bluuebunny/crossref_metadata_2025 huggingface dataset:
Het Demand-Induced Strain Compensation (DISC)-model nader onderzocht: resultaten van een internetstudie in verschillende bedrijfssectoren
Authors: de Bruin Robert , van Boxmeer Frank , Verwijs Christiaan , Le Blanc Pascale
Published: August 2021

Further investigation of the DISC-model: results of an internet study among various occupational groups.

Further investigation of the DISC-model: results of an internet study among various occupational groups.

R. de Bruin, F. van Boxmeer, C. Verwijs & P. Le Blanc, Gedrag & Organisatie, volume 20, September 2007, nr. 3, pp. 238-259

In this crosssectional internet study, the compensation principle of the Demand-Induced Strain Compensation (DISC)-model was subjected to an empirical verification among 390 employees from various economical sectors. The DISC-model assumes a positive causal relationship between work-related stressors and strains on three qualitatively different domains (cognitive, emotional and physical). According to the compensation principle, these causal relationships are moderated by the availability and use of (matching) work-related resources from the same domain. The results of hierarchical multiple regression analyses did not support the compensation principle. Moreover, a large number of cross-domain correlations were found, especially with regard to emotional resources. The results of this study show that more research on the principles of the DISC-model should is needed. Implications of the use of the internet for research on work stress are discussed.
De relatie tussen affect en rechtvaardigheid
Authors: van Knippenberg Barbara , De Cremer David
Published: August 2021

The affect-justice linkage

The affect-justice linkage

B.M. van Knippenberg & D. De Cremer, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 342-355

Organizational processes are largely determined by both affective processes and justice processes. However, the interplay between justice on the one hand and emotions and moods on the other hand has received little attention in the past. Fortunately, empirical studies on the relationship between justice and affect are rapidly emerging. The present paper focuses on the relation between justice and affect on three different levels: The individual level, the interpersonal level and the group level. In due course we will discuss: (1) how a person's justice perceptions may affect his or her moods or emotions and vice versa, (2) what we know about the relationship between justice and affect in dyadic relationships, (3) how emotions may affect collectively shared perceptions of justice, and (4) how justice may affect collectively shared emotions and moods in work groups and teams.
Call for papers voor het themanummer 2008: 'Personeel en arbeid in beweging'
Authors: van der Heijden B. , van der Velde M. , Vlerick P.
Published: August 2021

De kwalificaties die mensen nodig hebben om hoogwaardig werk af te leveren, zijn constant aan verandering onderhevig. Deze veranderingen voltrekken zich met een steeds toenemende snelheid. Schnabel (2000) gebruikt in zijn sociale en culturele verkenning voor de lange termijn vijf I's om de 21ste eeuw te karakteriseren: (1) Internationalisering, (2) Individualisering, (3) Informalisering, (4) Informatisering, en (5) Intensivering. Een kenmerk van deze veranderingen is dat ze niet alleen de behoefte aan nieuwe expertise impliceren, maar tegelijkertijd nieuwe mogelijkheden om te leren creëren. De kwalificaties die nodig zijn voor een baan worden steeds complexer (denk bijvoorbeeld aan ICT-specialisten of mensen in de zorgsector), terwijl tegelijkertijd de zogenaamde 'halfwaardetijd' van deze kwalificaties korter wordt. Dit houdt in dat kwalificaties binnen relatief korte tijd alweer 'verouderd' zijn en hun toepasbaarheid en bruikbaarheid geheel of gedeeltelijk verliezen.
De selecteur, de sollicitant, de samenleving en de expert: drijfveren bij de selectie van personen
Authors: Ph. Born Marise
Published: August 2021

The selector, the applicant, society and the expert: motives in the selection of people

The selector, the applicant, society and the expert: motives in the selection of people

M. Ph. Born, Gedrag & Organisatie, volume 21, June 2008, nr. 2, pp. 150-169

It is argued that the behavior of protagonists in personnel selection is influenced by a series of motivational and emotional factors. The recruiter, the applicant, society and the selection expert are discussed respectively. The unstructured interview in particular is vulnerable to the effects of unwanted influences, such as irrelevant applicant information and applicant tactics. A simple but not always well-liked remedy is a better structured interview.
Is meer personeel in beweging beter?
Authors: De Winne Sophie , Stynen Dave , Gilbert Caroline , Sels Luc
Published: August 2021

Is more employee mobility preferable?

Is more employee mobility preferable?

