domains and inspiring increased interest on supervisor training as an effective program for organizational socialization are logical outcomes.
Research limitations/implications
The concept of socialization is used in broad areas of research, such as education, military and engineering. However, it was reviewed here vis-à-vis human resource development (HRD). Therefore, the focus was on the notion of organizational socialization, which is appropriate for employee training development. The concept of organizational socialization in this paper, therefore, was delimited, as it failed to include all meanings of socialization. This paper sought to review all studies related to organizational socialization. However, some research was not considered and, thus, not discussed in this paper. This was because of time and resource constraints. The author sorted previous studies by personal standards and, thus, may have inadvertently included non-germane or excluded relevant citations.
Practical implications
Supervisory training for organizational socialization can be proposed as a potential area for leading to an effective organizational socialization program. So HRD professionals should study further about the topic and develop such programs. Increased attention on supervisor training for organizational socialization may increase the number and quality of supervisor training programs. Such studies would augment HRD professionals’ knowledge about organizational socialization and eventually enhance performance in organizations.
Social implications
This paper can expand the area in which social learning theory can be applied. According to Bandura and Walters (1977), the social learning theory posits that learning new behaviors can usually be acquired by observing and imitating others. This implies that newcomers emulate other organizational members to adapt to the organization and their assigned roles. In this process, supervisors can play a key role through showing them the appropriate behaviors, supporting their learning and providing appropriate feedback. Presumably, then, new employees may perform better if supervisors receive training on crucial socialization efforts.
Originality/value
Significantly, socialization agents are uniquely situated to greatly impact the organizational socialization process of newcomers. Among the socialization agents, supervisors garner enormous influence on newcomers’ organizational socialization. However, relatively few studies investigated the training of supervisors for organizational socialization.
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Chenji K, Raghavendra S. Onboarding Effect on Employee Creativity: The Moderating Role of Psychological Empowerment. JOURNAL OF INFORMATION & KNOWLEDGE MANAGEMENT 2021. [DOI: 10.1142/s0219649221500465] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Abstract
The purpose of the study is to examine the influence of onboarding on employee creativity and test if psychological empowerment moderates the relationship between onboarding and perceived employee creativity of knowledge workers. Data required for the survey was collected from 550 knowledge workers of three firms in service sector in India. The model was analysed using ANOVA, Chi-square test and regression analysis and was used to establish the conditional indirect effects of the moderator. Descriptive analysis was used to calculate mean, standard deviation and correlation coefficient. The results of the study supported the impact of onboarding levels on employee creativity. This study proved higher level of creativity for employees who experienced four levels of onboarding. The results indicated onboarding to strongly influence employee creativity. Onboarding also proved to moderate the effect of psychological empowerment on employee creativity. The crucial theoretical implication is to study the effect of onboarding on new employee perception, production and productivity. The study aims to provide insights to improve new employee creativity on successful onboarding and role of psychological empowerment on it. Much scope of future research on onboarding exists as research in this direction is on surge in the recent days.
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Affiliation(s)
- Kalaa Chenji
- ICFAI Business School, IFHE Donthanapally, Shankarapalli Road, Hyderabad 501203 Telangana, India
| | - Sode Raghavendra
- ICFAI Business School, IFHE Donthanapally, Shankarapalli Road, Hyderabad 501203 Telangana, India
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Astrove SL, Kraimer ML. What and how do mentors learn? The role of relationship quality and mentoring self‐efficacy in mentor learning. PERSONNEL PSYCHOLOGY 2021. [DOI: 10.1111/peps.12471] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Stacy L. Astrove
- Department of Management, Marketing, and Supply Chain, Boler College of Business John Carroll University, University Heights Ohio USA
| | - Maria L. Kraimer
- Department of Human Resource Management, School of Management and Labor Relations Rutgers University, New Brunswick New Jersey USA
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Liu P, Zhang Y, Ji Y, Wu S. Threat Upon Entry: Effect of Coworker Ostracism on Newcomers' Proactive Behaviors During Organizational Socialization. Front Psychol 2021; 12:545478. [PMID: 33889103 PMCID: PMC8055943 DOI: 10.3389/fpsyg.2021.545478] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/25/2020] [Accepted: 02/24/2021] [Indexed: 11/21/2022] Open
Abstract
Extant literature has underlined the importance of newcomer proactive socialization to the organization. However, the effect of coworker ostracism on newcomers’ proactive behaviors has not been noticed. Drawing on the conservation of resources (COR) theory, we proposed a model exploring how coworker ostracism impacted newcomers’ proactive behaviors via the mediation of psychological availability. Through an empirical study with a sample of 263 newcomers and three waves of longitudinal data, we found that coworker ostracism had a negative effect on newcomers’ information seeking and guanxi developing. In addition, emotional intelligence enhanced the negative effect of coworker ostracism on newcomers’ psychological availability and the indirect influence of coworker ostracism on newcomers’ proactive behaviors via psychological availability. Important theoretical and practical implications are discussed.
