bluuebunny/crossref_metadata_2025_split huggingface dataset:
De invloed van psychosociale en fysieke werkgerelateerde factoren op
vroegpensioen in elf Europese landen
Authors: J.W. Robroek Suzan , I.J. Van den Berg Tilja , Burdorf Alex 
Published: August 2021

The role of work-related factors on early retirement in 11 European
countries
The role of work-related factors on early retirement in 11 European
countries
Gedrag & Organisatie, volume 24, November 2011, nr. 4, pp.
451-463.With the ageing population there is a need to increase work
participation. The longitudinal ‘Survey on Health and Ageing in Europe’
(SHARE-study) makes it possible to identify possible predictors of early
retirement. The hypothesis is that poor working conditions might predict early
retirement. The SHARE-study contains data from 4,673 workers aged 50-60 year with
paid employment at baseline and information on work status during the four-year
follow-up. During the follow-up period 14% of the workers exited the workforce due
to early retirement. A low educational level, excessive alcohol consumption, a
reduced self-perceived health, and a lack of job control were the most important
predictors of early retirement. Preventive interventions aimed to prevent health
problems might contribute to the prevention of early exit from work.
De relatie tussen werkeisen, energiebronnen, spanning en werkplezier: een kwestie van leeftijd?
Authors: Schreurs Bert , Van den Broeck Anja , Notelaers Guy , van der Heijden Beate , De Witte Hans 
Published: August 2021

The relationship between job demands, job resources, strain, and work enjoyment: a matter of age?
The relationship between job demands, job resources, strain, and work enjoyment: a matter of age?
Drawing on the Selection-Optimization-Compensation theory and the Job Demands-Resources model this study addresses the following research questions: (1) are there mean differences in the perceived levels of particular job characteristics between employees from different age groups; and (2) to what extent does the relationship between job characteristics and work outcomes (i.e., job strain and work enjoyment) differ across age groups? Data were collected from a sample of 15,464 employees, of which 3,850 were younger than 35 (young group), 7,273 were between 36 and 45 (middle group), and 4,341 were older than 45 (old group). Significant age differences were found in the levels of job characteristics: Young employees are most positive about their relationships with their colleagues and direct supervisor, and report to have the lowest levels of workload; employees from the middle group report to have the highest levels of role conflict; employees from the oldest age group perceive to have the highest levels of autonomy, and perceive more than other employees to be confronted with hindering changes at work. In addition, the strength of the relationship between job characteristics and work outcomes differed across age groups, although differences were rather small. From this we conclude that HR management should focus on creating high-quality jobs for all employees, young and old.
Wanneer bevordert en wanneer hindert werkdruk het werkplekleren?
Authors: Van Ruysseveldt Joris , van Dijke Marius 
Published: August 2021

When does workload promote workplace learning opportunities, and when does workload hinder workplace learning opportunities?
When does workload promote workplace learning opportunities, and when does workload hinder workplace learning opportunities?
Building on theoretical frameworks like the Job Demands Control model we tested whether the relationship between workload and employees’ experiences of opportunities for workplace learning is of an inverted u-shaped nature. Furthermore we researched whether autonomy moderates this relationship. We predicted that at moderate levels of autonomy rising workload was associated with increasing learning opportunities at low levels of workload, but with decreasing learning opportunities at high levels of workload. Also, we predicted that low autonomy prevents positive effects of moderate workload from materializing whereas high autonomy makes high workload less destructive to the learning process. We found support for these ideas in a large and heterogeneous sample of Flemish working adults (FWM, 2010). These results integrate conflicting prior findings and extend Karasek’s (1979) active learning hypothesis. They also have clear implications for job redesign practices aiming to promote workplace learning opportunities.
Van rechtvaardigheid naar uitputting en bevlogenheid
Authors: Verboon Peter , Schakel Klaas , van Dam Karen 
Published: August 2021

From justice to exhaustion and engagement. The role of affective commitment to the organization
From justice to exhaustion and engagement. The role of affective commitment to the organization
In two studies the relationship between perceived organizational justice and emotional exhaustion and engagement was studied. Especially, the role of affective commitment to the organization in this relationship was examined. According to the group engagement model of Tyler and Blader (2003), procedural justice will result in positive behavior and attitudes because it increases commitment to the organization, thus implying that affective commitment mediates the relationship of justice with exhaustion and engagement. Conversely, Glazer and Kruse (2008) argue that a strong commitment to the organization can mitigate the effect of stressors, like injustice perceptions, on exhaustion and engagement, implying a moderating effect of commitment. These models were tested in two samples with employees working in a police organization. Both studies supported the mediating role of commitment; no evidence was found for a moderating role of commitment. The implication of these outcomes and the limitations of the study are discussed.
Onderzoeksnotitie: De factoriële validiteit en meetinvariantie van de Utrechtse Burnout Schaal
Authors: Vanheule Stijn , Rosseel Yves , Vlerick Peter , Van de Ven Bart , Declercq Frédéric 
Published: August 2021

