809 research outputs found
Perceived Overqualification at Work: Implications for Extra-Role Behaviors and Advice Network Centrality
This is the author accepted manuscript. The final version is available from Sage Publications via the DOI in this record. In this study, we hypothesized that perceived overqualification would interact with person-organization fit (P-O fit) to predict extra-role behaviors toward coworkers (organizational citizenship behaviors targeting others [OCBI] and voice) and indirectly relate to advice network centrality. We collected data from 332 municipality services employees reporting to 41 supervisors in Istanbul, Turkey, across three timepoints and from three different sources. Tests of our model provided partial support for our predictions. Results revealed that perceived overqualification had negative main effects on OCBI and interacted with P-O fit to affect voice. Further, P-O fit moderated the indirect effects of perceived overqualification on advice network centrality such that there were significant negative indirect effects via OCBI only when P-O fit is low. Implications for the overqualification, perceptions of fit, and social network literatures are discussed
Employee overqualification and manager job insecurity: Implications for employee career outcomes
This is the final version. Available on open access from Wiley via the DOI in this recordIn this study, we propose that manager job insecurity will moderate the nature of the relationship between perceived overqualification and employee career‐related outcomes (career satisfaction, promotability ratings, and voluntary turnover). We tested our hypotheses using a sample of 124 employees and 54 managers working in a large holding company in Ankara, Turkey, collected across five time periods. The results suggested that average perceived overqualification was more strongly, and negatively, related to career satisfaction of employees when managers reported higher job insecurity. Furthermore, employee perceived overqualification was positively related to voluntary turnover when manager job insecurity was high. No direct or moderated effects were found for promotability ratings. Implications for overqualification and job insecurity literatures were discussed
Perceived Overqualification and Collectivism Orientation: Implications for Work and Nonwork Outcomes
This is the author accepted manuscript. The final version is available from Sage Publications via the DOI in this record.In this research, we simultaneously examined the relative applicability of person-environment fit and relative deprivation theories in explaining the interactive effects of perceived overqualification and collectivism cultural orientations on positive outcomes. We hypothesized that the negative (positive) influence of perceived overqualification on person-environment fit (relative deprivation) will be weaker among employees with high collectivism cultural orientation. We also examined which of these two different mechanisms would explain the hypothesized interactive effects in predicting these workers’ citizenship behavior, personal initiative, work engagement, and life satisfaction. We tested our hypotheses in two studies. In Study 1, we recruited professional staff (n = 852) and their coworkers (n = 301) from 95 universities and tested our hypotheses in a matched sample of 190 employees and their peers. The moderated mediation results supported the idea of person-environment fit (but not relative deprivation) as the mechanism explaining why collectivism orientations assuaged the negative effects of perceived overqualification on these outcomes. We constructively replicated these results in Study 2, which was a time-lagged design with full-time employees (n = 224). Study 2’s results further supported the robustness of our model by testing alternative moderators, mediators, and outcomes.Society of Industrial-Organizational PsychologyUniversity of Western AustraliaAustralian Research Counci
Jump-Starting the Socialization Experience: The Longitudinal Role of Day 1 Newcomer Resources on Adjustment
This is the author accepted manuscript. the final version is available from SAGE Publications via the DOI in this recordWe examine the newcomer adjustment patterns of 985 new hires at a Fortune 500 technology organization across their first year on the job. Data were collected from newcomers, their managers, and company records from organizational entry (employee’s first day) to the end of the first year of employment. We examined, first, whether newcomer resources (material, personal, social, and status resources) related to early newcomer adjustment levels (role clarity, task mastery, and acceptance) and rates of adjustment and, second, how newcomer resources and the rate of adjustment related to manager ratings of newcomer adjustment at 9 and 12 months post-entry. The average of every adjustment variable was higher at the latest data collection point, indicating that time was on newcomers’ side and was related, overall, to higher adjustment levels. Finally, we explored which resources related to the three newcomer adjustment indicators and the shapes adjustment trajectories took depending on resources at organizational entry. Results indicated that personal resources (proactive personality, optimism, and organizational knowledge) were related to early adjustment. Regarding material resources, having a work station ready the first day on the job was related to adjustment. For social resources, meeting one’s manager the first day on the job was related to early social acceptance. For status resources, greater newcomer job level was unexpectedly not related to early adjustment. We found partial support for the direct relationships between early adjustment levels or adjustment rates and manager ratings of adjustment at 9 months but limited support for manager ratings of adjustment at 12 months
New Horizons for Newcomer Organizational Socialization: A Review, Meta-Analysis, and Future Research Directions
