http://repub.eur.nl/res/aut/705/ List of Publications en http://repub.eur.nl/static-eur/img/logo.png http://repub.eur.nl http://repub.eur.nl/res/pub/30903/ 2011-09-01T00:00:00Z A theoretical distinction within self-control, between stop control and start control, was investigated in two studies. Study 1 consisted of a pilot study in which expert ratings of existing self-control items were used to distinguish between stop and start control items and a confirmatory factor analyses of these items using a student sample (N=474). Also, stop and start control were related to overall affect and behavioural outcomes. Stop control was negatively related to negative affect, whereas start control was positively related to positive affect. Study 2 (N=226) replicated some of these findings; stop control was the best predictor (-) of smoking and alcohol consumption whereas start control was the best predictor (+) of exercising and studying. http://repub.eur.nl/res/pub/22823/ 2011-05-01T00:00:00Z The present study investigated whether a conceptual distinction between two components of self-control (inhibitory and initiatory self-control) is empirically valid. To that purpose, a series of confirmative factor analyses were employed in two samples (total N = 577), providing support for a distinction between inhibitory and initiatory self-control. In addition, the predictive validity of the two components of self-control was examined by regression analyses with (un)desired health/academic behavior as dependent variables, showing that inhibitory self-control was a superior predictor of undesired behavior and initiatory self-control a better predictor of desired behavior. http://repub.eur.nl/res/pub/26316/ 2011-04-01T00:00:00Z Using the theory of planned behavior, we examined the effects of different recruitment-related information sources on the job pursuit of highly educated graduates. The study was conducted using a real-life longitudinal design. Participants reported on potential employers they were interested in. We used hierarchical linear modeling to analyze within-participant relationships of different information sources with the theory of planned behavior variables, job pursuit behavior, and actual job choice. The theory of planned behavior relationships was supported. Recruitment advertising and positive word of mouth related positively to job pursuit intention and behavior. Negative publicity and word of mouth partly related to job pursuit behavior, indicating their role in the recruitment process. On-campus presence related negatively to job pursuit intention and behavior, suggesting that recruiters should convey parsimonious and realistic job-related information. http://repub.eur.nl/res/pub/19625/ 2009-09-01T00:00:00Z Although networking is typically recommended as a job search strategy in the popular press, research on networking as a job search behaviour is scarce. On the basis of social network theory, the present study investigated whether the structure and composition of job seekers' social network determined their networking behaviour and moderated its relationship with job search and employment outcomes. The data were collected in a large, representative sample of 1,177 unemployed Flemish job seekers, using a two-wave longitudinal design. Job seekers with a larger social network and with stronger ties in their network spent more time networking, beyond individual differences in extraversion and conscientiousness. Networking explained incremental variance in job offers beyond job seekers' use of print advertising, the internet, and public employment services, but not in employment outcomes. Some evidence was found indicating that networking might be more effective for job seekers whose social network contains weaker and higher-status ties. http://repub.eur.nl/res/pub/16838/ 2009-08-01T00:00:00Z Applicants' pretest expectations about the forthcoming selection procedure may serve as a key factor in applicants' decision-making. The current study examined the validity of the theory of planned behavior (TPB) as an explanatory mechanism of the relationship between pretest selection expectations (warmth/respect, chance to demonstrate potential, difficulty of faking, unbiased assessment, feedback) and job pursuit behavior. Data were collected at two points in time, using a sample of applicants for the military. Selection expectations, job pursuit attitude, subjective norm, and controllability were significantly related to job pursuit intention. Job pursuit attitude mediated the relationship between selection expectations and job pursuit intention. Subjective norm and time lag were the only significant predictors of job pursuit behavior. Practical implications, strengths and limitations, as well as directions for further research are discussed. http://repub.eur.nl/res/pub/16680/ 2009-06-01T00:00:00Z Using the theory of planned behaviour (TPB), the role of behavioural, normative, and control beliefs and individualism/collectivism was examined in the context of job seeking for temporary employment. Data were collected in a two-wave longitudinal design, using a culturally diverse sample of 138 temporary workers in The Netherlands. Results supported the TPB-relationships, with the exception of the role of perceived behavioural control (PBC). Of the behavioural beliefs, sense of security, work–life balance, and status were most strongly related to intentions to seek temporary employment. Further, hypothesized moderating effects of collectivism were confirmed such that people low on collectivism were more strongly motivated by their personal attitudes about job seeking and less by perceptions of social pressure than people high on collectivism. Thus, the TPB was demonstrated to work somewhat differently depending on people’s cultural value orientations. http://repub.eur.nl/res/pub/15970/ 2008-09-01T00:00:00Z Guided by economic rational choice theory and the behavioral-coping literature, the present study examined contrasting perspectives of the role of job-search locus of control (JSLOC) and perceived financial need in predicting job-search intensity. Data were collected in two