Who learns more.

Abstracts WAOP 2010
Keynote: 10:45-11:30
Promoting Optimal Motivation and Wellness on the Work Floor:
The Critical Role of Basic Psychological Need Satisfaction
Maarten Vansteenkiste
Gent University
Few scholars and managers would doubt that motivational dynamics play a key
role in promoting subordinates’ creativity, engagement and wellness and in
preventing burn-out and work-family conflict. From the perspective of Self-
Determination Theory (SDT; Deci & Ryan, 2000; Vansteenkiste, Niemiec, &
Soenens, 2010), not only the quantity but also the quality of subordinates’
motivation matters. Within SDT, two broader types of motivation are
distinguished, that is, autonomous motivation which refers to acting based on
emerging interests and integrated values and controlled motivation which refers
to acting to meet externally pressuring demands or internal obligations.
Autonomous motivation is said to be energized by the satisfaction of
subordinates’ basic psychological needs for autonomy (i.e., a sense of volition),
competence (i.e., a sense of effecance) and relatedness (i.e., a sense of
connectedness). Empirical research will be reviewed that applies the
autonomous-controlled motivation distinction to the topic of work motivation,
workaholism, performance-approach goal pursuit, and unemployment and that
underscores the critical role of basic need satisfaction, across cultures, age
groups and types of professions. Finally, questionnaire-based and experimental
research is discussed indicating how leadership style, job design and the use of
rewards can feed onto or detract from the satisfaction of subordinates’ basic
psychological needs.

SESSION 1: 11:30-13
CAREERS
Career competencies in the boundaryless career: validation of the Career
Competencies Questionnaire
J. Akkermans, M. Huibers, V. Brenninkmeijer, R. Blonk
E-mail: t.j.akkermans@uu.nl
This study presents the development and validation of the Career Competencies
Questionnaire. Using structural equation modeling, the six first order career
competencies were confirmed to fit the data well, as well as a second order construct of
career competencies. Moreover, construct validity and incremental validity was confirmed
using SEM, contrasting career competencies with career motivation, general self-efficacy,
performance, and employability. This instrument marks the first integrated
operationalization of career competencies, which could be a strong impulse to this
promising research field.
Keywords: career competencies, boundaryless career, validation study
Language of presentation: English
Business ethics as a predictor of vocational interests
D. Berings, S. Adriaenssens
E-mail: dries.berings@hubrussel.be
Due to the worldwide financial crisis, the debate about ethics in business holds the
spotlight. The present study investigates how business ethics are related to vocational
interest. Special attention has been paid to the relationship between business ethics and
the interest in ‘enterprising’ and ‘social’ oriented professions. The results reveal a
negative and a positive correlation respectively for enterprising and social vocational
interest. Only for enterprising interest the correlation remains significant after controlling
for sex, personality and work values.
Key words: Business Ethics, Vocational Interest, Work Values, Personality, Gender
Career Roles and Employability
N. De Jong, H. Hoekstra, A. de Lange, K. van Oudenhoven- van der Zee
E-mail: n.de.jong@rug.nl
The aim of this paper is to examine the relation between Career Role diversity and
employability. Employability is described as the ability to gain and maintain employment
within as well as across organizations. We present a model of 6 universal Career Roles as
a content model of career development. Workers can use different career roles,
indicating career role diversity, to enhance employability. We propose that career role
diversity is positively related to career outcomes in terms of enhanced employability.
Keywords: Employability, Career Roles, Career Success

