bluuebunny/crossref_metadata_2025 huggingface dataset:
Bevlogenheid: een begrip gemeten
Authors: B. Schaufeli Wilmar , B. Bakker Arnold
Published: August 2021

Work Engagement: The measurement of a concept

Work Engagement: The measurement of a concept

Wilmar B. Schaufeli & Arnold B. Bakker, Gedrag & Organisatie, volume 17, April 2004, nr. 2, pp 89-112.

The first part of this article reviews research on work engagement, a concept that has recently been introduced as the antipode of burnout. Engaged workers are vigorous and dedicated, and totally absorbed by their work. Typically, research on work engagement uses the Utrecht Work Engagement Scale (UWES), which psychometric qualities seem to be confirmed by numerous (inter)national studies. However, a more detailed and systematic study on psychometric qualities of UWES has not yet been performed. Therefore, the second part of this article discusses the results of UWES analyses, performed on a database consisting of almost 10.000 Dutch speaking (i.e. Dutch and Flemish) workers. The study shows that the three subscales of the UWES (i.e. vigor, dedication and absorption) are sufficiently internally consistent and that the three-factor structure fits the data better than the alternative one-factor structure. Nevertheless, the three subscales are highly interrelated. Although weaker than expected, the subscales of the UWES correlate negatively with those of the UBOS (Utrecht Burnout Scale), the Dutch version of the Maslach Burnout Inventory. Furthermore, scores on the UWES are significantly and positively correlated with age; male and Flemish employees feel more engaged than female and Dutch employees, respectively; and some professional groups (e.g. managers) score higher on work engagement than other groups (e.g. blue collar workers). However, although statistically significant, practically speaking these differences are irrelevant. Hence, no age, gender, occupation or nation specific UWES-norms are presented. It is concluded that the 15-item UWES – of which also a 9-item shortened version exists – is a reliable and valid self-report tool to measure the concept of work engagement.
Determinanten van solidair gedrag binnen moderne organisaties: een terugblik
Authors: Sanders Karin , Emans Ben , Koster Ferry
Published: August 2021

Determinants of solidarity behavior in modern organizations

Determinants of solidarity behavior in modern organizations

Karin Sanders, Ben Emans & Ferry Koster, Gedrag & Organisatie, Volume 17, April 2004, nr. 2, pp. 120-130.

Based on the articles published in the 'Solidarity at Work' series during the last year, this article presents a theoretical analysis of solidarity behavior. In analogy with the motivation-theory of Alderfer (1972) a distinction is made between material, social and intrinsic benefits of solidarity behavior. In addition, two factors that stimulate solidarity are distinguished: instrumentality, the chance that solidarity leads to a specific benefit, and valence, the value of that benefit. The determinants of solidarity behavior, as examined in the series of Solidarity at Work, are discussed in the context of this framework. Finally, the practical implications of the theoretical analysis and consequences for society are discussed.
Groeien of handhaven? De effecten van taakgerichte streef- en vermijddoelen op prestatie en taakinteresse in de context van een assessment center
Authors: Nouta Jacob , W. Van Yperen Nico , W. Serlie Alec
Published: August 2021

Grow or maintain? The effects of task referenced target or avoidance goals on performance and task interest in the context of an assessment centre

Grow or maintain? The effects of task referenced target or avoidance goals on performance and task interest in the context of an assessment centre

Jacob Nauta, Nico. W. Van Yperen & Alec W. Serlie, Gedrag & Organisatie, Volume 17, August 2004, nr. 4, pp. 227-241.

The effects of task referenced target goals or avoidance goals on performance and task interest were studied in the context of an assessment centre (AC). The sample (N = 171) consists of candidates for an individual assessment programme. Results confirm the anticipated positive effect of target goals on task interest that was entirely mediated by concerted intention. In addition, the anticipated negative effect of avoidance goals on task interest and perceived competence, mediated by cognitive fear of testing, were confirmed. Contrary to expectation no relationships were found between performance goals and actual performance (as assessed by a professional assessor). The results contribute to new knowledge in respect to recently introduced task referenced avoidance goals, replicate previously found effects of target goals in a new work related research setting and underline the imporance of the distinction between task referenced target and avoidance goals.
Research Methods and Statistics in Psychology
Authors: Langelaan Saar , de Jonge Jan
Published: August 2021

Research Methods and Statistics in Psychology geeft een gebruikersvriendelijke introductie in de belangrijkste onderzoeksmethoden en statistische procedures die worden gebruikt in psychologisch onderzoek.
De psychologie van arbeid en gezondheid
Authors: Langelaan Saar , de Jonge Jan
Published: August 2021

De psychologie van arbeid en gezondheid is een leerboek dat in 22 hoofdstukken een compleet, systematisch en up-to-date overzicht van de stand van zaken in de Arbeid- & Gezondheids(A&G)psychologie geeft. Het boek omvat vijf delen. In de eerste vier delen wordt achtereenvolgens stilgestaan bij theorie, assessment, interventies en onderzoek op het gebied van de A&G-psychologie. Het vijfde deel bestaat uit capita selecta waarbij ingegaan wordt op specifieke hedendaagse thema's zoals ziekteverzuim en arbeidsongeschiktheid, burn-out en bevlogenheid, werk-thuis interferentie en wetgeving, alsmede op de problematiek van specifieke groepen zoals ouderen, vrouwen en allochtonen.
De ontwikkeling van de CLIO: een vragenlijst voor charismatisch leiderschap in organisaties
Authors: H.B. de Hoogh Annebel , L. Koopman Paul , N. Den Hartog Deanne
Published: August 2021

