Browsing by Author "Lange, A.H. de"

Now showing items 51-100 of 100

Het concept werkvermogen : een literatuuroverzicht van antecedenten en consequenties
Osagie, E.R. ; Wielenga-Meijer, E.G.A. ; Detaille, S.I. ; Lange, A.H. de
2019, Article / Letter to editor (Tijdschrift voor Hrm, vol. 1, (2019), pp. 26-57)
Gender differences in paid employment after retirement
Lange, A.H. de ; Weber, J. ; Müller, Andreas
2019, Article / Letter to editor (Zeitschrift für Gerontologie und Geriatrie, vol. 52, (2019), pp. 32-39)
Bridge Over an Aging Population: Examining Longitudinal Relations Among Human Resource Management, Social Support, and Employee Outcomes Among Bridge Workers.
Veth, Klaske ; Heijden, B. van der ; Korzilius, Hubert ; Lange, A.H. de ; Emans, Ben
2019, Article / Letter to editor (Frontiers in Psychology, iss. 9, (2019), pp. 574)
Succesvol ouder worden op het werk: een positief perspectief?
Lange, A.H. de ; Kooij, Dorien
2019, Article / Letter to editor (Tijdschrift Positieve Psychologie, iss. 3, (2019), pp. 27-34)
Which HRM practices enhance employee outcomes at work across the life-span? The international journal of human resource management
Veth, Klaske ; Korzilius, Hubert ; Heijden, B. van der ; Emans, Ben ; Lange, A.H. de
2019, Article / Letter to editor (vol. 30, iss. 19, (2019), pp. 2777-2808)
Understanding the contribution of HRM bundles for employee outcomes across the life-span.
Veth, Klaske ; Korzilius, Hubert ; Heijden, B. van der ; Emans, Ben ; Lange, A.H. de
2019, Article / Letter to editor (Frontiers in Psychology, (2019))
Inclusief HRM: lessen op micro-, meso- en macroniveau.
Lange, A.H. de ; Wielenga-Meijer, E.G.A. ; Osagie, E.R. ; Ponten, S. ; Detaille, S.I. ; Duijker, T. ; Hanstede, B.
2018, Part of book or chapter of book (Omdat Het Kan! HRM-Handvatten voor een inclusieve arbeidsmarkt., pp. 289-304)
Toekomst van werk: welke implicaties hebben deze veranderingen voor werkenden, organisaties en de rol van HRM?
Detaille, S.I. ; Scheenstra, G. ; Lange, A.H. de ; Heijden, B. van der
2018, Part of book or chapter of book (Fit for the Future - Handvatten voor toekomstbestendig HRM-beleid)
Toekomstbestendig HRM beleid
Lange, A.H. de ; Detaille, S.I.
2018, Book (monograph)
Omdat het kan ! HRM Handvaten voor een inclusieve arbeidsmarkt
Lange, A.H. de ; Wielenga, A. ; Duijker, T. ; Hanstede, B.
2018, Book (monograph)
Langdurige werkeloosheid onder 50-plussers : feiten en mogelijke oplossingen
Cuelenaere, B. ; Kieruj, N. ; Lange, A.H. de ; Detaille, S.I.
2018, Article / Letter to editor (Gerōn, vol. 20, iss. 1, (2018), pp. 63-67)
Inclusief HR : tijd voor actie
Dikkers, J.S.E. ; Lange, A.H. de ; Gründeman, R.
2018, Article / Letter to editor (Pw de Gids, (2018), pp. 46-47)
Van weten naar doen: Hoe kan het werkvermogen van oudere werknemers vergroot worden?
Dikkers, J.S.E. ; Lange, A.H. de ; Gründeman, R.
2018, Article / Letter to editor (Pw de Gids, (2018))
Human Resource management and the ability motivation and opportunity to continue working
Pak, K. ; Kooij, T.A.M. ; Lange, A.H. de ; Veldhoven, Marc van
2018, Article / Letter to editor (Human Resource Management Review, vol. 29, iss. 3, (2018))
De mens centraal: een kantelend arbeidsmarkt-perspectief
Lange, A.H. de ; Jongejan, Jaap ; Muffels, Ruud ; Detaille, S.I.
2018, Part of book or chapter of book (Omdat Het Kan! HRM-Handvatten voor een inclusieve arbeidsmarkt., pp. 81-98)
Inleiding
Lange, A.H. de ; Wielenga-Meijer, E.G.A. ; Duijker, T. ; Hanstede, B. ; Detaille, S.I.
2018, Part of book or chapter of book (Omdat Het Kan! HRM-Handvatten voor een inclusieve arbeidsmarkt.)
Duurzame inzetbaarheid in de sector zorg en welzijn op basis van een levensloopperspectief.
Lange, A.H. de ; Detaille, S.I. ; Dam, K. van
2018, Part of book or chapter of book (Fit for the future. Toekomstbestendig HRM-beleid, pp. 164-183)
Langdurige werkloosheid onder 50-plussers: feiten en mogelijke oplossingen?
Cuelenaere, B. ; Kieruj, N. ; Lange, A.H. de ; Detaille, S.I.
2018, Article / Letter to editor (Geron. Tijdschrift over Ouder Worden & Maatschappij, vol. 20, iss. 1, (2018), pp. 63-67)
Inclusief HRM-beleid: een wetenschappelijk perspectief
Bal, Matthijs ; Lange, A.H. de
2018, Part of book or chapter of book (Omdat Het Kan! HRM-Handvatten voor een inclusieve arbeidsmarkt., pp. 101-114)
Omdat het kan: HRM handvatten voor een inclusieve arbeidsmarkt.
Lange, A.H. de ; Wielenga-Meijer, E.G.A. ; Duijker, T. ; Hanstede, B.
2018, Book (monograph)
Balans tussen flex en vast
Lange, A.H. de ; Muffels, Ruud
2017, Article / Letter to editor (PW. : magazine voor HR-professionals, iss. April, (2017), pp. 24-25)Dé uitdaging voor het nieuwe kabinet is om flexibele arbeid zekerder te maken: van baanzekerheid naar werkzekerheid. Maar hoe? Over de transitie van de arbeidsmarkt op regionaal niveau.
Flexibele arbeid en zekerheid : op naar een betere balans
Lange, A.H. de ; Muffels, Ruud
2017, Article / Letter to editor (SBI formaat Stand MZ, vol. 2, iss. 2, (2017), pp. 16-17)Flexibele arbeid en zekerheid worden steeds meer tegenpolen, zo lijkt het. Een op de vier werkenden heeft een flexbaan of werkt als zzper. Vonden in de jaren negentig nog één op de twee flexwerkers binnen een jaar een vaste baan, nu is dat nog maar één op de vijf / zes. In flexwerkers wordt minder geïnvesteerd dan in vast personeel als het gaat om opleiding en training. Bovendien is het werk van lager niveau, heeft men minder inkomen en autonomie en is het minder uitdagend dan vast werk. Flex lijkt vooral een ‘lage lonen’-strategie om de loonkosten te drukken. Daarnaast speelt mee dat werkgevers huiverig zijn om ‘vast’ personeel aan te nemen vanwege de kosten en risico’s voor pensioen, de tweejarige loondoorbetaling en tienjarige re-integratieverplichtingen bij ziekte, en de kosten bij ontslag. Dat betekent dat werkzekerheid belangrijker is dan baanzekerheid. Daarvoor is sociale innovatie en herijking van onze instituties nodig.
Leren op de werkplek en duurzame inzetbaarheid
Bakkerode, Henk ; Stolk, Arie ; Vaas, Fietje ; Heijden, B. van der ; Gorgievski, Marjan ; Lange, A.H. de
2016, Article / Letter to editor (Gerōn, iss. 1, (2016), pp. 55-57)Leren op de werkplek kan de duurzame inzetbaarheid van werknemers bevorderen mits er sprake is van maatwerk. Een recent onderzoek door Van der Heijden en collega’s (2015) focuste op de kansen die leren op de werkplek biedt om duurzame inzetbaarheid te realiseren. Duidelijk is: baan én baas moeten de werknemer uitdagen!
Duurzame inzetbaarheid : bittere noodzaak, maar geen bittere pil
Lange, A.H. de ; Heijst, Annelies van ; Engelen, Veronica
2016, Article / Letter to editor (WZW Magazine, (2016), pp. 18-19)De sector Zorg en Welzijn kampt met pittige uitdagingen. Er is sprake van zowel vergrijzing als ontgroening. Om de kwaliteit in de sector hoog te houden, zal iedere zorgprofessional zo lang mogelijk moeten blijven werken, Preciezer: zo lang, gezond en gelukkig mogelijk. Hoe dat te realiseren is? Onder andere door het volledig integreren van duurzame inzetbaarheid in de organisatie.
Learning at the workplace and sustainable employability: a multi-source model moderated by age
Gorgievski, Marjan ; Lange, A.H. de ; Heijden, Beatrice van der
2015, Article / Letter to editor (European Journal of Work and Organizational Psychology, vol. 2015, (2015), pp. 1-18)This study, among 330 pairs of employees and their supervisors, tested whether self- versus supervisor ratings of five employability dimensions (occupational expertise, corporate sense, personal flexibility, anticipation and optimization, and balance) are associated with different learning characteristics in the workplace, and whether age moderates these relationships. Results of structural equation modelling showed that the learning value of the job positively related to both self- and supervisor ratings of corporate sense, personal flexibility, and anticipation and optimization. Applicability in the job of recently followed training and development programmes was associated with all dimensions of self-rated employability and with supervisor ratings of anticipation and optimization. Regarding the hypothesized age moderation effects, contrary to our expectations, it was found that both learning value and applicability of training and development related more strongly to self-rated anticipation and optimization for younger workers. In addition, age appeared to moderate the otherwise non-significant relationship between learning value and self-rated occupational expertise. Implications for Human Resource Development (HRD) practices are discussed. As learning characteristics are differentially related to the unique employability dimensions, tailor-made development programmes are key. Moreover, it is advocated that having a job with a high learning value is an important factor in the light of the employee’s sustainable employability.
