187 research outputs found
Introduction to the Handbook on the temporal dynamics of organizational behavior
No full textContains fulltext :
226856.pdf (Publisher’s version ) (Open Access
sj-docx-1-spp-10.1177_19485506231217759 – Supplemental material for Do Victims and Perpetrators Justify Intimate Partner Violence Even While They See It Happening in Front of Their Eyes?
No full textSupplemental material, sj-docx-1-spp-10.1177_19485506231217759 for Do Victims and Perpetrators Justify Intimate Partner Violence Even While They See It Happening in Front of Their Eyes? by Cantyo A. Dannisworo, Esther S. Kluwer, Ximena B. Arriaga, Ruddy Faure, Yannick Griep and Johan C. Karremans in Social Psychological and Personality Science</p
Commitment to Change and its Antecedents: Perceived Management Support for Change, Attitudes Towards Change, Self-efficacy and Job Demands
No full textThe goal of the present study was to gain insight into possible antecedents of commitment to change (CC). Due to the novelty of CC, paired with the increasing need for continuous change, knowledge about how to initiate CC in employees is of immense importance, especially for those that teach future generations of the workforce. I conducted a cross-sectional survey study among 456 employees working in the educational sector, assessing perceived management support for change, positive attitudes towards change, perceived self-efficacy and perceived job demands as possible antecedents of CC. I analyzed the data using a multiple linear regression analysis and found a non-significant relationship between management support and CC, as well as between self-efficacy and CC. In addition, I found that positive attitudes towards change, as well as job demands were significantly positively associated with CC. Finally, I found that job demands negatively moderated the association between self-efficacy and CC. Resulting from this, the present study identified positive attitudes towards change, job demands and the interplay between job demands and self-efficacy as possible antecedents of CC. I will discuss implications for theory and practice.
Keywords: Commitment, management support, attitudes, self- efficacy, job demand
Role Ambiguity and Role Conflict at Work
No full textThis study aimed to gain insight into (1) the direct relationship between role ambiguity, role conflict and occupational stress, as well as job satisfaction, and (2) the moderating role of supervisor support, and (3) job crafting between these relationships. In doing this, it was attempted to validate useful buffers for the effects of role ambiguity and conflict in the context of work. The hypotheses were tested by using a cross-sectional design including an online survey with a convenience sample. 121 employees were included within this study. Two multiple regression analyses were performed, revealing that role conflict had significant effects on occupational stress and job satisfaction. Role ambiguity had only a significant effect on job satisfaction. The moderation effects were all non-significant. Nevertheless, the study emphasizes the importance of counteracting against the negative effects of role ambiguity and conflict.
Key words: role ambiguity, role conflict, supervisor support, job crafting, occupational stress, job satisfactio
The link between digital assessments and candidates´ assessment experiences
No full textThe study at hand investigated the differences between face-to-face and virtual assessment procedures on organizational attraction and test motivation moderated by test anxiety, procedural justice, and trust in technology. The study was conducted within a HR-department of a large, international telecommunication organization. Twenty participants conducted a face-to-face assessment center and fifty-four participants took part in a virtual assessment center. Afterwards, both conditions filled in an online questionnaire. Moderation analyses revealed non-significant links between the assessment mode on test motivation and organization moderated by test anxiety. But a moderation effect for procedural justice on organizational attraction was found in the virtual assessment center. Further linear regression analyses revealed a non-significant link between trust in technology and organizational attraction and test motivation. Implications for future research concerning generalizability of the results and testing the relationship in non-crisis times are suggested.
Keywords:
Assessment center, test-taking motivation, organizational attraction, test anxiety, procedural justice, trust in technolog
The relationship between workload and job stress and its mediators
No full textThis study investigates the relationship of workload on stress and its possibly mediating
variables autonomy, self-efficacy and social support during the Covid-19 pandemic. For that
purpose, an online-questionnaire measuring all these variables is distributed to a population
gathered via convenience sampling. The data are analysed with a regression analysis. Results
show a significant effect of workload on stress. There has been found no mediating effect for
social support. The findings for autonomy as a mediating variable were mixed. No significant
effect has been found in the regression analysis, but the correlation matrix shows a significant
negative correlation with stress. For self-efficacy, a significant effect as a mediator variable
has been found as well as a significant negative correlation with stress. The implications of
these results are discussed and proposals for future research is given
The Role of Talent`s Expatriate Adjustment and Perceived Organizational Support for Beneficial Outcomes after Returning from an International Assignment
No full textThe present study examined the relationship between expatriate adjustment, perceived organizational support, and the moderation of perceived organizational support on expatriate adjustment with strategic thinking, organizational commitment, and organizational citizenship behavior after talents return from their international assignment to their home country. 83 employees who returned from an international assignment less than two years ago filled out an online questionnaire and assessed the degree of expatriate adjustment and perceived organizational support while on assignment and the degree of strategic thinking, organizational commitment, and organizational citizenship behavior upon return. The results showed that expatriate adjustment was positively related to organizational citizenship behavior, whereas expatriate adjustment was not significantly related to strategic thinking and organizational commitment. Additionally, the relationship between perceived organizational support as well as the moderation of perceived organizational support on expatriate adjustment and strategic thinking, organizational commitment, and organizational citizenship behavior were non-significant. This study sheds light on the importance of understanding the beneficial outcomes derived from international assignments in talents.
