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Exploring the link between HR frames of line management and HR professionals and employee’s trust in the airline industry
Falk, Lisette Marie (2015) Exploring the link between HR frames of line management and HR professionals and employee’s trust in the airline industry.
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| Abstract: | This research confirms a well-known finding that different social groups may have incongruent frames (Orlikowski & Gash, 1994; Wright & Nishi, 2006). By conducting this research, we extended the literature by proposing a link between congruent HRM frames and employees’ trust in HRM. We explored the link between congruence of HRM frames of HR professionals and line managers and trust of employees in a HRM system. Trust in times of change has been chosen as it has become a highly important ingredient in the long-term stability of the organization and the well-being of its members (Cook & Wall, 1980). It is a new field of research within the exploration of the influence of alignment of HRM frames. For our research we have the goal to enhance importance of aligning HRM frames. Furthermore, we wanted to expand the knowledge about HRM frames, its content and the drivers of frames. The research builds on the findings of Orlikowski & Gash (1994) who showed that congruent frames lead to a higher effectiveness and more successful implementation of HRM changes and innovations. An explorative study was performed in an international airline industry operating in a turbulent and contradictory environment with a recently implemented e-HRM system. We conducted a number of 18 interviews with line managers and HR professionals who talked about their assumptions, expectations and knowledge about four frame domains: HRM-as-intended, HRM-composition, HRM-in-use and HRM-integration. Furthermore, an extensive document analysis and introductory interviews provided us with background knowledge; trust was measured using an online questionnaire. Our research has shown an intermediate level of trust and an intermediate level of alignment of HRM frames, which allows us to assume that a link exists. We furthermore explored the link and gave reasons for the alignment and misalignment of certain frame domains. Our research shows other facets of the sense-making and sense-giving process necessary to develop shared meaning. We added that early discussion and integration of social groups might reduce misunderstandings and develop shared meaning about the implementation of an e-HRM system. |
| Item Type: | Essay (Master) |
| Faculty: | BMS: Behavioural, Management and Social Sciences |
| Subject: | 70 social sciences in general |
| Programme: | Business Administration MSc (60644) |
| Link to this item: | https://purl.utwente.nl/essays/66632 |
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