ARBEID- EN
ORGANITATIEPSYCHOLOGIE
1
,Inhoudsopgave
HOOFDSTUK 1: INLEIDING EN SITUERING .....................................................................................10
AFBAKENING ................................................................................................................................. 10
HISTORISCHE ACHTERGROND: WETENSCHAPPELIJKE EVOLUTIES .................................................. 10
EVOLUTIE VAN MAATSCHAPPELIJKE BEELD OVER DE MENS IN EEN ARBEIDSSITUATIE ...................... 12
Rationeel-economische mens / scientific management / time and motion studies / Hawthorne effect
.................................................................................................................................................. 12
Tweefactorentheorie ................................................................................................................... 14
Dissatisfiers / satisfiers ........................................................................................................... 14
Job enlargement / Job enrichment ............................................................................................ 15
De complexe mens / behoeftenpyramide ..................................................................................... 16
WERKEN: WELKE PRESTATIE LEVEREN ? .......................................................................................... 16
Algemene modellen .................................................................................................................... 17
Competentiebenadering ............................................................................................................. 19
De zoektocht naar het “ultieme criterium” .................................................................................... 20
HOOFDSTUK 2: EVIDENCEBASED MANAGEMENT ..........................................................................22
INTRO: WE HAVE A PROBLEM ......................................................................................................... 23
INTRO- ‘VERZACHTENDE OMSTANDIGHEDEN’ ................................................................................ 24
DEFINITIE EBM ............................................................................................................................... 24
De 6 fases van EBM ..................................................................................................................... 25
Fase 1: ask ............................................................................................................................. 25
Fase 2: acquire ....................................................................................................................... 26
Fase 3: appraise ...................................................................................................................... 27
Fase 4: aggregate .................................................................................................................... 29
Fase 5: apply .......................................................................................................................... 30
Fase 6: assess ........................................................................................................................ 30
Kritische bedenkingen over EBM .................................................................................................. 31
HOOFDSTUK 3: DETERMINANTEN VAN GEDRAG ............................................................................32
INLEIDING ..................................................................................................................................... 32
DEEL 1: DETERMINANTEN INDIVIDUEEL GEDRAG ..........................................................................32
DETERMINANTEN VAN INDIVIDUEEL GEDRAG: INTELLIGENTIE / COGNITIEVE VAARDIGHEDEN ......... 33
Specifiekere cognietieve vaardigheden ........................................................................................ 34
2
, DETERMINANTEN VAN INDIVIDUEEL GEDRAG: WAARDEN ............................................................... 36
Waardemodellen ........................................................................................................................ 37
Het belang van waarden voor individuen + organisaties ................................................................. 39
DETERMINANTEN VAN INDIVIDUEEL GEDRAG: ATTITUDES ............................................................... 40
Cognitieve dissonantie ............................................................................................................ 42
Jobtevredenheid ......................................................................................................................... 43
Organisatiebetrokkenheid ........................................................................................................... 45
DETERMINANTEN VAN INDIVIDUEEL GEDRAG: PERSOONLIJKHEID .................................................. 47
Definitie en kenmerken ............................................................................................................... 47
Hoeveel trekken zijn er ? .............................................................................................................. 48
Typologische benaderingen van persoonlijkheid ........................................................................... 50
Uitkomsten van persoonlijkheid op het werk................................................................................. 51
Specifieke uitkomsten relateren aan specifieke trekken ............................................................. 51
Trekactiviteit ........................................................................................................................... 52
Trekinteracties ........................................................................................................................ 52
Dynamiek van persoonlijkheid ..................................................................................................... 52
Kortermijnfluctuaties .............................................................................................................. 52
Langetermijnontwikkeling ........................................................................................................ 53
Verder dan de Big Vife ................................................................................................................. 53
DETERMINANTEN VAN INDIVIDUEEL GEDRAG: EMOTIONELE INTELLIGENTIE .................................... 54
DETERMINANTEN VAN INDIVIDUEEL GEDRAG: INTERESSES ............................................................ 56
Interesses: Holland’s Riasac model ............................................................................................. 57
DETERMINANTEN VAN INDIVIDUEEL GEDRAG: PERCEPTIE .............................................................. 58
DETERMINANTEN VAN INDIVIDUEEL GEDRAG: LEERPROCESSEN .................................................... 59
DEEL 1: DETERMINANTEN VAN GEDRAG IN GROEPEN....................................................................60
GROEPEN EN TEAMS: OMSCHRIJVING ............................................................................................ 60
Definitie van team ....................................................................................................................... 61
Wanneer is teamwork een meerwaarde? ...................................................................................... 61
BASISELEMENTEN VAN TEAMS ....................................................................................................... 63
Rollen ........................................................................................................................................ 63
Normen ..................................................................................................................................... 64
Groepscohesie ........................................................................................................................... 65
Groepsgrootte ............................................................................................................................ 66
Groepsamenstelling ................................................................................................................... 67
Leiderschap ............................................................................................................................... 68
3
, Teamconflicten........................................................................................................................... 68
Gedeelde objectieven ................................................................................................................. 69
Reflexiviteit ................................................................................................................................ 69
GROEPSBESLUITVORMING............................................................................................................. 69
Biasen ....................................................................................................................................... 69