independent studies in the Netherlands and in the United States, both using a two-wave longitudinal design. Results from both studies suggested that job seekers with external JSLOC and high perceived financial need engaged in more intense search behavior to compensate for anticipated difficulties in finding employment. Findings suggested that stress may mediate this relation, and may play a positive role in the job-search process. http://repub.eur.nl/res/pub/12275/ 2008-05-01T00:00:00Z Guided by economic rational choice theory and the behavioral coping literature, the present study examined contrasting perspectives of the role of job-search locus of control (JSLOC) and perceived financial need in predicting job search intensity. Data were collected in two independent studies in The Netherlands and in the United States, both using a two-wave longitudinal design. Results from both studies suggested that job seekers with external JSLOC and high perceived financial need engaged in more intense search behavior to compensate for anticipated difficulties in finding employment. Findings suggested that stress may mediate this relation, and may play a positive role in the job search process. http://repub.eur.nl/res/pub/11087/ 2007-06-01T00:00:00Z http://repub.eur.nl/res/pub/7575/ 2006-03-10T00:00:00Z This study was supported by Tempo-Team (a Dutch employment agency). http://repub.eur.nl/res/pub/16568/ 2006-03-01T00:00:00Z 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 support the equivalence of the measures used. Moreover, the TPB relationships are found to be comparable across the two samples. Contrary to the predictions, intentions of Turkish individuals are not affected more by subjective norms and less by job search attitudes than those of native Dutch individuals. http://repub.eur.nl/res/pub/16570/ 2006-03-01T00:00:00Z Although more and more organizations prefer using multi-source performance ratings or 360° feedback over traditional performance appraisals, researchers have been rather skeptical regarding the reliability and validity of such ratings. The present study examined the validity of self-, supervisor-, and peer-ratings of 195 employees in a Dutch public organization, using scores on an In-Basket exercise, an intelligence test, and a personality questionnaire as external criterion measures. Interrater agreement ranged from .28 to .38. Variance in the ratings was explained by both method and content factors. Support for the external construct validity was rather weak. Supervisor-ratings were not found to be superior to self- and peer-ratings in predicting the scores on the external measures. http://repub.eur.nl/res/pub/16681/ 2006-01-01T00:00:00Z Although more and more organizations prefer using multi-source performance ratings or 3601 feedback over traditional performance appraisals, researchers have been rather skeptical regarding the reliability and validity of such ratings. The present study examined the validity of self-, supervisor-, and peer-ratings of 195 employees in a Dutch public organization, using scores on an In-Basket exercise, an intelligence test, and a personality questionnaire as external criterion measures. Interrater agreement ranged from .28 to .38. Variance in the ratings was explained by both method and content factors. Support for the external construct validity was rather weak. Supervisor-ratings were not found to be superior to self- and peer-ratings in predicting the scores on the external measures. http://repub.eur.nl/res/pub/16683/ 2006-01-01T00:00:00Z Although a growing proportion of the new entrants into the workforce consist of women and ethnic minorities, relatively little is known about the recruitment and job choice processes of these applicant groups. Therefore, this study investigated cultural and gender differences in job application decision processes among 191 job seekers looking for temporary employment. The theory of reasoned action (TRA) was found to be a valid framework to explain job application decisions, although gender differences existed in the strength of the relations. Job attractiveness and perceived person–organization fit added to the prediction of job application intention over and beyond the TRA variables. http://repub.eur.nl/res/pub/6979/ 2005-10-13T00:00:00Z Although more and more organizations prefer using multi-source performance ratings or 360-degree feedback over traditional performance appraisals, researchers have been rather skeptical regarding the reliability and validity of such ratings. The present study examined the validity of self-, supervisor-, and peer-ratings of 195 employees in a Dutch public organization, using scores on an In-Basket exercise, an intelligence test, and a personality questionnaire as external criterion measures. Interrater agreement ranged from .28 to .38. Variance in the ratings was explained by both method and content factors. Support for the external construct validity was rather weak. Supervisor-ratings were not found to be superior to self-ratings and peer-ratings in predicting the scores on the external measures. http://repub.eur.nl/res/pub/16684/ 2005-10-01T00:00:00Z 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. http://repub.eur.nl/res/pub/6562/ 2005-06-02T00:00:00Z 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 outcomes such as job attainment and employment quality (Kanfer, Wanberg, & Kantrowitz, 2001). Although a considerable body of research has investigated the predictors of job seeking (see Kanfer et al., 2001), hardly any study investigated the generalizability of models explaining job search behavior to “non-traditional” applicant pools, such as ethnic minorities. The current study aims to fill this gap by examining the predictors of job seeking among Turkish immigrants in The Netherlands. These predictors were examined in the context of the TPB, and were compared with the predictors of job seeking in a representative sample of the native-Dutch population. The Turkish migrant population was chosen because of its substantial size in The Netherlands, their relatively weak position at the labor market, and their cultural differences with