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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).

This article gives an overview of medical rehabilitation in the Netherlands. It shows that Dutch rehabilitation is based on the International Classification of Functioning, Disability and Health (ICF) and organized in three different levels: rehabilitation medicine, geriatric rehabilitation, and monodisciplinary therapy. The author describes these three levels in their distinctive scopes and numbers. Together they operate as a coherent rehabilitation service system that reflects an important characteristic of the system of health care in the Netherlands: decentralized if possible and centralized if necessary. The system is accessible for all and it is organized in a way that simple medical problems can be dealt with close to home, whereas specialized treatment is concentrated in rehabilitation centers spread over the country. The rehabilitation facilities are embedded in the general health care system: it is easy for hospitals as well as general practitioners to refer patients to rehabilitation. In conclusion, the possibilities of further improving the system of medical rehabilitation and the application of Dutch experience in other countries are considered.

Politicians are influential both in directing policies about refugees and in framing public discourse about them. However, unlike other host country residents, politicians’ attitudes towards refugees and integration are remarkably understudied. We therefore examine similarities and differences between politicians’ attitudes towards refugee integration and those held by citizens. Based on the Stereotype Content Model, we expect that political ideology informs stereotypes about refugees, which subsequently shape attitudes towards refugee integration. Based on the Contact Hypothesis, we further argue that personal contact with refugees reduces negative stereotypes about them – in particular for those endorsing a right-wing ideology. We draw on data collected via two surveys with 905 politicians and 8,013 citizens in The Netherlands, to show that (1) residents (i.e., politicians and citizens) who hold a right-wing orientation hold more negative stereotypes about refugees than those with a left-wing orientation, which in turn relate to more negative attitudes towards refugee integration; (2) personal contact with refugees reduces negative stereotypes among residents; and (3) politicians, compared to citizens, reported overall less negative stereotypes and more positive attitudes towards refugee integration. The practical implication of fostering residents’ contact with refugees as well as the implications for future research on politicians’ stereotypes and integration attitudes are discussed.

Teams with shared leadership arrangements are ubiquitous in twenty-first century organizations. Although transitions in leadership are a common and key feature of such teams, there is little insight into how and when leadership arrangements transition over time. Bridging the shared leadership and team adaptation literatures, we present a model of Leadership Transitions in Teams to describe the adaptive process through which teams intentionally modify the existing leadership arrangement. The basic assumption underlying this model is that leadership transitions occur when there is a mismatch between the team’s needs and its current leadership arrangement. Such a mismatch results from an anticipated or observed change. If it is anticipated, team members can democratically discuss and try out a new leadership arrangement, preventing mismatch and thus lowered team effectiveness. In contrast, if the mismatch has already occurred, teams are more likely to adopt a less democratic process—either a coalition-based or intervening-based process—to change the leadership arrangement in their team to counteract faltering team effectiveness. We propose that the ways in which leadership transition episodes can unfold and relate to team effectiveness will depend on the type (determined by the timing of the leadership transition episode in relation to the change), approach (determined by the extent to which there is consensus on if and how to change the leadership transition episode), and boundary conditions of leadership transition episodes. We advance an agenda for research on leadership transitions in teams and outline practical implications for teams with shared leadership structures.

Work plays a crucial role in rising social inequalities, which refer to unequal opportunities and rewards for different social groups. Whereas the conventional view of workplaces as meritocracies suggests that work is a conduit for social equality, we unveil the ways in which workplaces contribute to the accumulation of social inequality. In our cumulative social inequality in workplaces (CSI-W) model, we outline how initial differences in opportunities and rewards shape performance and/or subsequent opportunities and rewards, such that those who receive more initial opportunities and rewards tend to receive even more over time. These cumulative social inequality dynamics take place via nine different mechanisms spanning four different levels (individual, dyadic, network, and organizational). The CSI-W indicates that the mechanisms interact, such that the social inequality dynamics in workplaces tend to (a) exacerbate social inequalities over time, (b) legitimate social inequalities over time, and (c) manifest themselves through everyday occurrences and behaviors.