Technieken voor groepsbesluitvorming ........................................................................................ 70
Brainstorming ......................................................................................................................... 70
Nominale groepstechniek: ....................................................................................................... 70
Delphi-techniek ...................................................................................................................... 70
TEAMONTWIKKELING ..................................................................................................................... 71
HOOFDSTUK 4: MOTIVATIE OP HET WERK .....................................................................................72
INLEIDING ..................................................................................................................................... 72
Overzicht ................................................................................................................................... 72
GEDRAGSBENADERING: BEHAVIORISME ........................................................................................ 72
COGNITIEVE THEORIEËN ............................................................................................................... 74
Equity theory .............................................................................................................................. 74
Organizational justice (rechtvaardigheid) .................................................................................. 75
Distributieve rechtvaardigheid.............................................................................................. 75
procedurele rechtvaardigheid .............................................................................................. 75
interactionele/interpersoonlijke rechtvaardigheid ................................................................. 75
Verwachtingswaardetheorie ........................................................................................................ 76
Toepassen .............................................................................................................................. 78
Theorie van gepland gedrag (TBP) ................................................................................................ 79
Verschillen en overeenkomsten tussen TPB en VIE-theory ............................................................. 81
Verschillen ............................................................................................................................. 81
Overeenkomsten .................................................................................................................... 81
Goal setting theorie .................................................................................................................... 81
Zelfreguleringstheorieën ............................................................................................................. 82
Controletheorie ...................................................................................................................... 82
Sociaal-cognitieve theorie ....................................................................................................... 82
Doelimplementatietheorie ...................................................................................................... 83
Hulpmiddelen-allocatietheorie ................................................................................................ 83
Handelingstheorie .................................................................................................................. 84
Theorie van het prestatiedoel ................................................................................................... 84
Regulatiefocustheorie ............................................................................................................. 85
4
, HUMANISTISCHE THEORIËN .......................................................................................................... 86
Behoeftehiërarchie van Maslow ................................................................................................... 86
Zelfdeterminatietheorie (ZDT) ...................................................................................................... 87
De psychologische basisbehoeften .......................................................................................... 87
Intrinstieke en extrinsieke motivatie ......................................................................................... 88
Autonome en gecontroleerde motivatie .................................................................................... 89
Samenvatting ......................................................................................................................... 89
HOOFDSTUK 5: LEIDERSCHAP .....................................................................................................90
INLEIDING ..................................................................................................................................... 90
Definitie ..................................................................................................................................... 91
Verschil succesvolle- en effectieve leider ..................................................................................... 91
GESCHIEDENIS VAN DE LEIDERSCHAPSTHEORIE ........................................................................... 92
Overzicht ................................................................................................................................... 92
Great man theory ........................................................................................................................ 93
Gedragstheoriën ......................................................................................................................... 94
Ohio State leadership studies .................................................................................................. 96
Michigan State studies ............................................................................................................ 96
Evaluatie ................................................................................................................................ 96
Contingentietheorieën ................................................................................................................ 97
Life cycle theory of leadership / ‘situationeel leiderschap’ ......................................................... 97
Path-Goal Theory (House, 1971) ............................................................................................... 97
Full range of leadership model ..................................................................................................... 99
Leader-member exchange theory .............................................................................................. 101
Dienend leiderschap ................................................................................................................. 101
Nichetheorieën ........................................................................................................................ 102
Ethisch leiderschap (EL) ........................................................................................................ 102
Authentiek leiderschap (AL) ................................................................................................... 103
Onderzoek: incrementele validiteit ..................................................................................... 103
Paternalistisch leiderschap ................................................................................................... 104
Coachend leiderschap .......................................................................................................... 104
ALTERNATIEVE BENADERINGEN EN KRITIEKEN OP LEIDERSCHAPSTHEORIËN ................................ 105
Gedeeld leiderschap................................................................................................................. 105
De perceptie-gedragkloof .......................................................................................................... 105
LEIDERSCHAPSONTWIKKELING ................................................................................................... 106
Als leiderschap misgaat: macht en ‘toxische’ gedrag ................................................................... 106
Leiderschap en macht ........................................................................................................... 106
5
, Machtstactieken: hoe machtsbronnen zich vertalen naar invloed ......................................... 107
achterkamertjespolitiek ..................................................................................................... 109
Toxisch leiderschap............................................................................................................... 109
