bluuebunny/crossref_metadata_2025 huggingface dataset:
Work characteristics and the emergence of a sustainable workforce: Do job design principles matter?
Authors: Fay Doris , Kamps Alexandra
Published: August 2021

Work characteristics and the emergence of a sustainable workforce: Do job design principles matter?

Work characteristics and the emergence of a sustainable workforce: Do job design principles matter?

Doris Fay & Alexandra Kamps, Gedrag & Organisatie, Volume 19, June 2006, nr. 2, pp. 184.

Today's organisations require a workforce with high levels of adaptability and flexibility, that is, a sustainable workforce. Drawing on the notion of socialization through work, this study looks at the potential role of job design for building a sustainable workforce. Drawing on data from 335 individuals from the new German countries, we tested whether levels of desirable attitudes and behaviours are associated with the application of Tayloristic design principles. Perceptions of work characteristics (job control, complexity, task completeness, prescription of one-best-way of doing the job) were used to create groups of work places that differed in degree of Taylorism. Comparison of jobs with high versus low levels of Taylorism showed that individuals with Tayloristic jobs had lower work-related self-efficacy, lower personal initiative, innovativity and readiness to change, and higher levels of control rejection and depression than individuals in less Tayloristic jobs. Implications for changing job demands and future work are discussed.
Opleidingsbereidheid bij tijdelijke versus vaste werknemers in relatie tot attitudes, welzijn en gedrag
Authors: De Cuyper Nele , De Witte Hans
Published: August 2021

Willingness to follow training among temporary versus permanent workers in relation to attitudes, well-being and behavioural intentions

Willingness to follow training among temporary versus permanent workers in relation to attitudes, well-being and behavioural intentions

Nele De Cuyper & Hans De Witte, Gedrag & Organisatie, Volume 19, September 2006, nr. 3, pp. 290-306

We investigate differences between temporary and permanent workers concerning their willingness to follow training. We moreover assess the extent to which willingness adds in explaining engagement, organizational commitment, life satisfaction and performance. Willingness to follow training concerns either the internal or the external labour market (internal versus external willingness). Expectations are based on (1) Human Capital Theory, (2) literature on boundaryless careers and the new psychological contract, and (3) ideas on temporary employment as a stepping stone to permanent employment. Results (N = 559) show that temporaries as compared to permanents report higher internal willingness. They do not differ on external willingness. Furthermore, both internal and external willingness positively relate to the outcomes, except for life satisfaction. The effects of internal willingness on engagement and organizational commitment are moreover stronger among temporaries than among permanents.
The Blackwell Handbook of Personnel Selection
Authors: van Dam Karen
Published: August 2021

De laatste tijd verschijnen met enige regelmaat Engelstalige handboeken die zijn samengesteld door een Nederlands team. Deze handboeken hebben gemeen dat zij worden uitgegeven door een prestigieuze buitenlandse uitgever en bijdragen bevatten van gerenommeerde internationale onderzoekers. Na verschillende handboeken op het gebied van arbeid en gezondheid (onder andere Kompier & Cooper, 1999; Schabracq, Winnubst & Cooper, 1996, 2003) verscheen vorig jaar een handboek op het gebied van de personeelsselectie: The Blackwell Handbook of Personnel Selection onder redactie van Arne Evers, Neil Anderson en Olga Voskuijl, allen verbonden aan de Universiteit van Amsterdam.
Achter het masker van de persoonlijkheid; gids tot zelfkennis voor individu en coach
Authors: van der Vlist René
Published: August 2021

Froukje Wirtz promoveerde in 1997 op het proefschrift Persoonlijk leiderschap; de bijdrage van de persoonlijkheidspsychologie van Pieter van de Griend aan arbeidsorganisaties (Gepubliceerd door Thesis in Amsterdam). In zekere zin is Achter het masker... hier een vervolg op. Opnieuw maakt Wirtz gebruik van de persoonlijkheidstheorie van Van de Griend (1922-2001; o.a. lector en vanaf 1970 hoogleraar aan de Erasmus Universiteit te Rotterdam. Zie Wirtz, 2006, p. 25 e.v.).
Rechtvaardigheidsonderzoek in Nederland
Authors: Syroit Jef , Steensma Herman , van Breukelen Wim
Published: August 2021

Justice research in the Netherlands

Justice research in the Netherlands

J. Syroit, H. Steensma & W. van Breukelen, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 321-326

This edition is dedicated to justice research in the Netherlands. The concepts justice, fairness and equity are introduced and the history of justice research and justice theory are described. After that, the nine contributions to this special issue are summarized. On the basis of a review of this and other recent literature we identify several trends in justice research. We conclude this introduction with an agenda for future research projects.
Differentiatie door coaches binnen amateursportteams: terecht of onterecht?
Authors: van Breukelen Wim , Wesselius Wendy
Published: August 2021

Differential treatment by coaches of amateur sports teams: right or wrong?

Differential treatment by coaches of amateur sports teams: right or wrong?

