Patricia Jansen
Biographic Data
| ID | 195436 |
|---|---|
| NAME | Patricia Jansen |
| GIVEN NAMES | Patricia |
| FAMILY NAME | Jansen |
| SIGNATURE | JANSEN P |
| AFFILIATIONS | Vrije Universiteit Amsterdam |
| ORCID | 0000-0001-6537-2006 |
| VERIFIED | Yes |
| TOTAL WORKS | 19 |
| TOTAL CITATIONS | 125 |
| AUTHOR COUNT | 19 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1964 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 4 |
Beyond one-size-fits-all in school-to-work transition success
Although scholarly work has demonstrated that career competencies are essential for a successful school-to-work transition, individual differences in career competencies have rarely been studied. This is problematic, because it has prevented researchers from attaining a more fine-grained understanding of how specific patterns of career competencies may help different individuals navigate this transition successfully. Therefore, using latent profi…
Seeking stability in unstable employment
Increasingly dynamic labor markets have caused a steep increase in nonstandard workers. This study focuses on agency temps who work via labor market intermediaries at client organizations. The short-term and frequently changing nature of their jobs creates uncertainty about their employment and personal stability. Based on an explorative qualitative interview study among 27 agency temps, we studied how agency temps self-manage their careers. Our …
Organizing School-to-Work Transition Research from a Sustainable Career Perspective
A successful school-to-work transition is crucial to an individual’s initial entry into the labor market and overall sustainable career development. Scholarly interest in how emerging adults (i.e., late teens to late 20s) can achieve a successful transition to work has grown considerably, stemming from various disciplines, such as educational sciences, psychology, sociology, and economics. These disciplines have all produced valuable knowledge, y…
Person-job fit across the work lifespan – The case of classical ballet dancers
Building a sustainable start
How Do Development HR Practices Contribute to Employees’ Motivation to Continue Working Beyond Retirement Age
This study tested a mediated model explaining 2 mechanisms through which perceived availability of developmental human resource (HR) practices are related to employee’s motivation to continue working beyond early retirement. On the one hand, development HR relates to more perceptions of a positive development climate, and on the other hand, development HR fulfills the individual needs of workers to build a positive psychological contract with the…
Bouncing back from psychological contract breach
The post‐violation model of the psychological contract outlines four ways in which a psychological contract may be resolved after breach (i.e., psychological contract thriving, reactivation, impairment, and dissolution). To explore the implications of this model for post‐breach restoration of organizational commitment, we recorded dynamic patterns of organizational commitment across a fine‐grained longitudinal design in a sample of young academic…
The impact of career customization on work outcomes
The current paper investigated the longitudinal effects of mass career customization (MCC) on job attitudes and objective career outcomes of employees in a professional service firm in the Netherlands. On the basis of theory on individualization of career trajectories, it was expected that the possibility for employees to customize their careers would be positively related to their job attitudes and subsequent objective career success, as indicat…
Age and work‐related motives
An updated literature review was conducted and a meta‐analysis was performed to investigate the relationship between age and work‐related motives. Building on theorizing in life span psychology, we hypothesized the existence of age‐related differences in work‐related motives. Specifically, we proposed an age‐related increase in the strength of security and social motives, and an age‐related decrease in the strength of growth motives. To investiga…
On the relationships among work characteristics and learning‐related behavior
This 3‐wave longitudinal study examined (a) the causal direction of the relationships among psychosocial work characteristics (e.g., job demands, job control, and supervisor support) and indicators of learning‐related behavior (e.g., motivation to learn and active problem solving), and (b) whether these relationships differed across age, by comparing the results for young (≤30), middle‐aged (31–44) and older (≥45) workers. The results for the tot…
The influence of age on the associations between HR practices and both affective commitment and job satisfaction
Research on the association between high commitment Human Resource (HR) practices and work‐related outcomes at the individual level rarely focuses on age differences. To fill this knowledge gap, a meta‐analysis has been conducted to examine how the relationships between the availability of high commitment HR practices, as perceived by employees, and affective commitment and job satisfaction change with age. Drawing on Selection, Optimization, and…
