TY - JOUR AU - Savelsbergh, C.M.J.H. AU - Poell, R.F. AU - Heijden, B.I.J.M. van der PY - 2015 UR - https://hdl.handle.net/2066/134361 AB - An exploratory field study was conducted among 30 project teams in the sectors of building and utilities, engineering and construction, infrastructure, and area decontamination and development in the Netherlands. It examined the influence of leadership on team learning behaviors and included team stability as a potential mediator, all analyzed at the team level using structural equation modeling. Results indicated that both person-oriented and task-oriented leadership behaviors were directly and positively related to team learning. Team stability did not mediate the relationship between leadership and team learning; however, a strong direct relationship between team stability and team learning was found. These findings have implications for interventions by all stakeholders of project teams (i.e., team members, project managers, and supervisors) aimed at increasing team learning. Suggestions are presented for leadership practices that stimulate project team learning behaviors. TI - Does team stability mediate the relationship between leadership and team learning? An empirical study among Dutch project teams EP - 418 SN - 0263-7863 IS - iss. 2 SP - 406 JF - International Journal of Project Management VL - vol. 33 PS - 13 p. DO - http://dx.doi.org/10.1016/j.ijproman.2014.08.008 ER - TY - CHAP AU - Semeijn, J. AU - Dam, K. van AU - Vuuren, T. van AU - Heijden, B.I.J.M. van der PY - 2015 UR - https://hdl.handle.net/2066/148794 AB - Changing economic and social circumstances, as well as changing demographics are leading to a growing interest in sustainable labour participation of workers. In terms of business considerations, sustainable labour participation refers to people value, or more social value, of business practice and involves a longer term perspective. This chapter provides a conceptual framework for (micro-level) individual sustainable labour participation, in terms of its components: employability, vitality and workability. Next, an overview of important antecedents (at micro-level and meso-level) will be given, building on the theoretical notions of, especially, the Job Demands–Job Resources model. The chapter also serves a practical aim: insight in stimulating versus hindering antecedents can contribute to a better understanding of what employers (meso-level) and employees (micro-level) can do to realize more sustainable organizational practices. The relation with and consequences for sustainable careers are therefore discussed, resulting in several recommendations for future research and for organizational practice. PB - Cheltenham, UK and Northampton, MA, US : Edward Elgar TI - Sustainable labour participation and sustainable careers EP - 160 SN - 9781782547020 SP - 146 CT - Vos, A. de; Heijden, B.I.J.M. van der (ed.), Handbook of Research on Sustainable Careers DO - http://dx.doi.org/10.4337/9781782547037.00015 ER - TY - JOUR AU - Braam, G.J.M. AU - Poutsma, F. PY - 2015 UR - https://hdl.handle.net/2066/148914 AB - This study investigates the relationship between broad-based financial participation plans (which target all employees) and financial performance, using a panel dataset of listed, companies (excluding financial institutions) during the period 1992–2009, comprising 2,153 observations. We make a distinction between broad-based profit sharing, share and stock option plans. The panel data allow us to take into account time-lag effects, as profit sharing is usually said to have short-term effects, while share plans and stock options and are intended to have longer term impact. Our results show that broad-based profit sharing and share plans and combinations of these plans are positively related with financial performance when compared with companies without such plans. However, the results are inconsistent for the associations between broad-based stock option plans and financial performance in the longer term. These findings extend the literature on financial participation plans by including different forms of broad-based financial participation and showing that the different forms affect companies’ financial performance differently. Our results also support earlier reports in the literature, which suggest that there are important synergies between broad-based profit-sharing and share plans, in terms of a better combination of intrinsic ownership behaviors and extrinsic motivation of employees as well as a stronger focus on collective interest and performance when compared with single plans. TI - Broad-Based Financial Participation Plans and Their Impact on Financial Performance: Evidence from a Dutch Longitudinal Panel EP - 202 SN - 0013-063X IS - iss. 2 SP - 177 JF - De Economist VL - vol. 163 N1 - 21 december 2014 PS - 26 p. DO - http://dx.doi.org/10.1007/s10645-014-9249-1 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/148914/148914_pre.pdf?sequence=3 ER - TY - CHAP AU - Benschop, Y.W.M. AU - Brink, M.C.L. van den AU - Verloo, M.M.T. PY - 2015 UR - https://hdl.handle.net/2066/147449 PB - Nijmegen : Vantilt uitgeverij TI - De mythe van het feministische paradijs EP - 46 SN - 9789460042546 SP - 35 CT - Dudink, S.; Plate, L. (ed.), Mythen van gender. Essays voor Willy Jansen L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/147449/147449.pdf?sequence=1 ER - TY - CHAP AU - Poutsma, F. AU - Eert, C. van AU - Ligthart, P.E.M. PY - 2015 UR - https://hdl.handle.net/2066/170726 AB - This paper investigated the effect of employee share ownership, mediated through psychological ownership, on organizational citizenship behavior. The analysis included the possible complementary role of High Performance Ownership systems. This paper investigated these relationships by analyzing employee survey data from a Dutch organization that has implemented employee share ownership. We used PLS, a variance-based structural equation model to test the hypotheses. The results showed a direct influence of employee ownership on organizational citizenship behavior, but the relationship was not mediated by psychological ownership. Unexpectedly, the results show that a High Performance Work System bundle without employee ownership generates psychological ownership, but this does not influence organizational citizenship behavior. This research could not confirm the comprehensive model in which employee ownership, HRM system, and psychological ownership are positively related to each other. We choose a deliberate set of HR practices on theoretical grounds, but future research could investigate other sets of HR practices that may produce the expected effects. This research showed that employee ownership has a positive influence on organizational citizenship behavior. Organizations