Keywords: Global Talent Management, Expatriate Assignments, International Human Resource Management, Expatriate Adjustment, Perceived Organizational Suppor
Voorspellers van Bevlogenheid in een Profit Organisatie De Relatie tussen Werkeisen, Energiebronnen, Doeloriëntatie en Bevlogenheid
No full textVanuit Greenhouse ontstond de vraag welke factoren samenhangen met bevlogenheid. Eerder onderzoek toont aan dat bevlogenheid samen hangt met minder gezondheidsproblemen, minder ziekteverzuim en verbeterd presteren van werknemers. Met een online vragenlijst bij 66 werknemers heb ik de relatie tussen werkeisen, energiebronnen, doeloriëntatie en bevlogenheid onderzocht. Hoewel ik op basis van de literatuur een negatieve relatie verwachtte tussen werkeisen en bevlogenheid en een positieve relatie tussen energiebronnen en bevlogenheid, vond ik geen significante resultaten. Daarnaast vond ik eveneens geen bevestiging voor de modererende rol van leerdoeloriëntatie en prestatievermijd-doeloriëntatie op de relatie tussen werkeisen en bevlogenheid. Mogelijk biedt de situatie waarin de vragenlijst is afgenomen, namelijk tijdens de coronacrisis, een verklaring voor de niet-significante relatie tussen werkeisen-bevlogenheid en energiebronnen-bevlogenheid. Ten tijde van economische onzekerheid, groeit de baanonzekerheid onder werknemers. Baanonzekerheid wordt gezien als een stressor die negatieve gevolgen heeft voor de ervaren bevlogenheid. Ook is wellicht de rol van doeloriëntatie op de beoordeling van werkeisen uitvergroot en spelen ook andere persoonskenmerken, zoals zelfeffectiviteit via leiderschap, een rol in de beoordeling van werkkenmerken. Om werknemers in tijde van onzekerheid en crisis toch bevlogen te houden, wordt organisaties aangeraden te focussen op interventies die gericht zijn op energiebronnen, zoals transformationele leiderschapstrainingen en job-crafting.
Sleutelwoorden: bevlogenheid, JD-R model, doeloriëntatie, werkeisen, energiebronne
Self-Organizing Teams and Perceived Work Stress: Associations With Decision Latitude and Support at Work
No full textPerceiving elevated levels of work-related stress have become exceedingly prevalent within the contemporary work environment, prompting considerable interest among both organizations and researchers in identifying factors for its mitigation. Therefore, this study aims to examine the relationship between self-organizing teams (SOTs) and employees' perceived work stress via decision latitude moderated by support at work.
A cross-sectional online survey among 60 employees at Breda University of Applied Sciences who were at different stages of engagement in SOTs was conducted to test the above-mentioned relationships. The data was analyzed using a hypothesized moderated mediation model using a bootstrapping approach.
Results revealed that SOTs were not significantly related to perceived work stress and that the hypothesized relationship between SOTs and work-related stress through decision latitude does not depend on the level of support at work. However, working in functioning SOTs was negatively related to work stress via decision latitude only.
The findings suggest that (1) implementing SOTs might lower perceived work stress via decision latitude and (2) contextual factors need to be considered when planning and implementing organizational interventions.
Keywords: Job-Demand Resource model, work stress, self-organizing team, support at work, decision latitud
Me and my team:The role of social context in psychological contract breach and fulfilment
No full textThe literature on psychological contract formation and evaluation is extremely rich, yet the role of social context has been under-researched. Studying the role of social context, however, is important, as psychological contract formation, fulfilment, and breach are likely to be influenced by social contextual factors such as supervisors, colleagues, and team members. In this chapter, the authors bring together the available literature on the role of social context in the psychological contract, thereby distinguishing between three main approaches: individual-level, direct consensus, and referent shift. Following from these three approaches, the authors argue that single-level research has a rich foundation, yet multi-level research is still relatively new and unexplored. Further, they distinguish between idiosyncratic and shared psychological contracts, thereby arguing that the latter especially is in need of more theorizing and empirical work. In all, the authors hope that this chapter inspires researchers to explore the role of social context in psychological contract processes
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