bluuebunny/crossref_metadata_2025 huggingface dataset:
Socio-cognitieve conflictregulatie: constructie en validatie van een Nederlandstalige vragenlijst
Authors: Marijn Poortvliet P.
Published: August 2021

Socio-cognitive conflict regulation: construction and validation of a Dutch instrument

Socio-cognitive conflict regulation: construction and validation of a Dutch instrument

P.M. Poortvliet, Gedrag & Organisatie, volume 22, June 2009, nr. 2, pp. 136-145

When two individuals have a difference of opinion, they can deal with this in various ways. This process has been called 'socio-cognitive conflict regulation'. In this research, the construction and validation of a Dutch instrument that aims to measure socio-cognitive conflict regulation is presented. The results showed that two factors can be distinguished. The first, epistemic conflict regulation, concerns the striving of individuals to understand each other's points of view and look for ways in which they can integrate their own and the other's problem solution. The second factor, relational conflict regulation, comprises the attitude of individuals to disregard the other's perspective and wanting to show that they themselves, and not the other, are right. Implications for organisational research are discussed.
Een positieve benadering van arbeid en gezondheid: introductie op het thema
Authors: Houkes Inge , Verdonk Petra , Peeters Maria
Published: August 2021

A positive approach to work and health: an introduction to the theme

A positive approach to work and health: an introduction to the theme

I. Houkes, P. Verdonk & M. Peeters, Gedrag & Organisatie, volume 22, November 2009, nr. 4, pp. 309-315.

The guest editors introduce the theme of this special issue on 'a positive approach on work and health' and briefly describe the various contributions to this issue.
Het heft in handen nemen
Authors: van Vuuren Tinka , Fekke Ybema Jan
Published: August 2021

Return to work of long-term absent employees: the view of Dutch employers on the amount own initiative of these employees

Return to work of long-term absent employees: the view of Dutch employers on the amount own initiative of these employees

T. van Vuuren & J.F. Ybema, Gedrag & Organisatie, volume 22, November 2009, nr. 4, pp. 371-391.

Employees who are absent for a prolonged period of time are expected to actively contribute to their own return to work. The present study examines how employers rate the employees' own initiative for return to work following long-term sickness absence and how this initiative affects successful return to work. In this study, a sample of 1294 employers in the Netherlands were interviewed (69% response), 608 of whom had recent experience with one or more long-term absent employees. These employers were asked about their experiences and efforts to support the return to work of an employee who had been absent for an extended period of at least thirteen weeks during the past two years. The results of this survey showed that long-term sick employees who took initiatives themselves, were more likely to return to work successfully. The results further indicate that the degree to which the employee has taken personal initiatives tends to depend not only on individual characteristics, such as occupational level and possible elements of dysfunctioning before the sickness absence, but also on the activities undertaken by the employer to support the employee's return to work within the company. The conclusion is that an active contribution of both the absent employee and the employer enhances the likelihood of successful return to work.
Call for papers voor het themanummer 2010
Authors: de Jonge Jan , Sluiter Judith , Zijlstra Fred
Published: August 2021

'Na gedane arbeid is het goed rusten': het is logisch dat we na een periode van hard werken tijd en rust nodig hebben om te herstellen. Bij arbeid gaat het vaak om dagelijks terugkerende inspanningen, die op zich niet schadelijk hoeven te zijn. Doordat ze echter regelmatig terugkeren, kan dit na verloop van tijd stressreacties oproepen. Of dit het geval zal zijn, hangt onder andere af van de mogelijkheden tot herstel tijdens en vooral ná het werk. Herstel kan worden omschreven als 'het proces om de door inspanning geactiveerde psychofysiologische systemen weer te doen terugkeren naar hun uitgangsniveau' (cf. Meijman & Mulder, 1998). Een verhoogde hartslag en bloeddruk kunnen bijvoorbeeld een adaptieve reactie op hoge werkdruk zijn voor de duur van de inspanning. Als de taakeis verdwenen is, en de werknemer ervaart geen werkdruk meer, dan zullen de hartslag en bloeddruk weer terugkeren naar hun normale waarden bij voldoende herstel. Dit proces wordt ook wel homeostatische regulatie genoemd. Wanneer de hersteltijd echter onvoldoende is en zich een nieuwe, veeleisende situatie voordoet, zal een tweede beroep op deze systemen worden gedaan. De werknemer moet daardoor extra inspanning leveren met een nog hogere hartslag en bloeddruk tot gevolg. Dat deze verhoogde psychofysiologische reacties op hun beurt weer hogere eisen stellen aan het herstel, behoeft geen betoog. Aldus kan een cumulatief proces op gang komen, waarbij het psychofysiologische systeem de norm steeds verder moet aanpassen om iedere keer de vereiste inspanning te kunnen leveren. Deze aanpassing wordt door McEwen (1998) allostatische regulatie genoemd. Werkstress bevordert aanpassing, maar langdurige, terugkerende inspanning zonder adequaat herstel leidt tot allostatische belasting met mogelijk chronische stressreacties als extreme vermoeidheid, depressie en slaapklachten tot gevolg. Op deze wijze is het 'na gedane arbeid slecht rusten'.
Al werkend leren?
De actief leren-hypothese van Karasek revisited
Authors: Van Ruysseveldt Joris , Taverniers John
Published: August 2021

