Please find a map of the rooms here, an overview of Tracks and coordinators here, and find instructions how to optimally use the Conference Schedule here.
- Wednesday 9 Nov 2022
- Thursday 10 Nov 2022
- Friday 11 Nov 2022
Wednesday 9 Nov 2022
8:30 am – 1:30 pm pHResh doctoral consortium
PhD workshop
Beate van der HeijdenRavelijn
Doctoral workshop for PhD students organized by pHResh
Wed 8:30 am – 1:30 pm
50 max
Building: Ravelijn, Room: RA 1501
11:30 am – 1:30 pm Conference registration
Conference Registration
Waaier main entrance
The Conference Registration starts at 11:30 – you will receive your nametags and other important materials. There is a limited number of bus tickets available to travel to the conference dinner location on Thursday. Afterward registering you can get your lunch package in the Waaier Foyer.
Wed 11:30 am – 1:30 pm
Building: Waaier
12:00 pm – 1:30 pm Lunch Wednesday
Lunch Wednesday
Waaier Ring & Foyer
Lunch packages will be served at the Waaier Ring + Foyer.
Wed 12:00 pm – 1:30 pm
Building: Waaier
1:45 pm – 2:00 pm Welcome to the conference
Conference Opening
Waaier 1
Opening by Professor Tanya Bondarouk – Chair of the Dutch HRM Network and Dean of the Faculty of Behavioural, Management and Social Sciences (BMS) at the University of Twente.
Wed 1:45 pm – 2:00 pm
Building: Waaier, Plenary Session
2:00 pm – 3:15 pm Key-note by Fang Lee Cooke
Key-note by Fang Lee Cooke
Fang Lee CookeWaaier 1
Fang Lee Cooke (PhD, University of Manchester, UK) is Distinguished Professor of Human Resource Management (HRM) and Asia Studies at Monash Business School, Monash University, Australia.
Wed 2:00 pm – 3:15 pm
250 max
Building: Waaier, Plenary Session, Room: Waaier 1
3:15 pm – 3:45 pm Coffee break 1
Waaier Ring + Foyer
3:45 pm – 5:45 pm Parallel Session I
Career Shock
CR 2L
| Brokerhof, Darouei, Caniëls & Yerlikaya | Career shock narratives during COVID-19: How the self-employed reconstruct their future work selves |
| Schulze Schleithoff, Lysova, Khapova & Korotov | Finding the beauty in wrong decisions: Exploring individual’s sensemaking of their wrong career decisions |
| Sulbout & Keegan | Understanding Belgian Project Managers’ Career Shocks: A Qualitative Study |
Wed 3:45 pm – 5:45 pm
Track 05: Individual, contextual, and temporal influences on resilience as a foundation for career sustainability
Building: Carré
Contextual Careers
CR 2K
| Abraham & Verbruggen | How career and nonwork goal progress affect dual earners’ well-being: A whole-life perspective |
| Antonio & Chiesa | Exploring young people’s resources to enhance resilience in early careers |
| De Prins, Stuer, & Chaillet | Shift versus office work: Living apart together |
| Frie, Van der Heijden, Korzilius & Sjoer | Understanding the resilience of experts: The development of a valid and reliable measurement instrument for flexpertise |
Wed 3:45 pm – 5:45 pm
Track 05: Individual, contextual, and temporal influences on resilience as a foundation for career sustainability
Building: Carré
Decent Workspaces
CR 2M
| Scholz, Williams, Williams & Khan | The implications of AI-enabled recruitment and selection for disabled jobseekers |
| Haenraets, Van Berkel & Van Harten | Understanding the workplace inclusion of people with disabilities in small and medium sized enterprises in the Netherlands: A case study approach |
| Van Os, Van Harten & Van Berkel | Employers’ perspective on workplace inclusion of PwD: HRM challenges and support needs |
