bluuebunny/crossref_metadata_2025 huggingface dataset:
I-deals: Ideosyncratic deals employees bargain for themselves
Authors: Freese Charissa
Published: August 2021

Denise Rousseau is onbetwist expert op het gebied van psychologische contracten en arbeidsrelaties. Ze heeft een nieuw boek geschreven, dat een logisch vervolg is op haar boek Psychological Contracts in Organizations uit 1995. In dat boek gaat ze in op wat psychologische contracten zijn, hoe ze gevormd worden en het belang ervan in arbeidsrelaties. In haar nieuwe boek gaat ze een stap verder. Nu het belang van psychologische contracten alom onderkend wordt, hoe moet die kennis dan optimaal ingezet worden in arbeidsrelaties? Zij introduceert daarbij de term 'i-deal', waar helaas geen mooie Nederlandse tegenhanger voor bestaat, zonder aan inhoud in te boeten. 'I-deals' zijn individuele afspraken tussen werknemer en organisatie met betrekking tot het arbeidscontract, waarbij zowel werknemer als organisatie profiteren van een dergelijke deal, een ideal dus. In de wetenschap is veel aandacht voor rechtvaardigheid op de werkvloer, waarbij vaak wordt aangeraden te komen tot standaardisatie om ervoor te zorgen dat zaken zo als rechtvaardig ervaren worden. Rousseau betoogt dat werknemers juist helemaal niet altijd hetzelfde willen en dat het ook niet in het belang is van de organisatie om iedereen gelijk te behandelen. Echter, de individuele maatwerkafspraken die Rousseau propageert, druisen in tegen de rechtvaardigheidstheorie. Het centrale thema van het boek is dan ook hoe i-deals zo vormgegeven kunnen worden, dat werknemer, organisatie en collega's hiervan profiteren. Rousseau toont zich gevoelig voor de negatieve consequenties die kunnen ontstaan bij individuele maatwerkafspraken: voorkeursbehandelingen zijn daarbij niet gewenst. Ze gaat allereerst in op wat i-deals zijn en wat er juist niet mee bedoeld wordt. Ze onderscheidt zes typen i-deals gebaseerd op de fase waarin ze totstandkomen (bij aanname, tijdens beoordeling, promotie of pensioen) en door wie de onderhandeling geïnitieerd wordt: door de organisatie of de werknemer. Vervolgens beschrijft ze hoe erover onderhandeld kan worden en welke rol organisatie en collega's daarbij spelen. Tot slot gaat ze in op de culturele verschillen die een rol kunnen spelen bij het totstandkomen van i-deals. Het boek geeft veel voorbeelden uit de praktijk, waarbij cases van organisaties die geprofiteerd hebben van i-deals de revue passeren. Dit maakt het tot een boek dat zowel wetenschappers als HR-managers inspiratie kan geven.
Onbegrensde loopbanen: een kwestie van persoon én organisatie
Authors: E.M. van Vianen Annelies
Published: August 2021

Boundaryless careers: The interplay of individuals and organizations

Boundaryless careers: The interplay of individuals and organizations

A.E.M. van Vianen, Gedrag & Organisatie, volume 20, September 2007, nr. 3, pp. 303-318

This paper discusses the question to what extent employees will be able to manage their careers in a way that matches organizations' need for a flexible workforce. It is argued that the external mobility of employees will remain limited. Yet, much more can be done regarding employees' internal mobility and development. Employees should focus on broadening the content of their jobs through performing challenging tasks. Most employees report a positive attitude towards job flexibility yet not initiate challenging experiences in their current jobs. In a similar vein, organizations prefer a flexible workforce but tend to allocate the challenging tasks to a restricted number of employees. Because optimal self-regulation is feasible for only few of us, employees need the stimulus of their organization in order to remain employable.
Individuele verschillen in graaigedrag
Authors: Jongenelen Maaike , Vonk Roos
Published: August 2021

Individual differences in money-grabbing: The role of entitlement, social value orientation, and misuse of power

Individual differences in money-grabbing: The role of entitlement, social value orientation, and misuse of power

M. Jongenelen & R. Vonk, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 369-381

This research investigates the role of individual differences in money-grabbing. Feelings of entitlement, high scores on the Misuse of Power scale and a pro-self focus were expected to lead to grabbing behaviour in high-power individuals. While playing a manager in a role-playing game, participants had the opportunity to grab more valuable points then their equal share. Results showed that pro-self participants grabbed more than pro-socials. Among the pro-self participants, feelings of entitlement led to higher Misuse of Power scores which, in turn, led to more grabbing. Entitlement en Misuse of Power had no effect on grabbing in pro-socials. It is concluded that power does not corrupt absolutely: Individual differences predict how a powerful person will behave. Implications for business settings are dealt with in the discussion.
De invloed van interactionele onrechtvaardigheid en emotionele stabiliteit op deviant gedrag in organisaties
Authors: Vos Menno , Giebels Ellen
Published: August 2021