Effects of training 2x2 goal orientation on discrete emotions
G. Noordzij, H. Van Mierlo, M. Ph. Born, E. Van Hooft
E-mail: noordzij@fsw.eur.nl
We investigated the effects of training goal orientation (based on the 2x2 model of GO)
on outcome emotions after working on a complex task, predicting that 1) learning-
approach GO will elicit more positive-activating emotions; 2) learning-avoidance GO will
elicit more positive-deactivating emotions; 3) performance-approach GO will elicit more
negative-activating emotions; and 4) performance-avoidance GO will elicit more
negative-deactivating emotions. Predictions were tested by a two-wave experimental
design. Significant time*condition-interactions were found for the predicted emotions,
although not for all emotions.
KEYWORDS: 2x2 goal orientation, emotions, training.
SESSION 1: 11:30-13
JOB DESIGN
When the going gets tough: How error approach and situational evaluativeness
affect cognitive resource allocation
N.Dimitrova, C. van Dyck, E. van Hooft, P. Groenewegen
E-mail:ng.dimitrova@fsw.vu.nl
In two experimental studies we investigate how error approach: error management and
error prevention, affects on/off-task thoughts and self-regulation under low or high
evaluative conditions during goal attainment after error. Error management had
beneficial effects on on-task thoughts and self-regulation under low evaluative conditions
and on off-task thoughts under high evaluative conditions. Our findings hold implications
for leaders and organizations by outlining the benefits of creating a constructive error-
handling environment stimulating more task-directed thoughts, fewer task-unrelated
thoughts and better self-regulation.
Keywords: errors, error management, error prevention, cognitive resource allocation,
self- evaluation
The role of job crafting during organizational change: A cross-lagged
longitudinal design
P. Petrou, E. Demerouti
E-mail: P.Petrou@uu.nl
The present study examined antecedents and outcomes of employee job crafting
behaviors. Cross-lagged Structural Equation Modeling was conducted to analyze
longitudinal data from 580 police officers undergoing organizational changes. It was
found that job demands and job resources predicted job crafting (namely resources
seeking, challenges seeking and demands reducing) which in turn predicted work
engagement and openness to change. In a reciprocal way, work engagement and
openness to change also predicted job crafting. Implications for research and practice are
discussed.
Keywords: job crafting, job demands-resources model, organizational change, cross-
lagged effects

Testing the Job Demand-Resources Model in Chilean teachers
M. Quiñones, H. De Witte, A. Van den Broeck
E-mail: marcela.quinones@student.kuleuven.be
The present study aimed to test the basic assumptions of the JD-R model in predicting
outcomes Chili. Particularly, this study examined direct and interactions effects of job
demands (time pressure, role ambiguity and student aggression) and job resources
(training opportunities, decision authority, social support from management, supervisor
and colleagues) on organizational and health outcomes (job satisfaction, work
commitment, emotional exhaustion, depersonalization, personal accomplishment and
general well-being) in a sample of teachers (n=303). Results of hierarchical regressions
analyses lend support to the positive association between job demands and negative
outcomes and the positive associations between job resources and positive outcomes.
The moderating role of job resources against the negative effects of job demands on
outcome variables was not confirmed. Conclusions emphasize the need of more studies
on the model in different contexts.
Key words: Job demands, job resources, personal resources, meaningfulness.
Who Learns More? Or, “Variety Still Seems to Be the Spice of Life!”
J. Taverniers, J. Syroit, J. von Grumbkow
E-mail: john.taverniers@ou.nl
Our longitudinal panel study (N = 727) focused on the dynamic assumptions of the Job
Demands-Control model’s active learning hypothesis. So far, only two studies
investigated the effects of prolonged exposure to a specific job type – both failed to
deliver. Accordingly, we opted for an alternative approach and investigated whether the
change of job type would lead to increasing or decreasing learning. Interestingly, our first
results seem to confirm that periodically varying job characteristics may indeed affect
active learning outcomes.
Keywords: Active learning, dynamic hypotheses, job demands-control model, prolonged
exposure
Language of presentation: Dutch
Assessing morale and psychological distress during modern military operation.
Managing the demands of operational life
F. van Boxmeer, C. Verwijs, M. Euwema
E-mail: LELM.v.Boxmeer.02@mindef.nl.
In the Netherlands’ army, leadership works closely together with psychological support
professionals of the Defence Services Centre Behavioral Sciences to establish and
maintain morale and to manage stress during the deployment cycle. Leadership needs
specific in-time information about what they can do to prevent low morale and/or
psychological distress interfering with psychological health and performance or to boost
morale by capitalizing on strengths within the unit. What lessons can be learned from the
(field) studies in a challenging work environment.
Keywords: morale, psychological distress and modern military operations

