week 2 research Task:
To prepare for writing your Formal Research Assignment, you will seek out 5 scholarly sources published within the last five years. (As you move into Week 3, you will need to collect additional sources as the requirement for the final Formal Research Assignment is 7-9 current, scholarly sources.) By submitting the first five here, you will have the benefit of instructor feedback on the appropriateness and usefulness of the sources. You will also receive feedback on the construction of the APA reference entries.Each entry should consist of an APA formatted reference and an annotation of 150-175 words composed in third person point of view. The annotation must include:
A summary of the source, which will comprise about half of the annotation. In your own words, what is the focus of this source? What issues does it cover? What is its argument? What are its findings or conclusions?
One or two sentences explaining how the source is credible. For example: is the source current? Who is the author or publisher? What are the author’s qualifications to write about this topic? Is the argument supported by current evidence? Has the source been peer-reviewed? Be specific.
One or two sentences that explains how you intend to use the source in your research. How does the source support, expand, or challenge your argument? Where will you integrate the source and for what purpose? 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,
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
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
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
Note that the sources for this assignment should only come
from peer-reviewed journal articles that are no older than
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
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
Commented [AMF4]: The narrative should be 150-175
Cesário, F. & Chambel, M. J. (2019). On-boarding new employees: A three-component
perspective of welcoming. International Journal of Organizational Analysis, 27(5), 1465-
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,
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.