Nyenrode Business University

This chapter discusses the impact of automation and Artificial Intelligence (AI) within the workplace. To understand the psychological impact of technology at work, we describe and analyze four fantasies of robotization and AI. According to these fantasies, AI will replace human employees, technology and AI will save humanity, robotization, and AI will enhance access to resources and therefore address inequalities, and lastly, technology will liberate humanity. Such a fantasy lens to study robotization and AI at work allows for an exploration of technology as ideological, thereby opening up the possibilities for a deeper understanding of the role of technological implementations in contemporary society. Understanding these “fantasies” as rooted in ideology helps to gain a more realistic understanding of the pros and cons of robotization and AI at work. Moreover, we will discuss in depth the policy and leadership implications of these techno-fantasies. We distinguish between what policy makers can do to maintain a balance between optimizing the use of AI while avoiding a blind techno-optimism. We finally argue for a similar balanced approach for leaders in organizations.

Objectives In this qualitative study, we explored Dutch secondary vocational schoolteachers’ prior expectations of a Mindfulness-Based Stress Reduction (MBSR) training. We report on their short- and long-term experiences regarding mental health outcomes and personal or mindfulness/prosocial competencies. Method Between September 2016 and June 2020, we interviewed 32 teachers participating in a cluster randomised controlled trial prior to partaking in a MBSR training (T0); 27, immediately after the training (T1); and 16, 9 months after finishing the training (T3). No interviews were held on T2, 3 months after finishing the training. Qualitative data was analysed using directed content analysis. Results Analysis of the data at T0 resulted in five themes regarding the participants’ prior expectations related to the MBSR training. Data analysis at T1 and T3 resulted in 10 themes regarding their experiences, four of which were the same as at T0: one mental health outcome (i.e. stress and unpleasant feelings) and three personal competencies (i.e. being in the present, taking distance, and recognising and changing dysfunctional patterns). The fifth "other" theme at T0 was knowledge of mindfulness and of mindfulness skills. Six additional themes emerged related to a new mental health outcome (i.e. inner calmness and pleasant feelings) and five personal competencies (i.e. being aware, concentration, acceptance and non-judgment, communicating, and showing compassion towards yourself and others). Conclusion Our results suggest that MBSR can reduce teachers’ stress, increase inner calmness, and foster mindfulness and prosocial competencies. Preregistration The trial was registered with the Dutch Trial Register (www.trialregister.nl): NL5581 (July 2016).

This paper is the result of the collective work undertaken by a group of Psychological Contract (PC) and Sustainability scholars from around the world, following the 2023 Bi-Annual PC Small Group Conference (Kedge Business School, Bordeaux, France). As part of the conference, scholars engaged in a workshop designed to generate expert guidance on how to aid the PC field to be better aligned with the needs of practice, and thus, impact the creation and maintenance of high-quality and sustainable exchange processes at work. In accordance with accreditation bodies for higher education, research impact is not limited to academic papers alone but also includes practitioners, policymakers, and students in its scope. This paper therefore incorporates elements from an impact measurement tool for higher education in management so as to explore how PC scholars can bolster the beneficial influence of PC knowledge on employment relationships through different stakeholders and means. Accordingly, our proposals for the pursuit of PC impact are organized in three parts: (1) research, (2) practice and society, and (3) students. Further, this paper contributes to the emerging debate on sustainable PCs by developing a construct definition and integrating PCs with an ‘ethics of care’ perspective.

This paper introduces the concept of fictional science to the field of Organizational Behavior. We outline its necessity and the intended benefits for the field. Organizational Behavior is a scientific discipline which has limited experience with imaginative reasoning in the field and, thus, the envisioning of what could be, and how workplaces could be designed in the future. Fictional science, as the imagined, made-up scientific thinking and argumentation, holds the possibilities for such imagination. It, therefore, offers academics and practitioners the means to postulate possible futures for workplaces and, thus, the potential to bring about positive change to workplaces. We also explain the importance of form, and the role of the literary in fictional science. The essay finishes with examples of how fictional science has been used in the past, and how it could be used in the future.

This article explores the relation between informal human resource management practices and innovation performance in European small and medium-sized enterprises (SMEs). We use the resource-based view and the self-determination theory to develop hypotheses on how informal human resource management practices affect innovation performance. The research was based on data from the European Company Survey 2019. The sample consisted of senior managers in charge of personnel, working in SMEs across 28 European countries. Structural equation modelling showed that informal human resource management practices that satisfy employees’ needs for competence and autonomy positively contributed to innovation performance. Fostering employee needs for relatedness, however, negatively affected innovation performance. The study provides theoretical and practical implications, gives insights for managers and policy makers seeking to foster innovation in SMEs and identifies areas for future research.