The influence of interactional injustice and emotional stability on deviant behavior in organizations

The influence of interactional injustice and emotional stability on deviant behavior in organizations

M. Vos & E. Giebels, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 392-408

Workplace deviance has become an increasing concern for employees and employers all over the world. A field experiment was conducted to investigate the relationship between interactional injustice and workplace deviance and the moderating influence of emotional stability. 117 employees from a company in the service industries read a situation sketch in which half of the subjects were confronted with a interactional just situation and the other half with a interactional unjust situation. The results indicated that interactional injustice as well as emotional instability induced deviance directed to the management but not more general forms of workplace deviance. The relationships between interactional injustice and emotional stability on the one hand and deviant behavior on the other hand appeared to be partially mediated by negative affect. No support was found for an interaction between interactional injustice and emotional stability on workplace deviance.
De invloed van rechtvaardigheid op werkuitkomsten: een longitudinaal perspectief
Authors: Fekke Ybema Jan
Published: August 2021

The effects of justice on work outcomes: a longitudinal perspective

The effects of justice on work outcomes: a longitudinal perspective

J.F. Ybema, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 409-426

A longitudinal three-wave study among 1597 employees examines how procedural and distributive justice are related to job satisfaction and burnout (emotional exhaustion). It was predicted that perceived justice and work outcomes mutually influence each other over time. In line with these predictions, distributive injustice enhanced burnout a year later, whereas burnout in turn enhanced future procedural injustice. Furthermore, procedural justice and job satisfaction mutually augmented each other: higher procedural justice enhanced job satisfaction a year later, and higher job satisfaction also enhanced future procedural justice. This research confirms the importance of justice in organizations as a means to enhance wellbeing of people at work.
Emoties en de intentie tot helpen van omstanders bij pesten op het werk: de invloed van waargenomen verantwoordelijkheid en besmettingsdreiging
Authors: Mulder Roelie , Pouwelse Mieneke , Lodewijkx Hein , Bolman Catherine
Published: August 2021

Emotional and helping responses among bystanders of victims of mobbing: the role of perceived responsibility and threat of contagion

Emotional and helping responses among bystanders of victims of mobbing: the role of perceived responsibility and threat of contagion

R. Mulder, M. Pouwelse, H. Lodewijkx & C. Bolman, Gedrag & Organisatie, volume 21, March 2008, pp. 19-34

Building upon Weiner's (1995, 1996) attributional model of social behavior, we examined the effects of perceived responsibility and threat of contagion upon bystanders' emotional and helping responses towards the victim (an executive) in a mobbing situation. Hypotheses were examined in a 2 (perceived responsibility: weak/strong) x 2 (perceived threat of contagion): weak/strong) vignette study among government workers (N = 161). SEM path analyses (using Amos 5.0) revealed that weak (versus strong) perceived responsibility led to stronger pity and less anger, which both led to stronger helping intentions. Intriguingly, bystanders further showed stronger helping intentions, when the victim of mobbing was held more responsible for his situation. The perceived threat conditions did not directly influence helping intentions, but weak versus strong perceived threat was related to less anger and anxiety, and less anxiety, in turn, was associated with stronger helping intentions. Discussed are the potential consequences of the power differential between victims (as executives) and bystanders, and the validity of Weiner's model in explaining mobbing at work.
De invloed van doeloriëntaties op de effectiviteit van re-integratie
Authors: Noordzij Gera , A.J. Van Hooft Edwin
Published: August 2021

The influence of goal orientations on the effectiveness of reemployment counseling

The influence of goal orientations on the effectiveness of reemployment counseling

G. Noordzij & E.A.J. Van Hooft, Gedrag & Organisatie, volume 21, August 2008, nr. 3, pp. 209-225

The present study investigates the influence of training goal orientations on job search and reemployment outcomes among unemployed people who were searching for a job. Unemployed individuals (N = 109) were randomly assigned to one of three training conditions: (1) Learning goal orientated training (LGO), (2) Performance goal orientated training (PGO), and (3) control group. LGO is defined as focusing on increasing competences whereas PGO is defined as focusing on demonstrating competences.

Participants of the LGO-training had more intentions to search for a job and more activities than the other participants. Logistic regression demonstrated that participants of the LGO-training had five times more change to find a job than the other participants. These results lead us to conclude that the LGO-training is an effective tool for reemployment counseling.
Predictoren van de binding met een fusieorganisatie: een sociaal-psychologisch onderzoek bij personeelsleden werkzaam in de Vlaamse Centra Geestelijke Gezondheidszorg
Authors: Van Raes Jan , Vanbeselaere Norbert , Boen Filip , De Witte Hans , Oudermans Sandy
Published: August 2021

Predictors of commitment with a merged organisation: a social-psychological study among employees of Community Centres for Mental Health in Flanders (Belgium)

Predictors of commitment with a merged organisation: a social-psychological study among employees of Community Centres for Mental Health in Flanders (Belgium)

J. Van Raes, N. Vanbeselaere, F. Boen, H. De Witte & S. Oudermans, Gedrag & Organisatie, volume 21, August 2008, nr. 3, pp. 226-253.