Learning while working? Karasek's active learning hypothesis revisited

Learning while working? Karasek's active learning hypothesis revisited

J. Van Ruysseveldt & J. Taverniers, Gedrag & Organisatie, volume 23, March 2010, nr. 1, pp. 0-00

Using Structural Equation Modeling (Amos 5), a research model in which the assumptions underlying Karasek's active learning hypothesis were specified, refined and supplemented, was tested on a heterogeneous sample of the Dutch working population (N = 1229). We assumed that (a) task complexity, autonomy and work pressure influence the development of new competencies, and (b) task-related and interactional learning possibilities mediate this relation. Three more or less competing structural models (no, partial and full mediation) were tested. As hypothesized, the full mediation model showed the best fit to the data: the relation between task complexity, autonomy and work pressure on the one hand and the development of new competencies on the other was fully mediated by task related and interactional learning possibilities. Task complexity played an important role in workplace learning processes, while high work pressure seemed to hinder competency development. In addition to ensuring the safety, health and well-being of employees, the (re)design of workplaces should also take into account the extent to which the work promotes workplace learning.
Een kwantitatieve analyse van Nederlandse bijdragen aan internationaal arbeids- en organisatiepsychologisch onderzoek
Authors: K.W. De Dreu Carsten
Published: August 2021

A quantitative analysis of the contributions of Dutch scientists to work and organisational psychology internationally

A quantitative analysis of the contributions of Dutch scientists to work and organisational psychology internationally

C.K.W. De Dreu, Gedrag & Organisatie, volume 23, March 2010, nr. 1, pp. 0-00

The author reports a quantitative analysis of the absolute and relative numbers of publications in six high-ranking journals on work and organisational psychology, (co-)authored by scientists with a Dutch, German, or British affiliation. In contrast to Germany and Great Britain, analyses reveal a strong growth in both publications and citations for publications with a Dutch affiliation from 1990-1999 and 2000-2009. Content analyses of the top twenty most-cited articles in each period reveals that Dutch scientists contribute to work and organisational psychology influential research in the areas of psychological well-being (stress, burnout) and group processes, including conflict management and team performance.
Werkplekleren en emotionele uitputting in het Job Demands-Resources -model
Authors: Van Ruysseveldt Joris , Taverniers John
Published: August 2021

Workplace learning and emotional exhaustion in the Job Demands-Resources model

Workplace learning and emotional exhaustion in the Job Demands-Resources model

J. Van Ruysseveldt en J. Taverniers, Gedrag & Organisatie, volume 23, June 2010, nr. 2, pp. 118-135

Researching the strain-reducing potential of workplace learning, a research model was developed in which the motivational process in the Job Demands-Resources model was conceptualised as a competencies development process, adding learning opportunities as additional job resources and competencies development as motivational outcome. We assumed a significant negative relationship between learning opportunities and/or actual competency development and emotional exhaustion. Using Structural Equation Modelling, a research model was tested on Dutch survey data obtained in three sectors: industry (N = 159), private services (N = 368) and public services (N = 451). Results show that the availability of more learning opportunities was negatively related to emotional exhaustion, but this relationship was mediated by the actual development of new work-related competencies. This research confirms that in the (re)design of jobs, a double gain could be achieved by considering work places at the same time as learning places.
De invloed van afwijkende werktijden op de werk-thuis situatie
Authors: L.M. van Hooff Madelon , C. Bakhuys Roozeboom Maartje , M.M. de Vroome Ernest , G.W. Smulders Peter
Published: August 2021

The influence of working at non-standard working hours on the work-home situation

The influence of working at non-standard working hours on the work-home situation

M.L.M. van Hooff, M.C. Bakhuys Roozeboom, E.M.M. de Vroome & P.G.W. Smulders, Gedrag & Organisatie, volume 23, September 2010, nr. 3, pp. 175-193.

The present study was designed to map the causal relationships between non-standard working hours and work-home interference (WHI) and home-work interference (HWI). To this purpose, a longitudinal full-panel design was employed. Using such a design, we examined both the causal effects of non-standard working hours on WHI /HWI and the causal effects of WHI /HWI on non-standard working hours. We also investigated the moderating effect of gender in these relationships.

Data were collected in two waves (2002 and 2004) among 337 Dutch employees and self-employed persons who lived together with a partner and had at least one child living in the household. We included evening work and weekend work as types of non-standard working hours. Data were analyzed by means of structural equation modeling.

