bluuebunny/crossref_metadata_2025_split huggingface dataset:
Zelfsturing in leren en loopbaan als predictoren van employability bij
laaggeschoolde werknemers
Authors: Raemdonck Isabel , de Grip Andries , Segers Mien , Thijssen Jo , Valcke Martin 
Published: August 2021

Self-directedness in learning and career as predictors of employability in low-qualified
employees
Self-directedness in learning and career as predictors of employability in low-qualified
employees
I. Raemdonck, A. de Grip, M. Segers, J. Thijssen & M. Valcke, Gedrag &
Organisatie, volume 21, November 2008, nr. 4, pp. 386-405
Few researchers have devoted attention to the role of self-directedness in maintaining
employability. This study examines the relationship between self-directedness in learning
and in career and employability of low-qualified employees. We report the results of a one
year follow-up study of 284 low-qualified employees. The results show that the highest
chance for a vertical job change is found in those employees who show higher levels of
self-directedness in learning and in those employees who show higher levels of
self-directedness in their career. The chance of having no turnover intention and no future
turnover behavior is found in those employees who show higher levels of self-directedness
in their learning and in those employees who show lower levels of self-directedness in
their career. No relationship was found between self-directedness and job tenure.
Relatiekwaliteit als moderator in de relatie tussen procedurele rechtvaardigheid en reacties op feedback in prestatiebeoordeling
Authors: Feys Marjolein , Libbrecht Nele , Anseel Frederik , Lievens Filip 
Published: August 2021

Supervisor-subordinate relationship quality as a moderator in the relationship between procedural justice and feedback reactions in performance appraisal
Supervisor-subordinate relationship quality as a moderator in the relationship between procedural justice and feedback reactions in performance appraisal
M. Feys, N. Libbrecht, F. Anseel & F. Lievens, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 430-450
In this study, we examined the influence of supervisor-subordinate relationship quality and employees' justice perceptions on feedback reactions. Based on organisational justice theory, however, we expect that the effect of justice on feedback reactions is moderated by relationship quality. We examined this hypothesis in two cross-sectional field studies (N = 219 and N = 83) using two different types of performance appraisal. The results support the hypothesis and suggest that there is an interaction effect between relationship quality and justice with acceptance of feedback being highest when one of both antecedent factors was favourable. These insights can offer organisations concrete strategies for stimulating employee development through feedback.
De stilte na de brainstorm: het belang van effectieve ideeënselectie
Authors: Rietzschel Eric , Nijstad Bernard , Stroebe Wolfgang 
Published: August 2021

After the brainstorm: The importance of effective idea selection
After the brainstorm: The importance of effective idea selection
E. Rietzschel, B. Nijstad & W. Stroebe, Gedrag & Organisatie, volume 22, March 2009, nr. 1, pp. 76-87
This article addresses the question how generating creative ideas (as done in brainstorming sessions) contributes to effective innovation. Several experiments are discussed, which show that creative idea generation in itself is not sufficient to come to the selection of good ideas; instead, using the right selection criteria is essential. Implications for management practice are discussed.
De zes belangrijkste persoonlijkheidsdimensies en de HEXACO Persoonlijkheidsvragenlijst
Authors: E. de Vries Reinout , C. Ashton Michael , Lee Kibeom 
Published: August 2021

