Implications of self-managing teams for the HRM function Available to Purchase

Maarten Renkema is a postdoctoral researchers of HRM at the University of Twente. His research is focused on the link between HRM and Innovation, approached from a multilevel perspective. He studies the top-down relationship between HRM policies and practices and the innovative work behaviour of employees, and the bottom-up emergence of innovations. Research of Maarten has been published in peer-reviewed international journals such as Human Resource Management Review, Personnel Review and Journal of Organizational Effectiveness: People and Performance. After finishing the Human Capital project ‘Innovative Human Resource Management for Employee-Driven Innovation’ he is now focusing digital HR technologies and innovation.

Anna Bos-Nehles is an Assistant Professor of HRM at the University of Twente. Her research interest lies in the role of line-managers towards HRM implementation effectiveness, their effect on innovative employee behaviours and their role in digitalisation. She focuses on how line managers implement HRM at the operational level, in the way they shape the innovative behaviour of employees and how they use digital applications to manage their subordinates. Her research has been published in peer-reviewed international outlets: Human Resource Management, International Journal of Human Resource Management, Personnel Review, Baltic Journal of Management, Management Revue and European Journal of International Management.

Jeroen Meijerink is an Assistant Professor of HRM at the University of Twente. His research focuses on HRM and value creation in the platform economy. In particular, he is interested in human resource management of platform-enabled gig work (e.g. Uber, Deliveroo) as well as the use of algorithms for HR management activities (i.e. algorithmic management). His research is multi-disciplinary in nature and draws on theories and concepts from the HRM and strategy as well as service marketing literatures.