Tim Vantilborgh
Biographic Data
| ID | 5790863 |
|---|---|
| NAME | Tim Vantilborgh |
| GIVEN NAMES | Tim |
| FAMILY NAME | Vantilborgh |
| SIGNATURE | VANTILBORGH T |
| AFFILIATIONS | Vrije Universiteit Brussel |
| ORCID | 0000-0002-5763-3111 |
| VERIFIED | Yes |
| TOTAL WORKS | 14 |
| TOTAL CITATIONS | 63 |
| AUTHOR COUNT | 14 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2011 |
| LATEST PUBLICATION YEAR | 2022 |
| H-INDEX | 5 |
The role of BIS / BAS in effective coping with psychological contract breach
Psychological contract (PC) breach perceptions are formed when employees detect discrepancies between obligated and delivered inducements. PCB stresses and strains employees to varying degrees and has detrimental consequences for employees and the organisation. Employees activate various coping strategies to respond to the stress elicited by PCB, and effective coping helps enhance employees' well‐being. In this study, we propose and test a modera…
Do individuals combine different coping strategies to manage their stress in the aftermath of psychological contract breach over time? A longitudinal study
To deny, to justify, or to apologize
The current research allows us to demonstrate that psychological contract breach will trigger a short-lived increase in heart rate. Further research is needed to better understand unfolding trajectories of physiological reactions to contract breach and the effect of social accounts as organizational recovery efforts
Change in unit‐level job attitudes following strategic interventions
The present meta‐analysis tests how cost‐ and people‐oriented strategic interventions impact temporal‐dynamic changes in unit‐level job attitudes within organizations. Analyses are based on 573 effect sizes across 137 longitudinal studies containing unit‐level change in job attitudes across three time periods (pre‐change, during change, and post‐change). Results reveal that unit‐level job attitudes (a) decline during cost‐oriented changes (e.g., …
The time has come to study dynamics at work
Most, if not all, workplace phenomena are dynamic, meaning that they emerge, evolve, and dissolve over time. Yet, the role of time is commonly overlooked in OB literature. This special issue showcases how a temporal process‐oriented lens can be used to study dynamics of workplace phenomena. In this editorial, we define the term dynamics, arguing that research on workplace dynamics focuses on how within‐person (or more broadly, within‐unit) proces…
Volunteer Reliability in Nonprofit Organizations
The reliability of volunteers is a major concern for many nonprofit organizations. To address this problem in more detail, we develop a theoretical model of volunteer reliability based on psychological contract theory. By taking this perspective as a starting point, we explore how individual volunteer characteristics, organizational factors, and sociological developments shape the exchange of inducements and contributions between volunteers and n…
Exploring Board Interlocking Behaviour Between Nonprofit Organizations
Directors on boards of nonprofit organizations can have additional director positions in other nonprofit organizations. When several of these interlocking directors exist for a group of nonprofit organizations, a board network is formed. We investigate to what extent similarity between organizations in terms of size, funding structure and operational activities relates to the presence of shared board members between organizations. For a network o…
Volunteers’ Reactions to Psychological Contract Fulfillment in Terms of Exit, Voice, Loyalty, and Neglect Behavior
Psychological contract fulfillment—an individual’s perception of the degree to which an organization fulfills its promises—is critical to understand how people behave in exchange relationships. I examine if fulfillment explains exit, (aggressive and considerate) voice, loyalty, and neglect behaviors of volunteers. Moreover, I test whether these relationships are mediated by violation and trust. Data were collected from 215 volunteers using an onl…
Optimal membership size and the governance of grassroots associations
This paper explores the link between membership size and the governance of grassroots associations. The issue of mission preference heterogeneity is highlighted and its effect on membership size is analyzed by developing a model and conducting a numerical simulation. An important finding is that the degree of heterogeneity of mission preferences in the potential member population has a negative effect on the optimal number of members of the grass…
Revisiting the Relationship between Personality and Psychological Contracts
For many nonprofit organizations, it is of the utmost importance to understand why some volunteers donate more time than others. This article examines how the Big Five personality traits relate to the amount of time donated by volunteers and proposes that transactional, relational, and ideological psychological contracts mediate this relationship. Moreover, this study examines whether the interaction among extraversion, agreeableness, and tenure …
Autonomous Motivation Stimulates Volunteers’ Work Effort
Although today’s nonprofit organizations make a strong appeal to volunteers, they often have difficulties with attracting and retaining these free labor forces. In this sense, studying the motivation of volunteers and its effects proves useful. In the present article, we investigate the relationship between volunteers’ motivation and their self-reported work effort, while relying on the Self-Determination Theory. The results indicate a positive l…
Nonprofit Governance Quality
