Misfit and fit for refugees in Germany.pptx

MULTIDIMENSIONAL (MIS)FIT:
A SYSTEMIC VIEW OF THE
REFUGEE EMPLOYMENT JOURNEY
FROM AN HRM PERSPECTIVE

Introduction
• The refugee population across the globe is a
vital source of human capital for both their
propensity and desire for entrepreneurship as
well as their productivity when employed in
traditional jobs
• Hence, it is critical that we understand the
motivations and barriers to recruiting, hiring,
training, and managing the performance of
refugees in the workplace, as well as
individual differences and situational factors
that are unique to their successes (fit) and
failures (misfit) in entrepreneurial endeavors

Objectives
• Exploring experience through the lense of HRM
practice &MDF
• Exploring diverse paths through their journey
• Propose, relationships from a process oriented
model .
• Illustrate the outcomes from a multilevel
perspective
• Individual wellbeing factors
• organizational level benefits
• community level benefits to MDF

Keywords
• Refugee multidimensional.
• Refugee pathways
• Refugee employment
• Entrepreneurial path
• HRM motivations/barriers with refugees
• Refugees versus immigrants
• complexity of refugee experience

MULTIDIMENSIONAL (MIS)FIT
• Multidimensional fit (MDF) has been
relevant to an individual’s social identity
and self-concept, unfolding over time as
individuals assess their fit relative to
• Person-Organization,
• Person-Job,
• Person-Vocation,
• Person-Team Fit.

Person – Organization (P-O)
P-O Fit refers the overlap or congruence
between an individual’s values, goals, and
beliefs and the company’s values, goals, and
beliefs.

Person – Job (P-J)
P-J is the overlap or congruence between an
individual’s knowledge, skills, and
abilities(KSA) and the knowledge, skills, and
abilities required of the job.

Person – Vocation (P-V)
• P-V Fit refers to the overlap or congruence
between an individual personality and interests
relative to the preferred traits of an industry
or career field).

Person – Team (P-T)
• P-T Fit (also referred to as person-group fit:
refers to the interpersonal compatibility
between individuals and their work groups.

The Process & Outcomes of
MDF(mis)fit

Refugee and Asylum Seekers
Antecedents
• Differences in Hardship
• Migrants vs Refugee
P1. Based on differences in
hardship related to country of
origin, motives to flee,
transferability of skills, and the
like, some refugees (e.g.,
Ukrainians) will have greater ease
in finding traditional employment
and hence better P-J Fit, compared
to other refugees

Antecedents
• Differences in Transit Experience
P2. Based on differences in the transit
experience related to country of origin , some
refugee populations (e.g., Congolese) will have
lower average skill levels,, and higher levels
of trauma compared to other groups of refugees,
leading to lower P-J Fit and lower likelihood of
gaining viable employment.
P3. Based on transit experiences that may affect
KSAs, self-efficacy and locus of control, some
refugee populations (e.g., Ukrainians and
Syrians) may have a greater sense of wellbeing
directly, as well as a greater likelihood of

Antecedents
• Degree of Cultural Similarity
• P4. Based on cultural similarity and
dissimilarity, refugees who are more familiar
with Western cultures and have larger
concentrations of similar religions are more
likely to have higher employment rates and
wellbeing as a result of P-J and P-O Fit.

Refugee Service-Worker
Interventions
Refugee service-workers feel
pressure to find refugees
viable employment quickly,
limiting their ability to
find the best P-J fit for
refugees.
Discrimination in the labor
market and inadequate HRM
practices result in placement
of refugees in unskilled, low
paying, marginalized,
dangerous, and even illegal
jobs

Interventions
Service-workers take time to
build trusting relationships
with employers so they
protect their employer
relationships and are
cautious about sending the
right refugees to particular
employers
Service-workers take time to
build trusting relationships
with employers so they
protect their employer
relationships and are
cautious about sending the
right refugees to particular
employers
NGO& service workers need to
be a partner with employers
though they are non profit
organization
NGO& service workers need to
develop a training programs ,
career process, job counsling

Interventions
Refugee services workers,
tasked with the challenge of
finding employment for
refugees, face many obstacles
among refugee
clients,variation in
education, language skills,
uncertainty of customs or
cultural differences by
country/gender, devaluation
of human capital, and
outright discrimination

Interventions
• P5a. Successful job skills training and job
placement of refugees with employers does not
guarantee positive outcomes for refugees.
• P5b. Job placement assistance leading to P-J
Fit and eventually to P-O Fit is dependent upon
the skills of refugee service workers, such as
coaching skills, life skills assistance,
cultural integration training, and the like.
• P5c. Successful refugee integration into the
workplace is facilitated when NGOs successfully
partner with local and regional employers,
provide continued support to employers and

STAFFING MODELS (MISSION/VISION)
• Employers of refugees in the US cluster
into three models of staffing which
contribute to varying degrees of P-O Fit.
1. Financially Driven Organizations.
2. Diversity Driven Organizations.
3. Family Driven Organizations.
• Staffing models can facilitate or hinder
P-O Fit and P-J Fit.

