Prof. dr. Svetlana Khapova
Tel.: +31 (0) 20 598 6471
The purpose of the ABRI HRM/Organizational Behavior track is to create knowledge that can enable contemporary organisations to understand and proactively manage the current realignments and shifts in employment practices, technology, demography, and organisational structures.
Global economic changes are forcing organizations and workers alike to search for greater flexibility in employment forms and relations. These shifts in the nature of work and the workforce hold the promise to dramatically and sustainably improve the efficiency of organisations. However, to reap the benefits organisations must be able to adapt, employ, and regulate these changes in a responsible manner. At the same, workers must become proactive agents in the construction of their own careers and take responsibility to overcome any constraining forces. Creating sustainable careers is an essential lever to fuel future economic growth and pave the way for the next generation of workers. Yet, a concerning factor is the extent to which opportunities for creating stable, meaningful work have increasingly become polarized, favouring those fortunate enough to be living in certain geographies and to be holding certain in-demand skills. Our research track therefore focuses on how organisations can anticipate and proactively manage societal shifts to shape a future of work that expands economic growth and opportunities for all.
Vision and Strategy
The ABRI HRM/Organizational Behavior track is focused on producing high impact research that is internationally excellent and serves to create knowledge that enables organisations, teams, and individuals to understand and proactively lead the current developments in employment relations, careers and meaningful work, work design, leadership, talent management, and diversity.
We share a business-relevant research strategy that crosses disciplinary boundaries and utilises innovative methodologies (including survey research, experimental field studies, and qualitative research approaches). Our combined skills and interests allow us to unpack the complex patterns of influence present in society and organisations. We offer organisational practitioners theoretical and practical insights into how they can shape a sustainable future of work. We are always looking for organisational partners who are interested in starting joint research projects. To find out about opportunities for collaborations, please contact Prof. dr. Svetlana Khapova (email@example.com)
In 2019/2020, our research group (co)organised several conferences and small group meetings, including the EAWOP “Future of Work and Organisational Psychology Day” in Turin, the “Careers in Context” conference in Vienna, the Dutch-Flemish network meeting on selection research, and the EAWOP small group meeting on "Antecedents of Work Design". In addition, two members of the group have representative roles (e.g., as executive board member) in the Careers Division of the Academy of Management. Furthermore, several members of the research group serve as an associate editor for international journals, including the Journal of Vocational Behavior and the International Journal of Selection and Assessment.
We address research on organisational behaviour from the following five key perspectives:
- Careers and meaningful work
Environmental and societal changes, such as increased globalisation, technological advancements, workforce diversity, and temporary employment contracts have created significant changes in how individuals enact and manage their work and career. These changes call for a conversation on the topic and the development of research-based solutions that can enable employees’ experiences of meaningful work and careers in organisations. Our research interests concern topics as the sources of meaningful work and its consequences for individuals and organisations, proactive careers, changing employer-employee relationships, school-to-work transitions, and employability.
- The future of work design
Job crafting allows individual workers to initiate changes in their job design such that the job fits the employee throughout the career. We study job crafting from a contemporary perspective, by focusing on the effects of non-traditional employment arrangements (e.g., fixed-contracts, self-employment, and temporary agency work) on motivation, proactive work behaviours, work engagement, employability, and career development. In our studies, we adopt a multilevel perspective, for example, by studying topics related to interpersonal dynamics in teams.
- Leadership and organisational change
Successful change is one of largest problems that modern organisations face. Leaders play a key role in optimising organisational change, fostering social cohesion among individual workers, and fuelling growth for a wide range of individuals. We study questions related to leadership and change management and the cognitive and contextual antecedents of constructive and destructive leadership. We offer organisational practitioners theoretical and practical insights into how they can maximise their leaders’ potential.
- Talent management
Organisations benefit from talent that powers their businesses, especially in roles that would otherwise remain unfilled. Recruitment, selection, and talent management therefore comprise essential levers for a sustainable future of work. Our research focuses on the assessment and identification of talent, and we study topics such as test development, impression management tactics, and talent management programs. At a more general level, we examine the effects of HR practices on employee and organisational outcomes.
- Diversity management and inclusion
Labour forces have become increasingly diverse. Therefore, we need a future in which a range of options open up for the many, not just for the few. Our main research activities deal with age, gender, and ethnic diversity in job transitions. Specifically, we focus on the impact of implicit biases and normative beliefs on career systems, patterns, and outcomes. Our research also explores gendered distribution of social and psychological resources at work. Our research projects help build the evidence base and provide managerial implications in terms of HR practices for dealing with problems related to diversity and inclusion.