The effects of career plateaued workers on in-group members’ perceptions of P-O fit

2013 ◽  
Vol 36 (2) ◽  
pp. 198-212 ◽  
Author(s):  
Deondra Conner
Keyword(s):  
Organizational Climate ◽  
Organizational Socialization ◽  
Personal Characteristics ◽  
Role Expectations ◽  
Socialization Process ◽  
Performance Expectations ◽  
Content Type ◽  
Career Plateau ◽  
Group Members ◽  
Person Organization Fit

Purpose – The purpose of this paper is to examine the effects on in-group members of an influential worker's response to being in a state of career plateau. Design/methodology/approach – Using the concepts of the career plateau, person-organization fit, and organizational climate, a set of propositions is presented and discussed relative to the influential worker's response. A model is presented to illustrate the effects and the components involved. Findings – An influential career plateaued worker can affect the in-group he or she is associated with. An ineffectively plateaued worker is not only low in productivity, but also resorts to such negative behavior as absenteeism, withdrawal, and frequent job changes. When noticed by other in-group members, such behavior can affect their attitudes and behaviors. Practical implications – The organizational socialization process can counter the effects of the otherwise influential ineffectively career plateaued person's response. This is possible if the socialization process is strong enough to overcome (or complement) certain personal characteristics of the in-group members and their association with the career plateaued person by creating an environment where career progress, performance expectations, and role expectations are clear. Originality/value – The paper develops an original model based on a set of theory-based propositions that is of value to both academicians and practitioners.

Expectancy violation in a Facebook group: What is your response?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Stella Tomasi ◽  
Chaodong Han ◽  
James Otto
Keyword(s):  
Social Media ◽  
Regression Models ◽  
Personal Characteristics ◽  
Expectancy Violations ◽  
Content Type ◽  
Perceived Severity ◽  
Expectancy Violation ◽  
Group Members ◽  
Comprehensive Framework ◽  
Group Characteristics

PurposeFacebook groups provide a forum for members to post content and engage with others through comments. Sometimes members behave poorly and violate the expectations of group members. In this study, the authors build a research framework based on expectancy violation theory (EVT) to predict and better understand the behaviour and responses of members when faced with violations in their groups.Design/methodology/approachFacebook group members completed surveys regarding their interactions in social media groups. The independent variable predictors in the study were categorized by personal characteristics, relationship characteristics and group characteristics. Participants also identified expectancy violations they had encountered (either severe or mild) and identified how they would react to the two types of violations. Regression models were developed for severe and mild violations.FindingsThe regression models show that personal characteristics such as age, gender and marital status; relationship characteristics such as their social media usage frequency and their social media engagement level; group characteristics such as anonymity of users and purpose of the group as well as the perceived severity of the violation influence how a member will respond to the expectancy violation.Originality/valueThe research study extends the existing expectancy violation literature by providing a comprehensive framework to predict how users will react to negative expectancy violations. This study also has practical implications for how group administrators might manage expectancy violations.

Organizational socialization and ethical fit: a conceptual development by serendipity

2019 ◽  
Vol 48 (2) ◽  
pp. 511-527 ◽  
Author(s):  
David A.L. Coldwell ◽  
Mervywn Williamson ◽  
Danielle Talbot
Keyword(s):  
Conceptual Model ◽  
Conceptual Development ◽  
Organizational Socialization ◽  
Secondary Data ◽  
Socialization Process ◽  
Content Type ◽  
Practical Utility ◽  
Extant Literature ◽  
Hr Management ◽  
Practical Implications

PurposeA significant and increasing number of graduate recruits take up employment for specific companies by virtue of their ethical reputation and profiles. As such, ethical fit has become an important dimension of the attraction and retention of graduates. However, preconceived notions of a company’s ethical orientation obtained through the media and initial recruitment exercises may be challenged during the induction and socialization phases of organizational entry, such that people may find that the reputation is just an external façade leading to disappointment and a reassessment of the employer. The paper aims to discuss these issues.Design/methodology/approachThe study’s essential focus is on building a conceptual ethical fit model and to underline the need for further conceptual development in the area. The analysis of extant secondary data and the methodology of serendipity were used.FindingsThe model’s conceptual cogency and practical utility for human resource management are analyzed in the light of specific secondary data and specific propositions described.Research limitations/implicationsA major concern with conceptual models is empirical validity and practical utility which requires empirical testing. However, this limitation has been mitigated by the use of a serendipitous approach from a qualitative empirical study with a generalized person–organization (P–O) focus.Practical implicationsVarious practical implications of the model described in the paper for HR management are evident from empirical studies in the area which have dealt with particular aspects of the model. For example, Baueret al.(1998) found that socialization effects employee turnover. And, Cable and Parsons (2001) indicate that organizational socialization is critical in generating committed employees whose values are congruent with those of the organization. Since committed employees are critical for the success of the organization, they suggest training programs for hiring managers and criteria in performance appraisals that include the development of employee value congruence through specific formal socialization tactics.Originality/valueThe paper contributes to the extant literature by building a dynamic conceptual model with attendant testable propositions that explore the implications of employee misalignment in pre-socialization anticipatory organizational ethical fit and post-socialization organizational ethical fit. More specifically, the study contributes to the extant literature by considering the socialization process in relation to ethical fit dynamics. It also considers from the point of view of specific moral development theory and changing perceptions of ethical climate that occur during organizational socialization. Serendipitous material obtained from a qualitative study of P–O fit puts flesh on the bones of the effects of the socialization process on ethical fit described by the paper’s conceptual model while providing circumstantial evidence for the propositions and their practical utility for HR management.

