Not all job demands are equal: Differentiating job hindrances and job challenges in the Job Demands–Resources model

This study aimed to integrate the differentiation between two types of job demands, as made in previous studies, in the Job–Demands Resources (JD-R) model. Specifically, this study aimed to examine empirically whether the differentiation between job hindrances and job challenges, next to the category of job resources, accounts for the unexpected positive relationships between particular types of job demands (e.g., workload) and employees' work engagement. Results of confirmatory factor analyses supported the differentiation between the three categories of job characteristics in two samples (N ₁ = 261 and N ₂ = 441). Further, structural equation modelling confirmed the hypotheses that job hindrances associate positively with exhaustion (i.e., the main component of burnout) and negatively with vigour (i.e., the main component of work engagement). Job resources displayed the reversed pattern of relations. Job challenges were positively related to vigour. Rather unexpectedly, they were unrelated to exhaustion. Based on these findings, we discuss the importance of the differentiation between different types of job demands in the JD-R model for both theory and practice.     

Leaders’ receptivity to subordinates’ creative input: The role of achievement goals and composition of creative input

We identified leaders’ achievement goals and composition of creative input as important factors that can clarify when and why leaders are receptive to, and supportive of, subordinates’ creative input. As hypothesized, in two experimental studies, we found that relative to mastery goal leaders, performance goal leaders were less receptive to subordinates’ voiced creative input. In Study 1, we further showed that image threat appraisal and learning opportunity appraisal mediated this effect. In Study 2, we demonstrated that when merely creative ideas were expressed by the subordinate, performance goal leaders responded like mastery goal leaders. However, as in Study 1, performance goal leaders were less receptive to, and less supportive of, subordinates’ creative input than mastery goal leaders when the composition of subordinates’ creative input included both problem identifications and creative ideas.     

Cognitive styles and person–environment fit: Investigating the consequences of cognitive (mis)fit

There is currently considerable interest in the key elements of person–environment fit to understand vocational behaviour and to develop strategic human resource management practices. In the light of this interest, we wanted to investigate (1) whether people within similar functions have similar cognitive styles, and (2) what the consequences of cognitive (mis)fit are on three work attitudes, using two large-scale databases (N = 24,267 and N = 2,182). We identified a knowing-oriented cognitive climate in finance, information technology (IT), and research and development (R&D) functions; a planning-oriented cognitive climate in administrative and technical and production functions; and a creating-oriented cognitive climate in sales and marketing functions and general management. Furthermore, we found that the relationship between people's cognitive styles and work attitudes (i.e., job satisfaction, job search behaviour, and intention to leave) does not depend on the cognitive climate in which they work. However, we did find that people with a higher creating style on average score higher on intention to leave and job search behaviour in comparison with people who score lower on the creating style, irrespective of the cognitive climate they are working in. The cognitive climate also partially affects job satisfaction and intention to leave after controlling for cognitive styles. In summary, cognitive styles and cognitive climate seem to have separate influences on people's work attitudes. Our findings are relevant for selection and recruitment policies of organizations and in the context of training, job design, and workforce planning.     

Recruitment sources and organizational attraction: A field study of Belgian nurses

Previous research on recruitment sources has mostly focused on posthire instead of prehire outcomes and has typically applied a very rudimentary classification of sources on the basis of the formal–informal distinction. The present study relied on a theory-driven taxonomy to identify four major types of recruitment sources (recruitment advertising, recruitment events, publicity, and word of mouth) and applied a source credibility perspective to predict differential relationships of these sources with organizational attractiveness. In a sample of 184 job-seeking nurses in Belgium, characterized by a high labour market demand, it was found that job seekers who spent more time on receiving employment information through experiential recruitment sources such as events and word of mouth perceived this information as more credible. In addition, job seekers' exposure to word of mouth was strongly positively related to their attraction to organizations as an employer. This relationship was partially mediated by the perceived credibility of the received employment information. Therefore, the results of this field study suggest that to enhance their attractiveness as an employer for job seekers, especially those in high demand on the labour market, recruiting organizations should provide credible employment information and stimulate the use of word of mouth as a recruitment source.     

