Papers by Nico W. Van Yperen
Proactive behavior has emerged as a key component in contemporary views of individual work perfor... more Proactive behavior has emerged as a key component in contemporary views of individual work performance. Hence, a central question in the literature is how to enhance employees' proactive behavior. We investigated whether the more that employees experience a sense of vitality (i.e., energizing positive affect), the more likely they are to show proactive behavior at work, and whether this applies only to employees with a low personal fear of invalidity [(PFI) i.e., the inclination to be apprehensive about the risks/negative consequences of making errors]. Experimental (N = 354) and cross-sectional field (N = 85) studies provided consistent evidence for a positive relation between employees' sense of vitality at work and their self-rated proactivity. The predicted moderation effect was observed only for manager-rated proactivity. We conclude that feeling energized in the workplace is not necessarily associated with observable proactive behavior. It is only when employees experiencing a sense of vitality at work are not prone to fearing the risks/negative consequences of making errors that they are more likely to show observable proactive behavior in an organization.
An important theoretical debate in the literature on psychological needs concerns the potential m... more An important theoretical debate in the literature on psychological needs concerns the potential moderating role of indi-viduals' need strength in the effects of basic psychological need satisfaction. The present study adds to the relatively small literature with inconsistent findings by examining whether the relations between work-related basic psychological need satisfaction (autonomy, competence, and relatedness) and organizational citizenship behavior (i.e., constructive voluntary job performance) are enhanced when employees' work-specific explicit need strength increases. Survey data from two samples of employees in the United States (N = 353; M Age = 38.13) and in the Netherlands (N = 298; M Age = 44.57) consistently showed that across the need domains, need satisfaction was positively associated with organizational citizenship behavior through work engagement. However, we only found minor evidence for a moderating role of need strength. These findings largely endorse core self-determination theory assertions, as they underscore the relevance of employees' psychological need satisfaction rather than fit between high psychological need satisfaction and high need strength in the workplace.
Blended working, a term we recently introduced, combines on-site and off-site working, enabled by... more Blended working, a term we recently introduced, combines on-site and off-site working, enabled by the utilization of information and communications technologies (ICTs) that provides workers with almost constant access to job-relevant information and coworkers. In this commentary, we respond to three articles on blended work that appeared in the October 2016 issue of Work, Aging and Retirement. We agree that both characteristics of the worker and characteristics of the organization determine the effectiveness of blended working to the employability of older workers, retirement timing, and bridge employment. We conclude that blended work practices may suit any worker at any career stage and at the final stages of workers' career in particular.
Journal of Vocational Behavior, 2010
The aim of this study was to increase our insight into older employees' achievement motivation by... more The aim of this study was to increase our insight into older employees' achievement motivation by examining the prevalence of dominant achievement goals among a "unique" group of 172 Dutch workers who remained active after their post-statutory retirement age. Moreover, we investigated how their dominant achievement goals were linked to motivation-related outcomes (i.e., work engagement and meaning of work). Our results showed that, relative to younger workers, a significantly higher amount of older workers endorsed dominant masteryavoidance goals. In addition, as expected, older workers with dominant mastery-approach goals scored highest, while the workers with dominant mastery-avoidance goals scored lowest in work engagement, social and personal meaning of work. Theoretical as well as practical implications of these results are discussed.
This study on psychological momentum (PM) in sports provides the first experimental test of an in... more This study on psychological momentum (PM) in sports provides the first experimental test of an intercon-nection between short-term PM (during a match) and long-term PM (across a series of matches). Twenty-two competitive athletes were striving to win a prize during a rowing-ergometer tournament, consisting of manipulated races. As hypothesized, athletes who had developed long-term positive PM after two successful races were less sensitive to a negative momentum scenario in the third race, compared with athletes who had developed long-term negative PM after two unsuccessful races. More specifically, the exerted efforts, perceptions of momentum, and self-efficacy were higher for participants who had developed long-term positive PM, and their perceptions of momentum and self-efficacy decreased less rapidly. These results illustrate a typical complex dynamical systems property, namely interconnected time scales, and provide deeper insights into the dynamical nature of PM.
It has been proposed that emotional competencies are subject to age-related increases and, thus, ... more It has been proposed that emotional competencies are subject to age-related increases and, thus, represent strengths of older workers. However, this assumption is based on limited evidence for positive age differences in one particular emotional competency, namely emotion regulation. Age-related differences in two other key emotional competen-cies, emotion perception and emotion understanding, have been largely ignored. The present review systematically examines the extant literature on the associations between age and the competencies to perceive, understand, and regulate emotions. For each competency, we further distinguish whether it concerns own emotions or those of others. We identified 195 studies that met our inclusion criteria. Overall, we found moderate support for the proposed age-related advantage in emotional competencies. Regarding the working lifespan, findings suggest that older workers generally function equally well as, or slightly better than young workers on most emotional competencies (i.e., perceiving, understanding and regulating own emotions, and understanding others' emotions). For perceiving oth-ers' emotions, there was robust evidence of lower performance beyond age 65, yet deficits did not show consistently for middle-aged adults (i.e., most older workers). For regulating others' emotions, evidence was too limited to draw conclusions. We discuss implications of age differences in emotional competencies for work processes and outcomes and outline future research directions. Emotional competencies refer to individual differences in knowledge , skills, and abilities to effectively deal with own and others' emotions (Brasseur, Gregoire, Bourdu, & Mikolajczak, 2013; Mayer, Salovey, & Caruso, 2008).
Purpose – Despite their growing popularity among organisations, satisfaction with activity-based ... more Purpose – Despite their growing popularity among organisations, satisfaction with activity-based work (ABW) environments is found to be below expectations. Research also suggests that workers typically do not switch frequently, or not at all, between different activity settings. Hence, the purpose of this study is to answer two main questions: Is switching behaviour related to satisfaction with ABW environments? Which factors may explain switching behaviour? Design/methodology/approach – Questionnaire data provided by users of ABW environments (n 3,189) were used to carry out ANOVA and logistic regression analyses. Findings – Satisfaction ratings of the 4 per cent of the respondents who switched several times a day appeared to be significantly above average. Switching frequency was found to be positively related to heterogeneity of the activity profile, share of communication work and external mobility. Practical implications – Our findings suggest that satisfaction with ABW environments might be enhanced by stimulating workers to switch more frequently. However, as strong objections against switching were observed and switching frequently does not seem to be compatible with all work patterns, this will presumably not work for everyone. Many workers are likely to be more satisfied if provided with an assigned (multifunctional) workstation. Originality/value – In a large representative sample, clear evidence was found for relationships between behavioural aspects and appreciation of ABW environments that had not been studied previously.
Over the past two decades, the selection, optimization, and compensation (SOC) model has been app... more Over the past two decades, the selection, optimization, and compensation (SOC) model has been applied in the work context to investigate antecedents and outcomes of employees' use of action regulation strategies. We systematically review, meta-analyze, and critically discuss the literature on SOC strategy use at work and outline directions for future research and practice. The systematic review illustrates the breadth of constructs that have been studied in relation to SOC strategy use, and that SOC strategy use can mediate and moderate relationships of person and contextual antecedents with work outcomes. Results of the meta-analysis show that SOC strategy use is positively related to age (r c = .04), job autonomy (r c = .17), self-reported job performance (r c = .23), non-self-reported job performance (r c = .21), job satisfaction (r c = .25), and job engagement (r c = .38), whereas SOC strategy use is not significantly related to job tenure, job demands, and job strain. Overall, our findings underline the importance of the SOC model for the work context, and they also suggest that its measurement and reporting standards need to be improved to become a reliable guide for future research and organizational practice.
Work overload or work pressure may undermine workers' intrinsic motivation. In the present resear... more Work overload or work pressure may undermine workers' intrinsic motivation. In the present research, we tested the conditions under which this may (not) occur, including the perceived opportunity to blend on-site and off-site working through the effective use of computers and modern information and communication technology. Our sample consisted of 657 workers (51% female) representing a variety of industries. As hypothesized, it is not high job demands per se, but high demands in combination with a high need for autonomy and a lack of perceived opportunities for blended working that undermines intrinsic work motivation. When workers high in need for autonomy perceived opportunities for blended working, their intrinsic work motivation was not negatively affected by increasing job demands. This main finding suggests that, particularly for workers high in need for autonomy, the perceived opportunity for blended working is an effective, contemporary resource to cope with the increasing job demands typically observed in today's workplace. Theoretically, these findings contribute to the refinement and extension of influential demands-resource models and Person-Job Fit theory. Practically, our findings may show managers how to effectively keep workers intrinsically motivated and productive in their jobs when job demands are high.
The purpose of this research was to examine the joint impact of leader achievement goals and hier... more The purpose of this research was to examine the joint impact of leader achievement goals and hierarchical position of the voicer of creative ideas (subordinate vs. superior) on the extent to which leaders (intent to) integrate these voiced creative ideas with their own ideas (integrative idea management). In a scenario-based survey (study 1; N = 189), in which we measured participants' achievement goals, we found that the relationship between leaders' performance goals and their intention to integrate voiced creative ideas is contingent on the hierarchical position of the idea voicer. Similarly, in an experimental study (study 2; N = 94), in which we experimentally induced achievement goals, we found that leaders display lower integrative intentions when ideas are voiced by a subordinate rather than a superior, but this was only true for leaders pursuing performance goals. Furthermore, the results of an additional, exploratory analysis suggest that the hierarchical position of the voicer of creative ideas had an indirect effect on integrative behavior through integrative intentions for performance goal leaders and no effect for mastery goal leaders. Together, these findings advance our understanding of how middle management leaders are influenced by their own achievement goals when managing the creative ideas voiced by subordinates and superiors.
Journal of Economic Psychology, Oct 2013
The purpose of the present paper is to discuss an important component of workers’ willingness to ... more The purpose of the present paper is to discuss an important component of workers’ willingness to perform at their jobs, that is, their achievement motivation. More specifically, we will discuss the conceptualization of the four achievement goals from the 2 × 2 achievement goal framework and present original data on the prevalence of workers’ dominant achievement goals (assessed with a forced-choice round robin measure) and the achievement goal profiles (assessed with goal strength ratings) associated with these dominant goals. In addition, the links between achievement goals (personally adopted and assigned) and job performance will be reviewed, as well as the links to other work outcomes, including interpersonal behavior and cheating. Finally, practical implications as well as the relation between the achievement goal framework and regulatory mode theory will be discussed.
Journal of occupational and environmental medicine / American College of Occupational and Environmental Medicine, 2004
We sought to better understand the relationship between overtime and mental fatigue by taking int... more We sought to better understand the relationship between overtime and mental fatigue by taking into account work motivation and the quality of overtime work and studying theoretically derived subgroups. We conducted a survey-study among a representative sample of the Dutch full-time workforce (n = 1807). The prevalence of overtime work and the associations between overtime and job demands, job variety, decision latitude, fatigue, and work motivation was studied through descriptive statistics. We used MANCOVA (covariates: age, gender, salary level) to compare six overtime-fatigue subgroups with respect to work motivation and job characteristics. A total of 67% of the respondents worked overtime (mean, 3.5 hours). Overtime workers appeared to be nonfatigued, motivated workers with favorable work characteristics. MANCOVA revealed no significant overtime-fatigue interaction. Moderate overtime is common among Dutch workers, who seem to be happy workers with attractive jobs rather than fat...