| Schrijver | The influence of the regional ecosystem on the employability of freelancers |
| Jie, Breukel, Van Dijk & Freese | Towards a holistic view on mundane workplace behaviors as a barrier to creating inclusive organisations |
Wed 3:45 pm – 5:45 pm
Track 10: Advancing HRM by creating decent work for forgotten workers
Building: Carré
Workplace Interventions
CR 3B
| Van der Kruijssen. Van Woerkom, Kooij & Van Veldhoven | Why one day is online the other in terms of workload, energy, and need for recovery: The role of strength and interests crafting |
| Botke & Van Woerkom | The effect of a self-leadership training on detached concern and the proactivity of human service professionals |
| Van Waeyenberg, De Winne, Brebels & Marescaux | Can I-deals engage employees by alleviating job insecurity and over qualification concerns? |
| Van der Kruijssen, Van Veldhoven, Van Woerkom & Kooi | The dynamics of energetic resources and job crafting behaviour |
| Schouteten & Den Ouden | Testing the effectiveness of a workload intervention in academia |
Wed 3:45 pm – 5:45 pm
Track 13: Crafting resilient workers: The role of workplace interventions
Agile Work
CF 3F
| Steegh, Van de Voorde & Paauwe | The agile ways of working and team adaptive performance: a goal setting perspective |
| Kabalina, Mondrus & Reshetnikova | The role of flexibility-oriented HRM practices in maintaining organization resilience during COVID-19 pandemic |
| Sapegina & Solbach | Target-independent pay & team learning behavior: A longitudinal latent growth model |
| Lei & Brandl | Platforms’ agility: Designing a various HRM system by balancing multiple logistics |
Wed 3:45 pm – 5:45 pm
Track 20: Strategic HRM And Organizational Agility in Uncertain Times
Building: Carré
Implications of Algorithmic Management for HR Professionals
Hal B 2A
| Rapp | A machine learning approach to investigate antecedents of HR analytics in organizations | |
| Diefenhardt, Rapp & Mayrhofer | Beyond the hype: The effect of institutional arrangements on the diffusion of HR analytics in the Dach region | |
| Tham, Holland, Thynne & Viecell | Using smart technology to manage frontline health staff wellbeing and resilience |
Wed 3:45 pm – 5:45 pm
Track 02: HRM, Algorithms and Artificial Intelligence
Building: Hal B
Labour Market Discrimination
CR 2N
| O’Sullivan, Duvvury, Murphy & Walsh | Work, caring and COVID-19: Another blow for gender equality |
| Kerti, Kroon, Blijenbergh, Freese & Van Engen | Established while outsiders: Exploring Central and Eastern European migrant workers’ labour market position in low skilled sectors during Covid-19 |
| Guerci and Panichella | Addressing social inequalities – Implications for HRM practice, education, and research |
| Meier Barthold & Biemann | Does a women’s quota trickle down to employees? An analysis of workforce perceptions and reactions |
Wed 3:45 pm – 5:45 pm
Track 09: Labor Market Discrimination and Inequalities Before and After the Pandemic
Building: Carré
Thursday 10 Nov 2022
8:30 am – 9:00 am Coffee and Continued Registration
Coffee and continued registration
Atrium, Ravelijn
Coffee will be served for all conference participants.
Also, the conference registration continues Thursday morning in the Ravelijn building. For those who have not registered on Wednesday, you will receive your nametags and important conference materials.