TRADITIONAL EMPLOYMENT, PERSON
ORGANIZATION (P-O) AND PERSON-JOB (P-J) MIS(FIT)
• Financially driven organizations hiring refugees with a more
mechanistic staffing goal, may be less advanced in their understanding
of HRM practices.
• Some organizations recognize the importance of relationships and social
dynamics and forward thinking on traditional theories and
organizational practices. Hiring refugees fits well within their mission
and values. They know the benefits of low turnover, based on loyalty,
and an appreciation for the diversity that leads to employee success.
• Family-oriented company profile, enveloping refugees and immigrants
into the fold as a byproduct of their history as a family-run small
business. Their drive to hire immigrants and refugees is based on need,
work-ethic, and a family-oriented culture. these company motivations,
corporate cultures, and staffing models have the potential to impact a
refugee’s feelings of P-O Fit as well as P-J Fit.

FINANCIALLY DRIVEN
 Hiring decisions are based on economic need, and following a more traditional
staffing model, hiring new employees based on their KSAs and how they
coincide with the technical needs of the organization.
 The mission, vision and culture of a financially driven organization are not
considered, and anything beyond the scope of a job analysis is ignored.
 Financially driven organizations, were encouraged by the refugee resettlement
agencies to cluster a particular type of refugee within their hiring model, such as
all Syrians or all Congolese. It is believed that this is helpful for a sense of
belonging, mentoring, and instrumental support
 This staffing model appears to be utilitarian, at least initially.
 Financially driven organizations who hire refugees in clusters by country of origin,
will create a sense of commitment through P-T Fit, but will not satisfy refugee growth
opportunities, thus, creating a situation of P-O Misfit and increasing the chances that

DIVERSITY DRIVEN
• Intentional diversity climate is one where employees perceive that the
organization values diversity through its formal structures, informal values,
and the social integration of underrepresented employees.
• Organizations that foster a climate of workplace integration and advocacy
for refugees, help refugees feel welcome and respected with regard to their
ethnic background.
 Organizations that hire refugees based on intentional diversity driven
staffing models, who also partner with NGOs and refugee resettlement
agencies to continue support services, will facilitate strong P-O Fit and
P-T Fit among refugees.

Family DRIVEN
• Paternalistic in nature, leaders who are family members, maintain power,
authority, and make key decisions.
• Hiring, and welcoming refugees due to their work-ethic.
• Their core values are embedded in their family business: to treat everybody
as family.
• These types of organizations also appeared to benefit from hiring cohorts of a
particular type of refugee from a single country, or those who could speak a
common language and serve as interpreters for other refugee employees.
 Companies with a family driven and a diversity driven staffing model
will create strong P-T Fit and strong P-O Fit among refugees, lowering
the chances of P-O Misfit that could lead to turnover or
entrepreneurship.

Organization HRM Practices and External
Support Service Interventions
 HRM practices facilitate refugee outcomes and wellbeing
through programmatic efforts such as training and
development, onboarding and socialization.
 Staffing models are likely to co-vary with more sophisticated
HRM practices:
1. Mechanistic staffing models will be related to fewer formalized
HRM practices.
2. Family-oriented cultures will have moderate levels of HRM
practices.
3. Diversity-driven corporate cultures will facilitate more
deliberate HRM practices.

Onboarding and Socialization
• Organizational socialization is the process by which newcomers make the
transition from being organizational outsiders to being insiders and it is more
relevant today as workplaces are increasingly diverse
• One opportunity for employers is to provide both higher P-T Fit through cluster
hiring, as well as an intervention of Employee Resource Groups (ERG).
• ERGs are designed to help underrepresented employees better connect with each other,
and gain greater access to information, social support, and professional support , through
known as “links”.
PRESENTATION TITLE 25

Training and Development
• Within the context of refugees and HRM, the most relevant training and development practices and
outcomes are those aiming to not just achieve technical skill mastery, but also empowering and raising the
wellbeing of refugees.
• Diversity-driven organizations appeared to be more sophisticated in the HRM practices by using creative
training techniques.
• Financially driven companies are less likely to have strong or formalized HRM practices, leading to worse
refugee outcomes, greater likelihood of turnover and refugees seeking entrepreneurial opportunities.
• Family driven Companies are likely to have moderately strong HRM practices that have a moderate impact
on employee wellbeing and inclusion, but not necessarily resulting in enhanced employer outcomes such as
refugee productivity and loyalty.
• Diversity driven Companies are more likely to have strong HRM practices, tailored career paths, and the
like, resulting in a more positive impact on employee wellbeing and as well as employer outcomes by
lowering the likelihood of turnover and increasing productivity.