This is the author accepted manuscript. the final version is available from SAGE Publications via the DOI in this recordThe effective socialization of newcomers into organizations is critical for employee and organizational success. As such, ensuring successful onboarding has become even more pivotal for newcomer adjustment, performance, and retention. The literature has seen significant growth and incorporated new theoretical perspectives, such as resource-based approaches since the most recent comprehensive meta-analytic review of the literature. Therefore, we extended earlier reviews by presenting an updated model of the socialization process, reviewing the literature, and examining this updated model via meta-analysis. In all, we identified 256 studies that met our meta-analytic inclusion criteria, and 183 with sufficient k across construct categories were included in our meta-analysis. At the correlational level, we analyzed antecedents to proximal adjustment indicators and proximal adjustment to distal outcomes. We examined a potential moderator, whether the study took place in a horizontal-individualistic (HI) versus vertical-collectivistic (VC) culture. Last, we analyzed a path model to identify unique relationships between specific antecedents (age, full-time work experience, organizational tenure, proactive personality, information seeking, organizational tactics, insider mentoring/supporting), proximal adjustment indicators (social acceptance, role clarity, task mastery, perceived fit), and distal outcomes (job satisfaction, organizational commitment, turnover intentions, other-rated performance, and well-being). Our analyses uncover the role of proactive personality and proactive newcomer behaviors in newcomer adjustment and the importance of social acceptance for newcomers. They also identify perceptions of fit as an important but relatively under-examined adjustment indicator and newcomer well-being as an additional socialization outcome. We develop future directions for socialization theory and research methods
A formal proof of the Kepler conjecture
This article describes a formal proof of the Kepler conjecture on dense sphere packings in a combination of the HOL Light and Isabelle proof assistants. This paper constitutes the official published account of the now completed Flyspeck project
Effects of beta-alanine supplementation on brain homocarnosine/carnosine signal and cognitive function: an exploratory study
Objectives: Two independent studies were conducted to examine the effects of 28 d of beta-alanine supplementation at 6.4 g d-1 on brain homocarnosine/carnosine signal in omnivores and vegetarians (Study 1) and on cognitive function before and after exercise in trained cyclists (Study 2). Methods: In Study 1, seven healthy vegetarians (3 women and 4 men) and seven age- and sex-matched omnivores undertook a brain 1H-MRS exam at baseline and after beta-alanine supplementation. In study 2, nineteen trained male cyclists completed four 20-Km cycling time trials (two pre supplementation and two post supplementation), with a battery of cognitive function tests (Stroop test, Sternberg paradigm, Rapid Visual Information Processing task) being performed before and after exercise on each occasion. Results: In Study 1, there were no within-group effects of beta-alanine supplementation on brain homocarnosine/carnosine signal in either vegetarians (p = 0.99) or omnivores (p = 0.27); nor was there any effect when data from both groups were pooled (p = 0.19). Similarly, there was no group by time interaction for brain homocarnosine/carnosine signal (p = 0.27). In study 2, exercise improved cognitive function across all tests (P0.05) of beta-alanine supplementation on response times or accuracy for the Stroop test, Sternberg paradigm or RVIP task at rest or after exercise. Conclusion: 28 d of beta-alanine supplementation at 6.4g d-1 appeared not to influence brain homocarnosine/ carnosine signal in either omnivores or vegetarians; nor did it influence cognitive function before or after exercise in trained cyclists
Contact Manifolds, Contact Instantons, and Twistor Geometry
Recently, Kallen and Zabzine computed the partition function of a twisted
supersymmetric Yang-Mills theory on the five-dimensional sphere using
localisation techniques. Key to their construction is a five-dimensional
generalisation of the instanton equation to which they refer as the contact
instanton equation. Subject of this article is the twistor construction of this
equation when formulated on K-contact manifolds and the discussion of its
integrability properties. We also present certain extensions to higher
dimensions and supersymmetric generalisations.Comment: v3: 28 pages, clarifications and references added, version to appear
in JHE
Onboarding: How Newcomers Integrate into an Agile Project Team
Although a stable team is deemed optimal for agile project success, new team members need to join ongoing agile projects. New- comers must rapidly assimilate into the organisational and project envi- ronment while learning how to contribute effectively to the project and integrate into the team without seriously interrupting project progress. This paper addresses how newcomers integrate into an established agile project team and the challenges newcomers and the team face during this process. This paper is a single case study of a co-located agile project team in a large IT department who regularly onboard inexperienced new- comers. We found a mixture of traditional onboarding practices and spe- cific agile practices contribute to the onboarding process. Onboarding challenges include empowerment and mindset change, accommodating part-timers, conveying agile principles, and adjusting to changes in team composition
Probing the charged Higgs boson at the LHC in the CP-violating type-II 2HDM
We present a phenomenological study of a CP-violating two-Higgs-doublet Model
with type-II Yukawa couplings at the Large Hadron Collider (LHC). In the light
of recent LHC data, we focus on the parameter space that survives the current
and past experimental constraints as well as theoretical bounds on the model.
Once the phenomenological scenario is set, we analyse the scope of the LHC in
exploring this model through the discovery of a charged Higgs boson produced in
association with a W boson, with the former decaying into the lightest neutral
Higgs and a second W state, altogether yielding a b\bar b W^+W^- signature, of
which we exploit the W^+W^- semileptonic decays.Comment: 37 pages, 16 figures; v2 updated treatment of LHC constraint
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