Thu 8:30 am – 9:00 am
Building: Ravelijn
9:00 am – 11:00 am Parallel Session II
Imagining the (Distant) Future of Work
RA 2504
| Wolffgramm & Corporaal | What Operators Need to Design Their Human-Cobot Collaboration: An Experiment on Decision Latitude and Educational Background |
| Habraken, Berx, Dessers & Pintelon | The impact of cobots on work design (over time) |
| Fuchs and Reichel | Effects of digital communication on organizational structure |
| Diaz-Fernandez, Rivera-Prieto & Lopez-Cabrales | HR competencies: The link between digital transformation and social sustainability |
| Harrison, McKinlay & Procter | The role of employee voice in shaping resilient work futures: A qualitative study of trade union perspectives and worker representation in technological and workplace change |
Thu 9:00 am – 11:00 am
Track 01: Imagining the (distant) future of work
Building: Ravelijn
AI-Enabled Jobs
RA 2503
| Renkema, Drost & Bondarouk | A conceptual framework of knowledge workers’ experiences in collaborating with artificial intelligence: Implications for work design |
| Scholz, Sahakin, Bauwens, Van der Kruijssen, Renkema, De Vries, Wouters & Peeters-Schaap | Facilitating successful implementation of daily artificial intelligence-enabled healthcare delivery in a Dutch hospital |
| Liu & Wang | Integrating TAM and JDR models to explore workers’ work attitudes after the use of an AI-enabled assistance system |
| Charlwood, Spilsbury, Valizade & Winton Schreuders | How can HR analytics inform organisational resilience? Evidence from the care homes sector |
Thu 9:00 am – 11:00 am
Track 02: HRM, Algorithms and Artificial Intelligence
Building: Ravelijn
HRM & Public Sector Performance
CR 2G
| Ingaggiati | How paradoxical HRM can foster resilience in public sector |
| Salas-Vallina, Swart, Rofcanin & Rodríguez-Sánchez | How resilience enables knowledge transfer in public healthcare: The role of HRM and strategic leadership during the pandemic |
| Gile, Van de Klundert & Buljac-Samardzik | Evidence on strategic human resource management and performance in public hospitals |
| Knies, Leisink & Penning de Vries | How are strategic alignment and implementation of HRM policy related in affecting organizational performance? An exploratory study of schools |
Thu 9:00 am – 11:00 am
Track 04: HRM and resilience in the public sector
Building: Carré
Career Development
CR 2L
| Clercx, De Vos & Jacobs | Exploration of different pathways that arise from a desire to make a career change: a longitudinal qualitative study |
| D’ Huyvetter & Verbruggen | The relationship between job embeddedness, social norms and career inaction: Exploring the mediating role of inertial forces |
| Kuypers & Trotta | The role of cultural intelligence in fostering individuals’ career development |
| Schneider | The role of conventions in enabling career crafting in a high-skill mediated labour market: The case of an engineering service provider |
Thu 9:00 am – 11:00 am
Track 05: Individual, contextual, and temporal influences on resilience as a foundation for career sustainability
Building: Carré
Employee Engagement and Well-Being
RA 2502
| Akgul, De Winne, Van den Broeck, Baillien, Godderis, De Feyterl | The relationship between job design and firm performance: The mediating role of aggregate engagement and burn-out |
| Bailey, Kooij, de Reuver, Kupper | Personal and work-related factors in workplace stress and physical health outcomes: A scoping review |
| Clauss, García Carbonell & Martín Alcázar | Perceptions of HRM practices and employee well-being: Examining the role of employees’ personality traits |
| Stirpe & Revilla | The challenge of keeping employees engaged: Exploring the benefits of tenure-differentiated high-performance work systems |
Thu 9:00 am – 11:00 am
Track 07: The role of HRM in creating meaningfulness and resilience at work
Building: Ravelijn
Vulnerable Workers
CR 2M
| Kersten, Van Woerkom, Geuskens & Blonk | The role of HRM practices in the labour market inclusion of vulnerable workers: A longitudinal study among Dutch employers |
| Baeken, Forrier & De Cuyper | Experiences of job seekers with a disability in specialized job counselling: embodiment in the labor market |
| Innocenti, Profili & Sammarra | Engaging chronically ill employees at work. The relationship between HRM bundles, perceived illness discrimination and work engagement |
| Lamers, Jansen, Meijerink & Boon | Algorithm-enabled platform work for vulnerable workers: Fostering the human touch |
Thu 9:00 am – 11:00 am
Track 10: Advancing HRM by creating decent work for forgotten workers
Building: Carré
Working from Home
RA 2501
| Solms, Van den Heuvel, Nevicka & Homan | The role of internal and external interruptions and time and boundary management strategies for well-being and performance during working-from-home |
| Van den Brand, Nikolova & Caniëls | How professional isolation impairs employee well-being through the decline of positive affect: the moderating role of self-efficacy |
| Smidt | Followship behaviours in the context of working from home |
| Van der Meer | Home office and subjective well-being in times of crisis |
Thu 9:00 am – 11:00 am
Track 11: Resilience while working from home: what can HRM learn from COVID-19?
