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https://www.antwerpmanagementschool.be/en/faculty/peggy-de-prins-ph-d
Peggy De Prins
Peggy de prins phd

Peggy De Prins

Function Academic director Master in People and Change Management, senior researcher competence center 'Next Generation Work'
Email peggy.deprins@ams.ac.be
Phone +32 486 70 63 37
Discover our publications

Expertise

  • Quality of work, employee engagement
  • Employee voice and employee silence
  • Sustainable HRM
  • Sustainable labor relations
  • Future of work
  • Dark sides of HRM
  • End of career
  • Social dialogue
  • Workplace taboos

References:

  • Johnson & Johnson
  • SD Worx
  • Flemish Government
  • Essenscia, Cobot, Constructive
  • Social Partners
  • Aquafin

Prof. dr. Peggy De Prins is an Associate Professor at Antwerp Management School (AMS) since 2008, specializing in sustainable HRM and employee relations. Her research focuses on evolving labor-management relations, social dialogue, and key developments in (critical/sustainable) HRM, the future of work, and work quality.

She collaborates extensively with organizations on sustainable HRM, social dialogue, and the darker aspects of HR. These are also the topics she teaches in various degree and non-degree programs at Antwerp Management School. As a sought-after speaker, she frequently addresses these topics at conferences and media outlets. At AMS, she serves as Academic Director of the Advanced Master in People & Change Management.

Her work has been published in peer-reviewed national and international journals. She has also authored practitioner-oriented books on sustainable HRM, labor-management partnerships, and the dark sides of HR. She earned her PhD from KU Leuven's Faculty of Social Sciences (2001) and holds a Master’s in Sociology from KU Leuven (1992). Her academic career began in 1993 at the University of Antwerp’s Faculty of Business Economics.

Programs

Discover our programs

Recent publications

Change Mgmt 6 1

Learning and feedback: how do you create a working culture?

Learning and feedback are inseparably connected—not just in theory, but above all in practice. What used to fall into separate boxes – formal performance-management evaluations versus formal learning through L&D – now converges in something far more important: a learning-and-feedback culture woven into everyday work.
Peggy de prins phd
Peggy De Prins
Human Resources
Shutterstock 2021639267 2

How to restore stolen career pride?

On career pride, identity, and subjective success
Ans De Wachter WEB
Ans De Wachter
Well-being
Regeerakkoord

What does the coalition agreement mean for the labor market? Our experts share their vision

What does the new coalition agreement mean for your career? Our experts from Next Generation Work share their first insights on longer careers, training, and the impact on the labor market.
Peggy de prins phd
Peggy De Prins
Talent & labor organization
AMS S in ESG

The S in ESG: Social is the new green

The social pillar of ESG empowers HR to put themes like diversity, well-being, and work-life balance at the heart of the sustainability agenda. By using data and collaboration, S-reporting becomes a powerful tool for shaping future-focused HR strategies.
Peggy de prins phd
Peggy De Prins
Human Resources
AMS HR Challenge 1

A lot can be done online, but nothing beats real human contact.

Professors Peggy De Prins and Lou Van Beirendonck from Antwerp Management School emphasize that innovative HR policies can attract employees, especially when they can meaningfully contribute to the community. Alongside technological developments like AI, human contact remains crucial for collaboration and innovation. According to them, modern HR requires a balance of flexibility, inclusion, and clear team goals. In hybrid work cultures, where informal moments are rarer, in-person meetings and dialogue are increasingly important. Innovation in local governments demands a shift toward horizontal structures and constant adaptation, where employees feel valued and connected. They will share their insights at the upcoming P+O Congress.
Peggy de prins phd
Peggy De Prins
Human Resources

Social impact of participation, inclusion and psychological safety in the workplace

Peggy de prins phd
Peggy De Prins
Human Resources

Taboos in the workplace

Peggy de prins phd
Peggy De Prins
Human Resources
Blue collars cover NL

The workplace as the best learning environment. Also for blue-collar workers?

Peggy de prins phd
Peggy De Prins
Human Resources
Elections

Strong workplace democracy creates political trust

1,700 Flemish workers expose their political views. It turns out that our well-being in the workplace is inextricably linked to our voting behavior.
Peggy de prins phd
Peggy De Prins
Human Resources
Peggy De Prins Sociale verkiezingen

Does your voting preference in political elections also show in your attitude toward social elections?