Research reveals that employees with a strong organizational commitment report more well-being, stronger job involvement, and are less inclined to leave their organisation. While more and more organisations are involved in a merger, a growing number of studies also show that employees have difficulties to commit themselves to the newly formed merger organisation. We therefore conducted a survey study (N = 188) to examine which of nine proposed factors predict organizational commitment among employees of merged community centres for mental health. These factors were derived from studies inspired by the social identity approach. Commitment with the merger organisation was significantly predicted by four factors: successful functioning of the new merger centre, pre-merger commitment, perceived merger necessity and perceived continuity of the pre-merger group. Based on these results, we propose a number of practical suggestions that seem useful to strengthen commitment with a merged organisation.
De ontwikkeling van de RATOG: een screeningsinstrument voor de preventie van pesterijen op het werk
Authors: Baillien Elfi , De Witte Hans , Notelaers Guy , Neyens Inge
Published: August 2021

Construction of a risk assessment tool to prevent workplace bullying

Construction of a risk assessment tool to prevent workplace bullying

E. Baillien, H. De Witte, G. Notelaers & I. Neyens, Gedrag & Organisatie, volume 21, August 2008, nr. 3, pp. 254-278.

The aim of the current study was to develop a tool which helps organizations to prevent workplace bullying ('RATOG'). By measuring the most important antecedents of workplace bullying the tool indicates whether these antecedents have a safe, problematic or very problematic score. The tool was developed in two phases. In phase one, the most important antecedents of bullying were selected on the basis of a survey among employees of twenty Flemish organizations. These antecedents were role conflict, job insecurity, low social support from the colleagues, high frequency of conflict within the team, low employee-oriented organizational culture and low procedural justice. In the second phase, Relative Operating Characteristic analyses determined from which score these antecedents increased workplace bullying. The tool can be used to analyze an entire organization, large departments or smaller teams and contains 23 questions.
De Tilburgse Psychologisch Contract Vragenlijst
Authors: Freese Charissa , Schalk René , Croon Marcel
Published: August 2021

The Tilburg Psychological Contract Questionnaire

The Tilburg Psychological Contract Questionnaire

C. Freese, R. Schalk & M. Croon, Gedrag & Organisatie, volume 21, August 2008, nr. 3, pp. 278-294.

The development of the Tilburg Psychological Contract Questionnaire (TPCQ) is described. Criteria are formulated that psychological contract measures should meet. The theoretical background and the psychological contract items of the TPCQ are described. With exploratory factor analysis five perceived organizational obligation scales are revealed: job content, career development, social atmosphere, organizational policies and rewards. Two perceived employee obligation scales were found: in-role behaviour and extra-role behaviour. A separate violations scale was developed. The psychometric features of the scales (including test-retest reliability) were sufficient. Construct validity was assessed with regression analysis on affective commitment, continuance commitment and intention to turnover. Organizational policies, violations and both perceived employee obligations scales were predictors of affective commitment, intention to turnover and to a lesser extent continuance commitment.
Personeel en arbeid in beweging: introductie op het thema
Authors: van der Heijden Beatrice , Vlerick Peter , van der Velde Mandy
Published: August 2021

Emerging issues in personnel and work: an introduction to the theme

Emerging issues in personnel and work: an introduction to the theme

B. van der Heijden, P. Vlerick & M. van der Velde, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 335-343

The guest editors introduce the theme of this special issue on 'emerging issues in personnel and work' and describe shortly the various contributions.
Elton Mayo, muilezels en de ontdekking van de sociale ruimte
Authors: A. ten Horn Laurens
Published: August 2021

Elton Mayo, mules and the discovery of 'social space'

Elton Mayo, mules and the discovery of 'social space'

L.A. ten Horn, Gedrag & Organisatie, volume 22, March 2009, nr. 1, pp. 41-49

The Human Relations movement has fundamentally altered the way we look at the relationship between work and the individual. This shift is traced using publications by Elton Mayo. Over a period of more than twenty years he reported several times on the same research project done in the spinning department of a textile mill in 1923/1924. Both his description and his interpretation changed dramatically between publications from 1924 to 1945. The changes were caused by and ran parallel to the Hawthorne studies in which he was deeply involved. The comparison of publications illustrates how fundamental and incisive this change in thinking was and how difficult it was to make the mental shift necessary. In addition, it questions the extent to which the development of knowledge over time is the result of strict rationality.
Bevordert een intrinsieke arbeidsoriëntatie de bevlogenheid en arbeidstevredenheid?
Authors: Van Ruysseveldt Joris , De Witte Hans , Smulders Peter
Published: August 2021

Does intrinsic work orientation have an influence on job satisfaction and work engagement?

