Lilith Arevshatian
Kingston Business School
Network
Latest external collaboration on country level. Dive into details by clicking on the dots.
Publication
Featured researches published by Lilith Arevshatian.
Personnel Review | 2016
Amanda Shantz; Kerstin Alfes; Lilith Arevshatian
Purpose – Due to increasing cost pressures, and the necessity to ensure high quality patient care while maintaining a safe environment for patients and staff, interest in the capacity for HRM practices to make a difference has piqued the attention of healthcare professionals. The purpose of this papers is to present and test a model whereby engagement mediates the relationship between four HRM practices and quality of care and safety in two different occupational groups in healthcare, namely, nurses and administrative support workers. Design/methodology/approach – Structural equation modeling was used to analyze questionnaire data collected by the National Health Service in the UK as part of their 2011 Staff Survey (n=69,018). The authors tested the hypotheses for nurses and administrative support workers separately. Findings – Training, participation in decision making, opportunities for development, and communication were positively related to quality of care and safety via work engagement. The strength...
Human Resource Management Journal | 2016
Amanda Shantz; Lilith Arevshatian; Kerstin Alfes; Catherine Bailey
Although some research suggests that perceptions of HRM practices are associated with lower levels of employee wellbeing, other research shows just the opposite. In the present study, we attempt to reconcile these discrepant findings by incorporating the role of HRM attributions. Our model posits that when employees perceive that their organisation’s HRM practices are intended to improve their job performance, they experience higher levels of job involvement, which leads to lower levels of emotional exhaustion. Conversely, when employees believe that their organisation’s HRM practices are intended to reduce organisational costs, they experience work overload, which translates into higher levels of emotional exhaustion. Parallel mediation analyses of survey data collected from employees of a construction and consultancy organisation at two time periods (n=180) supported this theoretical model.
International Journal of Human Resource Management | 2018
T. Alexandra Beauregard; Lilith Arevshatian; Jonathan E. Booth; Stephen Whittle
Abstract We find that only 17% of FTSE 100 company websites refer directly to transgender (‘trans’) individuals, illustrating the extent to which trans voices are unheard in the workplace. We propose that these voices are missing for a number of reasons: voluntary silence to protect oneself from adverse circumstances; the subsumption of trans voices within the larger ‘LGBT’ community; assimilation, wherein many trans voices become affiliated with those of their post-transition gender; multiple trans voices arising from diversity within the transgender community; and limited access to voice mechanisms for transgender employees. We identify the negative implications of being unheard for individual trans employees, for organizational outcomes, and for business and management scholarship, and propose ways in which organizations can listen more carefully to trans voices. Finally, we introduce an agenda for future research that tests the applicability of the theoretical framework of invisible stigma disclosure to transgender individuals, and calls for new theoretical and empirical developments to identify HRM challenges and best practices for respecting trans employees and their choices to remain silent or be heard.
Academy of Management Proceedings | 2014
Lilith Arevshatian; Amanda Shantz; Kerstin Alfes
We develop a model of the relationship between human resource management practices and outcomes relevant to the healthcare sector. Using National Health Service data (n=69,018) we found that work engagement mediates the relationship between four HRM practices – training, participation in decision-making, development opportunities, communication – and quality of care and safety.
Human Resource Management International Digest | 2018
Emma Stockdale; Laura William; Lilith Arevshatian
Human Resource Management International Digest | 2018
Tanja Gut; Lilith Arevshatian; T. Alexandra Beauregard
Archive | 2017
Lilith Arevshatian; T. Alexandra Beauregard; Jonathan E. Booth; Stephen Whittle
Archive | 2016
Victoria Goldshteyn; Lilith Arevshatian; Rachel Lewis
Archive | 2015
Lilith Arevshatian; Laura William
Archive | 2015
Lilith Arevshatian; Rachel Lewis