Dutch Employees Research Articles

Sickness absence duration of stress complaints, adaptation disorder or burnout in the Netherlands

Abstract In the Netherlands, occupational physicians can diagnose burnout when employees report sick. Their guideline distinguishes between stress complaints lasting < 3 months, adaptation disorder with complaints lasting 3-6 months and burnout with complaints lasting > 6 months at moment of diagnosis. The Four-Dimensional Symptom Questionnaire (4DSQ) is recommended to assess and monitor. The new Burnout Assessment Tool (BAT) might be an alternative. Research questions were: 1) What are the sickness absence duration, 4DSQ and BAT-scores of absentees diagnosed with stress complaints, adaptation disorder and burnout?; 2) Is the BAT a better predictor of sickness absence duration than the 4DSQ? From 2020-2023, data was collected among all 3,462 employees who were absent due to stress complaints, adaptation disorder or burnout at one large occupational health and safety service via registry data and an employee questionnaire. Results show that two-thirds of those with stress complaints, half of them with adaptation disorder and one third with burnout were absent for less than half a year. 4DSQ and BAT scores differed significantly between the three groups (p<.05). The BAT explained 0.8% of variance in absence duration (p< .001) when controlled for covariates, which explained 1.6% of variance (p< .001). The explanation by BAT was 1.9% within the group with stress complaints (p = 0.002), .4% within the group with adaptation disorder (p=.022) and absent within the group with burnout. Comparable results were found for the 4DSQ. The differences in absence duration between the three groups aligned with the Dutch guidelines. The BAT nor the 4DSQ were clinically relevant predictors of duration of absence for stress-related diagnoses among absentees in the Netherlands. To reduce productivity loss, it seems better to report sick when still in the stage of stress complaints than to wait until a full burnout has developed. The BAT and 4DSQ might help risk assessment in the working population. Key messages • The sickness absence duration of Dutch employees diagnosed with burnout is much longer than that of those with adaptation disorder or stress complaints. • Both the instrument recommended in the guideline and the new instrument have no clinical relevance in predicting sickness absence duration of stress-related diagnoses.

Does Knee Arthroplasty Have a Beneficial Effect on Return to Work in Patients with Knee Osteoarthritis who Receive Long-Term Disability Benefits in the Netherlands?

Optimal timing of knee arthroplasty (KA) is complex: operating at a younger age increases life time risk of revision, while delay results in an increased risk of job loss. This study evaluates whether disability benefits recipients due to knee osteoarthritis have an increased odds of returning to work (RTW) following KA. A retrospective cohort study was performed among long-term disability benefits recipients due to knee osteoarthritis using data of the Dutch Employee Insurance Agency. Logistic regression assessed whether recipients with KA had a higher odds of RTW in 10years following start of disability benefits, compared to those without KA. A total of 159 participants were included. During 10-year follow up, 42% had received KA and 37% had returned to work. No association was observed between KA and RTW (OR 1.39, 95% CI 0.62-3.12). Prognostic factors for RTW were being the main breadwinner (OR 7.93, 95% CI 2.95-21.32) and classification as 100% work disability (OR 0.20, 95% CI 0.09-0.45). KA has no beneficial effect on RTW among patients with knee osteoarthritis granted long-term disability in the Netherlands. For RTW, KA is probably best performed within the two years of paid sick leave before long-term disability is assessed in the Netherlands.

Building Employee Engagement and Resilience Through Strengths-Based Leadership.

Modern careers are enacted in turbulent and stressful environments and workers face increasing uncertainty in navigating their careers. Therefore, it is essential to support workers in coping with stress by enhancing their resilience. We propose that strengths-based leaders help their workers to find their own unique pathway to developing resilience by building upon their pre-existing strengths. In turn, we propose that resilience allows workers to transform the support and opportunities provided by their strengths-based leader into the active state of work engagement. We conducted a two-wave time-lagged survey among a representative sample of 1,095 Dutch employees. Results of our structural equation modelling indicated that T1 strengths-based leadership was positively related to T2 employee work engagement and that T2 employee resilience mediated the relationship between strengths-based leadership (T1) and employee work engagement (T2). We conclude that strengths-based leadership might be a tool to develop a resilient and engaged workforce and make suggestions for developing strengths-based leadership.