are therefore advised to consider implementing employee ownership. The results also show that a set of HR practices positively influences psychological ownership. The results suggest that organizations should strive for a consistent message, which makes the employees feel that they are taken serious as and deserve to be owners. We analyzed the influence of a configuration of high performance ownership system on psychological ownership and organizational citizenship behavior that is not done before. PB - Bradford, UK : Emerald TI - Employee Ownership and Organizational Citizenship Behavior: High Performance Ownership Systems and the Mediating Role of Psychological Ownership EP - 248 SN - 9781785603792 SP - 223 CT - Kauhanen, A. (ed.), Advances in the Economic Analysis of Participatory & Labor-Managed Firms DO - http://dx.doi.org/10.1108/s0885-333920150000016015 ER - TY - CHAP AU - Heijden, B.I.J.M. van der PY - 2015 UR - https://hdl.handle.net/2066/155421 PB - Utrecht : GrafiServices TI - Waar de jeugd vooral maximale groei zoekt, zijn ouderen meer geïnteresseerd in zelfontplooiing CT - Stolze, A. (ed.), Gezond ondernemen van Zilveren Kruis ER - TY - JOUR AU - Siebers, H. AU - Dennissen, M.H.J. PY - 2015 UR - https://hdl.handle.net/2066/150318 AB - Like elsewhere in Europe, a discourse that is hostile to migrants in general and Muslims in particular has emerged in Dutch politics and media. Can we understand this Dutch migrant-hostile discourse as a kind of racism, i.e. cultural racism? The authors studied this discourse (Dutch political and media texts) and its impact on the lived experiences of Dutch Moroccan Muslims in work settings (21 interviews). They found little evidence of the concept of cultural racism as long as it maintains notions of biological or genetic hierarchy, while it becomes redundant once it abandons such notions. Alternative concepts like cultural essentialism and cultural fundamentalism are sufficient to understand this discourse as well as its impact on Moroccan Muslims’ lived experiences. Cultural fundamentalism has become successful because it belongs to a different category than racism. TI - Is it cultural racism? Discursive exclusion and oppression of migrants in the Netherlands EP - 489 SN - 0011-3921 IS - iss. 3 SP - 470 JF - Current Sociology VL - vol. 63 N1 - 9 oktober 2014 DO - http://dx.doi.org/10.1177/0011392114552504 ER - TY - CHAP AU - Heijden, B.I.J.M. van der AU - Vos, A. de PY - 2015 UR - https://hdl.handle.net/2066/162314 PB - Singapore : Springer TI - Sustainable Employability and Aging EP - 10 SN - 9789812870803 SP - 1 CT - Pachana, N.A. (ed.), Encyclopedia of Geropsychology DO - http://dx.doi.org/10.1007/978-981-287-080-3_246-1 ER - TY - JOUR AU - Valkenburg, L. AU - Homburg, V.M.F. AU - Heijden, B.I.J.M. van der PY - 2015 UR - https://hdl.handle.net/2066/155422 AB - DOEL: Het doel van dit onderzoek is (1) te beschrijven in welke mate verpleegkundigen overwegen te veranderen van baan of van werkgever, (2) de voorkeur voor specifieke loopbaankeuzes te verklaren en (3) op basis hiervan aanbevelingen te doen om ongewenst verloop van verpleegkundigen te voorkomen. METHODE: Door middel van een survey onder 318 verpleegkundigen die werkzaam zijn in een topklinisch perifeer ziekenhuis wordt vertrekgeneigdheid en voorkeur voor verschillende loopbaankeuzes vastgesteld. Met behulp van logistische regressieanalyse worden verklaringen getoetst voor verschillende loopbaankeuzes. RESULTATEN: De vertrekgeneigdheid onder verpleegkundigen kan worden verklaard door problemen met de werk-privébalans, een lagere werktevredenheid, en door ontevredenheid met het management en de wijze van leidinggeven. CONCLUSIE: Vrijwillig en ongewenst vertrek van verpleegkundigen uit een topklinisch perifeer ziekenhuis (extramuraal) kan worden voorkomen door gericht aandacht te schenken aan problemen met betrekking tot de werk-privébalans, werktevredenheid en tevredenheid met het management en de wijze van leiding geven, en niet noodzakelijkerwijs door middel van salarismaatregelen en secundaire arbeidsvoorwaarden. TI - Waarom veranderen verpleegkundigen van baan? Determinanten voor vertrekgeneigdheid onder verpleegkundigen werkzaam in een groot topklinisch perifeer ziekenhuis EP - 9 SN - 0920-3273 IS - iss. 2 SP - 4 JF - Verpleegkunde VL - vol. 30 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/155422/155422.pdf?sequence=1 ER - TY - CHAP AU - Heijden, B.I.J.M. van der AU - Vos, A. de PY - 2015 UR - https://hdl.handle.net/2066/148793 AB - In this introductory chapter we will introduce the concept of ‘sustainable careers’ within the broader framework of contemporary careers. Departing from changes in the career context with regard to the dimensions of time, social space, agency and meaning, we advocate a fresh perspective on careers that recognizes the complexity of the career concept, thereby elaborating on existing career concepts, rather than aiming to replace them. Subsequently, we come up with a definition of the concept: ‘the sequence of an individual’s different career experiences, reflected through a variety of patterns of continuity over time, crossing several social spaces, and characterized by individual agency, herewith providing meaning to the individual.’ Next, we will outline how sustainable careers are conceived and examined theoretically or empirically throughout the different chapters of this Handbook. PB - Cheltenham, UK and Northampton, MA, US : Edward Elgar TI - Sustainable careers: Introductory chapter EP - 19 SN - 9781782547020 SP - 1 CT - Vos, A. de; Heijden, B.I.J.M. van der (ed.), Handbook of Research on Sustainable Careers DO - http://dx.doi.org/10.4337/9781782547037.00006 ER - TY - BOOK AU - Vos, A. de AU - Heijden, B.I.J.M. van der PY - 2015 SN - 9781782547020 UR - https://hdl.handle.net/2066/147483 PB - Cheltenham, UK and Northampton : Edward Elgar TI - Handbook of Research on Sustainable Careers PS - 496 p. DO - http://dx.doi.org/10.4337/9781782547037 ER - TY - JOUR AU - Waal, A.A. de AU - Heijden, B.I.J.M. van der PY - 2015 UR - https://hdl.handle.net/2066/142743 AB - There is still a good deal of confusion in the literature about how the use of a performance management system affects overall organizational performance. Some researchers find that performance management enhances both the financial and non-financial results of an organization, while others do not find any positive effects or, at most, ambiguous effects. An important step toward getting more clarity in this relationship is to investigate the role performance management plays in creating and maintaining a high-performance organization (HPO). The purpose of this study is to integrate performance management analysis (PMA) and high-performance organization (HPO). A questionnaire combining questions on PMA dimensions