The breaking in of new employees: effectiveness of socialisation tactics and personnel instruments

Ardts, Joost; Jansen, Paul; Velde, M. van der

doi:10.1108/02621710110382178

Cited by 41 publications

(31 citation statements)

References 16 publications

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“…First, the results highlighted the significance of education institutions as an agent of career socialisation. As students progressed with their programmes, their attitudes and behaviours were moulded into the expected future roles (Weidman et al, 2001;Ardts et al, 2001;Bogler and Somech, 2002). Results of this study showed male and female students' career intentions did not differ significantly towards the end of their study, indicating more uniform intentions compared to the second-year students.…”

Section: Discussion Of Resultsmentioning

confidence: 74%

To be or not to be: an investigation of accounting students’ career intentions

Ahmad

Ismail

Anantharaman

2015

Education + Training

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Purpose -The purpose of this paper is to study accounting students' intentions to pursue their careers as accountants and modelling this within the context of Malaysian accounting education. Design/methodology/approach -Data were gathered via a questionnaire survey involving undergraduate accounting students. Factor analysis, independent sample t-tests, and multiple regressions were employed. Findings -In total, four findings were derived from this study. First, within the undergraduate accounting programmes, non-commitment towards the accounting profession can still exist. Second, intrinsic interest is a significant predictor of career intentions. Third, the influence of anticipated conflict provides a new finding in relation to accounting students' career intentions. The last finding is concerned with the influence of internship experience on students' career intentions. Research limitations/implications -It was assumed that differences detected between the accounting student cohorts reflect changes over time in students' intentions. Practical implications -Suggestions that have been previously put forward in efforts to market the accounting profession were mainly focused on promoting the extrinsic rewards. However, findings from this study suggested that sole focus on extrinsic rewards is not enough to warrant commitment towards the profession. Instead, marketing efforts should also focus on intrinsic values of the profession.Originality/value -The study has provided evidence that anticipated conflict should be given more attention by accounting researchers. Although students' career intentions seemed to become clearer and more uniform as they progressed with their studies, two issues remain to be addressed by education institutions and accounting professional bodies, namely anticipated conflict and the conduct of internship programme.

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Section: Discussion Of Resultsmentioning

confidence: 74%

To be or not to be: an investigation of accounting students’ career intentions

Ahmad

Ismail

Anantharaman

2015

Education + Training

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“…In our study participants viewed staff induction as a crucial first step in the socialisation of employees, which has been defined as ‘the learning process by which newcomers develop attitudes and behaviour that are necessary to function as a fully‐fledged member of the organization’ (Ardts et al . : 16). Staff induction may also offer an area for further research to explore how cultural norms in healthcare and social care settings are passed on, both formally and informally.…”

Section: Resultsmentioning

confidence: 97%

Whistle‐blowing and workplace culture in older peoples' care: qualitative insights from the healthcare and social care workforce

Jones

Kelly

2014

Sociology Health & Illness

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Inquiries in the UK into mistreatment of older people by healthcare employees over the last 30 years have focused on introducing or supporting employee whistle-blowing. Although whistle-blowers have made an important contribution to patient safety it remains a controversial activity. The fate of whistle-blowers is bleak, often resulting in personal and professional sacrifices. Here we draw on the views of healthcare and social care employees working with older people to explore perceptions of whistle-blowing as well as alternative strategies that may be used to raise concerns about the mistreatment of patients by co-workers. Whistle-blowing was perceived as a negative term. Managers said they promoted open cultures underpinned by regular team meetings and an open-door ethos. Others described workplace norms that were somewhat at odds with these open culture ideals. Whistle-blowing was considered risky, and this led to staff creating informal channels through which to raise concerns. Those who witnessed wrongdoing were aware that support was available from external agencies but preferred local solutions and drew upon personal ethics rather than regulatory edicts to shape their responses. We argue that the importance of workplace relationships and informal channels for raising concerns should be better understood to help prevent the mistreatment of vulnerable groups.

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“…Second, the interplay between newcomer and organization yields to learning, understood as the development of organizational knowledge, either through the constant reconfiguration of the practice or by bringing in new competencies and skills from newcomers that are applicable and useable for the organization. The former is extensively covered in the literature about induction (e.g., Ardts et al 2001;Coleman and Kleiner 2001;Saks and Ashforth 1997;Ostroff and Kozlowski 1992;Van Maanen and Schein 1979), while the latter is still underdeveloped in the literature about induction.…”

Section: Individual and Organizational Learning In Inductionmentioning

confidence: 99%

Practicing induction: a generative dance between newcomers and organizations

Sprogøe

Rohde

2009

Learn Inq

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Research on induction of newcomers is primarily focused on individual processes, such as acquisition of knowledge and socialization in order to create a smooth and frictionless entry period. The interest of our research, however, is the processes that happen on the organizational level. We claim that induction potentially triggers both individual and organizational learning and by drawing on practice-based theory we discuss how the interplay between individual and the organization, what we call a generative dance, ignites both kinds of learning. We focus on and describe the interplay that takes place in particular induction events and analyze the ''dance'' through the lens of learning. The article concludes with a brief discussion about the implications for practitioners and the challenges and future research prospects we have encountered. We draw on an empirical enquiry in two organizational settings, a Danish management consulting company and a German retail bank.

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The breaking in of new employees: effectiveness of socialisation tactics and personnel instruments

Cited by 41 publications

References 16 publications

To be or not to be: an investigation of accounting students’ career intentions

To be or not to be: an investigation of accounting students’ career intentions

Whistle‐blowing and workplace culture in older peoples' care: qualitative insights from the healthcare and social care workforce

Practicing induction: a generative dance between newcomers and organizations

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