The six most important personality dimensions and the HEXACO Personality Inventory
The six most important personality dimensions and the HEXACO Personality Inventory
R.E. de Vries, M.C. Ashton & K. Lee, Gedrag & Organisatie, volume 22, September 2009, nr. 3, pp. 232-274
Recent lexical research on the structure of personality has revealed six independent and cross-cultural corresponding dimensions of personality in the same datasets that have led to the emergence of the Big Five model of personality. These six dimensions, Honesty-Humility, Emotionality, Extraversion, Agreeableness, Conscientiousness, and Openness to Experience, constitute the HEXACO model of personality. In two studies, the psychometric properties of the Dutch HEXACO Personality Inventory (HEXACO-PI) and the Dutch HEXACO Personality Inventory-Revised (HEXACO-PI-R) and the relations of its factor- and facet-scales with background variables, the NEO-PI-R, the Dutch Personality Questionnaire (DPQ), and the Sensation Seeking Scale (SSS) are investigated. The results show that the HEXACO-PI(-R) has sound psychometric properties and is meaningfully related to the abovementioned questionnaires. Implications for personality research and assessment are discussed.
Disability Case Management: een meerwaarde bij arbeidsreïntegratie
Authors: Tijtgat Elizabeth , Verjans Marthe , Vlerick Peter , Bruyninx Katrien 
Published: August 2021

The added value of Disability Case Management in occupational reintegration
The added value of Disability Case Management in occupational reintegration
E. Tijtgat, M. Verjans, P. Vlerick & K. Bruyninx, Gedrag & Organisatie, volume 22, November 2009, nr. 4, pp. 392-410.
The present field study investigates perceptions of employees and other related actors regarding the role of the Disability Case Manager (DCM) in occupational reintegration routes. The qualitative results of 43 cases show the added value of the DCM through its role in translating the legal framework into concrete reintegration advices, in stimulating collaboration within the network, and in synchronizing employees' competences and work demands. However, there is no consensus about the importance of these roles. Limitations and implications of the results are discussed.
Reductie van negatieve stereotypen over Marokkanen door een speelfilm
Authors: Vrugt Anneke , Jacobs Mardou , Meertens Roel 
Published: August 2021

Reduction of negative stereotypes about Moroccans through a movie
Reduction of negative stereotypes about Moroccans through a movie
A. Vrugt, M. Jacobs & R. Meertens, Gedrag & Organisatie, volume 23, March 2010, nr. 1, pp. 0-00
This study investigated whether looking at the movie 'Cool' of Theo van Gogh would reduce secondary school students' negative stereotypes about Moroccans. The results showed that appreciation of the movie contributed through empathy with the Moroccan protagonists in the movie to small attribution of negative stereotypical traits to Moroccans in general. Before looking at this movie the participants ascribed negative stereotypical traits to a greater extent to Moroccans in general than to young people in general. After looking at the movie the participants less strongly ascribed negative stereotypical traits to Moroccans in general than before. Moreover, after looking at the movie negative stereotypical traits were ascribed to a greater extent to young people in general than before. After looking at the movie there were no longer any differences between the attribution of negative stereotypical traits to Moroccans in general and young people. Furthermore, empathy had a negative relationship with the attribution of undesirable behaviour to personal dispositions, and the undesirable behaviour of Moroccan young people was attributed less to personal dispositions after looking at the movie than before.
Stemming, motivationele oriëntatie, fit en creativiteit:
De rol van mentale activering
Authors: Baas Matthijs , K.W. De Dreu Carsten , A. Nijstad Bernard 
Published: August 2021

Mood, motivational orientation, fit, and creativity: The role of mental activation
Mood, motivational orientation, fit, and creativity: The role of mental activation
M. Baas, C.K.W. De Dreu, & B.A. Nijstad, Gedrag & Organisatie, volume 23, March 2010, nr. 1, pp. 00-00.
This article aims to increase our understanding of the ways mood and motivational states influence creativity. Based on the dual pathway to creativity model, we argue that creativity is function of flexibility (the number of content categories that is surveyed), and of persistence (the exploration of a few content categories in great depth). Second, the model argues that affective and motivational states that activate the individual (e.g., happiness, anger, fear, approach states, unsuccessful avoidance motivation) enhance creativity as compared to motivational states that deactivate the individual (e.g., sadness, relaxed state, successful avoidance). We discuss a series of experiments that support these predictions. Furthermore, the positive effects of activating states are stronger when the creativity task fits the motivational state. We end with practical implications for managers and policy makers about how to boost employee creativity.
Nu even niet…! Of toch wel…?
Authors: Spoor Ellen , de Jonge Jan , P.H. Hamers Jan 
Published: August 2021

Take a break…! Or better not…?
Take a break…! Or better not…?