Changing stereotypes of the “good” manager: Dutch research shows decreasing preference for “masculine”, and increased preference for “feminine”, traits

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsResearchers from the Netherlands showed a decreased preference for masculine, and an increased preference for feminine, leadership traits in their notions of a “good manager” in 2020 compared with 2005. But Dutch employees continued to favour stereotypically “masculine” over “feminine” leadership traits, unlike in a 2021 study by Powell et al, which showed that a cohort of US business students reported a preference for a more “androgynous” manager profile.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Combined Lifestyle Intervention to reduce overweight at the workplace: opinions of stakeholders

Abstract Background Overweight is a risk factor for employee health and sustainable employability. Multifactorial interventions, addressing both the employee's individual lifestyle and the work environment, are expected to be most effective in overweight reduction. In the Netherlands, primary care patients with overweight are referred to Combined Lifestyle Interventions (CLI), but this is not yet common in occupational health. This study explores the attitudes, intentions and perceived facilitators and barriers of three groups of stakeholders (employees, employers and occupational physicians (OP's)). Methods A cross-sectional survey focusing on attitudes, barriers and facilitators was conducted among a convenience sample of, varying in age and gender, Dutch OPs (n = 267), employers (n = 401) and employees (n = 1,023) in 2021/2022. Results Preliminary results indicate that 32% of the employers would offer CLIs if accessible and 25% of the overweight employees intend to participate in a CLI. For employers, the main reasons to offer a CLI were reduction of sick leave (42%) and good employment practice (37%), barriers were the conviction that employees would not be interested (33%), lack of finance (21%) and lack of time (21%). Employee's main reason for attending was boost for good lifestyle (27%), facilitators were alignment with working hours (24%) and employer's payment for the CLI (25%). Barriers were ‘I already do enough for my health’ (22%). The main barriers for OPs to refer to a CLI were lack of knowledge (66%) and a preference for known professionals (40%), while a facilitator was having more time during their consultations. Conclusions Although not yet common in the Netherlands, a relative large portion of participating employers is willing to invest in lifestyle interventions to reduce overweight. The shared barrier of lack of time needs to be tackled in combination with strengthening of attitudes and facilitators to achieve a successful CLI implementation. Key messages • Employers are willing to invest in a combined lifestyle intervention to reduce or prevent employee’s overweight. • Implementation requires sufficient time for referral and participation, employers to pay and OPs to be informed about the combined lifestyle intervention.

Disability-related policies and practices and sustained employment: A survey and register data study

Abstract Background Many OECD countries implemented reforms to promote sustained employment of employees on long-term sick leave. Still, sustained employment remains low, which is worrying as it may affect the health and well-being of this vulnerable group of workers. This study aimed to examine the extent to which a firm's disability policies and practices increase the likelihood of sustained employment of long-term sick-listed employees with remaining work capacity. Methods Survey data on firms’ disability policies and practices was obtained from the Dutch Employee Insurance Agency (UWV) and linked to register data covering the employment outcomes of all employees that applied for disability benefits between 2006 and 2010 (N = 6103 employees from N = 366 employers). The dependent variable was sustained employment one year after the disability assessment. Implemented disability policies and practices were measured across seven domains: sick leave prevention, absenteeism management, reintegration management, occupational health and safety services (OHS), reintegration activities with the current/another employer, and positive workplace culture. Multilevel multiple logistic regression analyses were performed. Results Sick leave prevention policies (OR = 2.3, 95% CI 1.3-4.0), absenteeism management policies (OR = 1.8, 95% CI 1.0-3.3) and OHS (OR = 1.8, 95 CI 1.1-3.2) were positively associated with sustained employed one year after the disability assessment. No significant results were found for the other domains. Conclusions Employees with remaining work capacity in firms with the most comprehensive absence management policies, prevention policies, and OHS are about twice as likely to continue working one year after the disability assessment than firms with the least comprehensive policies. Legislation that encourages firms to invest more in absence management and prevention policies may result in better employment opportunities for this vulnerable group of employees. Key messages • Firm's prevention and absence management policies could be highly effective in fostering sustained employment of employees on long-term sick leave. • Legislation that encourages firms to invest more in disability policies and practices may result in better employment opportunities, health, and well-being of people with partial work disabilities.

