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Beatrice I. J. M. Van der Heijden [11]Beatrice Van der Heijden [8]
  1.  17
    Job Satisfaction, Retirement Attitude and Intended Retirement Age: A Conditional Process Analysis across Workers’ Level of Household Income.Eleanor M. M. Davies, Beatrice I. J. M. Van der Heijden & Matt Flynn - 2017 - Frontiers in Psychology 8.
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  2.  31
    Keep Up the Good Work! Age-Moderated Mediation Model on Intention to Retire.Paola Dordoni, Beatrice Van der Heijden, Pascale Peters, Sascha Kraus-Hoogeveen & Piergiorgio Argentero - 2017 - Frontiers in Psychology 8:290650.
    In European nations, the aging of the workforce is a major issue which is increasingly addressed both in national and organizational policies in order to sustain older workers’ employability and to encourage longer working lives. Particularly older workers’ employability can be viewed an important issue as this has the potential to motivate them for their work and change their intention to retire. Based on lifespan development theories and Van der Heijden’s ‘employability enhancement model’, this paper develops and tests an age-moderated (...)
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  3.  24
    Live to Work or Work to Live? An Age-Moderated Mediation Model on the Simultaneous Mechanisms Prompted by Workaholism Among Healthcare Professionals.Paola Dordoni, Sascha Kraus-Hoogeveen, Beatrice I. J. M. Van Der Heijden, Pascale Peters, Ilaria Setti & Elena Fiabane - 2019 - Frontiers in Psychology 10.
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  4.  21
    “Knowing Me, Knowing You” the Importance of Networking for Freelancers’ Careers: Examining the Mediating Role of Need for Relatedness Fulfillment and Employability-Enhancing Competencies.Sofie Jacobs, Ans De Vos, David Stuer & Beatrice I. J. M. Van der Heijden - 2019 - Frontiers in Psychology 10.
    Research has shown the importance of engaging in networking behaviors for employees’ career success. Networking behaviors can be seen as a proactive way of creating access to career-related social resources and we argue that this type of proactive career behaviors might be particularly relevant for freelancers who cannot depend on an organizational career system supporting their further development, yet whose careers are characterized by high levels of uncertainty and unpredictability. To date, however, our understanding of how freelancers, being a category (...)
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  5.  98
    The Best of Both Worlds: The Role of Career Adaptability and Career Competencies in Students’ Well-Being and Performance.Jos Akkermans, Kristina Paradniké, Beatrice I. J. M. Van der Heijden & Ans De Vos - 2018 - Frontiers in Psychology 9.
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  6.  49
    Do Interpersonal Conflict, Aggression and Bullying at the Workplace Overlap? A Latent Class Modeling Approach.Guy Notelaers, Beatrice Van der Heijden, Hannes Guenter, Morten Birkeland Nielsen & Ståle Valvetne Einarsen - 2018 - Frontiers in Psychology 9:345888.
    An unresolved issue in the occupational health literature that is of both theoretical and practical importance is whether interpersonal conflicts, aggression and bullying at work are distinct or overlapping phenomena for exposed workers. In this study, we addressed this question empirically by employing a Latent Class (LC) analysis using cross-industry data from 6,175 Belgian workers. We found that a two-factor solution with a conflict-aggression factor and a bullying factor had the best fit. Employees with low exposure to workplace conflicts-aggression and (...)
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  7.  24
    Vulnerable Workers’ Employability Competences: The Role of Establishing Clear Expectations, Developmental Inducements, and Social Organizational Goals.Mieke Audenaert, Beatrice Van der Heijden, Neil Conway, Saskia Crucke & Adelien Decramer - 2020 - Journal of Business Ethics 166 (3):627-641.
    Using an ethical approach to the study of employability, we question the mainstream approach to career self-direction. We focus on a specific category of employees that has been neglected in past research, namely vulnerable workers who have been unemployed for several years and who have faced multiple psychosocial problems. Building on the Ability-Motivation-Opportunity model, we examine how establishing clear expectations, developmental inducements, and social organizational goals can foster employability competences of vulnerable workers. Our study took place in the particularly relevant (...)
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  8.  14
    To Leave or Not to Leave? A Multi-Sample Study on Individual, Job-Related, and Organizational Antecedents of Employability and Retirement Intentions.Pascale M. Le Blanc, Maria C. W. Peeters, Beatrice I. J. M. Van der Heijden & Llewellyn E. van Zyl - 2019 - Frontiers in Psychology 10:474977.
    In view of the aging and dejuvenation of the working population and the expected shortages in employees’ skills in the future, it is of utmost importance to focus on older workers’ employability in order to prolong their working life until, or even beyond, their official retirement age. The primary aim of the current study was to examine the relationship between older workers’ employability (self-)perceptions and their intention to continue working until their official retirement age. In addition, we studied the role (...)
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  9.  72
    Bridge Over an Aging Population: Examining Longitudinal Relations Among Human Resource Management, Social Support, and Employee Outcomes Among Bridge Workers.Klaske N. Veth, Beatrice I. J. M. Van der Heijden, Hubert P. L. M. Korzilius, Annet H. De Lange & Ben J. M. Emans - 2018 - Frontiers in Psychology 9.