J.W.M. van Breukelen & W. Wesselius, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 427-444

A central assumption in the Leader-Member Exchange (LMX) theory is that leaders do not adopt a single style towards all members of their work unit, but treat the various team members differently. This may result in different kinds of working relationships between the leader and the various members ranging from formal to intense. The effects of these different LMX relationships are visible in important outcome variables such as job satisfaction and performance.

Not only in working organizations but also in the context of sports differential treatment by the coach seems a relevant topic. In this article we describe the results of a field study among the players (N = 218) of 21 amateur sports teams. Firstly, we investigated on which aspects the coaches of these teams differentiated between the various team members and how these incidents of differential treatment were experienced by the players in terms of justice and fairness. In addition, we analyzed whether the frequency and evaluation of differential treatment was related to the players' enthusiasm and to team atmosphere and team performance. Social differentiation was appreciated less than task differentiation. Especially task differentiation proved to be important for team performance.
Geluidhinder: decibels of onrechtvaardige procedures?
Authors: Maris Eveline , Jan Stallen Pieter , Steensma Herman , Vermunt Riël
Published: August 2021

Noise Annoyance: Decibels or Unfair Procedures? The contribution of social (in)justice theory to the explanation of noise annoyance

Noise Annoyance: Decibels or Unfair Procedures? The contribution of social (in)justice theory to the explanation of noise annoyance

E. Maris, P.J.M. Stallen, H. Steensma & R. Vermunt, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 445-460

Noise annoyance is determined by acoustical (e.g., loudness, pitch) and nonacoustical variables (e.g., sensitivity, attitudes towards the source). What is the role of social nonacoustical variables (e.g., the sound management)? Three laboratory experiments (N1 = 90, N2 = 117, N3 = 76 subjects) investigating the effects of fair (i.e., 'voice'), neutral, and 'unfair' (i.e., inconsistent procedure) sound management procedures on annoyance with fifteen minutes of 50 or 70 dB A(Leq.) aircraft sound, are evaluated. Results from each experiment show that systematic differences in procedural fairness yield systematic differences in annoyance. The combined results suggest that: 1) a psychological model of noise annoyance needs to consider the social aspects of noise exposure, 2) the operation of social nonacoustical determinants depends on the perceived harmfulness of the exposure situation, arising either from the situation's acoustics or from its social implications, and 3) aviation noise policies should pay due attention to the fairness of their procedures.
Investeren in employability: wiens verantwoordelijkheid?
Authors: Verbruggen Marijke , Forrier Anneleen , Sels Luc , Bollen An
Published: August 2021

Investing in employability: whose responsibility?

Investing in employability: whose responsibility?

M. Verbruggen, A. Forrier, L. Sels & A. Bollen, Gedrag & Organisatie, volume 21, March 2008, pp. 56-73

Investing in employability is often regarded as a shared responsibility between employees and employers. In practice, however, not all employees and employers take up that responsibility. The Flemish government introduced an 'entitlement to external career guidance' to correct the observed deficiencies. In this article we investigate whether this entitlement can do so. In addition, we examine how employability-investment of employers affects employability-initiative of employees. We conduct a path analysis using data of 803 Flemish employees. Results indicate that employability-initiative of employers encourages employees to take on activities of their own accord, that especially proactive employees are willing to participate in external career guidance and that external career guidance can not totally compensate for a lack of employability-support of the employer.
Een overzicht van het sociaal- en organisatiepsychologisch onderzoek in Nederland naar creativiteit en innovatie
Authors: Rietzschel Eric , Janssen Onne
Published: August 2021

Social and organizational psychological research on creativity and innovation in the Netherlands: an overview

Social and organizational psychological research on creativity and innovation in the Netherlands: an overview

E. Rietzschel & O. Janssen, Gedrag & Organisatie, volume 21, March 2008, pp. 74-87

This is the first article of a series about creative and innovative performance by individuals and teams. We aim to give an overview of social and organizational psychological research in the Netherlands, published between 2000 and 2006 in Behavior & Organization and in international journals. The selected articles are classified according to subject (creativity versus innovation) and level of analysis (individual versus group level), followed by a general review and discussion.
Van conflictescalatie tot pesterijen op het werk: een analyse met de conflicthanteringstijlen uit de Dual Concern Theorie
Authors: Baillien Elfi , Neyens Inge , De Witte Hans , Notelaers Guy
Published: August 2021

From conflict escalation to workplace bullying: an analysis with the conflict management styles of the Dual Concern Theory

From conflict escalation to workplace bullying: an analysis with the conflict management styles of the Dual Concern Theory

