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PurposeThe purpose of this paper is to provide a synthesis of the contingent work field and to advocate a sustainable career perspective on contingent work.Design/methodology/approachAdopting a broader review approach allowed to synthesize the contingent work literature across contingent work types (temporary agency work, gig work and freelance work) and develop a sustainable career perspective on contingent work. The authors searched for empirical, conceptual and review articles published from 2008 to December 2021. In total, the authors included 208 articles.FindingsThe authors advocate a sustainable career perspective that allows for organizing and synthesizing the fragmented contingent work literature. Adopting a sustainable career perspective enables to study contingent work from a dynamic perspective transcending one single organization.Originality/valueThe field is suffering from fragmentation and most importantly from an oversight of how contingent work experiences play a role in a persons’ career. This paper addresses this problem by adopting a sustainable career perspective on contingent work.

Research on commitment has highlighted the importance of understanding multiple commitments to similar objects, and there is a desire to clarify the attendant complex interactions by applying a person-centred approach to commitment. Although there is a rich body of knowledge on commitment, questions regarding possible conflicts among the various types of commitment remain unanswered. Specifically, we know little about the effects of commitment to objects with similar characteristics (e.g. organizations) across domains (e.g. civil vs military). We draw on a sample of individuals in the German military reserve (N = 303) who serve voluntarily as soldiers in the armed forces and parallel work in civil organizations. We test hypotheses regarding the presence of different commitment profiles. We identified five commitment profiles and evidence for both within- and cross-domain effects of the antecedents and outcomes of commitment.

Organizations increasingly follow agile management frameworks (e.g., Scrum), to implement practices that aim to enable continuous change. Currently, it is unclear how agile work practices (AWPs) are best conceptualized and measured. The present study draws from the taskwork-teamwork distinction to develop a new theoretical framework and measurement instrument of AWPs. We outline potential mechanisms of AWPs in terms of (a) temporality, (b) managerial control, (c) team processes, and (d) work design. Based on this framework, we validate measures of agile practices with data collected from 269 different teams, including multisource and multiwave data (n = 1664 observations). We first establish the factorial validity, internal consistency, test-retest reliability, and measurement invariance of the instrument. Subsequently, we show that AWPs diverge from centralized bureaucracy and converge with measures of emergent team planning, autonomy, and feedback. The pattern of relationships with variables in the nomological network supports the taskwork-teamwork model. Results of multilevel regression analyses indicate that the use of AWPs is associated with favorable team planning behaviors and enriched work design experiences. By disentangling the AWP concept from software development and popular management frameworks, this study broadens the scope of research on agility. .

Human resource development (HRD) has traditionally been seen as the main driver behind people-centered developmental activities such as learning and development, organization development, and career development. However, the role of HRD professionals as the main stakeholder has been questioned as more and more people-centered development activities have been integrated into a broad range of leadership and supervisory roles within the organization. The question arises: How do HRD professionals and business managers interact in organizing HRD activities? Building on structure and actor theories as a theoretical foundation, the study combines deductive and inductive data analysis of semi-structured interviews to review the roles of HRD professionals and business managers involved in organizing HRD activities in six different organizations in the USA. Our findings show that while training does not appear in any of the HR-related job titles, the term “training” is more common in business managers' titles describing their link to HRD activities. When organizing those activities, HRD professionals and business managers engage extensively in emergent partnering structures. While some HRD professionals are the main actors in some learning networks, business managers drive HRD activities in others. We discuss the commingling of actors and its impact on the learning network. The paper closes with a discussion of research limitations, future research, and implications for HRD practice.

At the beginning of the COVID-19 pandemic, organizations around the world rapidly transitioned to enforced remote work. We examined the relationship between personality and within-person changes in five job outcomes (self-reported performance, engagement, job satisfaction, burnout, and turnover intentions) during this transition. We conducted a four-wave longitudinal study, from May to August 2020, of employees working from home due to COVID-19, N = 974. On average, self-reported performance decreased over the course of the study, whereas the other outcomes remained stable. There was also significant between-person variability in job outcomes. Extroversion and conscientiousness, two traits traditionally associated with desirable outcomes, were associated with deteriorating outcomes over time. Extroverted employees and conscientious employees became less productive, less engaged, and less satisfied with their jobs; and extroverted employees reported increasing burnout. These results add to our understanding of how personality predicts within-person changes in performance, well-being, and turnover intentions during the pandemic.

