Tilburg School of Social and Behavioral Sciences

Understanding the sociology and psychology of human actions



December 2016: Monitor on differences between men and women in science

On December 12th, based on the LNVH (Dutch Network of Women Professors)-report, a gathering was organized to present the “Monitor Female Professors 2016” regarding reward differences between men and women in science, especially about pay differences and differences in the flow in the academic world. 100 Professors affiliated with the LNVH, including our professor Dr. Marloes van Engen, attended, which brought value to the conference because of their experiences and insights. The LNVH-report, which was released in September 2016, contained lots of data concerning these differences. During the event, a few things became clear: even when we control for factors like educational level and job description, roughly 7% of the differences was still not explained. Furthermore, the first step is awareness. Many people do not realize this gap also exists at their own company. Also, this topic should not only be discussed among women, but also among men and women. Finally, universities need to tackle the structural differences since just giving women a raise will not solve the problem because men will flow to higher positions more easily, widening this gap even further.

To view a recap video of the event (in Dutch) please visit: https://vimeo.com/196588827

To read the “Monitor Female Professors 2016” (in Dutch) please visit: http://www.lnvh.nl/files/downloads/386.pdf

To read the LNVH-report (in Dutch) please visit: http://www.lnvh.nl/site/Publications/LNVH-Reports/LNVH-Rapport-Financile- Beloning-MV- in-de- Wetenschap

To view the reaction of minister Bussemaker (in Dutch) please visit: https://vimeo.com/195428483

And to view an online magazine on this topic by Sofokles (in Dutch) please visit: http://magazine.sofokles.nl/magazine/doorstroom-vrouwen- de-wetenschap/

December 2016: Participation Act in the Knowledge Sector - "Inclusive HRM" works!

This month, SoFoKleS (Social Fund Knowledge Sector) posted an article in their online magazine concerning the study by Dr. Charissa Freese and her colleague Dr. Irmgard Borghouts on the consequences of the Participation Act.

To find out in which way we can best realise jobs for people with disabilities, we have to account for several factors. First of all, there has to be an overlap in the organizational strategy and the goals of the Participation Act. Furthermore, we have to consider the perspectives of dominant stakeholders within the organization, and a business case has to be written.

Finally, the HR-perspective and the HR-activities are of great importance for creating social legitimacy. By doing this, the organization completely integrates the goals of the Participation Act within the HR-strategy.

Full article (in Dutch).

November 2016: Release Article Dr. Karina van de Voorde

Recently, an article written by Dr. Karina van de Voorde and Prof. Dr. Riccardo Peccei was released in the Journal of Management. In this article called “The Application of the Multilevel Paradigm in Human Resource Management – Outcomes Research: Taking Stock and Going Forward”, they primarily focus on multilevel mediation analyses of the HRM outcomes relationship. However, this multi-level paradigm has not yet taken firm root in the field of strategic and employee-centered HRM research. The authors distinguish different types of multilevel methods and identify a number of best practices, including theoretical and methodological criteria which are used to analyze and evaluate all multilevel mediation studies. Since progress in the application of the multilevel paradigm has been slow and uneven, the authors do several suggestions for improvement of strategic and employee-centered HRM research by highlighting ways in which the multilevel approach can contribute to a fuller understanding of the mechanisms through which HR systems affect key outcomes of interest at different levels of analysis. One of the most important suggestions is to take a configurational approach to shed light on the question of trade-offs that may exist between organizational performance and employee well-being and the role that HR systems play in such trade-offs. They suggest to (a) explore which specific types of HR systems are more likely to contribute simultaneously to enhance both employee well-being and organizational performance and, therefore, are more likely to be associated with win-win situations that directly benefit both employees and management by creating organizations that are economically viable and internally socially responsible towards their employees and (b) identify which specific types of HR systems are more likely to produce either mixed or systematically poorer outcomes for management and employees, reflecting different possible combinations of win-lose situations for the parties involved.

