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Article
Publication date: 15 May 2018

Jol Stoffers, Ilse Schrijver and Anne Kleefstra

This paper aims to investigate the expectations of adult part-time participants enrolled in training programs. The purpose was to provide knowledge for the adequate design…

Abstract

Purpose

This paper aims to investigate the expectations of adult part-time participants enrolled in training programs. The purpose was to provide knowledge for the adequate design of those programs.

Design/methodology/approach

The design was a combination of complementary research methodologies. A literature review exploring the topic marked the start of the investigation. On the basis of this review, questions were formulated for group interviews, using the Delphi method, a qualitative research method.

Findings

The results revealed that participants in training programs have high expectations, in terms of facilities and organization, as well as in content, instructional formats, and trainers, albeit that these expectations differ per course.

Practical implications

Insights into participants’ expectations provide educational institutes with the opportunity to respond to the target group more appropriately, and to fulfill their obligation to facilitate lifelong learning for employees.This paper also supports human resource development professionals to select and design adequate training programs for their employees.

Originality/value

This is one of the few studies using the Delphi method, a qualitative research method, to investigate the expectations of adult part-time participants enrolled in training programs.

Details

Human Resource Management International Digest, vol. 26 no. 3
Type: Research Article
ISSN: 0967-0734

Keywords

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Article
Publication date: 18 October 2019

Jol Stoffers, Karolien Hendrikx, Omar Habets and Beatrice van der Heijden

The purpose of this paper is to investigate possible differences in the degrees of employability, leader–member exchange (LMX) and innovative work behaviours in a…

Abstract

Purpose

The purpose of this paper is to investigate possible differences in the degrees of employability, leader–member exchange (LMX) and innovative work behaviours in a comparison between Belgium and the Netherlands. Although neighbouring countries, disparate national cultures between the two are assumed to influence the amount of employability, LMX and innovative work behaviours among their respective working populations. Furthermore, this paper aims to validate a mediation model across the two countries to test whether employability (partially) mediates the relationship between LMX and innovative work behaviours.

Design/methodology/approach

Data from employees and their immediate supervisors working in small- and medium-sized enterprises (SMEs) in Belgium and the Netherlands supported the hypothesized model. Structural equation modelling was used to investigate the mediation model using a multi-source approach.

Findings

The amount of employability and innovative work behaviours of employees appeared to differ significantly between Belgium and the Netherlands. Furthermore, the results suggested that for both countries a positive relationship with one’s immediate supervisor (LMX) is beneficial in the light of workers’ innovative work behaviours, through its impact on employability, which was found to be a full mediator in this relationship.

Research limitations/implications

Future studies using a longitudinal approach could give more insight into the model relationships. Moreover, the variation in systems, national contexts and managerial practices in the Euroregion calls for more cross-national comparative scholarly research.

Practical implications

SMEs often do not employ professionals to manage human resources, that is, supervisors themselves have to carry the responsibility to encourage employees to further develop themselves and to enhance their innovative work behaviours. This while the challenge of more cross-national cooperation encourages a boost for innovations in the Euroregion.

Originality/value

This study is the first cross-national validation of a mediation model wherein a competence-based measure of employability is incorporated as a possible mediator in the relationship between LMX and innovative work behaviours.

Content available
Article
Publication date: 27 July 2020

Anne Kleefstra, Michel Altan and Jol Stoffers

The hospitality industry creates a distinctive context in which learning takes place. The industry's international perspective and large globalisation play an important…

Abstract

Purpose

The hospitality industry creates a distinctive context in which learning takes place. The industry's international perspective and large globalisation play an important role in learning, as well as the operational and structural features that give meaning to learning and development in the hospitality industry. This explorative research therefore studies the relation between workplace learning and organisational performance in the Dutch hospitality industry.

Design/methodology/approach

The qualitative research is done through 15 in-depth interviews with general managers and HR managers of Dutch hotels with three or more stars and at least ten employees.