Results showed that, among women with children, evening work was related to elevated levels of WHI and HWI two years later. A comparable relationship for men with children was not found. A possible explanation for this finding is that for women working at non-standard hours appears to cause WHI and HWI, as working at non-standard hours interferes with their responsibilities at home, which they are still more often accountable for than men.

Furthermore, WHI turned out to be related to an increase in evening work and weekend work two years later for both men and women. A possible explanation for this finding is that workers try to reduce WHI by means of working at non-standard hours.
Longitudinale studie naar oorzaken en effecten van presenteïsme
Authors: M.M. de Vroome Ernest , G.W. Smulders Peter , L.D. Houtman Irene
Published: August 2021

Longitudinal study on the determinants and consequences of presenteeism

Longitudinal study on the determinants and consequences of presenteeism

E.M.M. de Vroome, P.G.W. Smulders & I.L.D. Houtman, Gedrag & Organisatie, volume 23, September 2010, nr. 3, pp. 194-212.

In a longitudinal cross-lagged study, the determinants and consequences were examined of presenteeism (going to work despite feeling unhealthy). All variables were measured with questionnaires in 2002 and in 2004 among a representative Dutch sample (N = 653), and these data were individually and longitudinally matched. In 2002 as well as in 2004, approximately 60% reported presenteeism. In this study, no effects of job demands were confirmed. Emotional exhaustion was found to be an important determinant of later sickness absence and later presenteeism, and sickness absence also had a direct effect on later presenteeism. However, the relationship between presenteeism and sickness absence was not found to be reciprocal. This implies that emotional exhaustion lies at the base of both sickness absence and presenteeism, and emotional exhaustion may serve as an important target to reduce sickness absence as well as presenteeism.
Een andere invalshoek op de rollenspelertraining in Assessment Centers
Authors: Schollaert Eveline , Lievens Filip
Published: August 2021

A new perspective on role-player training in assessment centres

A new perspective on role-player training in assessment centres

Eveline Schollaert & Filip Lievens, Gedrag & Organisatie, volume 23, September 2010, nr. 3, pp. 213-231.

The most recent assessment centre guidelines emphasize that exercises should be designed to evoke a substantial amount of relevant behaviour (International Task Force on Assessment Center Guidelines, 2009). However, no empirical evidence exists of how one can manage this. This study aims to fill this gap by suggesting that role-player training should be extended via the use of 'prompts' to evoke behaviour. Prompts are standardized cues that a role-player consistently mentions in an AC exercise across candidates to elicit behaviours related to specific job-related dimensions. In the present study, role players and candidates were randomly assigned to two experimental conditions. In the first condition, the role players (N = 9) received no prompt training (117 candidates). In the second condition, the role players (N = 10) received a training with prompts (116 candidates). Results reveal that role-players are able to use prompts after attending training with prompts. When role-players use prompts, candidates also have favourable perceptions of the job-relatedness, two-way communication, and warmth of the assessment centre exercises. In addition, however, the inter-rater reliability of assessors was not positively affected by the use of prompts. A possible explanation is that assessors did not acknowledge that prompts had been used.
Het beoordelen van mensen voor werkgerelateerde doelen: Etniciteit, moraliteit, en subjectiviteit
Authors: Ph. Born Marise
Published: August 2021

Assessing people for work-related purposes: Diversity, morality and subjectivity

Assessing people for work-related purposes: Diversity, morality and subjectivity

M.Ph. Born, Gedrag & Organisatie, volume 23, September 2010, nr. 3, pp. 232-256.

This paper deals with the issue of suitability of the assessment process for an ethnoculturally heterogeneous pool of candidates and investigates whether this process helps organizations in their wish to create a diverse workforce. To what extent do integrity and moral values play a role in this issue? Moral disengagement forms a potential explanation for the fact that blatant rejection of ethnic minority candidates is a big taboo but that this nevertheless still happens. To which degree do regular methods of selection contribute to accurate procedures for a heterogeneous candidate pool and to diversity at work? In comparison to the sole use of cognitive tests, measuring the full arsenal of relevant capabilities, knowledge and skills reduces score differences between ethnic groups, while retaining selection utility. Finally, self-reported personality does not always provide a good representation of personality characteristics of ethnic-minority candidates. Transparent rating and decision making facilitates correct recruitment and selection towards a diverse work force.
Zelf- versus ander-gerefereerde angstvragenlijst: validatie van een Franstalige versie en verschillen in faalangst tussen Vlaamse en Waalse sollicitanten in België
Authors: Proost Karin , Derous Eva , Schreurs Bert , de Witte Karel
Published: August 2021

The Self-versus Other-referenced Anxiety Questionnaire: Differences in test anxiety between Flemish and Walloon applicants in Belgium

