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While IT workforce research often examines job- and organizational-related reasons for turnover, studies rarely connect the immediate social context of IT work to IT professionals' workplace behavior. To understand the influence of the immediate social context, we develop a social comparison model that connects the social influence of co-worker who have left an organization to turnover among IT professionals who remain. We test our model using a social network of 4,011 IT professionals employed in a large IT firm over four years. We complement our analysis of this data with a multiple-case study with five software development teams. Across the two studies, our results suggest that the departure of an IT professional increases the probability of turnover among remaining coworkers; further, we found that turnover is even more likely when the remaining IT professionals are similar in technical abilities and demographic attributes to the co-worker who left. Our results direct attention to the immediate social context as an influence on the turnover behavior of IT professionals and explain how similarity in domain-specific attributes shapes this turnover behavior. Practitioners should know that a single departure may cause a chain reaction in IT work teams and organizations and find suggestions for assigning new employees. [ABSTRACT FROM AUTHOR]

Star performers do not always sustain their performance edge after moving to new organizations. We offer an important explanation for whether star performers may flourish or flounder when they join a new team. Integrating insights from attribution theory and social comparison research, we present a process model explaining how incumbents make sense of star newcomer status. We propose that incumbents determine whether the star newcomer attained their star status through internal factors (e.g., ability, grit) or external factors (e.g., luck, affiliation), which gives rise to one of four distinct emotions: optimism, inspiration, shame, or envy. Incumbents who feel optimism or inspiration attempt to enhance their status through learning or helping behaviors that subsequently facilitate star newcomer performance, whereas incumbents who feel shame or envy seek to protect their status through withdrawal or destructive behaviors that hinder star newcomer performance. We further propose that the effect of incumbent behaviors on star newcomer performance is particularly likely when there is a high need for task-related interactions and complementary skills among team members. Our theoretical framework helps to advance the star newcomer literature by examining the largely overlooked influence of incumbents and highlighting the cognitive process that precedes their behavior toward star newcomers. [ABSTRACT FROM AUTHOR]

This study examines the effect of Industry 4.0 (I4.0) technologies on the learning process of operators. We collected data from the training of new operators in a quality inspection workstation. Two distinct scenarios were considered: before and after the adoption of I4.0 technologies. Data from 10 operators were collected in each scenario; the quality inspection cycle was repeated by each operator 30 consecutive times. A 2-parameter hyperbolic learning curve model was used to assess the learning process in the two groups. Results indicated that operators supported by I4.0 technologies had a significantly higher learning rate than those performing the same tasks without I4.0 support. No significant difference was found in the final performance level between groups. Our study bridges a theoretical gap in the relationship between I4.0 and learning by directly comparing the effect of digital support on the training of new employees in a manufacturing environment. We also offer arguments to support managerial decisions with regards to I4.0 adopti-on at an operational level. That allows organisations to prioritise their digitalisation efforts so that the training of operators in workstations can be expedited. [ABSTRACT FROM AUTHOR]

The study at Tema Oil Refinery (TOR) analyzes how gender, age, and educational qualifications impact energy management. Established in 1963 and state-owned since 1977, TOR's capabilities have notably grown post-1996 reforms. Analyzing 200 employees across key departments with a Likert-scale questionnaire and SPSS, the study finds significant gender differences in energy management views, advocating for inclusive and tailored communication. It highlights age and education's role in shaping perceptions, suggesting targeted engagement and training. The optimism of newer employees underscores the need for continuous engagement. The study recommends TOR tailor its energy management and environmental strategies to its diverse workforce demographics to improve sustainability initiative effectiveness and acceptance. [ABSTRACT FROM AUTHOR]

This study examines why employees in positive informal relationships may engage in unethical pro-organizational behavior (UPB). Drawing on social exchange theory and social cognitive theory, we examined the potential relational mechanisms of workplace friendships on UPB with a sample of 431 new-generation employees from different Chinese companies. The results of the empirical study indicated that workplace friendship and affective commitment were significantly positively related to UPB, as was the indirect effect of workplace friendship on UPB through affective commitment, and that a caring ethical climate (CEC) strengthened the positive relationships between workplace friendship and affective commitment and between affective commitment and UPB. Furthermore, male, married, and basic supervisor/ middle management employees were likelier to participate in UPB than female, unmarried, and general staff. These findings suggest that workplace friendships, affective commitment, and CEC may have a previously unexplored dark side. This study deepens the understanding of the environmental and personal factors that influence employee participation in UPB and contributes to the literature on the potential negative consequences of positive factors. We also discuss essential theoretical and practical implications and future research directions. [ABSTRACT FROM AUTHOR]

