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Being out of the loop : workplace deviance as a mediator of the impact of impression management on workplace exclusion
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Ingratiation as a moderator of the impact of the perception of organizational politics on job satisfaction
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Please like me : ingratiation as a moderator of the impact of the perception of organizational politics on job satisfaction
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Performance management at the police force: turning sherlock into a team player
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Employee performance management systems and social well-being: the role of strong systems
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The impact of employee performance management on wellbeing of police officers: the crucial role of perceived organizational support
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Setting high expectations is not enough: linkages between expectation climate strength, trustworthiness and employee performance
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Employee performance management culture and system features in higher education: relationship with employee performance management satisfaction
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Employee performance management: the impact of systems features on employee wellbeing
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Unleashing employees' power to innovate: cross-level effects of employment relationships and job complexity
(2013) -
The impact of employee performance management system characteristics on turnover intentions of Flemish civil servants: empirical test of a mediated and moderated model
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Employee performance management en het welbevinden van de medewerker: onderzoeksrapport in een federale overheidsadministratie
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Employee Performance Management en het welbevinden van de medewerker: onderzoeksrapport Vlaamse Politiezone
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Employee performance management en het welbevinden van de medewerker: onderzoeksrapport Vlaamse provincie
(2013) p.1-96 -
Organisatiesociologie en management van organisaties
(2012) -
The impact of institutional pressures on employee performance management systems in higher education in the low countries
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Employee-organization relationships (EORs): how and when they are functional?
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Mutual investment employee-organization relationship: a conceptual model of how and when it is functional
(2012) -
Employee-organization relationships, HRM practices and employee reactions: a conceptual model of intervening mechanisms
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Employee-organization relationships, HRM practices and employee reactions: the moderating role of job complexity