Building: Ravelijn
Job Crafting
CR 3H
| Gils, Audenaert, Patient & Decramer | How teachers’ demanding working conditions relate to emotional exhaustion through work engagement: The moderating role of school principal’s work pressure |
| Raets, De Winne, Dries & Marescaux | Co-worker reactions to secrecy and transparency in the context of idiosyncratic deals: The role of supervisor-attributed I-deal communication motives |
| Van Strydonck, Decramer & Audenaert | Putting the leader central in performance management: How a leader’s learning goal orientation is positively related to the provision of learning goals: Its impact on employees’ health, happiness and productivity |
Thu 9:00 am – 11:00 am
Track 17: Unraveling the symbiotic relationship in People Management: how do leadership behaviors and HR practices combine in affecting employees?
Building: Carré
11:00 am – 11:30 am Coffee break 2
Location: Ravelijn Atrium
11:30 am – 12:30 pm Parallel Session III
Gig Workers and Algorithmic Management
RA 2503
| Liu, De Winne, De Cooman, Patuelli, & Lattanzi | Job engagement among knowledge gig workers: A perspective from social exchange theory |
| Tillmann & Koene | Gig work and its impacts on existing HR processes, stakeholder responsibilities and the role of HRM |
Thu 11:30 am – 12:30 pm
Track 02: HRM, Algorithms and Artificial Intelligence
Building: Ravelijn
HRM Outcomes
CR 2G
| Tham, Alfes, Mey & Ritz | The impact of team-oriented AMO HRM practices on work overload and emotional exhaustion: The role of structure provided by leader |
| Muylaert, Decramer & Audenaert | Linking red tape to teachers’ affective commitment: A serial mediation model |
Thu 11:30 am – 12:30 pm
Track 04: HRM and resilience in the public sector
Building: Carré
Recruitment Inequalities
RA 2502
| Jing & Verbruggen | Hiring for tomorrow or hiring for today? Investigating why and when employers avoid hiring atypical candidates |
| Krogn & Bredgaard | Unequal? A field experiment of recruitment practice towards wheelchair users in Denmark |
Thu 11:30 am – 12:30 pm
Track 09: Labor Market Discrimination and Inequalities Before and After the Pandemic
Building: Ravelijn
The Future of Work
RA 2501
| Van der Kruijssen, Kersten, Van Gelder & Van Veldhoven | Freedom within a framework: A model for shaping the future way of working |
| Fastje, Van de Brake, Van der Vegt, & Essens | Designing hybrid work policies through the lens of P-E fit theory |
Thu 11:30 am – 12:30 pm
Track 11: Resilience while working from home: what can HRM learn from COVID-19?
Building: Ravelijn
Resilient and Remote Work
RA 2504
| Beijer, Knappert, Stephenson & Veli | Developing resilience through inclusive leadership: What leaders do to facilitate inclusion in a remote working context |
| Grant & Egdell | Employer perspectives on the future workplace and its readiness for young workers: A modified Delphi study |
| Parry & Beigi | Diversity management at times of crises: A remote worker-line manager perspective during the COVID-19 lockdown |
Thu 11:30 am – 12:30 pm
Track 15: The Implementation of Resilient HRM: The Role of Managers in Resilient Organizations
Building: Ravelijn
The Future of HR
CR 3H
| Collou & Bruinsma | Shaping the employee behavior needed for the digital transformation using HR |
| Linthorst, Peters & De Ruiter | Futurize HR! How a resilient HRM function contributes to shaping the future of work |
Thu 11:30 am – 12:30 pm
Track 20: Strategic HRM And Organizational Agility in Uncertain Times
Building: Carré
Academic-Practice Collaboration
CR 2M
| Kohlberger and Brandl | Knowledge-production and scholar-HRM practitioner collaboration |
| Maertens | Mind the gap! Is evidence-based HRM a one-way ticket to reduce the gap between academics and practitioners in government? |
Thu 11:30 am – 12:30 pm
Track 20: Strategic HRM And Organizational Agility in Uncertain Times
Building: Carré
12:30 pm – 1:30 pm Lunch Thursday
Lunch at Atrium Ravelijn
Lunch at “Atrium Ravelijn”
Atrium, Ravelijn
The lunch will take place in the Atrium of the Ravelijn building – which is the central area at the ground floor.
