bluuebunny/crossref_metadata_2025_split huggingface dataset:
Emoties in arbeid en organisaties: Introductie op het thema
Authors: A. Nijstad Bernard , A. van Kleef Gerben , de Jonge Jan 
Published: August 2021

Emotions in work and organizations: An introduction to the theme
Emotions in work and organizations: An introduction to the theme
B.A. Nijstad, G.A. van Kleef & J. de Jonge, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 313-322
The guest editors introduce the theme of this special issue on the role of emotions in work and organizations. The concepts of affect, emotion, and mood are defined, and the study of affect in organizations is put in a historic context. Examples of theoretical and empirical research in this field are given, in which the role of affect as a consequence, affect as a cause, and affect as a mediator is discussed. Finally, the five contributions to this special issue are briefly introduced. It is concluded that emotions in work and organizations is, and will be, an important issue for both society and science.
Emoties en distributieve rechtvaardigheid in organisaties: De rol van coördinatieregels
Authors: Stouten Jeroen 
Published: August 2021

Emotions and distributive justice in organizations: The role of coordination rules
Emotions and distributive justice in organizations: The role of coordination rules
J. Stouten, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 387-402
Distributive justice is an important factor in the emergence of emotional reactions in organizations. The present paper argues that two distributive coordination rules (the equality and proportionality rule) are especially related to people's emotions in situations in which there is a conflict between the individual and collective interests. If these coordination rules (or the conditions that give rise to these rules) are violated people react with negative emotions because important values are broken. In addition, it is shown that these emotional reactions induce retributive reactions, such as excluding or punishing the person who is responsible. A better understanding of these distributive coordination rules is needed in order to create a more complete picture of the influence of emotional reactions on behavior in organizations.
Onbegrensde loopbanen: een kwestie van persoon én organisatie
Authors: E.M. van Vianen Annelies 
Published: August 2021

Boundaryless careers: The interplay of individuals and organizations
Boundaryless careers: The interplay of individuals and organizations
A.E.M. van Vianen, Gedrag & Organisatie, volume 20, September 2007, nr. 3, pp. 303-318
This paper discusses the question to what extent employees will be able to manage their careers in a way that matches organizations' need for a flexible workforce. It is argued that the external mobility of employees will remain limited. Yet, much more can be done regarding employees' internal mobility and development. Employees should focus on broadening the content of their jobs through performing challenging tasks. Most employees report a positive attitude towards job flexibility yet not initiate challenging experiences in their current jobs. In a similar vein, organizations prefer a flexible workforce but tend to allocate the challenging tasks to a restricted number of employees. Because optimal self-regulation is feasible for only few of us, employees need the stimulus of their organization in order to remain employable.
Individuele verschillen in graaigedrag
Authors: Jongenelen Maaike , Vonk Roos 
Published: August 2021

Individual differences in money-grabbing: The role of entitlement, social value orientation, and misuse of power
Individual differences in money-grabbing: The role of entitlement, social value orientation, and misuse of power
M. Jongenelen & R. Vonk, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 369-381
This research investigates the role of individual differences in money-grabbing. Feelings of entitlement, high scores on the Misuse of Power scale and a pro-self focus were expected to lead to grabbing behaviour in high-power individuals. While playing a manager in a role-playing game, participants had the opportunity to grab more valuable points then their equal share. Results showed that pro-self participants grabbed more than pro-socials. Among the pro-self participants, feelings of entitlement led to higher Misuse of Power scores which, in turn, led to more grabbing. Entitlement en Misuse of Power had no effect on grabbing in pro-socials. It is concluded that power does not corrupt absolutely: Individual differences predict how a powerful person will behave. Implications for business settings are dealt with in the discussion.
De invloed van interactionele onrechtvaardigheid en emotionele stabiliteit op deviant gedrag in organisaties
Authors: Vos Menno , Giebels Ellen 
Published: August 2021

