2,239 research outputs found
The role of membership change on knowledge transfer in groups
No full textGroups can capitalize on knowledge to the extent that it is shared among its members. However, groups are in constant flux as its membership structure changes with new members joining and others exiting continuously. In this paper, we examine the effects of membership change on the knowledge flows and stocks within the group. Specifically, we focus on membership changes that involve the replacement of an oldtimer by a newcomer that joins the group. We argue that membership change affects the extent of knowledge transfer, the type of knowledge transferred and the knowledge stock held by the group. Specifically we focus on two dimensions of knowledge: component (technical) and architectural. Firms may benefit from recognizing these relationships and differences on the pool of knowledge held to improve knowledge flows in groups and enhance their performance, namely their innovative ability.membership change, newcomer, knowledge transfer, knowledge, turnover
Newcomer (Robert J) & Byerts (Thomas 0).
No full text(Community Develo p ment Series. 20)Stroudsburg, Dowden, Hutchinson & Ross.,Thomas 0. Byertsby M. Powell Lawton, F;Q&.-.rt J, Newcomer,designing services and facilities. Editedv. Lawton (M. Powell),(1976
Newcomer Adjustment: Examining the Role of Managers\u27 Perception of Newcomer Proactive Behavior During Organizational Socialization
No full textSeparate streams of organizational socialization research have recognized the importance of (a) newcomer proactivity and (b) manager support in facilitating newcomer adjustment. However, extant research has largely focused on the newcomers\u27 experience, leaving the perspectives of managers during socialization relatively unexplored-a theoretical gap that has implications both for newcomer adjustment and manager-newcomer interactions that may serve as a basis for future relationship development. Drawing from the interlocked employee behavior argument of Weick (1979), we propose that managers\u27 perception of newcomers\u27 proactive behaviors are associated with concordant manager behaviors, which, in turn, support newcomer adjustment. Further, we investigate a cognitive mechanism-managers\u27 evaluation of newcomers\u27 commitment to adjust-which we expect underlies the proposed relationship between newcomers\u27 proactive behaviors and managers\u27 supportive behaviors. Using a time-lagged, 4-phase data collection of a sample of new software engineers in India and their managers, we were able to test our hypothesized model as well as rule out alternative explanations via multilevel structural equation modeling. Results broadly supported our model even after controlling for manager-newcomer social exchange relationship, proactive personalities of both newcomers and managers, and potential effects of coworker information providing. The implications of our findings for theory and practice are discussed
Un nouveau type de burin à Ksar Akil (Liban)
No full textNewcomer M.H. Un nouveau type de burin à Ksar Akil (Liban). In: Bulletin de la Société préhistorique française. Comptes rendus des séances mensuelles, tome 68, n°9, 1971. pp. 267-272
Coupling high self-perceived creativity and successful newcomer adjustment in organizations: The role of supervisor trust and support for authentic self-expression
No full textThis study addresses how supervisors can facilitate the socialization of newcomers
with high self-perceived creativity into their new jobs. We combine self-verification theory
and current literature on socialization in a dual-stage moderated mediation model where a)
newcomer self-perceived creativity interacts with supervisor trust in the newcomer to trigger
supervisor perception of newcomer creativity; and b) supervisor perception of newcomer creativity,
in turn, interacts with supervisor support for newcomer authentic self-expression to impact
newcomer adjustment outcomes (i.e., task performance, job satisfaction, and stress symptoms).