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Affiliation(s)
- Pan Liu
- School of Economics and Management, Beijing Jiaotong University, Beijing, China
| | - Yihua Zhang
- Graduate School, Pepperdine University, Los Angeles, Los Angeles, CA, United States
| | - Yan Ji
- CCCC Wuhan Harbour Engineering Design & Research Corporation Limited, Wuhan, China
| | - Shaoxue Wu
- School of Management, Universiti Sains Malaysia, Pulau Pinang, Malaysia
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Zheng Y, Zheng X, Wu CH, Yao X, Wang Y. Newcomers' relationship-building behavior, mentor information sharing and newcomer adjustment: The moderating effects of perceived mentor and newcomer deep similarity. JOURNAL OF VOCATIONAL BEHAVIOR 2021. [DOI: 10.1016/j.jvb.2020.103519] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/04/2023]
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Hernandez PR, Agocha VB, Carney LM, Estrada M, Lee SY, Loomis D, Williams M, Park CL. Testing models of reciprocal relations between social influence and integration in STEM across the college years. PLoS One 2020; 15:e0238250. [PMID: 32936827 PMCID: PMC7494109 DOI: 10.1371/journal.pone.0238250] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/24/2020] [Accepted: 08/12/2020] [Indexed: 11/20/2022] Open
Abstract
The present study tests predictions from the Tripartite Integration Model of Social Influences (TIMSI) concerning processes linking social interactions to social integration into science, technology, engineering, and mathematics (STEM) communities and careers. Students from historically overrepresented groups in STEM were followed from their senior year of high school through their senior year in college. Based on TIMSI, we hypothesized that interactions with social influence agents (operationalized as mentor network diversity, faculty mentor support, and research experiences) would promote both short- and long-term integration into STEM via social influence processes (operationalized as science self-efficacy, identity, and internalized community values). Moreover, we examined the previously untested hypothesis of reciprocal influences from early levels of social integration in STEM to future engagement with social influence agents. Results of a series of longitudinal structural equation model-based mediation analyses indicate that, in the short term, higher levels of faculty mentorship support and research engagement, and to a lesser degree more diverse mentor networks in college promote deeper integration into the STEM community through the development of science identity and science community values. Moreover, results indicate that, in the long term, earlier high levels of integration in STEM indirectly influences research engagement through the development of higher science identity. These results extend our understanding of the TIMSI framework and advance our understanding of the reciprocal nature of social influences that draw students into STEM careers.
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Affiliation(s)
- Paul R. Hernandez
- Department of Teaching, Learning, and Culture, Texas A&M University, College Station, Texas, United States of America
| | - V. Bede Agocha
- Department of Psychological Sciences, University of Connecticut, Storrs, Connecticut, United States of America
| | - Lauren M. Carney
- Department of Psychological Sciences, University of Connecticut, Storrs, Connecticut, United States of America
| | - Mica Estrada
- Department of Social and Behavioral Sciences, University of California San Francisco, San Francisco, California, United States of America
| | - Sharon Y. Lee
- Department of Psychological Sciences, University of Connecticut, Storrs, Connecticut, United States of America
| | - David Loomis
- Department of Learning Sciences, West Virginia University, Morgantown, West Virginia, United States of America
| | - Michelle Williams
- Department of Psychological Sciences, University of Connecticut, Storrs, Connecticut, United States of America
| | - Crystal L. Park
- Department of Psychological Sciences, University of Connecticut, Storrs, Connecticut, United States of America
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Park J, Kim S, Lim M, Sohn YW. Having a Calling on Board: Effects of Calling on Job Satisfaction and Job Performance Among South Korean Newcomers. Front Psychol 2019; 10:1584. [PMID: 31379653 PMCID: PMC6652265 DOI: 10.3389/fpsyg.2019.01584] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/23/2019] [Accepted: 06/24/2019] [Indexed: 11/13/2022] Open
Abstract
Despite increasing research on calling, how calling functions for those experiencing transition from school to work and how their calling prior to working relates to later well-being and job outcomes has been understudied. The current study explored effects of perceiving a calling on job satisfaction and job performance, as measured at organizational entry and 2 years after organizational entry. Using a time-lagged collection of a sample of South Korean newcomers, the results based on structural equation modeling revealed that perceiving a calling was positively related to supervisor-rated job performance. Job involvement, which was measured 1 year later, fully mediated the relation between perceiving a calling and job satisfaction, but the hypothesized mediating role of job involvement on the link between perceiving a calling and job performance was not supported. We also examined moderating roles of perceived organizational support and perceived person-job fit on the relation between perceiving a calling on job involvement and found that perceived organizational support facilitated the effects of perceiving a calling on job involvement. Implications of these findings are discussed.