and HPO factors was administered to two European-based multinational firms. Based on 468 valid questionnaires, a correlation analysis was performed on the PMA dimensions and the HPO factors in order to test the impact of performance management on the factors of high organizational performance. The results show strong and significant correlations between all the PMA dimensions and all the HPO factors, indicating that a performance management system that fosters performance-driven behavior in the organization is of critical importance to strengthen overall financial and non-financial performance. TI - The Role of Performance Management in Creating and Maintaining a High-Performance Organization EP - 11 SN - 2245-408X IS - iss. 1 SP - 1 JF - Journal of Organization Design VL - vol. 4 DO - http://dx.doi.org/10.7146/jod.17955 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/142743/142743.pdf?sequence=1 ER - TY - JOUR AU - Poutsma, F. AU - Moerel, H.W.J. AU - Ligthart, P.E.M. PY - 2015 UR - https://hdl.handle.net/2066/148925 AB - This article compares the spread of broad-based individual performance-related pay practices (PRP) in Central and Eastern European (CEE) and Western European companies. The article investigates the dominance effect of multinational enterprises (MNEs) and the constraining effects of industrial relations, i.e. collective bargaining and union influence. A key finding is that we did not find stronger influence by US MNEs compared with other MNEs. Regarding the determinants of industrial relations, in general decentralised firm-level bargaining supports the adoption of PRP schemes, whereas a greater degree of unionisation tends to reduce it. However, the latter effect is not found in CEE countries with their more permissive industrial relations system. The fact that there are high levels of broad-based individual PRP in CEE, that there is no negative association with unionisation and a positive relationship with firm-level bargaining and no effect of MNEs suggests that this practice is well established in firms in CEE. TI - Multinational enterprises: Comparing performance-related pay between companies in Eastern and Western Europe EP - 316 SN - 0022-1856 IS - iss. 2 SP - 291 JF - Journal of Industrial Relations VL - vol. 57 N1 - 17 februari 2015 PS - 26 p. DO - http://dx.doi.org/10.1177/0022185614564374 ER - TY - GEN AU - Braam, G.J.M. AU - Poutsma, F. PY - 2015 UR - https://hdl.handle.net/2066/162905 TI - Broad-based Financial Participation Plans and their Impact on Financial Performance. Evidence from a Dutch Longitudinal Panel. N1 - Mid-Year Fellows Workshop in Honor of Louis O. Kelso, 13 januari 2015 N1 - Rutgers University School of Management and Labor Relations New Brunswick, New Jersey : [S.n.] PS - 33 p. ER - TY - GEN AU - Schouteten, R.L.J. PY - 2015 UR - https://hdl.handle.net/2066/144846 TI - HRM en innovatie; eerste resultaten N1 - Congres HRM & Innovatie, 12 maart 2015 N1 - Ede : [S.n.] ER - TY - GEN AU - Schouteten, R.L.J. PY - 2015 UR - https://hdl.handle.net/2066/170752 TI - Van PSA naar PSE: het zit 'm in de balans N1 - Congres BA&O, 17 april 2015 N1 - Ravenstein : [S.n.] ER - TY - JOUR AU - Schouteten, R.L.J. PY - 2015 UR - https://hdl.handle.net/2066/151457 TI - Gezondheid! SN - 1571-6139 IS - iss. 3 SP - 13 JF - Inzicht VL - vol. 21 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/151457/151457.pdf?sequence=1 ER - TY - JOUR AU - Schouteten, R.L.J. PY - 2015 UR - https://hdl.handle.net/2066/159487 AB - Enkele weken geleden kreeg ik een uitnodiging van Flitspanel1 voor het deelnemen aan een onderzoek naar prestatiedruk van wetenschappelijk personeel. Dit onderzoek wordt uitgevoerd in opdracht van SoFoKles, het Sociaal Fonds voor de Kennissector. Aanleiding voor dit verkennende onderzoek onder wetenschappelijk personeel is de verschuiving naar een meer bedrijfsmatige aansturing van universiteiten. Herkenbare voorbeelden hiervan zijn het in concurrentie verdelen van onderzoeksgelden en het sturen op resultaten (aantallen publicaties, aantal afstudeerders, aantal promovendi, prestatie-indicatoren voor onderwijskwaliteit, enz.). Voor wetenschappelijk personeel aan universiteiten betekent deze verschuiving dat er meer druk van buitenaf ontstaat om te voldoen aan eisen op het gebied van onderwijs en onderzoek. Deze ontwikkeling is niet nieuw, maar de aandacht voor eventuele ongewenste negatieve gevolgen is wel van recenter datum. TI - Prestatiedruk EP - 105 SN - 0169-2216 IS - iss. 2 SP - 103 JF - Tijdschrift voor Arbeidsvraagstukken VL - vol. 31 PS - 3 p. DO - http://dx.doi.org/10.5553/TvA/016922162015031002001 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/159487/159487.pdf?sequence=1 ER - TY - JOUR AU - Schouteten, R.L.J. PY - 2015 UR - https://hdl.handle.net/2066/159488 AB - Het thema robotisering staat de laatste tijd weer erg in de belangstelling. Naar aanleiding van een rapport van de economen Frey en Osborne (2013) hebben twee journalisten van de Volkskrant een analyse gemaakt van de mate waarin beroepen in Nederland gevoelig zijn voor robotisering. Zij komen tot de conclusie dat er heel wat banen op de tocht staan. Ook minister Asscher van Sociale Zaken en Werkgelegenheid (SZW) schetste tijdens een toespraak op een SZW-congres (29 september 2014) een scenario van grote technologische werkloosheid. TI - Robotisering: het kan, maar moet het ook? EP - 127 SN - 0169-2216 IS - iss. 2 SP - 124 JF - Tijdschrift voor Arbeidsvraagstukken VL - vol. 31 PS - 4 p. DO - http://dx.doi.org/10.5553/TvA/016922162015031002003 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/159488/159488.pdf?sequence=1 ER - TY - CHAP AU - Heres, L. PY - 2015 UR - https://hdl.handle.net/2066/149542 PB - Den Haag : BIOS TI - Van amoreel naar ethisch leiderschap EP - 29 SP - 22 CT - Talsma, J.; Karssing, E. (ed.), Jaarboek Integriteit 2015 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/149542/149542.pdf?sequence=1 ER - TY - CHAP AU - Heres, L. PY - 2015 UR - https://hdl.handle.net/2066/170728 PB - Oxfordshire : Routledge TI - Ethical leadership research: Looking beyond the leader EP - 180 SN - 9780415725286 SP - 165 CT - Wal, Z. van der; Lawton, A.; Huberts, L.W.J.C. (ed.), Ethics in Public Policy and Management. A Global Research Companion ER - TY - CHAP AU - Paanakker, H.L. AU - Heres, L. PY - 2015 UR - https://hdl.handle.net/2066/149440 AB - Safeguarding ethics and integrity has become an important indicator of public organizations’ success and legitimacy. Public organizations seek to steer toward ethical processes, ethical behaviors, and ethical outcomes through different types and measures of ethics management. This entry sets out to identify and explain what forms of ethics management are typically employed and what is known of their effects. PB - New York : Taylor & Francis TI - Ethics Management EP - 4 SN - 9781466569096 SP - 1 CT - Dubnick, M.; Bearfield, D. (ed.), Encyclopedia of Public Administration and Public Policy DO - https://doi.org/10.1081/E-EPAP3-120053457 ER - TY - CHAP AU - Heijden, B.I.J.M. van der AU - Peters, P. AU - Kelliher, C. PY - 2015 UR - https://hdl.handle.net/2066/134550 PB - London, UK : Routledge TI - New ways of working and employability. Towards an agenda for HRD EP - 551 SN - 9780415820424 SP - 542 CT - Poell, R.F.; Rocco, T.S.; Roth, G.L. (ed.), The Routledge companion to human resource development ER - TY - JOUR AU - Peters, P. AU - Batenburg, R.S. PY - 2015 UR - https://hdl.handle.net/2066/155442 AB - This study uses a knowledge transfer perspective, focusing both on 'disruptive' and 'commiting' consequences of teleworking affecting organisational knowledge transfer, to understand variations in the adoption and formalisation of teleworking practices in organisations. It hypothesises the influence of a set of conditions related to the so-called 'knowledge transfer risk': constituent characteristics (i.e., the percentage of knowledge workers; the presence of time and spatial flexible work arrangements; and output management), cultural compatibility (flexible organisational culture), and management cognition (managers' perceived telework attributes relating to productivity; social cohesion; and work-life balance). Hypotheses are tested through a series of multivariate logistic regression analyses. Survey data were collected in 2003 among 407 firms. Our study shows that firms are more likely to integrate teleworking practices in their strategic HR management policies and introduce formal teleworking policies as a long-term investment in (highly-valued) personnel, when the knowledge transfer risk is lower and when they anticipate higher organisational commitment and productivity levels due to teleworking. These findings indicate direction for policy makers that aim to stimulate telework adoption and formalisation of fair telework policies. TI - Telework adoption and formalization in organizations from a knowlegde transfer perspective EP - 270 SN - 2043-9032 IS - iss. 2/3 SP - 251 JF - International Journal of Work Innovation VL - vol. 1 DO - https://doi.org/10.1504/IJWI.2015.074169 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/155442/155442.pdf?sequence=1 ER - TY - CHAP AU - Vinkenburg, C.J. AU - Engen, M.L. van AU - Peters, P. PY - 2015 UR - https://hdl.handle.net/2066/170721 PB - Cheltenham, UK and Northampton, MA, US : Edward Elgar TI - Promoting new norms and true flexibility: sustainability in combining career EP - 145 SN - 9781782547020 SP - 131 CT - Vos, A. de; Heijden, B.I.J.M. van der (ed.), Handbook of Research on Sustainable Careers DO - https://doi.org/10.4337/9781782547037.00014 ER - TY - THES AU - Berger, L.J. PY - 2015 UR - https://hdl.handle.net/2066/143447 PB - [S.l. : s.n.] TI - Working the net : a critical study on networking practices in university-industry collaborations N1 - Promotor : Benschop, Y.W.M. Co-promotor : Brink, M.C.L. van den N1 - Radboud Universiteit Nijmegen, 3 september 2015 PS - 129 p. L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/143447/143447.pdf?sequence=1 ER - TY - JOUR AU - Peters, P. AU - Lam, W. PY - 2015 UR - https://hdl.handle.net/2066/149767 AB - This study uses a ‘paradox lens’ to contribute to employability debates in HRM by examining the effectiveness of employability enhancing policies and practices (hereafter EP&Ps) in three case organizations. We identify three organizing paradoxes reflecting the complexities of the Dutch economic, political and socio-cultural contexts. In line with the EP&Ps’ competing goals, we label these: the ‘(inverted) flexibility/commitment paradox’; ‘self-management/(human-resource) management paradox’; and the ‘sustainability/effectiveness and efficiency paradox’. We further analyse how their underlying paradoxical tensions spill over and create role-performance, belonging and learning paradoxical tensions at the micro-level and how these cumulatively impact managers’ and employees’ responses to EP&Ps. We then explore how HRM tries to actively go beyond ‘reinforcing paradox cycles’ by creating awareness and stimulating contextual change to foster the wider adoption of EP&Ps. In conclusion, we argue that the paradox lens can inform HRM scholars and labour market stakeholders to search for innovative ways to study and govern contemporary employability issues. TI - Can employability do the trick? Revealing paradoxical tensions and responses in the process of adopting innovative employability enhancing policies and practices in organizations EP - 258 SN - 0179-6437 IS - iss. 3-4 SP - 235 JF - Zeitschrift für Personalforschung VL - vol. 29 DO - https://doi.org/10.1688/ZfP-2015-03-Peters L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/149767/149767.pdf?sequence=1 ER - TY - JOUR AU - Brink, M.C.L. van den PY - 2015 UR - https://hdl.handle.net/2066/150716 AB - - Purpose – The purpose of this paper is to contribute to the knowledge on the slow gender change in academia by examining university leaders’ defensive patterns of responses to feminist knowledge. Identifying the most common responses will enable scholars and practitioners engaged in equality work in academia to anticipate them and implement specialized interventions to target these arguments. - Design/methodology/approach – The author developed a reflexive, composite methodology, combining participatory action research, documentary analysis and auto-ethnography. It is an explorative study, based on author’s own interpretations and experiences while talking about gender inequality issues in the academic setting. Data are drawn from discussions stemming from public lectures and encounters in the academic setting where academic leaders were present between 2009 and 2015. - Findings – Three patterns of responses are identified: two defensive patterns and one which provides opportunities for change. The two defensive responses resisted the feminist knowledge on the basis of methodology/epistemology or the study’s findings. The pattern of commitment shows promising opportunities for change. - Research limitations/implications – For future research, it could be interesting to further explore the role of leaders in gender equality work. The author examines leaders who are gender aware and analyze how they champion gender equality in their organizations and what actions they take to increase equality. The actual leadership work that has to be done to create gender equal or inclusive work places is an under researched premise. - Originality/value – Hitherto, little is known about the way the feminist knowledge is received within in the academic community. This paper zooms in on this knowledge transfer and investigates