E. Baillien, I. Neyens, H. De Witte & G. Notelaers, Gedrag & Organisatie, volume 21, June 2008, nr. 2, pp. 113-136

Various studies report a relationship between conflicts and conflict escalation and workplace bullying. This study examines whether conflict management styles of team members explain the escalation of conflicts into workplace bullying. Inspired by the Dual Concern Theory, we assume that conflict escalation will lead to bullying when the team scores high on 'forcing' and 'avoiding'. When 'problem solving' and 'yielding' are dominant, workplace bullying will decrease. Hypotheses are tested within 5420 respondents. The results show a significant contribution from the interactions 'conflict frequency – forcing', 'conflict frequency – problem solving', and 'conflict frequency – avoiding'. This, however, is not the case for the interaction between conflict frequency and yielding. Further analyses confirm the hypotheses: the number of conflicts is more strongly related to bullying in case of a high score on forcing or a high score on avoidance. Besides, conflict frequency is more weakly related to bullying in case of high problem solving.
Zelfsturing in leren en loopbaan als predictoren van employability bij
laaggeschoolde werknemers
Authors: Raemdonck Isabel , de Grip Andries , Segers Mien , Thijssen Jo , Valcke Martin
Published: August 2021

Self-directedness in learning and career as predictors of employability in low-qualified
employees

Self-directedness in learning and career as predictors of employability in low-qualified
employees

I. Raemdonck, A. de Grip, M. Segers, J. Thijssen & M. Valcke, Gedrag &
Organisatie, volume 21, November 2008, nr. 4, pp. 386-405

Few researchers have devoted attention to the role of self-directedness in maintaining
employability. This study examines the relationship between self-directedness in learning
and in career and employability of low-qualified employees. We report the results of a one
year follow-up study of 284 low-qualified employees. The results show that the highest
chance for a vertical job change is found in those employees who show higher levels of
self-directedness in learning and in those employees who show higher levels of
self-directedness in their career. The chance of having no turnover intention and no future
turnover behavior is found in those employees who show higher levels of self-directedness
in their learning and in those employees who show lower levels of self-directedness in
their career. No relationship was found between self-directedness and job tenure.
Relatiekwaliteit als moderator in de relatie tussen procedurele rechtvaardigheid en reacties op feedback in prestatiebeoordeling
Authors: Feys Marjolein , Libbrecht Nele , Anseel Frederik , Lievens Filip
Published: August 2021

Supervisor-subordinate relationship quality as a moderator in the relationship between procedural justice and feedback reactions in performance appraisal

Supervisor-subordinate relationship quality as a moderator in the relationship between procedural justice and feedback reactions in performance appraisal

M. Feys, N. Libbrecht, F. Anseel & F. Lievens, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 430-450

In this study, we examined the influence of supervisor-subordinate relationship quality and employees' justice perceptions on feedback reactions. Based on organisational justice theory, however, we expect that the effect of justice on feedback reactions is moderated by relationship quality. We examined this hypothesis in two cross-sectional field studies (N = 219 and N = 83) using two different types of performance appraisal. The results support the hypothesis and suggest that there is an interaction effect between relationship quality and justice with acceptance of feedback being highest when one of both antecedent factors was favourable. These insights can offer organisations concrete strategies for stimulating employee development through feedback.
De stilte na de brainstorm: het belang van effectieve ideeënselectie
Authors: Rietzschel Eric , Nijstad Bernard , Stroebe Wolfgang
Published: August 2021

After the brainstorm: The importance of effective idea selection

After the brainstorm: The importance of effective idea selection

E. Rietzschel, B. Nijstad & W. Stroebe, Gedrag & Organisatie, volume 22, March 2009, nr. 1, pp. 76-87

This article addresses the question how generating creative ideas (as done in brainstorming sessions) contributes to effective innovation. Several experiments are discussed, which show that creative idea generation in itself is not sufficient to come to the selection of good ideas; instead, using the right selection criteria is essential. Implications for management practice are discussed.
De zes belangrijkste persoonlijkheidsdimensies en de HEXACO Persoonlijkheidsvragenlijst
Authors: E. de Vries Reinout , C. Ashton Michael , Lee Kibeom
Published: August 2021

The six most important personality dimensions and the HEXACO Personality Inventory

 The six most important personality dimensions and the HEXACO Personality Inventory

R.E. de Vries, M.C. Ashton & K. Lee, Gedrag & Organisatie, volume 22, September 2009, nr. 3, pp. 232-274

Recent lexical research on the structure of personality has revealed six independent and cross-cultural corresponding dimensions of personality in the same datasets that have led to the emergence of the Big Five model of personality. These six dimensions, Honesty-Humility, Emotionality, Extraversion, Agreeableness, Conscientiousness, and Openness to Experience, constitute the HEXACO model of personality. In two studies, the psychometric properties of the Dutch HEXACO Personality Inventory (HEXACO-PI) and the Dutch HEXACO Personality Inventory-Revised (HEXACO-PI-R) and the relations of its factor- and facet-scales with background variables, the NEO-PI-R, the Dutch Personality Questionnaire (DPQ), and the Sensation Seeking Scale (SSS) are investigated. The results show that the HEXACO-PI(-R) has sound psychometric properties and is meaningfully related to the abovementioned questionnaires. Implications for personality research and assessment are discussed.
Disability Case Management: een meerwaarde bij arbeidsreïntegratie
Authors: Tijtgat Elizabeth , Verjans Marthe , Vlerick Peter , Bruyninx Katrien
Published: August 2021