Research note: The factorial validity and measurement invariance of the Dutch version (UBOS-A) of the Maslach Burnout Inventory
Research note: The factorial validity and measurement invariance of the Dutch version (UBOS-A) of the Maslach Burnout Inventory
This paper examines the factorial validity and measurement invariance of the Dutch version (UBOS-A) of the Maslach Burnout Inventory – General Survey (MBI-GS). Confirmatory factor analyses of data from security guards (n = 544) and employees of a technology company (n = 799) reveal that the fit of the oblique three factor model with the factors Exhaustion, Cynicism and Reduced Personal Accomplishment was excellent, but these factors don’t have adequate loadings on a higher order burnout factor. With respect to gender complete measurement invariance is observed. With respect to the difference between both industrial sectors partial measurement invariance is observed. The authors conclude that for security guards the questionnaire items might have a different connotation than for technology employees.
Een pleidooi voor valorisatie van de Arbeids- en Organisatiepsychologie
Authors: Nauta Aukje , de Dreu Carsten 
Published: August 2021

A plea for the utilization of organizational psychology
A plea for the utilization of organizational psychology
This article is a plea for the utilization of organizational psychology. Knowledge utilization is the process of creating value from knowledge, by making knowledge suitable and/or available for economic and/or societal use, and translating knowledge into competitive products, services, processes and new businesses. We describe two forms of knowledge utilization – knowledge dissemination and knowledge use – and illustrate how organizational psychologists working at universities are already engaged in spreading their academic knowledge and collaborating with practitioners, as to put organizational psychological knowledge into practice. However, utilization could be improved, by making deals that benefit both practice and academia (so-called integrative or ‘win-win’ deals). Knowledge utilization is not only a means to tap new funding sources in economically tough times, but also an ideal way to contribute to society and (people in) organizations.
Het kerend academisch tij: kansen voor de selectiepsychologie
Authors: Born Marise 
Published: August 2021

The turning academic tide: Chances for personnel selection research
The turning academic tide: Chances for personnel selection research
The psychology of personnel selection is one of the oldest and most important applied domains within psychology. After a period of little academic interest in the Netherlands for this domain, the present age offers new chances for selection research. The Dutch governmental research organization NWO requests submitted research proposals to deliver results which are societally useful. Selection research without any doubt fulfills this requirement. Results from 82 meta-analyses of psychological research (Mitchell, 2012) demonstrate the significance of research valorization as well: the tenability in practice of psychological lab research was best for work and organizational psychology, specifically in the area of selection, training, personnel management and organizational behavior. Selection research needs to make use of the favorable impression it makes by conducting more and innovative research, such as studying technologically advanced selection methods and the usefulness of social media for selection. Such research will promote an evidence-based selection practice.
De Job Demands-Resources benadering van job crafting
Authors: Tims Maria , B. Bakker Arnold , Derks Daantje 
Published: August 2021

The Job Demands-Resources approach of job crafting
The Job Demands-Resources approach of job crafting
The aim of this article is to provide an overview of research on job crafting and of our vision on self-initiated behavior of employees to change aspects of their work environment. In particular, we discuss job crafting theory and indicate how job crafting can be contextualized within the Job Demands-Resources (JD-R) theory. Based on the embedding of job crafting in the JD-R model, a job crafting scale was developed and validated. We discuss the results of the study that examined the psychometric properties of the job crafting scale and summarize four studies that applied the JD-R conceptualization of job crafting. Based on this overview, we provide recommendations for future research on job crafting and for practice.
Job crafting als sleutel tot succesvolle organisatieverandering
Authors: Petrou Paraskevas , Demerouti Evangelia , Breevaart Kimberley 
Published: August 2021

Job crafting as a key to successful organisational change
Job crafting as a key to successful organisational change
Contemporary organizations are continuously required to introduce changes and employees are expected to adapt to these changes. However, we still lack knowledge on how organizational change can be successfully implemented. We suggest that employees who craft and reshape their jobs adapt better to today’s rapidly transforming work environment and thus increase the success of organizational change. In this article, we, therefore, draw on theoretical views and existing empirical evidence to describe which situations and individual attributes stimulate job crafting during organizational changes. Furthermore, we examine why job crafting can increase the success of organizational change (in terms of employee motivation, performance and health). Implications for future research within this new area are discussed and practical recommendations are provided to leaders who manage organizational change.
Handen af van onze hulpverleners
Authors: J.P.M. van Erp Kim , M.P. Gevers Josette , Rispens Sonja , Demerouti Evangelia 
Published: August 2021