a moment where feminist knowledge and academic leaders meet and learning opportunities occur. In addition, this paper shares the hard task we have as feminist scholars, and the feelings this brings to ones one identity as a scholar. TI - The politics of knowledge: the responses to feminist research from academic leaders EP - 495 SN - 2040-7149 IS - iss. 6 SP - 483 JF - Equality, Diversity and Inclusion VL - vol. 34 DO - https://doi.org/10.1108/EDI-01-2015-0004 ER - TY - JOUR AU - Berger, L.J. AU - Benschop, Y.W.M. AU - Brink, M.C.L. van den PY - 2015 UR - https://hdl.handle.net/2066/147341 AB - This paper gains insight into the role of gender in interpersonal networks, which is largely neglected in research on networking. We do so by exploring the concept of ‘practising gender’, the spatial-temporal accomplishment of gender practices, when people build, maintain and exit social networks. The paper is based on a study of male-dominated technological collaboration projects between universities and industry. Our analysis of observations of project meetings and interviews with project participants demonstrates how people in real time and space draw from culturally available gender practices in their networking with each other. This practising of gender was found to be done largely unreflexively, sometimes through humour, within allegedly trivial activities such as pouring coffee and socializing as well as in critical activities such as composing the network. The exploration of the practising of gender in relation to culturally available gender practices enabled us to examine how those gender practices are reproduced, stretched or challenged when people network. We show how focussing on the dynamic side of gender allows us to get better insight into how gender inequalities in networks are reproduced or countered on the micro-interactional level. TI - Practising Gender When Networking: The Case of University–Industry Innovation Projects EP - 578 SN - 0968-6673 IS - iss. 6 SP - 556 JF - Gender, Work and Organization VL - vol. 22 N1 - 11 juni 2015 PS - 23 p. DO - https://doi.org/10.1111/gwao.12104 ER - TY - CHAP AU - Benschop, Y.W.M. AU - Holgersson, C. AU - Brink, M.C.L. van den AU - Wahl, A. PY - 2015 UR - https://hdl.handle.net/2066/169097 AB - In this chapter, we zoom in on a set of diversity practices that prevail in organizations: training, mentoring, and networks. These practices meet scholarly critique for their lack of transformation. They are often seen as targeting ‘the Other’ employees to get them at par with majority employees, leaving the current system intact. However, it can be questioned whether values, practices and routines indeed remain intact in the organizations that engage in diversity training, mentoring, and networks. The aim of this chapter is to come to a better assessment of the transformative potential of these popular diversity practices. The notion of transformative potential means the potential for diversity practices to diminish inequalities by changing organizational work practices, norms, routines and interactions. We use the so-called 3D model that provides a systematic way of assessing diversity practices. We find that training, mentoring and networking can denote so many different things that it is as incorrect to dismiss any single of these interventions, as it is to praise them in general. We conclude that a multi-dimensional power perspective challenging structural discrimination and addressing conflicting interests is key to any diversity practice that strives for transformative change. PB - Oxford : Oxford University Press TI - Future Challenges for Practices of Diversity Management in Organizations SN - 9780199679805 CT - Bendl, R.; Bleijenbergh, I.; Henttonen, E. (ed.), The Oxford Handbook of Diversity in Organizations DO - https://doi.org/10.1093/oxfordhb/9780199679805.013.24 ER - TY - JOUR AU - Heijden, B.I.J.M. van der AU - Vuuren, T. van AU - Kooij, D.T.A.M. AU - Lange, A.H. de AU - Vuuren, T.C.V. van AU - Kooij, D.T.A.M. PY - 2015 UR - https://hdl.handle.net/2066/137370 AB - Purpose : The aim of this survey study among N=180 Dutch teachers was to examine the moderating role of calendar age and proactive personality in the relationships between developmental opportunities, on the one hand, and work engagement and self-perceived employability, on the other. The paper aims to discuss these issues. Design/methodology/approach: Hierarchical regression analyses have been used, illustrated by means of quotes - gathered through open questions in the survey - to support the quantitative findings. Findings: A significant interaction effect between calendar age and developmental opportunities in relation to self-perceived employability, but not to work engagement, has been found, revealing stronger positive effects for developmental opportunities among older workers than among younger ones. Research limitations/implications: The present study provides a starting-point for further research on professional development in other occupational settings. Practical implications: The use of age-conscious developmental opportunities is a powerful tool in encouraging life-long learning. Social implications: Improvement in teachers’ engagement and employability will enhance their performance, will consequently lead to better pupil performance, and will contribute to the wider status of the profession, meaning that more young talented people will seriously consider working in the field and thereby helping to address the urgent need for more teaching staff. Originality/value: This study increases the knowledge of professional development among teachers and examines to what extent age and proactivity play a role in this regard. The results of the empirical work challenge dominant views on age-related declines and losses, and invite the authors to continue scholarly work in this field focussing upon long-term intra-individual development. TI - Tailoring professional development for teachers in primary education: The role of age and proactive personality EP - 37 SN - 0268-3946 IS - iss. 1 SP - 22 JF - Journal of Managerial Psychology VL - vol. 30 PS - 16 p. DO - https://doi.org/10.1108/JMP-07-2014-0211 ER - TY - CHAP AU - Lange, A.H. de AU - Kooij, D.T.A.M. AU - Heijden, B.I.J.M. van der AU - Kooij, D. PY - 2015 UR - https://hdl.handle.net/2066/140624 PB - New York : Routledge TI - Human Resource Management and Sustainability at Work Across the Lifespan: An Integrative Perspective EP - 79 SN - 9781848725188 SP - 50 CT - Finkelstein, L.M.; Truxillo, D.M.; Fraccaroli, F. (ed.), Facing the Challenges of a Multi-Age Workforce. A Use-Inspired Approach ER - TY - CHAP AU - Rudolph, C.W. AU - Lange, A.H. de AU - Heijden, B.I.J.M. van der PY - 2015 UR - https://hdl.handle.net/2066/132038 AB - While a relatively