Processes In Social Systems Research Articles

Effect of working remotely on new professionals’ learning and adjustment during the first five weeks after professional entry

Purpose This study aimed to investigate the effect of working remotely on new professionals’ learning and adjustment. Organizational socialization is the process of learning and adjusting to a new professional role. Among new professionals working on-site, this learning and adjustment is indicated by a development of role clarity, task mastery and social acceptance. Less is known about the process when working remotely. This was recognized as a key organizational challenge following the onset of the COVID-19 pandemic. Design/methodology/approach In this study, with a longitudinal design with 242 graduates and weekly data collections for the first five weeks following professional entry in 2021, the authors compared the learning and adjustment among individuals working on-site, in hybrid or remotely using longitudinal analyses of mean response profiles. Findings The group-by-time interaction effects were not statistically significant (i.e. no differences were found in the adjustment of the new professionals of the three groups). Originality/value These results indicate that working remotely does not jeopardize the organizational socialization process. Furthermore, a marginally statistically significant result indicated that participants working only remotely experienced a greater development of task mastery over time: This suggests that remote work may even benefit learning and professional adjustment. Theoretical and practical implications of the results are discussed.

'Learning the Ropes' in a Psychologically Safe Healthcare Environment

Objectives: The main objective of the study is to examine the associations between organizational socialization, psychological safety and job involvement of newly hired nursing professionals in India through the lens of ‘Conservation of resources theory’. The study also explored psychological safety as a mechanism linking organizational socialization and job involvement.Design/Methodology: Data was collected from 286 Indian nursing professionals who recently joined their respective organizations. The cross-sectional data was analyzed using IBM SPSS and POCESS macro model 4. Outcomes: The results reveal that organizational socialization is positively associated with nursing professionals' job involvement, and that this relationship is mediated by feelings of psychological safety. Conclusions: Healthcare organizations can translate the findings into organizational advantages by institutionalizing organizational socialization and thereby increasing job involvement. It was identified that nursing professionals who have undergone organizational socialization processes experience psychological safety, and that it is the latter that is the link between organizational socialization and job-involvement.

Religion and Socialization: The Psycho-Sociological Role of Islam in Socializing Individuals and the Muslim Community (Ummah)

Socialization is studying social interactions and understanding the processes of social organization, which creates self-awareness about our culture or the society in which we live. Socialization also means learning about social expectations and their development. It also means internalizing the values and norms we adhere to as individuals of a particular society to develop our personality and unique identification. Such internalization of the normative framework is not peculiar to individuals alone; communities have their own socialization process. Agents of socialization include the family, the school, the peer groups, and religion. The present paper discusses the role of religion in the socialization process of individuals and the Muslim community (Ummah), with a particular focus on Islamic teachings and principles.

Organizational socialization strategies of interns transitioning to telecommuting work in uncertain times

PurposeThe study aims to examine how organizational socialization occurs for interns transitioning from onsite to telecommuting work, particularly in a context where traditional supports have been reduced due to the pandemic.Design/methodology/approachDrawing from interviews (n = 22) of undergraduates interning at advertorial and marketing firms, the study conducted a thematic analysis of workplace learning experiences of undergraduate interns─newcomers at the workplace when disruption of traditional ways of performing work activities occurred. In particular, the enforced telecommuting work-from-home arrangements due to the pandemic provided a unique setting for this study of internship learning in changing contexts. The analyses reveal differences in undergraduate interns’ experiences of organizational socialization when they were at the physical workplace as compared to when they had to work remotely.FindingsInterns reported benefitting from structured onboarding, supportive peer systems, and regular face-to-face meetings with supervisors, which facilitated their socialization and understanding of workplace culture before the pandemic. However, as telecommuting became the norm during the pandemic, these experiences shifted. Interns adapted by engaging in digital interactions to mirror office dynamics, extending work hours due to blurred work-life boundaries, and independently seeking information in the absence of direct guidance. When adapting to digital communication and independent learning, interns faced challenges like longer working hours and reduced spontaneous interactions, indicating a preference for the traditional, in-person socialization methods of the pre-pandemic workplace.Originality/valueThis study provides insight into interns’ experiences during the global shift to hybrid work as a result of the pandemic, contributing fresh insights into organizational socialization processes amidst workplace disruptions. The conclusions offer valuable implications for future adaptive onboarding practices in educational and professional settings.