Does intrinsic work orientation have an influence on job satisfaction and work engagement?

J. Van Ruysseveldt, H. De Witte & P. Smulders, Gedrag & Organisatie, volume 22, September 2009, nr. 3, pp. 177-199

What role does an intrinsic work orientation, conceptualized as personal resource, play in the relationship between job demands and resources on the one hand and job satisfaction and work engagement on the other? This has been studied in a large, representative sample of the Dutch working population (N = 4009). Based on assumptions of the Job Demands-Resources model both main and moderating effects of an intrinsic work orientation were expected. A main effect of an intrinsic work orientation was found for work engagement, but not for satisfaction. Furthermore an intrinsic work orientation boosted the positive effect of autonomy, learning opportunities and task complexity on engagement and job satisfaction, and buffered the relationship between workload and engagement. Explanations for these findings were elaborated. Finally work characteristics were the strongest predictors of engagement and job satisfaction.
Loont bedrog? Effecten van fraude bij een online intelligentietest zonder
supervisie
Authors: N.M. Oud Arjan , Bloemers Wim , Reitz Ellen
Published: August 2021

Does fraud pay off? The effects of fraud on an online, unproctored intelligence test

Does fraud pay off? The effects of fraud on an online, unproctored intelligence test

A.N.M. Oud, W. Bloemers & E. Reitz, Gedrag & Organisatie, volume
22, September 2009, nr. 3, pp. 200-213

Nowadays, more and more assessment instruments are taken online, at home, by
candidates (unproctored assessment). Unproctored assessment has many advantages, such as
lower costs and more user-friendliness. One of the crucial questions with online- or
web-based assessment concerns fraud. Is it easier for candidates to commit fraud on an
online assessment? And if so, what is the effect of fraud on an online test? These
questions are important for the future use of web-based instruments and personnel selection
in general.

We examined if online testing leads to higher risks of fraud, and if so, to what
extent. Respondents (N = 431) were allocated to two different groups: an
'honest' group (n = 253) which received no particular instructions prior to
the test and a 'fraud' group (n = 178) of which the respondents were
instructed to commit fraud as effective as possible. All respondents completed an online
intelligence test, derived from the Q1000 intelligence test of Meurs HRM advisors. Results
show an effect size of .40 for the overall score on the test. Effect sizes for the subtests
varied from .09 for Syllogisms to .39 for Vocabulary. The authors
conclude that fraud pays off. The more fraud strategies respondents use, the
higher they score on the online intelligence test.
Emotionele arbeid en psychologisch welzijn van docenten
Authors: Stringer Sven , Ouweneel Else , Le Blanc Pascale , Cheriakova Anja , Smulders Jolien
Published: August 2021

Emotional labour and psychological well-being in teachers

Emotional labour and psychological well-being in teachers

S. Stringer, E. Ouweneel, P. Le Blanc, A. Cheriakova & J. Smulders, Gedrag & Organisatie, volume 22, September 2009, nr. 3, pp. 214-231

Emotional labour could have negative as well as positive effects on the employees' psychological well-being. In this cross-sectional study among 149 high school teachers, the relationship between emotional labour – in this study conceptualized as emotional demands – and emotional exhaustion and work engagement respectively was studied. First of all, it was examined whether emotional dissonance mediates the relationship between emotional demands and both emotional exhaustion and work engagement. Next, the possible moderating effect of two emotion regulation strategies, surface acting and deep acting, on the relationship between emotional dissonance and the two outcome variables was studied. The results showed that emotional dissonance partially mediated the relationship between emotional demands and emotional exhaustion. Furthermore, it was found that deep acting had a buffer effect on the negative relationship between emotional dissonance and work engagement. Finally, the implications of the results are discussed and suggestions for further research are mentioned.
Een overzicht van tien jaar onderzoek naar bevlogenheid
Authors: B. Bakker Arnold
Published: August 2021

Work engagement: An overview of 10 years of research

Work engagement: An overview of 10 years of research

A.B. Bakker, Gedrag & Organisatie, volume 22, November 2009, nr. 4, pp. 336-353.

This article gives an overview of recent research on work engagement – a positive work-related state that is characterized by vigour, dedication, and absorption. I discuss the conceptualization, causes, and consequences of engagement. The overview reveals that employees are particularly engaged when they have sufficient (work-related and personal) resources to cope with their job demands. Work engagement has positive implications for job performance. Engaged employees turn out to mobilize their own resources so that they stay engaged. The findings of ten years of research are integrated in an overall model of engagement. This model offers clear starting points for positive interventions that aim to promote employee engagement.
Telewerken als hulpbron? 'Flow' en uitputting onder twee telewerkcategorieën vergeleken
Authors: Peters Pascale , Wildenbeest Marijn
Published: August 2021

Telework as a job resource: A comparison of 'flow' and exhaustion among marginal and substantial teleworkers