SESSION 1: 11:30-13
WORK ENGAGEMENT
The Measurement of State Work Engagement: A Multilevel Factor Analytic Study
K. Breevaart, A. Bakker, E. Demerouti, J. Hetland
E-mail: breevaart@fsw.eur.nl
This study examines the factor structure of the state version of the Utrecht Work
Engagement Scale (UWES). A multilevel confirmatory factor analysis (MCFA) was
performed to confirm that the between-level factor structure also operates at the within-
level of analysis. Data from 284 employees who filled in a state version of the UWES on
five consecutive days were used to perform the analysis. Results showed that the UWES
can be used to measure both trait (between-level) and state (within-level) work
engagement
Keywords: employee engagement, multilevel factor analysis, state work engagement,
trait work engagement.
Does work engagement predict decision-making and performance on a daily
basis?
H. Gordon, E. Demerouti, T. Bipp
E-mail: H.Gordon@tue.nl
As baby-boomers seek medical care, there is a need to understand/improve the well-
being of health-care workers. This study explores the effects of work
engagement/exhaustion on decision-making (i.e., analytical/intuitive decision making)
and how different types of decision-making among nurses influence their performance.
Professional health-care workers filled-in a questionnaire and daily diary for five days.
Results reveal the positive effects of engagement and the negative effects of exhaustion
on decision-making (i.e., analytical/intuitive decision making) and that decision-making
influence in-role and extra-role performance.
Keywords: Work engagement, work exhaustion, analytical decision-making, intuitive
decision-making, in-role performance, and extra-role performance.
Good morning, good day: A diary study on positive emotions, hope, and work
engagement
E. Ouweneel, P. M. Le Blanc, W. B. Schaufeli
E-mail: e.ouweneel@uu.nl
The objective of this dairy study was to look at the potential positive within person
relationships between positive emotions, hope, and work engagement on a daily level.
The study was conducted among 59 university employees, who filled in a diary
questionnaire for five consecutive working days, twice a day. Similar to Broaden-and-
Build theory, we found that the experience of positive emotions (after work) ‘build’ hope
(before next working day), which in turn lead to work engagement (after next working
day).
Key words: Broaden-and-Build theory, positive emotions, hope, work engagement, dairy
study

Introducing flexible working: Adaptive behavioral strategies mediate the
positive relation between personal resources, job resources and work
engagement.
M. van den Heuvel, E. Demerouti, A. Bakker, W. Schaufeli
Email: m.vandenheuvel@uu.nl
This weekly diary study examines the mediating role of adaptive behavioral strategies in
the relationship between personal and job resources and work engagement. Data was
collected in an engineering company during the first weeks of adjustment to the
introduction of hotdesking. Multilevel analyses showed that weekly personal resources
(self-efficacy & meaning-making) were positively related to weekly engagement.
Behavioral self-management strategies mediated this relationship. Furthermore, weekly
job resources were related to weekly engagement through adaptive team behavior.
Implications are discussed.
Keywords: flexible working, personal resources, adaptive strategies, work engagement,
multilevel analysis
SESSION 1: 11:30-13
POWER AND NEGOTIATION
When Doves Fly High and Hawks Lay Low: The Effects of Constituency
Composition on Representative Negotiation
H. Aaldering & C. De Dreu
E-mail: H.Aaldering@uva.nl
This experiment examined the differential effects of constituencies with hawkish versus
dovish minorities with high or low status on representative negotiation. The previously
found effect that hawkish minorities have a disproportionate influence is replicated.
Lowering the status of the hawkish minority diminished this effect and led to high
negotiation outcomes and positive perceptions of the representative about his
constituency and the negotiation. We conclude that perceived intragroup conflict can
lower the negotiation outcomes, and provide suggestions why hawkish messages receive
more weight than dovish messages.
Key Words: Representative Negotiation, Homogeneous or Heterogeneous, Status,
Constituency, Intergroup Conflict, Intragroup Conflict, Social Influence
Angry at your boss: who cares?
The importance of anger recognition when mediating hierarchical conflicts
K. Bollen, P. Müller, M. Euwema
E-mail: katalien.bollen@psy.kuleuven.be
The current study examines the potential moderating role of anger recognition during the
mediation in the relationship between hierarchical position and satisfaction with the
mediation. The results of two studies (an experimental study and a field study) show that
whereas subordinates’ satisfaction is positively affected by the recognition of anger,
supervisors’ satisfaction isn’t. Field data show that, at least for subordinates, this
interactive effect is mediated by the experience of voice.
Keywords: mediation, hierarchical (labor) conflict, recognition of anger, satisfaction with
the mediation, moderator.

