Employee Responsibilities and Rights Journal最新文献

Organizational socialization is a crucial moment during employment, as employees learn the skills and behaviours needed to be successful in a new role. Researchers have historically relied on the organizational socialization tactics (OST) scale created by Jones (1986) to assess this phenomenon, despite its limitations. This research aimed to create an alternative measure of socialization focused on an employee's perceptions of sink or swim, made up of the 3-factors: responsibility, effectiveness, and support. Study 1 used the academic literature and data from an industry survey to generate an initial item pool and then used subject matter experts (SMEs) to run a content validation assessment. Study 2 used a longitudinal survey design with two waves to assess the factor structure, psychometric properties, and predictive validity of the scale. The 3-factor structure was supported through an EFA and confirmed with a subsequent CFA and the refined scale indicated acceptable levels of construct validity and test-retest reliability. The predictive validity of the scale was supported through a series of regression analyses across separate employment outcomes. Overall, the finalized 17-item Sink or Swim Scale (SSS) demonstrated that it is a valid, practical, and shorter alternative to the OST scale. The subdivision of support also demonstrated the potential to act as a standalone measure of an employee's socialization experience.

Supplementary information: The online version contains supplementary material available at 10.1007/s10672-023-09457-2.

This study aims to examine the mediating role of professional commitment in the relationship between technostress and organizational stress, individual work performance, and independent audit quality. Participants included 120 independent auditors (76.7% men, 23.3% women) who completed measures of personal technostress, personal commitment, organizational stress, individual work performance, and independent audit quality. The results indicated that technostress had a direct effect on professional commitment, organizational stress, individual work performance, and independent audit quality. Also, the professional commitment had a direct effect on organizational stress, individual work performance, and independent audit quality. Furthermore, the results showed that personal commitment mediated the association between technostress and organizational stress, individual work performance, and independent audit quality. These results suggest that personal commitment plays an important role in understanding the underlying mechanism between technostress and organizational stress, individual work performance, and independent audit quality.

With the dramatic shifts in the workforce that have emerged in the post-COVID-19 world, workers' emotions have often presented very negatively, causing people to overtly display the dark aspects of their personality while at work. At the same time, organizations have been forced to adopt new technologies to fill the gaps in their desired outcomes and cope with changes in market demand. The ensuing clash between negative emotions and technological implementation may lead to intense conflicts and adverse work outcomes. This study hypothesizes a direct relationship between dark personality traits (narcissism, Machiavellianism, and psychopathy) and technology acceptance. Using a multiple regression model with a sample of general workers from various industries (n = 396), the study found that narcissism and psychopathy significantly impacted technology acceptance, while Machiavellianism did not. The findings offer valuable theoretical, practical, and managerial insights.