• Een positief leerklimaat in organisaties. Noodzakelijke voorwaarden voor een geslaagd leerbeleid

      Bellens, Kim; Delcour, Fauve; Davidson, Tina; De Stobbeleir, Katleen (2012)
      In this study, insight is given into the temporal nature of psychological contract-related information seeking during organizational entry, by examining how the frequency of information seeking changes across the first year of employment for a sample of 280 newcomers. We examined the pattern of changes in the frequency of information seeking from four sources (supervisor, co-workers, mentors, and other newcomers) and about two content dimensions of the psychological contract (organizational inducements and employee contributions). We also investigated if information-seeking behaviours were related to the evaluation of the psychological contract and whether these relationships changed over time. The data were analysed using Latent Growth Modelling. The results indicated that information seeking about the psychological contract decreases significantly over the first year of employment, with the exception of information seeking from supervisors, indicating that for different targets of information different information seeking patterns exist. Employees seek more information on organizational inducements than on employee contributions. We found a positive association between information seeking during the initial weeks after entry and evaluations of psychological contract fulfilment after 3 months, but changes in information seeking after this initial period were not associated with changes in psychological contract fulfilment. Finally, we found that younger newcomers engaged more frequently in information seeking from co-workers and other new hires compared to older newcomers. Implications for theories on psychological contract formation and future research are discussed.
    • Too attached to speak up? It depends: How supervisor-subordinate guanxi and perceived job control influence upward constructive voice

      Davidson, Tina; Van Dyne, Linn; Lin, Bilian (Elsevier, 2017)
      In general, reciprocal supervisor–subordinate relationships (high leader–member exchange relationships) provide a supportive context for employees to speak up. In China however, supervisor–subordinate relationships or guanxi are characterized by affective characteristics and hierarchical characteristics which may respectively facilitate and inhibit employee voice. We draw on Guanxi Theory to develop a model of differential effects of two dimensions of supervisor–subordinate guanxi (affective attachment to the supervisor and deference to the supervisor) on voice. Results of a multi-source, lagged field study demonstrated that the affective attachment to the supervisor dimension of guanxi facilitated and the deference to supervisor dimension of guanxi inhibited voice, when employees experienced low job control. We discuss ways these findings extend our understanding of the nature of supervisor–subordinate relationships, guanxi, and their impact on voice.
    • Vormgeven aan het leerverhaal van kennismedewerkers

      De Stobbeleir, Katleen; Delcour, Fauve; Bellens, Kim; Davidson, Tina (2012)