Elianne F Van Steenbergen
Biographic Data
| ID | 107130 |
|---|---|
| NAME | Elianne F Van Steenbergen |
| GIVEN NAMES | Elianne F |
| FAMILY NAME | Van Steenbergen |
| SIGNATURE | VAN STEENBERGEN E F |
| AFFILIATIONS | Leiden University |
| ORCID | 0000-0001-5247-058X |
| VERIFIED | Yes |
| TOTAL WORKS | 9 |
| TOTAL CITATIONS | 31 |
| AUTHOR COUNT | 9 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2007 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 2 |
Motivating Financial Companies Towards Compliance
The aim of this research was to examine the effects of a cooperative and deterrent style, portrayed through regulatory letters, on motivation and compliance. Study 1 examined a general sample ( N = 492) in an online experiment, to assess motivation and compliance‐intentions. Study 2 focused on non‐compliant financial service providers ( N = 2803), assessing objective compliance in a field experiment. Both studies tested the impact of letters writ…
Reflective and decisive supervision
Supervisory bodies can intervene in organizational practices that may harm society, but their effectiveness to do so depends on their ability to make decisions reflectively and decisively. Are these tendencies incompatible with each other or can they go together? Can empowering leadership (i.e. participative, coaching, informing behaviors) stimulate reflectiveness and decisiveness? A 10‐item Joint Decision‐Making Questionnaire was developed and t…
Transitioning Towards New Ways of Working
Purpose The purpose of this study was to investigate the effects of a mandatory transition to New Ways of Working (NWW) on employees' job demands (i.e., mental demands, workload, and task ambiguity), job resources (i.e., autonomy, supervisor support, coworker support, and possibilities for development), and their levels of burnout and work engagement. Additionally, it was investigated whether the effects of the transition depended on employees' p…
How work spills over into the relationship
This research investigated how and for whom experiences of the workday spill over into relationship functioning at home. Two correlational studies and one experimental study were conducted among Dutch dual‐earners with children. Moderated mediation analyses showed that work demands spill over into relationship behavior through the depletion of temporary self‐regulatory resources and subsequently a decrease in psychological availability for the pa…
The Work–Home Interface
An abundance of research shows the benefits of participation in volunteer work for individuals, employers and the society as a whole. However, relatively little is known about the precursors of volunteer work. In this study, we aim to fill this gap by investigating to what extent work‐related well‐being can function as a driver of volunteer work. Moreover, building on the Conservations of Resources Theory (Hobfoll, , ), we propose that the relati…
Juggling work and family responsibilities when involuntarily working more from home
Using multiwave survey data collected among 251 financial sales professionals, we tested whether involuntarily working more from home (teleworking) was related to higher time‐based and strain‐based work‐to‐family conflict (WFC). Employees' boundary management strategy (integration vs. segmentation) and work–family balance self‐efficacy were considered as moderators of these relationships. Data were collected one month before, three months after, …
Knock, knock, anybody home? Psychological availability as link between work and relationship
This research investigated how negative and positive residuals of the workday spill over into the partner relationship. To unravel the mechanism of this spillover, this study introduces the concept of “psychological availability,” which refers to the individual's ability and motivation to direct psychological resources at the partner. A survey was conducted among 313 Dutch dual‐earner couples with children, using dyadic data analysis to analyze b…
Is managing the work–family interface worthwhile? Benefits for employee health and performance
Past work–family research has shown that employees' work–family conflict experiences relate to adverse self‐reported health and performance outcomes, whereas work–family facilitation experiences relate positively to these self‐reports. The present research extends these findings by relating experiences in the work–family interface to objective health and performance indicators. We conducted two studies within a multinational financial services or…
How work and family can facilitate each other
This study was designed to gain more insight in the different ways in which work and family roles can benefit each other. Both qualitative (N=25) and quantitative (N=352) results obtained in a financial service organization supported the distinction between energy-based, time-based, behavioral, and psychological work-family facilitation, in addition to different types of work-family conflict that were identified in previous research. As expected,…
Juggling work and family responsibilities when involuntarily working more from home
Using multiwave survey data collected among 251 financial sales professionals, we tested whether involuntarily working more from home (teleworking) was related to higher time‐based and strain‐based work‐to‐family conflict (WFC). Employees' boundary management strategy (integration vs. segmentation) and work–family balance self‐efficacy were considered as moderators of these relationships. Data were collected one month before, three months after, …
Is managing the work–family interface worthwhile? Benefits for employee health and performance
Past work–family research has shown that employees' work–family conflict experiences relate to adverse self‐reported health and performance outcomes, whereas work–family facilitation experiences relate positively to these self‐reports. The present research extends these findings by relating experiences in the work–family interface to objective health and performance indicators. We conducted two studies within a multinational financial services or…
