Coming to America: work visas, international diversity, and organizational attractiveness among highly skilled Asian immigrants

Lambert, Jason R.; Basuil, Dynah A.; Bell, Myrtle P.; Marquardt, Dennis J.

doi:10.1080/09585192.2017.1322116

Cited by 24 publications

(25 citation statements)

References 69 publications

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“…Organizational attractiveness refers to the extent to which an individual will search for employment with a firm and would recommend other employees to join a particular organization (Lambert et al, 2017). Organizational attractiveness is defined as an inclination of an employee towards an organization for the reason of accepting an employment (Story et al, 2016).…”

Section: Organizational Attractivenessmentioning

confidence: 99%

“…Literature suggests that organizational attractiveness plays a pivotal role in attracting and retaining talented employees (Beechler & Woodward, 2009). Further, organizational attractiveness depends on several factors such as corporate reputation and organizational identity (Bankins & Waterhouse, 2018), perceived procedural justice and work-related expectancies (Lambert, Basuil, Bell, & Marquardt, 2017), corporate social performance or CSR (Schmitz, 2017), diversity enhancement programs (Olsen, Parsons, Martins, & Ivanaj, 2016) and diversity management (Ardakani, Abzari, Shaemi, & Fathi, 2016).…”

Section: Introductionmentioning

confidence: 99%

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Uncovering the Role of Internal CSR on Organizational Attractiveness and Turnover Intention: The Effect of Procedural Justice and Extraversion

Ranjan¹,

Yadav²

2018

ASS

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The present study attempts to uncover the impact of internal CSR on internal stakeholders, i.e., employees. Through a comprehensive literature review, relevant variables for the study were identified such as internal CSR, the perception of procedural justice, organizational attentiveness, extraversion, and turnover intention. Drawing on signaling theory, we answer why employee’s willingness to quit an organization is less if the organization performs well on internal CSR front. We also propose that internal CSR increases the organizational attractiveness as it reflects the prevalence of welfare practices and procedural justice in the organization. Since the organization is perceived procedurally just employee's willingness to quit the organization is decidedly less particularly employees having extrovert nature.

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Section: Organizational Attractivenessmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Uncovering the Role of Internal CSR on Organizational Attractiveness and Turnover Intention: The Effect of Procedural Justice and Extraversion

Ranjan¹,

Yadav²

2018

ASS

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“…Örgütsel çekicilik son yıllarda dikkatleri üzerine çeken bir kavram olarak göze çarpmaktadır (Güler ve Basım, 2015;Lambert, Basuil, Bell ve Marquardt, 2017;Lievens, Van Hoye ve Schreurs, 2005;Nolan ve Harold, 2010;Stockman, Van Hoye ve Carpentier, 2017). Örgütlerin potansiyel çalışma adaylarının ve mevcut çalışanlarının örgütte devam etme istekliliklerini güçlendirmesi, örgüte duyulan çekicilik algısı ile ilişkilidir.…”

Section: Introductionunclassified

Examining the Relations between Organisational Attraction, Organisational Image and Organisational Loyalty: An Investigation with Teachers

Akman

Özdemir

2018

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Bu araştırmada, örgütsel çekicilik, örgütsel imaj ve örgütsel sadakat arasındaki ilişkiler öğretmen görüşlerine dayalı olarak incelenmiştir. Araştırmanın örneklemini Ankara iline bağlı dokuz ilçede görev yapmakta olan 494 öğretmen oluşturmaktadır. Araştırmada Örgütsel Çekicilik Ölçeği (ÖÇÖ), Örgütsel İmaj Algısı Ölçeği (ÖİAÖ) ve Örgütsel Sadakat Ölçeği (ÖSÖ) kullanılmıştır. Araştırma verileri, aritmetik ortalama, standart sapma, korelasyon analizi, doğrulayıcı faktör analizi (DFA) ve yol analizi ile çözümlenmiştir. Bulgulara göre, öğretmenlerin örgütsel çekicilik algıları orta düzeydedir. Öğretmenlerin örgütsel imaj ve örgütsel sadakat algıları da yüksek düzeyde tespit edilmiştir. Ayrıca değişkenler arasında pozitif yönlü, orta ya da yüksek düzeyde ve anlamlı ilişkiler saptanmıştır. Yol analizi sonucunda örgütsel imaj ile örgütsel sadakat arasında örgütsel çekiciliğin kısmi aracılık etkisine sahip olduğu belirlenmiştir.

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“…Researchers have proposed several theories to explain why migration increases innovation: the population size effect, the population density effect, the migrant share effect, the skill composition effect, and the migrant diversity effect (see, for example, Ozgen et al, ; Lambert et al, ). Guest workers not only increase the likelihood of innovation by adding workers to a firm's population density (the population density effect), these guest workers are particularly known to be innovative and entrepreneurial (the migrant share effect), and are concentrated in STEM fields (the skill composition effect).…”

Section: The Skilled Guest Worker Contextmentioning

confidence: 99%

“…One of the key questions regarding these policies is the role of the organization that hires the guest worker. Calls for more research on the organizations that are heavy users of work visa programs (Kerr, Kerr, & Lincoln, ) and the recruitment tools and tactics of firms that hire guest workers (Lambert, Basuil, Bell, & Marquardt, ) point to gaps in knowledge about the human resources strategies and the organizational context of the firms that sponsor guest workers.…”

Section: Introductionmentioning

confidence: 99%

H‐1B and L‐1 visa‐sponsored guest workers in the USA: An analysis of the strategic impact of Indian and other firms

Norlander

Varma

2019

Thunderbird Intl Bus Rev

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Organizational sponsors of guest workers to the United States claim foreign‐born workers enhance productivity and innovation. Drawing upon a unique dataset of all organizational sponsors of guest workers in the United States from 1993 to 2008, we find a 10% increase in guest worker sponsorship is associated with a 2.2–3.1% increase in patenting within firms. Furthermore, we examine how organizational industry and country of origin are associated with the effects of guest worker sponsorship on organization‐level measures of innovation and productivity. Despite an overall within‐firm positive association between sponsorship and patenting, higher percentages of a firm's workers on visas are associated with lower patenting, but higher labor productivity. Firm‐level industry and country of origin heterogeneity is significantly related to the relationship between guest work sponsorship and both patent‐related and nonpatent investment in innovation such as research and development (R&D) expenditures. Semiconductor firms and universities spend more on R&D in conjunction with guest worker sponsorship, while semiconductor companies and hardware companies patent less. We discuss theoretical and human resource implications, and offer suggestions for future research.

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Coming to America: work visas, international diversity, and organizational attractiveness among highly skilled Asian immigrants

Cited by 24 publications

References 69 publications

Uncovering the Role of Internal CSR on Organizational Attractiveness and Turnover Intention: The Effect of Procedural Justice and Extraversion

Uncovering the Role of Internal CSR on Organizational Attractiveness and Turnover Intention: The Effect of Procedural Justice and Extraversion

Examining the Relations between Organisational Attraction, Organisational Image and Organisational Loyalty: An Investigation with Teachers

H‐1B and L‐1 visa‐sponsored guest workers in the USA: An analysis of the strategic impact of Indian and other firms

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