bluuebunny/crossref_metadata_2025_split huggingface dataset:
Validatie van een vragenlijst over verwachtingen van sollicitanten
Authors: Schreurs Bert , Derous Eva , Proost Karin , Notelaers Guy , De Witte Karel 
Published: August 2021

Validation of a Questionnaire on Applicants' Expectations about Selection
Procedures
Validation of a Questionnaire on Applicants' Expectations about Selection
Procedures
B. Schreurs, E. Derous, K. Proost, G. Notelaers & K. De Witte, Gedrag &
Organisatie, volume 22, March 2009, nr. 1, pp. 50-75
In this paper we present the development and validation of the Applicant Expectation
Survey (AES-15), which intends to measure applicants' expectations about the
characteristics of selection procedures. The AES-15 contains 15 items and is a shortened,
more elaborated version of the original AES-26, which contains 26 items (Schreurs, Derous,
Proost, Notelaers & De Witte, 2008). The AES-15 further consists of five scales:
Warmth/respect, Chance to demonstrate potential, Difficulty of faking, Unbiased assessment,
and Feedback. In this paper, results from three studies with applicants for public service,
clerical, and managerial positions (total N = 2178) provided support for the hypothesized
5-factorial model, both for applicants with and without prior selection experience.
Significant relationships were found with theoretically related factors such as
attractiveness of the job, organizational attractiveness, belief in tests, positive and
negative affect, and applicant perceptions (as measured after the procedure). Based on the
results, it is concluded that the AES-15 is a reliable and valid measure that can
contribute to the literature on applicant perceptions and to the selection practice.
Socio-cognitieve conflictregulatie: constructie en validatie van een Nederlandstalige vragenlijst
Authors: Marijn Poortvliet P. 
Published: August 2021

Socio-cognitive conflict regulation: construction and validation of a Dutch instrument
Socio-cognitive conflict regulation: construction and validation of a Dutch instrument
P.M. Poortvliet, Gedrag & Organisatie, volume 22, June 2009, nr. 2, pp. 136-145
When two individuals have a difference of opinion, they can deal with this in various ways. This process has been called 'socio-cognitive conflict regulation'. In this research, the construction and validation of a Dutch instrument that aims to measure socio-cognitive conflict regulation is presented. The results showed that two factors can be distinguished. The first, epistemic conflict regulation, concerns the striving of individuals to understand each other's points of view and look for ways in which they can integrate their own and the other's problem solution. The second factor, relational conflict regulation, comprises the attitude of individuals to disregard the other's perspective and wanting to show that they themselves, and not the other, are right. Implications for organisational research are discussed.
Een positieve benadering van arbeid en gezondheid: introductie op het thema
Authors: Houkes Inge , Verdonk Petra , Peeters Maria 
Published: August 2021

A positive approach to work and health: an introduction to the theme
A positive approach to work and health: an introduction to the theme
I. Houkes, P. Verdonk & M. Peeters, Gedrag & Organisatie, volume 22, November 2009, nr. 4, pp. 309-315.
The guest editors introduce the theme of this special issue on 'a positive approach on work and health' and briefly describe the various contributions to this issue.
Het heft in handen nemen
Authors: van Vuuren Tinka , Fekke Ybema Jan 
Published: August 2021

Return to work of long-term absent employees: the view of Dutch employers on the amount own initiative of these employees
Return to work of long-term absent employees: the view of Dutch employers on the amount own initiative of these employees
T. van Vuuren & J.F. Ybema, Gedrag & Organisatie, volume 22, November 2009, nr. 4, pp. 371-391.
Employees who are absent for a prolonged period of time are expected to actively contribute to their own return to work. The present study examines how employers rate the employees' own initiative for return to work following long-term sickness absence and how this initiative affects successful return to work. In this study, a sample of 1294 employers in the Netherlands were interviewed (69% response), 608 of whom had recent experience with one or more long-term absent employees. These employers were asked about their experiences and efforts to support the return to work of an employee who had been absent for an extended period of at least thirteen weeks during the past two years. The results of this survey showed that long-term sick employees who took initiatives themselves, were more likely to return to work successfully. The results further indicate that the degree to which the employee has taken personal initiatives tends to depend not only on individual characteristics, such as occupational level and possible elements of dysfunctioning before the sickness absence, but also on the activities undertaken by the employer to support the employee's return to work within the company. The conclusion is that an active contribution of both the absent employee and the employer enhances the likelihood of successful return to work.
Al werkend leren?
De actief leren-hypothese van Karasek revisited
Authors: Van Ruysseveldt Joris , Taverniers John 
Published: August 2021

