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https://www.antwerpmanagementschool.be/en/faculty/eva-geluk
Eva Geluk
Geluk Eva web

Eva Geluk

Function Researcher Human Centered Design, senior project lead Stress and Burnout
Email eva.geluk@ams.ac.be
Phone +32 477 09 35 16

Expertise

  • Stress, burn-out prevention and re-integration (also absenteeism)
  • Mental health in the workplace
  • Resilience and engagement
  • Intervention
  • Research within mental health in the workplace
  • Jobdesign

References

  • Bpost
  • B-Tonic
  • Certimed
  • ESF
  • Mensura
  • VSEB
  • Vlaamse overheid


Eva Geluk, PHD candidate, is a senior researcher and project leader at Antwerp Management School in the field of mental health in the workplace. She develops and leads research programs in the field of mental health in the workplace with a special interest in stress management, long-term stress-related illness (prevention and return to work), engagement/engagement and resilience. She is a member of the research team of "Next Generation Work".

Previously she was responsible for the knowledge center sustainable entrepreneurship at Antwerp Management School which she developed in a period of 7 years into a leading center with 2 chairs, supported by a team of researchers, with both national and international reputation, in collaboration with various partners from the profit, public and non profit sector. She also led international networks on the topics of responsible management education and sustainability.

Before joining Antwerp Management School, Eva worked internationally for 9 years on an advisory and consultancy basis for large organizations and multinationals. Her experience enables her to take a broad look at the complex challenges companies face today and to create a win-win in the field of applied research in collaboration.

She is also a certified executive and stress and burnout coach (International Coaching Federation PCC). Over the past 12 years Eva has developed a strong expertise in leadership coaching from a neuroscience perspective, executive coaching and stress and burnout coaching. She is observer and coache for the AMS Neurotraining Lab in leadership programs.

She holds a ground level degree in social anthropology from the University of Oslo, a Bachelor in geography and environmental studies with international development studies (multidisciplinary degree) from the University of Sussex (1997-2000) and a Master with merit in International Conflict Studies from the University of Kent (2004-2005). She is currently a candidate for a joint PHD with the University of Antwerp/University of Leuven on the topic of re-integration after burn-out.

Eva Geluk, PHD candidate, is a senior researcher and project leader at Antwerp Management School in the field of mental health in the workplace where she develops and leads research programs in the field of mental health in the workplace with a special interest in stress management, long-term stress-related illness (prevention and return to work), engagement/engagement and resilience. Previously she was responsible for the knowledge center sustainable entrepreneurship at the Antwerp Management School which she developed in a period of 7 years into a leading center with 2 chairs, supported by a team of researchers, with both national and international reputation, in collaboration with various partners from the profit, public and non profit sector.

Before joining Antwerp Management School, Eva worked internationally for 9 years on an advisory and consultancy basis for large organizations and multinationals.

Her experience enables her to take a broad look at the complex challenges companies face today and to create a win-win in the field of applied research in collaboration.

She is also a certified executive and stress and burnout coach (International Coaching Federation). Over the past 12 years Eva has developed a strong expertise in leadership coaching from a neuroscience perspective, executive coaching and stress and burnout coaching and coaches for the AMS Neurotraining Lab in leadership programs.

Programs

Discover our programs

Recent publications

Wellbeing leaders

Quarter of Belgian executives would not hire employees with mental health problems

More and more companies are starting to pay attention to the mental health of their employees. Yet almost half (48%) of Belgian executives believe that employees with mental health problems can bring their colleagues down emotionally. That's according to new research from Antwerp Management School. Moreover, a quarter of them (24%) would not hire someone with a history of mental health problems.
Geluk Eva web
Eva Geluk
Human Resources
Werkcontext welzijn op het werk werkgever

How can I, as an employer, determine what is truly effective for workplace well-being?

Four domains influence employee well-being: societal context, private context, personality factors, and work context. Employers can primarily influence the work context, which encompasses energy, essential needs, potential, and reciprocity. This provides opportunities to enhance employee well-being by reducing adverse factors and creating stimulating environments.
Kathleen Vangronsvelt LR
Kathleen Vangronsvelt, PhD
Human Resources

1 in 3 people come to work sick. What message are you giving your employees?

Don’t want your employees to come to work sick? Then check your organization’s absenteeism culture: what (implicit) message are you giving your employees about being sick and working?
Kathleen Vangronsvelt LR
Kathleen Vangronsvelt, PhD
Well-being
Wellbeing works leidinggevenden

Consciousness, Education, and Policy: three keys to mental health prevention

Employers are experiencing increased absenteeism due to mental health issues among employees. Research points to the pivotal role of managers in prevention and dealing with these problems. The project 'Wellbeing Works,' led by Eva Geluk and Kathleen Vangronsvelt of Antwerp Management School in collaboration with partners Bpost and B-Tonic (a subsidiary of Baloise), focuses on empowering managers and providing solutions. Blogs will share practical insights regarding needs, barriers, and potential resources.
Geluk Eva web
Eva Geluk
Human Resources
Wellbeing impact

Only 4 out of 10 employees find work pressure reasonable.

Since the pandemic, we have been looking at work differently. Job satisfaction and work pressure are receiving increasing attention, as evidenced by research from Antwerp Management School. At the same time, the survey highlights differences in the perception of what employers and employees consider as reasons for stress-related absenteeism.
Kathleen Vangronsvelt LR
Kathleen Vangronsvelt, PhD
Human Resources
Kaartenset

Re-integration after burnout

Belgium is heading for half a million long-term sick people. In one in three, mental health problems, including burnout, are the cause. Remarkably, half of the people who had a burnout are afraid of relapse. Not without reason, as one in four of those who return to work effectively relapse. The direct and indirect costs to society, the employer and the individual are therefore high. Where do things go wrong? And how can employers, HR practitioners and consultants address it better? The topic of this webinar zooms in on this. More specifically on the findings from the training course Re-Set: reintegration after burnout, which contains a complete step-by-step plan to tackle work resumption in a sustainable way. Both for the returning employee, as well as employer and managers. Its knowledge can also be used to prevent burnout. (This webinar is in Dutch.)
Geluk Eva web
Eva Geluk
Human Resources

What makes an absenteeism intervention work?

Geluk Eva web
Eva Geluk
Human Resources
Mental health 2 1

4 mechanisms that play a role in absenteeism

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
Kathleen Vangronsvelt LR
Kathleen Vangronsvelt, PhD
Human Resources
Mental health 1

Preventing sick leave, burnout and psychosocial distress in the workplace: what does work?

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.
Geluk Eva web
Eva Geluk
Human Resources
Blog Burnout web

Levers for successful work resumption after burnout

Belgium is heading for half a million long-term sick people (DS Jan. 29, 2021). For one in three, the cause is mental health problems, including burnout. Of those who return to work, 25% have a relapse. No less than 50% fear relapse. Those are tough numbers. Antwerp Management School set out to investigate and returned with four levers for successful work resumption after burnout.
Geluk Eva web
Eva Geluk
Human Resources

Research projects

Well-being works: Working on (mental) well-being at work in a way that works

A 3-year research partnership with bpost, B-Tonic (a subsidiary of Baloise), and Elia, aims to convert the well-intended energy that organizations are currently investing in welfare actions into interventions that actually yield results. This partnership aims to develop and share new interventions and knowledge, with the ultimate goal of improving well-being in the workplace.

The research project is led by Kathleen Vangronsvelt and Eva Geluk.

Type project Research partnership
Project partners Bpost, B-Tonic (dochteronderneming van Baloise), Elia
Duration March 23, 2023 - March 26, 2026