Robin Bauwens
Biographic Data
| ID | 1502603 |
|---|---|
| NAME | Robin Bauwens |
| GIVEN NAMES | Robin |
| FAMILY NAME | Bauwens |
| SIGNATURE | BAUWENS R |
| AFFILIATIONS | Tilburg University |
| ORCID | 0000-0002-6894-3887 |
| VERIFIED | Yes |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 7 |
| AUTHOR COUNT | 8 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2019 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 2 |
Toward a Multilevel Understanding of Knowledge Hiding in Digital Workplaces: Insights and Opportunities
This study provides a multilevel synthesis of knowledge hiding (KH) and workplace digital technologies (DTs) literature. While these streams have been examined separately, research at the intersection of KH and workplace DTs remains fragmented. Prior research shows that KH not only occurs at the individual level, but also at the team and organizational levels. Across these same levels, DTs reshape how work is coordinated, how communication unfold…
This is us now. Collectively making sense of our new identities as parents and early career academics
In this paper, we draw on our subjective experiences as Early Career Academics (ECAs) at a Dutch University to demonstrate our complex relationship between academic life and parenthood. Building on the sensemaking literature, we employ a collective autoethnography to unveil six distinct new parent scripts that ECA parents, like us, adopt when navigating boundaries between work and non-work tasks in academia. Our scripts are dynamic, and full of e…
Multilevel theorizing in strategic human resource management research: A systematic and critical review
How do we further enrich our understanding of multilevel dynamics, particularly in strategic human resource management (HRM) research? Organizational policies and practices, such as strategic HRM practices, are subject to influence from internal organizational factors and external factors, affecting organizational outcomes at various levels, including individual, team, organizational, and societal levels of analysis. Therefore, the field of strat…
Coaching Based on Signature Strengths or Lesser Strengths? The Effects of Two Strengths Spotting Interventions on Managerial Coaching Behavior
Managers are increasingly expected to coach their employees. However, managers are often ill equipped and lack the necessary support from their organization to effectively implement coaching behavior. Based on strengths theory, we propose that a strengths spotting intervention could help managers to develop their coaching behavior. In addition, based on theory on emotional contagion and the broaden and build theory, we argue that spotting employe…
Enhancing person-job fit: Who needs a strengths-based leader to fit their job
Even though person-job fit (PJ fit) is a crucial predictor of employees' overall engagement and performance in their jobs, few studies have identified the mechanisms that enhance PJ fit during the employment relationship. Further, the models that do predict how PJ fit evolves over time are predominantly based on the idea that fit improves through individual adjustment processes by workers. This paper provides a new lens on PJ fit that is based on…
New Kids on the Block? A Bibliometric Analysis of Emerging Covid-19—Trends in Leadership Research
The COVID-19 pandemic has resulted in unprecedented challenges for society. The effects on organizations have been drastic and such tough times have demanded new organizational solutions as well as strong and new forms of organizational leadership. Leadership scholars have accelerated their research efforts in the quest to identify what is needed to lead in these uncertain times. In this paper, we adopt a bibliometric review to unravel the emergi…
Teachers’ acceptance and use of digital learning environments after hours: Implications for work-life balance and the role of integration preference
While a growing number of teachers use information and communication technology (ICT) for work tasks outside the formal working hours and premises, research is inconclusive how this relates to their work-life balance. Following calls to examine the antecedents and moderating mechanisms of such behavior, the present study aims to examine how technology acceptance relates to work-related ICT use after hours (WIA) and work-life balance, as well as h…
Performance management fairness and burnout: Implications for Organizational Citizenship Behaviors
Drawing upon organizational justice theory, we examine how perceptions of performance management fairness affect burnout and organizational citizenship behaviors among academic employees. Data from 532 academic employees from a university in Flanders (Belgium) were analyzed using structural equation modeling. Academic employees experience less burnout when performance management fairness is perceived as high. Performance management distributive a…
New Kids on the Block? A Bibliometric Analysis of Emerging Covid-19—Trends in Leadership Research
The COVID-19 pandemic has resulted in unprecedented challenges for society. The effects on organizations have been drastic and such tough times have demanded new organizational solutions as well as strong and new forms of organizational leadership. Leadership scholars have accelerated their research efforts in the quest to identify what is needed to lead in these uncertain times. In this paper, we adopt a bibliometric review to unravel the emergi…
Performance management fairness and burnout: Implications for Organizational Citizenship Behaviors
