Papers by Annelies Van Vianen
Gedrag & Organisatie, 2016
Dit longitudinale onderzoek in een overheidsorganisatie richtte zich op (1) onderwerpen waarover ... more Dit longitudinale onderzoek in een overheidsorganisatie richtte zich op (1) onderwerpen waarover leidinggevenden en (oudere) medewerkers in een functioneringsgesprek spraken voorafgaande aan een reorganisatie, en (2) hun werkbeleving na de reorganisatie. Medewerkers (N = 402) rapporteerden op T1 hun impliciete overtuigingen en ervaren ontwikkelstimulans van de leidinggevende en op T1 en T2 hun leerervaringen en leer- en ontwikkelbereidheid. Op T2 rapporteerden zij over de inhoud van het functioneringsgesprek en of zij een werkverandering hadden ondergaan. Met oudere medewerkers en vooral degenen met gefixeerde overtuigingen werd minder over leren en ontwikkeling gesproken dan met jongere medewerkers. Medewerkers die ontwikkelingsstimulans ervoeren, bespraken deze onderwerpen ook vaker dan degenen die geen ontwikkelstimulans ervoeren. Medewerkers die een ontwikkelgericht functioneringsgesprek hadden gevoerd, waren meer ontwikkelbereid op T2 in vergelijking tot T1. Medewerkers die tij...
Gedrag & Organisatie, 2020
Werknemers hebben in toenemende mate behoefte aan coaching in hun werk en loopbaan. Zij komen voo... more Werknemers hebben in toenemende mate behoefte aan coaching in hun werk en loopbaan. Zij komen vooral met vragen over werk-privébalans, stress of burn-out, zelfontplooiing en keuzes in de loopbaan. De vraag naar coaching lijkt vooralsnog niet samen te hangen met een falende werkomgeving maar eerder met de wens van werknemers om hun persoonlijke bronnen te ontwikkelen en te versterken. Onderzoek laat zien dat coaching effectief is, maar ook dat er meer en vooral beter onderzoek nodig is om die effectiviteit overtuigend aan te tonen. Wat er tijdens de coaching precies gebeurt, is nog een black box. Zowel de kwaliteit van de coach-coachee-werkrelatie als de door coaches gebruikte tests en methoden zullen van invloed zijn op de effectiviteit van coaching. Meer onderzoek is nodig naar de coach-coachee fit en of deze de kwaliteit van de werkrelatie en de effectiviteit van coaching beïnvloedt. Coaches gebruiken tests en methoden die theoretisch zijn gefundeerd en – binnen andere domeinen – ...
Academy of Management Journal, 2004
This study examined the impact of surface-and deep-level cultural differences on the cross-cultur... more This study examined the impact of surface-and deep-level cultural differences on the cross-cultural adjustment of expatriates. Surface-level differences concern easily visible dissimilarities between home and host countries, and deep-level differences refer to dissimilarities in basic values. Overall, results indicated that surface-level cultural differences were most strongly related to general adjustment. Deep-level cultural differences regarding the "self-transcendence" value dimension were related to work and interaction adjustment. The boundaries of today's business world are increasingly global (Javidan & House, 2002). Many companies have increased their numbers of employees on international assignments (Gupta & Govindarajan, 2000). It is estimated that multinational corporations employ over 1.3 million expatriates from the United States alone (Shepard, 1997). Despite this staggering number, research suggests that poor cross-cultural adjustment often results in dissatisfaction and suboptimal performance among these employees (Kraimer, Wayne, & Jaworski, 2001; Shaffer & Harrison, 1998). In general, employees choose to work in settings where they experience a good fit on important characteristics such as values and goals (Schneider, Goldstein, & Smith, 1995). Expatriate employees, however, often accept international assignments knowing that they will be confronted with work and life conditions that do not match the ones in their home countries. Moreover, they know in advance that they will have to collaborate with local residents who may have values and habits that differ from their own. In contrast to most employees, expatriates may expect a certain degree of misfit with their assignments. Research has supported a positive relationship between expatriates' adjustment to their international assignments and the similarity of their home and host cultures. This association has been studied predominantly at a surface level on factors such as climate and living conditions (e.g., Black & Gre
Psychological Science, 2011
Although narcissistic individuals are generally perceived as arrogant and overly dominant, they a... more Although narcissistic individuals are generally perceived as arrogant and overly dominant, they are particularly skilled at radiating an image of a prototypically effective leader. As a result, they tend to emerge as leaders in group settings. Despite people’s positive perceptions of narcissists as leaders, it was previously unknown if and how leaders’ narcissism is related to the performance of the people they lead. In this study, we used a hidden-profile paradigm to investigate this question and found evidence for discordance between the positive image of narcissists as leaders and the reality of group performance. We hypothesized and found that although narcissistic leaders are perceived as effective because of their displays of authority, a leader’s narcissism actually inhibits information exchange between group members and thereby negatively affects group performance. Our findings thus indicate that perceptions and reality can be at odds and have important practical and theoret...
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.