S. De Winne, D. Stynen, C. Gilbert & L. Sels, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 344-364

Despite promising positive effects of labour market mobility, the Flemish labour market is synonymous with rigidity. The question is thus whether the rosy picture of the consequences of mobility holds out. Why are people not more mobile if this improves their welfare and prosperity? Why does HRM strongly focus on retention management if mobility enhances productivity? 'More is better' seems a premature conclusion. The purpose of this contribution is to critically reflect on the added value of labour market mobility. We sketch the debate on the macro-economic level and investigate research on the effects of mobility at three levels: we map costs and benefits for labour market functioning (macro), for firms (meso), and for individual careers (micro). With this contribution we show that benefits at one level do not necessarily go hand in hand with benefits at the other levels. We conclude that firm loyalty also yiels economic benefits; that more mobility is welcome, as far as it concerns protected mobility.
Competenties en effectiviteit: het perspectief van verschillende beoordelaars
Authors: Verbeek-Heinsman Hanneke , H.B. De Hoogh Annebel , L. Koopman Paul , J. van Muijen Jaap
Published: August 2021

Competencies and effectiveness: rater perspectives and relationships

Competencies and effectiveness: rater perspectives and relationships

H. Verbeek-Heinsman, A.H.B. De Hoogh, P.L. Koopman & J.J. van Muijen, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 406-429

The competency based approach to human resource management has gained popularity. Despite this popularity, there is still no unequivocal answer to the question whether and, if so, which competencies are actually related to effectiveness when different rater sources are considered. Therefore, this study examines relationships between managerial competencies and perceived managerial effectiveness focusing on the perspectives of subordinates, peers, and supervisors using a 360-degree feedback inventory. Results revealed that different rater sources assess competencies and managerial effectiveness differently. That is, comparing ratings of different sources showed little to no similarity. Furthermore, within source competency ratings were found to be more similar than between source competency ratings. Overall, competencies appeared to be related to perceived managerial effectiveness. In addition, results showed that in the eyes of subordinates, peers, and supervisors, different competencies are considered predictors of perceived managerial effectiveness. The results are discussed and several potentially fruitful avenues for future research on the link between competencies and effectiveness are presented.
Gepercipieerde kans op een baan versus een betere baan: relaties met arbeidstevredenheid en welzijn
Authors: De Cuyper Nele , De Witte Hans
Published: August 2021

Perceived chance of alternative employment versus better employment: associations with job satisfaction and well-being

Perceived chance of alternative employment versus better employment: associations with job satisfaction and well-being

N. De Cuyper & H. De Witte, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 475-492

The present study aims to investigate the relationship between perceived employability and job satisfaction and well-being. Employability is defined as 'the individual's perception of his or her chances to achieve a job'. This may concern (1) a job on the internal (i.e. internal employability) or the external (i.e. external employability) labour market, or (2) a job or a better job, which we refer to as quantitative and qualitative employability, respectively. This combination suggests the following forms of employability: internal quantitative employability, internal qualitative employability, external quantitative employability and external qualitative employability. Confirmatory factor analysis on a sample of 389 Belgian (Flemish) respondents supports this 4-factor model. Moreover, the distinction into four forms of employability appears crucial in relation to job satisfaction and well-being: internal qualitative employability relates positively to job satisfaction, and internal quantitative employability relates positively to well-being. External quantitative employability is positively associated with both job satisfaction and well-being, while external qualitative employability is negatively associated with job satisfaction and well-being.
Arbeidswaarden en facetten van arbeidssatisfactie als predictoren voor de attitude van personeelsleden in het hoger onderwijs ten aanzien van veranderingen
Authors: Berings Dries , Grieten Styn , Lambrechts Frank , De Witte Hans
Published: August 2021

Work values and facets of job satisfaction as predictors of employees' attitude to change in higher education

Work values and facets of job satisfaction as predictors of employees' attitude to change in higher education

D. Berings, S. Grieten, F. Lambrechts & H. De Witte, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 493-517

The present study investigated in a sample of 284 employees of a medium-sized college in Flanders how work values and facets of job satisfaction are related to the attitude to change. Nine facets of job satisfaction explain 21% of the variance in the attitude to change. Eleven work values explain 13%. Comparison of personnel categories reveals that the attitude to change is related to sex, age and job content. Multiple regression analysis shows that satisfaction with participation, job content (lecturers versus non-lecturers) and satisfaction with students have the most unique predictive value in respect to the attitude to change. Analyses for each type of innovation separately resulted in divergent models with different work values and facets of job satisfaction as predictors.
Call for papers voor het themanummer 2009: 'Een positieve benadering van het thema arbeid en gezondheid'
Authors: Houkes I. , Verdonk P. , Peeters M.C.W.
Published: August 2021

