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Het motivationele proces van het Job Demands-Resources Model bij vrijwillig en onvrijwillig ontslagen werknemers tijdens de opzegtermijn

Ellen Peeters, Bart Van de Ven (UGent) , Nele De Cuyper, Peter Vlerick (UGent) and De Witte Hans
(2014) GEDRAG & ORGANISATIE. 27(2). p.213-231
Author
Organization
Abstract
This study examines the motivational process of the Job Demands-Resources (JD-R) Model in a sample of recently dismissed (voluntary and involuntary) Flemish employees (N = 213). Specifically, the relations between three work-related resources (perceived employability, social support, and acceptance of feedback given during the exit conversation) and work-related behavior (in-role and extra-role behavior) were examined. We hypothesized (1) that this relationship is mediated by dedication, and (2) there would be a difference between voluntary and involuntary dismissed employees. The results showed that the resources had an indirect effect on in-role and extra-role behavior, (partially) mediated by dedication. There was a positive relationship and a negative relationship between perceived employability and dedication for voluntary and involuntary dismissed employees, respectively. In summary, the JD-R Model serves as a relevant framework for studying employees’ work behavior and motivational process during their term of notice.
Keywords
ORGANIZATIONAL CITIZENSHIP, WORK ENGAGEMENT, FEEDBACK REACTIONS, PERFORMANCE, BURNOUT, EMPLOYABILITY, INSECURITY, MEDIATION, EMBEDDEDNESS, PERCEPTIONS, dismissal, term of notice, motivation, dedication

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Citation

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MLA
Peeters, Ellen, et al. “Het Motivationele Proces van Het Job Demands-Resources Model Bij Vrijwillig En Onvrijwillig Ontslagen Werknemers Tijdens de Opzegtermijn.” GEDRAG & ORGANISATIE, vol. 27, no. 2, 2014, pp. 213–31, doi:10.5553/GenO/092150772014027001005.
APA
Peeters, E., Van de Ven, B., De Cuyper, N., Vlerick, P., & Hans, D. W. (2014). Het motivationele proces van het Job Demands-Resources Model bij vrijwillig en onvrijwillig ontslagen werknemers tijdens de opzegtermijn. GEDRAG & ORGANISATIE, 27(2), 213–231. https://doi.org/10.5553/GenO/092150772014027001005
Chicago author-date
Peeters, Ellen, Bart Van de Ven, Nele De Cuyper, Peter Vlerick, and De Witte Hans. 2014. “Het Motivationele Proces van Het Job Demands-Resources Model Bij Vrijwillig En Onvrijwillig Ontslagen Werknemers Tijdens de Opzegtermijn.” GEDRAG & ORGANISATIE 27 (2): 213–31. https://doi.org/10.5553/GenO/092150772014027001005.
Chicago author-date (all authors)
Peeters, Ellen, Bart Van de Ven, Nele De Cuyper, Peter Vlerick, and De Witte Hans. 2014. “Het Motivationele Proces van Het Job Demands-Resources Model Bij Vrijwillig En Onvrijwillig Ontslagen Werknemers Tijdens de Opzegtermijn.” GEDRAG & ORGANISATIE 27 (2): 213–231. doi:10.5553/GenO/092150772014027001005.
Vancouver
1.
Peeters E, Van de Ven B, De Cuyper N, Vlerick P, Hans DW. Het motivationele proces van het Job Demands-Resources Model bij vrijwillig en onvrijwillig ontslagen werknemers tijdens de opzegtermijn. GEDRAG & ORGANISATIE. 2014;27(2):213–31.
IEEE
[1]
E. Peeters, B. Van de Ven, N. De Cuyper, P. Vlerick, and D. W. Hans, “Het motivationele proces van het Job Demands-Resources Model bij vrijwillig en onvrijwillig ontslagen werknemers tijdens de opzegtermijn,” GEDRAG & ORGANISATIE, vol. 27, no. 2, pp. 213–231, 2014.
@article{5683490,
  abstract     = {{This study examines the motivational process of the Job Demands-Resources (JD-R) Model in a sample of recently dismissed (voluntary and involuntary) Flemish employees (N = 213). Specifically, the relations between three work-related resources (perceived employability, social support, and acceptance of feedback given during the exit conversation) and work-related behavior (in-role and extra-role behavior) were examined. We hypothesized (1) that this relationship is mediated by dedication, and (2) there would be a difference between voluntary and involuntary dismissed employees. The results showed that the resources had an indirect effect on in-role and extra-role behavior, (partially) mediated by dedication. There was a positive relationship and a negative relationship between perceived employability and dedication for voluntary and involuntary dismissed employees, respectively. In summary, the JD-R Model serves as a relevant framework for studying employees’ work behavior and motivational process during their term of notice.}},
  author       = {{Peeters, Ellen and Van de Ven, Bart and De Cuyper, Nele and Vlerick, Peter and Hans, De Witte}},
  issn         = {{0921-5077}},
  journal      = {{GEDRAG & ORGANISATIE}},
  keywords     = {{ORGANIZATIONAL CITIZENSHIP,WORK ENGAGEMENT,FEEDBACK REACTIONS,PERFORMANCE,BURNOUT,EMPLOYABILITY,INSECURITY,MEDIATION,EMBEDDEDNESS,PERCEPTIONS,dismissal,term of notice,motivation,dedication}},
  language     = {{dut}},
  number       = {{2}},
  pages        = {{213--231}},
  title        = {{Het motivationele proces van het Job Demands-Resources Model bij vrijwillig en onvrijwillig ontslagen werknemers tijdens de opzegtermijn}},
  url          = {{http://doi.org/10.5553/GenO/092150772014027001005}},
  volume       = {{27}},
  year         = {{2014}},
}
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