The Self-versus Other-referenced Anxiety Questionnaire: Differences in test anxiety between Flemish and Walloon applicants in Belgium

The purpose of the present study was to validate a French version of the Self- versus Other-referenced Anxiety Questionnaire (SOAQ) and to study the difference in test anxiety between Flemish and French speaking applicants in Belgium. In a sample of 4229 applicants that applied for position at the Federal Government, adequate measurement invariance was found for the French version of the SOAQ. Flemish applicants were found to experience higher levels of both self- and other-referenced anxiety than Walloon applicants. Theoretical and practical implications are discussed.
Psychisch welzijn tijdens werkloosheid: de rol van persoonlijkheid en
perceptie van tijdsstructuur
Authors: Lootens Hanne , Van Hoye Greet
Published: August 2021

Psychological well-being during unemployment: the role of personality and
perception of time structure

Psychological well-being during unemployment: the role of personality and
perception of time structure

Gedrag & Organisatie, volume 24, September 2011, nr. 3, pp.
207-232.Unemployed people report lower levels of psychological
well-being than employed individuals. However, when unemployed individuals
perceive their use of time to be structured and purposive, this negative effect
of unemployment on psychological well-being is reduced. This study investigated
whether personality – as measured by the Big Five framework –
determined the perception of time structure. In a sample of 231 Flemish
unemployed people, we found that the more sense of purpose and present
orientation individuals showed, the higher their psychological well-being was.
Concerning the relation between personality and the perception of time
structure, unemployed people with more openness to experience reported less
sense of purpose. More conscientious individuals showed more sense of purpose,
routine, organization, and present orientation. More neurotic individuals
perceived less sense of purpose and present orientation. Finally, more neurotic
unemployed individuals with more openness for experience showed lower
psychological well-being, due to their lower perception of time
structure.
De webcamtest als voorspeller van professioneel gedrag
Authors: R.E. Op de Beek Marit , K. Oostrom Janneke , Ph. Born Marise
Published: August 2021

The webcam test as a predictor of professional behavior

The webcam test as a predictor of professional behavior

Gedrag & Organisatie, volume 24, September 2011, nr 3, pp. 257-285.The webcam test is a new video assessment designed to measure social competencies. The main purpose of this study was to investigate the criterion-related validity of the webcam test and its incremental validity over and above a cognitive ability test, a personality questionnaire and a video-based situational judgment test. The sample consisted of 106 psychology students. In line with our expectations, the webcam test showed a significant correlation with the criterion professional behavior, a questionnaire about students’ motivation, chairmanship and preparation. Furthermore, the webcam test showed incremental validity over and above the other selection tests. Participants perceived the webcamtest as more face valid than the cognitive ability test and the personality questionnaire. However, the video-based situational judgment test was perceived as more face valid than the webcamtest. Limitations of this study and suggestions for further study are discussed.
De relatie tussen employability en de intentie tot langer doorwerken
Authors: de Graaf Stijn , Peeters Maria , van der Heijden Beatrice
Published: August 2021

A study on the relationship between employability and the retirement intentions of older workers

A study on the relationship between employability and the retirement intentions of older workers

Gedrag & Organisatie, volume 24, November 2011, nr. 4, pp. 374-391.Very recently, it has been decided that the retirement age in the Netherlands will increase to 66 in 2020. Therefore, it is more and more important to understand what motivates older employees to work until their pension age (as opposed to quitting the workforce prematurely). In this study, among 151 Dutch employees of 45 years and older, the central aim was to examine the relationships between workers’ employability perceptions and their intention to work until their retirement age. Additionally, we have investigated to what extent ‘the learning value of the job’, ‘participation in training and education’, and ‘career management’ relate to workers’ employability perceptions. Results of Structural Equation Modelling showed that employability is a significant predictor of the intention to work until retirement age. Moreover, our results indicated that ‘learning value of the job’ and ‘participation in training and education in adjacent area’s’ are important antecedents of one’s employability. The main conclusion of this study is that the higher older employees’ perceptions regarding their own employability, the stronger their intention to work until the official pension age will be. Moreover, a solid learning value of the job as well as possibilities for training in adjacent areas will contribute positively to the employability perceptions of older employees.
Arbeidsvoorwaarden en de gewenste pensioenleeftijd
Authors: van Zwieten Marianne , Fekke Ybema Jan , Geuskens Goedele
Published: August 2021

Terms of employment and the preferred retirement age

Terms of employment and the preferred retirement age

The present study examines how the satisfaction with the terms of employment among older employees affects the preferred retirement age. Two waves of data collection (2008 and 2009) of the cohort-study of the Netherlands Working Conditions Survey (NWCS) were used for this study. The results of this longitudinal study showed that satisfaction with terms of employment that concern flexibility (e.g. flexible working hours and the possibilities for part-time work) contribute to a higher preferred retirement age. It also contributes to not specifying the preferred retirement age. This means that employees who are satisfied with the flexibility in their jobs more often do not know at what age they prefer to retire than employees who are not satisfied, but if they do know they report a higher preferred retirement age. By arranging flexibility in the job together with and to the satisfaction of employees, employees can be stimulated to postpone retirement.
Besluitvorming rondom pensioneren: de invloed van werk- en
organisatiecontext
Authors: van Solinge Hanna , Henkens Kène
Published: August 2021

