Papers by Annelies van Vianen
Gedrag & Organisatie, 2014
Employability and the pursuit of reemployment success Employability and the pursuit of reemployme... more Employability and the pursuit of reemployment success Employability and the pursuit of reemployment success Searching for a job often does not suffice when searching for suitable first time employment and reemployment. This paper discusses how employability and its underlying factors (adaptability, human capital, social capital and career identity) can contribute to an individual’s reemployment success. More specifically, we found that people’s employability contributes to finding reemployment over and above how hard they search. We also showed that adaptability in particular influences people’s job search strategies and their subsequent reemployment potential. Moreover, we expect that compulsory reemployment interventions can – under certain conditions – improve unemployed people’s employability and job search behavior. In this paper, we discuss three sub-studies that tested these expectations. Together these studies provide compelling evidence that employability offers a robust an...
Gedrag & Organisatie, 2011
Perceived Job Challenge: Development of a measure Perceived Job Challenge: Development of a measu... more Perceived Job Challenge: Development of a measure Perceived Job Challenge: Development of a measure A measure of perceived challenge was developed, and its psychometric qualities were investigated in two studies. Perceived challenge consisted of three factors: positive stimulation, competence testing, and uncertainty. These factors were found to be reliable and showed good convergent validity. The non-significant correlations between perceived challenge and the Big Five personality traits agreeableness and neuroticism indicated good discriminant validity. The criterium validity of this measure was good as well. The positive stimulation dimension in particular showed to correlate high with employees’ work attitudes. This measure of perceived challenge seems useful for research and practice.
Purpose: Organizational justice (OJ) refers to the perception of justice in the workplace. Low OJ... more Purpose: Organizational justice (OJ) refers to the perception of justice in the workplace. Low OJ is associated with poor health outcomes, including cardiovascular disease (CVD). The objective was to study the potential relationship between OJ and heart rate variability (HRV), which may represent a potential pathway linking OJ and CVD. Based on previous research, we sought to determine if associations between OJ and HRV vary according to occupational status. Methods: A total of 238 factory workers (94% male, mean age=44 years, SD=9) participated in a regular health check associated with the 2007 MIPH Industrial Cohort Studies (MICS). OJ was assessed by a recently validated German questionnaire in which high OJ scores indicate low OJ perceptions. Data on five commonly used HRV indices was available across 24- hours. RMSSD at day-time, night-time and across 24 hours was used as the primary outcome variables. To explore associations partial correlation coefficients (PCCs) adjusted for ...
Academy of Management Proceedings, 2013
Whereas coaching is enormously popular as a management tool, research on coaching effectiveness i... more Whereas coaching is enormously popular as a management tool, research on coaching effectiveness is lagging behind. An additional problem is that the studies on coaching that are currently available...
In dit artikel beschrijven we de resultaten van een observatieonderzoek naar dialoog en i-deals i... more In dit artikel beschrijven we de resultaten van een observatieonderzoek naar dialoog en i-deals in Universitair Medische Centra (UMC’s) en bij ING.*) I-deals zijn unieke afspraken over werk, ontwikkeling en arbeidsvoorwaarden die medewerkers met hun leidinggevende maken. Doel van het onderzoek is om inzicht te krijgen in de aard en kwaliteit van de gesprekken die medewerkers en leidinggevenden met elkaar voeren en de i-deals die ze maken. Van 73 gesprekken (45 in 7 UMC’s, 28 bij ING) zijn video-opnames gemaakt en de deelnemende leidinggevenden en medewerkers vulden voor en na het gesprek een vragenlijst in. Uit het onderzoek blijkt dat ongeveer een kwart van de gemaakte afspraken i-deals zijn. Zowel medewerkers als leidinggevenden rapporteerden over de gemaakte afspraken. Medewerkers zeggen vaker een i-deal te sluiten met hun leidinggevende als hun leidinggevende prosociaal georienteerd is, en hij/zij tevreden is over de werkprestaties van de medewerker. Leidinggevenden zeggen vaker een i-deal te sluiten met hun medewerker als ze zelf tijdens het gesprek probleemoplossend onderhandelen en als hun medewerkers kansen opzoeken. We geven in dit artikel de aanbeveling om i-deals als HR-praktijk zorgvuldig te introduceren, met oog voor rechtvaardigheid, met aandacht voor de benodigde onderhandelvaardigheden en desgewenst met hulp van een neutrale procesbegeleider. Op deze wijze krijgen alle medewerkers de kans om i-deals te sluiten.
