Fagprofil

Elizabeth Solberg

Førsteamanuensis - Institutt for ledelse og organisasjon

Biografi

Elizabeth Solberg is an Associate Professor in the Department of Leadership and Organizational Behaviour at BI Norwegian Business School. She received her Ph.D. from BI Norwegian Business School in 2017. Her dissertation research focuses on employee flexibility and adaptivity in response to ongoing work changes, and the role that developmental supervisor support plays in facilitating such responses. Her more general research interests include employees' change-oriented behavior - whether that be adapting to changes at work or proactively initiating changes that improve one's job functioning or career prospects.

Elizabeth is involved in research activities both in Norway and internationally, and with organizations in both the private and public sectors. Elizabeth's research has been published in international journals such as Human Resource Management and The Leadership Quarterly. She holds invited talks for practitioners on topics related to employee adaptability, employability, proactivity, and coping with work change. Her teaching areas include topics in Human Resource Management, Leadership, and Organizational Behaviour.

Publikasjoner

Wong, Sut I; Solberg, Elizabeth, Junni, Paulina & Giessner, Steffen Robert (2017)

The role of human resource management practices in mergers & acquisitions

Tarba, Shlomo Y.; Cooper, Cary L., Sarala, Riikka M. & Ahammad, Mohammad F. (red.). Mergers and Acquisitions in Practice

Solberg, Elizabeth & Wong, Sut I (2016)

Crafting one's job to take charge of role overload: When proactivity requires adaptivity across levels

Leadership Quarterly, 27(5), s. 713- 725. Doi: 10.1016/j.leaqua.2016.03.001 - Fulltekst i vitenarkiv

The present study investigates employees' job crafting behavior in the context of perceived role overload, and identifies employees' perceived ability to deal with work change (i.e., “perceived adaptivity”) and leaders' need for structure as moderators positively influencing this relationship. A two-wave panel field study of 47 leaders and 143 employees in a Norwegian manufacturing firm found that perceived role overload related negatively to employees' job crafting, as hypothesized. Employees' perceived adaptivity alone did not increase job crafting in role overload situations, as predicted. Rather, the relationship between perceived role overload and job crafting was only positive when employees' perceived adaptivity was high and their leaders' need for structure was low. Thus, employees' job crafting in role overload situations depends on the interactive fit between employees' and leaders' adaptive capabilities. Implications for the socially embedded theory of job crafting and leadership practice are discussed.

Solberg, Elizabeth & Dysvik, Anders (2015)

Employees’ Perceptions of HR Investment and Their Efforts to Remain Internally Employable: Testing the Exchange-Based Mechanisms of the ‘New Psychological Contract’

International Journal of Human Resource Management, 27(9), s. 909- 927. Doi: 10.1080/09585192.2015.1045008

Redmond, Elizabeth (2013)

Competency models at work: the value of perceived relevance and fair rewards for employee outcomes

Human Resource Management, 52(5), s. 771- 792. Doi: 10.1002/hrm.21560

Solberg, Elizabeth; Traavik, Laura E. Mercer & Wong, Sut I (2019)

Towards digital change: The importance of mindsets

[Academic lecture]. HRIC 2019.

Solberg, Elizabeth; Traavik, Laura E. Mercer & Wong, Sut I (2019)

When employees see digital transformation as a threat

[Popular scientific article]. BI Leadership Magazine

Solberg, Elizabeth; Traavik, Laura E. Mercer & Wong, Sut I (2018)

Hvordan vi tenker kan avgjøre om vi lykkes

[Popular scientific article]. Kapital

Solberg, Elizabeth (2018)

Developing adaptive performers

[Popular scientific article]. BI Leadership Magazine

Solberg, Elizabeth & Wong, Sut I (2017)

Dealing with excessive job demands

[Popular scientific article]. BI Leadership Magazine

Solberg, Elizabeth (2017)

Coping with changing job demands: How learning goal orientation and developmental supervisor support enhance adaptive performance

[Academic lecture]. Academy of Management Annual Meeting.

Solberg, Elizabeth (2017)

Learning to adapt: Examining a developmental process of adaptive performance and for whom it is more relevant

[Academic lecture]. Academy of Management Annual Meeting.

Solberg, Elizabeth & Lai, Linda (2016)

When midway won’t do: the consequences of mediocre development support on employee flexibility

[Academic lecture]. Academy of Management Annual Meeting.

Solberg, Elizabeth & Wong, Sut I (2015)

Crafting one’s job to cope with role overload: when proactivity requires adaptivity across levels. Presented in the symposium, “Proactivity at work: novel perspectives on effectiveness and social context,” chaired by K. Strauss and C. Uri

[Academic lecture]. Academy of Management Annual Meeting.

Solberg, Elizabeth & Dysvik, Anders (2015)

Mastery support and employee flexibility: A goal-orientated perspective. Presented in the symposium, “Quality of motivation matters: on the importance of promoting autonomous and mastery oriented motivation in the workplace,” chaired by M. Gagné

[Academic lecture]. European Association of Work and Organizational Psychology 2015 Congress.

Solberg, Elizabeth (2014)

Competency models at work

[Popular scientific article]. BI Leadership Magazine

Solberg, Elizabeth (2012)

Competency models at work: the value of perceived relevance and fair rewards for employee outcomes

[Academic lecture]. Academy of Management Annual Meeting.

Akademisk grad
År Akademisk institusjon Grad
2017 BI Norwegian Business School Ph.D Dr. Philos.
2017 Handelshøyskolen BI Ph.D Dr. Philos.
2001 University of Arizona B.S.
Arbeidserfaring
År Arbeidsgiver Tittel
2017 - Present BI Norwegian Business School Associate Professor
2017 - 2017 BI Norwegian Business School Lecturer
2011 - 2017 BI Norwegian Business School Doctoral Candidate

BI Business Review artikler: