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- Volume 19, Issue 4, 2006
Gedrag & Organisatie - Volume 19, Issue 4, 2006
Volume 19, Issue 4, 2006
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Emoties in arbeid en organisaties: Introductie op het thema
Authors: Bernard A. Nijstad, Gerben A. van Kleef & Jan de JongeEmotions in work and organizations: An introduction to the themeEmotions in work and organizations: An introduction to the theme
B.A. Nijstad, G.A. van Kleef & J. de Jonge, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 313-322
The guest editors introduce the theme of this special issue on the role of emotions in work and organizations. The concepts of affect, emotion, and mood are defined, and the study of affect in organizations is put in a historic context. Examples of theoretical and empirical research in this field are given, in which the role of affect as a consequence, affect as a cause, and affect as a mediator is discussed. Finally, the five contributions to this special issue are briefly introduced. It is concluded that emotions in work and organizations is, and will be, an important issue for both society and science.
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Over de rol van positieve en negatieve emoties bij het welbevinden van managers: Een studie met de Job-related Affective Well-being Scale (JAWS)
Authors: Wilmar Schaufeli & Willem van RhenenAbout the role of positive and negative emotions in managers' well-being: A study using the Job-related Affective Well-being Scale (JAWS)About the role of positive and negative emotions in managers' well-being: A study using the Job-related Affective Well-being Scale (JAWS)
W. Schaufeli & W. van Rhenen, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 323-344
Generally speaking, emotions are classified using two dimensions: arousal and pleasure. The Job-related Affective Well-being Scale (JAWS), a self-report questionnaire that is used to assess emotions at work, also uses these two dimensions. The current study among 815 managers has two aims. The first aim is to introduce and validate the Dutch version of the JAWS. It appears that the original 30-item version of the JAWS can be reduced to 12 items, without significant loss of information. Furthermore, the predictive validity of the JAWS is illustrated by the fact that positive emotions are negatively related to duration and frequency of future absenteeism of managers. Secondly, a model that assumes that positive and negative emotions play a different role in manager's well-being is successfully tested. Negative emotions play a key role in a stress process that may lead to burnout and health complaints, whereas positive emotions play a key role in a motivational process that may lead to employee engagement and positive attitudes towards the organization.
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Emotionele arbeid en positieve werkuitkomsten: De rol van specifieke hulpbronnen in het werk
Authors: Jan de Jonge, Maria C.W. Peeters & Pascale M. Le BlancEmotion work and positive work outcomes: The role of specific job resourcesEmotion work and positive work outcomes: The role of specific job resources
J. de Jonge, M.C.W. Peeters & P.M. Le Blanc, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 345-367
This cross-sectional study among 826 health care workers examined the association between emotion work (defined as emotional demands) and positive work outcomes (i.e., creativity, active learning, and job challenge), and the moderating role of job resources on this relation. The hypotheses were tested with multivariate multiple regression analyses (LISREL 8.30), using cross-validation techniques. The results showed indeed that, compared with a non-match, a match between emotional demands and (emotional) resources increased the chance of positive work outcomes. So, to achieve positive work outcomes it seems to be important for job demands in general and for emotional demands in particular, that a correspondence exists between the kind of job resource and the kind of job demands. From a practical point of view, work-related interventions on emotion work should therefore focus on specific, emotional, job resources to stimulate positive work outcomes for health care workers.
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De relatie tussen identificatie, het ontstaan van groepsaffect en extra-rol gedrag
More LessThe relationship between identification, the formation of group affect and OCBThe relationship between identification, the formation of group affect and OCB
J. Tanghe, B. van Knippenberg & H. van der Flier Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 368-386
During task performance in groups a collectively shared pattern of homogeneous affective states or group affect may develop among group members. We propose that identification, or the perception of belongingness to a group, is a key determinant in the formation of group affect and its influence on organizational citizenship behavior (OCB). Indeed, high identifiers have been shown to be more attentive to other group members' attitudes, behaviors, and feelings. As a consequence, they will be more open to the influence of their fellow group members, and thus also to their affective influence. As an illustration we present the results of a scenario experiment that clearly support our line of thought. The discussion focuses on how these findings may be of use to the functioning of groups and teams in organizations.
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Emoties en distributieve rechtvaardigheid in organisaties: De rol van coördinatieregels
More LessEmotions and distributive justice in organizations: The role of coordination rulesEmotions and distributive justice in organizations: The role of coordination rules
J. Stouten, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 387-402
Distributive justice is an important factor in the emergence of emotional reactions in organizations. The present paper argues that two distributive coordination rules (the equality and proportionality rule) are especially related to people's emotions in situations in which there is a conflict between the individual and collective interests. If these coordination rules (or the conditions that give rise to these rules) are violated people react with negative emotions because important values are broken. In addition, it is shown that these emotional reactions induce retributive reactions, such as excluding or punishing the person who is responsible. A better understanding of these distributive coordination rules is needed in order to create a more complete picture of the influence of emotional reactions on behavior in organizations.
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Reacties op tranen: steun of afkeuring?
More LessReactions to crying: Support or disapproval?Reactions to crying: Support or disapproval?
A.H. Fisher, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 403-421
Although crying may elicit positive reactions, such as support and consoling, evaluations of crying persons, especially men, seem often negative. Two studies examined the way in which male and female tears are evaluated in different contexts. Study 1 showed that respondents evaluated their own crying at work more negatively than crying in more intimate settings. Men evaluated their own crying especially negative in domains related to their masculine identity. The second study confirmed this difference between work-related and relation-related crying and also showed that respondents think that men's crying at work is even less appropriate than women's crying at work. Men are, however, assumed to cry less and thus, if they cry, they are considered to be less competent and confident in comparison to crying women.
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In iedereen schuilt een terrorist. Een sociaal-psychologische analyse van terroristische sekten en aanslagen
More LessTerroristische aanslagen en de voortdurende dreiging ervan in onder andere de Verenigde Staten, Rusland, Israël, Turkije, Indonesië, Spanje, Engeland, Duitsland en zelfs in Nederland vormen een veelbesproken onderwerp. Men vraagt zich af hoe dit alles kan gebeuren. Dit boek, een voor een breed publiek toegankelijke analyse vanuit de hoek van de sociale psychologie, is dan ook zeer welkom.
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Call for papers
Onder gastredactie van dr. Herman Steensma, dr. Jef Syroit en dr. Wim van Breukelen
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Volumes & issues
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Volume 37 (2024)
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Volume 36 (2023)
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Volume 35 (2022)
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Volume 34 (2021)
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Volume 33 (2020)
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Volume 32 (2019)
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Volume 31 (2018)
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Volume 30 (2017)
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Volume 29 (2016)
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Volume 28 (2015)
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Volume 27 (2014)
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Volume 26 (2013)
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Volume 25 (2012)
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Volume 24 (2011)
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Volume 23 (2010)
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Volume 22 (2009)
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Volume 21 (2008)
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Volume 20 (2007)
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Volume 19 (2006)
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Volume 18 (2005)
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Volume 17 (2004)
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