Older workers' motivation to continue to work: five meanings of age
Purpose - Little is known about the motivation for older workers to work and to remain active in the labor market. Research on age and motivation is limited and, moreover, conceptually diverse. This paper aims to address age-related factors that influence the work motivation of older workers. More specifically, it seeks to examine how various conceptualizations of the age factor affect the direction and termination of the motivation to continue t…
Factor Analyses of the Kaufman Assessment Battery for Children Assessed Longitudinally at 5 and 10 Years
The availability of test instruments that can reflect cultural differences and environmental influences and maintain their factor structure is problematic when working in multilingual environments. The Kaufman Assessment Battery for Children (K-ABC) has been considered as an assessment tool of preference for researchers working in cross cultural environments. The K-ABC, but specifically the two processing scales (Sequential and Simultaneous), has…
Learning Opportunities and Learning Behaviours of Small Business Starters
Gender Differences in the Influence of Professional Tenure on Work Attitudes
A Lurian-Piagetian Approach to Assessment of Historically Disadvantaged Black Scholars in English Medium Schools
Piagetian and Lurian assessment procedures were employed to evaluate the neurocognitive processes of seven-year-old historically disadvantaged children (n=27), residents of traditionally Black areas who were identified as experiencing learning problems (LP group) in English medium schools. Comparisons were made with a reference group of Black children in the same schools (n=23) currently not experiencing learning problems (NLP). No significant di…
Living and Coping with Ongoing Violence
The article explores the possibility of analysing the drawings of children aged 8-12 years as a method of understanding the effects of living and coping with ongoing civic unrest. The study took place in 1993 prior to the first democratic election in South Africa in 1994. The drawings of 64 black South African children and 38 white South African children were examined. A comparison group of drawings by 23 children living in West Belfast were incl…
Validity generalization
This article presents some critical comments on the validity generalization procedure which has been presented by Schmidt, Hunter and others. They have put forward a method for testing the hypothesis that the variance in validity coefficients across situations for job‐test combinations is due to what they consider to be statistical artifacts. The Schmidt‐Hunter approach is criticized on the following points: the compilation of validity data, the …
Wandlungen im Verfahren der freiwilligen Gerichtsbarkeit
Unrevised ebook edition 2025
Age and work‐related motives
An updated literature review was conducted and a meta‐analysis was performed to investigate the relationship between age and work‐related motives. Building on theorizing in life span psychology, we hypothesized the existence of age‐related differences in work‐related motives. Specifically, we proposed an age‐related increase in the strength of security and social motives, and an age‐related decrease in the strength of growth motives. To investiga…
The influence of age on the associations between HR practices and both affective commitment and job satisfaction
Research on the association between high commitment Human Resource (HR) practices and work‐related outcomes at the individual level rarely focuses on age differences. To fill this knowledge gap, a meta‐analysis has been conducted to examine how the relationships between the availability of high commitment HR practices, as perceived by employees, and affective commitment and job satisfaction change with age. Drawing on Selection, Optimization, and…
On the relationships among work characteristics and learning‐related behavior
This 3‐wave longitudinal study examined (a) the causal direction of the relationships among psychosocial work characteristics (e.g., job demands, job control, and supervisor support) and indicators of learning‐related behavior (e.g., motivation to learn and active problem solving), and (b) whether these relationships differed across age, by comparing the results for young (≤30), middle‐aged (31–44) and older (≥45) workers. The results for the tot…
Gender Differences in the Influence of Professional Tenure on Work Attitudes
How Do Development HR Practices Contribute to Employees’ Motivation to Continue Working Beyond Retirement Age
This study tested a mediated model explaining 2 mechanisms through which perceived availability of developmental human resource (HR) practices are related to employee’s motivation to continue working beyond early retirement. On the one hand, development HR relates to more perceptions of a positive development climate, and on the other hand, development HR fulfills the individual needs of workers to build a positive psychological contract with the…
The impact of career customization on work outcomes
