| 1. |
- Bolander, Pernilla, et al.
(författare)
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A remote possibility: Will remote work be the new normal after the COVID-19 crisis?
- 2020
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Ingår i: Sweden through the crisis. - Stockholm : Stockholm School of Economics Institute for Research. - 9789186797386 ; , s. 447-452
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Bokkapitel (övrigt vetenskapligt/konstnärligt)abstract
- In this article, Pernilla Bolander, Jennie Sumelius and Andreas Werr argue that remote work can be both a blessing and a curse for the individual employee. Even though efficiency can be maintained in the short run, the long-term challenges might be difficult to handle. The authors offer recommendations for how both the HR function and line managers need to adapt to the new normal.
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| 2. |
- Bolander, Pernilla, et al.
(författare)
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Talent Status, Ambiguity, and Early Career Programs
- 2020
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Konferensbidrag (övrigt vetenskapligt/konstnärligt)abstract
- Adopting an identity work perspective, we focus on the employee experience of talent management. More specifically, we explore the ambiguities that talents in an early-career program encountered in connection to their talent status, and the identity work tactics they used to make sense of their talent status and construct coherent, stable and valued identities amidst ambiguity. Drawing on qualitative interview data from a large Swedish MNC, this study contributes by identifying three aspects of talent status in relation to which talents encounter ambiguity (role, responsibility and status). Furthermore, our findings suggest that ambiguity about the implications of talent status leads talents to engage in identity work that results in positive outcomes for both the organization and the individual in terms of desirable behaviours such as hard work and focusing on learning and development.
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| 3. |
- Gartner, Johannes, et al.
(författare)
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The accelerating disconnection of work from time and place : New questions for HR
- 2024
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Ingår i: Research Handbook on Human Resource Management and Disruptive Technologies. - 9781802209235 - 9781802209242 ; , s. 270-282
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Bokkapitel (refereegranskat)abstract
- The nature of work has already, for some time, been undergoing major changes as a result of technological progress. Mobile, virtual and cloud technologies, and the infrastructures that support them, are increasingly enabling work to be done from anywhere and at any time. The COVID-19 pandemic has further accelerated this process, driving a large share of white-collar knowledge work to remote and hybrid modes. In this chapter, we explore how the increasing disconnection of work from time and place influences HRM, highlighting important new questions and concerns that HR needs to consider in the key areas of performance management, recruitment and talent management, training and development and diversity management. We also suggest elements requiring increased HR focus going forward, including building employee engagement and an inspiring organizational culture in a virtual and hybrid environment; focusing on the sustainability of working life and employee wellbeing; and facilitating a resilient employee mindset.
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| 4. |
- Kauppila, Olli Pekka, et al.
(författare)
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Serving to Help and Helping to Serve: Using Servant Leadership to Influence Beyond Supervisory Relationships
- 2022
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Ingår i: Journal of Management. - : SAGE. - 1557-1211 .- 0149-2063. ; 48:3, s. 764-790
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Tidskriftsartikel (refereegranskat)abstract
- This study provides a new perspective on servant leadership research by examining the social influence of the servant leadership of individuals who are not in a supervisory position. Drawing on servant leadership and social learning theories, we examine how the servant leadership of managers in support roles can initiate a social learning process that shapes the leadership style of line managers and thereby influences employee outcomes throughout the organization. To facilitate the integration between servant leadership and social learning theories, we also examine the role of efficacy beliefs in enhancing the effectiveness of the social learning process. Using nested, time-lagged data from 667 store managers, 121 line managers, and 23 human resource managers (i.e., support managers), we find that support managers’ servant leadership positively influences organizational members’ perceptions of overall justice and leader-member exchange through line manager servant leadership. In turn, employees’ favorable perceptions stemming from line manager servant leadership enhance the employees’ organizational commitment and job satisfaction. The results also indicate that high leadership self-efficacy augments line managers’ effectiveness in emulating servant leadership behaviors from support managers and reinforces the indirect effects on organizational members’ favorable perceptions.
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| 5. |
- Vora, Davina, et al.
(författare)
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Us and them: Disentangling forms of identification in MNCs
- 2021
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Ingår i: Journal of International Management. - : Elsevier: 24 months. - 1075-4253. ; 27:1
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Tidskriftsartikel (refereegranskat)abstract
- When employees identify with both the subsidiary and multinational corporation (MNC), they are likely to make decisions and engage in behaviors that benefit both. Previous work has concentrated on strength of identification, but we know much less about form – how the two identification foci relate to each other in employees' minds. Introducing an innovative methodology focusing on pronoun usage, we identify three empirical forms: single, extended, and coupled. Single refers to when individuals only identify with one entity (in this case the subsidiary). Extended is similar to single in that there is no separate MNC identification, but some MNC identification is intertwined with subsidiary identification. Coupled occurs when individuals identify with both the subsidiary and the MNC separately, and these identifications are also intertwined. We also explore some work-related factors that may provide tentative insights into ways MNCs might manage the development of form of identification. Preliminary results indicate that expatriation, prior within-firm international mobility, prior within-firm role mobility, job interdependence with headquarters, and job interdependence with other units are associated with the coupled form of identification. This research demonstrates differences from previous theoretical work and provides insight into how MNCs might manage the development of form of identification.
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| 6. |
- Vuorenmaa, Hertta, et al.
(författare)
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Examining missing pieces of the human resource (HR) attributions puzzle: The interplay between line manager beliefs, HR information and context
- 2023
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Ingår i: Frontiers in Psychology. - : Frontiers Media Sa. - 1664-1078 .- 1664-1078. ; 14
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Tidskriftsartikel (refereegranskat)abstract
- While previous research acknowledges the importance of line manager interpretations of information coming from the HR department for explaining various employee attitudes and behaviors, less is known about the antecedents of these interpretations, also known as HR attributions. This paper provides a qualitative examination of the interplay between three key antecedents of HR attributions, namely, line manager beliefs about the HR department, information from the HR department and context. Our analysis is based on 30 interviews with HR professionals and line managers in three units of one organization. Our findings suggest that differences in context have a strong impact on line manager beliefs about HR, influencing the way line managers see HR practices, processes and the role of the HR department, and consequently the way they interpret information coming from HR. Our analysis extends our understanding of the variability in line manager interpretations of HR information. Our results contribute to existing research on HRM strength and HR attributions by highlighting the importance of focusing not only on the consistency of the HR system, but also on individual line managers beliefs about HR, and the context in which HR processes take place.
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