To read the full article please visit this webpage

November 2016: Researchers Tilburg University filmed about Participation Act and Inclusive HRM

Recently, a video was launched on how organizations can align integrating people with reduced work capacity with the organization’s HR strategy. This video was based on research funded by Stichting Instituut Gak carried out by our staff member Charissa Freese in collaboration with colleagues Irmgard Borghouts, Ronald Dekker and Ton Wilthagen from the ReFlect Institute at Tilburg University.

To view the video (in Dutch) visit:

November 2016: Article about Dr. Marianne van Woerkom’s perspective on performance appraisal

This month, an article about Dr. Marianne van Woerkom’s perspective on performance appraisal was published in the Volkskrant. Her view on this is that the performance reviews are not always motivating and might even have a negative influence on the motivation of employees, since employees find them frustrating, time-consuming, bureaucratic and irrelevant for their job performance. One of the reasons for this is that it is very difficult to evaluate performance, especially when manager and subordinate do not work closely together. Very often, political motives of the manager play a role in the assessment. Moreover, many employees have difficulties in processing the feedback that they get in the performance appraisal and most employees tend to evaluate their own performance as more positive compared to how others evaluate their performance. Apart from these flaws, performance reviews cost a lot of money: easily 30 million euro’s a year, in a big company. Therefore, she suggests to experiment with different forms of performance appraisal, for example by letting employees collect feedback from coworkers or choosing their own discussion partner.

Read the full article (in Dutch)

November 2016: Article Renee de Reuver all over the internet!

An article written last year by our staff member Renee de Reuver together with Michal Biron (Haifa University) and Sharon Toker (Tel Aviv University), has spread all over the internet! Their study titled “All employees are equal, but some are more equal than others: dominance, agreeableness, and status inconsistency among men and women.” has already been viewed more than 530 times, and brought us 21 news stories! The study focuses on the fit between the education, experience and performance on the one hand, and income and rank on the other. They found a similar pattern among men and women —the more dominant, the more likely he/she is to be better compensated. But alarmingly, dominant women were still found to earn less than even the most agreeable men. Women who were agreeable and "nice" had lower salaries than anyone.

To read the full article, please visit this website

To read one of the news stories, please visit this website

Oktober 2016: Boeklancering ‘Mensenorganisaties’

Oktober 2016: Boeklancering ‘Mensenorganisaties’

Pas geleden is het boek van de schrijvers Janneke Schenning, Robert-Jan Simons en Tijs Besieux gepubliceerd. Het boek genaamd ‘Mensenorganisaties’, leert de lezers om te gaan met het snel veranderende HRD-domein. Het HRD-domein is zich zo snel aan het ontwikkelen, dat het zeer moeilijk is geworden om op de hoogte te blijven van alle ontwikkelingen, en om deze in de praktijk toe te passen. Het boek richt zich op 24 essentiële evoluties in het HRD-domein en de drie bijbehorende perspectieven: het individuele perspectief, het team perspectief en het organisatie perspectief. Over dit laatste perspectief heeft Prof. Dr. Rob Poel een inspirerende inleiding gegeven wat betreft het ontwikkelen de leercultuur, waarbij de HRD’er tegenwoordig een nieuwe focus nodig heeft. Hierbij staat de ontwikkeling van opleidingsaanbieder naar cultuurcoach centraal. Ongeacht het onderwerp koppelen de auteurs theorie en praktijk aan elkaar, om tips te geven en handvaten aan te reiken voor het omgaan met uitdagingen op een onderbouwde manier.

October 2016: Best Paper Award Jaap Paauwe & Elaine Farndale

This month, Prof. Dr. Jaap Paauwe’s and Prof. Dr. Elaine Farndale’s paper received the Best Paper Award at the tenth International Workshop on Human Resource Management at Cádiz University in Spain. Their paper “Modelling the SHRM-performance relationship: The Contextual SHRM-model” focuses on the development of this model, which explains the linkage between an organizations strategy, heritage and external context, and the development of appropriate HRM systems that lead to high firm performance.

September 2016: 2000th alumnnus Human Resource Studies

Renee Vugts 2000th alumnnus HRS

The master Human Resource Studies had the privilege of congratulating the 2000th graduate on Friday the 16th of September. Student Renée Vugts received the congratulations of program director Renee de Reuver and department chairman Marc van Veldhoven during her graduation ceremony.

