{"id":5941,"date":"2026-10-19T09:48:12","date_gmt":"2026-10-19T09:48:12","guid":{"rendered":"https:\/\/phd.hi.is\/doktorsvorn\/arney-einarsdottir-ver-doktorsritgerd-sina-a-svidi-mannaudsstjornunar\/"},"modified":"2026-10-19T09:48:12","modified_gmt":"2026-10-19T09:48:12","slug":"arney-einarsdottir-ver-doktorsritgerd-sina-a-svidi-mannaudsstjornunar","status":"publish","type":"phd_defence","link":"https:\/\/phd.hi.is\/en\/doktorsvorn\/arney-einarsdottir-ver-doktorsritgerd-sina-a-svidi-mannaudsstjornunar\/","title":{"rendered":"Arney Einarsd\u00f3ttir ver doktorsritger\u00f0 s\u00edna \u00e1 svi\u00f0i mannau\u00f0sstj\u00f3rnunar"},"content":{"rendered":"
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Arney Einarsd\u00f3ttir<\/strong> ver doktorsritger\u00f0 s\u00edna \u00e1 svi\u00f0i mannau\u00f0sstj\u00f3rnunar f\u00f6studaginn 2. febr\u00faar n\u00e6stkomandi kl. 14:00. Ritger\u00f0in ber heiti\u00f0. \u00deroskastig stefnumi\u00f0a\u00f0rar mannau\u00f0s\u00adstj\u00f3rnunar og \u00e1hrif \u00e1 starfsf\u00f3lk. Strategic HRM maturity and its influence on employee-related outcomes<\/p>\n

Andm\u00e6lendur eru dr. David Guest, pr\u00f3fessor vi\u00f0 Kings College London og dr. Paul Boselie, pr\u00f3fessor vi\u00f0 Utrecht h\u00e1sk\u00f3la. Umsj\u00f3narkennari og lei\u00f0beinandi var dr. Ingi R\u00fanar E\u00f0var\u00f0sson, pr\u00f3fessor vi\u00f0 vi\u00f0skiptafr\u00e6\u00f0ideild H\u00e1sk\u00f3la \u00cdslands. Auk hans s\u00e1tu \u00ed doktorsnefnd dr. Chris Brewster, pr\u00f3fessor vi\u00f0 Henley Business School vi\u00f0 Reading h\u00e1sk\u00f3la og dr. Mila Lazarova, d\u00f3sent vi\u00f0 Simon Fraser H\u00e1sk\u00f3la.<\/p>\n

Inga J\u00f3na J\u00f3nsd\u00f3ttir, d\u00f3sent og varadeildarforseti vi\u00f0skiptafr\u00e6\u00f0ideildar stj\u00f3rnar ath\u00f6fninni<\/p>\n

\u00c1grip af ranns\u00f3kn<\/strong><\/p>\n

Markmi\u00f0 ranns\u00f3knarinnar var a\u00f0 kynna hugtaki\u00f0 og hugsm\u00ed\u00f0ina \u00deroskastig stefnumi\u00f0a\u00f0rar mannau\u00f0s\u00adstj\u00f3rnunar og varpa lj\u00f3si \u00e1 hvernig \u00fea\u00f0 hefur \u00e1hrif \u00e1 sk\u00f6pun vir\u00f0isauka \u00ed upplifun, vi\u00f0horfum og heg\u00f0un starfsf\u00f3lks. Athygli er s\u00e9rstaklega beint a\u00f0 \u00e1hrifum stefnumi\u00f0a\u00f0rar mannau\u00f0s\u00adstj\u00f3rnunar \u00e1 upplifun starfs\u00adf\u00f3lks, e\u00f0a fr\u00e1 \u00feroskastigi stefnumi\u00f0a\u00f0rar mannau\u00f0s\u00adstj\u00f3rn\u00adun\u00adar til heg\u00f0unar starfsf\u00f3lks. L\u00edkan sem l\u00fdsir \u00e1hrifum stefnumi\u00f0a\u00f0rar mannau\u00f0s\u00adstj\u00f3rnun\u00adar er pr\u00f3fa\u00f0. Leitast er vi\u00f0 a\u00f0 d\u00fdpka skilning \u00e1 \u00fev\u00ed hvernig stefnu\u00admi\u00f0u\u00f0 mannau\u00f0s\u00adstj\u00f3rnun hefur \u00e1hrif \u00e1 upplifun starfs\u00adf\u00f3lks, vi\u00f0horf \u00feess og heg\u00f0un.\u00a0<\/p>\n

