bluuebunny/crossref_metadata_2025_split huggingface dataset:
Pesten op het werk, gewikt en gewogen. Een latente-klassenbenadering op basis van de Negative Acts-vragenlijst
Authors: Notelaers Guy , De Witte Hans , K. Vermunt Jeroen , Einarsen Ståle 
Published: August 2021

How to measure bullying at work? A latent class analysis of the Negative Acts Questionnaire
How to measure bullying at work? A latent class analysis of the Negative Acts Questionnaire
Guy Notelaers , Hans De Witte , Jeroen Vermunt & Stale Einarsen,Gedrag & Organisatie, Volume 19, Juni 2006, nr. 2, pp. 140.
Bullying at work can be defined as a gradually escalating process. The actual measurements of bullying, however, do not adequately measure this process, and show several methodological and substantive shortcomings. In this study, a latent class analysis is performed on data (N = 6175) gathered with the Negative Acts Questionnaire ('objective' measurement of bullying). Six clusters can be distinguished: those 'not bullied' (35,3%), the 'limited work criticism'-cluster (27,7%), those with 'limited negative encounters' (16,5%), the 'sometimes bullied' (9%), the 'work related bullied' (8,3%) and the 'victims' (3,2%). These results suggest a cumulative measurement model for bullying at work, in which the type of negative behaviours and their intensity gradually increase. The results of this latent class analysis fit the definition of bullying at work in which such a gradual escalation is described. The size of the victims group also fits the size mentioned in the international literature, when bullying is measured with a subjective method.
Feedback als middel voor het bevorderen van teamprestatie en teamleren
Authors: M.M. Altink Wieby , J.H. Bossink Carin , J.A. Bulthuis Hanneke. , Jansma S. 
Published: August 2021

Feedback as a method for improving the performance and learning of teams
Feedback as a method for improving the performance and learning of teams
Wieby M.M. Altink, Carin J.H. Bossink, Hanneke. J.A. Bulthuis & S. Jansma, Gedrag & Organisatie, Volume 19, September 2006, nr. 3, pp. 272-289
Teamwork is essential nowadays. Already in 1992 about 82% of the organizations stated to work with teams. Most organizations want to improve teamwork in order to improve on their business, but also to develop the competencies of their employees. In this study two research projects from the Netherlands are discussed that tackled the relation between feedback (individual and team related) with performance (as judged by team members themselves). We find a relation between feedback and performance indicators. Effect-sizes are corresponding to other (meta-analysis) studies. The results are discussed in relation to methods to account on performance improvement within organizations. Theoretical and practical implications are also discussed.
Emotionele arbeid en positieve werkuitkomsten: De rol van specifieke hulpbronnen in het werk
Authors: de Jonge Jan , C.W. Peeters Maria , M. Le Blanc Pascale 
Published: August 2021

Emotion work and positive work outcomes: The role of specific job resources
Emotion work and positive work outcomes: The role of specific job resources
J. de Jonge, M.C.W. Peeters & P.M. Le Blanc, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 345-367
This cross-sectional study among 826 health care workers examined the association between emotion work (defined as emotional demands) and positive work outcomes (i.e., creativity, active learning, and job challenge), and the moderating role of job resources on this relation. The hypotheses were tested with multivariate multiple regression analyses (LISREL 8.30), using cross-validation techniques. The results showed indeed that, compared with a non-match, a match between emotional demands and (emotional) resources increased the chance of positive work outcomes. So, to achieve positive work outcomes it seems to be important for job demands in general and for emotional demands in particular, that a correspondence exists between the kind of job resource and the kind of job demands. From a practical point of view, work-related interventions on emotion work should therefore focus on specific, emotional, job resources to stimulate positive work outcomes for health care workers.
De relatie tussen identificatie, het ontstaan van groepsaffect en extra-rol gedrag
Authors: Tanghe Jacqueline , van Knippenberg Barbara , van der Flier Henk 
Published: August 2021

The relationship between identification, the formation of group affect and OCB
The relationship between identification, the formation of group affect and OCB
J. Tanghe, B. van Knippenberg & H. van der Flier Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 368-386
During task performance in groups a collectively shared pattern of homogeneous affective states or group affect may develop among group members. We propose that identification, or the perception of belongingness to a group, is a key determinant in the formation of group affect and its influence on organizational citizenship behavior (OCB). Indeed, high identifiers have been shown to be more attentive to other group members' attitudes, behaviors, and feelings. As a consequence, they will be more open to the influence of their fellow group members, and thus also to their affective influence. As an illustration we present the results of a scenario experiment that clearly support our line of thought. The discussion focuses on how these findings may be of use to the functioning of groups and teams in organizations.
Uitdagende ervaringen als determinant van de beoordeling van groeipotentieel
Authors: E. de Pater Irene , E.M. van Vianen Annelies , H. Fischer Agneta 
Published: August 2021