Copyright of Tijdschrift voor Arbeidsvraagstukken is the property of Amsterdam University Press and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Significant recent changes in labor affect organizations, managers, and employees; we do not yet fully understand the depth and scope of these changes. For example, although previous research on person–job and person–organization fit is helpful, it has struggled to provide clarity when the very nature of work and jobs is changing and new types of work are emerging. To contribute to the literature on person–job and person–organization fit, this paper proposes a conceptual model that explains the ways in which individual, job, and organizational factors interact with diverse work environments. Specifically, I show that a new work environment generates a new form of employee fit, which I call "person–skill fit." I argue that changes in the constructs that contribute to employee fit (e.g., competencies, trust, commitment, and values) may generate a fit gap that manifests in the form of a managerial gap. Firms should address this gap to improve their dynamic alignment with new forms of work. This framework offers potentially valuable new ways of assisting managers and organizations in their efforts to adjust to the changing nature of work and to transition from standard management practices to new management practices to achieve improved outcomes by utilizing the person–skill fit model. [ABSTRACT FROM AUTHOR]

Increasingly, manufacturing enterprises are compelled to pursue innovative solutions to environmental issues. Addressing such issues requires mindful leadership to support employees and organizations in maintaining awareness during complex situations, which then promotes environmental sustainability. Drawing on social information processing theory, this study theorizes and tests the relationships between mindful leadership, employee moral reflectiveness, environmental passion, and employee green creativity. To test the model, we utilize a two-wave multisource dataset comprising 215 workers from manufacturing firms in China. The findings demonstrate that mindful leadership has a positive relationship with employee green creativity. Additionally, our research reveals that both moral reflectiveness and environmental passion serve as mediators in linking mindful leadership to employee green creativity. Crucially, our empirical analysis suggests a serial mediation model, examining the sequential role of moral reflectiveness and environmental passion in the relationship between mindful leadership and employee green creativity. The findings provide a new viewpoint on employees' eco-friendly behaviors and have practical implications for improving environmental sustainability within organizations. [ABSTRACT FROM AUTHOR]

The aim of this study is to provide an academic basis for understanding the phenomenon of quiet quitters and begin to detail the characteristics that distinguish them. The defining behavioural characteristic of quiet quitters is that they reduced the hours they worked over time, especially over the pandemic period. A sample of more than 2500 employees in Australia who had been working full-time toward the end of 2019, before the pandemic, and working full-time toward the end of 2022, after many pandemic constraints had been lifted, was analysed using multinomial regression. There were many variables that distinguished between the trajectories of hours worked between 2019 and 2022. Two groups of employees had dramatically or substantially reduced their working hours and displayed nuances in their characterisation, suggesting that they were quiet quitters. The quiet quitters appear to have experienced powerful imprinting during the time of pandemic constraints, and that imprinting may be working against prior occupational norms. The group most like prototypical quiet quitters are likely to leave their job soon, and many of them are confident they will find a job at least as good as the one they now have, with more flexibility. Having a group of employees with a new approach to work may require revisiting many approaches to management. [ABSTRACT FROM AUTHOR]

Background Methods Results Conclusion The subject of pre‐job training for transfusion service laboratory technicians is very important. The key is how to make a reasonable systematic training programme to improve the effectiveness of training.A prospective training programme was conducted and an assessment was performed at enrollment (baseline) and reassessment after 3‐months training, using the same tools with a validated questionnaire.Clinical competency‐oriented prospective pre‐job training significantly improves the clinical transfusion‐related comprehensive skills of new employees. The post‐training assessment score was significantly affected by undergraduate major.This study provided a clinical competency‐oriented training programme for new employees in the department of transfusion medicine that could effectively enhance their comprehensive abilities. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this article is to indicate to what extent an organization hiring new employees is able to prepare an individualized, inclusive onboarding process for a diverse workforce; to what extent is it necessary, and to what extent is it possible, so that each new employee efficiently find themselves in the new workplace, but also has the feeling that the organization wants to use their potential and talents. Design/methodology/approach: The objectives are achieved by the analysis of existing scientific literature and research. The theoretical scope is to discuss the possibilities of introducing organizational culture efficiently during the process of onboarding and still make the process inclusive. Findings: It was found that to make the newcomer become truly included in the organization and connected to its social life it is necessary for the organization to pay attention to all four phases and prepare practical solutions to: compliance, clarity, culture and then connection. Practical implications: The implications for business comprise two ideas how to prepare inclusive onboarding in the organisations. Originality/value: The paper is addressed to HR specialists (practitioners) and also to researchers to check in practice the proposed approach. [ABSTRACT FROM AUTHOR]