The permeation of loneliness into the workplace: An examination of robustness and persistence over time

AbstractThe experience of loneliness has become ubiquitous in society today. However, despite the prevalence and considerable effects of loneliness, research on how this societal issue relates to the workplace remains limited. To address this shortcoming, we propose that loneliness is a permeating force that has a robust and persistent negative effect on employees' job satisfaction. We test our proposition using a nationally representative longitudinal sample of 627 Dutch employees surveyed each year between 2016 and 2018. Results of latent growth modeling indicate that loneliness is negatively related to job satisfaction, offering support for loneliness as a permeating force. Further, the effect of loneliness on job satisfaction remains significant despite controlling for well‐established predictors of job satisfaction found in the Jobs‐Demand Resource model (i.e., robustness) and has a significant influence on the trajectory of employees' job satisfaction over several years (i.e., persistence). On the basis of these results, we make the theoretical contribution of proposing that loneliness is a permeating force that infiltrates individuals' experiences at work. We further argue that the ramifications of loneliness on employees, and subsequently the organizations that employ them, are likely far more significant, sustained, and irrespective of work characteristics than previously understood.

Daily strengths use and work performance: A self‐determination perspective

AbstractDrawing on self‐determination theory, this study examines how using personal strengths at work in the morning is associated with different types of performance throughout the workday. Momentary satisfaction of the needs for autonomy, relatedness and competence are proposed as mechanisms that differentially link strengths use to four different performance outcomes: task accomplishment, goal attainment, organizational citizenship behaviour and counterproductive work behaviour. We collected data from 216 Dutch employees in a large variety of sectors twice a day for one workweek (N = 1470 observations) using a smartphone application. Results of multilevel structural equation modelling showed that momentary satisfaction of the needs for autonomy and competence at noon mediated the positive relationship between morning strengths use and afternoon task accomplishment and goal attainment. Furthermore, satisfaction of the need for relatedness mediated the positive relationship between morning strengths use and afternoon organizational citizenship behaviour, but not the negative relationship between morning strengths use and counterproductive work behaviour. These findings deepen our understanding of strengths use theory and uncover novel insight on the temporal aspects of strengths use within a working day.

Subtle Cutback Management and Exhaustion: Qualitative Job Insecurity as a Mediator in a Sample of Dutch and Belgian Employees

As an answer to crises such as COVID-19, organizations implemented more subtle forms of cutback measures such as wage moderation, loan sacrifice and recruitment freezes aimed at maintaining a financially healthy organization. In this study, the association between subtle cutback management and employee exhaustion was studied, and it was investigated whether this potential linkage can be explained by employee perceptions of increased qualitative job insecurity or the fear that valued features of the job will decrease in the near future. This research thereby extends prior research on the consequences of cutback management as well as regarding the antecedents of qualitative job insecurity. A cross-sectional online survey was conducted on a sample of workers (N = 218) active in various organizations in the Netherlands and Belgium. Regression analysis was applied to test hypotheses. Mediation was investigated by means of Hayes PROCESS macro. The results of the study indicate that there is no direct relationship between subtle cutback measures deployed at the workplace and employee exhaustion. However, the analyses further reveal that subtle cutback management is positively related to the experience of qualitative job insecurity in workers and that enhanced qualitative job insecurity is positively related to employee exhaustion. Qualitative job insecurity fully mediates the relationship between subtle cutback management and employee exhaustion.