Background Workplace-related stress is a major risk factor for mental and physical health problems and related sickness absence and productivity loss. Despite evidence regarding the effectiveness of different workplace-based interventions, the implementation of stress prevention interventions is rare, especially in micro and small-sized enterprises (MSE) with fewer than 50 employees. The joint research project “PragmatiKK”+ aims to identify and address the specific barriers to the implementation of stress prevention interventions in MSE. This study protocol describes a mixed method study design to evaluate the effectiveness of adapted stress prevention interventions and the implementation process via an integrated web-based platform (“System P”) specifically targeted at MSE. Methods First, we develop a web-based intervention, which accounts for the specific working conditions in MSE and addresses stress prevention at a structural and behavioral level. Second, we use common methods of implementation research to perform an effect and process evaluation. We analyze the effectiveness of the web-based stress prevention interventions by comparing depressive symptoms at baseline and follow-up (after 6 months and 12 months). Indicators for a successful implementation process include acceptability, adoption, feasibility, reach, dose, and fidelity, which we will measure with quantitative web-based questionnaires and qualitative interviews. We will also analyze the accumulated usage data from the web-based platform. Discussion Collecting data on the implementation process and the effectiveness of a web-based intervention will help to identify and overcome common barriers to stress prevention in MSE. This can improve the mental health of employees in MSE, which constitute more than 90% of all enterprises in Germany. + Full Project Name: „PragmatiKK - Pragmatische Lösungen für die Implementation von Maßnahmen zur Stressprävention in Kleinst- und Kleinbetrieben “(= Pragmatic solutions for the implementation of stress prevention interventions in micro and small-sized enterprises). Trial registration German Register of Clinical Studies (DRKS): DRKS00026154, date of registration: 2021-09-16.

In this paper, we argue that psychological capital is unequally distributed among people from different social classes, ethnic backgrounds and genders. Confronting the limitations of the current, individualistic perspective on psychological capital, we offer a re-conceptualisation of the construct from a critical, interdisciplinary perspective, placing it at the intersection of sociology and psychology. We discuss the various mechanisms through which social inequalities may cause differential access to psychological capital for members of low- and high-status social groups and show how this differential access to psychological capital results in and exacerbates social inequalities. By doing this, we postulate a recursive theory on psychological capital that both recognises the formative effect of socio-organisational structures on one's psychology and vice versa.

This study investigates whether employee perceptions of High Involvement Work Systems (HIWS) mediate the positive relationship between implemented-HIWS and the parallel outcomes of employee well-being and organisational performance. To test these relationships, data was collected from 20,646 employees and 2066 managers in 198 organisations from Spanish industrial companies (mainly small and medium enterprises, SMEs). Results from a 2-1-2 multilevel structural equation modelling analysis showed that implemented-HIWS are positively related to perceived-HIWS, which in turn, are positively associated with both financial performance and the well-being outcomes of job satisfaction and positive affect while being negatively associated with the well-being outcome of negative affect. Finally, the study also showed a direct negative effect of implemented-HIWS on job satisfaction suggesting that the source from which HIWS are rated matters for their consequences on some well-being outcomes. We discuss the implications of these results for theory and practice.

Purpose Return to work self-efficacy (RTW-SE) is a strong predictor of return to work (RTW) in employees with mental health problems (MHPs). However, little is known about the development of RTW-SE during the RTW process. In this study, we aimed to identify RTW-SE trajectories in the year following sick leave in employees with MHPs and provided a description of the trajectories in terms of personal and work characteristics, and RTW status. Methods This multi-wave study included 111 employees with MHPs. RTW-SE was measured at baseline, and at 3, 6, and 12 months follow-up with the RTW-SE scale for employees with MHPs. Results Latent class growth analysis revealed six trajectories. In three trajectories employees had increasing RTW-SE scores, namely (class 1) low start, moderate increase, (class 3) moderate start, small increase and (class 5) moderate start, steep increase. The other trajectories were defined by (class 2) persistently high, (class 6) persistently low, and (class 4) decreasing RTW-SE scores over time. Employees across the various trajectories differed significantly with respect to RTW status, and personal and work characteristics measured at baseline, including age, gender, and type of MHP. Less favorable trajectories (class 4 and 6) were characterized by higher age, a higher prevalence of anxiety disorder and lower RTW rates. The most favorable trajectory (class 2) was characterized by a higher proportion of stress-related disorders and less major depression diagnoses. Conclusions Large heterogeneity exists in terms of RTW-SE trajectories in employees with MHPs and significant differences were found across the trajectories regarding personal and work characteristics, and RTW status. Insights into RTW-SE trajectories and their attributes are important to advance more effective and personalized RTW treatment for employees with MHPs.

Background The substitution hypothesis identifies absence constraints such as job and organizational demands as key precursors of presenteeism (attending work while ill). However, the relationship between absence constraints and presenteeism might be more complex than traditionally assumed (i.e., curvilinear). Moreover, it also remains unclear whether and how effective social support is in buffering these relationships.Purpose This study investigates whether the relationship between key absence constraints (i.e., attendance enforcement and work overload) and presenteeism follows a U-shaped curvilinear pattern and whether support mechanisms (i.e., colleague and manager support) moderate the absence constraints–presenteeism relationship.Methodology To answer these questions, we employed binary logistic regression analysis on survey data from a large and representative sample of nurses and midwives from Ireland (N = 1,037).Results The relationship between absence constraints and presenteeism is dependent on the type of absence constraint, with attendance enforcement demonstrating a curvilinear relationship and work overload demonstrating a linear relationship. Contrary to expectations, social support had limited impact on this relationship and acted as a “constraint in disguise” in the case of manager support and had no impact in the case of colleague support.Conclusion Our study challenges the basic tenets of the substitution hypothesis of presenteeism, particularly the idea that eliminating absence constraints always reduces the likelihood of presenteeism among nurses and midwives.Practice Implications Increasing support to reduce presenteeism is unlikely to be effective in controlling presenteeism among nurses and midwives. Hospitals would be better served by directly targeting the absence constraints of such presenteeism behavior.