Findings

It can be concluded that there is a relation between workplace learning and organisational performance in the hospitality industry, as the participants in this research and the literature both mention workplace learning enhances organisational performance.

Originality/value

Little research has been done on learning and organisational performance specifically, in the (Western) hospitality industry. This research therefore focusses on HRD and studies the influence of workplace learning on organisational performance in the Dutch hospitality industry.

Details

International Hospitality Review, vol. 34 no. 2
Type: Research Article
ISSN: 2516-8142

Keywords

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Article
Publication date: 6 November 2017

Gerhard Messmann, Jol Stoffers, Beatrice Van der Heijden and Regina H. Mulder

The purpose of this paper is to investigate interactions of job demands and job resources in the facilitation of innovative work behavior (IWB). In particular, the paper…

Abstract

Purpose

The purpose of this paper is to investigate interactions of job demands and job resources in the facilitation of innovative work behavior (IWB). In particular, the paper aims at researching interactive effects of psychological empowerment and participative safety and their potential to buffer negative effects of job demands.

Design/methodology/approach

A cross-sectional questionnaire study with 239 vocational teachers was carried out. For hypotheses testing, multiple linear regression models were analyzed.

Findings

The study provides evidence for psychological empowerment and participative safety as individual and interactive predictors of IWB. Furthermore, the findings indicate that effects of job demands are substantially more positive when psychological empowerment is high and, conversely, when participative safety is low.

Research limitations/implications

Future studies should address the issues of the current study using a longitudinal approach and additional data sources. Moreover, concerning generalizability, future studies could move beyond the current study context of innovative vocational colleges and teachers.

Practical implications

The paper highlights the importance of creating resourceful work environments, which empower employees and provide fellowship and minority acceptance. Furthermore, the findings call for paying attention to individually varying perceptions of job demands and corresponding needs for compensatory job resources.

Originality/value

The study adds to closing the gap of lacking insight into interactions among established predictors of IWB. In particular, this regards interactions among demanding and resourceful characteristics of the work environment that need to be balanced in order to activate proactive behaviors such as IWB.

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Article
Publication date: 7 August 2017

Corry Ehlen, Marcel van der Klink, Jol Stoffers and Henny Boshuizen

This study aims to design and validate a conceptual and practical model of co-creation. Co-creation, to design collaborative new products, services and processes in…

Abstract

Purpose

This study aims to design and validate a conceptual and practical model of co-creation. Co-creation, to design collaborative new products, services and processes in contact with users, has become more and more important because organisations increasingly require multidisciplinary collaboration inside and outside the organisation to respond to challenges and create added value.

Design/methodology/approach

This is a design and validation study, which uses mixed-methods, a reconstructive design and a semi-structured interview with a questionnaire as validation. The designed model is validated by 14 scholars and practitioners across fields.

Findings

Designed is a conceptual and practical model, the four-dimensional Co-Creation-Wheel, which contains success factors for co-creation: 12 internal team factors plus 4 external conditions and a core. The validation study of this model, scientifically and as a practical instrument, supported the importance of the components of the model and suggested slight improvements. This resulted in a refinement of the first designed Co-Creation-Wheel.

Research limitations/implications

Although restricted usefulness to large-scale structured innovation practices was expected, the instrument has a broader reach. First applications demonstrate that this Co-Creation-Wheel is multifunctional and international. It inspires, supports reflection of collaboration, stimulates interventions to enhance co-creation practices and human resource development (HRD) activities and is able to measure the quality of co-creation elements. Further research on its effects in co-creation practices is necessary, especially on the role of HRD in co-creation..

Originality/value

This study is the first to design and validate a multifaceted, holistic conceptual and practical model of co-creation that is easy to use for innovators in practice and is multifunctional.

Details

European Journal of Training and Development, vol. 41 no. 7
Type: Research Article
ISSN: 2046-9012

Keywords

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Article
Publication date: 5 June 2019

Evgeny Popov, Jol Stoffers and Victoria Simonova

The purpose of this study is to specify cultural properties that influence inter-firm cooperation, advancing a conventional theoretical economic-based framework.

