| 1. |
- Asplund, Kajsa, et al.
(författare)
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Achieving Strategic Change through Performance Management: The Role of Identity Threat
- 2017
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Ingår i: Research in Organizational Change and Development. - : Emerald Publishing Limited. - 0897-3016. - 9781787144354 - 9781787144361 ; 25, s. 249-284
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- Performance management can play an important role in the implementation of strategic change, by aligning employees’ mindsets and behavior with organizational goals. However, the ways in which employees react to change efforts aided by performance management practices are far from straight-forward. In this chapter, we develop a conceptual framework for understanding employees’ reactions to strategic change as a consequence of their occupational identities and their performance management outcome. We further apply the framework to an empirical study of a strategic change initiative in a school organization that was supported by a new performance management practice. We show how variations in perceived identity threat translate into four distinct patterns of emotional and behavioral reactions, where only one represents whole-hearted change acceptance. The study contributes to our understanding of individual- and group-level heterogeneity in reactions to strategic change, and also to a more nuanced conception of identity threat.
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| 2. |
- Asplund, Kajsa
(författare)
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Putting on the talent hat : an identification perspective on employee differentiation
- 2018
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Doktorsavhandling (övrigt vetenskapligt/konstnärligt)abstract
- This thesis investigates the effects of employee differentiation practices, specifically talent management and performance appraisal, on employees. More precisely, it examines how employees’ self-images are affected by, and shape the influence of, differentiation. While especially talent management has gained increasing spread in organizations over the last decade, research on how it affects employees has been scarce. Existing studies have tended to adopt a social exchange perspective, focusing on the concrete resources allotted to employees through differentiation. This dissertation contributes to the literature by focusing instead on the symbolic effects of these practices.The thesis reports findings from four empirical articles, comprising a qualitative interview study and a quantitative survey study. The findings indicate that differentiation influences identification with the organization and management function, and that this in turn is related to behavioral outcomes. Results also indicate that professional identification moderates the impact of performance ratings and talent designations, and hence may constitute an important boundary condition for effective differentiation. These results point to the importance of taking employees’ self-images into account when implementing differentiation. The thesis also highlights the potential difficulties of implementing conventional employee differentiation in context characterized by strong professional self-images.
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| 3. |
- Asplund, Kajsa, et al.
(författare)
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Styrningsinitiativ och professionell identitet: Om prestationsvärdering i skolan
- 2018
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Rapport (övrigt vetenskapligt/konstnärligt)abstract
- Detaljerade, ofta kvantitativa uppföljningssystem (performance management) har varit ett viktigt inslag i många offentliga organisationers strävan efter ökad effektivitet under senare år. Dessa har ofta införts utifrån en förhoppning om att tydliga prestationskriterier, som följs upp och ligger till grund för fördelningen av åtråvärda resurser (såsom lön och karriärmöjligheter) motiverar medarbetare till bättre prestationer. I denna skrift vill vi nyansera bilden att sådana system skapar en motivation till ökad prestation. Vi visar hur införandet av ett nytt prestationsbedömnings- och lönesättningssystem i grundskolan i en svensk kommun ledde till olika reaktioner beroende på lärarnas professionella identitet och hur de bedömdes. Härigenom vill vi bidra till en mer utvecklad förståelse för hur styrningsinitiativ baserade på performance management påverkar medarbetares prestation, speciellt i professionsbaserade miljöer, som är vanliga i den offentliga sektorn.
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| 4. |
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| 5. |
- Asplund, Kajsa, et al.
(författare)
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The future of workplace commitment : Key questions and directions
- 2018
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Ingår i: European Journal of Work and Organizational Psychology. - : Taylor & Francis (Routledge): STM, Behavioural Science and Public Health Titles. - 1464-0643 .- 1359-432X. ; 27:2, s. 153-167
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Tidskriftsartikel (refereegranskat)abstract
- This position paper presents the state-of-the art of the field of workplace commitment. Yet, for workplace commitment to stay relevant, it is necessary to look beyond current practice and to extrapolate trends to envision what will be needed in future research. Therefore, the aim of this paper is twofold, first, to consolidate our current understanding of workplace commitment in contemporary work settings and, second, to look into the future by identifying and discussing avenues for future research. Representative of the changing nature of work, we explicitly conceptualize workplace commitment in reference to (A) Temporary work, and (B) Cross-boundary work. Progressing from these two themes, conceptual, theoretical and methodological advances of the field are discussed. The result is the identification of 10 key paths of research to pursues, a shared agenda for the most promising and needed directions for future research and recommendations for how these will translate into practice.
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| 6. |
- 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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| 7. |
- Bolander, Pernilla, et al.
