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Prof. Fred R. H. Zijlstra
Maastricht University, The Netherlands

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Short Biography

Professor of Work & Organisational Psychology at Maastricht University, The Netherlands

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Journal article
Published: 28 April 2021 in International Journal of Environmental Research and Public Health
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Maintaining hospital workers’ psychological health is essential for hospitals’ capacities to sustain organizational functioning during the COVID-19 pandemic. Workers’ personal resilience can be an important factor in preserving psychological health, but how this exactly works in high stakes situations, such as the COVID-19 pandemic, requires further exploration. Similarly, the role of team social climate as contributor to individual psychological health seems obvious, but how it exactly prevents workers from developing depressive complaints in prolonged crises remains under investigated. The present paper therefore applies conservation of resources theory to study the relationships between resilience, team social climate, and depressive complaints, specifically focusing on worries about infections as an important explanatory mechanism. Based on questionnaire data of 1126 workers from five hospitals in the Netherlands during the second peak of the pandemic, this paper estimates a moderated-mediation model. This model shows that personal resilience negatively relates to depressive complaints (β = −0.99, p < 0.001, 95%CI = −1.45–−0.53), partially as personal resilience is negatively associated with worries about infections (β = −0.42, p < 0.001, 95%CI = −0.50–−0.33) which in turn are positively related to depressive complaints (β = 0.75, p < 0.001, 95% CI = 0.31–1.19). Additionally, team social climate is associated with a lower effect of worries about being infected and infecting others on depressive complaints (β = −0.88, p = 0.03, 95% CI = −1.68–−0.09). These findings suggest that resilience can be an important individual level resource in preventing depressive complaints. Moreover, the findings imply that hospitals have an important responsibility to maintain a good team social climate to shield workers from infection related worries building up to depressive complaints.

ACS Style

Bram Fleuren; Lieze Poesen; Rachel Gifford; Fred Zijlstra; Dirk Ruwaard; Frank van de Baan; Daan Westra. We’re Not Gonna Fall: Depressive Complaints, Personal Resilience, Team Social Climate, and Worries about Infections among Hospital Workers during a Pandemic. International Journal of Environmental Research and Public Health 2021, 18, 4701 .

AMA Style

Bram Fleuren, Lieze Poesen, Rachel Gifford, Fred Zijlstra, Dirk Ruwaard, Frank van de Baan, Daan Westra. We’re Not Gonna Fall: Depressive Complaints, Personal Resilience, Team Social Climate, and Worries about Infections among Hospital Workers during a Pandemic. International Journal of Environmental Research and Public Health. 2021; 18 (9):4701.

Chicago/Turabian Style

Bram Fleuren; Lieze Poesen; Rachel Gifford; Fred Zijlstra; Dirk Ruwaard; Frank van de Baan; Daan Westra. 2021. "We’re Not Gonna Fall: Depressive Complaints, Personal Resilience, Team Social Climate, and Worries about Infections among Hospital Workers during a Pandemic." International Journal of Environmental Research and Public Health 18, no. 9: 4701.

Review
Published: 07 August 2020 in Sustainability
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Sustainable employability refers to individuals’ long-term abilities to work and remain employed. Despite its societal importance in the light of aging populations and rapidly changing skill demands, sustainable employability still requires further definition and conceptualization. As such, the present paper aims to define and conceptualize sustainable employability comprehensively by reviewing existing studies on the concept. Additionally, the paper discusses and integrates sustainable employment, sustainable work, and sustainable work ability into our broad framework of sustainable employability. The resulting conceptual framework positions sustainable employability as an inherently longitudinal multidimensional individual characteristic that is the outcome of complex interactions between individual-, work- and work environmental characteristics. This framework enables researchers to identify the employment characteristics that promote sustainable employability and thereby comprise sustainable employment. Finally, the framework links to notions of person-environment fit, and job- and organizational design to create a basis for future research on sustainable employability.

ACS Style

Bram P. I. Fleuren; Andries De Grip; Nicole W. H. Jansen; Ijmert Kant; Fred R. H. Zijlstra. Unshrouding the Sphere from the Clouds: Towards a Comprehensive Conceptual Framework for Sustainable Employability. Sustainability 2020, 12, 6366 .

AMA Style

Bram P. I. Fleuren, Andries De Grip, Nicole W. H. Jansen, Ijmert Kant, Fred R. H. Zijlstra. Unshrouding the Sphere from the Clouds: Towards a Comprehensive Conceptual Framework for Sustainable Employability. Sustainability. 2020; 12 (16):6366.

Chicago/Turabian Style

Bram P. I. Fleuren; Andries De Grip; Nicole W. H. Jansen; Ijmert Kant; Fred R. H. Zijlstra. 2020. "Unshrouding the Sphere from the Clouds: Towards a Comprehensive Conceptual Framework for Sustainable Employability." Sustainability 12, no. 16: 6366.