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Affiliation(s)
- Jiyoung Park
- Department of Psychology, Yonsei University, Seoul, South Korea
| | - Sinae Kim
- Department of Psychology, Yonsei University, Seoul, South Korea
| | - Myoungki Lim
- Department of Psychology, Yonsei University, Seoul, South Korea
| | - Young Woo Sohn
- Department of Psychology, Yonsei University, Seoul, South Korea
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Bauer TN, Perrot S, Liden RC, Erdogan B. Understanding the consequences of newcomer proactive behaviors: The moderating contextual role of servant leadership. JOURNAL OF VOCATIONAL BEHAVIOR 2019. [DOI: 10.1016/j.jvb.2019.05.001] [Citation(s) in RCA: 31] [Impact Index Per Article: 6.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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12
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Hernandez PR, Hopkins PD, Masters K, Holland L, Mei BM, Richards-Babb M, Quedado K, Shook NJ. Student Integration into STEM Careers and Culture: A Longitudinal Examination of Summer Faculty Mentors and Project Ownership. CBE LIFE SCIENCES EDUCATION 2018; 17:ar50. [PMID: 30183570 PMCID: PMC6234807 DOI: 10.1187/cbe.18-02-0022] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 02/20/2018] [Revised: 05/15/2018] [Accepted: 05/15/2018] [Indexed: 05/09/2023]
Abstract
It is widely recognized that the United States needs to attract and retain more people in science, technology, engineering, and mathematics (STEM) careers. Intensive undergraduate research experiences (UREs) are one of the few strategies shown to improve longitudinal student interest and persistence in STEM-related career pathways; however, less is known about the underlying process linking activities to positive outcomes. The tripartite integration model of social influences (TIMSI) provides a framework for understanding the social influence processes by which students integrate into STEM careers and culture. The current study used a longitudinal design and latent growth curve modeling to examine and predict the development of scientific research career persistence intentions over the course of an intensive summer URE. The latent growth curve analysis showed that student persistence intentions declined and rebounded over the course of the summer. Furthermore, the positive impact of faculty mentor role modeling on growth trajectories was mediated through internalization of science community values. In addition, project ownership was found to buffer students from the typical trend of declining and rebounding persistence intentions. The TIMSI framework illuminates the contextual features and underlying psychological processes that link UREs to student integration into STEM careers and culture.
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Affiliation(s)
- Paul R. Hernandez
- Department of Learning Sciences and Human Development, West Virginia University, Morgantown, WV 26506-6212
| | | | - Krysta Masters
- Psychology Department, West Virginia University, Morgantown, WV 26506-6212
| | - Lisa Holland
- Chemistry Department, West Virginia University, Morgantown, WV 26506-6212
| | - Betty M. Mei
- Office of the Provost, West Virginia University, Morgantown, WV 26506-6212
| | | | - Kimberly Quedado
- Office of Undergraduate Research, West Virginia University, Morgantown, WV 26506-6212
| | - Natalie J. Shook
- Psychology Department, West Virginia University, Morgantown, WV 26506-6212
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Kowtha NR. Organizational socialization of newcomers: the role of professional socialization. INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT 2018. [DOI: 10.1111/ijtd.12120] [Citation(s) in RCA: 16] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
Affiliation(s)
- Narasimha Rao Kowtha
- Professor, Solbridge International School of Business; Daejeon Republic of Korea
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14
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Good D, Cavanagh K. It Takes a (Virtual) Village: Exploring the Role of a Career Community to Support Sensemaking As a Proactive Socialization Practice. Front Psychol 2017; 8:97. [PMID: 28220088 PMCID: PMC5292408 DOI: 10.3389/fpsyg.2017.00097] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/02/2016] [Accepted: 01/16/2017] [Indexed: 11/13/2022] Open
Abstract
Scholars have long advocated for individuals to play a more proactive role during organizational entry rather than relying on institutionally led processes. The primary benefit being that the newcomer moves from passive recipient, dependent on the institution to highlight relevant information, to active agent with self-determined sources and methods to aid in adjustment. A virtual career community made up of 12 first year business faculty members was created to provide such a self-determined source of support during the transition from doctoral studies to full-time assistant professorship. After the entry period (1 academic year), the interactions in this community were used as data for a phenomenon driven research study. The results illustrate how a virtual career community could be used as a proactive socialization tool by encouraging sensemaking amongst first year faculty peers. The sensemaking process consists of perceived contrasts and tensions, followed by positive and negative self-disclosures, community feedback, and the experience of cognitive-behavioral shifts. The findings also expand the proactive use of external referents during organizational entry, which previously had only looked at friends and family members of the newcomer.
