Exploring HR Differentiation from Co-Workers’ Perspective:A Deontic Justice Theory Perspective

Providing employees with individualized HR practices has become an important component of HR strategies. Despite the growing prevalence of individualization of HRM, research has overlooked the downside of such practices, in particular from co-workers’ perspective. This is an important omission because research to date has built on the assumption that the impact of HR differentiation on employees not entitled to such practices is either trivial or non-existent. Taking a first step, this research offers a conceptual model that explains how and under which conditions co-workers of a focal employee who is entitled to HR differentiation are likely to support and withdraw their support from the focal employee. Integrating deontic justice theory with research on perceived motivational climate (i.e., performance oriented versus mastery oriented unit climate), the proposed conceptual model underlines that differentiating HR practices is like a double-edged sword and caution is needed when implementing them in a team setting

Örtük liderlik üzerine ölçek geliştirme ve geçerlilik analizi: MBA öğrencileri ile yapılan bir çalışma

Bu çalışmanın amacı, MBA öğrencileri bağlamında örtük liderlik teorisi ile ilgili bir ölçek geliştirmektir. Çalışma iki kısımdan oluşmaktadır. Birinci kısımda, odak grubu çalışmaları ve mülakatlar sonucunda örtük liderlik teorileri ile ilgili ifadeler elde edilmiştir. İkinci kısım, bu ifadeleri içeren anketin, tam zamanlı çalışan MBA öğrencilerinden oluşan iki ayrı örneklem grubuna uygulanmasına yöneliktir. Çalışmanın sonuçları , üç ayrı faktör grubunun varlığına işaret etmektedir. Tartışma ve sonuç kısımlarında ilgili faktörler ve uygulamaları ele alınmaktadır. This study is an attempt to develop and test a scale in Implicit Leadership Theories (ILTs) in the context of MBA students. The study is composed of two steps. The first steps involves two seperate focus groups where statements related to ILTs are developed. In the second step, these statements are tested with surveys to two different sample sets who are full time working MBA students. Results confirm the existence of three factors in ILTs. Further discussions and further suggestions are provided in the study

Micro I-Deals: A Weekly Diary Study

Informed by conservation of resources (COR) theory, this study explores the dynamic associations among coworker support, idiosyncratic deals (I-deals) and supervisor-rated in-role work performance. We utilized a weekly diary study design and collected multi-source, data from employees across five weeks. Our results confirmed the partial mediation of micro flexibility I-deals between perceived coworker support and supervisor-rated work performance, all measured at the week level. This research makes important contributions to the conceptualization, theory and measurement of I-deals

HR Differentiation: A Double-Edged Sword?:HR Differentiation

This thesis presents three studies which explore the effects of individualized human resource management (HRM) practices from recipients’ and non-recipients’ perspectives. The first two studies, focusing on the concept of idiosyncratic deals (i-deals), investigate the role of managers’ emotions and employees’ behaviours in translating negotiated i-deals into attainment (Study 1), and how obtained i-deals influence recipients’ work performance positively in the long term (Study 2). In delineating how individualized HRM practices unfold for their recipients, the concept of i-deals is challenged.The third study explores the effects of non-entitlement to flexitime on employees’ overall perceptions of fairness, which in turn shape their affective commitment toward the organization. This study also introduces a contextual condition – the normativeness of flexitime – to understand under what conditions the association between non-entitlement to flexitime and overall fairness perceptions is stronger or weaker. A quantitative methodology is adopted across the three studies. The first two studies draw on two-wave, multi-source data collected in Istanbul, Turkey. The third study is based on the Workplace Employment Relations Survey (WERS, 2011). This thesis makes important theoretical contributions to research on i-deals, flexitime and, more broadly, to individualized HRM. As a practical implication, this thesis underlines that caution is needed when differentiating certain HR practices for a select group of employees.<br/

The human impact on the emergence of firm supply chain agility: a multilevel framework

