bluuebunny/crossref_metadata_2025_split huggingface dataset:
Besluitvorming rondom pensioneren: de invloed van werk- en
organisatiecontext
Authors: van Solinge Hanna , Henkens Kène 
Published: August 2021

The retirement decision making process: the role of work and organizational
context
The retirement decision making process: the role of work and organizational
context
Gedrag & Organisatie, volume 24, November 2011, nr. 4, pp.
428-450.This article links organizational forces to individual decision making on
retirement. We examine to what extent work characteristics and organizational context
(organizational policies and workplace norms toward retirement) affect the (planned)
retirement age of workers aged 50 and over. We use data from the NIDI Work and
Retirement Panel. This is a longitudinal study among older workers of three private
sector organizations and among civil servants in the Netherlands. We use information for
those employees that participated in 2001 as well in 2007 (N = 1,611). The results
indicate that job characteristics are associated with retirement decision making: older
individuals with attractive jobs (in terms of challenge and growth) have a higher
(planned) retirement age, the opposite holds for older workers with demanding jobs.
Social forces in the work place are relevant as well. The results indicate that older
workers in organizations with an ‘early exit culture’, where almost all co-workers take
early retirement, show a low propensity to continue working. Perceived supervisor
support for extending working life has the opposite effect. Workers that feel that their
supervisor has a positive attitude towards working longer, have a higher (planned)
retirement age.
Het nut van de item respons theorie bij de constructie en evaluatie van niet-cognitieve instrumenten voor selectie en assessment binnen organisaties
Authors: J.L. Egberink Iris , R. Meijer Rob 
Published: August 2021

The usefulness of item response theory for the construction and evaluation of noncognitive tests in personnel selection and assessment
The usefulness of item response theory for the construction and evaluation of noncognitive tests in personnel selection and assessment
In this article we discuss the use of IRT for the development and application of noncognitive measures in personnel selection and career development. We introduce the basic principles of IRT and we discuss the usefulness of IRT to evaluate the quality of items and tests to assess the measurement precision of a candidate’s trait level, and to investigate item and test bias. Furthermore, we describe several applications of IRT, including computerized adaptive testing and the development of item banks in an automated testing system. Finally, a list of software programs is provided to stimulate the use of IRT models.
Waar staat de Arbeids- en Organisatiepsychologie?
Authors: Zijlstra Fred 
Published: August 2021

What are our objectives as Work and Organizational psychologists?
What are our objectives as Work and Organizational psychologists?
In the nineteen seventies Work and Organizational psychologists fiercely debated issues, like who should benefit from research: employers or employees. It is evident that these groups have often conflicting interests. W&O psychologists were requested to make explicit what their position was and what objectives their research had, and indicate who would benefit. This debate seems to have disappeared. Academics seem to be mostly preoccupied with getting yet another paper published. As a consequence the discipline seems to have lost some of its societal relevance. In order to survive as a discipline, Work and Organizational psychologists should again focus on the societal relevance of their work, and take a position. Current developments in the field of work and organization indicate that work has become more complex and difficult. So, there is work to do for Work and Organizational psychologists. We should help to increase participation in the labor market of various groups and be concerned again with the well-being of employees.
Waar is de Organisatie in Gedrag & Organisatie?
Authors: Schalk René 
Published: August 2021

Where is the organization in Organizational Behavior?
Where is the organization in Organizational Behavior?
This article discusses why it is of increasing importance for researchers to pay attention to the organization as context factor. It is described what context is, how the context can influence results, and how attention can be paid to the influence of the organization context.
Gedrag & Organisatie: professionalisering van de A&O psychologie
Authors: Steensma Herman 
Published: August 2021

Gedrag & Organisatie: Professionalization of Work and Organizational psychology
Gedrag & Organisatie: Professionalization of Work and Organizational psychology
A short history is presented of the journal Gedrag & Organisatie. Moreover, it is described how the journal and its editors may contribute to the professionalization of work and organizational psychology in the Netherlands and in Belgium. The proposed professionalization is partly based on the objectives of the European Federation of Psychologists’ Associations (EFPA).
Job crafting: de psychologie van een baan op maat
Authors: Dorenbosch Luc , B. Bakker Arnold , Demerouti Evangelia , van Dam Karen 
Published: August 2021

Job crafting: the psychology of customizing jobs. Introduction to the special issue
Job crafting: the psychology of customizing jobs. Introduction to the special issue
This special issue pays attention to a relatively new research topic in work and organizational psychology: job crafting. Job crafting refers to the modifications employees apply to their jobs in order to better fit this job to their needs and abilities. In this introductory article, we first explain the most important characteristics of job crafting. Next, we take a historical view of the concept of job crafting, describing how this concept and its measurement has developed over time. Then, we provide an introduction to the articles in this special issue. Finally, we outline several questions and topics for future research.
Een alternatieve benadering voor herontwerp van werk
Authors: M.C. van Ruitenbeek Gemma , J.G.P. Mulder Marike , R.H. Zijlstra Fred , J.N. Nijhuis Frans , P.G. Mulders Henny 
Published: August 2021