The influence of interactional injustice and emotional stability on deviant behavior in organizations
The influence of interactional injustice and emotional stability on deviant behavior in organizations
M. Vos & E. Giebels, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 392-408
Workplace deviance has become an increasing concern for employees and employers all over the world. A field experiment was conducted to investigate the relationship between interactional injustice and workplace deviance and the moderating influence of emotional stability. 117 employees from a company in the service industries read a situation sketch in which half of the subjects were confronted with a interactional just situation and the other half with a interactional unjust situation. The results indicated that interactional injustice as well as emotional instability induced deviance directed to the management but not more general forms of workplace deviance. The relationships between interactional injustice and emotional stability on the one hand and deviant behavior on the other hand appeared to be partially mediated by negative affect. No support was found for an interaction between interactional injustice and emotional stability on workplace deviance.
De invloed van rechtvaardigheid op werkuitkomsten: een longitudinaal perspectief
Authors: Fekke Ybema Jan 
Published: August 2021

The effects of justice on work outcomes: a longitudinal perspective
The effects of justice on work outcomes: a longitudinal perspective
J.F. Ybema, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 409-426
A longitudinal three-wave study among 1597 employees examines how procedural and distributive justice are related to job satisfaction and burnout (emotional exhaustion). It was predicted that perceived justice and work outcomes mutually influence each other over time. In line with these predictions, distributive injustice enhanced burnout a year later, whereas burnout in turn enhanced future procedural injustice. Furthermore, procedural justice and job satisfaction mutually augmented each other: higher procedural justice enhanced job satisfaction a year later, and higher job satisfaction also enhanced future procedural justice. This research confirms the importance of justice in organizations as a means to enhance wellbeing of people at work.
Emoties en de intentie tot helpen van omstanders bij pesten op het werk: de invloed van waargenomen verantwoordelijkheid en besmettingsdreiging
Authors: Mulder Roelie , Pouwelse Mieneke , Lodewijkx Hein , Bolman Catherine 
Published: August 2021

Emotional and helping responses among bystanders of victims of mobbing: the role of perceived responsibility and threat of contagion
Emotional and helping responses among bystanders of victims of mobbing: the role of perceived responsibility and threat of contagion
R. Mulder, M. Pouwelse, H. Lodewijkx & C. Bolman, Gedrag & Organisatie, volume 21, March 2008, pp. 19-34
Building upon Weiner's (1995, 1996) attributional model of social behavior, we examined the effects of perceived responsibility and threat of contagion upon bystanders' emotional and helping responses towards the victim (an executive) in a mobbing situation. Hypotheses were examined in a 2 (perceived responsibility: weak/strong) x 2 (perceived threat of contagion): weak/strong) vignette study among government workers (N = 161). SEM path analyses (using Amos 5.0) revealed that weak (versus strong) perceived responsibility led to stronger pity and less anger, which both led to stronger helping intentions. Intriguingly, bystanders further showed stronger helping intentions, when the victim of mobbing was held more responsible for his situation. The perceived threat conditions did not directly influence helping intentions, but weak versus strong perceived threat was related to less anger and anxiety, and less anxiety, in turn, was associated with stronger helping intentions. Discussed are the potential consequences of the power differential between victims (as executives) and bystanders, and the validity of Weiner's model in explaining mobbing at work.
De invloed van doeloriëntaties op de effectiviteit van re-integratie
Authors: Noordzij Gera , A.J. Van Hooft Edwin 
Published: August 2021