Higher-order correlations reveal complex memory in temporal hypergraphs

Many real-world complex systems are characterized by interactions in groups that change in time. Current temporal network approaches, however, are unable to describe group dynamics, as they are based on pairwise interactions only. Here, we use time-varying hypergraphs to describe such systems, and we introduce a framework based on higher-order correlations to characterize their temporal organization. The analysis of human interaction data reveals the existence of coherent and interdependent mesoscopic structures, thus capturing aggregation, fragmentation and nucleation processes in social systems. We introduce a model of temporal hypergraphs with non-Markovian group interactions, which reveals complex memory as a fundamental mechanism underlying the emerging pattern in the data.

Talent management through organizational socialization: making it relevant

Purpose This paper aims to explore approaches that organizations can implement to manage talents through organizational socialization. Design/methodology/approach This paper is conducted based on relevant human resources (HR) work experiences in various organizations and the HR literature. Findings Organizations need to systematically and periodically review and modify their organizational socialization process. A one-size-fits-all organizational socialization process is unhelpful and ineffective. Originality/value This paper provides value to HR managers and talent management specialists involved in designing and implementing organizational socialization.

Artificial Intelligence and society

The aim is to study, in a first approximation, the impact of the change in the production mode as a result of telematics and the use of machine learning and artificial intelligence in many of the applications and repetitive processes in social systems of production and distribution of goods. The method of systemic constructionism was used, which, in short, assumes that data are not data - they are constructions with unassailable theoretical assumptions and that language is the system in which the general limit languages are constructed to obtain and communicate information in society. This leads to a theory of actions somewhat different from those of Parsons and Luhmann - leading to the concept of praxemas, and to a whole new analysis of society and its law.

Artificial Intelligence and society

The aim is to study, in a first approximation, the impact of the change in the production mode as a result of telematics and the use of machine learning and artificial intelligence in many of the applications and repetitive processes in social systems of production and distribution of goods. The method of systemic constructionism was used, which, in short, assumes that data are not data - they are constructions with unassailable theoretical assumptions and that language is the system in which the general limit languages are constructed to obtain and communicate information in society. This leads to a theory of actions somewhat different from those of Parsons and Luhmann - leading to the concept of praxemas, and to a whole new analysis of society and its law.

“Respect the Stick!”

Rainbow Gatherings are one of the earliest forerunners of transformative events, with a history spanning five decades. These noncommercial, cocreated, and inclusive meetings have a global spread, offering radical alternatives to social organization and political processes. This essay examines the alternative political model of Rainbow Gatherings through the lens of material culture studies. The analysis follows an object biography of the ritual artifact known as the Talking Stick, central to Rainbow’s political practices, and explores the meaning of the object in material, symbolic, and instrumental senses. Drawing on ethnographic field work at fourteen Rainbow Gatherings across Europe, the essay concludes that organizational models contribute to the transformational potential of events.

Digital capability requirements and improvement strategies: Organizational socialization of AI teammates

Artificial Intelligence (AI) can enter organizations and become AI teammates in organizational teams, posing new challenges to organizational form, team management, and team working patterns. Establishing an efficient "human-AI team" requires an organization and its members to have superior digital capabilities and develop effective capability improvement strategies to realize the organizational socialization process of AI. In this paper, we adopt the Design Research (DR) approach in building a Human-AI Collaboration Platform (HACP) in a work team, integrating AI teammates based on HACP, and optimizing the platform and human-AI collaboration. Considering organizational digital capabilities as one of the core components, we propose a three-level framework of digitalization capabilities for individuals, organizations, and across organizations, as well as the enhancement strategies of such capabilities. Besides, we clarify the foundation of digitalization capabilities and design, implement, and verify the enhancement strategies. The construction and successful implementation of the HACP in our study verify the effectiveness of the proposed capability framework and provide principle guidance for organizations to implement effective strategies to improve digital capabilities to facilitate the organizational socialization of AI teammates.

Workplace incivility during organizational socialization: how new managers, varying in moral identity, perceive (mis)fit

