The discourse of deservingness has been mobilised against certain groups in the UK society navigating UK labour markets, among them refugees and asylum seekers. These discourses, leading to the stigmatisation of the unemployed are coupled with an emphasis on the importance of individuals taking responsibility to develop their ‘employability’. Little attention has been paid to scrutinise the contrast between the deservingness rhetoric and policy making with the actual conditions newcomers, and in particular refugees and asylum seekers, are confronted with when seeking employment. Our paper fills such a gap by indicating key contradictions at the heart of labour market integration in the UK. On the one hand, the emphasis on deservingness is coupled with policy discourses that construct an environment shaped by welfare and labour market chauvinism. On the other hand, the policy architecture is fundamentally flawed in a number of ways in terms of the support mechanisms necessary to ensure that newcomers can successfully integrate into the labour market.

In the 1950s and 1960s, Europe was a popular migration destination for Turkish people due to its employment opportunities. Today, however, these labor market drivers of migration destinations in the EU-28 have been superseded. This article empirically investigates the drivers of the migration destinations of Turkish newcomers to EU countries between 2008–2018. It contributes to the literature by focusing only on Turkish newcomers, whereas other studies rely on migration stock data. Using data provided by the OECD, Eurostat, and the World Bank, the findings show that security-based and social drivers mostly attract Turkish newcomers to EU-28 destinations, specifically a demand for democracy and social networks.

This article looks at the relationship between psychological contract breach and voluntary turnover among newcomers, using supervisor trustworthiness as a mediator and negative affectivity as a moderator. Relying on data from 243 newcomers, psychological contract breach was found to be negatively related to the three dimensions of supervisor trustworthiness, i.e., ability, benevolence, and integrity. Supervisor integrity further mediated a positive relationship between psychological contract breach and voluntary turnover measured 8 months later. Psychological contract breach interacted with negative affectivity such that it was less negatively related to dimensions of supervisor trustworthiness at high levels of negative affectivity. The indirect relationship of psychological contract breach to voluntary turnover as mediated by supervisor integrity was also weaker at high levels of negative affectivity. We discuss the implications of these findings for research and practice.

This paper investigates the processes involved when newly hired employees need to simultaneously build up and mobilize personal network ties during their organizational socialization. It focuses on the quality of ties at an early formative stage, characterized by the lack of a tie history between actors. Social capital theory would suggest that such nascent ties do not offer optimal channels for the kind and volume of resources that newcomers (need to) rely on during socialization. To better understand how this apparent mismatch between tie quality and resource needs is handled from an ego-centered perspective, the paper analyzes personal network data from 24 newcomers in nine organizations, using an adapted form of Qualitative Structural Analysis. Three tie-level qualities are found to explain how the lack of tie history may be alleviated, circumvented, or compensated. They comprise (a) variants of openness experienced with stronger ties, (b) perceptions of a lowered threshold towards weaker ties, and (c) sources of legitimacy regarding latent ties. Based on these findings, the paper presents an integrated conceptual model to clarify how nascent ties offer channels for network resources during socialization and discusses the need for further research on the role of specific moderators for the investigated processes.