Well-Being, Inclusion and Meaningful Work

Presentation of research group

Several researchers from the Department of Management and Organization  have an interest in issues around well-being, with a special emphasis on inclusion and meaningful work.  More specifically, our work involves issues around how leadership, HR practices, inclusion versus exclusion, and personality impact upon employee well-being, attitudes, justice perceptions, and employee and organizational performance. We are also interested in how these factors influence career choices and career paths of employees and entrepreneurs.

 

Areas of interest include, but are not limited to:

  • Employee well-being, attitudes, stress and (employee/organizational) performance

  • Creating meaningful careers and work practices

  • Passion and compassion

  • Leadership, leadership development and well-being

  • High-performance work practices, justice perceptions and effects on well-being

  • Financial benefits of employee well-being

  • Unintended (negative) consequences of innovation on well-being

  • Identification, social categories (gender, ethnicity) and processes of inclusion/exclusion

  • Workplace bullying, harassment, and discrimination

 

Research seminar schedule 2017-2018

29.9. General update: Members inform about ongoing research & decide on presentation schedule

27.10. Denise Salin: Friend or foe? The impact of high performance work practices on workplace bullying

20.11. Sofia John: From the employee perspective: Understanding the antecedents to employees' perceptions and identification in the MNC context

13.12 Karl-Erik Sveiby: Unintended consequences of innovation on well-being

18.1 Guy Ahonen: Research on the productivity effects of work well-being

6.3 Catarina Ahlvik (with Joakim Wincent): Mindful leadership as a driver of subordinate perceptions of interactional justice.

29.3 Nadav Shir: Well-being and entrepreneurship: current developments

17.4 Violetta Khoreva: Organizational antecedents of knowledge hiding

13.6 Mats Ehrnrooth: Leadership and HRM: What do we know about their relative importance?

 

 

Faculty members doing OB/HR research with respect to well-being

Denise Salin, Professor (on leave, currently Academy Research Fellow)

Denise's work centers mostly around the dark side of organizational behaviour. Her research interests include antecedents and outcomes of workplace bullying, organizational (in)justice, and mistreatment. She has also done work on gender and leadership and bullying as a gendered phenomenon.

Denise is currently responsible for two Academy of Finland projects: "Global Perspectives on Workplace bullying: Implications for Human Resource Management" and "Preventing Workplace Bullying and Mitigating its Consequences: The Role of Human Resource Practices" The former project involves, among other things, leading a 14-country project exploring HR managers’ perceptions of what bullying is and how it can be prevented. The latter project examines the role of different HR practices and their relationship to bullying and its prevention.

 

Mats Ehrnrooth, Associate professor

Mats' research focuses on international HRM, HRM (with increasingly clear links to strategy in contemporary organizations), leadership and organizational behavior. He has worked extensively in the broad area of international management with a focus on international human resource management (IHRM). However, Mats' primary area of interest and expertise remains in HRM theory and organizational behavior, where a big part of his work-in-progress also lies. An important part of this research focuses on issues such as work intensification and employee well-being. In addition, but very much related to this, recently Mats has increasingly delved into the area of leadership, and the interaction and relative importance of leadership and HRM, an exciting and astonishingly untouched area of research. He also works on both cross-cultural and indigenous research with a specific focus on Russia.

Mats is currently Principal investigator of the Hanken-based research party of a consortium project (together with Aalto Business School and Vaasa University) financed by the Academy of Finland: Influence without authority: Examining the agency and actions of Human Resource professionals.

He is also very much engaged with the research-output phase based on an extensive database collected within a project financed by the Wallenberg foundation: Beyond single explanations in management studies - The interactive impact of the HRM process, leadership and job demands on psychological contract fulfillment, work engagement, well-being and turnover intentions among Russian and Finnish employees.

 

Maria Törnroos, Assistant Professor

Maria holds a doctoral degree in psychology and is interested in organizational behavior and employee well-being. Her doctoral thesis was on personality and work stress, and she has conducted research on occupational health psychology and work epidemiology. Maria's current research topics involve person-environment fit in the occupational setting, the impact of employee well-being and organizational behavior on turnover, and methodological issues in organizational research. She is also interested in personnel selection issues, ranging from validity of recruitment instruments to fitting the right person to the right job.

Maria is currently working as Assistant Professor and is the responsible teacher for the course Organizational Behavior and Leadership, among other courses. She has been teaching work and occupational psychology at the University of Helsinki for several years, and has supervised several theses on subjects relating to work psychology.

 

Violetta Khoreva, Assistant Professor

Since 2013, Violetta acts as an Assistant Professor in Management and Organization at Hanken. Her principal research interests lie in the fields of international human resource management and organizational behavior. Her research has been published in journals such as Corporate Governance: An International Review, Career Development International, Journal of Managerial Psychology, Personnel Review, Employee Relations and others.

