TY - JOUR AU - Brink, M.C.L. van den AU - Holgersson, C. AU - Linghag, S. AU - Dée, S. PY - 2016 UR - https://hdl.handle.net/2066/166005 AB - In this paper we contribute to the debate on gender in evaluation decisions and the male norm in management by examining how the skills and experience of women and men are described and interpreted in the evaluation of candidates' potential for future positions in a Swedish bank and a Dutch professional services firm. By drawing on Martin's concept of practicing gender, we show how strengths and weaknesses are discursively constructed in real time and space. We identify four different and subtle patterns of practicing gender in the evaluation of men and women in which men's strengths are inflated and their weaknesses downplayed, while women's strengths are downplayed and weaknesses inflated. Although women are included in the process and seen as competent, their potential is - in general limited to lower managerial levels. Moreover, we examine the entanglement of gender and age. We discuss how these patterns of practicing gender can help us understand how gender and other inequalities are reproduced in seemingly gender egalitarian contexts where women and men are considered for higher positions. TI - Inflating and down playing strengths and weaknesses: Practicing gender in the evaluation of potential managers and partners EP - 32 SN - 0956-5221 IS - iss. 1 SP - 20 JF - Scandinavian Journal of Management VL - vol. 32 PS - 13 p. DO - http://dx.doi.org/10.1016/j.scaman.2015.11.001 ER - TY - JOUR AU - Vries, J.A. de AU - Brink, M.C.L. van den PY - 2016 UR - https://hdl.handle.net/2066/166031 AB - Purpose: Translating the well-established theory of the gendered organization into strategic interventions that build more gender equitable organizations has proven to be difficult. The authors introduce the emergence of the "bifocal approach" and its subsequent development and examine the potential of the "bifocal approach" as a feminist intervention strategy and an alternative means of countering gender inequalities in organizations. While pre-existing transformative interventions focus on more immediately apparent structural change, the focus begins with the development of individuals. The paper aims to discuss these issues. Design/methodology/approach: Developed through iterative cycling between theory and practice, the "bifocal approach" links the existing focus on women's development with a focus on transformative organizational change. The bifocal approach deliberately begins with the organization's current way of understanding gender in order to build towards frame-breaking transformative change. Findings: The authors show how the bifocal is able to overcome some of the main difficulties of earlier transformative approaches, maintaining organizational access, partnership building, sustaining a gender focus and ultimately sustaining the change effort itself. The bifocal approach seeks structural change, however, the change effort rests with individuals. The development of individuals, as conceived within the bifocal approach was designed to create a "small wins" ripple effect, linking individual (agency) and organizational change (structure). Practical implications: The bifocal approach offers a comprehensive re-modelling of traditional interventions for other scholars and practitioners to build on. Organizational interventions previously categorized as "fixing women" could be re-examined for their capacity to provide the foundation for transformative change. Originality/value: The contribution of this paper lies in proposing and examining the bifocal approach as a feminist intervention strategy that overcomes the dualism between the existing frames of organizations and the transformative frame of scholars, in order to move practice and theory forward. TI - Transformative gender interventions: Linking theory and practice using the "bifocal approach" EP - 448 SN - 2040-7149 IS - iss. 7/8 SP - 429 JF - Equality, Diversity and Inclusion VL - vol. 35 PS - 20 p. DO - http://dx.doi.org/10.1108/EDI-05-2016-0041 ER - TY - CHAP AU - Thijssen, J.G.L. AU - Leisink, P. AU - Heijden, B.I.J.M. van der PY - 2016 UR - https://hdl.handle.net/2066/160515 PB - Alphen aan den Rijn : Vakmedianet TI - Betekenis van opleiding en ervaring voor inzetbaarheid op oudere leeftijd EP - 403 SN - 9789462153639 SP - 377 CT - Lange, A.H. de; Heijden, B.I.J.M. van der (ed.), Een leven lang inzetbaar? Duurzame inzetbaarheid op het werk: Interventies, best practices en integrale benaderingen. ER - TY - CHAP AU - Semeijn, J. AU - Dam, K. van AU - Vuuren, T. van AU - Heijden, B.I.J.M. van der PY - 2016 UR - https://hdl.handle.net/2066/169204 PB - Zaltbommel : Thema, Uitgeverij van Schouten en Nelissen TI - Het belang van duurzame arbeidsparticipatie voor mens en organisaties: Van duurzame inzetbaarheid naar duurzame arbeidsparticipatie EP - 280 SN - 9789462720701 SP - 265 CT - Schenning, J.; Simons, R.; Besieux, T. (ed.), Mensenorganisaties: 24 evoluties onder de loep: Weet wat er speelt bij strategisch HRD ER - TY - JOUR AU - Evers, A.T. AU - Heijden, B.I.J.M. van der AU - Kreijns, K. PY - 2016 UR - https://hdl.handle.net/2066/151421 AB - - Purpose – The purpose of this paper is to investigate organisational (cultural and relational) and task factors which potentially enhance teachers’ professional development at work (TPD at Work). The development of lifelong learning competencies and, consequently, the careers of teachers, has become a permanent issue on the agenda of schools worldwide. The workplace is also increasingly regarded as the place to develop these competencies. - Design/methodology/approach – A model incorporating the relationships between organisational and task factors as predictor variables and TPD at Work as the dependent variable, is presented and empirically tested by a quantitative (survey research) method. - Findings – The study results indicated that learning climate, social support from one’s immediate supervisor, social support from close colleagues and learning value of the function can act as important job resources for TPD at Work. Work pressure and emotional demands, on the other hand, appeared to act as job demands for TPD at Work, but also have the potential to enhance TPD at Work. - Research limitations/implications – The most important limitations of the study were the cross-sectional nature of the study and the use of self-ratings only, which may imply common method bias. - Practical implications – To enhance TPD at Work, it is vital for actors inside and outside schools to focus on the right working conditions (as mentioned under findings) in schools, so that teachers can learn from their job. - Originality/value – Knowledge in schools and empirical research about which factors at the organisational and task level are important to enhance TPD at Work seems scarce. This research contributes to this knowledge gap. TI - Organisational and task factors influencing teachers’ professional development at work EP - 55 SN - 2046-9012 IS - iss. 1 SP - 36 JF - European Journal of Training and Development VL - vol. 40 DO - http://dx.doi.org/10.1108/EJTD-03-2015-0023 ER - TY - JOUR AU - Dam, K. van AU - Vuuren, T. van AU - Heijden, B.I.J.M. van der PY - 2016 UR - https://hdl.handle.net/2066/157020 AB - Duurzame inzetbaarheid is de laatste jaren een belangrijk maatschappelijk thema geworden. Demografische en arbeidsmarktontwikkelingen benadrukken de noodzaak van competente, gezonde en gemotiveerde werknemers die in staat zijn tot aan de (uitgestelde) pensioenleeftijd, of zelfs nog daarna, aan het arbeidsproces deel te nemen. In dit artikel gaan we in op de inhoud en betekenis van duurzame inzetbaarheid en de aandacht die empirisch onderzoek hieraan heeft besteed. Eerst bespreken we de noodzaak van duurzame inzetbaarheid en verschillende aspecten van dit begrip. We stellen