Annet H de Lange
Biographic Data
| ID | 6541531 |
|---|---|
| NAME | Annet H de Lange |
| GIVEN NAMES | Annet H |
| FAMILY NAME | de Lange |
| SIGNATURE | DE LANGE A H |
| AFFILIATIONS | HAN University of Applied Sciences |
| ORCID | 0000-0002-9122-7387 |
| VERIFIED | Yes |
| TOTAL WORKS | 16 |
| TOTAL CITATIONS | 136 |
| AUTHOR COUNT | 16 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2003 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 6 |
Perceived Factors Influencing Blue-Collar Workers’ Participation in Worksite Health Promotion Programs in Freight Transport: A Qualitative Investigation Using the TDF and COM-B
Blue-collar workers in the freight transport industry report a high risk of developing chronic diseases, partly due to an unhealthy lifestyle. Worksite health promotion programs (WHPPs) may be able to promote a healthier lifestyle, but participation among blue-collar workers in these programs is generally lower than among other workers. The current study aimed to further examine factors that can explain participation of blue-collar workers in the…
Factors associated with blue-collar workers’ participation in Worksite Health Promotion Programs: A scoping literature review
A growing number of employers implement worksite health promotion programs (WHPPs). In particular, blue-collar workers may benefit from these WHPPs. However, they are less likely than other workers to participate and little is known about which factors affect their participation. The aim of this scoping literature review is to produce an overview of studies on factors associated with blue-collar workers’ participation in WHPPs. Five databases wer…
Successful ageing at work: The role of job characteristics in growth trajectories of work ability and motivation to work amongst older workers
In order to age successfully at work, people need to maintain or improve their work ability and motivation to work. This implies a process that develops over time and can differ substantially between individuals. This study investigated whether different trajectories of perceived work ability and motivation to work can be distinguished between older employees over time and to what extent job demands and job resources are predictive of these diffe…
Beyond Bullying, Aggression, Discrimination, and Social Safety: Development of an Integrated Negative Work Behavior Questionnaire (INWBQ)
Negative work behavior (NWB) threatens employee well-being. There are numerous constructs that reflect NWBs, such as bullying, aggression, and discrimination, and they are often examined in isolation from each other, limiting scientific integration of these studies. We aim to contribute to this research field by developing a diagnostic tool with content validity on the full spectrum of NWBs. First, we provide a full description of how we tapped a…
Which Personal and Organizational Factors Influence the Organizational Commitment and Job Satisfaction of Shipyard Blue-Collar Workers
This study shows that different personal and environmental factors influence the shipyard workers' organizational commitment and job satisfaction
Burnout and Time Perspective of Blue-Collar Workers at the Shipyard
Background: The aim of the research was to investigate the association between time perspective in relation to burnout and successful ageing of blue-collar workers with physically highly demanding work and low autonomy. Shipyard blue-collar workers usually do predominantly manual labor versus white-collar workers, whose jobs do not usually involve physical work. Methods: 497 participants workers in a shipyard in the north of Spain. Ages were betw…
To leave or not to leave: Retirement intentions and retirement behaviour
Research on the correspondence between retirement intentions and subsequent behaviour is scarce. We aimed to explore possible associations between retirement intentions and behaviour, using five-year high-quality quantitative panel data on Norwegian senior workers. Retirement intentions operate at different levels of firmness: (a) considerations; (b) preferences; and (c) decisions. Compared to work continuation considerations, a targeted age for …
Late Career Decision-Making: A Qualitative Panel Study
The aim of this longitudinal qualitative interview study (3 waves of interviews) was to examine the nature of older workers’ late career decision-making processes, including the main drivers and obstacles for prolonging working life or retiring. Late career decision-making is regarded as a process of reflecting and deciding on whether to continue in the current job, change employer, be self-employed, or quit one’s career when approaching retireme…
Task Performance Among Employees Above Age 65: The Role of Cognitive Functioning and Job Demand-Control
Owing to the aging of Western societies, an increasing number of people over age 65 are now working in bridge employment. Research is needed to understand how job characteristics in bridge employment should be designed to support older employees’ productivity, considering potential declines in intra-individual resources. Drawing on lifespan development of resources and job design models, we investigated the interplay of cognitive functioning, job…
Future time perspective, regulatory focus, and selection, optimization, and compensation: Testing a longitudinal model
This study examines the behavioral processes through which future time perspective (FTP) and regulatory focus may influence coping behaviors in older workers. A three‐wave longitudinal study was conducted to test a novel model, positing that FTP affects regulatory focus, which then influences the coping strategies of selection, optimization, and compensation. A sample of participants from the Netherlands was invited to participate and complete on…
Age and work‐related motives: Results of a meta‐analysis
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: Does age matter
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: A meta‐analysis
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: A conceptual review
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…
The relationships between work characteristics and mental health: Examining normal, reversed and reciprocal relationships in a 4-wave study
This longitudinal study examined the causal relationships between job demands, job control and supervisor support on the one hand and mental health on the other. Whereas we assumed that work characteristics affect mental health, we also examined reversed causal relationships (mental health influences work characteristics). Further, the topic of the appropriate time lag for testing causal relationships was addressed. Our hypotheses were tested in …
"The very best of the millennium": Longitudinal research and the demand-control-(support) model.