Challenging experiences as determinant of the judgement of growth potential
Challenging experiences as determinant of the judgement of growth potential
Irene E. de Pater, Annelies E.M. van Vianen & Agneta H. Fischer, Gedrag & Organisatie, volume 20, maart 2007, nr. 1, pp. 41-56
Job performance is considered an important determinant of supervisors' perceptions of employees' potential for career advancement. We proposed that the content of employees' work may be another important determinant of perceptions of their potential. This paper focused on the relationship between employees' task content and managers' evaluations of employees' potential. In a first study, we used vignettes to examine whether employees' task content influenced managers' perceptions of employees' potential. In a second study, we examined the impact of employees' job content on potential evaluations in a sample of temporary student employees. The results of this study underline the importance of employees' job content for evaluations of their potential.
Kwantitatieve en kwalitatieve baanonzekerheid: samenhangen met arbeidstevredenheid en psychisch welzijn
Authors: Handaja Yasmin , De Witte Hans 
Published: August 2021

Quantitative and qualitative job insecurity: associations with job satisfaction and well-being
Quantitative and qualitative job insecurity: associations with job satisfaction and well-being
Y. Handaja & H. De Witte, Gedrag & Organisatie, volume 20, June 2007, nr. 2, pp. 137-159
This study analyses the associations between both quantitative and qualitative job insecurity and job satisfaction and psychological ill-being. We also analyse whether the relationship between job insecurity and psychological ill-being is mediated by job satisfaction. A more subtle and differentiated measurement of qualitative job insecurity is used, in which insecurity is measured regarding four aspects: the job content, working circumstances, working conditions and social relations. Data gathered among Belgian bank employees are used to test the hypotheses. The results show that both quantitative and qualitative job insecurity are negatively associated with job satisfaction and positively associated with psychological ill-being. The relationship between job insecurity and psychological ill-being is only partially mediated by job satisfaction. This signifies that the impact of job insecurity exceeds the boundaries of work, since it exerts an autonomous impact on the psychological well-being of individual workers. Limitations of the research and recommendations for further research are discussed.
Hangt een parallelle hiërarchie in ziekenhuizen samen met de prevalentie van pesten bij verpleegkundigen?
Authors: Notelaers Guy , De Witte Hans , Demets Lieven 
Published: August 2021

Is a parallel hierarchy in hospitals related to mobbing among nurses?
Is a parallel hierarchy in hospitals related to mobbing among nurses?
G. Notelaers, H. De Witte & L. Demets, Gedrag & Organisatie, volume 20, June 2007, nr. 2, pp. 160-175
Leymann (1996) hypothesized that the parallel hierarchy in hospitals causes mobbing at work. He suggests that a parallel hierarchy creates role conflicts and role ambiguity. These stressors in turn result in mobbing at work among nurses. These hypotheses are tested in this study, in which we also test the assumption that role problems mediate the relationship between the parallel hierarchy and mobbing. Data (N=519) are gathered among nurses from two wards (surgery versus nursing after surgery), which differ strongly regarding the existence of a parallel hierarchy. Various models are compared and tested via Lisrel. The model, in which partial mediation is suggested, fits the data best. The relationship between a parallel hierarchy and mobbing is partly mediated by role problems. Especially role conflicts are relevant, even though also role ambiguity plays an indirect role. A parallel hierarchy has also a limited direct impact on mobbing. The results show that mobbing is primarily related to role conflicts.
Het meten van competenties bij de onderkant van de arbeidsmarkt: De ontwikkeling van een vragenlijst
Authors: T.C. Bennenbroek Femke , R. Paagman Heleen , M. Hazelzet Astrid 
Published: August 2021