Organizational socialization of the new generation of employees has become a hot topic affecting the sustainable development of organizations. From the perspective of a proactive motivation model, the mechanism of career aspirations on new generation employees' proactive socialization behaviors was explored. Three hundred three responses were gathered from an online survey. The results show that career aspirations were positively associated with proactive socialization behavior. Sense of hope played a mediating role in the relationship between career aspirations and proactive socialization behavior. Perceived organizational support moderated the relationship between career aspirations and a sense of hope. As employees' perception of organizational support increases, the positive effect of career aspirations on a sense of hope is weakened. Our findings help to understand why new generation employees exhibit proactive socialization behavior and provide management insights for organizations to motivate new generation employees to take proactive socialization behaviors. Plain language summary: Effects of career aspirations of new generation employees on proactive socialization behavior The mechanism linking employees' career aspirations and their proactive socialization behavior remains unclear. Drawing on the proactive motivation model, our study aimed to explore the mediating mechanism and boundary conditions of the career aspirations of Chinese new generation employees influencing proactive socialization behavior. The results revealed that a sense of hope played a mediating role in this relationship, and its mediating effect was moderated by employee's perceived organizational support. Our findings help to understand why new generation employees exhibit proactive socialization behavior and provide management insights for organizations to motivate new generation employees to take proactive socialization behaviors. [ABSTRACT FROM AUTHOR]

One of the critical concerns for the company to increase its competitiveness is how to better engage new employees, who play a significant role in driving the sustainable development of the enterprise. Based on the analysis of questionnaire data from 206 new employees in Zhejiang IT firms, the empirical results found that empowered leadership enhances new employees' work engagement by enhancing their perception of insider status. Specifically speaking, empowered leadership significantly and positively influences new employees' engagement, perceptions of insider status play a partially mediating role, and the association between perceptions of insider status and new hire engagement is positively moderated by trait-based promotion regulatory focus. The study provides theoretical support for empowering leadership as a proven method of organizational socialization. [ABSTRACT FROM AUTHOR]

Background: Professional credentialing refers to the process of obtaining a certifi cation or license that validates an individual’s knowledge, skills, and abilities according to industry-accepted ethics and standards. The International Society of Arboriculture (ISA) confers and manages professional arborist certifi cation as well as other arborist credentials. However, many communities, such as in the southern United States, have few if any credentialed commercial tree care professionals. This study explores the motivations and barriers commercial tree care workers place on professional arborist certifi cation. Methods: The research employed 60 qualitative interviews from 3 of the 8 southern states to elicit emergent themes and detailed understanding of participants’ attitudes and experiences. In addition, an online survey of 742 international respondents was conducted to validate and complement interview fi ndings. Results: Results illustrate degrees of professional interest in certifi cation. For example, some arborists pursued certifi cation to improve sales with government organizations, while both certifi ed and noncertifi ed participants suggested few clients were aware of certifi cation and therefore did not consider certifi cation valuable to market competition. Additionally, company cultures supporting professional development and engagement with professional organizations infl uenced certifi cation among new employees. Finally, some arborists viewed certifi cation as a pathway to increase knowledge, skills, and confi dence in arboriculture. Others discussed diffi culties in traditional education and testing required for certifi cation. Conclusion: The reasons for pursuing certifi cation were as diverse as the tree care workers in the industry. Findings suggest several possible interventions to address the challenges some individuals have in achieving certifi cation. [ABSTRACT FROM AUTHOR]

K-Nearest Neighbor (KNN) is a method that belongs to the group in classifying data that is simple and easy to implement, effective on larger data, and can classify data appropriately. One of the advantages possessed by the K-Nearest Neighbor algorithm is that it can be applied to large amounts of data and has a lot of noise so this method is quite easy to implement. This study aims to utilize the advantages of the K-NN algorithm in data-based classification to increase efficiency and accuracy in the employee selection process in determining suitable employee candidates by the criteria determined by the company. The results showed that the results of employee presets received from 21 testing data were 51% and for employee presentations that failed as much as 49% while from the entire data set of 140 data, the accuracy level produced after being tested using rapid miner tools resulted in 82% accuracy. So it can be concluded that the percentage accuracy of 82% shows that most prospective employees have been predicted or classified correctly by the model. This high level of accuracy can be an indication that the K-Nearest Neighbor method used in combination with Rapidminer can handle prospective employee data well. [ABSTRACT FROM AUTHOR]