External Support Services:
NGOs and Refugee Resettlement Agencies
• Helping refugees to find employment , relationship-building and ongoing support
to employers of refugees.
• The focus of refugee support services tends to be the items that are desired by
refugees such as: English training, job search training, help with applications, and
interviewing.
• Companies that advocate for and retain the support services of refugee services
groups and NGOs, to supplement their own HRM practices, will benefit through
greater employee wellbeing and enhanced employer outcomes.

Push Factors and Necessity Entrepreneurship
1. Country of origin: Country of origin, cultural group, War, political instability, natural
disaster, Newness and foreignness to the host country, Personal economic assets, refugees from
wealthier countries, Institutional differences between the country of origin and new country,
language skills , the amount of time spent in a refugee camp, are all related to rates of self-
employment , predict whether a refugee will pursue entrepreneurship and the challenges
that refugee entrepreneurs face.
2. Existing Community of Support : Many refugees pursue family businesses and
utilize collective decision-making. “Entrepreneurs also rely on family and community networks
and the ethos of intergenerational obligation and cooperation in establishing their businesses” . A
key component of the family-community orientation is generosity toward others kindness, and
commitment to helping community members.
3. Individual Differences : Previous experience, marketable skills, higher levels of
education, gender, are notable predictors of refugee self-employment and entrepreneurship.

Pull Factors and Opportunity Entrepreneurship
1. Self-Efficacy: One’s actions will lead one to achieve the desired results is termed self -efficacy which
is positively related to entrepreneurial alertness among newly arrived refugees in Germany.
2. Perseverance: Individuals who persevere respond with resilience when facing setbacks and obstacles,
such as, managing financial limits and liabilities, overcoming socio-cultural barriers, discrimination and
learning new legal and administrative information.
3. Opportunity Recognition: distinguishing between promising opportunities and those that are
less promising, identify obstacles quickly.
4. Human Capital: the set of capabilities a person brings with hem including more characteristics and
skills that a person has developed. Bricolage "value creation with homeland resources”.
5. Social Capital: resources that come from a personal network.
Refugees who report high levels of self-efficacy, perseverance, opportunity recognition,
human capital, and social capital will be more likely to perceive P-V fit than refugees

Interventions to Enable Successful Refugee Entrepreneurship
 Refugee entrepreneurs are worth the investment, the success of their endeavours will benefit the community, by
integrating them into their new homeland, reducing social tension and facilitating embeddedness.
 Entrepreneurs in Belgium faced more challenges, such as fewer clients due to prejudice against refugees, and
consistently earned less than other self-employed persons in all sectors.
 Refugees benefit when they have strategic partnerships, including formal and informal collaborative relationships
within the refugee support services in their community. Hence, when refugees receive small business development
services, and when NGOs assist in removing obstacles, refugees will be more likely to experience individual-level
positive outcomes in the form of wellbeing.

MULTILEVEL OUTCOMES OF REFUGEE FIT
31
In this section, we discuss the outcomes of
refugees’ employment journey and the
fit process outlined earlier
Our goal is to understand the outcomes of
the employment journey of refugees
who participate in the labor markets of
developed countries such as the United
States, Canada, and Australia,

32
We outline fit outcomes at three levels :
• Individual level outcomes for the
refugees (Framed as Wellbeing).
• Organizational level outcomes.
• Outcomes for the host community.

33
- It is essential to include refugee voices in defining
goals and outcomes for refugees.
- HRM professionals must take conscious steps to include the
refugee perspective when discussing career paths and employee
outcomes.
1- individual level outcomes for the refugees
- Wellbeing is connected to important life outcomes such as,
economic success, physical health, and successful adaptation to
circumstances.