the Dutch population. The first generation of Turkish immigrants came to The Netherlands in the late 60s and early 70s. As guest workers, they were mainly employed in lower skilled jobs, to resolve the shortages at the labor market for these jobs. Nowadays they are the largest ethnic minority group, with 2.1% of the total population. However, their position at the labor market is relatively weak, as is indicated by high unemployment rates and overrepresentation in lower skilled jobs. Turkish culture differs from Dutch culture in the level of individualism versus Generalizability of the TPB collectivism (INDCOL). Whereas Dutch culture is a typical example of an individualistic culture, Turkish culture has been characterized as highly collectivistic (Hofstede, 1980; Javidan & House, 2001; Pasa, Kabasakal, & Bodur, 2001). The Turkish and Dutch cultures were selected because differences in INDCOL may affect the relationships as outlined by the TPB. Applied to job seeking, the TPB states that the most proximal determinant of job search behavior is the individual’s intention to engage in job seeking. Job search intention comprises the motivation necessary to engage in job seeking. The more an individual intends to engage in job seeking, the more likely it is that actual job search activities are performed (cf. Ajzen, 1991). Job search intention is predicted by the extent to which a person evaluates job seeking positively or negatively (i.e., job search attitude), by the individual’s perception of social pressure to look for a (new) job (i.e., subjective norm), and by people’s confidence in their ability to perform various job search activities (i.e., perceived behavioral control; Ajzen, 1991). That is, people who regard job seeking as more beneficial and more sensible will be more likely to intend to search for a (new) job than people with less positive attitudes towards job seeking. Also, individuals will be more likely to form job search intentions as they perceive more social pressure from important others to do so. Lastly, people will be more likely to make job search intentions if they are more confident about their ability to perform job search activities. Based on the TPB, we expected: Hypothesis 1: (a) Job search attitude, (b) subjective norm, and (c) perceived behavioral control positively predict job search intention. The TPB was hypothesized to be a valid framework to predict job seeking for both native-Dutch and Turkish-Dutch individuals. However, based on differences in INDCOL we expected differences in the relative weights of the predictors across the two cultural groups. In individualistic cultures people tend to perceive themselves as autonomous individuals who are independent of the group (‘independent self’), and tend to prioritize personal goals over collective goals. Behavior in these cultures is guided more by personal attitudes than by social norms. Conversely, in collectivistic cultures people tend to perceive themselves as interdependent with Generalizability of the TPB their group, and tend to prioritize goals of the in-group over their personal goals. Behavior is guided more by anticipated expectations of others or social norms of the in-group than by internal dispositions such as personality traits and personal attitudes (e.g., Markus & Kitayama, 1998). Applied to the TPB, these theories about INDCOL and the self suggest that in collectivistic cultures perceptions of social pressure (i.e., subjective norm) will predict behavior more strongly than in individualistic cultures. Internal dispositions such as personal attitudes are stronger predictors of behavior in individualistic cultures. Thus, Hypothesis 2: Job search intentions of Turkish immigrants are (a) more strongly predicted by subjective norm, and (b) more weakly by job search attitude as compared to job search intentions of native-Dutch individuals. http://repub.eur.nl/res/pub/16685/ 2005-04-01T00:00:00Z 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. http://repub.eur.nl/res/pub/14429/ 2004-12-01T00:00:00Z 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. http://repub.eur.nl/res/pub/14431/ 2004-02-01T00:00:00Z This study investigated job search behavior and its predictors among employed and unemployed people. Ajzen’s (1985) theory of planned behavior (TPB) was used to predict job search intention and behavior in both groups. In addition, we examined the indirect effects of several other variables (i.e., job satisfaction, organizational commitment, work valence, expectancy, and financial need). Data were collected in a two-wave longitudinal design, using a sample of employed individuals (N = 989) and a sample of unemployed individuals (N = 317). Results supported the applicability of the TPB in the two groups. The attitude – intention – behavior relationship was stronger in the unemployed group than in the employed group. The TPB-variables partially mediated the effects of the additional variables studied. http://repub.eur.nl/res/pub/1728/ 2004-01-01T00:00:00Z 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. http://repub.eur.nl/res/pub/1783/ 2004-01-01T00:00:00Z 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. http://repub.eur.nl/res/pub/995/ 2004-01-01T00:00:00Z This study investigated job search behavior and its predictors among employed and unemployed people. Ajzen’s (1985) theory of planned behavior (TPB) was used to predict job search intention and behavior in both groups. In addition, we examined the indirect effects of several other variables (i.e., job satisfaction, organizational commitment, work valence, expectancy, and financial need). Data were collected in a two-wave longitudinal design, using a sample of employed individuals (N = 989) and a sample of unemployed individuals (N = 317). Results supported the applicability of the TPB in the two groups. The attitude – intention – behavior relationship was stronger in the unemployed group than in the employed group. The TPB-variables partially mediated the effects of the additional variables studied. http://repub.eur.nl/res/pub/1002/ 2003-01-01T00:00:00Z 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.