From the Employee Perspective: Understanding the Antecedents of Employees’ Perceptions and Identification in the MNC Context

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https://helda.helsinki.fi/dhanken/handle/123456789/171305
Title: From the Employee Perspective: Understanding the Antecedents of Employees’ Perceptions and Identification in the MNC Context
Author: John, Sofia
Contributor: Svenska handelshögskolan, institutionen för företagsledning och organisation, företagsledning och organisation
Hanken School of Economics, Department of Management and Organisation, Management and Organisation
Belongs to series: Economics and Society – 318
ISSN: 0424-7256 (printed)
2242-699X (PDF)
ISBN: 978-952-232-354-5 (printed)
978-952-232-355-2 (PDF)
Abstract: People are generally considered to be an organization’s most valuable asset, and therefore how organizations influence and manage them is an important issue. Nevertheless, influencing and managing people is not a straightforward matter, not least because individuals respond differently to the same stimulus. Yet the issue of idiosyncrasy in individual’s responses to the organization is often ignored. In order to develop our understanding of why employees respond differently, this thesis takes the employee perspective and delves into two kinds of employees’ cognitive responses to the organization, namely, their perceptions and identification. The thesis builds on the microfoundations literature, which makes explicit that organizational research typically involves multiple levels of analysis. The microfoundations model illustrates that the measures organizations take to enhance performance only do so through the micro level elements (the people) that comprise the macro level phenomenon (the organization). Using multilevel data collected in Nordic multinational corporations, this study analyzes what organizational and individual level factors influence employees’ perceptions and identification. The findings indicate that employees’ perceptions and identification are driven by a complex interplay of factors between different levels of analysis. The primary drivers are the signals employees pick up and their social interaction with other members of the organization. However, these must be considered in the light of the multiple contexts in which the individual is embedded. The individual’s position and responsibilities, as well as the way work is structured and enacted, have important consequences for the individual’s patterns of social interaction and the signals he or she is exposed to. The main contribution of this study is the extension of previous conceptualizations of the microfoundations model. Whilst organizations attempt to influence employees through various means, such as high-commitment HRM practices, the impact these have on employees depends on the context in which this all takes place. Where the individual is positioned within the organization, along with the people he or she interacts with, determine how the individual perceives and relates to the organization.
URI: https://helda.helsinki.fi/dhanken/handle/123456789/171305
Date: 2017-11-21
Subject: employee perspective
perceptions
dual identification
HRM
microfoundations
multilevel analysis
MNC


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