Maddy Janssens
Biographic Data
| ID | 4006944 |
|---|---|
| NAME | Maddy Janssens |
| GIVEN NAMES | Maddy |
| FAMILY NAME | Janssens |
| SIGNATURE | JANSSENS M |
| AFFILIATIONS | KU Leuven |
| ORCID | 0000-0003-2962-2498 |
| VERIFIED | Yes |
| TOTAL WORKS | 16 |
| TOTAL CITATIONS | 148 |
| WORKS AS AUTHOR | 15 |
| WORKS AS EDITOR | 1 |
| FIRST PUBLICATION YEAR | 1995 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 5 |
Emotions and Morally Tense Relations
The atmospheric attunement of diversity interventions
Since the start of diversity management in organizations, interventions have been primarily oriented toward altering individuals' cognition, missing out on the potential of the embodied and materially mediated character of learning and interacting as experimented with in arts-based interventions. In this study, through ethnographically exploring a dance performance, whose main purpose is to create a community between a diverse cast and audience, …
Ideology and (de)legitimation
While scholars have examined how micro-textual argumentative strategies are used to (de)legitimize contested corporate practices, less attention has been given to the role of ideologies or broader belief systems, underlying discursive (de)legitimation. Analyzing newspaper articles published after the announcement of two highly debated corporate restructurings in Belgium during the Great Recession, we identify the ideologies underlying (de)legitim…
Agency of ethnic minority employees
Going beyond recent studies emphasizing the ‘successful’ nature of ethnic minorities’ agency, this qualitative study offers an in-depth analysis of the tensions and contradictions inherent to ethnic minority employees’ agency. To conceptualize agency, we draw on the resistance literature and adopt the notion of struggle, which stresses the dynamic and often contradictory interplay between power and resistance in everyday experiences and actions. …
Alternative diversity management
Multilingual scholarship and the paradox of translation and language in management and organization studies
This article questions the unreflexive use of English in academic practices by highlighting the paradox of multilingual scholarship and the need for practices that may help both scholars and journals to become inventive in performing multilingual scholarship. Even when academic outputs are only in English, language multiplicity exists and needs to be reflected upon. To do so, we introduce the three strategies of scandalization, scrutinization, an…
Ethnic minority professionals’ experiences with subtle discrimination in the workplace
This qualitative study aims to explore the processes underlying subtle discrimination in the workplace. Based on 26 in-depth interviews with minority professionals of Turkish or Maghrebi descent in Flanders, we argue that subtle discrimination in the workplace is characterized by three important elements. First, subtle discrimination is ambiguous, and often involves disempowerment through apparent empowering behavior. Second, subtle discriminatio…
The Sustainability of Cultural Diversity
This engaging book addresses the question of how diverse communities, whether in a nation, city or organization, can live together and prosper whilst retaining and enjoying their cultural differences. This is a particularly pertinent issue in the context of the modern world where mass migration and immigration are pervasive global phenomena.
Sustainability of Cultural Diversity
Enacting global careers
This qualitative study examines how globally‐oriented career actors engage with the opportunities and constraints of organizational career development. Drawing theoretically on career structuration, we study how individuals develop their global careers with reference to their employment setting and the global economy. Our findings indicate that managers intentionally engage in career practices that act upon those elements of the organizational ca…
Many diversities for many services
Contrary to current definitions of diversity as a set of a priori sociodemographic characteristics, this study re-conceptualizes diversity as an organizational product. Through the analysis of qualitative data from four service organizations, we show that organization-specific understandings of diversity are based on the way employees’ sociodemographic differences affect the organization of work, either contributing to it or hampering it. Such un…
Deconstructing Difference
This article analyses texts on diversity produced in 25 interviews with Flemish human resource (HR) managers from a critical discourse analysis and rhetorical perspective. Following critical discourse analysis, we analyse how HR managers define diversity, how their diversity discourses reflect existing managerial practices and underlying power relations, and how they reaffirm or challenge those managerial practices and power relations. Specifical…
Multiple Types of Psychological Contracts
The purpose of this study was to identify a variety of employment relationships based upon an economy-wide, representative sample. We turn to psychological contract studies examining different types of psychological contracts. We expand two existing typologies by incorporating multiple features or underlying dimensions of psychological contracts. Such a feature-oriented approach allows us to construct a meaningful conceptualization of employer an…
Human and Inhuman Resource Management
The Inhuman Space of HRM
Intercultural interaction
This study discusses the applicability of culture shock and cultural distance with respect to intercultural interaction, one of the cross‐cultural adjustment dimensions. It examines the relationship of intercultural interaction with length of time in the host country and location of the foreign assignment. This study used a sample of 162 international managers from five multinational companies. The results suggest that the culture shock hypothesi…
Ethnic minority professionals’ experiences with subtle discrimination in the workplace
This qualitative study aims to explore the processes underlying subtle discrimination in the workplace. Based on 26 in-depth interviews with minority professionals of Turkish or Maghrebi descent in Flanders, we argue that subtle discrimination in the workplace is characterized by three important elements. First, subtle discrimination is ambiguous, and often involves disempowerment through apparent empowering behavior. Second, subtle discriminatio…
Many diversities for many services
Contrary to current definitions of diversity as a set of a priori sociodemographic characteristics, this study re-conceptualizes diversity as an organizational product. Through the analysis of qualitative data from four service organizations, we show that organization-specific understandings of diversity are based on the way employees’ sociodemographic differences affect the organization of work, either contributing to it or hampering it. Such un…
Multiple Types of Psychological Contracts
The purpose of this study was to identify a variety of employment relationships based upon an economy-wide, representative sample. We turn to psychological contract studies examining different types of psychological contracts. We expand two existing typologies by incorporating multiple features or underlying dimensions of psychological contracts. Such a feature-oriented approach allows us to construct a meaningful conceptualization of employer an…