The development of the CLIO: A questionnaire for measuring charismatic leadership in organizations

The development of the CLIO: A questionnaire for measuring charismatic leadership in organizations

Annebel H.B. de Hoogh, Deanne N. den Hartog & Paul L. Koopman, Gedrag & Organisatie, Volume 17, October 2004, nr. 5, pp. 354-382

This paper describes research on the development and evaluation of a new questionnaire measuring Charismatic Leadership in Organizations (CLIO). The questionnaire was conducted among 361 managers as part of an assessment to evaluate managerial potential for either selection or developmental purposes. Nine months later, 100 of these managers participated in a 360-degree multi-feedback follow-up study. Factor analyses on a random half of a subordinate sample (total n = 274) resulted in a combined scale that includes a charismatic and empowering leadership style, as well as autocratic, transactional and passive leadership scales (27 items in total). Cross-validation on the other random half of the subordinate sample confirmed this four-factor model. The leadership dimensions were found to be invariant across most rater sources (self, superiors, peers, subordinates), but not across rating purpose (selection versus development). Analyses indicate good reliability and criterion validity, although the autocratic and passive leadership scales need further refinement.
Boekbespreking in 100 WOORDEN: Gekker dan Gek – Hoe provocatieve therapie werkt
Authors: Langelaan Saar
Published: August 2021

Psycholoog Wijnberg houdt een vurig pleidooi voor beter, krachtiger en directer contact tussen therapeut en patiënt, oftewel: provocatieve therapie. Hij laat zien dat veel mensen niet zo kwetsbaar zijn als ze zich voordoen. Ze willen vooral dat de therapeut hun handje vasthoudt en vermijden op alle mogelijke manieren constructieve verandering. Oplossing: als de therapeut de advocaat van de duivel speelt, wordt de patiënt uitgedaagd en komt hij vanzelf in actie. Met veel gevoel voor humor zet Wijnberg zijn patiënten aan het werk om ze zo zelf hun problemen te laten aanpakken. Een inspirerend boek voor professionele hulpverleners, adviseurs en coaches.
Baanonzekerheid als schending van het psychologisch contract bij vakbondsleden: gevolgen voor vakbondsattitudes en opzegintentie in België en Nederland
Authors: De Witte Hans , Goslinga Sjoerd , Chirumbolo Antonio , Hellgren Johnny , Näswall Katharina , Sverke Magnus
Published: August 2021

Job insecurity as violation of the psychological contract among trade union members: consequences on attitudes towards unions and the intention to resign membership in Belgium and the Netherlands

Job insecurity as violation of the psychological contract among trade union members: consequences on attitudes towards unions and the intention to resign membership in Belgium and the Netherlands

Hans De Witte, Sjoerd Goslinga, Antonio Chirumbolo, Johnny Hellgren, Katharina Näswall & Magnus Sverke, Gedrag & Organisatie, Volume 18, February 2005, nr. 1, pp. 1-20

In this article the consequences of job insecurity among union members are explored. Having established that most employees have instrumental motives for joining a union, and using psychological contract theory, we hypothesize that job insecurity among union members correlates with a lower level of perceived union support, lower satisfaction with the union, reduced (affective) commitment towards the union, and a higher intention to resign union membership. These hypotheses were tested in Belgium and the Netherlands. Evidence was found to support the assumed association between job insecurity and a reduction in perceived union support. In Belgium, job insecurity was also associated with reduced union satisfaction and intention to resign membership. In neither country job insecurity was associated with union commitment. These results partly support the hypothesis that union members experience job insecurity as a violation of their psychological contract with the union.
Effecten van demotie op gezondheid en tevredenheid met het werk van oudere werknemers in de sectoren zorg en welzijn
Authors: J.C. Josten Edith , Schalk René
Published: August 2021

Effects of demotion on health and job satisfaction among older employees in health care and social services

Effects of demotion on health and job satisfaction among older employees in health care and social services

Edith J.C. Josten & René Schalk, Gedrag & Organisatie, Volume 18, February 2005, nr. 1, pp. 21-31

Demotion is sometimes recommended as an instrument for increasing older workers' labor force participation. By demoting older workers with health or performance problems to a lower-level job, they are supposed to continue working longer than they would have, had they remained in the same job. A longitudinal questionnaire study among workers in health care and social services shows that older employees who had been demoted, indeed did have more health problems prior to the demotion than older employees who had not changed jobs. The demotion, however, did not reduce these problems, whereas satisfaction with job content decreased. Possible explanations for these findings are that the lower-level jobs are less interesting; that employees experience a loss of status; and that communication with and support of the employees during the job change process have been inadequate.
Jerome Joseph: Industrial Relations. Towards A Theory of Negotiated Connectedness
Authors: Langelaan Saar
Published: August 2021