The current paper investigated the longitudinal effects of mass career customization (MCC) on job attitudes and objective career outcomes of employees in a professional service firm in the Netherlands. On the basis of theory on individualization of career trajectories, it was expected that the possibility for employees to customize their careers would be positively related to their job attitudes and subsequent objective career success, as indicat…
Bouncing back from psychological contract breach
The post‐violation model of the psychological contract outlines four ways in which a psychological contract may be resolved after breach (i.e., psychological contract thriving, reactivation, impairment, and dissolution). To explore the implications of this model for post‐breach restoration of organizational commitment, we recorded dynamic patterns of organizational commitment across a fine‐grained longitudinal design in a sample of young academic…
A Lurian-Piagetian Approach to Assessment of Historically Disadvantaged Black Scholars in English Medium Schools
Piagetian and Lurian assessment procedures were employed to evaluate the neurocognitive processes of seven-year-old historically disadvantaged children (n=27), residents of traditionally Black areas who were identified as experiencing learning problems (LP group) in English medium schools. Comparisons were made with a reference group of Black children in the same schools (n=23) currently not experiencing learning problems (NLP). No significant di…
Living and Coping with Ongoing Violence
The article explores the possibility of analysing the drawings of children aged 8-12 years as a method of understanding the effects of living and coping with ongoing civic unrest. The study took place in 1993 prior to the first democratic election in South Africa in 1994. The drawings of 64 black South African children and 38 white South African children were examined. A comparison group of drawings by 23 children living in West Belfast were incl…
Factor Analyses of the Kaufman Assessment Battery for Children Assessed Longitudinally at 5 and 10 Years
The availability of test instruments that can reflect cultural differences and environmental influences and maintain their factor structure is problematic when working in multilingual environments. The Kaufman Assessment Battery for Children (K-ABC) has been considered as an assessment tool of preference for researchers working in cross cultural environments. The K-ABC, but specifically the two processing scales (Sequential and Simultaneous), has…
Wandlungen im Verfahren der freiwilligen Gerichtsbarkeit
Unrevised ebook edition 2025
Validity generalization
This article presents some critical comments on the validity generalization procedure which has been presented by Schmidt, Hunter and others. They have put forward a method for testing the hypothesis that the variance in validity coefficients across situations for job‐test combinations is due to what they consider to be statistical artifacts. The Schmidt‐Hunter approach is criticized on the following points: the compilation of validity data, the …
A Lurian-Piagetian Approach to Assessment of Historically Disadvantaged Black Scholars in English Medium Schools
Piagetian and Lurian assessment procedures were employed to evaluate the neurocognitive processes of seven-year-old historically disadvantaged children (n=27), residents of traditionally Black areas who were identified as experiencing learning problems (LP group) in English medium schools. Comparisons were made with a reference group of Black children in the same schools (n=23) currently not experiencing learning problems (NLP). No significant di…
Living and Coping with Ongoing Violence
The article explores the possibility of analysing the drawings of children aged 8-12 years as a method of understanding the effects of living and coping with ongoing civic unrest. The study took place in 1993 prior to the first democratic election in South Africa in 1994. The drawings of 64 black South African children and 38 white South African children were examined. A comparison group of drawings by 23 children living in West Belfast were incl…
Gender Differences in the Influence of Professional Tenure on Work Attitudes
Learning Opportunities and Learning Behaviours of Small Business Starters
Older workers' motivation to continue to work: five meanings of age
Purpose - Little is known about the motivation for older workers to work and to remain active in the labor market. Research on age and motivation is limited and, moreover, conceptually diverse. This paper aims to address age-related factors that influence the work motivation of older workers. More specifically, it seeks to examine how various conceptualizations of the age factor affect the direction and termination of the motivation to continue t…
Factor Analyses of the Kaufman Assessment Battery for Children Assessed Longitudinally at 5 and 10 Years
The availability of test instruments that can reflect cultural differences and environmental influences and maintain their factor structure is problematic when working in multilingual environments. The Kaufman Assessment Battery for Children (K-ABC) has been considered as an assessment tool of preference for researchers working in cross cultural environments. The K-ABC, but specifically the two processing scales (Sequential and Simultaneous), has…