In two randomized experiments, one conducted
online (n = 174) and one in the classroom (n = 267),... more In two randomized experiments, one conducted
online (n = 174) and one in the classroom (n = 267), we
tested the effects of two types of self-regulated learning
(SRL) strategies on students’ intentions to put effort into
professional development activities: strength-based SRL
strategies (i.e., identifying perceived relative strengths and,
subsequently, selecting professional development activities
to further improve those strengths) versus deficit-based
SRL strategies (i.e., identifying perceived relative short-
comings and, subsequently, selecting professional develop-
ment activities to improve those shortcomings). Across
both studies, analysis of variance revealed that, relative to
students who used deficit-based SRL strategies, students
who used strength-based SRL strategies were higher in
perceived competence, intrinsic motivation, and effort in-
tentions. Moreover, the results of multi-mediator analysis
and structural equation modeling supported the hypothesis
that the effect of strength-based versus deficit-based SRL
strategies on students’ effort intentions was sequentially
mediated by perceived competence and intrinsic motiva-
tion. Implications for the application of self-regulated
learning strategies in the context of professional self-de-
velopment are discussed.
Given the widespread use and well-known consequences of achievement goals in different competence... more Given the widespread use and well-known consequences of achievement goals in different competence-relevant situations, it is important to gain a thorough understanding of how these differences in goal pursuit are formed. Using different analytic approaches, we show that birth order lies at the heart of people’s goal preferences as we consistently found that firstborns have developed a preference for mastery goals (which are based on self-referenced standards of competence), whereas secondborns have developed a preference for performance goals (which are based on other-referenced standards of competence). These findings may help explain why people differently define, experience, and respond to competence-relevant situations, including the workplace, the classroom, and the ball field.► We examine the influence of birth order on achievement goal pursuit. ► Birth order effects are tested both across and within families. ► Firstborns are more mastery oriented compared to secondborns. ► Secondborns are more performance oriented compared to firstborns.
Psychologica Belgica, 48, 2008
The purpose of this study was to demonstrate that the positive link between task interest and per... more The purpose of this study was to demonstrate that the positive link between task interest and performance attainment can be negatively affected by the pur-suit of difficult performance-approach goals. This was tested in a sample of 60 undergraduate students at a Dutch university. In ...
PloS one, 2014
During the past three decades, the achievement goal approach to achievement motivation has emerge... more During the past three decades, the achievement goal approach to achievement motivation has emerged as an influential area of research, and is dedicated to understanding the reasons behind the individual's drive to achieve competence and performance. However, the current literature on achievement goals is segmented rather than integrated. That is, citations across the three major and distinct achievement domains (work, education, and sports) are more the exception than the rule and similarities and differences between findings for the different achievement domains have yet to be tested. The purpose of the present study was to examine the relationships between self-reported achievement goals and nonself-report performance through meta-analysis, and the moderating potential of achievement domain. Identifying achievement domain as moderator improves our understanding to which contexts we can (not) generalize conclusions to, it helps to understand seemingly inconsistent findings, and...
PLoS ONE, 2014
In business and sports, teams often experience periods of positive and negative momentum while pu... more In business and sports, teams often experience periods of positive and negative momentum while pursuing their goals. However, researchers have not yet been able to provide insights into how psychological and behavioral states actually change during positive and negative team momentum. In the current study we aimed to provide these insights by introducing an experimental dynamical research design. Rowing pairs had to compete against a virtual opponent on rowing ergometers, while a screen in front of the team broadcasted the ongoing race. The race was manipulated so that the team's rowing avatar gradually progressed (positive momentum) or regressed (negative momentum) in relation to the victory. The participants responded verbally to collective efficacy and task cohesion items appearing on the screen each minute. In addition, effort exertion and interpersonal coordination were continuously measured. Our results showed negative psychological changes (perceptions of collective efficacy and task cohesion) during negative team momentum, which were stronger than the positive changes during positive team momentum. Moreover, teams' exerted efforts rapidly decreased during negative momentum, whereas positive momentum accompanied a more variable and adaptive sequence of effort exertion. Finally, the interpersonal coordination was worse during negative momentum than during positive momentum. These results provide the first empirical insights into actual team momentum dynamics, and demonstrate how a dynamical research approach significantly contributes to current knowledge on psychological and behavioral processes.