C’est le Ton qui Fait la Musique … when Criticizing your Boss: Power and
Affective Reactions to Negative Feedback
J. Niemann, B. Wisse, D. Rus, N. Van Yperen, K. Sassenberg
E-mail: J.Niemann@rug.nl
In organizational contexts, it is often necessary to deliver negative feedback to both high
and low-power individuals. However, one unintended consequence of negative feedback
delivery is the elicitation of negative emotional reactions in the feedback receiver. In this
research, we argue and show, that feedback framing (i.e., direct vs. indirect feedback)
can serve to reduce the incidence of negative emotional reactions to negative feedback,
particularly for high-power receivers. Practical implications for subordinates providing
negative feedback to their supervisors are discussed.
Keywords: Power, negative feedback, message framing
Power, legitimacy and stability: low power people show approach tendencies,
but only when their position is both illegitimate and unstable
D. Sligte, L. Greer, C. de Dreu
E-mail: D.J.Sligte@uva.nl
In the literature on power, it is generally assumed that illegitimacy of the power
hierarchy leads to instability thereof, and that, consequently, low power people show
approach-related behaviors as they see possibilities to move up the hierarchical ladder.
However, mundane examples suggest that people in illegitimate low power positions do
not always approach. We show that people in illegtimate low power positions are
approach-oriented, but only when the power hierarchy is unstable. Implications for
theory and practice are discussed.
Language of presentation:English
Gender differences in managerial coaching behaviors across cultures
R. Ye, H. Wendt, E. Krause, M. Euwema
E-mail: michelle.ran.ye@gmail.com
This study use a unique dataset provided by the Hay Group, which contains multi-actor
data of managers and their subordinates within 473 organizations. The findings, as
hypothesized, support earlier research in gender and show that female use more
managerial coaching than male leaders. After controlling for gender influences,
managerial coaching is found to be used more in collectivistic countries. Furthermore, the
interaction between gender and societal cultural dimensions (IC) is explored and
explained.
Keywords: Coaching, Leadership, Gender differences, Cultural difference

SESSION 2: 14-15:30
INDIVIDUAL DIFFERENCES
Does type of motive matter? A Self Determination Theory Approach to
volunteerism.
J. Bidee, T. Vantilborgh, R. Pepermans, G. Huybrechts, J. Willems, M. Jegers, M. Wastiau
Email: jemima.bidee@vub.ac.be
We use Self Determination Theory to categorize different motives to volunteer. 206
volunteers from four health care organizations participated in our survey. Results indicate
that people who volunteer because of a value motive, show more autonomous types of
motivation, whereas other motives for volunteering are associated with more controlled
types of motivation. Moreover, autonomous regulations predict the volunteers’ work
effort. We conclude that volunteering out of a value motive is associated with the most
desirable autonomous type of motivation.
Keywords: Self Determination Theory, Volunteerism, Motivation, Functional Motives
Autonomy and Personal Need for Structure: How Personal Need for Structure
moderates the Relation between Autonomy, Motivation, and Work Outcomes
M. Slijkhuis, E. Rietzschel, N. Van Yperen
E-mail: j.m.slijkhuis@rug.nl
Autonomy is widely believed to be an important job resource. However, the other side of
the coin is that autonomy implies a lack of structure and therefore can be a burden as
well as an asset. Particularly people high in Personal Need for Structure (PNS) may not
benefit from higher levels of autonomy. As hypothesized, an organizational survey study
showed that autonomy predicted work outcomes through work motivation, but only for
employees low in PNS.
Keywords: autonomy, work outcomes, need for structure
Language presentation: English
Proactive Personality and Different Measures of Performance
K. Wawoe, R. de Jong, H. van der Flier
E-mail: kwawoe@gmail.com
Proactive Personality has been found to be related to different measures of Performance.
It is the purpose of the present study to examine the impact of Proactive Personality on
reward related performance-ratings relative to ratings without material consequences.
We examined the relationship between Proactiveness on the one hand and formal
appraisal ratings by the direct manager and the level of financial bonus on the other and
the Manager’s Opinion and Self-Opinion of the respondent’s Performance.
Language of presentation: Dutch

The dispositional model of work attitudes revisited: cross-sectional, longitudinal
and reciprocal relations over 15 years.
B. Wille, W. Beyers, & F. De Fruyt
E-mail: Bart.wille@ugent.be
This study re-addresses the dispositional perspective on work-related attitudes using
data from a Flemish longitudinal cohort study. In 1994, college students’ personality and
work attitudes were assessed for the first time three months before graduation. In 2009,
after 15 years of labor market experience, participants were re-assessed allowing
fundamental tests for a dispositional model. Besides cross-sectional and longitudinal
relations between Big Five traits and work-related attitudes, evidence is reported for
long-term attitudinal stability, correlated change, and reciprocal relations.
Keywords: Work-related attitudes, Job attitudes, Dispositions, Personality
SESSION 2: 14-15:30
CREATIVITY AND INNOVATION
Taking risks when possible, taking responsibility when needed: How switching
in self regulation strategies affects innovative behavior at work.
D. Beudeker, N. Ellemers, F. Rink, R. Blonk
E-mail: dagmar.beudeker@tno.nl
This study shows that employees who are able to switch their personal self-regulation
strategy at work are more innovative than employees who experience switching
difficulties, and chronically use a prevention or promotion strategy. Accordingly,
organizations should teach employees to adjust their focus to the task at hand.
Employees will then be able to adopt a prevention strategy when it is crucial to avoid
mistakes, but will use a promotion strategy when a task calls for innovative behavior.
Keywords: self regulation, innovative work behavior
The power of the feedback environment in stimulating creative performance:
the role of autonomy and self-concordance
T. Davidson, K. De Stobbeleir
E-mail:tina.davidson@vlerick.com
Using 482 supervisor-employee dyads, this study examines how employees’ perceptions
of their feedback environment affect their level of creativity. Results show that
employees who perceive a supportive coworker and supervisor feedback climate are
more creative and that employees’ autonomy in how they approach their work is a
relevant moderator of the feedback environment’s effects. Results further show that
employees’ level of self-concordance, i.e., the degree to which they internalize their work
goals, is one underlying mechanism explaining this relationship.
Keywords: Coworker feedback environment, Supervisor feedback environment, Employee
Creativity, Autonomy, Self-concordance.