Industriële relaties hebben betrekking op zowel contractuele als interpersoonlijke relaties tussen werkgevers en werknemers. Goede industriële relaties kunnen leiden tot een productieve en loyale werksfeer in organisaties. Human resource management-afdelingen hebben de taak om deze relaties voor beide partijen bevredigend te maken zodat er sprake is van betrokkenheid ('connectedness') naar elkaar en naar de organisatie. Gedeeltelijk is deze betrokkenheid vastgelegd in het formele contract, maar er bestaan daarnaast nog tien andere soorten betrokkenheid. Deze worden grofweg verdeeld in rationele en relationele betrokkenheid en beschreven in de eerste negen hoofdstukken. Het tiende hoofdstuk geeft ten slotte een overzicht van alle soorten betrokkenheid, en Jerome Joseph beschrijft een nieuwe theorie. Het boek is met name interessant voor studenten en professionals die werken op het gebied van industriële relaties en HRM, en die de betrokkenheid binnen het bedrijf willen vergroten.
Mark Crook & Barry Cripps: Psychological Assessment in the Workplace – A Manager’s Guide
Authors: Langelaan Saar
Published: August 2021

Dit boek is een goed, compleet naslagwerk voor managers en andere HR-medewerkers om als praktische ondersteuning te gebruiken bij selectie en promotie van medewerkers in hun organisatie, alsmede bij reorganisaties. Cook en Cripps zijn beiden organisatiepsychologen, en hebben recent wetenschappelijk onderzoek gebruikt om op kritische wijze verschillende assessment-instrumenten te bespreken. Ze doen dit in toegankelijke, niet-wetenschappelijke taal, en gebruiken alleen onderzoek dat is uitgevoerd onder werknemers in bedrijven. Er zijn dus geen laboratoriumstudies gebruikt waarin studenten worden beschouwd als werknemers binnen een organisatie. In elk hoofdstuk komt een specifiek meetinstrument of een specifieke assessment-techniek aan de orde en worden voorbeelden en casestudy’s uit de praktijk gegeven, aangevuld met nieuwe ideeën voor testselectie. Elk hoofdstuk begint met een duidelijk ingekaderd kort overzicht, zodat de lezer weet wat hij kan verwachten. Assessment-technieken die aan de orde komen zijn onder meer mentale-vaardigheidstesten, persoonlijkheidstesten, competentieanalyse en interviews. Een ander positief aspect van dit boek is dat er wordt uitgelegd hoe assessments moeten worden gebruikt om tot beslissingen te komen, en dat er voornamelijk wordt beschreven op wat voor manier bepaalde tests gebruikt kunnen worden. Het wordt vervolgens aan de manager zelf overgelaten om te beslissen welke test hij dan kiest. Ook de manier waarop managers kunnen trainen in het uitvoeren van assessments, komt aan de orde. Het laatste hoofdstuk is gewijd aan de ethische problematiek die het uitvoeren van assessments met zich meebrengt.
Determinanten van innovatief gedrag: een onderzoek onder kenniswerkers in het MKB
Authors: P.J. de Jong Jeroen , N. den Hartog Deanne
Published: August 2021

Determinants of innovative behavior: A study among SME knowledge workers

Determinants of innovative behavior: A study among SME knowledge workers

Jeroen P.J. de Jong & Deanne N. den Hartog, Gedrag & Organisatie, Volume 18, October 2005, p. 235-259.

In order to develop new products, services and/or better work processes in organizations, innovative behavior of individual employees is an important requirement. This also applies to knowledge workers in small and medium-sized enterprises such as consultancy, research and engineering firms. Yet, in previous research SME knowledge workers' determinants of innovative behavior have rarely been examined. This study investigates the relationship between a strategic organizational focus on innovation and innovative behavior of knowledge workers. It also explores the moderating influences of various work and environmental characteristics. Multilevel analyses, applied on survey data from 360 knowledge workers in 36 firms, show that a strategic focus on innovation is positively related to the innovative behavior of knowledge workers. The effect increases when specific work characteristics apply, namely perceived job variation, job autonomy and an innovative working climate. Moreover, some work characteristics are directly related to innovative behavior of employees: once again variation and autonomy, as well as having frequent external contacts. Finally, the analysis demonstrates that knowledge workers behave more innovative in sectors where competition is based on new or improved products and services.
Leeroriëntatie van medewerkers als moderator in de relatie tussen transformationeel leiderschap en intrinsieke werkmotivatie
Authors: Faber Niek , Janssen Onne , Bartlema Tjeerd
Published: August 2021

Employees' learning orientation as a moderator in the relationship between transformational leadership and psychological empowerment

Employees' learning orientation as a moderator in the relationship between transformational leadership and psychological empowerment

Niek Faber, Onne Janssen & Tjeerd Bartlema, Gedrag & Organisatie, Volume 19, Maart 2006, nr. 1, pp. 22-36

Employees' learning orientation was hypothesized to enhance the positive relationship between transformational leadership and empowerment experienced by employees. As expected, a survey among 191 attendants of organizational-psychological training courses showed a positive relationship between transformational leadership and psychological empowerment. However, a learning orientation was found to serve as a substitute rather than an enhancer of the empowering effect of transformational leadership. More specifically, transformational leadership was strongly related to psychological empowerment for employees with a weak learning orientation. For employees with a strong learning orientation, transformational leadership had only a marginal relationship with psychological empowerment because these employees had already relatively high levels of empowerment induced by their learning orientation.
Arbeidstevredenheid: gevolg van werkkenmerken, werkwaarden of beide?
Authors: Evers Marije , Fekke Ybema Jan , Smulders Peter
Published: August 2021

Job satisfaction: result of job characteristics, work values, or both?