A two-wave, multisource study of 146 newcomer–supervisor dyads provides support for our predictions,
suggesting that high levels of supervisor trust and support for authentic self-expression
serve as moderating conditions allowing supervisor perception of newcomer creativity to
positively mediate the relationship between newcomer self-perceived creativity and newcomer
adjustment
Leading welcoming and inclusive schools for newcomer students: A conceptual framework
No full textSchools with dramatically increased immigrant and refugee student populations need a systematic approach and inclusive process to ensure newcomer students, who differ in their backgrounds, languages, identities, frames of reference, prior educational experiences, abilities, interests, and belief systems, have equal opportunities and resources to thrive and succeed in schools. Based on a two-year qualitative study examining the key actors and strategies in building welcoming and inclusive schools for newcomer students, this article introduces a conceptual framework with key dimensions and strategies for guiding culturally responsive and socially just school leadership praxis.Social Sciences and Humanities Research Council, Canad
The dark side of socialization: How and when divestiture socialization undermines newcomer outcomes
No full textThis research examines the potential downsides of divestiture socialization. We theorize that supervisor behaviors and attitudes—that is, support for authenticity and creativity expectations—moderate the different stages of a model in which newcomers' authentic self‐expression mediates the negative effect of divestiture socialization on newcomer task performance, creativity, social integration, and job satisfaction. Specifically, supervisor support for authenticity allows newcomers to express their authentic self when faced with divestiture processes, and perceived supervisor creativity expectations enable them to deploy their authentic self‐expressions to enhance their creativity. A time‐lagged, multisource study of 142 newcomer—supervisor dyads provides support for these predictions, offering notable implications for theory and practice
Positive and negative intergroup contact and newcomer immigrants’ psychological adjustment
No full textObjectives: The present research investigates the associations between immigrants’ positive and negative contact with the majority group and their psychological well-being, as indicators of their psychosocial adjustment to the host society. Perceived personal discrimination and relative deprivation in comparison to the majority group are assessed as mediators of the associations between intergroup contact and psychological well-being.
Methods: We conducted a three-wave longitudinal study with newcomer African immigrants living in Italy (N=240; 61.7% men) with age ranging from 18 to 40 years old.
Results: Evidence showed that, across three waves, immigrants’ negative contact with Italian natives was longitudinally associated with lower well-being and positive intergroup contact. In turn, well-being was related to immigrants’ lower perceptions of relative deprivation across waves. Positive contact with Italian natives was not significantly associated with immigrants’ well-being, but it was associated with higher perceived relative deprivation, which was associated with lower well-being.
Conclusions: Overall, the results provide insight into the links between differently valenced contact and the psychological well-being of newcomer immigrants. Furthermore, the findings address assumptions about the primacy of negative contact in undermining social attitudes and the important role of positive contact in promoting awareness of the disadvantaged group’s situation
THE WAY YOU MAKE ME FEEL AND BEHAVE: SUPERVISOR-TRIGGERED NEWCOMER AFFECT AND APPROACH-AVOIDANCE BEHAVIOR
No full textWe examine how supervisor-triggered newcomer affect may link supervisor behaviors with newcomer adjustment and performance. Using emotion as feedback system theory and the approach-avoidance framework, we investigate the influence of newcomers' accumulated supervisor-directed affect on their outcomes. We develop scales to measure the proposed construct, supervisor-triggered newcomer affect, using multicompany samples and test the hypothesized model using longitudinal, multisource data from an Indian information technology company. Results indicate that supervisor-triggered newcomer affect plays an important role in the process of newcomer adjustment. This study contributes to research on newcomer adjustment and the longer-term role of target-specific affect in the context of supervisor-subordinate relationships.http://gateway.webofknowledge.com/gateway/Gateway.cgi?GWVersion=2&SrcApp=PARTNER_APP&SrcAuth=LinksAMR&KeyUT=WOS:000310716300007&DestLinkType=FullRecord&DestApp=ALL_WOS&UsrCustomerID=8e1609b174ce4e31116a60747a720701BusinessManagementSSCI24ARTICLE51146-11685
Book Review: Reflections on Native-Newcomer Relations: Selected Essays
No full textReflections on Native-Newcomer Relations is a compilation of essays authored by one of the most prominent Canadian historians in the field of Native-newcomer relations. It contains twelve essays written between 1988 and 2004, four of them under the heading Policy, and the others paired under the headings Historiography, Methodology, The Crown, and Academe. There is also an introduction that places each essay in its historical context and describes how it came about. Though the criteria of selection and the collection\u27s overall goal are not explained, the essays effectively reflect the author\u27s range of interests and include some of his more important published contributions to the field as well as five papers previously unpublished
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