Abstract

Purpose

The purpose of this study is to specify cultural properties that influence inter-firm cooperation, advancing a conventional theoretical economic-based framework.

Design/methodology/approach

An evaluation of concepts related to parametric cultural assessment was the theoretical foundation for structural aspects of inter-firm collaboration, documented in an empirical study that investigates cross-cultural analysis. This study was based on research at a cross-national level, allowing cultural disparities to be captured. Therefore, the empirical basis was the sixth World Values Survey, which is the largest cross-national project for assessment of cultural values.

Findings

It was found that cultural properties, as freedom of choice; advancement of norms for equal dissemination of power; low perceived uncertainty; strategic orientation on the future; and spread norms of humanistic orientation would further develop inter-firm cooperation.

Practical implications

The current study specifies a systematic and practical definition of attributes in the culture of inter-firm collaboration. Advantages of such advanced frameworks are more sustainable collaboration models, decreased expenses of inter-firm coordination methods and possibilities for establishing network knowledge among collaborating firms – a necessity for competitive advantage in today’s global economy.

Originality/value

To the best of the authors’ knowledge, no previous research has been undertaken that specifies cultural properties influencing inter-firm cooperation, advancing a conventional theoretical economic-based framework.

Details

Review of International Business and Strategy, vol. 29 no. 2
Type: Research Article
ISSN: 2059-6014

Keywords

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Article
Publication date: 11 February 2019

Eli Ayawo Atatsi, Jol Stoffers and Ad Kil

The purpose of this paper is to synthesize the fragmented literature on organizational citizenship behavior (OCB), leader–member exchange (LMX), learning, innovative work…

Abstract

Purpose

The purpose of this paper is to synthesize the fragmented literature on organizational citizenship behavior (OCB), leader–member exchange (LMX), learning, innovative work behavior (IWB) and employee performance across different countries, disciplines and organizations, thereby broadening the literature breath and making gap identification comprehensive. Second, it provides information on how much studies have been concentrated on Africa with the goal of provoking scholarly work in a unique cultural setting on the interrelatedness of these concepts.

Design/methodology/approach

Relevant literature search was undertaken using key search terms, “employee performance,” “OCB,” “LMX,” “IWB,” “individual learning” and “team learning.”

Findings

The findings show positive relationships between the behaviors and employee performance. They also reveal an interesting diversity in the study across multidisciplinary fields holding both cultural and contextual significance for academia and practitioners.

Research limitations/implications

The limitation of literature to peer-reviewed journals from the authors’ university library might have missed important information not in this domain. Further studies must make use of additional search terms and engines excluded from this study to provide a more comprehensive analysis.

Practical implications

The paper has important managerial implications for practitioners. The analysis can support the understanding of employee performance from a broader and more diverse view points; and help in providing insight into real-life opportunities, constraints and solutions in enhancing performance management.

Originality/value

This systematic literature review highlights important knowledge gaps which need to be explored especially in the African and Ghanaian contexts.

Details

Journal of Advances in Management Research, vol. 16 no. 3
Type: Research Article
ISSN: 0972-7981

Keywords

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Article
Publication date: 19 February 2018

Jol M.M. Stoffers and Béatrice I.J.M. Van der Heijden

This study aims to empirically validate an innovative work behaviour-enhancing model of employability in small- and medium-sized enterprises (SMEs), and to examine…

Abstract

Purpose

This study aims to empirically validate an innovative work behaviour-enhancing model of employability in small- and medium-sized enterprises (SMEs), and to examine possible moderating effects of age.

Design/methodology/approach

Data have been collected from 487 pairs of employees and their immediate supervisors who worked in 151 SMEs. Structural equation modelling (SEM) has been used to investigate the predictive validity of employability on innovative work behaviour using a multi-source approach. The moderating effect of employee age on the relationship between, on the one hand, self-ratings and supervisor ratings of employability, and, on the other hand, innovative work behaviour has been tested using multi-group SEM.