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Affiliation(s)
- Darren Good
- Graziadio School of Business and Management, Pepperdine University Malibu, CA, USA
| | - Kevin Cavanagh
- Department of Organizational Behavior, Case Western Reserve University Cleveland, OH, USA
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15
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Hernandez PR, Estrada M, Woodcock A, Schultz PW. Mentor qualities that matter: The importance of perceived (not demographic) similarity. JOURNAL OF EXPERIMENTAL EDUCATION 2017; 85:450-468. [PMID: 30381776 PMCID: PMC6205751 DOI: 10.1080/00220973.2016.1246405] [Citation(s) in RCA: 16] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 05/12/2023]
Abstract
Mentoring, particularly same-gender and same-race mentoring, is increasingly seen as a powerful method to attract and retain more women and racial minorities into science, technology, engineering, and mathematics (STEM) education and careers. This study examines elements of a mentoring dyad relationship (i.e., demographic and perceived similarity) that influence the quality of mentorship, as well as the effect of mentorship on STEM career commitment. A national sample of African American undergraduates majoring in STEM disciplines were surveyed in their senior year. Overall, perceived similarity, rather than demographic similarity, was the most important factor associated with protégé perceptions of high quality mentorship and high quality mentoring was in turn associated with higher commitment to STEM careers. We discuss the implications for mentoring underrepresented students and broadening participation in STEM.
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Abstract
Structural equation modeling (SEM) has been a staple of the organizational sciences for decades. It is common to report degrees of freedom ( df) for tested models, and it should be possible for a reader to recreate df for any model in a published paper. We reviewed 784 models from 75 papers published in top journals in order to understand df-related reporting practices and discover how often reported df matched those that we computed based on the information given in the papers. Among other things, we found that both df and the information necessary to compute them were available about three-quarters of the time. We also found that computed df matched reported df only 62% of the time. Discrepancies were particularly common in structural (as opposed to measurement) models and were often large in magnitude. This means that the models for which fit indices are offered are often different from those described in published papers. Finally, we offer an online tool for computing df and recommendations, the Degrees of Freedom Reporting Standards (DFRS), for authors, reviewers, and editors.
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Affiliation(s)
- Jose M. Cortina
- Department of Psychology, George Mason University, Fairfax, VA, USA
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Kulaylat AN, Qin D, Sun SX, Hollenbeak CS, Schubart JR, Aboud AJ, Flemming DJ, Bollard ER, Dillon PW, Han DC. Aligning perceptions of mistreatment among incoming medical trainees. J Surg Res 2016; 208:151-157. [PMID: 27993202 DOI: 10.1016/j.jss.2016.09.016] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/09/2016] [Revised: 09/02/2016] [Accepted: 09/09/2016] [Indexed: 10/21/2022]
Abstract
BACKGROUND Learner mistreatment has been a long-standing example of unprofessional behavior in medical training. Alignment of perceptions of professional behavior is a critical component of developing a defined organizational culture. Clinical vignettes addressing learner mistreatment can help to achieve this goal. Our aim was to determine whether using clinical vignettes to address learner mistreatment during onboarding can reduce variability in the perceptions of mistreatment. MATERIALS AND METHODS External experts in the field of labor and employment relations embedded in the clinical learning environment identified six thematic areas of potential mistreatment. Corresponding clinical case vignettes were developed and presented to incoming trainees during the onboarding process, followed by facilitated discussion. Perceptions of mistreatment before and after discussion were assessed on a Likert scale, with results compared using F-test and t-test. RESULTS There were 145 participants. Most participants reported previously witnessing or experiencing episodes of mistreatment before matriculation (84%), with the majority reporting multiple events. The most common offenders were faculty (57%), residents/fellows (49%), and nurses (33%). Only 10% of incoming trainees reported a previous incident of mistreatment. Postintervention scores demonstrated decreased variability (P < 0.05) in perceptions of mistreatment in all but one vignette (withholding learning opportunities). Two vignettes demonstrated higher perception of mistreatment after intervention (noneducational tasks and gender or racial discrimination, P < 0.05). CONCLUSIONS Mistreatment remains a prevalent phenomenon in medical training involving a wide cross-section of healthcare providers. Trainees arrive with discordant definitions of mistreatment. Alignment of individuals' definitions can be achieved through the use of carefully crafted clinical vignettes and facilitated discussion.