The influence of goal orientations on the effectiveness of reemployment counseling
The influence of goal orientations on the effectiveness of reemployment counseling
G. Noordzij & E.A.J. Van Hooft, Gedrag & Organisatie, volume 21, August 2008, nr. 3, pp. 209-225
The present study investigates the influence of training goal orientations on job search and reemployment outcomes among unemployed people who were searching for a job. Unemployed individuals (N = 109) were randomly assigned to one of three training conditions: (1) Learning goal orientated training (LGO), (2) Performance goal orientated training (PGO), and (3) control group. LGO is defined as focusing on increasing competences whereas PGO is defined as focusing on demonstrating competences.
Participants of the LGO-training had more intentions to search for a job and more activities than the other participants. Logistic regression demonstrated that participants of the LGO-training had five times more change to find a job than the other participants. These results lead us to conclude that the LGO-training is an effective tool for reemployment counseling.
Predictoren van de binding met een fusieorganisatie: een sociaal-psychologisch onderzoek bij personeelsleden werkzaam in de Vlaamse Centra Geestelijke Gezondheidszorg
Authors: Van Raes Jan , Vanbeselaere Norbert , Boen Filip , De Witte Hans , Oudermans Sandy 
Published: August 2021

Predictors of commitment with a merged organisation: a social-psychological study among employees of Community Centres for Mental Health in Flanders (Belgium)
Predictors of commitment with a merged organisation: a social-psychological study among employees of Community Centres for Mental Health in Flanders (Belgium)
J. Van Raes, N. Vanbeselaere, F. Boen, H. De Witte & S. Oudermans, Gedrag & Organisatie, volume 21, August 2008, nr. 3, pp. 226-253.
Research reveals that employees with a strong organizational commitment report more well-being, stronger job involvement, and are less inclined to leave their organisation. While more and more organisations are involved in a merger, a growing number of studies also show that employees have difficulties to commit themselves to the newly formed merger organisation. We therefore conducted a survey study (N = 188) to examine which of nine proposed factors predict organizational commitment among employees of merged community centres for mental health. These factors were derived from studies inspired by the social identity approach. Commitment with the merger organisation was significantly predicted by four factors: successful functioning of the new merger centre, pre-merger commitment, perceived merger necessity and perceived continuity of the pre-merger group. Based on these results, we propose a number of practical suggestions that seem useful to strengthen commitment with a merged organisation.
De ontwikkeling van de RATOG: een screeningsinstrument voor de preventie van pesterijen op het werk
Authors: Baillien Elfi , De Witte Hans , Notelaers Guy , Neyens Inge 
Published: August 2021

Construction of a risk assessment tool to prevent workplace bullying
Construction of a risk assessment tool to prevent workplace bullying
E. Baillien, H. De Witte, G. Notelaers & I. Neyens, Gedrag & Organisatie, volume 21, August 2008, nr. 3, pp. 254-278.
The aim of the current study was to develop a tool which helps organizations to prevent workplace bullying ('RATOG'). By measuring the most important antecedents of workplace bullying the tool indicates whether these antecedents have a safe, problematic or very problematic score. The tool was developed in two phases. In phase one, the most important antecedents of bullying were selected on the basis of a survey among employees of twenty Flemish organizations. These antecedents were role conflict, job insecurity, low social support from the colleagues, high frequency of conflict within the team, low employee-oriented organizational culture and low procedural justice. In the second phase, Relative Operating Characteristic analyses determined from which score these antecedents increased workplace bullying. The tool can be used to analyze an entire organization, large departments or smaller teams and contains 23 questions.
De Tilburgse Psychologisch Contract Vragenlijst
Authors: Freese Charissa , Schalk René , Croon Marcel 
Published: August 2021

The Tilburg Psychological Contract Questionnaire
The Tilburg Psychological Contract Questionnaire
C. Freese, R. Schalk & M. Croon, Gedrag & Organisatie, volume 21, August 2008, nr. 3, pp. 278-294.
The development of the Tilburg Psychological Contract Questionnaire (TPCQ) is described. Criteria are formulated that psychological contract measures should meet. The theoretical background and the psychological contract items of the TPCQ are described. With exploratory factor analysis five perceived organizational obligation scales are revealed: job content, career development, social atmosphere, organizational policies and rewards. Two perceived employee obligation scales were found: in-role behaviour and extra-role behaviour. A separate violations scale was developed. The psychometric features of the scales (including test-retest reliability) were sufficient. Construct validity was assessed with regression analysis on affective commitment, continuance commitment and intention to turnover. Organizational policies, violations and both perceived employee obligations scales were predictors of affective commitment, intention to turnover and to a lesser extent continuance commitment.
Personeel en arbeid in beweging: introductie op het thema
Authors: van der Heijden Beatrice , Vlerick Peter , van der Velde Mandy 
Published: August 2021