Het brede thema arbeid en gezondheid staat al lange tijd in het middelpunt van de belangstelling. In de afgelopen decennia heeft echter een verschuiving plaatsgevonden in het denken over arbeid en gezondheid, namelijk van een negatieve insteek – het voorkómen van ongezondheid – naar een meer positieve benadering of psychologie: het bevorderen van de gezondheid en employability van werknemers. Deze verschuiving is op verschillende niveaus zichtbaar. In de eerste plaats op overheidsniveau; in Nederland hebben de relatief hoge verzuimcijfers alsmede de relatief grote instroom in de arbeidsongeschiktheidsregelingen geleid tot een debat over nieuwe wet- en regelgeving, over de noodzaak tot het nemen van verantwoordelijkheid door werkgever en werknemer, maar ook over de privatisering van de bedrijfsgeneeskunde (preventie) en reïntegratie. In de WIA wordt bijvoorbeeld gesteld dat werknemers moeten werken naar vermogen, ook als ze een gezondheidsbeperking hebben. Dit leidt ertoe dat steeds meer gedeeltelijk arbeidsongeschikten – en dus werknemers met gezondheidsproblemen – na een verzuimperiode weer aan het werk moeten. Inmiddels lijkt er dus consensus te bestaan over de benodigde aanpak: een activerende benadering van zieke werknemers in combinatie met een regeling voor volledig arbeidsongeschikten. Ook in België is er steeds meer aandacht voor het activeren van de potentiële beroepsbevolking, en meer in het bijzonder het bevorderen van de inzetbaarheid van mensen met een arbeidshandicap. Reïntegratie van werknemers met een arbeidshandicap en hieraan gekoppeld een duidelijk uitgewerkt beleid komen in België nog weinig voor, terwijl ook hier veel werknemers kampen met een arbeidshandicap (18%). Deze situatie is het gevolg van onder meer complexe en heterogene wetgeving en de focus op individuele trajectbegeleiding. In België heeft men bijvoorbeeld te maken met regionale en federale regelingen, en is de van toepassing zijnde wet- en regelgeving afhankelijk van de aard van de ziekte of arbeidsongeschiktheid; er wordt bijvoorbeeld onderscheid gemaakt tussen ziekte en privé-ongevallen, beroepsziekten en arbeidsongevallen. Toch heeft de Belgische overheid de laatste jaren enkele wettelijke kaders gecreëerd om de vlotte reïntegratie van personen met een arbeidshandicap te bevorderen.
Motieven voor regelovertreding: een onderzoek onder ondernemers
Authors: Goslinga Sjoerd , Denkers Adriaan
Published: August 2021

Motives for Non-compliance: A Study Among Business Entrepreneurs

Motives for Non-compliance: A Study Among Business Entrepreneurs

S. Goslinga and A. Denkers, Gedrag & Organisatie, volume 22, March 2009, nr. 1, pp. 3-22

Starting from the idea that to be effective, law enforcement should target on the main motives for non-compliance with legal rules, this study examined which factors influence non-compliance intentions of business entrepreneurs. Data were collected by means of a telephone survey among 1.377 Dutch business entrepreneurs. Besides background variables, the questionnaire assessed motives and intentions with regard to compliance and non-compliance. Regression analysis showed that non-compliance intentions are stronger when personal and social norms do not support compliance. Furthermore, non-compliance intentions increase when economic deterrence (based on the perceived chance of detection and sanction severity) is weak and there are more opportunities to deviate from the rules. In addition, results show that economic deterrence has little effect on non-compliance intentions when social norms support compliance and that social norms have more impact on non-compliance intentions when the personal norm does not support compliance. Implications of these findings for the enforcement of rules and regulations that apply to business entrepreneurs are discussed.
Hoe interpreteren leidinggevenden het feedback-zoekende gedrag van hun medewerkers?
Authors: E.M. De Stobbeleir Katleen , J. Ashford Susan , F. Sully De Luque Mary , Buyens Dirk
Published: August 2021

In the eye of the beholder: how is feedback seeking behaviour interpreted in organisations?

In the eye of the beholder: how is feedback seeking behaviour interpreted in organisations?

K.E.M. de Stobbeleir, S.J. Ashford, M.F. Sully De Luque and D. Buyens, Gedrag & Organisatie, volume 22, March 2009, nr. 1, pp. 23-40

This study examined how the pattern of feedback seeking affects how feedback-seeking behaviour is evaluated in organisations. Controlling for the performance history of the feedback seeker, we studied how the type of the sought feedback (strengths versus weaknesses) and the frequency of seeking (frequent versus occasional) affect targets' impressions of feedback seekers and their seeking. We also assessed how the targets' implicit person theory and their attributions for feedback seeking affect the relationship between feedback-seeking behaviour and targets' impressions. Results show that targets' attributions for feedback seeking are one of the underlying mechanisms for why feedback seeking behaviour affects important individual outcomes in organizations and that the targets' implicit person theory is a relevant moderator of these effects.
Pesten op het werk: de relatie met gezondheid en verzuim en de rol van coping
Authors: Dehue Francine , Bolman Catherine , Völlink Trijntje , Pouwelse Mieneke
Published: August 2021

Bullying at work: the relation with health en absenteeism and the role of coping

Bullying at work: the relation with health en absenteeism and the role of coping

F. Dehue, C. Bolman, T. Völlink & M. Pouwelse, Gedrag & Organisatie, volume 20, June 2009, nr. 2, pp. 97-117

In this study, the influence of coping on the relation between bullying experiences at work and health complaints and absenteeism has been investigated. One thousand randomly chosen employees received a questionnaire which was completed and returned by 361 employees. Results revealed that 139 employees (39%) were bullied at least once a month and 64 employees (18%) at least once a week on at least one of the bullying experiences listed in the questionnaire. Employees who have been bullied weekly, report more health complaints and were absent during more days than employees who have been bullied monthly or who have not been bullied at all. They are also more often inclined to compensate as a means of coping with problematic situations. Compensating and a positive active attitude towards problematic situations are coping strategies which moderate the relation between bullying experiences and health complaints and absenteeism. However, using these coping strategies as a response to bullying experiences is detrimental to one's health and supports absenteeism, just as negative organizational and leadership aspects, which are also associated with bullying experiences.
Carrièresucces van vaders en moeders: de rol van moederschapsideologie, werk-thuis-cultuur en werk-thuis-arrangementen
Authors: L. van Engen Marloes , S.E. Dikkers Josje , J. Vinkenburg Claartje , P. de Rooy Ella
Published: August 2021

