De pre-emptive strike van 30 januari heeft de indexdiscussie niet helemaal van de agenda kunnen b... more De pre-emptive strike van 30 januari heeft de indexdiscussie niet helemaal van de agenda kunnen blazen. Vol verwachting klopt ons hart voor de publicatie van het rapport van de Nationale Bank. We stellen ons toch al enkele vragen bij deze hoogoplopende politieke discussie. Ten eerste over de directe effecten van een aanpassing van de index en ten tweede over de economische redenering die achter een hervormingsvoorstel schuilgaat.
... Guy Van Gyes, Thomas Vael and Sem Vandekerckhove, Hoger Instituut voor de Arbeid (HIVA), Kath... more ... Guy Van Gyes, Thomas Vael and Sem Vandekerckhove, Hoger Instituut voor de Arbeid (HIVA), Katholieke Universiteit Leuven Steve Jefferys, Richard Pond, Yilmaz Kilicaslan and Ali Cevat Tasiran, Working Lives Research Institute, London Metropolitan University ...
Although the ‘New world of Work’ (Nouveau Monde du Travail - Het Nieuw Werken) is a popular topi... more Although the ‘New world of Work’ (Nouveau Monde du Travail - Het Nieuw Werken) is a popular topic in current HR literature, empirical research on its effectiveness is lacking. This article studies the impact of this ‘New world of Work’ on the innovative work behaviour (IWB) of employees. We distinguish between four major principles of the New world of Work: (1) time- and place independent work, (2) self-management work, (3) free access and circulation of knowledge and information and (4) flexible employment relations. Using survey data of 927 employees from five different sectors (banking, social sector, retail, hotels & restaurants and chemical industry), we perform a multiple regression analysis to test which aspects of the New world of Work are related to the innovative behaviour of employees. The results show that the New world of Work principles have only a limited capability in explaining the innovative behaviour of employees. While working from home relates positively to IWB, this is not so for flexible working hours and autonomy over the time schedule. The largest effects stem from the second principle ‘self-management work’. Further, the analysis shows that flexible employment relations stand in very weak or even negative relation to the IWB.
As employees’ behaviour is a crucial factor for organizational success, the question on
how to pr... more As employees’ behaviour is a crucial factor for organizational success, the question on how to promote the engagement of employees in their work and boost their implication in the innovation process is central for companies. In this article we study this question building on the Karasek model suggesting that employees in jobs with high autonomy and time pressure will be more engaged and more innovative. The results of the multi-level regression analyses confirm that such a combination is associated with high employee innovation. For work engagement, the job autonomy helps in buffering the negative effects of time pressure.
De pre-emptive strike van 30 januari heeft de indexdiscussie niet helemaal van de agenda kunnen b... more De pre-emptive strike van 30 januari heeft de indexdiscussie niet helemaal van de agenda kunnen blazen. Vol verwachting klopt ons hart voor de publicatie van het rapport van de Nationale Bank. We stellen ons toch al enkele vragen bij deze hoogoplopende politieke discussie. Ten eerste over de directe effecten van een aanpassing van de index en ten tweede over de economische redenering die achter een hervormingsvoorstel schuilgaat.
... Guy Van Gyes, Thomas Vael and Sem Vandekerckhove, Hoger Instituut voor de Arbeid (HIVA), Kath... more ... Guy Van Gyes, Thomas Vael and Sem Vandekerckhove, Hoger Instituut voor de Arbeid (HIVA), Katholieke Universiteit Leuven Steve Jefferys, Richard Pond, Yilmaz Kilicaslan and Ali Cevat Tasiran, Working Lives Research Institute, London Metropolitan University ...
Although the ‘New world of Work’ (Nouveau Monde du Travail - Het Nieuw Werken) is a popular topi... more Although the ‘New world of Work’ (Nouveau Monde du Travail - Het Nieuw Werken) is a popular topic in current HR literature, empirical research on its effectiveness is lacking. This article studies the impact of this ‘New world of Work’ on the innovative work behaviour (IWB) of employees. We distinguish between four major principles of the New world of Work: (1) time- and place independent work, (2) self-management work, (3) free access and circulation of knowledge and information and (4) flexible employment relations. Using survey data of 927 employees from five different sectors (banking, social sector, retail, hotels & restaurants and chemical industry), we perform a multiple regression analysis to test which aspects of the New world of Work are related to the innovative behaviour of employees. The results show that the New world of Work principles have only a limited capability in explaining the innovative behaviour of employees. While working from home relates positively to IWB, this is not so for flexible working hours and autonomy over the time schedule. The largest effects stem from the second principle ‘self-management work’. Further, the analysis shows that flexible employment relations stand in very weak or even negative relation to the IWB.
As employees’ behaviour is a crucial factor for organizational success, the question on
how to pr... more As employees’ behaviour is a crucial factor for organizational success, the question on how to promote the engagement of employees in their work and boost their implication in the innovation process is central for companies. In this article we study this question building on the Karasek model suggesting that employees in jobs with high autonomy and time pressure will be more engaged and more innovative. The results of the multi-level regression analyses confirm that such a combination is associated with high employee innovation. For work engagement, the job autonomy helps in buffering the negative effects of time pressure.
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Papers by guy van gyes
how to promote the engagement of employees in their work and boost their implication
in the innovation process is central for companies. In this article we study this
question building on the Karasek model suggesting that employees in jobs with high
autonomy and time pressure will be more engaged and more innovative. The results
of the multi-level regression analyses confirm that such a combination is associated
with high employee innovation. For work engagement, the job autonomy helps in
buffering the negative effects of time pressure.
how to promote the engagement of employees in their work and boost their implication
in the innovation process is central for companies. In this article we study this
question building on the Karasek model suggesting that employees in jobs with high
autonomy and time pressure will be more engaged and more innovative. The results
of the multi-level regression analyses confirm that such a combination is associated
with high employee innovation. For work engagement, the job autonomy helps in
buffering the negative effects of time pressure.