General description

The research programme of the department OP&HRD (Organizational Psychology and Human Resource Development) has its starting point in the question how to explain and influence (improve) the performance of employees, teams and organizations by means of Human Resource Management, including Human Resource Development. In this sense Human Resource Management is examined in a broad way including organizational management, leadership (styles), team management, and self management.

Our unique research program aimes at integrating research within the domains of Organizational Psychology and Human Resource Development. The overarching themes of research are:

Effects of HRM/HRD

Human Resource Management, including Human Resource Development has been widely acknowledged as one of the main factors that relate to employees, team and organizational effectiveness. Within this theme related to the theoretical work of Bowen and Ostroff (2004) the focus is on the process of HRM (including attracting, recruitment, appraising, rewarding, development, and training) on the performance of employees (e.g. cooperative behaviors, knowledge sharing, individual and team learning), and the performance of organizations.

Conflict Management

Within this theme we examine the potentially detrimental effects of conflict (e.g., reduced well being, reduced organizational commitment, reduced performance) as well as the potentially beneficial effects of conflict (e.g., innovation, increased knowledge sharing). Also, we focus on interventions (e.g. negotiation, mediation) that may influence the relationship between conflict and outcomes.

Cross Cultural Management

Within this theme the above mentioned research topics are studied from an international perspective. We are interested in investigating how national culture either characterized by cultural dimensions or in terms of social contexts impacts organizational HR practices, workplace conflict handling, and employee career development. In line with tradition in the cross-cultural psychology, where national culture is conceptualized as cultural dimensions, we conduct empirical studies to examine how these dimensions (e.g. individualism versus collectivism) moderate the link between organizational characteristics and employee workplace behaviors.

In our research, we work together with researchers both nationally (e.g., Universities of Groningen, Tilburg, Rotterdam, Leiden, Free University Amsterdam) and internationally (e.g., Aston business School (UK), The University of Lancaster (UK), George Mason University (USA), The University of Leuven (Belgium), University of California, Los Angeles (USA), University of Minnesota (USA).

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<< GW Home Research Teaching Employees Events	General description The research programme of the department OP&HRD (Organizational Psychology and Human Resource Development) has its starting point in the question how to explain and influence (improve) the performance of employees, teams and organizations by means of Human Resource Management, including Human Resource Development. In this sense Human Resource Management is examined in a broad way including organizational management, leadership (styles), team management, and self management. Our unique research program aimes at integrating research within the domains of Organizational Psychology and Human Resource Development. The overarching themes of research are: Effects of HRM/HRD Human Resource Management, including Human Resource Development has been widely acknowledged as one of the main factors that relate to employees, team and organizational effectiveness. Within this theme related to the theoretical work of Bowen and Ostroff (2004) the focus is on the process of HRM (including attracting, recruitment, appraising, rewarding, development, and training) on the performance of employees (e.g. cooperative behaviors, knowledge sharing, individual and team learning), and the performance of organizations. Conflict Management Within this theme we examine the potentially detrimental effects of conflict (e.g., reduced well being, reduced organizational commitment, reduced performance) as well as the potentially beneficial effects of conflict (e.g., innovation, increased knowledge sharing). Also, we focus on interventions (e.g. negotiation, mediation) that may influence the relationship between conflict and outcomes. Cross Cultural Management Within this theme the above mentioned research topics are studied from an international perspective. We are interested in investigating how national culture either characterized by cultural dimensions or in terms of social contexts impacts organizational HR practices, workplace conflict handling, and employee career development. In line with tradition in the cross-cultural psychology, where national culture is conceptualized as cultural dimensions, we conduct empirical studies to examine how these dimensions (e.g. individualism versus collectivism) moderate the link between organizational characteristics and employee workplace behaviors. In our research, we work together with researchers both nationally (e.g., Universities of Groningen, Tilburg, Rotterdam, Leiden, Free University Amsterdam) and internationally (e.g., Aston business School (UK), The University of Lancaster (UK), George Mason University (USA), The University of Leuven (Belgium), University of California, Los Angeles (USA), University of Minnesota (USA).