We describe the two sampling strategies for the Many Paths project on "Does power corrupt?" One sampling strategy is systematic, by collecting 678 authors from relevant papers, and the other is convenience sampling through sharing an open invitation. Note: This is a republication of content that was written when Hypergraph (Beta) was still in use, which was a previous iteration of ResearchEquals.

In this research module, we describe the reasoning behind the Many Paths project, a project that sets out to investigate one research question with researchers from various fields, document the journeys taken and the paths forsaken, to better understand the research process. Note: This is a republication of content that was written when Hypergraph (Beta) was still in use, which was a previous iteration of ResearchEquals.

In this research module, we share the invitation for the Many Paths on "Does power corrupt?" We include the email that we sent to 678 researchers, plus the script used to do so as a supporting file. Note: This is a republication of content that was written when Hypergraph (Beta) was still in use, which was a previous iteration of ResearchEquals.

We describe the timeline, research question, and outcomes for the Many Paths on "Does power corrupt?" This research module also provides information on how to join this project. Note: This is a republication of content that was written when Hypergraph (Beta) was still in use, which was a previous iteration of ResearchEquals.

In light of failing integration policies and practices, we provide a qualitative evaluation of a social innovation that aims to facilitate integration by providing refugees an opportunity to reside temporarily with locals. Our analysis of the experiences shared by refugee guests and local hosts provides insight on the theory and practice of refugee integration in three ways: we (1) inform research and policy on the effectiveness of staying with a local as a means for integrating refugees, (2) unpack the mechanisms through which staying with a local facilitates refugee integration, and (3) theoretically enrich the literature on indicators of integration.

Diversiteit en inclusie: het begint steeds meer een mantra te worden. Organisaties komen superlatieven tekort om te benadrukken hoe divers en inclusief ze zijn. De bittere realiteit is echter dat Nederland onderaan verschillende diversiteitsindexen bungelt. “Beschamend en diep teleurstellend,” was de reactie van minister Ingrid van Engelshoven, toen ze in 2018 met de uitkomst van zo’n index werd geconfronteerd (Volkskrant, 2018). Dat er veel bij komt kijken als je diverser en inclusiever wilt worden, ondervonden wij tijdens een casestudie bij het Van Gogh Museum. Het vergroten van diversiteit en inclusie is wel degelijk mogelijk, maar geen sinecure.

In this preregistered study we evaluate current attitudes towards, and experiences with, publishing research and propose an alternative system of publishing. Our main hypothesis is that researchers tend to become institutionalized, such that they are generally discontent with the current publication system, but that this dissatisfaction fades over time as they become tenured. A survey was distributed to the first authors of papers published in four recent issues of top-15 Work and Organizational Psychology (WOP) journals. Even among this positively biased sample, we found that the time it takes to publish a manuscript is negatively associated with whether authors perceive this time to be justifiable and worthwhile relative to the amount their manuscript has changed. Review quality and tenure buffer the negative relationship with perceived justifiability, but not for perceived worth. The findings suggest that untenured (WOP) researchers are dissatisfied with the publishing times of academic journals, which adds to the pile of criticisms of the journal-based publication system. Since publishing times are inherent to the journal-based publication system, we suggest that incremental improvements may not sufficiently address the problems associated with publishing times. We therefore propose the adoption of a modular publication system to improve (WOP) publishing experiences.

In this chapter, we offer a helicopter perspective on how employers can foster work-family wellbeing. We argue that organisational work-family practices are effective when they contribute to parents’ feelings of inclusion, which in turn is key to improving work-family wellbeing. An important take-away from our chapter is that merely offering a range of family-friendly policies and practices does not necessarily enhance work-family wellbeing. If such practices are merely accommodating parents without creating an inclusive organizational climate in which parents’ added value is acknowledged and potential repercussions for using such practices are taken away, parents will not feel at liberty to make use of them. In considering what it takes for practices to foster feelings of inclusion, employers can learn how to design and implement practices that have more chances of enhancing and maintaining the wellbeing of new parents.

