P.G.W. Jansen

Autonomy as a start-up motive

Purpose – Autonomy is a primary motive for a large majority of small business starters. As an explanation of why people want their own (autonomous) business it is tautological. This study sets out to focus on an explanation of the autonomy motive itself: why small business starters want autonomy.Design/methodology/approach – Data were collected using semi‐structured interviews with a sample of 167 nascent entrepreneurs.Findings – There are two types of autonomy motives: a proximal motive which is associated with task characteristics of being self‐employed (decisional freedom), and distal motives for which autonomy is instrumental (to avoid a boss or restrictions; to act in a self‐endorsed and self‐congruent manner; and to be in charge).Research limitations/implications – Autonomy measures should either operationalise autonomy only in a proximal sense without regard to underlying motive sources, or take distal motives into account and offer items that reflect these autonomy motive sources.Practical implica...

Motivating Employees to Work Beyond Retirement: A Multi‐Level Study of the Role of I‐Deals and Unit Climate

The present study investigates what role I-deals (i.e. the idiosyncratic deals made between employees and their organization) play in the motivation of employees to continue working after retirement. We hypothesized two types of I-deals (i.e. development and flexibility I-deals) to be positively related to motivation to continue working. More specifically, we drew from continuity and personality theory to argue that the motivation to continue working is enhanced by I-deals, because they fulfil peoples needs for personalized work arrangements. Moreover, drawing from activity and disengagement theory it was hypothesized that two types of unit climate (i.e. accommodative and development climates) would moderate these relationships. Specifically, it was predicted that I-deals would be positively related to motivation to continue working under conditions of low accommodative or high development climate. Results of a multi-level study among 1083 employees in 24 units largely supported the above expectations; flexibility I-deals related positively to motivation to continue working, and unit climate moderated the relation between development I-deals and motivation to continue working.

How the impact of HR practices on employee well-being and performance changes with age

With changing retirement ages and an aging workforce, interest is growing on the potential contribution of relevant bundles of HR practices in eliciting well-being and performance among aging workers. Drawing on theories on lifespan development and self-regulation, we distinguished two bundles of HR practices: development HR practices that help individual workers reach higher levels of functioning (e.g. training), and maintenance HR practices that help individual workers maintain their current levels of functioning in the face of new challenges (e.g. performance appraisal). Further, based on lifespan theories, we expected and found that the association between development HR practices and well-being (i.e. job satisfaction, organisational commitment and organisational fairness) weakens, and that the associations between maintenance HR practices and well-being, and between development HR practices and employee performance, strengthen with age. In addition, a third bundle of ‘job enrichment’ HR practices emerged that elicited higher job performance among aging workers.

A Stringent Limit on a Drifting Proton-to-Electron Mass Ratio from Alcohol in the Early Universe

Varying Constant? Searches for time-varying fundamental constants provide a means to look beyond the standard model of particle physics. Bagdonaite et al. (p. 46, published online 13 December) set an improved limit on the possible timevariation of the proton-to-electron mass ratio by comparing the frequencies of methanol transitions observed in a galaxy at a look-back time of 7 billion years with those measured in the laboratory. The values agree within 10−7, consistent with no variation over cosmic time. The proton-to-electron mass ratio inferred from methanol lines in a distant galaxy is in accord with the laboratory value. The standard model of physics is built on the fundamental constants of nature, but it does not provide an explanation for their values, nor require their constancy over space and time. Here we set a limit on a possible cosmological variation of the proton-to-electron mass ratio μ by comparing transitions in methanol observed in the early universe with those measured in the laboratory. From radio-astronomical observations of PKS1830-211, we deduced a constraint of ∆μ/μ = (0.0 ± 1.0) × 10−7 at redshift z = 0.89, corresponding to a look-back time of 7 billion years. This is consistent with a null result.

Proactivity, job characteristics, and engagement: a longitudinal study

Purpose – This paper sets out to examine proactive personality in relation to job demands, job resources and engagement.Design/methodology/approach – The current study employed a two‐wave complete panel study among 794 Dutch government employees. Based upon the Job Demands‐Resources (JD‐R) model, previous studies, job crafting theories, and Conservation of Resources (COR) theory, hypotheses on the associations of proactive personality with job demands, resources, and engagement were developed.Findings – Analyses revealed that proactive personality was associated with an increase in engagement 18 months later. Moreover, proactive employees perceiving high social support reported the highest levels of engagement over time.Research limitations/implications – A first shortcoming is that proactive personality was only measured at one point in time, which restricted the testing of causal relationships of proactive personality with engagement. Second, this study only measured engagement as outcome measure and th...