Gedrag & Organisatie, 2018
Uitdagende werkafspraken, over bijvoorbeeld ontwikkeltaken of opleidingen, spelen een rol bij de ... more Uitdagende werkafspraken, over bijvoorbeeld ontwikkeltaken of opleidingen, spelen een rol bij de loopbaanontwikkeling van medewerkers. Wanneer een leidinggevende en medewerkers uitdagende werkafspraken met elkaar maken, kunnen medewerkers laten zien dat zij meer in hun mars hebben. Dit kan het oordeel van de leidinggevende over doorgroeipotentieel positief beïnvloeden. In dit artikel presenteren we bevindingen van een studie naar de gevolgen van uitdagende werkafspraken voor het doorgroeipotentieel van medewerkers, zoals beoordeeld door leidinggevenden. We onderzochten in hoeverre uitdagende werkafspraken afhankelijk zijn van prestatie- en potentieelbeoordelingen door leidinggevenden en van het prestatietemperament van medewerkers. Ook onderzochten we of er mogelijk sprake is van een Pygmalion-effect waarbij medewerkers met een positieve potentieelbeoordeling in gesprek met hun leidinggevende meer uitdagende werkafspraken maken, waardoor hun leidinggevende in de toekomst een nog pos...
Journal of Applied Social Psychology, 2014
We examined the impact of induced goal orientation on individuals' positive-and negative-activati... more We examined the impact of induced goal orientation on individuals' positive-and negative-activating mood when taking part in high-or low-challenging assignments. Results indicated that performing a low-challenging assignment leads to a higher positive-activating mood with a performance-approach orientation than with a mastery approach, or no goal orientation. In contrast, conducting a highchallenging assignment leads to a higher positive-activating mood with a mastery approach than with a performance approach, or no goal orientation. These findings suggest that high-challenging assignments are best instructed with a focus on learning whereas low-challenging assignments are best instructed with a focus on superior performance.
Iedereen een i-deal? Onderzoek naar dialoog en i-deals bij UMC’s en ING
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.
International Journal of Cardiology, 2015
Background/objectives: Job stress is a predictor of cardiovascular disease incidence and mortalit... more Background/objectives: Job stress is a predictor of cardiovascular disease incidence and mortality and the metabolic syndrome (MetS) represents one of the key pathways potentially underlying those associations. Effort-reward imbalance (ERI) represents one of the most influential theoretical work stress models, but evidence on its relationship with MetS remains sparse and with only limited generalizability. We therefore aimed to determine this association in a large occupational sample with different occupational groups. Methods: The present study used cross-sectional data from an industrial sample in Germany (n = 4141). ERI was assessed by a validated 10-item questionnaire. MetS was defined according to a joined interim statement of six expert associations involved with MetS, stating that three out of five risk factors (raised blood pressure, elevated triglycerides, low high density lipoprotein, raised fasting glucose and central obesity) qualify a patient for MetS. Multivariable associations of ERI, and its subcomponents "effort" and "reward", with MetS were estimated by logistic regression-based multivariate odds ratios (ORs) with 95% confidence intervals (CIs). Results: ERI (continuous z-score) was positively associated with MetS (zERI: OR = 1.14, 95% CI = 1.03-1.26). The association was more prominent in males (zERI: OR 1.20, 95% CI = 1.07-1.33) and in younger employees (age 18-49 zERI: OR = 1.24, 95% CI = 1.09-1.40). Analysis of the ERI subcomponents yielded weak associations of both effort (zEffort: OR = 1.12, 95% CI = 1.00-1.25) and reward (zReward: OR = 0.92, 95% CI = 0.84-1.00) with MetS. Conclusions: ERI is associated with increased occurrence of MetS, in particular among younger men. Further longitudinal studies are needed to determine the temporal relation of these associations.
Journal of Vocational Behavior, 2009
and the United States. The Vrije Universiteit Brussel (Belgium) supported and hosted this group t... more and the United States. The Vrije Universiteit Brussel (Belgium) supported and hosted this group that has met regularly for three years to devise new approaches to career intervention. In the beginning, much discussion was required to achieve common understandings and to formulate mutual goals. Initially, we needed to negotiate a common set of concepts and definitions and then enunciate a joint epistemic position. To concretize this process, we set as a first goal jointly writing the present position paper to structure and support our common work.
Group & Organization Management, 2009
Challenging experiences are considered important for career development, and previous studies hav... more Challenging experiences are considered important for career development, and previous studies have suggested that women have fewer o f those experiences in their jobs than men have. However, the nature and possible determinants of this gender gap in job challenge have hardly been empirically studied. In the present study, the authors examine (a) gender differences in individuals’ choice to perform challenging tasks and (b) gender differences in the allocation of challenging tasks in opposite-sex dyads. Results show that the men and women in the sample did not differ in their individual choice to perform challenging tasks, but after task allocation in opposite-sex dyads men ended up with more of the challenging tasks, whereas women ended up with more of the nonchallenging tasks. The authors discuss the possible consequences of these results for women’s career development.