Hands off! The impact of bystander conflict on public service employees
Hands off! The impact of bystander conflict on public service employees
Public service employees increasingly find themselves being hindered by bystanders while performing their jobs. In the scientific literature the specific phenomenon of bystander conflict has, however, up till now received little attention. In this article we will define bystander conflict and position it in the existing conflict literature. Integrating the literature on conflict, workplace aggression, and work interruptions, we developed a categorization of bystander conflict. Next, on the basis of the Job Demands-Resources (JD-R) model, we argue that, when public service employees are confronted with bystander conflict, this results in negative consequences both at the individual level (e.g., employee wellbeing), and at the team level (e.g., team performance). On both levels resources may be developed and deployed in order to minimize the negative effects of bystander conflict. Besides the theoretical relevance, this model provides practical implications, such as directions for interventions and support that organizations may offer their employees.
De ideale ‘Idiosyncratic-deal’
Authors: van der Meij Kitty , Matthijs Bal P. 
Published: August 2021

The ideal I-deal: Organizational citizenship behavior and the impact of the exchange relationship
The ideal I-deal: Organizational citizenship behavior and the impact of the exchange relationship
Idiosyncratic deals (I-deals) are personal and voluntary agreements which individual employees negotiate with their employer. The current study investigated the relations of different types of I-deals with organizational citizenship behaviors (OCB) of employees. Moreover, we investigated the moderating role of social exchange relationship. Hypotheses were tested on data of 210 employees working in different organizations. Results showed that the associations of I-deals with OCB depended upon the type of I-deal, with task and responsibility I-deals and schedule flexibility I-deals being directly related. A strong social exchange relationship with the organization enhanced the associations of schedule flexibility I-deals and location flexibility I-deals with OCB. Financial I-deals contributed to higher OCB only for employees with an economic exchange relationship.
De cognitieve interviewmethode
Authors: K. Oostrom Janneke , Ph. Born Marise 
Published: August 2021

The cognitive interview method: Discussion of an alternative strategy for reducing test bias
The cognitive interview method: Discussion of an alternative strategy for reducing test bias
As selection instruments often generate ethnic score differences, creating a diverse work floor constitutes a complex challenge for many organizations. Therefore, in the development of selection instruments it should be aimed for to reduce unfair score differences between ethnic groups as much as possible. This article discusses a method that could help researchers and test developers in reducing ethnic score differences, namely the cognitive interview method. This qualitative method for evaluating questionnaires is already being used in the healthcare sector. In this article, it is argued that this method is useful in the field of personnel selection as well. The cognitive interview method can be used to study whether respondents with different ethnic background interpret items in a similar way.
Maakt statusinconsistentie medewerkers ziek?
Authors: S.M. de Reuver Renée , Biron Michal 
Published: August 2021

Does status inconsistency make employees ill? Status inconsistency, absenteeism and HRM practices
Does status inconsistency make employees ill? Status inconsistency, absenteeism and HRM practices
The focus of the current study is to gain insight in the effect of perceived status inconsistency. Perceived status inconsistency is a situation in which there is a mismatch between the status employees assume they should acquire and the status they really obtain. Drawing from the effort-reward imbalance model (ERI; Siegrist, 1996), our study advances past research by investigating the association between status inconsistency and employee absenteeism, and the variables work stress and HRM practices, likely to account for this association. Results from a sample of 442 customer-care employees show that stress mediates the relationship between status inconsistency and absenteeism, and that commitment oriented HRM practices attenuate this relationship. Moderated mediation analyses further reveal that commitment oriented HRM practices moderate the indirect effect of status inconsistency on absenteeism via stress.
In beweging: over het aanpassingsvermogen van werknemers in dynamische werksituaties
Authors: van Dam Karen 
Published: August 2021