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Affiliation(s)
- Afif N Kulaylat
- Department of Surgery, College of Medicine, The Pennsylvania State University, Hershey, Pennsylvania
| | - Danni Qin
- School of Labor and Employment Relations, The Pennsylvania State University, University Park, State College, Pennsylvania
| | - Susie X Sun
- Department of Surgery, College of Medicine, The Pennsylvania State University, Hershey, Pennsylvania
| | - Christopher S Hollenbeak
- Department of Surgery, College of Medicine, The Pennsylvania State University, Hershey, Pennsylvania; Department of Public Health Sciences, College of Medicine, The Pennsylvania State University, Hershey, Pennsylvania
| | - Jane R Schubart
- Department of Surgery, College of Medicine, The Pennsylvania State University, Hershey, Pennsylvania; Department of Public Health Sciences, College of Medicine, The Pennsylvania State University, Hershey, Pennsylvania
| | - Antone J Aboud
- School of Labor and Employment Relations, The Pennsylvania State University, University Park, State College, Pennsylvania
| | - Donald J Flemming
- Department of Radiology, College of Medicine, The Pennsylvania State University, Hershey, Pennsylvania
| | - Edward R Bollard
- Department of Medicine, College of Medicine, The Pennsylvania State University, Hershey, Pennsylvania
| | - Peter W Dillon
- Department of Surgery, College of Medicine, The Pennsylvania State University, Hershey, Pennsylvania
| | - David C Han
- Department of Surgery, College of Medicine, The Pennsylvania State University, Hershey, Pennsylvania.
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Slaughter JE, Zickar MJ. A New Look at the Role of Insiders in the Newcomer Socialization Process. GROUP & ORGANIZATION MANAGEMENT 2016. [DOI: 10.1177/1059601104273065] [Citation(s) in RCA: 38] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
The purpose of this investigation was to study the effect of socialization-related attitudes and behaviors exhibited by insiders on the development of organizational newcomers. New graduate students, advanced graduate students, and faculty members responded to surveys at two different time periods. Insiders’ attitudes toward socialization were predictive of their involvement in socialization activities. New student involvement in activities that were initiated by faculty members and advanced students was related to role conflict, role ambiguity, and service to the department. Faculty and advanced student attitudes and behaviors, aggregated to the department level, predicted new student departmental service. The authors conclude that the recent call for renewed interest in the role of insiders in the socialization process is warranted.
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Gkorezis P, Petridou E, Lioliou K. The impact of supervisor humor on newcomer adjustment. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2016. [DOI: 10.1108/lodj-08-2014-0161] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose– Substantial research has examined the pivotal role of supervisor positive humor in generating employee outcomes. To date, though, little is known about the relationship between supervisor humor and newcomers’ adjustment. The purpose of this paper is to contribute to this gap by examining the effect of supervisor positive humor on newcomers’ adjustment. In doing so, the authors highlighted relational identification with the supervisor as a mediating mechanism that explains the aforementioned association.Design/methodology/approach– Data were drawn from 117 newcomers. In order to collect the data the authors used the snowball method. Also, hierarchical regression analysis was conducted.Findings– The results demonstrated that supervisor positive humor affects employees’ relational identification with the supervisor which, in turn, positively relates to newcomers’ adjustment.Research limitations/implications– Data were collected using a cross-sectional design and, therefore, the authors cannot directly assess causality. Moreover, the authors used self-report measures which may strengthen the causal relationships.Originality/value– To the best of the knowledge, this is the first study that illustrates the role of supervisor humor in enhancing both newcomers’ relational identification and adjustment.
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Guangrong Dai, De Meuse KP, Gaeddert D. Onboarding externally hired executives: Avoiding derailment – accelerating contribution. JOURNAL OF MANAGEMENT & ORGANIZATION 2015. [DOI: 10.5172/jmo.2011.17.2.165] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
AbstractExecutive onboarding has become a popular technique in the business world during the past decade. However, the demonstrated success of traditional onboarding practices is mixed. We assert in this article that executive onboarding should be strategic, so that it not only prevents executive derailment, but accelerates contribution to optimize strategic achievement. We review the literature and identify six problematic areas externally hired executives often encounter when transitioning in to new organizations. It is recommended that effective onboarding should be tailored to the targeted organizations and executives to address specific transition issues. We propose a conceptual framework to implement onboarding on a strategic basis. It is hoped that such a review and conceptual discussion will enhance the effectiveness of onboarding experiences and increase the likelihood of success for executives hired from outside the organization.
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School-to-work transition and newcomer socialisation: The role of job-related education. JOURNAL OF MANAGEMENT & ORGANIZATION 2015. [DOI: 10.1017/s1833367200001152] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Abstract
AbstractThis study investigated the interactive effects of on-the-job training (OJT), co-worker support (CWS), and supervisor support (SS) with newcomer job-related education (JRE), on newcomer adjustment. Given that socialisation is a learning process, an important factor in socialisation is job-related knowledge. Although many studies on organisational socialisation drew on new graduates making the school-to-work transition, they have not considered the role of JRE and associated job-related knowledge for socialisation. It was hypothesised that JRE and newcomer information-seeking will moderate the effects of OJT, CWS, and SS on role clarity, role conflict, and role orientation. The study was conducted with a sample 244 business and engineering graduates of an Asian university. Results provide some support for the moderating effects of JRE on role clarity and conflict. It was also found that SS was positively related to newcomer innovative role orientation. Implications for theory and practice are discussed.
