Gedrag & Organisatie

Meer op het gebied van Arbeid en organisatie

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Aflevering 1, 2006 Alle samenvattingen uitklappen

De waarde van Intervention Mapping en de Theory of Planned Behavior voor de effectiviteit van een communicatietraining

Trefwoorden training, attitude-gedrag model, gedragsverandering, Intervention Mapping, evaluatie
Auteurs Michael Rauner, Gerjo Kok en Toon Taris

    Michael Rauner, Gerjo Kok & Toon Taris, Gedrag & Organisatie, Volume 19, Maart 2006, nr. 1, pp. 3-21

    Long-term behavior change as a result of a training intervention is difficult to achieve. The present study assumes that a training will have a stronger impact when (1) a theory-based intervention program is used (in this case based on Ajzen's [1991] Theory of Planned Behaviour), and (2) if a structured approach is applied (Intervention Mapping, Bartholomew et al., 2001). Using a supervised control (N = 19) - experimental (N = 35) group design, the present study showed that the TPB-model can be used to frame desirable behaviour and to measure the outcome of the intervention. IM appeared an effective method to influence behaviour in the desired way. During the whole intervention the intervention group showed significantly more improvement on the TPB variables (attitude, subjective norm, perceived behavior and intention) than the control group.

    Key words: training, planned behavior, Intervention Mapping, evaluation

Michael Rauner
Michael Rauner is zelfstandig organisatieadviseur en daarnaast verbonden aan de Faculteit Psychologie van de Universiteit Maastricht. Correspondentieadres: Drs. M. Rauner, Fazantenlaan 12, 6865 WL Doorwerth. Telefoon: (026) 4462881, fax: (026) 4434406, e-mail: info@rauner.nl.

Gerjo Kok
Gerjo Kok, Universiteit Maastricht.

Toon Taris
Toon Taris, Radboud Universiteit Nijmegen.

Leeroriëntatie van medewerkers als moderator in de relatie tussen transformationeel leiderschap en intrinsieke werkmotivatie

Trefwoorden leeroriëntatie, transformationeel leiderschap en intrinsieke werkmotivatie
Auteurs Niek Faber, Onne Janssen en Tjeerd Bartlema

    Niek Faber, Onne Janssen & Tjeerd Bartlema, Gedrag & Organisatie, Volume 19, Maart 2006, nr. 1, pp. 22-36

    Employees' learning orientation was hypothesized to enhance the positive relationship between transformational leadership and empowerment experienced by employees. As expected, a survey among 191 attendants of organizational-psychological training courses showed a positive relationship between transformational leadership and psychological empowerment. However, a learning orientation was found to serve as a substitute rather than an enhancer of the empowering effect of transformational leadership. More specifically, transformational leadership was strongly related to psychological empowerment for employees with a weak learning orientation. For employees with a strong learning orientation, transformational leadership had only a marginal relationship with psychological empowerment because these employees had already relatively high levels of empowerment induced by their learning orientation.

    Key words: learning orientation, transformational leadership, intrinsic work motivation

Niek Faber
Niek Faber, faculteit Bedrijfskunde, Rijksuniversiteit Groningen. Correspondentieadres: Drs. N. Faber, faculteit Bedrijfskunde, Dierenriemstraat 100, PB 800, 9700 AV Groningen. Telefoon: (050) 3634288, e-mail: n.faber@rug.nl.

Onne Janssen
Onne Janssen, faculteit Bedrijfskunde, Rijksuniversiteit Groningen.

Tjeerd Bartlema
Tjeerd Bartlema, Trainingsbureau Van Harte en Lingsma.

Arbeidstevredenheid: gevolg van werkkenmerken, werkwaarden of beide?

Trefwoorden werkwaarden, taakkenmerken, arbeidssatisfactie
Auteurs Marije Evers, Jan Fekke Ybema en Peter Smulders

    Marije Evers, Jan Fekke Ybema & Peter Smulders, Gedrag & Organisatie, Volume 19, Maart 2006, nr. 1, pp. 37-52

    This paper explores how job characteristics and work values influence job satisfaction in a sample of the Dutch working population (N = 4009). In accordance with the Vitamin Model, we expected that the presence of a job characteristic would only lead to (increased) job satisfaction under certain circumstances. In this study, we hypothesised that a job characteristic would lead to increased job satisfaction especially in cases of a good fit between work value and job characteristic. Some studies showed that such a good fit contributed to job satisfaction, while other studies found little or no evidence. Our research showed that the hypothesis held true in three out of seven cases. In other words, a good fit between work value and job characteristic sometimes resulted in higher levels of job satisfaction. Our paper therefore concludes that not only are work characteristics important for job satisfaction, but also the extent to which work values and work characteristics coincide.