This study addressed the methodological quality of longitudinal research examining R. Karasek and T. Theorell's (1990) demand-control-(support) model and reviewed the results of the best of this research. Five criteria for evaluating methodological quality were used: type of design, length of time lags, quality of measures, method of analysis, and nonresponse analysis. These criteria were applied to 45 longitudinal studies, of which 19 (42%) obta…
Age and work‐related motives: Results of a meta‐analysis
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: A meta‐analysis
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: Does age matter
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…
Future time perspective, regulatory focus, and selection, optimization, and compensation: Testing a longitudinal model
This study examines the behavioral processes through which future time perspective (FTP) and regulatory focus may influence coping behaviors in older workers. A three‐wave longitudinal study was conducted to test a novel model, positing that FTP affects regulatory focus, which then influences the coping strategies of selection, optimization, and compensation. A sample of participants from the Netherlands was invited to participate and complete on…
To leave or not to leave: Retirement intentions and retirement behaviour
Research on the correspondence between retirement intentions and subsequent behaviour is scarce. We aimed to explore possible associations between retirement intentions and behaviour, using five-year high-quality quantitative panel data on Norwegian senior workers. Retirement intentions operate at different levels of firmness: (a) considerations; (b) preferences; and (c) decisions. Compared to work continuation considerations, a targeted age for …
Late Career Decision-Making: A Qualitative Panel Study
The aim of this longitudinal qualitative interview study (3 waves of interviews) was to examine the nature of older workers’ late career decision-making processes, including the main drivers and obstacles for prolonging working life or retiring. Late career decision-making is regarded as a process of reflecting and deciding on whether to continue in the current job, change employer, be self-employed, or quit one’s career when approaching retireme…
Task Performance Among Employees Above Age 65: The Role of Cognitive Functioning and Job Demand-Control
Owing to the aging of Western societies, an increasing number of people over age 65 are now working in bridge employment. Research is needed to understand how job characteristics in bridge employment should be designed to support older employees’ productivity, considering potential declines in intra-individual resources. Drawing on lifespan development of resources and job design models, we investigated the interplay of cognitive functioning, job…
"The very best of the millennium": Longitudinal research and the demand-control-(support) model.