PurposeThis study aims to investigate the mediating role of perceived person-organization (P-O) fit in the relationship between workplace incivility and affective organizational commitment (AOC) and the moderating effect of moral identity. The context is set in the organizational socialization process of externally hired managers.Design/methodology/approachA theoretical model was developed based on social identity theory. With the help of Alumni offices of 4 Master of Business Administration (MBA) programs in Vietnam, 461 MBA graduates recently hired as managers were invited to participate in the study. A time-lagged survey was conducted and resulted in data from 386 participants. Hypotheses were tested using latent moderated structural equation method (LMS).FindingsPerceived P–O misfit partially mediated the negative effect of workplace incivility on managers' AOC. The moderating impact of moral identity was also found such that the positive association between workplace incivility and perceived P-O misfit was stronger when moral identity was higher.Research limitations/implicationsThis study's limitations are threefold. First, the relatively new appearance of MBA programs in Vietnam made it difficult for us to conduct longitudinal research. Second, this study focused on MBA graduates as externally hired managers, a population that, as mentioned earlier, comes from a polite and respectful environment. Third, the current study mainly used self-evaluation to measure factors which might not be fully objective and reflect externally hired managers' situation. Future research could strengthen this method by equipping it with the evaluations of other organization members.Practical implicationsA clash of identities generated by value incongruence when externally hired managers experience incivility should be recognized and mitigated during socialization. More attention should be paid to managers with moral identities.Originality/valueThe study extends the organizational socialization literature in two ways. The first way is by elucidating how a negative organizational factor – workplace incivility – leads to socialization failures. The second way is by exploring the impacts of relatively new self-identity facets, including MBA graduates as externally hired managers and moral identity.

Nurse leaders' experiences of how culturally and linguistically diverse registered nurses integrate into healthcare settings: An interview study

AimTo describe nurse leaders' experiences of how culturally and linguistically diverse registered nurses integrate into healthcare settings. DesignA qualitative descriptive study design. ParticipantsA total of 13 nurse leaders were recruited from four primary and specialized healthcare organizations in Finland. MethodsData were collected through individual semi-structured interviews and analyzed using inductive content analysis. ResultsNurse leaders' experiences were categorized into seven main categories as follows: leadership, which concerns a leader's roles, style, and experience; organizational strategy and culture, which includes structure, policies, and intra-organizational culture; support strategies, including workplace and outside-of-work integration strategies; relationships and interactions, which considers interpersonal relationships and interactions; nurse competence requirements and development, which concerns both organizational and ward level competence demands, and support for competence development; language competence, which concerns challenges relating to language proficiency and development of language competence; and cultural diversity, which considers the importance of competence development brought about through experiences of being in a multicultural workplace. ConclusionsCulturally and linguistically diverse nurses are important within healthcare systems. These nurses constitute additional human resources, bring diverse experiences and expertise, and add to organizational cultural capital. Nurse leaders require competencies that are suitable for leading a diverse workforce, utilizing its competencies, establishing staff members' needs, and ensuring their continuous development. Resourcing, planning, and structuring the integration process affects nurses' experiences of the organizational socialization process. ImpactThe findings of our study can offer guidance to healthcare organizations with regard to structural integration strategies at an institutional level. Leadership and management educators can benefit from the findings towards developing a curriculum that supports leaders' diversity, equity and inclusion, knowledge management and formal leadership competencies. Finally, nurse leaders may benefit from this study through being more aware towards supporting a multicultural, cohesive, and competent workforce through strong social capital.

Civilizational Paradigm of the Study of Management Culture Phenomenon: Theoretical and Methodological Aspect

Introduction. The development of management as a cultural phenomenon is inextricably linked to the development of world civilization. Moreover, civilization is a kind of driving force for changing management culture. Therefore, the development of a civilizational paradigm for studying management culture is certainly an urgent scientific problem. Purpose and methods. The purpose of the article is to provide a theoretical and methodological substantiation of the civilizational paradigm for studying the phenomenon of management culture. The methodological basis of the study is the dialectical principle of cognition, system-synergetic, historical and interdisciplinary approaches to the study of social phenomena and organizational processes in society. Results. The basic theories of the study of civilization are considered. A two-dimensional approach to the study of civilization as a form of movement of social matter is revealed. The role and mechanisms of bifurcation of civilization as a driving force for the restructuring of society and management culture are revealed. The structure, characteristics and patterns of change in the world civilization and management culture of post-industrial society are determined. Conclusions. The scientific novelty of the research results lies in the substantiation of the civilizational paradigm of management research as a socio-cultural phenomenon, which allows to comprehend the deep essence, analyze the genesis and predict possible directions of future development of civilization and management culture. The significance of the study lies in the addition to the science of new provisions on the study of management culture based on the civilizational paradigm, as well as in the possibility of using them in the process of professional training of managers.

