| 1. |
- Abdelhady, Dalia, et al.
(författare)
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How capital shapes refugees’ access to the labour market: : the case of Syrians in Sweden
- 2023
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Ingår i: International Journal of Human Resource Management. - : Informa UK Limited. - 0958-5192 .- 1466-4399. ; 34:16, s. 3144-3168
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Tidskriftsartikel (refereegranskat)abstract
- This paper highlights the ways Syrian refugees in Sweden utilise the different forms of capital available to them in order to find jobs and rebuild their careers. Relying on 25 in-depth interviews with Syrians who sought asylum in Sweden between 2012 and 2015, we discuss their use of social and cultural capital in order to access the Swedish labour market. While all our respondents are aware of the need to acquire capital in Sweden in order to find opportunities for work, their homeland cultural capital informs their decisions, outlooks and the kinds of options they utilise to navigate the institutional requirements in their new environment. As a result, the majority end up replicating their social positions that they had in Syria. Our analysis indicates that institutional programs aimed at labour market integration need to account for the role of social and cultural capital in realizing their goals.
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| 2. |
- Andersén, Jim, 1976-
(författare)
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Resource orchestration of firm-specific human capital and firm performance : the role of collaborative human resource management and entrepreneurial orientation
- 2021
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Ingår i: International Journal of Human Resource Management. - : Routledge. - 0958-5192 .- 1466-4399. ; 32:10, s. 2091-2123
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Tidskriftsartikel (refereegranskat)abstract
- Firm-specific human capital (HC) is widely recognised as the most important resource for superior firm performance. Contemporary literature on the resource-based view (RBV) and resource orchestration has stressed the importance of organising resources, such as firmspecific HC, in order to fully exploit them. However, companies with idiosyncratic resources cannot rely on established resource exploitation practices, making the exploitation of firmspecific HC a complex issue. Nevertheless, few studies have empirically examined how to orchestrate firm-specific HC. Therefore, the aim of this study is to examine how resource orchestration – operationalised as collaborative human resource management (CHRM) and entrepreneurial orientation (EO) both individually and combined – moderates the relationship between firm-specific HC and firm performance. Based on a sample of 151 Swedish manufacturing firms, the findings demonstrate that CHRM and EO do not independently influence the relationship between firm-specific HC and performance. However, firms with firm-specific HC benefit from either being highly entrepreneurial and relying on CHRM or being non-entrepreneurial and not focusing on CHRM; they perform worst if they are entrepreneurial without using CHRM. Whereas previous RBV-studies on resource exploitation have mainly stressed that HC has to be exploited, this study contributes to the RBV by examining how firm-specific HC should be exploited.
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| 3. |
- Asplund, Kajsa
(författare)
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When profession trumps potential: The moderating role of professional identification in employees’ reactions to talent management
- 2020
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Ingår i: International Journal of Human Resource Management. - : Taylor & Francis (Routledge): SSH Titles. - 1466-4399 .- 0958-5192. ; 31:4, s. 539-561
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Tidskriftsartikel (refereegranskat)abstract
- This study aimed to investigate the role that a professionalized context plays in shaping employee reactions to talent management decisions. We examined the mediating role of felt obligation in the relationship between talent ratings and organizational citizenship behavior. Further, the study tested whether professional identification moderates the relationship between talent ratings and felt obligation towards the organization. Five hundred and ninety-eight teachers that had recently received ratings of their talent status responded to a survey questionnaire. Felt obligation mediated the relationship between talent ratings and organizational citizenship behavior. Furthermore, professional identification moderated the relationship betweenratings of potential and felt obligation in such a way that the relationship was strongest for the teachers expressing the lowest professional identification. At high levels of professionalidentification, the relationship was not significant. These results indicate that conventional talent managementmight be less effective for increasing favorable attitudes and behaviors among employees in highly professionalized contexts, such as the education sector.
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| 4. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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Linking job insecurity to well-being and organizational attitudes in Belgian workers : The role of security expectations and fairness
- 2011
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Ingår i: International Journal of Human Resource Management. - : Informa UK Limited. - 0958-5192 .- 1466-4399. ; 22:9, s. 1866-1886
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Tidskriftsartikel (refereegranskat)abstract
- The aim of this study was to investigate how perceptions of job insecurity and fairness associate with individual well-being (job satisfaction and general health) and organizational attitudes (organizational commitment and turnover intention), under the condition that the psychological contract as perceived by the employee includes a promise on job security, or not. More specifically, we suggest that (H1) job insecurity is negatively related to individual well-being and organizational commitment and positively related to turnover intentions when job security is expected as part of the psychological contract, (H2) that job insecurity is negatively related to fairness perceptions when job security is expected as part of the psychological contract, (H3) that fairness associates positively with individual well-being and organizational commitment and negatively with turnover intentions and (H4) that the association between job insecurity, individual well-being and organizational outcomes is mediated by fairness under the condition that job security is expected as part of the psychological contract. Thus, we propose a model of mediated moderation. Results based on a sample of Belgian employees (N = 559) supported our hypotheses for organizational outcomes. For individual well-being, the mediation framework was not conditional upon a perceived promise of job security as part of the psychological contract. We conclude that employees' perceptions of job insecurity and fairness are important factors in employees' well-being and their attitudes towards the organization. More importantly, these perceptions can in part be shaped by organizational agents such as managers and supervisors. Additionally, the active utilization of the psychological contract in management strategies seems to have favourable results for the fostering of pro-organizational attitudes among employees.
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| 5. |
- Bernhard-Oettel, Claudia, et al.
