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Article
Publication date: 11 June 2019

Andre Nijhof, Marjolein Bakker and Henk Kievit

This paper aims to elucidate what concepts of encroachment in business-to-consumer markets explain the market share increase of companies with sustainability value propositions…

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Abstract

Purpose

This paper aims to elucidate what concepts of encroachment in business-to-consumer markets explain the market share increase of companies with sustainability value propositions. It documents the encroachment field, analyses the practice of ten companies and proposes and defines the additional concept of transparency encroachment.

Design/methodology/approach

Semi-structured interviews were conducted with representatives of companies with an increase in customers and market share due to their sustainability value proposition. These were supplemented with secondary data, like documented interviews, sustainability reports and reports on market development. The interview transcripts and secondary data notes were coded using template analysis.

Findings

As the literature on encroachment assumes that new value propositions take away market share from incumbents due to advantages for customers, it is questionable whether it can explain how value propositions with advantages for society as a whole can encroach markets. The results of this study show that the dominant forms of encroachment in the current literature – high-end encroachment, low-end encroachment and business model encroachment – can only partly explain encroachment through sustainability value propositions. An additional encroachment form is identified: transparency encroachment.

Research limitations/implications

This research adds greater clarity to what companies do when they encroach markets with sustainability value propositions. Furthermore, the pattern of transparency encroachment is discussed to define the common aspects of this concept and to argue why these aspects are needed for encroachment. It implies that marketing activities should start from the perception that customers are allies – and not kings – in the development toward higher levels of sustainability.

Practical implications

The paper offers practical implications insofar as it deconstructs three aspects of transparency encroachment that are enacted by companies. Customer awareness, unique experience and customer contribution are all needed to enact transparency encroachment. It is argued that other companies introducing sustainability value propositions to encroach markets should find their own application of these three aspects to create the potential for successful encroachment.

Social implications

Because of the focus on sustainability aspects of value propositions, this study generates knowledge about the marketing and encroachment of products with a relatively positive impact on society. Adoption of the identified concept of transparency encroachment contributes to sustainable development.

Originality/value

To date, there has been very little marketing research that explores the role of sustainability value propositions in the encroachment of markets. Nonetheless, nowadays customers seem to look beyond their own benefits and are increasingly demanding a new approach that builds upon the sustainability aspects of products. This research adds greater clarity to encroachment through sustainability value propositions.

Details

European Journal of Marketing, vol. 53 no. 10
Type: Research Article
ISSN: 0309-0566

Keywords

Available. Open Access. Open Access
Article
Publication date: 24 January 2018

Marjolein C.J. Caniëls, Judith H. Semeijn and Irma H.M. Renders

The purpose of this paper is to analyze whether and how employees’ proactive personality is related to work engagement. Drawing on job demands-resources theory, the study proposes…

51413

Abstract

Purpose

The purpose of this paper is to analyze whether and how employees’ proactive personality is related to work engagement. Drawing on job demands-resources theory, the study proposes that this relationship is moderated by a three-way interaction between proactive personality × transformational leadership × growth mindset.

Design/methodology/approach

The study is based on survey data from 259 employees of an internationally operating high-tech organization in the Netherlands.

Findings

In line with prior studies, support is found for positive significant relationships of proactive personality and transformational leadership with engagement. Additionally, transformational leadership is found to moderate the relationship between proactive personality and work engagement, but only when employees have a growth mindset.

Originality/value

The study advances the literature that investigates the proactive personality-engagement relationship. Specifically, this study is the first to examine a possible three-way interaction that may deepen the insights for how proactive personality, transformational leadership and growth mindset interact in their contribution to work engagement.

Details

Career Development International, vol. 23 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

Available. Open Access. Open Access
Article
Publication date: 13 August 2021

Arne Vanderstukken and Marjolein C.J. Caniëls

The current study is aimed at analyzing whether and how organizational constraints (i.e. lack of autonomy) and individual characteristics (i.e. psychological capital) are related…

3944

Abstract

Purpose

The current study is aimed at analyzing whether and how organizational constraints (i.e. lack of autonomy) and individual characteristics (i.e. psychological capital) are related to work alienation in subordinates and supervisors, and whether the often hypothesized relationship between autonomy and work alienation is moderated in a three-way interaction (autonomy × psychological capital × hierarchical level). The hypotheses are developed by drawing on the tenets of the job demands-resources model.

Design/methodology/approach

The study is based on two-wave survey data from 294 Dutch employees (subordinates and supervisors).

Findings

The paper finds that autonomy is more negatively related to work alienation for subordinates with low psychological capital than for subordinates with high psychological capital. Autonomy is negatively related to work alienation for leaders, independent of their level of psychological capital.

Originality/value

Antecedents of work alienation have received substantial attention from researchers. The authors aim to better understand these antecedents by highlighting differences between supervisors and subordinates.