This research adopted self-determination theory (SDT) and employed a model to verify the antecedents of service recovery performance (SRP). Specifically, the effects of humble leadership and positive psychology on SRP were examined. A total of 197 valid questionnaire responses were received from newcomers of 11 hotels in Taiwan. The analysis results revealed that PsyCap fully mediated the relationship between humble leadership and SRP. According to the analysis of the moderated mediating effect, mindfulness moderated the relationship between humble leadership and PsyCap significantly. Based on SDT theory, this research has major contributions to research on organizational psychology. Mindfulness acts as a crucial moderating mediator in the relationship among humble leadership, PsyCap, and SRP in the hospitality industry. The findings of this research provide a critical reference to hospitality industry managers for promoting positive mental states in new employees to elevate their physical and psychological health and thereby enhance their SRP. [ABSTRACT FROM AUTHOR]

This study aims to analyze the diversity of organizational management at Hili Café and Copa Café in Gunungsitoli City. Diversity in organizations includes various individual characteristics such as ability, tenure, education, communication style, and personality. This research uses a descriptive qualitative approach with data collection methods through observation, interviews, and documentation. The results showed that the diversity of the workforce in both cafes had a positive impact in improving communication and cooperation between employees. However, there are some obstacles such as salary differences between old and new employees, the tendency of employees to associate with people from the same area of origin, and a reduction in the number of employees due to religious holidays. To overcome these issues, both cafes implemented measures such as non-discriminatory selection, training periods, briefings, and work calendar adjustments. The conclusion of this study is that diversity in organizational management at Hili Café and Copa Café can improve productivity and service quality if managed well, although there are still challenges that need to be overcome to optimize the benefits of diversity. [ABSTRACT FROM AUTHOR]

New-generation employees wield substantial influence over an organization's innovation capacity and long-term sustainability. This study examines data from 276 of such employees in Chinese family enterprises, delving into the impact of differential leadership on their innovation performance and the nuanced effects it entails. We investigate how employee self-efficacy molds the influence of leadership behavior. Our findings uncover that while differential leadership can augment the innovation performance of new-generation employees through enhanced job crafting, it can also hinder this performance by exacerbating job burnout. Employee self-efficacy emerges as pivotal, moderating the influence of differential leadership positively on job crafting and negatively on job burnout. Moreover, our study validates the moderating effect of employee self-efficacy on the mediating role of job crafting and job burnout. comprehension of the mechanisms and constraints of differential leadership within Chinese organizational frameworks. The insights gleaned offer practical guidance for enterprise managers looking to employ differential leadership styles to nurture the creativity of new-generation employees and uplift their innovation performance. [ABSTRACT FROM AUTHOR]

This paper examines the impact of the arrival of Airbnb on local consumption amenities in Madrid. We exploit the exogenous variation created by the timing and uneven distribution of Airbnb listings in the city to determine the impact on food and beverage establishments. Using an instrumental variable strategy, we find positive local effects on both the number of restaurants and their employees: an increase of 14 Airbnb rooms in a given census tract leads to almost one more restaurant, and the same increase in a given neighborhood generates 11 new tourist‐related employees. The results are robust to the specification and sample composition. This paper contributes to the literature on the economic impact of the platform economy on urban areas by providing evidence of market expansion externalities from short‐term rentals. [ABSTRACT FROM AUTHOR]

This article contributes to feminist cultural studies on the creative industries by offering an ethnographic account of the lifeworld of a female and creative entrepreneur. Drawing on interview data and ethnographic observations collected over the course of 10 years, I offer a thick description of the personal and professional trajectories of Alexandra, through the rise and fall of her fashion brand and first marriage and on to her second marriage and new job as an employee for a marketing firm. I focus on the ways in which she becomes her own microstructure, building connection between love and career in a de-regulated and de-territorialised environment. I argue that she engages in what I call 'romantic opportunism', a biographical device that enables her to spot instrumental connections between different dimensions of life, whilst unifying them into a romantic plot. The story of Alexandra can therefore be seen as an instantiation of 'freelance feminism', whereby life emerges as the combination of parallel and interdependent projects. [ABSTRACT FROM AUTHOR]

Copyright of Elektronik Industrie is the property of Hüthig GmbH and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

