• Antecedents and consequences of performance management enactment by front-line managers. Evidence from Belgium.

      Dewettinck, Koen; Vroonen, Wim (International Journal of Human Resource Management, 2017)
      Although researchers have extensively stressed the critical role of line managers in the effective implementation of HR practices, little is known about what exactly causes managers to enact these practices. In this paper, we draw from signaling theory, theory of planned behavior and social exchange theory to investigate both the antecedents and the outcomes of front-line management's enactment of performance management (PM) activities. Results from two Belgian samples of 731 front-line managers and 425 employees show that line management's beliefs regarding the usefulness of PM activities mediate the relationship between HR support and line management's implicit person theory, on the one hand, and PM enactment, on the other. This relationship is moderated by the manager' span of control. Furthermore, line management enactment shows to be positively related to employee engagement and job satisfaction.
    • Determinants of job satisfaction in a lean environment

      Rodriguez, Denise; Van Landeghem, Hendrik; Lasio, Virginia; Buyens, Dirk (International Journal of Lean Six Sigma, 2017)
      The purpose of this paper is to analyze the situational and dispositional determinants of job satisfaction in environments created by implementing employee-supportive lean. Design/methodology/approach The research uses a questionnaire to measure the determinants of job satisfaction (perceived job demands, perceived job autonomy and core self-evaluations) and job satisfaction. Afterwards, the paper proposes a conceptual framework and uses hierarchical multiple regression to test the relationships among perceived job demands, perceived job autonomy, core self-evaluations and job satisfaction. Additionally, the study describes the implementation of employee-supportive lean in four small companies using an action research approach. Findings The findings reveal that perceived job demands has a negative impact on job satisfaction. In addition, the authors find that perceived job autonomy and core self-evaluations have a positive impact on job satisfaction. Finally, the results show that core self-evaluations buffer the impact of perceived job demands on job satisfaction. Originality/value The present research underscores the importance of work and personal characteristics for employees’ job satisfaction in an environment created by implementing employee-supportive lean.
    • Impact of lean production on perceived job autonomy and job satisfaction: an experimental study

      Rodriguez, Denise; Buyens, Dirk; Van Landeghem, Hendrik; Lasio, Virginia (Human Factors and Ergonomics in Manufacturing & Service Industries, 2016)
      Previous studies have indicated positive and negative effects of lean production on employees' perceived work characteristics and job attitudes. The most detrimental consequence of lean production is a decrease in the perceived job autonomy of workshop employees. To reduce these negative consequences, we propose human resource practices for integration with lean production. Drawing on the job characteristics model, we hypothesized that the implementation of lean production combined with human resource practices would enhance perceived job autonomy, job satisfaction, and operational performance. To evaluate our hypotheses, we used an experimental design consisting of a simulation game that mimics a manufacturing company. We implemented lean production combined with human resource practices in this simulated company. The results indicated a significant increase in perceived job autonomy, job satisfaction, and operational performance. Moreover, the results revealed a positive relationship between job satisfaction and operational performance.
    • The aging workforce: Perceptions of career ending

      Buyens, Dirk; van Dijk, Hans; Dewilde, Thomas; De Vos, Ans (Journal of Managerial Psychology, 2009)
      Purpose The purpose of this study is two‐fold. The first is to relate the negative image of older workers to stereotype threat and to propose that effective retention management should start by replacing this negative image. The second is to assess the needs, perceptions and preferences of older workers regarding their career‐ending. Design/methodology/approach A total of 266 employer questionnaires and 1,290 older worker questionnaires identified the employers' perceptions of older workers and the career‐ending needs and preferences of older workers. Findings The results provide indirect support for the hypothesis that the negative image of older workers forms a self‐fulfilling prophecy due to the mechanisms of stereotype threat. Furthermore, the results indicate that job involvement plays a crucial role in the preference for retirement or to keep on working. Research limitations/implications Stereotype threat promises to be very important when it comes to career‐ending measures for older workers. However, the empirical design of the study limits the possibility of drawing direct inferences about the effects of stereotype threat on older workers. Practical implications Measures and policies aimed at prolonging the participation of older workers at the labor market should be tailored to the specific needs, perceptions and preferences of older workers. Originality/value The concept of stereotype threat has never been connected with the perceptions of older workers. Further, the assessment of the needs, perceptions and preferences related to the career‐ending of older workers has never before been examined in a European study.
    • The impact of cultural intelligence on communication effectiveness, job satisfaction and anxiety for Chinese host country managers working for foreign multinationals

      Bucker, J.; Furrere, O.; Poutsma, E.; Buyens, Dirk (International Journal of Human Resource Management, 2014)
      In the last two decades, the private sector has contracted a substantially larger share in the total amount of foreign-currency international debt (private sector share of external debt), especially in developing countries. In this paper, I empirically examine the effect of this phenomenon on bank loan prices. I find that the private sector share of external debt negatively and significantly impacts the price of bank loans. This result supports the hypothesis that private sector debt contributes to international financial stability to a greater degree than sovereign debt. Nevertheless, this impact is canceled out in the presence of fixed exchange regimes that are unsuitable with respect to fundamentals. In such circumstances, the private sector may take advantage of capital market distortions that are maintained by official authorities and thus exposes the country to further financial instability. Additional results corroborate the observation that the gain in financial stability stems from more efficient use of funds and reduced monitoring costs.
    • Towards a framework of sustainable, inclusive and smart careers

      De Hauw, Sara; Davidson, Tina; Loose, M.; Buyens, Dirk (2017)