Marianne Van Woerkom
Dados Biográficos
| ID | 6300161 |
|---|---|
| NOME | Marianne Van Woerkom |
| PRENOMES | Marianne |
| SOBRENOME | Van Woerkom |
| ASSINATURA | VAN WOERKOM M |
| AFILIAÇÕES | Tilburg University |
| ORCID | 0000-0002-7944-2439 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 11 |
| TOTAL DE CITAÇÕES | 8 |
| OBRAS COMO AUTOR | 11 |
| OBRAS COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 2008 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2025 |
| ÍNDICE H | 2 |
Strengths-Based Leadership
Employee strengths use is associated with increased work engagement and reduced sickness absenteeism, and knowledge about how leaders can promote employee strengths use is rapidly developing. We performed a systematic review to a) summarize what is known about the conceptualization, operationalization, and nomological net of strengths-based leadership and about the relation between leadership and employee strengths use, and b) identify concerns t…
Coaching Based on Signature Strengths or Lesser Strengths? The Effects of Two Strengths Spotting Interventions on Managerial Coaching Behavior
Managers are increasingly expected to coach their employees. However, managers are often ill equipped and lack the necessary support from their organization to effectively implement coaching behavior. Based on strengths theory, we propose that a strengths spotting intervention could help managers to develop their coaching behavior. In addition, based on theory on emotional contagion and the broaden and build theory, we argue that spotting employe…
Enhancing person-job fit
Even though person-job fit (PJ fit) is a crucial predictor of employees' overall engagement and performance in their jobs, few studies have identified the mechanisms that enhance PJ fit during the employment relationship. Further, the models that do predict how PJ fit evolves over time are predominantly based on the idea that fit improves through individual adjustment processes by workers. This paper provides a new lens on PJ fit that is based on…
Thriving on Strengths
The teaching profession is characterized by high demands and teachers who thrive are better able to navigate their demanding context than teachers who survive. Based on theories on strengths use we propose that strengths interventions which help teachers to identify, use, and develop their strengths can enhance their thriving (vitality and learning) which enables them to perform better. In addition, based on the socioemotional selective theory we…
Strengths-based leadership and employee work engagement
Strengths-based leadership helps employees identify, utilize, and develop their strengths. Does such leadership facilitate employee work engagement and performance? In this study, we integrate Job Demands-Resources (JD-R) and Leader-Member Exchange (LMX) theories to hypothesize that strengths-based leadership is positively related to employee task performance through employee work engagement, and that this effect is moderated by LMX quality. We c…
Networks of happiness
Even though well-being can be seen as a multidimensional construct, made up of a variety of interacting aspects, most studies examine total scores on well-being measures, treating well-being as a latent variable. This so-called common cause perspective assumes that aspects of well-being are mere effects of a common cause, namely well-being itself. The network approach moves away from this approach by suggesting that research should no longer focu…
Associations Between Resilience, Psychological Well-Being, Work-Related Stress and Covid-19 Fear in Forensic Healthcare Workers Using a Network Analysis
Forensic healthcare workers deal with patients with severe psychiatric and behavioral problems that put them at an increased risk of developing work-related stress and burnout. Working with this target group of patients during the Coronavirus disease 2019 (Covid-19) pandemic with far-reaching restrictive measures can negatively affect the psychological well-being of forensic workers. Research suggests that resilience can buffer workplace stress a…
Job crafting towards strengths and interests
We introduce 2 novel types of job crafting-crafting toward strengths and crafting toward interests-that aim to improve the fit between one's job and personal strengths and interests. Based on Berg, Dutton, and Wrzesniewski (2013), we hypothesized that participating in a job crafting intervention aimed at adjusting the job to personal strengths and interests leads to higher levels of job crafting, which in turn will promote person-job fit. Moreove…
Accumulative job demands and support for strength use
Absenteeism associated with accumulated job demands is a ubiquitous problem. We build on prior research on the benefits of counteracting job demands with resources by focusing on a still untapped resource for buffering job demands-that of strengths use. We test the idea that employees who are actively encouraged to utilize their personal strengths on the job are better positioned to cope with job demands. Based on conservation of resources (COR) …
Team learning and its association with the implementation of competence-based education
Personal epistemologies and older workers
This paper evaluates the need and prospects for older workers to develop and deploy effective and critical personal epistemologies in order to maintain workplace competence, successfully negotiate work transitions and secure ontological security in their working life. Furthermore, it addresses different ways of reflecting by workers, which types of reflection are appreciated by workplace managers and how these relate to the work situation and oth…
Team learning and its association with the implementation of competence-based education
Personal epistemologies and older workers