A daily-survey study on detachment and creativity

Ellen Spoor, Jan de Jonge & Jan P.H. Hamers, Gedrag & Organisatie, volume 23, December 2010, nr. 4, pp. 296-315.
This study investigated the influence of job demands, job resources, and off-job detachment on creativity, by testing the principles of the Demand-Induced-Strain Compensation (DISC) model with an 8-days daily survey study. Detachment is defined as the extent to which one is able to detach oneself completely from one’s work (recovery experience). Results of multilevel analysis among 71 health care workers showed that, in case of high emotional job demands, not completely detaching oneself emotionally from the job after working hours is beneficial for creativity. In addition it appeared that a combination of high physical demands and low physical resources is conducive to creativity. Contrary to expectations, cognitive job demands, cognitive resources, and cognitive detachment did not have any influence of creativity. Finally, study implications for theory and practice were discussed.
Instrumenten om Personeel te Selecteren in de 21ste Eeuw:
Authors: Lievens Filip , De Soete Britt 
Published: August 2021

Instruments for Personnel Selection in the 21st Century: Research and Practice
Instruments for Personnel Selection in the 21st Century: Research and Practice
This article presents an evidence-based overview of innovative selection techniques that were developed in the last years to provide an answer to key questions concerning the contemporary practice of selection. In addition, we aim to point out gaps in the current knowledge about these novel techniques to guide future research. The article shows that innovative selection instruments such as conditional reasoning tests, integrity tests, and implicit association tests might offer opportunities to measure value-based competencies, and maladaptive traits. Furthermore, contextualized personality questionnaires, business-related intelligence tests, situational judgment tests, and so-called serious games enable organizations to improve their image, which creates branding opportunities to promote the company as an attractive employer. Finally, we conclude by stating that practitioners and researchers face numerous selection challenges. Examples are the selection of a diverse as well as competent workforce and the reliable and valid implementation of unproctored Internet testing.
Werkverslaving, een begrip gemeten
Authors: Schaufeli Wilmar , van Wijhe Corine , Peeters Maria , Taris Toon 
Published: August 2021

Workaholism
Workaholism
Work addiction or workaholism is defined as the uncontrollable need to work excessively hard. Based on this definition, the DUWAS (Dutch Workaholism Scale) is introduced, a brief two-dimensional self-report instrument that includes two correlated subscales of five items each: Working Excessively (WE) and Working Compulsively (WC). Using a national Dutch database (n = 11.060) cut-off scores were computed that allow a classification of levels of workaholism. Analyses (n = 1.166) reveal that particularly the combination of high scores on both WE and CW is unfavorable. It is concluded that the DUWAS is a reliable and valid inventory that can, for instance, be used as a screening tool to identify workaholic employees.
Flexicurity gemeten. Een vragenlijst over flexibiliteit en zekerheid voor organisatie en werknemer
Authors: Schalk René , Raeder Sabine 
Published: August 2021

Flexicurity assessed. A questionnaire for organizational and employee flexibility and security
Flexicurity assessed. A questionnaire for organizational and employee flexibility and security
Gedrag & Organisatie, volume 24, September 2011, nr. 3, pp. 286-303.Flexicurity, the balance between security and flexibility, is an important theme in Human Resource Management in Europe for employers as well as employees (Freese, Paauwe & Schalk, 2009). A questionnaire was developed to assess perceptions of employees on security and flexibility, a Dutch version of an original Swiss instrument (Raeder, Wittekind, Inauen & Grote, 2009). Data of two studies are used to examine the structure of the questionnaire with confirmatory factor analysis. In addition, hypotheses on the influence of on the one hand expected and offered flexibility and security, and on the other hand commitment, turnover intention, leadership perceptions and life satisfaction are tested. The structure of the questionnaire was confirmed. The results support the expected effects of perceptions of flexibility and security on commitment, turnover intention, leadership perceptions, and life satisfaction. Using the instrument can help organizations to adapt or innovate their HR policies.
Moeilijke beslissingen
Authors: A. Nijstad Bernard 
Published: August 2021