An alternative approach for work redesign: experiences with the method ‘Inclusive Redesign of Work Processes’ (Dutch abbreviation: IHW)
An alternative approach for work redesign: experiences with the method ‘Inclusive Redesign of Work Processes’ (Dutch abbreviation: IHW)
This article introduces an alternative approach to work redesign: the method ‘Inclusive Redesign of Work Processes’ (Dutch abbreviation: IHW-method), aimed to make it possible to participate in the labour market for people with a large distance to the labour market. The IHW-method is based on an analysis and redesign of work processes which subsequently allows organizing work processes in such a way that jobs can be created for people with limited capabilities. The underlying principle is task differentiation from the perspective of worker’s capabilities, allowing organizations to make optimal use of all the existing work capacity and talent in the labour market. This article presents the underlying ideas and background for the development of the method IHW. The redesign principles of the method IHW and the first experiences with this method in a healthcare organization are discussed. The method turned out to be effective for the creation of suitable work for a large group of people with disabilities in this organization.
Initiatiefrijk en functie-inhoudelijk presteren
Authors: A. Beudeker Dagmar , A. Rink Floor , Ellemers Naomi , W.B. Blonk Roland 
Published: August 2021

The relationship between leaders’ self-regulation strategies and employees initiative taking and objective task performance
The relationship between leaders’ self-regulation strategies and employees initiative taking and objective task performance
In this research we focus on the self-regulation strategies (promotion and prevention focus) that leaders use to influence followers. We propose that both self-regulation strategies are necessary for leaders in addressing followers. However, each self-regulation strategy is useful to enhance different work behaviors in employees. These assumptions were tested amongst 42 work coaches in four employment services organizations in the Netherlands. The results confirm that a promotion focused leadership style is positively related to initiative taking in employees (hypothesis 1), while a prevention focused leadership style is positively related to objective task performance in employees (hypothesis 2). These results suggest that leaders should balance the use of both foci in their work in order to function optimally.
Competitief altruïsme op de werkvloer: een evolutionair psychologische benadering
Authors: P. Engelhard Nynke , J. van der Wal Arianne , van Vugt Mark 
Published: August 2021

Competitive altruism at work: An evolutionary psychology approach
Competitive altruism at work: An evolutionary psychology approach
‘Competitive altruism’ theory (Hardy & Van Vugt, 2006) sheds new light on why people behave altruistically in work organizations. Evidence shows that getting an altruistic reputation is profitable for employees in the long run. An experiment among employees was conducted to see if ‘altruism’ as a form of Organizational Citizenship Behaviors affects the reputation of the candidate employee and whether this behavior eventually gets them the job and a higher starting salary. Based on a hypothetical candidate employee, who was described as either altruistic or non-altruistic, participants evaluated his/her reputation, cooperation, attraction and starting salary. The findings confirmed that altruistic candidate employees have a better reputation than non-altruistic employees. As expected, people have a stronger preference to work with employees with an altruistic reputation , and they get a higher starting salary. Practical and theoretical implications are discussed.
Het Job Demands-Resources model
Authors: Van den Broeck Anja 
Published: August 2021

The Job Demands-Resources model: A motivational analysis from Self-Determination Theory
The Job Demands-Resources model: A motivational analysis from Self-Determination Theory
This article concerns the doctoral dissertation of Van den Broeck (2010) which details employee motivation from two different recent perspectives: the job demands-resources model (JD-R model) and the self-determination theory (SDT). This article primarily highlights how the studies of this dissertation add to the JD-R model by relying on SDT. First, a distinction is made between two types of job demands: job hindrances and job challenges. Second, motivation is shown to represent the underlying mechanism of all relationships from job characteristics to burnout and work engagement, as detailed in the JD-R model. Finally, motivation is considered as a personal resource protecting employees from detrimental environmental influences and assisting them in making maximum use of beneficial job characteristics. In conclusion, this article highlights how the dissertation, based on a positive view on mankind, puts motivation to the fore in the JD-R model.
De rol van tijd in organisaties: introductie op het thema
Authors: M.P. Gevers Josette , van Eerde Wendelien , Roe Robert 
Published: August 2021

