Shaping Organizational Citizenship Behavior of New Employees: Effects of Mentoring Functions and Supervisor Need for Achievement

In this study, we explored the relationship among mentoring functions (MFs), direct supervisor need for achievement (DSNFA), and employee organizational citizenship behavior (OCB) from the perspective of conservation of resources (COR) theory. A sample of 242 dyads was selected from new employees and direct supervisors employed in four- and five-star hotels in Taiwan. The results revealed that MFs and DSNFA were positively related to new-employee OCB. However, DSNFA negatively moderated the relationship between MFs and new-employee OCB. That is, low DSNFA positively moderated the relationship between MFs and OCB more than high DSNFA did. The results were explained using COR theory, which states that the development of positive personality traits is limited to in specific circumstances. Organizations in the hospitality industry that emphasize on OCB should examine their human resource activities to optimize performance.

Transformation of The Role and Functions of HR in The Conditions of New Economic Challenges

The article discusses the new roles and functions of HR specialists in the context of the formation of a new economic model. The first part of the article discusses the reasons for the change in the role and status of HR in the company and the emergence of new areas of work with personnel. Among the main reasons for HR transformation, the author highlights: the formation of a new model of the business environment – the transition from the VUCA-world to the BANI world; digitalization and active development of the gig economy, which caused the emergence of new forms of social and labor relations; changing the model of the organization itself – the spread of heterarchical structures and cross-functional teams, changing the paradigm of employee management – orientation towards the concept of human capital management. The second part of the article provides an overview of the new HR functions. HR transformation is associated with the expansion of the field of attention and sphere of influence of HR specialists. Currently, the focus of HR work is shifting to strategic issues, deep immersion in business, due to the liberation from routine. At the same time, the content of traditional HR functions is changing: new HR functions are becoming more focused and technologically advanced, new employee management tools and new positions are emerging (for example, HR-marketer, HR-Ambassador, HR-evangelist, happiness manager, HR-business-travel, specialist in managing remote work of employees, etc.). Currently, there is a «war for talents» all over the world, associated with attracting the most promising, highly qualified and unique employees. In these conditions, it is the personnel management system that becomes a competitive advantage.

Patterns of Human Capital Formation

The main goal of the article is to identify the basic patterns of the formation of human capital (HC). An especially valuable and scarce resource of the modern economy is becoming a creative skilled worker capable of generating ideas, as well as creating and implementing new technological solutions and products. The development of the economy leads to significant transformations in the generation of resource potential, and changes in the role of individual resources. Human capital begins to play a dominant role in the resource hierarchy. It is the HC that sets in motion the production processes and determines the efficiency of using the entire resource potential. The methods of aspect analysis and of apperception used in this study made it possible to identify modern patterns peculiar to the formation of human capital in the economy, and to emphasize its objective importance and ability to significantly influence the development of society. During the research, the authors proved that human capital acquires the status of the main resource in the economy, the quantitative characteristics of the workforce capacity give way to the role of qualitative characteristics, and the development of STP requires a new employee formation to dominate the intellectual component.

Role of Organizational Diagnosis in Improving Employee-Centred Strategies in the IT&C Sector

The paper pleads for the importance of organizational diagnosis in order to develop new employee-centred strategies. In order to remain competitive, especially in the COVID-19 context, organizations from the IT&C industry needs to improve employee-centred strategies and to align the business processes with these strategies. The empirical research aims to provide through quantitative and qualitative sources an accurate picture of the organizational diagnosis in order to adapt suitable HR processes. The study uses 300 employee responses from the IT&C industry in order to draw the positive elements (eg. good perception of organizational leadership, excellent communication in teams and satisfaction towards adaption to COVID-19 pandemic) and areas to improve (such as for example: workload, internal bureaucracy and integration as well as adaptability and organizational change) resulted from the organizational diagnosis.

Psychological and social adaptation at the workplace

The aim of the study is to optimize the adaptation process of nursing specialists of the city hospital. Results. The special literature on the methods of managing the adaptation process of the employees admitted to the organization, the existing system of labor adaptation of the nursing staff of the city hospital; the influence of mentoring as a method of professional adaptation of young specialists in new working conditions, influencing the results of their professional activities, has been established; the factors influencing the socio-psychological adaptation of new nursing specialists are analyzed; formulated practical recommendations for improving the system of labor adaptation of the nursing staff of the city hospital. Conclusion. The sisters of the leaders are directly responsible for the development and improvement of the professional thinking of employees. Their actions should be aimed at maintaining and improving the quality of professional skills necessary for successful work in the present and in the future. The hospital should introduce a new method of drawing up individual work adaptation programs that should meet the needs of each new employee. The path to professionalism goes through the awareness of the need, the importance of improving their knowledge and skills, gaining experience.