Thu 12:30 pm – 1:30 pm
Building: Ravelijn
1:45 pm – 3:45 pm Parallel Session IV
Employee Responses to Algorithmic Management
RA 2503
| Bunzel, Boon, Den Hartog & Verburg | Algorithms as a signal of (dis)trust? The role of attributions in algorithm-enabled control |
| Marescaux, Brebels, De Winne & Van der Wiel | Data driven and strength-based decision making on task allocations: A social identity perspective |
| Scheibmayr & Reichel | Bringing the algorithmic HR manager in: Workers’ responses to AI informed algorithmic performance evaluation |
| Yuan & Liu | Use an explainable machine learning approach to study how personality nuances predict job satisfaction |
Thu 1:45 pm – 3:45 pm
Track 02: HRM, Algorithms and Artificial Intelligence
Building: Ravelijn
Employability
CR 3C
| Courchesne, Stynen, Semeijn & Caniëls | New ways of fostering job mobility and sustainable employability in inter-organisational networks: A qualitative, explorative study on their functioning |
| Kerti, Kroon, Van Engen, Freese & Bleijenbergh | Migrant Workers’ Perceived Employability in the Warehouse Distribution Sector: The Importance of Resources in Navigating the Impact of Career Shocks |
| Pak, Renkema & Van der Kruijssen | Technology and successful aging: a powerful connection or a deadly combination? |
| Scheers, Forrier & De Cuyper | A multi-logical approach on gender norms and labour market activation of vulnerable stay-at-home mothers: A case study |
Thu 1:45 pm – 3:45 pm
Track 05: Individual, contextual, and temporal influences on resilience as a foundation for career sustainability
Building: Carré
HR Analytics and Organizational Resilience
RA 3334
| Zwaenepoel & Zanoni | Changing governmentalities at a PES: The algorithmic activation of the (in)dividual |
| Bartholin, Harney & Kelliher | Putting the HR person in HR analytics: A critical incident exploration |
| Bentvelzen, Boon & Den Hartog | HRM meets information systems: Applying the unified theory of acceptance and use of technology model to study individual adoption of HR analytics systems |
| Rigamonti, Gastaldi & Corso | Measuring HR analytics maturity: Supporting the development of a roadmap for data-driven talent management |
Thu 1:45 pm – 3:45 pm
Track 06: HR Analytics and organizational/workforce resilience
Building: Ravelijn
Resilience and Meaningful Work
RA 2502
| Salimi & Frigotto | Resilience capabilities, teamwork and firm innovation in small and medium firms |
| Wandycz-Mejias | Employee resilience: The roles of inclusive leadership and employee motivation |
| Lysova & Schulze Schleithoff | I know how you can help me!: Exploring workers’ view the role of others in maintaining experiences of meaningful work when those are harmed? |
| Van de Voorde & Van Etten | Meaningfulness at work: A workload-moderated process linking training, compensation, and involvement to organizational citizenship behavior |
| Garmendia, Aldekoa, Elorza, Shin & Uribetxeberria | Coherence is key: Development of HRM systems in cooperative companies |
Thu 1:45 pm – 3:45 pm
Track 07: The role of HRM in creating meaningfulness and resilience at work
Building: Ravelijn
Work Performance in Times of COVID-19
RA 2501
| Bergum | How virtual management/managers can support and give feedback to individual teleworkers to improve their resilience for working at a distance |
| Metselaar, Klijn & Den Dulk | Does leadership become more important in public organizations during COVID-19? A longitudinal analysis on the impact of servant leadership on work-life balance satisfaction and performance of Dutch public sector workers |
| De Kerf, De Cooman & De Gieter | What makes a ‘good’ teleworker reciprocate with ‘good’ performance? Understanding the importance of having qualitative social exchange relationships amongst teleworkers |
| Lacroix, Van den Broeck & Baillien | Just another day at work? The impact of a day in the office on telecommuters’ next day’s motivation and well-being |
| Mertens & Schollaert | Performance feedback during a pandemic: (Social) distancing from feedback? A qualitative study |
Thu 1:45 pm – 3:45 pm
Track 11: Resilience while working from home: what can HRM learn from COVID-19?
