bluuebunny/crossref_metadata_2025_split huggingface dataset:
Participatief leiderschap: mogelijkheden en beperkingen
Authors: van Breukelen Wim , van der Vlist René 
Published: August 2021

Participative leadership: opportunities and limitations
Participative leadership: opportunities and limitations
Wim van Breukelen & René van der Vlist, Gedrag & Organisatie, Volume 18, June 2005, nr. 3, pp. 156-180.
Leaders have to fulfil three major leadership functions: goal achievement, group maintenance and guaranteeing future effectiveness. In this article participative leadership is discussed. In this leadership style, leaders involve their subordinates in decision making related to setting goals, choosing appropriate strategies, solving problems and making changes in their team, department, or organization. It is not suggested here that participative leadership is a panacea, but it is considered to be the best approach in specific situations. This view is in line with the contingency approach of leadership. Participative leadership particularly offers great potential in uncertain situations, when tasks and problems at hand are unstructured, and when subordinates have additional knowledge, skills and competences. There are several barriers and stimulants that determine whether a participative style in these circumstances will actually be applied, or whether it will remain a theoretical option. The effectiveness of participative leadership is evaluated in view of the three generic leadership functions as mentioned, as well as a number of specific criteria for leadership effectiveness.
Dataverzameling via internet: een update
Authors: Taris Toon , Schreurs Paul , Jan Sepmeijer Kees 
Published: August 2021

Web-based data collection: an update
Web-based data collection: an update
Toon Taris, Paul Schreurs & Kees Jan Sepmeijer, Gedrag & Organisatie, Volume 18, June 2005, nr. 3, pp. 181-195
The rapid increase in the number of internet users has given web-based surveys the potential to become a powerful tool in survey research. The present study discusses the pros and cons of this technique for gathering data. Pros include speed, cost effectiveness and exclusion of interviewer and data entry errors; cons include low response rates, selective response, and possible problems with data quality. As an illustration we present the results of a study among well over 45,000 Dutch home care employees, showing that men, higher educated and younger employees were more likely to respond through the internet than others. Confirmatory factor analysis revealed that whereas the factor structures of selected work-related concepts were similar for respondents who used the internet vs. other respondents, their average scores differed strongly. Implications of these findings on data collection practices in social, work and organizational psychology are discussed.
De waarde van Intervention Mapping en de Theory of Planned Behavior voor de effectiviteit van een communicatietraining
Authors: Rauner Michael , Kok Gerjo , Taris Toon 
Published: August 2021

Effectiveness of a communication training: A comparison between a tailor-made and a standard approach
Effectiveness of a communication training: A comparison between a tailor-made and a standard approach
Michael Rauner, Gerjo Kok & Toon Taris, Gedrag & Organisatie, Volume 19, Maart 2006, nr. 1, pp. 3-21
Long-term behavior change as a result of a training intervention is difficult to achieve. The present study assumes that a training will have a stronger impact when (1) a theory-based intervention program is used (in this case based on Ajzen's [1991] Theory of Planned Behaviour), and (2) if a structured approach is applied (Intervention Mapping, Bartholomew et al., 2001). Using a supervised control (N = 19) - experimental (N = 35) group design, the present study showed that the TPB-model can be used to frame desirable behaviour and to measure the outcome of the intervention. IM appeared an effective method to influence behaviour in the desired way. During the whole intervention the intervention group showed significantly more improvement on the TPB variables (attitude, subjective norm, perceived behavior and intention) than the control group.
Employability en individuele ontwikkeling op het werk
Authors: van Dam Karen , I.J.M. van der Heijden Beatrice , Schyns Birgit 
Published: August 2021

Employability and employee development at work
Employability and employee development at work
Karen van Dam, Beatrice I.J.M. van der Heijden en Birgit Schyns, Gedrag & Organisatie, Volume 19, Maart 2006, nr. 1, pp. 53-68
In the past decades, employability and employee development have received increased attention. Changes within and around organizations have emphasized the need for flexible firms and a multi-skilled work force, while, at the same time, employees have become responsible for their own careers and work security. The present article first reviews recent changes underlying the need for employability and employee development. Subsequently, attention is paid to the concepts of employability and workplace learning, factors affecting learning at work, and age-related influences. With this article, we aim to kick off a new series for Gedrag & Organisatie on employee development and employability in organizations.
Heeft coping een invloed op (de relatie tussen) baanonzekerheid, welzijn en arbeidstevredenheid?
Authors: Bohets Katrien , De Witte Hans 
Published: August 2021