Learning at the workspace and sustainable employability: a multi source model moderated by age
Lange, A.H. de ; Heijden, Beatrice van der ; Gorgievski, Marjan
2015, Article / Letter to editor (European Journal of Work and Organizational Psychology, vol. 25, iss. 1, (2015), pp. 13-30)This study, among 330 pairs of employees and their supervisors, tested whether self- versus supervisor ratings of five employability dimensions (occupational expertise, corporate sense, personal flexibility, anticipation and optimization, and balance) are associated with different learning characteristics in the workplace, and whether age moderates these relationships. Results of structural equation modelling showed that the learning value of the job positively related to both self- and supervisor ratings of corporate sense, personal flexibility, and anticipation and optimization. Applicability in the job of recently followed training and development programmes was associated with all dimensions of self-rated employability and with supervisor ratings of anticipation and optimization. Regarding the hypothesized age moderation effects, contrary to our expectations, it was found that both learning value and applicability of training and development related more strongly to self-rated anticipation and optimization for younger workers. In addition, age appeared to moderate the otherwise nonsignificant relationship between learning value and self-rated occupational expertise. Implications for Human Resource Development (HRD) practices are discussed. As learning characteristics are differentially related to the unique employability dimensions, tailor-made development programmes are key. Moreover, it is advocated that having a job with a high learning value is an important factor in the light of the employee’s sustainable employability.
Vitaal leiderschap leidt tot vitale onderneming
Lange, A.H. de ; Jager, M.J.
2015, Article / Letter to editor (Het Ondernemersbelang, vol. 2015, iss. 5, (2015), pp. 8-11)Vitaal leiderschap is een leiderschapsstijl waarbij de vitaliteit en positieve gezondheid van de werknemers wordt bevorderd en behouden. Ondernemer en leidinggevende dienen ervoor te waken dat medewerkers op de juiste plek zitten en plezier hebben en houden in hun werk. Dat is gemakkelijker gezegd dan gedaan, meent Chiel van Kollenburg. De werkgever moet écht in gesprek met de werknemers. Vragen stellen over gezondheid, leefstijl maar ook dromen en geluk. Op die manier worden de intrinsieke drijfveren van werknemers zichtbaar en kunnen ze op de juiste plek voor zichzelf én voor de organisatie worden ingezet. Vragen over gezondheid, dromen en geluk betekenen ook dat wordt nagedacht over loopbaanwensen. Waar ziet de werknemer zichzelf over tien jaar het beste tot zijn recht komen en kan hij het werk volhouden met zijn huidige fysieke en geestelijke gezondheid?
Tailoring professional development for teachers in primary education: The role of age and proactive personality
Heijden, Beatrice van der ; Vuuren, Tinka van ; Lange, A.H. de ; Kooij, Dorien
2015, Article / Letter to editor (Journal of Managerial Psychology, vol. 30, iss. 1, (2015), pp. 22-37)Purpose – The aim of this survey study among N=180 Dutch teachers was to examine the moderating role of calendar age and proactive personality in the relationships between developmental opportunities, on the one hand, and work engagement and self-perceived employability, on the other. The paper aims to discuss these issues. Design/methodology/approach – Hierarchical regression analyses have been used, illustrated by means of quotes – gathered through open questions in the survey – to support the quantitative findings. Findings – A significant interaction effect between calendar age and developmental opportunities in relation to self-perceived employability, but not to work engagement, has been found, revealing stronger positive effects for developmental opportunities among older workers than among younger ones. Research limitations/implications – The present study provides a starting-point for further research on professional development in other occupational settings. Practical implications – The use of age-conscious developmental opportunities is a powerful tool in encouraging life-long learning. Social implications – Improvement in teachers’ engagement and employability will enhance their performance, will consequently lead to better pupil performance, and will contribute to the wider status of the profession, meaning that more young talented people will seriously consider working in the field and thereby helping to address the urgent need for more teaching staff. Originality/value – This study increases the knowledge of professional development among teachers and examines to what extent age and proactivity play a role in this regard. The results of the empirical work challenge dominant views on age-related declines and losses, and invite the authors to continue scholarly work in this field focussing upon long-term intra-individual development.
Tailoring professional development for teachers in primary education: the role of age and proactive personality
Vuuren, Tinka van ; Heijden, Beatrice van der ; Kooij, Dorien ; Lange, A.H. de
2015, Article / Letter to editor (Journal of Managerial Psychology, vol. 30, iss. 1, (2015), pp. 22-37)Purpose – The aim of this survey study among N=180 Dutch teachers was to examine the moderating role of calendar age and proactive personality in the relationships between developmental opportunities, on the one hand, and work engagement and self-perceived employability, on the other. The paper aims to discuss these issues. Design/methodology/approach – Hierarchical regression analyses have been used, illustrated by means of quotes – gathered through open questions in the survey – to support the quantitative findings. Findings – A significant interaction effect between calendar age and developmental opportunities in relation to self-perceived employability, but not to work engagement, has been found, revealing stronger positive effects for developmental opportunities among older workers than among younger ones. Research limitations/implications – The present study provides a starting-point for further research on professional development in other occupational settings. Practical implications – The use of age-conscious developmental opportunities is a powerful tool in encouraging life-long learning. Social implications – Improvement in teachers’ engagement and employability will enhance their performance, will consequently lead to better pupil performance, and will contribute to the wider status of the profession, meaning that more young talented people will seriously consider working in the field and thereby helping to address the urgent need for more teaching staff. Originality/value – This study increases the knowledge of professional development among teachers and examines to what extent age and proactivity play a role in this regard. The results of the empirical work challenge dominant views on age-related declines and losses, and invite the authors to continue scholarly work in this field focussing upon long-term intra-individual development.
