Marc Van Veldhoven
Datos Biográficos
| ID | 2333282 |
|---|---|
| NOMBRE | Marc Van Veldhoven |
| NOMBRES | Marc |
| APELLIDO | Van Veldhoven |
| FIRMA | VAN VELDHOVEN M |
| AFILIACIONES | Tilburg University |
| ORCID | 0000-0001-5762-7945 |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 16 |
| TOTAL DE CITAS | 50 |
| TOTAL COMO AUTOR | 15 |
| TOTAL COMO EDITOR | 1 |
| PRIMER AÑO DE PUBLICACIÓN | 2007 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2023 |
| ÍNDICE H | 4 |
Successful ageing at work
In order to age successfully at work, people need to maintain or improve their work ability and motivation to work. This implies a process that develops over time and can differ substantially between individuals. This study investigated whether different trajectories of perceived work ability and motivation to work can be distinguished between older employees over time and to what extent job demands and job resources are predictive of these diffe…
Curvilinear Relationships Between Age and Job Performance and the Role of Job Complexity
Despite suggestions that work performance varies with age, the empirical evidence is inconclusive and contradictory. Possible reasons for this are the lack of differentiation between different types of performance and a naive assumption of a negative linear relationship between age and task performance across the working lifespan. With this study we question and revisit these expectations. We take a lifespan perspective to explore differential an…
Six Key Advantages and Disadvantages of Working from Home in Europe during Covid-19
The number of people working from home (WFH) increased radically during the coronavirus (COVID-19) pandemic. The purpose of this study was therefore to investigate people’s experiences of WFH during the pandemic and to identify the main factors of advantages and disadvantages of WFH. Data from 29 European countries on the experiences of knowledge workers (N = 5748) WFH during the early stages of lockdown (11 March to 8 May 2020) were collected. A…
Longitudinal associations of psychological resilience with mental health and functioning among military personnel
Dreams and reality
Purpose Taking a self-determination theory (SDT) perspective, the purpose of this paper is to understand the socio-cultural context on the satisfaction of basic psychological needs for autonomy, competence and relatedness in the entrepreneurial activity of women entrepreneurs in Ethiopia. Design/methodology/approach Semi-structured in-depth interviews were conducted with 19 women entrepreneurs operating business in the formal sector of the econom…
Teachers’ remaining career opportunities
Exploring the Relationship Between Job Quality, Performance Management, and Career Initiative
This study examines how job quality and performance management influence career initiative in the workplace. Based on signaling theory and the notion of internal fit in performance management and HRM, we argue that performance management with a learning orientation further enhances career initiative, whereas performance management with a results orientation constrains it. Combining the two performance management types is expected to diminish care…
When control becomes a liability rather than an asset
Past research has mainly examined differences between employees working under conventional versus teleworking arrangements or high‐intensity versus low‐intensity teleworking. Yet because many workers combine days worked from the office with days worked from home (part‐time telework), it may be more appropriate to examine within‐individual variation in office versus home days. Accordingly, we compare diary data from 77 employees on three home days…
Well-being and Performance at Work
1. Contextualizing individual well-being and performance at work: Setting the scene Marc van Veldhoven and Riccardo Peccei 2. Individual well-being and performance at work: A conceptual and theoretical overview Toon W. Taris and Wilmar B. Schaufeli Part A: Immediate work context 3. Well-being and performance in the context of dirty work Robert M. Bickmeier, Erika C. Lopina, and Steven G. Rogelberg 4. Emotion work in service occupations: Links to …
Employee Well‐being and the HRM–Organizational Performance Relationship
There is a lack of consensus on the role of employee well‐being in the human resource management–organizational performance relationship. This review examines which of the competing perspectives –‘mutual gains’ or ‘conflicting outcomes’– is more appropriate for describing this role of employee well‐being. In addition, this review examines whether study attributes such as the measurement of key variables, the level of analysis and the study design…
Workload, Work‐to‐Family Conflict, and Health
Previous research on gender differences in work‐to‐family conflict, and the latter's linkages with workload and health, has largely ignored the influence of private life context. Here, it is hypothesized that gender differences vary across private life contexts. A multiple‐group analysis (SEM) is performed on a representative sample (N = 8,593) of the working population in Flanders (Belgium) to examine gender differences in six family configurati…
Emotional labour in service work
Drawing from job demands–resources theory (Demerouti et al., 2001), this article investigates the effect of psychological flexibility, relative to surface and deep acting, in the relationship between day-level emotional demands and exhaustion. A total of 170 not-for-profit service workers first filled in a questionnaire and then completed a diary survey over three consecutive workdays. The results of multilevel analyses suggest that person-level …
Enriched job design, high involvement management and organizational performance
The relationship between organizational performance and two dimensions of the ‘high performance work system’ – enriched job design and high involvement management (HIM) – is widely assumed to be mediated by worker well-being. We outline the basis for three models: mutual-gains, in which employee involvement increases well-being and this mediates its positive relationship with performance; conflicting outcomes, which associates involvement with in…
