• Benefits motiveren niet

      Baeten, Xavier (De Verzekeringswereld, 2007)
    • Beyond agency theory: a three-paradigm approach to executive compensation

      Baeten, Xavier; Balkin, David; Van den Berghe, Lutgart (The IUP Journal of Corporate Governance, 2011)
      Executive compensation has an extensive research history. Although agency theory is an important theoretical framework used in this research, the failure to find a link between performance and compensation has stimulated the development and application of other theoretical lenses originating in diverse management disciplines. This paper proposes three main paradigms underlying theories on executive compensation - control, social-psychological and fit paradigms. It then allocates 18 theories mentioned in research on executive compensation to each of these paradigms and discusses the implications. The resulting synthesis provides new insights for research and practice in the field of executive compensation.
    • Centralization and effectiveness of reward management in multinational enterprises - Perceptions of HQ and subsidiary reward managers

      Tekieli, Michael; Festing, Marion; Baeten, Xavier (Journal of Personnel Psychology, 2018)
      Based on responses from 158 reward managers located at the headquarters or subsidiaries of multinational enterprises, the present study examines the relationship between the centralization of reward management decision making and its perceived effectiveness in multinational enterprises. Our results show that headquarters managers perceive a centralized approach as being more effective, while for subsidiary managers this relationship is moderated by the manager’s role identity. Referring to social identity theory, the present study enriches the standardization versus localization debate through a new perspective focusing on psychological processes, thereby indicating the importance of in-group favoritism in headquarters and the influence of subsidiary managers’ role identities on reward management decision making.
    • De CFO: Waakhond of jachthond?

      Baeten, Xavier; De Ruyck, Bettina (Goed Bestuur & Toezicht, 2020)
      De beloning van de CFO krijgt veel minder aandacht dan die van de CEO. Xavier Baeten en Bettina de Ruyck verrichtten een onderzoek onder ruim honderd Nederlandse en Belgische beursgenoteerde ondernemingen. Dit artikel is een wake-up call voor commissarissen om bewust(er) beloningsafspraken te maken met zowel de CEO als de CFO.
    • De omgeving van de makelaar

      Van den Berghe, Lutgart; Baeten, Xavier (De Verzekeringswereld, 1998)
    • De economie van morgen. Wat met de wendbaarheid van onze werkgevers en werknemers?

      Van Steerthem, Angie; Baeten, Xavier (Over.Werk, 2019)
      Tijdens de voorbije beleidscyclus zette het arbeidsmarktbeleid in op het voorzien van de langetermijnrandvoorwaarden die moeten toelaten dat werknemers en bedrijven opportuniteiten zien en initiatief nemen in onze huidige veranderende economische context. De overheid investeerde in een innovatiecultuur en in een waardengedreven beleid ter voorbereiding op de economie van morgen. Om dat te verwezenlijken linkte de Vlaamse Regering een aantal hefbomen aan een reeks kernwaarden (Vlaamse Regering, 2014) zoals wendbaarheid, duurzaamheid met een focus op de lange termijn en op transparantie, responsabilisering van individuen en organisaties, klantgerichtheid en zorg voor de werknemer en maatwerk. Vanuit eigen onderzoek binnen het Vlerick Centre for Excellence in Strategic Rewards gaan we dieper in op elk van de vermelde kernwaarden en wat deze betekenen voor een beloningsbeleid gericht op het stimuleren van wendbaarheid en innovatie binnen bedrijven én bij medewerkers.
    • Employee benefits. Ken uw klassiekers!

      Baeten, Xavier (De Verzekeringswereld, 2008)
    • Employee benefits. Renvoyez vos classiques!

      Baeten, Xavier (Le Monde de l'Assurance, 2008)
    • Employee benefits: satisfaisants, mais appréciés?

      Baeten, Xavier (Le Monde de l'Assurance, 2009)
    • Employee benefits: tevreden, maar ook bemind?

      Baeten, Xavier (De Verzekeringswereld, 2009)
    • Entreprises internationales: tout diriger ou laisser de la marge?

      Baeten, Xavier (Le Monde de l'Assurance, 2010)
    • Executive remuneration in Belgium: the beginning of a great adventure?

      Baeten, Xavier (Newsletter Belgian Governance Institute, 2007)
    • Flexible rewards from a strategic rewards perspective

      Baeten, Xavier; Verwaeren, Bart (Compensation & Benefits Review, 2012)
      Flexible reward arrangements (e.g., flexible benefit plans) have been around for a rather important period of time. Although some authors have examined the antecedents and consequences of adopting such plans from a theoretical perspective, empirical studies are rather scarce. Furthermore, there is a need to apply a strategic rewards perspective to flexible reward plans in order to help firms to move from “best practice” toward “best fit.” This article interprets the results of a survey held in Belgium and the Netherlands regarding the prevalence and perceived outcomes of adopting flexible reward plans within a model of strategic alignment of reward management.
    • Getting bang for your buck: The specificity of compensation and benefits information in job advertisements

      Verwaeren, Bart; Van Hoye, Greet; Baeten, Xavier (International Journal of Human Resource Management, 2017)
      Even though some organizations are trying to attract high-level applicants through offering superior compensation and benefits, reward statements in job advertisements are sometimes rather general and vague. On the basis of person-environment fit theories, we examine whether providing more specific information on attractive reward packages in job advertisements leads to higher perceived person-reward fit and subsequent job pursuit intentions. Furthermore, based on signaling theory, we propose that person-reward fit allows job seekers to make inferences about broader person-organization fit. Applying an online experimental design among 283 experienced potential applicants, we find that more specific compensation and benefits information results in higher job pursuit intentions and that this relationship is fully mediated by person-reward fit perceptions. In turn, the effect of person-reward fit is partially mediated by perceptions of person-organization fit, indicating that people might use reward information as signals for other organizational attributes in early stages of recruitment.
    • Global Compensation and Benefits Management: The Need for Communication and Coordination

      Baeten, Xavier (Compensation & Benefits Review, 2010)
      The author reports the results of a survey on global compensation management practices in multinational firms, most of them headquartered in continental Europe and the United Kingdom. The study focuses on whether decisions on different compensation and benefits issues in these firms are taken at a headquarters or at the regional, business unit or country/local level. In addition, the author provides more qualitative information on the degree to which the respondents are satisfied with the decision-making process as well as their concrete suggestions for improvement. Finally, the author deals with the question of whether centralization or decentralization is the preferable option.
    • Het Grote beloningsonderzoek. Employee benefits scoren

      Baeten, Xavier (De Verzekeringswereld, 2009)