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Kamau C. Effects of shadowing and supervised on-the-job inductions on mental health nurses. J Psychiatr Ment Health Nurs 2014; 21:379-82. [PMID: 24612253 DOI: 10.1111/jpm.12136] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- C Kamau
- Birkbeck, University of London, London, UK
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Lapointe É, Vandenberghe C, Boudrias JS. Organizational socialization tactics and newcomer adjustment: The mediating role of role clarity and affect-based trust relationships. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2014. [DOI: 10.1111/joop.12065] [Citation(s) in RCA: 47] [Impact Index Per Article: 4.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
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24
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Information‐seeking behaviour. MANAGEMENT RESEARCH: JOURNAL OF THE IBEROAMERICAN ACADEMY OF MANAGEMENT 2012. [DOI: 10.1108/1536-541211228504] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeDespite more than three decades of studies, the role of information‐seeking during organizational socialization remains ambiguous. The purpose of this paper is to investigate the mediating role played by information‐seeking behaviour during the organizational socialization process.Design/methodology/approachTwo different information‐seeking behaviors (implicit and explicit) were considered as mediators in the relationship between personality (extroversion, openness to experience, conscientiousness), organizational variables (LMX and POS) and organizational socialization outcomes (task mastery, social integration, role ambiguity, role conflict). Analysis carried out with SEM (structural equation modelling) on longitudinal survey data from 316 new police officers during their first six months of work showed interesting results regarding the two hypothesized mediators.FindingsIn particular, the results show that the two information‐seeking behaviors seem to be related to different paths that link personality and social‐exchange variables to organizational outcomes.Originality/valueThe paper's findings provide useful clues for a better understanding of the role of information‐seeking behaviour during the socialization process and highlight the importance of social support in predicting newcomer adjustment.
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Walsh WB, Srsic C. Annual Review: Vocational Behavior and Career Development-1994. CAREER DEVELOPMENT QUARTERLY 2011. [DOI: 10.1002/j.2161-0045.1995.tb00680.x] [Citation(s) in RCA: 11] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/11/2022]
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Cooper-Thomas HD, Wilson MG. Influences on Newcomers' Adjustment Tactic Use. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2011. [DOI: 10.1111/j.1468-2389.2011.00567.x] [Citation(s) in RCA: 11] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Helena D. Cooper-Thomas
- Department of Psychology; The University of Auckland; Private Bag 92019; Auckland; 1142; New Zealand
| | - Marie Gee Wilson
- Griffith Business School; Griffith University; Nathan; Qld; Australia
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Kowtha NR. School-to-work transition and newcomer socialisation: The role of
job-related education. JOURNAL OF MANAGEMENT & ORGANIZATION 2011. [DOI: 10.5172/jmo.2011.17.6.747] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
Abstract
This study investigated the interactive effects of on-the-job training
(OJT), co-worker support (CWS), and supervisor support (SS) with newcomer
job-related education (JRE), on newcomer adjustment. Given that
socialisation is a learning process, an important factor in socialisation is
job-related knowledge. Although many studies on organisational socialisation
drew on new graduates making the school-to-work transition, they have not
considered the role of JRE and associated job-related knowledge for
socialisation. It was hypothesised that JRE and newcomer information-seeking
will moderate the effects of OJT, CWS, and SS on role clarity, role
conflict, and role orientation. The study was conducted with a sample 244
business and engineering graduates of an Asian university. Results provide
some support for the moderating effects of JRE on role clarity and conflict.
It was also found that SS was positively related to newcomer innovative role
orientation. Implications for theory and practice are discussed.
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Kowtha NR. School-to-work transition and newcomer socialisation: The role of job-related education. JOURNAL OF MANAGEMENT & ORGANIZATION 2011. [DOI: 10.5172/jmo.2011.747] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
AbstractThis study investigated the interactive effects of on-the-job training (OJT), co-worker support (CWS), and supervisor support (SS) with newcomer job-related education (JRE), on newcomer adjustment. Given that socialisation is a learning process, an important factor in socialisation is job-related knowledge. Although many studies on organisational socialisation drew on new graduates making the school-to-work transition, they have not considered the role of JRE and associated job-related knowledge for socialisation. It was hypothesised that JRE and newcomer information-seeking will moderate the effects of OJT, CWS, and SS on role clarity, role conflict, and role orientation. The study was conducted with a sample 244 business and engineering graduates of an Asian university. Results provide some support for the moderating effects of JRE on role clarity and conflict. It was also found that SS was positively related to newcomer innovative role orientation. Implications for theory and practice are discussed.
