Paul G W Jansen
Biographic Data
| ID | 5526816 |
|---|---|
| NAME | Paul G W Jansen |
| GIVEN NAMES | Paul G W |
| FAMILY NAME | Jansen |
| SIGNATURE | JANSEN P G W |
| AFFILIATIONS | VU University Amsterdam Amsterdam The Netherlands |
| VERIFIED | No |
| TOTAL WORKS | 9 |
| TOTAL CITATIONS | 105 |
| AUTHOR COUNT | 9 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1984 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 4 |
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
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…
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…
Gender Differences in the Influence of Professional Tenure on Work Attitudes
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 …
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…
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…
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 …
Gender Differences in the Influence of Professional Tenure on Work Attitudes
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…
Person-job fit across the work lifespan – The case of classical ballet dancers
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…
Psychology (9 works) · Social Psychology (7 works) · Social Psychology (6 works) · Job Satisfaction and Organizational Behavior (5 works) · Retirement, Disability, and Employment (5 works) · Work-Family Balance Challenges (4 works) · Employment and Welfare Studies (3 works) · Organizational commitment (3 works) · Applied Psychology (2 works) · Developmental psychology (2 works)