Applied Social Psychology
Introduction Gender stands for the expectations of an individual and others about what it means t... more Introduction Gender stands for the expectations of an individual and others about what it means to be a man or a woman. Gender has been extensively studied in all fields of social psychology, for instance, in the psychology of health and mental health, education, criminality and political behaviour, to name just a few topics included in this book. The present chapter is about gender in work and organizational psychology. We first describe the societal context that gave rise to theories and research on gender and work. There are many differences between working men and women that often are disadvantageous for women. On average, women earn less than men for the same work, and have a lower probability of reaching top positions in organizations. We then focus on career-related decision making: women's own decisions and the decisions of others involved in selection and assessment. We pay special attention to women in management and leadership positions. After discussing the influence of the organizational context we finish by briefly discussing interventions that have been applied to change the relative position of men and women in organizations. Women and men at work Gender differences in the workplace concern both the amount of work and payment (quantitative differences) and the type of work (qualitative differences) that men and women perform. Quantitative differences Four quantitative differences characterize the working life of men and women. First, more men than women hold a paid job or earn an income.
Oxford Handbooks Online, 2014
Volatile economic and labor market circumstances have significant effects on the development of p... more Volatile economic and labor market circumstances have significant effects on the development of people’s work careers; thus recent literature on careers has started to take into account the reality of increasingly unpredictable, nonlinear, and inherently uncertain careers. In this chapter we argue that careers in the new economy require, first, that people learn to cope with identity threats; second, that they need to change their mental models of careers; and third, that they must develop the resources to adapt to more frequent and unpredictable career transitions. Specifically we address three themes that we consider at the core of adaptation to nonlinear careers: people’s work-related identities, their conceptualization of career success, and their adaptability resources. We build a model called “identity and coping during career transitions” (ICCT), which integrates theories on identity, careers, and adaptability and could serve as an agenda for future research. Finally, we prov...
Oxford Handbooks Online, 2012
This chapter focuses on the development of person-organization (PO) fit during newcomers’ sociali... more This chapter focuses on the development of person-organization (PO) fit during newcomers’ socialization, and their PO fit after this period. We present a review of socialization research that has examined newcomers’ PO fit before, during, and after socialization took place. We also discuss the nature of possible changes in PO fit during socialization and the causes of these changes—changes in the organization, the person, or both. We conclude this chapter with an agenda for future research, in which we propose four themes that need further examination: (a) the causes and consequences of poor PO fit, (b) changes over time in newcomers’ PO fit perceptions, (c) the sources of these perceptions, and (d) possible interaction effects of different forms of fit.
The Journal of Creative Behavior, 2010
Intelligence and creativity are accounted for in terms of two different mental operations referre... more Intelligence and creativity are accounted for in terms of two different mental operations referred to as ‘convergent thinking’ and ‘divergent thinking’, respectively. Nevertheless, psychometric evidence on the relationship between intelligence and creativity has been controversial. To clarify their relationship, we characterized the relationship between diverse components of intelligence and creativity through the administration of psychometric tests on a large sample (WAIS, RPM, and TTCT‐figural: n = 215; TTCT‐verbal: n = 137). The general intelligence factor (g) score showed significant correlations with both TTCT‐figural and TTCT‐verbal scores. However, sub‐dimensional analysis demonstrated that their association was attributable to the specific components of both TTCTs (TTCT‐figural: ness of Titles, Elaboration, and Resistance to Premature Closure; TTCT‐verbal: Flexibility) rather than to their common components (Fluency and Originality). Among the intelligence sub‐dimensions, c...
Journal of Organizational Behavior, 2012
SummaryThis special issue presents five papers, four empirical and one conceptual, on how people ... more SummaryThis special issue presents five papers, four empirical and one conceptual, on how people deal with different forms and stages of economic stress. Three manuscripts address coping with job insecurity in one's regular job or in the context of self‐employment. These papers focus on the multidimensional nature and the development of insecurity over time, personal and social resources, along with organizational interventions that are helpful in minimizing the aversive effects of insecurity. The remaining two papers address respondents' coping with unemployment and factors that may either motivate people to seek help and search for reemployment or that turn unemployed workers into discouraged workers who are giving up in the face of their dire situation. Copyright © 2012 John Wiley & Sons, Ltd.
Journal of Managerial Psychology, 2009
PurposeThe purpose of this paper is to examine: gender differences in the choice to perform chall... more PurposeThe purpose of this paper is to examine: gender differences in the choice to perform challenging tasks, gender differences in the actual performance of challenging tasks, and the impact of challenging experiences on supervisors' evaluations of individuals' potential for career advancement.Design/methodology/approachIn study 1, a sample of 158 students participated in a laboratory study that examined gender differences in choosing to perform challenging tasks in a situation that stressed individual performance. In study 2, a sample of 93 interns completed questionnaires in which the authors measured their challenging job experiences. Interns' supervisors evaluated interns' potential for career advancement.FindingsIn an achievement situation, women chose to perform fewer challenging tasks than men (study 1). During their internships, females had fewer challenging job experiences than males (study 2). Having challenging experiences was positively related to super...
