Karen van Dam
Biographic Data
| ID | 6508031 |
|---|---|
| NAME | Karen van Dam |
| GIVEN NAMES | Karen |
| FAMILY NAME | van Dam |
| SIGNATURE | VAN DAM K |
| AFFILIATIONS | Open University of the Netherlands |
| ORCID | 0000-0002-6240-0689 |
| VERIFIED | Yes |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 12 |
| AUTHOR COUNT | 8 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2009 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 2 |
Job characteristics, job attitudes and employee withdrawal behaviour
Employee withdrawal is a critical issue for organisations and has been the topic of extensive research. Although much turnover research used between‐person designs, this study focused on the impact of within‐person changes in job characteristics on job attitudes and withdrawal behaviour, using the challenge‐hindrance stressor as our main theoretical framework. The focus was on the job characteristics workload (a challenge stressor), emotional dem…
Supervisor Idea Adoption Scale
Despite the importance of workplace innovation, the adoption of creative ideas at workplace level has received little attention due to a lack of measures for idea adoption. The purpose of this study was to develop and validate a scale that measures employees’ perceptions of the process of idea adoption. Specifically, the scale assesses employee perceptions of their supervisor’s behavior in terms of idea openness, selection and application. Three …
Examining the mediating role of resources in the temporal relationship between proactive burnout prevention and burnout
The findings of this study confirm that employees can proactively prevent burnout by investing in resources, yet proactive actions should be taken before increased burnout-complaints impede employees to do so. This study contributes to scientific knowledge on proactive behaviors and burnout prevention by investigating the mechanism underlying the temporal relationship between proactive burnout prevention and burnout. An important practical implic…
The Development of a Proactive Burnout Prevention Inventory
Proactive burnout prevention refers to a set of proactive behaviors employees may engage in to prevent burnout. Findings of a previous exploratory qualitative study indicated that employees who had to deal with high demands engaged in specific proactive behaviors in the work, home, and personal domain in order to prevent burnout. To further examine proactive burnout prevention in longitudinal quantitative research and to be able to investigate it…
Feeling Weary? Feeling Insecure? Are All Workplace Changes Bad News
Prior research indicates that workplace changes can have both positive and negative consequences for employees. To explore the mechanisms that trigger these different outcomes, we propose and test a mediation model, which builds on the premises of the challenge-hindrance model of work stress. Specifically, we suggest that whereas workplace changes can engender positive outcomes (e.g., learning outcomes) through an increase in learning demands, th…
Exploring Proactive Behaviors of Employees in the Prevention of Burnout
Extensive evidence indicates that burnout can have detrimental consequences for individuals as well as organizations; therefore, there is a great need for burnout prevention. While burnout prevention interventions initiated by the employer have previously been studied, the proactive behaviors employees deploy themselves to prevent burnout have received less research attention. The purpose of this exploratory qualitative interview study was to enh…
Predictors of Antisocial and Prosocial Behaviour of Bystanders in Workplace Mobbing
When will bystanders of workplace mobbing show antisocial or prosocial behaviour toward the victim? Results of a 2 × 2 vignette study ( N = 177) suggest that high perceived responsibility of the victim for the onset of the mobbing evokes anger and consequently antisocial bystander behaviour, whereas low perceived responsibility generates sympathy and consequently prosocial bystander behaviour. The results further indicate that bystanders will sho…
Developing a competency-based framework for teachers’ entrepreneurial behaviour
Developing a competency-based framework for teachers’ entrepreneurial behaviour
Predictors of Antisocial and Prosocial Behaviour of Bystanders in Workplace Mobbing
When will bystanders of workplace mobbing show antisocial or prosocial behaviour toward the victim? Results of a 2 × 2 vignette study ( N = 177) suggest that high perceived responsibility of the victim for the onset of the mobbing evokes anger and consequently antisocial bystander behaviour, whereas low perceived responsibility generates sympathy and consequently prosocial bystander behaviour. The results further indicate that bystanders will sho…
Developing a competency-based framework for teachers’ entrepreneurial behaviour
Predictors of Antisocial and Prosocial Behaviour of Bystanders in Workplace Mobbing
When will bystanders of workplace mobbing show antisocial or prosocial behaviour toward the victim? Results of a 2 × 2 vignette study ( N = 177) suggest that high perceived responsibility of the victim for the onset of the mobbing evokes anger and consequently antisocial bystander behaviour, whereas low perceived responsibility generates sympathy and consequently prosocial bystander behaviour. The results further indicate that bystanders will sho…
Feeling Weary? Feeling Insecure? Are All Workplace Changes Bad News
Prior research indicates that workplace changes can have both positive and negative consequences for employees. To explore the mechanisms that trigger these different outcomes, we propose and test a mediation model, which builds on the premises of the challenge-hindrance model of work stress. Specifically, we suggest that whereas workplace changes can engender positive outcomes (e.g., learning outcomes) through an increase in learning demands, th…
Exploring Proactive Behaviors of Employees in the Prevention of Burnout
Extensive evidence indicates that burnout can have detrimental consequences for individuals as well as organizations; therefore, there is a great need for burnout prevention. While burnout prevention interventions initiated by the employer have previously been studied, the proactive behaviors employees deploy themselves to prevent burnout have received less research attention. The purpose of this exploratory qualitative interview study was to enh…
The Development of a Proactive Burnout Prevention Inventory
Proactive burnout prevention refers to a set of proactive behaviors employees may engage in to prevent burnout. Findings of a previous exploratory qualitative study indicated that employees who had to deal with high demands engaged in specific proactive behaviors in the work, home, and personal domain in order to prevent burnout. To further examine proactive burnout prevention in longitudinal quantitative research and to be able to investigate it…
Supervisor Idea Adoption Scale
Despite the importance of workplace innovation, the adoption of creative ideas at workplace level has received little attention due to a lack of measures for idea adoption. The purpose of this study was to develop and validate a scale that measures employees’ perceptions of the process of idea adoption. Specifically, the scale assesses employee perceptions of their supervisor’s behavior in terms of idea openness, selection and application. Three …
Examining the mediating role of resources in the temporal relationship between proactive burnout prevention and burnout
The findings of this study confirm that employees can proactively prevent burnout by investing in resources, yet proactive actions should be taken before increased burnout-complaints impede employees to do so. This study contributes to scientific knowledge on proactive behaviors and burnout prevention by investigating the mechanism underlying the temporal relationship between proactive burnout prevention and burnout. An important practical implic…
Job characteristics, job attitudes and employee withdrawal behaviour
Employee withdrawal is a critical issue for organisations and has been the topic of extensive research. Although much turnover research used between‐person designs, this study focused on the impact of within‐person changes in job characteristics on job attitudes and withdrawal behaviour, using the challenge‐hindrance stressor as our main theoretical framework. The focus was on the job characteristics workload (a challenge stressor), emotional dem…
Psychology (8 works) · Social Psychology (8 works) · Clinical Psychology (6 works) · Job Satisfaction and Organizational Behavior (6 works) · Social Psychology (6 works) · Burnout (5 works) · Applied Psychology (4 works) · Clinical Psychology (4 works) · Workplace Health and Well-being (4 works) · Emotional exhaustion (3 works)