Job satisfaction: result of job characteristics, work values, or both?

Marije Evers, Jan Fekke Ybema & Peter Smulders, Gedrag & Organisatie, Volume 19, Maart 2006, nr. 1, pp. 37-52

This paper explores how job characteristics and work values influence job satisfaction in a sample of the Dutch working population (N = 4009). In accordance with the Vitamin Model, we expected that the presence of a job characteristic would only lead to (increased) job satisfaction under certain circumstances. In this study, we hypothesised that a job characteristic would lead to increased job satisfaction especially in cases of a good fit between work value and job characteristic. Some studies showed that such a good fit contributed to job satisfaction, while other studies found little or no evidence. Our research showed that the hypothesis held true in three out of seven cases. In other words, a good fit between work value and job characteristic sometimes resulted in higher levels of job satisfaction. Our paper therefore concludes that not only are work characteristics important for job satisfaction, but also the extent to which work values and work characteristics coincide.
Geloof in eigen kunnen: het effect van JOBS, een groepsinterventie voor werklozen
Authors: Brenninkmeijer Veerle , Van Houwelingen Arjan , Blonk Roland , Van Yperen Nico
Published: August 2021

Self-efficacy: the Effect of JOBS, a Group Intervention for the Unemployed

Self-efficacy: the Effect of JOBS, a Group Intervention for the Unemployed

Veerle Brenninkmeijer, Arjan Van Houwelingen, Roland Blonk & Nico Van Yperen, Gedrag & Organisatie, Volume 19, Juni 2006, nr. 2, pp. 97.

This study is about the JOBS training, a group training for the unemployed (Vinokur, Van Ryn, Gramlich & Price, 1991) by increasing individuals' self-efficacy. First, a theoretical comparison was made between Bandura's (1977a) four sources of self-efficacy and the components of the JOBS training. Subsequently, we tested the effect of JOBS on self-efficacy in a longitudinal study among 281 JOBS participants. JOBS indeed increased the self-efficacy at both the short and long term (after one and six months). The increase on the short term was stronger among women. The increase in self-efficacy was not related to the actual job finding, but the absolute level of self-efficacy was.
Pesten op het werk, gewikt en gewogen. Een latente-klassenbenadering op basis van de Negative Acts-vragenlijst
Authors: Notelaers Guy , De Witte Hans , K. Vermunt Jeroen , Einarsen Ståle
Published: August 2021

How to measure bullying at work? A latent class analysis of the Negative Acts Questionnaire

How to measure bullying at work? A latent class analysis of the Negative Acts Questionnaire

Guy Notelaers , Hans De Witte , Jeroen Vermunt & Stale Einarsen,Gedrag & Organisatie, Volume 19, Juni 2006, nr. 2, pp. 140.

Bullying at work can be defined as a gradually escalating process. The actual measurements of bullying, however, do not adequately measure this process, and show several methodological and substantive shortcomings. In this study, a latent class analysis is performed on data (N = 6175) gathered with the Negative Acts Questionnaire ('objective' measurement of bullying). Six clusters can be distinguished: those 'not bullied' (35,3%), the 'limited work criticism'-cluster (27,7%), those with 'limited negative encounters' (16,5%), the 'sometimes bullied' (9%), the 'work related bullied' (8,3%) and the 'victims' (3,2%). These results suggest a cumulative measurement model for bullying at work, in which the type of negative behaviours and their intensity gradually increase. The results of this latent class analysis fit the definition of bullying at work in which such a gradual escalation is described. The size of the victims group also fits the size mentioned in the international literature, when bullying is measured with a subjective method.
Call for Papers 'Psychologische Instrumenten'
Authors: van der Linden Dimitri , de Jong Rendel , Schalk René
Published: August 2021

Gedrag & Organisatie start binnenkort met een doorlopende reeks die expliciet gewijd is aan artikelen over onderzoeksinstrumenten. Het komt regelmatig voor dat individuele onderzoekers (of onderzoeksgroepen) instrumenten ontwikkelen die voor de praktijk of voor andere onderzoekers van belang kunnen zijn. Men kan denken aan vragenlijsten, observatielijsten, gedragsmaten, of psychofysiologische maten die voor wetenschappelijk onderzoek of in de organisatiepraktijk van belang kunnen zijn, omdat ze bijvoorbeeld een relevant psychologisch construct meten of omdat ze ingezet kunnen worden bij personeelsselectie of organisatieadvies. Voor zowel onderzoek als praktijk is het van belang dat men weet welke onderzoeksinstrumenten er in omloop zijn.
Feedback als middel voor het bevorderen van teamprestatie en teamleren
Authors: M.M. Altink Wieby , J.H. Bossink Carin , J.A. Bulthuis Hanneke. , Jansma S.
Published: August 2021