The relevance of time in organizations and organizational studies: Introduction to the special issue
The relevance of time in organizations and organizational studies: Introduction to the special issue
This special issue addresses the relevance of time in organizations and organizational research. Given that time is inherent to all activity and interaction, it is an important factor for understanding the functioning of people in the workplace. The realization of this fact has recently led to a rediscovery of the theme in contemporary industrial and organizational psychology. In this introductory article, we offer a historical overview of the work devoted to time in I/O psychology, which shows a clear shift from objective time, as given, to subjective time, as experienced. We provide some examples from practice to show that both approaches are relevant for our field of research. Additionally, we describe the history and current state of affairs regarding theory development and research methodology. We go on to provide an introduction to the articles in this special issue. Finally, we briefly outline some directions for future research.
Een overzicht van de timemanagementliteratuur
Authors: van Eerde Wendelien 
Published: August 2021

A review of the time management literature
A review of the time management literature
This article provides an overview of the literature on time management. A model on time management is provided and an overview of recent research developments is given. Relatively few studies have been devoted to time management among the working population; instead students have been studied. Overall, time management has been found to affect study results favorably, but studies that have included employees show considerable variation in comparison to research on students. Perceived control and stress are related to time management, whereas the results on work performance are not clear-cut. It is probably better to consider time management in interaction with other variables to predict outcomes. Based upon the insights of this review, new developments are described, suggestions for future research are given, and the significance for practice is discussed.
De rol van subjectieve tijdbeleving in organisaties
Authors: L.W. Vliek Michael 
Published: August 2021

The role of subjective time in organizations: A temporal perspective on temporary workers’ commitment to the organization
The role of subjective time in organizations: A temporal perspective on temporary workers’ commitment to the organization
Time is often considered in terms of its function in structuring everyday events and experiences in a chronological order. However, the subjective experience of time (i.e., the experience of a temporal interval as either ‘short’ or ‘long’) does not always follow this more objective ‘clock time’. For some, the time until a deadline or end of a contract might be experienced as an eternity, while for others a similar interval might be experienced as relatively short. In the current contribution, I provide an overview of research on subjective time experience and relate these insights to a specific domain of inquiry: the motivation and commitment of employees who have contracts of limited duration, such as temporary workers or those close to their pension. Research suggests that shorter objective distance in time away from the end of a contract negatively influences the employee’s motivation and commitment. However, subjective distance may yield similar results. This difference is relevant given the ambiguity in mental representations of subjective durations which allows people to systematically alter such perceptions, thus providing a way in which motivation and commitment may be maintained.
Kernaspecten van Het Nieuwe Werken en een checklist om deze in kaart te brengen
Authors: van Breukelen Wim , Makkenze Sara , Waterreus Robin 
Published: August 2021

The core aspects of the New Way of Working and a checklist to measure these aspects
The core aspects of the New Way of Working and a checklist to measure these aspects
According to the New Way of Working, employees perform their work independent of location and time, and are supported by advanced information and communication technology. Despite the importance of recent developments, to date few systematic studies have been carried out on them. To improve the quality of research on this topic, we developed a checklist in order to measure the four core aspects of the New Way of Working (NWW). These aspects are: working at a distance (teleworking), not having a fixed work station at the office, working at flexible times, and using advanced technology. The checklist covers the four core aspects and has to be filled out by individual employees. It provides detailed information about their working situation: their ‘NWW profile’. We used the checklist in two types of organizations, i.e., health care (N = 99) and public service (N = 87), and examined the patterns of interrelations between the various aspects. These analyses revealed five distinct categories of employees. We conclude this article with suggestions for using the checklist in organizational studies on the effects of the New Way of Working.
Het motivationele proces van het Job Demands-Resources Model bij vrijwillig en onvrijwillig ontslagen werknemers tijdens de opzegtermijn
Authors: R. Peeters Ellen , Van de Ven Bart , De Cuyper Nele , Vlerick Peter , De Witte Hans 
Published: August 2021

The motivational process of the Job Demands-Resources Model among voluntary and involuntary dismissed employees during the term of notice
The motivational process of the Job Demands-Resources Model among voluntary and involuntary dismissed employees during the term of notice
This study examines the motivational process of the Job Demands-Resources (JD-R) Model in a sample of recently dismissed (voluntary and involuntary) Flemish employees (N = 213). Specifically, the relations between three work-related resources (perceived employability, social support, and acceptance of feedback given during the exit conversation) and work-related behavior (in-role and extra-role behavior) were examined. We hypothesized (1) that this relationship is mediated by dedication, and (2) there would be a difference between voluntary and involuntary dismissed employees. The results showed that the resources had an indirect effect on in-role and extra-role behavior, (partially) mediated by dedication. There was a positive relationship and a negative relationship between perceived employability and dedication for voluntary and involuntary dismissed employees, respectively. In summary, the JD-R Model serves as a relevant framework for studying employees’ work behavior and motivational process during their term of notice.
Ecologische schalen als personeelspsychologisch antwoord op situationele gedragsverschillen: ontwikkeling van een consciëntieusheidschaal voor promovendi
Authors: Butter René 
Published: August 2021