This study addressed the methodological quality of longitudinal research examining R. Karasek and T. Theorell's (1990) demand-control-(support) model and reviewed the results of the best of this research. Five criteria for evaluating methodological quality were used: type of design, length of time lags, quality of measures, method of analysis, and nonresponse analysis. These criteria were applied to 45 longitudinal studies, of which 19 (42%) obta…
The relationships between work characteristics and mental health: Examining normal, reversed and reciprocal relationships in a 4-wave study
This longitudinal study examined the causal relationships between job demands, job control and supervisor support on the one hand and mental health on the other. Whereas we assumed that work characteristics affect mental health, we also examined reversed causal relationships (mental health influences work characteristics). Further, the topic of the appropriate time lag for testing causal relationships was addressed. Our hypotheses were tested in …
Older workers' motivation to continue to work: five meanings of age: A conceptual review
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…
On the relationships among work characteristics and learning‐related behavior: Does age matter
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: A meta‐analysis
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: Results of a meta‐analysis
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…
Future time perspective, regulatory focus, and selection, optimization, and compensation: Testing a longitudinal model
This study examines the behavioral processes through which future time perspective (FTP) and regulatory focus may influence coping behaviors in older workers. A three‐wave longitudinal study was conducted to test a novel model, positing that FTP affects regulatory focus, which then influences the coping strategies of selection, optimization, and compensation. A sample of participants from the Netherlands was invited to participate and complete on…
Late Career Decision-Making: A Qualitative Panel Study
The aim of this longitudinal qualitative interview study (3 waves of interviews) was to examine the nature of older workers’ late career decision-making processes, including the main drivers and obstacles for prolonging working life or retiring. Late career decision-making is regarded as a process of reflecting and deciding on whether to continue in the current job, change employer, be self-employed, or quit one’s career when approaching retireme…
Task Performance Among Employees Above Age 65: The Role of Cognitive Functioning and Job Demand-Control
Owing to the aging of Western societies, an increasing number of people over age 65 are now working in bridge employment. Research is needed to understand how job characteristics in bridge employment should be designed to support older employees’ productivity, considering potential declines in intra-individual resources. Drawing on lifespan development of resources and job design models, we investigated the interplay of cognitive functioning, job…
To leave or not to leave: Retirement intentions and retirement behaviour
Research on the correspondence between retirement intentions and subsequent behaviour is scarce. We aimed to explore possible associations between retirement intentions and behaviour, using five-year high-quality quantitative panel data on Norwegian senior workers. Retirement intentions operate at different levels of firmness: (a) considerations; (b) preferences; and (c) decisions. Compared to work continuation considerations, a targeted age for …
Burnout and Time Perspective of Blue-Collar Workers at the Shipyard
Background: The aim of the research was to investigate the association between time perspective in relation to burnout and successful ageing of blue-collar workers with physically highly demanding work and low autonomy. Shipyard blue-collar workers usually do predominantly manual labor versus white-collar workers, whose jobs do not usually involve physical work. Methods: 497 participants workers in a shipyard in the north of Spain. Ages were betw…
Which Personal and Organizational Factors Influence the Organizational Commitment and Job Satisfaction of Shipyard Blue-Collar Workers
This study shows that different personal and environmental factors influence the shipyard workers' organizational commitment and job satisfaction
Factors associated with blue-collar workers’ participation in Worksite Health Promotion Programs: A scoping literature review
A growing number of employers implement worksite health promotion programs (WHPPs). In particular, blue-collar workers may benefit from these WHPPs. However, they are less likely than other workers to participate and little is known about which factors affect their participation. The aim of this scoping literature review is to produce an overview of studies on factors associated with blue-collar workers’ participation in WHPPs. Five databases wer…
Successful ageing at work: The role of job characteristics in growth trajectories of work ability and motivation to work amongst older workers
In order to age successfully at work, people need to maintain or improve their work ability and motivation to work. This implies a process that develops over time and can differ substantially between individuals. This study investigated whether different trajectories of perceived work ability and motivation to work can be distinguished between older employees over time and to what extent job demands and job resources are predictive of these diffe…
Beyond Bullying, Aggression, Discrimination, and Social Safety: Development of an Integrated Negative Work Behavior Questionnaire (INWBQ)
Negative work behavior (NWB) threatens employee well-being. There are numerous constructs that reflect NWBs, such as bullying, aggression, and discrimination, and they are often examined in isolation from each other, limiting scientific integration of these studies. We aim to contribute to this research field by developing a diagnostic tool with content validity on the full spectrum of NWBs. First, we provide a full description of how we tapped a…
Perceived Factors Influencing Blue-Collar Workers’ Participation in Worksite Health Promotion Programs in Freight Transport: A Qualitative Investigation Using the TDF and COM-B
Blue-collar workers in the freight transport industry report a high risk of developing chronic diseases, partly due to an unhealthy lifestyle. Worksite health promotion programs (WHPPs) may be able to promote a healthier lifestyle, but participation among blue-collar workers in these programs is generally lower than among other workers. The current study aimed to further examine factors that can explain participation of blue-collar workers in the…
Psychology (16 works) · Social Psychology (9 works) · Retirement, Disability, and Employment (8 works) · Workplace Health and Well-being (8 works) · Social Psychology (7 works) · Employment and Welfare Studies (6 works) · Job Satisfaction and Organizational Behavior (6 works) · Medicine (6 works) · Applied Psychology (5 works) · Gerontology (5 works)