Artikel
Published: 15 March 2019 in Sociaal Bestek
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ACS Style

Gemma Van Ruitenbeek; Henny Mulders; Fred Zijlstra. Inclusief organiseren opent nieuwe perspectieven. Sociaal Bestek 2019, 81, 46 -48.

AMA Style

Gemma Van Ruitenbeek, Henny Mulders, Fred Zijlstra. Inclusief organiseren opent nieuwe perspectieven. Sociaal Bestek. 2019; 81 (1):46-48.

Chicago/Turabian Style

Gemma Van Ruitenbeek; Henny Mulders; Fred Zijlstra. 2019. "Inclusief organiseren opent nieuwe perspectieven." Sociaal Bestek 81, no. 1: 46-48.

Conference paper
Published: 01 August 2018 in Academy of Management Proceedings
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Various cognitive and physical abilities are found to decline with age. However, contrary to popular belief, it still remains a topic of disc whether these declines in abilities actually affect older employees’ capacities to function in their work and on the labor market remains topic of discussion. A major difficulty in assessing age effects is that they can be distorted by time effects. Therefore the present article aims to contribute to this discussion by disentangling the effects of age and time on sustainable employability. First, using a two wave sample of 2,672 employees (ages 35 to 65 years) from various Dutch organizations, multilevel regression analyses are used to estimate the effects of age and time on sustainable employability’s dimensions. Second, between- and within-subjects variances are estimated for each of the nine relevant dimensions of sustainable employability (over a timespan of two years). Analyses reveal that age has merely small effects on only two dimensions (i.e. employability and perceived health) and time on three (i.e. fatigue, job performance, and skill gap) dimensions of sustainable employability. Moreover, for all nine dimensions of sustainable employability most variance exists between (61.43% - 84.96%) rather than within (15.04% - 38.57%) subjects. These findings suggest that the natural process of aging only has a limited effect on working individuals’ capacities to function in their job and on the labor market. Consequently, rather than focusing only on older employees, organizations should contribute to the health, well-being, and competences, or rather the sustainable employability, of all employees regardless of age.

ACS Style

Bram Fleuren; Ludovic Van Amelsvoort; Andries De Grip; Fred Zijlstra; Ijmert Kant. Time Takes Us All? A Two Wave Study of Age and Time Effects on Sustainable Employability. Academy of Management Proceedings 2018, 2018, 1 .

AMA Style

Bram Fleuren, Ludovic Van Amelsvoort, Andries De Grip, Fred Zijlstra, Ijmert Kant. Time Takes Us All? A Two Wave Study of Age and Time Effects on Sustainable Employability. Academy of Management Proceedings. 2018; 2018 (1):1.

Chicago/Turabian Style

Bram Fleuren; Ludovic Van Amelsvoort; Andries De Grip; Fred Zijlstra; Ijmert Kant. 2018. "Time Takes Us All? A Two Wave Study of Age and Time Effects on Sustainable Employability." Academy of Management Proceedings 2018, no. 1: 1.

Journal article
Published: 18 July 2018 in Journal of Clinical Epidemiology
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Constructs capturing health or functioning can have reflective and/or formative measurement models. Although a construct’s measurement model has extensive implications on the construction, validation and use of a measurement instrument, measurement models are frequently wrongly or not explicitly specified. As this is likely due to a lack of guidelines, this study uses sustainable employability as an example to demonstrate a) the applicability of an adapted checklist for establishing a construct’s measurement model; and b) the use of structural equation modelling to handle formative constructs. First, the checklist is applied to sustainable employability to establish its measurement model. Second, using observational self-report data from 2,544 employees, structural equation models are estimated to evaluate the structural and criterion validity of sustainable employability as a formative construct. The checklist demonstrates strong applicability, identifying sustainable employability as a formative construct. Model fit indices (CFIs > .932, TLIs > .925, RMSEAs < .034) suggest the formative measurement model for sustainable employability is valid. The checklist and structural equation modelling facilitate handling formative constructs. By establishing sustainable employability as a formative construct, individuals’ long term ability to function at work can be more adequately studied and intervened upon.

ACS Style

Bram P.I. Fleuren; Ludovic G.P.M. van Amelsvoort; Fred R.H. Zijlstra; Andries de Grip; Ijmert Kant. Handling the reflective-formative measurement conundrum: a practical illustration based on sustainable employability. Journal of Clinical Epidemiology 2018, 103, 71 -81.

AMA Style

Bram P.I. Fleuren, Ludovic G.P.M. van Amelsvoort, Fred R.H. Zijlstra, Andries de Grip, Ijmert Kant. Handling the reflective-formative measurement conundrum: a practical illustration based on sustainable employability. Journal of Clinical Epidemiology. 2018; 103 ():71-81.