    Key words: work values, job characteristics, job satisfaction

Marije Evers
Marije Evers is werkzaam als onderzoeker bij TNO Kwaliteit van Leven. Correspondentieadres: M.S. Evers, TNO Kwaliteit van Leven/Arbeid, Postbus 718, 2130 AS Hoofddorp.

Jan Fekke Ybema
Jan Fekke Ybema is werkzaam als onderzoeker bij TNO Kwaliteit van Leven.

Peter Smulders
Peter Smulders is werkzaam als onderzoeker bij TNO Kwaliteit van Leven.

Employability en individuele ontwikkeling op het werk

Trefwoorden personeelsontwikkeling, employability, leergedrag, HRD
Auteurs Karen van Dam, Beatrice I.J.M. van der Heijden en Birgit Schyns

    Karen van Dam, Beatrice I.J.M. van der Heijden en Birgit Schyns, Gedrag & Organisatie, Volume 19, Maart 2006, nr. 1, pp. 53-68

    In the past decades, employability and employee development have received increased attention. Changes within and around organizations have emphasized the need for flexible firms and a multi-skilled work force, while, at the same time, employees have become responsible for their own careers and work security. The present article first reviews recent changes underlying the need for employability and employee development. Subsequently, attention is paid to the concepts of employability and workplace learning, factors affecting learning at work, and age-related influences. With this article, we aim to kick off a new series for Gedrag & Organisatie on employee development and employability in organizations.

    Key words: employee development, employability, workplace learning, HRD

Karen van Dam
Karen van Dam, Universiteit van Tilburg. Correspondentieadres: Dr. K. van Dam, Universiteit van Tilburg, Arbeids- en Organisatiepsychologie, Postbus 90153, 5000 LE Tilburg.

Beatrice I.J.M. van der Heijden
Beatrice I.J.M. van der Heijden, Maastricht School of Management & Open Universiteit Heerlen.

Birgit Schyns
Birgit Schyns, Universiteit Twente.

Leren op het werk: Een handelingstheoretisch perspectief

Trefwoorden leergedrag, handelingstheorie, Demand-Control-model, werkkenmerken
Auteurs Toon Taris, Michiel Kompier en Etty Wielenga-Meijer

    Toon Taris, Michiel Kompier & Etty Wielenga-Meijer, Gedrag & Organisatie, Volume 19, Maart 2006, nr. 1, pp. 69-89

    This study examines employee learning behavior as a function of task characteristics. Karasek and Theorell's (1990) Demand-Control (DC) model proposes that high levels of learning will occur when both job demands and job control are high. We consider the evidence for this assumption, arguing that the conceptual foundations of the DC model regarding the processes accounting for learning behavior are weak, while interpersonal differences in the learning process are largely neglected. We then discuss the relationship between learning and task characteristics from the perspective of German Action Theory (AT). AT explicitly discusses the mechanisms accounting for the relationship between task characteristics and learning, also assigning a role to interpersonal differences. Finally, we present a model that integrates action-theoretical insights on learning with DC-based empirical results.

    Key words: employee learning, action theory, Demand-Control model, work characteristics

Toon Taris
Toon Taris, Radboud Universiteit Nijmegen, Sectie Arbeids- en Organisatiepsychologie. Correspondentieadres: Dr. T. Taris, Radboud Universiteit Nijmegen, Sectie Arbeids- en Organisatiepsychologie, Postbus 9104, 6500 HE Nijmegen. Telefoon: (024) 3612639, e-mail: t.taris@psych.ru.nl.

Michiel Kompier
Michiel Kompier, Radboud Universiteit Nijmegen, Sectie Arbeids- en Organisatiepsychologie.

Etty Wielenga-Meijer
Etty Wielenga-Meijer, Radboud Universiteit Nijmegen, Sectie Arbeids- en Organisatiepsychologie.