On the relationships among work characteristics and learning‐related behavior
This 3‐wave longitudinal study examined (a) the causal direction of the relationships among psychosocial work characteristics (e.g., job demands, job control, and supervisor support) and indicators of learning‐related behavior (e.g., motivation to learn and active problem solving), and (b) whether these relationships differed across age, by comparing the results for young (≤30), middle‐aged (31–44) and older (≥45) workers. The results for the tot…
The influence of age on the associations between HR practices and both affective commitment and job satisfaction
Research on the association between high commitment Human Resource (HR) practices and work‐related outcomes at the individual level rarely focuses on age differences. To fill this knowledge gap, a meta‐analysis has been conducted to examine how the relationships between the availability of high commitment HR practices, as perceived by employees, and affective commitment and job satisfaction change with age. Drawing on Selection, Optimization, and…
Age and work‐related motives
An updated literature review was conducted and a meta‐analysis was performed to investigate the relationship between age and work‐related motives. Building on theorizing in life span psychology, we hypothesized the existence of age‐related differences in work‐related motives. Specifically, we proposed an age‐related increase in the strength of security and social motives, and an age‐related decrease in the strength of growth motives. To investiga…
Bouncing back from psychological contract breach
The post‐violation model of the psychological contract outlines four ways in which a psychological contract may be resolved after breach (i.e., psychological contract thriving, reactivation, impairment, and dissolution). To explore the implications of this model for post‐breach restoration of organizational commitment, we recorded dynamic patterns of organizational commitment across a fine‐grained longitudinal design in a sample of young academic…
The impact of career customization on work outcomes
The current paper investigated the longitudinal effects of mass career customization (MCC) on job attitudes and objective career outcomes of employees in a professional service firm in the Netherlands. On the basis of theory on individualization of career trajectories, it was expected that the possibility for employees to customize their careers would be positively related to their job attitudes and subsequent objective career success, as indicat…
How Do Development HR Practices Contribute to Employees’ Motivation to Continue Working Beyond Retirement Age
This study tested a mediated model explaining 2 mechanisms through which perceived availability of developmental human resource (HR) practices are related to employee’s motivation to continue working beyond early retirement. On the one hand, development HR relates to more perceptions of a positive development climate, and on the other hand, development HR fulfills the individual needs of workers to build a positive psychological contract with the…
Building a sustainable start
Person-job fit across the work lifespan – The case of classical ballet dancers
Seeking stability in unstable employment
Increasingly dynamic labor markets have caused a steep increase in nonstandard workers. This study focuses on agency temps who work via labor market intermediaries at client organizations. The short-term and frequently changing nature of their jobs creates uncertainty about their employment and personal stability. Based on an explorative qualitative interview study among 27 agency temps, we studied how agency temps self-manage their careers. Our …
Organizing School-to-Work Transition Research from a Sustainable Career Perspective
A successful school-to-work transition is crucial to an individual’s initial entry into the labor market and overall sustainable career development. Scholarly interest in how emerging adults (i.e., late teens to late 20s) can achieve a successful transition to work has grown considerably, stemming from various disciplines, such as educational sciences, psychology, sociology, and economics. These disciplines have all produced valuable knowledge, y…
Beyond one-size-fits-all in school-to-work transition success
Although scholarly work has demonstrated that career competencies are essential for a successful school-to-work transition, individual differences in career competencies have rarely been studied. This is problematic, because it has prevented researchers from attaining a more fine-grained understanding of how specific patterns of career competencies may help different individuals navigate this transition successfully. Therefore, using latent profi…
Psychology (18 works) · Social Psychology (11 works) · Retirement, Disability, and Employment (8 works) · Social Psychology (8 works) · Developmental psychology (7 works) · Job Satisfaction and Organizational Behavior (6 works) · Political science (5 works) · Applied Psychology (4 works) · Career development (4 works) · Economics (4 works)