Drawing upon organizational justice theory, we examine how perceptions of performance management fairness affect burnout and organizational citizenship behaviors among academic employees. Data from 532 academic employees from a university in Flanders (Belgium) were analyzed using structural equation modeling. Academic employees experience less burnout when performance management fairness is perceived as high. Performance management distributive a…
Multilevel theorizing in strategic human resource management research: A systematic and critical review
How do we further enrich our understanding of multilevel dynamics, particularly in strategic human resource management (HRM) research? Organizational policies and practices, such as strategic HRM practices, are subject to influence from internal organizational factors and external factors, affecting organizational outcomes at various levels, including individual, team, organizational, and societal levels of analysis. Therefore, the field of strat…
Performance management fairness and burnout: Implications for Organizational Citizenship Behaviors
Drawing upon organizational justice theory, we examine how perceptions of performance management fairness affect burnout and organizational citizenship behaviors among academic employees. Data from 532 academic employees from a university in Flanders (Belgium) were analyzed using structural equation modeling. Academic employees experience less burnout when performance management fairness is perceived as high. Performance management distributive a…
Teachers’ acceptance and use of digital learning environments after hours: Implications for work-life balance and the role of integration preference
While a growing number of teachers use information and communication technology (ICT) for work tasks outside the formal working hours and premises, research is inconclusive how this relates to their work-life balance. Following calls to examine the antecedents and moderating mechanisms of such behavior, the present study aims to examine how technology acceptance relates to work-related ICT use after hours (WIA) and work-life balance, as well as h…
New Kids on the Block? A Bibliometric Analysis of Emerging Covid-19—Trends in Leadership Research
The COVID-19 pandemic has resulted in unprecedented challenges for society. The effects on organizations have been drastic and such tough times have demanded new organizational solutions as well as strong and new forms of organizational leadership. Leadership scholars have accelerated their research efforts in the quest to identify what is needed to lead in these uncertain times. In this paper, we adopt a bibliometric review to unravel the emergi…
Coaching Based on Signature Strengths or Lesser Strengths? The Effects of Two Strengths Spotting Interventions on Managerial Coaching Behavior
Managers are increasingly expected to coach their employees. However, managers are often ill equipped and lack the necessary support from their organization to effectively implement coaching behavior. Based on strengths theory, we propose that a strengths spotting intervention could help managers to develop their coaching behavior. In addition, based on theory on emotional contagion and the broaden and build theory, we argue that spotting employe…
Enhancing person-job fit: Who needs a strengths-based leader to fit their job
Even though person-job fit (PJ fit) is a crucial predictor of employees' overall engagement and performance in their jobs, few studies have identified the mechanisms that enhance PJ fit during the employment relationship. Further, the models that do predict how PJ fit evolves over time are predominantly based on the idea that fit improves through individual adjustment processes by workers. This paper provides a new lens on PJ fit that is based on…
This is us now. Collectively making sense of our new identities as parents and early career academics
In this paper, we draw on our subjective experiences as Early Career Academics (ECAs) at a Dutch University to demonstrate our complex relationship between academic life and parenthood. Building on the sensemaking literature, we employ a collective autoethnography to unveil six distinct new parent scripts that ECA parents, like us, adopt when navigating boundaries between work and non-work tasks in academia. Our scripts are dynamic, and full of e…
Multilevel theorizing in strategic human resource management research: A systematic and critical review
How do we further enrich our understanding of multilevel dynamics, particularly in strategic human resource management (HRM) research? Organizational policies and practices, such as strategic HRM practices, are subject to influence from internal organizational factors and external factors, affecting organizational outcomes at various levels, including individual, team, organizational, and societal levels of analysis. Therefore, the field of strat…
Toward a Multilevel Understanding of Knowledge Hiding in Digital Workplaces: Insights and Opportunities
This study provides a multilevel synthesis of knowledge hiding (KH) and workplace digital technologies (DTs) literature. While these streams have been examined separately, research at the intersection of KH and workplace DTs remains fragmented. Prior research shows that KH not only occurs at the individual level, but also at the team and organizational levels. Across these same levels, DTs reshape how work is coordinated, how communication unfold…
Psychology (4 works) · Social Psychology (4 works) · Applied Psychology (3 works) · Job Satisfaction and Organizational Behavior (3 works) · Computer Science (2 works) · Diversity (politics (2 works) · Organizational performance (2 works) · Political science (2 works) · Sociology (2 works) · Structural equation modeling (2 works)