Emerging issues in personnel and work: an introduction to the theme
Emerging issues in personnel and work: an introduction to the theme
B. van der Heijden, P. Vlerick & M. van der Velde, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 335-343
The guest editors introduce the theme of this special issue on 'emerging issues in personnel and work' and describe shortly the various contributions.
Elton Mayo, muilezels en de ontdekking van de sociale ruimte
Authors: A. ten Horn Laurens 
Published: August 2021

Elton Mayo, mules and the discovery of 'social space'
Elton Mayo, mules and the discovery of 'social space'
L.A. ten Horn, Gedrag & Organisatie, volume 22, March 2009, nr. 1, pp. 41-49
The Human Relations movement has fundamentally altered the way we look at the relationship between work and the individual. This shift is traced using publications by Elton Mayo. Over a period of more than twenty years he reported several times on the same research project done in the spinning department of a textile mill in 1923/1924. Both his description and his interpretation changed dramatically between publications from 1924 to 1945. The changes were caused by and ran parallel to the Hawthorne studies in which he was deeply involved. The comparison of publications illustrates how fundamental and incisive this change in thinking was and how difficult it was to make the mental shift necessary. In addition, it questions the extent to which the development of knowledge over time is the result of strict rationality.
Bevordert een intrinsieke arbeidsoriëntatie de bevlogenheid en arbeidstevredenheid?
Authors: Van Ruysseveldt Joris , De Witte Hans , Smulders Peter 
Published: August 2021

Does intrinsic work orientation have an influence on job satisfaction and work engagement?
Does intrinsic work orientation have an influence on job satisfaction and work engagement?
J. Van Ruysseveldt, H. De Witte & P. Smulders, Gedrag & Organisatie, volume 22, September 2009, nr. 3, pp. 177-199
What role does an intrinsic work orientation, conceptualized as personal resource, play in the relationship between job demands and resources on the one hand and job satisfaction and work engagement on the other? This has been studied in a large, representative sample of the Dutch working population (N = 4009). Based on assumptions of the Job Demands-Resources model both main and moderating effects of an intrinsic work orientation were expected. A main effect of an intrinsic work orientation was found for work engagement, but not for satisfaction. Furthermore an intrinsic work orientation boosted the positive effect of autonomy, learning opportunities and task complexity on engagement and job satisfaction, and buffered the relationship between workload and engagement. Explanations for these findings were elaborated. Finally work characteristics were the strongest predictors of engagement and job satisfaction.
Loont bedrog? Effecten van fraude bij een online intelligentietest zonder
supervisie
Authors: N.M. Oud Arjan , Bloemers Wim , Reitz Ellen 
Published: August 2021

Does fraud pay off? The effects of fraud on an online, unproctored intelligence test
Does fraud pay off? The effects of fraud on an online, unproctored intelligence test
A.N.M. Oud, W. Bloemers & E. Reitz, Gedrag & Organisatie, volume
22, September 2009, nr. 3, pp. 200-213
Nowadays, more and more assessment instruments are taken online, at home, by
candidates (unproctored assessment). Unproctored assessment has many advantages, such as
lower costs and more user-friendliness. One of the crucial questions with online- or
web-based assessment concerns fraud. Is it easier for candidates to commit fraud on an
online assessment? And if so, what is the effect of fraud on an online test? These
questions are important for the future use of web-based instruments and personnel selection
in general.
We examined if online testing leads to higher risks of fraud, and if so, to what
extent. Respondents (N = 431) were allocated to two different groups: an
'honest' group (n = 253) which received no particular instructions prior to
the test and a 'fraud' group (n = 178) of which the respondents were
instructed to commit fraud as effective as possible. All respondents completed an online
intelligence test, derived from the Q1000 intelligence test of Meurs HRM advisors. Results
show an effect size of .40 for the overall score on the test. Effect sizes for the subtests
varied from .09 for Syllogisms to .39 for Vocabulary. The authors
conclude that fraud pays off. The more fraud strategies respondents use, the
higher they score on the online intelligence test.
Emotionele arbeid en psychologisch welzijn van docenten
Authors: Stringer Sven , Ouweneel Else , Le Blanc Pascale , Cheriakova Anja , Smulders Jolien 
Published: August 2021

