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HR-differentiation and envy

Nilssen, Sara; Simensen, Monica Christine
Master thesis
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preliminary report ferdig (2).pdf (1.333Mb)
URI
http://hdl.handle.net/11250/2579809
Date
2018
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  • Master of Science [1117]
Abstract
Human Resource Differentiation (HRD) in training is often carried through by

organizations to promote competition and enhance motivation in the workplace.

However, research on the outcomes of HRD in training is scarce. By suggesting

HRD in training as an antecedent to malicious and benign envy, this study seeks

to set focus on the outcomes of differentiating between employees. The purpose of

this study is to explore the relationship between Human Resource Differentiation

in training and malicious and benign envy, as well as the buffering effect of

HQLMX on the relationship between HRD in training and malicious envy. A

cross-sectional survey among 221 respondents showed that HRD in training has a

positive relationship with malicious envy. However, the study failed to show a

relationship between HRD in training and benign envy. The study also failed to

show a moderating effect of HQLMX on the relationship between HRD in training

and malicious envy. The findings suggest that HRD in training should be carried

through with caution, as malicious envy may lead to employee behavior

negatively influencing the organization. Further, the findings suggest that

managers should be transparent with employees in developmental processes, and

provide frequent feedback on employee performance. This study also contributes

to research arguing for the separation of the envy construct into malicious and

benign types of envy, as well as presenting HRD in training as a new antecedent

to malicious envy.
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Masteroppgave(MSc) in Master of Science in Leadership and Organizational Psychology - Handelshøyskolen BI, 2018
Publisher
Handelshøyskolen BI

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