daarna de vraag: wat is eigenlijk een oudere werknemer? Vervolgens besteden we aandacht aan verschillende onderzoekslijnen die zich met duurzame inzetbaarheid en oudere werknemers hebben beziggehouden. Daarna komen verschillende interventies voor het bewaken en bevorderen van de duurzame inzetbaarheid van werkenden aan de orde. We besluiten het artikel met een kritische terugblik. TI - De duurzame inzetbaarheid van oudere werknemers: een overzicht EP - 27 SN - 0921-5077 IS - iss. 1 SP - 3 JF - Gedrag en Organisatie VL - vol. 29 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/157020/157020.pdf?sequence=1 ER - TY - JOUR AU - Ruiller, C. AU - Heijden, B.I.J.M. van der PY - 2016 UR - https://hdl.handle.net/2066/157043 AB - In spite of the differences in human resource management (HRM) practices between the non-profit health care sector and business life, the majority of health care sector research appears to be based on the HRM (for human resources management) blueprint for business life staff policy and practice. This study is aimed to better understand the impact of workplace social support in the context of French hospitals. Concrete, the first objective of this article comprises a thorough conceptualization and operationalization of workplace social support (i.e. both professional and personal social support). Data were collected in a French hospital among a sample of 62 respondents (for the qualitative part of our study), and among a sample of 171 health care professionals (nurses and nurse aids) (for the quantitative part of our study). Our outcomes indicate that, especially, personal support given by one's supervisor is strongly and positively related to nurses' and nurse aides' affective commitment. After a discussion about the outcomes, followed by some recommendations for future research, the article concludes with some practical implications for management in hospitals. TI - Socio-emotional support in French hospitals: Effects on French nurses' and nurse aides' affective commitment EP - 236 SN - 0897-1897 SP - 229 JF - Applied Nursing Research VL - vol. 29 DO - http://dx.doi.org/10.1016/j.apnr.2015.06.006 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/157043/157043a.pdf?sequence=2 ER - TY - JOUR AU - Martens, W.P.M. PY - 2016 UR - https://hdl.handle.net/2066/169319 TI - Der Mensch – Nach Rücksprache mit der Soziologie EP - 153 SN - 0343-4109 IS - iss. 1 SP - 148 JF - Soziologische Revue VL - vol. 39 N1 - Bespreking van: M. Corsten,Der Mensch – Nach Rücksprache mit der Soziologie Frankfurt a. M.:Campus ,2013 9783593398938 DO - http://dx.doi.org/10.1515/srsr-2016-0019 ER - TY - CHAP AU - Poutsma, F. PY - 2016 UR - https://hdl.handle.net/2066/170783 PB - Cheltenham, UK : Edward Elgar TI - Profit-sharing EP - 350 SN - 9781783475452 SP - 349 CT - Wilkinson, A.; Johnstone, S. (ed.), Encyclopedia of Human Resource Management ER - TY - JOUR AU - Veld, M.F.A. AU - Heijden, B.I.J.M. van der AU - Semeijn, J. PY - 2016 UR - https://hdl.handle.net/2066/160525 AB - - PURPOSE - The purpose of this paper is to investigate the relationship between positive and negative home-to-work spillover, i.e., home-to-work facilitation (HWF) and home-to-work conflict (HWC) with employability. Moreover, this study also examined whether the relationship between home-to-work spillover and employability varied between academic and support staff employees. - DESIGN/METHODOLOGY/APPROACH - - An on-line self-report questionnaire was distributed among academic (n=139) and support staff employees (n=215) working at a Dutch university for distance-learning education. Thoroughly validated measures of home-to-work spillover and employability were used. The employability measure consisted of five dimensions: occupational expertise, anticipation and optimization, personal flexibility, corporate sense, and balance. Hypotheses were tested using hierarchical multivariate regression analyses including interaction effects. - FINDINGS - - HWF was positively related to anticipation and optimization only, while HWC appeared to be negatively associated with all employability dimensions. As expected, the relationships between HWF and HWC on the one hand and the specific employability dimensions on the other hand were stronger for support staff employees than for academic staff employees. - ORIGINALITY/VALUE - - This study has extended research on employability, by focusing on the home context of employees as a possible antecedent. So far, studies have largely ignored the home context of employees, when investigating employability outcomes. Another contribution was the focus on both positive (facilitation) and negative (conflict) spillover from home-to-work, whereas previous studies mainly focused on one type of spillover only. Finally, the authors had the unique opportunity to compare support staff and academic staff employees in one and the same study. TI - Home-to-work spillover and employability among university employees SN - 0268-3946 IS - iss. 8 SP - 1280 JF - Journal of Managerial Psychology VL - vol. 31 DO - http://dx.doi.org/10.1108/JMP-09-2015-0347 ER - TY - JOUR AU - Heerkens, H. AU - Wegen, L. van der AU - Heijden, B.I.J.M. van der PY - 2016 UR - https://hdl.handle.net/2066/162197 AB - In this contribution, we present a course for making stakeholders in requirements engineering (RE) processes aware of the relevance of importance assessment (the thinking process that they go through while assessing requirement weights) and giving them some experience with specific aspects of the importance assessment process. We also analyze the experiences of the participants in five pilot sessions. In RE instruments, elicitation of requirement weights receives much attention. However, the processes that individual stakeholders go through while assessing weights are largely ignored or seen as a ‘black box’. In the course, participants gain experience with some common issues and pitfalls in assessing weights. Issues covered are: completeness and interdependence of requirements, causal relationships and the common denominator, handling ‘irrational’ requirements, and the meaning of ‘importance’ (priority). The course was given in various large organizations in the aerospace sector, and data on participants’ experiences were gathered by means of a standardized questionnaire. The extent to which the participants claimed they learned about the relevance of importance assessment and about how to perform it were, respectively, 2.89 and 2.72 on a scale from 1 to 5. The relevance of the various assignments was rated between 3.74 and 4.00 on a 1–5 scale. Our study indicates that the course, or elements of it, should be embedded in an organization’s work practices in order to achieve lasting effects. TI - Designing and assessing a course on prioritization and importance assessment in strategic non-routine requirements engineering processes EP - 520 SN - 0947-3602 IS - iss. 4 SP - 505 JF - Requirements Engineering VL - vol. 21 N1 - 6 juni 2015 DO - http://dx.doi.org/10.1007/s00766-015-0230-6 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/162197/162197.pdf?sequence=1 ER - TY - JOUR AU - Evers, A.T. AU - Kreijns, K. AU - Heijden, B.I.J.M. van der PY - 2016 UR - https://hdl.handle.net/2066/158882 AB - After graduation, it is essential for teachers to continue working on their professional development since they need to be prepared for the requirements of tomorrow's knowledge- and technology-based society, a more varied student and pupil population creating new responsibilities, and higher social expectations from schools and the society as a whole. Although attention for teachers’ professional development at work is increasing, the availability of valid survey instruments that measure their participation in professional development at work is still limited. Based on a literature review, such an instrument was designed. This 21-item