As a review of the literature, this paper highlights how three dimensions - task performance, skill development, and cross-cultural adjustment, have been used to understand cross-cultural performance. With respect to task performance, two criteria should be measured for all those working cross-culturally, including remote or virtual cross-cultural work: (1) how accurately employees read the unique contextual demands of a cross-cultural context and (2) how effectively they respond given the contextual and strategic demands of the task. Focusing on development of cross-cultural competencies as a performance goal we highlight the dimensions most important for assessment, focusing on self- and relationship management competencies. Regarding cross-cultural adjustment, we offer a more precise and nuanced approach which accounts for the person-environment fit in the context of working in cultural novelty.
This study provides a scoping review of the recent conceptual developments about the deviant work behavior and counterproductive work behavior constructs. It also examines the specific types of deviant work behavior that have been more consistently investigated in the last decade, and whether they cover the interpersonal or organizational type of deviant behavior. In addition, individual, group, and organizational predictors of deviant work behaviors are examined. A scoping review of reviews was conducted on Scopus and Web of Science databases and 54 studies published from 2010 to June 2021 were taken into account. Results show that more recent conceptualizations are based on well established models in the literature and consider the hierarchical structure of these two constructs. Recent reviews examine the relationships of deviant work behavior with job performance and ethical behavior constructs, the multilevel nature of deviant work behavior, and the consequences for the actor of the deviance. The specific types of deviant work behavior more frequently reviewed in the last decade are workplace abuse, incivility, ostracism, bullying and sexual harassment, and abusive and destructive leadership; this evidence suggests a much greater attention to interpersonal, rather than organizational, forms of deviant work behavior. Regarding antecedents, results show the continuing prevalence of personality factors antecedents. Limitations of the study and theoretical and practical implications for the field are also provided.
Migrants are a vulnerable population that often requires specialized care and support. Practitioners who work with migrants must be knowledgeable about the unique challenges they face. Some first-line practitioners are better equipped to work in intercultural environments because they possess higher cultural intelligence (CQ). This study aims to examine the impact of cultural intelligence on burnout among practitioners working in 15 countries. It also compares levels of CQ in relation to age, gender, education, intercultural training, and language proficiency in the workplace. The participants in the study were professionals working primarily with migrants (N = 258) from 15 countries. The results indicate that motivational cultural intelligence significantly reduces burnout levels, while the cognitive and the behavioural dimensions do not have any effect. Practitioners who have undergone intercultural training have higher levels of cultural intelligence, and this type of training may be effective in improving cultural intelligence. The study provides organizations with insight on how to select and train first-line practitioners, focusing on developing cultural competencies and intrinsic motivation to prevent burnout among their staff and ultimately improve the quality of services.
The work environment of practitioners working with migrants may be very demanding as they are frequently exposed to the sad narratives of such a vulnerable population, the lack of professional support, or the frequent change of policies towards refugees and asylum seekers. Little research has been conducted to explore the job satisfaction of practitioners working with migrants and the organizational characteristics that can hinder or promote such satisfaction. The present study investigated the relationship between work-related barriers (i.e., intra-organizational, legal, and interaction-related barriers) and job satisfaction of practitioners working with migrants, also testing if perceived organizational efficacy is mediating this relation. This study was part of a larger European funded project, and participants were 428 First-Line Practitioners working with migrants in various sectors (e.g., social and health services, immigration and asylum services, or border guards) and working in several European countries. Data were collected through an online survey in the period between October and December 2020. Results showed that intra-organizational and legal barriers had a negative impact on job satisfaction, while interaction-related barriers did not have any. Perceived organizational efficacy mediated the relationship between two work-related barriers (intra-organizational and interaction-related barriers) and job satisfaction. These findings suggest that organizations working with migrants should focus on addressing intra-organizational and legal barriers, and on implementing actions aimed at building employees’ collective efficacy beliefs to improve their job satisfaction.
This study investigates, in a sample of journalists, the relationship between meeting job expectations and professional role identity. Specifically, job expectations concerning career development, remuneration, and relationships with users were examined, while professional role identity was contextualised to the field of journalism. Following Mellado, we conceptualized journalists’ role identity as composed by the three dimensions of watchdog, propagandist, and citizen-oriented. An online questionnaire was administered from December 2021 to January 2022 and 74 Gambian journalists living in Gambia and in European countries answered the survey. The results indicated that job satisfaction fully mediated the relationship between meeting the expectations of the relationship with users and the citizen-oriented role identity. Additionally, job satisfaction mediated the relationship between met expectations of career development and both citizen-oriented and watchdog professional role identities. These findings suggest that meeting expectations of career development and interaction with citizens is related to journalists’ role identities focused on controlling the political and economic establishment and empowering people. The theoretical and practical implications of these results are discussed.
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