Switch or stay: Intrinsic and extrinsic motivation in creativity
M. Roskes, C. De Dreu, B. Nijstad
E-mail: m.roskes@uva.nl
Oscar Wilde said “Genius is born – not paid”. Was he right? We independently
manipulated intrinsic and extrinsic motivation for a brainstorm task and analyzed the
ideas that were generated. We found that intrinsic motivation (doing something for fun)
evokes a flexible and associative way of thinking whereas extrinsic motivation (doing
something for a reward) evokes a structured and persistent way of thinking. Both
stimulate creativity.
Keywords: Creativity, intrinsic motivation, extrinsic motivation, flexibility
Language of presentation: Engels
Leaders’ Achievement Goals and Employee Creativity: How to Get Old Ideas out
and New Ideas into the Mind
R. Sijbom, O. Janssen, N. van Yperen
E-mail: r.b.l.sijbom@rug.nl
In the present experimental research, leaders’ achievement goals were identified as an
important factor that can clarify when, why, and how leaders manage creativity-related
conflict with subordinates. In Study 1 we found that leaders were able to recognize
valuable ideas, even when they challenge their own thoughts and routines. In Study 2,
performance goal leaders showed more forcing behavior to manage creativity-related
conflicts (stick to their old ideas), whereas mastery goal leaders showed more adopting
behavior (welcome new ideas).
Keywords: Achievement Goals, Creativity-Related Conflict, Employee Creativity
SESSION 2: 14-15:30
WORK-RELATED WELL-BEING
Does a vacation from work boost health and well-being?
J. de Bloom, S. Geurts, S. Sonnentag, T. Taris, C. de Weerth, M. Kompier
E-mail: j.debloom@psych.ru.nl
Our research questions were: 1) Does every worker experience a positive effect of
vacation on health and well-being (H&W)?; and 2) Can vacation activities and
experiences explain changes in H&W during vacation? In a longitudinal field study, 96
workers reported their H&W before, during and after vacation on 6 indicators. The
majority (60%) experienced substantial improvement of H&W during and after vacation.
Spending limited time on passive activities, pleasure, and absence of negative incidents
explained 38% of the variance in the vacation effect.
Key words: Stress, holiday, health, well-being, recovery, work

Boredom at work: The relation with passive jobs, employee wellbeing and
organizational outcomes
G. Reijseger, W. Schaufeli, M. Peeters, T. Taris, I. van Beek
E-mail: G.Reijseger@uu.nl
Boredom is a state of relatively low arousal and dissatisfaction due to an inadequately
stimulating situation. The present study construes boredom as part of employee
wellbeing. According to several employee wellbeing models, boredom at work may result
from having a ‘passive job’. This study provides initial support for the assumed relation
between low workload in combination with low autonomy, and boredom at work.
Moreover, boredom is negatively associated with several organizational outcomes.
Recommendations for future research are discussed.
Keywords: Boredom, employee wellbeing, organizational outcomes
Presentation of language: English
Older workers’ wage demands: the impact of the quantity and quality of work
motivation
D. Stynen, L. Sels, A. Forrier
E-mail: dave.stynen@econ.kuleuven.be
We investigate whether work motivation shapes older workers’ wage demands.
Expectancy-Value Theory and Self-Determination Theory are used for identifying
quantitative (perceived feasibility and desirability of working) and qualitative (intrinsic
goal orientation and autonomous motivation) motivational aspects. Regression analysis
on a sample of 2270 older Flemish workers indicates that having keen expectations
relates positively whereas attaching high valence to work and being intrinsically oriented
relates negatively to wage demands. Interactions are found between qualitative
dimensions and between valence and autonomous motivation
Workaholism is not only working excessively
C. van Wijhe, W. Schaufeli, M. Peeters, T. Taris
E-mail: C.vanWijhe@uu.nl
This study aims to validate a self-report measure for workaholism, which has previously
been introduced by Schaufeli, Shimazu & Taris (2009), the DUWAS (Dutch Workaholism
Scale). The DUWAS consists of two correlated subscales: working excessively (WE) and
working compulsively (WC). In the current study it was hypothesized and found that
particularly the combination of working excessively and working compulsively is
disadvantageous. It is concluded that the DUWAS is a valid measure that reliably reflects
the two-dimensional definition of workaholism.
Keywords: Workaholism, Dutch Work Addiction Scale (DUWAS), norm scores