Journal of Applied Social Psychology, 1992
This field study focused on the influence of sex stereotypes in the evaluation of male (N=38) and... more This field study focused on the influence of sex stereotypes in the evaluation of male (N=38) and female (N=21) job applicants in the Netherlands. The employee selection process for higher‐level technical and academic jobs in real life situations was studied, with special attention to the assessment of applicants by members of selection committees. It was demonstrated that, according to the job interviewers, the ideal applicant had more masculine than feminine traits. Males and females were regarded as having the same qualifications for the job, but because male applicants were assessed as having more masculine characteristics and female applicants more feminine characteristics, the male applicants were accepted more often. The job interviewers acted according to a fit model: The applicant most similar in traits to the ideal applicant was hired for each job.
Journal of Applied Social Psychology, 1999
... Evi-dence of anxiety, fatigue, or depression during task performance may diminish inferred ..... more ... Evi-dence of anxiety, fatigue, or depression during task performance may diminish inferred ... The structural equation model specifies the causal relationships among the latent variables and ... sented in Table 2. As was mentioned previously, the correlation between managerial self ...
International Journal of Selection and Assessment, 2013
Despite the vast amount of applicant reactions studies, few have examined combined effects of sel... more Despite the vast amount of applicant reactions studies, few have examined combined effects of selection outcomes with perceived procedural and distributive fairness on both personal and organizational reactions. Further, most have been conducted in laboratory settings, limiting external validity. The present study examined these effects with a longitudinal design, measuring actual applicants' well‐being and organizational attractiveness preinterview and postoutcome. As expected, several interactions between outcomes and fairness were found. Applicants who were hired reported both highest well‐being and organizational attractiveness when they perceived the outcome as fair. In contrast, applicants who were rejected reported highest well‐being when they thought the outcome was unfair. Selection outcome and procedural fairness interacted for organizational attractiveness, with higher procedural fairness leading to higher attractiveness for rejected applicants.
International Journal of Selection and Assessment, 2013
International Journal of Selection and Assessment, 2011
Group Processes & Intergroup Relations, 2004
In a laboratory experiment, three-person interactive and three-person nominal groups of college s... more In a laboratory experiment, three-person interactive and three-person nominal groups of college students brainstormed without externally imposed time constraints. All groups were homogeneous with regard to gender. Half of the participants were instructed to continue brainstorming until they ran out of ideas (expectancy stop rule), whereas the other half were instructed to continue until they were satisfied with their performance (satisfaction stop rule). We found that interactive groups were more persistent than nominal groups in both of the stop rule conditions and thereby compensated for their usual productivity loss. We also found, as predicted, that women were more persistent in the satisfaction stop rule condition, whereas men were more persistent in the expectancy stop rule condition. This effect may be due to gender differences in self-evaluations.
Group & Organization Management, 2011
This study examines employees’ challenging assignments as manageable means to reduce turnover int... more This study examines employees’ challenging assignments as manageable means to reduce turnover intentions, job search behaviors, and voluntary turnover. Results indicate that challenging assignments are negatively related to turnover intentions and job search behaviors and that these relationships are mediated by on-the-job learning. Moreover, results show that an increase in challenging assignments over time is negatively related to voluntary employee turnover, when controlling for employees’ initial turnover intentions and job search behaviors. A decrease in challenging assignments is positively related to voluntary turnover, when controlling for employees’ initial turnover intentions and job search behaviors. These results suggest that challenging assignments may be a valuable tool for managers and their organizations to lower voluntary employee turnover.
Gender, Work & Organization, 1996
This study focuses on existing gender differences within management and within vertical career mo... more This study focuses on existing gender differences within management and within vertical career mobility. Some theoretical explanations of these differences are discussed, with behaviour and motivation theories as the base for the present study. The influence of different variables, such as outcome expectancies, perceived self‐efficacy, subjective norm, work‐role salience and perceived motivating job characteristics are examined.Data were gathered in two separate organizations. It was hypothesized that the motivation for a managerial job is less for females than males, which can be explained by the variables under study. In both studies perceived self‐efficacy was the most important predictor of intention to assume a managerial job. Multiple regression analysis revealed significant relationships among the different variables of the theoretical model and the strengths of these relationships. In one of the two organizations, men showed a greater disposition to a managerial job, and the...
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Papers by Annelies van Vianen