The significance of perceived social-organization climate for creating employees’ innovativeness

2016 ◽  
Vol 39 (2) ◽  
pp. 167-195 ◽  
Author(s):  
Agnieszka Wojtczuk-Turek ◽  
Dariusz Turek
Keyword(s):  
Organizational Climate ◽  
Structural Equation ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
Social Organizational ◽  
Person Organization Fit ◽  
The Relationship

Purpose – The purpose of this study is to describe and explain the relationship between perceived social-organizational climate (PSOC), organizational citizenship behaviors (OCB) of other employees and innovative workplace behaviors (IWB) initiated and performed by employees. The mediating role of person-organization fit (P-O Fit) is tested within the relationship of PSOC, OCB and IWB. Design/methodology/approach – The study was conducted anonymously on a group of 246 employees from 76 companies operating in Poland. Structural equation modeling (SEM) was used in the process of statistical analysis. Findings – The research confirmed a significant statistical relationship between IWB and all studied variables: PSOC, OCB and P-O Fit. On the basis of the analysis, using SEM, it may be concluded that PSOC and OCB of other employees have an indirect influence on IWB, via P-O Fit. Research limitations/implications – A cross-sectional design and use of self-reported questionnaire data are limitations of this study. Originality/value – The combination of variables presented in the research model may explain the significance of the chosen determinants of behaviors which are the key ones from the perspective of the company’s effectiveness and competitiveness on the market. The results of this research extend the knowledge in the area of relationships of innovation in the workplace with aspects of social functioning in the organization.

Organizational socialization tactics and newcomer information seeking in the contingent workforce

2016 ◽  
Vol 45 (4) ◽  
pp. 743-763 ◽  
Author(s):  
Diana Benzinger
Keyword(s):  
Information Seeking ◽  
Organizational Socialization ◽  
Organizational Level ◽  
Temporary Workers ◽  
Organizational Entry ◽  
Socialization Process ◽  
Content Type ◽  
German Sample ◽  
New Hires ◽  
Temporary Agency Workers

Purpose – The purpose of this paper is to compare newcomers’ perceptions on how employers structure the socialization process in the core and peripheral workforce and to explore the proactivity of these new hires in form of information seeking behavior. Design/methodology/approach – The data of this study were collected from a German sample with 359 contingent and permanent new hires in skilled jobs. Findings – The employment type was linked to both socialization tactics firms provided during organizational entry as well as information seeking of permanent and contingent newcomers. In addition, organizational tenure was positively linked with information seeking of both newly hired temporary agency workers and newcomers holding fixed-term contracts. Research limitations/implications – Since most of the participants worked for different employers, differences in socialization might also be caused by different organizational cultures. Future studies should compare the socialization of new permanent and new temporary workers on an inter-organizational and intra-organizational level. Practical implications – For skilled jobs firms should offer long-term assignments for temporary agency workers, as they are associated with higher proactivity. Further, firms should intensify the socialization of newcomers holding longer-term work contracts, as these employees may tend to show lower proactivity. Social implications – A structured organizational entry of skilled temporary agency workers may represent a stepping stone for permanent employment due to improved work attitudes and behaviors. Originality/value – This is the first study that examines employment characteristics as potential determinants of organizational socialization tactics. In addition, the study uses a German sample and therefore, follows recent calls for more research on organizational socialization in non-Anglo-Saxon work contexts.