At the moment Violetta examines the role of talent management in light of the gig economy; the trade-offs between HPWS, employee well-being and performance; and the role HR in the digitized economy. She works closely with her colleagues from California Lutheran University, Munster University and the UNSW Business School. She also holds a Business Development Manager position at Hanken & SSE Executive Education.

 

Ingrid Biese, Post-doc researcher (Academy of Finland)

Ingrid’s primary area of research is ‘opting out and in’ and sustainable working cultures and career models. While the opting out debate has previously mainly been about women, Ingrid sees opting out as a contemporary societal phenomenon, and her research includes both men and women. She has introduced a new definition of opting out to include leaving mainstream career models to adopt new lifestyles (opting in) where one can live and work on one’s own terms. Other areas of interest are globalization, individualization, identity, and gender. Ingrid regularly engages in public debates on sustainable careers and lifestyles, for example through her blog theoptingoutblog.com.

Ingrid is an Associated Researcher at The Centre for Research on Families and Relationships (CRFR) at the University of Edinburgh. She is also a member of the EU-Australasian Aeromobilities Research Network at the Hawke Centre for Mobilities, Migration and Cultural Transformations at the University of South Australia, as well as a member of the Research Group on Gender Relations in Organisations, Management and Society at the Hanken School of Economics.

 

Sofia John, post-doctoral researcher

Sofia's research interests are in the field of international human resource management and international business. Her work takes a micro-level perspective as she is particularly interested in the experiences and perceptions of the individual. Sofia's most recent research has touched on issues relating to diversity, organizational identification, and performance appraisals in the MNC context

 

Sanne Bor, Post-doc Researcher

Sanne Bor is post-doctoral researcher at Hanken School of Economics as well as at Vaasa University. At Hanken she is working for the Core project, a multidisciplinary project with several other universities aiming at promoting a collaborative turn in environmental governance. In this project, Sanne contributes with insights from inter-organizational relations, particularly meta-organization theory, to understand the complexity related to collaborative governance and value co-creation in environmental governance. At Vaasa University, Sanne is working on the topic of cooperative entrepreneurship. She contributes insights from meta-organization theory and inter-organizational collaboration to understand entrepreneurial collaborations better. In addition, she works on topics within the field of inter-organizational relations related to governance and accountability, resourcing patterns, and boundary spanner identities. She aims to contribute to overcoming and breaking the silos within the field of inter-organizational relations, especially related to meta-organizations. Sanne is also interested in topics related to self-steering and collective decision-making more generally.

 

Jonna Louvrier, Affiliated Researcher

Jonna’s research focuses on diversity management from a critical perspective and explores themes such as: the meanings of difference, the doing of diversity work and ethnic minority experiences of diversity in work. In her PhD Jonna compared the meanings of diversity and difference from managers’ and ethnic minority employees’ perspectives in Finland and France. Her current research project on ‘Doing diversity work: ontologies identities and resistances’ is a comparative study on professionals in Silicon Valley, Finland and France

 

Tricia Cleland Silva, Post-doctoral Researcher

Tricia’s research interests revolve around the global health care workforce, strategy and social sustainability in public organisations and policy, gender and inclusion, digitalization of public services and pedagogy, and human rights. Her methods of research are storytelling, discursive analyses, and mapping worlds of work. She is enthusiastic about the craft of research and writing.

Tricia currently serves as a lecturer, supervisor, and postdoctoral researcher at Hanken where she collaborates on funded projects and research events related to societal engagement. In 2015, Tricia co-founded the startup Metaphora Consultancy which provides services on HR, strategies, and practices of inclusion through organisational story craft.

 

Doctoral students with an interest in OB&HRM

Catarina Ahlvik

Catarina’s research falls within the frames of positive organizational scholarship and human sustainability in organizations. Within this, her primary focus is on mindfulness and compassion in the workplace. Mindfulness and compassion has received extensive attention during the past years in the fields of psychology, medicine and neuroscience and research has found numerous beneficial outcomes at the individual level. Catarina draws on this research and explores the effects of these practices on team and organizational level outcomes in an organizational context.

 

Natalia Fey

Natalia’s primary area of the research is at the intersection of organizational behaviour and international human resource management. Her PhD work focuses on multicultural leadership development in multinational organizations in different cultural contexts. More precisely, she studies the developmental processes and the developmental trajectories of multicultural leaders in organizations in an increasingly global VUCA-business environment.

Natalia is fascinated by the potential of coaching in organizations, and she studies the role of coaching and other developmental methods in enhancing multicultural leadership capacities in modern organizations. She is aiming to contextualize coaching and other developmental methods for particular developmental trajectories of multicultural leaders. She is applying mixed methods and reflexive methodology in her work.

 

 

 

Mikaela Krohn

Mikaela is interested in how new media in internal communication affects followership. She is focusing on top management videoblogging from an employee perspective. More specifically how the employees in large organizations receive "leadership" through this new internal communications medium.