Nyenrode Business Universiteit
  • Breukelen, Netherlands
Recent publications
The heavy environmental effect of the fashion industry, along with the growing interest of consumers in sustainability issues, is driving this industry towards greater ecological integrity through the development of sustainable clothing. This study investigates which factors influence green consumer behavioral intention in the clothing industry, through a survey of 2.694 Italian consumers. We study the influence of consumer's environmental concern, perceived value of the product, and consumer familiarity with the product (both direct and indirect experiences) on purchase intention and willingness to pay a premium price for sustainable fashion products. Our results show that environmental concern and perceived value positively affect purchase intention and the willingness to pay a premium price regardless the type of eco-materials used for the products, whereas direct and indirect experiences have different effects based on the specific eco-material used. Further, green consumer behavior is strongly dependent on consumers’ socio-demographic characteristics. Based on these results, important implications for scholars, managers, and policymakers are provided that can foster consumers' adoption of sustainable clothing and a transition towards a more sustainable society. For instance, specific directions for marketing strategy and public communication campaigns are provided.
The capacity to deal with digital transformation is a valuable asset for established organizations, and employees play a crucial role in this process. This study contributes to the understanding of employees’ sensemaking of digital transformation in the tour operating industry. Using prior digital transformation research, construal-level theory (CLT), and dynamic change perspectives, our scholarly work focuses on the complexities of organizational change in a digital transformation context. Although employees generally support digital transformation, our findings show that their perceptions change over time across a range of specific challenges experienced during the employee change journey. Our findings stress the importance of adopting a social exchange lens in digital transformation knowledge as this represents deep structure change that might cause well-designed transformation processes to fail. Implications for hospitality and tourism management are discussed.
This chapter explains how green skills, green attitudes, and green competencies shape an individual’s green employability. A lot has been said about the training, skills, competencies, attitudes, and creativity in the green literature. However, little has been discussed regarding how these variables influence individual employability in light of the green approach. This chapter will introduce a new approach to employability which is ‘green employability’.KeywordsGreen employabilityGreen competenciesIndividual career perspective
We introduce a spreadsheet-based game, the multiobjective line balancing (MOLB) game, to teach assembly line balancing as a common topic of discussion in operations research, operations management, supply chain management, or management science courses at the undergraduate or graduate level. The MOLB game was designed based on the triple bottom line framework, in which the economic, social, and environmental aspects of line balancing decisions are simultaneously taken into account. The MOLB game can be played in teams of three or four students. First, each team receives unique information for balancing an assembly line. Each team should find as many feasible balances as possible in a collaborative form and then send the Pareto solution set and the best found solution to a peer team. In the second round of the game, the teams assess the results of a peer team first by trying to find infeasible or non-Pareto solutions and second by attempting to improve on the provided solutions. Finally, the reviewer team presents the results of the peer-review process to the entire class.
Outsourcing emerging technologies such as Artificial Intelligence (AI) are expected to impact organisations significantly, due to a tight labour market for AI expertise. However, how formal and relational governance effects Information Systems suppliers who provide AI services has not been studied. Based on an exploratory research amongst eight suppliers and two market research advisors, we conducted 18 expert interviews and found evidence how formal contractual and relational governance affects AI outsourcing. The results indicate various forms of contractual models in which some cater for clients’ needs specifically, e.g. outcome-based, experience-driven Service Level Agreements (SLAs). Our examination provides insights that formal and relational Information Systems (IS) outsourcing governance are complementary in cases where clients and suppliers co-develop AI. For our research, we adapted the outsourcing governance model of Lioliou et al. (Inf Syst J 24:503–535, 2014), including their emphasis on the psychological contract. We contribute to IS outsourcing literature by exploring, beyond contract management insights, differences between suppliers in providing AI services. Our study acknowledges that AI outsourcing shift the emphasis from a transactional type of arrangement to a relational type of outsourcing arrangement. In addition, the combination of both formal and relational governance mechanisms positively contributes to IS governance. Our study also confirms that the innovative character of AI positively contributes to the psychological contract in outsourcing AI.
