Yazar "Glaister, Alison J." seçeneğine göre listele

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    Building higher value-added firm practices in challenging contexts: Formal networks and talent management in Turkey
    (SAGE Publications, 2024) Demirbağ, Mehmet; Tatoğlu, Ekrem; Wood, Geoffrey; Glaister, Alison J.; Zaim, Selim; Nair, Smitha R.; Yönetim Bilimleri Fakültesi, İşletme Bölümü
    Where do high-impact human resources management practices thrive, and how do they make a difference in environments with limited institutional support? This study delves into the realm of talent management (TM) in Turkey, where institutional coverage is incomplete and unstable. Drawing on survey data, we explore the conditions under which TM succeeds, supplementing previous research on internal networks by examining the impact of external networks that encompass the entire firm. We find that when firms have closer ties with customers, suppliers and competitors (and hence, the basis for formal network tie building), TM is more prevalent and more likely to be successful. While conventional wisdom in comparative institutional literature suggests that such dense ties might be less effective in emerging markets owing to the absence of advanced complementarities found in mature economies, our study challenges these assumptions. In the eyes of managers, TM is not merely a tool to overcome disadvantages; it is perceived as a source of opportunities. This prompts a critical question: what specific advantages does the emerging economy system confer on firms embracing TM? Our study seeks to unravel these dynamics and contribute to a deeper understanding of the interplay between institutional contexts and TM.
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    Countering uncertainty: High-commitment work systems, performance, burnout and wellbeing in Malaysia
    (Routledge, 2020) Tatoğlu, Ekrem; Tatoğlu, Ekrem; Wahab, Mastura Ab.; Tatoğlu, Ekrem; Glaister, Alison J.; Demirbağ, Mehmet; Yönetim Bilimleri Fakültesi, İşletme Bölümü; Yönetim Bilimleri Fakültesi, İşletme Bölümü
    This study examines the effect of high-commitment work systems on firm performance, employee burnout and wellbeing, and the mediating role of organisation support and employee effort in Malaysia. Through a survey of 215 employees working in manufacturing firms, the results show that high-commitment work systems have a significant positive direct impact on firm performance and a significant negative effect on employee burnout, yet no significant positive effect on employee wellbeing. Organisation support partially mediates the effect of high-commitment work systems on burnout. Both employee effort and organisation support fully mediate the effect of high-commitment work systems on wellbeing. The paper contributes to an understanding of how high-commitment work systems increase performance and highlights the centrality of organisation support in the context of low-skill, highly intense production work.
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    HRM and performance the role of talent management as a transmission mechanism in an emerging market context
    (Wiley, 2018) Glaister, Alison J.; Karaçay, Gaye; Demirbağ, Mehmet; Tatoğlu, Ekrem; Tatoğlu, Ekrem; Yönetim Bilimleri Fakültesi, İşletme Bölümü
    This paper investigates the link between HRM practices, talent management (TM), and firm performance and examines the role of HRM/business strategy alignment in an emerging market context. Through survey evidence gathered from 198 respondent firms, this study shows that TM, when focused on a series of practices aimed at developing workforce networks and social capital, is a key transmission mechanism mediating the relationship between HRM and firm performance. HRM strategy and business strategy alignment increases these performance impacts but is not an essential component in the HRM-TM-performance link.