Now showing items 21-40 of 6325

    • Five years of the Vlerick Energy Centre. An overview of results and lessons learned

      Broeckx, Saskia; Meeus, Leonardo (2019)
      An overview of results and lessons learned from five years of the Vlerick Energy Centre. Energy concerns all of us. Being intertwined with the debate on decarbonisation and climate change, energy is a potentially hot topic. Two extreme positions have attracted significant media coverage during the past year. At one end of the spectrum are those people who feel the transition cannot happen fast enough, engaging in climate protests inspired by Greta Thunberg. At the other end are the Gilets Jaunes, applying the brakes because they believe, on the contrary, that things are moving too fast and life has become too expensive.
    • Creating high-trust cultures - what can we learn from Belgium's best workplaces

      Meulemans, Silke; Van Bruystegem, Kristien (2019)
      What can we learn from Belgium’s Best Workplaces™ when it comes to people practices? Organisations are reinventing themselves to keep pace with the challenges of this fluid, unpredictable world. Both local and global markets are transforming continuously, and new digital technologies and business models are causing a significant level of disruption. Enterprises are being forced to rethink their existing structures and to continuously improve themselves.
    • De zorgkostenstructuur kan veel scherper

      Roodhooft, Filip (Management Scope, 2019)
      Zorginstellingen kunnen bijdragen aan het tegengaan van stijgende zorgkosten. Feit is dat bijdragen vanuit overheid en verzekeraars niet veel zullen en kunnen stijgen: de grens is wat dat betreft bereikt. Filip Roodhooft van Vlerick Business School pleit voor slimme oplossingen in de zorg.
    • The risk implications of diversification: Integrating the effects of product and geographic diversification (Published Online)

      Mammen, Jan; Alessandri, Todd; Weiss, Martin (Long Range Planning, 2019)
      The risk implications of product diversification have received considerable attention from scholars. However, our understanding of the effects of geographic diversification on risk is more limited. Relying on resource-based theory to frame our arguments, we argue that despite some similarities, the two types of diversification have differing effects on firm risk. We first establish the risk reducing effects for product diversification. We then integrate the unique aspects of geographic diversification that serve as a boundary condition to the RBV perspective, arguing for the risk increasing effects of geographic diversification. Finally, since many firms pursue both forms of diversification simultaneously, we explore the joint effects of both product and geographic diversification. We test our hypotheses in a longitudinal model on a sample of S&P 500 firms. Our findings suggest that total product diversification, as well as related diversification reduce risk, while total geographic diversification increases risk. Furthermore, our data provide evidence of a complex combination of joint effects of these two forms of diversification. These findings offer a more complete understanding of the risk effects of corporate diversification.
    • Imitation of management practices In supply networks: Relational and environmental effects (Published Online)

      Reusen, Evelien; Stouthuysen, Kristof; Van den Abbeele, Alexandra; Slabbinck, Hendrik (Journal of Supply Chain Management, 2019)
      This study investigates the imitative use of management practices across a multitier supply network. Although imitation may take the form of any management practice, operationally, we focus on whether the buyer's control practices used with first‐tier suppliers results in similar control practices being used by these first‐tier suppliers with the second‐tier suppliers. Drawing on institutional theory, we identify relational context (i.e., affective commitment) and environmental context (i.e., environmental uncertainty) as two important factors influencing the extent to which such imitation takes place. Using unique survey data of vertically linked supply chain triads, we generally find support for the occurrence of imitation and more so in cases of high affective commitment. The results regarding environmental uncertainty further reveal selectivity in imitative behavior, calling attention to the level of deliberateness in imitation decisions in supply networks. Besides contributing to theory on imitative behaviors in the supply chain, this study also generates practical implications on the spread of management practices across multiple tiers.
    • Partner selection decisions in interfirm relationships: The mimetic trust effect (Accepted)

      Reusen, Evelien; Stouthuysen, Kristof (Accounting, Organizations and Society, 2019)
    • Outcomes of team creativity: A person-environment fit perspective