A nonprofit "governance quality index" was developed to enable verification and falsification of contemporary theoretical insights on social service organizations. Indicators were generated based on an extensive qualitative exploration. For the quantitative validation, a data set was composed of 526 respondents from 52 organizations. Five subdimensions of governance quality are introduced and are recommended to be used as separate scales, rather …
Volunteer decisions (not) to leave
In this article we test whether reasons to quit volunteering can be structured as the commonly used six functional motives to volunteer of Clary et al. (1998). We conjecture that owing to volunteer involvement in an organization, additional contextual factors influence the choice to stop volunteering for that organization. Based on a literature review and a qualitative exploratory analysis, we present items respectively measuring motives to volun…
A New Deal for NPO Governance and Management
Two major evolutions have been reported to occur in the nonprofit sector during the past decades. Both the nature of nonprofit organizations (NPOs) and of volunteering style are changing. While this creates challenges for NPO governance and management, little is known about the process or the outcomes of these two developments. We propose a two-dimensional conceptual model to explain how the aforementioned evolutions influence the attitudes and b…
Volunteer decisions (not) to leave
In this article we test whether reasons to quit volunteering can be structured as the commonly used six functional motives to volunteer of Clary et al. (1998). We conjecture that owing to volunteer involvement in an organization, additional contextual factors influence the choice to stop volunteering for that organization. Based on a literature review and a qualitative exploratory analysis, we present items respectively measuring motives to volun…
Autonomous Motivation Stimulates Volunteers’ Work Effort
Although today’s nonprofit organizations make a strong appeal to volunteers, they often have difficulties with attracting and retaining these free labor forces. In this sense, studying the motivation of volunteers and its effects proves useful. In the present article, we investigate the relationship between volunteers’ motivation and their self-reported work effort, while relying on the Self-Determination Theory. The results indicate a positive l…
A New Deal for NPO Governance and Management
Two major evolutions have been reported to occur in the nonprofit sector during the past decades. Both the nature of nonprofit organizations (NPOs) and of volunteering style are changing. While this creates challenges for NPO governance and management, little is known about the process or the outcomes of these two developments. We propose a two-dimensional conceptual model to explain how the aforementioned evolutions influence the attitudes and b…
Revisiting the Relationship between Personality and Psychological Contracts
For many nonprofit organizations, it is of the utmost importance to understand why some volunteers donate more time than others. This article examines how the Big Five personality traits relate to the amount of time donated by volunteers and proposes that transactional, relational, and ideological psychological contracts mediate this relationship. Moreover, this study examines whether the interaction among extraversion, agreeableness, and tenure …
Volunteers’ Reactions to Psychological Contract Fulfillment in Terms of Exit, Voice, Loyalty, and Neglect Behavior
Psychological contract fulfillment—an individual’s perception of the degree to which an organization fulfills its promises—is critical to understand how people behave in exchange relationships. I examine if fulfillment explains exit, (aggressive and considerate) voice, loyalty, and neglect behaviors of volunteers. Moreover, I test whether these relationships are mediated by violation and trust. Data were collected from 215 volunteers using an onl…
The time has come to study dynamics at work
Most, if not all, workplace phenomena are dynamic, meaning that they emerge, evolve, and dissolve over time. Yet, the role of time is commonly overlooked in OB literature. This special issue showcases how a temporal process‐oriented lens can be used to study dynamics of workplace phenomena. In this editorial, we define the term dynamics, arguing that research on workplace dynamics focuses on how within‐person (or more broadly, within‐unit) proces…
Optimal membership size and the governance of grassroots associations
This paper explores the link between membership size and the governance of grassroots associations. The issue of mission preference heterogeneity is highlighted and its effect on membership size is analyzed by developing a model and conducting a numerical simulation. An important finding is that the degree of heterogeneity of mission preferences in the potential member population has a negative effect on the optimal number of members of the grass…
A New Deal for NPO Governance and Management
Two major evolutions have been reported to occur in the nonprofit sector during the past decades. Both the nature of nonprofit organizations (NPOs) and of volunteering style are changing. While this creates challenges for NPO governance and management, little is known about the process or the outcomes of these two developments. We propose a two-dimensional conceptual model to explain how the aforementioned evolutions influence the attitudes and b…
Autonomous Motivation Stimulates Volunteers’ Work Effort
Although today’s nonprofit organizations make a strong appeal to volunteers, they often have difficulties with attracting and retaining these free labor forces. In this sense, studying the motivation of volunteers and its effects proves useful. In the present article, we investigate the relationship between volunteers’ motivation and their self-reported work effort, while relying on the Self-Determination Theory. The results indicate a positive l…
Nonprofit Governance Quality
