• The antecedents of creativity revisited: a process perspective

      Caniels, Marjolein C.J.; De Stobbeleir, Katleen; De Clippeleer, Inge (Creativity and Innovation Management, 2014)
      This study invokes a process view on employee creativity to uncover how the different stages of the creative process are associated with different antecedents. Specifically, we explore the role of five previously identified antecedents of organizational creativity in the different phases of the creative process within organizations: (1) personality; (2) rewards; (3) the role of co‐workers; (4) leadership; and (5) organizational resources. In an analysis of 22 case studies we found that antecedents of creativity indeed have different roles in different stages of the creative process and that antecedents that are helpful in one stage of the creative process, can be detrimental for another stage. Such results highlight the importance of conceptualizing creativity as a process, rather than as an outcome variable.
    • The inside effects of a strong external employer brand: how external perceptions can influence organizational absenteeism rates

      De Stobbeleir, Katleen; De Clippeleer, Inge; Caniels, Marjolein C.J.; Goedertier, Frank; Deprez, Jana; De Vos, Ans; Buyens, Dirk (International Journal of Human Resource Management, 2018)
      In this study, we invoke a social identity and job resources perspective to investigate the impact of an organization's internal and external employer brand images on employee absenteeism. Specifically, using workforce samples of 56 Belgian companies (n = 12670) and a second independent study sample (n = 4461), we assess the relative importance of the internal employer brand image (i.e. employee perceptions) and the external employer brand image (i.e. non-employee perceptions) in predicting the absenteeism rate in these organizations. Results show that corporate absenteeism decreases as internal (employee) views and external (non-employee) views of the organization decline. Results further show that the external employer brand image may be a more important driver of absenteeism than the internal employer brand image. Such results highlight that an organization's external image may be a strong antecedent of important internal organizational behavior outcomes.