ORCID Profile
0000-0001-9578-9638
Current Organisations
Edith Cowan University
,
University of Amsterdam School of Psychology
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Publisher: Wiley
Date: 20-05-2014
DOI: 10.1111/JASP.12256
Publisher: No publisher found
Date: 2011
Publisher: No publisher found
Date: 2014
Publisher: Wiley
Date: 12-05-2010
Publisher: Emerald
Date: 21-08-2007
DOI: 10.1108/02683940710778459
Abstract: The paper aims to examine, first, how performance feedback influences positive and negative affect within in iduals across negative and positive feedback range, and secondly, whether self‐esteem moderates in iduals' affective reactions to feedback. A s le of 197 undergraduate students completed an 8‐trial experiment. For each trial, participants performed a task, received performance feedback, and were subsequently asked to report their affective state. Hierarchical linear modeling was used to test the hypothesized within‐ in idual effects and the cross‐level moderating role of self‐esteem. Performance feedback did influence both positive and negative affect within in iduals and feedback indicating goal non‐attainment (i.e. negative feedback) increased negative affect more than it reduced positive affect. The data offered some support for the prediction with respect to the moderating role of self‐esteem derived from self‐enhancement theory. The laboratory design and student s le are limitations with the study. However, the nature of our research question justifies an initial examination in a controlled, laboratory setting. Our findings may stimulate researchers to further investigate the role of affect and emotions in behavioral self‐regulation. This study furthers research on reactions to feedback by examining the feedback‐affect process within in iduals across time. Multiple dimensions of affect were considered and positive and negative feedback continua were examined separately.
Publisher: SAGE Publications
Date: 03-10-2012
Abstract: Work–family conflict may give rise to different emotional reactions, depending on the causal attributions people make for the experience of work–family conflict. These emotional reactions, in turn, may result in specific behavioral reactions, that may either be adaptive or maladaptive in nature. In this essay, we advance this thesis using attribution theory and theory of emotions that specifies different behavioral outcomes associated with different attribution-induced negative emotions. We develop a model of causal attributions for work–family conflict that includes differentiated emotional reactions (e.g., guilt and shame) and both adaptive (e.g., job crafting, self-development) and maladaptive (e.g., withdrawal, aggression, turnover) behavioral outcomes of work–family conflict. We conclude the article with directions for future research, guided by the proposed model.
Publisher: Wiley
Date: 14-10-2019
DOI: 10.1111/PEPS.12358
Publisher: Elsevier BV
Date: 08-2011
Publisher: Wiley
Date: 21-02-2019
DOI: 10.1111/JOOP.12260
Publisher: Academy of Management
Date: 2015
Publisher: No publisher found
Date: 2018
Publisher: SAGE Publications
Date: 14-04-2011
Abstract: This study examines employees’ challenging assignments as manageable means to reduce turnover intentions, job search behaviors, and voluntary turnover. Results indicate that challenging assignments are negatively related to turnover intentions and job search behaviors and that these relationships are mediated by on-the-job learning. Moreover, results show that an increase in challenging assignments over time is negatively related to voluntary employee turnover, when controlling for employees’ initial turnover intentions and job search behaviors. A decrease in challenging assignments is positively related to voluntary turnover, when controlling for employees’ initial turnover intentions and job search behaviors. These results suggest that challenging assignments may be a valuable tool for managers and their organizations to lower voluntary employee turnover.
Publisher: Emerald
Date: 20-02-2007
DOI: 10.1108/02683940710726438
Abstract: The purpose of this article is to examine the relationship between work value PO fit with fit being operationalized as a same‐source or different‐source measure. A s le of 94 employees from a company located in Curac¸ao completed a questionnaire in which they rated their personal work values, their perceptions of the work values of the organization, and their turnover intention. The different‐source work value fit measure was significantly and more strongly related to turnover intention than the same‐source work value fit measure. This study underscores the need for a careful reflection on the content and operationalization of fit measures. Managers are able to manage the fit of their employees by creating positive group level perceptions of the work environment. This study examines the effects of different fit measures on in iduals' turnover intention. Moreover, work values fit was investigated.
Publisher: Oxford University Press
Date: 16-07-2012
Publisher: American Psychological Association (APA)
Date: 2011
DOI: 10.1037/A0023683
Abstract: There is le empirical evidence for negative effects of emotional labor (surface acting and deep acting) on workers' well-being. This study analyzed to what extent workers' ability to recognize others' emotions may buffer these effects. In a 4-week study with 85 nurses and police officers, emotion recognition moderated the relationship between emotional labor and work engagement: Workers with high emotion recognition engaging in emotional labor did not report lower work engagement after 4 weeks, whereas those with low emotion recognition did. These effects pertained to both surface and deep acting. The results suggest that emotional labor be not necessarily detrimental to workers' engagement. Instead, the impact of emotional labor hinges upon workers' ability to correctly identify interaction partners' emotions.