A longitudinal investigation of self-initiated expatriate organizational socialization

2017 ◽  
Vol 46 (2) ◽  
pp. 182-204 ◽  
Author(s):  
Carmen Fu ◽  
Yu-Shan Hsu ◽  
Margaret A. Shaffer ◽  
Hong Ren
Keyword(s):  
Organizational Socialization ◽  
Learning Ability ◽  
Process Data ◽  
Socialization Process ◽  
Content Type ◽  
Calculative Commitment ◽  
Learning Speed ◽  
Local Host ◽  
Host Organization

Purpose The purpose of this paper is to examine the process of self-initiated expatriate (SIE) organizational socialization. Design/methodology/approach To assess the socialization process, data were collected at three points in time. SIE English teachers were surveyed at three points in time. At Time 3, data from the principals of those teachers who completed surveys at Time 2 were also collected. Findings Organizational socialization tactics facilitate social integration and learning speed, which, in turn, are positively related to SIE adjustment. Moreover, SIEs who climbed the learning curve more quickly were only able to capitalize on their learning ability to promote performance when their calculative commitment was low. Originality/value First, in contrast with the majority of expatriate socialization studies that tend to focus on the proactive behaviors of expatriates, the authors examine the organizational socialization tactics of a local host organization. Second, they consider the role of calculative commitment, which is especially germane to the SIE context, on SIE performance. Third, this study contributes to the organizational socialization literature by recognizing that socialization is an on-going process that continues to influence employees even after they are no longer “newcomers.” Fourth, the authors assess adjustment directly rather than through proxy measures.

Recent immigrant newcomers’ socialization in the workplace

2017 ◽  
Vol 36 (5) ◽  
pp. 382-400 ◽  
Author(s):  
Amina Malik ◽  
Laxmikant Manroop
Keyword(s):  
Design Methodology ◽  
Organizational Socialization ◽  
Societal Implications ◽  
Socialization Process ◽  
Content Type ◽  
Recent Immigrant ◽  
The Past ◽  
Adjustment Strategies ◽  
Practical Implications

Purpose 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. Design/methodology/approach 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. Findings 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. Research limitations/implications 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. Practical implications 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. Originality/value 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.

Health, happiness and your future: using a “men’s group” format to work with homeless men in London

2017 ◽  
Vol 13 (4) ◽  
pp. 403-418
Author(s):  
Kate Thompson ◽  
Pippa Brown ◽  
Stephanie Vieira
Keyword(s):  
Mental Health ◽  
Psychosocial Issues ◽  
Horn Of Africa ◽  
Content Type ◽  
Health And Wellbeing ◽  
Care Services ◽  
Homeless Men ◽  
Group Members ◽  
Future Work ◽  
The Impact

Purpose The purpose of this paper is to describe an intervention with a group of homeless men from the Horn of Africa, service users of the Horn of Africa Health and Wellbeing Project in London. The group was conceived by the second author who noted the presence of significant psychosocial issues for her clients, but equally their reluctance to access mainstream mental health or social care services. Design/methodology/approach Designing the group and introducing it to the men involved threw up some challenges which are explored, and the impact of the group on participants is evaluated. Findings Overall both the participants and the facilitators evaluated the group positively and it appeared to have led to lasting change for some of the group members, and this is described. The authors argue that this sort of group may be a more acceptable way to work on psychosocial issues than something more directly focused on mental health intervention. The group protocol is outlined along with suggestions for future work in this area. Originality/value This intervention represents a creative alternative to more mainstream psychological interventions for homeless or exiled men.

Beyond sex

2016 ◽  
Vol 31 (1) ◽  
pp. 43-60 ◽  
Author(s):  
Ho Kwan Cheung ◽  
Alex Lindsey ◽  
Eden King ◽  
Michelle R Hebl
Keyword(s):  
Gender Role ◽  
Sex Role ◽  
Role Identity ◽  
Influence Tactics ◽  
Role Expectations ◽  
Performance Ratings ◽  
Occupational Commitment ◽  
Continuance Commitment ◽  
Content Type ◽  
Sex Role Identity

Purpose – Influence tactics are prevalent in the workplace and are linked to crucial outcomes such as career success and helping behaviours. The authors argue that sex role identity affects women’s choice of influence tactics in the workplace, but they only receive positive performance ratings when their behaviours are congruent with gender role expectation. Furthermore, the authors hypothesize that these relationships may be moderated by occupational continuance commitment. Results suggest that femininity is negatively related to the use of influence tactics overall, and this relationship is moderated by occupational continuance commitment. Design/methodology/approach – In all, 657 women working in the construction industry were surveyed for their continuance occupational commitment and sex role identity and 465 supervisors whose responses are linked with the subordinates are surveyed for the women’s influence tactics and performance ratings. Findings – Results suggested that femininity was negatively related to the use of influence tactics overall, and this relationship was moderated by occupational continuance commitment. Results also showed that women’s use of influence tactics was only positively received in terms of performance ratings when the influence tactic was congruent with gender role expectations. Research limitations/implications – The results of this current study suggest that not all women are equally likely to use influence tactics and not all tactics result in positive perceptions of performance. Feminine women in general refrain from using influence tactics unless they are driven to stay in a given occupation, but they only receive positive results when their behaviours are congruent with society’s gender role expectations. Originality/value – Past research has mostly focused on broad differences between males and females, and this study has shown that there are more nuanced differences that can more accurately describe the effects of gender disposition (i.e. sex role identity) on influence tactics. It also emphasizes the importance of occupational commitment as a boundary condition, which influences women to step out of their gender roles even though they may be penalized with lower performance ratings.

