• The role of investor capabilities in public-to-private transactions

      De Maeseneire, Wouter; Smit, Han (UGent, Fac. Economie & Bedrijfskunde, 2005)
    • The role of physical prototyping in the product development process

      Vandevelde, Anneke; Van Dierdonck, Roland; Clarysse, Bart (Vlerick Business School, 2002)
      The aim of this paper was to achieve a better understanding of the specific role of physical prototyping in the product development process. Data from a survey of 25 companies revealed that the direct effect of prototyping on multidimensional project performance is limited. However, physical prototyping appears to affect process and product concept characteristics. More particularly, it improves interdisciplinary communication, supports a concurrent, time-oriented approach and collaboration in balanced teams. It enhances the project leader's championing, and increases the support of senior management and product quality. Finally, physical prototyping indirectly affects project performance via these modified characteristics.
    • The role of process, context and individual characteristics in explaining readiness to change: a multilevel analysis

      Bouckenooghe, Dave; Devos, Geert (2007)
      Organisational change often yields limited success. Failure in many cases is due to the motivation or readiness to change among employees. This article proposes and tests a multilevel model of readiness to change. Contrary to most works on readiness to change, readiness is conceptualised as a multifaceted construct (i.e. emotional involvement and commitment to change). Relationships of several context, process variables and locus of control with both components of readiness to change were examined. By means of a large scale survey administered in 56 public and private sector organisations, we collected 1,559 responses in total. Multilevel random coefficient modeling showed that a proportion of the total variance in emotional involvement and commitment to change is explained at the organizational level. Furthermore, the results indicated that the organization's change history, the sector (public versus private), participation in the change process and support of top management toward change are important variables in understanding readiness to change. Key words: commitment to change, context factors of change, emotional involvement, locus of control, multilevel analysis and process factors of change
    • The role of the psychological contract in retention management: Confronting HR-managers' and employees' views on retention factors and the relationship with employees' intentions to stay

      De Vos, Ans; Meganck, Annelies; Buyens, Dirk (2005)
      This article examines HR managers' and employees' views on the factors affecting employee retention. This is done by integrating findings from the literature on retention management with the theoretical framework of the psychological contract. In a first study a sample of HR managers from a diverse group of public and private firms described the factors they believed to affect employee retention and the retention practices set up in their organization. In a second study, a large and diverse sample of employees reported on the importance attached to five types of employer inducements commonly regarded as retention factors. They also evaluated their employers' delivery of these inducements and provided information on their loyalty, intentions to stay and job search behaviors. The results of both studies are discussed and implications for HR managers are highlighted.
    • The strategic role of the plant in international networks: a longitudinal study

      Vereecke, Ann; De Meyer, Arnoud; Van Dierdonck, Roland (2008)
    • The strategic role of the plant: testing Ferdows's model

      Vereecke, Ann; Van Dierdonck, Roland (Vlerick Business School, 2001)
      This paper was published in International Journal of Operations & Production Management, 22(5), 2002, 492-514 and has been selected as the most "Outstanding Paper for 2002: Award of Excellence" by the editor and editorial team of IJOPM.
    • The use of limited dependent variable techniques in strategy research: assessment and critique

      Wiersema, Margarethe; Bowen, Harry (2006)
      Since the early 1970s, Socially Responsible Investment (SRI) has grown from a curiosity and niche-market phenomenon in the financial world to become a global movement, which is embraced now in most countries around the world. The paper focuses on the development and practices of SRI in the United States and Europe. The aim is to explore the historical, cultural and political embeddedness of SRI. Based on second sources of information, it offers a comparative analysis of the development and current practices of SRI on both sides of the Atlantic and discusses the future trends for SRI. The paper shows that SRI movements in both regions present some differences in terms of definitions, actors involved, vocabulary and motivations, and strategies implemented. However, they also share a common underlying purpose and seeking similar goals of improving corporations' policies and practices on social and environmental issues. Key words: Socially Responsible Investment, Europe, United States
    • The valuation of IPOs by underwritting investment banks and the stock market: empirical evidence

      Deloof, Marc; De Maeseneire, Wouter; Inghelbrecht, Koen (UGent, Fac. Economie & Bedrijfskunde, 2002)
    • The waiting experience and consumer perception of service quality in outpatient clinics

      De Man, Stefanie; Vandaele, Darline; Gemmel, Paul (UGent, Fac. Economie & Bedrijfskunde, 2004)
    • The well-being of flemish primary school principals

      Devos, Geert; Bouckenooghe, Dave; Engels, Nadine; Hotton, Gwendoline; Aelterman, Antonia (2006)
      Purpose: The goal of this inquiry is to indicate which individual, organisational and external environment factors contribute to a better understanding of the well-being of Flemish primary school principals. Findings: The quantitative and qualitative outcomes suggest that well-being is a complex psychological phenomenon affected by a myriad of factors. The analyses indicate that general self-efficacy and achievement orientedness are significantly correlated with several aspects of positive (i. e. job satisfaction and job enthusiasm) and negative well-being (i.e. cynicism and personal accomplishment). With respect to school culture and structural characteristics, very weak almost negligible effects are noted. In addition, the analysis demonstrates the significant role school boards fulfill in explaining both positive and negative well-being. Finally, the role of central government in generally is found to affect well-being in a negative way. Methodology: Data from a representative sample of primary schools in Flanders (N=46) were gathered through questionnaires (principals and teachers) and semi-structured interviews (principals). Implications: The findings of this paper provide important information for policy makers concerned with the improvement of the well-being of primary school principals. Originality/value of paper: Although prior research investigated the influence of different antecedents on well-being, several limitations in method and conceptual framework yielded information of which the usefulness must be considered tentative (Ross, 1999). In this inquiry an attempt is made to overcome these limitations and contribute to the literature in a double way: (1) This study adopts a concurrent mixed method approach of data collection, (2) Well-being is examined from a positive psychology (job enthusiasm and job satisfaction) and negative psychology approach (burnout), whereas prior research almost exclusively looked at the negative pole of well-being. Key words: primary school principals, well-being, mixed method approach.
    • Thinking back on where we're going: a methodological assessment of five decades of research in negotiation behavior some preliminary findings…

