Projects per year
My long standing research focus sits on the intersection of organizational behaviour, human resource management and organisational psychology. Current and recent publications focus on the themes around flexible work practices, employee proactive work behaviours and well-being at work. My research appears in leading European (e.g., Human Relations, Journal of Occupational Health Psychology) and the USA journals (e.g., Journal of Organizational Behavior).
1. Flexible work practices: My research in this stream seeks to understand the implications of flexitime, telecommuting, reduced load work and part-time from the perspective of receivers and non-receivers. I aim to disentangle how such practices unfold in a wider team context.
2. Work-family enrichment and family supportive behaviours. In this research stream, my research focus is on exploring the mechanisms and boundary conditions of how employees achieve and enrich their work-family boundaries. Key topics of intrest and research output include family supportive supervisor behaviours, family supportive culture and crossover of support among supervisors and employees.
3. Employee proactive behaviours. In this research stream, I focus on the dynamics of how employees strike idiosyncratic deals ad craft their jobs beyond these of the focal employee. In particular, I seek to understand a) the context in which employee proactive behaviours are observed and b) the effectiveness of these deals from employee, manager and co-worker perspectives. In a related stream of research, I integrate non-work and work domains to understand the dynamics of I-deal making.
In addition to my journal publications, myself and Associate Professor Dr. Smriti Anand of University of Illinois Institute of Technology currently work on the edition of a book on “Idiosyncratic Work Arrangements and the Impact of Work Context” which will appear in 2021 (to be published by Palgrave McMillan Publisher). With the invited contributions from scholars in the USA, Europe and Far East, this book will guide future research directions and play a key role in shaping the publication of further articles.
Currently, I am a co-director of the Future of Work (FoW) Research Centre at University of Bath School of Management. Previously I was a Deputy Director of the Centre. Part of my responsibility reflects the strategic goal of the university to encourage the development of internationally-leading research with global impact and to develop postgraduate research students and early career researchers. Activities here included the organisation and implementation of workshops on improving the quality of research output at the School level (Sessions of Deep Reading, Writing Retreats and Publishing in the USA Journals) and developing a series of sessions and talks contributing to the career growth and development of postgraduate students and early career researchers (Sessions of Meet the Editors, Afternoon Tea Talks). Furthermore, to explore opportunities of external engagement and bridge the Centre with external stakeholders, we have organised series of one-day conferences on the themes of Leadership, Artificial Intelligence and the Alternative Futures of Work.
In June, 2019 I was promoted to Associate Editor role at Human Relations which is considered a flagship journal of the Tavistock Institute and has been published for over 70 years. My responsibilities as Associate Editor cover two areas: Firstly, I am responsible for handling the submissions that fall in the areas of flexible work practices, human resource management, proactive work behaviours and organizational psychology. Secondly, I play a key role in promoting Human Relations in the USA, Europe and Far East. I am also a Board Member of the following journals: British Journal of Management, Journal of Occupational Health Psychology and Human Relations.
Externally, I am a visiting professor at National University of Singapore, IESEG Business School France and an active member of International Centre for Work and Family at IESE Business School Spain. I have played active role in the organisation of the two international conferences: 8thInternational Conference of Work and Family (July, 2019) as well as the 2ndInternational Conference of Women and Leadership. My role entailed a) the organisation of key note speakers, b) the selection of accepted studies among the submitted ones c) the publication of a book-proceeding output. My visiting professorship positions include join collaborations and grants. In relation to this, I have been an invited Expert Member of the Social Trends Institute which is a multi-national and non-profit based institution composed of expert researchers all around the world, based in New York and Barcelona. It organizes and sponsors experts meetings of scholars from a variety of disciplines to study and debate specific issues of current social significance. I am a co-organiser of the conference “Human Flourishing” which is scheduled to take place on 20th– 22ndof March, 2020 in Barcelona. The topicality of the conference is broad that initiates contributions from all sciences (i.e., neuroscience, health, policy, governance, art, history and literature) and thus creates a platform where all disciplines and departments are represented.
Nationally (within the UK), I have been an active member of the Steering Research Committee for Applied Research Conference of CIPD (Certified Institute of Personnel Psychology) since 2015. CIPD represents the largest network and institute of practitioners and academics who work in the field of human resource management. The Applied Research Conference is an annual meeting place for academic researchers and practitioners working in people management, employment policy and related fields. It holds a unique place in bringing together these two communities to hear about cutting edge research in HR and discuss how it can be applied in practice.
Willing to supervise PhD
I am interested in supervising and collaborating with potential Ph.D. students on following topics:
1. Flexible careers: Family supportive supervisor behaviours, work-family balance, family motivation, career transitions and career development.
2. Individualised HR practices: Idiosyncratic deals, co-worker social comparison, the sustainability and effectiveness of individualised HRM, the implications of hRM practices for team members and focal employees
3. Employee well-being, work engagement and emotions.
Method wise, I carry out my research using quantitative data (i.e., surveys, diary designs, panel data, longitudinal data). I aim to help Ph.D. students write and publish articles as they continue on with their studies. I therefore welcome paper-route Ph.D. student applications.
Organisational Behaviour and HRM, Doctor of Social Science, University of Warwick
2013 → 2016
Organisational Psychology, Master of Arts, University of Warwick
2013 → 2015
MBA in Management and Organisational Behaviour, Master of Business Administration, Boğaziçi University
2008 → 2010
BBA Management , Bachelor of Arts, Boğaziçi University
2002 → 2008
Visiting Professor, Boğaziçi University2020 → …
Visiting Professor, IÉSEG School of ManagementOct 2019 → …
Associate Editor, Tavistock Institute of Human Relations (TIHR)Jul 2019 → …
Visiting Professor , National University of SingaporeJun 2019 → …
External Examiner , Queen Mary University, LondonJan 2019 → …
Editorial Board Member, Journal of Occupational Health Psychology2019 → …
Editorial Board Member , British Journal of ManagementMay 2018 → …
Expert Member , Social Trends Institute2018 → …
Visiting Professor , University of NavarraOct 2017 → …
Steering Research Committee Membership for Applied Research Conferences, Chartered Institute of Personnel and Development2017 → …
Member of the International Centre for Work and Family of IESE Business School Spain, University of Navarra2017 → …
Expert Member , Work and Family Research Network of Purdue University2017 → …
Lecturer of Organisational Behaviour and HRM, University of EssexSep 2016 → Jul 2017
- Work design
- Job crafting
- Strategic HRM
- Work engagement
- Work performance
- HR analytics
- HR data
- HR Differentiation
- HR individualisation
- HRM practices
- Best fit of HRM
Empowering Pakistani Rural Women: Implementing participatory action learning as social intervention in local farming communities of Sindh province
30/11/19 → 31/12/20
Project: Research-related funding
Rofcanin, Y. & Las Heras, M.
1/01/19 → 31/07/19
Project: Research-related funding
Research Output per year
Co-worker reactions to i-deals through the lens of social comparison: The role of fairness and emotionsMarescaux, E., De Winne, S. & Rofcanin, Y., 4 Nov 2019, In : Human Relations. p. 1-25 25 p.
Research output: Contribution to journal › Article