The world faces significant challenges, particularly in low‐income countries, where cross‐sector partnerships strive to create positive social change. Operating under severe uncertainty, these partnerships encounter various disturbances threatening their progress. Despite these challenges, our study explores the resilience strategies that these partnerships use to foster positive social change, an area previously underexplored. Our study uses a qualitative multiple‐case study of four cross‐sector partnerships in sub‐Saharan Africa. Specifically, we collected data via interviews, workshops, and archival sources and used thematic analysis to uncover key resilience strategies. Our findings reveal a cyclical process where, when facing disturbances, cross‐sector partnerships respond with resilience strategies that help them mitigate disruptions, adapt to changing conditions, and continue expanding their positive impact. In doing so, they drive positive social change through core activities within their socio‐ecological system. This research expands existing theories of organizational resilience by highlighting how cross‐sector partnerships in low‐income contexts can not only survive, but also expand their impact of positive social change, through resilience.

Background The education sector experiences high rates of sickness absence, primarily due to mental health disorders. This issue poses significant challenges, not only for the affected employees but also for their colleagues, pupils, the organization, and the society as a whole. Several factors are likely to contribute to this issue, including work-related factors and gender dynamics, as the education sector has a high proportion of female employees. Methods In this study, we use statistical methods to compare the average duration of sickness absence due to mental disorders in the education sector with other sectors. Additionally, we explore the influence of gender, age, and working hours on the duration of sickness absence. For our study we use a large dataset consisting of approximately 200,000 cases of sickness absence due to mental disorders, with more than 32,000 cases from the education sector. Results Our analysis shows that average sickness absence duration is consistently longer in the education sector than in other sectors, even after accounting for gender and age. Specifically, the average duration of sickness due to mental disorders in the education sector is 235 days, compared to 188 days in other sectors. We also observe gender differences in absence duration in all sectors, with an interaction effect indicating that working in education affects recovery rates more for men than for women. Consequently, the gender difference in absence duration is smaller in the education sector than in other sectors. Conclusion Using a large dataset, we find significant differences in absence duration between employees in the education sector and those in other sectors. Other factors, such as gender, also influence sickness absence duration, but to a lesser extent. Notably, the gender effect on absence duration is smaller in the education sector compared to other sectors.

Anxiety among pregnant women can significantly impact their overall well-being. However, the development of data-driven HCI interventions for this demographic is often hindered by data scarcity and collection challenges. In this study, we leverage the Empatica E4 wristband to gather physiological data from pregnant women in both resting and relaxed states. Additionally, we collect subjective reports on their anxiety levels. We integrate features from signals including Blood Volume Pulse (BVP), Skin Temperature (SKT), and Inter-Beat Interval (IBI). Employing a Support Vector Machine (SVM) algorithm, we construct a model capable of evaluating anxiety levels in pregnant women. Our model attains an emotion recognition accuracy of 69.3%, marking achievements in HCI technology tailored for this specific user group. Furthermore, we introduce conceptual ideas for biofeedback on maternal emotions and its interactive mechanism, shedding light on improved monitoring and timely intervention strategies to enhance the emotional health of pregnant women.

Integrated speech and hand-motor training is an effective post-stroke rehabilitation method. However, few interactive systems and assistive technologies were developed in this field. Driven by this challenge, we leverage Mixed Reality technology, which merges immersive virtual scenarios with physical hands-on tools in the real world, to provide patients with multi-modal interactions and engaging training experiences. Following a user-centered design approach, we first interviewed seven therapists to identify user requirements and design considerations. We further designed MRehab, an interactive rehabilitation system that allows patients to regain speech and hand skills through MR scenarios that depict daily living activities. We conducted a preliminary user test with 12 patients and 5 therapists to validate the feasibility and understand the user experience with MRehab. The results confirmed its feasibility for hand-motor training. Additionally, the patients expressed high motivation, engagement, and a positive attitude toward using MRehab. Our findings demonstrate the potential of MR technology in integrated speech and hand function rehabilitation training.

Vele publicaties op het gebied van thuiswerken die de afgelopen decennia, ook in het Tijdschrift voor Arbeidsvraagstukken, zijn verschenen, bespreken zowel de voor-, als nadelen van thuiswerken. In dit essay wordt specifiek ingegaan op het dubbele risico van verdergaande tijd-ruimtelijke flexibilisering na de Covid-19-pandemie, waarbij individuele werknemers steeds meer controle over werk-en-privégrenzen (lijken te) krijgen en zelf kunnen bepalen wanneer en waar zij werken. Enerzijds zijn er aanwijzingen dat door hybride werken de communicatie binnen en tussen teams afneemt, waardoor arbeidsrelaties kunnen verschralen. Anderzijds is er bewijs dat er door hybride werken juist te veel, vooral buiten werktijd, over werk wordt gecommuniceerd, wat kan leiden tot een verschraling van privérelaties. Het managen van deze risico’s vraagt zowel om formeel, als informeel ‘grensmanagementbeleid’, wat neerkomt op het door de overheid en door organisatieleden gezamenlijk balanceren tussen het recht op bereikbaarheid én het recht op onbereikbaarheid.

