Matthijs Bal
Biographic Data
| ID | 8682322 |
|---|---|
| NAME | Matthijs Bal |
| GIVEN NAMES | Matthijs |
| FAMILY NAME | Bal |
| SIGNATURE | BAL M |
| AFFILIATIONS | Lincoln International Business School, University of Lincoln, Lincoln, UK |
| VERIFIED | No |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 19 |
| AUTHOR COUNT | 4 |
| EDITOR COUNT | 3 |
| FIRST PUBLICATION YEAR | 2020 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 3 |
Beyond Neutrality, Normalization, and Complicity at Times of the Genocide
We have been witnessing the perpetuation of violent and cruel aggression against the Palestinian people by Israel. At the international level, there have been sparse individual or collective initiatives within the field of psychology to demonstrate solidarity with Palestine and against the genocide in Gaza, yet the question of Palestine remains ambiguous, and the possible stance of psychology as a research field and scientific institution on the …
Elgar Encyclopedia of Organizational Psychology
In this comprehensive Encyclopedia, Matthijs Bal brings together over 190 international experts to present fresh perspectives on key concepts, theories and research in organizational psychology. Entries cover central topics in the field, such as performance and work family balance, as well as upcoming and underrepresented areas such as decolonization, authenticity and playful work. This title contains one or more Open Access entries.
Bringing Excitement to Empirical Business Ethics Research
To commemorate 40 years since the founding of the Journal of Business Ethics, the editors-in-chief of the journal have invited the editors to provide commentaries on the future of business ethics. This essay comprises a selection of commentaries aimed at creating dialog around the theme Bringing Excitement to Empirical Business Ethics Research (inspired by the title of the commentary by Babalola and van Gils). These editors, considering the diver…
Age-Related Human Resource Management Policies and Practices
Due to the demographic change in age, societies, firms, and individuals struggle with the need to postpone retirement while keeping up motivation, performance, and health throughout employees’ working life. Organizations, and specifically the Human Resource Management (HRM) practices they design and implement, take a central role in this process. Being influenced by macro-level trends such as new legislation, organizational HRM practices affect o…
Age Inclusive Human Resource Practices, Age Diversity Climate, and Work Ability
To address the challenges imposed by demographic change, organizations have become increasingly interested in maintaining and improving employees’ work ability across the working life span. Based on signaling and social exchange theories, we present a study that investigates the indirect influence of age inclusive human resource practices (AIHRP) on work ability through age diversity climate (ADC). Using a 6-wave longitudinal study of n = 355 emp…
Organizational Practices for the Aging Workforce
The present three studies focused on the development and validation of a multifaceted measure of organizational practices for the aging workforce, the Later Life Workplace Index (LLWI). The first study developed a comprehensive item pool based on expert interview evidence from Germany and the United States. Two further studies among workers across industries in Germany (N = 609, N = 349) provided psychometric evidence. The LLWI comprises nine dis…
The Use of HR Policies and Job Satisfaction of Older Workers
Against the backdrop of aging populations and policies to extend working lives, this study advances prior research by examining how job satisfaction of older workers is associated with not only own, but also coworkers’ usage of 3 human resource (HR) policies: phasing out (i.e., lighter workload, additional leave, and semi-retirement), demotion, and training. Exploiting unique, linked organization-department-employee data from the European Sustain…
Age-Related Human Resource Management Policies and Practices
Due to the demographic change in age, societies, firms, and individuals struggle with the need to postpone retirement while keeping up motivation, performance, and health throughout employees’ working life. Organizations, and specifically the Human Resource Management (HRM) practices they design and implement, take a central role in this process. Being influenced by macro-level trends such as new legislation, organizational HRM practices affect o…
Organizational Practices for the Aging Workforce
The present three studies focused on the development and validation of a multifaceted measure of organizational practices for the aging workforce, the Later Life Workplace Index (LLWI). The first study developed a comprehensive item pool based on expert interview evidence from Germany and the United States. Two further studies among workers across industries in Germany (N = 609, N = 349) provided psychometric evidence. The LLWI comprises nine dis…