Chicago/Turabian Style

Bram P.I. Fleuren; Ludovic G.P.M. van Amelsvoort; Fred R.H. Zijlstra; Andries de Grip; Ijmert Kant. 2018. "Handling the reflective-formative measurement conundrum: a practical illustration based on sustainable employability." Journal of Clinical Epidemiology 103, no. : 71-81.

Articles
Published: 10 July 2018 in European Journal of Work and Organizational Psychology
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This study examined, using a within-person design, how fluctuations in work-related affective rumination and problem-solving pondering are related to recovery and well-being (N = 171; 677 day-level data points over five consecutive work days). We hypothesized that trait self-regulation moderates the relationship between problem-solving during the evening and the state of being recovered at bedtime. We analyzed our data using a moderated multilevel mediation approach. The results showed that affective rumination during the evening was indirectly related to impaired well-being in the subsequent morning through its negative relationship with the state of being recovered at bedtime. Problem-solving was indirectly related to well-being in the subsequent morning through its relationship with the state of being recovered at bedtime. However, this indirect effect was moderated by trait self-regulation in a way that problem-solving pondering was positively related to the state of being recovered, and consequently, to improved well-being for employees higher in self-regulation, whereas it was negatively related to the state of being recovered, and consequently, to impaired well-being for those lower in self-regulation. These findings suggest that problem-solving pondering may be beneficial or unfavorable for recovery and well-being depending on the degree to which employees can regulate their cognitions and feelings.

ACS Style

Abbas Firoozabadi; Sjir Uitdewilligen; Fred R. H. Zijlstra. Solving problems or seeing troubles? A day-level study on the consequences of thinking about work on recovery and well-being, and the moderating role of self-regulation. European Journal of Work and Organizational Psychology 2018, 27, 629 -641.

AMA Style

Abbas Firoozabadi, Sjir Uitdewilligen, Fred R. H. Zijlstra. Solving problems or seeing troubles? A day-level study on the consequences of thinking about work on recovery and well-being, and the moderating role of self-regulation. European Journal of Work and Organizational Psychology. 2018; 27 (5):629-641.

Chicago/Turabian Style

Abbas Firoozabadi; Sjir Uitdewilligen; Fred R. H. Zijlstra. 2018. "Solving problems or seeing troubles? A day-level study on the consequences of thinking about work on recovery and well-being, and the moderating role of self-regulation." European Journal of Work and Organizational Psychology 27, no. 5: 629-641.

Clinical trial
Published: 18 June 2018 in PLOS ONE
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Investing mental effort is costly, and the investment has to be matched by a reward to make a person engage in task performance. However, the neural structures underlying the continued management of mental effort are not known. Previous work has identified left-lateralized structures, most prominently the left anterior Insular Cortex (aIC) as regions implied in post-hoc evaluation and also anticipation of mental effort investment. We present a study aimed at identifying neural structures that are sensitive to changes in both task load and fatigue-induced state load. Sixteen healthy participants performed an n-back task before and after a fatigue-inducing day in a helicopter simulator or a free day. Subjective mental effort ratings showed an interaction of the effects of both task and state load changes, with a reduced effect of task load during the fatigued state. Testing for the same interaction effect in a whole-brain functional MRI data, we found a left-lateralized group of clusters in aIC, the anterior cingulate cortex, the dorsal striatum and frontal eye field and M1. We discuss the possible role of these areas and also the relevance of our findings in the light of the proposed opportunity cost model of mental effort.

ACS Style

Tobias Otto; Fred R. H. Zijlstra; Rainer Goebel. Feeling the force: Changes in a left-lateralized network of brain areas under simulated workday conditions are reflected in subjective mental effort investment. PLOS ONE 2018, 13, e0198204 .

AMA Style

Tobias Otto, Fred R. H. Zijlstra, Rainer Goebel. Feeling the force: Changes in a left-lateralized network of brain areas under simulated workday conditions are reflected in subjective mental effort investment. PLOS ONE. 2018; 13 (6):e0198204.

Chicago/Turabian Style

Tobias Otto; Fred R. H. Zijlstra; Rainer Goebel. 2018. "Feeling the force: Changes in a left-lateralized network of brain areas under simulated workday conditions are reflected in subjective mental effort investment." PLOS ONE 13, no. 6: e0198204.

