TY  - JOUR
AU  - Selm, M. van
AU  - Heijden, B.I.J.M. van der
PY  - 2014
UR  - https://hdl.handle.net/2066/129801
TI  - Media portrayals of older employees: a success story?
EP  - 597
SN  - 0953-4814
IS  - iss. 4
SP  - 583
JF  - Journal of Organizational Change Management
VL  - vol. 27
PS  - 15 p.
DO  - http://dx.doi.org/10.1108/JOCM-05-2014-0102
ER  - 
TY  - JOUR
AU  - Klink, M. van der
AU  - Heijden, B.I.J.M. van der
AU  - Boon, J den
AU  - Williams van Rooij, S.
PY  - 2014
UR  - https://hdl.handle.net/2066/129798
TI  - Exploring the contribution of formal and informal learning to academic staff member employability: A Dutch perspective
EP  - 356
SN  - 1362-0436
IS  - iss. 3
SP  - 337
JF  - Career Development International
VL  - vol. 19
PS  - 20 p.
DO  - http://dx.doi.org/10.1108/CDI-03-2013-0030
ER  - 
TY  - JOUR
AU  - Ruiller, C.
AU  - Heijden, B.I.J.M. van der
AU  - Patin-Saint-Mieux, B.
PY  - 2014
UR  - https://hdl.handle.net/2066/139476
AB  - This research deals with role playing (RP) aimed at assisting learners to optimize their managerial style. While RP is often used in training sessions, contributions on its evaluations have decreased since the beginning of the 1980s. Although RP as a training method had been criticized for several reasons, RP has the advantage to conciliate theoretical knowledge and practical construction of meaning, based on the learners’ experiences, games and the group as a place of creation and growth. In this research - based on the analysis of a reflexive exercise led by a trainer during 17 years of experiencing RP – it is argued that the socio-constructivist approach, by promoting awareness in the training process, allows trainers to develop relational skills and to gain behavioural flexibility in their sessions. The main results of our study indicate the need for learners to co-determine the parameters of the RP process (rules and security) in close collaboration with the trainer, in order to make this method effective.
TI  - The use of role playing in managerial learning: A socio constructivistic approach
EP  - 36
SN  - 2345-0193
IS  - iss. 1
SP  - 24
JF  - Baltic Journal of Career Education and Management
VL  - vol. 2
PS  - 13 p.
L1  - https://repository.ubn.ru.nl/bitstream/handle/2066/139476/139476.pdf?sequence=1
ER  - 
TY  - JOUR
AU  - Semeijn, J.
AU  - Heijden, B.I.J.M. van der
AU  - Lee, A.T van der
PY  - 2014
UR  - https://hdl.handle.net/2066/122133
AB  - This study examined the predictive value of multisource ratings of managerial competencies for managerial and organizational effectiveness. Data from 155 subordinates, 59 peers, and 28 supervisors were gathered in order to provide insight into their perceptions on managerial competencies for their managers. With regard to the outcome variable (i.e., effectiveness), both individual-level (subordinates’, peers’, and supervisors’ ratings of managers) and organizational-level (Balanced Scorecard) measures were used. As expected, subordinates, peers, and supervisors have distinct perspectives on the managerial competencies that are relevant for effectiveness. Moreover, the specifi c managerial competencies differ in terms of their predictive validity respectively for managerial and organizational effectiveness. The outcomes of our study suggest that a multisource and multimethod approach is valuable in assessing both managerial competencies and managerial and organizational effectiveness. Several implications for human resource management practices are discussed.
TI  - Multisource ratings of managerial competencies and their predictive value for managerial and organizational effectiveness
EP  - 794
SN  - 0090-4848
IS  - iss. 5
SP  - 773
JF  - Human Resource Management
VL  - vol. 53
PS  - 22 p.
DO  - http://dx.doi.org/10.1002/hrm.21592
ER  - 
TY  - JOUR
AU  - Nazar, G.
AU  - Heijden, B.I.J.M. van der
PY  - 2014
UR  - https://hdl.handle.net/2066/116926
TI  - Possible selves and identity in relation to career development: evidence from Chilean male middle-aged managers' career narratives
EP  - 77
SN  - 1360-3736
IS  - iss. 1
SP  - 66
JF  - International Journal of Training and Development
VL  - vol. 18
N1  - 3 oktober 2013
PS  - 12 p.
DO  - http://dx.doi.org/10.1111/ijtd.12019
ER  - 
TY  - JOUR
AU  - Brink, M.C.L. van den
AU  - Stobbe, L.