Details

Career Development International, vol. 26 no. 5
Type: Research Article
ISSN: 1362-0436

Keywords

Available. Content available
Article
Publication date: 28 November 2018

Marjolein C.J. Caniëls and Jeroen P. de Jong

715

Abstract

Details

Team Performance Management: An International Journal, vol. 24 no. 7/8
Type: Research Article
ISSN: 1352-7592

Available. Open Access. Open Access
Article
Publication date: 10 January 2025

Sarah A. Courchesne, Dave Stynen, Judith H. Semeijn and Marjolein C.J. Caniëls

Currently, lifelong learning and sustainable employability are increasingly fostered in the context of interorganizational networks, which provide workers with access to network…

135

Abstract

Purpose

Currently, lifelong learning and sustainable employability are increasingly fostered in the context of interorganizational networks, which provide workers with access to network activities (e.g., training, career counseling). This study aims to investigate the relationship between workers’ participation in network activities and their sustainable employability by considering workers’ experiences with the network activities. This study also examines the role of relational factors, including network trust and leader-member exchange, as conditions that may influence the link between workers’ participation in network activities and their sustainable employability (i.e. workability, perceived employability and vitality).

Design/methodology/approach

This study has a mixed methods design. A quantitative approach (cross-sectional, questionnaire) was used to establish associations between variables. This approach was supplemented with qualitative data (semistructured interviews) to explore whether Self-Determination Theory can provide an explanation for the associations and the role of (relational) factors that workers perceive as hindering or facilitating in that process.

Findings

The results suggest that participating in network activities have promising benefits for both workers and organizations by facilitating the work ability and perceived employability components of sustainable employability. For these relationships, workers’ satisfaction of their need for competency and relatedness serves as explanatory mechanisms. Moreover, the actualization of benefits of network activities is influenced by relational factors both within the network (i.e. trust) and within organizations (i.e. leader-member exchange).

Originality/value

This study investigates workers’ experiences with network activities, regarding fostering workers’ sustainable employability, and the role of relational factors. Specifically, it considers Human Resource Management practices from a network-level perspective, which is currently understudied. By doing so, this study adds a unique perspective to the Human Resource Management, sustainable employability and career literature streams.

Details

Journal of Workplace Learning, vol. 37 no. 9
Type: Research Article
ISSN: 1366-5626

Keywords

Available. Open Access. Open Access
Article
Publication date: 27 June 2024

Sarah A. Courchesne, Dave Stynen, Judith H. Semeijn and Marjolein C.J. Caniëls

Organizations are increasingly joining inter-organizational networks to foster sustainable employability for their employees. The purpose of this study is to identify the factors…

955

Abstract

Purpose

Organizations are increasingly joining inter-organizational networks to foster sustainable employability for their employees. The purpose of this study is to identify the factors and mechanisms central to their success as experienced by key stakeholders.

Design/methodology/approach

An explorative, qualitative approach was adopted, using four focus groups with network coordinators (N = 18) and HR professionals (N = 14). Fourteen Dutch inter-organizational networks were represented. Respondents were recruited through purposive and snowballing sampling techniques. Thematic analysis was applied using open coding to generate themes.

Findings

The results of this study outline environmental, structural, and inter-personal factors and mechanisms that contribute to the success of inter-organizational networks that aim to foster sustainable employability for their employees. The environmental factors and mechanisms consist of challenges stemming from the labor market. The structural factors and mechanisms include: a network’s flat structure, flat fee, lack of informal rules, the allocation of roles and expectations for stakeholders and shared network activities. Lastly, the inter-personal factors and mechanisms are: communication among stakeholders, establishing reciprocity, interaction and collaboration between stakeholders, the valuation of trust, a convivial culture and shared vision among stakeholders. The dynamics between these factors and mechanisms are compared to other forms of inter-organizational networks. Furthermore, several recommendations for network coordinators and practitioners regarding the development of networks are presented.

Originality/value

This study provides insights into the factors and mechanisms that are regarded by stakeholders as influencing the success of inter-organizational networks in their ability to foster sustainable employability for workers. We have identified a unique model that captures this new way of inter-organizational collaboration and builds on insights from literature on collaborative governance regimes, institutional fields and entrepreneurial ecosystems. Specifically, the model provides a framework that consists of environmental, structural and interpersonal factors and mechanisms for network success. This study increases our understanding of how collaborative efforts can be fostered beyond organizational boundaries and existing Human Resource Management practices.

Details

Employee Relations: The International Journal, vol. 46 no. 9
Type: Research Article
ISSN: 0142-5455

Keywords

Available. Open Access. Open Access
Article
Publication date: 30 May 2019

Judith H. Semeijn, Marjolein C.J. Caniëls and Daniël Kooistra

Sustainable employability is an important goal for individuals and organizations alike. However, scarce knowledge is available on possible cross-lagged relations of resilience…

2934

Abstract

Purpose

Sustainable employability is an important goal for individuals and organizations alike. However, scarce knowledge is available on possible cross-lagged relations of resilience among police officers and different aspects of their sustainable employability over time. Based on assumptions of COR theory, the purpose of this paper is to test these relations in a two-wave design.

