TY  - CONF
AU  - Schouteten, R.L.J.
AU  - Ligthart, P.E.M.
AU  - Poutsma, E.
AU  - Kok, R.A.W.
PY  - 2018
UR  - https://hdl.handle.net/2066/197808
PB  - Porto, Portugal : [S.n.]
TI  - The role of HR systems of practices in stimulating different types of innovation
CT  - 25th Innovation and Product Development Management Conference
N1  - 25th Innovation and Product Development Management Conference, 10-13 June, Porto Portugal, 10 juni 2018
ER  - 
TY  - JOUR
AU  - Ligthart, P.E.M.
AU  - Schouteten, R.L.J.
AU  - Poutsma, E.
PY  - 2017
UR  - https://hdl.handle.net/2066/179780
TI  - Employee share schemes in Europe: The influence of US multinationals
EP  - 92
SN  - 0935-9915
SP  - 65
JF  - Management Revue
DO  - http://dx.doi.org/10.5771/0935-9915-2017-2-65
DO  - http://dx.doi.org/10.5771/9783845283548
ER  - 
TY  - CONF
AU  - Posthuma, R.A.
AU  - Flores, G.
AU  - Aquirre, M.
AU  - Anseel, F.
AU  - Papascaritei, P.
AU  - Campion, M.A.
AU  - Costamagna, R.
AU  - Grobler, P.
AU  - Gupta, G.
AU  - Heloisa, A.
AU  - Idrovo Carlier, S.
AU  - Kok, R.A.W.
AU  - Kemmer, S.
AU  - Kuskova, V.
AU  - Lagormasino, R.
AU  - Levashina, J.
AU  - Ligthart, P.E.M.
AU  - Mumford, T.
AU  - Nguyen, L.D.
AU  - Pin Arboledas, J.R.
AU  - Poutsma, F.
AU  - Sancho, A.
AU  - Sheehan, M.
AU  - Schouteten, R.L.J.
AU  - Steger, T.
AU  - Suarez Ruz, E.
AU  - Sasaeta, L.
AU  - Vossaert, L.
AU  - Wang, X.H.
AU  - Poutsma, E.
PY  - 2017
UR  - https://hdl.handle.net/2066/167548
AB  - This study provides empirical support for a seven-factor multi-item measure of High Performance Work practices using data from multiple managers working for companies in 18 different countries (N = 3,289).  Reliability, generalizability, measurement equivalence, and validity were demonstrated. This measure will facilitate future research on HPWPs.
We bring clarity to the field of High Performance Work Practices by creating a consistent measure that can be used across countries and cultures. We studied 3,289 managers working for companies in 18 different countries. Our results show that there are consistencies in the structure of High Performance Work Practices in different contexts. We go further to explain why these practices are effective in enhancing the performance of organizations in different contexts. This will help managers and researchers to better understand how they can increase the efficiency and effectiveness of their operations and to close gaps between managers and researchers.
PB  - Olando, Florida, USA : [S.n.]
TI  - Development and Validation of a Cross-National Measure of High Performance Work Practices
CT  - Society for Industrial and Organizational Psychology, 26 April
N1  - Society for Industrial and Organizational Psychology, 27 april 2017
L1  - https://repository.ubn.ru.nl/bitstream/handle/2066/167548/167548.pdf?sequence=1
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  - Poutsma, F.
AU  - Ligthart, P.E.M.
AU  - Schouteten, R.L.J.
PY  - 2010
UR  - https://hdl.handle.net/2066/182985
AB  - The debate on convergence and globalisation of national economies emphasises the role, in particular, 
of US-based Multinational Corporations (MNCs) with regard to the transfer of home-country policies in 
countries where they have their subsidiaries. MNCs set a process of change in motion in which local 
companies attempt to catch up with the more internationalised companies. In this article, we studied 
the differential effect of US-based and EU-based MNC on the incidence of Employee Share Options Schemes 
in European companies using a mixed methods approach of investigating institutional profiles of host 
countries and analysing a survey of subsidiaries in the same host countries. We distinguished between two 
types of share options schemes, i.e. narrow-based schemes eligible for management and executives, and 
broad-based share option schemes open to all employees. We found substantial effects of countryspecific 
institutions and of the country of origin of MNCs, which clearly support the institutional duality thesis. The diversity we find in predictors between countries and the strong significant effects of country suggest that local corporate and institutional factors are more important in the case of broad-based share schemes than in the case of narrow-based share schemes.
TI  - Institutional Duality in the Adoption of Employee Share Ownership by Multinationals in Europe
EP  - 89
SN  - 1039-6993
IS  - iss. 2
SP  - 37
JF  - International Journal of Employment Studies
VL  - vol. 18
PS  - 43 p.
ER  - 
TY  - CHAP
AU  - Poutsma, F.
AU  - Ligthart, P.E.M.
AU  - Schouteten, R.L.J.
PY  - 2009
UR  - https://hdl.handle.net/2066/78364
PB  - München : Rainer Hampp Verlag
TI  - Employee share schemes in Europe. The influence of US multinationals
EP  - 440
SN  - 9783866183247
SP  - 413
CT  - Kabst, R.; Giardini, A.; Wehner, M.C. (ed.), International komparatives Personalmanagement : Evidenz, Methodik & Klassiker des “Cranfield Projects on International Human Resource Management”
ER  -