Table Of ContentPUTTING ON THE TALENT HAT Kajsa Asplund
This thesis investigates the effects of employee differentiation practices,
specifically talent management and performance appraisal, on employees.
More precisely, it examines how employees’ self-images are affected by, PUTTING ON THE TALENT HAT
and shape the influence of, differentiation. While especially talent manage-
ment has gained increasing spread in organizations over the last decade,
AN IDENTIFICATION PERSPECTIVE
research on how it affects employees has been scarce. Existing studies have
tended to adopt a social exchange perspective, focusing on the concrete ON EMPLOYEE DIFFERENTIATION
resources allotted to employees through differentiation. This dissertation
contributes to the literature by focusing instead on the symbolic effects of
these practices.
The thesis reports findings from four empirical articles, comprising a qualita-
tive interview study and a quantitative survey study. The findings indicate
that differentiation influences identification with the organization and man-
agement function, and that this in turn is related to behavioral outcomes.
Results also indicate that professional identification moderates the impact
of performance ratings and talent designations, and hence may constitute
an important boundary condition for effective differentiation. These results
point to the importance of taking employees’ self-images into account when
K
implementing differentiation. The thesis also highlights the potential dif-
a
ficulties of implementing conventional employee differentiation in context js
a
characterized by strong professional self-images.
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KAJSA ASPLUND is a researcher at the Department O
of Management and Organization at the Stockholm N
School of Economics. T
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ISBN 978-91-7731-090-7
DOCTORAL DISSERTATION IN BUSINESS ADMINISTRATION
STOCKHOLM SCHOOL OF ECONOMICS, SWEDEN 2018
PUTTING ON THE TALENT HAT Kajsa Asplund
This thesis investigates the effects of employee differentiation practices,
specifically talent management and performance appraisal, on employees.
More precisely, it examines how employees’ self-images are affected by, PUTTING ON THE TALENT HAT
and shape the influence of, differentiation. While especially talent manage-
ment has gained increasing spread in organizations over the last decade,
AN IDENTIFICATION PERSPECTIVE
research on how it affects employees has been scarce. Existing studies have
tended to adopt a social exchange perspective, focusing on the concrete ON EMPLOYEE DIFFERENTIATION
resources allotted to employees through differentiation. This dissertation
contributes to the literature by focusing instead on the symbolic effects of
these practices.
The thesis reports findings from four empirical articles, comprising a qualita-
tive interview study and a quantitative survey study. The findings indicate
that differentiation influences identification with the organization and man-
agement function, and that this in turn is related to behavioral outcomes.
Results also indicate that professional identification moderates the impact
of performance ratings and talent designations, and hence may constitute
an important boundary condition for effective differentiation. These results
point to the importance of taking employees’ self-images into account when
K
implementing differentiation. The thesis also highlights the potential dif-
a
ficulties of implementing conventional employee differentiation in context js
a
characterized by strong professional self-images.
A
s
p
lu
n
d
P
U
T
T
I
N
G
KAJSA ASPLUND is a researcher at the Department O
of Management and Organization at the Stockholm N
School of Economics. T
H
E
T
A
L
E
N
T
H
A
T
ISBN 978-91-7731-090-7
DOCTORAL DISSERTATION IN BUSINESS ADMINISTRATION
STOCKHOLM SCHOOL OF ECONOMICS, SWEDEN 2018
Putting on the Talent Hat
An Identification Perspective
on Employee Differentiation
Kajsa Asplund
Akademisk avhandling
som för avläggande av ekonomie doktorsexamen
vid Handelshögskolan i Stockholm
framläggs för offentlig granskning
fredagen den 28 september 2018, kl 13.15,
sal Ragnar, Handelshögskolan,
Sveavägen 65, Stockholm
Putting on the Talent Hat
An Identification Perspective on
Employee Differentiation
Putting on the Talent Hat
An Identification Perspective on
Employee Differentiation
Kajsa Asplund
ii PUTTING ON THE TALENT HAT
Dissertation for the Degree of Doctor of Philosophy, Ph.D.,
in Business Administration
Stockholm School of Economics, 2018
Putting on the talent hat: An identification perspective on employee
differentiation
© SSE and the author, 2018
ISBN 978-91-7731-090-7 (printed)
ISBN 978-91-7731-091-4 (pdf)
Front cover illustration:
© Frankie’s/Shutterstock.com
Back cover photo:
Juliana Wiklund, 2016
Printed by:
Brand Factory, Gothenburg, 2018
Keywords:
Talent management, performance appraisal, employee differentiation,
multiple identifications, social identity theory
Foreword
This volume is the result of a research project carried out at the Depart-
ment of Management and Organization at the Stockholm School of Eco-
nomics (SSE).
This volume is submitted as a doctoral thesis at SSE. In keeping with
the policies of SSE, the author has been entirely free to conduct and pre-
sent her research in the manner of her choosing as an expression of her
own ideas.
SSE is grateful for the financial support provided by Jan Wallander och
Tom Hedelius Stiftelse and Tore Browalds Stiftelse which have made it
possible to carry out the project.
Göran Lindqvist Andreas Werr
Director of Research Professor and Head of the
Stockholm School of Economics Department of Management and
Organization
Acknowledgements
Serendipity as a concept sparks suspicion in the scientific mind. Trained as
we are in the spirit of critical thinking and empirical testing, the notion of
meaningful coincidence rings whimsical. Believing in serendipity as a re-
searcher, some would say, verges on blasphemy.
And yet, I cannot help but think it was serendipity that brought me to
Stockholm School of Economics. The newly graduated psychologist that I
was at that time was longing for a pursuit that would let me satisfy my curi-
osity about organizational behavior. A well-timed advertisement – in a
magazine I normally never read – paved the way to the fascinating world of
management research and the topic of talent management. It is safe to say
that this lucky coincidence has had a vast impact on my professional life.
An even greater source of luck, however, is having people around you
who make the journey possible. It is sometimes said that it takes a village to
raise a child, but I am inclined to believe it takes at least as many people to
make a Doctor of Philosophy.
I begin by thanking Jan Wallanders och Tom Hedelius Stiftelse and
Tore Browalds Stiftelse for the funding that enabled this research.
To Andreas Werr, my primary supervisor. Thank you for your support
and invaluable advice throughout this endeavor. But most of all, thank you
for having the open-mindedness to take a chance on a quant-trained psy-
chologist who was certainly an original choice for this PhD position.
To Pernilla Bolander, my co-supervisor and partner in crime on so
many fascinating data collections. Thank you for teaching me how to be-
come a better interviewer, and for opening up my eyes to the meaningful
wholes beyond easily quantifiable variables.
To Wajda Wikhamn, co-supervisor and savior in all matters quantita-
tive. Those days in your Gothenburg office, as well as our Skype calls, have
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