Age Inclusive Human Resource Practices, Age Diversity Climate, and Work Ability
To address the challenges imposed by demographic change, organizations have become increasingly interested in maintaining and improving employees’ work ability across the working life span. Based on signaling and social exchange theories, we present a study that investigates the indirect influence of age inclusive human resource practices (AIHRP) on work ability through age diversity climate (ADC). Using a 6-wave longitudinal study of n = 355 emp…
The Use of HR Policies and Job Satisfaction of Older Workers
Against the backdrop of aging populations and policies to extend working lives, this study advances prior research by examining how job satisfaction of older workers is associated with not only own, but also coworkers’ usage of 3 human resource (HR) policies: phasing out (i.e., lighter workload, additional leave, and semi-retirement), demotion, and training. Exploiting unique, linked organization-department-employee data from the European Sustain…
Age Inclusive Human Resource Practices, Age Diversity Climate, and Work Ability
To address the challenges imposed by demographic change, organizations have become increasingly interested in maintaining and improving employees’ work ability across the working life span. Based on signaling and social exchange theories, we present a study that investigates the indirect influence of age inclusive human resource practices (AIHRP) on work ability through age diversity climate (ADC). Using a 6-wave longitudinal study of n = 355 emp…
Organizational Practices for the Aging Workforce
The present three studies focused on the development and validation of a multifaceted measure of organizational practices for the aging workforce, the Later Life Workplace Index (LLWI). The first study developed a comprehensive item pool based on expert interview evidence from Germany and the United States. Two further studies among workers across industries in Germany (N = 609, N = 349) provided psychometric evidence. The LLWI comprises nine dis…
The Use of HR Policies and Job Satisfaction of Older Workers
Against the backdrop of aging populations and policies to extend working lives, this study advances prior research by examining how job satisfaction of older workers is associated with not only own, but also coworkers’ usage of 3 human resource (HR) policies: phasing out (i.e., lighter workload, additional leave, and semi-retirement), demotion, and training. Exploiting unique, linked organization-department-employee data from the European Sustain…
Age-Related Human Resource Management Policies and Practices
Due to the demographic change in age, societies, firms, and individuals struggle with the need to postpone retirement while keeping up motivation, performance, and health throughout employees’ working life. Organizations, and specifically the Human Resource Management (HRM) practices they design and implement, take a central role in this process. Being influenced by macro-level trends such as new legislation, organizational HRM practices affect o…
Bringing Excitement to Empirical Business Ethics Research
To commemorate 40 years since the founding of the Journal of Business Ethics, the editors-in-chief of the journal have invited the editors to provide commentaries on the future of business ethics. This essay comprises a selection of commentaries aimed at creating dialog around the theme Bringing Excitement to Empirical Business Ethics Research (inspired by the title of the commentary by Babalola and van Gils). These editors, considering the diver…
Elgar Encyclopedia of Organizational Psychology
In this comprehensive Encyclopedia, Matthijs Bal brings together over 190 international experts to present fresh perspectives on key concepts, theories and research in organizational psychology. Entries cover central topics in the field, such as performance and work family balance, as well as upcoming and underrepresented areas such as decolonization, authenticity and playful work. This title contains one or more Open Access entries.
Beyond Neutrality, Normalization, and Complicity at Times of the Genocide
We have been witnessing the perpetuation of violent and cruel aggression against the Palestinian people by Israel. At the international level, there have been sparse individual or collective initiatives within the field of psychology to demonstrate solidarity with Palestine and against the genocide in Gaza, yet the question of Palestine remains ambiguous, and the possible stance of psychology as a research field and scientific institution on the …
Computer Science (6 works) · Psychology (5 works) · Management (4 works) · Retirement, Disability, and Employment (4 works) · Sociology (4 works) · Business (3 works) · Economics (3 works) · Employment and Welfare Studies (3 works) · Engineering (3 works) · Human resources (3 works)