Person: Tenhiälä, Aino
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First Name
Aino
Last Name
Tenhiälä
Affiliation
IE University
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IE Business School
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Human Resources and Organisational Behaviour
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Publication Knocking on Heaven's Door? Entrepreneurship, Firm Growth, and Health Risks(Sage Journals, 2024-10-14) Partanen, Jukka; Tenhiälä, Aino; Kautonen, Teemu; Jokela, Markus; Lerner, Daniel; McKelvie, Alexander; https://ror.org/02jjdwm75We examine the physical health consequences to entrepreneurs of firm growth and decline. Using register-based panel data (2000–2021), we find that entrepreneurs and hired CEOs are, on average, healthier and live longer than individuals from a socio-economically similar random sample from the general population. However, our findings also reveal that entrepreneurs are more likely to fall ill during their tenure and die younger than hired CEOs. Importantly, our findings demonstrate that both cumulative exposure to growth and episodic, rapid declines in sales and in the number of employees are equally taxing for entrepreneurs and hired CEOs.Publication Right on the Money? The Contingent Effects of Strategic Orientation and Pay System Design on Firm Performance(Wiley, 2018-09-14) Tenhiälä, Aino; Laamanen, Tomi; Kulttuurin ja Yhteiskunnan Tutkimuksen Toimikunta; Academy of Finland; https://ror.org/02jjdwm75This paper extends prior research on the performance implications of the fit between a firm’s strategic orientation and its pay system design. Whereas prior research has shown that matching the pay system design to the strategic orientation of the firm generally contributes to higher performance, most studies have examined the pay systems of the upper echelons and employees separately. Based on an analysis that accounts for both horizontal and vertical pay dispersion, we find that whereas growth-oriented firms (prospectors) tend to benefit from high horizontal pay dispersion, efficiency-oriented firms (defenders) perform better with high vertical pay dispersion and low relative base pay. Overall, our findings contribute to an improved understanding of how to optimize the pay systems of firms with different strategic orientations.Publication Contingencies in the effects of job-based pay dispersion on employee attitudes(John Wiley and Sons Inc, 2023) Kepes, Sven; Jokela, Markus; Tenhiälä, Aino; Academy of Finland; Agencia Estatal de Investigación; https://ror.org/02jjdwm75When does pay dispersion elicit positive or negative employee attitudes? A review of the pay dispersion literature indicates a controversy around this vital question and suggests that numerous contingency factors moderate the effects of pay dispersion. In an empirical study of four Finnish companies consisting of 141 work units,we examine contingencies in attitudinal reactions to job-based pay dispersion among blue-collar workers. Based on archival pay data matched with employee survey responses (n = 536),we find that perceptions of pay basis legitimacy,task interdependence,and an individual's pay standing within the work unit explain the strength and direction of the relation between job-based pay dispersion and employee attitudes (i.e.,work engagement and organizational commitment). Our findings have implications for the design of pay systems and contribute to a better appreciation of the complexities underlying employee attitudinal responses to pay dispersion. © 2023 The Authors. Human Resource Management published by Wiley Periodicals LLC.Publication Procedural Pay Transparency, Motivational Climate, and Employee Outcomes(SAGE Publications Inc., 2024) Chung, David Jinwoo; Tae Youn, Park; Tenhiälä, Aino; Agencia Estatal de Investigación; https://ror.org/02jjdwm75As most previous research on pay transparency focused on individual- or organizational-level dynamics,we have limited understanding of the impact of pay transparency on culture or climate within an organization. This study investigates how procedural pay transparency is associated with the motivational climate in work units within organizations. One might argue that,in the presence of pay transparency,employees may further engage in social comparisons to learn about how they are doing relative to their peers,which leads to an increased performance climate,where success is defined based on relative performance. However,the findings from this study suggest that procedural pay transparency is positively associated with mastery climate instead,that is,a work unit climate where success is defined based on learning,growth,and effort. Furthermore,the results suggest that procedural pay transparency is meaningfully related to sorting and motivational effects through its impact on mastery climate. © 2023 SAGE Publications.Publication The Employee Perspective on Pay Transparency(Journal of Total Rewards, 2023-09) Tenhiälä, Aino; Karaeminogullari, Aysegul; Varma, Arup; https://ror.org/02jjdwm75This study asked a random sample of employees about their perceptions of pay transparency with regard to pay processes, guidelines and methods employers use to communicate pay information. The results affirm that employee perceptions of pay transparency and a culture of pay secrecy differ substantially across employees from various organizational contexts. Employers should anticipate that there will be increasing demands from governments and employees for pay transparency. Given the positive outcomes commonly associated with pay transparency, it benefits employers to be more open with their rationale for employee pay practices. However, employers must be aware of the challenges associated with pay transparency, which include having sound pay systems based on clear policies and rationale, and providing individual pay privacy. Employers are advised to make sure that managers understand the pay system and pay transparency policies, so they can accurately communicate pay programs.