Learning while working? Karasek's active learning hypothesis revisited
Learning while working? Karasek's active learning hypothesis revisited
J. Van Ruysseveldt & J. Taverniers, Gedrag & Organisatie, volume 23, March 2010, nr. 1, pp. 0-00
Using Structural Equation Modeling (Amos 5), a research model in which the assumptions underlying Karasek's active learning hypothesis were specified, refined and supplemented, was tested on a heterogeneous sample of the Dutch working population (N = 1229). We assumed that (a) task complexity, autonomy and work pressure influence the development of new competencies, and (b) task-related and interactional learning possibilities mediate this relation. Three more or less competing structural models (no, partial and full mediation) were tested. As hypothesized, the full mediation model showed the best fit to the data: the relation between task complexity, autonomy and work pressure on the one hand and the development of new competencies on the other was fully mediated by task related and interactional learning possibilities. Task complexity played an important role in workplace learning processes, while high work pressure seemed to hinder competency development. In addition to ensuring the safety, health and well-being of employees, the (re)design of workplaces should also take into account the extent to which the work promotes workplace learning.
Een kwantitatieve analyse van Nederlandse bijdragen aan internationaal arbeids- en organisatiepsychologisch onderzoek
Authors: K.W. De Dreu Carsten 
Published: August 2021

A quantitative analysis of the contributions of Dutch scientists to work and organisational psychology internationally
A quantitative analysis of the contributions of Dutch scientists to work and organisational psychology internationally
C.K.W. De Dreu, Gedrag & Organisatie, volume 23, March 2010, nr. 1, pp. 0-00
The author reports a quantitative analysis of the absolute and relative numbers of publications in six high-ranking journals on work and organisational psychology, (co-)authored by scientists with a Dutch, German, or British affiliation. In contrast to Germany and Great Britain, analyses reveal a strong growth in both publications and citations for publications with a Dutch affiliation from 1990-1999 and 2000-2009. Content analyses of the top twenty most-cited articles in each period reveals that Dutch scientists contribute to work and organisational psychology influential research in the areas of psychological well-being (stress, burnout) and group processes, including conflict management and team performance.
Werkplekleren en emotionele uitputting in het Job Demands-Resources -model
Authors: Van Ruysseveldt Joris , Taverniers John 
Published: August 2021

Workplace learning and emotional exhaustion in the Job Demands-Resources model
Workplace learning and emotional exhaustion in the Job Demands-Resources model
J. Van Ruysseveldt en J. Taverniers, Gedrag & Organisatie, volume 23, June 2010, nr. 2, pp. 118-135
Researching the strain-reducing potential of workplace learning, a research model was developed in which the motivational process in the Job Demands-Resources model was conceptualised as a competencies development process, adding learning opportunities as additional job resources and competencies development as motivational outcome. We assumed a significant negative relationship between learning opportunities and/or actual competency development and emotional exhaustion. Using Structural Equation Modelling, a research model was tested on Dutch survey data obtained in three sectors: industry (N = 159), private services (N = 368) and public services (N = 451). Results show that the availability of more learning opportunities was negatively related to emotional exhaustion, but this relationship was mediated by the actual development of new work-related competencies. This research confirms that in the (re)design of jobs, a double gain could be achieved by considering work places at the same time as learning places.
De invloed van afwijkende werktijden op de werk-thuis situatie
Authors: L.M. van Hooff Madelon , C. Bakhuys Roozeboom Maartje , M.M. de Vroome Ernest , G.W. Smulders Peter 
Published: August 2021

The influence of working at non-standard working hours on the work-home situation
The influence of working at non-standard working hours on the work-home situation
M.L.M. van Hooff, M.C. Bakhuys Roozeboom, E.M.M. de Vroome & P.G.W. Smulders, Gedrag & Organisatie, volume 23, September 2010, nr. 3, pp. 175-193.
The present study was designed to map the causal relationships between non-standard working hours and work-home interference (WHI) and home-work interference (HWI). To this purpose, a longitudinal full-panel design was employed. Using such a design, we examined both the causal effects of non-standard working hours on WHI /HWI and the causal effects of WHI /HWI on non-standard working hours. We also investigated the moderating effect of gender in these relationships.
Data were collected in two waves (2002 and 2004) among 337 Dutch employees and self-employed persons who lived together with a partner and had at least one child living in the household. We included evening work and weekend work as types of non-standard working hours. Data were analyzed by means of structural equation modeling.
Results showed that, among women with children, evening work was related to elevated levels of WHI and HWI two years later. A comparable relationship for men with children was not found. A possible explanation for this finding is that for women working at non-standard hours appears to cause WHI and HWI, as working at non-standard hours interferes with their responsibilities at home, which they are still more often accountable for than men.
Furthermore, WHI turned out to be related to an increase in evening work and weekend work two years later for both men and women. A possible explanation for this finding is that workers try to reduce WHI by means of working at non-standard hours.
Longitudinale studie naar oorzaken en effecten van presenteïsme
Authors: M.M. de Vroome Ernest , G.W. Smulders Peter , L.D. Houtman Irene 
Published: August 2021

