bluuebunny/crossref_metadata_2025_split huggingface dataset:
Lang zullen ze leven, werken en leren. Een schema voor het begrijpen en beïnvloeden
van inzetbaarheid gedurende de levensloop
Authors: Nauta Aukje , H. de Lange Annet , Görtz Saskia 
Published: August 2021

Long will they live, work and learn. A scheme for understanding and influencing
employability during the life span
Long will they live, work and learn. A scheme for understanding and influencing
employability during the life span
A. Nauta, A.H. de Lange en S. Görtz, Gedrag & Organisatie, volume 23,
June 2010, nr. 2, pp. 136-157
To stimulate employees' employability until high age, knowledge is needed about what
people of different ages want with regard to work; this knowledge is discussed in this
article. Calendar age appears to be a weak predictor of employability. More important are
specific indicators of 'age', namely the ages of (1) professionalism; (2) private
situation; (3) psycho-social experience; and (4) health – both physical and
neuro-cognitive. We describe how these four 'ages' change over a lifetime and to what
changes in work-related needs they may lead. Professionalism is rather stable during
peoples' careers; private situation becomes salient as soon as employees have children;
most people want to feel young; and the likelihood of health complaints grows with
increasing age. Nevertheless, complaints can stay away for a long time when employees live
a healthy life and keep on learning. We recommend organisations to align their HR-practices
with changes in all four 'ages'. These HR-practices are summarised in a scheme for
employability and life span, which also gives guidelines for future research.
Nu even niet…! Over herstel en herstelstrategieën bij arbeid
Authors: de Jonge Jan , R.H. Zijlstra Fred , K. Sluiter Judith 
Published: August 2021

Not right now…! On recovery and recovery strategies in work situations
Not right now…! On recovery and recovery strategies in work situations
Jan de Jonge, Fred R.H. Zijlstra en Judith K. Sluiter, Gedrag & Organisatie, volume 23, December 2010, nr. 4, pp. 259-274.
The guest editors introduce the subject of this special issue on the effects of recovery and recovery strategies in work situations. The terms effort, fatigue and recovery are explained, and the context of recovery in the workplace is outlined. In addition, various forms of recovery are discussed. Theoretical and empirical research in the field of recovery is illustrated by means of review articles and empirical studies. Finally, an introduction is given to the four other contributions to this special issue. The conclusion is that both from a social and a scientific viewpoint recovery in work situations is an important issue, and that in the near future the level of interest for this subject will only increase.
Aan welke activiteiten van leidinggevenden hebben medewerkers vooral
behoefte? Nieuwe onderzoeksresultaten en suggesties
Authors: Wim M. van Breukelen J. , E. de Vries Reinout 
Published: August 2021

What leadership activities do employees need from their supervisor? New
research findings and suggestions
What leadership activities do employees need from their supervisor? New
research findings and suggestions
Gedrag & Organisatie, volume 24, nr. 3, pp. 233-256.This
article focuses on employees’ expectations and preferences about the
behavior and activities of their direct supervisors. A sample of 304 employees
working in four different organizations was asked which of 20 leader activities
they needed personally, and which activities they considered neccesary for work
unit performance in general. Both the series of items measuring the personal and
general need for leadership could adequately be explained by one underlying
dimension. The response patterns on the questions measuring the general need for
leadership were more strongly associated with the employees’ work unit
and organization than the response patterns for the personal need for
leadership. In addition to the commonly used presentation of work unit averages
and organization averages, graphical configurations based on multidimensional
unfolding provided insightful information about individual and subgroup
preferences. Research into employees’ general and personal need for
leadership may result in usable information in determining organizational
policy.
Duurzame inzetbaarheid bij oudere werknemers, werk als waarde
Authors: J.L van der Klink Jac , Bültmann Ute , Brouwer Sandra , Burdorf Alex , B. Schaufeli Wilmar , R.H. Zijlstra Fred , Jan van der Wilt Gert 
Published: August 2021

Sustainable employability in older workers, work as value
Sustainable employability in older workers, work as value
Gedrag & Organisatie, volume 24, November 2011, nr. 4, pp. 341-355.Because of demographic trends and social and societal developments sustainable employability is an important issue. As the workforce is ageing and workers will be asked to work longer in particular at the end of their careers, and as older workers have increased risks of health problems, much attention is paid to the older worker.This article joins a number of recent definitions of sustainable employability where the value aspect of work is emphasized: work must add value for the organization as well as for the employee to be sustainable.In recent history work and the valuation of work changed considerably. In this article recent developments in work and work models will be addressed briefly and work as a valuable domain of life will be discussed in relation to sustainable employability and the capability approach of Amartya Sen.
Doorwerken tot aan het pensioen? Samenhang tussen werkkenmerken en het ingeschatte doorwerkvermogen
Authors: Frins Wiel , Van Ruysseveldt Joris , Syroit Jef 
Published: August 2021