Career success of fathers and mothers: the impact of motherhood ideology, work-home culture, and work-home arrangements

Career success of fathers and mothers: the impact of motherhood ideology, work-home culture, and work-home arrangements

M.L. van Engen, J.S.E. Dikkers, C.J. Vinkenburg and P. de Rooy, Gedrag & Organisatie, volume 22, June 2009, nr. 2, pp. 146-171

Despite the increased labor force participation of Dutch women, their career progression still lags behind that of men. Differences in career success of men and women are often attributed to their different family roles and responsibilities. In this study we examined the relationships between motherhood ideology, work-home culture, and the utilization of different flexible and care-related arrangements. Next, we look at the relationship between these factors and extrinsic (objective) and intrinsic (subjective) career success of parents. Two-hundred-and-fourteen Dutch working parents filled out a questionnaire. We found that a less traditional motherhood ideology and a supportive work-home culture have a positive relationship with parents' utilization of work-home arrangements. Mothers with a traditional motherhood ideology who used care-related arrangements are more extrinsically successful than mothers with a less traditional ideology. Intrinsic career success is higher for mothers who use flexible arrangements than for mothers who do not.
Fysiologische stressmetingen in de werksituatie: nut, beperkingen en bevindingen
Authors: van Doornen Lorenz , Houtveen Jan
Published: August 2021

Physiological stress measures at work: relevance, limitations, and findings

Physiological stress measures at work: relevance, limitations, and findings

L. van Doornen & J. Houtveen, Gedrag & Organisatie, volume 22, September 2009, nr. 3, pp. 275-293

Physiological stress measures should only to a limited extent be considered as 'objective' indices of subjectively experienced work stress. Their contribution should mainly be sought in the quantification of the load on the body exerted by stress, the latter being the mediator of the health effects of work stress. For the most widely used physiological parameters in the field of work stress – blood pressure, heart rate, cardiac autonomic indices, adrenalin and cortisol – their physiology is described, their measurement techniques outlined, and an overall picture furnished with respect to differences observed between high- and low-work stress populations. Finally some suggestions are given with respect to future directions this field may take: focus on individual differences in physiological stress-sensitivity; quantification of recovery, and quantification of the effects of individual or workplace interventions.
De invloed van nieuwkomers op teaminnovatie
Authors: Rink Floor , Ellemers Naomi
Published: August 2021

The effect of newcomers on team innovation

The effect of newcomers on team innovation

F. Rink & N. Ellemers, Gedrag & Organisatie, volume 22, September 2009, nr. 3, pp. 288-300

This paper discusses the question under what conditions newcomers may contribute to the innovation potential of teams in a positive way. The literature shows that newcomers in a team tend to assimilate to the existing work norms and do not share their ideas and valuable insights with the team. This phenomenon does not help team innovation.

In a series of experimental studies we studied whether the future perspective of newcomers (i.e., a temporary versus permanent position in the team) and the collective regulation orientation of the team (a promotion versus prevention regulatory focus) affect newcomers' influence on team innovation. The results show that teams are prepared to listen to newcomers' ideas if these newcomers have a temporary status. In this case, the existing team members consider the potential differences between the team and the newcomers a matter of secondary significance. In addition, team climate was found to be an important factor in team innovation. When teams consider complex and unpredictable situations a challenge, they are more willing to accept changes and newcomers' unique contributions.
Hoe gezondheidsbeleid de toewijding van werknemers beïnvloedt
Authors: Fekke Ybema Jan , Bakhuys Roozeboom Maartje
Published: August 2021

How health policy influences the dedication of employees

How health policy influences the dedication of employees

J.F. Ybema & M. Bakhuys Roozeboom, Gedrag & Organisatie, volume 22, November 2009, nr. 4, pp. 354-370.

