annet de Lange

The purpose of this research was to analyze the relationship between the time perspective of Spanish shipyard workers in relation to burnout compared to other blue-collar workers in other sectors, including a total of 644 participants in a shipyard in northern Spain and 223 workers in other sectors. The ages were between 20 and 69 (M = 46.14, SD = 10.98). We used the Spanish version of the Zimbardo Time Perspective Instrument (ZTPI) and the Maslach Burnout Inventory–General Survey (MBI-GS). The mean of the three reliability coefficients of the emotional exhaustion factor was 0.887. In respect to the five factors of the ZTPI questionnaire, the mean of those five coefficients was 0.86. A Student’s t-test for independent samples comparing shipyard naval workers vs. the control group in personality variables and burnout was used. The psychological difference between workers in the naval sector and those in other sectors is better predicted based on two variables: emotional exhaustion an...

The aim of this chapter is to outline and evaluate the role of human resource management (HRM) in contributing to healthcare provision and to the well-being of those working in healthcare. To achieve this, the chapter is divided into three main sections. The first section describes the nature and importance of HRM, highlighting some of the main theoretical and conceptual debates and some of the research evidence. The second section reviews and evaluates research on HRM in healthcare, illustrating how it has been associated with positive outcomes such as lower mortality rates, better continuity of care and higher patient satisfaction. The third section presents an outline of a distinctive employee-centred approach to HRM that focuses more explicitly on employee well-being and sets out a future research agenda.

Vitaal leiderschap is een leiderschapsstijl waarbij de vitaliteit en positieve gezondheid van de werknemers wordt bevorderd en behouden. Ondernemer en leidinggevende dienen ervoor te waken dat medewerkers op de juiste plek zitten en plezier hebben en houden in hun werk. Dat is gemakkelijker gezegd dan gedaan, meent Chiel van Kollenburg. De werkgever moet echt in gesprek met de werknemers. Vragen stellen over gezondheid, leefstijl maar ook dromen en geluk. Op die manier worden de intrinsieke drijfveren van werknemers zichtbaar en kunnen ze op de juiste plek voor zichzelf en voor de organisatie worden ingezet. Vragen over gezondheid, dromen en geluk betekenen ook dat wordt nagedacht over loopbaanwensen. Waar ziet de werknemer zichzelf over tien jaar het beste tot zijn recht komen en kan hij het werk volhouden met zijn huidige fysieke en geestelijke gezondheid?

Background: Due to the aging society the number of informal caregivers is growing. Most informal caregivers are women working as nurses within a health organization (also labeled as double-duty caregiver) and they have a high risk of developing mental and physical exhaustion. Until now little research attention has been paid to the expectations and needs of double duty caregivers and the role of self-management in managing private-work balance.Objective: The overall aim of this study was to investigate the expectations and needs of double duty caregivers in Netherlands, and to examine the meaning of self-management in managing work-life balance.Method: Different research methods have been applied in this exploratory study. Firstly, a scoping review has been conducted on the topics self-management and sustainable employability of double-duty caregivers using the search engines: CINAHL, MEDLINE, PubMed, and Google Scholar. Furthermore, a qualitative study has been conducted through fo...

Department of Work and Organizational Psychology, Open University, Heerlen, Netherlands, Department of Human Resource Management, HAN University of Applied Sciences, Nijmegen, Netherlands, Department of Psychology, Norwegian University of Science and Technology (NTNU), Trondheim, Norway, Hotel School of Management, University of Stavanger, Stavanger, Norway, Department of Psychiatry, St. Olavs University Hospital, Trondheim, Norway, 6 Birkbeck,

Based on lifespan developmental psychology and psychosocial work characteristics theory, we examined longitudinal relations between calendar age, occupational time perspective, different types of job demands and job resources in relation to sustainable employability (i.e., work ability, vitality and employability) among healthcare workers in Netherlands (N = 1478). Results of our two-wave complete panel study revealed satisfactory fit indices for the metric invariance of the included variables across the two waves (6-month time lag). Our results revealed a negative relation between calendar age and external employability of healthcare workers (limited support for hypothesis 1), and more consistent evidence for positive relations between an open future time perspective and across-time changes in vitality, work ability and external employability (supporting hypothesis 2). Few significant findings were found for relations between specific job demands or job resources and indicators of sustainable employability of healthcare workers (mixed results hypotheses 3 and 4). Our explorative tests of possible moderating effects of age or occupational time perspective in predicting relations between psychosocial work characteristics and indicators of sustainable employability revealed only a significant interaction effect of supervisor support and future time perspective in explaining across-time changes in external employability of healthcare workers (rejecting hypothesis 5 and confirming hypothesis 6). We discuss the practical as well as theoretical implications of these findings, and present recommendations for future research.