PY  - 2014
UR  - https://hdl.handle.net/2066/135096
AB  - This paper revolves around ambivalent discourses surrounding gender equality policies and interventions in organizations. On the one hand, these equality policies are perceived as necessary in order to create more opportunities for upward career mobility for women. On the other hand, both men and women argue against these policies due to issues of reverse discrimination and quality loss that they raise. For a Dutch Funding Organization, this resulted in a dilemma; with gender equality on the one hand, and merit and individual advancement on the other. The support paradox provides a discursive tool to counter this dilemma that finds its roots in a strong belief in the meritocracy and a blindness for the genderedness of the meritocracy and academic careers. By reframing and illustrating this paradox, this study shows that the support that men often receive in their academic careers tends to be taken for granted, while women are expected to advance on their own in order to prove that they are sufficiently qualified. We will argue that it is theoretically interesting and politically important to frame the “getting help” dilemma in terms of a paradox
TI  - The support paradox: Overcoming dilemmas in gender equality programs
EP  - 174
SN  - 0956-5221
IS  - iss. 2
SP  - 163
JF  - Scandinavian Journal of Management
VL  - vol. 30
PS  - 12 p.
DO  - http://dx.doi.org/10.1016/j.scaman.2013.07.001
ER  - 
TY  - JOUR
AU  - Leon-Perez, J.M.
AU  - Notelaers, G.L.A.
AU  - Arenas, A.
AU  - Munduate, L.
AU  - Medina, F.J.
PY  - 2014
UR  - https://hdl.handle.net/2066/123378
TI  - Identifying Victims of Workplace Bullying by Integrating Traditional Estimation Approaches Into a Latent Class Cluster Model
EP  - 1177
SN  - 0886-2605
IS  - iss. 7
SP  - 1155
JF  - Journal of Interpersonal Violence
VL  - vol. 29
N1  - 19 november 2013
PS  - 23 p.
DO  - https://doi.org/10.1177/0886260513506280
ER  - 
TY  - JOUR
AU  - Peters, P.
AU  - Poutsma, F.
AU  - Heijden, B.I.J.M. van der
AU  - Bakker, A.B.
AU  - Bruin, T. de
PY  - 2014
UR  - https://hdl.handle.net/2066/121941
TI  - Enjoying new ways to work: An HRM process approach to study flow
EP  - 290
SN  - 0090-4848
IS  - iss. 2
SP  - 271
JF  - Human Resource Management
VL  - vol. 53
PS  - 20 p.
DO  - https://doi.org/10.1002/hrm.21588
ER  - 
TY  - JOUR
AU  - Brink, M.C.L. van den
AU  - Benschop, Y.W.M.
PY  - 2014
UR  - https://hdl.handle.net/2066/121515
TI  - Gender in Academic Networking: The Role of Gatekeepers in Professorial Recruitment
EP  - 492
SN  - 0022-2380
IS  - iss. 3
SP  - 460
JF  - Journal of Management Studies
VL  - vol. 51
N1  - 4 december 2013
PS  - 33 p.
DO  - https://doi.org/10.1111/joms.12060
ER  - 
TY  - JOUR
AU  - Pio, E.
AU  - Essers, C.
PY  - 2014
UR  - https://hdl.handle.net/2066/112153
TI  - Professional Migrant Women Decentring Otherness: A Transnational Perspective
EP  - 265
SN  - 1045-3172
IS  - iss. 2
SP  - 252
JF  - British Journal of Management
VL  - vol. 25
PS  - 14 p.
DO  - https://doi.org/10.1111/1467-8551.12003
ER  - 
TY  - JOUR
AU  - Essers, C.
AU  - Tedmanson, D.
PY  - 2014
UR  - https://hdl.handle.net/2066/116942
TI  - Upsetting ‘Others’ in the Netherlands: Narratives of Muslim Turkish Migrant Businesswomen at the Crossroads of Ethnicity, Gender and Religion
EP  - 367
SN  - 0968-6673
IS  - iss. 4
SP  - 353
JF  - Gender, Work and Organization
VL  - vol. 21
PS  - 15 p.
DO  - https://doi.org/10.1111/gwao.12041
ER  - 
TY  - JOUR
AU  - Verduyn, K.
AU  - Dey, P.
AU  - Tedmanson, D.
AU  - Essers, C.
AU  - Verduijn, K.