SESSION 2: 14-15:30
JUSTICE
The Final Touch: How Touch affects People’s Decision Behavior
J. Camps, J. Stouten, P. Kuppens, J. Nelissen, K. van Son, S. Decock
E-mail: jeroen.camps@student.kuleuven.be
Touch provides us with essential information about our environment and is omnipresent
in daily interactions between workers. Being touched by others positively affects human
interactions. In two experiments, however, we demonstrate that interpersonal touch can
also invoke perceptions of dominance and feelings of submissiveness in the receiver and
may negatively affect cooperation between the persons involved. Finally, we show that
in a competitive rather than a supportive environment interpersonal touch will decrease
helping behavior towards the person invoking the touch.
Key Words: touch, cooperation, helping behavior, social context
Employee Sense of Power as Facilitating the Relationship between Procedural
Fairness and Employee Cooperation
G. Langendijk, M. Van Dijke, D. De Cremer, C. Anderson
E-mail: Gerben.Langendijk@OU.nl
Procedural fairness positively influences employee cooperation. Building on recent
theorizing and supporting research showing that high power people act more in line with
their goals, we argued that particularly employees who feel more powerful should react
with relatively strong cooperation to procedural fairness. A longitudinal and a multi-
source survey study supported this idea. This research is the first to apply theorizing on
power facilitating goal directed behavior to organizational contexts by focusing on the
important outcome variable of employee cooperation.
Keywords: Procedural Fairness, Sense of Power, Cooperation, Extra-role Behavior
Angry Applicants: The Influence of Procedural and Distributive Justice
Perceptions and the Moderating Role of Test Anxiety.
M. Segers-Noij, K. Proost, M. van Dijke, J. von Grumbkow
E-mailadres: msegers@kpnplanet.nl
This survey examines the relation between procedural and distributive justice and anger
of applicants, and the moderating role of self- and other referenced failure outcome
expectancies (FOE). A moderated hierarchical regression analysis showed a significant
negative relationship between justice perceptions and anger. A significant moderation
effect was found for self referenced FOE on procedural justice and anger, and for other
referenced FOE on distributive justice and anger. Shortcomings were discussed and
further research was recommended.
Keywords: anger, selection, justice, failure outcome expectancy.

SESSION 3: 16-17:30
ACHIEVEMENT GOALS
The interaction effect of implicit goals and explicit feedback on performance
T. Bipp, A. Kleingeld
E-mail: T.Bipp@tue.nl
A laboratory experiment investigated the combined effects of explicit performance
feedback and implicit achievement goals on performance. Participants, either primed or
not primed with subconscious achievement goals, received either negative feedback or
no feedback on a resource-intensive task. Primed achievement goals only influenced
performance positively without negative feedback about prior performance. Confronted
with negative feedback, participants pursuing implicit achievement goals reached lower
performance than participants who had not been primed. This interaction effect on
performance was fully mediated by self-efficacy.
Key words: priming; subconscious goals; feedback; performance; self-efficacy;
The Effect of State Perfectionism on Performance during Mastery Goal Pursuit
K. McCabe, N. Van Yperen, A. Elliot
E-mail:K.O.Mc.Cabe@rug.nl
The purpose of this research is to determine the effect of state perfectionism on
performance during achievement goal pursuit. Perfectionism is a personality trait in
which people strive for flawlessness. Our work extends past work by measuring
perfectionism as a personality state (i.e., a person’s behavior in a given moment). We
used altered items from existing trait perfectionism scales to develop this new state
scale. These scales were tested and validated in a series of experimental and field
studies.
Keywords: Perfectionism, Personality States, Achievement Goals
Why Achievement Goals Differ in Their Effect on Well-Being: The Mediating Role
of Social Processes
F. Theuwis, P. Poortvliet
E-mail: f.theuwis@uvt.nl
The hypothesis that the effect of achievement goals on well-being can be explained by
team-member exchange and social support, was confirmed in only a certain number of
the various achievement goal – well-being relationships. These results and their
implications are discussed in detail. Altogether, the results argue that organizations that
aim to have good social interaction and want their employees to experience well-being,
satisfaction and engagement should encourage mastery-approach goals and discourage
avoidance goals.

