Jan A. Feij

The Satisfaction With Life Scale (SWLS): appraisal with 1700 healthy young adults in The Netherlands

Abstract The Satisfaction With Life Scale (SWLS) was developed in the U.S.A. to represent a multi-item scale for the overall assessment of life satisfaction as a cognitive-judgemental process, rather than for the measurement of specific satisfaction domains (e.g. health, material wealth). The present study was a further attempt to extend the applicability of the SWLS in a different cultural context (The Netherlands) using a large sample of healthy young adults. In line with previous American and Dutch findings, figures on the internal structure of the SWLS were quite favourable. SWLS scores were also shown to be predictably associated with marital status, indices of general health, self-esteem, euphoria, dysphoria (−) and neuroticism (−). A high number of visits to the GP correlated significantly negatively with SWLS in males only. As anticipated, associations of the SWLS with biological sex, impulsivity, disinhibition and boredom susceptibility were negligibly low. The frequently reported substantial positive correlation with sociability was not confirmed. Instead, significant but small correlations were observed, the yield of which was discussed in the context of findings showing that there are other aspects of extraversion that are more strongly related to satisfaction with life than sociability. These other aspects include assertiveness in males and positive emotion in females.

Longitudinal examination of the relationship between supplies-values fit and work outcomes

This study focuses on the robustness of the relationship between supplies–values (S–V) fit and work outcomes. Specifically, the functional form that best describes the relationships of three different dimensions of S–V fit (i.e. intrinsic work aspects, extrinsic work aspects, and social relations at work) with job satisfaction, intention to leave the organisation and psychological well-being was investigated using the moderated regression technique proposed by Edwards (1991, 1994). This study extends previous research by examining the stability of these relationships across two occasions, separated by a period of four years. Results showed that the functional form of the relationship of S–V fit with work outcomes differed by the S–V fit dimension and the work outcome under investigation. However, the functional form of each of these relationships on the first occasion was almost identical to the form of the relationships on the second occasion. Additionally, results showed that all three S–V fit dimensions affected job satisfaction and intention to leave, but had only a weak effect on psychological well-being. The organisational supplies component, as well as its quadratic term in particular, had a large influence on job satisfaction and intention to leave. Implications for future research in the P–O fit area are discussed. Cette e´tude est centre´e sur la force de la relation entre la correspondance contributions-valeurs (supplies-values ou S–V) et les re´sultats du travail. Plus particulie`rement, la forme fonctionnelle qui de´crit le mieux les rapports des trois dimensions de la correspondance S–V (c’est-a`-dire les relations sociales au travail et les aspects intrinse`ques et extrinse`ques du travail) avec la satisfaction professionnelle, le projet de quitter l’organisation et le bien-etre psychologique a e´te´ explore´e a` l’aide de la technique de la re´gression mode´re´e propose´e par Edwards (1991, 1994). Cette recherche e´largit les travaux ante´rieurs en s’inte´ressant a` la stabilite´ de ces relations a` deux pe´riodes se´pare´es par un laps de temps de quatre ans. Les analyses montrent que la forme fonctionnelle de la relation de la correspondance S–V avec les re´sultats du travail diffe´rent selon les dimensions de la correspondance S–V et selon les aspects des re´sultats du travail pris en conside´ration. Cependant, la forme fonctionnelle de chacune de ces relations sur la premie`re pe´riode e´tait presque identique a` la forme des relations sur la seconde. En outre, les analyses montrent que les trois dimensions de la correspondance S–V affectent la satisfaction professionnelle et le projet de de´mission, mais n’ont qu’un faible effet sur le bien-etre psychologique. La composante “contribution organisationnelle”, aussi bien que son terme quadratique en particulier, a une grande influence sur la satisfaction professionnelle et le projet de de´part. On discute aussi des retombe´es sur les futures recherches dans le domaine personne-organisation.

Learning and Strain Among Newcomers: A Three-Wave Study on the Effects of Job Demands and Job Control

The present 3-wave longitudinal study was an examination of job-related learning and strain as a function of job demand and job control. The participants were 311 newcomers to their jobs. On the basis of R. A. Karasek and T. Theorells (1990) demand-control model, the authors predicted that high demand and high job control would lead to high levels of learning; low demand and low job control should lead to low levels of learning; high demand and low job control should lead to high levels of strain; and low demand and high job control should lead to low levels of strain. The relation between strain and learning was also examined. The authors tested the hypotheses using ANCOVA and structural equation modeling. The results revealed that high levels of strain have an adverse effect on learning; the reverse effect was not confirmed. It appears that Karasek and Theorells model is very relevant when examining work socialization processes.

Sensation seeking and injury risk in downhill skiing

Abstract A validated Dutch version of Zuckermans sensation seeking (SS) scale was sent to a population of downhill skiers. It was expected that injured skiers (N = 219) would have higher thrill and adventure seeking (TAS) scores compared to a control group of uninjured skiers (N = 288). Information on other risk factors for ski injury, as measured in an earlier study among the same skiers, was included in a logistic model in order to adjust for confounding. Response (73%) was slightly higher among females, younger skiers and higher educated persons. Skiers have a high TAS score compared to a Dutch reference population. The observed correlations between SS subscales, as well as the trends associated with age and gender are in full agreement with the literature. Surprisingly, TAS scores were lower among the cases (35.0) compared to the control group (37.3) [P

Change in Work Values and Norms among Dutch Young Adults: Ageing or Societal Trends?