Continuing working until the pension age? Relations between work characteristics and the estimated work ability
Continuing working until the pension age? Relations between work characteristics and the estimated work ability
Gedrag & Organisatie, volume 24, November 2011, nr. 4, pp. 392-410.The Dutch and Belgian government attempts to let employees work longer with financial measures in order to solve the threatening shortness of labor forces. Until today this approach seems to be less successful. For this reason this study investigated, within the frame of the Job Demands-Resources (JD-R) model, whether the job characteristics workload, emotional and physical demands, cognitive demands, learning opportunities, autonomy and relation with the supervisor are related to someone’s expectation to be able to continue his job until the pension age. This study found several new practical and theoretical insights. It turned out that there were significant relations for workload, emotional and physical demands, learning opportunities and autonomy with someone’s expectation to be able to continue his job until the pension age. Psychological exhaustion as well as work pleasure had a mediating role in these relations. Using multiple mediation model analysis the research model was tested on the data of 2107 employees of 50 year or older of the Flemish Workability Monitor 2007.
Het diversiteit-validiteitsdilemma in complexe selectiebeslissingen
Authors: Druart Celina 
Published: August 2021

The diversity-validity dilemma in complex selection decisions
The diversity-validity dilemma in complex selection decisions
The diversity-validity dilemma arises when valid selection predictors cause adverse impact. In this paper we discuss the diversity-validity dilemma within the complex selection context, which encompasses an applicant pool and several open positions. Some applicants apply for one of the available positions, while others apply for more than one or even all positions. Complex selection decisions select some applicants and assign them to a specific position. We present two methods to estimate the expected selection quality and adverse impact ratio (AIR) of such decisions, in case they are based on a weighted combination of several predictor scores. Additionally, these two methods are implemented in a multi-objective optimization algorithm to develop complex selection decisions that result in a Pareto-optimal trade-off between selection quality and AIR. Pareto-optimal trade-offs are trade-offs between the two outcomes that cannot be bettered simultaneously by any other (complex selection) decision.
Het belang van de context voor onderzoek binnen de organisatiepsychologie
Authors: van Breukelen Wim 
Published: August 2021

The importance of context in research on organizational behavior
The importance of context in research on organizational behavior
This article emphasizes the need to pay more attention to the context in field studies of organizational behavior. The context refers to factors external to the individual, which include organizational characteristics and societal and cultural factors. The context may offer additional explanations for research findings and may improve insights in underlying processes. In addition, a focus on contextual factors in a study may increase the fit between research and practice. This article describes the potential effects of contextual factors and offers possible reasons for the lack of attention to context in many studies. Finally, several recommendations are presented in order to bring contextual factors back into the study of behavior in organizations.
Modellen in de psychologie van Arbeid en Gezondheid: objectiviteit en realisme dankzij kwalitatieve methoden?
Authors: de Jong Rendel 
Published: August 2021

Models in the psychology of work and health: Objectivity and realism through qualitative methods?
Models in the psychology of work and health: Objectivity and realism through qualitative methods?
This article focuses on the extent to which three influential psychosocial work stress models are related to organizational reality. In addition, the question is answered to what extent these models provide insight into the interplay of personal and situational determinants of well-being, health and work-related performance. The models are found to differ in their connection with reality, by means of the presence or absence of ‘qualitative’ methods (De Groot, 1961). Both research and practice are supposed to benefit from the combination of the unique positive points in the respective models, like the distinction of subjective and objective aspects in the Michigan Person-Environment Fit model and the interplay of demands, resources, engagement, burnout and performance as proposed in the Job Demands-Resources model. Furthermore, it is recommended to combine quantitative and qualitative methods in short ‘empirical cycles’ and to employ insights and techniques from neighbouring disciplines, especially with regard to the acquisition and measurement of job-related knowledge.
Wie of wat bepaalt hoe we groepen definiëren?
Authors: Altink Wieby 
Published: August 2021

