TY - JOUR AU - Jong, J. de AU - Clinton, M. AU - Bal, M. AU - Heijden, B.I.J.M. van der PY - 2021 UR - https://hdl.handle.net/2066/227507 AB - In psychological contract research, the side of the supervisor is strongly underexposed. However, supervisors are responsible for maintaining relationships with both their subordinates and senior management and are likely to be influenced by events unfolding in these relationships. In this study, we state that supervisor well-being may be affected by subordinates who fail to meet their obligations. This study adds to psychological contract research by developing an understanding of how and when subordinate psychological contract breach (PCB) is associated with supervisor emotional exhaustion. Through a weekly diary survey among 56 Dutch supervisors, we test hypotheses about the relationships between subordinate PCB and the emotional exhaustion of the supervisor, the mediating role of perceptions of performance pressure by the supervisor in this relationship, and the moderating role of i-deals between the supervisor and senior management. Multilevel analyses support the first two hypotheses, but contradictory to our expectations show that the positive association between subordinate PCB and the emotional exhaustion of the supervisor is strengthened when the supervisor has high levels of i-deals with senior management. We discuss the findings in relation to their contribution to psychological contract theory. TI - Caught in the middle: How and when psychological contract breach by subordinates relates to weekly emotional exhaustion of supervisors SN - 1664-1078 JF - Frontiers in Psychology VL - vol. 11 DO - https://doi.org/10.3389/fpsyg.2020.464774 ER - TY - JOUR AU - Jong, J. de AU - Clinton, M. AU - Bal, M. AU - Heijden, B.I.J.M. van der PY - 2021 UR - https://hdl.handle.net/2066/227832 TI - Caught in the middle: How and when psychological contract breach by subordinates relates to weekly emotional exhaustion of supervisors. SN - 1664-1078 JF - Frontiers in Psychology VL - vol. 11 N1 - 13 januari 2021 DO - https://doi.org/10.3389/fpsyg.2020.464774 ER - TY - JOUR AU - Lange, A.H. de AU - Heijden, B.I.J.M. van der AU - Vuuren, T. van AU - Furunes, T. AU - Lange, C de AU - Dikkers, J. PY - 2021 UR - https://hdl.handle.net/2066/227909 TI - Employable as we age? A systematic review of relationships between age operationalizations and employability SN - 1664-1078 JF - Frontiers in Psychology DO - https://doi.org/10.3389/fpsyg.2020.605684 ER - TY - JOUR AU - Heijden, B.I.J.M. van der AU - Houkes, I. AU - Van den Broeck, A. AU - Czabanowska, K. PY - 2020 UR - https://hdl.handle.net/2066/217307 TI - “I just can’t take it anymore”: How Specific Work Characteristics Impact Younger versus Older Nurses’ Health, Satisfaction, and Commitment. SN - 1664-1078 JF - Frontiers in Psychology VL - vol. 11 DO - https://doi.org/10.3389/fpsyg.2020.00762 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/217307/217307.pdf?sequence=1 ER - TY - JOUR AU - Dorssen-Boog, Pauline van AU - Jong, J.P. de AU - Veld, Monique AU - Vuuren, Tinka Van PY - 2020 UR - https://hdl.handle.net/2066/221411 AB - Due to the high workload, working within the healthcare industry can be quite demanding. This often results in high rates of absenteeism, unfulfilled vacancies, and voluntary turnover among healthcare workers. We expect that job autonomy is an important resource for work engagement and health of healthcare workers because it satisfies the basic need for autonomy. However, we propose that this relationship between job autonomy and work engagement and health can be explained by self-leadership. Self-leading individuals take initiative and responsibility and are assumed to use self-influencing strategies (e.g., goal setting, self-observation, creating natural rewards) as a way to improve motivation and general well-being. Employees from two healthcare organizations (N = 224 and N = 113) completed a questionnaire containing measures of job autonomy, work engagement, general health, and self-leadership. The hypothesized model was tested using a series of regressions, and the results confirmed the indirect relationships between job autonomy and work engagement and general health, respectively, through natural rewards strategies. The behavior-focused and cognitive self-leadership strategies were, as mediator, marginally significant: positively for work engagement and negatively for general health. Self-leadership behavior was not related with work engagement and general health. Implications of the findings for theory and practice on healthy healthcare workers are discussed. TI - Self-Leadership Among Healthcare Workers: A Mediator for the Effects of Job Autonomy on Work Engagement and Health SN - 1664-1078 JF - Frontiers in Psychology VL - vol. 11 DO - https://doi.org/10.3389/fpsyg.2020.01420 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/221411/221411.pdf?sequence=1 ER - TY - JOUR AU - Lange, Annet H. de AU - Pak, Karen AU - Osagie, Eghe AU - Dam, Karen van AU - Christensen, Marit AU - Furunes, Trude AU - Lovseth, Lise Tevik AU - Detaille, Sarah PY - 2020 UR - https://hdl.handle.net/2066/221406 TI - An Open Time Perspective and Social Support to Sustain in Healthcare Work: Results of a Two-Wave Complete Panel Study SN - 1664-1078 JF - Frontiers in Psychology VL - vol. 11 DO - https://doi.org/10.3389/fpsyg.2020.01308 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/221406/221406.pdf?sequence=1 ER - TY - JOUR AU - Heijden, B.I.J.M. van der AU - Kruyen, P.M. AU - Notelaers, G. PY - 2020 UR - https://hdl.handle.net/2066/227089 AB - The purpose of this paper is to investigate the effect of intra-organizational networking on individual task performance, via employability. Moreover, this study also examines whether this relationship differs for younger (<40 years) versus older employees (≥40 years). A self-report questionnaire was distributed among a sample of employees working in a range of different types of organizations (n = 374). We conclude that employability fully mediates the relationship between intra-organizational networking and individual task performance. However, this mediation effect did not vary between younger and older employees. This study extends past research by applying a human capital perspective (in particular, social capital) and life-span development frameworks for explaining employability and task performance enhancement across one’s working life. It provides useful insights for stimulating career development and individual performance growth, by means of social capital, herewith increasing the individual employee’s chance to survive in nowadays’ labor markets. TI - The Importance of Intra-Organizational Networking for Younger versus Older Workers: Examining a Multi-Group Mediation Model of Individual Task Performance Enhancement SN - 1664-1078 JF - Frontiers in Psychology VL - vol. 11 DO - https://doi.org/10.3389/fpsyg.2020.606383 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/227089/227089.pdf?sequence=1 ER - TY - JOUR AU - Peters, Pascale AU - Heijden, Beatrice I.J.M. Van der AU - Spurk, D. AU - Vos, A de AU - Klaassen, R. PY - 2019 UR - https://hdl.handle.net/2066/201522 TI - Please Don't Look at Me That Way. An Empirical Study Into the Effects o Age-Based (Meta-)Stereotyping on Employability Enhancement Among Older Supermarket Workers SN - 1664-1078 JF - Frontiers in Psychology VL - vol. 10 DO - https://doi.org/10.3389/fpsyg.2019.00249 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/201522/201522.pdf?sequence=1 ER - TY - JOUR AU - Dordoni, P. AU - Kraus-Hoogeveen, Sascha AU - Heijden, Beatrice I.J.M. Van der AU - Peters, Pascale AU - Setti, Ilaria AU - Fiabane, Elena PY - 2019 UR - https://hdl.handle.net/2066/203777 TI - Live to Work or Work to Live? An Age-Moderated Mediation Model on the Simultaneous Mechanisms Prompted by Workaholism Among Healthcare Professionals SN - 1664-1078 JF - Frontiers in Psychology VL - vol. 10 DO - https://doi.org/10.3389/fpsyg.2019.00868 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/203777/203777.pdf?sequence=1 ER - TY - JOUR AU - Jacobs, Sofie AU - Vos, A. de AU - Stuer, D. AU - Heijden, B.I.J.M. van der PY - 2019 UR - https://hdl.handle.net/2066/207731 TI - "Knowing Me, Knowing You" the Importance of Networking for Freelancers' Careers: Examining the Mediating Role of Need for Relatedness Fulfillment and Employability-Enhancing Competencies EP - 14 SN - 1664-1078 SP - 1 JF - Frontiers in Psychology VL - vol. 10 DO - https://doi.org/10.3389/fpsyg.2019.02055 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/207731/207731.pdf?sequence=1 ER - TY - JOUR AU - Blanc, P.M. Le AU - Peeters, Maria C. W. AU - Heijden, Beatrice I.J.M. van der AU - Zyl, Llewellyn E. van PY - 2019 UR - https://hdl.handle.net/2066/207750 TI - To Leave or Not to Leave? A Multi-Sample Study on Individual, Job-Related, and Organizational Antecedents of Employability and Retirement Intentions SN - 1664-1078 JF - Frontiers in Psychology VL - vol. 10 DO - https://doi.org/10.3389/fpsyg.2019.02057 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/207750/207750.pdf?sequence=1 ER - TY - JOUR AU - Veth, K.N. AU - Korzilius, H.P.L.M. AU - Heijden, B.I.J.M. van der AU - Emans, B.J.M. AU - Lange, A.H. de PY - 2019 UR - https://hdl.handle.net/2066/208911 TI - Understanding the contribution of HRM bundles for employee outcomes across the life-span SN - 1664-1078 JF - Frontiers in Psychology VL - vol. 10 DO - https://doi.org/10.3389/fpsyg.2019.02518 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/208911/208911.pdf?sequence=1 ER - TY - JOUR AU - Akkermans, Jos AU - Paradnike, Kristina AU - Heijden, Beatrice I.J.M. Van der AU - Vos, A. de PY - 2018 UR - https://hdl.handle.net/2066/195546 TI - The Best of Both Worlds: The Role of Career Adaptability and Career Competencies in Students' Well-Being and Performance SN - 1664-1078 JF - Frontiers in Psychology VL - vol. 9 DO - https://doi.org/10.3389/fpsyg.2018.01678 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/195546/195546.pdf?sequence=1 ER - TY - JOUR AU - Heijde, C.M. van der AU - Heijden, Beatrice I.J.M. Van der AU - Scholarios, D. AU - Bozionelos, N. AU - Mikkelsen, A. AU - Epitropaki, O. AU - Jedrzejowicz, P. AU - Looise, Jan C. PY - 2018 UR - https://hdl.handle.net/2066/199486 TI - Learning Climate Perceptions as a Determinant of Employability: An Empirical Study Among European ICT Professionals SN - 1664-1078 JF - Frontiers in Psychology VL - vol. 9 DO - https://doi.org/10.3389/fpsyg.2018.02471 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/199486/199486.pdf?sequence=1 ER - TY - JOUR AU - Notelaers, G. AU - Heijden, B.I.J.M. van der AU - Guenter, H. AU - Nielsen, M.B. AU - Einarsen, S.V. PY - 2018 UR - https://hdl.handle.net/2066/200674 TI - Do Interpersonal Conflict, Aggression and Bullying at the Workplace Overlap? A Latent Class Modeling Approach SN - 1664-1078 JF - Frontiers in Psychology VL - vol. 9 DO - https://doi.org/10.3389/fpsyg.2018.01743 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/200674/200674.pdf?sequence=1 ER - TY - JOUR AU - Veth, K.N. AU - Heijden, B.I.J.M. van der AU - Korzilius, H.P.L.M. AU - Lange, A.H. de AU - Emans, B.J.M. PY - 2018 UR - https://hdl.handle.net/2066/191701 TI - Bridge over an Aging Population: Examining Longitudinal Relations among Human Resource Management, Social Support, and Employee Outcomes among Bridge Workers SN - 1664-1078 JF - Frontiers in Psychology VL - vol. 9 DO - https://doi.org/10.3389/fpsyg.2018.00574 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/191701/191701.pdf?sequence=1 ER - TY - JOUR AU - Bakel, H.J.A. van AU - Engen, M.L. van AU - Peters, P. PY - 2018 UR - https://hdl.handle.net/2066/191819 TI - Validity of the Parental Burnout Inventory Among Dutch Employees SN - 1664-1078 JF - Frontiers in Psychology VL - vol. 9 DO - https://doi.org/10.3389/fpsyg.2018.00697 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/191819/191819.pdf?sequence=1 ER - TY - JOUR AU - Dordoni, P. AU - Heijden, B.I.J.M. van der AU - Peters, P. AU - Kraus-Hoogeveen, S.I. AU - Argentero, P. AU - Kraus-Hoogeveen, S. PY - 2017 UR - https://hdl.handle.net/2066/177792 AB - In European nations, the aging of the workforce is a major issue which is increasingly addressed both in national and organizational policies in order to sustain older workers' employability and to encourage longer working lives. Particularly older workers' employability can be viewed an important issue as this has the potential to motivate them for their work and change their intention to retire. Based on lifespan development theories and Van der Heijden's ‘employability enhancement model’, this paper develops and tests an age-moderated mediation model (which refers to the processes that we want to test in this model), linking older workers' (55 years old and over) perceptions of job support for learning (job-related factor) and perceptions of negative age stereotypes on productivity (organizational factor), on the one hand, and their intention to retire, on the other hand, via their participation in employability enhancing activities, being the mediator in our model. A total of 2,082 workers aged 55 years and above were included in the analyses. Results revealed that the two proposed relationships between the predictors and intention to retire were mediated by participation in employability enhancing activities, reflecting two mechanisms through which work context affects intention to retire (namely ‘a gain spiral and a loss spiral’). Multi-Group SEM analyses, distinguishing between two age groups (55–60 and 61–65 years old), revealed different paths for the two distinguished groups of older workers. Employability mediated the relationship between perceptions of job support for learning and intention to retire in both age groups, whereas it only mediated the relationship between perceptions of negative age stereotypes and intention to retire in the 55–60 group. From our empirical study, we may conclude that employability is an important factor in the light of older workers' intention to retire. In order to motivate this category of workers to participate in employability enhancing activities and to work longer, negative age stereotypes need to be combated. In addition, creating job support for learning over the lifespan is also an important HR practice to be implemented in nowadays' working life. TI - Keep Up the Good Work! Age-Moderated Mediation Model on Intention to Retire TI - Keep up the good work! Age-moderated mediation model on intention to retire EP - 12 SN - 1664-1078 IS - iss. 1717 SP - 1 JF - Frontiers in Psychology VL - vol. 8 PS - 12 p. DO - https://doi.org/10.3389/fpsyg.2017.01717 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/177792/177792.pdf?sequence=1 ER - TY - JOUR AU - Blanc, P.M. le AU - Heijden, B.I.J.M. van der AU - Vuuren, T. van AU - LeBlanc, P.M. PY - 2017 UR - https://hdl.handle.net/2066/179240 AB - Though the importance of sustainable employability throughout people's working life is undisputed, up till now only one attempt for a conceptual definition has been made (van der Klink et al., 2016). Following