self-report measure, using a 4-point rating scale, makes an inventory of teachers’ participation in activities contributing to professional development. The purpose of the instrument is to make teachers, school leaders and other stakeholders aware of whether, and to what degree, teachers engage in learning at work. This is important because ultimately the quality of education depends on it. A survey was administered in 9 Dutch primary schools and 15 Dutch secondary schools. Exploratory and Confirmatory Factor Analysis confirmed a six-factor structure, and augments earlier findings in the field. The reliabilities of the six subscales were sufficient to good. TI - The design and validation of an instrument to measure teachers' professional development at work EP - 178 SN - 0158-037X IS - iss. 2 SP - 162 JF - Studies in Continuing Education VL - vol. 38 N1 - 1 september 2015 DO - http://dx.doi.org/10.1080/0158037X.2015.1055465 ER - TY - CHAP AU - Poutsma, F. PY - 2016 UR - https://hdl.handle.net/2066/170801 PB - Cheltenham, UK : Edward Elgar TI - Employee share ownership plans EP - 119 SN - 9781783475452 SP - 118 CT - Wilkinson, A.; Johnstone, S. (ed.), Encyclopedia of Human Resource Management ER - TY - CHAP AU - Poutsma, F. PY - 2016 UR - https://hdl.handle.net/2066/170803 PB - Cheltenham, UK : Edward Elgar TI - Financial participation EP - 144 SN - 9781783475452 SP - 143 CT - Wilkinson, A.; Johnstone, S. (ed.), Encyclopedia of Human Resource Management ER - TY - JOUR AU - Waal, A.A. de AU - Heijden, B.I.J.M. van der PY - 2016 UR - https://hdl.handle.net/2066/162338 AB - - PURPOSE - One of the most important characteristics of high-performance organizations is that these organizations always aim at servicing their customers as best as possible. In practice, this means that the employees of these organizations have to behave toward customers in such a way that these customers are not only fully satisfied but also become loyal to the organization. The purpose of this paper is to look at the concrete behaviors that are needed to create this customer loyalty. - DESIGN/METHODOLOGY, APPROACH - From a literature review the items that potentially are of influence on creating customer loyalty and customer intimacy were identified, based on a previous validated questionnaire while adding additional items. These items were subsequently validated in practice with a questionnaire distributed among people who are in daily life regular customers of organizations. - FINDINGS - The research results show that there are eight behavioral factors of importance to create customer loyalty and customer intimacy: first, service quality delivered by employees; second, capability of employees to deliver high quality; third, empathy of employees toward customers’ wishes and needs; fourth, understanding of employees of customers’ needs; fifth, responsiveness of employees toward the needs of customers; sixth, courtesy of employees toward customers; seventh, service manner of employees; and finally, trust customers place in employees. - RESEARCH LIMITATIONS/IMPLICATIONS - The implication of this research is that, now that the behavioral factors are known, an organization can make sure its employees focus on displaying these behaviors toward customers consistently over time, in order to make sure customers will experience the organization as a high-performance organization and will feel loyalty toward the organization. - ORIGINALITY/VALUE - The research described in this paper adds to the literature in the sense that it encompasses previous research into once item list and specifically looks at behaviors that create excellent service and thereby customer loyalty and customer intimacy, both concepts that go beyond the much researched topic of customer satisfaction. TI - Increasing customer loyalty and customer intimacy by improving the behavior of employees EP - 510 SN - 1755-425X IS - iss. 4 SP - 492 JF - Journal of Strategy and Management VL - vol. 9 DO - http://dx.doi.org/10.1108/JSMA-06-2015-0045 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/162338/162338_a.pdf?sequence=1 ER - TY - JOUR AU - Waal, A.A. de AU - Heijden, B.I.J.M. van der AU - Selvarajah, C. AU - Meyer, D. PY - 2016 UR - https://hdl.handle.net/2066/160473 AB - National cultures have a strong influence on the performance of organizations and should be taken into account when studying the traits of high performing managers. At the same time, many studies that focus upon the attributes of successful managers show that there are attributes that are similar for managers across countries. This article reports on the development of empirically validated profiles of Dutch and British high performing managers. Based on a sample of 808 Dutch and 286 British managers and using the cross-cultural framework of Excellent Leadership by Selvarajah et al., the profiles of excellent Dutch and British managers was derived. The profiles of Dutch and British high performing managers can be described by a four-dimensional factor structure consisting of Managerial behaviours, Environmental influences, Personal qualities and Organizational demands. Based on these validated profiles, the similarities and differences in attributes for managerial success between Dutch and British high performing managers can be identified. TI - Comparing Dutch and British high performing managers EP - 366 SN - 1833-3672 IS - iss. 3 SP - 349 JF - Journal of Management & Organization VL - vol. 22 N1 - 5 oktober 2015 DO - http://dx.doi.org/10.1017/jmo.2015.39 ER - TY - CHAP AU - Heijden, B.I.J.M. van der AU - Nauta, A. AU - Scheenstra, G. PY - 2016 UR - https://hdl.handle.net/2066/160526 PB - Alphen aan den Rijn : Vakmedianet TI - I-deals en duurzame inzetbaarheid van de ouder wordende werknemer SN - 9789462153639 CT - Lange, A.H. de; Heijden, B.I.J.M. van der (ed.), Een leven lang inzetbaar? Duurzame inzetbaarheid op het werk: Interventies, best practices en integrale benaderingen. ER - TY - JOUR AU - Hendriks, P.H.J. AU - Ligthart, P.E.M. AU - Schouteten, R.L.J. PY - 2016 UR - https://hdl.handle.net/2066/158614 AB - BACKGROUND: Knowledge management (KM) extends the health information technology (HIT) literature by addressing its impact on creating knowledge by sharing and using the knowledge of health care professionals in hospitals. PURPOSE: The aim of the study was to provide insight into how HIT affects nurses’ explicit and tacit knowledge of their ongoing work processes and work engagement. METHODOLOGY: Data were collected from 74 nurses in four wards of a Dutch hospital via a paper-and-pencil survey using validated measurement instruments. In a quasiexperimental research design, HIT was introduced in the two experimental wards in contrast to the two control wards. At the time of the HIT introduction, a pretest was administered in all four wards and was followed by a posttest after 3 months. Data were analyzed via partial least squares modeling. RESULTS: Generally, nurses’ tacit knowledge (i.e., their insight into and their capacity to make sense of the work processes) appears to be a significant and strong predictor of their work engagement. In contrast, nurses’ explicit knowledge (i.e., information feedback about patients and tasks) only indirectly affects work engagement via its effect on tacit knowledge. Its effect on work engagement therefore depends on the mediating role of tacit knowledge. Interestingly, introducing HIT significantly affects only nurses’ explicit knowledge, not their tacit knowledge or work engagement. PRACTICE IMPLICATIONS: Nurses’ tacit and explicit knowledge needs to be systematically distinguished when implementing HIT/KM programs to increase work engagement in the workplace. Tacit knowledge (insight into work processes) appears to be pivotal, whereas efforts aimed only at improving available information will not lead to a higher level of work engagement in nurses’ work environments. TI - Knowledge management, health information technology and nurses' work engagement EP - 266 SN - 0361-6274 IS - iss. 3 SP - 256 JF - Health Care Management Review VL - vol. 41 N1 - 29 juni 2015 PS - 11 p. DO - http://dx.doi.org/10.1097/HMR.0000000000000075 ER - TY - JOUR AU - Benders, J.G.J.M. AU - Poelen, S. AU - Schouteten, R.L.J. PY - 2016 UR - https://hdl.handle.net/2066/162143 AB - Het netwerk ‘Lean in de zorg’ (Lidz) organiseert ‘gemba walks’ voor zijn leden. Deelnemers worden rondgeleid om te zien hoe het abstracte begrip lean concreet in de praktijk wordt toegepast. De idee is dat de deelnemers hiervan leren, maar ook de organisatoren. Hoe werkt dat in de praktijk? TI - Lopend leren met gemba walks. Lean in de zorg EP - 31 SN - 1875-2829 IS - iss. 6 SP - 28 JF - KiZ-Tijdschrift over Kwaliteit en Veiligheid in Zorg VL - vol. 26 PS - 4 p. L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/162143/162143.pdf?sequence=1 ER - TY - JOUR AU - Evers, A.T. AU - Heijden, B.I.J.M. van der AU - Kreijns, K. AU - Vermeulen, M PY - 2016 UR - https://hdl.handle.net/2066/157695 AB - Building upon previous research that focused on the relationships between job demands, job resources, and employee psychological well-being, this longitudinal research makes a unique contribution by relating job demands and job resources to teachers’ professional development (TPD) at work and flexible competence, the latter being a key factor in teachers’ career development. This study was carried out among 211 teachers working in primary and secondary education in the Netherlands. TPD at work appeared to be related to flexible competence and proved to be a mediator between job resources, on the one hand, and flexible competence, on the other hand. Job resources positively enhanced TPD at work and in turn were related to flexible competence. Moreover, a direct negative relationship between job demands and flexible competence was found. TI - Job Demands, Job Resources, and Flexible Competence. The Mediating Role of Teachers’ Professional Development at Work EP - 243 SN - 0894-8453 IS - iss. 3 SP - 227 JF - Journal of Career Development VL - vol. 43 DO - https://doi.org/10.1177/0894845315597473 ER - TY - CHAP AU - Coun, M. AU - Peters, P. AU - Blomme, R.-J. PY - 2016 UR - https://hdl.handle.net/2066/166001 PB - Zaltbommel : Thema TI - Het Nieuwe Werken vraagt nieuw leiderschap. Van een traditionele hiërarchische naar een transformationele leiderschapsrol EP - 160 SN - 9789462720701 SP - 143 CT - Schenning, J.; Simons, R.; Besieux, T. (ed.), Mensenorganisaties: 24 evoluties onder de loep. Weet wat er speelt bij strategisch HRD CT - Schenning, J.; Simons, R.J.; Besieux, T. (ed.), Mensenorganisaties: 24 evoluties onder de loep. Weet wat er speelt bij strategisch HRD ER - TY - RPRT AU - Peters, P. AU - Heijden, B.I.J.M. van der AU - Bergers, A. AU - Velthuizen, R. PY - 2016 UR - https://hdl.handle.net/2066/166118 AB - Het doel van dit onderzoeksrapport is om een bijdrage te leveren aan het maatschappelijke debat rondom duurzame inzetbaarheid. De centrale onderzoeksvraag luidde: Hoe kunnen arbeidsmarktpartijen (stakeholders) zorg dragen voor het behouden en vergroten van de duurzame inzetbaarheid van deelnemers op de Nederlandse arbeidsmarkt om gedurende de gehele loopbaancyclus toegevoegde waarde te kunnen leveren ten behoeve van henzelf, hun omgeving, arbeidsorganisaties en de maatschappij? PB - Schiedam : MediaCenter Rotterdam TI - Kijk op duurzame inzetbaarheid: Een onderzoek naar de visies van stakeholders in de arbeidsmarkt op de noodzaak van een integraal duurzaam-inzetbaarheidsbeleid in Nederland. In opdracht van Facilicom Group PS - 83 p. L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/166118/166118.pdf?sequence=1 ER - TY - CHAP AU - Ligthart, P.E.M. AU - Poutsma, F. AU - Kaarsemaker, E. PY - 2016 UR - https://hdl.handle.net/2066/180676 PB - London : Routledge TI - Employee Financial Participation EP - 400 SN - 9781138776036 SP - 375 CT - Dickmann, M.; Brewster, C.; Sparrow, P.R (ed.), International Human Resource Management: Contemporary HRM Issues in Europe N1 - 3rd edition ER - TY - JOUR AU - Poutsma, F. AU - Ligthart, P.E.M. AU - Peters, P. AU - Poutsma, E. AU - Bardoel, A. PY - 2016 UR - https://hdl.handle.net/2066/180756 AB - This study investigates how nation-level cultural values (‘individualism’ and ‘collectivism’) and intra-organizational task control mechanisms influence the level of organizations’ use of formal telework practices. Employing a multi-level analysis on survey data (2009/10), including 1577 organizations within 18 nations, we found that ‘high use of formal telework practices in organizations’ was more likely when: (1) organizations operated in nations characterized by strong national values; and when they employed (2) ‘hard’ indirect controls (i.e. individual performance-related pay and 360º performance-evaluations). High telework use was less likely when organizations employed direct controls (i.e. higher proportions of managers) and ‘soft’ indirect controls (i.e. higher proportions of professionals). ‘Low use of formal telework practices’ was more likely when organizations employed ‘soft’ indirect controls. Our findings suggest that national cultural values can function as ‘soft’ indirect controls to mitigate the ‘telework risk’ of high levels of telework practices. Internal ‘soft’ task controls only sufficed for managing low levels of telework practices. We discuss the smart and dark sides of telework and how these relate to the management of telework practice. Implications for future telework research and practices are discussed. TI - Cross-cultural variance and task-control explanations in organizations’ decisions to adopt a telework Strategy: a multi-level perspective EP - 2603 SN - 0958-5192 IS - iss. 21 SP - 2582 JF - International Journal of Human Resource Management VL - vol. 27 DO - https://doi.org/10.1080/09585192.2016.1232294 ER - TY - CHAP AU - Hoornweg, N. AU - Peters, P. AU - Heijden, B.I.J.M. van der PY - 2016 UR - https://hdl.handle.net/2066/163258 AB - This survey study among 111 teleworkers in a bank organization investigated the relationship between telework intensity and individual productivity, and whether this relationship was mediated by employees’ intrinsic motivation. Also the moderating role of office hours in the model’s associations was studied. Based on the Job Demands-Resources Model (Bakker & Demerouti, 2007) and the professional isolation literature (e.g., Golden, Vega, & Dino, 2008), we developed and tested a set of hypotheses. Partly in line with expectations, we found a direct curvilinear relationship between telework intensity and individual productivity, characterized by a slight, non-significant positive association at the low telework intensity end, and a significant negative association for the high telework intensity end. Strikingly, we neither found support for a mediating role of intrinsic motivation, nor for a moderation effect of the number of office hours in the relationship between telework intensity and intrinsic motivation. However, the direct relationship between telework intensity and individual productivity appeared to be moderated by the number of office hours. It was concluded that consequences for productivity are contingent on telework intensity, and that the number of office hours has an important impact on the consequences of different telework intensities. The study’s outcomes can inform management and HR practitioners to understand how to implement and appropriately make use of telework. PB - Bingley, UK : Emerald TI - Finding the Optimal Mix between Telework and Office Hours to Enhance Employee Productivity: A Study into the Relationship between Telework Intensity and Individual Productivity, with Mediation of Intrinsic Motivation and Moderation of Office Hours EP - 28 SN - 9781785603037 SP - 1 CT - Leede, J. de (ed.), New Ways of Working Practices: Antecedents and Outcomes DO - https://doi.org/10.1108/S1877-636120160000016002 ER - TY - CHAP AU - Benschop, Y.W.M. PY - 2016 UR - https://hdl.handle.net/2066/170794 AB - The field of gender in organizations has become a vast and ever expanding field of research over the past 40–50 years. Originating in the social movement of second-wave feminism which inspired the critical questioning of women’s positions in society, women’s positions in work and in organizations soon became a key area of research reflecting the importance of employment for peoples’ lives. Fueled by theoretical developments in feminism and beyond, the field rapidly grew in many different directions examining the many manifestations of gender in management and organizations from a wide variety of academic disciplines and perspectives. The most popular areas of research include the low representation of women in management and positions of leadership, occupational sex segregation and wage inequalities, gendered career patterns and work–life balance. However, gender equality in organizations is not within reach yet and research expeditions will have to continue to get nearer to it. This chapter sets out to develop a few guidelines and roadmaps for those expeditions, combining some well-trodden paths and roads less well traveled. The field matured and expanded when researchers interested in the positions and experiences of women in organizations started organizing themselves in divisions and special interest groups of professional associations from the 1980s on. The organization of streams and conferences increased the visibility and the legitimacy of the research, and helped to attract new generations of scholars. Another impetus came from the launch of specialized academic journals to disseminate the results of their research, such as in 1985 Women in Management Review (now Gender in Management) and in 1994 Gender, Work and Organization. More recently, further evidence of the development of the field can be found in the various handbooks that are published on Gender and Work (Powell, 1999), Gender, Work and Organization (Jeanes et al., 2011), Gender in Organizations (Kumra et al., 2014) and Gendered Careers in Management (Broadbridge and Fielden, 2015). PB - Cheltenham : Edward Elgar TI - Well-trodden paths and roads less traveled: research directions for gender in management and organization EP - 69 SN - 9781784717018 SP - 59 CT - Czarniawska, B (ed.), A Research Agenda for Management and Organization DO - https://doi.org/10.4337/9781784717025.00011 ER - TY - JOUR AU - Bleijenbergh, I.L. AU - Gremmen, C.C.M. AU - Peters, P. PY - 2016 UR - https://hdl.handle.net/2066/162900 AB - This paper contributes to the debate on the career development of part-time workers. First, it shows how institutionalised norms concerning working hours and ambition can be considered as temporal structures that are both dynamic and contextual, and may both hinder and enable part-time workers' career development. Second, it introduces the concept of 'timing ambition' to show how organizational actors (managers and part-time employees) actually approach these temporal structures. Based on focus-group interviews with part-time workers and supervisors in the Dutch service sector, the paper identifies four dimensions of timing ambition: timing ambition over the course of a lifetime; timing in terms of the number of weekly hours worked; timing in terms of overtime hours worked; and timing in terms of visible working hours. Although the dominant template in organisations implies that ambition is timed early in life, working full-time, devoting extra office hours and being present at work for face hours, organisational actors develop alternatives that enable career development later in life while working in large part-time jobs or comprised working weeks and devoting extra hours at home. TI - Timing ambition: How organisational actors engage with the institutionalised norms that affect the career development of part-time workers EP - 188 SN - 0956-5221 IS - iss. 4 SP - 179 JF - Scandinavian Journal of Management VL - vol. 32 N1 - 1 augustus 2016 PS - 10 p. DO - https://doi.org/10.1016/j.scaman.2016.08.004 ER - TY - JOUR AU - Bozionelos, N. AU - Kostopoulos, K. AU - Heijden, B.I.J.M. van der AU - Rousseau, D.M. AU - Bozionelos, G. AU - Hoyland, T. AU - Miao, R. AU - Marzec, I. AU - Jedrzejowicz, P. AU - Epitropaki, O. AU - Mikkelsen, A. AU - Scholarios, D. AU - Heijde, C.M. van der AU - Heijde, C. van der PY - 2016 UR - https://hdl.handle.net/2066/155934 TI - Employability and Job Performance as Links in the Relationship Between Mentoring Receipt and Career Success. A Study in SMEs TI - Employability and job performance as links in the relationship between mentoring receipt and career success: A study in SMEs EP - 171 SN - 1059-6011 IS - iss. 2 SP - 135 JF - Group and Organization Management VL - vol. 41 PS - 27 p. DO - https://doi.org/10.1177/1059601115617086 ER - TY - JOUR AU - Derks, D. AU - Bakker, A.B. AU - Peters, P. AU - Wingerden, P. van PY - 2016 UR - https://hdl.handle.net/2066/162327 AB - Is work-related smartphone use during off-job time associated with lower conflict owing to the blurring of the boundaries between work and family life? Or does it help employees juggling work and family demands? The present four-day quantitative diary study (N = 71 employees, N = 265–280 data points) aims to shed light on the relationship between daily work-related smartphone use during off-job time, and daily work–family conflict and daily family role performance, respectively. Moreover, individuals’ general segmentation preference is investigated as a potential cross-level moderator in the relationships between daily work-related smartphone use during off-job time and both work–family conflict and family role performance. Overall, the results of multilevel modelling support our mediated moderation model indicating that for integrators more frequent work-related smartphone use during off-job time is associated with better family role performance through reduced work–family conflict. For segmenters, smartphone use does not have any impact on work–family conflict and family role performance. These findings suggest that for integrators smartphone use during off-job time may be useful to simultaneously meet both work demands and family demands, which has the potential to reduce work–family conflict and enhance family role performance; whereas for segmenters no effects were found. TI - Work-related smartphone use, work–family conflict and family role performance: The role of segmentation preference EP - 1068 SN - 0018-7267 IS - iss. 5 SP - 1045 JF - Human Relations VL - vol. 69 DO - https://doi.org/10.1177/0018726715601890 ER - TY - JOUR AU - Peters, P. AU - Ligthart, P.E.M. AU - Bardoel, A. AU - Poutsma, F. AU - Ligthart, P. AU - Poutsma, E. PY - 2016 UR - https://hdl.handle.net/2066/166168 AB - This study investigates how nation-level cultural values (‘individualism’ and ‘collectivism’) and intra-organizational task control mechanisms influence the level of organizations’ use of formal telework practices. Employing a multi-level analysis on survey data (2009/10), including 1577 organizations within 18 nations, we found that ‘high use of formal telework practices in organizations’ was more likely when: (1) organizations operated in nations characterized by strong national values; and when they employed (2) ‘hard’ indirect controls (i.e. individual performance-related pay and 360º performance-evaluations). High telework use was less likely when organizations employed direct controls (i.e. higher proportions of managers) and ‘soft’ indirect controls (i.e. higher proportions of professionals). ‘Low use of formal telework practices’ was more likely when organizations employed ‘soft’ indirect controls. Our findings suggest that national cultural values can function as ‘soft’ indirect controls to mitigate the ‘telework risk’ of high levels of telework practices. Internal ‘soft’ task controls only sufficed for managing low levels of telework practices. We discuss the smart and dark sides of telework and how these relate to the management of telework practice. Implications for future telework research and practices are discussed. TI - ‘Fit’ for telework’? Cross-cultural variance and task-control explanations in organizations’ formal telework practices. EP - 2603 SN - 0958-5192 IS - iss. 21 SP - 2582 JF - International Journal of Human Resource Management VL - vol. 27 DO - https://doi.org/10.1080/09585192.2016.1232294 ER - TY - JOUR AU - Jager, W. de AU - Kelliher, C. AU - Peters, P. AU - Blomme, R.