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Accepting PhD Students

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Personal profile

Research interests

My current research focuses on three different areas, with a broader framework of individualized and differentiated HRM practices.

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. Idiosyncratic deals: In this research stream, I focus on the dynamics of I-deal making beyond these of the focal employee. In particular, I seek to understand a) how I-deals unfold 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.

3. Job crafting: My research in this specific topic looks at job crafting from a relational perspective and seeks to explore the extent to which job crafting is optimum and beneficial in teams. Moreover, I aim to delineate the darker side of job crafting behaviours.

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. ​ 

Education/Academic qualification

Organisational Behaviour and HRM, Doctor of Social Science, University of Warwick


Organisational Psychology, Master of Arts, University of Warwick


Organisational Psychology, Master of Social Science, Syracuse University


MBA in Management and Organisational Behaviour, Master of Business Administration, Boğaziçi University


BBA Management , Bachelor of Arts, Boğaziçi University


External positions

Visiting Professor , University of Navarra

Oct 2017 → …

Lecturer of Organisational Behaviour and HRM, University of Essex

Sep 2016Jul 2017


  • Work design
  • Job crafting
  • I-deals
  • HRM
  • Strategic HRM
  • Work engagement
  • Work performance
  • HR analytics
  • HR data
  • HR Differentiation
  • HR individualisation
  • HRM practices
  • Best fit of HRM

Fingerprint Fingerprint is based on mining the text of the person's scientific documents to create an index of weighted terms, which defines the key subjects of each individual researcher.

  • 3 Similar Profiles
employee Social Sciences
Personnel Engineering & Materials Science
Employees Business & Economics
Supervisory personnel Engineering & Materials Science
Managers Engineering & Materials Science
flexibility Social Sciences
Supervisors Business & Economics
performance Social Sciences

Network Recent external collaboration on country level. Dive into details by clicking on the dots.

Research Output 2013 2018

A Closer Look at the Positive Crossover between Supervisors and Subordinates The Role of Home and Work Engagement

Rofcanin, Y., Heras, M. L., Bosch, M. J., Wood, G. & Mughal, F., 21 Sep 2018, In : Human Relations. p. 1-29 29 p.

Research output: Contribution to journalArticle

Open Access
Supervisory personnel
Boundary conditions
social learning
learning theory

A Trickle-Down Model of Task and Development I-Deals

Rofcanin, Y., Las Heras, M., Bal, M., van der Heijden, B. & Taser Erdogan, D., 13 Apr 2018, In : Human Relations.

Research output: Contribution to journalArticle


Deconstructing Organizational Resilience: A Multiple-Case Study

Börekçi, D. Y., Rofcanin, Y., Heras, M. L. & Berber, A., 2018, In : Journal of Management and Organization.

Research output: Contribution to journalArticle

Open Access

High-Commitment Work Systems and Employee Voice: A Multi-Level and Serial Mediation Approach inside the Black Box

Zhang, J., Akhtar, M., Zhang, Y. & Rofcanin, Y., 2018, In : Employee Relations.

Research output: Contribution to journalArticle

1 Citations

How context matters: The relationship between family supportive supervisor behaviors and motivation to work moderated by gender inequality

Bosch, M. J., Las Heras, M., Russo, M., Rofcanin, Y. & I Grau, M. G., Jan 2018, In : Journal of Business Research. 82, 1, p. 46-55

Research output: Contribution to journalArticle

Gender inequality
Inequality indices
Extrinsic motivation