Measuring competencies of lower educated employees: The development of a questionnaire
Measuring competencies of lower educated employees: The development of a questionnaire
Femke T.C. Bennenbroek, Heleen R. Paagman & Astrid M. Hazelzet, Gedrag & Organisatie, volume 20, June 2007, nr. 2, pp. 196-211
In the present study we describe the development of a preliminary Questionnaire Performance Abilities (VPM) into an improved version 2.0. Furthermore, we examined to what extent the questionnaire is able to reliably assess the competencies of subsidized employees. In this article, we describe the study in which the VPM (version 1.0) is used to assess 580 subsidized employees. Based on factor analyses and additional analyses, the scale structure of a new version of the questionnaire (version 2.0) is determined. In addition, we compared the evaluation of competencies by the employer and the employee and examined the convergent validity of the questionnaire. The study shows that Questionnaire Performance Abilities (version 2.0) is a reliable questionnaire. In addition, the questionnaire provides useful leads to further develop the competencies of the employee.
Wat komt eerst: organisatieklimaat of organisatieprestatie?
Authors: van de Voorde Karina , van Veldhoven Marc 
Published: August 2021

What comes first: organizational climate or organizational performance?
What comes first: organizational climate or organizational performance?
K. van de Voorde & M. van Verldhoven, Gedrag & Organisatie, volume 20, September 2007, nr. 3, pp. 217-237
This paper presents a two-wave cross-lagged study (average interval of two years) on time precedence in the relationship between organizational climate and organizational performance in 171 branches of a financial services organization. On the basis of organizational climate theory it was hypothesized that organizational climate influences organizational performance, but also that organizational performance influences organizational climate. It was also hypothesized that both processes are present simultaneously. Results of a series of competing models in AMOS show that organizational climate at time point 1 influences organizational performance at time point 2.
Stereotypen van etnische minderheden, verbondenheid met de eigen groep, assimilatie en integratie
Authors: Vrugt Anneke , Salin Alexis , Room Semra 
Published: August 2021

Stereotypes of ethnic minorities, attachment to their own group, assimilation and integration
Stereotypes of ethnic minorities, attachment to their own group, assimilation and integration
A. Vrugt, A. Salin & S. Room, Gedrag & Organisatie, volume 20, September 2007, nr. 3, pp. 260-271
The present research investigated which stereotypical characteristics Dutch ethnic minority group members, based on their cultural background, attributed to their own social group and to the ethnic Dutch majority. Further it was studied to what extent the assignment of these stereotypical characteristics was related to the attachment to their own group, and whether the attachment to their own group was related to their view on integration and assimilation. The results showed that minority group participants found positive stereotypical features that are derived from collectivistic values, more characteristic of their own group than of the Dutch majority. By contrast, negative stereotypical features, being deviant from collectivistic values, were considered as more characteristic of the majority group. Furthermore, it was found that the minority group participants felt more attached to their own group than did the majority group participants. This attachment was related to the negative stereotypical features that minority group participants regarded as characteristic of the majority. Moreover, this attachment mediated the relationship between negative stereotypical features attributed to the majority and a negative view on assimilation. The implications of these results are discussed.
De structuur en het belang van werkwaarden: een vergelijking tussen drie analysetechnieken
Authors: Wim M. van Breukelen J. , Zandbergen Bart , M.T.A. Busing Frank 
Published: August 2021

Structure and importance of work values: a comparison between three data analysis techniques
Structure and importance of work values: a comparison between three data analysis techniques
J.W.M. van Breukelen, B. Zandbergen & F.M.T.A. Busing, Gedrag & Organisatie, volume 20, September 2007, nr. 3, pp. 272-302
Work values refer to the importance people attribute to the various aspects of a job, such as work content, salary, and colleagues. Generally, in studies on work values two questions are being answered: a) How important are the various aspects of a job for a certain sample of respondents as a whole or for certain subgroups, and b) What is the structure underlying the total set of work values under study? In this study three data analytic techniques are being investigated in analysing the answers of 417 respondents (299 men and 118 women).
The three data analytic methods were principal component analysis (PCA), multidimensional scaling (MDS), and multidimensional unfolding (MDU). Of these three, PCA and MDS give information about the structure of the work values, whereas MDU shows the importance of the various work values in a visual plot. We describe and discuss the pro's and cons of these techniques using the data set mentioned above as an illustration. Our conclusion is that MDU is a welcome addition to both PCA and MDS in studies on work values. Firstly, MDU makes visible the importance of work values for the group respondents as a whole and for subgroups, if needed. At the same time, MDU gives indications about the structure of the work values under study.
Rechtvaardigheid in alarmerende omstandigheden
Authors: van den Bos Kees 
Published: August 2021

