Antoinette Rijsenbilt has a special interest in issues concerning economics, leadership, governance and psychology. She is an economist (MA Business Economics in 1991, PhD in 2011). In addition, she studied psychology and is a certified teacher. She has held various financial positions both in complex international organizations as in Small and Medium sized Enterprises. From 2009 she works for the Erasmus University Rotterdam. Her research focuses on personality (especially the narcissistic personality) and the impact on organizational outcomes.
Deelproject(en) in het Goede Markten Project
Selection of Publications
Burger, Martijn; Rijsenbilt, Antoinette
De weg naar deugdelijk leiderschap Journal Article
In: Management & Organisatie, vol. 2020, no. 2/3, pp. 21-35, 2020.
In dit artikel stellen de auteurs vast dat deugdzaam leiderschap investeringen vergt van zowel de leidinggevende als de organisatie en dat het wellicht niet voor iedereen is weggelegd. Na een algemene beschrijving van deugden en hoe men in de westerse en oosterse filosofische tradities over deugden denkt, beschrijven de auteurs drie mogelijke benaderingen om een deugdzaam leider te worden.
Commandeur, Harry; van Geest, Paul; Rijsenbilt, Antoinette
Deugden als krachten in de vrijemarkteconomie? Journal Article
In: Management & Organisatie, vol. 2020, no. 2/3, pp. 3-9, 2020.
Inleiding bij het themanummer 'Drijfveren, deugden en leiderschap'.
Hendriks, Martijn; Burger, Martijn; Rijsenbilt, Antoinette; Emma Pleeging, Harry Commandeur
Virtuous leadership: a source of employee well-being and trust Journal Article
In: Management Research Review, 2020, ISSN: 2040-8269 .
The purpose of this paper is to examine how a supervisor’s virtuous leadership as perceived by subordinates influences subordinates’ work-related well-being and to examine the mediating role of trust in the leader and the moderating roles of individual leader virtues and various characteristics of subordinates and organizations.
An online survey was conducted through Prolific among a self-selected sample of 1,237 employees who worked with an immediate supervisor across various industries in primarily the UK and the USA. Structural equation modeling was used to test the hypotheses.
The empirical results indicate that an immediate supervisor’s virtuous leadership as evaluated by the subordinate positively influences all three considered dimensions of work-related well-being – job satisfaction, work-related affect and work engagement – for a wide variety of employees in different industries and countries. A subordinate’s greater trust in the supervisor fully mediates this positive influence for job satisfaction and work engagement and partially for work-related affect. All five individual core leader virtues – prudence, temperance, justice, courage and humanity – positively influence work-related well-being.
The findings underscore that promoting virtuous leadership is a promising pathway for improved employee well-being, which may ultimately benefit individual and organizational performance.
Despite an age-old interest in leader virtues, the lack of consensus on the defining elements of virtuous leadership has limited the understanding of its consequences. Building on recent advances in the conceptualization and measurement of virtuous leadership and leader character, this paper addresses this void by exploring how virtuous leadership relates to employees’ well-being and trust.
Rijsenbilt, Antoinette; Commandeur, Harry
Narcissus Enters the Courtroom: CEO Narcissism and Fraud Journal Article
In: Journal of Business Ethics, vol. 117, no. 2, pp. 413–429, 2012.
This study explores the aspects of the relationship between possible indicators of CEO narcissism and fraud. Highly narcissistic CEOs undertake challenging or bold actions to obtain frequent praise and admiration. The pursuit of narcissistic supply may result in a stronger likelihood of a CEO to undertake bold actions with potential detrimental consequences for the organization. The sample consists of all S&P 500 CEOs from 1992 till 2008 with more than 3 years of tenure. The measurement of CEO narcissism is based on 15 objective indicators and fits the main conceptualization of narcissism. This data collection provides a score for all S&P 500 CEOs according to their narcissistic tendencies. The Accounting and Auditing Enforcement Releases on the SEC’s website are the indicators of managerial fraud. The findings confirm the expected influence of plausible proxies for CEO narcissism on fraud by showing a positive relationship. This confirms the psychologic perspective of CEO narcissism as a potential cause of fraud.