Difficult decisions
Difficult decisions
Gedrag & Organisatie, volume 24, September 2011, nr. 3, pp.
304-315.In the scientific literature, there is no consensus about
the causes of (subjectively experienced) decision difficulty. It is important,
however, to know more about this, because more resources are invested in
difficult rather than easy decisions, because difficult decisions are associated
with stress, and because decision difficulty affects people’s choice
behavior. I present a theory about decision difficulty, which consists of two
stages. In the first stage, the decision maker tries to uncover which of the
alternatives is sufficiently distinct from other alternatives. In the second
stage, the decision maker evaluates whether the favorite alternative in fact is
good enough. This theory is illustrated with examples of field and laboratory
research.
Kan het daderschap van pesterijen verklaard worden via het Job Demands-Resources model?
Authors: Baillien Elfi , Sijmens Nele , De Witte Hans 
Published: August 2021

Can workplace bullying be explained by the Job Demands-Resources model?
Can workplace bullying be explained by the Job Demands-Resources model?
Workplace bullying leads to negative consequences and should be prevented. Studies investigating antecedents of bullying showed however two shortcomings. First, they mainly focused on targets, so little is known about perpetrators. Second, they rarely used theoretical frameworks to structure the antecedents. Therefore, this study aims to apply the Job Demands-Resources (JDR) model to being a perpetrator of bullying. We hypothesized that job demands related positively and job resources related negatively to being a perpetrator of bullying. We assumed an interaction effect between demands and resources and expected exhaustion to mediate the relationship between demands, resources and being a perpetrator. The results (N = 706) showed a significant interaction: job resources buffered the positive relation between job demands and being a perpetrator. No evidence was found for the direct effects and for exhaustion as a mediator. In summary, the JDR model is a valuable framework to explain being a perpetrator of bullying: job demands and resources interact in the prediction of being a perpetrator. Future studies may focus on other mediators that could explain this relationship.
Hoe willen werknemers na hun pensioen blijven werken?
Authors: Polat Tuğba , Matthijs Bal P. , G.W. Jansen Paul 
Published: August 2021

After-retirement work profiles: how do employees want to continue working after retirement?
After-retirement work profiles: how do employees want to continue working after retirement?
This paper investigates employees’ preferences for working after their retirement age and the (personal and organizational) factors that are related to those preferences. The study was conducted among 474 employees of three elderly care organizations. The results demonstrated that there are four after retirement work-profiles, namely: a work-profile in which the employee prefers to (1) work less; (2) keep the existing work-profile more or less the same, (3) modify the content of their work, (4) change the work context. Further analyses demonstrated that with increasing age, preferences to change the content of the work or the context of the work decrease. Contrarily, employees with a higher education have the preference for a work-profile with modified work content and have higher preference to work in another work context after their retirement. Further, the results displayed that employees who experience an accommodative organizational climate want to modify their job tasks and prefer to work somewhere else. Contrastingly, employees that experience a development organizational climate and psychological contract fulfillment want to modify their work involvement as little as possible.
De veelzijdigheid van een intrateam-conflict
Authors: Rispens Sonja , A. Jehn Karen 
Published: August 2021