Inclusion holds numerous benefits, but theory on inclusion suffers from a number of shortcomings regarding its nature and boundary conditions. In conceptualizing inclusion and exclusion as a parado...

Research on the consequences of diversity in teams continues to produce inconsistent results. We review the recent developments in diversity research and identify two shortcomings. First, an understanding of the microdynamics affecting processes and outcomes in diverse teams is lacking. Second, diversity research has tended to treat different social categories as equivalent and thus not considered how members’ experiences may be affected by their social category membership. We address these shortcomings by reviewing research on stereotypes, which indicates that stereotypes initiate reinforcing microdynamics among (a) attributions of a target team member’s warmth and competence, (b) perceiving members’ behavior toward the target team member, and (c) the target team member’s behavior. Our review suggests that perceivers’ impression formation motivation is the key determinant of the extent to which perceivers continue to treat a target based on categorization. On the basis of our review, we provide an integrative perspective and corresponding model that outlines these MIcrodynamics of Diversity and Stereotyping in Teams (MIDST) and indicates how stereotyping can benefit as well as harm team functioning. We discuss how this integrative perspective on the MIDST relates to the social categorization and the information/decision-making perspective, set a research agenda, and discuss the managerial implications.

Purpose Refugees’ inclusion at work is critical for the individual, for employers and for the receiving societies. Yet, refugees are often disadvantaged in working life or are being excluded from the labor market altogether. The purpose of this paper is to examine barriers and facilitators to refugees’ inclusion at work at the individual, organizational and country level, and pay particular attention to how the three levels relate to each other in shaping inclusion and exclusion of refugees at work. Design/methodology/approach The authors conducted 18 interviews with employed refugees, employers and experts from governmental and non-governmental institutions in the Netherlands. Findings Based on the theoretical structure, 13 themes emerged from the interview material – 5 themes at the individual level, 4 at the organizational level and 4 at the country level. The authors also found indicators for an interplay of barriers and facilitators across levels. Research limitations/implications This is a small study conducted in the Netherlands, providing several starting points for future research. Practical implications The authors provide recommendations for refugees, employers and policy makers aimed at addressing barriers and leveraging facilitators of refugees’ inclusion at work. Originality/value The organizational level, which diversity research has shown to affect minority group members’ inclusion at work, is rarely taken into account in refugee research. Based on the cross-level analysis, the authors identify patterns of interplay between the three levels and provide a relational framework of refugees’ inclusion at work.

To improve the way in which research is currently conducted and communicated, Hartgerink and van Zelst (2018) have recently suggested a new research communication infrastructure. In their vision, research output is communicated continuously “as-you-go” as opposed to the current system where research is only communicated after the entire cycle has been completed (i.e., “after-the-fact”). This “as-you-go” system offers a host of advantages, including more transparency and a more rapid dissemination of research output. To examine the viability of their system, I aim to build a functioning implementation of their proposed infrastructure to investigate the research question “Does power corrupt?”Specifically, in this application I propose the Many Paths model, which starts with one research question and allows an emergent process to occur thereafter. Given that results are often path dependent and many paths can be taken in a research process, it is worthwhile to study which what paths a research project initiated, pruned, and merged.The Many Paths model offers insight into how researchers from different disciplines approach and study the same research question in a different way, and how that may relate to different conclusions being reached. As such, the project offers insight into the value of the “as-you-go” form of research communication. Furthermore, by inviting researchers from various disciplines to collaboratively address the question “Does power corrupt?” the Many Paths project offers a collaborative and integrated approach to that age-old question.The funding will be used primarily to set up the communication infrastructure that will allow the emergent collaborative project in the form of Many Paths to happen. Here, researchers communicate each step of the research process directly after it occurred, thereby linking each step to a previous one. This structure allows for the paths of the research process to be investigated. Moreover, the “as-you-go”-communication infrastructure allows collaborators to prune their own research progress into different areas, as they observe and get inspired by the other collaborators. The remainder of the funding will be used for a data scientist to analyze the paths via which researchers communicate on the Many Paths project, to support data collection (if needed) and for organizing meetings on the project.

