Specific Onboarding Practices for the Socialization of New Employees

Onboarding is frequently used by organizations to help socialize newcomers, but little research has focused on the specific onboarding practices organizations use or the effectiveness of those practices in facilitating newcomer adjustment. To begin addressing this gap, this study explores specific onboarding practices and evaluates the Inform‐Welcome‐Guide framework of onboarding practices. Data are presented from representatives of 10 organizations regarding what onboarding practices they offer and how those practices are offered. Three hundred seventy‐three new employees from those same 10 organizations also shared their perceptions of the practices they experienced, when those practices were experienced, and the perceived helpfulness of those practices. Lastly, the extent to which new employees were socialization was assessed. Several research questions and hypotheses among these variables were examined, and most of the hypotheses supported. Implications of these findings for future research and practice are discussed.     

The experiences of short-term humanitarian aid workers in Haiti

A small group of humanitarian aid workers travelled to Port-au-Prince, Haiti six months after the 2010 earthquake to assist in recovery efforts at an orphanage. This study explores the experiences of these workers and how they coped with the challenges in Port-au-Prince. Participants kept a journal to record their daily experiences. A phenomenological methodology was used to analyse the data in this study. Themes included relationships and connections, faith/perspective, care of self and others, purpose, and perspective. Researchers concluded relief workers need more preparation and support during and after humanitarian trips as experiences significantly impact workers perspective of themselves and others.     

Development switch in neural circuitry underlying odor-malaise learning

Fetal and infant rats can learn to avoid odors paired with illness before development of brain areas supporting this learning in adults, suggesting an alternate learning circuit. Here we begin to document the transition from the infant to adult neural circuit underlying odor-malaise avoidance learning using LiCl (0.3 M; 1% of body weight, ip) and a 30-min peppermint-odor exposure. Conditioning groups included: Paired odor-LiCl, Paired odor-LiCl-Nursing, LiCl, and odor-saline. Results showed that Paired LiCl-odor conditioning induced a learned odor aversion in postnatal day (PN) 7, 12, and 23 pups. Odor-LiCl Paired Nursing induced a learned odor preference in PN7 and PN12 pups but blocked learning in PN23 pups. 14C 2-deoxyglucose (2-DG) autoradiography indicated enhanced olfactory bulb activity in PN7 and PN12 pups with odor preference and avoidance learning. The odor aversion in weanling aged (PN23) pups resulted in enhanced amygdala activity in Paired odor-LiCl pups, but not if they were nursing. Thus, the neural circuit supporting malaise-induced aversions changes over development, indicating that similar infant and adult-learned behaviors may have distinct neural circuits.     

The psychology of engagement with indigenous identities: a cultural perspective

In a questionnaire study among 124 students at Haskell Indian Nations University, the authors investigated the hypothesis that engagement with Indigenous identity--assessed along three dimensions including degree (identification scale), content (panethnic or tribal nation), and context (reservation or nonreservation)--can serve as a psychological resource for well-being and liberation from oppression. Consistent with this hypothesis, degree of identification was positively correlated with community efficacy and perception of racism. Apparently inconsistent with this hypothesis, degree of identification among students who had resided on a reservation was negatively correlated with the Social Self-Esteem subscale of the Current Thoughts Scale. Rather than evidence against the identity-as-resource hypothesis, this pattern may reflect the cultural grounding of self-esteem and tools designed to measure it.     

Exploring Asian American racial identity

In this study the authors used cluster analysis to create racial identity profiles for a sample of Asian Americans using the People of Color Racial Identity Attitudes Scale (PCRIAS). A four-cluster solution was chosen: each cluster corresponded to one PCRIAS subscale and was named accordingly. Scores on the Asian American Racism-Related Stress Inventory and the Color-Blind Racial Attitudes Scale were compared across clusters. As expected, the Dissonance and Immersion clusters were characterized by relatively high racism-related stress and low levels of color-blind attitudes; the Conformity cluster showed roughly the opposite pattern. Surprisingly, the Internalization cluster showed a pattern similar to that for Conformity and thus may reflect "pseudoindependence" as discussed by Helms.