The added value of Disability Case Management in occupational reintegration

The added value of Disability Case Management in occupational reintegration

E. Tijtgat, M. Verjans, P. Vlerick & K. Bruyninx, Gedrag & Organisatie, volume 22, November 2009, nr. 4, pp. 392-410.

The present field study investigates perceptions of employees and other related actors regarding the role of the Disability Case Manager (DCM) in occupational reintegration routes. The qualitative results of 43 cases show the added value of the DCM through its role in translating the legal framework into concrete reintegration advices, in stimulating collaboration within the network, and in synchronizing employees' competences and work demands. However, there is no consensus about the importance of these roles. Limitations and implications of the results are discussed.
Reductie van negatieve stereotypen over Marokkanen door een speelfilm
Authors: Vrugt Anneke , Jacobs Mardou , Meertens Roel
Published: August 2021

Reduction of negative stereotypes about Moroccans through a movie

Reduction of negative stereotypes about Moroccans through a movie

A. Vrugt, M. Jacobs & R. Meertens, Gedrag & Organisatie, volume 23, March 2010, nr. 1, pp. 0-00

This study investigated whether looking at the movie 'Cool' of Theo van Gogh would reduce secondary school students' negative stereotypes about Moroccans. The results showed that appreciation of the movie contributed through empathy with the Moroccan protagonists in the movie to small attribution of negative stereotypical traits to Moroccans in general. Before looking at this movie the participants ascribed negative stereotypical traits to a greater extent to Moroccans in general than to young people in general. After looking at the movie the participants less strongly ascribed negative stereotypical traits to Moroccans in general than before. Moreover, after looking at the movie negative stereotypical traits were ascribed to a greater extent to young people in general than before. After looking at the movie there were no longer any differences between the attribution of negative stereotypical traits to Moroccans in general and young people. Furthermore, empathy had a negative relationship with the attribution of undesirable behaviour to personal dispositions, and the undesirable behaviour of Moroccan young people was attributed less to personal dispositions after looking at the movie than before.
Stemming, motivationele oriëntatie, fit en creativiteit:
De rol van mentale activering
Authors: Baas Matthijs , K.W. De Dreu Carsten , A. Nijstad Bernard
Published: August 2021

Mood, motivational orientation, fit, and creativity: The role of mental activation

Mood, motivational orientation, fit, and creativity: The role of mental activation

M. Baas, C.K.W. De Dreu, & B.A. Nijstad, Gedrag & Organisatie, volume 23, March 2010, nr. 1, pp. 00-00.

This article aims to increase our understanding of the ways mood and motivational states influence creativity. Based on the dual pathway to creativity model, we argue that creativity is function of flexibility (the number of content categories that is surveyed), and of persistence (the exploration of a few content categories in great depth). Second, the model argues that affective and motivational states that activate the individual (e.g., happiness, anger, fear, approach states, unsuccessful avoidance motivation) enhance creativity as compared to motivational states that deactivate the individual (e.g., sadness, relaxed state, successful avoidance). We discuss a series of experiments that support these predictions. Furthermore, the positive effects of activating states are stronger when the creativity task fits the motivational state. We end with practical implications for managers and policy makers about how to boost employee creativity.
Nu even niet…! Of toch wel…?
Authors: Spoor Ellen , de Jonge Jan , P.H. Hamers Jan
Published: August 2021

Take a break…! Or better not…?

Take a break…! Or better not…?

A daily-survey study on detachment and creativity

Ellen Spoor, Jan de Jonge & Jan P.H. Hamers, Gedrag & Organisatie, volume 23, December 2010, nr. 4, pp. 296-315.

This study investigated the influence of job demands, job resources, and off-job detachment on creativity, by testing the principles of the Demand-Induced-Strain Compensation (DISC) model with an 8-days daily survey study. Detachment is defined as the extent to which one is able to detach oneself completely from one’s work (recovery experience). Results of multilevel analysis among 71 health care workers showed that, in case of high emotional job demands, not completely detaching oneself emotionally from the job after working hours is beneficial for creativity. In addition it appeared that a combination of high physical demands and low physical resources is conducive to creativity. Contrary to expectations, cognitive job demands, cognitive resources, and cognitive detachment did not have any influence of creativity. Finally, study implications for theory and practice were discussed.
Instrumenten om Personeel te Selecteren in de 21ste Eeuw:
Authors: Lievens Filip , De Soete Britt
Published: August 2021