large literature outlines adjustment processes for retirees in general, very little empirical and theoretical attention has focused on the psychological adjustment process for bridge employees. That is to say, few studies have attempted to understand the psychological mechanisms that predict adjustment to bridge employment, and there is scant theory to direct such efforts. The present chapter outlines and defines adjustment for bridge employees from life-course, life-span developmental, and self-regulation perspectives. The role of both intrapersonal and external resources and demands on the bridge employment adjustment process are discussed. A model of adjustment to bridge employment is offered that incorporates the idea of contextual resources-demands fit, and suggests a process by which the application of intrapersonal resources is enhanced via an agentic self-efficacy cycle. Finally, future directions for research and are discussed. PB - Heidelberg, DE : Springer Verlag TI - Adjustment processes in bridge employment: where we are and where we need to go EP - 242 SN - 9783319080062 SP - 221 CT - Bal, P.M.; Kooij, D.T.A.M.; Rousseau, D.M. (ed.), Aging Workers and the Employee-Employer Relationship DO - https://doi.org/10.1007/978-3-319-08007-9 ER - TY - JOUR AU - Muller, A. AU - Lange, A.H. de AU - Weigl, M. AU - Heijden, B.I.J.M. van der AU - Ackermans, J. AU - Wilkenloh, J PY - 2015 UR - https://hdl.handle.net/2066/142327 AB - Owing to the aging of Western societies, an increasing number of people over age 65 are now working in bridge employment. Research is needed to understand how job characteristics in bridge employment should be designed to support older employees' productivity, considering potential declines in intra-individual resources. Drawing on lifespan development of resources and job design models, we investigated the interplay of cognitive functioning, job demands, and job control, and their impact on task performance, in a sample of workers in bridge employment. In total, 228 employees from a Dutch temporary employment agency that contracts workers aged 65 years and older participated in this longitudinal study, with a 1-year time lag. Of the panel, 74.1% of the respondents were male, and the mean age was 69.02 years (range 65-80 years). Cognitive functioning, job demands, job control, and task performance were assessed two times with thoroughly validated self-report measures. Good cognitive functioning emerged as an essential intra-individual resource in order to maintain good task performance for employees aged 65 years and older. After including the influence of job demands and job control, positive effects of cognitive functioning on task performance remained significant only in a high-strain job (with high job demands and low job control). This outcome suggests that age-related changes in cognitive functioning among employees above the age of 65 years only affect productivity at work when the job demands are too high relative to the available job control. Implications for retirement research and lifespan perspectives of job design research are discussed. TI - Task performance among employees above age 65: The role of cognitive functioning and job demand-control EP - 308 SN - 2054-4642 IS - iss. 3 SP - 296 JF - Work, Aging and Retirement VL - vol. 1 PS - 13 p. DO - https://doi.org/10.1093/workar/wav001 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/142327/142327.pdf?sequence=1 ER - TY - JOUR AU - Bal, P.M. AU - Lange, A.H. de AU - Heijden, B.I.J.M. van der AU - Zacher, H. AU - Oderkerk, F. AU - Otten, S. PY - 2015 UR - https://hdl.handle.net/2066/145248 AB - The aims of this study were to examine how workers' negative age stereotypes (i.e., denying older workers' ability to develop) and negative meta-stereotypes (i.e., beliefs that the majority of colleagues feel negative about older workers) are related to their attitudes towards retirement (i.e., occupational future time perspective and intention to retire), and whether the strength of these relationships is influenced by workers' self-categorization as an “older” person. Results of a study among Dutch taxi drivers provided mixed support for the hypotheses. Negative meta-stereotypes, but not negative age stereotypes, were associated with fewer perceived opportunities until retirement and, in turn, a stronger intention to retire. Self-categorization moderated the relationships between negative age (meta-)stereotypes and occupational future time perspective. However, contrary to expectations, the relations were stronger among workers with a low self-categorization as an older person in comparison with workers with a high self-categorization in this regard. Overall, results highlight the importance of psychosocial processes in the study of retirement intentions and their antecedents. TI - Young at heart, old at work? Relations between age, (meta-)stereotypes, self-categorization, and retirement attitudes EP - 45 SN - 0001-8791 SP - 35 JF - Journal of Vocational Behavior VL - vol. 91 PS - 11 p. DO - https://doi.org/10.1016/j.jvb.2015.09.002 ER - TY - CHAP AU - Poutsma, E. AU - Kaarsemaker, E.C.A. PY - 2015 UR - https://hdl.handle.net/2066/170735 AB - This chapter broadens our understanding of the added value of employee financial participation. Financial participation is a generic term for the participation of employees in profit and enterprise results including equity of their employing firm. In general, there are two forms of employee financial participation: profit-sharing and employee share ownership (including options). While profit sharing is considered as an incentive for employees with positive individual and organizational level outcomes, employee share ownership adds to that a share holding element where employees may consider themselves as co-owners of the firm, including the possibility of voice and control. In this chapter we review the current literature on the impact of financial participation and show that in most cases the literature shows positive effects on outcomes. However, the literature also shows that financial participation is not a HR instrument that produces the results mainly in a generic way, but that the best results can be achieved when embedded in a configuration of HR policies and practices, which we call ‘high performance ownership system’. PB - Heidelberg : Springer TI - Added Value of Employee Financial Participation EP - 196 SN - 9783319081854 SP - 181 CT - Andresen, M.; Nowak, C. (ed.), Human Resource Management Practices. Assessing Added Value ER - TY - JOUR AU - Tedmanson, D. AU - Essers, C. AU - Dey, P. AU - Verduyn, K. PY - 2015 UR - https://hdl.handle.net/2066/143777 AB - The overemphasis on individualism in much normative entrepreneurship discourse belies the powerful role played by local