The dissertation describes a project aimed at an understanding of the way both (congruence between) organizational and individual values and efficacy expectations contribute to organizational commitment

Vuuren, Hubrecht Abraham van

University of Twente Research Information

English

A contrarian view of the five-factor approach to personality description.

A meta-analysis of the organizational identification literature. Paper presented to the annual convention of the International Communication Association,

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Examination of relationships among trait-like individual differences, state-like individual differences, and learning performance.

Exploring commitment and leadership in volunteer organizations.

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Interviewers' perceptions of person-organization fit and organizational selection decisions.

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Jobs, careers, and callings: People’s relations to their work.

Language as symbolic action.

Linking values and organizational commitment: A correlational and experimental investigation in two organizations.

Manual for the construction of Self-Efficacy scales.

Measuring self-efficacy in the context of HIV-risk reduction: Research challenges and recommendations.

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Multiple dimensions of organizational identification and commitment as predictors of turnover intentions and psychological well-being.

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On the use of polynomial regression equations as an alternative to difference scores in organizational research.

Organisational commitment: A critique of the construct and measures.

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Reputation: Realizing value from the corporate image.

Scaling up and bearing down in discourse analysis: questions regarding textual agencies and their context.

Self-efficacy. The exercise of control.

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The effects of job autonomy, customer demandingness, and trait competitiveness on salesperson learning, self efficacy, and performance.

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The meta-conversation: The recursive property of language as a key to organizing.

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The power of being positive: The relationship between positive self-concept and job performance.

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The role of change in the relationship between commitment and turnover: A latent growth modeling approach.

The role of collective efficacy in the relations between transformational leadership and work outcomes.

Why work? : the contribution of value perceptions and efficacy expectations to organizational commitment