Validation study
Published: 04 June 2018 in Journal of Occupational Rehabilitation
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Purpose Participation in regular paid jobs positively affects mental and physical health of all people, including people with limited work capacities (LWC), people that are limited in their work capacity as a consequence of their disability, such as chronic mental illness, psychological or developmental disorder. For successful participation, a good fit between on one hand persons’ capacities and on the other hand well-suited individual support and a suitable work environment is necessary in order to meet the demands of work. However, to date there is a striking paucity of validated measures that indicate the capability to work of people with LWC and that outline directions for support that facilitate the fit. Goal of the present study was therefore to develop such an instrument. Specifically, we adjusted measures of mental ability, conscientiousness, self-efficacy, and coping by simplifying the language level of these measures to make the scales accessible for people with low literacy. In order to validate these adjusted self-report and observer measures we conducted two studies, using multi-source, longitudinal data. Method Study 1 was a longitudinal multi-source study in which the newly developed instrument was administered twice to people with LWC and their significant other. We statistically tested the psychometric properties with respect to dimensionality and reliability. In Study 2, we collected new multi-source data and conducted a confirmatory factor analysis (CFA). Results Studies yielded a congruous factor structure in both samples, internally consistent measures with adequate content validity of scales and subscales, and high test–retest reliability. The CFA confirmed the factorial validity of the scales. Conclusion The adjusted self-report and the observer scales of mental ability, conscientiousness, self-efficacy, and coping are reliable measures that are well-suited to assess the work capability of people with LWC. Further research is needed to examine criterion-related validity with respect to the work demands such as work-behaviour and task performance.

ACS Style

Gemma M. C. Van Ruitenbeek; Fred R. H. Zijlstra; Ute R. Hülsheger. The Development of an Instrument to Measure the Work Capability of People with Limited Work Capacity (LWC). Journal of Occupational Rehabilitation 2018, 29, 163 -174.

AMA Style

Gemma M. C. Van Ruitenbeek, Fred R. H. Zijlstra, Ute R. Hülsheger. The Development of an Instrument to Measure the Work Capability of People with Limited Work Capacity (LWC). Journal of Occupational Rehabilitation. 2018; 29 (1):163-174.

Chicago/Turabian Style

Gemma M. C. Van Ruitenbeek; Fred R. H. Zijlstra; Ute R. Hülsheger. 2018. "The Development of an Instrument to Measure the Work Capability of People with Limited Work Capacity (LWC)." Journal of Occupational Rehabilitation 29, no. 1: 163-174.

Journal article
Published: 03 June 2018 in Scandinavian Journal of Work, Environment & Health
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ACS Style

Bram Pi Fleuren; Ludovic van Amelsvoort; Andries De Grip; Fred Rh Zijlstra; Ijmert Kant. Time takes us all? A two-wave observational study of age and time effects on sustainable employability. Scandinavian Journal of Work, Environment & Health 2018, 44, 475 -484.

AMA Style

Bram Pi Fleuren, Ludovic van Amelsvoort, Andries De Grip, Fred Rh Zijlstra, Ijmert Kant. Time takes us all? A two-wave observational study of age and time effects on sustainable employability. Scandinavian Journal of Work, Environment & Health. 2018; 44 (5):475-484.

Chicago/Turabian Style

Bram Pi Fleuren; Ludovic van Amelsvoort; Andries De Grip; Fred Rh Zijlstra; Ijmert Kant. 2018. "Time takes us all? A two-wave observational study of age and time effects on sustainable employability." Scandinavian Journal of Work, Environment & Health 44, no. 5: 475-484.

Journal article
Published: 01 April 2018 in Journal of Occupational Health Psychology
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This study examined how 2 different ways of being mentally engaged with work-related issues during evenings (affective rumination and problem-solving pondering) cause changes in psychological well-being over a 1-year period. We conducted a 3-wave longitudinal study with a time lag of 6 months between each wave. At the first measurement moment, participants filled out a survey over 5 consecutive working days assessing work-related affective rumination and problem-solving pondering during evenings. Exhaustion and health complaints were assessed at the first measurement moment as well as after 6 and 12 months. The 3 waves of data obtained from a total of 123 participants with full-time and primarily mentally demanding jobs were analyzed using latent growth curve modeling (LGM). The results showed that affective rumination is a significant predictor of increase in exhaustion over time. Problem-solving pondering was not found to be a significant predictor of change in psychological well-being over time. These findings demonstrate that work-related rumination during evenings may lead to health problems over time depending on the type of rumination. It suggests that unlike affective rumination, problem-solving pondering during evenings has no influence on psychological well-being over time. (PsycINFO Database Record

ACS Style

Abbas Firoozabadi; Sjir Uitdewilligen; Fred R. H. Zijlstra. Should you switch off or stay engaged? The consequences of thinking about work on the trajectory of psychological well-being over time. Journal of Occupational Health Psychology 2018, 23, 278 -288.