Longitudinal study on the determinants and consequences of presenteeism
Longitudinal study on the determinants and consequences of presenteeism
E.M.M. de Vroome, P.G.W. Smulders & I.L.D. Houtman, Gedrag & Organisatie, volume 23, September 2010, nr. 3, pp. 194-212.
In a longitudinal cross-lagged study, the determinants and consequences were examined of presenteeism (going to work despite feeling unhealthy). All variables were measured with questionnaires in 2002 and in 2004 among a representative Dutch sample (N = 653), and these data were individually and longitudinally matched. In 2002 as well as in 2004, approximately 60% reported presenteeism. In this study, no effects of job demands were confirmed. Emotional exhaustion was found to be an important determinant of later sickness absence and later presenteeism, and sickness absence also had a direct effect on later presenteeism. However, the relationship between presenteeism and sickness absence was not found to be reciprocal. This implies that emotional exhaustion lies at the base of both sickness absence and presenteeism, and emotional exhaustion may serve as an important target to reduce sickness absence as well as presenteeism.
Een andere invalshoek op de rollenspelertraining in Assessment Centers
Authors: Schollaert Eveline , Lievens Filip 
Published: August 2021

A new perspective on role-player training in assessment centres
A new perspective on role-player training in assessment centres
Eveline Schollaert & Filip Lievens, Gedrag & Organisatie, volume 23, September 2010, nr. 3, pp. 213-231.
The most recent assessment centre guidelines emphasize that exercises should be designed to evoke a substantial amount of relevant behaviour (International Task Force on Assessment Center Guidelines, 2009). However, no empirical evidence exists of how one can manage this. This study aims to fill this gap by suggesting that role-player training should be extended via the use of 'prompts' to evoke behaviour. Prompts are standardized cues that a role-player consistently mentions in an AC exercise across candidates to elicit behaviours related to specific job-related dimensions. In the present study, role players and candidates were randomly assigned to two experimental conditions. In the first condition, the role players (N = 9) received no prompt training (117 candidates). In the second condition, the role players (N = 10) received a training with prompts (116 candidates). Results reveal that role-players are able to use prompts after attending training with prompts. When role-players use prompts, candidates also have favourable perceptions of the job-relatedness, two-way communication, and warmth of the assessment centre exercises. In addition, however, the inter-rater reliability of assessors was not positively affected by the use of prompts. A possible explanation is that assessors did not acknowledge that prompts had been used.
Het beoordelen van mensen voor werkgerelateerde doelen: Etniciteit, moraliteit, en subjectiviteit
Authors: Ph. Born Marise 
Published: August 2021

Assessing people for work-related purposes: Diversity, morality and subjectivity
Assessing people for work-related purposes: Diversity, morality and subjectivity
M.Ph. Born, Gedrag & Organisatie, volume 23, September 2010, nr. 3, pp. 232-256.
This paper deals with the issue of suitability of the assessment process for an ethnoculturally heterogeneous pool of candidates and investigates whether this process helps organizations in their wish to create a diverse workforce. To what extent do integrity and moral values play a role in this issue? Moral disengagement forms a potential explanation for the fact that blatant rejection of ethnic minority candidates is a big taboo but that this nevertheless still happens. To which degree do regular methods of selection contribute to accurate procedures for a heterogeneous candidate pool and to diversity at work? In comparison to the sole use of cognitive tests, measuring the full arsenal of relevant capabilities, knowledge and skills reduces score differences between ethnic groups, while retaining selection utility. Finally, self-reported personality does not always provide a good representation of personality characteristics of ethnic-minority candidates. Transparent rating and decision making facilitates correct recruitment and selection towards a diverse work force.
Zelf- versus ander-gerefereerde angstvragenlijst: validatie van een Franstalige versie en verschillen in faalangst tussen Vlaamse en Waalse sollicitanten in België
Authors: Proost Karin , Derous Eva , Schreurs Bert , de Witte Karel 
Published: August 2021

The Self-versus Other-referenced Anxiety Questionnaire: Differences in test anxiety between Flemish and Walloon applicants in Belgium
The Self-versus Other-referenced Anxiety Questionnaire: Differences in test anxiety between Flemish and Walloon applicants in Belgium
The purpose of the present study was to validate a French version of the Self- versus Other-referenced Anxiety Questionnaire (SOAQ) and to study the difference in test anxiety between Flemish and French speaking applicants in Belgium. In a sample of 4229 applicants that applied for position at the Federal Government, adequate measurement invariance was found for the French version of the SOAQ. Flemish applicants were found to experience higher levels of both self- and other-referenced anxiety than Walloon applicants. Theoretical and practical implications are discussed.
Psychisch welzijn tijdens werkloosheid: de rol van persoonlijkheid en
perceptie van tijdsstructuur
Authors: Lootens Hanne , Van Hoye Greet 
Published: August 2021