A longitudinal study with three yearly waves of data collection among 1.013 employees was used to examine whether employers' health policy improved dedication of employees. Furthermore, it was examined whether health policy improved autonomy, social support (from supervisor, from colleagues), and organizational justice (procedural, distributive), and whether health policy affects dedication through these job resources. The results showed that health policy at T1 contributed to higher dedication at T3, corrected for dedication at T1. Moreover, health policy did not improve autonomy, but it led to more social support from supervisor and colleagues and to more procedural and distributive justice at T2, corrected for these job resources at T1. The effects of health policy on dedication were partly mediated by more social support from the supervisor and by higher procedural justice. This means that employers should invest in health policy to improve the job resources and dedication of employees.
Gezondheid en functioneren van moeilijk bemiddelbare bijstandsgerechtigden in een gesubsidieerde baan
Authors: Oomens Shirley , de Jong Tanja , Blonk Roland
Published: August 2021

Health and job performance of people working in sheltered employment

Health and job performance of people working in sheltered employment

S. Oomens, T. de Jong & R. Blonk, Gedrag & Organisatie, volume 22, November 2009, nr. 4, pp. 411-427.

In order to reintegrate a group of people who have received social assistance benefits (WWB) for a long time, the city of Rotterdam started a project called 'Experiment Sheltered Employment'. In this study we investigate the relationship between health complaints and job performance among this group of former unemployed. Our sample consists of 97 people who are working in sheltered jobs. Three months after their placement in sheltered employment, their job performance has been evaluated by their employer. Our results show, that people who in general feel more vital and healthy do perform better in their jobs. The type of health complaints seemed to be unrelated to job performance. Although related, the contribution of health complaints to one's job performance appears to be modest. Job performance was mostly affected by the duration of the unemployment period.
Onderzoeksnotitie: Een vernieuwd meetinstrument voor organizational commitment
Authors: Jak Suzanne , Evers Arne
Published: August 2021

A renewed instrument for organizational commitment

A renewed instrument for organizational commitment

S. Jak & A.V.A.M. Evers, Gedrag & Organisatie, volume 23, June 2010, nr. 2, pp. 158-171

The prevailing model in organizational commitment research is Allen and Meyer's (1990) 3-component model of organizational commitment. They developed three scales to measure commitment, the affective commitment scale (ACS), the continuance commitment scale (CCS) and the normative commitment scale (NCS). The correlation between the ACS and NCS has consistently been found to be larger than theoretically expected, both with the original scales and the revised scales (Meyer, Allen & Smith, 1993). In the current study, a Dutch version of the revised scales is developed, where the correlation between the ACS and NCS is smaller than originally. This was attained by omitting the word 'feeling' from the NCS items. The newly-developed scales appeared to be both reliable and valid. Possibilities for future research are discussed.
Bright-sided. How the relentless promotion of positive thinking has undermined America
Authors: Verdonk Petra , Houkes Inge
Published: August 2021

In Bright-sided ontmaskert Barbara Ehrenreich (auteur van onder andere Nickel and Dimed en Fear of falling: The inner life of the middle class) de aanname dat gezondheid, succes en rijkdom zich manifesteren door positief denken als instrument van het kapitalisme. Bright-sided is erg Amerikaans en minder van toepassing op de Europese context, maar ook bevlogen en kritisch geschreven, en actueel. Immers, aandacht voor positief denken, ook wetenschappelijk, neemt eveneens toe in Nederland en België. Zo publiceerde Gedrag & Organisatie eind 2009 een speciaal nummer over een positieve benadering van arbeid en gezondheid, waaronder de positieve psychologie. In dit special issue werd aandacht gegeven aan thema's als empowerment bij reïntegratie en het stimuleren van flow in de arbeidssituatie. Steeds meer organisaties streven naar vitaliteit en employability. Kortom, een positieve benadering van werknemers om hun gezondheid en productiviteit te bevorderen.
Herstelmogelijkheden en gezondheid in het werk
Authors: J.P.M. van Veldhoven Marc , K. Sluiter Judith
Published: August 2021

Recovery opportunities and health at work

Recovery opportunities and health at work

Marc J.P.M. van Veldhoven & Judith K. Sluiter, Gedrag & Organisatie, volume 23, December 2010, nr. 4, pp. 275-295.

Recovery opportunities allow employees to recuperate from work and diminish load effects. We validate a scale for measuring recovery opportunities in relation to health at work, and show that it is different from job control.

Cross-sectional data from three Dutch worker samples, which differ in amount of heterogeneity, were used with response rates over 60%. Internal consistency of the scale is good. Recovery opportunities can be discriminated from job control (decision latitude). Recovery opportunities show significant relations with work-related fatigue (need for recovery), sleep complaints, and health complaints, but not with future absenteeism. The recovery opportunities scale has good reliability and shows good construct- and criterion-related validity. It is concluded that the scale is adequate for measuring recovery opportunities, and the implications of this finding for research and practice are discussed.
De relatie tussen herstel, werkdruk en slaap: een dagboekstudie
Authors: L.T. Walkowiak Alicia , R. Hülsheger Ute , R.H. Zijlstra Fred
Published: August 2021

The relationship between recovery, work pressure and sleep quality: A diary study

The relationship between recovery, work pressure and sleep quality: A diary study

Alicia L.T. Walkowiak, Ute R.Hülsheger & Fred R.H. Zijlstra, Gedrag & Organisatie, volume 23, December 2010, nr. 4, pp. 316-332.

Previous research showed that the experience of high work pressure can lead to fatigue and even to health complaints on the long term. This makes it very important, especially for people who experience high work pressure, to take sufficient time to recover after work. Sleep quality has a positive influence on recovery.