Emotional labour and psychological well-being in teachers
Emotional labour and psychological well-being in teachers
S. Stringer, E. Ouweneel, P. Le Blanc, A. Cheriakova & J. Smulders, Gedrag & Organisatie, volume 22, September 2009, nr. 3, pp. 214-231
Emotional labour could have negative as well as positive effects on the employees' psychological well-being. In this cross-sectional study among 149 high school teachers, the relationship between emotional labour – in this study conceptualized as emotional demands – and emotional exhaustion and work engagement respectively was studied. First of all, it was examined whether emotional dissonance mediates the relationship between emotional demands and both emotional exhaustion and work engagement. Next, the possible moderating effect of two emotion regulation strategies, surface acting and deep acting, on the relationship between emotional dissonance and the two outcome variables was studied. The results showed that emotional dissonance partially mediated the relationship between emotional demands and emotional exhaustion. Furthermore, it was found that deep acting had a buffer effect on the negative relationship between emotional dissonance and work engagement. Finally, the implications of the results are discussed and suggestions for further research are mentioned.
Een overzicht van tien jaar onderzoek naar bevlogenheid
Authors: B. Bakker Arnold 
Published: August 2021

Work engagement: An overview of 10 years of research
Work engagement: An overview of 10 years of research
A.B. Bakker, Gedrag & Organisatie, volume 22, November 2009, nr. 4, pp. 336-353.
This article gives an overview of recent research on work engagement – a positive work-related state that is characterized by vigour, dedication, and absorption. I discuss the conceptualization, causes, and consequences of engagement. The overview reveals that employees are particularly engaged when they have sufficient (work-related and personal) resources to cope with their job demands. Work engagement has positive implications for job performance. Engaged employees turn out to mobilize their own resources so that they stay engaged. The findings of ten years of research are integrated in an overall model of engagement. This model offers clear starting points for positive interventions that aim to promote employee engagement.
Telewerken als hulpbron? 'Flow' en uitputting onder twee telewerkcategorieën vergeleken
Authors: Peters Pascale , Wildenbeest Marijn 
Published: August 2021

Telework as a job resource: A comparison of 'flow' and exhaustion among marginal and substantial teleworkers
Telework as a job resource: A comparison of 'flow' and exhaustion among marginal and substantial teleworkers
P. Peters & M. Wildenbeest, Gedrag & Organisatie, volume 23, June 2010, nr. 2, pp. 97-117
This cross-sectional study among 331 teleworkers aimed to contribute to the contemporary telework debate on the importance of the telework frequence for telework outcomes by examining whether employees who telework more than one day per week on average ('substantial teleworkers') experience more work-related flow and less exhaustion than employees who telework less than one day per week on average ('marginal teleworkers'). Employing the 'Job Demands-Resources model', the study considered particularly substantial telework a job resource, and looked into the direct and indirect relationships between 'substantial telework' and the two outcome variables. Employing multivariate regression analyses, empirical support was found for the proposition that substantial telework is associated with more flow. Remarkably, this was particularly felt when employees were interrupted more frequently in their home offices. Moreover, particularly teleworkers who reported frequent overtime and more job autonomy expressed lower exhaustion levels when they teleworked substantially than when they teleworked marginally. Whether these outcomes also hold for other worker categories, such as lower educated employees, requires further investigation.