Karen I Van Der Zee
Biographic Data
| ID | 119346 |
|---|---|
| NAME | Karen I Van Der Zee |
| GIVEN NAMES | Karen I |
| FAMILY NAME | Van Der Zee |
| SIGNATURE | VAN DER ZEE K I |
| AFFILIATIONS | University of Groningen |
| VERIFIED | No |
| TOTAL WORKS | 14 |
| TOTAL CITATIONS | 159 |
| AUTHOR COUNT | 14 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2001 |
| LATEST PUBLICATION YEAR | 2016 |
| H-INDEX | 7 |
Being different at work: How gender dissimilarity relates to social inclusion and absenteeism
We investigated how and when gender dissimilarity relates to two highly important individual work outcomes: social inclusion and absenteeism. We collected survey data among 397 employees from a university of applied sciences and combined these with data from the organization’s personnel administration. Our results indicate that dissimilarity was negatively related to perceived work group inclusion. In addition, this negative effect was stronger w…
Being part of diversity: The effects of an all-inclusive multicultural diversity approach on majority members’ perceived inclusion and support for organizational diversity efforts
In two experiments we tested how explicitly including the cultural majority group in an organization’s diversity approach (all-inclusive multiculturalism) affects the extent to which majority members feel included in the organization and support organizational diversity efforts. In Study 1 we focused on prospective employees. We found that an all-inclusive diversity approach, compared with the “standard” multicultural approach in which the majori…
Inclusion: Conceptualization and measurement
In the present research, we introduced a conceptual framework of inclusion and subsequently used this as a starting point to develop and validate a scale to measure perceptions of inclusion. Departing from existing work on inclusion and complementing this with theoretical insights from optimal distinctiveness theory and self‐determination theory, we proposed that inclusion is a hierarchical two‐dimensional concept consisting of perceptions of bel…
Comparing antecedents of voluntary job turnover among majority and minority employees
Purpose – Cultural minority employees often display higher rates of voluntary turnover than majority employees, which reduces organizations’ ability to benefit from diversity in the workplace. The purpose of this paper is to identify specific job domains which are responsible for this difference. Design/methodology/approach – Study 1 compares actual turnover motives of voluntarily resigned minority and majority employees, based on seven job domai…
Urban district identity as a common ingroup identity: The different role of ingroup prototypicality for minority and majority groups
In this paper, we examined how identification with urban districts as a common ingroup identity and perceived ingroup prototypicality influence the attitudes of residents toward other ethnic groups in their neighborhood. The overall conclusion of two field studies (N = 214 and N = 98) is that for majority‐group members, there may be a positive relation between identification with an overarching identity and outgroup attitudes but only when they p…
Sharing differences: The inductive route to social identity formation
Expatriate adjustment: The role of justice and conflict in intimate relationships
Framing expatriation as family relocation, this research examines the influence of perceived justice and conflict on the psychological adjustment of 103 expatriate couples. Based on the actor–partner interdependence model, the proposed model simultaneously addresses effects of justice and conflict on own and partner's outcomes. Supporting the current model, and based on the self‐interest model, distributive justice influenced work‐related task co…
The effect of stereotype content on anger versus contempt in “day-to-day” conflicts
Depending on how involved parties appraise day-to-day conflicts, they either may feel angry or contemptuous toward the other party, which, in turn, may result in stronger confronting or avoiding intentions. In this paper we investigated how the content of stereotypes associated with the group to which an outgroup perpetrator belongs affects appraisals, emotions, and behavior. In two experiments, we demonstrated that stereotyping an outgroup as le…
Cultural diversity in organizations: Enhancing identification by valuing differences
Acculturation Strategies Among Ethnic Minority Workers and the Role of Intercultural Personality Traits
In an increasingly diverse work context minority employees strive to place and define themselves in terms of work and cultural identities. Based on Berry’s acculturation model (1990), we defined and tested preferred acculturation strategies at work. It was predicted that the dual identity , reflecting strong cultural identity maintenance combined with strong team identity adoption, is the most preferred strategy at work. The present study among n…
The self salience model of other-to-self effects: Integrating principles of self-enhancement, complementarity, and imitation
In a series of studies the Self Salience Model of other-to-self effects is tested. This model posits that self-construal salience is an important determinant of whether other-to-self effects follow the principles of self-enhancement, imitation, or complementarity. Participants imagined interactions (Studies 1 and 2) or were confronted (Studies 3 to 5) with dominant, submissive, agreeable, or quarrelsome person targets. Findings support the predic…