In today’s fast-paced world, delays or prolonged customer waiting times pose a threat to the firm’s profitability. This study utilizes the mean-CVaR metric to incorporate the risk associated with prolonged customer waiting times into the optimal trade-off decisions. For this purpose, we consider a single inventory system that faces Poisson demand and utilizes a base-stock policy to replenish its inventory, which takes a fixed amount of time. The firm implements a preorder strategy, encouraging customers to place their orders a fixed amount of time in advance of their actual needs, a period referred to as the commitment lead time. The firm rewards customers with a bonus termed the commitment cost, which increases with the length of the commitment lead time. We aim to determine the optimal control policy, including the optimal base-stock level and optimal commitment lead time, that minimizes the long-run average cost. The cost includes inventory holding, commitment, and customer waiting costs, with the latter adjusted for the firm’s degree of risk aversion. The optimal policy depends on the interdependence of the decisions, with the optimal commitment lead time following a “bang-bang” pattern, and the corresponding optimal base-stock level taking an “all-or-nothing” form. For linear commitment costs with a cost factor per time unit, we identify a threshold that increases with the firm’s risk aversion degree. Firms with greater risk aversion typically favor the buy-to-order strategy, while those with lower risk aversion may opt for either buy-to-stock or buy-to-order depending on their assessment of waiting costs.

This article presents a fictional narrative about Professor Sackker, the solitary researcher in the field of Sackker Studies, once known as Management and Organizational Studies. Despite its absurdity, the story portrays Sackker’s dominance, marked by his inevitable rise with recordbreaking publications and citations, stifling competition, and leaving him as the ultimate winner and ruler. Through personal reflections, his story explores his career strategies, provides insights into his success, and explains how he shaped, transformed, and eventually (but unwittingly) destroyed the field. This narrative, though fictional, mirrors real concerns in today’s reality: growing inequalities, the dominance of elite scholars, and erosion of meaning in academic careers as a function of hyper-competition. We examine the prevalence of systemic issues plaguing academia. Despite challenges, the article also aims to inspire hope. By illuminating these problems and integrating them into scholarly discussions, there lies an opportunity for change, empowering the next generation of academics.

Ample survey research and content analysis has established that NGO internet presence is qualitatively weak and characterized by the dominance of asymmetrical communication. We argue that the emergent communicative and social paradigm of on-line interaction forms what could be defined as a wicked problem. NGOs, seen as a ‘sender’ of information, may well face a crisis of accountability determined by the very nature of the media; whereas the NGOs’ ‘information receivers’ often are deprived of the very possibility of stakeholder relatedness. In the internet-based/on-screen ‘universe’, information and electronic flow are assumed to be continual, which supersedes the entity logic crucial to NGO accountability and legitimacy. In designing their social media presence, NGOs may, therefore, face an impossible challenge. Informed by Stéphane Vial’s analysis of the nature of on-line interactive media, we evaluate these conundrums. Then, inspired by Lucas Introna and Fernando Ilharco, we question the dialogic potential to ‘screen-being’. While the shift from an ‘actor-centric’ to ‘flow-oriented’ paradigm of ‘screen-being’ is inherent to digital communication, it destabilizes the entity-grounded accountability of NGO legitimacy. Hence, we end with explicating the risks to dialogic relatedness of ‘sceen being’ for NGOs. By so doing, we challenge the oft vocalized perspective that NGOs ‘just’ have to increase their digital communications in order to improve their relations with various stakeholders.

Psychological contracts reside in the eye of the beholder and capture the employee-employer exchange relationship. It is a dynamic relationship as employees deliberately manage and change their psychological contract over time. Triggers seem to be the drivers underpinning this dynamism. Yet little is known about how these triggers operate and affect the psychological contract. To address this, we explore triggers and their impact using a 6-week daily diary study (N = 117). We found a linear chain of positive relationships from initial triggers to connectedness of past triggers, to the experience of negative emotions, to the expected reoccurrence of the initial trigger, ultimately disrupting the psychological contract. The findings revealed the dynamic effect of triggers on the employment relationship, not only by exposing the underlying micro-processes, but also by revealing that the impact of triggers can linger for approximately 11 days before leveling off. These findings suggest that the psychological contract may fluctuate on a daily basis due to the influence of triggers. The theoretical implications for understanding the dynamic nature of the psychological contract are discussed in relation to the disruptive role of triggers.

The Advancing Action Research for Personal, Team, and Organizational Transformation Symposium presents an innovative action research paradigm of social science and transformation: Collaborative Developmental Action Inquiry (CDAI). Action research focuses on real organizational issues rather than issues created for research purposes. Indeed, it aims not only to understand social phenomena but also to realize effective change as a path to generating knowledge. The CDAI paradigm integrates quantitative, qualitative, and action research methodology by interweaving first-, second-, and third-person research/practice that simultaneously describe and transform actors and social systems. To indicate how the interplay of these three different levels of engagement enables the enactment of action research in contemporary organizations, three doctoral students will offer lively accounts of their research. A significant remainder of the symposium will be interactive and devoted to sharing participants' viewpoints, experiences, and ideas on action-oriented research. We aim to co-create timely action to establish such transformational approaches further.