bluuebunny/crossref_metadata_2025_split huggingface dataset:
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.
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.
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.