Task Performance Among Employees Above Age 65: The Role of Cognitive Functioning and Job Demand-Control
Müller, Andreas ; Ackermans, Jorn ; Weigl, Matthias ; Lange, A.H. de ; Wilkenloh, Julia ; Heijden, Beatrice van der
2015, Article / Letter to editor (Work, Aging and Retirement, vol. 1, iss. 3, (2015), pp. 296-308)Owing to the aging of Western societies, an increasing number of people over age 65 are now working in bridge employment. Research is needed to understand how job characteristics in bridge employment should be designed to support older employees’ productivity, considering potential declines in intra-individual resources. Drawing on lifespan development of resources and job design models, we investigated the interplay of cognitive functioning, job demands, and job control, and their impact on task performance, in a sample of workers in bridge employment. In total, 228 employees from a Dutch temporary employment agency that contracts workers aged 65 years and older participated in this longitudinal study, with a 1-year time lag. Of the panel, 74.1% of the respondents were male, and the mean age was 69.02 years (range 65–80 years). Cognitive functioning, job demands, job control, and task performance were assessed two times with thoroughly validated self-report measures. Good cognitive functioning emerged as an essential intra-individual resource in order to maintain good task performance for employees aged 65 years and older. After including the influence of job demands and job control, positive effects of cognitive functioning on task performance remained significant only in a high-strain job (with high job demands and low job control). This outcome suggests that age-related changes in cognitive functioning among employees above the age of 65 years only affect productivity at work when the job demands are too high relative to the available job control. Implications for retirement research and lifespan perspectives of job design research are discussed.
Young at heart, old at work? Relations between age, (meta-)stereotypes, self-categorization, and retirement attitudes
Otten, Sabine ; Lange, A.H. de ; Heijden, Beatrice van der ; Oderkerk, Frank ; Bal, Matthijs ; Zacher, Hannes
2015, Article / Letter to editor (Journal of Vocational Behavior, (2015))The aims of this study were to examine howworkers negative age stereotypes (i.e., denying older workers ability to develop) and negative meta-stereotypes (i.e., beliefs that the majority of colleagues feel negative about older workers) are related to their attitudes towards retirement (i.e., occupational future time perspective and intention to retire), and whether the strength of these relationships is influenced by workers self-categorization as an “older” person. Results of a study among Dutch taxi drivers provided mixed support for the hypotheses. Negative metastereotypes, but not negative age stereotypes,were associatedwith fewer perceived opportunities until retirement and, in turn, a stronger intention to retire. Self-categorization moderated the relationships between negative age (meta-)stereotypes and occupational future time perspective. However, contrary to expectations, the relations were stronger among workers with a low self-categorization as an older person in comparison with workers with a high self-categorization in this regard. Overall, results highlight the importance of psychosocial processes in the study of retirement intentions and their antecedents.
Human Resource Management and Sustainability at work across the lifespan : An Integrative Perspective
Heijden, Beatrice van der ; Kooij, Dorien ; Lange, A.H. de
2015, Part of book or chapter of book (Facing the challenges of a multi-age workforce : a use-inspired approach, pp. 50-79)Facing the Challenges of a Multi-Age Workforce examines the shifting economic, cultural, and technological trends in the modern workplace that are taking place as a result of the aging global workforce. Taking an international perspective, contributors address workforce aging issues around the world, allowing for productive cross-cultural comparisons. Chapters adopt a use-inspired approach, with contributors proposing solutions to real problems faced by organizations, including global teamwork, unemployed youth, job obsolescence and over-qualification, heavy emotional labor and physically demanding jobs, and cross-age perceptions and communication. Additional commentaries from sociologists, gerontologists, economists, and scholars of labor and government round out the volume and demonstrate the interdisciplinary nature of this important topic.
Adjustment Processes in Bridge Employment: Where We Are and Where We Need To Go
Heijden, Beatrice van der ; Rudolph, Cort ; Lange, A.H. de
2015, Part of book or chapter of book (Aging Workers and the Employee-Employer Relationship, pp. 221-242)While a relatively large literature outlines adjustment processes for retirees in general, very little empirical and theoretical attention has focused on the psychological adjustment process for bridge employees. That is to say, few studies have attempted to understand the psychological mechanisms that predict adjustment to bridge employment, and there is scant theory to direct such efforts. The present chapter outlines and defines adjustment for bridge employees from life-course, life-span developmental, and self-regulation perspectives. The role of both intrapersonal and external resources and demands on the bridge employment adjustment process are discussed. A model of adjustment to bridge employment is offered that incorporates the idea of contextual resources-demands fit, and suggests a process by which the application of intrapersonal resources is enhanced via an agentic self-efficacy cycle. Finally, future directions for research and are discussed.
Development (f) or Maintenance? : An Empirical Study on the Use of and Need for HR Practices to Retain Older Workers in Health Care Organizations
Emans, Ben ; Korzilius, Hubert ; Veth, Klaske ; Lange, A.H. de ; Heijden, Beatrice van der
2015, Article / Letter to editor (Human Resource Development Quarterly, vol. 3, iss. 1, (2015))The aims of this article are to (a) examine the prevalence of HR (HRM and HRD) practices to retain older workers in health care organizations; (b) evaluate those HR practices that are specifically designed to facilitate the retention of older workers; and (c) classify those HR practices against the needs of older workers, line managers, and HR professionals. To achieve these aims, 51 interviews were conducted with older workers, line managers, and HR professionals working in 15 Dutch hospitals and care service organizations in late 2010. The study had a mixed-methods setup in that the collected information was partly quantitative (figures about the prevalence and outcomes of practices), and partly qualitative (incorporating illustrative reflections or observations offered by interviewees), the latter complementing the former. Maintenance HR practices (practices that are focused on retaining older workers in their current jobs) appeared to be by far more prevalent compared to development HR practices (practices that are focused on advancement, growth and accomplishment, and that encourage individual workers to achieve new and challenging levels of functioning). In general, both types of HR practices were evaluated as successful by older workers, line managers, and HR professionals. Unexpectedly, the successful evaluations of the maintenance practices appeared to be attributed to developmental rather than maintenance processes. Furthermore, the needs of older workers appeared to be strongly related to both development practices and, although to a lesser degree, maintenance practices. The article concludes with relevant directions for future research.