Wat werkt in leiderschapsontwikkeling? ..................................................................................... 110
Leiderschap in een globale samenleving .................................................................................... 111
H6: WERK EN WELZIJN ............................................................................................................... 112
INTRODUCTIE .............................................................................................................................. 112
Historische perspectieven op de relatie tussen werk en welzijn ................................................... 114
WAT IS WELZIJN EN WAT BETEKENT HET INDE WERKCONTEXT? ...................................................... 115
Welzijn op het werk ................................................................................................................... 115
Specifieke vormen van welzijn op het werk ................................................................................. 115
Werkstress ........................................................................................................................... 115
Burn-out ............................................................................................................................... 116
Bevolgenheid ........................................................................................................................ 117
WELZIJN, PRESTATIE EN WERKKENMERKEN .................................................................................. 118
Klassieke modellen ................................................................................................................... 118
Job Characteristics Model ..................................................................................................... 119
Job Demands-Control-Support Model (DCSM) ........................................................................ 120
Evaluatie klassieke modellen ................................................................................................. 121
Moderne modellen ................................................................................................................... 122
Conservation of resources theory .......................................................................................... 122
Person Environment (PE) Fit model ......................................................................................... 123
Job Demands-Resources (JD-R) model ................................................................................... 123
Evaluatie .............................................................................................................................. 124
Wrap-up: de ‘grote drie’ (belangrijke voorspellers) van welzijn: ..................................................... 125
AANPAK VAN WERKSTRESS EN WELZIJN ........................................................................................ 125
Type interventies ...................................................................................................................... 125
Effectiviteit van interventies ...................................................................................................... 126
Jobdesign als interventie ........................................................................................................... 127
CONCLUSIE ................................................................................................................................. 127
HOOFDSTUK 7: WERVING, SELECTIE EN BEOORDELING .............................................................. 128
INLEIDING: DE JUISTE PERSOON OP DE JUISTE PLAATS ................................................................. 128
THEORETISCH RAAMWERK: ATTRACTION-SELECTION-ATTRITION .................................................. 128
PERSONEELREKRUTING ............................................................................................................... 129
6
, Job / Functie analyse................................................................................................................. 129
Werk-georiënteerde methodes .............................................................................................. 129
Werker-georiënteerde methodes ............................................................................................ 130
Definitie ................................................................................................................................... 130
Kernbeslissingen bij personeelrekrutering .................................................................................. 131
De ‘wie’-vraag: targeting bij personeelsrekrutering .................................................................. 131
De ‘wat-vraag: Welke boodschap overbrengen bij personeelsreisrekrutering ............................ 132
De ‘hoe’-vraag: Een overzicht van rekruteringsmethode ........................................................... 133
Indicatoren bij evaluatie van rekrutering (recruiment metrics) ...................................................... 133
Uitdagingen in personeelsrekrutering ......................................................................................... 134
PERSONEELSSELECTIE ................................................................................................................ 134
Definitie ................................................................................................................................... 134
Waarom selecteren: competentie, fit en integriteit ...................................................................... 135
Hoe selecteren: overzicht van selectiemethode.......................................................................... 136
CV’s / applicatieformulieren .................................................................................................. 136
Referenties ........................................................................................................................... 136
Cognitieve bekwaamheidstests ............................................................................................. 137
Kennistests........................................................................................................................... 137
Persoonlijkheidsvragenlijsten ................................................................................................ 137
Sociale wenselijkheid / faking in persoonlijkheidstesting ..................................................... 138
Selectie Interview ................................................................................................................. 138
Ongestructureerd .............................................................................................................. 138
Gestructureerd ................................................................................................................. 138
Asynchrone video-interviews ................................................................................................. 139
Situational judgement tests ............................................................................................... 140
Assessment Centers (ACs) ................................................................................................. 140
Evaluatie beste tools ............................................................................................................. 141
Applicant perspectives ............................................................................................................. 141
Fairness/ adverse impact .......................................................................................................... 142
Belangrijke actoren in personeelsselectie .................................................................................. 142
Uitdagingen in personeelsselectie ............................................................................................. 143
Gebruik van AI ...................................................................................................................... 143
Globalisering ........................................................................................................................ 143
PRESTATIEMANAGEMENT ............................................................................................................. 144
Definitie ................................................................................................................................... 144
Meten van jobprestaties ............................................................................................................ 144
Overzicht van prestatiemanagement-methoden ......................................................................... 144
7
, Traditionele benaderingen ..................................................................................................... 144
SMART-doelstellingen ........................................................................................................ 145
Key performance indicators (KPI’s) ..................................................................................... 145