Predicting multicultural effectiveness of international students: The Multicultural Personality Questionnaire
Successful adaptation strategies according expatriates
The Multicultural Personality Questionnaire: Reliability and Validity of Self- and Other Ratings of Multicultural Effectiveness
Predicting multicultural effectiveness of international students: The Multicultural Personality Questionnaire
The Multicultural Personality Questionnaire: Reliability and Validity of Self- and Other Ratings of Multicultural Effectiveness
Inclusion: Conceptualization and measurement
In the present research, we introduced a conceptual framework of inclusion and subsequently used this as a starting point to develop and validate a scale to measure perceptions of inclusion. Departing from existing work on inclusion and complementing this with theoretical insights from optimal distinctiveness theory and self‐determination theory, we proposed that inclusion is a hierarchical two‐dimensional concept consisting of perceptions of bel…
Sharing differences: The inductive route to social identity formation
Being part of diversity: The effects of an all-inclusive multicultural diversity approach on majority members’ perceived inclusion and support for organizational diversity efforts
In two experiments we tested how explicitly including the cultural majority group in an organization’s diversity approach (all-inclusive multiculturalism) affects the extent to which majority members feel included in the organization and support organizational diversity efforts. In Study 1 we focused on prospective employees. We found that an all-inclusive diversity approach, compared with the “standard” multicultural approach in which the majori…
Cultural diversity in organizations: Enhancing identification by valuing differences
Acculturation Strategies Among Ethnic Minority Workers and the Role of Intercultural Personality Traits
In an increasingly diverse work context minority employees strive to place and define themselves in terms of work and cultural identities. Based on Berry’s acculturation model (1990), we defined and tested preferred acculturation strategies at work. It was predicted that the dual identity , reflecting strong cultural identity maintenance combined with strong team identity adoption, is the most preferred strategy at work. The present study among n…
The effect of stereotype content on anger versus contempt in “day-to-day” conflicts
Depending on how involved parties appraise day-to-day conflicts, they either may feel angry or contemptuous toward the other party, which, in turn, may result in stronger confronting or avoiding intentions. In this paper we investigated how the content of stereotypes associated with the group to which an outgroup perpetrator belongs affects appraisals, emotions, and behavior. In two experiments, we demonstrated that stereotyping an outgroup as le…
Comparing antecedents of voluntary job turnover among majority and minority employees
Purpose – Cultural minority employees often display higher rates of voluntary turnover than majority employees, which reduces organizations’ ability to benefit from diversity in the workplace. The purpose of this paper is to identify specific job domains which are responsible for this difference. Design/methodology/approach – Study 1 compares actual turnover motives of voluntarily resigned minority and majority employees, based on seven job domai…
The self salience model of other-to-self effects: Integrating principles of self-enhancement, complementarity, and imitation
In a series of studies the Self Salience Model of other-to-self effects is tested. This model posits that self-construal salience is an important determinant of whether other-to-self effects follow the principles of self-enhancement, imitation, or complementarity. Participants imagined interactions (Studies 1 and 2) or were confronted (Studies 3 to 5) with dominant, submissive, agreeable, or quarrelsome person targets. Findings support the predic…
Being different at work: How gender dissimilarity relates to social inclusion and absenteeism
We investigated how and when gender dissimilarity relates to two highly important individual work outcomes: social inclusion and absenteeism. We collected survey data among 397 employees from a university of applied sciences and combined these with data from the organization’s personnel administration. Our results indicate that dissimilarity was negatively related to perceived work group inclusion. In addition, this negative effect was stronger w…
Urban district identity as a common ingroup identity: The different role of ingroup prototypicality for minority and majority groups
In this paper, we examined how identification with urban districts as a common ingroup identity and perceived ingroup prototypicality influence the attitudes of residents toward other ethnic groups in their neighborhood. The overall conclusion of two field studies (N = 214 and N = 98) is that for majority‐group members, there may be a positive relation between identification with an overarching identity and outgroup attitudes but only when they p…
Successful adaptation strategies according expatriates
Successful adaptation strategies according expatriates
The Multicultural Personality Questionnaire: Reliability and Validity of Self- and Other Ratings of Multicultural Effectiveness
Predicting multicultural effectiveness of international students: The Multicultural Personality Questionnaire