On June 9th, both the regional, federal and European elections in Belgium will be held. And if that’s not enough “voting” for you, in the upcoming weeks more than 7,000 companies in Belgium will hold social elections. Over 2 million employees are expected to vote for their representatives in the Works Council and/or the Committee for Prevention and Protection at Work (CPPW). These representatives will contribute to workplace participation and engagement over the next four years. But what about employee participation? Are unions still the right approach? And is there a connection between voting preference in political elections and attitudes toward social elections?
Peggy de prins phd
Peggy De Prins
Human Resources

What’s next for work in textile, construction, chemistry & life sciences?

AMS research helps future-proof the role of work in vital industries An aging workforce, how to build sustainable careers, and prioritizing workable work… these issues present specific challenges for the textile, construction, chemical, and life science industry. AMS Competence Center “Next Generation Work” recently conducted industry-level thorough research on the subject. This research combines the viewpoints of both employees and employers, resulting in a comprehensive take on these crucial issues – and important information to future-proof these vital industries.
Peggy de prins phd
Peggy De Prins
Human Resources
Blog ambiguity

Ambiguity as the only certainty. How do we deal with it?

At both the individual and organizational levels, dealing with ambiguity is becoming increasingly crucial in a rapidly changing world. This competence, the ability to navigate in gray areas and reconcile different perspectives, is considered essential for future success. Competence Center Next Generation Work emphasizes this importance by combining scientific insights with the exchange of experiences from leading partners such as SD Worx, Johnson & Johnson, and others.
Peggy de prins phd
Peggy De Prins
Human Resources
Untitled design 1

Sustainable HRM: four strong trends and insights

The job responsibilities of HR managers today look completely different than they did a decade ago. Companies expect you to provide business insights, think proactively about strategy and keep your finger on the pulse of the latest trends. How do you keep up with all that? (This webinar is in Dutch.)
Lou Van Beirendonck 1024x6832
Lou Van Beirendonck, PhD
Human Resources
Scope leren op de werkvloer

Dark sides of learning on the work floor

Lifelong learning is important, but we encounter obstacles or dark sides here, such as high work pressure and stress when pursuing new knowledge and skills. Training often comes 'on top of' and can exacerbate this stress and sometimes lead to stagnation, causing us to no longer stay current.
VERPLANKEN Kirsten Foto opt
Kirsten Vanderplanken, PhD
Human Resources
Trends duurzaam HR beleid resized

3 trends for a sustainable HR policy

As an HR manager, it is increasingly expected that you know the 'business' and help realize the strategy. While innovations and trends follow each other in rapid succession, it is a matter of implementing a sustainable HR policy, based on flexibility, dialogue and win-win solutions. (This webinar is in Dutch.)
Lou Van Beirendonck 1024x6832
Lou Van Beirendonck, PhD
Human Resources
Innovatieve arbeidsorganisatiegeen cosmetica 1

Innovative Labor Organization is not a matter of cosmetics

Through this webinar you will be introduced to Antwerp Management School's master class Organization (re)design with Innovative Labour Organization (ILO). ILO is not a matter of cosmetics: quick fixes and done. It is a fundamental story: once you get into the methodology, there is no turning back. But what exactly is behind the term Innovative Labour Organization and why should your company/organization adopt it? The answer is simple: because a well-developed ILO policy drastically improves the efficiency and sustainability of your company and the quality of your employees' jobs. (This webinar is in Dutch.)
Peggy de prins phd
Peggy De Prins
Human Resources
AMS HR2030 2 listening

HR in 2030: Invest in a culture of 'continuous listening'

In 2030, what will our jobs look like? What skills will be "hot"? How will employees and employers engage with each other? What do we see a leader doing? How do team members connect? And what about 'employee experience'? How do people build their careers sustainably in 2030? Are we evolving toward more flex workers? These and other questions were presented to us by our knowledge partner Janssen Pharmaceutica as part of a strategic talent exercise 2030. Based on our current insights and storylines, we set to work on a future forecast. This resulted in five concrete innovation slopes, based on 5 central themes within our Competence Center 'Next Generation Work'.
Peggy de prins phd
Peggy De Prins
Talent & labor organization

Employee silence: why and what are we silent about at work?

Peggy de prins phd
Peggy De Prins
Human Resources
Nieuwe werken

Innovations in workplace & organizational design: is the honeymoon phase abruptly coming to an end?

