Browsing Han Publications by Author "Bal, Matthijs"

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De brug naar toekomstbestendig HRM en zelfmanagement
Kooij, Dorien ; Bal, Matthijs ; Lange, A.H. de
2022, Part of book or chapter of book (Lange, A.H. de; Heijden, B.I.J.M. van der (ed.), Een leven lang inzetbaar? Duurzame inzetbaarheid., pp. 203-212)
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)
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.
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.
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.
Ontwikkeling en implementatie van ROM bij patiënten met autisme
Bal, Matthijs ; Teunisse, J.P.W.M. ; Cuppen, L.
2013, Part of book or chapter of book (, pp. 105-112)Het eerste Praktijkboek ROM in de ggz, een leidraad voor gebruik en implementatie van meetinstrumenten (Buwalda, Nugter, Swinkels en Mulder, 2011), gaat over de achtergronden van ROM en het gebruik en de implementatie in de dagelijkse praktijk. Centraal in dat boek staat de toepassing van ROM in de behandeling van patiënten. Sinds het verschijnen van het eerste boek is de belangstelling voor ROM in Nederland enorm gegroeid. Belangrijke reden voor deze toegenomen belangstelling wordt gevormd door de eisen die externe partijen, met name zorgverzekeraars, hebben gesteld aan de implementatie van ROM. Hoewel deze eisen, die bij onvoldoende resultaat resulteren in financiële kortingen, mogelijk hebben geleid tot een versnelde implementatie van ROM in instellingen, heeft deze ontwikkeling tegelijkertijd het gebruik van ROM in het kader van de behandeling naar de achtergrond verdrongen. Met dit boek, Praktijkboek ROM in de ggz II, implementatie en gebruik bij verschillende doelgroepen, vragen we daarom hernieuwd aandacht voor de toepassing van ROM voor de behandeling van patiënten. In het eerste hoofdstuk wordt in samenwerking met de overkoepelende patiëntenorganisatie (LPGGz) aandacht besteed aan de beleving van patiënten over ROM. Aansluitend gaat het om uiteenlopende patiëntengroepen: ouderen, kinderen, patiënten in de verslavingszorg, de ziekenhuispsychiatrie en de forensische psychiatrie en om speciale doelgroepen zoals patiënten met autisme, een auditieve of een verstandelijke beperking. Ook komen enkele nieuwe ontwikkelingen aan de orde: de Vlaamse methode met procesmetingen; nieuwe inzichten bij het meten van veranderingen bij ROM. Het boek wordt afgesloten met een hoofdstuk over verandermanagement. Dit boek is bestemd voor alle professionals in de ggz die patiënten behandelen en begeleiden, zoals psychiaters, psychologen en verpleegkundigen. Tegelijkertijd kunnen ook managers en projectleiders ROM hun voordeel doen met dit tweede praktijkboek over ROM in de ggz.
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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