Intercultural interaction
This study discusses the applicability of culture shock and cultural distance with respect to intercultural interaction, one of the cross‐cultural adjustment dimensions. It examines the relationship of intercultural interaction with length of time in the host country and location of the foreign assignment. This study used a sample of 162 international managers from five multinational companies. The results suggest that the culture shock hypothesi…
Enacting global careers
This qualitative study examines how globally‐oriented career actors engage with the opportunities and constraints of organizational career development. Drawing theoretically on career structuration, we study how individuals develop their global careers with reference to their employment setting and the global economy. Our findings indicate that managers intentionally engage in career practices that act upon those elements of the organizational ca…
The atmospheric attunement of diversity interventions
Since the start of diversity management in organizations, interventions have been primarily oriented toward altering individuals' cognition, missing out on the potential of the embodied and materially mediated character of learning and interacting as experimented with in arts-based interventions. In this study, through ethnographically exploring a dance performance, whose main purpose is to create a community between a diverse cast and audience, …
Intercultural interaction
This study discusses the applicability of culture shock and cultural distance with respect to intercultural interaction, one of the cross‐cultural adjustment dimensions. It examines the relationship of intercultural interaction with length of time in the host country and location of the foreign assignment. This study used a sample of 162 international managers from five multinational companies. The results suggest that the culture shock hypothesi…
Human and Inhuman Resource Management
The Inhuman Space of HRM
Multiple Types of Psychological Contracts
The purpose of this study was to identify a variety of employment relationships based upon an economy-wide, representative sample. We turn to psychological contract studies examining different types of psychological contracts. We expand two existing typologies by incorporating multiple features or underlying dimensions of psychological contracts. Such a feature-oriented approach allows us to construct a meaningful conceptualization of employer an…
Deconstructing Difference
This article analyses texts on diversity produced in 25 interviews with Flemish human resource (HR) managers from a critical discourse analysis and rhetorical perspective. Following critical discourse analysis, we analyse how HR managers define diversity, how their diversity discourses reflect existing managerial practices and underlying power relations, and how they reaffirm or challenge those managerial practices and power relations. Specifical…
Many diversities for many services
Contrary to current definitions of diversity as a set of a priori sociodemographic characteristics, this study re-conceptualizes diversity as an organizational product. Through the analysis of qualitative data from four service organizations, we show that organization-specific understandings of diversity are based on the way employees’ sociodemographic differences affect the organization of work, either contributing to it or hampering it. Such un…
The Sustainability of Cultural Diversity
This engaging book addresses the question of how diverse communities, whether in a nation, city or organization, can live together and prosper whilst retaining and enjoying their cultural differences. This is a particularly pertinent issue in the context of the modern world where mass migration and immigration are pervasive global phenomena.
Sustainability of Cultural Diversity
Enacting global careers
This qualitative study examines how globally‐oriented career actors engage with the opportunities and constraints of organizational career development. Drawing theoretically on career structuration, we study how individuals develop their global careers with reference to their employment setting and the global economy. Our findings indicate that managers intentionally engage in career practices that act upon those elements of the organizational ca…
Ethnic minority professionals’ experiences with subtle discrimination in the workplace
This qualitative study aims to explore the processes underlying subtle discrimination in the workplace. Based on 26 in-depth interviews with minority professionals of Turkish or Maghrebi descent in Flanders, we argue that subtle discrimination in the workplace is characterized by three important elements. First, subtle discrimination is ambiguous, and often involves disempowerment through apparent empowering behavior. Second, subtle discriminatio…
Multilingual scholarship and the paradox of translation and language in management and organization studies
This article questions the unreflexive use of English in academic practices by highlighting the paradox of multilingual scholarship and the need for practices that may help both scholars and journals to become inventive in performing multilingual scholarship. Even when academic outputs are only in English, language multiplicity exists and needs to be reflected upon. To do so, we introduce the three strategies of scandalization, scrutinization, an…
Alternative diversity management
Agency of ethnic minority employees
Going beyond recent studies emphasizing the ‘successful’ nature of ethnic minorities’ agency, this qualitative study offers an in-depth analysis of the tensions and contradictions inherent to ethnic minority employees’ agency. To conceptualize agency, we draw on the resistance literature and adopt the notion of struggle, which stresses the dynamic and often contradictory interplay between power and resistance in everyday experiences and actions. …
Ideology and (de)legitimation
While scholars have examined how micro-textual argumentative strategies are used to (de)legitimize contested corporate practices, less attention has been given to the role of ideologies or broader belief systems, underlying discursive (de)legitimation. Analyzing newspaper articles published after the announcement of two highly debated corporate restructurings in Belgium during the Great Recession, we identify the ideologies underlying (de)legitim…
The atmospheric attunement of diversity interventions
Since the start of diversity management in organizations, interventions have been primarily oriented toward altering individuals' cognition, missing out on the potential of the embodied and materially mediated character of learning and interacting as experimented with in arts-based interventions. In this study, through ethnographically exploring a dance performance, whose main purpose is to create a community between a diverse cast and audience, …
Emotions and Morally Tense Relations
Sociology (12 works) · Political science (8 works) · Computer Science (6 works) · Gender Diversity and Inequality (6 works) · Management and Organizational Studies (5 works) · International Student and Expatriate Challenges (4 works) · Labor Movements and Unions (4 works) · Psychology (4 works) · Social Psychology (4 works) · Social Psychology (4 works)