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Newcomer Socialization: The Impact of Corporate Cultural Intelligence and Corporate Culture
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Author: Farid Jahantab, The U. of Texas at El Paso
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Organizational socialization is known as the process through which new employees move from being outsiders to becoming organizational insiders by learning and adapting to the new job setting and the culture of the workplace. Much of the prior research regarding newcomer organizational socialization has focused on the tactics used by new employees during their socialization process, and the outcomes of those tactics. However, our knowledge regarding the factors that make newcomers apply particular socialization tactics is limited. In this paper, we propose a theoretical framework that will give us a better understanding of the precursors of newcomer socialization tactics. It is proposed that we can adapt dimensions of cultural intelligence that have traditionally focused on national culture to the study of intelligence relating to the cultures of organizations. We argue that dimensions of corporate cultural intelligence will predict newcomer information seeking and socialization tactics. It is further proposed that organizational culture will moderate the relationships between corporate cultural intelligence and information seeking and socialization tactics. Propositions that can guide future research are provided.
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Paper is No Longer Available Online: Please contact the author(s).
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Overqualified: How Does a Recruiter’s Perception Affect a Hiring Decision of Job Applicants?
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Author: Mirzokhidjon Abdurakhmonov, U. of Arkansas
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This paper contributes to growing overqualification literature by exploring a recruiter evaluation of overqualified job applicants at the initial stage of a selection process. Drawing from information processing and social cognition literature, the paper argues that in the condition of ambiguity about an overqualified job applicant’s motivation in applying for a prospective job, a recruiter is more likely to fall on his or her heuristic bias in decision making. As such, a recruiter inference about an overqualified job applicant mobility and occupational identity is likely to play a major role in whether a recruiter processes an overqualified job applicant to the next stage of a selection process. The paper argues that limited information from bio data of an overqualified applicant is likely to be instrumental in a recruiter drawing inference about mobility and occupational identity of an overqualified job applicant.
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Paper is No Longer Available Online: Please contact the author(s).
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Technology-Enabled Employee Selection: Tweaking the System for Better Person—Environment Fit
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Author: Anna B. Holm, Aarhus BSS, Aarhus U.
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Organizations increasingly use information and communication technologies facilitate an employee selection process, which is commonly referred to as e- selection. Recent research has shown that e-selection can significantly improve the efficiency of assessment and selection. However, organizations also strive to hire the best possible candidates and seek to improve effectiveness of their selection process and achieve better person–environment (PE) fit. The presented research reviews existing literature on PE fit and e-selection and puts forward a heuristic model of the e-selection process that seeks to maximize the PE fit from the organization’s perspective.
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Paper is No Longer Available Online: Please contact the author(s).
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Social Media as a Screening Tool: Differences across Platforms, Construct, and Predictive Validity
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Author: Shane Sever, Graduate Student
Author: Rachel Pohlman, Graduate Student
Author: Stephen M Colarelli, Central Michigan U.
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The increased prevalence of social media use for initial screening has resulted in multiple calls for empirical research to investigate the reliability, validity, best practices, and ethical concerns when utilizing an applicant's social media footprint in the selection process. Although a great deal of effort in the extant literature has been devoted to establishing a theoretical foundation and calling for increased research, few studies have been conducted to confirm the assertions thus far made in current scholarship. This paper proposes that the myriad differences in content, format, intended audience, and the measurability of constructs across social media platforms result in a moving target for researchers and practitioners. The variability within and between social media platforms, in conjunction with individual differences inherent in user behavior, stands as the largest obstacle to utilizing social media as a selection instrument, evaluating the validity of such practices, and the standardization of the screening process across platforms and applicants.
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Paper is No Longer Available Online: Please contact the author(s).
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