More and more companies are shutting down offices and allowing their employees to work from home. Hybrid work, or the combination of working from home, at the office or at a third location, is definitely on the rise. Ten years ago, hybrid work would have been unthinkable. In 2010, 15% of Belgian employees worked from home. Today, this is no less than 35%. At the same time, more and more organizations are looking for new ways to respond more flexibly to customer and environmental needs. The classic, rather closed and bureaucratic hierarchy is giving way to a more open and dynamic organizational design. Innovative labor organization, self-management, network organization are all different names for the same movement.
Peggy de prins phd
Peggy De Prins
Strategy & Innovation
Blog traditionele competenties

Employees no longer get by with "traditional" competencies. So, how do they manage?

There is a lot going on in the literature around 21st century skills. Rightfully so, because in our VUCA world, diplomas are expiring faster and faster. Employees can no longer manage with 'traditional' competencies. For example, now they also need to be problem solvers and cope with change. COVID-19 has only sharpened the need for such competencies for the future.
Lou Van Beirendonck 1024x6832
Lou Van Beirendonck, PhD
Talent & labor organization
Peggy De Prins driesluyten 8

From anger to pride, a transformation in health care

Labor sociologist, HR expert and professor at Antwerp Management School Peggy De Prins clearly indicates the change that is taking place in healthcare, in an interview to Zorgnet. How the current crisis has increased the importance of the healthcare sector and how we can transform the initial anger into pride.
Peggy de prins phd
Peggy De Prins
Human Resources

The office environment as a lever for well-being and productivity (Dutch)

Peggy de prins phd
Peggy De Prins
Human Resources

Ode to HR-consultancy

Peggy de prins phd
Peggy De Prins
Human Resources
Peggy Bieke kritische vriendschap resized

Critical friendship

With this podcast, consisting of 4 episodes, we pay tribute to sustainable HR consulting. Each time, 1 'must have' will take center stage. Our goal? To inspire students, professionals and clients and provide insights that will help them build sustainable partnership relationships. If you acknowledge the four must haves from our podcasts and apply them in practice, it becomes clear that HR consultancy is an honorable métier with a lot of added value for the client and the business and also a métier in which you can work with a lot of HR passion and satisfaction. Central question: when and why does HR consulting work in practice? What makes HR consultancy an honorable profession? This is episode 1 of the series 'Ode aan de HR consultant'. This podcast is in Dutch.
Peggy de prins phd
Peggy De Prins
Human Resources
AMS Peggy Bieke Positieve begrenzing resized

Positive limitation

With this podcast, consisting of 4 episodes, we pay tribute to sustainable HR consulting. Each time, 1 'must have' will take center stage. Our goal? To inspire students, professionals and clients and provide insights that will help them build sustainable partnership relationships. If you acknowledge the four must haves from our podcasts and apply them in practice, it becomes clear that HR consultancy is an honorable métier with a lot of added value for the client and the business and also a métier in which you can work with a lot of HR passion and satisfaction. Central question: when and why does HR consulting work in practice? What makes HR consultancy an honorable profession? This is episode 2 of the series 'Ode aan de HR consultant'. This podcast is in Dutch.
Peggy de prins phd
Peggy De Prins
Human Resources
AMS Peggy Bieke Ware kunde resized

True competence

With this podcast, consisting of 4 episodes, we pay tribute to sustainable HR consulting. Each time, 1 'must have' will take center stage. Our goal? To inspire students, professionals and clients and provide insights that will help them build sustainable partnership relationships. If you acknowledge the four must haves from our podcasts and apply them in practice, it becomes clear that HR consultancy is an honorable métier with a lot of added value for the client and the business and also a métier in which you can work with a lot of HR passion and satisfaction. Central question: when and why does HR consulting work in practice? And what makes HR consultancy an honorable profession? This is episode 3 of the series 'Ode aan de HR consultant'. This podcast is in Dutch.
Peggy de prins phd
Peggy De Prins
Human Resources
AMS Peggy Bieke Wederzijdse echtheid resized

Mutual authenticity

With this podcast, consisting of 4 episodes, we pay tribute to sustainable HR consulting. Each time, 1 'must have' will take center stage. Our goal? To inspire students, professionals and clients and provide insights that will help them build sustainable partnership relationships. If you acknowledge the four must haves from our podcasts and apply them in practice, it becomes clear that HR consultancy is an honorable métier with a lot of added value for the client and the business and also a métier in which you can work with a lot of HR passion and satisfaction. Central question: when and why does HR consulting work in practice? And what makes HR consultancy an honorable profession? This is episode 4 of the series 'Ode aan de HR consultant'. (This podcast is in Dutch)
Peggy de prins phd
Peggy De Prins
Human Resources

The consequences of digitization, informatization, and robotization

Peggy de prins phd
Peggy De Prins
Human Resources