AMA Style

Abbas Firoozabadi, Sjir Uitdewilligen, Fred R. H. Zijlstra. Should you switch off or stay engaged? The consequences of thinking about work on the trajectory of psychological well-being over time. Journal of Occupational Health Psychology. 2018; 23 (2):278-288.

Chicago/Turabian Style

Abbas Firoozabadi; Sjir Uitdewilligen; Fred R. H. Zijlstra. 2018. "Should you switch off or stay engaged? The consequences of thinking about work on the trajectory of psychological well-being over time." Journal of Occupational Health Psychology 23, no. 2: 278-288.

Chapter
Published: 15 October 2017 in Shaping Inclusive Workplaces Through Social Dialogue
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Since everybody is expected to participate in our society this implies that everybody should have an opportunity to participate. Participation is generally operationalized by having a paid job. This is currently not achievable for a large group because the current jobs on the competitive labor market do not match with their competences. This chapter describes an approach in which organizations can create jobs for people with a distance to the labor market. This means that the social dialogue should take place within organizations: management and workers’ representatives should agree that processes within the organization are adapted to accommodate and include people with a distance to the labor market. This will allow organizations to become ‘inclusive organizations’. The chapter describes the approach and provides examples. First, it includes some background information as to why work has become so complex, and subsequently it presents the underlying principles of the proposed method.

ACS Style

Fred Zijlstra; Gemma van Ruitenbeek; Henny Mulders; Brigitte van Lierop. Designing Work for Inclusiveness. Shaping Inclusive Workplaces Through Social Dialogue 2017, 121 -137.

AMA Style

Fred Zijlstra, Gemma van Ruitenbeek, Henny Mulders, Brigitte van Lierop. Designing Work for Inclusiveness. Shaping Inclusive Workplaces Through Social Dialogue. 2017; ():121-137.

Chicago/Turabian Style

Fred Zijlstra; Gemma van Ruitenbeek; Henny Mulders; Brigitte van Lierop. 2017. "Designing Work for Inclusiveness." Shaping Inclusive Workplaces Through Social Dialogue , no. : 121-137.

Original articles
Published: 24 August 2017 in European Journal of Work and Organizational Psychology
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Due to the expected decline in the working-age population, especially in European countries, people with disabilities are now more often recognized as a valuable resource in the workforce and research into disability and employment is more important than ever. This paper outlines the state of affairs of research on disability and employment. We thereby focus on one particular group of people with disabilities, that is to say people with mental disabilities. We define disability according to the International Classification of Functioning, Disability and Health (ICF) of the World Health Organization, by that recognizing that disability results from the interaction of person and environment. Key issues, including the complexity of defining disability, the legal situation in Europe and North America concerning disability at work, and barriers and enablers to employment, are discussed. For each of the topics we show important findings in the existing literature and indicate where more in-depth research is needed. We finalize with a concrete research agenda on disability and employment and provide recommendations for practice.

ACS Style

Katharina Vornholt; Patrizia Villotti; Beate Muschalla; Jana Felicitas Bauer; Adrienne Colella; Fred Zijlstra; Gemma Van Ruitenbeek; Sjir Uitdewilligen; Marc Corbière. Disability and employment – overview and highlights. European Journal of Work and Organizational Psychology 2017, 27, 40 -55.

AMA Style

Katharina Vornholt, Patrizia Villotti, Beate Muschalla, Jana Felicitas Bauer, Adrienne Colella, Fred Zijlstra, Gemma Van Ruitenbeek, Sjir Uitdewilligen, Marc Corbière. Disability and employment – overview and highlights. European Journal of Work and Organizational Psychology. 2017; 27 (1):40-55.

Chicago/Turabian Style

Katharina Vornholt; Patrizia Villotti; Beate Muschalla; Jana Felicitas Bauer; Adrienne Colella; Fred Zijlstra; Gemma Van Ruitenbeek; Sjir Uitdewilligen; Marc Corbière. 2017. "Disability and employment – overview and highlights." European Journal of Work and Organizational Psychology 27, no. 1: 40-55.

Multicenter study
Published: 11 November 2016 in Journal of Occupational Rehabilitation
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Purpose People with disabilities often encounter difficulties at the workplace such as exclusion or unfair treatment. Researchers have therefore pointed to the need to focus on behavior that fosters inclusion as well as variables that are antecedents of such ‘inclusive behavior’. Therefore the purpose of this study was to research the relationship between prosocial motivation, team inclusive climate and employee inclusive behavior. Method A survey was conducted among a sample of 282 paired employees and colleagues, which were nested in 84 teams. Employees self-rated prosocial motivation and team inclusive climate, their inclusive behavior was assessed by colleagues. Hypotheses were tested using multilevel random coefficient modeling. Results Employees who are prosocially motivated will display more inclusive behavior towards people with disabilities, and this relationship is moderated by team inclusive climate in such a way that the relationship is stronger when the inclusive climate is high. Conclusion This study shows that inclusive organizations, which value a diverse workforce, need to be aware of not only individual employee characteristics, but also team level climate to ensure the smooth integrations of people with disabilities into regular work teams.