Development (f)or Maintenance? An Empirical Study on the Use of and Need for HR Practices to Retain Older Workers in Health Care Organizations
Emans, Ben ; Veth, Klaske ; Heijden, Beatrice van der ; Lange, A.H. de ; Korzilius, Hubert
2015, Article / Letter to editor (Human Resource Development Quarterly, vol. 26, iss. 1, (2015), pp. 53-80)The aims of this article are to (a) examine the prevalence of HR (HRM and HRD) practices to retain older workers in health care organizations; (b) evaluate those HR practices that are specifically designed to facilitate the retention of older workers; and (c) classify those HR practices against the needs of older workers, line managers, and HR professionals. To achieve these aims, 51 interviews were conducted with older workers, line managers, and HR professionals working in 15 Dutch hospitals and care service organizations in late 2010. The study had a mixed-methods setup in that the collected information was partly quantitative (figures about the prevalence and outcomes of practices), and partly qualitative (incorporating illustrative reflections or observations offered by interviewees), the latter complementing the former. Maintenance HR practices (practices that are focused on retaining older workers in their current jobs) appeared to be by far more prevalent compared to development HR practices (practices that are focused on advancement, growth and accomplishment, and that encourage individual workers to achieve new and challenging levels of functioning). In general, both types of HR practices were evaluated as successful by older workers, line managers, and HR professionals. Unexpectedly, the successful evaluations of the maintenance practices appeared to be attributed to developmental rather than maintenance processes. Furthermore, the needs of older workers appeared to be strongly related to both development practices and, although to a lesser degree, maintenance practices. The article concludes with relevant directions for future research.
From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multisample study
Lange, A.H. de ; Bal, Matthijs
2015, Article / Letter to editor (Journal of Occupational and Organizational Psychology, vol. 2015, iss. 88, (2015), pp. 126-154)This study investigated the effects of flexibility human resource management (HRM) on employee outcomes over time, as well as the role of age in these relations. Based on work adjustment theory and AMO theory, it was predicted that availability and use of flexibility HRM would be positively related to employee engagement, as well as higher job performance. Moreover, we postulated different hypotheses regarding the role of employee age. While generation theory predicts that younger generations would react more strongly to flexibility HRM in relation to engagement, selection, optimization, and compensation theory of ageing predicts that older workers respond more strongly in relation to job performance. A longitudinal study among US employees and a study among employees in 11 countries across the world showed that engagement mediated the relationships between availability of flexibility HRM and job performance. Moreover, we found partial support for the moderating role of age in the relations of flexibility HRM with the outcomes: Flexibility HRM was important for younger workers to enhance engagement, while for older workers, it enhanced their job performance. The study shows that the effectiveness of flexibility HRM depends upon employee age and the type of outcome involved, and consequently, theory on flexibility at work should take the age of employees into account.
Late Career Decision-Making: A Qualitative Panel Study
Schaufeli, Wilmar ; Lange, A.H. de ; Ilmarinen, Juhani ; Solem, Per Erik ; Furunes, Trude ; Mykletun, Reidar ; Syse, Astri
2015, Article / Letter to editor (Work, Aging and Retirement, vol. 1, iss. 3, (2015), pp. 284-295)The aim of this longitudinal qualitative interview study (3 waves of interviews) was to examine the nature of older workers’ late career decision-making processes, including the main drivers and obstacles for prolonging working life or retiring. Late career decision-making is regarded as a process of reflecting and deciding on whether to continue in the current job, change employer, be self-employed, or quit one’s career when approaching retirement. The general results of our interviews revealed that interviewees were positive about continuing to work in their current positions. Job and learning demands were appreciated, and retirement decisions were postponed by 1 year; a consistent theme across the 3 waves of interviews. Only a few changed their opinions completely. Few reported on possibilities for job crafting. Bridge employment was regarded as an alternative to the current employer or as a smooth transition into retirement. Reasons to continue working were multi-faceted; hence, data are presented using a baseline description followed by 5 rich narratives to illustrate the width of the data. Together, these findings suggest that plans for late career and retirement decisions emerge and mature over the years prior to retirement. This study contributes to the understanding of the complex nature of older workers’ late careers, and extends our knowledge of the retirement decision process. The study informs leaders about drivers and obstacles for employees to continue working, and may have implications for future human resource planning and management.