Telework as a job resource: A comparison of 'flow' and exhaustion among marginal and substantial teleworkers

P. Peters & M. Wildenbeest, Gedrag & Organisatie, volume 23, June 2010, nr. 2, pp. 97-117

This cross-sectional study among 331 teleworkers aimed to contribute to the contemporary telework debate on the importance of the telework frequence for telework outcomes by examining whether employees who telework more than one day per week on average ('substantial teleworkers') experience more work-related flow and less exhaustion than employees who telework less than one day per week on average ('marginal teleworkers'). Employing the 'Job Demands-Resources model', the study considered particularly substantial telework a job resource, and looked into the direct and indirect relationships between 'substantial telework' and the two outcome variables. Employing multivariate regression analyses, empirical support was found for the proposition that substantial telework is associated with more flow. Remarkably, this was particularly felt when employees were interrupted more frequently in their home offices. Moreover, particularly teleworkers who reported frequent overtime and more job autonomy expressed lower exhaustion levels when they teleworked substantially than when they teleworked marginally. Whether these outcomes also hold for other worker categories, such as lower educated employees, requires further investigation.
Lang zullen ze leven, werken en leren. Een schema voor het begrijpen en beïnvloeden
van inzetbaarheid gedurende de levensloop
Authors: Nauta Aukje , H. de Lange Annet , Görtz Saskia
Published: August 2021

Long will they live, work and learn. A scheme for understanding and influencing
employability during the life span

Long will they live, work and learn. A scheme for understanding and influencing
employability during the life span

A. Nauta, A.H. de Lange en S. Görtz, Gedrag & Organisatie, volume 23,
June 2010, nr. 2, pp. 136-157

To stimulate employees' employability until high age, knowledge is needed about what
people of different ages want with regard to work; this knowledge is discussed in this
article. Calendar age appears to be a weak predictor of employability. More important are
specific indicators of 'age', namely the ages of (1) professionalism; (2) private
situation; (3) psycho-social experience; and (4) health – both physical and
neuro-cognitive. We describe how these four 'ages' change over a lifetime and to what
changes in work-related needs they may lead. Professionalism is rather stable during
peoples' careers; private situation becomes salient as soon as employees have children;
most people want to feel young; and the likelihood of health complaints grows with
increasing age. Nevertheless, complaints can stay away for a long time when employees live
a healthy life and keep on learning. We recommend organisations to align their HR-practices
with changes in all four 'ages'. These HR-practices are summarised in a scheme for
employability and life span, which also gives guidelines for future research.
Nu even niet…! Over herstel en herstelstrategieën bij arbeid
Authors: de Jonge Jan , R.H. Zijlstra Fred , K. Sluiter Judith
Published: August 2021

Not right now…! On recovery and recovery strategies in work situations

Not right now…! On recovery and recovery strategies in work situations

Jan de Jonge, Fred R.H. Zijlstra en Judith K. Sluiter, Gedrag & Organisatie, volume 23, December 2010, nr. 4, pp. 259-274.

The guest editors introduce the subject of this special issue on the effects of recovery and recovery strategies in work situations. The terms effort, fatigue and recovery are explained, and the context of recovery in the workplace is outlined. In addition, various forms of recovery are discussed. Theoretical and empirical research in the field of recovery is illustrated by means of review articles and empirical studies. Finally, an introduction is given to the four other contributions to this special issue. The conclusion is that both from a social and a scientific viewpoint recovery in work situations is an important issue, and that in the near future the level of interest for this subject will only increase.
Prestatiemeting van wetenschappelijk onderzoek
Authors: Taris Toon
Published: August 2021

Bespreking van M. Pen (2009), Prestatiemeting van wetenschappelijk onderzoek: Een empirische studie naar de doorwerking van universitaire prestatiemeetsystemen (academisch proefschrift Technische Universiteit Delft). Den Haag: Lemma Uitgeverij. 211 pagina’s, prijs € 36,50, ISBN 978-90-5931-527-3 (paperback).
Aan welke activiteiten van leidinggevenden hebben medewerkers vooral
behoefte? Nieuwe onderzoeksresultaten en suggesties
Authors: Wim M. van Breukelen J. , E. de Vries Reinout
Published: August 2021

What leadership activities do employees need from their supervisor? New
research findings and suggestions

What leadership activities do employees need from their supervisor? New
research findings and suggestions

