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Anastasia Sapegina
Former Member
Title
Dr.
Last Name
Sapegina
First name
Anastasia
Email
anastasia.sapegina@unisg.ch
Phone
+41 71 224 2502
Now showing
1 - 10 of 12
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PublicationThe Good, the not so Bad, and the Ugly of Competitive Human Resource Practices: A Multidisciplinary Conceptual FrameworkHuman resource (HR) practices used to inject internal competition into the workplace are the subject of heated debates in business practice; this is however not the case in the field of human resource management (HRM)research. In this article, we first augment previous research in the field to offer an initial conceptualization of competitive HR practices. We then develop a conceptual framework that explains the processes and conditions that drive and determine the impact of competitive HR practices on employees at work. Blending insights from social comparison theory and uncertainty research, we theorize a set of conditions that specify when competitive HR practices unfold their “dark” side, and when the “not so bad” or even “a good side” of competitive HR practices might emerge.Type: journal articleJournal: Group & Organization managementVolume: 42Issue: 5
Scopus© Citations 16 -
PublicationDevelopment and Validation of the Competitive Human Resource Practices MeasureRecently, some of the established and widely used HR practices became a source of controversial disputes among practitioners. Prominent examples are forced distribution rank-ings and “winner-takes at all” talent management practices. The reason: They seem to pro-mote internal and, as some argue, event toxic competition among employees. While either strongly discarded or strongly embraced in practice, scientific research on ‘competitive’ HR practices is much less pronounced. A recent paper by Sapegina & Weibel (2017) proposed that competitive HR practices lead to undesirable employee outcomes (e.g., malicious envy and work deviance), but might as well result in more desirable outcomes (e.g., benign envy and task performance). However, research has yet to provide a measurement instrument to study competitive HR practices’ controversial impact in organizations. Our paper aims at filling this void. It develops and psychometrically validates a measurement instrument of competitive HR practices. With this work, we hope to facilitate further research on the con-troversial impact of competitive HR practices in organizations.Type: conference paper
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PublicationType: conference paper
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PublicationType: newspaper articleJournal: Human Resources Manager
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PublicationType: newspaper articleJournal: Controlling : Zeitschrift für erfolgsorientierte UnternehmenssteuerungVolume: 32Issue: 5
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PublicationType: newspaper articleJournal: Leader : das Ostschweizer Unternehmermagazin
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PublicationType: newspaper articleJournal: Controlling : Zeitschrift für erfolgsorientierte UnternehmenssteuerungVolume: 02
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