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  10. Understanding the Contribution of HRM Bundles for Employee Outcomes Across the Life-Span.Klaske N. Veth, Hubert P. L. M. Korzilius, Beatrice I. J. M. Van der Heijden, Ben J. M. Emans & Annet H. De Lange - 2019 - Frontiers in Psychology 10:475130.
    Using the Job Demands-Resources model literature and the life-span theory as scholarly frameworks, we examined the effects of job demands and job resources as mediators in the relationship between bundles of used HRM practices and employee outcomes. In addition, we tested for age differences in our research model. Findings confirmed the hypothesized original 2-factor structure representing maintenance and development HRM practices. Structural Equation Modeling analyses showed that the maintenance HRM bundle related directly and negatively to employee outcomes, without moderating effects (...)
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  11.  9
    Caught in the Middle: How and When Psychological Contract Breach by Subordinates Relates to Weekly Emotional Exhaustion of Supervisors.Jeroen P. de Jong, Mike Clinton, Matthijs Bal & Beatrice Van Der Heijden - 2021 - Frontiers in Psychology 11.
    In psychological contract research, the side of the supervisor is strongly underexposed. However, supervisors are responsible for maintaining relationships with both their subordinates and senior management and are likely to be influenced by events unfolding in these relationships. In this study, we state that supervisor well-being may be affected by subordinates who fail to meet their obligations. This study adds to psychological contract research by developing an understanding of how and when subordinate psychological contract breach (PCB) is associated with supervisor (...)
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  12.  12
    Employable as We Age? A Systematic Review of Relationships Between Age Conceptualizations and Employability.Annet H. De Lange, Beatrice Van der Heijden, Tinka Van Vuuren, Trude Furunes, Christiane De Lange & Josje Dikkers - 2021 - Frontiers in Psychology 11.
    This systematic review aimed to provide an overview of earlier research on the relationships between age conceptualizations and indicators of employability. We have conducted a systematic literature search using PsycINFO, Academic Search Premier, Business Source Complete, CINAHL, ERIC, MEDLINE, and Science Direct. Two raters evaluated the articles and subsequently distinguished k = 41 studies that met the inclusion criteria for this systematic review. Our review revealed that many researchers adopted different operationalizations to measure employability. Moreover, most studies included calendar age (...)
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  13.  12
    A Distributed Interactive Decision-Making Framework for Sustainable Career Development.Helen Hallpike, Gaëlle Vallée-Tourangeau & Beatrice Van der Heijden - 2022 - Frontiers in Psychology 12.
    The purpose of this article is to present a new distributed interactive career decision-making framework in which person and context together determine the development of a sustainable career. We build upon recent theories from two disciplines: decision theory and career theory. Our new conceptual framework incorporates distributed stakeholders into the career decision-making process and suggests that individuals make decisions through a system of distributed agency, in which they interact with their context to make each career decision, at varying levels of (...)
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  14.  24
    Please Don’t Look at Me That Way. An Empirical Study Into the Effects of Age-Based Stereotyping on Employability Enhancement Among Older Supermarket Workers.Pascale Peters, Beatrice I. J. M. Van der Heijden, Daniel Spurk, Ans De Vos & Renate Klaassen - 2019 - Frontiers in Psychology 10.
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  15.  13
    “I Just Can’t Take It Anymore”: How Specific Work Characteristics Impact Younger Versus Older Nurses’ Health, Satisfaction, and Commitment.Beatrice I. J. M. Van der Heijden, Inge Houkes, Anja Van den Broeck & Katarzyna Czabanowska - 2020 - Frontiers in Psychology 11.
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  16.  16
    Learning Climate Perceptions as a Determinant of Employability: An Empirical Study Among European ICT Professionals.Claudia M. Van der Heijde, Beatrice I. J. M. Van der Heijden, Dora Scholarios, Nikos Bozionelos, Aslaug Mikkelsen, Olga Epitropaki, Izabela Marzec, Piotr Jędrzejowicz & Jan C. Looise - 2018 - Frontiers in Psychology 9.
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  17.  11
    The Importance of Intra-Organizational Networking for Younger Versus Older Workers: Examining a Multi-Group Mediation Model of Individual Task Performance Enhancement.Beatrice I. J. M. Van der Heijden, Peter M. Kruyen & Guy Notelaers - 2020 - Frontiers in Psychology 11:606383.
    The purpose of this paper is to investigate the effect of intra-organizational networking on individual task performance, via employability. Moreover, this study also examines whether this relationship differs for younger (<40 years) versus older employees (≥40 years). A self-report questionnaire was distributed among a sample of employees working in a range of different types of organizations (n= 374). We conclude that employability fully mediates the relationship between intra-organizational networking and individual task performance. However, this mediation effect did not vary between (...)
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  18.  14
    “Expecting the unexpected?” Uncovering role expectation differences in a Dutch hospital.Milan Wolffgramm, Joost Bücker & Beatrice Van der Heijden - 2022 - Frontiers in Psychology 13.
    The aim of this study was to empirically investigate differences in role expectations, among the stakeholders involved, about the devolved personnel management role of front-line managers. In particular, we researched the role expectation differences between FLMs, their middle managers, and Human Resource practitioners. In total, nineteen semi-structured interviews have been conducted involving eleven FLMs, eight middle managers, and two HR practitioners working at the same Dutch hospital. Most discovered role expectation differences were related to how FLMs should execute their HR (...)
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