Ij. Hetty van Emmerik

The more you can get the better: Mentoring constellations and intrinsic career success

This study focused on the relationship between mentoring constellations and intrinsic career success. Hierarchical regression analyses on the data of 416 female and 594 male university members showed that mentoring was positively associated with intrinsic career success (i.e., career satisfaction and intrinsic job satisfaction. Several characteristics of developmental networking appeared to be associated with intrinsic career success, e.g. size of the advice network, range, emotional intensity, frequency of the contacts, and years acquainted. Moreover, some moderating effects of gender on the relationship between mentoring constellations and intrinsic career success were found, e.g. for size of the advice network, emotional intensity, and stability of the relationship. Implications of results and directions for future research are discussed.

Gender differences in the creation of different types of social capital: A multilevel study

This study examined gender differences in the creation of hard and soft social capital in a sample of 352 female and 486 male faculty members. Men were shown to be more effective in creating hard social capital, but, unexpectedly, women were not found to be the emotional specialists they often are thought to be. Moreover, multilevel analyses indicated that men were more effective in using emotional intensity of ties to create hard social capital, and they were also more effective using team-related resources to create both hard and soft social capital.

Gender differences in the effects of coping assistance on the reduction of burnout in academic staff

This study examined gender differences in the effectiveness of five sources of coping assistance to reduce dissatisfaction and emotional exhaustion among 403 female and 664 male academic staff of a Dutch university. It was hypothesized that support at work ((1) socio-emotional aid from the supervisor and colleagues, (2) a supportive climate in the department, and (3) practical assistance in the department) and support at home ((4) socio-emotional aid from the spouse, and (5) practical assistance from the spouse) would reduce dissatisfaction and burnout, and that women especially would benefit from these coping assistance measures. Using moderated regression analyses, the results showed that coping assistance from a supervisor and colleagues is an important measure to reduce both dissatisfaction and emotional exhaustion. Further, a supportive departmental climate and practical assistance in the department reduced emotional exhaustion and especially female academic staff benefited from these types of coping...This study examined gender differences in the effectiveness of five sources of coping assistance to reduce dissatisfaction and emotional exhaustion among 403 female and 664 male academic staff of a Dutch university. It was hypothesized that support at work ((1) socio-emotional aid from the supervisor and colleagues, (2) a supportive climate in the department, and (3) practical assistance in the department) and support at home ((4) socio-emotional aid from the spouse, and (5) practical assistance from the spouse) would reduce dissatisfaction and burnout, and that women especially would benefit from these coping assistance measures. Using moderated regression analyses, the results showed that coping assistance from a supervisor and colleagues is an important measure to reduce both dissatisfaction and emotional exhaustion. Further, a supportive departmental climate and practical assistance in the department reduced emotional exhaustion and especially female academic staff benefited from these types of coping assistance at the aggregate level. However, contrary to expectations, such beneficial effects were not found for both socio-emotional aid and practical assistance from the spouse.

Associations among altruism, burnout dimensions, and organizational citizenship behaviour

Most studies of burnout have focused on lack of resources, prevalence of burnout, and negative outcomes. In contrast, this study examined the relationships among altruism, burnout and a positive outcome, namely, the engagement in organizational citizenship behaviour. Web questionnaires were distributed to employees in three professional organizations. The results from the 178 respondents indicated that altruism is related to organizational citizenship behaviour. Of the three dimensions of burnout, only reduced personal accomplishment was (negatively) associated with engagement in organizational citizenship behaviours. Implications of the results are discussed and directions for future research are offered.