Building: Ravelijn
HRM System Strength
RA 2504
| Gillard, Beijer, Khapova | Understanding human resource strength for resilience: A review of its conceptualization and 0perationalization |
| Bednall, Sanders & Yang | The influence of tightness-looseness of perceived HR strength: Results of a meta-analysis |
| Yang, Sanders & Van der Heijden | Weak situations also matter in human resource management: Alignments between high performance work system implementation/perception and HR strength on the relationships between individual differences and employee outcomes |
| Hewett, Sikora, Brees & Moelijker | Answerable for what? The role of accountability focus in line manager HR implementation |
Thu 1:45 pm – 3:45 pm
Track 15: The Implementation of Resilient HRM: The Role of Managers in Resilient Organizations
Building: Ravelijn
Leadership
RA 1501
| Bos-Nehles and Wiefferink | Leadership in times of COVID-19 |
| Van Zwol, De Jong, Rusman & Van der Heijden | Contextual leadership in the blue- and white-collar workplace: A systematic review |
| Lokke and Wunderlich | The joint effect of HRM and leadership on well-being and attendance behaviour |
| De Boom & De Meulenaere | Age-inclusive leadership and intrinsic work motivation: The moderating role of the leader-member age difference |
Thu 1:45 pm – 3:45 pm
Track 17: Unraveling the symbiotic relationship in People Management: how do leadership behaviors and HR practices combine in affecting employees?
Building: Ravelijn
3:45 pm – 4:00 pm Walk-in coffee break
Walking to Agora (Vrijhof Building)
We will walk to the Vrijhof Building – click here for the route.
There will be coffee/tea served in the Agora Foyer.
Thu 3:45 pm – 4:00 pm
4:00 pm – 5:45 pm Societal Impact Inspiration
Societal Impact Inspiration Session
Agora (Vrijhof)
A session to inspire participants to create a societal impact with their research. Click here for more information about the impac
Thu 4:00 pm – 5:45 pm
Building: Vrijhof, Plenary Session
6:00 pm – 11:00 pm Conference Dinner
Conference Dinner
The Conference dinner will take place at “De Twentse Bierbrouwerij” – a brewery in Hengelo.
Special guest speaker: Mayor Roelof Bleker (Enschede)
Location and address: Haaksbergerstraat 51 – 7554 PA Hengelo (OV). *We have arranged (limited) bus transportation for the conference dinner – based on first come first serve. More information will be provided during the conference registration.
During the Conference Dinner the “Best Dissertation Award” and the “HRM Network Award” will be announced.
Thu 6:00 pm – 11:00 pm
Friday 11 Nov 2022
8:30 am – 9:00 am Coffee
Morning coffee before key-note
Coffee
Waaier Ring
Coffee and tea will be served in the morning, before the key-note by Anne Keegan
Fri 8:30 am – 9:00 am
Building: Waaier
9:00 am – 10:15 am Key-note by Anne Keegan
Key-note by Anne Keegan
Anne KeeganWaaier 1
Anne Keegan is Full Professor of Human Resource Management (HRM) at University College Dublin, College of Business (Ireland). Her primary research interests are HRM in online labor platforms, gig work and project-based organizations
Fri 9:00 am – 10:15 am
250 max
Building: Waaier, Plenary Session
10:15 am – 10:30 am Coffee break 3
Location: Waaier Ring + Foyer
10:30 am – 12:30 pm Parallel Session V
Sustainable Careers
CR 3B
| Martin-Ferlaino & Matthey | A sustainable careers perspective on rebounding from breast cancer at the workplace |
| Nguyen, Akkermans, Rudolph & Khapova | A meta-analysis of happiness, health, and productivity crossover from a sustainable career perspective |
| Bouwmans, Nguyen & Lub | Systematic literature review on digital transformation skills for sustainable employment |
| Trotta & Kuypers | Thematic structure and evolution of Carrer Sustainability over time: a bibliometric analysis |
| Van Helden | Who achieves sustainable academic career advancement and how? Insights from longitudinal interview research |
Fri 10:30 am – 12:30 pm
Track 05: Individual, contextual, and temporal influences on resilience as a foundation for career sustainability
Building: Carré
Building Resilient Professionals
CR 2H
| Solms, Van Vianen, Koen, Kan, Hoog & Pagter | Physician Exhaustion and Work engagement during the covid-19 pandemic: the role of resources and support interventions |