Managerial stereotypes over time: the rise of feminine leadership

PurposeA key obstacle to women’s advancement to managerial roles and leadership positions is the stereotype of the “good” manager, which is characterized by masculine traits. Although this gendered managerial stereotype has been very persistent over the past decades, Powell et al. (2021) recently showed that business students in the USA reported a decreased preference for masculine leadership traits and an increased preference for feminine leadership traits, resulting in a so-called “androgynous” manager profile that contains both masculine and feminine characteristics. This study aims to replicate Powell et al.’s (2021) findings among an older sample of working adults in The Netherlands.Design/methodology/approachThe present study tests for changes in the managerial stereotype in a sample of 5,542 Dutch employees across 2005, 2010 and 2020.FindingsIn line with Powell et al. (2021), the results confirm employees’ decreased preference for masculine and increased preference for feminine leadership traits in 2020 compared to 2005. Nevertheless, Dutch employees still favored masculine over feminine leadership traits in 2020, contrary to the findings by Powell et al. (2021).Practical implicationsThese observed changes in the managerial stereotype could prove to be an important step forward for women’s advancement to management and leadership positions.Originality/valueWith the present study, the authors demonstrate cross-cultural generalizability and conclude that the stereotype of a “good manager” is not only changing among US business students but also among working adults in The Netherlands. Overall, this study strengthens the observation that the stereotype of a “good manager” is becoming less gendered.

More or less job performance in an insecure job? A study on the relationship between job insecurity and in-role and extra-role performance.

To gain insight into the complex relationship between job insecurity and in-role and extra-role performance. Autonomous work motivation is investigated as a mediator in this relationship. The quality of the employee-supervisor relationship (LMX) is investigated as a moderator between job insecurity and autonomous work motivation. Cross-sectional data was collected by online surveys among 206 Dutch and Belgian employees. Multiple regression analyses were performed to test the hypotheses. Job insecurity was negatively associated with both in-role and extra-role performance. Autonomous work motivation mediated the negative relationship between job insecurity and in-role and extra-role performance. LMX did not moderate the negative relationship between job insecurity and autonomous work motivation. Organizations need to prevent job insecurity and limit the negative consequences of job insecurity for sustaining employees' autonomous work motivation and job performance.

Women writers’ profiles of Soenting Melajoe Newspaper (1912-1921)

Soenting Melajoe Newspaper (1912-1921) was Indonesia’s first indigenous women’s newspaper during the Dutch colonial period. Its readers considered this newspaper as a command in the women’s movement in the Minangkabau society. Editors were deemed as generals, readers as soldiers. The articles in Soenting Melajoe were submitted by women from various regions. The newspaper became a means of exchanging ideas and debating between women, moderated by female editors; Rohana Kudus and Ratna Juwita. This writing constructed the profile of writers based on their writings in Soenting Melajoe. The theory used in this research was the feminist communication theory, focusing on the revalorism aspect of it. This research employed a historical method. Data collection was done through literature study. The subjects of this research are the writings of Indonesian women in Soenting Melajoe. The female writers of Soenting Melajoe came from the administrative center of the Hindia Dutch, port cities, and coffee warehouse regions. Most backgrounds of the writers of Soenting Melajoe were from families of Dutch employees, families managing educational institutions, and families of tribal leaders. Some of the writers of Soenting Melajoe learned to read and write at school. Others studied with family members. Further research can be done on the life of these female writer pioneers and the connection between ideas in Soenting Melajoe and other colonial newspapers.