Beoordeling op competenties ............................................................................................ 145
Rangschikkingsmethoden .................................................................................................. 146
Grafische beoordelingsschalen .......................................................................................... 146
Moderne benadering ............................................................................................................. 147
Continue feedback (check-ins) .......................................................................................... 147
Technologische ontwikkeling bij prestatiemanagement ............................................................... 148
Uitdagingen in prestatiemanagement ........................................................................................ 148
HOOFDSTUK8: LOOPBANEN EN ONTWIKKELING ......................................................................... 149
INLEIDING ................................................................................................................................... 149
De veranderende context van loopbanen ................................................................................... 149
Vroege theorieën over de loopbaan ............................................................................................ 150
Donald Super........................................................................................................................ 150
RIASAC-model ...................................................................................................................... 150
Edgar Schein (1985)/ loopbaanankers .................................................................................... 150
THEORIËN OVER LOOPBAANONTWIKKELING ................................................................................ 151
Overzicht ................................................................................................................................. 151
Boundaryless career theory ....................................................................................................... 151
Protean career theory ............................................................................................................... 152
Social cognitive career theory (SCCT)......................................................................................... 152
Career construction theory ....................................................................................................... 153
Sustainable career theory ......................................................................................................... 154
CONCEPTEN VAN LOOPBAANONTWIKKELING .............................................................................. 154
Loopbaansucces ...................................................................................................................... 154
Loopbaantransities ................................................................................................................... 155
Loopbaancompetenties en -zelfmanagement ............................................................................ 156
Inzetbaarheid – Employability .................................................................................................... 157
Opkomende concepten ............................................................................................................ 157
DE ONTWIKKELING VAN LOOPBANEN ........................................................................................... 158
Analyse van behoeften .............................................................................................................. 159
Ontwerpen en uitvoeren ............................................................................................................ 160
Evalueren ................................................................................................................................. 161
Evaluatie traintransfer ........................................................................................................... 162
8
,HOOFDSTUK 9: DIVERSITEIT & INCLUSIE .................................................................................... 164
INLEIDING: DEI op de voorgrond ................................................................................................... 164
DIVERSITEIT ................................................................................................................................. 165
Definitie: wat is diversiteit? ........................................................................................................ 165
Objectief perspectief ............................................................................................................ 166
Subjectief perspectief ........................................................................................................... 167
Diversiteit bekeken vanuit sociaal-psychologische theorieën ...................................................... 167
Realistische conflicttheorie en groepscompetentie................................................................. 168
Similariteit-attractiviteitsparadigma ....................................................................................... 168
Intergroepcontact-theorie ..................................................................................................... 169
Sociale categorisatietheorie .................................................................................................. 169
Sociale-identiteitstheorie ...................................................................................................... 169
Stereotypen .......................................................................................................................... 170
Meta-stereotypen ................................................................................................................. 170
Waarde-in-diversiteit-theorie ................................................................................................. 171
INCLUSIE ..................................................................................................................................... 171
Definitie: Wat is inclusie? .......................................................................................................... 171
Inclusie vs diversiteit................................................................................................................. 171
Inclusie bekeken vanuit sociaal-psychologische theorieën .......................................................... 171
Optimal distinctiveness theory .............................................................................................. 171
Regulatory focus theory ......................................................................................................... 172
Contributive justice theory .................................................................................................... 172
DIVERSITEITSBELEID IN ORGANISATIES ........................................................................................ 172
Juridische regelgeving ............................................................................................................... 172
Managementpraktijken ............................................................................................................. 173
Effectiviteit van diversiteit ......................................................................................................... 174
Effecten op organisaties ........................................................................................................ 174
Effecten op individuen en groepen ......................................................................................... 175
HINDERPALEN EN HEFBOMEN VOOR DEI ..................................................................................... 175
3 opvattingen over DEI: waar of niet waar?.................................................................................. 175
Hinderpalen en hefbomen voor DEI ........................................................................................... 177
9
, HOOFDSTUK 1: INLEIDING EN SITUERING
AFBAKENING
• Kijken naar interactie tussen werknemer + organisatie
• Arbeidspsychologie: focus op kenmerken van werk zelf en impact ervan op werknemers
- Taakverdeling, veiligheid, werktijden,…
• Organisatiepsychologie: begrijpen van menselijk gedrag in context van een organisatie
- Motivatie, leiderschap, teams,…
• Heel wat synoniemen / verwante termen
- A&O psychologie
- Bedrijfspsychologie
- Work and Organizational Psychology
- Industrial-Organizational (I-O) Psychology ….
HISTORISCHE ACHTERGROND: WETENSCHAPPELIJKE EVOLUTIES
• Eerste revolutie: aanvaarden van: natuurwetenschappelijke methode
• Gestructureerde manier om naar de werkelijkheid/realiteit te kijken
• Natuurwetenschappelijke methode:
- observatie → hypothese → toetsing → verwerping/aanvaarding hypothese
- Vb. Milgram experiment (elektroshocks)
• Waarom gingen Mensen mee met Hitler?