level and communal forms of barter, culturally based collectivist models of organization, social enterprise, and other forms of co-investment. Following Rindova et al., we argue innovation in entrepreneurship can be an emancipatory process with broad change potential to bring about new economic, social, institutional, and cultural environments. New forms of productive social relations and cooperative effort generate new ways of liberating individual and collective existence. However, the dark side of entrepreneurialism also casts its shadow over the pursuit of an idealized commons. Romanticizing forms of collective entrepreneurialism as a means for elevating vulnerable groups may have contrary effects, especially for those already socially and economically marginalized. Theorizing entrepreneurship from a critical perspective, we draw on Laclau’s emancipation–oppression dualism. We explore the contradictions and potentialities of locally based communal entrepreneurship as expressions of a dynamic tension, which is simultaneously both transformative and exploitative in orientation. TI - An Uncommon Wealth . . .Transforming the Commons With Purpose, for People and Not for Profit! EP - 444 SN - 1056-4926 IS - iss. 4 SP - 439 JF - Journal of Management Inquiry VL - vol. 24 PS - 6 p. DO - https://doi.org/10.1177/1056492615579791 ER - TY - CHAP AU - Essers, C. AU - Heijden, B.I.J.M. van der AU - Notelaers, G.L.A. PY - 2015 UR - https://hdl.handle.net/2066/136310 PB - Amsterdam : Amsterdam University Press TI - De in/exclusie van de 'Ander' op de arbeidsmarkt in het algemeen en werknemers bij ATOS en SNS Reaal in het bijzonder EP - 182 SN - 9789089648020 SP - 165 CT - Davidovic, M.; Terlouw, A. (ed.), Diversiteit en discriminatie ER - TY - CHAP AU - Tedmanson, D. AU - Essers, C. PY - 2015 UR - https://hdl.handle.net/2066/169094 AB - This chapter extends on existing critical entrepreneurship contributions to illustrate and analyse how diversity entrepreneurship stemming from diverse contexts can enhance understandings of entrepreneurship as a socially and culturally constructed phenomenon. The chapter first explores the perspectives of Indigenous entrepreneurs in Australia, and second the diverse experience of female Turkish entrepreneurial ‘others’ in both the UK and the Netherlands. Exploring the different roles played by different national contexts in shaping entrepreneurial agency and resistance, rich case study material is used to illustrate how diversity can assist minority entrepreneurs while at the same time also constraining opportunity. The chapter reveals how new takes on entrepreneurship in different locations and settings can reveal not only new forms of entrepreneurial diversity, but also the increasing diversity of how (and what) entrepreneuring can mean PB - Oxford, UK : Oxford University Press TI - Entrepreneurship and Diversity SN - 9780199679805 CT - Bendl, R.; Bleijenbergh, I.; Henttonen, E. (ed.), Oxford Handbook of Diversity in Organisations DO - https://doi.org/10.1093/oxfordhb/9780199679805.013.14 ER - TY - JOUR AU - Bücker, J.J.L.E. AU - Korzilius, H.P.L.M. PY - 2015 UR - https://hdl.handle.net/2066/143118 AB - In this study, we test the strength of a cross-cultural simulation game, Ecotonos, in the development of cultural intelligence (CQ) and self-efficacy amongst business students. Cross-cultural training is perceived as an important tool to help develop cross-cultural competence in international managers. Within the training literature, a distinction is made between various types of training, roughly the more cognitive knowledge-transferring training formats and more behavioral training formats such as cultural simulation games or cross-cultural role-plays. The impact of these cross-cultural role-plays is perceived to be stronger due to the process of practicing new behavior in an intercultural safe setting. In this study, we test such a behavioral training format, Ecotonos, to investigate the impact of this cross-cultural intervention on the cultural competence of students in higher business education. This study shows that the use of the Ecotonos cross-cultural role-play supports the development of CQ, specifically metacognitive, motivational, and behavioral CQ. Next, it shows an increase in the development of confidence in cross-cultural encounters. Communication effectiveness did not increase as a result of the Ecotonos cross-cultural role-play. TI - Developing cultural intelligence: assessing the effect of the Ecotonos cultural simulation game for international business students EP - 2014 SN - 0958-5192 IS - iss. 15 SP - 1995 JF - International Journal of Human Resource Management VL - vol. 26 PS - 20 p. DO - https://doi.org/10.1080/09585192.2015.1041759 ER - TY - RPRT AU - Bücker, J.J.L.E. AU - Siegert, H. AU - Bom, J. AU - Haan, W. de PY - 2015 UR - https://hdl.handle.net/2066/149054 PB - [S.l.] : arbokennisnet.nl TI - Dossier Organisatiecultuur en Culturele Diversiteit PS - 48 p. L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/149054/149054.pdf?sequence=1 ER - TY - JOUR AU - Emans, B.J.M. AU - Veth, K.N. AU - Emans, B. AU - Heijden, B.I.J.M. van der AU - Korzilius, H.P.L.M. AU - Lange, A.H. de PY - 2015 UR - https://hdl.handle.net/2066/139968 AB - The aims of this article are to (a) examine the prevalence of HR (HRM and HRD) practices to retain older workers in health care organizations; (b) evaluate those HR practices that are specifically designed to facilitate the retention of older workers; and (c) classify those HR practices against the needs of older workers, line managers, and HR professionals. To achieve these aims, 51 interviews were conducted with older workers, line managers, and HR professionals working in 15 Dutch hospitals and care service organizations in late 2010. The study had a mixed-methods setup in that the collected information was partly quantitative (figures about the prevalence and outcomes of practices), and partly qualitative (incorporating illustrative reflections or observations offered by interviewees), the latter complementing the former. Maintenance HR practices (practices that are focused on retaining older workers in their current jobs) appeared to be by far more prevalent compared to development HR practices (practices that are focused on advancement, growth and accomplishment, and that encourage individual workers to achieve new and challenging levels of functioning). In general, both types of HR practices were evaluated as successful by older workers, line managers, and HR professionals. Unexpectedly, the successful evaluations of the maintenance practices appeared to be attributed to developmental rather than maintenance processes. Furthermore, the needs of older workers appeared to be strongly related to both development practices and, although