Job characteristics, job attitudes and employee withdrawal behaviour: A latent change score approach

AbstractEmployee withdrawal is a critical issue for organisations and has been the topic of extensive research. Although much turnover research used between‐person designs, this study focused on the impact of within‐person changes in job characteristics on job attitudes and withdrawal behaviour, using the challenge‐hindrance stressor as our main theoretical framework. The focus was on the job characteristics workload (a challenge stressor), emotional demands (a hindrance stressor) and autonomy (a job resource) and on positive (dedication) and negative (organisational cynicism) job attitudes as process variables. Latent change score modelling based on data of 1530 Dutch employees collected in three waves across 2 years showed that changes in workload, emotional demands and autonomy resulted in changes in organisational cynicism, which, in turn, related to changes in turnover intentions, but not absenteeism. Changes in autonomy were related to changes in dedication, which, in turn, were associated with changes in turnover intentions, but not absenteeism. This study highlights the importance of investigating within‐person changes in job characteristics in explaining changes in job attitudes and employee withdrawal behaviour. From a practical perspective, this study shows how job design affects dedication and organisational cynicism and hence can contribute to combat employee withdrawal behaviour.

Be Careful How You Treat Your Coworkers: The Reciprocal Relationship between Ethnic Outgroup Coworkers’ Reactions to Voice and Ethnic Majority Employees’ Attitudes regarding Immigrant Entitlements

We study the reciprocal relationship between interethnic interactions among coworkers and native (Dutch) employees’ attitudes regarding immigrant entitlements. Building on contact theory, we hypothesize that voice support by ethnic outgroup coworkers leads to more favorable, while voice suppression leads to less favorable attitudes regarding immigrant entitlements. Furthermore, we examine potential reciprocal effects. The hypotheses are tested using a three-wave panel survey of native Dutch respondents. Findings indicate a negative effect of voice suppression by ethnic outgroup coworkers on attitudes regarding immigrant entitlements, implying that workplace interethnic contact can shape political attitudes. Moreover, findings indicate that the less favorable native employees’ attitudes regarding immigrant entitlements are, the more likely they are to subsequently experience suppression by ethnic outgroup coworkers.

A capability perspective on sustainable employability: A Dutch focus group study on organizational, work and personal conversion factors.

In the field of work, there is a shift towards more value-based approaches to study the sustainable employability of the present-day worker. The capability approach offers a value based and innovative conceptualisation and framework of sustainable employability characterized by contextuality, normativity and diversity. The capabilities of Dutch employees have been established and validated, yet it is not known which conversion factors on a personal, work and organizational level enable employees to achieve value in work in different Dutch occupational sectors. Our qualitative approach included seven focus groups in different occupational sectors including elderly care, higher education, insurance work, facility management and the oil-, car- and chemical industry. Each focus group included 5-11 participants and took approximately one and a half hour. A qualitative content analysis was used to analyse the data, by combining deductive and inductive coding respectively. Deductive coding involved assigning themes to the conversion of resources into capabilities at the organizational, work and personal level. On the organizational conversion level, important themes were cultural aspects, power relations, shortage of personnel and policies for self-management. On the work conversion level, social contacts, communication and workload, tasks and schedules were identified. Social contacts were described as a work value in itself, but also conditional for achieving other work values. On the personal conversion level, experienced work stress, motivation and the ability to achieve values informally within the company. From our findings it follows that focus groups are sensitive to identify conversion factors on all three levels of conversion. In addition, companies and their employees might effectively increase work capabilities by being sensitive to all three conversion levels simultaneously. Further research is necessary to study the effect of a capability-based intervention at the work floor.

Employable until Retirement: How Inclusive Leadership and HR Practices Can Foster Sustainable Employability through Strengths Use

Background: Although the new model of sustainable employability (SE), which builds on the capability approach, has received growing attention, research on how to enhance workers’ SE is scarce. In this study, we aimed to investigate whether (1) inclusive leadership and high-involvement HR practices are positively associated with SE and whether (2) strengths use mediates these associations. To test our research hypotheses, we surveyed Dutch employees (N = 364), selected with random sampling. The results of structural equation modeling showed that inclusive leadership and high-involvement HR practices were positively associated with workers’ SE. Moreover, we discovered that strengths use mediated these relationships. These results contribute to the SE literature by providing initial evidence that inclusive leadership and high-involvement HR practices are directly and indirectly (through strengths use) related to workers’ SE.

