Skip to content Skip to navigation
University of Warwick
  • Study
  • |
  • Research
  • |
  • Business
  • |
  • Alumni
  • |
  • News
  • |
  • About

University of Warwick
Publications service & WRAP

Highlight your research

  • WRAP
    • Home
    • Search WRAP
    • Browse by Warwick Author
    • Browse WRAP by Year
    • Browse WRAP by Subject
    • Browse WRAP by Department
    • Browse WRAP by Funder
    • Browse Theses by Department
  • Publications Service
    • Home
    • Search Publications Service
    • Browse by Warwick Author
    • Browse Publications service by Year
    • Browse Publications service by Subject
    • Browse Publications service by Department
    • Browse Publications service by Funder
  • Help & Advice
University of Warwick

The Library

  • Login
  • Admin

HR differentiation : a double edged sword?

Tools
- Tools
+ Tools

Rofcanin, Yasin (2016) HR differentiation : a double edged sword? PhD thesis, University of Warwick.

[img]
Preview
PDF
WRAP_Theses_Rofcanin_2016.pdf - Submitted Version - Requires a PDF viewer.

Download (2614Kb) | Preview
Official URL: http://webcat.warwick.ac.uk/record=b3073481~S15

Request Changes to record.

Abstract

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.

Item Type: Thesis (PhD)
Subjects: H Social Sciences > HD Industries. Land use. Labor
Library of Congress Subject Headings (LCSH): Personnel management, Industrial relations, Flextime, Employee morale
Official Date: 2016
Dates:
DateEvent
2016Submitted
Institution: University of Warwick
Theses Department: Warwick Business School
Thesis Type: PhD
Publication Status: Unpublished
Supervisor(s)/Advisor: Kiefer, Tina ; Hoque, Kim, 1970-
Sponsors: University of Warwick. Chancellor International Scholarship
Format of File: pdf
Extent: vi, 210 leaves : illustrations
Language: eng

Request changes or add full text files to a record

Repository staff actions (login required)

View Item View Item

Downloads

Downloads per month over past year

View more statistics

twitter

Email us: wrap@warwick.ac.uk
Contact Details
About Us