PY  - 2014
UR  - http://repository.ubn.ru.nl/handle/2066/127253
TI  - Emancipation and/or oppression? Conceptualizing dimensions of criticality in entrepreneurship studies
EP  - 207
SN  - 1355-2554
IS  - iss. 2
SP  - 98
JF  - International Journal of Entrepreneurial Behaviour & Research
VL  - vol. 20
PS  - 20 p.
DO  - http://dx.doi.org/10.1108/IJEBR-02-2014-0031
DO  - https://doi.org/10.1108/IJEBR-02-2014-0031
ER  - 
TY  - JOUR
AU  - Bücker, J.J.L.E.
AU  - Furrer, O.F.G.
AU  - Poutsma, F.
AU  - Buyens, D.
PY  - 2014
UR  - http://repository.ubn.ru.nl/handle/2066/127384
AB  - Cultural intelligence (CQ) is an important construct attracting growing attention in academic literature and describing cross-cultural competencies. To date, researchers have only partially tested the relationship between CQ and its dependent variables, such as performance. In this study, the relationship between CQ and communication effectiveness and job satisfaction is measured in a sample of 225 Chinese managers working for foreign multinational enterprises in China. The results show that CQ plays an important role in reducing anxiety and influencing both communication effectiveness and job satisfaction positively. Another outcome is the unexpected influence of anxiety on job satisfaction but not on communication effectiveness. These findings contribute to the development of theory with regard to the CQ construct.
TI  - The impact of cultural intelligence on communication effectiveness, job satisfaction and anxiety for Chinese host country managers working for foreign multinationals
EP  - 2087
SN  - 0958-5192
IS  - iss. 14
SP  - 2068
JF  - International Journal of Human Resource Management
VL  - vol. 25
N1  - 10 januari 2014
PS  - 20 p.
DO  - https://doi.org/10.1080/09585192.2013.870293
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  - 2014
UR  - http://repository.ubn.ru.nl/handle/2066/127803
TI  - Nurses' perception of feedback on quality measurements: Development and validation of a measure
EP  - 398
SN  - 0179-6437
IS  - iss. 3
SP  - 391
JF  - Zeitschrift für Personalforschung
VL  - vol. 28
PS  - 8 p.
DO  - https://doi.org/10.1688/ZfP-2014-03-Giesbers
L1  - https://repository.ubn.ru.nl/bitstream/handle/2066/127803/127803.pdf?sequence=1
ER  - 
TY  - JOUR
AU  - Stoffers, J.M.M.
AU  - Heijden, B.I.J.M. van der
PY  - 2014
UR  - http://repository.ubn.ru.nl/handle/2066/127819
AB  - Bij innovatie is zelden aandacht voor innovatie in het werkgedrag van medewerkers,
terwijl hiermee hun concurrentiekracht kan worden vergroot. In dit onderzoek tonen
we de voorspellende waarde van employability ten aanzien van innovatief werkgedrag
aan. Bovendien blijkt dat bij oudere medewerkers het verband tussen employability en
innovatief werkgedrag sterker is dan bij hun jongere collega’s. Participatie van oudere
werknemers in innovatie kan worden vergroot door te investeren in employability. Na
een uiteenzetting van ons onderzoek en de resultaten bespreken we de consequenties
met betrekking tot de hrm-praktijken binnen het MKB.
TI  - Participatie van oudere werknemers in innovatie
EP  - 57
SN  - 2211-4513
IS  - iss. 2
SP  - 52
JF  - Tijdschrift voor Ontwikkeling in Organisaties
VL  - vol. 4
PS  - 6 p.
L1  - https://repository.ubn.ru.nl/bitstream/handle/2066/127819/127819.pdf?sequence=1
ER  - 
TY  - JOUR
AU  - Stoffers, J.M.M.
AU  - Heijden, B.I.J.M. van der
AU  - Notelaers, G.L.A.
PY  - 2014
UR  - https://hdl.handle.net/2066/134999
AB  - Purpose – The purpose of this paper is to investigate a moderated mediation model of innovative
work behaviour enhancement. Perceived firm (organizational and market) performance was assumed
to moderate the relationships between leader-member exchange (LMX) and organizational citizenship
behaviour (OCB), on the one hand, and employability, on the other hand. In a preciously validated
human resources management (HRM) model, employability appeared to be a full mediator in the
relationship between LMX and OCB, and innovative work behaviour, being the outcome measure.