Örgütsel Sosyalleşme Etkisinde Örgütsel Özdeşleşme: Sosyal Kimlik Teorisinin Geçerliliği

There is increasing interest in how to enhance the level of organizational identification as an attitude that organizations desire for their employees to develop in today's new generation enterprises. The search for new antecedents to increase the level of identification has proceeded for a long time in several organizational settings. An antecedent of the identification can be the organizational socialization process that employees experience through the organization’s direction. The validity of the theory for hypothesized relations gains importance as the conditions change in this context. It is expected that the socialization level of the employees increases the level of organizational identification in the institutions in the light of social identity theory. The main research question is to test the validity of social identity theory on the relationship. According to the findings of the quantitative-research with 448 participants, high level of explanatory effect of organizational socialization process on organizational identification was not found in accordance with the proposals of social identity theory. The findings of the study reveal the necessity of exploring new antecedent factors for organizational identification.

Modelling the organisational socialisation of volunteers in English associational golf clubs

ABSTRACT Research question The research considers the organisational socialisation process for volunteers in associational golf clubs. Research methods Constructivist grounded theory method was used, with qualitative data collected through 28 semi-structured interviews with volunteers at English associational golf clubs. Results and Findings The article develops a model for the organisational socialisation of golf club volunteers. The model highlights an extended period of organisational socialisation, which locates assimilation during club membership before volunteering begins. This prior period of assimilation allows individuals to acquire organisational knowledge and make informed decisions about whether to volunteer. It also shapes their actions as volunteers and the meanings they derive from volunteering. Our findings emphasise the importance of participation among members as a precursor to volunteering. They also highlight how, in the absence of orientation support from the club, movement through the socialisation process depends on individuals’ biographical assets. Implications The model should help golf clubs, and potentially other voluntary sports clubs, manage their organisational socialisation process to develop established members, improve volunteer recruitment and produce long-term volunteers. Improved management of this process could also enhance the diversity of both members and volunteers.

МЕРЕЖЕВА КОМУНІКАЦІЯ ЯК ФАКТОР ФОРМУВАННЯ АУТОПОЄТИЧНОЇ СИСТЕМИ ІНТЕРНЕТ-ПРОСТОРУ

<p><strong><em>The purpose </em></strong><em>of the study is to reveal the features of network communication as a factor in the formation of the autopoetic system of the Internet space.</em></p><p><strong><em>Research methodology</em></strong><strong><em>.</em></strong><em> </em><em>To achieve this goal, general scientific research methods were used: critical and analytical approaches – to highlight the state of the scientific problem and highlight the main directions of development of network communication; historical retrospective method – to study the logic of formation and development of concepts of social communication; conceptualization method – to clarify the content of the concept of network; formalization method – to determine the specifics and basic principles of typology of communication models. </em><em>Appeal to interdisciplinary research, which allows to involve the conceptual apparatus of mathematical and non-classical information theories and theories of complex systems.</em> <em>In this context, the study of the realities of the Internet reality can be transferred to the received texts of the current achievements of the technogenic world, such as N. Luhmann, E. Pickering, K. Knorr-Cetina, B. Latour, M. Castells, L. Memford, they became fundamental for the analysis of the nature of the technosocial class of objects similar to the Internet. Even more heuristic potential, in our opinion, can be the concept of autopoiesis by N. Luhmann, a kind of rethinking in his own line by U. Maturana and F. Varela.</em><em></em></p><p><strong><em>Results.</em></strong><em> The article analyzes the main models of network communication, substantiates the grounds for the typology of network interaction and describes its architecture in the context of the functioning of cyberspace. </em><em>The Internet is defined as an operationally closed structure that has the accumulative power of completely different systems (social and technological), its own border, as well as an autopoietic device that starts the process of self-reproduction in the form of superstructure of new floors of its own complexity. In this study, autopoiesis is an important concept because it allows us to identify the essential properties of the growing Internet space.</em><em></em></p><p><strong><em>Novelty.</em></strong><em> The scientific novelty is to deepen the understanding of the role of autopoiesis in network communication in the first place and the Internet space system in particular. For example, the functions and mechanisms of autopoiesis operation, the main factors of its activities in the Internet communication system were clarified.</em></p><p><strong><em>The practical significance</em></strong><em> of this lies in the fact that, as a kind of social reality, it builds the moderation of communicative processes in social systems. Like the theory of systems by N. Luhmann, the structures of the system are organized in a similar way, as if inspired for work and operations.</em></p><p><strong><em>Key words:</em></strong><em> merezhe communication, autopoiesis, self-organization of the Internet space.</em></p>