Feedback as a method for improving the performance and learning of teams

Feedback as a method for improving the performance and learning of teams

Wieby M.M. Altink, Carin J.H. Bossink, Hanneke. J.A. Bulthuis & S. Jansma, Gedrag & Organisatie, Volume 19, September 2006, nr. 3, pp. 272-289

Teamwork is essential nowadays. Already in 1992 about 82% of the organizations stated to work with teams. Most organizations want to improve teamwork in order to improve on their business, but also to develop the competencies of their employees. In this study two research projects from the Netherlands are discussed that tackled the relation between feedback (individual and team related) with performance (as judged by team members themselves). We find a relation between feedback and performance indicators. Effect-sizes are corresponding to other (meta-analysis) studies. The results are discussed in relation to methods to account on performance improvement within organizations. Theoretical and practical implications are also discussed.
Multivariate Data Analysis (Sixth Edition)
Authors: de Jonge Jan
Published: August 2021

Meer dan 25 jaar geleden verscheen de eerste editie van dit toegepaste handboek over multivariate data-analyse. Deze zesde editie is dan ook een update van zijn voorgangers, maar kent een aantal opmerkelijke verbeteringen, zoals een nieuwe database om allerlei technieken te oefenen, handige gebruiksregels voor de toepassing en interpretatie van technieken, en als klap op de vuurpijl maar liefst drie nieuwe hoofdstukken over covariantie-structuuranalyse.
Understanding psychological contracts at work: A critical evaluation of theory and research
Authors: Freese Charissa
Published: August 2021

Om de relatie tussen werknemer en organisatie te kunnen beschrijven wordt vaak gebruikgemaakt van de term 'psychologisch contract'. De theorie van het psychologisch contract omhelst vragen als: 'Wat bepaalt wat werknemers en werkgevers in elkaar willen investeren?' en 'Wat gebeurt er als er zaken niet zo gaan als verwacht?'.
Emotionele arbeid en positieve werkuitkomsten: De rol van specifieke hulpbronnen in het werk
Authors: de Jonge Jan , C.W. Peeters Maria , M. Le Blanc Pascale
Published: August 2021

Emotion work and positive work outcomes: The role of specific job resources

Emotion work and positive work outcomes: The role of specific job resources

J. de Jonge, M.C.W. Peeters & P.M. Le Blanc, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 345-367

This cross-sectional study among 826 health care workers examined the association between emotion work (defined as emotional demands) and positive work outcomes (i.e., creativity, active learning, and job challenge), and the moderating role of job resources on this relation. The hypotheses were tested with multivariate multiple regression analyses (LISREL 8.30), using cross-validation techniques. The results showed indeed that, compared with a non-match, a match between emotional demands and (emotional) resources increased the chance of positive work outcomes. So, to achieve positive work outcomes it seems to be important for job demands in general and for emotional demands in particular, that a correspondence exists between the kind of job resource and the kind of job demands. From a practical point of view, work-related interventions on emotion work should therefore focus on specific, emotional, job resources to stimulate positive work outcomes for health care workers.
De relatie tussen identificatie, het ontstaan van groepsaffect en extra-rol gedrag
Authors: Tanghe Jacqueline , van Knippenberg Barbara , van der Flier Henk
Published: August 2021

The relationship between identification, the formation of group affect and OCB

The relationship between identification, the formation of group affect and OCB

J. Tanghe, B. van Knippenberg & H. van der Flier Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 368-386

During task performance in groups a collectively shared pattern of homogeneous affective states or group affect may develop among group members. We propose that identification, or the perception of belongingness to a group, is a key determinant in the formation of group affect and its influence on organizational citizenship behavior (OCB). Indeed, high identifiers have been shown to be more attentive to other group members' attitudes, behaviors, and feelings. As a consequence, they will be more open to the influence of their fellow group members, and thus also to their affective influence. As an illustration we present the results of a scenario experiment that clearly support our line of thought. The discussion focuses on how these findings may be of use to the functioning of groups and teams in organizations.
Call for papers
Authors: van Engen Marloes , Homan Astrid , Peeters Maria
Published: August 2021

Diversiteit in organisaties is een thema dat zowel in de praktijk van organisaties als in het wetenschappelijk onderzoek momenteel een grote vlucht aan het nemen is. Dit is niet verwonderlijk. Enerzijds heeft dit alles te maken met een aantal demografische ontwikkelingen op de arbeidsmarkt. Nederland en de meeste Westerse landen vergrijzen en verkleuren in rap tempo en dit roept vragen op over hoe de positie en/of de inzetbaarheid van bepaalde specifieke groepen werknemers – zoals ouderen en allochtonen – verbeterd kan worden. Anderzijds dragen ook ontwikkelingen binnen arbeidsorganisaties zelf bij aan de grote belangstelling voor diversiteit in organisaties. Organisaties werken vaker met teams die divers zijn samengesteld en trekken meer dan voorheen buitenlandse (kennis)werkers aan. Ook fusies en overnames zorgen voor een grotere complexiteit binnen een personeelsbestand. Er is grote belangstelling voor kennis en inzicht in (het omgaan met) verschillen tussen werknemers voor wat betreft kennis en vaardigheden, waarden en attitudes, persoonlijkheid, werkstijlen, et cetera.
Uitdagende ervaringen als determinant van de beoordeling van groeipotentieel
Authors: E. de Pater Irene , E.M. van Vianen Annelies , H. Fischer Agneta
Published: August 2021