Design/methodology/approach – Data were collected from a sample of 487 pairs of employees and
their immediate supervisors working in 151 small and medium-sized enterprises (SMEs). Structural
equation modeling (SEM) was used to confirm the factor structure of the baseline model variables,
including LMX, OCB, employability, and innovative work behaviour. The moderating effect of firm
performance was tested using multi-group SEM.
Findings – Results indicated that firm performance had a substantial influence on the baseline
model’s relationships. More specifically, firm performance appeared to moderate partially a mediation
model wherein LMX was assumed to be associated with innovative work behaviour, through
employability, being the mediator. Moreover, firm performance also appeared to moderate conclusively a
model with employability as a mediator in the relationship between OCB and innovative work behaviour.
Originality/value – To the best of our knowledge, this is the very first study that investigates a
mediation model of innovative work behaviour enhancement moderated by firm performance.
It appears that high- vs low-performance firms present very different organizational environments for
an employee to work in. Obviously, these situational factors affect workers’ employability. This study
adds particular knowledge to the scholarly literature in this field since not much is known about the
science and practice of HRM within SMEs.
TI  - Towards a moderated mediation model of innovative work behaviour enhancement
EP  - 659
SN  - 0953-4814
IS  - iss. 4
SP  - 642
JF  - Journal of Organizational Change Management
VL  - vol. 27
PS  - 18 p.
DO  - https://doi.org/10.1108/JOCM-05-2014-0105
ER  - 
TY  - JOUR
AU  - Rongen, A.
AU  - Robroek, S.
AU  - Heijden, B.I.J.M. van der
AU  - Schouteten, R.L.J.
AU  - Hasselhorn, H.M.
AU  - Burdorf, A.
PY  - 2014
UR  - https://hdl.handle.net/2066/112091
AB  - Aim
To investigate how work-related characteristics and work ability influence nursing staff decisions to change employer or leave the profession.
Background
Previous cross-sectional studies have indicated that decreased work ability and unfavourable work-related characteristics are important determinants for the intention to leave the profession among nursing staff.
Methods
A 1-year longitudinal study, using data from the European Nurses' Early Exit Study. The study population consisted of 9927 (66%) members of the eligible nursing staff of which 345 left their current employer. Work-related characteristics, work ability and employment status were assessed by questionnaires.
Results
Nursing staff with a low work ability were more likely to either change employer or leave the profession. Among nursing staff with a low work ability the risk of changing employer increased significantly with unfavourable work-related characteristics. However, among nursing staff with a good work ability the risk of changing employer barely changed with unfavourable work-related characteristics.
Conclusion
The negative effects of decreased work ability on changing employer and leaving the profession are partly counterbalanced by favourable psychological and physical work-related characteristics.
TI  - Influence of work-related characteristics and work ability on changing employer or leaving the profession among nursing staff
EP  - 1075
SN  - 0966-0429
IS  - iss. 8
SP  - 1065
JF  - Journal of Nursing Management
VL  - vol. 22
PS  - 11 p.
DO  - https://doi.org/10.1111/jonm.12066
ER  - 
TY  - JOUR
AU  - Thijssen, J.G.L.
AU  - Kraus-Hoogeveen, S.I.
AU  - Kok-van Meer, A.
AU  - Leisink, P.
AU  - Thijssen, J
PY  - 2014
UR  - https://hdl.handle.net/2066/131513
AB  - Do paid work activities displace volunteering? A potential explanation from role overload theory Recent changes in Dutch society might lead to a shortage of volunteers. On the one hand, the demand for volunteers is increasing: in the social welfare domain because of governmental austerity policies and in other domains such as sports because of the higher supervision intensity of activities. On the other hand, the supply of volunteers is likely to decrease as more and more women and older workers are active in the labor market, which reduces the time that is available for volunteering. Role overload theory would suggest that the increasing labor participation rate of certain categories of workers goes along with a decline of participation in voluntary work. The secondary data analysis shows that various role loads (work, care for children living at home) are associated with differences in participation in voluntary work. However, while a higher number of contractual work hours and hours spent on work-related training are negatively associated with volunteer work, care for children living at home is positively associated with volunteering. These results provide only limited support for role overload theory.
TI  - Betaalde arbeid als verdringer van vrijwilligerswerk? Overbelasting als mogelijke verklaring
EP  - 20
SN  - 1876-8830
IS  - iss. 2
SP  - 4
JF  - Journal of Social Intervention : Theory and Practice
VL  - vol. 23
PS  - 17 p.
L1  - https://repository.ubn.ru.nl/bitstream/handle/2066/131513/131513pub.pdf?sequence=1
ER  -