The independent relationships of objective and subjective workload with couples’ mood

Mood signifies general well-being and a positive mood benefits self, one’s spouse and the family unit. Dual-earner couples are particularly susceptible to spillover and crossover of mood. A lack of studies on the relationship between workload and mood and the repeated calls for more couple-level research served as the primary impetus for this study. Using data from 629 couples, we examined the relationship between objective (i.e. hours of paid work) and subjective (i.e. time pressure) workload on 1) one’s own (positive and negative) mood, 2) spouse’s mood, and 3) mood at the couple level. Results of two-level regression analyses indicated that subjective workload was positively related to negative mood. In contrast, objective workload was related to decreased negative mood and to increased positive mood. In addition to support for spillover effect, results supported one crossover effect, such that wives of husbands who devote more hours to paid work reported higher levels of negative mood, even as the husbands themselves reported lower levels of negative mood. Implications of results are discussed.

Who is offering a helping hand?: Associations between personality and OCBs, and the moderating role of team leader effectiveness

Purpose – This study aims to examine the relationships between personality and three types of OCBs (Organizational Citizenship Behaviors), and to test for the potential moderating effects of team leader effectiveness on the relationship between personality and OCBs.Design/methodology/approach – Hypotheses were tested with data from 268 teachers of secondary schools and were analyzed using Zellners seemingly unrelated regression.Findings – The results indicate that extroverts and teachers open for experience engaged more in OCBs towards their school than introverts and teachers less open for experience do. Teachers that are more conscientious score higher on OCBs towards students. That fits with the idea that being conscientious is being careful and responsible. Teachers with introvert and neurotic personalities become more engaged in OCBs than extrovert and emotionally stable teachers do when they appreciate their team leader effectiveness.Research limitations/implications – Although this study provided ...

The relationship between personality and discretionary helping behaviors

The relationship between personality and helping behaviors in three different contexts was examined in a field study. In a sample of 178 employees from three professional organizations, measures of the Big Five Personality factors were found to be related to discretionary helping behaviors performed in the context of ones home, workplace and the larger society. Collectively, the five personality factors accounted for 7% of the variance in Household Activities and Chores, 26% of the variance in Organizational Citizenship Behaviors and 10% of the variance in Volun-teerism. Implications of these relations are discussed.

Networking your way through the organization

Purpose – The purpose of this study is to focus specifically on formal and informal networking and their relationship with career satisfaction. It was expected that men would engage more in networking and that men are able to use networking effectively than women, which will be shown in the achievement of greater career satisfaction.Design/methodology/approach – Hypotheses were tested with hierarchical regression analyses, using a sample of 180 (69 percent) female and 80 (31 percent) male employees from a Dutch bank.Findings – Results show that the female respondents engaged more in both formal and informal networking than male respondents. However, hierarchical regression analyses showed that the association between participating in network activities and career satisfaction is significantly stronger for men than for women.Research limitations/implications – There is certainly a need for longitudinal data to resolve issues concerning differential dropout of women and the development of effective social n...

Networking your way through the organization: Gender differences in the relationship between network participation and career satisfaction

Purpose – The purpose of this study is to focus specifically on formal and informal networking and their relationship with career satisfaction. It was expected that men would engage more in networking and that men are able to use networking effectively than women, which will be shown in the achievement of greater career satisfaction.Design/methodology/approach – Hypotheses were tested with hierarchical regression analyses, using a sample of 180 (69 percent) female and 80 (31 percent) male employees from a Dutch bank.Findings – Results show that the female respondents engaged more in both formal and informal networking than male respondents. However, hierarchical regression analyses showed that the association between participating in network activities and career satisfaction is significantly stronger for men than for women.Research limitations/implications – There is certainly a need for longitudinal data to resolve issues concerning differential dropout of women and the development of effective social n...

RELATIONSHIPS BETWEEN PERSONALITY AND TIME-RELATED STRAINS '

Using data from a Dutch representative national sample of 1,249 respondents (40% women and 60% men), all engaged in paid labor, the relationships between Big Five personality traits and time-related strains (i.e., Time Pressure and Work Pressure) were examined. Hierarchical regression analyses showed that Emotional Stability was negatively and Openness to Experience was positively related to both types of time-related strains. Emotional Stability and Agreeableness were more strongly negatively associated with generalized Time Pressure than with context-specific Work Pressure. This supports the Strong versus Weak Situations Hypothesis of Mischel.