This study aimed to advance our understanding of inclusive human resource management (HRM) in freelance employment. We examined organizational needs and freelancers' psychological contracts with a qualitative interview study among eight dyads of HR managers and freelancers. Although the findings showed that organisations and freelancers have different interests, both parties agreed on what inclusive HRM entails in freelancers' employment relationships. However, within the dyads, the content of the psychological contract was not always viewed the same by HR managers and freelancers. Hence, negotiating mutual expectations when implementing inclusive HRM to avoid psychological contract breach appeared important. Furthermore, organizational needs did not seem to be considered when designing inclusive HRM. Due to this lack of strategic fit, organisations may waste opportunities of tapping into the full potential of hiring freelancers. The findings provide organisations insight in considering freelancers as potential sources of competitive advantage.

This article focuses on how length of participation in professional youth work is associated with five outcome variables: prosocial skills, self-mastery, social network, civic participation (volunteering and organizing activities) and finding support from social care services. The study was designed as a longitudinal cohort study of four waves during a 16-month period, gathering the data of 1597 youngsters aged 10–24 who participated in Dutch professional youth work. The results show that, on average, youngsters who participated longer in youth work scored significantly higher on the outcome variables. Respondents did not show individual improvements on outcome variables over the period, but the results demonstrate a cautious positive trend over time in volunteering. Referring youngsters (33%) by youth workers to care services could prevent an exacerbation of existing problems. The results provide knowledge that legitimizes the role of professional youth workers and which can be used by them to improve the support of socially vulnerable youngsters in their personal development and social participation.

This paper integrates individual ambidexterity, digital transformation, and dynamic capabilities literatures to develop a framework that helps to understand the role of managerial ambidextrous learning in building the digital transformation capability of an organization. Specifically, based on a comprehensive literature review, it identifies competing demands in terms of managerial learning orientation serving as microfoundations of different dynamic organizational capabilities underpinning digital transformation. We adopt an ambidextrous perspective to learning and propose that managers need to balance between explorative and exploitative learning to aid with building digital transformation capabilities. This paper contributes to ambidexterity and dynamic capabilities theoretical perspectives by its distinctive focus on the role of learning in the context of organizational-level digital transformation. It aims to enhance understanding of how firms may support digital efforts by becoming sensitive to and supporting managerial ambidexterity as a critical factor in a successful digital transformation journey. We suggest future research efforts to empirically investigate the role of managerial ambidextrous behaviour in digital efforts.

This paper focuses on the direct and interactive influence of leadership attachment styles (secure, anxious, and avoidant) and commitment HR system on two distinct stages of the individual innovation process—idea generation and implementation. We test our hypotheses in two studies. An experimental study of undergraduate students establishes a positive effect of secure attachment on idea implementation. The interplay between commitment HR system and avoidant attachment marginally predict idea generation; commitment HR system and neither secure nor anxious attachment predict implementation. A multisource multi-level field study in three EU-based private firms replicates the direct role of commitment HR system in stimulating idea implementation (but not generation) and suggests that secure attachment fosters both generation and implementation, whereas anxious attachment hinders both. Moderation analyses support only a marginal interaction between commitment HR system and secure attachment in fostering idea generation. We discuss theoretical, practical, and future research implications.

Background:Little is known why some organizations employ vulnerable workers and others do not.Objective:To explore the relationships between the attitude, intention, skills and barriers of employers and employment of vulnerable workers.Methods:We included 5,601 inclusive organizations (≥1% of employees had a disability, was long-term unemployed or a school dropout) and 6,236 non-inclusive organizations of the Netherlands Employers Work Survey 2014–2019. We operationalized employer factors based on the Integrative Model of Behavioral Prediction as attitude (negative impact), intention (mission statement regarding social inclusion), skills (human resources policies and practices), and barriers (economic conditions and type of work). We used multivariate-adjusted logistic regression models.Results:Compared to non-inclusive organizations, inclusive organizations had a more negative attitude (OR:0.81) and a stronger intention to employ vulnerable workers (OR:6.09). Regarding skills, inclusive organizations had more inclusive human resources practices (OR:4.83) and initiated more supporting human resources actions (OR:4.45). Also, they adapted more work conditions towards the needs of employees (OR:1.52), negotiated about work times and absenteeism (OR:1.49), and had general human resources practices on, for example, employability (OR:1.78). Inclusive organizations had less barriers reflected by better financial results (OR:1.32), more employment opportunities (OR:1.33) and more appropriate work tasks (OR:1.40).Conclusions:Overall, inclusive organizations reported more positive results on the employer factors of the Integrative Model of Behavioral Prediction, except for a more negative attitude. The more negative attitude might reflect a more realistic view on the efforts to employ vulnerable groups, and suggests that other unmeasured emotions and beliefs are more positive.