• Hypothese van Milgram: Gewone mensen doen
zaken over hun grenzen door een andere
persoon met een hoge autoriteit
• Gaan toetsen door: experiment op afbeelding
• Uitleg experiment
- Tegen proefpersoon werd verteld dat hij meedeed aan een experiment dat ging over
straffen bij leren
- Fake test subject kreeg “shocks” bij elk foutief antwoord door proefpersoon
- Meeste proefpersonen gingen door tot 450V
- Hypothese klopt: door instructies met iemand met veel autoriteit gaan ze over hun grens
10
ORGANITATIEPSYCHOLOGIE
1
,Inhoudsopgave
HOOFDSTUK 1: INLEIDING EN SITUERING .....................................................................................10
AFBAKENING ................................................................................................................................. 10
HISTORISCHE ACHTERGROND: WETENSCHAPPELIJKE EVOLUTIES .................................................. 10
EVOLUTIE VAN MAATSCHAPPELIJKE BEELD OVER DE MENS IN EEN ARBEIDSSITUATIE ...................... 12
Rationeel-economische mens / scientific management / time and motion studies / Hawthorne effect
.................................................................................................................................................. 12
Tweefactorentheorie ................................................................................................................... 14
Dissatisfiers / satisfiers ........................................................................................................... 14
Job enlargement / Job enrichment ............................................................................................ 15
De complexe mens / behoeftenpyramide ..................................................................................... 16
WERKEN: WELKE PRESTATIE LEVEREN ? .......................................................................................... 16
Algemene modellen .................................................................................................................... 17
Competentiebenadering ............................................................................................................. 19
De zoektocht naar het “ultieme criterium” .................................................................................... 20
HOOFDSTUK 2: EVIDENCEBASED MANAGEMENT ..........................................................................22
INTRO: WE HAVE A PROBLEM ......................................................................................................... 23
INTRO- ‘VERZACHTENDE OMSTANDIGHEDEN’ ................................................................................ 24
DEFINITIE EBM ............................................................................................................................... 24
De 6 fases van EBM ..................................................................................................................... 25
Fase 1: ask ............................................................................................................................. 25
Fase 2: acquire ....................................................................................................................... 26
Fase 3: appraise ...................................................................................................................... 27
Fase 4: aggregate .................................................................................................................... 29
Fase 5: apply .......................................................................................................................... 30
Fase 6: assess ........................................................................................................................ 30
Kritische bedenkingen over EBM .................................................................................................. 31
HOOFDSTUK 3: DETERMINANTEN VAN GEDRAG ............................................................................32
INLEIDING ..................................................................................................................................... 32
DEEL 1: DETERMINANTEN INDIVIDUEEL GEDRAG ..........................................................................32
DETERMINANTEN VAN INDIVIDUEEL GEDRAG: INTELLIGENTIE / COGNITIEVE VAARDIGHEDEN ......... 33
Specifiekere cognietieve vaardigheden ........................................................................................ 34
2
, DETERMINANTEN VAN INDIVIDUEEL GEDRAG: WAARDEN ............................................................... 36
Waardemodellen ........................................................................................................................ 37
Het belang van waarden voor individuen + organisaties ................................................................. 39
DETERMINANTEN VAN INDIVIDUEEL GEDRAG: ATTITUDES ............................................................... 40
Cognitieve dissonantie ............................................................................................................ 42
Jobtevredenheid ......................................................................................................................... 43
Organisatiebetrokkenheid ........................................................................................................... 45
DETERMINANTEN VAN INDIVIDUEEL GEDRAG: PERSOONLIJKHEID .................................................. 47
Definitie en kenmerken ............................................................................................................... 47
Hoeveel trekken zijn er ? .............................................................................................................. 48
Typologische benaderingen van persoonlijkheid ........................................................................... 50
Uitkomsten van persoonlijkheid op het werk................................................................................. 51
Specifieke uitkomsten relateren aan specifieke trekken ............................................................. 51
Trekactiviteit ........................................................................................................................... 52
Trekinteracties ........................................................................................................................ 52
Dynamiek van persoonlijkheid ..................................................................................................... 52
Kortermijnfluctuaties .............................................................................................................. 52
Langetermijnontwikkeling ........................................................................................................ 53
Verder dan de Big Vife ................................................................................................................. 53
DETERMINANTEN VAN INDIVIDUEEL GEDRAG: EMOTIONELE INTELLIGENTIE .................................... 54
DETERMINANTEN VAN INDIVIDUEEL GEDRAG: INTERESSES ............................................................ 56
Interesses: Holland’s Riasac model ............................................................................................. 57
DETERMINANTEN VAN INDIVIDUEEL GEDRAG: PERCEPTIE .............................................................. 58
DETERMINANTEN VAN INDIVIDUEEL GEDRAG: LEERPROCESSEN .................................................... 59
DEEL 1: DETERMINANTEN VAN GEDRAG IN GROEPEN....................................................................60
GROEPEN EN TEAMS: OMSCHRIJVING ............................................................................................ 60
Definitie van team ....................................................................................................................... 61
Wanneer is teamwork een meerwaarde? ...................................................................................... 61
BASISELEMENTEN VAN TEAMS ....................................................................................................... 63
Rollen ........................................................................................................................................ 63
Normen ..................................................................................................................................... 64
Groepscohesie ........................................................................................................................... 65
Groepsgrootte ............................................................................................................................ 66
Groepsamenstelling ................................................................................................................... 67
Leiderschap ............................................................................................................................... 68
3
, Teamconflicten........................................................................................................................... 68
Gedeelde objectieven ................................................................................................................. 69
Reflexiviteit ................................................................................................................................ 69
