Brigitte Kroon

• Dr.
• Tilburg University

Liabilities of smallness, family relations, leadership style, and preferences are all reasons why owners of small and medium‐sized family enterprises (family SMEs) apply procedures to manage employees inconsistently. For family and non‐family employees of family SMEs, inconsistencies in human resource management (HRM) may be a source of frustration...

Purpose The authors conducted 22 in-depth longitudinal interviews with 11 Hungarian migrant workers in the Dutch logistics sector, before and during the COVID-19 crisis, using thematic analysis and visual life diagrams to interpret them. Design/methodology/approach This study aims to contribute to conservation of resources theory, by exploring how...

The control-based HRM theory aims to capture the diversity of HRM configurations in small organizations as an integral part of business capacities and context. The key premise of the theory is that the control of workers and work is the core task of any organization to achieve its goals, no matter its size. Configurations of control styles can serv...

Family capital is all social, human, and financial capital a family has at their disposal in the family to advance the business. Family capital is the pool of resources unique to family business and it has the potential for family businesses to gain competitive advantage over nonfamily businesses in today's competitive landscape. To advance the kno...

Purpose The coronavirus disease 2019 (COVID-19) pandemic highlighted the necessity of practicing Evidence-based Management (EBMgt) as an approach to decision-making in hospital settings. The literature, however, provides limited insight into the process of EBMgt and its contextual nuances. Such insight is critical for better leveraging EBMgt in pra...

This paper examines the work-life challenges women entrepreneurs face and the consequences of such challenges on the management and growth of women’s enterprises in Ethiopia. Using a grounded theory approach, in-depth interviews with 31 women entrepreneurs operating in various sectors in Addis Ababa, Ethiopia were analysed. The key finding of the s...

The availability of big data spurred the application of modern prediction analytics (e.g., machine learning methods) in human resource management (HRM) research and practice. Due to the novel and technical nature of prediction analytics, HR professionals and researchers may struggle to collaborate with data experts. We offer a comprehensive introdu...

Evidence based HRM: What (do) we know about people in workplaces? is an authoritative, practical text on using scientific and local evidence for doing Human Resource Management. It explains how making informed decisions about people in workplaces will benefit organizational performance, assure fit with the organizational context, as well as benefit...

The diversity of practices observed in small enterprises demands a new evaluation of HRM with respect to its phenotypes and functions. By bringing HRM back to its functional requirements as represented by the need to control the human side of work as well as the differentiation and integration of tasks, we develop a configurational model of eight i...

In contrast to shareholder-owned organizations, worker-owned cooperative organizations foster employee wellbeing such as employee satisfaction as an important outcome by itself. Due to expansions and economic fluctuations, larger worker-owned cooperations nowadays use mixtures of employment contracts resulting in varying shares of co-owners, contra...

Strengths-based performance appraisal focuses on identifying, appreciating, and developing employee’s qualities in line with the company goals. Based on self-determination theory (SDT), we hypothesized that strengths-based performance appraisals will bring about a stronger motivation to improve (MTI) performance, by making subordinates feel support...

Bij hun transitie naar de arbeidsmarkt van West-Europese EU-lidstaten komen Midden- en Oost-Europese free movers vaak terecht in laagbetaalde banen met precaire werkomstandigheden. Centraal in dit onderzoek staat de vraag hoe Hongaarse free movers hun inzetbaarheid beleven in de context van hun levensloop, hun opleiding, hun ervaringen in Nederland...

Family capital is all social, human, and financial capital a family has at their disposal in the family to advance the business. Family capital is the pool of resources unique to family business and it has the potential for family businesses to gain competitive advantage over nonfamily businesses in today's competitive landscape. To advance the kno...

Dit artikel leidt het themanummer ‘Het verlagen van werkdruk door de inzet van positieve interventies’ in. Terwijl het verlagen van werkdruk in veel sectoren prominent op de beleidsagenda staat, beperkt het beleid van veel organisaties zich tot werkdrukinterventies die worden ingezet zodra negatieve gevolgen van hoge werkdruk (denk bijvoorbeeld aan...

Purpose Taking a self-determination theory (SDT) perspective, the purpose of this paper is to understand the socio-cultural context on the satisfaction of basic psychological needs for autonomy, competence and relatedness in the entrepreneurial activity of women entrepreneurs in Ethiopia. Design/methodology/approach Semi-structured in-depth inte...

Purpose While factors that influence test takers’ reactions to personality testing in selection contexts have been well researched, little empirical research evidence exists to determine whether these factors also apply to test takers’ reactions in the context of management development (MD). The purpose of this study is, therefore, to explore what...