The purpose of this research was to meta-analyze studies which experimentally induced an achieve-... more The purpose of this research was to meta-analyze studies which experimentally induced an achieve- ment goal state to examine its causal effect on the individual’s performance at the task at hand, and to investigate the moderator effects of feedback anticipation and time pressure. The data set comprised 19 papers, 79 individual effect sizes, and 3,482 participants. Performance measures rep- resented task performance across a variety of tasks. The findings indicate that relative to avoidance goals (either performance-avoidance goals or mastery-avoidance goals), approach goals (either mas- tery-approach goals or performance-approach goals) enhance task performance. Furthermore, relative to performance-approach goals, mastery-approach goals lead to better performance, particularly when individuals do not anticipate feedback and when there is no time pressure. Implications and future directions for research are discussed.
Similarly to related developments such as blended learning and blended care, blended working is a... more Similarly to related developments such as blended learning and blended care, blended working is a pervasive and booming trend in modern societies. Blended working combines on-site and off-site working in an optimal way to improve workers’ and organizations’ outcomes. In this paper, we examine the degree to which workers feel that the two defining features of blended working (i.e., time-independent working and location-independent working) enhance their own functioning in their jobs. Blended working, enabled through the continuing advance and improvement of high-tech ICT software, devices, and infrastructure, may be considered beneficial for workers’ perceived effectiveness because it increases their job autonomy. However, because blended working may have downsides as well, it is important to know for whom blended working may (not) work. As hypothesized, in a sample of 348 workers (51.7% women), representing a wide range of occupations and organizations, we found that the perceived personal effectiveness of blended working was contingent upon workers’ psychological need strength. Specifically, the perceived effectiveness of both time-independent working and location-independent working was positively related to individuals’ need for autonomy at work, and negatively related to their need for relatedness and need for structure at work.
We identified leaders’ achievement goals and composition of creative input as important factors t... more 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.
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Papers by Nico W. Van Yperen
online (n = 174) and one in the classroom (n = 267), we
tested the effects of two types of self-regulated learning
(SRL) strategies on students’ intentions to put effort into
professional development activities: strength-based SRL
strategies (i.e., identifying perceived relative strengths and,
subsequently, selecting professional development activities
to further improve those strengths) versus deficit-based
SRL strategies (i.e., identifying perceived relative short-
comings and, subsequently, selecting professional develop-
ment activities to improve those shortcomings). Across
both studies, analysis of variance revealed that, relative to
students who used deficit-based SRL strategies, students
who used strength-based SRL strategies were higher in
perceived competence, intrinsic motivation, and effort in-
tentions. Moreover, the results of multi-mediator analysis
and structural equation modeling supported the hypothesis
that the effect of strength-based versus deficit-based SRL
strategies on students’ effort intentions was sequentially
mediated by perceived competence and intrinsic motiva-
tion. Implications for the application of self-regulated
learning strategies in the context of professional self-de-
velopment are discussed.
online (n = 174) and one in the classroom (n = 267), we
tested the effects of two types of self-regulated learning
(SRL) strategies on students’ intentions to put effort into
professional development activities: strength-based SRL
strategies (i.e., identifying perceived relative strengths and,
subsequently, selecting professional development activities
to further improve those strengths) versus deficit-based
SRL strategies (i.e., identifying perceived relative short-
comings and, subsequently, selecting professional develop-
ment activities to improve those shortcomings). Across
both studies, analysis of variance revealed that, relative to
students who used deficit-based SRL strategies, students
who used strength-based SRL strategies were higher in
perceived competence, intrinsic motivation, and effort in-
tentions. Moreover, the results of multi-mediator analysis
and structural equation modeling supported the hypothesis
that the effect of strength-based versus deficit-based SRL
strategies on students’ effort intentions was sequentially
mediated by perceived competence and intrinsic motiva-
tion. Implications for the application of self-regulated
learning strategies in the context of professional self-de-
velopment are discussed.