289 research outputs found
Construction and validation of the perceived opportunity to craft scale
We developed and validated a scale to measure employees' perceived opportunity to craft (POC) in two separate studies conducted in the Netherlands (total N = 2329). POC is defined as employees' perception of their opportunity to craft their job. In Study 1, the perceived opportunity to craft scale (POCS) was developed and tested for its factor structure and reliability in an explorative way. Study 2 consisted of confirmatory analyses of the factor structure and reliability of the scale as well as examination of the discriminant and criterion-related validity of the POCS. The results indicated that the scale consists of one dimension and could be reliably measured with five items. Evidence was found for the discriminant validity of the POCS. The scale also showed criterion-related validity when correlated with job crafting (+), job resources (autonomy +; opportunities for professional development +), work engagement (+), and the inactive construct cynicism (-). We discuss the implications of these findings for theory and practice
The Effectiveness of Online Stress Management Training Interventions: A Systematic Literature review
The central aim of this systematic literature review study was to investigate the effectiveness of
online stress management training interventions that aimed to improve employees’ well-being.
The study focused both on the effectiveness of online stress management training interventions
and the sustainability of the intervention effects over time. Within this literature review 18
intervention studies, conducted worldwide among 3085 participants between 2002 and 2017,
were evaluated. Methodological quality was examined using the Mixed Methods Appraisal
Tool (MATT). In general, the main outcomes showed that most of the interventions turned out
to be effective in decreasing employees’ levels of stress. In addition, some of these studies also
revealed sustainability of intervention effects over time. This suggests that online stress
management interventions are a promising tool for organizations to foster employee
well-being
Job Demands-Resources Interventions
The main aim of this dissertation was to examine whether positive organizational interventions based on JD-R theory can enhance employees’ work engagement and performance. This thesis presented five empirical inte
Optimal Control for Wind Turbine Wake Mixing on Floating Platforms
Dynamic induction control is a wind farm flow control strategy that utilises
wind turbine thrust variations to accelerate breakdown of the aerodynamic wake
and improve downstream turbine performance. However, when floating wind
turbines are considered, additional dynamics and challenges appear that make
optimal control difficult. In this work, we propose an adjoint optimisation
framework for non-linear economic model-predictive control, which utilises a
novel coupling of an existing aerodynamic wake model to floating platform
hydrodynamics. Analysis of the frequency response for the coupled model shows
that it is possible to achieve wind turbine thrust variations without inducing
large motion of the rotor. Using economic model-predictive control, we find
dynamic induction results that lead to an improvement of 7% over static
induction control, where the dynamic controller stimulates wake breakdown with
only small variations in rotor displacement. This novel model formulation
provides a starting point for the adaptation of dynamic wind farm flow control
strategies for floating wind turbines.Comment: 6 pages, 8 figures, accepted for publication for IFAC World Congress
202
The motivational potential of meaningful work: Relationships with strengths use, work engagement, and performance
Research in the field of work and organizational psychology increasingly highlights the importance of meaningful work. Adding to this growing body of research, this study examined the complex linkage between meaningful work and performance. More specifically, we hypothesized that meaningful work has a positive relationship with an employee's performance in several and interrelated ways, via employees' use of strengths, via work engagement, and via strengths use affecting work engagement. We conducted a structural equation modeling on a sample of 459 professionals working at a global operating organization for health technology. The results provided support for the proposed model which showed a better fit than the sequential mediation model and the direct effects model. This indicates that the meaningful work-performance relationship is predicted best by multiple pathways via employees' use of strengths and work engagement. The main theoretical, practical, and methodological implications of the results are discussed
Studying Ethnic Disparities in Sentencing: The Importance of Refining Ethnic Minority Measures
Ethnic and racial disparities in sentencing receive considerable scholarly inquiry. Much of this research, though, is limited to black/white or black/white/Hispanic comparisons in the United States. This study examines ethnic disparities in more detail by comparing imprisonment decisions for several understudied (specific) ethnic minority groups, such as Surinamese and Moroccan suspects. Moreover, this study addresses the fundamental issue about how distinct immigrant generations are sanctioned and whether this is a marker of stratification. This broadens our insight in the role of ethnicity as a sentencing factor, since the distinct ethnic groups and immigrant generations differ in their level of economic and social integration in the Dutch society. Three different datasets are analyzed to assess ethnic disparities in sentencing in the Netherlands, allowing us to take other sentencing factors, such as criminal history, offense characteristics, and personal circumstances, into account. These three data sources include data on different suspect populations because they are collected at different stages of the criminal proceedings. Results suggest that there are first-generation and second-generation ethnic disparities in imprisonment decisions in all datasets, even after controlling in detail for other sentencing factors.Criminal Justice: Legitimacy, accountability, and effectivit
Positive Organisational Psychology 2.0: Embracing The Technological Revolution
Positive Organisational Psychology (POP) has experienced significant growth in the past two decades, contributing to our understanding of work-related well-being and performance. However, the discipline is now on the cusp of a new wave of research and innovation that may reshape its discourse. This paper introduces the concept of ‘Positive Organisational Psychology 2.0’ (POP 2.0) as an evidence-based, data-driven field that utilizes technological advancements and human-centred design to understand and enhance positive characteristics of individuals, organisations, and society for optimal psychological functioning, wellbeing, and performance. The paper begins with an overview of POP’s emergence, highlighting its key characteristics and exploring the factors behind its rapid growth and declining relevance. We then conceptualize POP 2.0, outline its defining features, and advocate for a broader scope, expanded focal audience, enhanced methodologies, and transformative role shifts for practitioners. We conclude by outlining opportunities, challenges and perspectives for the next wave of innovative research
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