Stu\u00f0st er vi\u00f0 v\u00ed\u00f0a hugsm\u00ed\u00f0 \u00fear sem stigvaxandi \u00feroskastig stefnu\u00admi\u00f0\u00ada\u00f0r\u00adar stj\u00f3rnunar eru skilgreind og a\u00f0ger\u00f0abundin \u00f3h\u00e1\u00f0 stefnu og til notkunar \u00ed \u00f3l\u00edkum atvinnu\u00adgreinum og starfs\u00adgreinum. \u00c1herslan er \u00e1 stefnufestu \u00e1 fimm lykilsvi\u00f0um mann\u00ad\u00adau\u00f0s\u00ad\u00ad\u00adstj\u00f3rnunar fremur en a\u00f0fer\u00f0ir. Me\u00f0al starfsf\u00f3lks er upplifun (\u00e1 stu\u00f0n\u00adingi, sanngirni og \u00e1rangri mannau\u00f0sstj\u00f3rnunar), vi\u00f0\u00adhorf (starfs\u00ad\u00e1n\u00e6gja og hollusta vi\u00f0 vinnu\u00adveitanda) og heg\u00f0un (\u00feegnheg\u00f0un \u00ed \u00fe\u00e1gu fyrir\u00ad\u00adt\u00e6kis\/stofnunar og samstarfs\u00adf\u00f3lks) m\u00e6ld. Ranns\u00f3knin er marg\u00ferepa me\u00f0 inn\u00adbygg\u00f0a t\u00edmat\u00f6f. Gagna var afla\u00f0 me\u00f0al 128 mannau\u00f0s\u00adstj\u00f3rn\u00adenda \u00far \u00f6llum greinum atvinnu\u00adl\u00edfs \u00e1 \u00cdslandi, og nokkrum m\u00e1nu\u00f0um s\u00ed\u00f0ar me\u00f0al 4863 starfs\u00admanna \u00ed vi\u00f0\u00adkom\u00adandi fyrirt\u00e6kjum og stofnunum.<\/p>\n

Ni\u00f0urst\u00f6\u00f0ur benda til \u00feess a\u00f0 \u00e1hrif \u00feroskastigs stefnumi\u00f0a\u00f0rar mannau\u00f0s\u00ad\u00ad\u00adstj\u00f3rnunar \u00e1 heg\u00f0un starfsf\u00f3lks mi\u00f0list \u00ed gegnum upplifun og vi\u00f0\u00adhorf starfsf\u00f3lks. Ni\u00f0ur\u00adst\u00f6\u00f0ur varpa einnig n\u00fdju lj\u00f3si \u00e1 hlutverk upplifunar starfs\u00adf\u00f3lks (employee perceptions) \u00ed orsakasamhenginu fr\u00e1 stefnumi\u00f0a\u00f0ri mann\u00adau\u00f0s\u00ad\u00ad\u00ad\u00adstj\u00f3rnun til heg\u00f0un\u00adar starfs\u00adf\u00f3lks og benda til \u00feess a\u00f0 upplifun starfsf\u00f3lks \u00e1 \u00e1rangri mannau\u00f0s\u00adstj\u00f3rnunar og upplifun \u00e1 stu\u00f0ningi hafi lykil\u00adhlut\u00ad\u00adverki a\u00f0 gegna. L\u00edta m\u00e1 \u00fe\u00f3 \u00e1 vi\u00f0horf starfsmanna (starfs\u00e1n\u00e6gja og vi\u00f0horf til vinnu\u00adveitanda) sem veika hlekkinn (vulnerability factor) \u00ed ke\u00f0junni \u00fear sem \u00feau geta or\u00f0i\u00f0 fyrir neikv\u00e6\u00f0um \u00e1hrifum \u00feegar fyrir\u00adt\u00e6ki ver\u00f0a stefnu\u00admi\u00f0u\u00f0 \u00ed mannau\u00f0s\u00adm\u00e1lum. Upplifun starfsf\u00f3lks, \u00e1 \u00e1rangri mannau\u00f0s\u00ad\u00adstj\u00f3rnunar og stu\u00f0ningi \u00e1 vinnusta\u00f0, vir\u00f0ist \u00fear \u00fe\u00f3 hafa hlutverki a\u00f0 gegna sem mikil\u00adv\u00e6gur varnar\u00adhlekkur (protective factor) gegn neikv\u00e6\u00f0um \u00e1hrifum stefnumi\u00f0a\u00f0rar mann\u00adau\u00f0s\u00ad\u00adstj\u00f3rnunar \u00e1 vi\u00f0horf starfsf\u00f3lks til starfs s\u00edns og vinnu\u00adveitanda.<\/p>\n