Various factors can hinder the competitive advantage of an organization, one of them being knowledge hiding. We draw on social exchange, norms of reciprocity, and contextual theories to propose that the negative relationship between perceived co-worker support and knowledge hiding happens in particular contexts. We expand previous studies in delineating that the organizational context can be both designed (human resource systems in place) or emerging (relational climates) and that aligning both contexts can further influence the main relationship. An experimental study of 178 HR students and a field study of 155 individuals nested in 30 teams provide partial support for our key hypotheses that a three-way interaction between commitment and compliance HR systems as well as communal sharing and market pricing climates can impact the negative relationship between co-worker support and knowledge hiding. Future knowledge hiding studies therefore need to investigate both designed and emerging contexts together rather than separately.

This three-wave study examined the training-to-work transfer process of a self-leadership skills training programme for crime scene investigators working for the Dutch police force. The transfer process is complex and depends on numerous factors. Two important steps forward are taken in the present study. First, we take into account all transfer steps in one study to gain insights into the transfer process, and second, by being specific about the work situation in which transfer outcomes should occur, we address the “criterion problem” that is often mentioned in transfer research. Based on the Ability Motivation Opportunity model, we hypothesised that the posttraining transfer process starts with being motivated to transfer and that this motivation increases the use of self-leadership during work. Another aspect that may facilitate the use of trained skills is supervisor support, as it offers opportunities to use self-leadership skills during work. In turn, self-leadership skills at work were hypothesised to lead to increased work performance. We tested our transfer model in two different work situations experienced by crime fighters. Our findings show that the use of self-leadership skills is positively related to the detached concern of crime fighters in specific situations. Additionally, our findings show that the use of self-leadership skills mediates the relation between the motivation to transfer and work performance in specific situations. Finally, our findings show that including different transfer steps (i.e. the motivation to transfer, use of skills, and performance), different performance measures, and different work situations in the transfer process provides more insight into when and how transfer-to-work after training occurs. These findings suggest that if organisations aspire to improve such transfer, then they should be specific about the intended posttraining behaviours and performance and the situations in which these outcomes should emerge.

Although previous research on work ability extensively examined the role of job demands in predicting work ability, this research largely overlooked the influence of home demands such as disruptive private life events as a potential predictor of work ability even though home demands are assumed to influence work outcomes in a similar way to job demands. The aim of this study is to contribute to the literature on work ability by examining home demands as a potential predictor of work ability. More specifically, we investigate whether private life events have a negative impact on work ability and examine whether the use of on-the-job training and a positive supervisor support climate can buffer this relationship. To this end, we conducted a study with a sample of 2,123 healthcare employees from 26 health institutions. Results showed that private life events have a negative impact on work ability. Moreover, the use of on-the-job training and supervisor support climate do not moderate this relationship. However, our results indicate that the beneficial effect of on-the-job training was significantly lower for individuals who faced high disruptive life events in a work environment that was characterized by low levels of supervisor support climate. This study gives managers in the healthcare sector insight into the job and organizational resources that are effective in overcoming the negative impact of private life events on work ability.

The development and maintenance of work relationships is the primary mechanism for effective socialization, yet emerging work relationships in early socialization are fragile. We hypothesize that their persistence is related to frequency of information-based support between newcomers and support providers and perceived responsiveness of support providers. We contrast this relational effect with a more established effect of organizational socialization practices. In a three-wave longitudinal study of 40 newcomers involved in 601 work relationships, we examined the persistence of newcomers’ information-support relationships over time. We found support for arguing that the persistence of information-support relationships is positively related to the frequency of information support that newcomers receive from their support providers. Moreover, we show that the persistence of information-support relationships depends on relational factors—the perceived willingness of a support provider to provide informational support, while favourable socialization tactics as perceived by newcomers do not play a significant role. We discuss theoretical and practical implications.

As populations in the United States and around the world continue to age, it has become increasingly important to understand how organizations can create working conditions that attract, support, and retain workers across the lifespan. In this paper, we provide a primer on current theory and research on age in the workplace. We briefly describe lifespan theories that have guided recent advances in the field, discuss the implications of these theories for an aging workforce, and provide an overview of current research streams that address the work and nonwork factors affecting performance, well-being, and workforce participation among mature workers. Based on this review, we provide recommendations for future research and practice.

Hoe werknemers HR-activiteiten beleven, is belangrijk voor organisaties. Uit wetenschappelijke litera- tuur blijkt namelijk dat de werknemersbeleving van HR-activiteiten van cruciaal belang is om beoogde doelen van geïmplementeerd HR-beleid te behalen. In dit artikel, dat gebaseerd is op de belangrijkste resultaten van een promotieonderzoek, wordt ingegaan op vier uitdagingen waarmee (HR-)managers en onderzoekers worden geconfronteerd als het gaat om de werknemersbeleving van HR-activiteiten. De vier uitdagingen, geformuleerd in vraagvorm, zijn: (1) wat verstaan we onder de werknemersbele- ving van HR-activiteiten? (2) hoe beïnvloedt de werknemersbeleving van (bundels van) HR-activiteiten werknemersuitkomsten (bijvoorbeeld bevlogenheid en betrokkenheid van de werknemer bij de organi- satie)? (3) hoe beïnvloedt de aansluiting van de aangeboden HR-activiteiten op de behoeften van de werknemer de werknemersuitkomsten? en (4) hoe beïnvloedt overeenstemming tussen de HR-beleving van werknemers en managers de werknemersuitkomsten? Tot slot worden de praktische implicaties van de resultaten van het proefschrift besproken.