ACS Style

Philippe T. J. H. Nelissen; Ute R. Hülsheger; Gemma M. C. Van Ruitenbeek; Fred R. H. Zijlstra. Lending a Helping Hand at Work: A Multilevel Investigation of Prosocial Motivation, Inclusive Climate and Inclusive Behavior. Journal of Occupational Rehabilitation 2016, 27, 467 -476.

AMA Style

Philippe T. J. H. Nelissen, Ute R. Hülsheger, Gemma M. C. Van Ruitenbeek, Fred R. H. Zijlstra. Lending a Helping Hand at Work: A Multilevel Investigation of Prosocial Motivation, Inclusive Climate and Inclusive Behavior. Journal of Occupational Rehabilitation. 2016; 27 (3):467-476.

Chicago/Turabian Style

Philippe T. J. H. Nelissen; Ute R. Hülsheger; Gemma M. C. Van Ruitenbeek; Fred R. H. Zijlstra. 2016. "Lending a Helping Hand at Work: A Multilevel Investigation of Prosocial Motivation, Inclusive Climate and Inclusive Behavior." Journal of Occupational Rehabilitation 27, no. 3: 467-476.

Dataset
Published: 10 October 2016 in PsycTESTS Dataset
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ACS Style

Philippe T. J. H. Nelissen; Ute R. Hülsheger; Gemma M. C. Van Ruitenbeek; Fred R. H. Zijlstra. Inclusive Behavior Scale. PsycTESTS Dataset 2016, 1 .

AMA Style

Philippe T. J. H. Nelissen, Ute R. Hülsheger, Gemma M. C. Van Ruitenbeek, Fred R. H. Zijlstra. Inclusive Behavior Scale. PsycTESTS Dataset. 2016; ():1.

Chicago/Turabian Style

Philippe T. J. H. Nelissen; Ute R. Hülsheger; Gemma M. C. Van Ruitenbeek; Fred R. H. Zijlstra. 2016. "Inclusive Behavior Scale." PsycTESTS Dataset , no. : 1.

Original research article
Published: 30 September 2016 in Frontiers in Psychology
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Work-related rumination, that is, perseverative thinking about work during leisure time, has been associated with a range of negative health and wellbeing issues. The present paper examined the association between work-related rumination and cognitive processes centerd around the theoretical construct of executive functioning. Executive functioning is an umbrella term for high level cognitive processes such as planning, working memory, inhibition, mental flexibility; and it underlies how people manage and regulate their goal directed behavior. Three studies are reported. Study I, reports the results of a cross-sectional study of 240 employees, and demonstrates significant correlations between work-related rumination and three proxy measures of executive functioning: cognitive failures (0.33), cognitive flexibility (-0.24), and situational awareness at work (-0.28). Study II (n = 939), expands on the findings from study 1 and demonstrates that workers reporting medium and high work-related rumination were 2.8 and 5 times, respectively, more likely to report cognitive failures relative to low ruminators. High ruminators also demonstrated greater difficulties with ‘lapses of attention’ (OR = 4.8), ‘lack of focus of attention’ (OR = 3.4), and ‘absent mindedness’ (OR = 4.3). The final study, examined the association between work-related rumination and executive functioning using interview data from 2460 full time workers. Workers were divided into tertiles low, medium, and high. The findings showed that high work-related rumination was associated with deficits in starting (OR = 2.3) and finishing projects (OR = 2.4), fidgeting (OR = 1.9), memory (OR = 2.2), pursuing tasks in order (OR = 1.8), and feeling compelled to do things (OR = 2.0). It was argued that work-related rumination may not be related to work demands per se, but appears to be an executive functioning/control issue. Such findings are important for the design and delivery of intervention programes aimed at helping people to switch off and unwind from work.

ACS Style

Mark Cropley; Fred R. H. Zijlstra; Dawn Querstret; Sarah Beck. Is Work-Related Rumination Associated with Deficits in Executive Functioning? Frontiers in Psychology 2016, 7, 1524 .

AMA Style

Mark Cropley, Fred R. H. Zijlstra, Dawn Querstret, Sarah Beck. Is Work-Related Rumination Associated with Deficits in Executive Functioning? Frontiers in Psychology. 2016; 7 ():1524.

Chicago/Turabian Style

Mark Cropley; Fred R. H. Zijlstra; Dawn Querstret; Sarah Beck. 2016. "Is Work-Related Rumination Associated with Deficits in Executive Functioning?" Frontiers in Psychology 7, no. : 1524.