Both are very proud of their new alumnus, but also of the master HRS which started 30 years ago as the first scientific educational program in the field of Human Resources.


September 2016: Article of prof. dr. Jaap Paauwe in top 10

In December 2008, Prof. Dr. Jaap Paauwe's article "HRM and Performance: Achievements, Methodological Issues and Prospects" was published in the Journal of Management Studies. The article discusses the achievements so far in the field of research, the pitfalls and methodological problems associated with trying to establish a link between HRM policies and practices and performance, and the kind of solutions being put forward in the literature. Furthermore, it presents the prospects for future research in the area of HRM and performance. To date, the Full-Text article has been downloaded 3057 times, resulting in the sixth place of the top ten downloaded Journal of Management Studies Articles from January to August 2016!
Read the full article

September 2016: Freese article "Working hours"

Recently, Dr. Charissa Freese participated in an interview on which an article called "Working 6 hours a day or 12? We above all need to work differently, not shorter or longer." was posted. In this interview Dr. Charissa Freese gives us some great insights in the discussion concerning the hours people should work a day. Carlos Slim, a Mexican telecom-billionaire, suggested 3 working days of 12 hours a week. Dr. Charissa Freese disagrees on this, because "It is for sure that our productivity declines when we work very long". Sweden is experimenting in doing the exact opposite: working 4 days a week, 6 hours a day. But according to Dr. Charissa Freese, this concerns a different matter namely the balance between private life and work. She realises that firms are interested in having employees who are employable longer and more flexible, but they forget that people get less productive. Not shorter or longer working days are the answer, but more change in work.

To read the full article (in Dutch)

August 2016: Teaching in Paramaribo

August 2016: Teaching Paramaribo Jaap August 2016: Teaching Paramaribo Marc

This summer, professors and researchers Marc van Veldhoven and Jaap Paauwe, went to Suriname to teach at the FHR Institute of Social Studies in Paramaribo. Marc van Veldhoven is a work and organizational psychologist specializing in HRM, well-being and performance. He has been teaching in the Master of Human Resource Management Program at this institute for one and a half week. Besides the fact that Marc has brought knowledge to them, he learned a lot from them too, such as what it is like to work in Suriname and about the impact of the crisis that this country is facing. Jaap Paauwe, who is specialized in the link between HRM and Corporate Strategies and how this impacts organizational performance and employee well-being, was involved in the seminar of "Major HR Challenges during economic turndown". This seminar consisted of six modules and the module on "Strategic HRM: an important source of competitive advantage" was taught by Jaap. This module concerned the development of high performance work systems, identifying key employees and strengthening the link between HR and line management in order to optimize the workforce. He taught the participants that people management matters, that your company can make a difference by having excellent links between corporate strategy and human resource management, what the secret is to a sustained competitive advantage and how you can make sure that strategy and vision are rooted in the hearts and minds of your employees.

For both Marc and Jaap, it was a wonderful experience to work with the enthusiastic people from Suriname. 

June 2016: Presenting our research on the AKC meeting

AKC Meeting

In June, together with Tranzo, the scientific center for health and well-being within Tilburg University's School of Social and Behavioral Sciences, Dr. Dorien Kooij went to an AKC meeting. This is a meeting organised by a labour specialized knowledge center, to present information. Dr. Dorien Kooij and Tranzo presented information about the research being done in the HRS Department and learned about the research others are doing in this field. Their own research concerns Inclusive HRM regarding the labour participation of older people, the well-being of employees, and the labour participation of younger people with reduced work capacity.

June 2016: Heading towards 2000th graduation

Who will become the 2000th graduated HRS student? Since the start of our educational program of HRS, we have provided 1989 doctoral and master degrees!

June 2016: Cooperation with Club van Elf

Last Friday, the 3rd of June, we were happy to welcome the 'Club van Elf' to our university to meet the HRS department! The Club van Elf consists of leading HR chief officers of large organizations such as Shell, Philips, DSM and KPN.

HRS cooperation Club van Elf

Together with them, our department discussed what would be useful to add to our educational program to align education and practice even more. In this way we are able to develop our HRS students to be the best HR talents organizations can get!