PurposeIn celebration of the 25th anniversary of the founding of Career Development International, a state-of-the-art overview of recent trends in job-crafting research was conducted. Since job crafting was introduced twenty years ago as a type of proactive work behavior that employees engage in to adjust their jobs to their needs, skills, and preferences, research has evolved tremendously.Design/methodology/approachTo take stock of recent developments and to unravel the latest trends in the field, this overview encompasses job-crafting research published in the years 2016–2021. The overview portrays that recent contributions have matured the theoretical and empirical advancement of job-crafting research from three perspectives (i.e. individual, team and social).FindingsWhen looking at the job-crafting literature through these three perspectives, a total of six trends were uncovered that show that job-crafting research has moved to a more in-depth theory-testing approach; broadened its scope; examined team-level job crafting and social relationships; and focused on the impact of job crafting on others in the work environment and their evaluations and reactions to it.Originality/valueThe overview of recent trends within the job-crafting literature ends with a set of recommendations for how future research on job crafting could progress and create scientific impact for the coming years.

We challenge the social categorization perspective in the team diversity literature by arguing that stereotypes and not favoritism for members of the same social category govern processes and dynamics in gender-diverse teams. We posit that team members' gender and task stereotypes generate competence attributions that shape individual team members' dominance behavior and performance in a self-fulfilling way: Team members who are attributed more competence behave more dominantly and outperform those who are attributed less competence. We further argue that pro-diversity beliefs may prevent this self-fulfilling tendency of stereotypes by inhibiting individuals' stereotype-confirming behavior. Hypotheses were tested with 97 gender-heterogeneous four-person student teams working on stereotypically masculine- or feminine-typed problems. Team members estimated each other's competence prior to collaboration. Diversity beliefs were manipulated to be either pro-diversity or pro-similarity and dominance was observed with behavioral coding. Multilevel path modeling showed that competence attributions mediated the effects of stereotypical gender-task fit on individual dominance behavior and performance under pro-similarity beliefs but not under pro-diversity beliefs. Our study thus shows that the self-fulfilling tendencies of gender stereotypes in teams can be mitigated by instituting pro-diversity beliefs. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Since workers are increasingly suffering from burnout, there is a need for insights into how burnout can be decreased to improve subjective well-being. The broaden-and-build theory proposes that gratitude increases well-being through an upward spiral. Few studies have examined whether gratitude decreases burnout and what mediating behaviors explain this relationship. Using an international sample of employees ( N = 353), this study examines whether work-specific gratitude negatively relates to exhaustion and disengagement. Additionally, since gratitude stimulates helping through upstream reciprocity, this study investigates whether interpersonal helping behavior (IHB) mediates these relationships. Our study showed a negative effect of work-specific gratitude on disengagement and exhaustion and a negative relationship between work-specific gratitude and disengagement, mediated by IHB, suggesting that gratitude stimulates IHB, thereby alleviating disengagement.

PurposeThe coronavirus disease 2019 (COVID-19) pandemic highlighted the necessity of practicing Evidence-based Management (EBMgt) as an approach to decision-making in hospital settings. The literature, however, provides limited insight into the process of EBMgt and its contextual nuances. Such insight is critical for better leveraging EBMgt in practice. Therefore, the authors' aim was to integrate the literature on the process of EBMgt in hospital settings, identify the gaps in knowledge and delineate areas for future research.Design/methodology/approachThe authors conducted a systematic scoping review using an innovative methodology that involved two systematic searches. First using EBMgt terminology and second using terminology associated with the EBMgt concept, which the authors derived from the first search.FindingsThe authors identified 218 relevant articles, which using content analysis, they mapped onto the grounded model of the EBMgt process; a novel model of the EBMgt process developed by Sahakian and colleagues. The authors found that the English language literature provides limited insight into the role of managers' perceptions and motives in EBMgt, the practice of EBMgt in Global South countries, and the outcomes of EBMgt. Overall, this study’s findings indicated that aspects of the decision-maker, context and outcomes have been neglected in EBMgt.Originality/valueThe authors contributed to the EBMgt literature by identifying these gaps and proposing future research areas and to the systematic review literature by developing a novel scoping review method.

Given the influential role of organizational context for creativity, this study examines the cross-level effects of two prevalent contextual elements – HR systems and relational climates – on individual and team creativity. We have conducted a multi-level multi-source study through hierarchical linear modeling on a sample of 282 employees nested in 69 teams and 38 firms. The results show that the interplay hypotheses regarding potentially creativity-facilitating contexts were not supported. However, findings suggest that relational climates represent more effective positive predictors of creativity at both levels, above and beyond the effects of HR systems. Therefore, given their very prominent role in enacting the HR context and co-creating the climate in place, line managers should strive to consider individual and team creativity in relational settings and promote an appropriate work context categorized by relational climates. Treating creativity at two different levels (individual and team), and accounting for a cross-level interplay focused on the context of those important performance outcomes, have important theoretical implications for creativity and HRM research.