SESSION 3: 16–17:30
PRECARIOUS JOBS
Job Insecurity’s relationship with work-related and general Well-being: a test in
Peru
B. Alarco, N. De Cuyper, D. Herrera, H. De Witte
E-mail: mariabarbara.alarcoferradas@psy.kuleuven.be
Our aims are: first, to investigate job insecurity’s relationship with work-related and
general well-being; second, to compare the strength of both relations and, finally, to
include some well-being variables rarely examined in the job insecurity field. We
hypothesise that job insecurity relates negatively to work-related (H1) and general (H2)
well-being. Results based on a convenience sample of 651 workers from Lima-Peru
support our hypotheses. We conclude that job insecurity shows a strong association with
impaired well-being regardless of a work-related or general context.
Keywords:Job insecurity, well-being, job satisfaction, career satisfaction, engagement,
burnout, life satisfaction, psychological distress
HR Attributions and the Dual Commitment of Highly Skilled Contingent
Employees
R. Fontinha, M.J. Chambel
E-mail: rfontinha@fpce.ul.pt
Highly skilled contingent employees (HSC) develop two different commitments: one with
the outsourcing company and another with the client organization. By using a sample of
158 HSC employees from the IT sector, we have found that employees attributing
positive meanings to HR practices have a greater organizational affective commitment to
the client organization. This significant positive relationship is mediated by the affective
commitment to the outsourcing company. A similar pattern occurs for negative HR
attributions. Implications are discussed.
Keywords: Highly Skilled Contingent Employees; Double Employment Relationships;
Affective Organizational Commitment
Language of Presentation: English
The Way towards Job-Search:Development of Reemployability among long-term
unemployed people
J. Koen, U. Klehe & A. Van Vianen
E-mail: j.koen@uva.nl
Reemployment practice is not always successful. The problem is that practice and
research is aimed at people who can participate on the labormarket, while most longterm
unemployed people are not ready for that labormarket. In this study, we tested a new
measure to assess people’s development towards the labormarket. We showed that
reemployability increases when people get closer to the labormarket, that a certain level
of reemployability is necessary for job-search and that reemployability predicts the
chance on finding reemployment.
Keywords: Unemployment, Reemployability, Job-search, Development

The Job Insecurity Scale: A psychometric evaluation across six European
countries
T. Vander Elst, H. De Witte, N. De Cuyper
E-mail: Tinne.VanderElst@psy.kuleuven.be
Multiple instruments have been developed and used to measure job insecurity, often
without proper evaluation of their psychometric characteristics, and this may hamper
comparisons of the results across studies and countries. The study aim was to introduce
and validate the four-item Job Insecurity Scale (JIS) across six European countries (i.e.,
Belgium, Germany, the Netherlands, Spain, Sweden and the UK). Overall, the results
demonstrated the construct validity (i.e., configural invariance and invariance of the
measurement model parameters), the reliability (internal consistency of the items) and
the criterion validity (with respect to organisational commitment, general health and
perceived performance) of the JIS.
Keywords: construct validity, reliability, criterion validity, organisational commitment,
general health, perceived performance
SESSION 3: 16-17:30
PERSON-WORK RELATIONS
Person-Organization Fit and Temporal Distance: Future and present Fit
Perceptions
M. de Goede, A. van Vianen, U. Klehe
E-mail: m.e.e.degoede@uva.nl
People seek organizations that fit their values. Especially, perceptions of Person-
Organization (PO) Fit are strong predictors of organizational attraction. An implicit
assumption is that PO fit perceptions are based on an overall value fit with an
organization; however values that people find attractive relate stronger to PO fit
perceptions than values that they find unattractive. In this experimental study we
examine whether the temporal context of the job search (near versus distant) affects the
weighing of attractive and unattractive values.
To leave or not to leave: When interpersonal helping behavior influences an
employee’s intention to quit
G. Regts, E. Molleman, K. Ahaus
E-mail: a.g.regts@rug.nl
For several decades, the problem of voluntary employee turnover has been studied.
However, few studies have been undertaken to examine relational bases to voluntary
employee withdrawal. Therefore, taking a relational perspective on employee turnover,
we investigated the effect of receiving interpersonal citizenship behavior (ICB) from
coworkers on employees’ turnover intentions. We argue that the association between
receiving ICB from coworkers and turnover intentions is mediated by job satisfaction, and
conditionally influenced by employees’ communion striving motivation, and employees’
task dependence.
Keywords: voluntary employee turnover, job attitudes, interpersonal citizenship
behavior, task interdependence, social networks