SamenvattingLeren op de werkplek kan de duurzame inzetbaarheid van werknemers bevorderen mits er sprake is van maatwerk. Een recent onderzoek door Van der Heijden en collega’s (2015) focuste op de kansen die leren op de werkplek biedt om duurzame inzetbaarheid te realiseren. Duidelijk is: baan én baas moeten de werknemer uitdagen!

BackgroundAn increasing number of persons continue to work after retirement age. This decision is often different between men and women as well as working histories, sectors and hierarchical positions; however, whether gender differences in working conditions and occupational well-being also exist in paid employment after retirement (PEAR) has not yet been investigated.ObjectiveThis study aimed to examine gender differences in working conditions and well-being of workers in PEAR.Material and methodsIn this study 784 employees (23.5% female) aged 65 years and older who were contracted by a Dutch temporary employment agency, participated in the baseline survey in 2011. Furthermore, a panel of 228 employees (25.9% female) participated again during a second wave in 2012. Job demands, job control, emotional exhaustion and job engagement were assessed at both time points by validated self-reporting measures.ResultsFemale employees worked fewer years in paid employment before 65 years of age, were more likely to be single, divorced or widowed, had a smaller income and worked less hours during PEAR than men. In the baseline analysis, females reported less job control and higher job stress than men. No gender differences were found on emotional exhaustion, engagement or job demands. Over the study period emotional exhaustion only increased in females. The longitudinal trend of job demands, control and engagement did not significantly differ between both sexes.ConclusionThe results suggest that working conditions of PEAR are less favorable for women than for men. Furthermore, the longitudinal trend of emotional exhaustion seems to be more disadvantageous for women.ZusammenfassungHintergrundImmer mehr Personen bleiben auch nach Renteneintritt erwerbstätig. Diese Entscheidung ist oft geschlechtsabhängig und, obwohl sich Männer und Frauen bezüglich Erwerbsbiografie, Arbeitsbranche und Position oft voneinander unterscheiden, gibt es bislang keine Studie zu geschlechtsspezifischen Unterschieden hinsichtlich Arbeitsbedingungen und Wohlbefinden bei Erwerbstätigkeit nach Renteneintritt.FragestellungZiel der Studie ist die Untersuchung geschlechtsspezifischer Unterschiede bezüglich psychosozialer Arbeitsbedingungen und Wohlbefinden bei Erwerbstätigkeit nach Renteneintritt.Material und MethodenAn der ersten Befragungswelle 2011 nahmen 784 Angestellte einer niederländischen Zeitarbeitsagentur für Beschäftigte über 65 Jahre (23,5 % weiblich) teil. Ein Jahr später konnten 228 Teilnehmer (25,9 % weiblich) erneut befragt werden. Sozioökonomische Variablen, Anforderungen, Kontrolle und Engagement bei der Arbeit sowie emotionale Erschöpfung wurden mithilfe validierter Selbstbeurteilungsskalen erhoben.ErgebnisseFrauen waren weniger Jahre vor ihrem 66. Lebensjahr erwerbstätig, häufiger ledig, verwitwet oder geschieden, hatten ein geringeres Einkommen und arbeiteten weniger Stunden während ihrer Beschäftigung nach Renteneintritt als Männer. Zur ersten Befragungswelle gaben Frauen weniger Kontrolle und höhere Arbeitsbelastungen an. Bezüglich emotionaler Erschöpfung, Anforderungen und Engagement wurden keine signifikanten Unterschiede verzeichnet. Über den Studienverlauf nahm die emotionale Erschöpfung nur bei den Frauen zu. Es wurden keine weiteren signifikanten geschlechtsspezifischen Veränderungen beobachtet.SchlussfolgerungDie Ergebnisse weisen auf ungünstigere Arbeitsbedingungen bei Erwerbstätigkeit nach Renteneintritt für Frauen hin. Des Weiteren nahm das Wohlbefinden bei der Arbeit über den Studienverlauf bei Frauen einen ungünstigeren Verlauf.