\u00deroskastig stefnumi\u00f0a\u00f0rar mannau\u00f0sstj\u00f3rnunar \u00e1 svi\u00f0i samskipta og launa og umbunar sp\u00e1 best fyrir um hvoru tveggja; upplifun starfsmanna og heg\u00f0un \u00ed starfi. Einnig hefur \u00feroskastig \u00e1 svi\u00f0i \u00fej\u00e1lfunar- og \u00fer\u00f3unarm\u00e1la \u00e1hrif \u00e1 upp\u00adlifun starfsmanna. A\u00f0eins \u00feroskastig stefnumi\u00f0unar mannau\u00f0s\u00adstj\u00f3rnunar \u00e1 svi\u00f0i samskipta hefur bein j\u00e1kv\u00e6\u00f0 \u00e1hrif \u00e1 vi\u00f0horf starfs\u00ad\u00admanna. Upplifun starfs\u00adf\u00f3lks sk\u00fdrir \u00fear a\u00f0 auki betur heg\u00f0un starfsf\u00f3lks \u00e1 vinnusta\u00f0 en vi\u00f0horf starfsf\u00f3lks og upplifun starfs\u00adf\u00f3lks \u00e1 \u00e1rangri \u00e1 svi\u00f0i mannau\u00f0sm\u00e1la sk\u00fdrir best heg\u00f0un starfsf\u00f3lks \u00e1 vinnusta\u00f0.<\/p>\n

Framlag ranns\u00f3knarinnar felst \u00ed a\u00f0 auka skilning \u00e1 \u00fev\u00ed hvernig ferlar stefnumi\u00f0a\u00f0rar mannau\u00f0sstj\u00f3rnunar (SHRM processes) geta skapa\u00f0 vir\u00f0isauka me\u00f0al starfsf\u00f3lks. Ni\u00f0urst\u00f6\u00f0ur hafa einnig hagn\u00fdta \u00fe\u00fd\u00f0ingu og gefa v\u00edsbendingar um hvernig megi verja starfsf\u00f3lk fyrir neikv\u00e6\u00f0um \u00e1hrifum, sem og styrkja j\u00e1kv\u00e6\u00f0 \u00e1hrif, er fyrirt\u00e6ki og stofnanir ver\u00f0a stefnumi\u00f0a\u00f0ri \u00e1 svi\u00f0i mannau\u00f0sstj\u00f3rnunar.<\/p>\n