      Mestdagh, Steven; Buelens, Marc (Vlerick Business School, 2003)
      Through a content-analysis and coding of articles published in the mainstream academic literature on negotiation behavior, this study examines the field with respect to the research methods employed. A large database of relevant publications featured in Psychinfo is being constructed in order to investigate possible trends and patterns in the research methodologies used and abandoned over the past decades. We explore issues relating to research strategy, measurement, types of respondents, data-analytical procedures etc., and address various aspects of internal, external and construct validity. Our aim is to gain insight into the dominant methodological and statistical practices that have shaped the field of negotiation, and shed light on possible gaps and trade-offs. Preliminary findings, based on a set of 862 studies, are presented.
    • The three layers of strategy

      Verweire, Kurt; Peeters, Carine (2018)
      In the past, strategy was simple. You could identify a profitable industry, build a competitive advantage and then protect that advantage at all costs. But in today’s complex and turbulent world, traditional models don’t always apply. Rather than focus on building a sustainable advantage, today’s organisations need to be flexible and agile – ready to move rapidly from one advantage to the next. They need to experiment and innovate. And managers who want to build a sound business strategy need to think in the present, the near future and the further-away future – all at the same time. This white paper examines different theories of strategy and combines them into a new, single, integrated approach – the three layers of strategy.
    • To fit or not to fit: insights in the search for a job

      De Winter, Cecilia; Dewilde, Thomas; Buyens, Dirk (2008)
      The objective of this study is to gain insight in which organisation-specific information job seekers attach importance to, in order to determine whether they fit in an organisation. Our labour market is facing difficulties with inflow of labour forces. On the one hand our tight labour market situation causes that companies are unable to fill in their vacancies. On the other hand a high percentage of unemployed job seekers do not manage to find a job. In his selection-attraction-attrition theory Schneider (1995) states that people do not randomly come and work in an organisation, but that they select themselves in or out of an organisation. A good person-organisation fit can be considered as one of the critical success factors for attracting and retaining employees in a competitive and tight labour market (Kristof, 1997). Building on the above mentioned theories we propose that if organisations clearly communicate about their organisation-specific characteristics in beforehand, job seekers can form a better image of organisations. For organisations this can result in more effective selection processes, whereas for job seekers it can result in more effective application processes. Research until now has not covered this issue. To gain insight into the organisation-specific aspects job seekers attach importance to, a qualitative research was conducted consisting of 27 homogeneously composed focus groups. In a first stage unemployed job seekers were addressed, with special attention for those individuals who are unable or less able to search for a job independently. Next also employees and employment officers were involved in this research. Applying the Delphi-method and other discussion group moderating techniques, we found that clear communication of organisation-specific information plays an important role in the job search process of individuals. Based on the qualitative input throughout the different focus groups, we developed a typology of organisation-specific information items job seekers attach importance to in their search for a job. Key words: job search, labour market
    • To move or not to move? The relationship between career management and preferred career moves

      De Vos, Ans; Dewettinck, Koen; Buyens, Dirk (2006)
      This paper explores professional employees' career move preferences and the impact of both individual and organizational career management. Departing from theoretical work on the “new career”, different types of career moves employees can make on the internal labor market are discussed (i.e. vertical moves, lateral moves, job enrichment and temporary moves). Next, these are related to the literature on both organizational and individual career management. Hypotheses are formulated about professional employees' preferences for making distinct types of internal career moves and about the extent to which these preferences are affected by (a) employees' individual career management initiatives and (b) four distinct bundles of organizational career management practices (succession management, potential assessment, feedback and development). The results of a study among 472 professional employees from one company are presented, which indicate that the preferences for both vertical career moves and moves relating to job enrichment and temporary moves are significantly affected by individual career management, but not by organizational career management practices. The preference for making lateral moves could not be explained by our antecedent variables, but was affected by managerial ambition and variables relating to respondents' family situation. The implications of our findings for stimulating internal career mobility are discussed, and suggestions for further research are made.
    • Total Cost of Ownership as a Tool for Inter-firm Cost Management: A Case in the Belgian Utilities Industry

      Roodhooft, Filip; Van den Abbeele, Alexandra; Peeters, Frank (KU Leuven, Faculteit ETEW, 2005)
    • Toward an integrative framework of strategies that work

      Verweire, Kurt; Ferguson, Tamela; Debruyne, Marion (2007)
      Competitive strategy is at the heart of the field of strategic management. But despite years of academic research, there is a lot of debate about what constitutes competitive strategy and how effective competitive strategies lead to superior performance. In this article, we argue that strategy is about making clear choices (“focus”) and about being different (“differentiation”) on four strategic dimensions, including: Whom do we serve?, What do we provide?, What is our value proposition?, and How do we realize all this? Although recent work has pointed to these conclusions, this paper goes one step further by providing more concrete ideas as to what focus and differentiation really mean for each of the various dimensions and why they matter. As such, we provide managers a framework that can be used to test the extent to which their strategies have the potential to be effective.