Dataset
Published: 08 August 2016 in PsycTESTS Dataset
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ACS Style

Philippe T. J. H. Nelissen; Ute R. Hülsheger; Gemma M. C. van Ruitenbeek; Fred R. H. Zijlstra. Stereotypes Toward People With Disabilities Scale. PsycTESTS Dataset 2016, 1 .

AMA Style

Philippe T. J. H. Nelissen, Ute R. Hülsheger, Gemma M. C. van Ruitenbeek, Fred R. H. Zijlstra. Stereotypes Toward People With Disabilities Scale. PsycTESTS Dataset. 2016; ():1.

Chicago/Turabian Style

Philippe T. J. H. Nelissen; Ute R. Hülsheger; Gemma M. C. van Ruitenbeek; Fred R. H. Zijlstra. 2016. "Stereotypes Toward People With Disabilities Scale." PsycTESTS Dataset , no. : 1.

Spectrum
Published: 01 August 2016 in Tijdschrift voor gezondheidswetenschappen
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De invoering van de Participatiewet dwingt organisaties na te denken over mogelijkheden om mensen met arbeidsbeperkingen in de organisatie op te nemen. De sociale partners hebben hierover met de Minister van Sociale Zaken en Werkgelegenheid de afspraak gemaakt dat er de komende jaren 100.000 extra banen worden gecreëerd voor mensen uit de doelgroep in bedrijven en tevens is de afspraak gemaakt dat er 25.000 banen gecreëerd worden bij de overheid. Nu is dat geen eenvoudige opgave want een aanzienlijk deel van de mensen met arbeidsbeperkingen is niet in staat om gangbare arbeid uit te voeren. Dat is namelijk precies de reden dat zij tot regelingen als Wajong, SW, WIJ zijn toegelaten. Indien de participatie van deze groep bevorderd moet worden, vraagt dat niet alleen om maatregelen voor mensen met een uitkering, maar vooral ook om aanpassingen van de arbeid die op de arbeidsmarkt wordt aangeboden. Het werk moet worden aangepast aan de mogelijkheden van deze groep.

ACS Style

Fred Zijlstra; Gemma van Ruitenbeek; Henny Mulders. Inclusieve arbeidsorganisaties. Tijdschrift voor gezondheidswetenschappen 2016, 94, 205 -206.

AMA Style

Fred Zijlstra, Gemma van Ruitenbeek, Henny Mulders. Inclusieve arbeidsorganisaties. Tijdschrift voor gezondheidswetenschappen. 2016; 94 (6):205-206.

Chicago/Turabian Style

Fred Zijlstra; Gemma van Ruitenbeek; Henny Mulders. 2016. "Inclusieve arbeidsorganisaties." Tijdschrift voor gezondheidswetenschappen 94, no. 6: 205-206.