Design/methodology/approach

A total of 532 police officers participated in a time-lagged survey design (time interval of six months) concerning their resilience and relevant aspects, i.e., self-reported vitality, workability and organization-reported individual absenteeism rates. Data were analyzed with structural equation modeling.

Findings

Results indicate cross-lagged effects between resilience and vitality with an acceptable model fit. Thus, the level of resilience at T1 affected the level of vitality at T2 and vice versa. In addition, a nearly significant negative effect of vitality on T1 was found on absenteeism on T2.

Research limitations/implications

More measurements over time are needed to test reciprocal relations and possible gain spirals. Different samples are needed to assess generalizability. Cross-lagged effects may indicate a reciprocal relation between resilience and vitality that can be further facilitated.

Practical implications

For example, resilience can be addressed explicitly in training.

Originality/value

This study is the first to test the cross-lagged relations between resilience and indicators of sustainable employability among police officers. It is important to further study this for the sake of both police officers, as well as society as a whole.

Details

Policing: An International Journal, vol. 42 no. 6
Type: Research Article
ISSN: 1363-951X

Keywords

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Article
Publication date: 18 May 2012

Marjolein Kool and Dirk van Dierendonck

The main aim of this study was to contribute to the change management literature by providing additional insight into how leadership encourages commitment to change.

8181

Abstract

Purpose

The main aim of this study was to contribute to the change management literature by providing additional insight into how leadership encourages commitment to change.

Design/methodology/approach

A sample of 135 employees of a reintegration company filled out a survey.

Findings

Using structural equation modeling, the results showed that servant leadership and contingent reward leadership may contribute to a stronger sense of interactional justice, an optimistic attitude and commitment to change.

Originality/value

This study contributes to the organizational change literature by providing a deeper insight into what aspect of leadership may be of essential importance for employees undergoing an organizational change process. It is the first study on the combined influence of servant leadership and contingent reward leadership in this process.

Details

Journal of Organizational Change Management, vol. 25 no. 3
Type: Research Article
ISSN: 0953-4814

Keywords

Available. Open Access. Open Access
Article
Publication date: 19 March 2024

Marjolein C.J. Caniëls and Petru Curseu

Leaders are role models and through social influence processes, they shape the behaviour of their followers. We build on social learning, social identity and person-environment…

1473

Abstract

Purpose

Leaders are role models and through social influence processes, they shape the behaviour of their followers. We build on social learning, social identity and person-environment (P-E) fit theories of leadership to explore the association between leaders’ and followers’ resilient behaviours.

Design/methodology/approach

In a three-wave, multisource study amongst 269 Dutch leaders and their followers, we investigate the mediating role of coaching in the relationship between leaders’ resilient behaviour and followers’ resilient behaviour and the moderating role of regulatory focus in this mediation path.

Findings

Our results show that coaching is a key relational vehicle through which leaders’ resilient behaviours shape employees’ resilient behaviours, and this indirect association is stronger for employees scoring low on promotion focus. In addition, our results show that resilient employees attract more coaching from their leaders, which further strengthens their resilient behaviours.

Originality/value

Existing studies have shown the occurrence of trickle-down effects of various leader behaviours, moods and work states on those of their followers. However, it remained obscure whether leaders’ resilient behaviour could trickle down to followers’ as well. Our study shows that such a link indeed exists and that coaching is a relational vehicle that embodies two key mechanisms to (1) foster social learning through behavioural entrainment and contagion and (2) facilitate support provision through which leaders promote resilient behaviour in their followers.

Details

Leadership & Organization Development Journal, vol. 45 no. 5
Type: Research Article
ISSN: 0143-7739

Keywords

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Article
Publication date: 21 October 2020

Paul Lyons and Randall P. Bandura

The purpose of this paper is to use recent empirical research and theory to help explain how a manager may assume a coaching role to assist employee learning and growth. In the…

1265

Abstract

Purpose

The purpose of this paper is to use recent empirical research and theory to help explain how a manager may assume a coaching role to assist employee learning and growth. In the coaching role, performance appraisal and other information may be carefully used as feedback to reinforce growth mindset learning in the service of employee development and engagement in work tasks and in the organization.

Design/methodology/approach

Aided by search devices (Psych Articles, Google Scholar, etc.), this study explored several distinct areas of information to include: manager-as-coach, performance management/appraisal, engagement with work, mindsets – fixed and growth, feedback and self-regulation of learning. Across these domains, this study searched for linkages useful in guiding managers to assist employees to learn and change.

Findings

Coaching employees to embrace a growth mindset and one’s self-regulation of learning has been expressed as a means to improve performance, resiliency, persistence, ability to cope with change and motivation.

Practical implications

Explicit, grounded recommendations are offered to assist managers to guide employees to embrace a growth mindset and take charge of their own learning and development.

Originality/value

Through examination and coordination of streams of research and theory, the study are able to make reasonably clear some avenues for a manager to attempt to positively influence employee confidence, learning, success and growth.

Details

European Journal of Training and Development, vol. 45 no. 8/9
Type: Research Article
ISSN: 2046-9012

Keywords

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