Justice Under Alarming Conditions
Justice Under Alarming Conditions
K. van den Bos, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 327-341
In this paper, I propose an alarm-system model of the justice judgment process. Specifically, I argue that the process by which justice judgments are formed may be influenced reliably by the activation of psychological systems that people use to detect and handle alarming situations. Building on this analysis, I predict that if this line of reasoning is true then presenting (vs. not presenting) alarm-related stimuli to people should lead to more extreme judgments about subsequent justice-related events than not presenting these alarming stimuli. Findings from different studies are reviewed that support this prediction. In particular, the findings indicate that after the presentation of alarming stimuli, people are strongly influenced by fair (as opposed to unfair) events, suggesting that under alarming conditions people are in need for fair treatment. In closing, I discuss the implications the model may have for both scientists and practitioners interested in the justice judgment process.
Egocentrisme in de psychologie van procedurele rechtvaardigheid
Authors: van Prooijen Jan-Willem 
Published: August 2021

Egocentrism in the psychology of procedural justice
Egocentrism in the psychology of procedural justice
J.-W. van Prooijen, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 356-368
Whereas it is often assumed that reactions to decision-making procedures are based on norms, values, and moral principles, in the current contribution I suggest that reactions to decision-making procedures often are to a substantial extent shaped by egocentric concerns. Such egocentrism can be observed in various explanatory theoretical models of procedural justice effects. These models converge on the assumption that people's procedural justice judgments are based on the implications of decision-making procedures for themselves. Recent empirical studies provide evidence for two basic propositions regarding egocentrism in the psychology of procedural justice: (1) People respond more negatively to procedural injustice that happens to themselves than to procedural injustice that happens to others, and (2) an egocentric self-focus amplifies people's fairness-based responses to decision-making procedures. It is concluded that egocentric motives play a central role in the psychology of procedural justice.
We zijn druk, druk, druk
Authors: L. Peters Susanne , van den Bos Kees 
Published: August 2021

What's left of justice issues in today's busy society?
What's left of justice issues in today's busy society?
S.L. Peters & K. van den Bos, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 382-391
In today's busy society, people have less and less time. In the current paper we argue that busy people are more influenced by egocentric issues than by issues that are justice related. Several social psychological experiments support this suggestion. Furthermore, we discuss in this paper the mechanism that may explain people's reactions to being overpaid. We suggest a two-phase model of reactions to the conflict between justice and egoism. Specifically, we propose that when people are better paid than comparable other persons, judging the advantage of receiving an advantageous outcome is quick and easy as preferences are primary. We further propose that adjusting this appraisal requires cognitive resources as it entails integrating fairness concerns with the initial preference appraisal.
Emotieregulatie en burnout bij ziekenverzorgenden
Authors: Lechner Lilian , Steinvoorte Thea , Näring Gérard 
Published: August 2021

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

The relationship between expertise diversity and team innovation: the moderating effect of task interdependence and task flexibility
The relationship between expertise diversity and team innovation: the moderating effect of task interdependence and task flexibility
G.S. van der Vegt, Gedrag & Organisatie, volume 21, June 2008, nr. 2, pp. 170-183
In this article we examine the joint effects of expertise diversity, task interdependence, and task flexibility on team innovation. We argue that expertise diversity will be unrelated to team innovation when task interdependence is low. When task interdependence is high, the direction of the relationship – positive or negative – is argued to depend on the degree of task flexibility. We tested this expectation using survey and archival data from 57 teams working in the oil and gas industry. Results strongly support the expectations.
Diversiteit en teamleren: de rol van 'faultlines' en psychologische veiligheid
Authors: Rupert Joyce , A. Jehn Karen 
Published: August 2021

Diversity and team learning: the effect of faultlines and psychological safety
Diversity and team learning: the effect of faultlines and psychological safety
J. Rupert & K.A. Jehn, Gedrag & Organisatie, volume 21, June 2008, nr. 2, pp. 184-206
In this field study on 186 members in 70 management teams, we tested the relationship between perceived faultlines and different types of team learning: task, process, and social learning. The results showed that when team members perceived faultlines, low levels of task learning were reported in the team. This relationship was mediated by psychological safety. Overall, this study extends the literature on team learning by showing that diversity faultlines are related to team learning in different ways, depending on what the subject of learning is about. In addition, psychological safety appears to be an important underlying process in the relationship between perceived faultlines and team learning.