Instruments for Personnel Selection in the 21st Century: Research and Practice

Instruments for Personnel Selection in the 21st Century: Research and Practice

This article presents an evidence-based overview of innovative selection techniques that were developed in the last years to provide an answer to key questions concerning the contemporary practice of selection. In addition, we aim to point out gaps in the current knowledge about these novel techniques to guide future research. The article shows that innovative selection instruments such as conditional reasoning tests, integrity tests, and implicit association tests might offer opportunities to measure value-based competencies, and maladaptive traits. Furthermore, contextualized personality questionnaires, business-related intelligence tests, situational judgment tests, and so-called serious games enable organizations to improve their image, which creates branding opportunities to promote the company as an attractive employer. Finally, we conclude by stating that practitioners and researchers face numerous selection challenges. Examples are the selection of a diverse as well as competent workforce and the reliable and valid implementation of unproctored Internet testing.
Werkverslaving, een begrip gemeten
Authors: Schaufeli Wilmar , van Wijhe Corine , Peeters Maria , Taris Toon
Published: August 2021

Workaholism

Workaholism

Work addiction or workaholism is defined as the uncontrollable need to work excessively hard. Based on this definition, the DUWAS (Dutch Workaholism Scale) is introduced, a brief two-dimensional self-report instrument that includes two correlated subscales of five items each: Working Excessively (WE) and Working Compulsively (WC). Using a national Dutch database (n = 11.060) cut-off scores were computed that allow a classification of levels of workaholism. Analyses (n = 1.166) reveal that particularly the combination of high scores on both WE and CW is unfavorable. It is concluded that the DUWAS is a reliable and valid inventory that can, for instance, be used as a screening tool to identify workaholic employees.
Flexicurity gemeten. Een vragenlijst over flexibiliteit en zekerheid voor organisatie en werknemer
Authors: Schalk René , Raeder Sabine
Published: August 2021

Flexicurity assessed. A questionnaire for organizational and employee flexibility and security

Flexicurity assessed. A questionnaire for organizational and employee flexibility and security

Gedrag & Organisatie, volume 24, September 2011, nr. 3, pp. 286-303.Flexicurity, the balance between security and flexibility, is an important theme in Human Resource Management in Europe for employers as well as employees (Freese, Paauwe & Schalk, 2009). A questionnaire was developed to assess perceptions of employees on security and flexibility, a Dutch version of an original Swiss instrument (Raeder, Wittekind, Inauen & Grote, 2009). Data of two studies are used to examine the structure of the questionnaire with confirmatory factor analysis. In addition, hypotheses on the influence of on the one hand expected and offered flexibility and security, and on the other hand commitment, turnover intention, leadership perceptions and life satisfaction are tested. The structure of the questionnaire was confirmed. The results support the expected effects of perceptions of flexibility and security on commitment, turnover intention, leadership perceptions, and life satisfaction. Using the instrument can help organizations to adapt or innovate their HR policies.
Moeilijke beslissingen
Authors: A. Nijstad Bernard
Published: August 2021

Difficult decisions

Difficult decisions

Gedrag & Organisatie, volume 24, September 2011, nr. 3, pp.
304-315.In the scientific literature, there is no consensus about
the causes of (subjectively experienced) decision difficulty. It is important,
however, to know more about this, because more resources are invested in
difficult rather than easy decisions, because difficult decisions are associated
with stress, and because decision difficulty affects people’s choice
behavior. I present a theory about decision difficulty, which consists of two
stages. In the first stage, the decision maker tries to uncover which of the
alternatives is sufficiently distinct from other alternatives. In the second
stage, the decision maker evaluates whether the favorite alternative in fact is
good enough. This theory is illustrated with examples of field and laboratory
research.
Kan het daderschap van pesterijen verklaard worden via het Job Demands-Resources model?
Authors: Baillien Elfi , Sijmens Nele , De Witte Hans
Published: August 2021

Can workplace bullying be explained by the Job Demands-Resources model?

Can workplace bullying be explained by the Job Demands-Resources model?

Workplace bullying leads to negative consequences and should be prevented. Studies investigating antecedents of bullying showed however two shortcomings. First, they mainly focused on targets, so little is known about perpetrators. Second, they rarely used theoretical frameworks to structure the antecedents. Therefore, this study aims to apply the Job Demands-Resources (JDR) model to being a perpetrator of bullying. We hypothesized that job demands related positively and job resources related negatively to being a perpetrator of bullying. We assumed an interaction effect between demands and resources and expected exhaustion to mediate the relationship between demands, resources and being a perpetrator. The results (N = 706) showed a significant interaction: job resources buffered the positive relation between job demands and being a perpetrator. No evidence was found for the direct effects and for exhaustion as a mediator. In summary, the JDR model is a valuable framework to explain being a perpetrator of bullying: job demands and resources interact in the prediction of being a perpetrator. Future studies may focus on other mediators that could explain this relationship.
Hoe willen werknemers na hun pensioen blijven werken?
Authors: Polat Tuğba , Matthijs Bal P. , G.W. Jansen Paul
Published: August 2021

After-retirement work profiles: how do employees want to continue working after retirement?

After-retirement work profiles: how do employees want to continue working after retirement?

