In a sample of 28 Dutch IPOs we looked for the organizational and human resource changes that accompany the transformation from a private into a public firm. We observed a growing efficiency climate and accountability drives, as well as a relationship between financial participation and...

Purpose – The purpose of this study is to examine what kinds of Dutch organisations offer their employees a choice in the composition of their benefits with the aid of a theoretical model that incorporates insights from rational choice theory, the theory of institutional pressures and the...

Based on research carried out in three European countries, Sweden, The Netherlands and the UK, the following text highlights the experiences and perceptions of European managers in organisational and managerial contexts. The findings reveal a number of convergent trends manifested through the...

The internationalisation of enterprises is expected to undermine national systems of employee representation. This paper assesses the extent to which this expectation can be confirmed. Using a survey of Dutch works councils, we compare national, Dutch multinational and foreign multinational...

Purpose – Both for‐profit and not‐for‐profit organisations have been replacing face‐to‐face HRM activities with web‐based HRM tools, e‐HRM for short, for employees and managers since the 1990s. This paper aims to look at whether this is of benefit to an organisation....

Outlines briefly the history and progression of business systems in The Netherlands. Describes how human resources are produced and cultivated, in particular through the Dutch education system, and assesses its effectiveness. Looks at the integration of human resources in the work organization,...

The Netherlands, although a small country with few natural resources, is a major industrial power in the West, and operates some of the world’s largest multinationals. To understand more about human resource management (HRM) practices in this country we used a structured interview format...

Purpose – Originating from the USA in the early 1990s, diversity management has been “imported” to Europe to become a fashionable practice in many business organizations. The aim of this paper is to provide further insight into whether and how the diversity management discourse challenges...

Responsibility for human resource management is being spread around organizations in two ways: by decentralization, the allocation of personnel tasks formerly undertaken centrally to more local parts of the organization; and by devolution, the allocation of rules formerly undertaken by personnel...