Persoonlijkheid als voorspeller van werkprestatie en contraproductief werkgedrag

Vries, A. de; Vries, Reinout de de E.; Born, Marise Ph.; Berg, Remko H. van den

doi:10.5553/geno/092150772014027004003

Cited by 4 publications

(2 citation statements)

References 45 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Hetzelfde geldt voor de vergelijking tussen specifieke persoonlijkheidsfacetten en algemene persoonlijkheidsdomeinen. Specifieke facetschalen (zoals Ordelijkheid, IJver, Perfectionisme en Bedachtzaamheid) verklaren uitkomstvariabelen beter dan algemene domeinschalen (zoals Consciëntieusheid) (De Vries et al, 2014). -Mensen kennen elkaar relatief slecht op het werk als je het vergelijkt met de kennis die partners, familie of vrienden van elkaar hebben (Connelly & Ones, 2010;De Vries et al, 2008) (zie Figuur 1).…”

Section: Werkunclassified

Ken uzelven: Relationele persoonlijkheid op en om het werk

Vries

2022

Gedrag &Amp; Organisatie

View full text Add to dashboard Cite

VRIE General rightsCopyright and moral rights for the publications made accessible in the public portal are retained by the authors and/or other copyright owners and it is a condition of accessing publications that users recognise and abide by the legal requirements associated with these rights.• Users may download and print one copy of any publication from the public portal for the purpose of private study or research. • You may not further distribute the material or use it for any profit-making activity or commercial gain • You may freely distribute the URL identifying the publication in the public portal ? Take down policyIf you believe that this document breaches copyright please contact us providing details, and we will remove access to the work immediately and investigate your claim.

show abstract

Section: Werkunclassified

Ken uzelven: Relationele persoonlijkheid op en om het werk

Vries

2022

Gedrag &Amp; Organisatie

View full text Add to dashboard Cite

show abstract

“…This effect refers to "the tendency for people to respond to subjective self-report items by comparing themselves with implicit standards from their culture" (Heine et al, 2008, p. 309). Several studies have shown that using different references based on age, gender, relative, and nationality affects mean-level personality trait test scores (Credé et al, 2010;De Vries et al, 2014;Wood et al, 2012). For example, De Vries et al ( 2014) have shown that Turkish-Dutch participants reveal different personality trait scores when they completed the inventory by taking the Turkish-Dutch or Dutch majority group as their reference.…”

Section: Theoretical Contributions and Implicationsmentioning

confidence: 99%

The Psychological Assessment of Refugees in the Context of Work-Related Integration

Asfar¹

View full text Add to dashboard Cite

This dissertation aimed to enhance the understanding of psychological assessment in relation to work-related integration of refugees through four empirical chapters. The second, third, and fourth chapters focused on individual-level predictors of refugees’ linguistic and economic integration outcomes, while the fifth chapter concentrated on the development and validation of an implicit instrument for the organizational context. Chapter 2 examined whether refugees could be grouped into subgroups based on their psychological profiles. The study was conducted among recently arrived refugees in the Netherlands, and it identified four clusters of refugees who shared similar profiles through means of cluster analysis: bright, incapable, distressed, and undistinctive-ordinary clusters. These clusters, as well as the refugee demographic subgroups based on nationality, gender, age, and educational level, were related to the refugees’ level of work search intention and local language proficiency. The results showed that the psychological clusters differed particularly in local language proficiency, with the bright and the incapable clusters showing respectively high and low local language proficiency test scores. However, the psychological clusters were substantially less differentiated in their level of work search intention. The refugee subgroups based on nationality, gender, and educational level showed larger differences in work search intention compared to the psychological clusters. Chapter 3 investigated the relationship between psychological traits and refugees’ local language proficiency and the potential incremental validity of psychological traits in predicting local language proficiency. Using cross-sectional assessment data of a large group of Syrian and Eritrean refugees living in the Netherlands, the results showed that GMA and work search intention showed positive relationships with local language proficiency, above and beyond the effects of refugees’ demographic variables and psychological distress. Additionally, one’s work search intention was found to strengthen the effect of GMA on local language proficiency. Contrary to the predictions, no positive linear effects on local language proficiency for Conscientiousness and Openness were observed, although some evidence was found for curvilinear relationships between these traits and the outcome. Chapter 4 introduced and tested a novel framework of individual-difference factors as predictors of refugees’ workforce participation. The framework organizes individual-difference factors into two hindering and two facilitating variable groups: Impeding demographics and health- and family-related challenges (hindering), and acquired human and social capital and work-relevant traits (facilitating). The framework was examined using time-lagged data with a five-year span among Syrian and Eritrean refugees living in the Netherlands. The findings revealed that several hindering factors (i.e., older age, being a woman, and physical health problems) and several facilitating factors (i.e., pre-migration educational level, pre-migration work experience, local language proficiency, frequency of contact with natives, Extraversion, GMA, and work centrality) contributed to predicting one or more of the studied employment outcomes. Chapter 5 focused on the development and validation of an integrity-related implicit instrument for the organizational context. Implicit instruments offer a solution to the cross-cultural validity issues of traditional personality inventories. This instrument assesses the integrity-related personality trait of Honesty-Humility, which has been shown to be an important trait for employment outcomes. The study found that the implicit measure of Honesty-Humility was positively related to supervisor-rated job performance, and this relationship was mediated by employees’ behavioral intentions to comply with ethical standards. Overall, these chapters provide insights into the psychological assessment of refugees in relation to work-related integration and offer practical implications for policymakers and practitioners working in the field of refugee integration.

show abstract