Do actions speak louder than words? Effects of volunteers’ ideological
psychological contract breach and fulfillment on work effort
T. Vantilborgh, J.Bidee, R. Pepermans, J. Willems,G.Huybrechts, M. Jegers
E-mail: tim.vantilborgh@vub.ac.be
We investigate the effects of ideological psychological contract breach and fulfillment on
volunteers’ work effort. We use polynomial regression and response surface analysis to
look into these effects, but extend this technique by introducing a latent moderator
structural equation model, allowing us to take measurement error into account. Our
findings indicate that volunteers’ work effort is highest when both promised and delivered
ideological inducements are high. In case of breach, work effort is lowest for under-
fulfillment and rises for over-fulfillment.
Keywords: Psychological contract, ideological currency, volunteers, work effort,
polynomial regression
SESSION 3: 16-17:30
LEADERSHIP
Tolerance To Self-Serving Leaders: The Influence of a Company’s Budget Policy
and Serving Oneself or The Group.
S. Decoster, J. Stouten, T. Tripp
E-mail: stijn.decoster@psy.kuleuven.be
Leaders sometimes act self-serving and followers seem to tolerate this. What factors
contribute to such tolerance? Four studies addressed how followers reacted in an
organization with either a use-it-or-lose-it-policy (where allocations not spent the end of
the year will be lost) or a carry-forward-policy, when a leader was either self-serving or
group-serving. Altogether, these results suggest that followers tolerate self-serving
leaders dependent on organizational systems such as the budget policy and whether they
can benefit from the leader’s behavior or not.
Keywords: leadership, fairness, abusive supervision, tolerance
Transformational and Transactional Leadership Styles: The Impact of
Regulatory Focus
M. Hamstra, K.Sassenberg, N. Van Yperen, B. Wisse
E-mail: m.r.w.hamstra@rug.nl
Over the years, transformational and transactional leadership styles have received a vast
amount of research attention. Unfortunately, attempts to uncover the determinants of
both styles have been largely unsuccessful. We argue and show, across three field
studies and a group experiment, that these transformational and transactional leadership
styles stem from strategic self-regulatory preferences associated with individuals’
promotion and prevention self-regulatory focus, respectively. Thus, this research
connects the most prominent conceptualization of leadership styles to a robust
framework of individual self-regulation.
Keywords: transformational leadership, transactional leadership, regulatory focus

Wanted: a Narcissist – Preferring Narcissistic Leaders in Times of Crisis
B. Nevicka, A. De Hoogh, A. Van Vianen & F. Ten Velden
E-mail: B.Nevicka@uva.nl
Despite the fact that narcissists lack some important leadership qualities, such as warmth
and empathy, many of the world’s leaders appear to possess narcissistic characteristics.
This begs a question as to whether and why narcissistic individuals are perceived as
effective leaders. Data were collected from two experimental studies, and the results of
both studies showed that narcissistic leaders were perceived as more effective in times of
crisis, and that this was mediated by a greater perceived provision of security by the
leader.
Key words: Narcissistic Leadership, Crisis, Leader Effectiveness
Language of paper and presentation: English
Towards an effective diversity oriented organization
N. Wever, M. Vos, K. Van der Zee
E-mail: n.t.wever@rug.nl
Organizations are becoming increasingly diverse. Finding ways to effectively deal with
this diversity is important. We studied the impact of leadership and diversity climate on
follower’s attitudes towards diversity. In a survey among two police forces (N=180) we
found that diversity oriented leadership style in the organization affects pro-diversity
attitudes of followers, mediated by the organizational diversity climate. Furthermore, we
found that in absence of a diversity climate, positive attitudes towards diversity were
preserved for followers who score high on intercultural competencies compared to
followers who scored low.
Keywords: diversity climate, leadership, intercultural competencies, diversity attitudes.
Leadership Strategies affecting employee motivation to change: an explorative
study in Tanzanian Universities
C. Ngirwa, M. Euwema
E-mail: cngirwa@yahoo.com
This study explores leadership strategies that affect employee perceptions of
organizational change. We interviewed employees within two universities in Tanzania
undergoing organizational change. Results show that leaders behavior of threatening,
uninvolving, poor planning and lack of follow-up, cause negative perceptions to change.
While, employee positive perceptions are fueled by leaders’ constantly communicating
the change processes.
Keywords: leadership; employee perceptions; change

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