On the move: on employees’ individual adaptability in dynamic work situations
On the move: on employees’ individual adaptability in dynamic work situations
Today’s organisations are facing dynamic and changing environments that emphasize the importance of enhanced organisational flexibility and adaptation as well as increased employee adaptability. Although the concept of employee adaptability is often used, it is seldom defined. This paper first discusses different research fields focusing on employee responses to dynamic situations without explicitly addressing individual adaptability, such as planned and continuous organizational change and work stress. Next, the concept of adaptability is discussed and, in the end, defined. Moreover, a multi-dimensional model for individual adaptability at work is presented containing three components: cognitive, affective and behavioural adaptability. Finally, several psychological resources are presented that might contribute to employees’ individual adaptability.
Reacties van sollicitanten op selectieprocedures en -uitkomsten
Authors: Schinkel Sonja , E.M. van Vianen Annelies , van Dierendonck Dirk 
Published: August 2021

Applicant reactions to selection events: Effects of feedback, fairness, and attributions
Applicant reactions to selection events: Effects of feedback, fairness, and attributions
Despite the growing attention for the impact of selection procedures and outcomes on applicants, little is yet known about the factors that may influence these relationships. The general findings of a recent doctoral dissertation are presented in this article. The research in this dissertation was directed at investigating the separate and combined influences of selection feedback, fairness perceptions, and attributions on a diversity of applicant reactions: well-being, self-evaluations and perceptions of the organization. Based on four empirical studies it is shown that feedback and fairness do not merely have a positive influence on applicant reactions, and that attributional style plays an important role in the formation of reactions. Therefore, both organizations and applicants may benefit from more reflection on selection feedback and fairness by researchers and practitioners alike.
Doeloriëntaties en het tijdsperspectief van oudere werknemers: is er een verband met pensioenintenties?
Authors: Peeters Maria , Schreurs Bert , Damen Jorg 
Published: August 2021

Goal orientations and temporal focus of older workers: What is the relation with retirement intentions?
Goal orientations and temporal focus of older workers: What is the relation with retirement intentions?
The aim of this study was to increase our insight into what motivates older employees to stay active on the labour market. For this we examined if and how the temporal focus of older workers is related to retirement intentions. It was assumed that mastery goal orientations (approach and avoidance) would mediate this relationship. 548 employees participated in the research. Our results showed that past focus was positively related to mastery avoidance goals whereas future focus was positively related to mastery approach goals. Moreover, mastery approach goals were positively related to retirement intentions and mastery avoidance goals were negatively related to retirement intentions. The conclusion is that the stimulation of a future focus as well as a mastery approach orientation play important roles in motivating older employees to work until retirement age.
Werkwaarden van laagopgeleide oudere werknemers
Authors: Gründemann Rob , Fekke Ybema Jan , Sanders Jos 
Published: August 2021

Work values of low-skilled older workers
Work values of low-skilled older workers
Recently, the Dutch government raised the retirement age of workers in the Netherlands. In this study we focused on the work values of low-skilled older workers, the extent to which their jobs fulfill these values, and the effect of work values on the willingness of these workers to extend their working life. This study is based on a literature review and a secondary analysis on a large database of persons aged 45 and older (STREAM). The study shows that extrinsic work values are more important for low-skilled older workers, and intrinsic work values more relevant for high-skilled older workers. The most important work values for low-skilled older workers are fulfilled slightly more often than those of high-skilled older workers. The extent to which important work values are fulfilled in the jobs of low-skilled older workers is positively correlated with job satisfaction and with their own assessment of whether or not to continue working for another 12 months. Based on this research, we formulated recommendations for HR practices on the employability of low-skilled older workers.
Mastery-approach doelen en zelfeffectiviteit als voorspellers van burnout en werkbevlogenheid: de adaptieve rol van het vormen van uitwisselingsrelaties met collega’s
Authors: Marijn Poortvliet P. , Perdeck Jeroen 
Published: August 2021

Mastery-approach goals and self-efficacy as predictors of burnout and work engagement: The adaptive role of team-member exchange quality
Mastery-approach goals and self-efficacy as predictors of burnout and work engagement: The adaptive role of team-member exchange quality
How is work motivation related to the experience of job-related well being? In the present article we investigated this question by looking at the joint relationship of mastery-approach goals and self-efficacy with burnout and work engagement. The results of a cross-sectional investigation among 361 employees in healthcare, ICT services, and other sectors largely confirm our expectation that the relationship between mastery-approach goals and burnout are more strongly negative when levels of experienced self-efficacy were low. Furthermore, when self-efficacy was relatively low, mastery-approach goals and work engagement had a more positive relationship. This joint relation between mastery-approach goals and self-efficacy could be partially explained by the observation that workers with relatively strong mastery-approach goals and high levels of self-efficacy reported to have high-quality exchange relationships with their colleagues. Altogether, these results point at the importance of setting mastery-approach goals in social work settings, especially when experienced levels of self-efficacy are low, because those goals are negatively connected with feelings of burnout and positively with experiencing work engagement.