Who and what determines the definition of groups? A relevant issue in the psychology of personnel selection
Who and what determines the definition of groups? A relevant issue in the psychology of personnel selection
In this article we start a discussion on the following issue. If knowledge and insights regarding personnel selection issues are not applicable to all people equally, but apply to certain (sub) groups, who and what determines the definition of groups? Is this mainly a research-driven issue or is the answer to this question also (partly) determined by personnel selection practitioners? We discuss the usefulness of grouping, and describe two examples: one in which research suggests the importance of group differences, and a second example in which the differences between groups are thought to be of importance according to employers and practitioners. We observe that there are different approaches available in dealing with the generalization issue. Obviously, the question who determines to which group a person belongs deserves more attention from both theory and practice in personnel selection.
Reflectie op de Arbeids- en Organisatiepsychologie en haar toekomst
Authors: van Vianen Annelies 
Published: August 2021

Reflections on current developments in Work and Organizational psychology
Reflections on current developments in Work and Organizational psychology
In this article, I address the reflections and concerns about current developments in Work and Organizational (W&O) psychology as raised by the other authors in this special issue of Gedrag & Organisatie. W&O psychology is productive and performs well in both lab and field research. However, she struggles with her identity and place in the academic landscape. W&O psychology focuses on the functioning of individuals in the context of organizations and is strong in her multi-method and multi-level approach. Her research questions are both fundamental and relevant for society. By introducing new international publication rules, research findings could become more available and attractive for professionals. This will open doors for high quality research in organizations.
De motivatie en prestatie van werkverslaafde, bevlogen en opgebrande werknemers
Authors: Nijhuis Nahymja , van Beek Ilona , Taris Toon , Schaufeli Wilmar 
Published: August 2021

The motivation and performance of workaholic, engaged and burned-out workers
The motivation and performance of workaholic, engaged and burned-out workers
Based on Deci and Ryan’s Self-Determination Theory, the present study investigated the work motivation of workaholic, work engaged, and burned-out employees. Furthermore, it investigated how these employees perform. Data were collected among employees of a Dutch bank (N = 680). Using Structural Equation Modeling, the present study showed that workaholism is primarily associated with introjected motivational regulation, work engagement is primarily associated with intrinsic regulation, and burnout is primarily associated with amotivation. Furthermore, a positive relation was observed between work engagement and extra-role performance and a negative relation between burnout and in-role performance. The present study provides insight into the motivational regulation of workaholic, work engaged, and burned-out employees, suggests that work engagement and burn-out are related to job performance, underlines the usefulness of the Self-Determination Theory for the field of Work and Organizational Psychology, and offers practical suggestions for reducing workaholism and burnout and promoting work engagement.
Het belang van psychologisch contract onrepliceerbaarheid
Authors: Sonnenberg Mariëlle , van Zijderveld Vera , van Gorp Kim 
Published: August 2021

The importance of psychological contract unreplicability
The importance of psychological contract unreplicability
The need for organizations to know how to differentiate from other organizations with respect to attracting and retaining (talented) employees is becoming increasingly important. In this study we investigate the importance of perceived psychological contract unreplicability for employee’s attitudes and behavior and the way organizations can differentiate by their Talent Management practices, i-deals and implementation of The New Way of Working. Psychological contract unreplicability concerns the extent to which employees perceive they cannot get the same or better conditions somewhere else. The outcomes of the quantitative analysis of 681 respondents within six large organizations, gathered in 2010, show the importance of actively paying attention to the concept of psychological contract unreplicability. The results show that psychological contract unreplicability significantly relates to a higher level of affective commitment and a lower level of turnover intention. Furthermore, a higher amount of Talent Management practices and an extensive implementation of the New Way of Working significantly relate to a higher experienced level of psychological contract unreplicability. By testing mediation models with either the New Way of Working or Talent Management practices as independent variables and affective commitment or turnover intention as a dependent variable, the results show (partial) mediation through psychological contract unreplicability.
Psychometrische eigenschappen van meetinstrumenten in dagboekonderzoek
Authors: Breevaart Kimberley , B. Bakker Arnold , Demerouti Evangelia 
Published: August 2021

The psychometric qualities of measurement instruments in diary studies: an illustration on the basis of the work engagement scale
The psychometric qualities of measurement instruments in diary studies: an illustration on the basis of the work engagement scale
Despite the emerging popularity of diary studies, until now little attention has been paid to the psychometric properties of measures used in diary studies. When the time frame of questionnaires in diary studies is adapted, it is important to examine whether the factor structure remains the same. The aim of this article is to introduce a method to examine the factor structure of daily variables. This method will be illustrated by performing a multilevel confirmative factor analysis on the questionnaire used to measure daily work engagement. The results showed that daily work engagement can be measured by adapting the time frame of the questionnaire to measure enduring work engagement, although it is eligible to replace one of the nine items.
Job crafting en bevlogenheid
Authors: Kroon Brigitte , T.A.M. Kooij Dorien , J.P.M. van Veldhoven Marc 
Published: August 2021