The aim of this diary study was to investigate whether sleep quality has a mediating effect on the relationship between work pressure and recovery.

Seventy-six people took part in the study and answered questions about work, recovery and sleep for 14 days. Results showed that work pressure indeed had a negative effect on recovery and sleep quality. Furthermore, we found a partial mediation effect: sleep quality mediated the relationship between work pressure and recovery. These results stress the importance of recovery and sleep quality, especially for people who experience high work pressure.
Terug van nooit weggeweest
Authors: Derous Eva , E.G. van der Velde Mandy , Ph. Born Marise
Published: August 2021

Recruitment & Selection: Back from never been gone

Recruitment & Selection: Back from never been gone

The Netherlands and Flanders are well known for their long and profound tradition in research and development on recruitment and selection practices. During the past decade, however, considerably less attention has been paid towards recruitment and selection topics, both within the Dutch/Flemish academic literature as well as at Dutch/Flemish universities (e.g., in terms of the number of specialized courses). This remarkable observation runs counter to the call for scientifically trained recruiting/selection experts as instigated by several new developments within the professional field of recruitment and assessment. This article presents six developments/trends in recruitment and selection. We further illustrate the scientific-practitioner gap as well as several perspectives on recruitment and selection to address some of the recent developments.
Ervaren Uitdaging op het Werk
Authors: T. Y. Preenen Paul , E. M. van Vianen Annelies , E. de Pater Irene , Geerling René
Published: August 2021

Perceived Job Challenge: Development of a measure

Perceived Job Challenge: Development of a measure

A measure of perceived challenge was developed, and its psychometric qualities were investigated in two studies. Perceived challenge consisted of three factors: positive stimulation, competence testing, and uncertainty. These factors were found to be reliable and showed good convergent validity. The non-significant correlations between perceived challenge and the Big Five personality traits agreeableness and neuroticism indicated good discriminant validity. The criterium validity of this measure was good as well. The positive stimulation dimension in particular showed to correlate high with employees’ work attitudes. This measure of perceived challenge seems useful for research and practice.
Psychologische energiebronnen voor bevlogen werknemers:
Authors: Vink Jonne , Ouweneel Else , Le Blanc Pascale
Published: August 2021

Psychological resources for engaged employees:Psychological capital in the Job Demands-Resources model

Psychological resources for engaged employees:Psychological capital in the Job Demands-Resources model

This study focused on the role of personal resources, operationalized as ‘psychological capital’ (PsyCap), in the motivational process of the Job Demands-Resources (JD-R) model. PsyCap consists of self-efficacy, optimism, hope and resiliency. As a single construct, these four components have been linked to positive outcomes for organizations, but they have never been studied in relation to work engagement (as conceptualized by Schaufeli & Bakker, 2003). Academic and administrative staff of a Dutch university (N=301) filled in an online questionnaire. The study results showed that job resources, PsyCap, and work engagement are distinct constructs which are significantly related. Job resources were related to work engagement both directly and indirectly via PsyCap. This study confirms the theoretical importance of including personal resources in the JD-R model, as well as the practical relevance of the construct of PsyCap.
Teamleiderbeoordelingen; kleurt persoonlijkheid de blik van de
docent?
Authors: Sanders Karin , Bos-Broekema Lineke , Runhaar Piety
Published: August 2021

Evaluating the team leader: does teachers’ personality influence their
perceptions?

Evaluating the team leader: does teachers’ personality influence their
perceptions?

Using data from 249 teachers belonging to 37 teams within 11 school communities,
this study examines the extent to which the personality of teachers is related
to their perceptions of transformational leadership of their team leader
(assumed similarity). Furthermore the question if similarity between personality
of the teacher and the team leader leads to a stronger perception of
transformational leadership (similarity attraction) is tested with a part of
this dataset (117 teachers, 15 team leaders and 11 school communities). Results
revealed that there is a positive relationship between extraversion and
perception of transformational leadership. Moreover similarity between teachers
and team leaders in terms of extraversion leads to a stronger perception of
transformational leadership.
Drie is meer dan twee:
Authors: van Beest Ilja
Published: August 2021

Three is more than two: why coalition formation is not easy

Three is more than two: why coalition formation is not easy

In this short version of my inaugural address I describe how people form coalitions. I argue that people behave as if they are already a member of a coalition without realizing that they could also be excluded from the winning coalition. As a consequence people use specific tactics that have proven their success in dyadic interactions. Using examples of research on resources, power, distribution rules, emotions and deception, I show that the implementation of such tactics yield unexpected and potentially disastrous outcomes in triadic settings.
De invloed van psychosociale en fysieke werkgerelateerde factoren op
vroegpensioen in elf Europese landen
Authors: J.W. Robroek Suzan , I.J. Van den Berg Tilja , Burdorf Alex
Published: August 2021