Gedrag & Organisatie, volume 24, nr. 3, pp. 233-256.This
article focuses on employees’ expectations and preferences about the
behavior and activities of their direct supervisors. A sample of 304 employees
working in four different organizations was asked which of 20 leader activities
they needed personally, and which activities they considered neccesary for work
unit performance in general. Both the series of items measuring the personal and
general need for leadership could adequately be explained by one underlying
dimension. The response patterns on the questions measuring the general need for
leadership were more strongly associated with the employees’ work unit
and organization than the response patterns for the personal need for
leadership. In addition to the commonly used presentation of work unit averages
and organization averages, graphical configurations based on multidimensional
unfolding provided insightful information about individual and subgroup
preferences. Research into employees’ general and personal need for
leadership may result in usable information in determining organizational
policy.
Duurzame inzetbaarheid bij oudere werknemers, werk als waarde
Authors: J.L van der Klink Jac , Bültmann Ute , Brouwer Sandra , Burdorf Alex , B. Schaufeli Wilmar , R.H. Zijlstra Fred , Jan van der Wilt Gert
Published: August 2021

Sustainable employability in older workers, work as value

Sustainable employability in older workers, work as value

Gedrag & Organisatie, volume 24, November 2011, nr. 4, pp. 341-355.Because of demographic trends and social and societal developments sustainable employability is an important issue. As the workforce is ageing and workers will be asked to work longer in particular at the end of their careers, and as older workers have increased risks of health problems, much attention is paid to the older worker.This article joins a number of recent definitions of sustainable employability where the value aspect of work is emphasized: work must add value for the organization as well as for the employee to be sustainable.In recent history work and the valuation of work changed considerably. In this article recent developments in work and work models will be addressed briefly and work as a valuable domain of life will be discussed in relation to sustainable employability and the capability approach of Amartya Sen.
Doorwerken tot aan het pensioen? Samenhang tussen werkkenmerken en het ingeschatte doorwerkvermogen
Authors: Frins Wiel , Van Ruysseveldt Joris , Syroit Jef
Published: August 2021

Continuing working until the pension age? Relations between work characteristics and the estimated work ability

Continuing working until the pension age? Relations between work characteristics and the estimated work ability

Gedrag & Organisatie, volume 24, November 2011, nr. 4, pp. 392-410.The Dutch and Belgian government attempts to let employees work longer with financial measures in order to solve the threatening shortness of labor forces. Until today this approach seems to be less successful. For this reason this study investigated, within the frame of the Job Demands-Resources (JD-R) model, whether the job characteristics workload, emotional and physical demands, cognitive demands, learning opportunities, autonomy and relation with the supervisor are related to someone’s expectation to be able to continue his job until the pension age. This study found several new practical and theoretical insights. It turned out that there were significant relations for workload, emotional and physical demands, learning opportunities and autonomy with someone’s expectation to be able to continue his job until the pension age. Psychological exhaustion as well as work pleasure had a mediating role in these relations. Using multiple mediation model analysis the research model was tested on the data of 2107 employees of 50 year or older of the Flemish Workability Monitor 2007.
Het diversiteit-validiteitsdilemma in complexe selectiebeslissingen
Authors: Druart Celina
Published: August 2021

The diversity-validity dilemma in complex selection decisions

The diversity-validity dilemma in complex selection decisions

The diversity-validity dilemma arises when valid selection predictors cause adverse impact. In this paper we discuss the diversity-validity dilemma within the complex selection context, which encompasses an applicant pool and several open positions. Some applicants apply for one of the available positions, while others apply for more than one or even all positions. Complex selection decisions select some applicants and assign them to a specific position. We present two methods to estimate the expected selection quality and adverse impact ratio (AIR) of such decisions, in case they are based on a weighted combination of several predictor scores. Additionally, these two methods are implemented in a multi-objective optimization algorithm to develop complex selection decisions that result in a Pareto-optimal trade-off between selection quality and AIR. Pareto-optimal trade-offs are trade-offs between the two outcomes that cannot be bettered simultaneously by any other (complex selection) decision.
Het belang van de context voor onderzoek binnen de organisatiepsychologie
Authors: van Breukelen Wim
Published: August 2021

The importance of context in research on organizational behavior

The importance of context in research on organizational behavior

This article emphasizes the need to pay more attention to the context in field studies of organizational behavior. The context refers to factors external to the individual, which include organizational characteristics and societal and cultural factors. The context may offer additional explanations for research findings and may improve insights in underlying processes. In addition, a focus on contextual factors in a study may increase the fit between research and practice. This article describes the potential effects of contextual factors and offers possible reasons for the lack of attention to context in many studies. Finally, several recommendations are presented in order to bring contextual factors back into the study of behavior in organizations.
Modellen in de psychologie van Arbeid en Gezondheid: objectiviteit en realisme dankzij kwalitatieve methoden?
Authors: de Jong Rendel
Published: August 2021

Models in the psychology of work and health: Objectivity and realism through qualitative methods?

Models in the psychology of work and health: Objectivity and realism through qualitative methods?