-J. AU - Sakamoto, Y. PY - 2016 UR - https://hdl.handle.net/2066/165998 AB - The recent growth in self-employment has sparked scholarly interest in why individuals choose and remain in self-employment. Yet, relatively little is known about how self-employed workers enact their daily lives and what this means for their work–life interface. Self-employment is often presented as a means to enhance life choice and as enabling work and nonwork activities to be combined more satisfactorily. However, extant evidence on how self-employment is experienced is mixed, with some studies reporting long and irregular working hours and high levels of stress. Furthermore, the way in which self-employment is experienced may be influenced by national context – economic, institutional and cultural factors. In this paper, we develop a multi-level model which extends existing work on the Person–Environment Fit by incorporating factors relevant to self-employment. The model assists us to understand how contextual factors create both opportunities and tensions which impact the work–life interface of self-employed workers. TI - Fit for self-employment? An extended Person–Environment Fit approach to understand the work–life interface of self-employed workers EP - 816 SN - 1833-3672 IS - iss. 6 SP - 797 JF - Journal of Management & Organization VL - vol. 22 DO - https://doi.org/10.1017/jmo.2015.8 ER - TY - CHAP AU - Benschop, Y.W.M. AU - Verloo, M.M.T. PY - 2016 UR - https://hdl.handle.net/2066/166096 PB - London, UK : Routledge TI - Feminist Organization Theories: Islands of Treasure EP - 113 SN - 9780415702867 SP - 100 CT - Mir, R.; Wilmott, H.; Greenwood, M. (ed.), The Routledge Companion to Philosophy in Organization Studies L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/166096/166096_pre.pdf?sequence=1 ER - TY - CHAP AU - Brouwer, S. AU - Lange, A.H. de AU - Wessels, M. AU - Vries, H. de AU - Koolhaas, W. AU - Heijden, B.I.J.M. van der AU - Klink, J. van der AU - Wessels, M AU - Vries, H. de PY - 2016 UR - https://hdl.handle.net/2066/160527 PB - Alphen aan den Rijn : Vakmedianet TI - Integrale benadering van duurzame inzetbaarheid van oudere werknemers EP - 241 SN - 9789462153639 SP - 225 CT - Lange, A.H. de; Heijden, B.I.J.M. van der (ed.), Een leven lang inzetbaar? Duurzame inzetbaarheid op het werk: Interventies, best practices en integrale benaderingen. ER - TY - JOUR AU - Heijden, B.I.J.M. van der AU - Gorgievski, M.J. AU - Lange, A.H. de PY - 2016 UR - https://hdl.handle.net/2066/149460 AB - This study, among 330 pairs of employees and their supervisors, tested whether self- versus supervisor ratings of five employability dimensions (occupational expertise, corporate sense, personal flexibility, anticipation and optimization, and balance) are associated with different learning characteristics in the workplace, and whether age moderates these relationships. Results of structural equation modelling showed that the learning value of the job positively related to both self- and supervisor ratings of corporate sense, personal flexibility, and anticipation and optimization. Applicability in the job of recently followed training and development programmes was associated with all dimensions of self-rated employability and with supervisor ratings of anticipation and optimization. Regarding the hypothesized age moderation effects, contrary to our expectations, it was found that both learning value and applicability of training and development related more strongly to self-rated anticipation and optimization for younger workers. In addition, age appeared to moderate the otherwise non-significant relationship between learning value and self-rated occupational expertise. Implications for Human Resource Development (HRD) practices are discussed. As learning characteristics are differentially related to the unique employability dimensions, tailor-made development programmes are key. Moreover, it is advocated that having a job with a high learning value is an important factor in the light of the employee’s sustainable employability. TI - Learning at the workplace and sustainable employability: A multi-source model moderated by age EP - 30 SN - 1359-432X IS - iss. 1 SP - 13 JF - European Journal of Work and Organizational Psychology VL - vol. 25 PS - 18 p. DO - https://doi.org/10.1080/1359432X.2015.1007130 ER - TY - CHAP AU - Furunes, T. AU - Heijden, B.I.J.M. van der AU - Lange, A.H. de PY - 2016 UR - https://hdl.handle.net/2066/160523 PB - Latvia : Cappelen Damm Akademisk TI - HRM i et livsfaseperspektiv SN - 9788202522902 SP - 406 CT - Mikkelsen, A. (ed.), Strategisk HRM 2. HMS, Etikk og Internasjonale Perspektiver ER - TY - CHAP AU - Lange, A.H. de AU - Heijden, B.I.J.M. van der PY - 2016 UR - https://hdl.handle.net/2066/160524 PB - Alphen aan den Rijn : Vakmedianet TI - Het meten en beinvloeden van duurzame inzetbaarheid van ouder wordende werknemers. EP - 57 SN - 9789462150973 SP - 35 CT - Lange, A.H. de; Heijden, B.I.J.M. van der (ed.), Een leven lang inzetbaar? Duurzame inzetbaarheid op het werk: Interventies, best practices en integrale benaderingen. ER - TY - CHAP AU - Lange, A.H. de AU - Heijden, B.I.J.M. van der PY - 2016 UR - https://hdl.handle.net/2066/160542 PB - Alphen aan den Rijn : Vakmedianet TI - Duurzame inzetbaarheid en ouder worden op het werk: Bent u of is de werknemer aan zet? EP - 33 SN - 9789462153639 SP - 3 CT - Een leven lang inzetbaar? Duurzame inzetbaarheid op het werk: Interventies, best practices en integrale benaderingen. ER - TY - BOOK AU - Lange, A.H. de AU - Heijden, B.I.J.M. van der PY - 2016 SN - 9789462153639 UR - https://hdl.handle.net/2066/160544 PB - Alphen aan den Rijn : Vakmedianet TI - Een leven lang inzetbaar? Duurzame inzetbaarheid op het werk: Interventies, best practices en integrale benaderingen. PS - 460 p. ER - TY - JOUR AU - Akkermans, J. AU - Lange, A.H. de AU - Heijden, B.I.J.M. van der AU - Kooij, D.T.A.M. AU - Jansen, P.G.W. AU - Dikkers, J.S.E. PY - 2016 UR - https://hdl.handle.net/2066/160534 AB - PURPOSE - The aging workforce is becoming an increasingly important topic in today’s labor market. However, most scientific research and organizational policies focus on chronological age as the main determinant of successful aging. Based on life span developmental theories – primarily socioemotional selectivity theory and motivational theory of life span development – the purpose of this paper is to test the added value of using subjective age – in terms of remaining opportunities and remaining time – over and above chronological age in their associations with motivation at work and motivation to work. - DESIGN/METHODOLOGY/APPROACH - Workers from five different divisions throughout the Netherlands (n=186) from a taxi company participated in the survey study. - FINDINGS - The results from the regression analyses and structural equation modeling analyses support the hypotheses: when subjective age was included in the models, chronological age was virtually unrelated to workers’ intrinsic motivation, extrinsic motivation, and motivation to continue to work for one’s organization. Moreover, subjective