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29
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Chen J, Eldridge D. The missing link in newcomer adjustment. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2011. [DOI: 10.1108/19348831111121312] [Citation(s) in RCA: 15] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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30
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Onboarding externally hired executives: Avoiding derailment – accelerating contribution. JOURNAL OF MANAGEMENT & ORGANIZATION 2011. [DOI: 10.1017/s1833367200001590] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
AbstractExecutive onboarding has become a popular technique in the business world during the past decade. However, the demonstrated success of traditional onboarding practices is mixed. We assert in this article that executive onboarding should be strategic, so that it not only prevents executive derailment, but accelerates contribution to optimize strategic achievement. We review the literature and identify six problematic areas externally hired executives often encounter when transitioning in to new organizations. It is recommended that effective onboarding should be tailored to the targeted organizations and executives to address specific transition issues. We propose a conceptual framework to implement onboarding on a strategic basis. It is hoped that such a review and conceptual discussion will enhance the effectiveness of onboarding experiences and increase the likelihood of success for executives hired from outside the organization.
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Chen NY, Tjosvold D, Huang X, Xu D. New Manager Socialization and Conflict Management in China: Effects of Relationship and Open Conflict Values1. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2011. [DOI: 10.1111/j.1559-1816.2010.00716.x] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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32
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Blanch A, Aluja A. Job involvement in a career transition from university to employment. LEARNING AND INDIVIDUAL DIFFERENCES 2010. [DOI: 10.1016/j.lindif.2009.12.011] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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Lynch K, Buckner-Hayden G. Reducing the new employee learning curve to improve productivity. J Healthc Risk Manag 2010; 29:22-8. [PMID: 20151373 DOI: 10.1002/jhrm.20020] [Citation(s) in RCA: 10] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
Effective onboarding is essential to the acclimation and socialization of new healthcare risk management professionals within their new organizations. This acclimation process is a natural extension of employee orientation training. Benefits of effective onboarding include maximizing new employees' full productivity in core functions, thereby recouping the organization's return on investment, and positioning them for enduring success.
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Affiliation(s)
- Krishna Lynch
- American Society for Healthcare Risk Management, Chicago
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Simosi M. The role of social socialization tactics in the relationship between socialization content and newcomers' affective commitment. JOURNAL OF MANAGERIAL PSYCHOLOGY 2010. [DOI: 10.1108/02683941011023758] [Citation(s) in RCA: 25] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Maes B, Fontanaud N, Pronost AM. Effet de la mise en place d'un instrument d'évaluation continue de la qualité des soins infirmiers sur la satisfaction au travail des soignants et sur leur implication affective. Rech Soins Infirm 2010. [DOI: 10.3917/rsi.102.0042] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/14/2022]
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36
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Maier GW, Wastian M, Rosenstiel LV. Der differenzielle Einfluss der Berufsorientierungen auf Berufserfolg und Arbeitsmotivation. ZEITSCHRIFT FUR ARBEITS-UND ORGANISATIONSPSYCHOLOGIE 2009. [DOI: 10.1026/0932-4089.53.3.104] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Abstract
In dieser Studie wurde der langfristige Einfluss der Berufsorientierungen (Karriereorientierung, Freizeitorientierung, alternatives Engagement) auf Indikatoren des extrinsischen Berufserfolgs und der Arbeitsmotivation untersucht. Teilnehmer waren 833 Personen mit wirtschafts- bzw. ingenieur-/naturwissenschaftlichem Studienabschluss, die zum ersten Erhebungszeitpunkt (T1) unmittelbar vor ihrem Abschlussexamen standen und beim zweiten Erhebungszeitpunkt (T2) seit 5.6 Jahren berufstätig waren. Zu T1 wurden die Berufsorientierungen, zu T2 der extrinsische Berufserfolg (Gehalt), motivationale Einstellungen (Job Involvement, Identifikation mit der Organisation) und Engagement (Arbeitszeit, Organizational Citizenship Behavior) erhoben. Eine Mehrgruppen-Pfadanalyse bestätigte, dass sich die Berufsorientierungen insgesamt als valide Prädiktoren erwiesen, wobei in der Gruppe der Wirtschaftswissenschaftler die Karriereorientierung deutlich bedeutsamer für die Ausprägung von motivationalen Einstellungen und Engagement war als in der Gruppe der Natur- und Ingenieurwissenschaftler.