This article focuses on the extent to which three influential psychosocial work stress models are related to organizational reality. In addition, the question is answered to what extent these models provide insight into the interplay of personal and situational determinants of well-being, health and work-related performance. The models are found to differ in their connection with reality, by means of the presence or absence of ‘qualitative’ methods (De Groot, 1961). Both research and practice are supposed to benefit from the combination of the unique positive points in the respective models, like the distinction of subjective and objective aspects in the Michigan Person-Environment Fit model and the interplay of demands, resources, engagement, burnout and performance as proposed in the Job Demands-Resources model. Furthermore, it is recommended to combine quantitative and qualitative methods in short ‘empirical cycles’ and to employ insights and techniques from neighbouring disciplines, especially with regard to the acquisition and measurement of job-related knowledge.
Wie of wat bepaalt hoe we groepen definiëren?
Authors: Altink Wieby
Published: August 2021

Who and what determines the definition of groups? A relevant issue in the psychology of personnel selection

Who and what determines the definition of groups? A relevant issue in the psychology of personnel selection

In this article we start a discussion on the following issue. If knowledge and insights regarding personnel selection issues are not applicable to all people equally, but apply to certain (sub) groups, who and what determines the definition of groups? Is this mainly a research-driven issue or is the answer to this question also (partly) determined by personnel selection practitioners? We discuss the usefulness of grouping, and describe two examples: one in which research suggests the importance of group differences, and a second example in which the differences between groups are thought to be of importance according to employers and practitioners. We observe that there are different approaches available in dealing with the generalization issue. Obviously, the question who determines to which group a person belongs deserves more attention from both theory and practice in personnel selection.
Reflectie op de Arbeids- en Organisatiepsychologie en haar toekomst
Authors: van Vianen Annelies
Published: August 2021

Reflections on current developments in Work and Organizational psychology

Reflections on current developments in Work and Organizational psychology

In this article, I address the reflections and concerns about current developments in Work and Organizational (W&O) psychology as raised by the other authors in this special issue of Gedrag & Organisatie. W&O psychology is productive and performs well in both lab and field research. However, she struggles with her identity and place in the academic landscape. W&O psychology focuses on the functioning of individuals in the context of organizations and is strong in her multi-method and multi-level approach. Her research questions are both fundamental and relevant for society. By introducing new international publication rules, research findings could become more available and attractive for professionals. This will open doors for high quality research in organizations.
De motivatie en prestatie van werkverslaafde, bevlogen en opgebrande werknemers
Authors: Nijhuis Nahymja , van Beek Ilona , Taris Toon , Schaufeli Wilmar
Published: August 2021

The motivation and performance of workaholic, engaged and burned-out workers

The motivation and performance of workaholic, engaged and burned-out workers

Based on Deci and Ryan’s Self-Determination Theory, the present study investigated the work motivation of workaholic, work engaged, and burned-out employees. Furthermore, it investigated how these employees perform. Data were collected among employees of a Dutch bank (N = 680). Using Structural Equation Modeling, the present study showed that workaholism is primarily associated with introjected motivational regulation, work engagement is primarily associated with intrinsic regulation, and burnout is primarily associated with amotivation. Furthermore, a positive relation was observed between work engagement and extra-role performance and a negative relation between burnout and in-role performance. The present study provides insight into the motivational regulation of workaholic, work engaged, and burned-out employees, suggests that work engagement and burn-out are related to job performance, underlines the usefulness of the Self-Determination Theory for the field of Work and Organizational Psychology, and offers practical suggestions for reducing workaholism and burnout and promoting work engagement.
Het belang van psychologisch contract onrepliceerbaarheid
Authors: Sonnenberg Mariëlle , van Zijderveld Vera , van Gorp Kim
Published: August 2021

The importance of psychological contract unreplicability

The importance of psychological contract unreplicability

The need for organizations to know how to differentiate from other organizations with respect to attracting and retaining (talented) employees is becoming increasingly important. In this study we investigate the importance of perceived psychological contract unreplicability for employee’s attitudes and behavior and the way organizations can differentiate by their Talent Management practices, i-deals and implementation of The New Way of Working. Psychological contract unreplicability concerns the extent to which employees perceive they cannot get the same or better conditions somewhere else. The outcomes of the quantitative analysis of 681 respondents within six large organizations, gathered in 2010, show the importance of actively paying attention to the concept of psychological contract unreplicability. The results show that psychological contract unreplicability significantly relates to a higher level of affective commitment and a lower level of turnover intention. Furthermore, a higher amount of Talent Management practices and an extensive implementation of the New Way of Working significantly relate to a higher experienced level of psychological contract unreplicability. By testing mediation models with either the New Way of Working or Talent Management practices as independent variables and affective commitment or turnover intention as a dependent variable, the results show (partial) mediation through psychological contract unreplicability.
Psychometrische eigenschappen van meetinstrumenten in dagboekonderzoek
Authors: Breevaart Kimberley , B. Bakker Arnold , Demerouti Evangelia
Published: August 2021

The psychometric qualities of measurement instruments in diary studies: an illustration on the basis of the work engagement scale

The psychometric qualities of measurement instruments in diary studies: an illustration on the basis of the work engagement scale