© 2019, © 2019 The Author(s). Published by Informa UK Limited, trading as Taylor & Francis Group. This manifesto presents 10 recommendations for a sustainable future for the field of Work and Organizational Psychology. The manifesto is the result of an emerging movement around the Future of WOP (see www.futureofwop.com), which aims to bring together WOP-scholars committed to actively contribute to building a better future for our field. Our recommendations are intended to support both individuals and collectives to become actively engaged in co-creating the future of WOP together with us. Therefore, this manifesto is open and never “finished.” It should continuously evolve, based on an ongoing debate around our professional values and behavior. This manifesto is meant, first of all, for ourselves as an academic community. Furthermore, it is also important for managers, decision makers, and other stakeholders and interested parties, such as students, governments and organizations, as we envision what the future of WOP could look like, and it is only through our collective efforts that we will be able to realize a sustainable future for all of us. ispartof: EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY vol:28 issue:3 pages:289-299 status: published

Theory and research on status attainment in work groups primarily focuses on members’ abilities and characteristics that make them appear competent as predictors of their status in the group. We complement the abilities perspective with a social identity perspective by arguing that another important determinant of a member’s status is based on the extent to which the member serves the group’s interests. Specifically, we assert that a member’s identification with the group affects performance on behalf of the group, which in turn affects other members' assessment of the member’s status. We test this social identity perspective on status attainment by studying the influence of members’ group identification on their performance and status in the group, while controlling for the members’ abilities and status characteristics. In a three-wave longitudinal field study following 33 work groups during a six-month group project, we find that members’ identification enhances their performance on behalf of the group, which in turn increases their status within the group. As such, our study advances insights in the determinants of status attainment in work groups and points to the relevance of the social identity approach for research on the antecedents of status in work groups. peerreview_statement: The publishing and review policy for this title is described in its Aims & Scope. aims_and_scope_url: http://www.tandfonline.com/action/journalInformation?show=aimsScope&journalCode=pewo20 ispartof: European Journal of Work and Organizational Psychology vol:25 issue:2 pages:200-211 status: published

Research has highlighted the widespread disadvantages women face relative to men in emerging as leaders. While it is certainly true that such disadvantages exist, they may not be as universal as ha...

Displaced by violence, war, and persecution, millions of refugees seek shelter abroad. Host country agencies and researchers in turn wonder how best to integrate these people into society and the w...

A preliminary work of the nonconvulsive seizure detection system is presented here. The system aims at detecting nonconvulsive seizures for epilepsy patients, targeting a 24/7 monitoring based on continuous electroencephalography (EEG) signals. It has been observed that the interesting seizure-related brain activities in some of the multi-channel EEG signals were weak, often with a noisy background or artifacts, and this might also be patient-dependent. Therefore, using the 'best' channels with a good signal quality is expected to enhance the seizure detection performance. This paper describes a method to select the 'best' EEG channels adaptively from the data of nonconvulsive seizure patients. A signal quality index (SQI) was proposed, where a higher SQI of a channel (signal) indicates a stronger brain activity associated with the ictals of nonconvulsive seizures and less artifacts. The validity of the SQI for adaptive channel selection is demonstrated in this paper. Advantages and limitations of our proposed method were discussed.