This paper centers on a case study of CSR performativity during the COVID‐19 pandemic. In the extant CSR literature, CSR performativity has focused on “walking the talk” and/or “talking the walk,” wherein narrative and action around CSR are typically treated as two different things with their relationships questioned. We focus on what has been called “t(w)alking” wherein speech is understood to be performative and wherein speech acts and CSR are merged, becoming one and the same thing. Performativity then entails what is (and what is not) said, whereby CSR involves taking responsibility for speech and/or silences. Our thesis is that the COVID‐19 pandemic led to the “presenting” of CSR as performativity, in the presence of Levinas' Other, as noble (speech) acts. We examine what became of CSR performativity in a for‐profit medical services provider when the COVID‐19 pandemic turned fatal for its main client group: the infirm elderly. The performativity of the statement: “The elderly and their carers must be protected” turned out to be crucial and set the stage for the provider's emergency action. Following on insights derived from Nietzsche and Levinas, and more specifically from their views on the particularity of ethical action, we find that CSR morphed into ethical performativity in the case study at hand. Against the backdrop of the views of these thinkers, the research potential of the performativity of “t(w)alking” in future CSR studies emerges and is critically discussed.
Orientation: Despite promising legislative frameworks and policies to eradicate gender imbalances in the workplace, women have yet to earn their rightful place as senior business leaders. Research purpose: The primary goal of this study was to investigate the factors that prevent women from advancing to senior leadership positions in a variety of South African business contexts. Motivation for the study: More research is required to understand the unique challenges that senior women leaders experience in various South African business contexts. Research approach/design and method: This research followed a qualitative approach. Data were gathered using semistructured interviews with nine women (n = 9) who made significant inroads in their respective professions. Theme analyses were applied to analyse the data. Main findings: The findings revealed six factors that hinder the career advancement of women to senior leadership positions: societal perceptions and stereotypes, a lack of mentorship, masculine corporate cultures, leadership identity distortions, inadequate training and development and poor work-life balance. Practical/managerial implications: Organisations are encouraged to create more feminine workplace cultures that allow women to realise their full potential and establish their identity as senior leaders. Mentoring, networking, and professional development opportunities can all assist women in advancing their careers. Senior female leaders play an essential role in fostering workplace cultures that promote equal opportunity and combat unfair discrimination on various grounds. They pave the way for younger, upcoming female talent to move into senior management positions more quickly. Contribution/value-add: This study fills important gaps in the global understanding of the factors limiting women’s career advancement to senior leadership positions. The findings of this study emphasise the importance of recognising and embracing women’s leadership competence in the modern workplace.
Holacratische organisaties zijn zelfsturende organisaties met een nieuwe organisatiestructuur. Binnen deze organisaties geldt een volledig gestandaardiseerde set van regels en procedures, die sterk afwijkt van de wijze waarop er gewerkt wordt in hiërarchische organisaties. Dit verkennende onderzoek naar control in holacratische organisaties biedt een theoretisch raamwerk dat inzicht verschaft in drie controlmechanismen van dit type organisaties: radicale decentralisatie, dynamische sturing en volledige transparantie. Daarnaast blijkt uit de casestudie dat cultuur ook een controlmechanisme is en dat toepassing van Holacracy niet eenvoudig is. Een belangrijk aspect bij de toepassing van de controlmechanismen in holacratische organisaties is het eigenaarschap van control. In holacratische organisaties kunnen controlmechanismen vanuit elke rol worden ingezet en in stand gehouden (decentraal), en niet slechts door enkele managers, zoals in conventionele, hiërarchische organisaties (centraal).
Abstract This commentary summarizes stakeholder views voiced during roundtables on the 2021 International Auditing and Assurance Standards Board's (IAASB) Exposure Draft: Proposed International Standard on Auditing of Financial Statements of Less Complex Entities (ED LCE). For EDs, IAASB's due process includes seeking stakeholder views in a formal consultation format on a specified number of issues deemed relevant to further improve the proposed standard. Following its mission, the International Association for Accounting Education and Research —together with the IAASB—facilitated roundtables linking audit practitioners, academics, and financial statements users. The three roundtables followed a structured agenda including the same (but not all) topics on which the IAASB seeks views. In this commentary, we summarize views heard during the first roundtable breakout session focused on authority and groups and provide recommendations to the IAASB regarding the way forward.