Does coping affect (the relationship between) job insecurity, well-being and job satisfaction?
Does coping affect (the relationship between) job insecurity, well-being and job satisfaction?
Katrien Bohets & Hans De Witte, Gedrag & Organisatie, Volume 19, Juni 2006, nr. 2, pp. 113.
The consequences of both quantitative and qualitative job insecurity on well-being and job satisfaction are analysed. Quantitative job insecurity refers to the continuity of the actual job, whereas qualitative job insecurity refers to the continuity of valued job characteristics. The association of both kinds of insecurity with emotion-focused coping (avoidance) is studied, as well as the moderating role of problem-focused coping in the relation between job insecurity, satisfaction and well-being. Data of 568 employees from 23 companies are used to test the hypotheses. The results show that both forms of job insecurity are associated with a decrease in well-being and job satisfaction, as expected. Job insecurity is also associated with an increase in avoidance behaviours (emotion-focused coping) and with a decrease in problem-focused coping behaviours. Problem-focused coping (and avoidance) do not moderate the relationship between job insecurity, satisfaction and well-being.
Samenwerken binnen de rechterlijke organisatie
Authors: Bevers Peter , van Sprundel Esther , Schalk René , Soeters Sjo 
Published: August 2021

Cooperation within the judicial system
Cooperation within the judicial system
Peter Bevers, Esther van Sprundel, René Schalk & Sjo Soeters, Gedrag & Organisatie, Volume 19, September 2006, nr. 3, pp. 211-231
In two courts of law it was examined whether creating 'enabling teams', that is teams in which cooperation between judges, clerks of the court, and supporting administrative personnel was facilitated, had an influence on the perception of the quality of work, innovativeness, and satisfaction of employees. In enabling teams the judges, clerks, and secretaries meet face-to-face to jointly discuss the division of work and daily work activities in their sector.
In a courthouse (the experimental court), data were gathered at three points in time: before, nine months after, and one and a half year after implementing the facilitating team concept. In a (control) courthouse, data were gathered at two points in time. The implementation of enabling teams led to tasks being perceived as more varied and coherent. The frequency and quality of work-related communication improved. In addition, the relationship between the judges, clerks, and secretaries improved because the ingroup-outgroup differences between the groups were gradually becoming smaller. With respect to several aspects of quality of work, however, the results did not confirm the hypotheses. There was no improvement of innovativeness and satisfaction. There were some positive effects on flexibility of the organization, productivity, and absenteeism. The implications of the findings are discussed.
Het kwantitatief integreren van empirische studies: de methode van meta-analyse
Authors: Ph. Born Marise , T. Mol Stefan 
Published: August 2021

Quantitatively integrating empirical studies: The method of meta-analysis
Quantitatively integrating empirical studies: The method of meta-analysis
Marise Ph. Born & Stefan T. Mol, Gedrag & Organisatie, Volume 19, September 2006, nr. 3, pp. 251-271
Meta-analysis is a quantitative integration of results of a series of empirical studies into a specific research question. The method of meta-analysis has obtained a dominant position in the social sciences and beyond, as it may help in obtaining an overview of the explosively increased number of research publications. This contribution discusses the basics and consecutive steps in performing a meta-analysis. A meta-analysis that we conducted on expatriates serves as an illustration. Next to the many points in favor of meta-analyses, such as having a better overview of a research domain and shifting the traditional focus on significances of effects to sizes of effects, several important controversies remain. One of these is the issue of waving away a specific cause of variance in research findings as a methodological artifact, or interpreting it as a meaningful case of variance. We maintain that every social or industrial- and organizational psychologist who wants to stay up-to-date scientifically should be able to interpret meta-analyses.
Reacties op tranen: steun of afkeuring?
Authors: H. Fischer Agneta 
Published: August 2021

Reactions to crying: Support or disapproval?
Reactions to crying: Support or disapproval?
A.H. Fisher, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 403-421
Although crying may elicit positive reactions, such as support and consoling, evaluations of crying persons, especially men, seem often negative. Two studies examined the way in which male and female tears are evaluated in different contexts. Study 1 showed that respondents evaluated their own crying at work more negatively than crying in more intimate settings. Men evaluated their own crying especially negative in domains related to their masculine identity. The second study confirmed this difference between work-related and relation-related crying and also showed that respondents think that men's crying at work is even less appropriate than women's crying at work. Men are, however, assumed to cry less and thus, if they cry, they are considered to be less competent and confident in comparison to crying women.
Naar een procesmodel voor pesterijen op het werk: een kwalitatieve studie
Authors: Baillien Elfi , Neyens Inge , De Witte Hans 
Published: August 2021

