Karina Van De Voorde
Biographic Data
| ID | 2333285 |
|---|---|
| NAME | Karina Van De Voorde |
| GIVEN NAMES | Karina |
| FAMILY NAME | Van De Voorde |
| SIGNATURE | VAN DE VOORDE K |
| AFFILIATIONS | Tilburg University |
| ORCID | 0000-0002-1319-1657 |
| VERIFIED | Yes |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 4 |
| AUTHOR COUNT | 5 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2012 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 1 |
Multilevel theorizing in strategic human resource management research
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…
Teachers’ remaining career opportunities
Exploring the Relationship Between Job Quality, Performance Management, and Career Initiative
This study examines how job quality and performance management influence career initiative in the workplace. Based on signaling theory and the notion of internal fit in performance management and HRM, we argue that performance management with a learning orientation further enhances career initiative, whereas performance management with a results orientation constrains it. Combining the two performance management types is expected to diminish care…
Human Resource Management and Performance
Research dealing with the relationship between human resource management (HRM) and performance has been highly dynamic and has evolved over time, both theoretically and empirically. We provide a selective overview of relevant theory and research in the area as it has developed over the past 20 years. We first review the empirical evidence concerning the association between HRM and performance. We then examine key conceptual and theoretical develo…
Employee Well‐being and the HRM–Organizational Performance Relationship
There is a lack of consensus on the role of employee well‐being in the human resource management–organizational performance relationship. This review examines which of the competing perspectives –‘mutual gains’ or ‘conflicting outcomes’– is more appropriate for describing this role of employee well‐being. In addition, this review examines whether study attributes such as the measurement of key variables, the level of analysis and the study design…
Teachers’ remaining career opportunities
Multilevel theorizing in strategic human resource management research
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…
Exploring the Relationship Between Job Quality, Performance Management, and Career Initiative
This study examines how job quality and performance management influence career initiative in the workplace. Based on signaling theory and the notion of internal fit in performance management and HRM, we argue that performance management with a learning orientation further enhances career initiative, whereas performance management with a results orientation constrains it. Combining the two performance management types is expected to diminish care…
Employee Well‐being and the HRM–Organizational Performance Relationship
There is a lack of consensus on the role of employee well‐being in the human resource management–organizational performance relationship. This review examines which of the competing perspectives –‘mutual gains’ or ‘conflicting outcomes’– is more appropriate for describing this role of employee well‐being. In addition, this review examines whether study attributes such as the measurement of key variables, the level of analysis and the study design…
Human Resource Management and Performance
Research dealing with the relationship between human resource management (HRM) and performance has been highly dynamic and has evolved over time, both theoretically and empirically. We provide a selective overview of relevant theory and research in the area as it has developed over the past 20 years. We first review the empirical evidence concerning the association between HRM and performance. We then examine key conceptual and theoretical develo…
Teachers’ remaining career opportunities
Exploring the Relationship Between Job Quality, Performance Management, and Career Initiative
This study examines how job quality and performance management influence career initiative in the workplace. Based on signaling theory and the notion of internal fit in performance management and HRM, we argue that performance management with a learning orientation further enhances career initiative, whereas performance management with a results orientation constrains it. Combining the two performance management types is expected to diminish care…
Multilevel theorizing in strategic human resource management research
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…
Human resource management (4 works) · Job Satisfaction and Organizational Behavior (4 works) · Business (3 works) · Computer Science (3 works) · Psychology (3 works) · Knowledge management (2 works) · Marketing (2 works) · Organizational performance (2 works) · Performance Management (2 works) · Social Psychology (2 works)