(författare)
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Talent Management in a Collectivistic and Egalitarian Context : The Swedish Case
- 2014
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Annan publikation (övrigt vetenskapligt/konstnärligt)abstract
- Talent Management (TM) is currently on top of the HR agenda of managers all over the world. Still, TM research and writing has to a large extent been focused on multinational, US-based firms. Recent research has identified a need for empirical research on TM in other national and cultural contexts. The current study focuses on TM practices in the Swedish context which is characterized by collectivistic and egalitarian values at odds with the individualistic and elitist values of TM. Based on a study of 16 organizations, three approaches to TM are identified – a Humanistic approach, a Competitive approach and an Entrepreneurial approach. The three approaches are described and discussed in relation to the organizational and cultural context in which they were identified. Hereby, the paper contributes to a more context-specific understanding of TM, which has been called for in previous research.
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| 8. |
- Bolander, Pernilla, et al.
(författare)
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The practice of talent management: a framework and typology
- 2017
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Ingår i: Personnel Review. - : Emerald Publishing Limited. - 1758-6933 .- 0048-3486. ; 46:8, s. 1523-1551
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Tidskriftsartikel (refereegranskat)abstract
- The purpose of this paper is to contribute to the development of a deeper understanding of the conceptual and empirical boundaries of talent management (TM) so that scholars and practitioners may enhance their knowledge of what TM actually is and how it is carried out. Design/methodology/approach: A comparative study was conducted of the TM practices of 30 organizations based in Sweden. Data were collected through in-depth interviews with 56 organizational representatives. The transcribed interviews were analyzed using qualitative content analysis. Findings: The findings comprise a typology consisting of four distinct TM types that exist in practice: a humanistic type, a competitive type, an elitist type and an entrepreneurial type. Descriptions are provided that probe into how specific practices are differently shaped in the different types. Research limitations/implications: The study design enabled the generation of an empirically rich understanding of different TM types; however, it limited the authors’ ability to draw systematic conclusions on the realized outcomes of different types of TM. Practical implications: The descriptions of different TM types give practitioners insight into how TM may be practiced in different ways and point to important decisions to be made when designing TM. Originality/value: The paper addresses two main shortcomings identified in the academic literature on TM: conceptual ambiguity and the paucity of in-depth empirical research on how TM is carried out in actual organizational settings. The empirically derived typology constitutes an important step for further theory development in TM.
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| 9. |
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| 10. |
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| 11. |
- Ly, Kien Hoa, 1983-, et al.
(författare)
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Stress management for middle managers via an acceptance and commitment-based smartphone application : A randomized controlled trial
- 2014
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Ingår i: Internet Interventions. - : Elsevier. - 2214-7829. ; 1:3, s. 95-101
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Tidskriftsartikel (refereegranskat)abstract
- Stress is a major health problem in today's workplace. Recent studies suggest that acceptance and commitment therapy (ACT) is effective for reducing stress at work, specifically among managers. Moreover, smartphone-delivered treatments have been developed and increasingly used in research. The objective of our study was to evaluate the efficacy of an ACT-based smartphone treatment among middle managers at medium- and large-sized companies (> 50 employees) in Sweden. A total of 73 participants were randomized to either receive the six-week stress intervention (n = 36) or to a waitlist control group (n = 37). Results showed small to moderate within-group effect sizes (Cohen's d range 0.37–0.62) for the treatment group, and small to moderate between group effects (Cohen's d range 0.41–0.50). In conclusion, the study indicates that a smartphone administered stress intervention based on ACT can reduce perceived stress and increase general health among Swedish middle managers in the private sector.
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| 12. |
- Wikhamn, Wajda, et al.
(författare)
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Identification with management and the organisation as key mechanisms in explaining employee reactions to talent status
- 2021
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Ingår i: Human Resource Management Journal. - : Wiley. - 0954-5395 .- 1748-8583. ; 31:4, s. 956-976
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Tidskriftsartikel (refereegranskat)abstract
- This study examines how identification with management and the organization explains the relationship between talent status, organizational citizenship behavior towards the organization (OCB-O) and the supervisor (OCB-S), and turnover intention. Using archival and survey data (N = 597), we tested two competing models: a parallel and a serial mediation. Results supported serial mediation of management identification through organizational identification; management identification was the most predictive mediator overall. We also found different exchange dynamics depending on the focus of the identification (management or organization) and their corresponding outcomes (OCB-S and OCB-O); OCB-S was most strongly related to management identification. We contribute to the literature by integrating concepts and assumptions from social identity and social exchange theory, and advancing the understanding about employee reciprocation of symbolic resources such as talent status. Practical implications, in particular about encouraging 'pre-identification' with management in order to ensure talents' continued extra-role behavior and retention, are spelled out.
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