to a lesser degree, maintenance practices. The article concludes with relevant directions for future research. TI - Development (f)or maintenance? An empirical study on the use of and need for HR practices to retain older workers in health care organizations EP - 80 SN - 1044-8004 IS - iss. 1 SP - 53 JF - Human Resource Development Quarterly VL - vol. 26 PS - 28 p. DO - https://doi.org/10.1002/hrdq.21200 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/139968/139968.pdf?sequence=1 ER - TY - JOUR AU - Giesbers, A.P.M. AU - Schouteten, R.L.J. AU - Poutsma, F. AU - Heijden, B.I.J.M. van der AU - Achterberg, T. van PY - 2015 UR - https://hdl.handle.net/2066/175505 AB - AIM: This contribution develops a conceptual framework that illustrates how feedback on quality measurements to nursing teams can be related to nurses' well-being and quality improvement. BACKGROUND: It is assumed that providing nursing teams with feedback on quality measurements will lead to quality improvement. Research does not fully support this assumption. Additionally, previous empirical work shows that feedback on quality measurements may have alienating and demotivating effects on nurses. EVALUATION: This article uniquely integrates scholarly literature on feedback provision and strategic human resource management. KEY ISSUE: The relationship between feedback provision, nurses' well-being and quality improvement remains unclear from research until now. CONCLUSION: Three perspectives are discussed that illustrate that feedback provision can result in quality improvement at the expense of or for the benefit of nurses' well-being. To better understand these contradictory effects, research should examine nurses' perceptions of feedback as mediating variables, while incorporating context factors as moderating variables. IMPLICATIONS FOR NURSING MANAGEMENT: Nursing management can use feedback on quality measurements to nursing teams, as a tool for enhanced quality and as a motivating tool. However, nurses' perceptions and contextual variables are important for the actual success of feedback. TI - Feedback provision, nurses' well-being and quality improvement: towards a conceptual framework EP - 691 SN - 0966-0429 IS - iss. 5 SP - 682 JF - Journal of Nursing Management VL - vol. 23 DO - https://doi.org/10.1111/jonm.12196 ER - TY - RPRT AU - Herschberg, C. AU - Berger, L.J. PY - 2015 SN - 9788884436412 UR - https://hdl.handle.net/2066/181846 PB - Trento : University of Trento PB - [S.l.] : University of Trento TI - Academic Careers and Gender Inequality: Leaky Pipeline and Interrelated Phenomena in Seven European Countries L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/181846/181846.pdf?sequence=1 ER - TY - RPRT AU - Herschberg, C. PY - 2015 SN - 9788884436474 UR - https://hdl.handle.net/2066/181847 PB - [S.l.] : University of Trento TI - Gender Dimension in Research and Curriculum: 12 SSH and STEM test institutions EP - 115 SP - 82 CT - Ana Hofman and Jovana Mihajlović Trbovc (ed.). Gender Dimension in Research and Curriculum: 12 SSH and STEM test institutions PS - 82-115 p. L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/181847/181847.pdf?sequence=1 ER - TY - JOUR AU - Visser, M. AU - Heijden, B.I.J.M. van der PY - 2015 UR - https://hdl.handle.net/2066/147479 AB - - Purpose – Health care organizations often experience difficulty in aligning competing and changing demands, tasks and other organizational conditions in a consistent way, so that they uniformly influence employee outcomes in desired directions. The purpose of this paper is to theorize about the ways in which inconsistent organizational conditions affect employee outcomes, the authors introduce the concept of double bind situation, and assess its impact on negative employee outcomes among nurses in Dutch health care organizations. - Design/methodology/approach – A survey was held among 4,018 Dutch nurses as a part of the European NEXT study. Various psychometric scales served as “proxy” operationalizations of the characteristics of the double bind situation and employee outcomes. - Findings – Three of the seven distinguished characteristics of the double bind situation showed the expected direction and strength of impact. Together, they accounted for 20 percent explained variance in employee outcomes. The results suggest that a double bind situation does exist for the nurses surveyed and that three of its seven characteristics have an impact on negative employee outcomes. - Originality/value – This study is among the first to empirically assess the impact of the double bind situation in health care organizations. In this way, it contributes valuable knowledge to the development and retention of staff in a relevant public sector, characterized by high personnel turnover and profound organizational change. TI - Nursing under inconsistent organizational conditions: Evidence of double bind situations? EP - 703 SN - 0953-4814 IS - iss. 5 SP - 689 JF - Journal of Organizational Change Management VL - vol. 28 PS - 15 p. DO - https://doi.org/10.1108/JOCM-10-2013-0201 ER - TY - JOUR AU - Vossen, E.E.M. AU - Gestel, N.M. van PY - 2015 UR - https://hdl.handle.net/2066/150558 AB - We compare sickness absence policies in the Netherlands, Denmark and Ireland, examining whether and how the institutional logic of ‘activation’ that is paramount in Europe is understood and given shape in each country. They differ in their support for the underlying ideas of ‘activation’, and especially vary in the design of their governance systems, as can be seen in the allocation of responsibilities, the description of return-to-work routines and the use of regulative instruments. We contribute to institutional theory by demonstrating the important but often neglected role of national governance systems in the macro–micro linkage between institutional logics and organizational and individual behaviour. Since sickness absence is a major cause of workforce inactivity, the practical relevance of this study is the comparative reflection on recent policy developments to improve sickness absence management. TI - The activation logic in national sickness absence policies: Comparing the Netherlands, Denmark and Ireland EP - 180 SN - 0959-6801 IS - iss. 2 SP - 165 JF - European Journal of Industrial Relations VL - vol. 21 N1 - 28 mei 2014 DO - https://doi.org/10.1177/0959680114535310 ER - TY - RPRT AU - Herschberg, C. AU - Benschop, Y.W.M. AU - Brink, M.C.L. van den PY - 2015 SN - 9788884436108 UR - https://hdl.handle.net/2066/181688 PB - Trento : University of Trento PB - [S.l.] : University of Trento TI - Constructing excellence: the gap between formal and actual selection criteria for early career academics PS - 274 p. L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/181688/181688pub.pdf?sequence=1 ER -