Beyond the Demand-Control Model
This study among 12,359 employees working in 148 organizations tested the interaction hypothesis of the Job Demands-Resources (JD-R) model. Accordingly, employees endorse most positive work attitudes (task enjoyment and organizational commitment) when job demands and job resources are both high. Results of moderated structural equation modeling analyses provided strong support for the hypothesis: 15 of the 16 hypothesized interactions were signif…
Cultural adaptation and psychometric properties of Brazilian Need for Recovery Scale
OBJECTIVE: To translate the Need for Recovery Scale (NFR) into Brazilian Portuguese and culturally adapt it and assess the stability, internal consistency and convergent validity of the Brazilian scale among industrial workers. METHODS: The translation process followed the guidelines for cultural adaptation of questionnaires including the steps of translation, synthesis, back translation, expert committee review, and pre-testing. The Brazilian Po…
Predicting group-level outcome variables from variables measured at the individual level
In multilevel modeling, one often distinguishes between macro-micro and micro-macro situations. In a macro-micro multilevel situation, a dependent variable measured at the lower level is predicted or explained by variables measured at that lower or a higher level. In a micro-macro multilevel situation, a dependent variable defined at the higher group level is predicted or explained on the basis of independent variables measured at the lower indiv…
Enriched job design, high involvement management and organizational performance
The relationship between organizational performance and two dimensions of the ‘high performance work system’ – enriched job design and high involvement management (HIM) – is widely assumed to be mediated by worker well-being. We outline the basis for three models: mutual-gains, in which employee involvement increases well-being and this mediates its positive relationship with performance; conflicting outcomes, which associates involvement with in…
Workload, Work‐to‐Family Conflict, and Health
Previous research on gender differences in work‐to‐family conflict, and the latter's linkages with workload and health, has largely ignored the influence of private life context. Here, it is hypothesized that gender differences vary across private life contexts. A multiple‐group analysis (SEM) is performed on a representative sample (N = 8,593) of the working population in Flanders (Belgium) to examine gender differences in six family configurati…
Emotional labour in service work
Drawing from job demands–resources theory (Demerouti et al., 2001), this article investigates the effect of psychological flexibility, relative to surface and deep acting, in the relationship between day-level emotional demands and exhaustion. A total of 170 not-for-profit service workers first filled in a questionnaire and then completed a diary survey over three consecutive workdays. The results of multilevel analyses suggest that person-level …
When control becomes a liability rather than an asset
Past research has mainly examined differences between employees working under conventional versus teleworking arrangements or high‐intensity versus low‐intensity teleworking. Yet because many workers combine days worked from the office with days worked from home (part‐time telework), it may be more appropriate to examine within‐individual variation in office versus home days. Accordingly, we compare diary data from 77 employees on three home days…
Longitudinal associations of psychological resilience with mental health and functioning among military personnel
Teachers’ remaining career opportunities
Curvilinear Relationships Between Age and Job Performance and the Role of Job Complexity
Despite suggestions that work performance varies with age, the empirical evidence is inconclusive and contradictory. Possible reasons for this are the lack of differentiation between different types of performance and a naive assumption of a negative linear relationship between age and task performance across the working lifespan. With this study we question and revisit these expectations. We take a lifespan perspective to explore differential an…
Exploring the Relationship Between Job Quality, Performance Management, and Career Initiative
This study examines how job quality and performance management influence career initiative in the workplace. Based on signaling theory and the notion of internal fit in performance management and HRM, we argue that performance management with a learning orientation further enhances career initiative, whereas performance management with a results orientation constrains it. Combining the two performance management types is expected to diminish care…
Predicting group-level outcome variables from variables measured at the individual level
In multilevel modeling, one often distinguishes between macro-micro and micro-macro situations. In a macro-micro multilevel situation, a dependent variable measured at the lower level is predicted or explained by variables measured at that lower or a higher level. In a micro-macro multilevel situation, a dependent variable defined at the higher group level is predicted or explained on the basis of independent variables measured at the lower indiv…
Beyond the Demand-Control Model
This study among 12,359 employees working in 148 organizations tested the interaction hypothesis of the Job Demands-Resources (JD-R) model. Accordingly, employees endorse most positive work attitudes (task enjoyment and organizational commitment) when job demands and job resources are both high. Results of moderated structural equation modeling analyses provided strong support for the hypothesis: 15 of the 16 hypothesized interactions were signif…
Cultural adaptation and psychometric properties of Brazilian Need for Recovery Scale
OBJECTIVE: To translate the Need for Recovery Scale (NFR) into Brazilian Portuguese and culturally adapt it and assess the stability, internal consistency and convergent validity of the Brazilian scale among industrial workers. METHODS: The translation process followed the guidelines for cultural adaptation of questionnaires including the steps of translation, synthesis, back translation, expert committee review, and pre-testing. The Brazilian Po…
