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Háskólinn í Reykjavík > Samfélagssvið / School of Social Sciences > MSc Viðskiptadeild (og Klínísk sálfræði -2019) / Department of Business Administration >

Vinsamlegast notið þetta auðkenni þegar þið vitnið til verksins eða tengið í það: http://hdl.handle.net/1946/34858

Titill: 
  • Titill er á ensku Sustainable Human Resource Management : how is constant work-related connectivity affecting employees' well-being in Icelandic organizations?
Námsstig: 
  • Meistara
Leiðbeinandi: 
Útdráttur: 
  • Útdráttur er á ensku

    There is an imbalance between organizational interests and employee wellbeing, and human resource management strategies seem ineffective in their approach as burnout is on the increase. The purpose of the research is to identify organizational factors that contribute to the constant work-related connectivity of Icelandic employees and investigate how they impact their general well-being. The emerging concept of sustainability within human resource management is explored as well as the causal relationship between organizational behaviour and practices and employees’ psychological well-being. Based on Wepfer, Allen, Jenny, Brauchli and Bauer’s (2018) line of inquiry, the theoretical approach focuses on the border/boundary theory perspective to explain the dynamic and consequences of work-life boundary enactment. Current organizational developments regarding digital communication policies are discussed and main ethical challenges that accompany the modern work environment addressed. A multiple study was conducted by reviewing the human resource management strategies and systems in four Icelandic organizations, and the official statements and values compared to employees’ experiences. Semi-structured interviews using open-ended questions were conducted with eleven participants from different organizational levels. Results confirm previous findings that increased connectivity is linked with higher levels of work-life integration which decreases employee job recovery and negatively impacts their mental health as less time is invested in recovery activities. The dyad organizational perspective revealed that human resource management strategies do not apply across organizational levels and they yield to organization culture and job demands. Future implications include adopting a broader sustainability perspective and adjust the organizational framework and human resource management strategy to the digital work environment for improved organizational, societal and individual outcomes.
    Keywords: sustainability & human resource management, psychological sustainability, work-life boundary management, job recovery, constant connectivity, integration/segmentation preferences

Samþykkt: 
  • 14.1.2020
URI: 
  • http://hdl.handle.net/1946/34858


Skrár
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Msc Thesis Sep 2019.pdf811.94 kBOpinnHeildartextiPDFSkoða/Opna