This two-wave complete panel study aims to examine human resource management (HRM) bundles of practices in relation to social support [i.e., leader-member exchange (LMX), coworker exchange (CWX)] and employee outcomes (i.e., work engagement, employability, and health), within a context of workers aged 65+. Based upon the social exchange theory and the Job Demands-Resources (JD-R) framework, it was hypothesized that HRM bundles at Time 1 would increase bridge workers' outcomes at Time 2, and that this relationship would be mediated by perceptions of LMX and CWX at Time 2. Using a longitudinal design, hypotheses were tested in a unique sample of Dutch bridge employees ( = 228). Results of several structural equation modeling analyses revealed no significant associations between HRM bundles, and social support, moreover, no significant associations were found in relation to employee outcomes. However, the results of the best-fitting final model revealed the importance of the impact...

Our labor force is aging, but aged workers are not yet coached on how to stay cognitively fit for the job. In this study, we tested whether a self-motivated, complex eHealth intervention could improve multiple health-related behaviors that are associated with cognitive aging among working Dutch adults. This quasi-experimental prospective study with a pre-post design was conducted with employees of Dutch medium to large companies. All employees with Internet access, a good understanding of the Dutch language, and who provided digital informed consent were eligible to participate. In total, 2972 participants (2110/2972, 71.11% females) with a mean (standard deviation, SD) age of 51.8 (SD 12.9) years were recruited; 2305 became active users of the intervention, and 173 completed the 1-year follow-up. This self-motivated eHealth lifestyle intervention stimulates participants to set personally relevant, monthly health behavior change goals using Goal Attainment Scaling and to realize the...

Internet-delivered intervention programs are an effective way of changing health behavior in an aging population. The same population has an increasing number of people with cognitive decline or cognitive impairments. Modifiable lifestyle risk factors such as physical activity, nutrition, smoking, alcohol consumption, sleep, and stress all influence the probability of developing neurodegenerative diseases such as Alzheimer's disease. This study aims to answer two questions: (1) Is the use of a self-motivated, complex eHealth intervention effective in changing multiple health behaviors related to cognitive aging in Dutch adults in the work force, especially those aged 40 and over? and (2) Does this health behavior change result in healthier cognitive aging patterns and contribute to preventing or delaying future onset of neurodegenerative syndromes? The Brain Aging Monitor study uses a quasi-experimental 2-year pre-posttest design. The Brain Aging Monitor is an online, self-motiv...

I dette kapitlet vil vi belyse hvordan demografiske endringer påvirker arbeidslivet generelt, og HRM-arbeidet spesielt. Hele den vestlige verden står overfor en befolkningsaldring som skyldes lavere fødselstall og høyere forventet levealder. I Norge legger befolkningsaldringen et større press på sosiale ordninger gjennom at forholdet mellom antallet yrkesaktive personer og antallet personer som er i pensjon eller mottar andre sosiale stønader, endres. For arbeidslivet gir befolkningsendringen følgende konsekvenser: 1) Det er færre yngre å rekruttere fra, 2) på arbeidsplassen blir andelen eldre medarbeidere større enn andelen yngre, 3) virksomhetene vil i de neste årene ha mange medarbeidere som nærmer seg pensjonsalderen, 4) tidligpensjonering medfører kostnader for arbeidsgiver, og 5) ved økt antall aldersavganger kan mange virksomheter stå i fare for å miste verdifull kompetanse. Disse problemstillingene gjør det nødvendig å rette oppmerksomhet mot ledelse som fremmer høy yrkesdel...

