• Login
    Search 
    •   Vlerick Repository Home
    • Vlerick Research Output
    • Research Communication
    • Search
    •   Vlerick Repository Home
    • Vlerick Research Output
    • Research Communication
    • Search
    JavaScript is disabled for your browser. Some features of this site may not work without it.

    Browse

    All of Vlerick RepositoryCommunities & CollectionsPublication DateAuthorsTitlesSubjectsKnowledge Domain/IndustryThis CollectionPublication DateAuthorsTitlesSubjectsKnowledge Domain/Industry

    My Account

    LoginRegister

    Filter by Category

    AuthorDe Vos, Ans (14)Buyens, Dirk (10)Dewettinck, Koen (2)Dewilde, Thomas (2)Schalk, M.J.D. (René) (2)Soens, Nele (2)Buelens, Marc (1)De Hauw, Sara (1)De Schamphelaere, Veroniek (1)De Stobbeleir, Katleen (1)View MoreSubject
    Career Management (17)
    Coaching (1)Human Resources Management (1)Leadership (1)View MoreDate Issued2010 - 2016 (1)2001 - 2009 (16)Knowledge Domain/IndustryHuman Resource Management (17)People Management & Leadership (1)Publication TypeWorking paper (16)White paper (1)

    Contact & Info

    ContactVlerick Journal ListOpen AccessVlerick Business School

    Statistics

    Display statistics
     

    Search

    Show Advanced FiltersHide Advanced Filters

    Filters

    Now showing items 1-10 of 17

    • List view
    • Grid view
    • Sort Options:
    • Relevance
    • Title Asc
    • Title Desc
    • Issue Date Asc
    • Issue Date Desc
    • Results Per Page:
    • 5
    • 10
    • 20
    • 40
    • 60
    • 80
    • 100

    • 17CSV
    • 17RefMan
    • 17EndNote
    • 17BibTex
    • Selective Export
    • Select All
    • Help
    Thumbnail

    Antecedents of the psychological contract: the impact of work values and exchange orientation on organizational newcomers' psychological contract

    De Vos, Ans; Schalk, M.J.D. (René) (UGent, Fac. Economie & Bedrijfskunde, 2001)
    Thumbnail

    Managing the psychological contract of graduate recruits: a challenge for human resource management

    Buyens, Dirk; De Vos, Ans (UGent, Fac. Economie & Bedrijfskunde, 2001)
    Thumbnail

    Building a conceptual framework on the exploratory job search

    Buyens, Dirk; De Witte, Karel; Martens, G. (UGent, Fac. Economie & Bedrijfskunde, 2001)
    Thumbnail

    Work-home interference among recently graduated employees: Does a change in work centrality between graduation and employment matter?

    De Vos, Ans; Dikkers, Josje; De Hauw, Sara (2009)
    Thumbnail

    Career counseling within organizations: integration or isolation?

    Soens, Nele; De Vos, Ans (2007)
    Thumbnail

    The relationship between career-related antecedents and graduates' anticipatory psychological contracts

    De Vos, Ans; Meganck, Annelies (2006)
    This paper addresses the results of a study about the antecedents of the anticipatory psychological contract of graduate students entering the labor market. The anticipatory psychological contract (ACP) is conceptualized as an incomplete mental model about the conditions of the future employment relationship (the employee and employer contributions being part of this deal). Departing from earlier research on the importance of the anticipatory psychological contract as a determinant of employee evaluations regarding their employment relationship, we examine to which extent these pre-employment perceptions are affected by individual career-related antecedents (optimism, career strategy, individual career management and work importance). The results of an empirical study among 1409 graduate students largely confirm the proposed hypotheses. Mainly those dimensions of the ACP that are related to career perspective and job content are significantly affected by the antecedents included in our model. Graduates with a high score on careerism, who engage in a high level of individual career management and with management ambitions, have stronger expectations regarding these inducements. With regard to their own commitment toward their future employer, mainly the dimensions flexibility and employability are affected by these antecedents.
    Thumbnail

