Using concept mapping to design an indicator framework for addiction treatment centers.

Objective. The objective of this study is to determine an indicator framework for addiction treatment centres based on the demands of stakeholders and in alignment with the European Foundation for Quality Management (EFQM) Excellence Model. Setting. The setting is the Jellinek Centre based in Amsterdam, the Netherlands, which serves as a prototype for an addiction treatment centre. Method. Concept mapping was used in the construction of the indicator framework. During the 1-day workshop, 16 stake-holders generated, prioritized and sorted 73 items concerning quality and performance. Multidimensional scaling and cluster analysis was applied in constructing a framework consisting of two dimensions and eight clusters. Results. The horizontal axis of the indicator framework is named 'Organization' and has two poles, namely, 'Processes' and 'Results'. The vertical axis is named 'Task' and the poles are named 'Efficient treatment' and 'Prevention programs'. The eight clusters in the two-dimensional framework are arranged in the following, prioritized sequence: 'Efficient treatment network', 'Effective service', 'Target group', 'Quality of life', 'Efficient service', 'Knowledge transfer', 'Reducing addiction related problems', and 'Prevention programs'. The most important items in the framework are: 'patients are satisfied with their treatment', 'early interventions', and 'efficient treatment chain'. Conclusion. The indicator framework aligns with three clusters of the results criteria of the EFQM Excellence Model. It is based on the stakeholders' perspectives and is believed to be specific for addiction treatment centres. The study demonstrates that concept mapping is a suitable strategy for generating indicator frameworks. © The Author 2005. Published by Oxford University Press on behalf of International Society for Quality in Health Care; all rights reserved

Leeftijd, het psychologisch contract en werkattitudes: Een meta-analyse

Contains fulltext : 90222.pdf (publisher's version ) (Open Access)The meta-analysis investigated the relations between age and psychological contracts. It was expected that age would be positively related to the employer obligations, and that age would moderate the relations between contract breach and job attitudes. The hypotheses were tested by means of a meta-analysis of 76 studies with in total 28,773 respondents. It was found that age is related negatively but marginally to the psychological contract, and that age moderated the relations between psychological contract breach and job attitudes. The relations between contract breach on the one hand and trust and affective commitment on the other hand were stronger for older workers, whereas the relation between contract breach and job satisfaction was stronger among younger workers. The theoretical and practical implications are discussed

Psychological contract breach and work performance: Is social exchange a buffer or an intensifier?

Abstract Purpose: The aim of the current study was to investigate how social exchanges modify the relationship between psychological contract breach and work performance. We present two concurrent hypotheses, based on theoretical interaction effects of social exchanges (conceptualized as social exchange relationships, POS, and trust). Design/methodology/approach: Data were collected from a sample of 266 employees in a service sector company in the United States. Regression analysis was used to explore the moderating effects of social exchanges on the relationships between psychological contract breach and work performance (operationalized as in-role behaviors and organizational citizenship behaviors). Findings: It was found that the negative relationship between psychological contract breach and work performance was moderated by social exchanges, such that the relationship was stronger for employees with high social exchange relationship, perceived organizational support, and trust. Research limitations/implications: The data were collected cross-sectionally, and thus causal inferences have to be made with caution. Moreover, the data were collected from a single source. The study shows that the relations between contract breach and outcomes are moderated by the existing relationship between employee and organization. Practical Implications: Although organizations may invest in long-term relationships with their employees, psychological contract breaches have a profound impact on work performance. Therefore, organizations should diminish perceptions of contract breach; for instance by providing realistic expectations. Originality/Value: The study provides new theoretical insights on how social exchange can have two distinct effects on the breach-outcomes relations. It was shown that social exchanges moderate the relations between contract breach and work performance

Werk en motivatie om te leren: Zijn er verschillen tussen jongere en oudere werknemers?

Contains fulltext : 54521.pdf (publisher's version ) (Open Access

Human Resource beleid, duurzame inzetbaarheid en oudere werknemers

__Inleidend__ Gezien de sterke vergrijzing van Westerse samenlevingen (o.a. OECD, 2012; UN, 2007) en ontwikkelingen op overheidsniveau rond het ophogen van de pensioengerechtigde leeftijd is het (nood)zaak voor beleidmakers en Human Resource (HR) professionals om oudere werknemers op een gezonde, gemotiveerde en productieve manier langer in dienst te houden. Duurzaam inzetbaar houden van oudere medewerkers is hiermee een thema dat voor de komende jaren hoog op de agenda staat van HR professionals. In dit hoofdstuk zullen wij verschillende typen Human Resource (HR) beleid bespreken gericht op het verbeteren van de duurzame inzetbaarheid van werknemers, en dan met name oudere werknemers. Onder Human Resource Management verstaan wij alle activiteiten die samenhangen met het managen van werk en mensen in organisaties (Boxall & Purcell, 2011). ..