Challenging experiences as determinant of the judgement of growth potential

Challenging experiences as determinant of the judgement of growth potential

Irene E. de Pater, Annelies E.M. van Vianen & Agneta H. Fischer, Gedrag & Organisatie, volume 20, maart 2007, nr. 1, pp. 41-56

Job performance is considered an important determinant of supervisors' perceptions of employees' potential for career advancement. We proposed that the content of employees' work may be another important determinant of perceptions of their potential. This paper focused on the relationship between employees' task content and managers' evaluations of employees' potential. In a first study, we used vignettes to examine whether employees' task content influenced managers' perceptions of employees' potential. In a second study, we examined the impact of employees' job content on potential evaluations in a sample of temporary student employees. The results of this study underline the importance of employees' job content for evaluations of their potential.
Kwantitatieve en kwalitatieve baanonzekerheid: samenhangen met arbeidstevredenheid en psychisch welzijn
Authors: Handaja Yasmin , De Witte Hans
Published: August 2021

Quantitative and qualitative job insecurity: associations with job satisfaction and well-being

Quantitative and qualitative job insecurity: associations with job satisfaction and well-being

Y. Handaja & H. De Witte, Gedrag & Organisatie, volume 20, June 2007, nr. 2, pp. 137-159

This study analyses the associations between both quantitative and qualitative job insecurity and job satisfaction and psychological ill-being. We also analyse whether the relationship between job insecurity and psychological ill-being is mediated by job satisfaction. A more subtle and differentiated measurement of qualitative job insecurity is used, in which insecurity is measured regarding four aspects: the job content, working circumstances, working conditions and social relations. Data gathered among Belgian bank employees are used to test the hypotheses. The results show that both quantitative and qualitative job insecurity are negatively associated with job satisfaction and positively associated with psychological ill-being. The relationship between job insecurity and psychological ill-being is only partially mediated by job satisfaction. This signifies that the impact of job insecurity exceeds the boundaries of work, since it exerts an autonomous impact on the psychological well-being of individual workers. Limitations of the research and recommendations for further research are discussed.
Hangt een parallelle hiërarchie in ziekenhuizen samen met de prevalentie van pesten bij verpleegkundigen?
Authors: Notelaers Guy , De Witte Hans , Demets Lieven
Published: August 2021

Is a parallel hierarchy in hospitals related to mobbing among nurses?

Is a parallel hierarchy in hospitals related to mobbing among nurses?

G. Notelaers, H. De Witte & L. Demets, Gedrag & Organisatie, volume 20, June 2007, nr. 2, pp. 160-175

Leymann (1996) hypothesized that the parallel hierarchy in hospitals causes mobbing at work. He suggests that a parallel hierarchy creates role conflicts and role ambiguity. These stressors in turn result in mobbing at work among nurses. These hypotheses are tested in this study, in which we also test the assumption that role problems mediate the relationship between the parallel hierarchy and mobbing. Data (N=519) are gathered among nurses from two wards (surgery versus nursing after surgery), which differ strongly regarding the existence of a parallel hierarchy. Various models are compared and tested via Lisrel. The model, in which partial mediation is suggested, fits the data best. The relationship between a parallel hierarchy and mobbing is partly mediated by role problems. Especially role conflicts are relevant, even though also role ambiguity plays an indirect role. A parallel hierarchy has also a limited direct impact on mobbing. The results show that mobbing is primarily related to role conflicts.
Het meten van competenties bij de onderkant van de arbeidsmarkt: De ontwikkeling van een vragenlijst
Authors: T.C. Bennenbroek Femke , R. Paagman Heleen , M. Hazelzet Astrid
Published: August 2021

Measuring competencies of lower educated employees: The development of a questionnaire

Measuring competencies of lower educated employees: The development of a questionnaire

Femke T.C. Bennenbroek, Heleen R. Paagman & Astrid M. Hazelzet, Gedrag & Organisatie, volume 20, June 2007, nr. 2, pp. 196-211

In the present study we describe the development of a preliminary Questionnaire Performance Abilities (VPM) into an improved version 2.0. Furthermore, we examined to what extent the questionnaire is able to reliably assess the competencies of subsidized employees. In this article, we describe the study in which the VPM (version 1.0) is used to assess 580 subsidized employees. Based on factor analyses and additional analyses, the scale structure of a new version of the questionnaire (version 2.0) is determined. In addition, we compared the evaluation of competencies by the employer and the employee and examined the convergent validity of the questionnaire. The study shows that Questionnaire Performance Abilities (version 2.0) is a reliable questionnaire. In addition, the questionnaire provides useful leads to further develop the competencies of the employee.
Wat komt eerst: organisatieklimaat of organisatieprestatie?
Authors: van de Voorde Karina , van Veldhoven Marc
Published: August 2021

What comes first: organizational climate or organizational performance?

What comes first: organizational climate or organizational performance?