The role of agency in project initiation decisions

2014 ◽  
Vol 7 (3) ◽  
pp. 518-535 ◽  
Author(s):  
Mark Mullaly
Keyword(s):  
Decision Making ◽  
Decision Rules ◽  
Personal Characteristics ◽  
Decision Makers ◽  
Organizational Dynamics ◽  
Substantive Theory ◽  
Content Type ◽  
The Subject ◽  
Board Level

Purpose – The purpose of this paper is to explore the role of decision rules and agency in supporting project initiation decisions, and the influences of agency on decision-making effectiveness. Design/methodology/approach – The study this paper is based upon used grounded theory methodology, and sought to understand the influences of individual decision makers on project initiation decisions within organizations. Data collection involved 28 participants who were involved in project initiation decisions within their organizations, who discussed the process of project initiation in their organization and their role within that process. Findings – The study demonstrates that the overall effectiveness of project initiation decisions is a product of agency, process effectiveness or rule effectiveness. The employment of agency can have a direct influence on decision-making effectiveness, it can compensate for organizational inadequacies of a process or political nature, and it can be constrained in the evidence of formal and effective organizational practices. Research limitations/implications – While agency was recognized by all participants, there are clearly circumstances where actors perceive the ability to exercise agency to be externally constrained. The study is exploratory, contributing to the development of substantive theory. Theory testing as well as a more in-depth investigation of the underlying drivers of agency would be valuable. Practical implications – The study provides executives and individuals supporting the initiation of projects with insights on how to effectively influence the effectiveness of project initiation decisions, and the degree to which personal characteristics influence organizational dynamics. Originality/value – Most discussions of agency has been framed the subject as an executive- or board-level phenomenon. The current study demonstrates that agency is in fact being perceived and operationalized at all levels. Those demonstrating agency in the majority of instances in this study do so in exercising stewardship behaviours. This has important implications for how agency is perceived by executives, and by how agency is exercised by actors at all levels of the organization.

The categorization of expatriates and the support offered by host country nationals

2016 ◽  
Vol 4 (1) ◽  
pp. 18-43 ◽  
Author(s):  
Shirley C. Sonesh ◽  
Angelo S. DeNisi
Keyword(s):  
Host Country ◽  
Small Sample Size ◽  
Small Sample ◽  
Content Type ◽  
Host Country Nationals ◽  
Group Members ◽  
Expatriate Assignments ◽  
The Right ◽  
National Stereotypes

Purpose – Although several authors have suggested that host country nationals (HCNs) play an important role in the management of expatriates (e.g. Toh and DeNisi, 2003; Farh et al., 2010), research has also suggested that this relationship is not always good, and the flow of critical information to expatriates can be limited. This is especially true when HCNs categorize the expatriates as “out-group” members. The purpose of this paper is to examine potential determinants of categorization decisions as well as potential outcomes related to expatriate socialization. Design/methodology/approach – The paper employs a dyadic survey approach to determine the antecedents to expatriate categorization and HCN socialization behaviors from the perspective of both the expatriate and HCN. Findings – The results of survey data from 65 expatriate-HCN dyads indicated that expatriate ethnocentrism and the salience of the expatriates’ nationality were important predictors of categorization, but that categorization was related to only one dimension of socialization. However, affect was found to play a role in predicting socialization behaviors. Research limitations/implications – There is potential selection bias since expatriates chose HCNs as respondents, but results suggested this was not a serious problem. Other limitations include a relatively small sample size and the fact that a number of contextual issues such as national stereotypes and MNC strategy, are not controlled for. Practical implications – Implications of these findings for the successful management of expatriate assignments include sending over expatriates with the right relational skills, and those low in ethnocentrism, rather than just the right technical skills. Originality/value – The present study was one of the first to empirically test the potential role of categorization in the process of socialization.

Sign in / Sign up

Export Citation Format

Share Document