This paper investigates employees’ preferences for working after their retirement age and the (personal and organizational) factors that are related to those preferences. The study was conducted among 474 employees of three elderly care organizations. The results demonstrated that there are four after retirement work-profiles, namely: a work-profile in which the employee prefers to (1) work less; (2) keep the existing work-profile more or less the same, (3) modify the content of their work, (4) change the work context. Further analyses demonstrated that with increasing age, preferences to change the content of the work or the context of the work decrease. Contrarily, employees with a higher education have the preference for a work-profile with modified work content and have higher preference to work in another work context after their retirement. Further, the results displayed that employees who experience an accommodative organizational climate want to modify their job tasks and prefer to work somewhere else. Contrastingly, employees that experience a development organizational climate and psychological contract fulfillment want to modify their work involvement as little as possible.
De veelzijdigheid van een intrateam-conflict
Authors: Rispens Sonja , A. Jehn Karen
Published: August 2021

The versatility of intrateam conflict. Construction and test of a Dutch instrument for measuring team conflict types and conflict dimensions

The versatility of intrateam conflict. Construction and test of a Dutch instrument for measuring team conflict types and conflict dimensions

Conflicts occur frequently within teams. These conflicts may deal with different issues such as disagreements about the task (task conflict), disagreements about personal issues (relationship conflict), and about the distribution of responsibilities (process conflict). In this study, we present the Dutch translation and test of an instrument that aims to measure the distinct dimensions of the above mentioned conflict types. The results showed that for each type of conflict, four dimensions can be distinguished: importance of the issue, negative emotions, open conflict norms, and conflict resolution efficacy. Reliabilities and validity of the instrument were examined and largely supported by the data. Implications for future research and organizational practice are discussed.
Een kritische kijk op onderzoeks- en publicatieontwikkelingen in de Arbeids- en Organisatiepsychologie
Authors: Lievens Filip , Anseel Frederik
Published: August 2021

A critical review of research and publication trends in the field of Industrial and Organizational psychology

A critical review of research and publication trends in the field of Industrial and Organizational psychology

The aim of this article consists of critically reviewing research and publication trends in the field of industrial and organizational psychology. The focus is on four trends: (1) the extreme importance of theory, (2) the loss of the identity of industrial and organizational psychology, (3) the cumbersome nature of the review process, and (4) the deficient reporting of methodology and results in light of replication research. After each trend recommendations are made to turn the situation around. We also hope that this article might generate the necessary discussion about these four trends.
Eerherstel van het interview als onderzoeksinstrument in de organisatiepsychologie
Authors: Emans Ben
Published: August 2021

The comeback of the interview in organizational behavior research

The comeback of the interview in organizational behavior research

Organizational behavior, as a theory-developing field of research, is highly questionnaire-based and highly dependent on quantitative methods. In its dominant methodology tradition, variables are measured in a sample of respondents or other units of observation and the calculated relationships between the variables subsequently serve as the input for theory building or theory testing. This state of affairs generates restrictions regarding the domain of phenomena that can be studied. A plea is made for using of the interview as a tool for collecting data that permit theory building like questionnaire data, yet without the restrictions of these data. Quality requirements that apply to interviews used for theory building are very different from the ones that apply to questionnaires. Rather than relating to the validity and reliability of the measures, they relate to the valid elicitation of relevant facts. In short: it is a matter of fact-finding.
Sociaal en A&O psychologen bij economie en bedrijfskundefaculteiten: zonde of gezond?
Authors: Stoker Janka
Published: August 2021

Social and I&O psychologists working at business schools: A sin or sane?

Social and I&O psychologists working at business schools: A sin or sane?

Over the last years, more and more social and industrial and organizational psychologists in The Netherlands started to work at business schools. This article describes the causes of this trend. Moreover, it outlines the differences in research between social psychology, I&O psychology and organizational behavior (at the business schools). The paper concludes with two possible scenarios for the future. In a pessimistic scenario, driven by budget cuts and to some extent based on current trends in the United States, one of the three disciplines disappears. In a more optimistic scenario, the borders between the three fields fade away. In this scenario, interdisciplinarity is a key issue. This last scenario calls for a clear positioning of the three disciplines, and also for strong cooperation between them.
Pesten op het werk: de relatie met lichamelijke gezondheidsklachten en de invloed van sociale steun
Authors: Haesevoets Tessa , Dehue Francine , Pouwelse Mieneke
Published: August 2021

Bullying at work: The relation with physical health complaints and the influence of social support

Bullying at work: The relation with physical health complaints and the influence of social support

This survey among Belgian employees (N = 497) investigated, starting from the Michigan Stress Model, the relationships among the amount of and satisfaction with social support, being bullied in the workplace, and physical health complaints. Hierarchical regression analyses confirmed that both person-related and work-related bullying influenced perceived health of victimized employees negatively. There was some evidence for a moderation effect of satisfaction with social support: victims of work-related bullying, who experienced a lack of social support from colleagues, reported more health problems. In addition, it was found that satisfaction with received social support from supervisors affected the relationship between being bullied and health complaints indirectly (i.e., mediation). No effects were found for the amount of received support. These results emphasize the need for future studies investigating the influence of satisfaction with received social support on victimized employees.
Vitaliteitsmanagement: je hoeft niet ziek te zijn om beter te worden!
Authors: van Vuuren Tinka
Published: August 2021