E-Verify laws, which have been adopted by 23 states, require employers to verify whether new employees are eligible to legally work prior to employment. This study explores the impact of state E-Verify laws on crime. Using data from the 2004–2015 National Incident Based Reporting System, the authors find that the enactment of E-Verify is associated with a 7% reduction in property crime incidents involving Hispanic arrestees. This finding was strongest for universal E-Verify mandates that extend to private employers and its external validity bolstered by evidence from the Uniform Crime Reports. Supplemental analyses from the Current Population Survey suggest two mechanisms to explain this result: E-Verify-induced increases in the employment of low-skilled natives of Hispanic descent and out-migration of younger Hispanics. Findings show no evidence that arrests were displaced to nearby jurisdictions without E-Verify or that violent crime or arrests of African Americans were affected by E-Verify laws. The magnitudes of the estimates suggest that E-Verify laws averted $491 million in property crime costs to the United States. [ABSTRACT FROM AUTHOR]

Primary care needs to find strategies to deal with today's societal challenges and continue to deliver efficient and high-quality care. Employee-driven innovation is increasingly gaining ground as an accessible pathway to developing successful and sustainable organisations. This type of innovation is characterised by employees being engaged in the innovation process, based on a bottom-up approach. This qualitative study explores employees' experiences of employee-driven innovation at a primary care centre in Sweden. Data are collected by focus group interviews and analysed by inductive qualitative content analysis. The result is presented with the overarching theme "Standing together at the helm" followed by three categories: "Motivating factors for practising employee-driven innovation", "Challenges in practising employee-driven innovation" and "Benefits of employee-driven innovation", including nine subcategories. The study found that employee-driven innovation fosters organisational innovation, empowers employees, and enhances adaptability at personal and organisational levels. This enables individual and collective learning, and facilitates the shaping, development, and adaptation of working methods to meet internal and external requirements. However, new employees encountered difficulty grasping the concept of employee-driven innovation and recognising its long-term advantages. Additionally, the demanding and task-focused environment within primary care posed challenges in sustaining efforts in innovation work. The employees also experienced a lack of external support to drive and implement some innovative ideas. [ABSTRACT FROM AUTHOR]

In the organisational environment, stress is a pervasive reality that affects both experienced employees, as well as those starting out in a new company. As organisations face increasingly complex demands and fast-paced work schedules, managing stress becomes a crucial challenge to maintaining employee performance and health. In this context, the professional integration of new employees becomes a particularly sensitive issue, as they face multiple challenges and pressure that can influence their journey within the organisation. Organisational stress and professional integration of new employees are interlinked issues, that require special attention from modern organisations. By providing adequate support, effective communication and personal development programmes, organisations can help create a healthy and productive work environment, in which new employees can successfully integrate and achieve their full potential. [ABSTRACT FROM AUTHOR]

There is a much lively debate about whether new ventures should adopt employee stock ownership plans (ESOPs). The inconsistent findings may be due to the neglect of employees' life quality. This paper analyzed the relationship between ESOPs and employee workplace-psychology-life well-being and the moderating effect of opportunity-enhancing human resource practices (OHRPs). It adopted a survey that was completed by 262 employees of new ventures in the Greater Bay Area of China. The results show that ESOPs had a positive effect on the workplace and psychological well-being, but a negative effect on life well-being, and that this effect was mediated by psychological ownership. OHRPs moderated the mediating effect of ESOPs on workplace and life well-being via psychological ownership. The results reveal a particular correlation pattern between new venture ESOPs and employee well-being, which helps address the debate about the effects of ESOPs by providing an explanation from the life aspect. These findings highlight the importance of considering employee life well-being in understanding new venture ESOPs. [ABSTRACT FROM AUTHOR]

Flight data monitoring (FDM) began in the flight test community in 1939 and entered the airline industry in 1974. In the 48 years since, however, very few operators have chosen to adopt this practice, which has shown clear safety benefits where it has found acceptance. While technical issues have created some obstacles, cultural issues have proven the greatest hindrance to wider FDM adoption. These cultural issues originated in the traits associated with pilots' personalities, especially distrust of the regulators and operators who would administer flight data analysis programs (FDAP) that used FDM information. U.S. regulators have relied on voluntary adoption, rather than regulatory mandates, to increase FDM participation, emphasizing the collective benefits of FDAP outputs in increasing the safety of flight for operators using that information. Leadership by both experienced and new employees, as well as regulators and other industry stakeholders, will best serve to increase FDM participation until it becomes ubiquitous. [ABSTRACT FROM AUTHOR]