Adjustment processes in bridge employment : Where we are and need to go
Rudolph, Cort ; Lange, A.H. de ; Heijden, Beatrice van der
2014, Part of book or chapter of book (ging Workers and the Employee-Employer Relationship, pp. 221-242)While a relatively large literature outlines adjustment processes for retirees in general, very little empirical and theoretical attention has focused on the psychological adjustment process for bridge employees. That is to say, few studies have attempted to understand the psychological mechanisms that predict adjustment to bridge employment, and there is scant theory to direct such efforts. The present chapter outlines and defines adjustment for bridge employees from life-course, life-span developmental, and self-regulation perspectives. The role of both intrapersonal and external resources and demands on the bridge employment adjustment process are discussed. A model of adjustment to bridge employment is offered that incorporates the idea of contextual resources-demands fit, and suggests a process by which the application of intrapersonal resources is enhanced via an agentic self-efficacy cycle. Finally, future directions for research and are discussed.
Organisatiediagnose: richtlijnen voor deductief kwalitatief onderzoek
Lange, A.H. de
2013, Part of book or chapter of book (Op zoek naar het andere, pp. 249-262)Gewoon naar organisaties kijken is nooit goed genoeg geweest voor Hans Doorewaard. Zijn academische loopbaan wordt getekend door een fascinatie voor het andere in organisaties. De verschillende thema’s die hij daarbij heeft verkend zijn evenzovele bakens op die zoektocht die leidt van de techniek naar het sociale, van de openlijke naar de verborgen macht, van het eendimensionale naar het integrale management, van de rede naar de emoties, van de mens als object van beheersing naar de nomade, van het doen van onderzoek naar het ontwerpen van onderzoek, van het kwantitatieve naar het kwalitatieve onderzoek. Gelukkig heeft hij de weg uit het postmodernistisch moeras waar verscheidene van die thema’s onvermijdelijk mee verbonden zijn steeds weer terug gevonden; hij weet de opgedane inzichten wel in helder en praktisch relevant proza uit te drukken. Het beeld doemt op van de bevlogen docent voor een volle collegezaal met een wollen rode draad in de hand: behalve in zijn colleges kon hij die rode draad ook in zijn verkenningstochten door de onverdachte krochten van de andere organisatie altijd wel laten zien. Op die zoektocht heeft hij vele vrienden gemaakt. Enkele daarvan hebben de pennen ineen geslagen om rondom vijf van Hans’ thema’s van organisatieonderzoek hun gedachten te ontwikkelen. Die thema’s zijn macht, gender, emoties, integrale organisatieontwikkeling en methodologie.
The motivational capacity of occupational future time perspective as a moderator of the relationships between job control, work engagement, and personal initiative
Lange, A.H. de ; Zacher, Hannes ; Schmitt, Antje
2013, Article / Letter to editor (European Journal of Work and Organizational Psychology, vol. 22, iss. 5, (2013), pp. 505-520)The concept of focus on opportunities describes how many new goals, options, and possibilities employees believe to have in their personal future at work. In this multi-sample, multi-method study, the authors investigated relationships between focus on opportunities and general and daily work engagement and the moderating role of focus on opportunities on between- and within-person relationships between job control and work engagement. Based on a social cognitive theory framework on the motivating potential of a future temporal focus, it was hypothesized that focus on opportunities is positively related to work engagement. Further, consistent with the notion of compensatory resources, it was expected that job control is not related to work engagement among employees with a high focus on opportunities, whereas job control, as an external resource of the work environment, is positively related to work engagement among employees with a low focus on opportunities. Both a cross-sectional survey study (N=174) and a daily diary study (N=64) supported the hypotheses. The study contributes to research on the job demands-resources model as it emphasizes the role of focus on opportunities as a motivational factor in the relationship between job control and work engagement.
a longitudinal study of age-related differences in reactions to phsycological contract breach
Jansen, R.M.C. ; Lange, A.H. de ; Bal, Matthijs ; Velde, Mandy van der
2013, Article / Letter to editor (Applied Psychology: an International Review, vol. 62, iss. 1, (2013), pp. 157-181)The current paper investigated age-related differences in the relations of psychological contract breach with work outcomes over time. Based on affective events theory, we expected job satisfaction to mediate the longitudinal relationship of contract breach with changes in job performance. Moreover, based on socio-emotional selectivity theory, it was predicted that reactions to contract breach on job satisfaction and job performance would be stronger among younger workers than older workers. This two-wave panel study among 240 employees investigated interactions of age with psychological contract breach in relation to changes in job satisfaction and job performance over time. Moderated structural equation modeling showed that job satisfaction partially mediated the longitudinal relationships between contract breach and job performance. Moreover, the analyses supported socio-emotional selectivity theory; older workers reacted less intensely to psychological contract breach towards job satisfaction and job performance, indicating a general decreased responsiveness of older workers towards the psychological contract. It is concluded that age plays an important role in how contract breaches relate to changes in work outcomes over time.
A Lifespan Perspective on Psychological Contracts and its Relations with Organizational Commitment
Heijden, Beatrice van der ; Zacher, Hannes ; Bal, Matthijs ; Lange, A.H. de
2013, Article / Letter to editor (European Journal of Work and Organizational Psychology, vol. 22, iss. 3, (2013), pp. 279-292)The current study investigated the influence of age-related constructs on the psychological contract and its relationships with continuance and normative commitment. It was proposed that as people age, their future time perspective (FTP) decreases. Consequently, it was expected that contract fulfilment would be positively related to continuance commitment for workers with short FTP, while it would be positively related to normative commitment for workers with long FTP. Conversely, it was argued that, with age, workers’ perceived work-related expertise increases, resulting in stronger reactions to obligation fulfilment on normative commitment. A study among 334 employees showed that FTP and work-related expertise indeed moderated the relationships between contract fulfilment and organizational commitment. The results showed that the influence of age on the relations between contract fulfilment with outcomes is dependent upon FTP and occupational expertise. The study shows the value of a lifespan perspective on psychological contracts and their relations with organizational commitment.