GROEPSBESLUITVORMING............................................................................................................. 69
Biasen ....................................................................................................................................... 69
Technieken voor groepsbesluitvorming ........................................................................................ 70
Brainstorming ......................................................................................................................... 70
Nominale groepstechniek: ....................................................................................................... 70
Delphi-techniek ...................................................................................................................... 70
TEAMONTWIKKELING ..................................................................................................................... 71
HOOFDSTUK 4: MOTIVATIE OP HET WERK .....................................................................................72
INLEIDING ..................................................................................................................................... 72
Overzicht ................................................................................................................................... 72
GEDRAGSBENADERING: BEHAVIORISME ........................................................................................ 72
COGNITIEVE THEORIEËN ............................................................................................................... 74
Equity theory .............................................................................................................................. 74
Organizational justice (rechtvaardigheid) .................................................................................. 75
Distributieve rechtvaardigheid.............................................................................................. 75
procedurele rechtvaardigheid .............................................................................................. 75
interactionele/interpersoonlijke rechtvaardigheid ................................................................. 75
Verwachtingswaardetheorie ........................................................................................................ 76
Toepassen .............................................................................................................................. 78
Theorie van gepland gedrag (TBP) ................................................................................................ 79
Verschillen en overeenkomsten tussen TPB en VIE-theory ............................................................. 81
Verschillen ............................................................................................................................. 81
Overeenkomsten .................................................................................................................... 81
Goal setting theorie .................................................................................................................... 81
Zelfreguleringstheorieën ............................................................................................................. 82
Controletheorie ...................................................................................................................... 82
Sociaal-cognitieve theorie ....................................................................................................... 82
Doelimplementatietheorie ...................................................................................................... 83
Hulpmiddelen-allocatietheorie ................................................................................................ 83
Handelingstheorie .................................................................................................................. 84
Theorie van het prestatiedoel ................................................................................................... 84
Regulatiefocustheorie ............................................................................................................. 85
4
, HUMANISTISCHE THEORIËN .......................................................................................................... 86
Behoeftehiërarchie van Maslow ................................................................................................... 86
Zelfdeterminatietheorie (ZDT) ...................................................................................................... 87
De psychologische basisbehoeften .......................................................................................... 87
Intrinstieke en extrinsieke motivatie ......................................................................................... 88
Autonome en gecontroleerde motivatie .................................................................................... 89
Samenvatting ......................................................................................................................... 89
HOOFDSTUK 5: LEIDERSCHAP .....................................................................................................90
INLEIDING ..................................................................................................................................... 90
Definitie ..................................................................................................................................... 91
Verschil succesvolle- en effectieve leider ..................................................................................... 91
GESCHIEDENIS VAN DE LEIDERSCHAPSTHEORIE ........................................................................... 92
Overzicht ................................................................................................................................... 92
Great man theory ........................................................................................................................ 93
Gedragstheoriën ......................................................................................................................... 94
Ohio State leadership studies .................................................................................................. 96
Michigan State studies ............................................................................................................ 96
Evaluatie ................................................................................................................................ 96
Contingentietheorieën ................................................................................................................ 97
Life cycle theory of leadership / ‘situationeel leiderschap’ ......................................................... 97
Path-Goal Theory (House, 1971) ............................................................................................... 97
Full range of leadership model ..................................................................................................... 99
Leader-member exchange theory .............................................................................................. 101
Dienend leiderschap ................................................................................................................. 101
Nichetheorieën ........................................................................................................................ 102
Ethisch leiderschap (EL) ........................................................................................................ 102
Authentiek leiderschap (AL) ................................................................................................... 103
Onderzoek: incrementele validiteit ..................................................................................... 103
Paternalistisch leiderschap ................................................................................................... 104
Coachend leiderschap .......................................................................................................... 104
ALTERNATIEVE BENADERINGEN EN KRITIEKEN OP LEIDERSCHAPSTHEORIËN ................................ 105
Gedeeld leiderschap................................................................................................................. 105
De perceptie-gedragkloof .......................................................................................................... 105
LEIDERSCHAPSONTWIKKELING ................................................................................................... 106
Als leiderschap misgaat: macht en ‘toxische’ gedrag ................................................................... 106
Leiderschap en macht ........................................................................................................... 106
5
, Machtstactieken: hoe machtsbronnen zich vertalen naar invloed ......................................... 107
achterkamertjespolitiek ..................................................................................................... 109
Toxisch leiderschap............................................................................................................... 109
Wat werkt in leiderschapsontwikkeling? ..................................................................................... 110