Questions about whether candidate perceptions of recruitment and selection practices "matter" have been raised for decades. This study tackles such questions by developing a new theoretical framework to understand the business unit-level emergence and consequences of the collective candidate experience, defined as " Applicants' aggregate overall cognitive and affective perceptions based on multiple interactions with a business unit over the course of the entire recruitment and selection process." A theoretical framework is introduced that integrates signaling theory with research from marketing, recruitment, and applicant reactions to propose that the collective candidate experience construct emerges from interactions in unit-specific social, structural, and physical contexts. The construct is further expected to influence new hire outcomes and business unit outcomes. We then test the theorized consequences of the collective candidate experience in a multi-unit quick service restaurant organization. The collective candidate experience is positively associated with collective new hire engagement, which in turn is associated with collective new hire turnover intentions, collective turnover, and collective customer satisfaction. Additional supporting evidence and preliminary measures are provided in online appendices. Overall, this study complements and extends prior research and directs new research by offering a theoretical framework. [ABSTRACT FROM AUTHOR]

Objective: In recent years, faced with a complex economic development environment and the evolving dynamics of the Chinese workplace, talent has become a precious resource that is invaluable yet scarce for every enterprise. As Generation Z employees have gradually entered the labor market, they contribute new perspectives and energies to various enterprises and pose unique challenges. The traditional step-by-step approach no longer meets the needs of today's businesses. Companies require more proactive talents to drive superior performance. Individuals with proactive behavior can effectively plan their career paths and are better equipped to fulfill core organizational tasks. Therefore, it is crucial for organizations to effectively mitigate the perceived negative impacts of proactive behavior, encouraging individuals to exhibit more positive proactive actions. Methods: Based on the proactive motivation model, this study investigates the effects of mentoring, balanced psychological contract, proactive behavior, and agreeableness on the proactive behaviors of new employees. The research surveyed 417 new employees from Guangdong Province, China, who had graduated within the last three years, with a gender distribution of 49.4% male and 50.6% female. Results: Structural Equation Modeling was used for data analysis, and the following results were obtained: First, mentoring positively affected the balanced psychological contract and new employees' proactive behavior. Second, mentoring positively affected the new employees' proactive behavior through the balanced psychological contract. Third, agreeableness played a moderating role in the relationship between mentoring and new employees' proactive behavior, and in the relationship between mentoring and the balanced psychological contracts. Finally, the positive indirect effect of mentoring through the balanced psychological contract on new employees' proactive behavior is positively moderated by agreeableness. Conclusion: The results of this study offer new insights into mentoring research for new employees and provide practical guidance for fostering the balanced psychological contract and proactive behavior among new employees. This research enriches the existing literature on mentoring for new employees by demonstrating the integral roles of agreeableness and a balanced psychological contract in fostering proactive behavior, offering valuable insights for organizational practices aimed at enhancing employee proactivity. [ABSTRACT FROM AUTHOR]

Micro-enterprises have recently received increased research attention due to their contribution to economic growth and employment, and an increasing amount of research has focused on studying their performance. The current objective was to study factors affecting the growth and internationalization of micro-enterprises, as well as the most important barriers for growth in the sparsely populated region of South Savo in Finland. Owners or managers of 108 micro-enterprises responded to a questionnaire probing variables representing aspects of growth, internationalization, innovation, networking, digital maturity, and business environment, among others. Statistical analyses including multiple regressions were used to analyze the data collected on quantitative rating scales. The results suggested that intention to grow and level of networking with other companies and public actors were directly related to actualized growth. Intention to grow was, in turn, affected by innovativeness, growth capability, intention for internationalization, and business environment. In addition, the level of innovativeness and intention for internationalization were related to actual level of internationalization. The most important barriers for growth selected by the participants were lack of time for development activities, threshold to hire new employees, and sufficiency of funding. The results were utilized in guiding regional development activities in the South Savo region. [ABSTRACT FROM AUTHOR]

To test the relationship between social face consciousness (SFC) and life satisfaction (LS) among new employees in a Chinese context, we administered the Consciousness of Social Face Scale, the Satisfaction With Life Scale, the Perceived Social Support Scale, and the Ruminative Responses Scale to 624 employees with 1 year or less of service in the job market. The results showed that SFC had a significant negative predictive effect on new employees' LS, and indirectly affected new employees' LS through perceived social support. Further, rumination played a significant role in moderating the influence of SFC on new employees' LS; specifically, for new employees with a low level of rumination, SFC had no significant predictive effect on LS, whereas for those with a high level of rumination, SFC had a significant negative predictive effect on their LS. Thus, SFC inhibits new employees' LS and affects LS through the intermediary role of perceived social support, while rumination moderates this relationship. This study provides insight into how new employees can improve their LS in practice. [ABSTRACT FROM AUTHOR]