Purpose The human element, especially its multilevel manifestation, has been overlooked in research investigating the antecedents of firm supply chain agility (FSCA). The purpose of this paper is to explore how a firm’s entrepreneurial orientation and market orientation affect FSCA through individual capabilities and actions within the boundary conditions of individual identification with the firm and organizational work climate. Design/methodology/approach Following a multilevel approach and drawing on a cross-disciplinary reading of the literature, the authors analyze drivers and enablers of FSCA and advance a framework explaining the emergence of FSCA within the boundary conditions of transformational leadership, individual identification and organizational work climate. Findings The authors advance that relevant individual capabilities and intraorganizational actions underlie FSCA in the firms’ pursuit of realizing their strategic orientations as increased agile capacities. The effectiveness of individual capabilities and actions for the emergence of FSCA is contingent upon the extent to which managers identify themselves with their firm, transformational leadership and the nature of organizational work climate. Originality/value The original contribution of the paper is to explain the interplay between the multilayered attitudinal, behavioral and structural enablers of FSCA and incorporate the human element into the research on the antecedents of FSCA

HR differentiation : a double edged sword?

This thesis presents three studies which explore the effects of individualized human resource management (HRM) practices from recipients’ and non-recipients’ perspectives. The first two studies, focusing on the concept of idiosyncratic deals (i-deals), investigate the role of managers’ emotions and employees’ behaviours in translating negotiated i-deals into attainment (Study 1), and how obtained i-deals influence recipients’ work performance positively in the long term (Study 2). In delineating how individualized HRM practices unfold for their recipients, the concept of i-deals is challenged. The third study explores the effects of non-entitlement to flexitime on employees’ overall perceptions of fairness, which in turn shape their affective commitment toward the organization. This study also introduces a contextual condition – the normativeness of flexitime – to understand under what conditions the association between non-entitlement to flexitime and overall fairness perceptions is stronger or weaker. A quantitative methodology is adopted across the three studies. The first two studies draw on two-wave, multi-source data collected in Istanbul, Turkey. The third study is based on the Workplace Employment Relations Survey (WERS, 2011). This thesis makes important theoretical contributions to research on i-deals, flexitime and, more broadly, to individualized HRM. As a practical implication, this thesis underlines that caution is needed when differentiating certain HR practices for a select group of employees

The Human Impact on the Emergence of Firm Supply Chain Agility: A Multilevel Framework:a multilevel framework

Purpose: The human element, especially its multilevel manifestation, has been overlooked in research investigating the antecedents of firm supply chain agility (FSCA). The purpose of this paper is to explore how a firm’s entrepreneurial orientation and market orientation affect FSCA through individual capabilities and actions within the boundary conditions of individual identification with the firm and organizational work climate. Design/methodology/approach: Following a multilevel approach and drawing on a cross-disciplinary reading of the literature, the authors analyze drivers and enablers of FSCA and advance a framework explaining the emergence of FSCA within the boundary conditions of transformational leadership, individual identification and organizational work climate. Findings: The authors advance that relevant individual capabilities and intraorganizational actions underlie FSCA in the firms’ pursuit of realizing their strategic orientations as increased agile capacities. The effectiveness of individual capabilities and actions for the emergence of FSCA is contingent upon the extent to which managers identify themselves with their firm, transformational leadership and the nature of organizational work climate. Originality/value: The original contribution of the paper is to explain the interplay between the multilayered attitudinal, behavioral and structural enablers of FSCA and incorporate the human element into the research on the antecedents of FSCA.</p

Human resource management, quality of patient care and burnout during the pandemic:A job demands-resources approach

Purpose: Based on the job-demands resources model, this study examines the potential of human resource management practices to simultaneously improve physicians' burnout and quality of patient care during the COVID-19 pandemic. Design/Methodology/Approach: Drawing on a sample of 499 physicians working in specialised medical units, structural equation models through PLS-SEM was used to check the proposed hypotheses. Findings: The results show that human resource management can reduce physicians' burnout and increase quality of patient care by considering job demands and job resources as mediators. In addition, this study suggests that burnout and quality of patient care can be improved simultaneously. Research limitations/implications: This research is focused on healthcare, which opens important opportunities to extend the proposed model in other public and private industries. Practical implications: Managers need to understand that fostering well-being among employees is crucial for human resource management and impacts positively on employee performance. Originality/value: This study offers a double mediation process whereby job demands and job resources are key underlying mechanisms through which human resource management practices reduce burnout and improve performance in a compatible wa