Leiderschap in een globale samenleving .................................................................................... 111
H6: WERK EN WELZIJN ............................................................................................................... 112
INTRODUCTIE .............................................................................................................................. 112
Historische perspectieven op de relatie tussen werk en welzijn ................................................... 114
WAT IS WELZIJN EN WAT BETEKENT HET INDE WERKCONTEXT? ...................................................... 115
Welzijn op het werk ................................................................................................................... 115
Specifieke vormen van welzijn op het werk ................................................................................. 115
Werkstress ........................................................................................................................... 115
Burn-out ............................................................................................................................... 116
Bevolgenheid ........................................................................................................................ 117
WELZIJN, PRESTATIE EN WERKKENMERKEN .................................................................................. 118
Klassieke modellen ................................................................................................................... 118
Job Characteristics Model ..................................................................................................... 119
Job Demands-Control-Support Model (DCSM) ........................................................................ 120
Evaluatie klassieke modellen ................................................................................................. 121
Moderne modellen ................................................................................................................... 122
Conservation of resources theory .......................................................................................... 122
Person Environment (PE) Fit model ......................................................................................... 123
Job Demands-Resources (JD-R) model ................................................................................... 123
Evaluatie .............................................................................................................................. 124
Wrap-up: de ‘grote drie’ (belangrijke voorspellers) van welzijn: ..................................................... 125
AANPAK VAN WERKSTRESS EN WELZIJN ........................................................................................ 125
Type interventies ...................................................................................................................... 125
Effectiviteit van interventies ...................................................................................................... 126
Jobdesign als interventie ........................................................................................................... 127
CONCLUSIE ................................................................................................................................. 127
HOOFDSTUK 7: WERVING, SELECTIE EN BEOORDELING .............................................................. 128
INLEIDING: DE JUISTE PERSOON OP DE JUISTE PLAATS ................................................................. 128
THEORETISCH RAAMWERK: ATTRACTION-SELECTION-ATTRITION .................................................. 128
PERSONEELREKRUTING ............................................................................................................... 129
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, Job / Functie analyse................................................................................................................. 129
Werk-georiënteerde methodes .............................................................................................. 129
Werker-georiënteerde methodes ............................................................................................ 130
Definitie ................................................................................................................................... 130
Kernbeslissingen bij personeelrekrutering .................................................................................. 131
De ‘wie’-vraag: targeting bij personeelsrekrutering .................................................................. 131
De ‘wat-vraag: Welke boodschap overbrengen bij personeelsreisrekrutering ............................ 132
De ‘hoe’-vraag: Een overzicht van rekruteringsmethode ........................................................... 133
Indicatoren bij evaluatie van rekrutering (recruiment metrics) ...................................................... 133
Uitdagingen in personeelsrekrutering ......................................................................................... 134
PERSONEELSSELECTIE ................................................................................................................ 134
Definitie ................................................................................................................................... 134
Waarom selecteren: competentie, fit en integriteit ...................................................................... 135
Hoe selecteren: overzicht van selectiemethode.......................................................................... 136
CV’s / applicatieformulieren .................................................................................................. 136
Referenties ........................................................................................................................... 136
Cognitieve bekwaamheidstests ............................................................................................. 137
Kennistests........................................................................................................................... 137
Persoonlijkheidsvragenlijsten ................................................................................................ 137
Sociale wenselijkheid / faking in persoonlijkheidstesting ..................................................... 138
Selectie Interview ................................................................................................................. 138
Ongestructureerd .............................................................................................................. 138
Gestructureerd ................................................................................................................. 138
Asynchrone video-interviews ................................................................................................. 139
Situational judgement tests ............................................................................................... 140
Assessment Centers (ACs) ................................................................................................. 140
Evaluatie beste tools ............................................................................................................. 141
Applicant perspectives ............................................................................................................. 141
Fairness/ adverse impact .......................................................................................................... 142
Belangrijke actoren in personeelsselectie .................................................................................. 142
Uitdagingen in personeelsselectie ............................................................................................. 143
Gebruik van AI ...................................................................................................................... 143
Globalisering ........................................................................................................................ 143
PRESTATIEMANAGEMENT ............................................................................................................. 144
Definitie ................................................................................................................................... 144
Meten van jobprestaties ............................................................................................................ 144
Overzicht van prestatiemanagement-methoden ......................................................................... 144
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, Traditionele benaderingen ..................................................................................................... 144
SMART-doelstellingen ........................................................................................................ 145
Key performance indicators (KPI’s) ..................................................................................... 145
Beoordeling op competenties ............................................................................................ 145
Rangschikkingsmethoden .................................................................................................. 146