Although human resource development (HRD) professionals enjoy the use of personality tests in their practice, the appeal of these tests to some is harshly criticized by others. Personality tests attract through optimistic descriptions and ease of use for individual and team development while often lacking predictive and discriminant validities. Des...

Personal strengths are those characteristics that allow us to be at our best, that is, to deliver high performance while feeling happy and energized. Research has indicated that employees who perceive organizational support for strengths use (POSSU) display higher levels of well-being, and, in turn, performance. However, we do not yet know whether...

Redefining success beyond economic growth and wealth generation: The case of Ethiopia Taking a contextually embedded approach using qualitative data and considering structural, familial and cultural constraints, the authors challenge the notion of the underperformance of women entrepreneurs by highlighting how various female entrepreneurs define su...

Women entrepreneurs in developing countries such as Ethiopia are often stereotyped as necessity-based entrepreneurs operating in the informal sector of the economy. However, there are women entrepreneurs in Ethiopia who form and develop ventures by their own choice in the formal sector of the economy. Moreover, motivation literature suggests that m...

Purpose – Transformational leaders spark the intrinsic motivation of employees, thereby stimulating their extra-role performance. However, not all employees are lucky enough to have a transformational leader. The purpose of this paper is to investigate to what extent mindfulness can function as a substitute for transformational leadership. By being...

Purpose The purpose of this paper is to explore how and why personality tests are used in workplace training. This research paper is guided by three research questions that inquire about the role of external and internal stakeholders, the value of psychometric and practical considerations in test selection, and the purpose of personality test use i...

[English below] Het internet en vooral de opkomst van sociale netwerksites hebben het speelveld van recruiters ingrijpend veranderd. Kandidaten zijn actieve spelers geworden die hun loopbaan in eigen hand nemen. Loyale kandidaten, die de voorkeur hebben om diensten van een organisatie opnieuw te gebruiken, kunnen het verschil maken voor effectieve...

An existing micro–macro method for a single individual-level variable is extended to the multivariate situation by presenting two multilevel latent class models in which multiple discrete individual-level variables are used to explain a group-level outcome. As in the univariate case, the individual-level data are summarized at the group-level by co...

Building on the focal article by Hyland, Lee, and Mills (2015), we propose conservation of resources (COR) theory (Hobfoll, 1989) as a framework that may explain why mindfulness contributes to work motivation and performance in an organizational context. We argue that mindfulness is especially beneficial in dynamic work contexts because it provides...

Precarious employment practices such as short-term contracts, low pay and lack of voice have undesired outcomes for workers, because these impede employees in their ethical rights to freedom, well-being and equality. Still, precarious employment practice is common in sectors with restrained economic conditions, such as Dutch agriculture. However, i...

Purpose – Workers have different motives to be employed at specialist contract work agencies, such as career development aspirations, or a desire for freedom and independence. The purpose of this paper is to study how these different motives relate to the appreciation of HR practices applied by agencies and consequently to employee retention at the...

The increasing use of social media at work offers organizations new opportunities for employee learning on the job. This study investigated the relationship between social media use and learning activities undertaken by employees. It was expected that social media use relates to higher levels of learning and that this relationship is stronger when...

High performance work practices (HPWPs) are human resource management practices aimed at stimulating employee and organisational performance. The application of HPWPs is not widespread in small organisations. We examine whether the implementation of coherent bundles of HPWPs (aimed at employee ability, employee motivation or at the opportunity to p...

Job crafting and engagement: differences in teams with a restrictive versus an unrestrictive work context? Job crafting and engagement: differences in teams with a restrictive versus an unrestrictive work context? In this article, we examined whether job crafting results in increased work engagement. In addition, we examined to what extent a restri...

In this article, we examined whether job crafting results in increased work engagement. In addition, we examined to what extent a restrictive versus unrestrictive team context influences the extent to which employees craft their job, and the relationship between job crafting and engagement. Analyses of 503 questionnaires filled in by employees of 6...

Purpose – The purpose of this paper is to explore the impact of management practices – specifically, high‐performance work practices (HPWPs) – on employee burnout. Two potential mediating mechanisms that counterbalance each other in the development of burnout are compared: a critical mechanism that states that HPWPs intensify job demands (which inc...

Purpose This study aims to focus on the perception of leader‐member exchange (LMX). It is assumed that the perceived quality of the relationship is not only related to the actual quality of the relationship, but also to followers' expectancies and preferences. However, little is known about person characteristics that are related to LMX perceptions...