A socio-emotional selectivity perspective on age-related differences in reactions to psychological contract breach
Bal, Matthijs ; Jansen, R.M.C. ; Lange, A.H. de ; Velde, Mandy van der
2013, Article / Letter to editor (Applied Psychology: an International Review, vol. 2013, iss. 62, (2013), pp. 157-181)The current paper investigated age-related differences in the relations of psychological contract breach with work outcomes over time. Based on affective events theory, we expected job satisfaction to mediate the longitudinal relationship of contract breach with changes in job performance. Moreover, based on socio-emotional selectivity theory, it was predicted that reactions to contract breach on job satisfaction and job performance would be stronger among younger workers than older workers. This two-wave panel study among 240 employees investigated interactions of age with psychological contract breach in relation to changes in job satisfaction and job performance over time. Moderated structural equation modeling showed that job satisfaction partially mediated the longitudinal relationships between contract breach and job performance. Moreover, the analyses supported socio-emotional selectivity theory; older workers reacted less intensely to psychological contract breach towards job satisfaction and job performance, indicating a general decreased responsiveness of older workers towards the psychological contract. It is concluded that age plays an important role in how contract breaches relate to changes in work outcomes over time.
Beyond chronological age. Examining perceived future time and subjective health as age-related mediators in relation to work-related motivations and well-being
Lange, A.H. de ; Jansen, R.M.C. ; Kooij, Dorien ; Dikkers, Josje
2013, Article / Letter to editor (Work & Stress: An International Journal of Work, Health & Organisations, vol. 27, iss. 1, (2013), pp. 88-105)Since workforces across the world are aging, researchers and organizations need more insight into how and why occupational well-being, together with work-related attitudes and motivations, change with age. Lifespan theories point to subjective health and future time perspective (i.e. an individuals perceptions of his or her remaining time to live) as potentially relevant age-related variables. Using two Dutch samples, a health care company (N=448) and university employees (N=1271), we examined whether subjective health and future time, perceived as open-ended or limited, mediate the relation between age and work-related motivations (growth, security, esteem and generativity), and whether those motivations in turn influence work engagement. In line with lifespan theories, the study demonstrated that the relations of chronological age with work-related growth, esteem and security motivations were mediated by an open-ended future time perspective and a good subjective general health. The association between age and generativity motivations was not mediated by a limited future time perspective. Furthermore, growth, esteem and generativity motivations had a positive association with work engagement. These findings imply that the future time perspective and subjective health of older workers should be taken into account, and not just chronological age, when examining or managing their occupational well-being.
Compensating losses in bridge employment? Examining relations between compensation strategies, health problems, and intention to remain at work
Müller, Andreas ; Lange, A.H. de ; Oxfart, Caroline ; Heijden, Beatrice van der ; Weigl, Matthias
2013, Article / Letter to editor (Journal of Vocational Behavior, vol. 83, iss. 1, (2013), pp. 68-77)In order to better understand the precursors of bridge employment, this study aimed to investigate whether individual action strategies in terms of selection, optimization, and compensation (SOC; Baltes & Baltes, 1990) are able to buffer the well-known negative impact of poor health on the intention to remain in the workforce. 784 employees (60–85 years, 74.8% male) affiliated with a temporary employment agency that specifically contracts employees older than 65 participated in a cross-sectional survey. Results of moderated hierarchical regression analyses indicated that for older employees with high use of SOC there was no significant relationship between health status and intention to remain in bridge employment. However, for older employees with low use of SOC, there was a weaker intention to remain in bridge employment when their health status was poor, while this intention was stronger in case of a better health status. On closer examination of the SOC subdimensions, this moderating effect was especially due to the compensation behavior of these older workers. As a conclusion, SOC seems to mitigate the detrimental effects of health problems on older employees intention to remain in bridge employment. From a practical perspective, these findings provide important suggestions for the development of practical measures for the tertiary prevention of poor health during the retirement process.
Facilitating age diversity in organizations ‐ part I: challenging popular misbeliefs
Heijden, Beatrice van der ; Hertel, Guido ; Lange, A.H. de ; Deller, Jürgen
2013, Article / Letter to editor (Journal of Managerial Psychology, vol. 28, (2013))Purpose - In recent years, significant demographic changes in most industrial countries have tremendously affected the age distribution of workers in organizations. In general, the workforce has become more age-diverse, providing significant and new challenges for human resource management and leadership processes. The current paper aims to address age-related stereotypes as a major factor that might impede potential benefits of age diversity in organizations. Design/methodology/approach - After a brief review of potential detrimental effects of age-related stereotyping at work, the authors discuss the validity of typical age stereotypes based on new findings from large-scale empirical research with more than 160,000 workers overall. Findings - Although the research summarized in this review is based on large samples including several thousand workers, the cross-sectional nature of the studies does not control for cohort or generational effects, nor for (self-)selection biases. However, the summarized results still provide important guidelines given that challenges due to age diversity in modern organizations today have to be dealt with regardless of the concrete origins of the age-related differences. Originality/value - This is one of the first reviews challenging popular misbeliefs about older workers based on large-scale empirical research.