age was strongly related to work motivation. Specifically, workers who perceived many remaining opportunities were more intrinsically and extrinsically motivated, and those who perceived a lot of remaining time were more motivated across the board. - ORIGINALITY/VALUE - The findings indicate that subjective age is an important concept to include in studies focussing on successful aging, thereby contributing to life span developmental theories. Further implications for research and practice are discussed. TI - What about time? Examining chronological and subjective age and their relation to work motivation EP - 439 SN - 1362-0436 IS - iss. 4 SP - 419 JF - Career Development International VL - vol. 21 DO - https://doi.org/10.1108/CDI-04-2016-0063 ER - TY - CHAP AU - Lange, A.H. de AU - Heijden, B.I.J.M. van der AU - Peeters, M.C.W. PY - 2016 UR - https://hdl.handle.net/2066/160541 PB - Alphen aan den Rijn : Vakmedianet TI - Duurzaam inzetbaar na 65 jaar? TI - Duurzaam inzetbaar na 65 jaar? [Sustainable employability after the age of 65?] EP - 394 SN - 9789462153639 SP - 373 CT - Lange, A.H. de; Heijden, B.I.J.M. van der (ed.), Een leven lang inzetbaar? Duurzame inzetbaarheid op het werk: Interventies, best practices en integrale benaderingen CT - Lange, A.H. de; Heijden, B.I.J.M. van der (ed.), Een leven lang inzetbaar? Duurzame inzetbaarheid op het werk: Interventies, best practices en integrale benaderingen (2nd ed.) ER - TY - JOUR AU - Bakkerode, H. AU - Stolk, A. AU - Vaas, F. AU - Heijden, B.I.J.M. van der AU - Gorgievski, M.J. AU - Lange, A.H. de PY - 2016 UR - https://hdl.handle.net/2066/156511 AB - Leren op de werkplek kan de duurzame inzetbaarheid van werknemers bevorderen mits er sprake is van maatwerk. Een recent onderzoek door Van der Heijden en collega’s (2015) focuste op de kansen die leren op de werkplek biedt om duurzame inzetbaarheid te realiseren. Duidelijk is: baan én baas moeten de werknemer uitdagen! TI - Leren op de werkplek en duurzame inzetbaarheid EP - 57 SN - 1389-143X IS - iss. 1 SP - 55 JF - Gerōn. Tijdschrift over Ouder Worden & Maatschappij VL - vol. 18 N1 - 5 april 2016 DO - https://doi.org/10.1007/s40718-016-0022-1 ER - TY - JOUR AU - Zanoni, P. AU - Coster, M. de AU - Brink, M.C.L. van den AU - Berger, L.J. PY - 2016 UR - https://hdl.handle.net/2066/157850 AB - Tot nog toe was er weinig aandacht voor hoe academici het hedendaagse neoliberale klimaat aan de universiteit beleven. Ze betalen er een verborgen prijs voor, concluderen Patrizia Zanoni en haar collega's uit een kwalitatief onderzoek. 'De quotes kunnen de teleurstelling in de huidige academische wereld nauwelijks verbergen.' TI - Kwetsbare superhelden: Academici onder neoliberale governance EP - 41 SN - 1380-7110 IS - iss. 2 SP - 36 JF - TH&MA VL - vol. 23 PS - 6 p. L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/157850/157850.pdf?sequence=1 ER - TY - CHAP AU - Bucker, J.J.L.E. AU - Heijden, B.I.J.M. van der AU - Benschop, Y.W.M. AU - Peters, P. AU - Schouteten, R.L.J. AU - Poutsma, F. AU - Poutsma, E. PY - 2016 UR - https://hdl.handle.net/2066/158616 PB - Nijmegen : Institute for Management Research TI - Sustainable organizations and the role of HR: HR related interventions towards sustainable change processes EP - 128 SP - 107 CT - Bleijenbergh, I.; Korzilius, H.; Rouwette, E. (ed.), Methods, Model Building and Management: A liber amicorum for Jac Vennix L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/158616/158616.pdf?sequence=1 ER - TY - CHAP AU - Tedmanson, D. AU - Essers, C. PY - 2016 UR - https://hdl.handle.net/2066/170779 PB - London : Routledge TI - Challenging Constructions of Entrepreneurial Identities EP - 234 SN - 9781138922310 SP - 210 CT - Landstrom, H.; Parhankangus, A. (ed.), Challenging the Assumptions in Entrepreneurship Research ER - TY - JOUR AU - Bücker, J.J.L.E. AU - Furrer, O.F.G. AU - Peeters Weem, T.J.T. AU - Furrer, O. AU - Peeters Weem, T. PY - 2016 UR - https://hdl.handle.net/2066/163211 AB - - PURPOSE - The purpose of this paper is to assess the cross-cultural equivalence of the four-dimensional 20-item Cultural Intelligence Scale (CQS) and the two-dimensional 12-item cultural intelligence (CQ) short scale. Furthermore, the study elaborates on the results by discussing the differences between culturally equivalent and culturally non-equivalent items. - DESIGN/METHODOLOGY/APPROACH - Data gathered from 607 students with a Chinese or Dutch background and mature international experience serve to test the cross-cultural equivalence of the CQS. - FINDINGS - This study addresses the lack of clarity concerning the cross-cultural equivalence of the CQS in the extended domain of empirical research involving CQ. Furthermore, the consequences of the cultural equivalence tests are discussed. - PRACTICAL IMPLICATIONS - Comparing CQ scores across cultures is only meaningful with the use of the adjusted, two-dimensional scale. Practitioners must be aware of the emic-etic character of the measurement instrument they use. - ORIGINALITY/VALUE - This study addresses the lack of clarity concerning the cross-cultural equivalence of the CQS in the extended domain of empirical research involving CQ. Furthermore, the consequences of the cultural equivalence tests are discussed. TI - Robustness and cross-cultural equivalence of the Cultural Intelligence Scale (CQS) EP - 325 SN - 2049-8799 IS - iss. 3 SP - 300 JF - Journal of Global Mobility: the Home of Expatriate Management Research VL - vol. 4 PS - 26 p. DO - http://dx.doi.org/10.1108/JGM-05-2016-0022 DO - https://doi.org/10.1108/JGM-05-2016-0022 ER - TY - JOUR AU - Bücker, J.J.L.E. AU - Poutsma, F. AU - Monster, H. AU - Poutsma, E. PY - 2016 UR - https://hdl.handle.net/2066/163205 AB - - PURPOSE - The purpose of this paper is to offer a timely assessment of the influence of human resource (HR) processes and policies on expatriates’ employability, using a Dutch international engineering firm as the study setting. - DESIGN/METHODOLOGY/APPROCH - The qualitative study, based on in-depth interviews with 15 respondents in various roles, such as expatriates, repatriates, HR managers and line managers, is complemented by a document analysis of HR policy reports about expatriation processes. - FINDINGS - Expatriation management influences the internal employability of engineering expatriates, yet most HR policies related to expatriation work are counterproductive in terms of in-company employability of expatriates. - RESEARCH LIMITATIONS/IMPLICATIONS - Further research could extend this single case study by differentiating engineering from management functions and addressing employability implications for other assignments and other forms of expatriation. Comparisons are also possible across various stakeholders with regard to social support. - PRACTICAL IMPLICATIONS - HR management can follow several prescriptions revealed by this study to increase expatriates’ employability within the organization. - ORIGINALITY/VALUE - This study is among the first to relate expatriation processes to the dimensions of employability. TI - How and why does expatriation management influence expatriates’ employability? EP - 452 SN - 2049-8799 IS - iss. 4 SP - 432 JF - Journal of Global Mobility: the Home of Expatriate Management Research VL - vol. 4 PS - 21 p. DO - http://dx.doi.org/10.1108/JGM-11-2015-0058 DO - https://doi.org/10.1108/JGM-11-2015-0058 ER - TY - THES AU - Veth, K.N. PY - 2016 UR - https://hdl.handle.net/2066/158941 PB - [S.l. : s.n.] TI - The Driving Power of Development HRM and Employee Outcomes Across the Life-Span N1 - Promotor : Heijden, B.I.J.M. van der Co-promotores : Korzilius, H.P.L.M., Lange, A. de, Emans, B.J.M. N1 - RU Radboud Universiteit, 25 augustus 2016 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/158941/158941.