Neotraditional organizations are those that exist to sustain indigenous cultures, practices, and institutions as they compete in modern markets. This study examines how a single mechanism, leader transparency, influences change outcomes in neotraditional organizations. We predict that leader transparency will enhance employee cognition- and affect-based trust toward leadership during times of change, thereby supporting relational dynamics within the organization that enable a smooth transition. We also predict that leader transparency will elevate employee acceptance of new technology during change, thereby enhancing desired functional adjustments within the organization. Finally, we predict that leaders who embrace the indigenous heritage of the firm while implementing change will benefit more from being transparent than leaders who ignore the indigenous heritage of the firm. We find overall support for our predictions. These results enhance our understanding of how leaders of neotraditional organizations can manage change successfully while preserving historical cultures, practices, and institutions. [ABSTRACT FROM AUTHOR]

Purpose: Research suggests that leaders influence employee engagement and their connection to the organization, their manager and their team. However, the influence of leadership behaviors on new employees requires further investigation. Design/methodology/approach: This nonexperimental, cross-sectional, quantitative, exploratory study examined Situational Leadership II (SLII) behaviors, specifically the Coaching (S2) style and new employee engagement. New employees that had worked with medium-sized organizations (100 to 999 employees) for less than a year were surveyed using the Leadership Action Profile II (LAPII; The Ken Blanchard Co., 1979) and the Utrecht Work Engagement Scale-9 (UWES-9; Schaufeli and Baker, 2003). Regression analysis was used to determine the degree to which the SLII leaders' behaviors explained new employee engagement. The research question and hypotheses explored the gap between SLII behaviors and new employee engagement. Findings: The findings of this research indicated a positive relationship between the SLII leadership style of Coaching (S2) and new employee engagement. It is important to engage new hires in order to reduce turnover. Originality/value: The SLII leadership style of Coaching (SW) was studied and in relation to new employee engagement. New hire engagement (those working for an organization for less than a year) is not an area that has been studied in relation to coaching in medium sized organizations and this article contributes to the literature. [ABSTRACT FROM AUTHOR]

Abstract This research aims to analyze the importance of creating a syllabus for new employees at car dealers. It is hoped that a structured and comprehensive training syllabus can help new employees understand their duties and responsibilities, as well as facilitate their adaptation to the new work environment. Data was collected through interviews and direct observation by researchers and the results were analyzed using descriptive qualitative methods. The research results show that the majority of respondents consider providing a training syllabus to be very important. The implications of this research indicate that car sales companies need to develop a structured training syllabus to increase the effectiveness of training and performance of new employees. Research limitations include a limited sample and short data collection time. Future research is recommended to involve more samples from various companies and use diverse research methods. Thus, companies can optimize their training programs and achieve better results. Abstrak Penelitian ini bertujuan untuk menganalisis pentingnya pembuatan silabus untuk karyawan baru pada perusahaan penjual mobil (car dealer). Silabus pelatihan yang terstruktur dan komprehensif diharapkan dapat membantu karyawan baru memahami tugas dan tanggung jawab mereka, serta memudahkan adaptasi mereka terhadap lingkungan kerja yang baru. Data dikumpulkan melalui wawancara dan observasi secara langsung oleh peneliti dan hasilnya dianalisis dengan metode kualitatif deskriptif. Hasil penelitian menunjukkan bahwa sebagian besar responden menganggap pemberian silabus pelatihan sangat penting. Implikasi penelitian ini menunjukkan bahwa perusahaan penjual mobil perlu menyusun silabus pelatihan yang terstruktur untuk meningkatkan efektivitas pelatihan dan kinerja karyawan baru. Keterbatasan penelitian meliputi sampel yang terbatas dan waktu pengumpulan data yang singkat. Penelitian selanjutnya disarankan untuk melibatkan lebih banyak sampel dari berbagai perusahaan dan menggunakan metode penelitian yang beragam. Dengan demikian, perusahaan dapat mengoptimalkan program pelatihan mereka dan mencapai hasil yang lebih baik.