Reflective and decisive supervision
Supervisory bodies can intervene in organizational practices that may harm society, but their effectiveness to do so depends on their ability to make decisions reflectively and decisively. Are these tendencies incompatible with each other or can they go together? Can empowering leadership (i.e. participative, coaching, informing behaviors) stimulate reflectiveness and decisiveness? A 10‐item Joint Decision‐Making Questionnaire was developed and t…
How work spills over into the relationship
This research investigated how and for whom experiences of the workday spill over into relationship functioning at home. Two correlational studies and one experimental study were conducted among Dutch dual‐earners with children. Moderated mediation analyses showed that work demands spill over into relationship behavior through the depletion of temporary self‐regulatory resources and subsequently a decrease in psychological availability for the pa…
How work and family can facilitate each other
This study was designed to gain more insight in the different ways in which work and family roles can benefit each other. Both qualitative (N=25) and quantitative (N=352) results obtained in a financial service organization supported the distinction between energy-based, time-based, behavioral, and psychological work-family facilitation, in addition to different types of work-family conflict that were identified in previous research. As expected,…
Is managing the work–family interface worthwhile? Benefits for employee health and performance
Past work–family research has shown that employees' work–family conflict experiences relate to adverse self‐reported health and performance outcomes, whereas work–family facilitation experiences relate positively to these self‐reports. The present research extends these findings by relating experiences in the work–family interface to objective health and performance indicators. We conducted two studies within a multinational financial services or…
Knock, knock, anybody home? Psychological availability as link between work and relationship
This research investigated how negative and positive residuals of the workday spill over into the partner relationship. To unravel the mechanism of this spillover, this study introduces the concept of “psychological availability,” which refers to the individual's ability and motivation to direct psychological resources at the partner. A survey was conducted among 313 Dutch dual‐earner couples with children, using dyadic data analysis to analyze b…
Juggling work and family responsibilities when involuntarily working more from home
Using multiwave survey data collected among 251 financial sales professionals, we tested whether involuntarily working more from home (teleworking) was related to higher time‐based and strain‐based work‐to‐family conflict (WFC). Employees' boundary management strategy (integration vs. segmentation) and work–family balance self‐efficacy were considered as moderators of these relationships. Data were collected one month before, three months after, …
How work spills over into the relationship
This research investigated how and for whom experiences of the workday spill over into relationship functioning at home. Two correlational studies and one experimental study were conducted among Dutch dual‐earners with children. Moderated mediation analyses showed that work demands spill over into relationship behavior through the depletion of temporary self‐regulatory resources and subsequently a decrease in psychological availability for the pa…
The Work–Home Interface
An abundance of research shows the benefits of participation in volunteer work for individuals, employers and the society as a whole. However, relatively little is known about the precursors of volunteer work. In this study, we aim to fill this gap by investigating to what extent work‐related well‐being can function as a driver of volunteer work. Moreover, building on the Conservations of Resources Theory (Hobfoll, , ), we propose that the relati…
Transitioning Towards New Ways of Working
Purpose The purpose of this study was to investigate the effects of a mandatory transition to New Ways of Working (NWW) on employees' job demands (i.e., mental demands, workload, and task ambiguity), job resources (i.e., autonomy, supervisor support, coworker support, and possibilities for development), and their levels of burnout and work engagement. Additionally, it was investigated whether the effects of the transition depended on employees' p…
Reflective and decisive supervision
Supervisory bodies can intervene in organizational practices that may harm society, but their effectiveness to do so depends on their ability to make decisions reflectively and decisively. Are these tendencies incompatible with each other or can they go together? Can empowering leadership (i.e. participative, coaching, informing behaviors) stimulate reflectiveness and decisiveness? A 10‐item Joint Decision‐Making Questionnaire was developed and t…
Motivating Financial Companies Towards Compliance
The aim of this research was to examine the effects of a cooperative and deterrent style, portrayed through regulatory letters, on motivation and compliance. Study 1 examined a general sample ( N = 492) in an online experiment, to assess motivation and compliance‐intentions. Study 2 focused on non‐compliant financial service providers ( N = 2803), assessing objective compliance in a field experiment. Both studies tested the impact of letters writ…
Psychology (8 works) · Social Psychology (7 works) · Work-Family Balance Challenges (7 works) · Job Satisfaction and Organizational Behavior (6 works) · Social Psychology (5 works) · Work (physics (5 works) · Workaholism, burnout, and well-being (5 works) · Applied Psychology (3 works) · Developmental psychology (3 works) · Applied Psychology (2 works)