Psychological well-being during unemployment: the role of personality and
perception of time structure
Psychological well-being during unemployment: the role of personality and
perception of time structure
Gedrag & Organisatie, volume 24, September 2011, nr. 3, pp.
207-232.Unemployed people report lower levels of psychological
well-being than employed individuals. However, when unemployed individuals
perceive their use of time to be structured and purposive, this negative effect
of unemployment on psychological well-being is reduced. This study investigated
whether personality – as measured by the Big Five framework –
determined the perception of time structure. In a sample of 231 Flemish
unemployed people, we found that the more sense of purpose and present
orientation individuals showed, the higher their psychological well-being was.
Concerning the relation between personality and the perception of time
structure, unemployed people with more openness to experience reported less
sense of purpose. More conscientious individuals showed more sense of purpose,
routine, organization, and present orientation. More neurotic individuals
perceived less sense of purpose and present orientation. Finally, more neurotic
unemployed individuals with more openness for experience showed lower
psychological well-being, due to their lower perception of time
structure.
De webcamtest als voorspeller van professioneel gedrag
Authors: R.E. Op de Beek Marit , K. Oostrom Janneke , Ph. Born Marise 
Published: August 2021

The webcam test as a predictor of professional behavior
The webcam test as a predictor of professional behavior
Gedrag & Organisatie, volume 24, September 2011, nr 3, pp. 257-285.The webcam test is a new video assessment designed to measure social competencies. The main purpose of this study was to investigate the criterion-related validity of the webcam test and its incremental validity over and above a cognitive ability test, a personality questionnaire and a video-based situational judgment test. The sample consisted of 106 psychology students. In line with our expectations, the webcam test showed a significant correlation with the criterion professional behavior, a questionnaire about students’ motivation, chairmanship and preparation. Furthermore, the webcam test showed incremental validity over and above the other selection tests. Participants perceived the webcamtest as more face valid than the cognitive ability test and the personality questionnaire. However, the video-based situational judgment test was perceived as more face valid than the webcamtest. Limitations of this study and suggestions for further study are discussed.
De relatie tussen employability en de intentie tot langer doorwerken
Authors: de Graaf Stijn , Peeters Maria , van der Heijden Beatrice 
Published: August 2021

A study on the relationship between employability and the retirement intentions of older workers
A study on the relationship between employability and the retirement intentions of older workers
Gedrag & Organisatie, volume 24, November 2011, nr. 4, pp. 374-391.Very recently, it has been decided that the retirement age in the Netherlands will increase to 66 in 2020. Therefore, it is more and more important to understand what motivates older employees to work until their pension age (as opposed to quitting the workforce prematurely). In this study, among 151 Dutch employees of 45 years and older, the central aim was to examine the relationships between workers’ employability perceptions and their intention to work until their retirement age. Additionally, we have investigated to what extent ‘the learning value of the job’, ‘participation in training and education’, and ‘career management’ relate to workers’ employability perceptions. Results of Structural Equation Modelling showed that employability is a significant predictor of the intention to work until retirement age. Moreover, our results indicated that ‘learning value of the job’ and ‘participation in training and education in adjacent area’s’ are important antecedents of one’s employability. The main conclusion of this study is that the higher older employees’ perceptions regarding their own employability, the stronger their intention to work until the official pension age will be. Moreover, a solid learning value of the job as well as possibilities for training in adjacent areas will contribute positively to the employability perceptions of older employees.
Arbeidsvoorwaarden en de gewenste pensioenleeftijd
Authors: van Zwieten Marianne , Fekke Ybema Jan , Geuskens Goedele 
Published: August 2021

Terms of employment and the preferred retirement age
Terms of employment and the preferred retirement age
The present study examines how the satisfaction with the terms of employment among older employees affects the preferred retirement age. Two waves of data collection (2008 and 2009) of the cohort-study of the Netherlands Working Conditions Survey (NWCS) were used for this study. The results of this longitudinal study showed that satisfaction with terms of employment that concern flexibility (e.g. flexible working hours and the possibilities for part-time work) contribute to a higher preferred retirement age. It also contributes to not specifying the preferred retirement age. This means that employees who are satisfied with the flexibility in their jobs more often do not know at what age they prefer to retire than employees who are not satisfied, but if they do know they report a higher preferred retirement age. By arranging flexibility in the job together with and to the satisfaction of employees, employees can be stimulated to postpone retirement.