Based on ‘Netherlands Employer Work Survey’(NEWS) data this paper investigates the consequences o... more Based on ‘Netherlands Employer Work Survey’(NEWS) data this paper investigates the consequences of workplace innovation for employee and organisational performance in The Netherlands. The NEWS is a unique, two-yearly held survey among 5.000 establishments of public and private organisations on policies and practices of Dutch employers, concerning work related issues, such as working conditions, employment relations, HR and innovation management. Workplace innovation is defined by Pot (2011) as “the implementation of new and combined interventions in the fields of work organisation, HRM and supportive technologies. Workplace innovation is considered to be complementary to technological innovation”. Taking this definition, which is rooted in the ‘theory of modern sociotechnology’ (De Sitter) and ‘the job demands - control model’ (Karasek), as a point of departure, we constructed a Workplace Innovation Index (WPI-index) that consists of the following characteristics: ‘active jobs’ (fle...
In this article old versus new production concepts (NPCs) and employment relation instruments, ar... more In this article old versus new production concepts (NPCs) and employment relation instruments, are studied, separately and in combination, to find out which yield high employee performance and low job strain. Therefore, in 2005, TNO conducted coupled surveys among 149 supervisors and employees. In the past decades, in reaction to dysfunctions of Tayloristic and professional bureaucratic production concepts and employment relations, several new forms of employment relations and NPCs, appeared. Examples are the Socio-technical NPC and customized employment relations. In this study both this NPC and customized employment relations - i.c. customized performance targets - demonstrate positive associations with employee performance. According to Socio-technical theory the design of employment relations is relatively unimportant, as human resources are mobilised primarily by the production concept. Our results for this NPC show the legitimacy of this assumption, because its high employee p...
The central research question of this paper is “What are the conditions for innovative behaviour ... more The central research question of this paper is “What are the conditions for innovative behaviour of virtual team members?”. This is an important issue for companies given the impact of ICT on work. Virtual teams are assumed to be part of normal business life. This paper presents a preliminary model on three possibly relevant characteristics of virtual teams, and technological
Based on ‘Netherlands Employer Work Survey’(NEWS) data this paper investigates the consequences o... more Based on ‘Netherlands Employer Work Survey’(NEWS) data this paper investigates the consequences of workplace innovation for employee and organisational performance in The Netherlands. The NEWS is a unique, two-yearly held survey among 5.000 establishments of public and private organisations on policies and practices of Dutch employers, concerning work related issues, such as working conditions, employment relations, HR and innovation management. Workplace innovation is defined by Pot (2011) as “the implementation of new and combined interventions in the fields of work organisation, HRM and supportive technologies. Workplace innovation is considered to be complementary to technological innovation”. Taking this definition, which is rooted in the ‘theory of modern sociotechnology’ (De Sitter) and ‘the job demands - control model’ (Karasek), as a point of departure, we constructed a Workplace Innovation Index (WPI-index) that consists of the following characteristics: ‘active jobs’ (fle...
Workplace innovation is defined as the implementation of new and combined interventions in work o... more Workplace innovation is defined as the implementation of new and combined interventions in work organisation, HRM and supportive technologies, and strategies to improve performance of organisations and quality of jobs. Previous research indicated a positive relationship between workplace innovation and organisational performance. Through OLS regression we empirically tested whether firm size moderates the relationship between workplace innovation and organisational performance. We used a sample of 1,132 Dutch firms. Our database consist of variables from The Netherlands Employers Work Survey (NEWS; 2010) and balance sheet statistics for non-financial firms (NFO; 2010 and 2011) collected by Statistics Netherlands (CBS). Organisational performance is operationalized as the labour productivity growth, employment growth, and growth of return on capital. Firms are categorised into four size classes: micro firms (≤9 employees), small and medium firms (10-≤249 employees) and large firms (≥...
Based on ‘Netherlands Employer Work Survey’(NEWS) data this paper investigates the consequences o... more Based on ‘Netherlands Employer Work Survey’(NEWS) data this paper investigates the consequences of workplace innovation for employee and organisational performance in The Netherlands. The NEWS is a unique, two-yearly held survey among 5.000 establishments of public and private organisations on policies and practices of Dutch employers, concerning work related issues, such as working conditions, employment relations, HR and innovation management. Workplace innovation is defined by Pot (2011) as “the implementation of new and combined interventions in the fields of work organisation, HRM and supportive technologies. Workplace innovation is considered to be complementary to technological innovation”. Taking this definition, which is rooted in the ‘theory of modern sociotechnology’ (De Sitter) and ‘the job demands - control model’ (Karasek), as a point of departure, we constructed a Workplace Innovation Index (WPI-index) that consists of the following characteristics: ‘active jobs’ (fle...
In this article old versus new production concepts (NPCs) and employment relation instruments, ar... more In this article old versus new production concepts (NPCs) and employment relation instruments, are studied, separately and in combination, to find out which yield high employee performance and low job strain. Therefore, in 2005, TNO conducted coupled surveys among 149 supervisors and employees. In the past decades, in reaction to dysfunctions of Tayloristic and professional bureaucratic production concepts and employment relations, several new forms of employment relations and NPCs, appeared. Examples are the Socio-technical NPC and customized employment relations. In this study both this NPC and customized employment relations - i.c. customized performance targets - demonstrate positive associations with employee performance. According to Socio-technical theory the design of employment relations is relatively unimportant, as human resources are mobilised primarily by the production concept. Our results for this NPC show the legitimacy of this assumption, because its high employee p...
The central research question of this paper is “What are the conditions for innovative behaviour ... more The central research question of this paper is “What are the conditions for innovative behaviour of virtual team members?”. This is an important issue for companies given the impact of ICT on work. Virtual teams are assumed to be part of normal business life. This paper presents a preliminary model on three possibly relevant characteristics of virtual teams, and technological
Based on ‘Netherlands Employer Work Survey’(NEWS) data this paper investigates the consequences o... more Based on ‘Netherlands Employer Work Survey’(NEWS) data this paper investigates the consequences of workplace innovation for employee and organisational performance in The Netherlands. The NEWS is a unique, two-yearly held survey among 5.000 establishments of public and private organisations on policies and practices of Dutch employers, concerning work related issues, such as working conditions, employment relations, HR and innovation management. Workplace innovation is defined by Pot (2011) as “the implementation of new and combined interventions in the fields of work organisation, HRM and supportive technologies. Workplace innovation is considered to be complementary to technological innovation”. Taking this definition, which is rooted in the ‘theory of modern sociotechnology’ (De Sitter) and ‘the job demands - control model’ (Karasek), as a point of departure, we constructed a Workplace Innovation Index (WPI-index) that consists of the following characteristics: ‘active jobs’ (fle...
Workplace innovation is defined as the implementation of new and combined interventions in work o... more Workplace innovation is defined as the implementation of new and combined interventions in work organisation, HRM and supportive technologies, and strategies to improve performance of organisations and quality of jobs. Previous research indicated a positive relationship between workplace innovation and organisational performance. Through OLS regression we empirically tested whether firm size moderates the relationship between workplace innovation and organisational performance. We used a sample of 1,132 Dutch firms. Our database consist of variables from The Netherlands Employers Work Survey (NEWS; 2010) and balance sheet statistics for non-financial firms (NFO; 2010 and 2011) collected by Statistics Netherlands (CBS). Organisational performance is operationalized as the labour productivity growth, employment growth, and growth of return on capital. Firms are categorised into four size classes: micro firms (≤9 employees), small and medium firms (10-≤249 employees) and large firms (≥...
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