Facilitating age diversity in organizations ‐ part II: managing perceptions and interactions
Lange, A.H. de ; Deller, Jürgen ; Heijden, Beatrice van der ; Hertel, Guido
2013, Article / Letter to editor (Journal of Managerial Psychology, vol. 28, (2013))Purpose - Due to demographic changes in most industrialized countries, the average age of working people is continuously increasing, and the workforce is becoming more age-diverse. This review, together with the earlier JMP Special Issue "Facilitating age diversity in organizations - part I: challenging popular misbeliefs", aims to summarize new empirical research on age diversity in organizations, and on potential ways to support beneficial effects of age diversity in teams and organizations. The second part of the Special Issue focusses on managing mutual perceptions and interactions between different age groups. Design/methodology/approach - A literature review is provided summarizing and discussing relevant empirical research on managing mutual perceptions and interactions between different age groups at work. Findings - The summarized research revealed a number of challenges to benefit from age diversity in organizations, such as in-group favoritism, age norms about appropriate behavior of older workers, intentional and unintentional age discrimination, differences in communication styles, and difference in attitudes towards age diversity. At the same time, managerial strategies to address these challenges are developed. Originality/value - Together with the first part of this Special Issue, this is one of the first reviews on ways to address the increasing age diversity in work organizations based on sound empirical research.
This is funny: On the beneficial role of self-enhancing and affiliative humour in job design
Witte, Hans de ; Elst, Tinnie van der ; Broeck, Anja van den ; Lange, A.H. de ; Dikkers, Josje
2012, Article / Letter to editor (Psicothema, vol. 24, iss. 1, (2012), pp. 87-93)Building on positive psychology, the present study aims to address the role of humour in the workplace, and particularly in job design, one of the crucial job aspects contributing to employee well-being. Specifically, we examine the main effects of self-enhancing and affiliative types of humour both on burnout and work engagement. Furthermore, we study whether these humour styles serve as personal resources, moderating the associations of job hindrances (i.e., role conflict), job challenges (i.e., workload) and job resources (i.e., social support) with burnout and work engagement, as outlined in the Job Demands-Resources model. Results in a large sample of Belgian employees ( N = 1200) showed that both types of humour related negatively to burnout and positively to work engagement. No interactions between humour and the job characteristics were found in the prediction of burnout. The significant interactions in predicting work engagement showed that self-enhancing and affiliative humour played a positive role, particularly when role conflict and social support were low. No interactions with workload were found. The discussion aims to shed light on the unexpected results and to further the study of the humour-health hypothesis.
Long‐term developments in individual work behaviour: Patterns of stability and change
Lange, A.H. de ; Heijden, Beatrice van der ; Schalk, René ; Veldhoven, Marc van
2011, Article / Letter to editor (Journal of Occupational and Organizational Psychology, vol. 2011, iss. 84, (2011), pp. 215-227)In the current era, characterized by dynamic societal, technological, and economic changes as well as an increasing diversity in the workforce, previous approaches to individual work behaviour are being challenged (Schalk et al. 2010). Demographic trends in the working population, for example, ageing and de-juvenization (Shultz & Adams 2007), are promptingwork and organizational psychologists to seek better insight into how individuals can cope with the rapid transformations in their technological, social, and economic environments. Longitudinal studies have provided evidence for the dynamic relations between work and work behaviour and point to the diversity of intraindividual change trajectories across time (see, e.g., De Jonge & Dormann 2006; Martin & Hofer 2004). To interpret the complex results of these dynamic relations, however, new and innovative theoretical as well as methodological perspectives on development are needed, with long-term developmental changes in work behaviour in particular deserving more attention. Most studies so far used a ‘between person’ approach, focusing on static differences, whereas the dynamic ‘within-person’ processes have been mostly neglected. This special section contains six papers that report innovative and important studies introducing new theoretical perspectives and methodological innovations in examining intra-individual developmental data. This editorial introduces the topic, discusses the contributions of the papers, and ends with conclusions and suggestions for future research. We first examine theoretical perspectives, which are addressed in three of the special section papers. Next, we focus on the methodological issues, elaborated in the remaining three papers.
When I'm 64: Psychological contract breach, work motivation and the moderating roles of future time perspective and regulatory focus
Jong, Reinhard de ; Schaufeli, Wilmar ; Heijden, Beatrice van der ; Bal, Matthijs ; Lange, A.H. de
2011, Article / Letter to editor (Work and Stress, vol. 25, iss. 4, (2011), pp. 338-354)There is an increasing need for managers to understand what motivates younger versus older workers to continue work within their company. We believe that this two-wave study among 90 Dutch employees is the first to examine: (1) the cross-lagged relationships between breach of psychological contract (which includes transactional and relational obligations) and intrinsic work motivation, and (2) the moderating role of the age-related variables future time perspective and regulatory focus. Regulatory focus concerns the orientation (either promotion-focused or prevention-focused) by which an individual pursues their goals. Based on psychological contract theory, we expected and found that relational contract breach predicts lower work motivation. Furthermore, based on lifespan developmental and regulatory focus theory, we assumed that this relationship would be stronger when workers experienced an open future time perspective and a promotion focus rather than a prevention focus. The results showed that future time perspective indeed had a strengthening, and prevention focus a reducing moderating effect in the relationship between psychological contract breach and work motivation. However, no significant effects for promotion focus were found. These findings indicate that age-related processes such as future time perspective and regulatory focus are important variables to include in future psychological contract research.

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