Employee Well‐being and the HRM–Organizational Performance Relationship
There is a lack of consensus on the role of employee well‐being in the human resource management–organizational performance relationship. This review examines which of the competing perspectives –‘mutual gains’ or ‘conflicting outcomes’– is more appropriate for describing this role of employee well‐being. In addition, this review examines whether study attributes such as the measurement of key variables, the level of analysis and the study design…
Workload, Work‐to‐Family Conflict, and Health
Previous research on gender differences in work‐to‐family conflict, and the latter's linkages with workload and health, has largely ignored the influence of private life context. Here, it is hypothesized that gender differences vary across private life contexts. A multiple‐group analysis (SEM) is performed on a representative sample (N = 8,593) of the working population in Flanders (Belgium) to examine gender differences in six family configurati…
Emotional labour in service work
Drawing from job demands–resources theory (Demerouti et al., 2001), this article investigates the effect of psychological flexibility, relative to surface and deep acting, in the relationship between day-level emotional demands and exhaustion. A total of 170 not-for-profit service workers first filled in a questionnaire and then completed a diary survey over three consecutive workdays. The results of multilevel analyses suggest that person-level …
Enriched job design, high involvement management and organizational performance
The relationship between organizational performance and two dimensions of the ‘high performance work system’ – enriched job design and high involvement management (HIM) – is widely assumed to be mediated by worker well-being. We outline the basis for three models: mutual-gains, in which employee involvement increases well-being and this mediates its positive relationship with performance; conflicting outcomes, which associates involvement with in…
Well-being and Performance at Work
1. Contextualizing individual well-being and performance at work: Setting the scene Marc van Veldhoven and Riccardo Peccei 2. Individual well-being and performance at work: A conceptual and theoretical overview Toon W. Taris and Wilmar B. Schaufeli Part A: Immediate work context 3. Well-being and performance in the context of dirty work Robert M. Bickmeier, Erika C. Lopina, and Steven G. Rogelberg 4. Emotion work in service occupations: Links to …
When control becomes a liability rather than an asset
Past research has mainly examined differences between employees working under conventional versus teleworking arrangements or high‐intensity versus low‐intensity teleworking. Yet because many workers combine days worked from the office with days worked from home (part‐time telework), it may be more appropriate to examine within‐individual variation in office versus home days. Accordingly, we compare diary data from 77 employees on three home days…
Teachers’ remaining career opportunities
Exploring the Relationship Between Job Quality, Performance Management, and Career Initiative
This study examines how job quality and performance management influence career initiative in the workplace. Based on signaling theory and the notion of internal fit in performance management and HRM, we argue that performance management with a learning orientation further enhances career initiative, whereas performance management with a results orientation constrains it. Combining the two performance management types is expected to diminish care…
Dreams and reality
Purpose Taking a self-determination theory (SDT) perspective, the purpose of this paper is to understand the socio-cultural context on the satisfaction of basic psychological needs for autonomy, competence and relatedness in the entrepreneurial activity of women entrepreneurs in Ethiopia. Design/methodology/approach Semi-structured in-depth interviews were conducted with 19 women entrepreneurs operating business in the formal sector of the econom…
Longitudinal associations of psychological resilience with mental health and functioning among military personnel
Six Key Advantages and Disadvantages of Working from Home in Europe during Covid-19
The number of people working from home (WFH) increased radically during the coronavirus (COVID-19) pandemic. The purpose of this study was therefore to investigate people’s experiences of WFH during the pandemic and to identify the main factors of advantages and disadvantages of WFH. Data from 29 European countries on the experiences of knowledge workers (N = 5748) WFH during the early stages of lockdown (11 March to 8 May 2020) were collected. A…
Curvilinear Relationships Between Age and Job Performance and the Role of Job Complexity
Despite suggestions that work performance varies with age, the empirical evidence is inconclusive and contradictory. Possible reasons for this are the lack of differentiation between different types of performance and a naive assumption of a negative linear relationship between age and task performance across the working lifespan. With this study we question and revisit these expectations. We take a lifespan perspective to explore differential an…
Successful ageing at work
In order to age successfully at work, people need to maintain or improve their work ability and motivation to work. This implies a process that develops over time and can differ substantially between individuals. This study investigated whether different trajectories of perceived work ability and motivation to work can be distinguished between older employees over time and to what extent job demands and job resources are predictive of these diffe…
Psychology (15 obras) · Job Satisfaction and Organizational Behavior (10 obras) · Social Psychology (8 obras) · Management (7 obras) · Computer Science (6 obras) · Applied Psychology (5 obras) · Social Psychology (5 obras) · Workplace Health and Well-being (5 obras) · Autonomy (4 obras) · Business (4 obras)