Vitality Management: You do not need to be ill, to get better! Enhancing the sustainable employment of workers can be realized by increasing their vitality, workability and employability

Vitality Management: You do not need to be ill, to get better! Enhancing the sustainable employment of workers can be realized by increasing their vitality, workability and employability

The working population is ageing in the Netherlands. To overcome the negative effects of an aging labour force, there is a need to adapt Strategic Human Resource Management in organizations by including Vitality Management. In this shortened version of my inaugural lecture I discuss from the viewpoint of a Work and Organizational Psychologist the content of Vitality Management. Vitality is in my view an aspect of sustainable employment, next to work ability and employability. Moreover in this contribution attention will be paid to the importance of vitality and sustainable employment and what causes, according to the research literature, vitality and sustainable employment. I will end this contribution by discussing how vitality and sustainable employment can be enhanced. For the latter it is important to focus not only on older workers, but on all workers from young to old.
Job crafting in het speciaal onderwijs: een kwalitatieve analyse
Authors: van Wingerden Jessica , Derks Daantje , B. Bakker Arnold , Dorenbosch Luc
Published: August 2021

Job crafting in schools for special education: a qualitative analysis

Job crafting in schools for special education: a qualitative analysis

In this article we discuss the design and qualitative (process) evaluation of a job crafting intervention among employees at three Dutch schools for special education. In a period of 1.5 months, fifty employees participated in a group-based training intervention that addressed individual’s job crafting activities aimed at improving individual’s person-job fit by either lowering job demands or adding job resources and challenges. Through self-evaluations of the success of their job crafting actions and in-depth interviews, successful job crafters reported that they gained a better sense of control over their work and experienced reduced workload. Participants that were unsuccessful in crafting their job, emphasized the importance of the school’s support to deal with the effects of unsuccessful job crafting actions. The article ends with a discussion and recommendations for future research on job crafting interventions.
Het Job Demands-Resources model: overzicht en kritische beschouwing
Authors: Schaufeli Wilmar , Taris Toon
Published: August 2021

The Job Demands-Resources Model: A critical review

The Job Demands-Resources Model: A critical review

The Job Demands-Resources model (JD-R model) has become popular among both researchers and practitioners. The current version of the model proposes that high job demands lead to strain and ill-health (the health impairment process), whereas high resources lead to increased motivation and productivity (the motivational process). We first review the model’s development and its assumptions and then present an overview of the main findings obtained with the model. Although the model’s predictions are largely supported, several critical comments can be made. These include the model’s epistemological status, the differentiation between demands and resources, the role of personal resources, the interdependence of the health impairment and the motivational processes, the direction of causality, and the model’s applicability at the collective/team level. Based on these issues, suggestions for future research on the JD-R model are proposed.
De Vereenvoudigde HEXACO Persoonlijkheidsvragenlijst en een additioneel interstitieel Proactiviteitsfacet
Authors: E. de Vries Reinout , Ph. Born Marise
Published: August 2021

The simplified HEXACO Personality Inventory and an additional interstitial proactivity facet

The simplified HEXACO Personality Inventory and an additional interstitial proactivity facet

Recent research shows that the personality domain is better represented by six instead of five independent dimensions. The HEXACO-PI-R questionnaire adequately represents these six dimensions but is, because of the complexity of some items, less suitable for the assessment of people with lower educational levels and first-generation ethnic minorities. In this research, the construction of a simplified version of the HEXACO-PI-R, called the HEXACO-SPI, and the construction of an additional interstitial facet which purports to measure proactivity, is reported. In a sample of the Dutch population (N = 525), the HEXACO-SPI is found to have an adequate factor structure, reliable domain scales, more than adequate convergent validity and highly convergent construct validities when compared to the HEXACO-PI-R domain scales. Additionally, the interstitial proactivity facet is found to have the desired positive correlations with the HEXACO engagement factors and weak correlations with the HEXACO altruism factors.
De ongewenste populariteit van typologieën
Authors: Vermeren Patrick
Published: August 2021

The unwanted popularity of typologies

The unwanted popularity of typologies

Typologies are still very popular in organizations, companies and commercial consultancy firms. The assumptions of psychiatrist Carl Gustav Jung, in particular, seem to be in favor again given the many new tests that have been introduced recently. This article discusses the problems with the foundations of Jungian theory (psychoanalysis, paranormal beliefs and metaphysical archetypes), Jungian tests and their test reliability, or lack thereof. Two tests based on Jungian typologies are discussed in more detail: MBTI and Insight Discovery. I demonstrate the widespread use of typologies: various companies, renowned institutes, such as business schools and university departments, as well as governments authorities and municipal services use them and even ask for them. I discuss the reasons for the current state of affairs and recommend to making an effort to turn the tide in favor of evidence-based practice.
Waarover praten zij? Het functioneringsgesprek met oudere en jongere medewerkers over ontwikkeling en comfort
Authors: A.G.W. Dalhoeven Betty , E.M. van Vianen Annelies , E. De Pater Irene
Published: August 2021

