94 research outputs found
Trouver le bon "fit" pour les organisations et les employés
No full textDans cet épisode éclairant, Arnaud Stiepen s'entretient avec Wouter Vleugels sur le concept de l'ajustement personne-environnement. Ils examinent comment ce principe peut influencer le recrutement, favoriser le développement professionnel des employés et soutenir les changements organisationnels. Une discussion essentielle pour comprendre comment optimiser l'harmonie entre les talents et les structures d'entreprise.In this insightful episode, Arnaud Stiepen talks with Wouter Vleugels about the concept of person-environment fit. They explore how this principle can influence recruitment, support employees' professional development, and facilitate organizational change. An essential discussion for understanding how to optimize the harmony between talent and corporate structures
Range searching in low-density environments
No full textWe define a set of arbitrarily-shaped objects in R(d) to be a low-density environment if any axis-parallel hypercube intersects only few objects of comparable or larger size. Generalizing and simplifying previous results for fat objects, we present a data structure for point location in a low-density environment, and we show how this data structure can be extended to perform range search queries with query ranges of size comparable to the smallest object.This research was partially supported by ESPRIT Basic Research Action No. 6546 (project PROMotion) and by the Netherlands' Organization for Scientific Research (NWO). The first author also acknowledges partial support by Pohang University of Science and Technology Grant P95015, 1995
THE EFFECT OF INSTITUTIONAL OWNERSHIP ON ABNORMAL M&A RETURNS
No full textThis thesis empirically analyses the effect of institutional ownership on the abnormal returns of an M&A-announcement. Literature stipulates that institutional activism as a corporate governance mechanism decreases wasteful management behaviour and provides positive effects to an M&A-announcement’s returns. Using OLS-analyses and adopting marginal analyses it is shown that this is not the case. Robust results are presented showing that institutional ownership in the U.S.A., the U.K. and Japan provides negative effects on the returns of M&A-announcements in between 2009 and 2019. More importantly, it is found that firms with a dispersed institutional ownership structure, a small amount of assets and a smaller market capitalisation are the driving force behind the negative effects of institutional ownership on the CARs of an M&A-announcement.
Keywords: Mergers & Acquisitions; Corporate Governance Mechanisms; Institutional ownership; Institutional activism; Marginal Analysis
Author: Vleugels
Het belang en de uitvoering van een energiezuinige renovatie van het venster
No full textTitel: Het belang en de uitvoering van een energiezuinige renovatie van het venster
Trefwoorden: renovatie, venster, beglazing, energie, plaatsing
Gezien de toenemende belangstelling voor renovatie van woningen, wordt er ook meer aandacht geschonken aan de duurzaamheid ervan. Hierbij is het vervangen van het venster een belangrijk onderdeel. De kwaliteit van schrijnwerk en beglazing gaat er continu op vooruit en er zijn heel wat alternatieven beschikbaar die een positieve impact hebben op het energieverbruik. Om bij een renovatie een goede keuze te maken, is het belangrijk om te weten welke opties mogelijk zijn.
In deze scriptie wordt getracht een handleiding te schrijven over het renoveren van het venster en wordt er toegelicht welke factoren belangrijk zijn om dit op een energiezuinige wijze te realiseren. Wat materiaal betreft, worden types beglazing en schrijnwerk bestudeerd en naar uitvoering toe wordt luchtdichtheid, waterdichtheid, akoestiek en het vermijden van koudebruggen onderzocht. Er worden ook enkele casestudy''s behandeld over de praktische renovatie van vensters, koudebruggen en luchtdichtheid.
Het rendement van een renovatie is afhankelijk van de afweging van de investeringskost ten opzichte van de mogelijke energiewinst. Hierbij is het niet alleen belangrijk om met kwalitatief materiaal te werken, maar ook de uitvoering moet nauwkeurig gebeuren. In de praktijk is het namelijk zo dat een slechte uitvoering vaak de oorzaak is van energieverlies, o.a. door problemen met luchtdichtheid, bouwknopen, etc
Person–environment misfit
No full textpeer reviewedMisfit occurs when an employee’s characteristics are incompatible with those of their work environment. The term “misfit” conveys a sense of a mismatch, of being out of place or different in an unsettling way, and studies indicate that such a mismatch has deleterious effects on individuals who experience misfit. However, misfit is a complex phenomenon, and emerging evidence indicates that misfit may not simply represent the absence of person-environment fit. Research also reveals that misfit can take various forms. For example, misfit may represent a situation of deficiency or excess, or manifest as a social, ideological or functional mismatch. Misfit can also be an episodic or chronic condition, highlighting its multifaceted character. Despite these insights, research on misfit is still in its infancy. Further scholarly exploration of its different temporal manifestations, how individuals respond to misfit, and its positive dimensions are needed to provide a broader view of the construct
Person–environment fit
No full textpeer reviewedThis entry reviews and synthesizes what is known about person-environment (PE) fit. The PE fit model represents a well-established framework for industrial psychology and management research by focusing on the compatibility between individuals and their work environment. Different conceptualizations of PE fit exist and fit can be established at different hierarchical levels (e.g., job, group, organization). Various forms of fit, such as person-job fit and person-organization fit, have undergone extensive research and have been shown to significantly impact outcomes that are important for both individuals and organizations. Moreover, selection, socialization, and work adjustment represent three key matching processes that are instrumental in establishing and maintaining PE fit over time. Yet in spite of all of the accumulated knowledge on PE fit over the past decades, areas of ambiguity and controversy continue to exist. Among these, the temporal nature of PE fit, alternative conceptualizations of fit, and an exploration of its dark side effects represent three of the most exciting new avenues for future research
Quality of the work environment and employees’ health behavior: Implications for work performance outcomes.
No full textLinking P-E Fit with Performance in Different Time Windows: Disentangling Causal Relationships
No full textpeer reviewe
A Consolidation of Competing Logics on Selecting for Fit
No full textpeer reviewedFit plays a key role in organizational entry decisions. However, selecting staff based on
their anticipated fit is vulnerable to bias, potentially leading to inequality, stratification,
and polarization. First, we focus on person–organization fit and critically examine arguments for and against the hegemonic perspective that selecting for person–organization fit is an effective, responsible, and ethically appropriate approach. This is a controversial subject with bifurcated positions. On the one hand, there should be benefits for employers and employees, such as increased performance, productivity, motivation,
and engagement. On the other hand, there are some potentially major downsides, such
as subjective bias, reduced diversity, and fears that greater homogeneity will bring about
organizational dysfunction. We reveal that two forms of fit, organizational fit and interpersonal fit, have been conflated, and recommend disaggregating them. Second, we critically examine person–job fit and demonstrate that it too has both positive and negative sides. We produce a consolidated version of these different elements of “selecting for fit” that integrates the various literatures and informs policy. We advance five practical recommendations to improve the use of fit in personnel selection that help to realize its inclusive promise and minimize its deleterious effects
Curvilinear relationships in person‐environment fit research: Is there evidence for a too‐much‐of‐a‐good‐thing effect?
No full textpeer reviewedIn this paper, we revisit this well-established linear relationship of person-organisation, demands-abilities, and needs-supply fit with job satisfaction, commitment, and OCBs, and propose that this relationship may be linear for affective work outcomes but curvilinear for behavioural ones. We test this idea in a two-wave sample of 212 employees, with measures taken 4 weeks apart. The results support the idea that the relationship between fit and behavioural outcomes can, indeed, be curvilinear. Overall, this study contributes to a better understanding of the nature of the relationship between fit and work outcomes by challenging the long-held ‘more fit is better’ logic that pervades much of the PE fit research to date
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