K. van de Voorde & M. van Verldhoven, Gedrag & Organisatie, volume 20, September 2007, nr. 3, pp. 217-237

This paper presents a two-wave cross-lagged study (average interval of two years) on time precedence in the relationship between organizational climate and organizational performance in 171 branches of a financial services organization. On the basis of organizational climate theory it was hypothesized that organizational climate influences organizational performance, but also that organizational performance influences organizational climate. It was also hypothesized that both processes are present simultaneously. Results of a series of competing models in AMOS show that organizational climate at time point 1 influences organizational performance at time point 2.
Stereotypen van etnische minderheden, verbondenheid met de eigen groep, assimilatie en integratie
Authors: Vrugt Anneke , Salin Alexis , Room Semra
Published: August 2021

Stereotypes of ethnic minorities, attachment to their own group, assimilation and integration

Stereotypes of ethnic minorities, attachment to their own group, assimilation and integration

A. Vrugt, A. Salin & S. Room, Gedrag & Organisatie, volume 20, September 2007, nr. 3, pp. 260-271

The present research investigated which stereotypical characteristics Dutch ethnic minority group members, based on their cultural background, attributed to their own social group and to the ethnic Dutch majority. Further it was studied to what extent the assignment of these stereotypical characteristics was related to the attachment to their own group, and whether the attachment to their own group was related to their view on integration and assimilation. The results showed that minority group participants found positive stereotypical features that are derived from collectivistic values, more characteristic of their own group than of the Dutch majority. By contrast, negative stereotypical features, being deviant from collectivistic values, were considered as more characteristic of the majority group. Furthermore, it was found that the minority group participants felt more attached to their own group than did the majority group participants. This attachment was related to the negative stereotypical features that minority group participants regarded as characteristic of the majority. Moreover, this attachment mediated the relationship between negative stereotypical features attributed to the majority and a negative view on assimilation. The implications of these results are discussed.
De structuur en het belang van werkwaarden: een vergelijking tussen drie analysetechnieken
Authors: Wim M. van Breukelen J. , Zandbergen Bart , M.T.A. Busing Frank
Published: August 2021

Structure and importance of work values: a comparison between three data analysis techniques

Structure and importance of work values: a comparison between three data analysis techniques

J.W.M. van Breukelen, B. Zandbergen & F.M.T.A. Busing, Gedrag & Organisatie, volume 20, September 2007, nr. 3, pp. 272-302

Work values refer to the importance people attribute to the various aspects of a job, such as work content, salary, and colleagues. Generally, in studies on work values two questions are being answered: a) How important are the various aspects of a job for a certain sample of respondents as a whole or for certain subgroups, and b) What is the structure underlying the total set of work values under study? In this study three data analytic techniques are being investigated in analysing the answers of 417 respondents (299 men and 118 women).

The three data analytic methods were principal component analysis (PCA), multidimensional scaling (MDS), and multidimensional unfolding (MDU). Of these three, PCA and MDS give information about the structure of the work values, whereas MDU shows the importance of the various work values in a visual plot. We describe and discuss the pro's and cons of these techniques using the data set mentioned above as an illustration. Our conclusion is that MDU is a welcome addition to both PCA and MDS in studies on work values. Firstly, MDU makes visible the importance of work values for the group respondents as a whole and for subgroups, if needed. At the same time, MDU gives indications about the structure of the work values under study.
Rechtvaardigheid in alarmerende omstandigheden
Authors: van den Bos Kees
Published: August 2021

Justice Under Alarming Conditions

Justice Under Alarming Conditions

K. van den Bos, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 327-341

In this paper, I propose an alarm-system model of the justice judgment process. Specifically, I argue that the process by which justice judgments are formed may be influenced reliably by the activation of psychological systems that people use to detect and handle alarming situations. Building on this analysis, I predict that if this line of reasoning is true then presenting (vs. not presenting) alarm-related stimuli to people should lead to more extreme judgments about subsequent justice-related events than not presenting these alarming stimuli. Findings from different studies are reviewed that support this prediction. In particular, the findings indicate that after the presentation of alarming stimuli, people are strongly influenced by fair (as opposed to unfair) events, suggesting that under alarming conditions people are in need for fair treatment. In closing, I discuss the implications the model may have for both scientists and practitioners interested in the justice judgment process.
Egocentrisme in de psychologie van procedurele rechtvaardigheid
Authors: van Prooijen Jan-Willem
Published: August 2021

Egocentrism in the psychology of procedural justice

Egocentrism in the psychology of procedural justice

J.-W. van Prooijen, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 356-368

Whereas it is often assumed that reactions to decision-making procedures are based on norms, values, and moral principles, in the current contribution I suggest that reactions to decision-making procedures often are to a substantial extent shaped by egocentric concerns. Such egocentrism can be observed in various explanatory theoretical models of procedural justice effects. These models converge on the assumption that people's procedural justice judgments are based on the implications of decision-making procedures for themselves. Recent empirical studies provide evidence for two basic propositions regarding egocentrism in the psychology of procedural justice: (1) People respond more negatively to procedural injustice that happens to themselves than to procedural injustice that happens to others, and (2) an egocentric self-focus amplifies people's fairness-based responses to decision-making procedures. It is concluded that egocentric motives play a central role in the psychology of procedural justice.
We zijn druk, druk, druk
Authors: L. Peters Susanne , van den Bos Kees
Published: August 2021

What's left of justice issues in today's busy society?