Based on social identity theory, this study investigated the perceived insider status and innovative behaviour relationships in new generation employees by their innovative self-efficacy and group competitive climate in the work context. New generation employees (n = 338) drawn from 52 teams working in 10 high-tech enterprises in the People's Republic of China were participants (female = 41.4%; mean age = 31.83 years, SD = 3.80 years). Following multilevel structural equation modelling, results indicated that perceived insider status predicted innovative behaviour. Innovative self-efficacy played a mediating role in the relationship between perceived insider status and innovative behaviour, resulting in higher innovative behaviour. Group competitive climate lowers the relationship between perceived insider status and innovative behaviour, through innovative self-efficacy. This study suggests that innovative behaviour support in new employees (through cultivating their innovative self-efficacy for regulating the group's competitive climate rationally) may motivate new employees to increase their organisational competitiveness. [ABSTRACT FROM AUTHOR]

The CEO of Auto Financial Inc. has just learned of a new tax incentive, the Save Taxes by Adding and Retaining (STAR) Act, and she is considering hiring some new employees. As the current controller of Auto Financial Inc., your assignment is to read the relevant portion of STAR and to quantify the value of any tax benefits that Auto Financial, Inc. would receive if the CEO chooses to hire the five new employees. This case requires you to apply a rule of the Internal Revenue Code (IRC) to a practical business situation. As you complete the case you will become more comfortable with reading and interpreting IRC rules and applying them in business settings. You will also become more familiar with common payroll withholding categories and you will gain experience writing tax-related memoranda. [ABSTRACT FROM AUTHOR]

In recent years, the turnover phenomenon of new college graduates has been intensifying. The turnover of new employees creates many difficulties for businesses as it is difficult to recover the costs spent on their hiring and training. Therefore, it is necessary to promptly identify and effectively manage new employees who are inclined to change jobs. So far previous studies related to turnover intention have contributed to understanding the turnover phenomenon of new employees by identifying factors influencing turnover intention. However, with these factors, there is a limitation that it has not been able to present how much it is possible to predict employees who are actually willing to change jobs. Therefore, this study proposes a method of developing a machine learning-based turnover intention prediction model to overcome the limitations of previous studies. In this study, data from the Korea Employment Information Service's Job Movement Path Survey for college graduates were used, and OLS regression analysis was performed to confirm the influence of predictors. And model learning and classification were performed using a logistic regression (LR), k-nearest neighbor (KNN), and extreme gradient boosting (XGB) classifier. A novel finding of this research is the diminished or reversed influence of certain traditional factors, such as workload importance and the relevance of one's major field, on turnover intention. Instead, job security emerged as the most significant predictor. The model's accuracy rates, highest with XGB at 78.5%, demonstrate the efficacy of applying machine learning in turnover intention prediction, marking a significant advancement over traditional econometric models. This study breaks new ground by integrating advanced predictive analytics into turnover intention research, offering a more nuanced understanding of the factors influencing the turnover intentions of new college graduates. The insights gained could guide organizations in effectively managing and retaining new talent, highlighting the need for a focus on job security and organizational satisfaction, and the shifting relevance of traditional factors like job preference. [ABSTRACT FROM AUTHOR]

Veterinarians are increasingly confronted with new technologies, such as Precision Livestock Farming (PLF), which allows for automated animal monitoring on commercial farms. At the same time, we lack information on how veterinarians, as stakeholders who may play a mediating role in the public debate on livestock farming, perceive the use and the impact of such technologies. This study explores the meaning veterinarians attribute to the application of PLF in the context of public concerns related to pig production. Semi-structured interviews were carried out with pig veterinarians located in the Netherlands and Germany. By using an inductive and semantic approach to reflexive thematic analysis, we developed four main themes from the interview data: (1) the advisory role of the veterinarian, which is characterized by a diverse scope, including advice on PLF, generally positive evaluations and financial dependencies; (2) the delineation of PLF technologies as supporting tools, which are seen as an addition to human animal care; (3) the relationship between veterinarian and farmer, which is context-related, ranging from taking sides with to distancing oneself from farmers; and (4) the distance between agriculture and society, in the context of which PLF has both a mitigating and reinforcing potential. The present findings indicate that veterinarians play an active role in the emerging field of PLF in livestock farming. They are aware of and reflect on competing interests of different groups in society and share positions with different stakeholders. However, the extent to which they are able to mediate between stakeholder groups in practice seems to be constrained by external factors, such as financial dependencies. [ABSTRACT FROM AUTHOR]

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