| Verhoef, De Ruiter, Van Vuuren & Blomme | The mediating role of workability in the relationship between emotional exhaustion depersonalisation and absence duration and frequency |
| Van Zijl, Vermeeren, Koster & Steijn | The team that makes professionals thrive: A multilevel study of team autonomy, information elaboration, transactive memory, and team learning to understand individual thriving in primary healthcare teams |
| Mostafa, Zaharie, Cai & Chen | Servant leadership, prosocial impact and employee job performance in the public sector: The moderating role of person-job fit |
Fri 10:30 am – 12:30 pm
Track 12: Building resilient professionals during the Covid-19 pandemic and beyond
Building: Carré
Line Management in Resilient Organizations
CR 3E
| Trullen, Valverde, Morley & Hassan | The assignment of HRM responsibilities to line managers: A contextually based perspective |
| Moritani | Collaborative HRM implementation from adoption to routinization: The role of relational coordination between the HR department and line managers |
| Van Wijk, Borst, Vandenabeele & Boselie | “I am a diplomat, not a people manager”: A quantitative multilevel analysis on line managers’ abilities, motivation and opportunities for people management |
| Vermeulen, Schott & Knies | Is it just the messenger? A vignette experiment on different HR communicators in a public professional context |
Fri 10:30 am – 12:30 pm
Track 15: The Implementation of Resilient HRM: The Role of Managers in Resilient Organizations
Building: Carré
Employee Outcomes and Empowerment
CR 3F
| Edelbroek, Coun, Peters & Blomme | Fostering long term innovative work behaviour during a pandemic: The mediating role of shared leadership in the relationship between empowering and directive leadership and innovative work behaviour |
| Edelmann, Fransen, and Boen | The power of empowerment |
| Tuteleers, De Winne, Wille & Schollaert | The interplay between HR practices, job design and leadership in determining employees’ well-being and firm performance |
Fri 10:30 am – 12:30 pm
Track 17: Unraveling the symbiotic relationship in People Management: how do leadership behaviors and HR practices combine in affecting employees?
Building: Carré
Employee Learning
CR 3H
| Vanderplanken | Networked learning on intrapreneurship among health and social care professionals to improve wellbeing and meaningfulness of work |
| Sijbom, Koen & Preenen | Change at work as a double-edged sword: On the stimulating and burdening effects of changing job tasks on employee learning and the moderating role of supervisor support |
| Segers & Vangrieken | The role of virtuality in team learning and knowledge sharing in teams: A systematic literature review |
Fri 10:30 am – 12:30 pm
Track 22: Learning, development and talent management in the societal context
Building: Carré
Talent Management and Employer Branding
CR 2L
| Zaharie, Mostafa & Barrington | TM practices, turnover intentions, and OCB in SMEs: The mediation role of perceived organizational reputation and organizational identification |
| Tyagi & Shukla | During and beyond the COVID-19 pandemic: Examining the impact of employee’s satisfaction with their organization’s COVID-19 response on their intent to stay |
| Rys, Schollaert & Van Hoye | Employee ambassadorship: Scale development and validation |
Fri 10:30 am – 12:30 pm
Track 24: Talent Management and Employer Branding
Building: Carré
12:30 pm – 1:30 pm Lunch Friday
Lunch at “The Gallery”
Restaurant & Grand Café The Gallery Enschede
Location: Hengelosestraat 500, 7521 AN Enschede, Netherlands
Fri 12:30 pm – 1:30 pm
2:00 pm – 4:00 pm Parallel Session VI
Career Competencies
CR 3B
| Dong, Akkermans & Khapova | A qualitative exploration of internationally mobile students’ career competency development before the school-to-work transition |
| Villajos, Tordera, Pérez-Nebra & Peiró | The role of HR practices and individual resilience in the development of sustainable career patterns in two different countries |
Fri 2:00 pm – 4:00 pm
Track 05: Individual, contextual, and temporal influences on resilience as a foundation for career sustainability
Building: Carré
Flexible Employment
CR 2N
| Vleugels & Harrison | Linear vs. curvilinear relationships between person-environment fit and affective and behavioral outcomes |