In the present study, data were analysed longitudinally on the basis of lifespan developmental psychology to determine if work values and norms change as a result of ageing/maturation or societal trends (i.e. period effects between two measurement waves). Moreover, data were collected to determine if the younger participants showed more change than the older participants. Participants were three age groups, 18, 22, and 26 years old, respectively, in 1987 (N 806). The participants completed a questionnaire in 1987 and 1991. Measures of work values and norms included Absolute Work Centrality, Relative Importance of Work, Obligation Work Norm, Emancipation Norm and Spare Time Norm, and Intrinsic, Extrinsic and Social Work Values. Using tests of differences in over time correlation coefficients, paired t-tests and analyses of variance, the results show that work, and especially intrinsic work values become more important by ageing than by societal trends and that younger participants indeed changed more than the older participants. These results underscore the plea of Schulenberg, Vondracek, and Kim (1993) for a combination of a developmental and individual difference perspective of work value change in career theory and practice.

Stability and change of person characteristics among young adults: The effect of the transition from school to work

Abstract In this study hypotheses on stability and change of four categories of person characteristics were tested. Subjects were 314 young adults between 18 and 30 years old. They completed a questionnaire and were interviewed in 1987 and in 1991. Measures of person characteristics included traits, attributional style, psychological health/well-being and work values and norms. Two subgroups were studied: 1. (1) Young adults who attended school in 1987 and in 1991 ( N = 146); and 2. (2) young adults who made the transition from school in 1987 to work in 1991 ( N = 168). Following role theory, it was hypothesized that person characteristics in the second subgroup changed more than in the first subgroup. Moreover, subjects from the second subgroup were expected to experience positive change of characteristics in time, such as increased psychological health/well-being. Using tests of differences in over time correlation coefficients, t -tests and univariate analyses of variance of mean scores at time two, controlling for time one scores and biographical variables, the hypotheses were confirmed by the data. However, the effects were small. Although for some person characteristics changes in mean scores over time were significant in both subgroups, these changes were slightly larger for people who experienced the transition from school to work than for those who stayed in school. It is concluded that the transition from school to work induces extra positive changes in some person characteristics. For example, subjects who made this transition became less susceptible to boredom, and scored lower on depression and neuroticism over time.

The Development of Person-Vocation Fit: A Longitudinal Study Among Young Employees*

This two-phase panel study examines the development of the congruence between vocational interests and perceived skill requirements. Participants were 492 Dutch men and women between 18 and 26 years old, with a paid job in both phases. Three hypotheses inspired by the theory of work adjustment (Dawis and Lofquist 1984) and congruence theory (Holland 1992) were tested, using a composite index of fit proposed by Cronbach and Gleser (1953). The first hypothesis proposing that participants experiencing incongruence between their vocational interests and their perceived skill requirements are dissatisfied with their job was supported. The hypothesis that incongruence has a positive relationship with job change and a negative relationship with tenure was not confirmed. The expectation that the congruence between vocational interests and perceived skill requirements increases over time was confirmed. Furthermore, exploring determinants of change in vocational interests and perceived skill requirements, it was found that change in these domains was predicted by different variables, educational level being the only common factor. It is concluded that this study supports the longitudinal propositions of prevailing work-related person-environment fit theories.

Met expectations and supplies-values fit of Dutch young adults as determinants of work outcomes

Many studies have shown that work outcomes, such as job satisfaction and turnover intentions, are affected by met expectations and the fit between the work values of an employee and the supplies offered by the organization. However, research that investigates their simultaneous effects on work outcomes is absent in the literature. This study examined the concurrent effects of met expectations and supplies–values (S–V) fit of Dutch young adults on job satisfaction and intention to leave. It was hypothesized that met expectations as an outcome of a cognitive evaluation process would explain variance in affective work outcomes beyond and above that predicted by measures of S–V fit and main effects of job supplies and work values. Results supported this hypothesis. Theoretical and practical implications of these results directions for future research are discussed.

Personality traits and job characteristics as predictors of job experiences

This study investigates the relationships of personality traits and job characteristics (predictors) with job experiences (criteria) in a sample of job incumbents working in a broad variety of occupations. Subjects were 181 job applicants, who participated in a personnel selection procedure carried out by a Dutch staffing organization. As a part of this procedure, subjects completed a number of personality questionnaires. Personality scale scores were factor‐analysed, and four orthogonal trait dimensions were identified: Emotional Stability, Extraversion, Sensation Seeking, and Achievement Motivation. Between l½ and 2 years after the selection, subjects rated their current jobs on four job characteristics dimensions, namely dynamicity, autonomy, external–internal, and structure. At the same time, they completed a questionnaire measuring job experiences, namely job satisfaction, job‐induced tension, propensity to leave the job, and self‐appraised performance. The results indicated that personality traits had several significant and hypothesized longitudinal effects on the job experience criteria. Personality contributed to the prediction of the criteria even when the effects of job characteristics were taken into account. No significant Personality X Job Characteristics interactions were found, although subgroup analysis revealed a number of interesting differences among the various categories of occupations. For example, Sensation Seeking predicted job strain and propensity to leave, especially in highly structured and not very autonomous jobs. It is concluded that work experiences are clearly determined by person and job characteristics, although in an additive rather than in an interactional way.

The Evaluation of Unemployment and Job-Searching Behavior: A Longitudinal Study

Behavior of unemployed persons was studied in the framework of the general value-expectancy model (Feather, 1982), which states that finding a job is affected by job-searching behavior, which is, in turn, influenced by the intention to look for a job. This intention is then affected by satisfaction or dissatisfaction with the current state of unemployment. The satisfaction or dissatisfaction with being unemployed is hypothesized to be affected by the subjective gains of employment, as well as by the presence of particular features of the specific situation, such as variation and the amount of money one can spend. The model was tested and cross-validated by LISREL and logit analysis with a longitudinal sample of 232 young, Dutch, unemployed persons. The results largely confirm the hypotheses concerning the determinants of motivation for looking for a job and job-seeking behavior. However, there was no link between the variables in the model and actually finding a job.