Valerie Naquin, Spero Manson, Charles Curie, Shannon Sommer, Ray Daw, Carole Maraku, Nemu Lallu, Dale Meller, Cristy Willer and Edward Deaux
The demand for evidence‐based health practices has created a cultural challenge for Indigenous people around the world. This paper reports on the history and evolution of…
Abstract
The demand for evidence‐based health practices has created a cultural challenge for Indigenous people around the world. This paper reports on the history and evolution of evidence‐based care into its mainstream status within the behavioural health field. Through the leadership of an Alaska Native tribal organisation, an international forum was convened to address the challenges of evidence‐based practice for Indigenous people. Forum participants developed a model for gathering evidence that integrates rigorous research with Indigenous knowledge and values. The model facilitates development of practices and programmes that are culturally congruent for Indigenous people, accepted and validated by the research community, and deemed supportable by private and governmental sponsors.
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Michael James Mustafa, Carole J. Elliott, Hazel Melanie Ramos and Grace Hooi Yean Lee
Liuba Y. Belkin and Terri R. Kurtzberg
This chapter explores how electronic affective displays may influence individual perceptions, behavior and performance by conducting an exploratory analysis using a sample of real…
Abstract
This chapter explores how electronic affective displays may influence individual perceptions, behavior and performance by conducting an exploratory analysis using a sample of real work emails (study 1), along with a laboratory experiment (study 2). The findings from both studies indicate that positive affective displays may have a stronger impact on individual perceptions (study 1) and invoke greater reciprocity from electronic partners (study 2) than negative affective displays. Moreover, some interesting gender effects with respect to affective displays and individual negotiation performance are observed. The implications for the field, along with limitations of the current research, are discussed.
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Sociologists, social psychologists, and organizational theorists alike have shown a great deal of interest in the concept of social capital. To a large extent, this interest has…
Abstract
Sociologists, social psychologists, and organizational theorists alike have shown a great deal of interest in the concept of social capital. To a large extent, this interest has been fueled by accumulating evidence that social capital plays a vital role in the development of more cooperative relationships within groups and organizations. Inspired by this evidence, a primary goal of the present paper is to examine more systematically the psychological underpinnings of social capital within contemporary workplaces. Drawing on social identity theory and related theories on the self, this paper develops a framework for conceptualizing how individuals’ psychological identification with a workgroup enhances their willingness to engage in behaviors that contribute to the creation of social capital within that workgroup. The paper reviews empirical evidence in favor of the framework, and draws out theoretical and applied organizational implications of the framework.
The PMI Risk Framework (PRF) is introduced as a guide to classifying and identifying risks which can be the source of post-merger integration (PMI) failure — commonly referred to…
Abstract
The PMI Risk Framework (PRF) is introduced as a guide to classifying and identifying risks which can be the source of post-merger integration (PMI) failure — commonly referred to as “culture clash.” To provide managers with actionably insight, PRF dissects PMI risk into specific relationship-oriented phenomena, critical to outcomes and which should be addressed during PMI. This framework is a conceptual and theory-grounded integration of numerous perspectives, such as organizational psychology, group dynamics, social networks, transformational change, and nonlinear dynamics. These concepts are unified and can be acted upon by integration managers. Literary resources for further exploration into the underlying aspects of the framework are provided. The PRF places emphasis on critical facets of PMI, particularly those which are relational in nature, pose an exceptionally high degree of risk, and are recurrent sources of PMI failure. The chapter delves into relationship-oriented points of failure that managers face when overseeing PMI by introducing a relationship-based, PMI risk framework. Managers are often not fully cognizant of these risks, thus fail to manage them judiciously. These risks do not naturally abide by common scholarly classifications and cross disciplinary boundaries; they do not go unrecognized by scholars, but until the introduction of PRF the risks have not been assimilated into a unifying framework. This chapter presents a model of PMI risk by differentiating and specifying numerous types of underlying human-relationship-oriented risks, rather than considering PMI cultural conflict as a monolithic construct.
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Empirical studies show substantial variation across immigrants in the rate and direction of assimilation along various dimensions (e.g., cross-ethnic contact, language, identity)…
Abstract
Purpose
Empirical studies show substantial variation across immigrants in the rate and direction of assimilation along various dimensions (e.g., cross-ethnic contact, language, identity). To explain this variation, past research has focused on identifying exogenous factors, such as discrimination, human capital, and settlement intention. In this chapter we argue that variation in immigrant outcomes emerges endogenously through positive interaction effects between dimensions of assimilation. We propose a new assimilation model in which processes of social influence and selection into congruent social environments give rise to multiple long-term equilibria. In this model, migrants who are already assimilated along many dimensions tend to also adapt along other dimensions, while less assimilated migrants become more strongly embedded in their ethnic group.
Design/methodology/approach
To test the assimilation model, we derive a number of hypotheses, which we evaluate using trend analysis and dynamic panel regression on data from the Longitudinal Survey of Immigrants to Canada.
Findings
The data mostly confirm the hypotheses, providing overall support for the assimilation model.
Research implications
Our theory and findings suggest that immigrants would follow divergent assimilation trajectories even in the absence of a priori population heterogeneity in external factors.
Social implications
The positive interaction effects between cultural and structural dimensions of assimilation suggest that mixed policies that promote integration while seeking to prevent loss of identity go against the natural tendency for cultural and structural assimilation to go hand in hand.
Originality/value
The present chapter proposes a novel model of immigrant assimilation and an empirical test.
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Johanna Raitis, Riikka Harikkala-Laihinen, Melanie Hassett and Niina Nummela
This study explores the sources and triggers of positivity during a major organizational change. The qualitative research methodology is developed around discovering and…
Abstract
This study explores the sources and triggers of positivity during a major organizational change. The qualitative research methodology is developed around discovering and interpreting employees’ perceptions in a mergers & acquisitions (M&A) process. The results lead us to suggest that change may be perceived in at least three positive ways to constitute positive identity construction. Implications for work-related identity and identification research are discussed.
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This paper aims to investigate if, under which conditions, and with which consequences, nonfamily members have the perception of being discriminated against as a consequence of…
Abstract
Purpose
This paper aims to investigate if, under which conditions, and with which consequences, nonfamily members have the perception of being discriminated against as a consequence of nepotism and adverse selection practices. This research also aims to investigate whether the carried-out role influences the perception of being discriminated against among nonfamily member employees.
Design/methodology/approach
A quantitative approach was carried out by adopting a structural equation model (SEM) analysis. The survey investigated a sample of Italian family SMEs (participating companies N = 186, total questionnaires collected N = 838).
Findings
Drawing on the multiple identities theory, findings show that role salience (RS) effectively contributes to reducing the unwanted effects of perceived discrimination (PD) among nonfamily member employees. In doing so, this study deepens the knowledge of nonfamily member employment conditions and their consequences on strategic outcomes such as organizational commitment (OC), organizational justice (OJ) and intention to quit (ITQ).
Research limitations/implications
By adopting a self-categorization approach, this study also advances current theoretical literature, as this methodological lens could help scholars further understand diversity in family business.
Practical implications
This study suggests it would be advisable to implement human resource management practices based on job rotation to promote cohesion and reduce perceived distances.
Social implications
SMEs are the most widespread type of firm in the world; as a consequence, avoiding PD among nonfamily member employees has general ethical relevance.
Originality/value
This study expands current literature by showing that RS plays an important role in determining levels of PD. This study also advances current literature by focusing on the impact of multiple identities on fairness and commitment at individual and group levels of analysis of family businesses.