The retirement decision making process: the role of work and organizational
context

The retirement decision making process: the role of work and organizational
context

Gedrag & Organisatie, volume 24, November 2011, nr. 4, pp.
428-450.This article links organizational forces to individual decision making on
retirement. We examine to what extent work characteristics and organizational context
(organizational policies and workplace norms toward retirement) affect the (planned)
retirement age of workers aged 50 and over. We use data from the NIDI Work and
Retirement Panel. This is a longitudinal study among older workers of three private
sector organizations and among civil servants in the Netherlands. We use information for
those employees that participated in 2001 as well in 2007 (N = 1,611). The results
indicate that job characteristics are associated with retirement decision making: older
individuals with attractive jobs (in terms of challenge and growth) have a higher
(planned) retirement age, the opposite holds for older workers with demanding jobs.
Social forces in the work place are relevant as well. The results indicate that older
workers in organizations with an ‘early exit culture’, where almost all co-workers take
early retirement, show a low propensity to continue working. Perceived supervisor
support for extending working life has the opposite effect. Workers that feel that their
supervisor has a positive attitude towards working longer, have a higher (planned)
retirement age.
‘Handboek HRM: competentiemanagement en arbeidsrecht’
Authors: De Spiegelaere Stan
Published: August 2021

Referentie: Henderickx, E., Janvier, R., Van Beirendonck, L. & Lorré, J. (2010). Handboek HRM: competentiemanagement en arbeidsrecht. ISBN 978-90-334-5807-1. Leuven: Acco. 604 p. € 49,50.
Het nut van de item respons theorie bij de constructie en evaluatie van niet-cognitieve instrumenten voor selectie en assessment binnen organisaties
Authors: J.L. Egberink Iris , R. Meijer Rob
Published: August 2021

The usefulness of item response theory for the construction and evaluation of noncognitive tests in personnel selection and assessment

The usefulness of item response theory for the construction and evaluation of noncognitive tests in personnel selection and assessment

In this article we discuss the use of IRT for the development and application of noncognitive measures in personnel selection and career development. We introduce the basic principles of IRT and we discuss the usefulness of IRT to evaluate the quality of items and tests to assess the measurement precision of a candidate’s trait level, and to investigate item and test bias. Furthermore, we describe several applications of IRT, including computerized adaptive testing and the development of item banks in an automated testing system. Finally, a list of software programs is provided to stimulate the use of IRT models.
Waar staat de Arbeids- en Organisatiepsychologie?
Authors: Zijlstra Fred
Published: August 2021

What are our objectives as Work and Organizational psychologists?

What are our objectives as Work and Organizational psychologists?

In the nineteen seventies Work and Organizational psychologists fiercely debated issues, like who should benefit from research: employers or employees. It is evident that these groups have often conflicting interests. W&O psychologists were requested to make explicit what their position was and what objectives their research had, and indicate who would benefit. This debate seems to have disappeared. Academics seem to be mostly preoccupied with getting yet another paper published. As a consequence the discipline seems to have lost some of its societal relevance. In order to survive as a discipline, Work and Organizational psychologists should again focus on the societal relevance of their work, and take a position. Current developments in the field of work and organization indicate that work has become more complex and difficult. So, there is work to do for Work and Organizational psychologists. We should help to increase participation in the labor market of various groups and be concerned again with the well-being of employees.
Waar is de Organisatie in Gedrag & Organisatie?
Authors: Schalk René
Published: August 2021

Where is the organization in Organizational Behavior?

Where is the organization in Organizational Behavior?

This article discusses why it is of increasing importance for researchers to pay attention to the organization as context factor. It is described what context is, how the context can influence results, and how attention can be paid to the influence of the organization context.
Gedrag & Organisatie: professionalisering van de A&O psychologie
Authors: Steensma Herman
Published: August 2021

Gedrag & Organisatie: Professionalization of Work and Organizational psychology

Gedrag & Organisatie: Professionalization of Work and Organizational psychology

A short history is presented of the journal Gedrag & Organisatie. Moreover, it is described how the journal and its editors may contribute to the professionalization of work and organizational psychology in the Netherlands and in Belgium. The proposed professionalization is partly based on the objectives of the European Federation of Psychologists’ Associations (EFPA).
Job crafting: de psychologie van een baan op maat
Authors: Dorenbosch Luc , B. Bakker Arnold , Demerouti Evangelia , van Dam Karen
Published: August 2021

