week 2 research

Annotated Bibliography

Bernstein, R. S., Bulger, M., Salipante, P. & Weisinger, J. Y. (2020, December). From diversity

to inclusion to equity: A theory of Generative Interactions. Journal of Business Ethics,

167(3), 395-410.

This source explores the issue of continued challenges regarding diversity and inclusion.

Its main point is that inconsistencies in understanding diversity still exist. The source lists

self-segregation, communication apprehension, and stereotyping as the main causes of

persistent problems in diversity and infers that these problems undermine the ability to

overturn social phenomena. Generative interactions and adaptive cognitive processes two

concepts that can overturn the negative social phenomena, if implemented properly.

While the article promotes the idea of using favorable conditions to create change, it also

warns that unfavorable conditions must also be avoided. Some of the organizational

practices that support high-frequency and high-quality interactions are mixed-oncome

communities, youth organizations, nonprofit governing boards, and voluntary

associations. This source is credible because it is authored by multiple experts in the field

with academic credentials and was published in a peer-reviewed journal. This source is

useful for the research because it identifies the varied options available for overturning

the consistent and regular challenges found in attempting to create diversity and

inclusion.

Caldwell, C. & Peters, R. (2018). New employee onboarding-Psychological contracts and ethical

perspectives. The Journal of Management Development, 37(1), 27-39.

This source explores how ethical treatment of new employees streamlines the

psychological contract that occurs between employers and employees. In most cases,

onboarding practices do not take into account the value of the psychological contract and,

instead, look solely at the role of pay and benefits. This actually works against the hiring

process and can easily result in inefficiency in the organization. Employees who have

strong credentials and can offer the most to a company expect to be treated as an integral

part of the organization. In essence, the organization must create value-added options and

onboarding helps to generate the starting point for this action. Employees who do not feel

highly valued will opt to seek out an organization that does acknowledge and practice the

high-trust and personalized approach to the onboarding process. This source also

identifies 12 ethical perspectives, the virtuous continuum, and the ten-step model for

onboarding. The source is credible because it is authored by experts in the field and was

published in a peer-reviewed journal. The source is useful because it provides the

onboarding practices that can help make an organization successful by retaining quality

employees.

Commented [AMF1]: Alphabetize the entries.

Commented [AMF2]: Reference entries should follow the 7th edition of APA. The correct format can be located by Googling “online scholarly journals APA” and accessing the information found at the OWL at Purdue. Note that this format uses double space and a hanging indention. Pay close attention to the formatting for the different types of titles. Note that the sources for this assignment should only come from peer-reviewed journal articles that are no older than five years.

Commented [AMF3]: The narrative should include three components. The majority of the entry should be a summary of the source. You can see the summary in this example goes through line ten. The next sentence should be a statement of assessment or credibility. It should clearly indicate why the source is credible. The last sentence should identify how the source will be useful to the research. Be specific here. Indicate what the source contains (processes, statistics, accounts) that makes it useful for your research. Notice that the narrative is written solely in objective point of view, is single-spaced, and uses a half-inch indention for all lines.

Commented [AMF4]: The narrative should be 150-175 words.

Cesário, F. & Chambel, M. J. (2019). On-boarding new employees: A three-component

perspective of welcoming. International Journal of Organizational Analysis, 27(5), 1465-

1479.

This source explores the onboarding process, most specifically related to a structured

corporate welcome, a manager welcome, and coworker welcome. Based on the findings,

a strong effort multi-layered effort at onboarding using the three-component process will

more likely help to develop commitment by employees and foster camaraderie.

Promoting the three-component process generates strong hosting by all employee levels

and can strengthen the company, as a whole. Formal boarding processes generally are

already in place but the article encourages onboarding practices that also consider

manager and co-worker attitudes. When all employees have a healthy respect and

appreciation for one another, all support the success of the company. In turn, the

company helps to promote success in its employees. This source is credible because the

authors are directly associated with experts who hold academic credentials and because it

was published in a peer-reviewed journal. The source is useful because it offers a more

defined approach to inclusionary onboarding techniques.

Galetic, L. & Klindžic, M. (2020, June). The role of benefits in sustaining HRM outcomes: An

empirical research study. Management: Journal of Contemporary Management Issues,

25(1), 117-132.

This source address reward strategies that are aimed at retaining quality employees. High

motivation generally results in high organizational performance, but employees must be

provided the type of benefits that will generate action from them. Salary is usually the

most highly regarded aspect of compensation. However, benefits are still a considerable

element in the hiring process. Creating the right balance for employee compensation is a

crucial component of being able to onboard and retain highly competitive employees.

Employers who undervalue salary and benefits generally find that retaining quality

employees becomes more difficult and can affect the company’s success. Some of the

findings reveal that absenteeism rates were lower when employees were offered non-

mandatory health insurance, remote work opportunities, and social activities. This source

is credible because it was published in a peer-reviewed journal. The source is useful to

the research because it highlights the opportune elements that can satisfy a new hire but

also address the potential for employee retention if the company effectively

communicates the benefits being offered.

Margallo, D. N., Billner-Garcia, R. & Bradley Kathleen. (2021). The show must go on: Using

technology for rapid onboarding and orientation during COVID-19 and beyond. The

Journal of Continuing Education in Nursing, 52(3), 115-117.

This source explores the opportunity to use technology for the onboarding process for

new hires in the middle of a pandemic and how best to navigate the challenges during this

type of crises and still make new employees feel that they are an integral part of the

organization. Intranet, mobile access, and the use of a hybrid model made it possible to

bring on new hires despite social distancing. Because the pandemic occurred so rapidly,

technology needed to be developed and integrated that would streamline the hiring

process in such a way as to ensure completion of requirements and to tailor individual

needs. This source also revealed that incorporating strong orientation skills could be

addressed easily while still keeping the overall satisfaction level for employer and

employees alike if development and design were carefully considered. This source is

credible because it was authored by experts in the field and was published in a peer-

reviewed journal. The source is useful because it highlights how one organization was

able to easily transition to remote onboarding and still be effective.