• Evaluative Approaches – Life and Job Satisfaction
that examines how satisfied one is with various
aspects of life.
34
Wellbeing concepts
Wellbeing has numerous conceptualizations:
• A Hedonic wellbeing approach.
which is assessing the feelings of happiness, sadness, anger, stress,
and pain.
• An Eudemonic paradigm
examining one’s sense of purpose and meaning in life of wellbeing

Evaluative Approaches – Life and Job Satisfaction
35
Wellbeing concepts
- Various measures of life and Job Satisfaction are generally used to assess
subjective wellbeing.
- Surveyed refugees of various origins had high expectations of finding job opportunities in
the United States However, these refugees ended up in low-skilled jobs.
- Refugees’ underemployment was negatively related to refugees’ life and job
satisfaction. In addition to low job satisfaction.
- The studies on evaluative wellbeing shed light Refugee Employment on
how managing expectations, providing organizational support, and
increasing P-J, P-T, and P-O Fit can increase refugees’ sense of
wellbeing

Hedonic Approaches – Hope and Trauma.
36
Wellbeing concepts
- The notion of hedonic wellbeing draws our attention to the lived emotional
experiences of refugees.
- Refugees living in overcrowded camps before being resettled.
- Refugees facing squalor and extreme poverty , death, separation, and loss of
sense of self.
- Emotional trauma and physical illness.
- Refugees had significantly lower levels of physical health compared to
non-refugee immigrants.

Eudemonic Approaches – Depth and Meaning
37
Wellbeing Concepts
Wellbeing model consists of the following six dimensions:
2- Autonomy.
1- Self-acceptance.
3- Environmental mastery.
4- Positive relations with others.
5- Purpose in life.
6- Personal growth.

38
Wellbeing Concepts
1- Self-acceptance, identity, and rejection.
Wellbeing model - six dimensions.
• The dimension of self-acceptance is essential for mental health,
optimal functioning, and maturity.
• Individuals high in self-acceptance have a positive view of self,
accept both good and bad aspects of one’s self, and feel positive
about the past

39
Wellbeing Concepts
2- Autonomy.
• Autonomy is a personal sense of independence, self determination,
and a capacity for the basics of regulation of behavior.
• Autonomy and environmental mastery are particularly relevant
for refugee research given that self-reliance is a key goal for most
refugee programs

40
Wellbeing Concepts
3- Environmental mastery stems.
• Environmental mastery stems making effective use of
opportunities, and effectively managing every day affairs.
• Environmental mastery stems from perceived self-efficacy in
managing the external environment, making effective use of
opportunities

41
Wellbeing Concepts
4- The dimension of positive relations.
• Purpose in life Purpose is a sense of direction in life, a positive
outlook and a belief that the present and past life has meaning.
• The dimension of positive relations focuses on close personal
relationships as well as broader social Refugee integration.
5- Th dimension of Purpose in life.

42
Wellbeing Concepts
6- Th dimension of The personal growth .
Personal growth reflects a sense of personal improvement, achieving
personal potential, increase in self-awareness, and realizing effective
changes.

43
Wellbeing concepts
- The Dimension of positive relations focuses on close personal relationships as
well as broader social integration.
- Refugees experience difficulties integrating into the workplace and
face discrimination at work.
- Refugees face systemic barriers in acceptance of their professional
qualifications earned in the home country.
- The three key barriers refugees face :
1-Capital – 2-Lack of knowledge and 3-Lack of skills.

- Discrimination and inadequate human resource management
practices lead to suboptimal participation of refugees in
unskilled, low paying, marginalized, dangerous, and even
illegal jobs.
44
2- Organizational Level Outcomes
- Organizational diversity initiatives often ignore issues related to refugees.
- As a result, hiring managers lack training to overcome social biases
regarding religion, appearance, accent, gender, and ethnicity that may
hamper refugee selection for jobs

- Positive diversity climate of an organization leads to better
affective commitment and lower turnover intentions in refugees as
they experience stronger psychological commitment to the
organization.
45
2- Organizational Level Outcomes
- By having transactional and exploitative relationships with refugees,
organizations miss the opportunity to fully utilize the employee
talents, commitment, and work engagement.

- Hosting refugees in less developed countries has a multitude of short-
term problems, ranging from violence and disease propagation to
adverse environmental impact.
46
3- Community Level Outcomes
- Refugees’ participation in the labor market has broader economic and
social impact on the host community as well as the country.

- The anti refugee public perceptions have political and policy
implications that are relevant to businesses and HRM policies, both
directly and indirectly, given that stronger economic conditions lead
to larger customer pools.
47
3- Community Level Outcomes
- In less developed labor markets, refugee populations can provide low
skilled labor that benefits local businesses and farmers, resulting in
increased production.

Misfit and fit for refugees in Germany.pptx

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