Um doktorsefni\u00f0<\/strong><\/p>\n

Arney Einarsd\u00f3ttir f\u00e6ddist \u00ed Reykjav\u00edk \u00e1ri\u00f0 1962. H\u00fan lauk st\u00fadentspr\u00f3fi fr\u00e1 MH \u00e1ri\u00f0 1985, BS-pr\u00f3fi fr\u00e1 California State Polytechnic University, Pomona \u00e1ri\u00f0 1990 og Ms-pr\u00f3fi fr\u00e1 Vi\u00f0skipta\u00adfr\u00e6\u00f0i\u00addeild H\u00e1sk\u00f3la \u00cdslands \u00e1ri\u00f0 2004. Arney hefur starfa\u00f0 sem lektor vi\u00f0 vi\u00f0skiptadeild H\u00e1sk\u00f3lans \u00ed Reykjav\u00edk og forst\u00f6\u00f0uma\u00f0ur Ranns\u00f3knarmi\u00f0st\u00f6\u00f0var \u00ed mannau\u00f0s\u00adstj\u00f3rnun \u00fear sl. 12. \u00e1r. H\u00fan hefur m.a. st\u00fdrt \u00fe\u00e1ttt\u00f6ku \u00cdslands \u00ed al\u00fej\u00f3\u00f0legu ranns\u00f3knarsamstarfi um 40 h\u00e1sk\u00f3la \u00ed \u00a0CRANET samstarfsnetinu. Tilgangur \u00feess er a\u00f0 standa fyrir reglubundnum ranns\u00f3knum \u00e1 mannau\u00f0sstj\u00f3rnun \u00ed \u00f6llum a\u00f0ildarl\u00f6ndunum til a\u00f0 auka \u00feekkingu \u00e1 \u00fer\u00f3un mannau\u00f0sstj\u00f3rnunar \u00ed heiminum og gera samanbur\u00f0arranns\u00f3knir m\u00f6gulegar.<\/p>\n

Hafa m\u00e1 samband vi\u00f0 Arneyju Einarsd\u00f3ttur \u00ed s\u00edma 861-0200 e\u00f0a t\u00f6lvup\u00f3sti arney@hi.is<\/a>\u00a0<\/p>\n<\/div><\/div>","protected":false},"featured_media":1041,"template":"","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"_phd_date_start":"2018-02-02T14:00:00+00:00","_phd_date_end":"2018-02-02T16:30:00+00:00","_phd_location":"A\u00f0albygging H\u00e1t\u00ed\u00f0asalur","_phd_admission":"A\u00f0gangur \u00f3keypis","_phd_thesis_title":". \u00deroskastig stefnumi\u00f0a\u00f0rar mannau\u00f0s\u00adstj\u00f3rnunar og \u00e1hrif \u00e1 starfsf\u00f3lk. Strategic HRM maturity and its influence on employee-related outcomes","_phd_source_url":"https:\/\/gamli.hi.is\/vidburdir\/arney_einarsdottir_ver_doktorsritgerd_sina_a_svidi_mannaudsstjornunar","_phd_source_node_id":"309448","_phd_source_type":"vidburdir","_phd_member_id":61,"footnotes":""},"phd_school":[39,58],"phd_discipline":[59],"class_list":["post-5941","phd_defence","type-phd_defence","status-publish","has-post-thumbnail","hentry","phd_school-felagsvisindasvid","phd_school-vidskiptafraedideild","phd_discipline-phd-i-mannaudsstjornun"],"_links":{"self":[{"href":"https:\/\/phd.hi.is\/en\/wp-json\/wp\/v2\/phd_defence\/5941","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/phd.hi.is\/en\/wp-json\/wp\/v2\/phd_defence"}],"about":[{"href":"https:\/\/phd.hi.is\/en\/wp-json\/wp\/v2\/types\/phd_defence"}],"version-history":[{"count":0,"href":"https:\/\/phd.hi.is\/en\/wp-json\/wp\/v2\/phd_defence\/5941\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/phd.hi.is\/en\/wp-json\/wp\/v2\/media\/1041"}],"wp:attachment":[{"href":"https:\/\/phd.hi.is\/en\/wp-json\/wp\/v2\/media?parent=5941"}],"wp:term":[{"taxonomy":"phd_school","embeddable":true,"href":"https:\/\/phd.hi.is\/en\/wp-json\/wp\/v2\/phd_school?post=5941"},{"taxonomy":"phd_discipline","embeddable":true,"href":"https:\/\/phd.hi.is\/en\/wp-json\/wp\/v2\/phd_discipline?post=5941"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}