Joris Van Ruysseveldt
Biographic Data
| ID | 7773182 |
|---|---|
| NAME | Joris Van Ruysseveldt |
| GIVEN NAMES | Joris |
| FAMILY NAME | Van Ruysseveldt |
| SIGNATURE | VAN RUYSSEVELDT J |
| AFFILIATIONS | Open University of the Netherlands |
| ORCID | 0000-0001-7187-4483 |
| VERIFIED | Yes |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 0 |
| AUTHOR COUNT | 7 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2019 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 0 |
Personality and burnout complaints
The aim of this study is to gain insight into how and why certain personality traits are related to experiencing burnout complaints. Drawing on insights from a stimulus‐organism‐response (SOR) model of personality and affect and conservation of resources (COR) theory, we specifically focus on the role of five proactive behaviors to prevent burnout (PBPBs) at work. Two research questions are addressed: (1) How are the HEXACO personality traits rel…
Bystander actions during police work on the street
Studies on bystander behaviour showed that bystanders regularly intervene in conflicts and crime in public in order to de-escalate, yet these studies focus solely on the way citizens manage situations in the absence of police. Bystanders, however, are also present while police officers carry out their work and might help or challenge their performance. Based on 15 interviews with police officers and participant observation during 12 police shifts…
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…
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…
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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…
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…
Personality and burnout complaints
The aim of this study is to gain insight into how and why certain personality traits are related to experiencing burnout complaints. Drawing on insights from a stimulus‐organism‐response (SOR) model of personality and affect and conservation of resources (COR) theory, we specifically focus on the role of five proactive behaviors to prevent burnout (PBPBs) at work. Two research questions are addressed: (1) How are the HEXACO personality traits rel…
Bystander actions during police work on the street
Studies on bystander behaviour showed that bystanders regularly intervene in conflicts and crime in public in order to de-escalate, yet these studies focus solely on the way citizens manage situations in the absence of police. Bystanders, however, are also present while police officers carry out their work and might help or challenge their performance. Based on 15 interviews with police officers and participant observation during 12 police shifts…
Psychology (7 works) · Social Psychology (7 works) · Burnout (6 works) · Clinical Psychology (6 works) · Job Satisfaction and Organizational Behavior (6 works) · Clinical Psychology (4 works) · Social Psychology (4 works) · Workplace Health and Well-being (4 works) · Applied Psychology (3 works) · Emotional exhaustion (3 works)