Job crafting and engagement: differences in teams with a restrictive versus an unrestrictive work context?
Job crafting and engagement: differences in teams with a restrictive versus an unrestrictive work context?
In this article, we examined whether job crafting results in increased work engagement. In addition, we examined to what extent a restrictive versus unrestrictive team context influences the extent to which employees craft their job, and the relationship between job crafting and engagement. Analyses of 503 questionnaires filled in by employees of 65 teams, showed that crafting challenging job demands and crafting reduced workload are two separate dimensions of job crafting. Crafting challenging job demands was positively related to work engagement, while workload crafting was unrelated to engagement. Next, we found that the level of job crafting depends on the team context. Employees craft challenging job demands to the least extent in team contexts characterized by low autonomy and low task interdependency. Employees craft their workload most in restricted team contexts (where autonomy is low and task interdependency is high). Finally, multilevel analyses showed that the effect of crafting challenging job demands is beneficial for engagement in all contexts. However, the effect of workload crafting on engagement was found to be negative in unlimited team contexts (high autonomy, low task interdependency). These findings suggest that future research should separately address the two different dimensions of job crafting, and pay more attention to the context in which the job crafting behavior takes place.
Antecedenten van een succesvolle organisatieontwikkeling en hun relatie met het leerklimaat van de organisatie: een ‘mixed method’-studie
Authors: Kyndt Eva , Dochy Filip 
Published: August 2021

The relation between learning climate and antecedents for a successful development of organizations
The relation between learning climate and antecedents for a successful development of organizations
The current study investigates the relation between an organizational learning climate and the antecedents of successful development of organizations. In order to answer this general research question, two studies were conducted. In a first qualitative study the goal was to determine which antecedents were considered important for successful development of the organization to be possible. In total, 55 semi-structured interviews were administered. A selection of antecedents, considered important by these respondents (middle management and management), was included in a second quantitative survey in which 863 employees participated. Results show that autonomy – as a part of learning climate – has a positive effect on the organizational commitment, job satisfaction and motivation of employees. Moreover, social support from colleagues and managers is also positively related to these antecedents.
Over de (ir)rationaliteit van het loopbaanbeleid
Authors: De Vos Ans 
Published: August 2021

The bounded rationality of individual and organizational career decision-making
The bounded rationality of individual and organizational career decision-making
The central thesis I have developed is that career management in organizations is affected by processes that fall outside rational thinking. This holds not only for the career decisions of individual employees, but also for those made by organizations. Organizational career management that is solely built on rational management principles focuses more on the outcome of the decision than on the quality of the decision-making process. Recognizing and integrating the non-rational part of decision-making will increase the possibilities for sustainable career management. In this shortened version of my inaugural lecture, I will analyze the bounded rationality of career management and I suggest solutions that can help organizations in building more effective career policies. This analysis was inspired by the works of Daniel Kahneman and Amos Tversky.
Hoe teams deadlines halen: een aanzet tot team-timemanagement
Authors: M.P. Gevers Josette , G. Rutte Christel 
Published: August 2021

How teams meet deadlines: Towards team time management
How teams meet deadlines: Towards team time management
This article provides an overview of scientific knowledge on how teams meet their deadlines. The available evidence indicates that teams are more likely to meet deadlines when members not only share a common perspective on the team and the task, but also on the temporal aspects of task performance. In addition, attention to time in performance preparation, execution, monitoring and adaptation is crucial for establishing shared temporal cognitions and synchronized action in teams. These insights constitute a first step towards team time management theory and an accompanying research agenda to further its theoretical development and practical application.
Uitstelgedrag in outplacementsituaties
Authors: V.E. Leenders Monique , B.P. Sanders Jua 
Published: August 2021

Procrastination in outplacement situations
Procrastination in outplacement situations
In this study we investigated the relationship between several personality aspects and procrastination in an outplacement situation in which people have to apply for a job. A total of 134 employees from different organizations, who lost their job because of company closure or reorganization, filled out a questionnaire. The analyses showed that procrastination was more likely among those employees with an external locus of control and who had low levels of achievement motivation. After a four-month outplacement period, however, employees high on procrastination were not less successful in finding a job compared to those who procrastinated less. It is possible that other aspects play a role, for instance the demand for specific employers on the labor market.