the suggestions to further refine and improve this definition recently put forward by Fleuren et al. (2016), we propose an approach to sustainable employability that is based on the Ability-Motivation-Opportunity (AMO) framework, and incorporates three indicators: the ability, the motivation, and the opportunity to continue working, respectively. As sustainable employability is considered to be an important aspect of successful aging at work, this study used four different conceptualizations of aging at work to set up convergent and divergent validity of our operationalization of sustainable employability: calendar age, organizational age (job and organizational tenure), functional age (work ability), and life-span age (partner and children). We formulated several hypotheses that were tested by analyzing data from an online survey among 180 employees from Dutch public service organizations who filled out a questionnaire on different age concepts, and their ability, motivation, and opportunity to continue working. Multiple regression analyses were performed, and results showed that the four conceptualizations of aging were differently related to the three indicators of sustainable employability. Life-span age, in terms of having children, had the strongest negative relationship with the ability to continue working, organizational age (i.e., organizational tenure) had the strongest negative relationship with the motivation to continue working, and functional age had the strongest negative relationship with the opportunity to continue working. Moreover, functional age was significantly negatively related to the other two indicators of sustainable employability too, while life-span age appeared to enhance the ability and motivation to continue working (in terms of having children) and the perceived opportunity to continue working (in terms of having a partner). Calendar age was only important for the opportunity to continue working and appeared to have a negative association with this outcome variable. These results lend support to our proposed operationalization of sustainable employability by showing that the three indicators are differently related to different age conceptualizations thus expanding previous research on the conceptualization of sustainable employability. TI - “I WILL SURVIVE” A Construct Validation Study on the Measurement of Sustainable Employability Using Different Age Conceptualizations EP - 12 SN - 1664-1078 IS - art. #1690 SP - 1 JF - Frontiers in Psychology VL - vol. 8 PS - 12 p. DO - https://doi.org/10.3389/fpsyg.2017.01690 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/179240/179240.pdf?sequence=1 ER - TY - JOUR AU - Davies, E.M.M. AU - Heijden, B.I.J.M. van der AU - Flynn, M. PY - 2017 UR - https://hdl.handle.net/2066/173467 AB - In the contemporary workplace, insight into retirement behaviors is of crucial importance. Previous empirical evidence has found mixed results regarding the relationship between work attitudes, such as job satisfaction, and retirement behaviors, suggesting that further scholarly examination incorporating moderating and mediating variables into retirement models is needed. Drawing on comparative models of attitude to retirement, we hypothesized a direct relationship between job satisfaction and intended retirement age for workers with a high household income and an indirect relationship between job satisfaction and intended retirement age, via retirement attitude, for workers with a low or mean household income. We collected data from a sample of 590 United Kingdom workers aged 50+. Using conditional process analysis, we found that the underlying mechanisms in our research model differ according to socio-economic status. We found no direct effect between job satisfaction and intended retirement age. However, an indirect effect was observed between job satisfaction and intended retirement age, via retirement attitude, for both low- and mean-household income individuals. Specifically, the relationship between job satisfaction and retirement attitude differed according to socio-economic group: for high-household income older workers, there was no relationship between job satisfaction and retirement attitude. However, for low- and mean-household income older workers, we observed a negative relationship between job satisfaction and retirement attitude. Otherwise stated, increases in job satisfaction for mean and low household income workers are likely to make the prospect of retirement less attractive. Therefore, we argue that utmost care must be taken around the conditions under which lower income employees will continue their work when getting older in order to protect their sustainable employability. TI - Job Satisfaction, Retirement Attitude and Intended Retirement Age: A Conditional Process Analysis across Workers’ Level of Household Income EP - 13 SN - 1664-1078 SP - 1 JF - Frontiers in Psychology VL - vol. 8 DO - https://doi.org/10.3389/fpsyg.2017.00891 L1 - https://repository.ubn.ru.nl/bitstream/handle/2066/173467/173467.pdf?sequence=1 ER -