المؤلفون: Berber, Aykut, Afacan Fındıklı, Mine, Marescaux, Elise, Rofcanin, Yasin, Mughal, Farooq, Swart, Juani

المساهمون: İstinye Üniversitesi, İktisadi, İdari ve Sosyal Bilimler Fakültesi, İşletme Bölümü, Mine Afacan Fındıklı / 0000-0003-1021-6641, Afacan Fındıklı, Mine, Mine Afacan Fındıklı / ABB-5962-2020, Mine Afacan Fındıklı / 57006635300

مصطلحات موضوعية: Affective Commitment, Autonomy, Job Satisfaction, Justice, Reduced Load Work Arrangement, WERS

الوصف: This paper explores the effects of reduced load work arrangements (i.e. RLWAs) in a context where employees are seeking to balance their work-personal life while employers are reducing costs and staying competitive. We draw on the job-demands control theory and social information processing (SIP) theory to introduce two novel elements mainly to examine how and when the influence of RLWAs unfold: employee's perceived job autonomy as a mediating mechanism and role of social context (i.e., overall justice perceptions at workplace level) in shaping the consequences of RLWAs. We use a large representative data set acquired through WERS (2011) in the United Kingdom. Our findings partially support our hypotheses by shedding light on how and under which conditions the effects RLWAs unfold on employee outcomes. We contribute to debates that emphasize the bridging role of perceived job autonomy in translating the impact of RLWAs on employees' outcomes and hence to keep employees motivated while allowing them to achieve better balance between work and non-work. © 2022 ; 2-s2.0-85130029067

وصف الملف: application/pdf

العلاقة: European Management Journal; Makale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanı; Berber, A., Findikli, M. A., Marescaux, E., Rofcanin, Y., Mughal, F., & Swart, J. (2022). Exploring the effects of reduced load work arrangements (RLWAs): The role of individual autonomy and workplace level justice perceptions. European Management Journal, doi:10.1016/j.emj.2022.04.002; https://doi.org/10.1016/j.emj.2022.04.002Test; https://hdl.handle.net/20.500.12713/2793Test

الإتاحة: https://doi.org/20.500.12713/2793Test
https://doi.org/10.1016/j.emj.2022.04.002Test
https://hdl.handle.net/20.500.12713/2793Test

المؤلفون: Rofcanin, Yasin, Heras , Mireia Las, Bosch, Maria Jose, Wood, Geoff, Mughal, Farooq

المصدر: Rofcanin , Y , Heras , M L , Bosch , M J , Wood , G & Mughal , F 2019 , ' A Closer Look at the Positive Crossover between Supervisors and Subordinates The Role of Home and Work Engagement ' , Human Relations , vol. 72 , no. 11 , pp. 1776-1804 . https://doi.org/10.1177/0018726718812599Test

مصطلحات موضوعية: HR differentiation, fairness, co-workers, justice, approach, avoidance, home engagement, crossover, POS, work engagement, FSSB, /dk/atira/pure/subjectarea/asjc/3300/3300, name=General Social Sciences, /dk/atira/pure/subjectarea/asjc/1200/1201, name=Arts and Humanities (miscellaneous), /dk/atira/pure/subjectarea/asjc/1400/1405, name=Management of Technology and Innovation, /dk/atira/pure/subjectarea/asjc/1400/1408, name=Strategy and Management

الوصف: How can we explain the crossover of positive experiences from supervisors to their subordinates? Drawing on crossover research and social learning theory (SLT), our main goal in this study is to explore mechanisms and boundary conditions to understand how positive crossover occurs from supervisors to their subordinates. We focus on the nature and foundations of positive crossover in the domains of work and home, and explore the downstream consequences for subordinates’ domain-specific outcomes. Using matched supervisor–subordinate data, the results of multi-level analyses demonstrated that perceived organization support (POS) of subordinates does not impact the positive association between supervisors’ and subordinates’ work engagement. However, family supportive supervisor behaviours (FSSBs), as perceived by subordinates, strengthen the positive association between supervisors’ and subordinates’ home engagement. Importantly, subordinates’ work and home engagement explains why supervisors’ state of engagement in work and home domains, respectively, influences subordinates’ functioning in work and home domains, underscoring a trickle-down model. We contribute to crossover research through demonstrating that crossover occurs from supervisors to their subordinates in work and family domains. Firstly, we highlight the role of relational mechanisms as boundary conditions of crossover process. Secondly, we extend the understanding of how crossover impacts on subordinates’ key outcomes at work and home. Thirdly, we expand crossover research in an understudied context, Chile. In doing so, we contribute to the literature on hierarchical market economies, through providing further insights on the operation of interpersonal ties and relations in such contexts.