      Bam, Louzanne; De Stobbeleir, Katleen; Vlok, PJ (Management Research Review, 2019)
      Limited research where team creativity (TC) is positioned as an independent variable constitutes a weak point in the body of knowledge. This paper aims to offer three contributions to address this research gap: empirical research that has been conducted on the outcomes of TC is summarized; a person–environment fit perspective is applied to develop a conceptual model for TC; and directions for future empirical research are proposed. A literature review is conducted to identify empirical research on the outcomes of TC. This is summarized into an extension of an existing framework that organizes empirical research on the antecedents of TC. Furthermore, the fit model for TC is developed, based on a person–environment fit perspective. Research on the outcomes of TC has focused on three themes: performance; affective state; and processes. Gaps in this body of knowledge include limited knowledge on performance outcomes and a lack of research on potential negative outcomes. Recommendations for future research include: potential moderators of the relationship between TC and two outcome, innovation and team performance, are proposed; strain and unethical decision-making are proposed as potential negative outcomes of TC; and it is proposed that incorporating a temporal dimension would improve the understanding of the cyclical manner in which certain variables and TC may interact over time. he organizing framework extension summarizes existing knowledge on the outcomes of TC, and together with the fit model for TC, this offers a basis for identifying research gaps and directions for future research. Specific directions for future empirical research are proposed.
    • Academic fashion and crowdfunding: How to explain the craze for crowdfunding as a research topic

      Le Pendeven, Benjamin; Bardon, Thibaut; Manigart, Sophie (2019)
      Since Dushnitsky and Klueter’s paper on “an e-Bay for ideas” (2011), academic research on crowdfunding as a research topic in entrepreneurial finance has witnessed an exponential growth. Currently, about 28% of all papers in entrepreneurial finance are about crowdfunding (Wattelgroth et al. 2018). The academic interest in crowdfunding as a research topic largely exceeds the economic significance of crowdfunding as a mode of financing since only a tiny fraction of new business ventures’ funding has been raised though crowdfunding worldwide. For example, equity crowdfunding represented only 1.6% of the venture capital industry (Massolution, 2016; EY 2016). Hence the question we want to investigate in our current project is “How can we explain the ‘craze’ for crowdfunding as an academic research topic in entrepreneurial finance?”
    • Are you part of the crowd? The role of socio-demographic and contextual characteristics for crowdfunding awareness

      Vaznyte, Egle; Andries, Petra; Manigart, Sophie (2019)
      Crowdfunding has become an alternative source of financing for entrepreneurial new ventures and social projects. While several studies have analysed the success factors of crowdfunding campaigns, and identifying and “tapping the right crowd” has been shown crucial in this respect, we still lack a basic understanding of the individuals who are in the crowd. This study aims to increase our understanding of the supply side of crowdfunding by focussing on individuals’ crowdfunding awareness. Integrating information processing theory with insights from financial literacy and institutional theory, and using a sample of 1,042 individuals in Flanders (Belgium), we find that individuals’ awareness of specific crowdfunding initiatives is very low. A favourable normative environment and a conducive environment increases an individual’s awareness of crowdfunding in general, and women tend to derive their crowdfunding awareness to a larger extent from these environmental characteristics than men.
    • Investment timing and the return on VC backed IPOs

      Manigart, Sophie; Mulier, Klaas; Verplancke, Frederik (2019)
      In this study we explain the returns obtained on venture capital (VC) investments in US companies that go public. Using a unique dataset of 1,921 investor-IPO returns, representing 564 IPOs, we show that later investments result in a higher return. This holds after controlling for observed and unobserved IPO company and VC investor characteristics. This is counterintuitive, as later investments should be less risky compared to early investments. We show that the positive relationship between investment timing and return can be explained by the VC’s reputation and the risk and uncertainty related to the IPO. The higher returns for late investments are obtained by high reputation VCs and on investments in more risky and uncertain IPOs. We exclude other possible explanations, such as IPO ratchets for late investors, exit pressure because of the relatively short VC fund lifespan cycle or by unexpected funding needs before IPO that expropriate early investors.
    • Examining the service engagement process in value co-creation in healthcare service delivery: A multi-level perspective