Ecological scales as personnel psychology’s response to situational behaviour differences: development of a conscientiousness scale for Ph.D. candidates
Ecological scales as personnel psychology’s response to situational behaviour differences: development of a conscientiousness scale for Ph.D. candidates
Personnel psychology aims to predict situational success criteria for specific jobs, but is restricted by the relatively low validity of traditional personality inventories. Individual behavior varies across situations and traditional inventories are constructed to cancel out these differences. To tackle this problem, this study presents the concept of ‘ecological scales’. These are contextualized questionnaires with a high ecological validity, meaning that the test outcomes correspond to daily practice. A time management scale was developed for Ph.D. candidates. The time management scale was significantly related to Ph.D. success and showed incremental validity above the Big Five. These results suggest that ecological scales could contribute to further improving the criterion-related validity of personality instruments.
Persoonlijkheid als voorspeller van werkprestatie en contraproductief werkgedrag
Authors: de Vries Anita , E. de de Vries Reinout , Ph. Born Marise , H. van den Berg Remko 
Published: August 2021

Personality as predictor of job performance and counterproductive work behaviour. The importance of specificity in personality measurement
Personality as predictor of job performance and counterproductive work behaviour. The importance of specificity in personality measurement
The main purpose of this study was to improve the prediction of job performance and counterproductive work behavior using personality measurements. Three characteristics were examined: (1) trait specificity, i.e., using narrow rather than broad personality traits; (2) contextual specificity, i.e., the specificity of the situational context to which respondents refer when completing a personality inventory, such as the home or work context; and (3) referent specificity, i.e., the specificity of the comparison other in self-reported personality. The results show that narrow traits are able to explain more variance than broad traits in the prediction of work outcomes, and that adding a relevant context to personality items leads to higher predictive validities. Furthermore, the findings suggest that using reference groups influences the way people respond to a personality test. Taken together, this article accentuates the importance of specificity in personality measurement for improving the prediction of work outcomes.
Gezocht: duidelijkheid, structuur en ontwikkeling
Authors: Corporaal Stephan , van Vuuren Tinka , van Riemsdijk Maarten 
Published: August 2021

Wanted: clarity, structure and development. A description of the job preferences among job seekers with lower and higher education
Wanted: clarity, structure and development. A description of the job preferences among job seekers with lower and higher education
The purpose of this study was to develop and validate an instrument measuring young job seekers’ preferences for job and organizational characteristics related to job and organizational attractiveness. We developed an instrument for three job and organizational characteristics: type of work, work environment and organizational image. We used the outcomes of a qualitative study among 433 undergraduate students in the Netherlands to generate items and operationalize the job and organizational characteristics. After creating the instrument, we gathered data from a sample of 1,765 undergraduate students to test it. We assessed the reliability of the scales using Cronbach’s alpha and performed an exploratory and confirmatory factor analysis. In our study, young job seekers seem to associate job and organizational characteristics with aspects other than those measured with existing scales commonly used in this line of research.
Mensen met een roeping: een zegen of een zorg in de hulpverlening?
Authors: Steenkamp-Scheinhardt Coranne , Näring Gérard 
Published: August 2021

Workers with a calling: Blessed or in need in our care system?
Workers with a calling: Blessed or in need in our care system?
People who feel they have a calling find their work meaningful. A calling leads to a heightened motivation for work and could therefore be related to less emotional exhaustion. The related concept of spirituality might also have an inverse relation with exhaustion. Calling might also moderate the relation between emotional demands and exhaustion.We investigated these relationships in 235 employees working in a mental health institution. Spirituality overlapped only marginally with calling. There was a positive relationship between emotional demands and emotional exhaustion, and a negative relationship between calling and emotional exhaustion. Calling explained four percent of the variance in emotional exhaustion, but did not moderate the relation between emotional demands and emotional exhaustion. One aspect of spirituality, connectedness with the self, was also negatively related to emotional exhaustion. Persons with a calling are not protected in any special way from emotional demands, but suffer less from emotional exhaustion.
Creativiteit en innovatie
Authors: A. Nijstad Bernard , Baas Matthijs , Gevers Josette 
Published: August 2021

Creativity and innovation: Introduction to the theme
Creativity and innovation: Introduction to the theme
In this introduction to the special issue of Gedrag & Organisatie we provide a brief overview of the state-of-the-science in the area of creativity and innovation. We then introduce the six articles in the special issue. We end with a short conclusion.