Publisher: Wiley
Date: 12-05-2009
Publisher: Emerald
Date: 16-01-2009
DOI: 10.1108/02683940910922519
Abstract: The purpose of this paper is to examine: gender differences in the choice to perform challenging tasks, gender differences in the actual performance of challenging tasks, and the impact of challenging experiences on supervisors' evaluations of in iduals' potential for career advancement. In study 1, a s le of 158 students participated in a laboratory study that examined gender differences in choosing to perform challenging tasks in a situation that stressed in idual performance. In study 2, a s le of 93 interns completed questionnaires in which the authors measured their challenging job experiences. Interns' supervisors evaluated interns' potential for career advancement. In an achievement situation, women chose to perform fewer challenging tasks than men (study 1). During their internships, females had fewer challenging job experiences than males (study 2). Having challenging experiences was positively related to supervisors' evaluations of interns' potential for career advancement (study 2). The use of student s les may be considered a limitation of these studies. However, the nature of the research questions justifies an initial examination among students. Moreover, small gender differences in experiences at the start of in iduals' careers may ultimately lead to increasing discrepancies between men's and women's careers. The study is the first to examine in iduals' own impact on the extent to which they experience job challenge. Moreover, it is the first that empirically examines the relationship between job challenge and evaluations of career potential.
Publisher: Wiley
Date: 02-05-2017
DOI: 10.1111/APPS.12098
Publisher: Wiley
Date: 22-06-2021
DOI: 10.1002/JOB.2542
Abstract: Drawing upon theory and research on affect transference and proactive personality, we examine the proactive behaviors employees enact to limit the reciprocal transference of negative affect between customers and employees during service encounters. Results of two event‐based, multi‐source field studies in the service industry show that employee proactive personality weakens (a) the positive relationship between customer negative affect before the service encounter and employee negative affect during the service encounter and (b) the negative relationship between employee negative affect during the service encounter and customer ratings of service quality after the service encounter. Employee information exchange with the customer mediates these moderating effects. These findings highlight the potential for employee proactive personality and information exchange with customers in limiting the transfer of negative affect in service encounters and minimizing negative further downstream effects on customers' perceptions of service quality.
Publisher: SAGE Publications
Date: 30-01-2009
Abstract: Challenging experiences are considered important for career development, and previous studies have suggested that women have fewer o f those experiences in their jobs than men have. However, the nature and possible determinants of this gender gap in job challenge have hardly been empirically studied. In the present study, the authors examine (a) gender differences in in iduals’ choice to perform challenging tasks and (b) gender differences in the allocation of challenging tasks in opposite-sex dyads. Results show that the men and women in the s le did not differ in their in idual choice to perform challenging tasks, but after task allocation in opposite-sex dyads men ended up with more of the challenging tasks, whereas women ended up with more of the nonchallenging tasks. The authors discuss the possible consequences of these results for women’s career development.
Publisher: JMIR Publications Inc.
Date: 09-02-2017
DOI: 10.2196/JMIR.5636
Publisher: American Psychological Association (APA)
Date: 09-2020
DOI: 10.1037/APL0000471
Abstract: With the rise of jobs in the health care sector, research on emotional labor has become of increasing importance. In this study, we follow calls for scholars to include authentic emotional displays alongside the more traditionally examined emotional labor strategies (surface and deep acting) when examining the effects of employees' emotional performance at work. We theorize that dispositional empathy is an in idual difference variable that influences whether and how employees regulate their emotional displays at work, and examine the indirect relationships between dispositional empathy and employees' self-reported job satisfaction, and objectively measured job performance and sickness absenteeism, through these emotional displays. Additionally, we examine how different types of job stressors (challenge and hindrance stressors) act as boundary conditions for the relationships of empathy with emotional displays and employee outcomes. Results from a study of 156 employees in a public hospital mostly supported our theoretical model. Implications for theory and practice are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved).
Publisher: Emerald
Date: 25-01-2011
DOI: 10.1108/02683941111099637
Abstract: The purpose of this paper is to investigate whether and how climate strength and quality are related to employee commitment above and beyond in idual climate perceptions. Data were collected from 48 work units in organizations from different branches of industry. A total of 419 employees completed a questionnaire. Climate quality was related to commitment above and beyond in idual climate perceptions. However, this concerned the climate dimensions of cooperation and innovation, but not reward. Climate strength moderated the relationship between in idual cooperation and innovation perceptions, and commitment. This study emphasizes the importance of group‐level perceptions as related to employee commitment. Because of the cross‐sectional design, conclusions about the causal order of the variables cannot be drawn. If organizations want to increase employees' commitment they should put the more skeptical employees in positive work environments, thus, in units of higher cooperation and innovation quality. People are sensitive to the evaluative tone of their social environment. The paper is the first to examine the combined relationships of in idual climate perceptions, climate‐strength, and climate quality with employee commitment.
Publisher: Wiley
Date: 28-10-2014
DOI: 10.1002/JOB.1976
Publisher: Wiley
Date: 04-01-2011
DOI: 10.1002/JOB.685
Publisher: Springer Science and Business Media LLC
Date: 09-2020
Publisher: Wiley
Date: 18-08-2017
Publisher: Springer International Publishing
Date: 2019
Publisher: Wiley
Date: 18-06-2010
Publisher: Informa UK Limited
Date: 30-07-2012
Publisher: Oxford University Press
Date: 16-03-2012
Publisher: Springer Netherlands
Date: 2008
Publisher: De Gruyter
Date: 21-06-2021
Publisher: Emerald
Date: 04-01-2011
Publisher: Academy of Management
Date: 08-2018
No related grants have been discovered for Irene E. de Pater.