Initiatieven gericht op het verbeteren van de positie van minderheden in organisaties hebben tot nu toe op zijn best gemengde resultaten behaald. Dit komt mede doordat minderheden als minder competent worden beschouwd, wat eerst aangepakt moet worden willen andere initiatieven kans op slagen hebben. In deze bijdrage stellen wij dat gebruik van aanbevelingen de perceptie aangaande de competentie van minderheden in organisaties kan verbeteren. We presenteren een theoretische verkenning naar de invloed van aanbevelingen die uitlegt hoe, en onder welke omstandigheden, aanbevelingen de beeldvorming over de competentie van minderheden beïnvloeden. De kern van onze theoretische verkenning is tweevoudig. Ten eerste stellen wij dat het effect van een aanbeveling zit in degene die de aanbeveling doet: hoe positiever de status van degene die de aanbeveling doet, hoe meer de aanbeveling een positieve uitwerking zal hebben op de beeldvorming van de competentie van degene die wordt aanbevolen. Ten tweede stellen wij dat een aanbeveling een sterker effect heeft wanneer deze ingaat tegen een bestaande indruk. We verwachten zodoende dat vooral minderheden kunnen profiteren van een strategisch gebruik van aanbevelingen doordat het corrigeert voor eventuele negatieve vooroordelen aangaande de competentie van minderheden. Onze theoretische verkenning biedt veel mogelijkheden voor onderzoek en reikt een aantal praktische manieren aan voor organisaties om de beeldvorming van de competentie van minderheden te verbeteren.

Leadership including how it is defined, developed, embodied, practiced, and experienced is an essential building block of inclusion in groups, organizations, and societies. This interactive panel w...

The current realities concerning the global refugee crises are challenging: protracted crises in variant geographic locations, substantial population displacement with over 68.5 million refugees wo...

We evaluate current attitudes towards and experiences with publishing research in Work and Organizational Psychology (WOP), and propose an alternative system. Our main hypothesis is that WOP resear...

In accounting for the positive and negative consequences of work group diversity, researchers have generally relied on the information/decision-making (i.e., diversity as variety) and the social categorization (i.e., diversity as separation) perspective, respectively. In this conceptual paper we argue that there is a need to integrate status-related processes (i.e., diversity as disparity) as key to understanding the outcomes of work group diversity. Based on expectation states theory, we argue that status differences between group members automatically emerge when group members differ in their characteristics and/or associated (informational) resources. These within-group status differences lead to the formation of a status configuration, an informal social order that serves a coordination function. We propose that the effect of a status configuration on group performance depends on the interplay between the veridicality, the legitimacy and the stability of a status configuration. We discuss how our propositions can be tested and how our status perspective relates to the information/decision-making and the social categorization perspective. We close with a discussion on the implications of our status perspective for practitioners. Practitioner Points In diverse groups, group members tend to attribute competence (i.e., status) based on the differences between group members. These perceived status differences in the group serve a tacit coordination function, informing group members on who is the (potentially) right person for a job. Status differences result in detrimental performance of the group if the status that is attributed is not based on actual task competence, but enhances group performance when status aligns with competence. When group members feel that their status in the group is lower than it ought to be, this has a negative impact on their commitment and functioning.

Based on expectancy theory, goal-setting theory and control theory, we propose a model in which perceived fairness mediates the relationship between characteristics of employee performance management (PM) systems and their perceived effectiveness by employees. PM system characteristics we propose are the frequency and length of formal reviews, the frequency of informal reviews and feedback, whether the formal conversation focused on evaluation or development and finally the degree of participation. The model was tested on a cross-industry sample of 3192 employees in Belgium. The measurement and structural models were simultaneously tested using structural equation modeling, and we used a bootstrapping approach to test the mediation hypothesis. Our findings indicate that performance review focus and employee participation strongly relate to perceptions of appraisal fairness and PM system effectiveness and that the frequency of informal performance reviews is stronger related to PM system effectiveness than the frequency of formal performance reviews. This suggests that the manifest expressions of PM have more impact on PM system effectiveness rather than the more latent characteristics of PM systems. The findings advance research to the role and functionality of PM systems by showing that (a) the manner in which PM systems are shaped and executed is of fundamental importance for their effectiveness, (b) fairness partially mediates the relationship between PM system characteristics and their effectiveness and (c) the three motivational theories appear useful for understanding the consequences of PM practices on individual employees.Keywords: employee performance, fairness, human resource management, performance management