Job crafting: the psychology of customizing jobs. Introduction to the special issue

Job crafting: the psychology of customizing jobs. Introduction to the special issue

This special issue pays attention to a relatively new research topic in work and organizational psychology: job crafting. Job crafting refers to the modifications employees apply to their jobs in order to better fit this job to their needs and abilities. In this introductory article, we first explain the most important characteristics of job crafting. Next, we take a historical view of the concept of job crafting, describing how this concept and its measurement has developed over time. Then, we provide an introduction to the articles in this special issue. Finally, we outline several questions and topics for future research.
Een alternatieve benadering voor herontwerp van werk
Authors: M.C. van Ruitenbeek Gemma , J.G.P. Mulder Marike , R.H. Zijlstra Fred , J.N. Nijhuis Frans , P.G. Mulders Henny
Published: August 2021

An alternative approach for work redesign: experiences with the method ‘Inclusive Redesign of Work Processes’ (Dutch abbreviation: IHW)

An alternative approach for work redesign: experiences with the method ‘Inclusive Redesign of Work Processes’ (Dutch abbreviation: IHW)

This article introduces an alternative approach to work redesign: the method ‘Inclusive Redesign of Work Processes’ (Dutch abbreviation: IHW-method), aimed to make it possible to participate in the labour market for people with a large distance to the labour market. The IHW-method is based on an analysis and redesign of work processes which subsequently allows organizing work processes in such a way that jobs can be created for people with limited capabilities. The underlying principle is task differentiation from the perspective of worker’s capabilities, allowing organizations to make optimal use of all the existing work capacity and talent in the labour market. This article presents the underlying ideas and background for the development of the method IHW. The redesign principles of the method IHW and the first experiences with this method in a healthcare organization are discussed. The method turned out to be effective for the creation of suitable work for a large group of people with disabilities in this organization.
Initiatiefrijk en functie-inhoudelijk presteren
Authors: A. Beudeker Dagmar , A. Rink Floor , Ellemers Naomi , W.B. Blonk Roland
Published: August 2021

The relationship between leaders’ self-regulation strategies and employees initiative taking and objective task performance

The relationship between leaders’ self-regulation strategies and employees initiative taking and objective task performance

In this research we focus on the self-regulation strategies (promotion and prevention focus) that leaders use to influence followers. We propose that both self-regulation strategies are necessary for leaders in addressing followers. However, each self-regulation strategy is useful to enhance different work behaviors in employees. These assumptions were tested amongst 42 work coaches in four employment services organizations in the Netherlands. The results confirm that a promotion focused leadership style is positively related to initiative taking in employees (hypothesis 1), while a prevention focused leadership style is positively related to objective task performance in employees (hypothesis 2). These results suggest that leaders should balance the use of both foci in their work in order to function optimally.
Competitief altruïsme op de werkvloer: een evolutionair psychologische benadering
Authors: P. Engelhard Nynke , J. van der Wal Arianne , van Vugt Mark
Published: August 2021

Competitive altruism at work: An evolutionary psychology approach

Competitive altruism at work: An evolutionary psychology approach

‘Competitive altruism’ theory (Hardy & Van Vugt, 2006) sheds new light on why people behave altruistically in work organizations. Evidence shows that getting an altruistic reputation is profitable for employees in the long run. An experiment among employees was conducted to see if ‘altruism’ as a form of Organizational Citizenship Behaviors affects the reputation of the candidate employee and whether this behavior eventually gets them the job and a higher starting salary. Based on a hypothetical candidate employee, who was described as either altruistic or non-altruistic, participants evaluated his/her reputation, cooperation, attraction and starting salary. The findings confirmed that altruistic candidate employees have a better reputation than non-altruistic employees. As expected, people have a stronger preference to work with employees with an altruistic reputation , and they get a higher starting salary. Practical and theoretical implications are discussed.
Het Job Demands-Resources model
Authors: Van den Broeck Anja
Published: August 2021

The Job Demands-Resources model: A motivational analysis from Self-Determination Theory

The Job Demands-Resources model: A motivational analysis from Self-Determination Theory

This article concerns the doctoral dissertation of Van den Broeck (2010) which details employee motivation from two different recent perspectives: the job demands-resources model (JD-R model) and the self-determination theory (SDT). This article primarily highlights how the studies of this dissertation add to the JD-R model by relying on SDT. First, a distinction is made between two types of job demands: job hindrances and job challenges. Second, motivation is shown to represent the underlying mechanism of all relationships from job characteristics to burnout and work engagement, as detailed in the JD-R model. Finally, motivation is considered as a personal resource protecting employees from detrimental environmental influences and assisting them in making maximum use of beneficial job characteristics. In conclusion, this article highlights how the dissertation, based on a positive view on mankind, puts motivation to the fore in the JD-R model.
De rol van tijd in organisaties: introductie op het thema
Authors: M.P. Gevers Josette , van Eerde Wendelien , Roe Robert
Published: August 2021