What's left of justice issues in today's busy society?

S.L. Peters & K. van den Bos, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 382-391

In today's busy society, people have less and less time. In the current paper we argue that busy people are more influenced by egocentric issues than by issues that are justice related. Several social psychological experiments support this suggestion. Furthermore, we discuss in this paper the mechanism that may explain people's reactions to being overpaid. We suggest a two-phase model of reactions to the conflict between justice and egoism. Specifically, we propose that when people are better paid than comparable other persons, judging the advantage of receiving an advantageous outcome is quick and easy as preferences are primary. We further propose that adjusting this appraisal requires cognitive resources as it entails integrating fairness concerns with the initial preference appraisal.
Emotieregulatie en burnout bij ziekenverzorgenden
Authors: Lechner Lilian , Steinvoorte Thea , Näring Gérard
Published: August 2021

Summary

This study analysed whether, amongst health care providers in a nursing homes setting, there is a relationship between, on the hand, work demands, autonomy, lack of social support and emotional labor; and on the other hand, symptoms of burnout. It also analysed whether the concept of emotional labor was an additional factor that helped explain variance in burnout over and above the concepts found in the Demand-Control-Support model. The study was based on 130 health care providers (response rate of 75%). Participants filled in a questionnaire that measured the Demand-Control-Support concepts of autonomy, lack of social support and work demands, as well as four dimensions of emotional labor. It assessed burnout in three dimensions, namely emotional exhaustion, depersonalisation and personal accomplishment. The results showed a relationship between work demands, social support, several aspects of emotional labor and burnout, whereas no relationship was found between autonomy and burnout. The various concepts, taken together, explained 28 to 30% of the variance in burnout. Emotional labor appeared to be a distinct additional factor in relation to burnout, supplementing the elements found in the Demand-Control-Support model. These results confirm the findings from previous studies in other professions. They demonstrate that, in professions involving a lot of contact with patients, emotional labor may represent a potentially important factor related to health.
De relatie tussen expertisediversiteit en teaminnovativiteit: de modererende werking van taakafhankelijkheid en taakflexibiliteit
Authors: van der Vegt Gerben
Published: August 2021

The relationship between expertise diversity and team innovation: the moderating effect of task interdependence and task flexibility

The relationship between expertise diversity and team innovation: the moderating effect of task interdependence and task flexibility

G.S. van der Vegt, Gedrag & Organisatie, volume 21, June 2008, nr. 2, pp. 170-183

In this article we examine the joint effects of expertise diversity, task interdependence, and task flexibility on team innovation. We argue that expertise diversity will be unrelated to team innovation when task interdependence is low. When task interdependence is high, the direction of the relationship – positive or negative – is argued to depend on the degree of task flexibility. We tested this expectation using survey and archival data from 57 teams working in the oil and gas industry. Results strongly support the expectations.
Diversiteit en teamleren: de rol van 'faultlines' en psychologische veiligheid
Authors: Rupert Joyce , A. Jehn Karen
Published: August 2021

Diversity and team learning: the effect of faultlines and psychological safety

Diversity and team learning: the effect of faultlines and psychological safety

J. Rupert & K.A. Jehn, Gedrag & Organisatie, volume 21, June 2008, nr. 2, pp. 184-206

In this field study on 186 members in 70 management teams, we tested the relationship between perceived faultlines and different types of team learning: task, process, and social learning. The results showed that when team members perceived faultlines, low levels of task learning were reported in the team. This relationship was mediated by psychological safety. Overall, this study extends the literature on team learning by showing that diversity faultlines are related to team learning in different ways, depending on what the subject of learning is about. In addition, psychological safety appears to be an important underlying process in the relationship between perceived faultlines and team learning.
Validatie van een vragenlijst over verwachtingen van sollicitanten
Authors: Schreurs Bert , Derous Eva , Proost Karin , Notelaers Guy , De Witte Karel
Published: August 2021

Validation of a Questionnaire on Applicants' Expectations about Selection
Procedures

Validation of a Questionnaire on Applicants' Expectations about Selection
Procedures

B. Schreurs, E. Derous, K. Proost, G. Notelaers & K. De Witte, Gedrag &
Organisatie, volume 22, March 2009, nr. 1, pp. 50-75

In this paper we present the development and validation of the Applicant Expectation
Survey (AES-15), which intends to measure applicants' expectations about the
characteristics of selection procedures. The AES-15 contains 15 items and is a shortened,
more elaborated version of the original AES-26, which contains 26 items (Schreurs, Derous,
Proost, Notelaers & De Witte, 2008). The AES-15 further consists of five scales:
Warmth/respect, Chance to demonstrate potential, Difficulty of faking, Unbiased assessment,
and Feedback. In this paper, results from three studies with applicants for public service,
clerical, and managerial positions (total N = 2178) provided support for the hypothesized
5-factorial model, both for applicants with and without prior selection experience.
Significant relationships were found with theoretically related factors such as
attractiveness of the job, organizational attractiveness, belief in tests, positive and
negative affect, and applicant perceptions (as measured after the procedure). Based on the
results, it is concluded that the AES-15 is a reliable and valid measure that can
contribute to the literature on applicant perceptions and to the selection practice.