Theoretical and applied principles of system of personnel adaptation

In modern conditions, as development and reform of economic and socio-labor spheres, continuous technical progress and inconstant world environment, staffing requirements are constantly growing. Today, important issues for the system of employment and adaptation are their improvement with the help of modern personnel technologies, which would take into account external and internal factors, strategic orientation, could adapt to the natural response to excessive market spontaneity. Staff adaptation is the fundamental basis of any organization and further work with the employee. The adaptation measures in a complex way, are playing the role of basis for adaptation programs. That program, in turn, describes the tasks, main goals, deadlines and identifies the employees responsible for the adaptation; establishes a sequence of actions to achieve the set goals and indicates what knowledge, skills, competencies and skills a new employee should have and what results he or she should show after the end of the adaptation period. From the organizational point of view, there are several periods of adaptation. First, this is a familiarization period lasting one month. The second period is an evaluation one. In the third period, there is a gradual integration into the organization. In the article there is identifying of most common features of personnel adaptation system regardless the industry and organization in which that system operates. The goals of personnel adaptation in organization are defined. In today's labor market, the question of not only the formation of the ideal staff in the organization, but also the retention of valuable staff – this is the task can be performed by an effective system of staff adaptation.

Innovation in Company Labor Productivity Management: Data Science Methods Application

The article considers the challenge of labor productivity growth in a company using objective data about economic, demographic and social factors and subjective information about an employees’ health quality. We propose the technology for labor productivity management based on the phased data processing and modeling of quantitative and qualitative data relations, which intended to provide decision making when planning trajectories for labor productivity growth. The technology is supposed to use statistical analysis and machine learning, to support management decision on planning health-saving strategies directed to increase labor productivity. It is proved that to solve the problem of employees’ clustering and design their homogeneous groups, it is properly to use the k-means method, which is more relevant and reliable compared to the clustering method based on Kohonen neural networks. We also test different methods for employees’ classification and predicting of a new employee labor productivity profile and demonstrate that over problem with a lot of qualitative variables, such as gender, education, health self-estimation the support vector machines method has higher accuracy.

IDENTITY FOCUSED ADAPTATION OF NEWCOMERS IN ORGANIZATIONS: RESOURSE FOR PERSONNEL MANAGEMENT

The report addresses the issue of adaptation of newcomers in organizations. This problem is very important now in business and public organizations according to the problem of labor productivity, staff turnover, corporate culture etc. In spite of obvious importance of the adaptation in organization, the studies of this problem require new approaches and methods. Mechanisms are explored that help to retain the staff in organization and to create a desire to continue its activities in this organization. The research is implemented to the framework of the business-psychological approach (S Benton, N. Ivanova, theory of social identity (H. Tajfel, J.C. Turner), concepts of adaptation (T. Bazarov, N. Volkova etc.). Adaptation of newcomers is considered as a natural stage of professional and social self-determination of the individual, as overcoming the identity crisis and identity forming process. In the course of adaptation, an identity is formed that is adequate in relation to the new social roles and goals of activity. The purpose of the study: to develop the identity focused adaptation model, to test the role of this model in the work with newcomers in organization. Methodology: questionnaire (N= 109), Job Satisfaction Survey (N=15), case study in organizations. Results: The role of information and psychological support of a novice from the manager, mentor and team while including a specialist in joint activities is revealed. The directions of improving the system of adaptation of newcomers in the organization are highlighted. An identity focused adaptation model has been developed, which includes the following components: A) Preliminary information to newcomers: preparatory briefing about the company; detailed briefing about the company's rules and regulations. B) Information about newcomers to colleagues: about the new employee, his workplace, the tasks of his adaptation, the appointment of a mentor. C) Communications of the mentor: checking the workplace, the initial conversation, monitoring the problems and successes, the employee's initiation into the company's affairs. D) Communications of the manager: aimed at reducing the uncertainty of the newcomer in the first days of work. E) Communication of newcomers: questions, feedback, ideas, doubts, wishes. Results of this research can be useful for management, counseling and coaching for development of newcomer’s identity, loyalty, and performance. Keywords: business psychology, identity focused adaptation model, personnel management, loyalty, adaptation of personnel, social identity, strategy of communication.

Onboarding Effect on Employee Creativity: The Moderating Role of Psychological Empowerment

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.