Studenten van de Masteropleiding Human Resource Studies hebben onderzocht of er verschillen zijn binnen de groep arbeidsmigranten, en of die verschillen gevolgen hebben voor hun welzijn, werkbeleving, sociale integratie of migratie-intentie. Alle studenten hebben gekeken naar verschillen tussen mannen en vrouwen. Daarnaast zijn sociaal-demografische factoren zoals leeftijd en opleidingsniveau onderzocht. Voor de resulterende scripties zijn zij begeleid door Brigitte Kroon (Associate Professor Human Resource Studies) en Jan Cremers (TLS & bestuurslid Kenniscentrum Arbeidsmigranten). Dit rapport is een samenvatting van de 4 scripties.

The availability of big data spurred the application of modern prediction analytics (e.g., machine learning methods) in human resource management (HRM) research and practice. Due to the novel and technical nature of prediction analytics, HR professionals and researchers may struggle to collaborate with data experts. We offer a comprehensive introduction to the logic and value of prediction methods. Moreover, we highlight the concern of treating grouped data—commonly seen in HRM research yet rarely discussed in building prediction models. We introduce different strategies to deal with grouped data in applying prediction models. The performance of different modelling approaches and prediction models are compared in an empirical data set consisting of 1454 employees from 199 small and medium sized enterprise's. Following a workflow to compare the relative performance of the prediction models, the model with the best prediction accuracy was the random-effects bagged tree that allows for complex relationships and incorporates random effects. Following the estimates of this model, we identified the five most influential predictors of turnover intention: perceived fairness, leader-member exchange, career opportunities, pay satisfaction and age. The inductive nature of prediction models is expected to advance theory development and HR analytics for developing effective HRM policies.

Despite suggestions that work performance varies with age, the empirical evidence is inconclusive and contradictory. Possible reasons for this are the lack of differentiation between different types of performance and a naive assumption of a negative linear relationship between age and task performance across the working lifespan. With this study we question and revisit these expectations. We take a lifespan perspective to explore differential and curvilinear relationships between age (measured as chronological age) and three types of task performance (task proficiency, proactivity, and adaptivity), moderated by job complexity (measured as cognitive demands). Using Bayesian polynomial regression on survey data from 903 employees, we tested the relationships between age and each performance type, with job complexity as a moderator. The data indicated a U-shaped age–adaptivity relationship (main effects for job complexity) and an S-shaped age–proactivity relationship that was more pronounced under low job complexity (interaction effect). We identify the turning points for these changes, which show midlife as a critical period for changes in performance where the job context itself shapes the gradient and direction of these changes. Our findings provide crucial evidence that different types of job performance vary by age and the role of perceived job complexity in explaining trajectories in proactivity and adaptivity. Implications for job design, organizational interventions, and human resource management are discussed.

Recently, strengths used at the team level, that is, collective strengths use, has been introduced as a novel construct that consists of the sub-dimensions of strengths awareness, credibility, and coordination, and influences individual as well as team performance. In this study, we developed a scale to measure this novel construct; moreover, we empirically tested the hypotheses that collective strengths use relates positively to team performance, and that individual performance mediates, while strengths diversity moderates, this relationship. We tested the resulting 2-1-2 moderated mediation model using a sample of 136 work teams encompassing 925 individual employees and their leaders. Cluster-corrected structural equation modeling supported the expected direct relationship between collective strengths use and individual performance and leader-rated team performance, but provided no support for the mediation and mixed support for the moderation hypotheses. Importantly, the analysis revealed differential relationships between the three sub-dimensions of collective strengths use and individual- and team-level performance.

PurposeDespite increasing attention to employee development, past research has mostly studied performance management systems (PMSs) in relation to task-related behaviors compared to proactive behaviors. Accordingly, this study addresses the relation between PMSs and innovative work behavior (IWB).Design/methodology/approachBuilding on signaling theory and human resource management (HRM) system strength research, the authors designed a factorial survey experiment (n = 444) to examine whether PMSs stimulate IWB under different configurations of distinctiveness, consistency and consensus, as well as in the presence of transformational leadership.FindingsResults show that only strong PMSs foster IWB (high distinctiveness, high consistency and high consensus [HHH]). Additional analyses reveal that the individual meta-features of PMS consistency and consensus can also stimulate innovation. Transformational leadership reinforced the relationship between PMS consensus and IWB relationship, but not the relationships of the other meta-features.Practical implicationsThe study’s findings suggest that organizations wishing to unlock employees' innovative potential should design PMSs that are visible, comprehensible and relevant. To further reap the innovative gains of employees, organizations could also invest in the coherent and fair application of planning, feedback and evaluation throughout the organization and ensure organizational stakeholders agree on the approach to PMSs.Originality/valueThe study’s findings show that PMS can also inspire proactivity in employees, in the form of IWB and suggest that particular leadership behaviors can complement certain PMS meta-features, and simultaneously also compete with PMS strength, suggesting the whole (i.e. PMS strength) is more than the sum of the parts (i.e. PMS meta-features).