(författare)
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Stuck at a workplace : What’s work control, demands and learning got to do with it? A longitudinal multilevel study on Swedish permanent employees in situations of ‘workplace locked-in’
- 2020
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Ingår i: International Journal of Human Resource Management. - : Informa UK Limited. - 0958-5192 .- 1466-4399. ; 31:14, s. 1771-1792
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Tidskriftsartikel (refereegranskat)abstract
- Whilst health consequences of being locked-in at the workplace have been documented in several research studies, it is largely unknown how work characteristics and their changes over time relate to risks for becoming locked-in at a certain workplace. Accordingly, this paper studied how perceived control, learning opportunities and quantitative demands at work associate with workplace-locked-in (WPLI). The study included permanent employees who participated in the Swedish Longitudinal Occupational Survey of Health (SLOSH) study in wave 3 through 5 (n = 2918 individuals; n = 7460 observations). Results from multi-level analysis show that there was significant individual variation in WPLI changes over time, even though on average, WPLI decreased slightly. Differences in work characteristics between individuals (L2) and across time (L1) associated significantly with WPLI: higher levels of job control and learning opportunities related to lower odds ratios for WPLI, whereas higher quantitative job demands associated with higher odds ratios of WPLI. Moreover, differences in quantitative job demands, number of job changes and educational achievements explained the individual variations of WPLI developments over time. The result shows that WPLI can – to some extent – be prevented or reduced through good work design, and implications for HR managers and organizations are discussed.
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| 6. |
- Bredin, Karin, et al.
(författare)
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The HR quadriad : a framework for the analysis of HRM in project-based organizations
- 2011
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Ingår i: International Journal of Human Resource Management. - : Routledge. - 0958-5192 .- 1466-4399. ; 22:10, s. 2202-2221
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Tidskriftsartikel (refereegranskat)abstract
- This paper introduces the idea of the HR quadriad as a framework for the analysis of HRM as a collective, configurational, and complementary system of roles and practices. The framework highlights the interplay between HR specialists, line managers, project managers, and project workers in the implementation of HR practices. On the basis of a multiple case study comprising six project-based organizations, two organizational factors are singled out as important for the design of the HR quadriad: (1) the nature of project work as either intra-functional or inter-functional, and (2) project participation as either focused or fragmented. The paper gives empirical support to recent research on HRM favoring the synergic integration of the elements of HRM systems designed in a way that acknowledges internal coherence and organizational conditions.
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| 7. |
- Carter, Bob, et al.
(författare)
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Uncomfortable truths : teamworking under lean in the UK
- 2017
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Ingår i: International Journal of Human Resource Management. - : Taylor & Francis. - 0958-5192 .- 1466-4399. ; 28:3, s. 449-467
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Tidskriftsartikel (refereegranskat)abstract
- A recent contribution in this journal – Procter, S. and Radnor, Z. (2014) ‘Teamworking under Lean in UK public services: lean teams and team targets in Her Majesty’s Revenue and Customs (HMRC)’ International Journal of Human Resource Management, 25:21, 2978–2995 – provides an account of teamworking in the UK Civil Service, specifically Her Majesty’s Revenue and Customs (HMRC), focused on the relationship between recently implemented lean work organisation and teams and teamworking. Procter and Radnor claim in this work that it delivers a ‘more nuanced’ analysis of lean in this government department and, it follows, of the lean phenomenon more generally. Our riposte critiques their article on several grounds. It suffers from problems of logic and construction, conceptual confusion and definitional imprecision. Methodological difficulties and inconsistent evidence contribute additionally to analytical weakness. Included in our response are empirical findings on teamworking at HMRC that challenge Procter and Radnor’s evidential basis and further reveal the shortcomings of their interpretation
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| 8. |
- Cook, Hugh, et al.
(författare)
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Union partnership as a facilitator to HRM : Improving implementation through oppositional engagement
- 2020
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Ingår i: International Journal of Human Resource Management. - London : Taylor & Francis. - 0958-5192 .- 1466-4399. ; 31:10, s. 1262-1284
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Tidskriftsartikel (refereegranskat)abstract
- This paper provides a nuanced insight into the workplace level interactions between a union and HRM systems within a union-management partnership arrangement. Soft outcomes of HRM systems typically suffer from compromised implementation by managers struggling to balance competing operational priorities, but we show how a union limits this poor implementation. Qualitative and documentary data were retrieved from a major UK retailer and a trade union to examine how union activity interacts with HRM delivery. Firstly, union communication systems enhanced or replaced company systems of employee voice. Secondly, union activity policed management implementation of HRM practices to limit their subjugation to short-term productivity increases, improving outcomes for employees and the HRM system for the company. These outcomes were achieved through oppositional engagement within the context of partnership, which points towards a persisting and productive pluralism within the cooperative rhetoric.
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| 9. |
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| 10. |
- Dehghanpour Farashah, Ali, 1979-, et al.
(författare)
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Perceived employability of skilled migrants : a systematic review and future research agenda
- 2022
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Ingår i: International Journal of Human Resource Management. - : Informa UK Limited. - 0958-5192 .- 1466-4399.
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Tidskriftsartikel (refereegranskat)abstract
- This review examines the perceived employability of skilled migrants (SMs) through an analysis of 88 management and organisational research articles published over the 2009-2019 period. We find the extant literature characterised by context-specific studies featuring considerable variety in terms of levels of analysis, theory, and content. Using the notion of perceived employability, key themes in the literature are identified and presented in an integrative framework. The framework encompasses individual, organisational, occupational, and institutional components of the perceived employability of SMs, different forms of work transition and associated mediators (broadening strategies) and moderators(transition conditions). Proposing adoption of process thinking for future research, suggestions regarding the interaction of individual and contextual components of perceivedemployability and the mediation and moderation mechanisms in the process of work transition are outlined.
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