The relevance of time in organizations and organizational studies: Introduction to the special issue

The relevance of time in organizations and organizational studies: Introduction to the special issue

This special issue addresses the relevance of time in organizations and organizational research. Given that time is inherent to all activity and interaction, it is an important factor for understanding the functioning of people in the workplace. The realization of this fact has recently led to a rediscovery of the theme in contemporary industrial and organizational psychology. In this introductory article, we offer a historical overview of the work devoted to time in I/O psychology, which shows a clear shift from objective time, as given, to subjective time, as experienced. We provide some examples from practice to show that both approaches are relevant for our field of research. Additionally, we describe the history and current state of affairs regarding theory development and research methodology. We go on to provide an introduction to the articles in this special issue. Finally, we briefly outline some directions for future research.
Een overzicht van de timemanagementliteratuur
Authors: van Eerde Wendelien
Published: August 2021

A review of the time management literature

A review of the time management literature

This article provides an overview of the literature on time management. A model on time management is provided and an overview of recent research developments is given. Relatively few studies have been devoted to time management among the working population; instead students have been studied. Overall, time management has been found to affect study results favorably, but studies that have included employees show considerable variation in comparison to research on students. Perceived control and stress are related to time management, whereas the results on work performance are not clear-cut. It is probably better to consider time management in interaction with other variables to predict outcomes. Based upon the insights of this review, new developments are described, suggestions for future research are given, and the significance for practice is discussed.
De rol van subjectieve tijdbeleving in organisaties
Authors: L.W. Vliek Michael
Published: August 2021

The role of subjective time in organizations: A temporal perspective on temporary workers’ commitment to the organization

The role of subjective time in organizations: A temporal perspective on temporary workers’ commitment to the organization

Time is often considered in terms of its function in structuring everyday events and experiences in a chronological order. However, the subjective experience of time (i.e., the experience of a temporal interval as either ‘short’ or ‘long’) does not always follow this more objective ‘clock time’. For some, the time until a deadline or end of a contract might be experienced as an eternity, while for others a similar interval might be experienced as relatively short. In the current contribution, I provide an overview of research on subjective time experience and relate these insights to a specific domain of inquiry: the motivation and commitment of employees who have contracts of limited duration, such as temporary workers or those close to their pension. Research suggests that shorter objective distance in time away from the end of a contract negatively influences the employee’s motivation and commitment. However, subjective distance may yield similar results. This difference is relevant given the ambiguity in mental representations of subjective durations which allows people to systematically alter such perceptions, thus providing a way in which motivation and commitment may be maintained.
Kernaspecten van Het Nieuwe Werken en een checklist om deze in kaart te brengen
Authors: van Breukelen Wim , Makkenze Sara , Waterreus Robin
Published: August 2021

The core aspects of the New Way of Working and a checklist to measure these aspects

The core aspects of the New Way of Working and a checklist to measure these aspects

According to the New Way of Working, employees perform their work independent of location and time, and are supported by advanced information and communication technology. Despite the importance of recent developments, to date few systematic studies have been carried out on them. To improve the quality of research on this topic, we developed a checklist in order to measure the four core aspects of the New Way of Working (NWW). These aspects are: working at a distance (teleworking), not having a fixed work station at the office, working at flexible times, and using advanced technology. The checklist covers the four core aspects and has to be filled out by individual employees. It provides detailed information about their working situation: their ‘NWW profile’. We used the checklist in two types of organizations, i.e., health care (N = 99) and public service (N = 87), and examined the patterns of interrelations between the various aspects. These analyses revealed five distinct categories of employees. We conclude this article with suggestions for using the checklist in organizational studies on the effects of the New Way of Working.
Het motivationele proces van het Job Demands-Resources Model bij vrijwillig en onvrijwillig ontslagen werknemers tijdens de opzegtermijn
Authors: R. Peeters Ellen , Van de Ven Bart , De Cuyper Nele , Vlerick Peter , De Witte Hans
Published: August 2021

The motivational process of the Job Demands-Resources Model among voluntary and involuntary dismissed employees during the term of notice

The motivational process of the Job Demands-Resources Model among voluntary and involuntary dismissed employees during the term of notice

This study examines the motivational process of the Job Demands-Resources (JD-R) Model in a sample of recently dismissed (voluntary and involuntary) Flemish employees (N = 213). Specifically, the relations between three work-related resources (perceived employability, social support, and acceptance of feedback given during the exit conversation) and work-related behavior (in-role and extra-role behavior) were examined. We hypothesized (1) that this relationship is mediated by dedication, and (2) there would be a difference between voluntary and involuntary dismissed employees. The results showed that the resources had an indirect effect on in-role and extra-role behavior, (partially) mediated by dedication. There was a positive relationship and a negative relationship between perceived employability and dedication for voluntary and involuntary dismissed employees, respectively. In summary, the JD-R Model serves as a relevant framework for studying employees’ work behavior and motivational process during their term of notice.
Ecologische schalen als personeelspsychologisch antwoord op situationele gedragsverschillen: ontwikkeling van een consciëntieusheidschaal voor promovendi
Authors: Butter René
Published: August 2021