    Differences between private and public sector employees' psychological contracts

    Willem, Annick; De Vos, Ans; Buelens, Marc (2007)
    The extent to which private and public sector employees differ in the importance they attach to different types of inducements being part of their employment deal and their evaluations of these inducements is studied. We focus on five content dimensions of the psychological contract: career development opportunities, job content, financial rewards, social atmosphere and respect for private life. Data from a survey of 4956 Belgian employees show that, compared to private sector employees, public sector employees are motivated by other inducements. In particular, they attach less importance to career development opportunities and financial rewards promises in their psychological contracts, and perceive these promises as less fulfilled. Keywords: psychological contract, public sector employees, private sector employees, motivation
    Thumbnail

    Organizational versus individual responsibility for career management: complements or substitutes

    De Vos, Ans; Buyens, Dirk (Vlerick Business School, 2005)
    This paper explores the relationship between organizational career management and career self-management and addresses their impact on employee outcomes. The results of a study among employees and linemanagers are presented, which partly support our hypotheses. The interaction between organizational and individual career management in explaining employee outcomes is discussed.
    Thumbnail

    The role of career-self-management in determining employees' perceptions and evaluations of their psychological contract and their esteemed value of career activities offered by the organization

    De Schamphelaere, Veroniek; De Vos, Ans; Buyens, Dirk (Vlerick Business School, 2004)
    The development of a career is subject to an interaction and exchange process between employer and employee. In addition, the changing nature and meaning of a career in today's competitive labor market has stimulated researchers to relate this with the psychological contract theory (e.g. Herriot, 1998, Sparrow & Cooper, 1998). However, the research domain of career self-management and the potential influence on the perception and evaluation of the psychological contract and on career activities offered by the organization in particular, has not been explicitly explored yet. Studies of Kossek et al. (1998) and Sturges et al. (2000) show that employees who actively manage their own career, hold higher expectations towards their employer, since they develop a clear idea on what their career objectives are and on how they want to achieve them. Hence, hypotheses are formulated that address the relationship between career self-management and (1) the perception and evaluation of the psychological contract, (2) the esteemed value and perception of career activities offered by the employer. To test our hypotheses, a cross-sectional survey among 491 employees of six Belgian organizations has been conducted. Our results suggest that the extent to which employees manage their own career has a significant impact on (1) the perception and evaluation of promises exchanged with their employer and (2) the importance they attach to career activities and the evaluation they make of the career activities offered by the company. First, employees who actively manage their own career, believe their employer has made more promises to them relating to different content domains of the psychological contract. Secondly, employees who actively manage their own career, are more positive on the fulfillment of their psychological contract. More specifically, this conclusion can be applied to the two dimensions of the psychological contract that are job-related, i.e. career development opportunities, job content. Thirdly, employees who actively manage their own career, attach more importance to the career activities offered by the company. In particular those career activities that consist of real guidance and steering from the organization. Furthermore, these employees also evaluate the provision of career management practices in the organization more positively. Our findings are discussed in view of the literature on career self-management and psychological contracts and they add new important insights.
    Thumbnail

    The aging workforce: Perceptions of career ending

    Buyens, Dirk; van Dijk, Hans; Dewilde, Thomas; Vlaminckx, Annick; De Vos, Ans (2007)
    • 1
    • 2
    DSpace software (copyright © 2002 - 2019)  DuraSpace
    Quick Guide | Contact Us
    Open Repository is a service operated by 
    Atmire NV
     

    Export search results

    The export option will allow you to export the current search results of the entered query to a file. Different formats are available for download. To export the items, click on the button corresponding with the preferred download format.

    By default, clicking on the export buttons will result in a download of the allowed maximum amount of items.

    To select a subset of the search results, click "Selective Export" button and make a selection of the items you want to export. The amount of items that can be exported at once is similarly restricted as the full export.

    After making a selection, click one of the export format buttons. The amount of items that will be exported is indicated in the bubble next to export format.