Despite the emerging popularity of diary studies, until now little attention has been paid to the psychometric properties of measures used in diary studies. When the time frame of questionnaires in diary studies is adapted, it is important to examine whether the factor structure remains the same. The aim of this article is to introduce a method to examine the factor structure of daily variables. This method will be illustrated by performing a multilevel confirmative factor analysis on the questionnaire used to measure daily work engagement. The results showed that daily work engagement can be measured by adapting the time frame of the questionnaire to measure enduring work engagement, although it is eligible to replace one of the nine items.
Job crafting en bevlogenheid
Authors: Kroon Brigitte , T.A.M. Kooij Dorien , J.P.M. van Veldhoven Marc
Published: August 2021

Job crafting and engagement: differences in teams with a restrictive versus an unrestrictive work context?

Job crafting and engagement: differences in teams with a restrictive versus an unrestrictive work context?

In this article, we examined whether job crafting results in increased work engagement. In addition, we examined to what extent a restrictive versus unrestrictive team context influences the extent to which employees craft their job, and the relationship between job crafting and engagement. Analyses of 503 questionnaires filled in by employees of 65 teams, showed that crafting challenging job demands and crafting reduced workload are two separate dimensions of job crafting. Crafting challenging job demands was positively related to work engagement, while workload crafting was unrelated to engagement. Next, we found that the level of job crafting depends on the team context. Employees craft challenging job demands to the least extent in team contexts characterized by low autonomy and low task interdependency. Employees craft their workload most in restricted team contexts (where autonomy is low and task interdependency is high). Finally, multilevel analyses showed that the effect of crafting challenging job demands is beneficial for engagement in all contexts. However, the effect of workload crafting on engagement was found to be negative in unlimited team contexts (high autonomy, low task interdependency). These findings suggest that future research should separately address the two different dimensions of job crafting, and pay more attention to the context in which the job crafting behavior takes place.
Antecedenten van een succesvolle organisatieontwikkeling en hun relatie met het leerklimaat van de organisatie: een ‘mixed method’-studie
Authors: Kyndt Eva , Dochy Filip
Published: August 2021

The relation between learning climate and antecedents for a successful development of organizations

The relation between learning climate and antecedents for a successful development of organizations

The current study investigates the relation between an organizational learning climate and the antecedents of successful development of organizations. In order to answer this general research question, two studies were conducted. In a first qualitative study the goal was to determine which antecedents were considered important for successful development of the organization to be possible. In total, 55 semi-structured interviews were administered. A selection of antecedents, considered important by these respondents (middle management and management), was included in a second quantitative survey in which 863 employees participated. Results show that autonomy – as a part of learning climate – has a positive effect on the organizational commitment, job satisfaction and motivation of employees. Moreover, social support from colleagues and managers is also positively related to these antecedents.
Over de (ir)rationaliteit van het loopbaanbeleid
Authors: De Vos Ans
Published: August 2021

The bounded rationality of individual and organizational career decision-making

The bounded rationality of individual and organizational career decision-making

The central thesis I have developed is that career management in organizations is affected by processes that fall outside rational thinking. This holds not only for the career decisions of individual employees, but also for those made by organizations. Organizational career management that is solely built on rational management principles focuses more on the outcome of the decision than on the quality of the decision-making process. Recognizing and integrating the non-rational part of decision-making will increase the possibilities for sustainable career management. In this shortened version of my inaugural lecture, I will analyze the bounded rationality of career management and I suggest solutions that can help organizations in building more effective career policies. This analysis was inspired by the works of Daniel Kahneman and Amos Tversky.
Hoe teams deadlines halen: een aanzet tot team-timemanagement
Authors: M.P. Gevers Josette , G. Rutte Christel
Published: August 2021

How teams meet deadlines: Towards team time management

How teams meet deadlines: Towards team time management

This article provides an overview of scientific knowledge on how teams meet their deadlines. The available evidence indicates that teams are more likely to meet deadlines when members not only share a common perspective on the team and the task, but also on the temporal aspects of task performance. In addition, attention to time in performance preparation, execution, monitoring and adaptation is crucial for establishing shared temporal cognitions and synchronized action in teams. These insights constitute a first step towards team time management theory and an accompanying research agenda to further its theoretical development and practical application.
Uitstelgedrag in outplacementsituaties
Authors: V.E. Leenders Monique , B.P. Sanders Jua
Published: August 2021

Procrastination in outplacement situations

Procrastination in outplacement situations

In this study we investigated the relationship between several personality aspects and procrastination in an outplacement situation in which people have to apply for a job. A total of 134 employees from different organizations, who lost their job because of company closure or reorganization, filled out a questionnaire. The analyses showed that procrastination was more likely among those employees with an external locus of control and who had low levels of achievement motivation. After a four-month outplacement period, however, employees high on procrastination were not less successful in finding a job compared to those who procrastinated less. It is possible that other aspects play a role, for instance the demand for specific employers on the labor market.