Thirty-six pre-university chemistry students and two chemistry teachers used flow chemistry as a technology for the synthesis of methyl orange. FutureChemistry and VU University Amsterdam cooperatively created FlowStart Remote, a device that enabled the students to remotely conduct this synthesis and in real time monitor and control the device via a LabVIEW Web application. The students were able to conduct experiments under different conditions and became acquainted with flow chemistry in a safe way. The remotely controlled device can be shared among several upper-level secondary schools, giving access to experimentation for many students all over the world. © 2013 The American Chemical Society and Division of Chemical Education, Inc.

Over five decades of research has yielded mixed findings as to whether groups make more risky or more cautious decisions than individuals. We contrast four theories that have been used in the extant literature to explain such a shift in group- as opposed to individual decision making. By means of a meta-analysis of 33 articles and 126 effect sizes, we were able to evaluate the evidence for the occurrence of shifts while considering the potential influence of the various conditions. Our results indicate an overall tendency for a risky shift, which is also affected by a number of conditions. Specifically, the occurrence of a shift is affected by the extent to which members are exposed to each others' preferences, the culture where the study is conducted, the extent to which decision makers are affected by their decision, and the extent to which a task is risk- or caution-oriented. We discuss to what extent our findings support each of the four theories, propose an integrative perspective, and set an agenda for future research.

In this paper, the hydrophobicity of 13 activated carbons is determined by various methods; water vapour adsorption, immersion calorimetry, and contact angle measurements. The quantity and type of oxygen-containing groups on the activated carbon were measured and related to the methods used to measure hydrophobicity. It was found that the water-activated carbon adsorption strength (based on immersion calorimetry, contact angles) depended on both type and quantity of oxygen-containing groups, while water vapour adsorption depended only on their quantity. Activated carbon hydrophobicity measurements alone could not be related to 1-hexanol and 1,3-dichloropropene adsorption. However, a relationship was found between work of adhesion and adsorption of these solutes. The work of adhesion depends not only on activated carbon–water interaction (carbon hydrophobicity), but also on solute–water (solute hydrophobicity) and activated carbon–solute interactions. Our research shows that the work of adhesion can explain solute adsorption and includes the effect of hydrogen bond formation between solute and activated carbon.

Differences in the degradation and transformation of atrazine (ATZ), carbamazepine (CBZ), diclofenac (DCF), and sulfamethoxazole (SMX) in deionized water during UV and UV/H 2 O 2 treatment using low-pressure (LP) and medium pressure (MP) UV lamps, were assessed using a collimated beam apparatus. UV doses ranged from 300–700 mJ/cm 2 and H 2 O 2 doses ranged from 0–10 mg/L. Liquid chromatography with tandem mass spectrometry (LC–MS/MS) was used to measure concentrations of the parent compounds and quadrupole time-of-flight mass spectrometry (QToF-MS) was used to screen for transformation products following treatment. In general, there was little difference in compound degradation and transformation between LP and MP UV lamps in both UV and UV/H 2 O 2 treatments. Removal of ATZ, SMX and DCF was largely attributed to direct photodegradation whereas CBZ was not appreciably removed by UV or UV/H 2 O 2 treatment. All four compounds yielded transformation products following UV or UV/H 2 O 2 treatment with LP and MP lamps. Transformation pathways were determined using accurate mass estimation to determine elemental composition, and relative abundance was determined using ion counts. For ATZ and CBZ, the transformation pathway was non-sequential, whereas for DCF and SMX, the transformation pathway was sequential. The approach outlined in this paper can be used to assess unknown transformation products formed during oxidation of organic micropollutants during water treatment.