European Journal of Work and Organizational Psychology, 2004
This article may be used for research, teaching, and private study purposes. Any substantial or s... more This article may be used for research, teaching, and private study purposes. Any substantial or systematic reproduction, redistribution, reselling, loan, sublicensing, systematic supply, or distribution in any form to anyone is expressly forbidden. The publisher does not give any warranty express or implied or make any representation that the contents will be complete or accurate or up to date. The accuracy of any instructions, formulae, and drug doses should be independently verified with primary sources. The publisher shall not be liable for any loss, actions, claims, proceedings, demand, or costs or damages whatsoever or howsoever caused arising directly or indirectly in connection with or arising out of the use of this material.
The Career Development Quarterly, 2009
Today, young adults are expected to decide between educational, vocational, and job options and t... more Today, young adults are expected to decide between educational, vocational, and job options and to make the best choice possible. Career literatures emphasize the importance of young adults' career decision making but also acknowledge the problems related to making these decisions. The authors argue that career counselors could support clients' intuitive processing of career information and help their clients to develop a positive and flexible view of the self and the environment while diminishing concerns about accountability for and irreversibility of career decisions. The authors argue that career adaptability rather than decision making should become the focal concept of career theory and practice.
Basic and Applied Social Psychology, 2008
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.
Journal of Organizational Behavior, Oct 10, 2010
The present study simultaneously examined people's perceptions of person-organization (PO) and pe... more The present study simultaneously examined people's perceptions of person-organization (PO) and personsupervisor (PS) fit and related these perceptions to employees' commitments. Three-hundred-and-sixty employee-supervisor dyads from Taiwanese organizations reported about their PO fit and PS fit perceptions. In addition, supervisors reported about their perceptions of fit and guanxi with each of their employees. Results indicated that PO and PS fit perceptions both had an independent and additive relationship with organizational commitment. The link between employee PS fit perceptions and organizational commitment was mediated by commitment to the supervisor. Both employee and supervisor fit perceptions contributed to commitment to the supervisor through their influence on the quality of the leader-member exchange (LMX). Guanxi could not explain additional variance in LMX and supervisor commitment. Implications for theory and practices regarding person-environment fit, commitment, and LMX are discussed. The study findings offered suggestions for a new Theory of Multiple Fits.
Career Success: Employability and the Quality of Work Experiences
The changing labour market and unpredictability of careers necessitate employees to adopt non-tra... more The changing labour market and unpredictability of careers necessitate employees to adopt non-traditional norms of career success and assess their career in terms of employability. We propose that employees could promote their employability specifically through engagement in challenging work experiences. High quality jobs provide employees with these experiences, which stimulate learning and adaptability, affect employees’ interests, work attitudes, and competency perceptions, and increase their organisational power and promotability. Whether employees encounter challenge in their job may depend on their own initiatives. Research has shown that intrinsically motivated individuals who are mastery-oriented, and who are self-efficacious and proactive are more likely to involve in challenging tasks than their extrinsically motivated, performance-oriented, low efficacious, and passive counterparts. However, the challenging nature of jobs also depends on factors in the work environment su...
International Archives of Occupational and Environmental Health
Purpose Older workers are expected to suffer more from work changes than younger ones, but empiri... more Purpose Older workers are expected to suffer more from work changes than younger ones, but empirical evidence is lacking. Negative responses to work changes may result rather from maladaptive coping expectations. This study examined possible age differences in job and life satisfaction, and sleep disturbances, after work changes (voluntary and involuntary job changes, reorganizations) and the moderating role of maladaptive coping expectations. Methods Four biennial waves from the Swedish Longitudinal Occupational Survey of Health (SLOSH) including respondents who participated in all four waves (n = 3084). We used multilevel path analyses to estimate direct and moderated relationships between work changes and outcomes. Results Involuntary job changes were associated with lower job and life satisfaction and more sleep disturbances. Reorganizations were only associated with lower job satisfaction. Older employees were more satisfied with their jobs and lives than younger employees and ...
Journal of Vocational Behavior
This three-wave cross-cultural study tested a cross-cultural model that related adolescents' Regu... more This three-wave cross-cultural study tested a cross-cultural model that related adolescents' Regulatory Focus (RF) and Future Time Perspective on School and Professional Career (FTP) to their educational and career behaviors, and explored whether these relationships are equivalent across countries. Specifically, it addressed the challenging question whether adolescents' motivational orientations differ across countries with vastly different cultural values, socioeconomic circumstances and history. A total of 1520 adolescents in the Netherlands, Serbia, and Croatia reported their parents' and their own RF (promotion and prevention), FTP on school and professional career, investment in learning and homework, and career planning, on three time points. Teachers assessed adolescents' investment in learning and provided adolescents' GPA. Based on the multi-group structural equation modeling results, we found good model fits for each country and confirmation of most hypotheses. Results supported that the hypothesized model was cross-culturally valid in the three countries, although FTP related differently to GPA and teacher ratings across the samples. Also, we revealed intriguing differences on adolescents' FTP and RF strategies across the three countries. The findings suggest that FTP and RF play an important role in the learning efforts and career planning of adolescents across different countries.
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Papers by Annelies Van Vianen