What are they talking about? Developmental and comfort topics in the job evaluation conversations of older and younger employees

What are they talking about? Developmental and comfort topics in the job evaluation conversations of older and younger employees

In this study, we examined the relationship between employees’ age and the topics they discussed with their supervisor in a job evaluation conversation. The reports of the job evaluation conversations of 85 employees were coded as ‘developmental’ (the conversation included developmental topics) or ‘comfort’ (the conversation included topics related to the facilitation of an employee’s work). In addition, we measured employees’ implicit beliefs (entity or incremental), experienced developmental support, and their training and development willingness. The results show that the job evaluation conversations of older employees included significantly fewer developmental topics than those of younger employees. Job level rather than age was associated with discussing comfort topics during job evaluation conversations. As expected, older employees – and particularly those with entity beliefs – experienced less developmental support from their supervisors than younger employees. We found a significant, positive association between employees’ experienced developmental support from the supervisor and their training and developmental willingness.
Haal het meest uit creatief potentieel
Authors: C.J. Caniëls Marjolein , Chini Ben , Ooms Ward
Published: August 2021

Make the most of creative potential: The role of challenge and workload pressure

Make the most of creative potential: The role of challenge and workload pressure

Research has shown that enhancing creative processes is vital for continuous innovation and firm competitiveness. Organizational factors may have a limiting effect on employee creativity. Creativity at work is hampered when employees perceive themselves as being unable to fully exploit their creative potential. This study aims to provide empirical evidence of whether and to what degree the relationship between creative potential and perceived opportunity to demonstrate creativity is moderated by contextual organizational factors. We administered an online questionnaire among 336 employees from a highly innovative Dutch telecom organization. Results showed that challenge and workload pressure are key factors that moderate the relationship between creative potential and perceived opportunities to demonstrate creativity. The theoretical and managerial impact of this study lies in the identification of key factors that support the development of creative potential into practiced creativity within organizations.
Het organiseren van exploitatieve en exploratieve innovatie binnen en tussen bedrijven
Authors: Faems Dries
Published: August 2021

Organizing explorative innovation within and between firms

Organizing explorative innovation within and between firms

To stay competitive in the long term, companies not only need to exploit their existing knowledge, they also need to explore new knowledge. At the same time, combining exploitative and explorative innovation is challenging because it triggers tensions at the individual, project and organizational level. In this paper, I provide an overview of the most important intra- and inter-organizational strategies to successfully combine exploitative and explorative innovation. First, I point out the importance of structural and contextual ambidexterity for organizing explorative innovation within firms. Subsequently, I discuss the possibilities for exploitative and explorative innovation between firms. Finally, I discuss the main implications of these insights for researchers, managers and policy makers.
Eerlijkheid van selectie op basis van papieren en video-cv’s
Authors: M.F. Hiemstra Annemarie , Derous Eva , Ph. Born Marise
Published: August 2021

Paper and video résumé screening: Is it fair?

Paper and video résumé screening: Is it fair?

Internet and multi-media are increasingly being used for recruitment and selection, such as in video résumé screening. This article presents the general findings and rationale of a dissertation on fairness perceptions of video résumés vis-à-vis paper résumés. Potential hiring discrimination was also considered. Applicant perceptions of video résumés compared to paper résumés were influenced by applicant characteristics, like ethnic background, language proficiency and educational level/GMA. Extraverted applicants experienced more opportunity to perform in video résumés compared to introverted applicants. Recruiter perceptions of video résumés were more negative compared to paper résumés. Despite discriminatory concerns, video résumés did not necessarily lead to hiring discrimination. Reported human capital in paper résumés, such as extracurricular activities, partly explained the existing differential job access among ethnic groups. Implications and suggestions for future research and practice are discussed.
Wanneer is kort te kort?
Authors: M. Kruyen Peter
Published: August 2021

When short is too short: The suitability of using short psychological tests for personnel selection

When short is too short: The suitability of using short psychological tests for personnel selection

Psychological tests and questionnaires are commonly used in personnel recruitment and selection procedures. Because test length has a considerable impact on assessment time and costs, short tests consisting of fewer than 20 items, for instance, are preferable to long tests. Simulated data show that reducing test length can have a substantial impact on the risk of making incorrect selection decisions. However, the impact of shortening tests varies across situations. In this article, I illustrate testing settings in which five items are sufficient to make reliable decisions about individual candidates. I also present scenarios in which 40 items are still insufficient to draw reliable conclusions, even when using an adaptive test. The conclusion is that long tests are preferable to short tests for making personnel selection decisions.