This study examines the motivating effects of goal congruence on outcomes in teams. Building on psychological contract theory and theories of person–environment fit, we proposed at the team level of analysis a mediating role of psychological contract fulfilment (PCF) and moderating effects of task interdependence and team identification. The results indicate partial mediation of shared PCF in the goal congruence – team performance relationships and a significant moderation effect of team identification with team alignment in learning goal orientations.

Even before the COVID-19 pandemic, workplaces were already creating a pandemic leading to the burnout of its workers. Depending on the severity, burnout can result in extended periods of inability to work, after which individuals potentially return to work. However, the effects of burnout are often not over when individuals return to their workplace, not only as it can impact their future careers, but also as individuals can experience lasting burnout effects. Despite recognizing the role of organizational causes, research on burnout and interventions adopts a largely individualized, medical and psychological lens. Adopting a disability studies lens, this chapter aims to go beyond this individualized view of burnout and draws on 13 interviews with individuals who had a burnout to explore their experiences with burnout, lasting burnout effects and their return to work. We show how the predominant ways of thinking about burnout result in it being largely approached as an individual failure rather than an organizational problem. This leads to organizational sources of burnout being unaddressed and forces individuals returning to work to conform again to the norms of the economic system that led to their burnout in the first place.

In this conceptual chapter, we consider the extent to which the COVID-19 pandemic has affected what employees value in their employment relationship. Drawing from the psychological contract framework, we consider potential shifts in the types of obligations employees find important in the post-pandemic era. We propose that the main dimensions of the psychological contract—transactional, relational, and ideological—are upheld in post-COVID-19 psychological contracts. However, we expect that ideological obligations will generally become more important across industries and job types. Moreover, we posit that the type of obligations underlying the three dimensions will likely change and more importance is expected to be placed on dimensions such as safe working environments, inclusion, and diversity. We discuss the important role of (responsible) inclusive leadership in fulfilling psychological contracts and we present key challenges managers may face in employing (responsible) inclusive leadership in managing psychological contracts remotely beyond the COVID-19 pandemic. We specifically focus on challenges brought on by distrust, micromanaging, and generational differences. We conclude with the limitations of our conceptual endeavour and offer recommendations for future research and implications for practice.

There is an increasing trend worldwide of granting autonomy to public hospitals to improve their performance. This trend is adopted in public hospitals in Pakistan as well. A comparative case study is conducted of three public hospitals in two provinces, Punjab and Khyber Pakhtunkhwa (KPK). The study systematically compares multiple dimensions of autonomy in the three public hospitals - including legal, structural, HR and financial autonomy - as well as the perceived departmental and organisational performance. Besides documents, data are collected from top and middle management through semi-structured interviews and a survey questionnaire. The findings of the study highlight that the public hospital in KPK province has a higher level of autonomy on all dimensions studied compared to both hospitals in Punjab province. However, performance is perceived as high across the three hospitals suggesting that the linkage between autonomy and organisational performance is not straightforward. The article relies on perceptual measures that may be subject to the risk of socially desirable responses. Despite this limitation, the study provides implications for future research by raising the critical question if different levels and dimensions of autonomy have an effect on hospital performance. Practical implications are highlighted regarding hospital autonomy reforms.

As people get older, their knowledge and skills obtained at school can deteriorate, become less relevant or outdated. Thus, individual development continues during adulthood in various ways, e.g., by learning at work, at training courses, through hobbies or community activities. The process is called lifelong learning (LLL), and it refers to the pathway of all learning activities undertaken throughout life that improve one's knowledge, skills and competencies related to work, career, personal life and societal engagement.

In this paper, we draw on our subjective experiences as two female early-career academics during the global COVID-19 pandemic. While we acknowledge that the pandemic had negative implications for many female scholars due to compulsory telework or increased family responsibilities, we also want to shed light on the empowering experiences shaped by collegial support that became an important part of our pandemic story. We build on the theory of liminality to explain how the events triggered by the pandemic allowed us to break out of our uncomfortable occupational limbo (i.e., feeling “locked-in” to the identity of a foreign-born PhD graduate) and, through creating a kind of equality, resulted in some unique opportunities and challenges. During these difficult times, shaped by an increasing fear of us or our family catching COVID-19, we embarked on a betwixt-and-between state that allowed us to grow as academics as a part of a collective.

With the growing complexity of knowledge production, social science must accelerate and open up to maintain explanatory power and responsiveness. This requires redesigning the front-end of research to build an open and expandable knowledge infrastructure that stimulates broad collaborations, enables breaking down inertia and path dependencies of conventional approaches, and boosts discovery and innovation. This article discusses the coordinated open-source model as a promising organisational scheme that can supplement conventional research infrastructure in certain areas. The model offers flexibility, decentralization, and community-based development and aligns with open science ideas, such as reproducibility and transparency. Similar solutions have been successfully applied in natural science, but social science lags behind. I present the model's design, and consider its potential and limitations (e.g., regarding development, sustainability and coordination). I also discuss open-source applications in various areas, including the first open-source survey harmonization project in social science.

