Testing the hierarchical SDT model: the case of performance-oriented classrooms

Testing the hierarchical SDT model: the case of performance-oriented classrooms

Matching job demands and job resources as linear and non-linear predictors of employee vigor and sustainable performance

The present study studied two prominent job stress models as predictors of employee vigor and employee sustainable performance. First, based on the matching principle of the Demand-Induced Strain Compensation (DISC) Model, we predicted that job resources moderate (i.e. strengthen) the linear relation of job demands with employee vigor and sustainable performance, particularly when the type of demands corresponds well with the type of resources. Second, based on the non-linearity principle of the Vitamin Model, we predicted that non-linear (i.e. curvilinear) relations between job demands or job resources with employee vigor and sustainable performance exist, particularly when the type of demands or resources matches well with the outcome. An online cross-sectional study was conducted among 1,175 Chinese employees working in different industries. Multivariate regression analyses revealed that (1) although we did not find moderating effects of job resources, “conceptual matches” were found in line with the matching principle of the DISC Model, and (2) curvilinear patterns were detected (although with a non-expected shape) in which so-called “non-linear matching” relations between either demands or resources and outcomes were present. This study highlights the importance of matching demands and resources in both linear and non-linear ways to predict employee vigor and employee sustainable performance. Finally, theoretical and practical implications of the findings were addressed

Quality of mother-child interaction, differences in sexual attitudes, and inter-generational disagreement on sexuality.

The current paper examines the frequency of inter-generational disagreement reported by mothers and adolescents as a function of the quality of their interaction, and the match between their sexual attitudes. We expected that the quality of family interaction would act as a "family asset" that would enable members of families to manage and control the tensions caused by differences in (sexual) attitudes. Data on 319 British adolescent-mother pairs were analysed using structural equation modelling, revealing good support for these expectations: differences in sexual attitudes were more strongly linked to inter-family disagreement in low quality of mother-child interaction families than in high quality of motherchild interaction families. Implications of the study are discussed. © 1997 OPA (Overseas Publishers Association)

Effects of parenting style upon psychological well-being of young adults: Exploring the relations among parental care, locus of control, and depression.

The current study explores the relations among parenting styles and depression among a representative longitudinal sample of 642 young Dutch adults. We assumed that if parents show their involvement during the first sixteen years of the lives of their children, these children are more likely to develop an internal locus of control. In turn, children with an internal locus of control would be less likely to experience feelings of depression later in life. Additionally, we examined the reverse relation, namely that depression leads to a shift away from the internal pole of the locus of control dimension. These notions were tested using structural equation models. The results indicated that our expectations were largely tenable. However, while the effects of mother's and father's involvement upon the development of an internal locus of control seemed to differ, for depression feelings we did not find much difference. Implications of the study are discussed. © 1997 OPA(Overseas Publishers Association)

The Cross-cultural Generalizability of the Theory of Planned Behavior: a study on job seeking in The Netherlands

This study examined the cross-cultural generalizability of the theory of planned behavior (TPB) as applied to job seeking, by comparing samples of native-Dutch and Turkish individuals in The Netherlands. Results supported the equivalence of the measures used. Moreover, the TPB ­relationships were found to be comparable across the two samples. Contrary to the predictions, intentions of Turkish individuals were not affected more by subjective norms and less by job search attitudes then those of native-Dutch individuals. The Netherlands The theory of planned behavior (TPB) is a widely used theoretical framework that details the determinants of human behavior (Ajzen, 1991). Meta-analysis demonstrated its validity in the prediction of a large variety of social behaviors (Armitage & Conner, 2001). Also in the context of job seeking, research has confirmed the validity of the TPB (e.g., Van Ryn & Vinokur, 1992). Studies on the TPB typically use Western samples, and job seeking has been studied almost exclusively from a Western point of view. Therefore the current study focused on the cross­cultural generalizability of the TPB in the context of job seeking. Job seeking is an important aspect of people’s work lives as it determines the opportunity set of potential jobs from which job seekers may choose, and influences employment outcome

Predictors and outcomes of job search behavior: The moderating effects of gender and family situation

This study explored differences in the antecedents and consequences of job search behavior depending on gender and family situation in a large, nationwide sample of the Dutch population. Using Ajzen’s (1991) theory of planned behavior (TPB), we found no gender differences in the antecedents of job seeking. However, family situation did affect the relations in the TPB, such that personal attitude was a slightly weaker, and perceived social pressure a stronger predictor of job seeking for individuals with families than for singles. Concerning the consequences, job search behavior significantly predicted the chances of finding (new) employment, but not job satisfaction in the new job and the level of agreement between the obtained and wanted job

Job search and the theory of planned behavior: Minority – majority group differences in The Netherlands

The labor market in many Western countries increasingly diversifies. However, little is known about job search behavior of 'non-traditional' applicants such as ethnic minorities. This study investigated minority – majority group differences in the predictors of job search behavior, using the theory of planned behavior (Ajzen, 1985). Data were collected in a two-wave longitudinal design among 697 temporary employees in The Netherlands. Results showed that the ethnic minorities’ perceptions of social pressure predicted intentions to search for a (new) job more strongly than their personal attitudes did. The opposite was found in the native-Dutch group. Self-efficacy did not contribute to the prediction of job search intention. Job search behavior related significantly to job search outcomes, such as job attainment

In the Eye of the Beholder: Challenge and Hindrance Appraisals of Work Characteristics and Their Implications for Employee’s Well-Being

Previous research on the association between job characteristics and employee well-being has returned mixed results. In particular, the possible impact of individual appraisal of these job characteristics has not been well-acknowledged. To address this limitation, we drew on appraisal theory and examined: (a) how workers appraise particular job characteristics, and (b) how these appraisals affect the relationships between these job characteristics and well-being (i.e., work engagement and burnout). We tested our hypotheses across two studies. In a cross-occupation sample (Study 1, n = 514), we found that job demands and resources can be appraised as both challenges and hindrances. In addition, challenge appraisals can mitigate the detrimental impact of job demands on engagement and burnout; and hindrance appraisals can strengthen the detrimental effects of job demands on burnout. Further, hindrance appraisals of job resources reduce their beneficial effects on engagement and burnout. Study 2 (n = 316 nurses in a hospital) further showed that challenge appraisals of job demands can reduce their impact on burnout while challenge appraisals of job resources will strengthen their positive effect on employee engagement and burnout. We discuss study implications as well as future research directions

The cross-cultural generalizability of the theory of planned behavior: A study on jobseeking in the Netherlands

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Bridging the gap between intentions and behavior: Implementation intentions, action control, and procrastination.

In the context of Ajzen’s (1991) theory of planned behavior, the antecedents of intentions are better understood than the antecedents of behavior. The current study aimed to improve the understanding of the transition from intentions to behavior. Based on the work of Gollwitzer (1993), Kuhl and Beckmann (1994), and Lay (1986) we proposed a model of mediators (i.e., implementation intentions) and moderators (i.e., action–state orientation and trait procrastination) in the intention–behavior relation. The model was applied to job seeking, and tested using longitudinal survey data of a sample of unemployed individuals in The Netherlands (N = 175). Support was found for the proposed mediating role of implementation intentions in the relation between job search intention and job search behavior. The proposed moderating roles of action–state orientation and trait procrastination were not supported