This paper evaluates the need and prospects for older workers to develop and deploy effective and critical personal epistemologies in order to maintain workplace competence, successfully negotiate work transitions and secure ontological security in their working life. Furthermore, it addresses different ways of reflecting by workers, which types of reflection are appreciated by workplace managers and how these relate to the work situation and oth…
Personal epistemologies and older workers
This paper evaluates the need and prospects for older workers to develop and deploy effective and critical personal epistemologies in order to maintain workplace competence, successfully negotiate work transitions and secure ontological security in their working life. Furthermore, it addresses different ways of reflecting by workers, which types of reflection are appreciated by workplace managers and how these relate to the work situation and oth…
Accumulative job demands and support for strength use
Absenteeism associated with accumulated job demands is a ubiquitous problem. We build on prior research on the benefits of counteracting job demands with resources by focusing on a still untapped resource for buffering job demands-that of strengths use. We test the idea that employees who are actively encouraged to utilize their personal strengths on the job are better positioned to cope with job demands. Based on conservation of resources (COR) …
Team learning and its association with the implementation of competence-based education
Job crafting towards strengths and interests
We introduce 2 novel types of job crafting-crafting toward strengths and crafting toward interests-that aim to improve the fit between one's job and personal strengths and interests. Based on Berg, Dutton, and Wrzesniewski (2013), we hypothesized that participating in a job crafting intervention aimed at adjusting the job to personal strengths and interests leads to higher levels of job crafting, which in turn will promote person-job fit. Moreove…
Associations Between Resilience, Psychological Well-Being, Work-Related Stress and Covid-19 Fear in Forensic Healthcare Workers Using a Network Analysis
Forensic healthcare workers deal with patients with severe psychiatric and behavioral problems that put them at an increased risk of developing work-related stress and burnout. Working with this target group of patients during the Coronavirus disease 2019 (Covid-19) pandemic with far-reaching restrictive measures can negatively affect the psychological well-being of forensic workers. Research suggests that resilience can buffer workplace stress a…
Networks of happiness
Even though well-being can be seen as a multidimensional construct, made up of a variety of interacting aspects, most studies examine total scores on well-being measures, treating well-being as a latent variable. This so-called common cause perspective assumes that aspects of well-being are mere effects of a common cause, namely well-being itself. The network approach moves away from this approach by suggesting that research should no longer focu…
Thriving on Strengths
The teaching profession is characterized by high demands and teachers who thrive are better able to navigate their demanding context than teachers who survive. Based on theories on strengths use we propose that strengths interventions which help teachers to identify, use, and develop their strengths can enhance their thriving (vitality and learning) which enables them to perform better. In addition, based on the socioemotional selective theory we…
Strengths-based leadership and employee work engagement
Strengths-based leadership helps employees identify, utilize, and develop their strengths. Does such leadership facilitate employee work engagement and performance? In this study, we integrate Job Demands-Resources (JD-R) and Leader-Member Exchange (LMX) theories to hypothesize that strengths-based leadership is positively related to employee task performance through employee work engagement, and that this effect is moderated by LMX quality. We c…
Coaching Based on Signature Strengths or Lesser Strengths? The Effects of Two Strengths Spotting Interventions on Managerial Coaching Behavior
Managers are increasingly expected to coach their employees. However, managers are often ill equipped and lack the necessary support from their organization to effectively implement coaching behavior. Based on strengths theory, we propose that a strengths spotting intervention could help managers to develop their coaching behavior. In addition, based on theory on emotional contagion and the broaden and build theory, we argue that spotting employe…
Enhancing person-job fit
Even though person-job fit (PJ fit) is a crucial predictor of employees' overall engagement and performance in their jobs, few studies have identified the mechanisms that enhance PJ fit during the employment relationship. Further, the models that do predict how PJ fit evolves over time are predominantly based on the idea that fit improves through individual adjustment processes by workers. This paper provides a new lens on PJ fit that is based on…
Strengths-Based Leadership
Employee strengths use is associated with increased work engagement and reduced sickness absenteeism, and knowledge about how leaders can promote employee strengths use is rapidly developing. We performed a systematic review to a) summarize what is known about the conceptualization, operationalization, and nomological net of strengths-based leadership and about the relation between leadership and employee strengths use, and b) identify concerns t…
Psychology (11 obras) · Social Psychology (10 obras) · Psychological Well-being and Life Satisfaction (6 obras) · Applied Psychology (5 obras) · Management (4 obras) · Political science (4 obras) · Psychological intervention (4 obras) · Computer Science (3 obras) · Job analysis (3 obras) · Job attitude (3 obras)