Motivation lies at the core of human behavior. It explains why we do what we do. In this article, we seek an explanation for the influence of leadership, purpose, and values on employee engagement through motivation. Engaged employees derive energy from their work, are dedicated, show higher psychological well-being, and perform better. We suspected that motivation, as defined in self-determination theory, is an underlying mechanism that could explain the relationship between leadership and positive outcomes. To this end, we conducted five empirical studies in which the fulfillment of the basic psychological needs for autonomy, competence, and connectedness played a central role. We found that engaging leadership, a higher corporate purpose, and intrinsic values stimulated motivation and engagement. The fulfilment of psychological needs (notably autonomy) played an important role in these relationships. A sixth study tested leadership and inspiration in an intervention study. The intervention led to higher motivation among participants, lower absenteeism among employees, and better business performance. Navigating motivation at work supports employees to flourish, develop, and find significance. Keywords: engaging leadership, purpose, values, motivation, engagement
This study investigates dynamic bank-return correlation and spillovers among G7 advanced markets, employing an asymmetric multivariate GARCH approach and the forecast-error variance decomposition framework of a generalized VAR model and using a time-varying parameter autoregressive model. We utilize weekly bank stock indices over a long period (2000–2020) covering the recent Global Financial Crisis (GFC) and the subsequent European Sovereign Debt Crisis (ESDC). Dynamic spillover analysis reveals evidence of contagion effects during recent episodes. It is also shown that the impact of the GFC is notably higher than that of the ESDC. Major spillover transmitters are the markets of France, Germany and the UK, with the US market being vulnerable to shocks from European markets. Useful implications arise for policy makers and investors.
According to public management theory and existing research on information technology (IT) value creation in the public sector, governments should actively strive to generate greater public value with IT, and the capability of public service delivery is at the center of this public value. In this study, we focus on efficiency gains in public service delivery through IT in municipal governments. First, we answer the research question: How much euro efficiency is gained in public service delivery by €1 increase in share of IT costs relative to total municipal costs? Second, we focus on contextual effects of these efficiency gains, by analyzing the effects of workforce mean age, workforce age dispersion and training costs. We use data from Dutch municipalities and study these efficiency gains in the period 2014–2018. Our empirical strategy encompasses a two-step procedure combining a stochastic frontier model and ordinary least squares models. Our analysis suggests that share of IT costs relative to total municipal costs (in short: share of IT costs) can explain efficiency in public service delivery by municipalities. Our results indicate that an increase of €1 in favour of share of IT costs leads to a net cost efficiency gain of €1.08. We also show that this effect in efficiency gains diminishes with a higher share of IT costs. Our results also show that workforce mean age, workforce age dispersion and training costs do not influence the relation between share of IT costs and efficiency.
Although the importance of digital technology has been recognized in the entrepreneurship literature, we know relatively little about how and to what extent it influences a nation’s entrepreneurial activities. Drawing on the concept of entrepreneurial ecosystem, this study developed a conceptual model to explain the impact of digital technology on national entrepreneurship and the interactions between digital technology and other ecosystem elements. The hypotheses are tested by using unbalanced panel data of 101 countries from 2001 to 2018. The empirical results show that the level of digital technology is positively associated with the output of national entrepreneurial ecosystems, and this positive relationship is strengthened in nations with a supportive culture, high-quality institutions, supportive policies, accessible resources, and well-developed service industries. The findings highlight the importance of digital technology, provide fresh insights into the interdependence between elements and causal mechanisms in national entrepreneurial ecosystems.
Wij bedanken de heer P.T. Stoele voor zijn lezersreactie, waarin hij twee punten uit ons artikel over de tragiek van audit quality indicatoren (AQI’s) voorziet van een nadere specificering, historische onderbouwing en kritische reflectie. Zijn reactie heeft onze gedachtevorming verder aangescherpt en daar zijn we hem erkentelijk voor.
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Robert Blomme
  • Centre for Leadership and Management development
John M. D. Koster
  • Center for Marketing and Supply Chain Management
Willem van Rhenen
  • Center for Leadership & Personal Development
Zhang Jianhong
  • The Center for Entrepreneurship & Stewardship
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