The aim of this study is to extend research on employee affective commitment in three ways: (1) instead of organizational commitment the focus is on occupational commitment; (2) the role of proactive personality on affective occupational commitment is examined; and (3) occupational satisfaction is...

Nowadays, simultaneously maintaining flexible working practices and commitment is an important topic for HR managers since they both can contribute to organisational success. However, many HRM researchers and practitioners are unsure whether these can go together as job security is often seen as...

Much has been written about older workers, including how to adequately manage a more mature workforce. Currently, the bulk of research concentrates on the push-pull factors for early retirement vs. the continuation of work life until the pensionable age. This article focuses on a different and...

This paper offers a theoretical exploration and empirical outlook towards a triptych heretofore not properly investigated: atypical work (e.g., self-employed, agency workers, and workers with a fixed-term contract), participation within the firm, and innovation. How, it must be asked, can and...

In this paper we use a relational approach to investigate how employee perceptions of their relationships with three types of managers—senior, line, and human resource managers—are related to employees’ job satisfaction and intention to quit. Based on an employee survey (n=1,533), and...

Objectives The success of a Dutch program to disseminate quality improvement projects depends on the participation of physicians working in program hospitals. The leadership of hospital executives (CEOs) is considered an important explanation. This study aims to determine whether the relation,...

This article focuses on solidarity behaviours of employees to team members (horizontal solidarity behaviour) and to their manager (vertical solidarity behaviour). The question is asked to what extend and how are both types of solidarity related to three aspects of modern organization and...

Related to the theoretical work of Bowen and Ostroff (2004; also Ostroff/Bowen 2000), this article focuses on the features of an HRM system that help or constrain organizations to get their HR message across. At a department-level of analysis, we focus on the consensus between line managers and...

This paper addresses the question as to whether the linkage between HRM and organisational performance can be explained by the effect of the internal and strategic fit of HRM on the cooperative behaviours of employees. We expect that the more HRM practices are aligned within themselves (internal...