Naar een herwaardering van loopbaaninteresses bij HR en assessmenttoepassingen | Amsterdam University Press Journals Online
2004
Volume 35, Issue 1
  • ISSN: 0921-5077
  • E-ISSN: 1875-7235

Abstract

Samenvatting

Interessevragenlijsten hebben binnen de A&O-psychologie lange tijd een marginale rol vervuld, zeker bij HR-aspecten als selectie en loopbaanontwikkeling. De laatste jaren is er echter sprake van een comeback van interessevragenlijsten voor HR-toepassingen. Uit meta-analytische studies is gebleken dat, in tegenstelling tot wat jarenlang gedacht is, de voorspellende waarde van interessevragenlijsten voor werkprestaties en verwante gedragingen binnen organisaties aanzienlijk is. Dat maakt interessevragenlijsten een belangrijk instrument om in te zetten bij HR-beleid waarin zelfregie en verantwoordelijkheid van werknemers centraal staan. In dit artikel wordt een literatuuroverzicht gegeven met betrekking tot interesses en toepassingsdomeinen binnen de A&O-psychologie. Na het geven van een definitie en plaatsbepaling wordt eerst de interne dynamiek van interesses verduidelijkt. Daarbij komen zowel dispositionele als situationele elementen aan bod. Daarna worden relaties beschreven van interesses met verschillende variabelen uit het A&O-domein, waaronder prestatie, motivatie en loopbaansucces. Ten slotte worden interesses besproken in een causaal nomologisch netwerk met proximale en distale factoren, waarbij interesses als drijfveren fungeren voor levenslang leren en ontwikkeling. Enkele recente toepassingen van interesses, met een focus op technologische, gezondheids- en groene functie-eisen worden besproken, waarbij cliëntautonomie en loopbaanbeheer centraal staan. Deze ontwikkelingen laten zien dat interessevragenlijsten een meer centrale rol kunnen gaan spelen in een HR-speelveld waarin de autonome en verantwoordelijke medewerker centraal staat.

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