Wikhamn, Wajda; Asplund, Kajsa & Dries, Nicky (2020)

Identification with management and the organisation as key mechanisms in explaining employee reactions to talent status

Human Resource Management Journal Doi: 10.1111/1748-8583.12335

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.

Wikhamn, Wajda & Remneland Wikhamn, Björn (2019)

Gender diversity and innovation performance: Evidence from R&D workforce in Sweden

International Journal of Innovation Management Doi: 10.1142/S1363919620500619

Compared to gender diversity in top management teams (TMTs) and board of directions, gender diversity in research and development (R&D) organisations, and its relationship with firm’s innovation performance, has received little attention. The aim of this paper is to investigate this relationship. Using a longitudinal design with five samples from Sweden the paper explores how gender diversity in R&D units relates to innovation-related employee productivity (measured in monetary value). Both linear and non-linear relationships are tested. The results suggest gender diversity has a non-linear, U-shape, relationship with employee innovation-related productivity, supporting the value-in-diversity perspective.

Wikhamn, Wajda (2019)

Innovation, sustainable HRM and customer satisfaction

International Journal of Hospitality Management, 76, s. 102- 110. Doi: 10.1016/j.ijhm.2018.04.009

The purpose of this paper is to explore how sustainable human resource management (HRM) practices impact the innovation-customer satisfaction relationship in Swedish hotels. Responding hotels were profiled into four groups based on their involvement in two sustainable HR practices. The findings indicate the relationship between innovation and customer satisfaction is dependent on sustainable HR practices in the organization. Although innovation and sustainable HR practices impact customer satisfaction positively, their interaction suggests that the one can substitute the other to achieve superior customer satisfaction. The study concludes that sustainable HR practices enhance a hotel’s capability to innovate and to have satisfied customers. The relationship between sustainable HR practices and innovation is discussed.

Wikhamn, Wajda & Selart, Marcus (2019)

Empowerment and initiative: the mediating role of obligation

Employee Relations, 41(4), s. 662- 677. Doi: 10.1108/ER-11-2017-0273 - Full text in research archive