Acculturation Strategies Among Ethnic Minority Workers and the Role of Intercultural Personality Traits
In an increasingly diverse work context minority employees strive to place and define themselves in terms of work and cultural identities. Based on Berry’s acculturation model (1990), we defined and tested preferred acculturation strategies at work. It was predicted that the dual identity , reflecting strong cultural identity maintenance combined with strong team identity adoption, is the most preferred strategy at work. The present study among n…
The self salience model of other-to-self effects: Integrating principles of self-enhancement, complementarity, and imitation
In a series of studies the Self Salience Model of other-to-self effects is tested. This model posits that self-construal salience is an important determinant of whether other-to-self effects follow the principles of self-enhancement, imitation, or complementarity. Participants imagined interactions (Studies 1 and 2) or were confronted (Studies 3 to 5) with dominant, submissive, agreeable, or quarrelsome person targets. Findings support the predic…
Cultural diversity in organizations: Enhancing identification by valuing differences
Expatriate adjustment: The role of justice and conflict in intimate relationships
Framing expatriation as family relocation, this research examines the influence of perceived justice and conflict on the psychological adjustment of 103 expatriate couples. Based on the actor–partner interdependence model, the proposed model simultaneously addresses effects of justice and conflict on own and partner's outcomes. Supporting the current model, and based on the self‐interest model, distributive justice influenced work‐related task co…
The effect of stereotype content on anger versus contempt in “day-to-day” conflicts
Depending on how involved parties appraise day-to-day conflicts, they either may feel angry or contemptuous toward the other party, which, in turn, may result in stronger confronting or avoiding intentions. In this paper we investigated how the content of stereotypes associated with the group to which an outgroup perpetrator belongs affects appraisals, emotions, and behavior. In two experiments, we demonstrated that stereotyping an outgroup as le…
Urban district identity as a common ingroup identity: The different role of ingroup prototypicality for minority and majority groups
In this paper, we examined how identification with urban districts as a common ingroup identity and perceived ingroup prototypicality influence the attitudes of residents toward other ethnic groups in their neighborhood. The overall conclusion of two field studies (N = 214 and N = 98) is that for majority‐group members, there may be a positive relation between identification with an overarching identity and outgroup attitudes but only when they p…
Sharing differences: The inductive route to social identity formation
Inclusion: Conceptualization and measurement
In the present research, we introduced a conceptual framework of inclusion and subsequently used this as a starting point to develop and validate a scale to measure perceptions of inclusion. Departing from existing work on inclusion and complementing this with theoretical insights from optimal distinctiveness theory and self‐determination theory, we proposed that inclusion is a hierarchical two‐dimensional concept consisting of perceptions of bel…
Comparing antecedents of voluntary job turnover among majority and minority employees
Purpose – Cultural minority employees often display higher rates of voluntary turnover than majority employees, which reduces organizations’ ability to benefit from diversity in the workplace. The purpose of this paper is to identify specific job domains which are responsible for this difference. Design/methodology/approach – Study 1 compares actual turnover motives of voluntarily resigned minority and majority employees, based on seven job domai…
Being part of diversity: The effects of an all-inclusive multicultural diversity approach on majority members’ perceived inclusion and support for organizational diversity efforts
In two experiments we tested how explicitly including the cultural majority group in an organization’s diversity approach (all-inclusive multiculturalism) affects the extent to which majority members feel included in the organization and support organizational diversity efforts. In Study 1 we focused on prospective employees. We found that an all-inclusive diversity approach, compared with the “standard” multicultural approach in which the majori…
Being different at work: How gender dissimilarity relates to social inclusion and absenteeism
We investigated how and when gender dissimilarity relates to two highly important individual work outcomes: social inclusion and absenteeism. We collected survey data among 397 employees from a university of applied sciences and combined these with data from the organization’s personnel administration. Our results indicate that dissimilarity was negatively related to perceived work group inclusion. In addition, this negative effect was stronger w…
Psychology (14 works) · Social Psychology (14 works) · Political science (8 works) · Social Psychology (8 works) · Cultural Differences and Values (7 works) · International Student and Expatriate Challenges (7 works) · Social and Intergroup Psychology (7 works) · Gender Diversity and Inequality (6 works) · Job Satisfaction and Organizational Behavior (5 works) · Diversity (politics (4 works)