Insights

Absenteeism is defined as a "failure to show up for scheduled work" (Johns, 1997). Whether involuntary or voluntary, legitimized or not, white or black or grey… Many researchers don't make the difference. The line is often thin, and as a manager or HR professional, you will rarely know for sure. That is why it is important to always keep a dual focus: a focus on health promotion and illness prevention (~involuntary absence) and a focus on employee motivation and mindset (~voluntary absence) (Lokke, 2022).

Image credit: Total Shape

Over the past decades, the focus on mental well-being in the workplace has been growing slowly but steadily. After the acceleration that covid brought on, and with the tight labor market in mind, more and more organizations are launching initiatives to give their employees a mental boost. Unfortunately, they are usually organized from a (well-meaning) gut feeling, rather than opting for avenues with scientifically proven effect.

Paper nr. 7. Value creation is the primary aim of any organization and is inherent to sustainable development. In 2020, ABIS - The Academy of Business in Society and Antwerp Management School jointly organized the Value Creation Roundtable as an exchange of knowledge, competences or ideas on sustainable transformation and positive impact amongst important sustainability actors.

In this paper different concepts of value are defined: Stakeholder value, Blended value, Sustainable value, Shared value, and Integrated value. The paper also zooms in on the methodologies that can be used to create value, for example, the Sustainable Development Goals.

Today, the role of Human Resource Management (HRM) is ensuring human sustainability at the workplace. We must amplify purpose through dynamic leadership, managing complexity, and common good actions. HRM and leadership drive organizational sustainability for societal development.

Can HR lead sustainability transformation?

This third article in our series of three on corporate innovation focuses on the challenge of developing strong relationships with C-level executives, when measuring and reporting innovation progress. Interviews with 15 innovation leaders from 5 different countries helped define 5 key practices to engage CEOs, CMOs and CFOs in the innovation journey.

What makes employees happy when working? A question that many employers bear in mind against the background of the current ‘war for talent’ and the shortage of skilled employees. A study of AMS, Vrije Universiteit Amsterdam and House of HR shows that, on average, employees rate their career satisfaction 7.4 out of 10. Nonetheless, 20% of employees are not happy with their career. It's about time then for more equal opportunities and more realistic professional prospects.

This white paper is the last in a series of three. With this series, we want to unravel careers in Belgium and the Netherlands and give expression to the different career stories of employees.

In this white paper, we look at what impact individuals themselves can have on their careers, whether they regret certain things and what effect a sudden event can have on careers.

In collaboration with House of HR.

This white paper is the second of three in the series.

In the second white paper, we look at careers from different perspectives on career success and find out what career goals the respondents are pursuing.

In collaboration with House of HR.

At Antwerp Management School's Master in IT Risk & Cyber Security Management we noticed that SMEs are struggling to adequately address cybersecurity risks and are taking a slightly different approach than large(r) organizations. So we decided to have a closer look at the typical SME cybersecurity risks and approaches. This not only resulted in extensive research, but also in the development of the SMB Cybersecurity Canvas by Vincent van Dijk.