HR-fleksibilitet og profit

Morten G. Barkfeld & Mikael Biehe S. Kreiner

Student thesis: Master thesis


This master thesis concerns flexibility among Danish organizations, particularly the flexibility regarding Human Resources. The thesis seeks to answer the following questions: • How can flexibility be defined in a firm oriented context, including a typologization of flexibility specifically regarding the Human Resources? • What is the theoretical coherence between flexibility initiatives concerning HR and firm specific profit? • To what degree can an empirical coherence be determined among Danish organizations, between flexibility initiatives concerning HR and firm specific profit? Initially in the theoretical discussion, the concept of flexibility is defined, through the application of the resource-based theory, and is concluded to have four branches – financial, physical, organizational and human resource flexibility (HR-flexibility). By performing a review of relevant literature, HR-flexibility is furthermore typologized as follows: Table 1-1: The elements of HR-flexibility Numeric-contractual HR-flexibility concerns the organizations ability to adjust/alter the size and location of the workforce, through contractual conditions Functional HR-flexibility concerns the organizations ability to employ the workforce in different job functions, without altering the numerical size of the workforce. Salary-related HR-flexibility concerns the organizations ability to adjust/alter the remuneration of the workforce in proportion to market conditions. Attendance HR-flexibility concerns the organizations’ and the workforce’s ability to decide when job related tasks, is performed. Through the application of several theories and models, the theoretical coherence between HR-flexibility initiatives and firm specific profit, is describes as an “A-Z” relationship. Thus, HR-flexibility initiatives is point “A” and firm specific profits is point “Z”, and in between these, are several mediating factors which influences HR-flexibility’s effect on profits. In succession of the definition, typologization and identification of mediating factors, the application rate of HR-flexibility initiatives is determined through a questionnaire survey of 204 respondents, and furthermore an unambiguous measure of the profit level of the inquired organizations (HEVA) is calculated. By combining these values in a regression analysis, a value of the degree of coherence can be determined (correlation coefficient). In closing it is concluded that several HR-flexibility initiatives have a significant effect on firm specific profits, while other initiatives has no correlation. Furthermore it is assumed that the dominating mediating factors are different, depending on the HR-flexibility initiative

EducationsMSc in Human Resource Management, (Graduate Programme) Final Thesis
Publication date2010
Number of pages150