The role of work-related factors on early retirement in 11 European
countries

The role of work-related factors on early retirement in 11 European
countries

Gedrag & Organisatie, volume 24, November 2011, nr. 4, pp.
451-463.With the ageing population there is a need to increase work
participation. The longitudinal ‘Survey on Health and Ageing in Europe’
(SHARE-study) makes it possible to identify possible predictors of early
retirement. The hypothesis is that poor working conditions might predict early
retirement. The SHARE-study contains data from 4,673 workers aged 50-60 year with
paid employment at baseline and information on work status during the four-year
follow-up. During the follow-up period 14% of the workers exited the workforce due
to early retirement. A low educational level, excessive alcohol consumption, a
reduced self-perceived health, and a lack of job control were the most important
predictors of early retirement. Preventive interventions aimed to prevent health
problems might contribute to the prevention of early exit from work.
De relatie tussen werkeisen, energiebronnen, spanning en werkplezier: een kwestie van leeftijd?
Authors: Schreurs Bert , Van den Broeck Anja , Notelaers Guy , van der Heijden Beate , De Witte Hans
Published: August 2021

The relationship between job demands, job resources, strain, and work enjoyment: a matter of age?

The relationship between job demands, job resources, strain, and work enjoyment: a matter of age?

Drawing on the Selection-Optimization-Compensation theory and the Job Demands-Resources model this study addresses the following research questions: (1) are there mean differences in the perceived levels of particular job characteristics between employees from different age groups; and (2) to what extent does the relationship between job characteristics and work outcomes (i.e., job strain and work enjoyment) differ across age groups? Data were collected from a sample of 15,464 employees, of which 3,850 were younger than 35 (young group), 7,273 were between 36 and 45 (middle group), and 4,341 were older than 45 (old group). Significant age differences were found in the levels of job characteristics: Young employees are most positive about their relationships with their colleagues and direct supervisor, and report to have the lowest levels of workload; employees from the middle group report to have the highest levels of role conflict; employees from the oldest age group perceive to have the highest levels of autonomy, and perceive more than other employees to be confronted with hindering changes at work. In addition, the strength of the relationship between job characteristics and work outcomes differed across age groups, although differences were rather small. From this we conclude that HR management should focus on creating high-quality jobs for all employees, young and old.
Wanneer bevordert en wanneer hindert werkdruk het werkplekleren?
Authors: Van Ruysseveldt Joris , van Dijke Marius
Published: August 2021

When does workload promote workplace learning opportunities, and when does workload hinder workplace learning opportunities?

When does workload promote workplace learning opportunities, and when does workload hinder workplace learning opportunities?

Building on theoretical frameworks like the Job Demands Control model we tested whether the relationship between workload and employees’ experiences of opportunities for workplace learning is of an inverted u-shaped nature. Furthermore we researched whether autonomy moderates this relationship. We predicted that at moderate levels of autonomy rising workload was associated with increasing learning opportunities at low levels of workload, but with decreasing learning opportunities at high levels of workload. Also, we predicted that low autonomy prevents positive effects of moderate workload from materializing whereas high autonomy makes high workload less destructive to the learning process. We found support for these ideas in a large and heterogeneous sample of Flemish working adults (FWM, 2010). These results integrate conflicting prior findings and extend Karasek’s (1979) active learning hypothesis. They also have clear implications for job redesign practices aiming to promote workplace learning opportunities.
Van rechtvaardigheid naar uitputting en bevlogenheid
Authors: Verboon Peter , Schakel Klaas , van Dam Karen
Published: August 2021

From justice to exhaustion and engagement. The role of affective commitment to the organization

From justice to exhaustion and engagement. The role of affective commitment to the organization

In two studies the relationship between perceived organizational justice and emotional exhaustion and engagement was studied. Especially, the role of affective commitment to the organization in this relationship was examined. According to the group engagement model of Tyler and Blader (2003), procedural justice will result in positive behavior and attitudes because it increases commitment to the organization, thus implying that affective commitment mediates the relationship of justice with exhaustion and engagement. Conversely, Glazer and Kruse (2008) argue that a strong commitment to the organization can mitigate the effect of stressors, like injustice perceptions, on exhaustion and engagement, implying a moderating effect of commitment. These models were tested in two samples with employees working in a police organization. Both studies supported the mediating role of commitment; no evidence was found for a moderating role of commitment. The implication of these outcomes and the limitations of the study are discussed.
Onderzoeksnotitie: De factoriële validiteit en meetinvariantie van de Utrechtse Burnout Schaal
Authors: Vanheule Stijn , Rosseel Yves , Vlerick Peter , Van de Ven Bart , Declercq Frédéric
Published: August 2021

Research note: The factorial validity and measurement invariance of the Dutch version (UBOS-A) of the Maslach Burnout Inventory

Research note: The factorial validity and measurement invariance of the Dutch version (UBOS-A) of the Maslach Burnout Inventory