The role of prior knowledge in error correction for younger and older adults

Previous work has demonstrated that, when given feedback, younger adults are more likely to correct high-confidence errors compared with low-confidence errors, a finding termed the hypercorrection effect. Research examining the hypercorrection effect in both older and younger adults has demonstrated that the relationship between confidence and error correction was stronger for younger adults compared with older adults. However, recent work suggests that error correction is largely related to prior knowledge, while confidence may primarily serve as a proxy for prior knowledge. Prior knowledge generally remains stable or increases with age; thus, the current experiment explored how both confidence and prior knowledge contributed to error correction in younger and older adults. Participants answered general knowledge questions, rated how confident they were that their response was correct, received correct answer feedback, and rated their prior knowledge of the correct response. Overall, confidence was related to error correction for younger adults, but this relationship was much smaller for older adults. However, prior knowledge was strongly related to error correction for both younger and older adults. Confidence alone played little unique role in error correction after controlling for the role of prior knowledge. These data demonstrate that prior knowledge largely predicts error correction and suggests that both older and younger adults can use their prior knowledge to effectively correct errors in memory.     

Disability Cosmology: The Practice of Making Disability Worlds

The practice of making disability worlds is investigated both theoretically, in the context of developments in disability studies, in particular in the cultural model of disability, and practically in two examples, namely inclusive education environments and public environments. Theoretically, we argue that disability worlds can be better understood by introducing the notion of disability cosmology as the largest possible perspective on the making of disability worlds. A cultural model research perspective of disability consists then of the complementary study of disability identity, culture and cosmology. The practical examples work out the particularities of making and understanding disability worlds. In the making of disability worlds, much attention goes to the ways in which disability worlds relate to the normative world; for example in the formation of boundaries and transgressions, but also fundamentally how disability adds to becoming human.     

On the nature of attitude–behavior relations: the strong guide,the weak follow

This study investigated the role of attitude strength as a moderator variable with regard to the direction of the relation between attitudes and behavior. The hypothesis was tested that strong attitudes guide behavior, whereas weak attitudes follow behavior in accordance with self‐perception principles. The study (N = 106) consisted of two sessions. In session 1, attitudes and attitude strength (certainty, importance, centrality) towards Greenpeace were measured. One week later, participants returned to the laboratory (session 2) and were given the opportunity to donate money to Greenpeace. After the participants' decision to donate money or not, attitudes towards Greenpeace were measured again. The results were consistent with the predictions. First, strong attitudes were more predictive of donation behavior than weak attitudes. Moreover, session 2 attitudes of weak attitude participants were influenced by their donation behavior, whereas no such effect was found among strong attitude participants. Finally, strong attitudes were also found to be more stable over time than weak attitudes. The results provide a complete overview of the moderating role of attitude strength with regard to the bi‐directional attitude‐behavior relationship. Results are discussed in the light of attitude retrieval versus attitude‐construction processes. Copyright © 2002 John Wiley & Sons, Ltd.     

Can Collective Responsibility for Perpetrated Evil Persist over Generations?

In the first part of the paper an argument is developed to the effect that (1) there is no moral ground for individual persons to feel responsible for or guilty about crimes of their group to which they have in no way contributed; and (2) since there is no irreducibly collective responsibility nor guilt at any time, there is no question of them persisting over time. In the second part it is argued that there is nevertheless sufficient reason for innocent individual members of a group (that persists over time) to take on responsibility and guilt for the evil other (earlier) members have committed. The reason depends on the acceptability of a particular psychological theory of personal identity.     

Age and Education Differences in Marriages and their Effects on Life Satisfaction

Within marriages husbands typically tend to be older and higher educated than their wife. This paper tries to explain this by analyzing whether age and education differences between spouses have an effect on happiness. Two alternative hypotheses are tested on the relation between age and education gaps between partners and life satisfaction. It is found that a positive age gap between husband and wife increases both male and female life satisfaction, while female life satisfaction increases if the education gap is smaller.     

Prosodic structure and syntactic acquisition: the case of the head‐direction parameter

We propose that infants may learn about the relative order of heads and complements in their language before they know many words, on the basis of prosodic information (relative prominence within phonological phrases). We present experimental evidence that 6–12‐week‐old infants can discriminate two languages that differ in their head direction and its prosodic correlate, but have otherwise similar phonological properties (i.e. French and Turkish). This result supports the hypothesis that infants may use this kind of prosodic information to bootstrap their acquisition of word order.