Determinants of the Psychological Contract Breach of Academic Staff

The traditional model of a university is gradually being metamorphosed into a corporate model that brings forth certain problems, alongside numerous solutions. In such circumstances, establishing and maintaining a culture of trust is the foundation of constructing a positive psychological contract between the organization and its employees. In such circumstances, establishing and maintaining the culture of trust in the academy’s commitment to the traditionally defined mission of building and disseminating knowledge aimed at improving, training, and educating the most important potential of the society – people are the foundation of constructing a positive psychological contract between teachers and higher education institutions. The psychological contract represents mutual expectations that the parties in this relationship do not have to be fully aware of, but which, nevertheless, guide their mutual behavior. It is an implicit agreement between the academic staff and the higher education institution specifying what each party in this relationship expects to offer but also receives in return. Since research on psychological contracts in the academic work environment is very rare, and the concept itself is relatively new and unexplored in the Bosnian context in general, this paper first sought to determine which factors may be related to the violation of psychological contracts in the academic context. The results suggest that a lower organizational performance of the higher education organization, lower academic staff member performance, as well as a lower level of formalization of the process of organizational socialization of newly-hired academic staff, lead to a higher perceived psychological contract breach. Findings also suggest that the implicit communication of the mutual expectations between the faculty/academy and the academic staff leads to a greater perceived psychological contract breach. The paper offers certain recommendations to higher education institutions for the establishment and preservation of a positive psychological contract in the academic context and the prevention of avoidable psychological contract breaches.

Conceptual understanding of the relationship between political and administrative processes in the context of social systems security

The purpose of the article is to conceptually understand the relationship between political and managerial processes in the context of social systems security. The bibliographical method, content analysis, structural-functional method, comparative-historical method, comparative-political method, cognitive map, comparative method and abstract-logical method have been used in the research. The scientific novelty is the realization of a systematic analysis of the factors, which revealed the essence of the relationship between political and managerial processes in the context of the security of social systems. It is corroborated that political and managerial processes in social systems and their interrelation should be considered, in content and form, as phenomena of the vital activity of these systems. It is concluded that, the analysis of peculiarities and intensity of this interrelation and functional tasks of political and administrative subjects should be carried out in the context of the modes (stages) of the existence of systems and their security; all this, due to the management of the probability of a crisis situation and the management of the level of protection of man, society and state institutions.

Newcomers’ fear of COVID-19 and organizational socialization:

Coronavirus disease (COVID-19) has affected and changed diverse aspects of organizations. Based on the perspective that integrates the socialization process through the lens of work stress, we viewed COVID-19 as a situational stressor and examined the role of the fear of COVID-19 on newcomers’ organizational socialization process. We aimed to investigate the relations between newcomers’ fear of COVID-19 and their proximal organizational socialization outcomes such as role clarity, task mastery, and relationship building. We also hypothesized leader emotional and instrumental support would buffer the effect of newcomers’ fear of COVID-19 on emotional exhaustion. Based on a survey using a total of 232 newcomers who joined their organization during the COVID-19 pandemic, we found that the fear of COVID-19 was positively related to emotional exhaustion, and emotional exhaustion mediated the relations between the fear of COVID-19 and two socialization outcomes such as task mastery and relationship building. Leader emotional support was found to weaken the positive link between the fear of COVID-19 and emotional exhaustion while the moderating role of leader instrumental support was not supported. Based on these results, we discussed implications and directions for future research.

Socialization at Universities: A Case Study

Socialization process has a significant impact on learning, which is a basic requirement for both the organization and the role performance of the newcomer to the organization. It is considered very important for a new member to socialize organizationally and professionally. This paper focuses on revealing the process of organizational and professional socialization of academicians. In accordance with this purpose, in-depth interviews were conducted with 14 research assistants from various fields as representative of the academician group. The data obtained from the interviews were analyzed by content analysis method and some conceptual determinations were generated. According to the findings, almost all the academicians did not encounter any practice or socialization tool that would make them feel belonging to the profession and the organization or that would ensure their harmony with the institution they were in. The participants, who stated that they try to learn both the requirements of the profession and the problems they encounter in the organization mostly by their own individual efforts, stated that they achieved satisfaction far below their expectations, especially at the entry stage. As a result, it has been revealed that academicians are mostly alone in the process of learning academic life from the pre-entry stage to the settlement stage. It is necessary to establish certain programs at each university in order to socialize research assistants, who are in the first phase of the path to becoming faculty members, both in the organizational and professional context. It is further recommended that activities should be organized that will provide the following: direct assistance for time management, understanding scientific/academic processes, and learning organizational norms and values.