Towards a process model of workplace bullying: A qualitative study
Towards a process model of workplace bullying: A qualitative study
E. Baillien, I. Neyens & H. de Witte, Gedrag & Organisatie, volume 20, maart 2007, nr. 1, pp. 6-20
Workplace bullying refers to persistent exposure to negative behaviours at work. The literature has highlighted several important aspects of the bullying process. The current study aims to integrate these attempts to understand the development of bullying into a global process model. This model is based on (1) a literature review and (2) a qualitative study. Eighty-seven inductive case analyses are used to clarify the theoretical assumptions, and to identify conntections between them. On the basis of the analyses a three way process model was formulated. Firstly, bullying can result from destructive coping mechanisms related to frustration. Secondly, bullying can result from escalated conflicts. And thirdly, bullying can result from specific team- or organizational characteristics, such as a culture of gossip. Implications for future research as well as for practice are discussed.
Beginselen van covariantie-structuuranalyse
Authors: J.A. Hoijtink Herbert , de Jonge Jan 
Published: August 2021

Principles of covariance structure analysis
Principles of covariance structure analysis
H.J.A. Hoijtink & J. de Jonge, Gedrag & Organisatie, volume 20, maart 2007, nr. 1, pp. 57-81
This paper is an introduction to covariance structure analysis (CSA). The ins and outs of this technique are explained by means of measurement models and structural models, using the Demand-Control Model of Karasek (1979) as a theoretical and empirical illustration. LISREL, Mplus, EQS and Amos are useful and accessible CSA-software. This paper explains the key evaluation points of CSA for the practical researcher. The comparison of competitive models, the use of several fit measures, and capitalization on chance was explained by means of cross-sectional survey data from two existing research studies. The article concludes with several critical notes as to using CSA, as well as with suggestions for literature concerning CSA.
De autoritaire attitude sinds Adorno et al. (1950)
Authors: A. ten Horn Laurens 
Published: August 2021

The authoritarian attitude since Adorno et al. (1950): concept, methodology and research
The authoritarian attitude since Adorno et al. (1950): concept, methodology and research
L.A. ten Horn, Gedrag & Organisatie, volume 20, June 2007, nr. 2, pp. 114-136
In this article research into the authoritarian attitude since 1950 is reviewed with two intentions. The first is to clarify the interaction between conceptualization, measurement, results and the societal pressure bearing on the research. The second purpose of this paper is to identify its potential value for Work and Organizational Psychology. It is argued that societal pressure resulting from the so-called 'left-wing-authoritarianism' controversy caused a search for other conceptualizations and a predominance of methodological issues. The controversy's solution brought a clarification of the concept as did the study of the relationship with religion. The syndrome became reduced to three core elements: conventionalism, submissiveness and aggression. The originally psycho-analytic approach was replaced by an attitudinal one.
The present state of knowledge and instruments (especially in Dutch) are reviewed. It is concluded that the concept has become well-developed, and can be measured reliably and validly. Much is known of its correlations with behavior and other attitudes and its distribution in various populations. Gaps in our knowledge concern causing factors, factors turning high-authoritarian potential into concerted action in society, characteristics of low authoritarians and long term societal developments.
Work and Organizational Psychology can benefit by adopting the concept especially in the study of leadership, resistance to change, innovation and cross-cultural issues.
Employability-oriëntatie van studenten en voorgenomen baanzoekgedrag
Authors: van Dam Karen , van der Zanden Linda , Piras Valeria 
Published: August 2021

Employability orientation of college students
Employability orientation of college students
K. van Dam, L. van der Zanden & Valeria Piras, Gedrag & Organisatie, volume 20, June 2007, nr. 2, pp.
Based on Fugate, Kinicki and Ashforth's (2004) employability model, we investigated students' employability-oriëntation: what is their attitude toward their flexibility and availability in their study and future work situation, and how does this employability-orientation relate to intended job search behavior? Data from 109 students showed that the aspects of personal adaptability (learning orientation, core-self evaluations, and extraversion) had positive relationships with employability-orientation. And whereas career-planning showed a positive relationship, career commitment showed a negative relationship with employability-orientation. In turn, employability-orientation predicted intended job search behavior. In addition, education and work practice made a difference. The findings have theoretical and practical relevance.
Het Demand-Induced Strain Compensation (DISC)-model nader onderzocht: resultaten van een internetstudie in verschillende bedrijfssectoren
Authors: de Bruin Robert , van Boxmeer Frank , Verwijs Christiaan , Le Blanc Pascale 
Published: August 2021