ABSTRACT This study examines the behavioral processes through which future time perspective (FTP) and regulatory focus may influence coping behaviors in older workers. A three-wave longitudinal study was conducted to test a novel model, positing that FTP affects regulatory focus, which then influences the coping strategies of selection, optimization, and compensation. A sample of participants from the Netherlands was invited to participate and complete online questionnaires. Results demonstrated strong support that FTP was found to influence regulatory focus, which then influenced the use of selection, optimization, and compensation behaviors. Copyright © 2014 John Wiley & Sons, Ltd.

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This systematic review aimed to provide an overview of earlier research on the relationships between age conceptualizations (i.e., calendar age, organizational age, lifespan age, psychosocial age, and functional age) and indicators of employability. We have conducted a systematic literature search using PsycINFO, Academic Search Premier, Business Source Complete, CINAHL, ERIC, MEDLINE, and Science Direct. Two raters evaluated the articles and subsequently distinguished k = 41 studies that met the inclusion criteria for this systematic review. Our review revealed that many researchers adopted different operationalizations to measure employability (15 studies were based on an input- or competence-based measure of employability, 23 studies included an output- or labor market-based measure of employability, and three studies included a combination of both measures). Moreover, most studies included calendar age (40 studies, 97.6%) as indicator of aging at work, and were based on a cross-...

ABSTRACT This study, among 330 pairs of employees and their supervisors, tested whether self- versus supervisor ratings of five employability dimensions (occupational expertise, corporate sense, personal flexibility, anticipation and optimization, and balance) are associated with different learning characteristics in the workplace, and whether age moderates these relationships. Results of structural equation modelling showed that the learning value of the job positively related to both self- and supervisor ratings of corporate sense, personal flexibility, and anticipation and optimization. Applicability in the job of recently followed training and development programmes was associated with all dimensions of self-rated employability and with supervisor ratings of anticipation and optimization. Regarding the hypothesized age moderation effects, contrary to our expectations, it was found that both learning value and applicability of training and development related more strongly to self-rated anticipation and optimization for younger workers. In addition, age appeared to moderate the otherwise non-significant relationship between learning value and self-rated occupational expertise. Implications for Human Resource Development (HRD) practices are discussed. As learning characteristics are differentially related to the unique employability dimensions, tailor-made development programmes are key. Moreover, it is advocated that having a job with a high learning value is an important factor in the light of the employee’s sustainable employability

In deze meta-analyse werden de relaties tussen leeftijd en het psychologisch contract onderzocht. Enerzijds werd verwacht dat leeftijd positief met ervaren werkgeversverplichtingen zou samenhangen, en anderzijds dat leeftijd de relaties tussen psychologisch contractbreuk en werkattitudes zou modereren. De hypotheses werden getoetst door middel van een metaanalyse over 76 studies met in totaal 28773 respondenten. De meta-analyse toont aan dat leeftijd,

The topic of this special issue on retiring or continuing work among older employees is introduced. In addition to an overview of relevant Dutch retirement legislation and statistics on retirement in the Netherlands, we pay attention to the operationalisation of retirement and highlight important psychological perspectives and theories on the topic of retirement. Furthermore, we summarize the theoretical and empirical findings of earlier research on retirement. Finally, we discuss the seven contributions of this special issue and formulate ...

Number of words: 6743 (excl. tables and figures, references and abstract) Correspondence to: A.H. de Lange: University of Groningen, Department of Social and Organisational Psychology, Grote Kruisstraat 2/1 (Room 422), 9712 TS Groningen email: a.h.de.lange@rug.nl ; tel : 050-363(6241) ,2

Building on positive psychology, the present study aims to address the role of humour in the workplace, and particularly in job design, one of the crucial job aspects contributing to employee well-being. Specifically, we examine the main effects of self-enhancing and affiliative types of humour both on burnout and work engagement. Furthermore, we study whether these humour styles serve as personal resources, moderating the associations of job hindrances (i.e., role conflict), job challenges (i.e., workload) and job resources (i.e., social support) with burnout and work engagement, as outlined in the Job Demands-Resources model. Results in a large sample of Belgian employees ( N = 1200) showed that both types of humour related negatively to burnout and positively to work engagement. No interactions between humour and the job characteristics were found in the prediction of burnout. The significant interactions in predicting work engagement showed that self-enhancing and affiliative hu...