Bert Herman Schreurs

Job insecurity and employee health: The buffering potential of job control and job self-efficacy

Abstract This study examines the direct and moderating effects of two types of control that employees have over the work situation – job control and job self-efficacy – on the relationship between job insecurity and employee health. The authors hypothesize that job control and job self-efficacy attenuate the negative effects of job insecurity on both a short-term (i.e. need for recovery) and a long-term health outcome (i.e. impaired general health). These hypotheses were examined using survey data collected from a heterogeneous sample of 1368 Belgian workers. Results of moderated regression analysis showed that job control, but not job self-efficacy, buffered the negative effects of job insecurity on employee health. We conclude that organizations can temper the negative health effects of job insecurity by giving their employees more control over their work.

Does meaning-making help during organizational change? : development and validation of a new scale.

Purpose – The purpose of this paper is first, to test the validity of a new scale measuring the construct of meaning‐making, defined as the ability to integrate challenging or ambiguous situations into a framework of personal meaning using conscious, value‐based reflection. Second, to explore whether meaning‐making is distinct from other personal resources (self‐efficacy, optimism, mastery, meaning in life), and coping (positive reinterpretation, acceptance). Third, to explore whether meaning‐making facilitates work engagement, willingness to change, and performance during organizational change.Design/methodology/approach – Cross‐sectional survey‐data were collected from 238 employees in a variety of both public and private organizations.Findings – Confirmatory factor analyses showed that meaning‐making can be distinguished from other personal resources, coping and meaning in life. Regression analyses showed that meaning‐making is positively related to in‐role performance and willingness to change, but no...

Symbolic Attributes and Organizational Attractiveness: The Moderating Effects of Applicant Personality

The present study examined the moderating influence of the Big Five personality factors in the relationship between five symbolic, trait-based inferences about organizations (Sincerity, Excitement, Competence, Prestige, and Ruggedness) and organizational attractiveness. Drawing on the similarity-attraction paradigm, six hypotheses were formulated, stating that the relationship between trait-based inferences and organizational attractiveness would be stronger for persons who perceive the organization as similar to them. Results of moderated regression analyses on data from a sample of 245 prospective applicants for the Belgian military revealed two significant two-way interactions, showing that Sincerity was positively related to organizational attractiveness only for individuals high on Conscientiousness, and that the relationship between Excitement and organizational attractiveness is more positive for individuals high on Openness to Experience. Practical implications, strengths and limitations, as well as directions for further research are presented.

Job demands-resources and early retirement intention: Differences between blue- and white-collar workers

This study investigates workers’ early retirement intention among blue- and white-collar workers along two processes as described in the Job Demands—Resources model: (1) an energetic process wherein job demands are associated positively with early retirement intention through perceived ill-health, and (2) a motivational process wherein job resources are associated negatively with early retirement intention through work enjoyment. Analyses are based on 1812 Belgian workers aged 45 or older. Results from structural equation modelling provided support for the motivational process, with a stronger relationship between job resources and work enjoyment among blue-(vs white-) collar workers. The energetic process was not supported: the relationship between job demands and early retirement intention was direct and not indirect through perceived ill-health, and this relationship was stronger among white- (vs blue-) collar workers.

Social capital, team efficacy and team potency: The mediating role of team learning behaviors

Purpose – Drawing on social capital theory and self‐identification theory, this study aims to examine the associations of two indicators of social capital, personal networks and deep‐level similarity, with team capability measures of team efficacy and team potency. The central focus of the study is to be the hypothesized mediating role of team learning behaviors.Design/methodology/approach – Hypotheses were tested using questionnaire data obtained from 221 teachers working in 33 teams and data were analyzed using multilevel analyses.Findings – Consistent with the hypotheses, the results supported the contention that team learning behaviors mediate the relationship between different types of social capital and team efficacy and team potency. Specifically, it was found that, in highly (deep‐level) similar teams, the level of team learning behaviors is higher than in diverse teams, and this is hardly dependent on the extent of social capital based on personal networks. For diverse teams (i.e. teams scoring l...

Work–family conflict and facilitation: The combined influence of the job demand–control model and achievement striving

This study investigated the moderating effect of achievement striving (AS) on the relationship between situational variables, defined by the Job Demand–Control model (JDC), and both work–family conflict and work–family facilitation. In a sample of 224 employees in the welfare sector, the results of two hierarchical regression analyses showed that job demands were significantly positively related and job control was significantly negatively related to work–family conflict but not to work–family facilitation. For AS, a significant positive relationship was found with both work–family conflict and work–family facilitation. Interactions between situational variables and AS were insignificant although the interaction between AS and job control on work–family facilitation was close to significance in line with the expectations. Specifically, a lower level of job control did not lower the level of WFF experienced by individuals high on AS. Theoretical and practical implications are discussed.

Modeling the structure of applicant reactions: An empirical study within the Belgian military.

This article describes the modeling of applicant reactions within the Belgian military. In a preparatory phase, 250 applicants were interviewed about the three-hurdle hiring procedure of the military. Content analysis resulted in an initial model with 221 applicant-generated items. Subsequently, an expert analysis was performed to validate the models underlying structure. Fifty-three military field experts (e.g., recruiters) sorted the items and labeled each Q-sort according to its underlying meaning. Multi-dimensional scaling and additive tree modeling revealed a two-dimensional solution for the first and second selection hurdle and a three-dimensional solution for the third hurdle. Interpretative analyses were performed on the labeling of the Q-sorts. Both the graphic MDS solution and labeling came close to the theoretical categories of the initial model. Besides generic categories, very context-specific also categories emerged. Specifically, the study shows “differentiation” as an important but rather underrepresented dimension. Methodological, theoretical, and practical relevance of study findings are discussed.