A decade since the seminal paper on knowledge hiding in organizations (Connelly et al., 2012) emerged, this research area has witnessed rapid evolution, resulting in a fragmentation of the field and conceptual proliferation. Given the increasing interest in knowledge hiding, this study complements a set of recently published (systematic) literature reviews and proposes an organizing framework (nomological network) for antecedents and consequences of knowledge hiding, and tests it using meta-analytic procedures. Based on an effect analysis drawn from 131 studies and 147 samples, comprising 47,348 participants, the relationships between knowledge hiding and different antecedent and consequence categories are examined. The results generally support expected relationships across the vast majority of categories of knowledge-hiding antecedents, including job characteristics, leadership, attitudes and motivations, working context, personality, and individual differences. Knowledge hiding is related to outcomes, including creativity, task performance, incivility, deviance, and deterioration of workplace behavior. We also provide comprehensive empirical evidence to support the conceptual claim that knowledge hiding is not correlated with knowledge sharing. We have also tested mediations of the most salient antecedents of knowledge hiding. Through our meta-analytic review, we hope to solidify and redirect the trajectory of the growing and maturing knowledge-hiding domain after its first decade of existence.

Despite the central role of employment for integration, refugees are particularly vulnerable to under- and unemployment, and are more likely to find themselves in precarious working conditions compared to host country residents. Frequently discussed reasons for this are for example legal restrictions, health issues, and non-recognition of qualifications. We draw on the concept of intersectionality and the psychology of working theory and use data that we have collected with women and men refugees in Turkey and in The Netherlands. We use narrative accounts of four refugees to show how refugees’ gender relates to their vulnerability towards precarious work and how this relationship is further complicated by refugees’ economic status in their home country as well as by the societal expectations and protection in the host environment. By discussing these relationships and their relevance in the larger context of economic and societal upheaval, we suggest several avenues for future researc

Increasingly dynamic labor markets have caused a steep increase in nonstandard workers. This study focuses on agency temps who work via labor market intermediaries at client organizations. The short-term and frequently changing nature of their jobs creates uncertainty about their employment and personal stability. Based on an explorative qualitative interview study among 27 agency temps, we studied how agency temps self-manage their careers. Our study reveals that the precarious career environment and financial dependence on agency work make agency temps' career self-management different from existing depictions of career self-management in the literature. Specifically, we reveal that agency temps' career self-management engagement is relatively short-term and primarily reactive. We find that they focus on survival and stability as career goals, and they engage in four career behaviors: (1) moonlighting, (2) self-profiling, (3) compensatory career behavior, and (4) job search behavior. Subsequently, we identify two negative long-term outcomes of these career behaviors: (1) being locked-in and (2) experiencing resource loss during unemployment. Accordingly, this study contributes to the nascent literature on temporary agency work and career self-management by identifying career behaviors and consequences in a precarious and volatile context. Our findings can help career counselors and policy-makers safeguard the career self-management of agency temps.

In 2018 investeerde meer dan de helft van de Nederlandse kinderdagverblijven in nieuwe technologische hulpmiddelen. Vooral hulpmiddelen die de interne werkprocessen, contact met de ouders of opleiding van kinderbegeleiders ten goede kwamen, bleken populair. Hoewel dit in Vlaanderen wat rustiger verloopt, zie we ook hier een gestage ‘digitalisering’. Denk aan de toenemende elektronische administratie, whatsappgroepen met collega’s, sociale mediapagina’s of zelfs heuse digitale ouderomgevingen die meer en meer in opmars raken in kinderopvangland. Vanzelfsprekend brengt dit een aantal uitdagingen met zich mee. In het bijzonder voor het digitaal welzijn van kinderbegeleiders.

In the last two decades traditional recruitment practices have moved onto the Internet, which has not only changed the way that jobseekers engage with job searches, but has also created additional barriers for disabled jobseekers due to un-equal access to the Internet and a lack of IT skills, compounded by inaccessible on-line recruitment processes. Within the existing literature on recruitment, these voices have been sparse. Using a UK-based sample of 22 jobseekers with visual impairments and/or learning difficulties, and 3‘committed’employers that work for or with dis-abled people, this study shows that disability inequality practices currently embedded within online recruitment processes can be successfully challenged.

Workplace attendance behaviors (WAB), i.e., absenteeism and presenteeism, are important to both organizations and individuals. Yet, despite growing knowledge on their formation, and ongoing calls for its exploration, research on how the legitimacy of WAB impacts attendance decisions is missing. We contribute by providing researchers with the Workplace Attendance Behavior Legitimacy Scale (WABLS), a reliable, valid, and economical measure validated in English and German, across five samples. WABLS includes 12 items that measure the personal norms of attending work via three dimensions that emerged across Studies 1A, 1B and 2, namely the respective legitimacies of working in the state of ill-health (sickness presenteeism), working despite a lack of motivation (motivational presenteeism), and not working due to a lack of motivation (motivational absenteeism). We find that WABLS exhibits good internal consistency, test-retest reliability, discriminant and criterion-related validity, and longitudinal and cross-lingual measurement invariance (Study 3). We discuss theoretical implications for attendance legitimacy as well as opportunities for the future use of WABLS.