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 - 2016 UR - https://hdl.handle.net/2066/175504 AB - BACKGROUND: Providing nursing teams with feedback on quality measurements is used as a quality improvement instrument in healthcare organizations worldwide. Previous research indicated contradictory results regarding the effect of such feedback on both nurses' well-being and performance. OBJECTIVES: Building on the Job Demands-Resources model this study explores: (1) whether and how nurses' perceptions of feedback on quality measurements (as a burdening job demand or rather as an intrinsically or extrinsically motivating job resource) are respectively related to nurses' well-being and performance; and (2) whether and how team reflection influences nurses' perceptions. DESIGN: An embedded case study. SETTINGS: Four surgical wards within three different acute teaching-hospital settings in the Netherlands. METHODS: During a period of four months, the nurses on each ward were provided with similar feedback on quality measurements. After this period, interviews with eight nurses and the ward manager for each ward were conducted. Additionally, observational data were collected from three oral feedback moments on each of the participating wards. RESULTS: The data revealed that individual nurses perceive the same feedback on quality measurements differently, leading to different effects on nurses' well-being and performance: 1) feedback can be perceived as a job demand that pressures nurses to improve the results on the quality measurements; 2) feedback can be perceived as an extrinsically motivating job resource, that is instrumental to improve the results on quality measurements; 3) feedback can be perceived as an intrinsically motivating job resource that stimulates nurses to improve the results on the quality measurements; and 4) feedback can be perceived neither as a job demand, nor as a job resource, and has no effect on nurses' well-being and performance. Additionally, this study indicates that team reflection after feedback seems to be very low in practice, while our data also provides evidence that nursing teams using the feedback to jointly reflect and analyse their performance and strategies will be able to better translate information about quality measurements into corrective behaviours, which may result in more positive perceptions of feedback on quality measurements among individual nurses. CONCLUSIONS: To better understand the impact of feedback to nursing teams on quality measurements, we should take nurses' individual perceptions of this feedback into account. Supporting nursing teams in team reflection after them having received feedback on quality measurements may help in eliciting positive perceptions among nurses, and therewith create positive effects of feedback on both their well-being and performance. TI - Nurses' perceptions of feedback to nursing teams on quality measurements: An embedded case study design EP - 129 SN - 0020-7489 SP - 120 JF - International Journal of Nursing Studies VL - vol. 64 DO - https://doi.org/10.1016/j.ijnurstu.2016.10.003 ER - TY - JOUR AU - Visser, L.M. AU - Bleijenbergh, I.L. AU - Benschop, Y.W.M. AU - Riel, A.C.R. van AU - Bloem, B.R. PY - 2016 UR - https://hdl.handle.net/2066/160890 AB - - OBJECTIVE: Communication technologies, such as personal online health communities, are increasingly considered as a tool to realise patient empowerment. However, little is known about the actual use of online health communities. Here, we investigated if and how patients' use of online communities supports patient empowerment. - SETTING: A network of primary and secondary care providers around individual patients with Parkinson's disease. - PARTICIPANTS: We conducted case studies to examine our research question. We interviewed 18 patients with Parkinson's disease and observed the use of online health communities of 14 of them for an average of 1 year. - PRIMARY OUTCOME MEASURES: We analysed the interviews and the online conversations between patients and healthcare providers, using Foucault's framework for studying power processes. - RESULTS: We observed that patient empowerment is inhibited by implicit norms that exist within these communities around the number and content of postings. First, patients refrained from asking too many questions of their healthcare providers, but felt obliged to offer them regular updates. Second, patients scrutinised the content of their postings, being afraid to come across as complainers. Third, patients were cautious in making knowledge claims about their disease. - CONCLUSIONS: Changing implicit norms within online communities and the societal context they exist in seems necessary to achieve greater patient empowerment. Possibilities for changing these norms might lie in open dialogue between patient and healthcare providers about expectations, revising the curriculum of medical education and redesigning personal online health communities to support two-way knowledge exchange. TI - Do online communities change power processes in healthcare? Using case studies to examine the use of online health communities by patients with Parkinson's disease SN - 2044-6055 IS - iss. 11 JF - BMJ Open VL - vol. 6 DO - https://doi.org/10.1136/bmjopen-2016-012110 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/160890/160890pub.pdf?sequence=1 ER - TY - GEN AU - Giesbers, A.P.M. AU - Schouteten, R.L.J. AU - Poutsma, E. AU - Heijden, B.I.J.M. van der AU - Achterberg, T. van PY - 2016 UR - https://hdl.handle.net/2066/160521 TI - Feedback on quality measurements to nursing teams: Making it count N1 - Biennial seminar on improving people performance in healthcare: Managing health care professionals in extreme jobs and a changing context, 26 augustus 2016 N1 - Belfast : [S.n.] ER - TY - THES AU - Vossen, E.E.M. PY - 2016 UR - https://hdl.handle.net/2066/158604 PB - [S.l. : s.n.] TI - Uncovering the microfoundations of the activation paradigm: A translation perspective on sickness absence practices in Dutch and Danish hospitals N1 - RU Radboud Universiteit, 19 september 2016 N1 - Promotores : Gestel, N.M. van, Heijden, B.I.J.M. van der Co-promotor : Rouwette, E.A.J.A. L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/158604/158604.pdf?sequence=1 ER - TY - JOUR AU - Loenen, V. van AU - Schouteten, R.L.J. AU - Loenen, V.G.M.W. van PY - 2016 UR - https://hdl.handle.net/2066/158612 AB - Uit onderzoek blijkt dat de implementatie van Lean niet altijd voorspoedig verloopt. In de laatste decennia is vooral ex post inzicht verkregen over Lean-implementatieprocessen, maar er blijkt behoefte aan inzichten tijdens een implementatieproces. Inzichten die ons leren welke factoren een implementatieproces en het handelen van actoren daarin beïnvloeden. Op basis van een realtime casestudy betoogt dit artikel dat drie belangrijke factoren ertoe bijdragen dat de implementatie van Lean in deze casus naar de achtergrond verdwijnt en daardoor moeizamer verloopt. Dit komt vooral doordat de focus op het realiseren van een kortetermijndoelstelling is komen te liggen. Verder blijken politieke en faciliterende factoren een vertragende werking te hebben op het implementatieproces. Deze inzichten leren dat onrust, onduidelijke redenering over de aanleiding van de Lean-implementatie en matige ondersteuning een remmende werking hebben. TI - De implementatie van Lean; Inzicht in inertiefactoren EP - 37 SN - 0165-1722 IS - iss. 2 SP - 20 JF - M & O: Tijdschrift voor Management en Organisatie VL - vol. 70 VL - vol. 2016 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/158612/158612.pdf?sequence=1 ER - TY - RPRT AU - Herschberg, C. AU - Benschop, Y.W.M. AU - Brink, M.C.L. van den PY - 2016 SN - 9788884436870 UR - https://hdl.handle.net/2066/161795 PB - Trento : University of Trento TI - Gender practices in the construction of excellence: A comparative analysis PS - 33 p. L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/161795/161795.pdf?sequence=1 ER -