The versatility of intrateam conflict. Construction and test of a Dutch instrument for measuring team conflict types and conflict dimensions
The versatility of intrateam conflict. Construction and test of a Dutch instrument for measuring team conflict types and conflict dimensions
Conflicts occur frequently within teams. These conflicts may deal with different issues such as disagreements about the task (task conflict), disagreements about personal issues (relationship conflict), and about the distribution of responsibilities (process conflict). In this study, we present the Dutch translation and test of an instrument that aims to measure the distinct dimensions of the above mentioned conflict types. The results showed that for each type of conflict, four dimensions can be distinguished: importance of the issue, negative emotions, open conflict norms, and conflict resolution efficacy. Reliabilities and validity of the instrument were examined and largely supported by the data. Implications for future research and organizational practice are discussed.
Een kritische kijk op onderzoeks- en publicatieontwikkelingen in de Arbeids- en Organisatiepsychologie
Authors: Lievens Filip , Anseel Frederik 
Published: August 2021

A critical review of research and publication trends in the field of Industrial and Organizational psychology
A critical review of research and publication trends in the field of Industrial and Organizational psychology
The aim of this article consists of critically reviewing research and publication trends in the field of industrial and organizational psychology. The focus is on four trends: (1) the extreme importance of theory, (2) the loss of the identity of industrial and organizational psychology, (3) the cumbersome nature of the review process, and (4) the deficient reporting of methodology and results in light of replication research. After each trend recommendations are made to turn the situation around. We also hope that this article might generate the necessary discussion about these four trends.
Eerherstel van het interview als onderzoeksinstrument in de organisatiepsychologie
Authors: Emans Ben 
Published: August 2021

The comeback of the interview in organizational behavior research
The comeback of the interview in organizational behavior research
Organizational behavior, as a theory-developing field of research, is highly questionnaire-based and highly dependent on quantitative methods. In its dominant methodology tradition, variables are measured in a sample of respondents or other units of observation and the calculated relationships between the variables subsequently serve as the input for theory building or theory testing. This state of affairs generates restrictions regarding the domain of phenomena that can be studied. A plea is made for using of the interview as a tool for collecting data that permit theory building like questionnaire data, yet without the restrictions of these data. Quality requirements that apply to interviews used for theory building are very different from the ones that apply to questionnaires. Rather than relating to the validity and reliability of the measures, they relate to the valid elicitation of relevant facts. In short: it is a matter of fact-finding.
Sociaal en A&O psychologen bij economie en bedrijfskundefaculteiten: zonde of gezond?
Authors: Stoker Janka 
Published: August 2021

Social and I&O psychologists working at business schools: A sin or sane?
Social and I&O psychologists working at business schools: A sin or sane?
Over the last years, more and more social and industrial and organizational psychologists in The Netherlands started to work at business schools. This article describes the causes of this trend. Moreover, it outlines the differences in research between social psychology, I&O psychology and organizational behavior (at the business schools). The paper concludes with two possible scenarios for the future. In a pessimistic scenario, driven by budget cuts and to some extent based on current trends in the United States, one of the three disciplines disappears. In a more optimistic scenario, the borders between the three fields fade away. In this scenario, interdisciplinarity is a key issue. This last scenario calls for a clear positioning of the three disciplines, and also for strong cooperation between them.
Pesten op het werk: de relatie met lichamelijke gezondheidsklachten en de invloed van sociale steun
Authors: Haesevoets Tessa , Dehue Francine , Pouwelse Mieneke 
Published: August 2021

Bullying at work: The relation with physical health complaints and the influence of social support
Bullying at work: The relation with physical health complaints and the influence of social support
This survey among Belgian employees (N = 497) investigated, starting from the Michigan Stress Model, the relationships among the amount of and satisfaction with social support, being bullied in the workplace, and physical health complaints. Hierarchical regression analyses confirmed that both person-related and work-related bullying influenced perceived health of victimized employees negatively. There was some evidence for a moderation effect of satisfaction with social support: victims of work-related bullying, who experienced a lack of social support from colleagues, reported more health problems. In addition, it was found that satisfaction with received social support from supervisors affected the relationship between being bullied and health complaints indirectly (i.e., mediation). No effects were found for the amount of received support. These results emphasize the need for future studies investigating the influence of satisfaction with received social support on victimized employees.