A5040383100- Job Satisfaction and Organizational Behavior
- Work-Family Balance Challenges
- International Student and Expatriate Challenges
- Workplace Spirituality and Leadership
- Experimental Behavioral Economics Studies
- Environmental Sustainability in Business
- Management and Organizational Studies
- Retirement, Disability, and Employment
- Higher Education Governance and Development
- Organizational Learning and Leadership
- Human Resource Development and Performance Evaluation
- Higher Education and Employability
- Religion, Spirituality, and Psychology
- Knowledge Management and Sharing
- Environmental Education and Sustainability
- Gender Diversity and Inequality
- Team Dynamics and Performance
- Emotional Intelligence and Performance
- Construction Project Management and Performance
- Workplace Health and Well-being
- Evaluation and Performance Assessment
- Mindfulness and Compassion Interventions
- Human Resources and Workforce
- Human Resource and Talent Management
- Social Capital and Networks
Vrije Universiteit Amsterdam
2015-2023
Canadian University of Dubai
2016-2018
Why does becoming more aware of yourself and your wider work environment enable you to experience greater meaningful work? Drawing upon mindfulness-to-meaning interpersonal sensemaking theories, we argue that in a state awareness individuals are cognitively flexible able interpret relevant cues ways them their as meaningful. Study 1 is quantitative diary study over period six weeks tests the state-level relationships between awareness, cognitive flexibility, work. We find is, directly...
Purpose The purpose of this paper is to examine the moderating role pay in relationship between employee ambition and taking charge behavior, its subsequent effects on career satisfaction. Design/methodology/approach A two-wave quantitative investigation was conducted among alumni a large public university Netherlands. Findings results show that behavior mediates positive They also positively moderates mediation, such stronger when ambitious employees receive an increase pay, leading...
Abstract With the growing interest in joint effects of individual and contextual factors predicting team member proactivity, this paper examines why when pursuing one's career calling can lead to proactivity. Drawing on Work as a Calling Theory, we propose that “living out calling” explains employees' perceived positively relates proactivity especially employee receives high levels mentoring support. Our hypotheses are tested using multisource time‐lagged study design with sample 296 dyads...
We conduct a field and an online classroom experiment to study gender differences in self-set performance goals their effects on real-effort task. distinguish between public private goals, being identifiable both cases. Participants set significantly more ambitious when these are public. Women choose lower than men treatments. Men perform better women under as well the absence of goal setting, consistent with identifiability causing differences, found other studies. Compared setting does not...
This paper examines how employees' career aspirations benefit organizations, i.e., contribute to strengthening organizational capabilities and connections, by means of two aspects contemporary work: proactive relational. Data were collected from alumni a public university in Amsterdam, the Netherlands, waves with 1-year time lag. The results showed that employees strengthen: (a) capabilities; (b) connections through their instrumental psychosocial relationships. Interestingly, although...
This study seeks to examine how and when job crafting trickles down from leaders followers in a team context. Drawing on social learning theory, we hypothesize that leaders’ resources mediate the relationship between members’ crafting. Empowering leadership is proposed strengthen mediation effect, such under stronger (higher) empowering style further strengthened, thereby positively influencing overall mediated relationship. We tested our multilevel moderated model with leader-subordinate...
Purpose This paper aims to investigate the effectiveness of training during technological changes in Dubai-based companies by focusing on program characteristics and employees’ motivations. Design/methodology/approach A qualitative investigation was conducted that included interviews with eight managers seven employees. Findings As demonstrated study results, employees suggest 70-20-10 model is effective for preparing independently implement changes. However, argue motivations are not stable...
Although the globalization of academic labor market offers many advantages to institutions and their students, less is known about its (dis)advantages for expatriates’ careers. This paper seeks explanations how expatriates aspire invest in careers emerging economies by engaging both with evidence intelligent career theory, literature on expatriation higher education. On basis these different streams literature, this identifies outlines institutional practices that could influence suggests...
Purpose This article presents a summary of the interview with Rino Schreuder, managing director European Management Development (EMD) Centre, founder and chairman Executive Network, Editor Dutch Journal, Editorial Board member UK journals & Learning in Organizations Leadership Organization Journal. Schreuder has over 20 years experience working for Fortune 500 other firms area management development training.
Orientation: Leaders must understand how to manage digital nomads in their companies.Research purpose: This study aimed explore nomads’ experiences shape understanding of work and life during the transitional career process.Motivation for study: Little research explores why individuals become what they find important work.Research approach/design method: employed concept working identity used open-ended approach grounded theory. The snowball sampling method was recruit participants, data...
Amid a growing interest in how geographical location functions as motive for self-initiated expatriate (SIE) academics to choose their next employer, more research is needed understand select potential expatriation. With the goal of contributing literature on SIE academics, this study explores cues that drive early career-stage destination—Copenhagen or Amsterdam—when accepting an international job offer. The data reveal four frames academics’ meaning-making regarding destination city:...
Purpose: This paper contributes to the literature on consequences of dark side personality at work. It examines relationship between employees’ ambitions and their individual contributions organizational capabilities connections. Design/methodology/approach: A two-wave investigation was conducted among alumni a large public university in The Netherlands. Findings: Results show that ambitious employees contribute a) strengthening by taking charge behavior work, b) enlarging connections...
Feedback is an integral part of organizational life and a critical enabler for employee development performance. Past research found that individual's attitudes towards feedback their likelihood to give seek caused by depends on the multilevel factors, namely those at individual, team levels (e.g., Anseel et al., 2015; Finkelstein 2017; Sijbom 2018). However, recently scholars point out there still relatively little into and, particularly, level factors shape behaviors its effect...
It is now well established that positive meaning in the workplace a significant source of motivation. In our proposed Symposium, we will take step back and shine light on intricacies making. The five papers to be presented discussed illumine different underlying mechanisms consider dynamism, relational perspective, influence self others, contexts making process. doing so advance theory set ground for future research Given benefits workplace, these insights also invaluable managers, leaders,...
Team member proactivity has become increasingly important for contemporary teams that seek to improve how they function. However, team members, this proactive team-oriented behavior requires risk taking and a great amount of effort; therefore, organizations must encourage persistence in behavior. This is the first study propose can enhance when help members live out their individual callings by offering them mentoring. Our hypotheses are tested using multi-source time-lagged design with...
Answering a growing call from researchers to investigate the context of feedback in organizations, i.e., organizational factors that can potentially affect how is given and received within organization, we conduct qualitative study across three organizations explore characteristics shape employees’ perceptions towards negative feedback. We find feedback: accountability for performance, reinforcement, relational norm politeness. discover interplay between these shapes individual perception as...
Building a personal brand is key concern of many celebrities. However, despite growing need for self-promotion in the context invisible work, little attention to this phenomenon given regular employees. In paper, we argue that work all knowledge employees invest developing their be internally and externally marketable. Specifically, focus on recently proposed concept equity (PBE) test its effects perceived (internal external) marketability. Following assertions signalling theory, propose...
Organizations are increasingly pressured to contribute a greener society and improve team performance. Research shows that by adopting green human resource management (green HRM), organizations foster work behaviors workplace However, whether this also applies non-green outcomes such as performance in context remains question is unexplored. This research addresses gap examining HRM related through the mediating effect of at level. Analyses multi-sourced data from 63 teams show perceptions...