Ecological scales as personnel psychology’s response to situational behaviour differences: development of a conscientiousness scale for Ph.D. candidates

Ecological scales as personnel psychology’s response to situational behaviour differences: development of a conscientiousness scale for Ph.D. candidates

Personnel psychology aims to predict situational success criteria for specific jobs, but is restricted by the relatively low validity of traditional personality inventories. Individual behavior varies across situations and traditional inventories are constructed to cancel out these differences. To tackle this problem, this study presents the concept of ‘ecological scales’. These are contextualized questionnaires with a high ecological validity, meaning that the test outcomes correspond to daily practice. A time management scale was developed for Ph.D. candidates. The time management scale was significantly related to Ph.D. success and showed incremental validity above the Big Five. These results suggest that ecological scales could contribute to further improving the criterion-related validity of personality instruments.
Persoonlijkheid als voorspeller van werkprestatie en contraproductief werkgedrag
Authors: de Vries Anita , E. de de Vries Reinout , Ph. Born Marise , H. van den Berg Remko
Published: August 2021

Personality as predictor of job performance and counterproductive work behaviour. The importance of specificity in personality measurement

Personality as predictor of job performance and counterproductive work behaviour. The importance of specificity in personality measurement

The main purpose of this study was to improve the prediction of job performance and counterproductive work behavior using personality measurements. Three characteristics were examined: (1) trait specificity, i.e., using narrow rather than broad personality traits; (2) contextual specificity, i.e., the specificity of the situational context to which respondents refer when completing a personality inventory, such as the home or work context; and (3) referent specificity, i.e., the specificity of the comparison other in self-reported personality. The results show that narrow traits are able to explain more variance than broad traits in the prediction of work outcomes, and that adding a relevant context to personality items leads to higher predictive validities. Furthermore, the findings suggest that using reference groups influences the way people respond to a personality test. Taken together, this article accentuates the importance of specificity in personality measurement for improving the prediction of work outcomes.
Gezocht: duidelijkheid, structuur en ontwikkeling
Authors: Corporaal Stephan , van Vuuren Tinka , van Riemsdijk Maarten
Published: August 2021

Wanted: clarity, structure and development. A description of the job preferences among job seekers with lower and higher education

Wanted: clarity, structure and development. A description of the job preferences among job seekers with lower and higher education

The purpose of this study was to develop and validate an instrument measuring young job seekers’ preferences for job and organizational characteristics related to job and organizational attractiveness. We developed an instrument for three job and organizational characteristics: type of work, work environment and organizational image. We used the outcomes of a qualitative study among 433 undergraduate students in the Netherlands to generate items and operationalize the job and organizational characteristics. After creating the instrument, we gathered data from a sample of 1,765 undergraduate students to test it. We assessed the reliability of the scales using Cronbach’s alpha and performed an exploratory and confirmatory factor analysis. In our study, young job seekers seem to associate job and organizational characteristics with aspects other than those measured with existing scales commonly used in this line of research.
Mensen met een roeping: een zegen of een zorg in de hulpverlening?
Authors: Steenkamp-Scheinhardt Coranne , Näring Gérard
Published: August 2021

Workers with a calling: Blessed or in need in our care system?

Workers with a calling: Blessed or in need in our care system?

People who feel they have a calling find their work meaningful. A calling leads to a heightened motivation for work and could therefore be related to less emotional exhaustion. The related concept of spirituality might also have an inverse relation with exhaustion. Calling might also moderate the relation between emotional demands and exhaustion.We investigated these relationships in 235 employees working in a mental health institution. Spirituality overlapped only marginally with calling. There was a positive relationship between emotional demands and emotional exhaustion, and a negative relationship between calling and emotional exhaustion. Calling explained four percent of the variance in emotional exhaustion, but did not moderate the relation between emotional demands and emotional exhaustion. One aspect of spirituality, connectedness with the self, was also negatively related to emotional exhaustion. Persons with a calling are not protected in any special way from emotional demands, but suffer less from emotional exhaustion.
Creativiteit en innovatie
Authors: A. Nijstad Bernard , Baas Matthijs , Gevers Josette
Published: August 2021

Creativity and innovation: Introduction to the theme

Creativity and innovation: Introduction to the theme

In this introduction to the special issue of Gedrag & Organisatie we provide a brief overview of the state-of-the-science in the area of creativity and innovation. We then introduce the six articles in the special issue. We end with a short conclusion.