Findings

Results suggest that self-rated employability correlates positively with supervisor-rated innovative work behaviour, and that supervisor-rated employability correlates positively with self-rated innovative work behaviour. Age appeared to have a weak influence on the relationship between employability and innovative work behaviour; more specifically, in case of a higher age, the relationship was stronger.

Research limitations/implications

The cross-sectional design is a limitation of this study. Another limitation relates to the generalizability of the study findings outside the context in which the research has been undertaken. The relational meaning of employee age might be different in other cultures.

Practical implications

Supervisors appear to play an essential role in providing an age-friendly working life for employees. Moreover, as SMEs often do not employ professionals to manage human resources, supervisors themselves have to carry the responsibility to encourage aging employees to develop themselves the enhancing innovative work behaviour.

Originality/value

This study is the first to investigate the predictive validity of employability on innovative work behaviour and the effects of age on this relationship.

Details

European Journal of Training and Development, vol. 42 no. 1/2
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 8 July 2014

Jol M. Stoffers, Beatrice I.J.M. Van der Heijden and Guy L.A. Notelaers

The purpose of this paper is to investigate a moderated mediation model of innovative work behaviour enhancement. Perceived firm (organizational and market) performance…

Abstract

Purpose

The purpose of this paper is to investigate a moderated mediation model of innovative work behaviour enhancement. Perceived firm (organizational and market) performance was assumed to moderate the relationships between leader-member exchange (LMX) and organizational citizenship behaviour (OCB), on the one hand, and employability, on the other hand. In a preciously validated human resources management (HRM) model, employability appeared to be a full mediator in the relationship between LMX and OCB, and innovative work behaviour, being the outcome measure.

Design/methodology/approach

Data were collected from a sample of 487 pairs of employees and their immediate supervisors working in 151 small and medium-sized enterprises (SMEs). Structural equation modeling (SEM) was used to confirm the factor structure of the baseline model variables, including LMX, OCB, employability, and innovative work behaviour. The moderating effect of firm performance was tested using multi-group SEM.

Findings

Results indicated that firm performance had a substantial influence on the baseline model's relationships. More specifically, firm performance appeared to moderate partially a mediation model wherein LMX was assumed to be associated with innovative work behaviour, through employability, being the mediator. Moreover, firm performance also appeared to moderate conclusively a model with employability as a mediator in the relationship between OCB and innovative work behaviour.

Originality/value

To the best of our knowledge, this is the very first study that investigates a mediation model of innovative work behaviour enhancement moderated by firm performance. It appears that high- vs low-performance firms present very different organizational environments for an employee to work in. Obviously, these situational factors affect workers’ employability. This study adds particular knowledge to the scholarly literature in this field since not much is known about the science and practice of HRM within SMEs.

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Article
Publication date: 8 July 2014

Carla C.J.M. Millar and Vicki Culpin

The purpose of this paper is to provide an update of the Special Issue's field of research, give the structure of the Special Issue and introduce the papers in the…

Abstract

Purpose

The purpose of this paper is to provide an update of the Special Issue's field of research, give the structure of the Special Issue and introduce the papers in the collection, including management issues.

Design/methodology/approach

A review of the Call for Papers and further research and a presentation of papers in the Special Issue paying attention to original contribution, research and management recommendations.

Findings

This Special Issue is making a solid contribution to the field in not only addressing ageing and the ageing generation, but focusing strongly on the way both the ageing generation and other generations such as Gen Y and Gen X affect organisational dynamics, structure and career management.

Originality/value

Original research brought together in a multi-faceted way outlining the challenges as well as management agendas for the organisation.

Details

Journal of Organizational Change Management, vol. 27 no. 4
Type: Research Article
ISSN: 0953-4814

Keywords

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