May 2016: Best paper award for Dr. Marianne van Woerkom

In May 2016, Dr. Marianne van Woerkom received an award from the association for work and organisational psychology, which studies people in relation to their work and their work organisation. Her paper, which she wrote together with Arnold B. Bakker and Lisa H. Nishii, was rewarded for being the best graded exhibit in 2016. The title of this paper was "Accumulative Job Demands and Support for Strength Use: Fine-Tuning the Job Demands-Resources Model Using Conservation of Resources Theory" and it describes the association between absenteeism and accumulative job demands, and tests the idea that employees who are actively encouraged to utilize their personal strengths on the job are better positioned to cope with job demands.

Read the full article

May 2016: New article published by Renee de Reuver

Recently, Renee de Reuver and colleagues have published their article on the award-winning platform, SAGE journals. In their article they examine why and when proactive personality is beneficial for innovative work behavior. It appears that an increase in task conflicts explains the positive relationship between a proactive personality and innovative behavior at work. Furthermore, the relationship between a proactive personality and task conflicts is moderated by job autonomy in such a way that the relationship is particularly strong under low job autonomy compared to high job autonomy.

To learn more about this interesting topic, please read the entire article.

April 2016: Milestone article Employee Well-being

The article ‘Employee well-being and the HRM-Organizational Performance Relationship: a Review of Quantitative studies’ has reached a milestone! The article written by Karina van de Voorde, Jaap Paauwe and Marc van Veldhoven has reached over 3000 reads. Their review examines which of the competing perspectives –‘mutual gains’ or ‘conflicting outcomes’– is more appropriate for describing the role of employee well-being. In addition, this review examines whether study attributes such as the measurement of key variables, the level of analysis and the study design affect a study's outcomes. To read this article, click here.

April 2016: Paauwe and Farndale in list most downloaded articles

The recently published article of Graeme, Farndale, Paauwe and Stiles on corporate governance and strategic human resource management is one of the most downloaded articles published in the European Management Journal already! In their article the authors developed a new typology connecting strategic human resource management (SHRM) to different models of firm-level corporate governance. They built a typological framework that identifies four firm-level archetypes of corporate governance systems. Using these archetypes, they theorized the implications of different governance structures for SHRM and the challenges they pose. A very interesting article which is worth reading.

April 2016: Christina Meyers wins Award

On the 13th of April, Christina Meyers received the announcement that she has won the 2015 Emerald outstanding doctoral research award in the category Human Resource Management! Last year, Christina defended her dissertation “From essence to excellence – A strengths-based approach to Talent Management” for which she now receives international recognition as it is the best doctoral research in the HRM field.

January 2016: Video en Slides webinar Participatiewet

Op 16 december 2015 is een interactief webinar gehouden waarin wetenschappers van ReflecT en Tilburg University hun inzichten en (beleids)aanbevelingen hebben gepresenteerd met betrekking tot de Participatiewet.

De centrale vraag daarbij was: op welke wijze past de Participatiewet strategisch in het HR-beleid? Met een opkomst van 56 verschillende bedrijven, is de webinar succesvol verlopen. Kon u er helaas niet bij zijn, maar wilt u toch weten wat er besproken is? Dan kunt u alsnog de video en de slides bekijken die nu online terug te vinden zijn op:

January 2016: Blog arbo-online over Inclusief HRM

Zoals bij u bekend is, schrijven onze staffleden van het HRS Departement blogs voor arbo-online over thema’s waarin ze gespecialiseerd zijn. Op 25 januari jl. is de blog van Charissa Freese verschenen over een inclusief HRM-beleid.

In deze blog gaat zij in op het strategisch HRM beleid en hoe organisaties daar de flexibele werkers, mensen met een beperking en ZZP-ers in mee kunnen nemen. Zij pleit ervoor dat organisaties een inclusiever HRM-beleid realiseren zodat zij bijdragen aan een beter functionerende arbeidsmarkt.

Bekijk hier de blog: http://arbo-online.nl/tijd-voor-inclusief-hrm-beleid/