A nonprofit "governance quality index" was developed to enable verification and falsification of contemporary theoretical insights on social service organizations. Indicators were generated based on an extensive qualitative exploration. For the quantitative validation, a data set was composed of 526 respondents from 52 organizations. Five subdimensions of governance quality are introduced and are recommended to be used as separate scales, rather …
Volunteer decisions (not) to leave
In this article we test whether reasons to quit volunteering can be structured as the commonly used six functional motives to volunteer of Clary et al. (1998). We conjecture that owing to volunteer involvement in an organization, additional contextual factors influence the choice to stop volunteering for that organization. Based on a literature review and a qualitative exploratory analysis, we present items respectively measuring motives to volun…
Revisiting the Relationship between Personality and Psychological Contracts
For many nonprofit organizations, it is of the utmost importance to understand why some volunteers donate more time than others. This article examines how the Big Five personality traits relate to the amount of time donated by volunteers and proposes that transactional, relational, and ideological psychological contracts mediate this relationship. Moreover, this study examines whether the interaction among extraversion, agreeableness, and tenure …
Volunteers’ Reactions to Psychological Contract Fulfillment in Terms of Exit, Voice, Loyalty, and Neglect Behavior
Psychological contract fulfillment—an individual’s perception of the degree to which an organization fulfills its promises—is critical to understand how people behave in exchange relationships. I examine if fulfillment explains exit, (aggressive and considerate) voice, loyalty, and neglect behaviors of volunteers. Moreover, I test whether these relationships are mediated by violation and trust. Data were collected from 215 volunteers using an onl…
Optimal membership size and the governance of grassroots associations
This paper explores the link between membership size and the governance of grassroots associations. The issue of mission preference heterogeneity is highlighted and its effect on membership size is analyzed by developing a model and conducting a numerical simulation. An important finding is that the degree of heterogeneity of mission preferences in the potential member population has a negative effect on the optimal number of members of the grass…
Exploring Board Interlocking Behaviour Between Nonprofit Organizations
Directors on boards of nonprofit organizations can have additional director positions in other nonprofit organizations. When several of these interlocking directors exist for a group of nonprofit organizations, a board network is formed. We investigate to what extent similarity between organizations in terms of size, funding structure and operational activities relates to the presence of shared board members between organizations. For a network o…
Volunteer Reliability in Nonprofit Organizations
The reliability of volunteers is a major concern for many nonprofit organizations. To address this problem in more detail, we develop a theoretical model of volunteer reliability based on psychological contract theory. By taking this perspective as a starting point, we explore how individual volunteer characteristics, organizational factors, and sociological developments shape the exchange of inducements and contributions between volunteers and n…
The time has come to study dynamics at work
Most, if not all, workplace phenomena are dynamic, meaning that they emerge, evolve, and dissolve over time. Yet, the role of time is commonly overlooked in OB literature. This special issue showcases how a temporal process‐oriented lens can be used to study dynamics of workplace phenomena. In this editorial, we define the term dynamics, arguing that research on workplace dynamics focuses on how within‐person (or more broadly, within‐unit) proces…
Do individuals combine different coping strategies to manage their stress in the aftermath of psychological contract breach over time? A longitudinal study
To deny, to justify, or to apologize
The current research allows us to demonstrate that psychological contract breach will trigger a short-lived increase in heart rate. Further research is needed to better understand unfolding trajectories of physiological reactions to contract breach and the effect of social accounts as organizational recovery efforts
Change in unit‐level job attitudes following strategic interventions
The present meta‐analysis tests how cost‐ and people‐oriented strategic interventions impact temporal‐dynamic changes in unit‐level job attitudes within organizations. Analyses are based on 573 effect sizes across 137 longitudinal studies containing unit‐level change in job attitudes across three time periods (pre‐change, during change, and post‐change). Results reveal that unit‐level job attitudes (a) decline during cost‐oriented changes (e.g., …
The role of BIS / BAS in effective coping with psychological contract breach
Psychological contract (PC) breach perceptions are formed when employees detect discrepancies between obligated and delivered inducements. PCB stresses and strains employees to varying degrees and has detrimental consequences for employees and the organisation. Employees activate various coping strategies to respond to the stress elicited by PCB, and effective coping helps enhance employees' well‐being. In this study, we propose and test a modera…
Psychology (11 works) · Job Satisfaction and Organizational Behavior (10 works) · Political science (9 works) · Social Psychology (9 works) · Nonprofit Sector and Volunteering (8 works) · Social Psychology (8 works) · Business (7 works) · Computer Science (7 works) · Sociology (5 works) · Perception (4 works)