وصف الملف: application/pdf

العلاقة: https://researchportal.bath.ac.uk/en/publications/12a98a6d-955f-4ee3-b624-684cf63e667cTest

الإتاحة: https://doi.org/10.1177/0018726718812599Test
https://researchportal.bath.ac.uk/en/publications/12a98a6d-955f-4ee3-b624-684cf63e667cTest
https://purehost.bath.ac.uk/ws/files/187190118/FINAL_HR_270918_.pdfTest
http://www.scopus.com/inward/record.url?scp=85059620758&partnerID=8YFLogxKTest

المؤلفون: Rofcanin, Yasin, Berber, Aykut, Marescaux, Elise, Bal, Matthjis, Mughal, Farooq, Afacan Findikli, Mine

المصدر: Rofcanin , Y , Berber , A , Marescaux , E , Bal , M , Mughal , F & Afacan Findikli , M 2018 , ' Human resource differentiation : A theoretical paper integrating co‐workers' perspective and context ' , Human Resource Management Journal , pp. 1-17 . https://doi.org/10.1111/1748-8583.12224Test

مصطلحات موضوعية: HR differentiation, justice, emotions, approach behaviours, avoidance behaviours

الوصف: This paper conceptualises “human resource (HR) differentiation” as a set of deliberate and differentiating HR practices across individuals within the organisation to address employees' unique work needs and preferences as well as reward them for their input. Despite the importance of HR differentiation, research has mainly focused on the recipients of such practices, overlooking the consequences of HR differentiation from co‐workers' perspective. This is a significant omission because a growing concern suggests that HR differentiation might be a double‐edged sword, as the presumed positive effects might only be confined to employees benefiting from it. Taking a first step, this paper offers a conceptual model that explains how co‐workers of a focal employee, who is entitled to an advantageous outcome through HR differentiation, are likely to react, either positively by showing contentment or negatively by showing anger, with behavioural consequences towards the focal employee and organisation. In so doing, we rely on deontic justice theory and explore contextual conditions at the individual and team level under which co‐workers react. As a result, our model can inspire future research by adopting a broader and more inclusive approach to HR differentiation, underlining the need for caution when implementing HR differentiation in a team setting.

وصف الملف: application/pdf

العلاقة: https://researchportal.bath.ac.uk/en/publications/37d994fd-d6fd-4a89-98bb-349e795c5c37Test

الإتاحة: https://doi.org/10.1111/1748-8583.12224Test
https://researchportal.bath.ac.uk/en/publications/37d994fd-d6fd-4a89-98bb-349e795c5c37Test
https://purehost.bath.ac.uk/ws/files/187190050/HRMJ_FINAL_MANSUCRIPT.pdfTest

المؤلفون: Rofcanin, Yasin, Berber, Aykut, Marescaux, Elise, Bal, P. Matthijs, Mughal, Farooq, Afacan Findikli, Mine

المصدر: Human Resource Management Journal; Apr2019, Vol. 29 Issue 2, p270-286, 17p, 1 Diagram

مصطلحات موضوعية: HUMAN capital, AVOIDANCE (Psychology), APPROACH behavior, EMPLOYMENT discrimination, JUSTICE, PSYCHOLOGY

مستخلص: This paper conceptualises "human resource (HR) differentiation" as a set of deliberate and differentiating HR practices across individuals within the organisation to address employees' unique work needs and preferences as well as reward them for their input. Despite the importance of HR differentiation, research has mainly focused on the recipients of such practices, overlooking the consequences of HR differentiation from co‐workers' perspective. This is a significant omission because a growing concern suggests that HR differentiation might be a double‐edged sword, as the presumed positive effects might only be confined to employees benefiting from it. Taking a first step, this paper offers a conceptual model that explains how co‐workers of a focal employee, who is entitled to an advantageous outcome through HR differentiation, are likely to react, either positively by showing contentment or negatively by showing anger, with behavioural consequences towards the focal employee and organisation. In so doing, we rely on deontic justice theory and explore contextual conditions at the individual and team level under which co‐workers react. As a result, our model can inspire future research by adopting a broader and more inclusive approach to HR differentiation, underlining the need for caution when implementing HR differentiation in a team setting. [ABSTRACT FROM AUTHOR]

: Copyright of Human Resource Management Journal is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

المؤلفون: Berber, Aykut¹ (AUTHOR) aykut.berber@uwe.ac.uk, Findikli, Mine Afacan² (AUTHOR) mine.findikli@istinye.edu.tr, Marescaux, Elise³ (AUTHOR) e.marescaux@ieseg.fr, Rofcanin, Yasin^1,4 (AUTHOR) y.rofcanin@bath.ac.uk, Mughal, Farooq⁴ (AUTHOR) f.mughal@bath.ac.uk, Swart, Juani⁴ (AUTHOR) j.swart@bath.ac.uk

المصدر: European Management Journal. Oct2023, Vol. 41 Issue 5, p720-729. 10p.

مستخلص: This paper explores the effects of reduced load work arrangements (i.e. RLWAs) in a context where employees are seeking to balance their work-personal life while employers are reducing costs and staying competitive. We draw on the job-demands control theory and social information processing (SIP) theory to introduce two novel elements mainly to examine how and when the influence of RLWAs unfold: employee's perceived job autonomy as a mediating mechanism and role of social context (i.e., overall justice perceptions at workplace level) in shaping the consequences of RLWAs. We use a large representative data set acquired through WERS (2011) in the United Kingdom. Our findings partially support our hypotheses by shedding light on how and under which conditions the effects RLWAs unfold on employee outcomes. We contribute to debates that emphasize the bridging role of perceived job autonomy in translating the impact of RLWAs on employees' outcomes and hence to keep employees motivated while allowing them to achieve better balance between work and non-work. [ABSTRACT FROM AUTHOR]

: Copyright of European Management Journal is the property of Pergamon Press - An Imprint of Elsevier Science and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)