Relatsioonilise perspektiivi kasutamine organisatsiooniuuringutes on endiselt üsna algus- ja avastamisjärgus. Ja kuna inimestejuhtimise küsimuste olulisust sotsiaalsetes süsteemides on keeruline üle hinnata, siis seetõttu siinviidatu oma koha leidiski.

Kontekstiks:

“There may be no more fundamental question for an employee than, “what time do you [the employer] want me to show up?” Employers in the modern economy juggle complex and sometimes competing demands as they slot employees into a scheduled operation (Dunham, 1977).” […] “Thus, scheduling employees involves a substantial investment for managers trying to optimize productivity while being mindful of employee abilities and customer demands.” (Downes and Lee, 2022, p. 2)

Relatsiooniline perspektiiv inimestejuhtimise praktikatele:

“The relational view of HR considers that HR practices form employees’ social structures that ultimately affect how employees perform on the job (Methot et al., 2018). Instead of viewing employees as independent actors with knowledge, skills, and abilities that can be leveraged to achieve firm goals, the relational view sees HR practices as creating social contexts that acknowledge the social nature of human behavior. Applied to scheduling, organizations’ practices dictate employees’ coworkers at a given time and space, creating formal (or “structural,” see Kaše et al., 2009) connections between employees.” (Downes and Lee, 2022, p. 2)

Relatsioonilise perspektiivi fookus siinses tekstis:

“Our relational view focuses on the formal, organizationally prescribed, relationships between employees created when they work a given shift.” (Downes and Lee, 2022, p. 2)

Teoreetiline perspektiiv: ressursisõltusteooria

“Resource dependence theory can be applied to higher performers who would not be considered stars. Resource dependence theory positions power imbalance and mutual dependence as key factors that shape actors’ ability to garner and utilize resources toward goal achievement (Casciaro & Piskorski, 2005).” (Downes and Lee, 2022, p. 3)

Teoreetiline perspektiiv: sotsiaalse õppimise teooria

“The second relevant theory, social learning theory highlights individuals’ learning from their social worlds (Bandura, 1986). Individuals search for and select the role models through social interactions (Kulik & Ambrose, 1992) where they witness the role model’s performance (Bandura, 1986). The more frequently they view role models’ behaviors, the more opportunities they have to consider alternative performance strategies and incorporate them into their behavioral repertoire (Myers, 2018).” (Downes and Lee, 2022, p. 4)

Lugemishuvi suurendamiseks

“In the broadest sense, our study illustrates the importance of employee scheduling in performance outcomes. By considering how schedules create shift workers’ social contexts, our perspective moves beyond a headcount approach to scheduling and takes advantage of the substantial research literature on the effects of higher performers on their coworkers.” (Downes and Lee, 2022, p. 13)

Downes, P. E., & Lee, E. S. (2022). A relational view of shiftwork: Co‐scheduling with higher performers. Human Resource Management, 1–15. https://doi.org/10.1002/hrm.22137