This paper examines the factorial validity and measurement invariance of the Dutch version (UBOS-A) of the Maslach Burnout Inventory – General Survey (MBI-GS). Confirmatory factor analyses of data from security guards (n = 544) and employees of a technology company (n = 799) reveal that the fit of the oblique three factor model with the factors Exhaustion, Cynicism and Reduced Personal Accomplishment was excellent, but these factors don’t have adequate loadings on a higher order burnout factor. With respect to gender complete measurement invariance is observed. With respect to the difference between both industrial sectors partial measurement invariance is observed. The authors conclude that for security guards the questionnaire items might have a different connotation than for technology employees.
25 jaar Gedrag & Organisatie
Authors: van Dam Karen
Published: August 2021

Summary

This editorial offers an introduction to the current issue.
Een pleidooi voor valorisatie van de Arbeids- en Organisatiepsychologie
Authors: Nauta Aukje , de Dreu Carsten
Published: August 2021

A plea for the utilization of organizational psychology

A plea for the utilization of organizational psychology

This article is a plea for the utilization of organizational psychology. Knowledge utilization is the process of creating value from knowledge, by making knowledge suitable and/or available for economic and/or societal use, and translating knowledge into competitive products, services, processes and new businesses. We describe two forms of knowledge utilization – knowledge dissemination and knowledge use – and illustrate how organizational psychologists working at universities are already engaged in spreading their academic knowledge and collaborating with practitioners, as to put organizational psychological knowledge into practice. However, utilization could be improved, by making deals that benefit both practice and academia (so-called integrative or ‘win-win’ deals). Knowledge utilization is not only a means to tap new funding sources in economically tough times, but also an ideal way to contribute to society and (people in) organizations.
Het kerend academisch tij: kansen voor de selectiepsychologie
Authors: Born Marise
Published: August 2021

The turning academic tide: Chances for personnel selection research

The turning academic tide: Chances for personnel selection research

The psychology of personnel selection is one of the oldest and most important applied domains within psychology. After a period of little academic interest in the Netherlands for this domain, the present age offers new chances for selection research. The Dutch governmental research organization NWO requests submitted research proposals to deliver results which are societally useful. Selection research without any doubt fulfills this requirement. Results from 82 meta-analyses of psychological research (Mitchell, 2012) demonstrate the significance of research valorization as well: the tenability in practice of psychological lab research was best for work and organizational psychology, specifically in the area of selection, training, personnel management and organizational behavior. Selection research needs to make use of the favorable impression it makes by conducting more and innovative research, such as studying technologically advanced selection methods and the usefulness of social media for selection. Such research will promote an evidence-based selection practice.
De Job Demands-Resources benadering van job crafting
Authors: Tims Maria , B. Bakker Arnold , Derks Daantje
Published: August 2021

The Job Demands-Resources approach of job crafting

The Job Demands-Resources approach of job crafting

The aim of this article is to provide an overview of research on job crafting and of our vision on self-initiated behavior of employees to change aspects of their work environment. In particular, we discuss job crafting theory and indicate how job crafting can be contextualized within the Job Demands-Resources (JD-R) theory. Based on the embedding of job crafting in the JD-R model, a job crafting scale was developed and validated. We discuss the results of the study that examined the psychometric properties of the job crafting scale and summarize four studies that applied the JD-R conceptualization of job crafting. Based on this overview, we provide recommendations for future research on job crafting and for practice.
Job crafting als sleutel tot succesvolle organisatieverandering
Authors: Petrou Paraskevas , Demerouti Evangelia , Breevaart Kimberley
Published: August 2021

Job crafting as a key to successful organisational change

Job crafting as a key to successful organisational change

Contemporary organizations are continuously required to introduce changes and employees are expected to adapt to these changes. However, we still lack knowledge on how organizational change can be successfully implemented. We suggest that employees who craft and reshape their jobs adapt better to today’s rapidly transforming work environment and thus increase the success of organizational change. In this article, we, therefore, draw on theoretical views and existing empirical evidence to describe which situations and individual attributes stimulate job crafting during organizational changes. Furthermore, we examine why job crafting can increase the success of organizational change (in terms of employee motivation, performance and health). Implications for future research within this new area are discussed and practical recommendations are provided to leaders who manage organizational change.
Handen af van onze hulpverleners
Authors: J.P.M. van Erp Kim , M.P. Gevers Josette , Rispens Sonja , Demerouti Evangelia
Published: August 2021

Hands off! The impact of bystander conflict on public service employees

Hands off! The impact of bystander conflict on public service employees

Public service employees increasingly find themselves being hindered by bystanders while performing their jobs. In the scientific literature the specific phenomenon of bystander conflict has, however, up till now received little attention. In this article we will define bystander conflict and position it in the existing conflict literature. Integrating the literature on conflict, workplace aggression, and work interruptions, we developed a categorization of bystander conflict. Next, on the basis of the Job Demands-Resources (JD-R) model, we argue that, when public service employees are confronted with bystander conflict, this results in negative consequences both at the individual level (e.g., employee wellbeing), and at the team level (e.g., team performance). On both levels resources may be developed and deployed in order to minimize the negative effects of bystander conflict. Besides the theoretical relevance, this model provides practical implications, such as directions for interventions and support that organizations may offer their employees.