      Osei-Frimpong, K.; Wilson, A.; Lemke, Fred; Mclean, G. (2018)
      This study furthers our understanding of value co-creation, which has received little attention in the doctor-patient encounter relationship. We employed a quantitative survey method to shed light on factors driving this fundamental service aspect, followed up with a multilevel data analysis. These factors (assurance, social skills, doctor-patient orientation) from the doctor significantly strengthen the effects of the patient-level factors (trust, perceptual beliefs, interactions) on the service engagement and outcomes of the focal doctorpatient dyad. We establish the cross-level interactive effects at the group level of the focal dyad on service engagement. The findings suggest service engagement at the group level had no significant effect on patients’ perceived value. We provide new empirical insights to understand and operationalize these fundamental influencing factors of the value co-creation concept in a healthcare setting, and contribute to the value co-creation literature.
    • Experience 2.0 in Services

      Lemke, Fred; Qusay, Hamdan (2019)
    • The great remuneration survey. Study of remuneration preferences among salaried employees and civil servants

      Baeten, Xavier; De Ruyck, Bettina; Vanoost, Hermien (2019)
      In spite of the index jump and other measures intended to keep salary costs under control, the figures show that employers in our country face high costs. According to Eurostat, the average hourly salary cost in Belgium is 39.60 euros, which is more than in France (36 euros), the Netherlands (34.80 euros) or Germany (34.10 euros) That amount includes both the employee’s pay and the social security contributions.
    • Guaranteed income insurance and occupational disability: an Employee perspective

      Baeten, Xavier; De Ruyck, Bettina (2018)
      This research report is the result of a collaboration between AG Insurance and Vlerick Business School with the objective of gaining insights into employees’ personal experiences and expectations about occupational disability, and the employer’s role in this respect.
    • Seven things that brilliant product managers do (and how to learn them)

      Tackx, Koen (2019)
      When you were eight years old, what did you want to be when you grew up? Did you have a dream job in mind? It’s rare to meet a product manager who says that it has always been their dream job. Yet when you get to it, being a product manager is one of the most exciting and rewarding professional roles you could ever embrace. It’s a role where you can take ownership, gain the respect of your colleagues and peers – and lay the foundation for a successful career.
    • When holding in prevents from reaching out: Emotion suppression and social support-seeking in multicultural groups (Published Online)

      Boros, Smaranda; Van Gorp, Lore; Boiger, Michael (Frontiers in Psychology: Organizational Psychology, 2019)
      Members of multicultural groups benefit from developing diverse social support networks. Engaging openly with people who have a different worldview (i.e., given by a different cultural background) broadens one’s cognitive horizons, facilitates one’s adaptation to new contexts, decreases stereotyping and discrimination and generally improves individual and group performance. However, if this social connection is hindered (either by limiting the number of people one reaches out to or in terms of preferring to connect to similar others), then the diversity advantage is lost – both for the individuals and for the groups. Through two case studies of professional groups with varying cultural diversity (moderate and superdiverse), we investigate the evolution of their members’ social support networks (i.e., to what extent and to whom they reach out for support) depending on (1) individuals’ habitual emotion suppression and (2) cultural orientation on the individualism-collectivism dimension. Results show that individualistic cultures suffer a double-whammy: when suppressing, their members seek less support (i.e., don’t reach out so much to ask for support) and tend to seek culturally similar others for it when they do. Suppressing collectivists are less affected in absolute levels of connectedness, but still prefer culturally similar others as sources of support. Our study offers an emotion-based view of why people stick together with similar others in diverse groups and how learning to better cope with emotions can make us more open-minded towards diversity in professional settings.
    • Negatieve feedback leidt zelden tot verbetering

      Van Steerthem, Angie (HR Magazine, 2019)
      Kritische beoordelingen van collega's zetten medewerkers ertoe aan hun rol aan te passen, zodat ze meer kunnen samenwerken met wie hen positievere beoordelingen geeft. Hoe negatiever de feedback, hoe verder de werknemers gaan om nieuwe netwerken te smeden. Dat blijkt uit onderzoek van Paul Green, doctoraatsstudent aan de Harvard Business School en twee van zijn collega’s. Het onderzoek werd onder meer gevoerd in een bedrijf dat een transparant peerreviewproces hanteert en de medewerkers toelaat hun job voor een stuk zelf vorm te geven.
    • 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.