Grafische beoordelingsschalen .......................................................................................... 146
Moderne benadering ............................................................................................................. 147
Continue feedback (check-ins) .......................................................................................... 147
Technologische ontwikkeling bij prestatiemanagement ............................................................... 148
Uitdagingen in prestatiemanagement ........................................................................................ 148
HOOFDSTUK8: LOOPBANEN EN ONTWIKKELING ......................................................................... 149
INLEIDING ................................................................................................................................... 149
De veranderende context van loopbanen ................................................................................... 149
Vroege theorieën over de loopbaan ............................................................................................ 150
Donald Super........................................................................................................................ 150
RIASAC-model ...................................................................................................................... 150
Edgar Schein (1985)/ loopbaanankers .................................................................................... 150
THEORIËN OVER LOOPBAANONTWIKKELING ................................................................................ 151
Overzicht ................................................................................................................................. 151
Boundaryless career theory ....................................................................................................... 151
Protean career theory ............................................................................................................... 152
Social cognitive career theory (SCCT)......................................................................................... 152
Career construction theory ....................................................................................................... 153
Sustainable career theory ......................................................................................................... 154
CONCEPTEN VAN LOOPBAANONTWIKKELING .............................................................................. 154
Loopbaansucces ...................................................................................................................... 154
Loopbaantransities ................................................................................................................... 155
Loopbaancompetenties en -zelfmanagement ............................................................................ 156
Inzetbaarheid – Employability .................................................................................................... 157
Opkomende concepten ............................................................................................................ 157
DE ONTWIKKELING VAN LOOPBANEN ........................................................................................... 158
Analyse van behoeften .............................................................................................................. 159
Ontwerpen en uitvoeren ............................................................................................................ 160
Evalueren ................................................................................................................................. 161
Evaluatie traintransfer ........................................................................................................... 162
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,HOOFDSTUK 9: DIVERSITEIT & INCLUSIE .................................................................................... 164
INLEIDING: DEI op de voorgrond ................................................................................................... 164
DIVERSITEIT ................................................................................................................................. 165
Definitie: wat is diversiteit? ........................................................................................................ 165
Objectief perspectief ............................................................................................................ 166
Subjectief perspectief ........................................................................................................... 167
Diversiteit bekeken vanuit sociaal-psychologische theorieën ...................................................... 167
Realistische conflicttheorie en groepscompetentie................................................................. 168
Similariteit-attractiviteitsparadigma ....................................................................................... 168
Intergroepcontact-theorie ..................................................................................................... 169
Sociale categorisatietheorie .................................................................................................. 169
Sociale-identiteitstheorie ...................................................................................................... 169
Stereotypen .......................................................................................................................... 170
Meta-stereotypen ................................................................................................................. 170
Waarde-in-diversiteit-theorie ................................................................................................. 171
INCLUSIE ..................................................................................................................................... 171
Definitie: Wat is inclusie? .......................................................................................................... 171
Inclusie vs diversiteit................................................................................................................. 171
Inclusie bekeken vanuit sociaal-psychologische theorieën .......................................................... 171
Optimal distinctiveness theory .............................................................................................. 171
Regulatory focus theory ......................................................................................................... 172
Contributive justice theory .................................................................................................... 172
DIVERSITEITSBELEID IN ORGANISATIES ........................................................................................ 172
Juridische regelgeving ............................................................................................................... 172
Managementpraktijken ............................................................................................................. 173
Effectiviteit van diversiteit ......................................................................................................... 174
Effecten op organisaties ........................................................................................................ 174
Effecten op individuen en groepen ......................................................................................... 175
HINDERPALEN EN HEFBOMEN VOOR DEI ..................................................................................... 175
3 opvattingen over DEI: waar of niet waar?.................................................................................. 175
Hinderpalen en hefbomen voor DEI ........................................................................................... 177
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, HOOFDSTUK 1: INLEIDING EN SITUERING
AFBAKENING
• Kijken naar interactie tussen werknemer + organisatie
• Arbeidspsychologie: focus op kenmerken van werk zelf en impact ervan op werknemers
- Taakverdeling, veiligheid, werktijden,…
• Organisatiepsychologie: begrijpen van menselijk gedrag in context van een organisatie
- Motivatie, leiderschap, teams,…
• Heel wat synoniemen / verwante termen
- A&O psychologie
- Bedrijfspsychologie
- Work and Organizational Psychology
- Industrial-Organizational (I-O) Psychology ….
HISTORISCHE ACHTERGROND: WETENSCHAPPELIJKE EVOLUTIES
• Eerste revolutie: aanvaarden van: natuurwetenschappelijke methode
• Gestructureerde manier om naar de werkelijkheid/realiteit te kijken
• Natuurwetenschappelijke methode:
- observatie → hypothese → toetsing → verwerping/aanvaarding hypothese
- Vb. Milgram experiment (elektroshocks)
• Waarom gingen Mensen mee met Hitler?
• Hypothese van Milgram: Gewone mensen doen
zaken over hun grenzen door een andere
persoon met een hoge autoriteit
• Gaan toetsen door: experiment op afbeelding
• Uitleg experiment
- Tegen proefpersoon werd verteld dat hij meedeed aan een experiment dat ging over
straffen bij leren
- Fake test subject kreeg “shocks” bij elk foutief antwoord door proefpersoon
- Meeste proefpersonen gingen door tot 450V
- Hypothese klopt: door instructies met iemand met veel autoriteit gaan ze over hun grens
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