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The learning of socialization content: A framework for researching orientating practices. RESEARCH IN PERSONNEL AND HUMAN RESOURCES MANAGEMENT 2008. [DOI: 10.1016/s0742-7301(08)27007-6] [Citation(s) in RCA: 48] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/02/2022]
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GILBOA SIMONA, SHIROM ARIE, FRIED YITZHAK, COOPER CARY. A META-ANALYSIS OF WORK DEMAND STRESSORS AND JOB PERFORMANCE: EXAMINING MAIN AND MODERATING EFFECTS. PERSONNEL PSYCHOLOGY 2008. [DOI: 10.1111/j.1744-6570.2008.00113.x] [Citation(s) in RCA: 535] [Impact Index Per Article: 33.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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Chen NYF, Lu JF, Tjosvold D, Lin C. Effects of Team Goal Interdependence on Newcomer Socialization: An Experiment in China1. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2007. [DOI: 10.1111/j.1559-1816.2008.00302.x] [Citation(s) in RCA: 10] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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40
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Saks AM, Uggerslev KL, Fassina NE. Socialization tactics and newcomer adjustment: A meta-analytic review and test of a model. JOURNAL OF VOCATIONAL BEHAVIOR 2007. [DOI: 10.1016/j.jvb.2006.12.004] [Citation(s) in RCA: 269] [Impact Index Per Article: 15.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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Ashforth BE, Sluss DM, Saks AM. Socialization tactics, proactive behavior, and newcomer learning: Integrating socialization models. JOURNAL OF VOCATIONAL BEHAVIOR 2007. [DOI: 10.1016/j.jvb.2007.02.001] [Citation(s) in RCA: 321] [Impact Index Per Article: 18.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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Kawai K, Yamazaki Y. The Effects of Pre‐Entry Career Maturity and Support Networks in Workplace on Newcomers' Mental Health. J Occup Health 2006; 48:451-61. [PMID: 17179638 DOI: 10.1539/joh.48.451] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
The present study examined the effects of pre-entry experiences (i.e. career maturity), as well as support networks (i.e. informational and friendship), on newcomers' mental health (i.e. depression, self-esteem, psychosomatic symptoms, and work motivation). We performed a longitudinal study of 890 men and women who first entered the workplace in 2003. Surveys were distributed at two time points: just prior to entering the workplace, and two months after entering. Results indicated that career maturity related positively to newcomers' mental health, and newcomers with high career maturity were more successful in establishing positive relationships with superiors and co-workers. Although, informational support networks positively related to work motivation, friendship networks did not show any direct effects on mental health. These results underscore the crucial roles of career maturity and informational networks in facilitating the transition to the workplace. The results also provide empirical support for an expanded view of the importance of pre-entry experiences to workplace newcomers' mental health.
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Affiliation(s)
- Kaoru Kawai
- Department of Health Sociology, School of Health Science and Nursing, The University of Tokyo, Hongo, Japan.
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LAMBERT LISASCHURER, EDWARDS JEFFREYR, CABLE DANIELM. BREACH AND FULFILLMENT OF THE PSYCHOLOGICAL CONTRACT: A COMPARISON OF TRADITIONAL AND EXPANDED VIEWS. PERSONNEL PSYCHOLOGY 2006. [DOI: 10.1111/j.1744-6570.2003.tb00244.x] [Citation(s) in RCA: 192] [Impact Index Per Article: 10.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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Abstract
The authors investigated the effects on job performance of 3 forms of goal orientation and 4 self-regulation (SR) tactics. In a longitudinal field study with salespeople, learning and performance-prove goal orientation predicted subsequent sales performance, whereas performance-avoid goal orientation negatively predicted sales performance. The SR tactics functioned as mediating variables between learning and performance-prove goal orientations and performance. Social competence and proactive behavior directly and positively predicted sales performance, and emotional control negatively predicted performance.
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Affiliation(s)
- Christine L Porath
- Department of Management and Organization, University of Southern California, Los Angeles, CA 90089-0808, USA.
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The effects of early socialization experiences on content mastery and outcomes: A mediational approach. JOURNAL OF VOCATIONAL BEHAVIOR 2006. [DOI: 10.1016/j.jvb.2005.02.001] [Citation(s) in RCA: 36] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/19/2022]
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47
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Harris LC, Ogbonna E. Approaches to career success: An exploration of surreptitious career-success strategies. HUMAN RESOURCE MANAGEMENT 2006. [DOI: 10.1002/hrm.20095] [Citation(s) in RCA: 26] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
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ERDOGAN BERRIN, BAUER TALYAN. ENHANCING CAREER BENEFITS OF EMPLOYEE PROACTIVE PERSONALITY: THE ROLE OF FIT WITH JOBS AND ORGANIZATIONS. PERSONNEL PSYCHOLOGY 2005. [DOI: 10.1111/j.1744-6570.2005.00772.x] [Citation(s) in RCA: 190] [Impact Index Per Article: 10.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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49
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Cremer DD, Tyler TR. A Matter of Intragroup Status: The Importance of Respect for the Viability of Groups. RESEARCH ON MANAGING GROUPS AND TEAMS 2005. [DOI: 10.1016/s1534-0856(05)07001-5] [Citation(s) in RCA: 18] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/13/2023]
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Cooper-Thomas HD, Anderson N. Organizational Socialization: A Field Study into Socialization Success and Rate. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2005. [DOI: 10.1111/j.0965-075x.2005.00306.x] [Citation(s) in RCA: 51] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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