Comment
Published: 01 June 2016 in Scandinavian Journal of Work, Environment & Health
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Sustainable employability (SE) is an important topic as it deals with employees’ abilities to function adequately at work and in the labor market throughout their working lives. However, until now there has been only one attempt to define SE in the international literature (1). This first definition is a valuable contribution to the field as it rightfully describes SE as a multidimensional concept, recognizes the importance of both employee and work characteristics, and acknowledges the inherently longitudinal nature of SE. Despite these merits, we argue that this definition of SE has some serious omissions that are important in capturing SE comprehensively. Specifically, we argue that the definition could be improved in various ways, namely, it should: (i) clarify which aspects of employment constitute someone’s SE; (ii) not counterintuitively treat SE as a characteristic of both the job and the employee simultaneously; (iii) not be based on the insufficiently tested assumption that achieving value in work inherently leads to SE; (iv) be formulated in a way that SE can also apply to unemployed individuals; and (v) adequately specify how the inherently longitudinal dimension of SE should be addressed. We would like to contribute to the discussion by providing guidelines for a new adjusted definition of SE that could facilitate further research on this important concept and its determinants. Introduction SE is a topic of vital importance to individual employees, organizations and society alike. It generally refers to employees’ capacities to function in work throughout their working life. As participation in work is important for individuals, organizations, and society as a whole, individuals’ ability to function in work is essential. For individuals, work provides meaning, financial security as well as social contacts. Organizations need productive employees to survive. Also from a societal perspective, it is important that as many people as possible participate in the labor market to maintain economic welfare (1). Moreover, as a consequence of population aging (2–6), longevity, rapid changes in technology (7, 8) and changes in the nature of work (1), both the need to promote sustainable employability of individuals in society and the complexity to succeed in doing so increase even further. Only recently, van der Klink et al provided the first definition of the concept in the international scientific literature (1, p74): “Sustainable employability means that throughout their working lives, workers can achieve tangible opportunities in the form of a set of capabilities. They also enjoy the necessary conditions that allow them to make a valuable contribution through their work, now and in the future, while safeguarding their health and welfare. This requires, on the one hand, a work context that facilitates this for them and, on the other, the attitude and motivation to exploit these opportunities.” This definition is accompanied by an equally recent operationalization of SE as a set of capabilities (9). Moreover, the definition itself also appeared in an earlier Dutch publication (10), which other international publications about SE most commonly refer to [ie, in comparison with other definitions in the non-international (eg, Dutch) literature] (11–13). As mentioned, the present paper provides a critical reflection on van der Klink et al’s aforementioned definition of SE (1). Merits Van der Klink et al’s definition of SE (1) has three important merits. First, SE is seen as a multidimensional construct. It is presented as consisting of a broad set of opportunities for employees to create value for themselves and for their employer that cover various aspects of working. Moreover, the individual’s health and well-being as well as attitudinal and motivational aspects are included in the definition as well. This acknowledgement of the multidimensionality of SE is favorable, as it illustrates the complexity of the construct and of what constitutes functioning in work. This is in accordance with the International Classification of Functioning, Disability and Health (ICF) (14), in which functioning is seen from three different perspectives (body, activities, and participation). The ICF underlines the multifaceted and complex nature of functioning in which disease, environmental factors, and personal factors play a role. Similarly, the multifaceted nature of functioning is also illustrated by the fact that different disciplines focus on different aspects to understand functioning at work (15, 16). Second, SE is (partially) defined as the degree to which (i) employees are able to work throughout their entire working lives, and (ii) their work context enables them to do so. This suggests that SE is a set of interacting characteristics of the employee and the work context that codetermine the opportunities and conditions affecting employees’ capacity to participate in the labor market throughout their working lives. As such, the definition describes an equal responsibility for employee and employer to maintain the employee’s ability to work. This could be considered as a great merit, as research shows how strongly an employee’s ability to function is influenced by both the individual, work and work-contextual factors (17). Third, van der Klink et al’s definition recognizes that SE is an inherently longitudinal construct as clearly embedded in the words “throughout their working lives”. This is essential as “sustainable” necessarily implies a time dimension. Need for further development Despite the aforementioned merits, there are important needs for improvement of van der Klink et al’s definition of SE. First, it is not immediately clear from the definition what particular element(s) of the work situation constitute(s) SE. The paper provides some clarity by equating SE with the...

ACS Style

Bram Bi Fleuren; Andries De Grip; Nicole Wh Jansen; Imjert Kant; Fred Rh Zijlstra. Critical reflections on the currently leading definition of sustainable employability. Scandinavian Journal of Work, Environment & Health 2016, 42, 557 -560.

AMA Style

Bram Bi Fleuren, Andries De Grip, Nicole Wh Jansen, Imjert Kant, Fred Rh Zijlstra. Critical reflections on the currently leading definition of sustainable employability. Scandinavian Journal of Work, Environment & Health. 2016; 42 (6):557-560.

Chicago/Turabian Style

Bram Bi Fleuren; Andries De Grip; Nicole Wh Jansen; Imjert Kant; Fred Rh Zijlstra. 2016. "Critical reflections on the currently leading definition of sustainable employability." Scandinavian Journal of Work, Environment & Health 42, no. 6: 557-560.

Introductions
Published: 21 May 2016 in European Journal of Work and Organizational Psychology
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ACS Style

José Ramos; Neil Anderson; José M. Peiró; Fred Zijlstra. Studying innovation in organizations: a dialectic perspective—introduction to the special issue. European Journal of Work and Organizational Psychology 2016, 25, 477 -480.

AMA Style

José Ramos, Neil Anderson, José M. Peiró, Fred Zijlstra. Studying innovation in organizations: a dialectic perspective—introduction to the special issue. European Journal of Work and Organizational Psychology. 2016; 25 (4):477-480.

Chicago/Turabian Style

José Ramos; Neil Anderson; José M. Peiró; Fred Zijlstra. 2016. "Studying innovation in organizations: a dialectic perspective—introduction to the special issue." European Journal of Work and Organizational Psychology 25, no. 4: 477-480.

Original articles
Published: 11 April 2016 in European Journal of Work and Organizational Psychology
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ACS Style

Fred Zijlstra; José María Peiró; Gudela Grote. Robert Roe. European Journal of Work and Organizational Psychology 2016, 25, 1 -2.

AMA Style

Fred Zijlstra, José María Peiró, Gudela Grote. Robert Roe. European Journal of Work and Organizational Psychology. 2016; 25 (5):1-2.

Chicago/Turabian Style

Fred Zijlstra; José María Peiró; Gudela Grote. 2016. "Robert Roe." European Journal of Work and Organizational Psychology 25, no. 5: 1-2.