The competence to adapt to a fast-changing environment influences sustainable outcomes. Adaptabil... more The competence to adapt to a fast-changing environment influences sustainable outcomes. Adaptability refers to “an individual’s ability, skill, disposition, willingness, and/or motivation to change or fit the different task, social, or environmental features.” Adaptability is considered by many researchers to be a key source of mental resources. Mental resources are especially important for new employees who are facing a totally new environment. The increasingly changing nature of modern organizations requires employees to constantly improve their ability to adapt.
In this study, a model is developed and tested to examine the influence of non-conformism and sel... more In this study, a model is developed and tested to examine the influence of non-conformism and self-efficacy on affective well-being and burnout amongst 401 Dutch schoolteachers. The relationships between the level of non-conformism and self-efficacy and subsequently the level of affective well-being, and burnout are hypothesised. The results of this study showed that self-efficacy is positively related to affective well-being and strongly negatively related to burnout. The results of this study also showed non-conformism to be a significant predictor for self-efficacy. Because of the strategic importance of human capital in schools, it is important practitioners are provided with tangible suggestions, such as non-conformist behaviour, to improve self-efficacy and well-being.
The continuing success of exceptionally successful businesses has, according to scholar as Camero... more The continuing success of exceptionally successful businesses has, according to scholar as Cameron and Quinn (1998, 2011), less to do with the influences of the market it is operating in, than with the company’s own values. It is not so much about the competition than about personal beliefs, less about means than about vision. Despite the obvious importance of strategy, market presentation or technological innovations, exceptionally successful companies capitalize on something else; the powerful influence of a well-developed and managed unique corporate culture.
Why does one organization remain successful while others are falling apart or just disappear? Why... more Why does one organization remain successful while others are falling apart or just disappear? Why is one person successful over and over again, while no one expected him or her to be? The secret of winning persons and teams seems to lie in performance indicators and personality traits, on which—strangely enough—many organizations just do not select their employees.
Be engaged, be happy, as the theory of engagement teaches us. To feel that you are doing exactly ... more Be engaged, be happy, as the theory of engagement teaches us. To feel that you are doing exactly that where your unique talents and interests lie and where you make optimal use of personal and work-related energy sources. Who does not want to be engaged? And which manager does not desire to have engaged employees? In tough times, engagement provides extra energy to cope with stressful situations, making these employees invaluable to the organization they work in. However, studies into engagement show that almost 90% of the employees interviewed experience this work and life joy to a lesser extent, or not at all.
The competence to adapt to a fast-changing environment influences sustainable outcomes. Adaptabil... more The competence to adapt to a fast-changing environment influences sustainable outcomes. Adaptability refers to “an individual’s ability, skill, disposition, willingness, and/or motivation to change or fit the different task, social, or environmental features.” Adaptability is considered by many researchers to be a key source of mental resources. Mental resources are especially important for new employees who are facing a totally new environment. The increasingly changing nature of modern organizations requires employees to constantly improve their ability to adapt.
In this study, a model is developed and tested to examine the influence of non-conformism and sel... more In this study, a model is developed and tested to examine the influence of non-conformism and self-efficacy on affective well-being and burnout amongst 401 Dutch schoolteachers. The relationships between the level of non-conformism and self-efficacy and subsequently the level of affective well-being, and burnout are hypothesised. The results of this study showed that self-efficacy is positively related to affective well-being and strongly negatively related to burnout. The results of this study also showed non-conformism to be a significant predictor for self-efficacy. Because of the strategic importance of human capital in schools, it is important practitioners are provided with tangible suggestions, such as non-conformist behaviour, to improve self-efficacy and well-being.
The continuing success of exceptionally successful businesses has, according to scholar as Camero... more The continuing success of exceptionally successful businesses has, according to scholar as Cameron and Quinn (1998, 2011), less to do with the influences of the market it is operating in, than with the company’s own values. It is not so much about the competition than about personal beliefs, less about means than about vision. Despite the obvious importance of strategy, market presentation or technological innovations, exceptionally successful companies capitalize on something else; the powerful influence of a well-developed and managed unique corporate culture.
Why does one organization remain successful while others are falling apart or just disappear? Why... more Why does one organization remain successful while others are falling apart or just disappear? Why is one person successful over and over again, while no one expected him or her to be? The secret of winning persons and teams seems to lie in performance indicators and personality traits, on which—strangely enough—many organizations just do not select their employees.
Be engaged, be happy, as the theory of engagement teaches us. To feel that you are doing exactly ... more Be engaged, be happy, as the theory of engagement teaches us. To feel that you are doing exactly that where your unique talents and interests lie and where you make optimal use of personal and work-related energy sources. Who does not want to be engaged? And which manager does not desire to have engaged employees? In tough times, engagement provides extra energy to cope with stressful situations, making these employees invaluable to the organization they work in. However, studies into engagement show that almost 90% of the employees interviewed experience this work and life joy to a lesser extent, or not at all.
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