Identifying Neo-Schumpeterian Innovation in Service Firms: A Conceptual Essay with a Novel Classification

The identification of innovation in service firms is problematic since there is no consensus of opinion on its conceptualization. Recent papers suggest both distinctive features of innovation in services and distinctive types of service innovation. This article reviews and evaluates these findings from a Schumpeterian perspective. The evaluation justifies conceptualizing service innovation as a specific case of service development with a reference to Schumpeter, but not as strict as proposed by Drejer (2004) [Drejer, I. (2004) Identifying Innovation in Surveys of Services: A Schumpeterian Perspective. Research Policy, 33, 551–562]. Despite the simultaneity of production and consumption in services, this article claims that the distinction between product innovation and process innovation should be preferred to other ways of classifying innovation in service firms. Finally, changes in the denomination of services are advanced as a key to the identification of development and innovation in service firms.

The breaking in of new employees: effectiveness of socialisation tactics and personnel instruments

In the last couple of years, attention to organisation socialisation has increased greatly; this is the learning process by which newcomers develop attitudes and behaviour that are necessary to function as a fully‐fledged member of the organisation. After all, the more effective and efficient the socialisation, the sooner a newcomer can be productive for the organisation. This is especially true for a specific group of newcomers, the future managers, as they frequently point out that they are not well prepared for their tasks and their new identity as managers, but are expected to propagate the company policy. The article discusses research that assists organisations to steer the socialisation of new employees. It also provides the framework whereby the link between abstract socialisation tactics and concrete personnel instruments, such as introduction programs, training and education, career planning, career counselling, and performance appraisals, will be realised.

Managing aging workers: a mixed methods study on bundles of HR practices for aging workers

Since abilities and motives change with age and common human resource (HR) practices might be less suitable for aging employees, scholars and practitioners are currently challenged to find new ways of managing aging workers and motivating them to continue working. Therefore, this mixed methods study builds on literature on lifespan development and literature on HR practices in proposing four new bundles of HR practices for aging workers: accommodative, maintenance, utilization and development HR bundles. Since we draw on separate bodies of literature to propose new constructs, we use a mixed methods design in order to triangulate our findings. The proposed HR bundles were explored with a qualitative interview study among HR managers, line managers and employees in the Dutch construction sector, and tested with a quantitative survey study among Dutch government workers. Both studies confirmed that HR practices for aging workers can be classified into accommodative, maintenance, utilization and development HR bundles of practices.

Latent trait models and dichotomization of graded responses

This paper discusses thecompatibility of the polychotomous Rasch model with dichotomization of the response continuum. It is argued that in the case of graded responses, the response categories presented to the subject are essentially an arbitrary polychotomization of the response continuum, ranging for example from total rejection or disagreement to total acceptance or agreement of an item or statement. Because of this arbitrariness, the measurement outcome should be independent of the specific polychotomization applied, for example, presenting a specific multicategory response format should not affect the measurement outcome. When such is the case, the original polychotomous model is called “compatible” with dichotomization.A distinction is made between polychotomization or dichotomization “before the fact,” that is, in constructing the response format, and polycho- or dichotomization “after the fact,” for example in dichotomizing existing graded response data.It is shown that, at least in case of dichotomization after-the-fact, the polychotomous Rasch model is not compatible with dichotomization, unless a rather special condition of the model parameters is met. Insofar as it may be argued that dichotomization before the fact is not essentially different from dichotomization after the fact, the value of the unidimensional polychotomous Rasch model is consequently questionable. The impact of our conclusion on related models is also discussed.

Beyond chronological age: Examining perceived future time and subjective health as age-related mediators in relation to work-related motivations and well-being

Since workforces across the world are aging, researchers and organizations need more insight into how and why occupational well-being, together with work-related attitudes and motivations, change with age. Lifespan theories point to subjective health and future time perspective (i.e. an individuals perceptions of his or her remaining time to live) as potentially relevant age-related variables. Using two Dutch samples, a health care company (N=448) and university employees (N=1271), we examined whether subjective health and future time, perceived as open-ended or limited, mediate the relation between age and work-related motivations (growth, security, esteem and generativity), and whether those motivations in turn influence work engagement. In line with lifespan theories, the study demonstrated that the relations of chronological age with work-related growth, esteem and security motivations were mediated by an open-ended future time perspective and a good subjective general health. The association between age and generativity motivations was not mediated by a limited future time perspective. Furthermore, growth, esteem and generativity motivations had a positive association with work engagement. These findings imply that the future time perspective and subjective health of older workers should be taken into account, and not just chronological age, when examining or managing their occupational well-being.