Further investigation of the DISC-model: results of an internet study among various occupational groups.
Further investigation of the DISC-model: results of an internet study among various occupational groups.
R. de Bruin, F. van Boxmeer, C. Verwijs & P. Le Blanc, Gedrag & Organisatie, volume 20, September 2007, nr. 3, pp. 238-259
In this crosssectional internet study, the compensation principle of the Demand-Induced Strain Compensation (DISC)-model was subjected to an empirical verification among 390 employees from various economical sectors. The DISC-model assumes a positive causal relationship between work-related stressors and strains on three qualitatively different domains (cognitive, emotional and physical). According to the compensation principle, these causal relationships are moderated by the availability and use of (matching) work-related resources from the same domain. The results of hierarchical multiple regression analyses did not support the compensation principle. Moreover, a large number of cross-domain correlations were found, especially with regard to emotional resources. The results of this study show that more research on the principles of the DISC-model should is needed. Implications of the use of the internet for research on work stress are discussed.
De relatie tussen affect en rechtvaardigheid
Authors: van Knippenberg Barbara , De Cremer David 
Published: August 2021

The affect-justice linkage
The affect-justice linkage
B.M. van Knippenberg & D. De Cremer, Gedrag & Organisatie, volume 20, November 2007, nr. 4, pp. 342-355
Organizational processes are largely determined by both affective processes and justice processes. However, the interplay between justice on the one hand and emotions and moods on the other hand has received little attention in the past. Fortunately, empirical studies on the relationship between justice and affect are rapidly emerging. The present paper focuses on the relation between justice and affect on three different levels: The individual level, the interpersonal level and the group level. In due course we will discuss: (1) how a person's justice perceptions may affect his or her moods or emotions and vice versa, (2) what we know about the relationship between justice and affect in dyadic relationships, (3) how emotions may affect collectively shared perceptions of justice, and (4) how justice may affect collectively shared emotions and moods in work groups and teams.
De selecteur, de sollicitant, de samenleving en de expert: drijfveren bij de selectie van personen
Authors: Ph. Born Marise 
Published: August 2021

The selector, the applicant, society and the expert: motives in the selection of people
The selector, the applicant, society and the expert: motives in the selection of people
M. Ph. Born, Gedrag & Organisatie, volume 21, June 2008, nr. 2, pp. 150-169
It is argued that the behavior of protagonists in personnel selection is influenced by a series of motivational and emotional factors. The recruiter, the applicant, society and the selection expert are discussed respectively. The unstructured interview in particular is vulnerable to the effects of unwanted influences, such as irrelevant applicant information and applicant tactics. A simple but not always well-liked remedy is a better structured interview.
Is meer personeel in beweging beter?
Authors: De Winne Sophie , Stynen Dave , Gilbert Caroline , Sels Luc 
Published: August 2021

Is more employee mobility preferable?
Is more employee mobility preferable?
S. De Winne, D. Stynen, C. Gilbert & L. Sels, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 344-364
Despite promising positive effects of labour market mobility, the Flemish labour market is synonymous with rigidity. The question is thus whether the rosy picture of the consequences of mobility holds out. Why are people not more mobile if this improves their welfare and prosperity? Why does HRM strongly focus on retention management if mobility enhances productivity? 'More is better' seems a premature conclusion. The purpose of this contribution is to critically reflect on the added value of labour market mobility. We sketch the debate on the macro-economic level and investigate research on the effects of mobility at three levels: we map costs and benefits for labour market functioning (macro), for firms (meso), and for individual careers (micro). With this contribution we show that benefits at one level do not necessarily go hand in hand with benefits at the other levels. We conclude that firm loyalty also yiels economic benefits; that more mobility is welcome, as far as it concerns protected mobility.
Competenties en effectiviteit: het perspectief van verschillende beoordelaars
Authors: Verbeek-Heinsman Hanneke , H.B. De Hoogh Annebel , L. Koopman Paul , J. van Muijen Jaap 
Published: August 2021

Competencies and effectiveness: rater perspectives and relationships
Competencies and effectiveness: rater perspectives and relationships
H. Verbeek-Heinsman, A.H.B. De Hoogh, P.L. Koopman & J.J. van Muijen, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 406-429
The competency based approach to human resource management has gained popularity. Despite this popularity, there is still no unequivocal answer to the question whether and, if so, which competencies are actually related to effectiveness when different rater sources are considered. Therefore, this study examines relationships between managerial competencies and perceived managerial effectiveness focusing on the perspectives of subordinates, peers, and supervisors using a 360-degree feedback inventory. Results revealed that different rater sources assess competencies and managerial effectiveness differently. That is, comparing ratings of different sources showed little to no similarity. Furthermore, within source competency ratings were found to be more similar than between source competency ratings. Overall, competencies appeared to be related to perceived managerial effectiveness. In addition, results showed that in the eyes of subordinates, peers, and supervisors, different competencies are considered predictors of perceived managerial effectiveness. The results are discussed and several potentially fruitful avenues for future research on the link between competencies and effectiveness are presented.