| Sarton, Bender & Freese | A pathway to a behavioral intervention to improve the outcomes of job search behavior of refugees – Developing and testing of valid and equivalent questionnaires across countries |
| Haist and Kurth | Low-Status Expatriates: Sensemaking and accountability at the bottom of the pyramid |
| Ruhle and Schmoll | Chances and challenges of (not) working from home: Human resource management practices impact on virtual sickness presenteeism |
Fri 2:00 pm – 4:00 pm
Track 10: Advancing HRM by creating decent work for forgotten workers
Building: Carré
HRM during Crisis
CR 3A
| Bergs, Peters, Blomme & Lub | Showcasing the ideal me: Resource-gains or resource-losses? |
| Wunderlich & Løkke | Well-being in times of crisis: Learning from the crisis experience of HR managers |
| Bergs, Peters, Blomme & Lub | Responding to identity disruptions: Social media influencers doing inter-identity work |
| Anagnostopoulos, Kovacevic & Siebert | Organizational predictors of work-related anxiety among Greek employees: Evidence from a survey in the private and public sector |
Fri 2:00 pm – 4:00 pm
Track 14: HRM during crisis: Building sustainable working lives in challenging times
Building: Carré
HR Function and HR Practices
CR 3E
| Finnholm, Wallo, Allard & Tengblad | How do the HR function contribute to change, innovation and conversion? An integrative review |
| Uribetxebarria, Garmenida & Elorza | A comprehensive study of participation as resilience promotor |
| Mockeviciute, El Baroudi, Gorbatov, & Khapova | The future of performance management: Negative feedback as a risk to relationships or as an opportunity to improve performance |
Fri 2:00 pm – 4:00 pm
Track 15: The Implementation of Resilient HRM: The Role of Managers in Resilient Organizations
Building: Carré
Supervision
CR 3F
| Lal, Stephenson & Oostrom | Exploring the role of communality in the link between supervisor gender and women’s leadership aspirations |
| Suhail, Meeusen, Steen & van Beurden | The joint influence of supervisor perceptions of HR practices and employee-supervisor relationship in understanding employee perceptions of HR practices and its impact on affective commitment |
| Carollo, Della Torre & Guerci | HR work as moral dirty work: a study of cinematic representations |
Fri 2:00 pm – 4:00 pm
Track 17: Unraveling the symbiotic relationship in People Management: how do leadership behaviors and HR practices combine in affecting employees?
Building: Carré
Team and Organizational Resilience
CR 3G
| De Vries & Van der Vegt | Coping with cutbacks: The importance of team boundary spanning |
| Ivanovich, De Vries, Van der Vegt & Van Donk | Tackling disruption overlap: A boundary spanning configural approach |
| Van Rensburg, Santos & De Jong | The reciprocal relationships between team learning and shared mental modes |
| Van den Adel, De Vries & Van Donk | Improving cross-functional teams’ effectiveness during supply chain disruptions: The importance of information scouting and internal integration |
| Rodriguez, Procter & Perez Arrau | We used to support the team, now we are part of the team: Resilience and agency in teamwork dynamics during the COVID-19 pandemic |
Fri 2:00 pm – 4:00 pm
Track 21: Team and organizational resilience – Spanning boundaries to deal with disruptions
Development of Talents
CR 3H
| Berkers & Smit | Growing under pressure: How governance professionals in social housing develop the competency independent judgement |
| Ballafkih, Post, Van Genabeek & Sanders | Traveling on a Resilient Skills Based Labour Market: An Exploratory Study on the Skills Passport |
Fri 2:00 pm – 4:00 pm
Track 22: Learning, development and talent management in the societal context
Building: Carré
4:00 pm – 6:00 pm Closing session
Closing Session & Drinks
Waaier 1 & Waaier Foyer
The closing session of the Conference will again take place at the Waaier 1. During the closing session the “Best Paper Award“, sponsored by the International Journal of Human Resource Management, will be presented and the location of the next Dutch HRM Conference will be announced. After the closing, there are drinks at the Waaier Foyer.
Fri 4:00 pm – 6:00 pm
Building: Waaier, Plenary Session