Thriving in Times of COVID-19: Through Transformational Leadership and Coworkers’ Support

Since many employees are struggling during the COVID-19 pandemic, we investigated how transformational leadership (TFL) could still enable employee thriving at work, in particular employee vitality and learning. Positive affect (PA) and negative affect (NA) were included as mediators, and coworkers’ support as a moderator. Our mixed-methods research design utilized a survey (N = 259) and an open question (N = 219) among Dutch employees. The hypotheses were tested using stepwise regression, Hayes’ PROCESS macro, and Sobel tests, as well as structural equation modeling. The qualitative data were content analyzed. We found that the direct supervisors’ TFL is related to employee thriving through reducing NA. Interestingly, coworkers’ support moderated the relationship between TFL and NA but not the relationship between TFL and PA. Reduced social interaction and connection to the organization were identified as drawbacks of forced remote work, while the respondents still perceived a degree of organizational support. Our findings extend the social exchange and broaden-and-build theories to a virtual setting by showing how both leaders’ TFL and coworkers’ support can provide solace to employees during forced remote work. Team leaders are thus encouraged to display TFL, also during virtual interactions with their members, as well as establish a supportive (remote) work environment for employees. Coworkers could mitigate employee NA further by initiating social interactions, also when their colleagues are not in the office.

Self-, other-, and meta-perceptions of personality: Relations with burnout symptoms and eudaimonic workplace well-being.

The present study examined whether disagreement between self-, other-, and meta-perceptions of personality was related to burnout symptoms and eudaimonic workplace well-being. We expected disagreement in personality perceptions to explain incremental variance in burnout symptoms and eudaimonic workplace well-being beyond the main effects of the different personality ratings. Participants were 459 Dutch employees and their 906 colleagues (who provided other ratings of personality). The results, based on polynomial regression with response surface analyses, highlighted strong main effects of self-rated personality traits in relation to burnout symptoms and eudaimonic workplace well-being. This study provides, as far as we know, the first empirical evidence that self-rated Honesty-Humility negatively predicts burnout symptoms. Results showed little evidence on incremental effects of disagreement between personality perceptions, with one clear exception: when respondents misjudged how their colleagues would rate them on Honesty-Humility (i.e., discrepancy between meta- and other-perceptions), respondents experienced more feelings of burnout and less eudaimonic workplace well-being. Our study contributes to the literature by providing evidence that discrepancies between meta- and other-perceptions of Honesty-Humility affect employee well-being (i.e., burnout symptoms and eudaimonic workplace well-being).

Essential work and emergency childcare: identifying gender differences in COVID-19 effects on labour demand and supply

AbstractWe examine whether the COVID-19 crisis affects women and men differently in terms of employment, working hours, and hourly wages, and whether the effects are demand or supply driven. COVID-19 impacts are studied using administrative data on all Dutch employees up to December 2020, focussing on the national lockdowns and emergency childcare for essential workers in the Netherlands. First, the impact of COVID-19 is much larger for non-essential workers than for essential workers. Although female non-essential workers are more affected than male non-essential workers, on average, women and men are equally affected, because more women than men are essential workers. Second, the impact for partnered essential workers with young children, both men and women, is not larger than for others. Third, single-parent essential workers respond with relatively large reductions in labour supply, suggesting emergency childcare was insufficient for them. Overall, labour demand effects appear larger than labour supply effects.

When Employees Experience Low Levels of Job Autonomy, Fair Procedures Buffer Unfair Outcomes.

Organizations play a key role in maintaining employee wellbeing. Some research suggests that one way to protect employee wellbeing is to treat them fairly (procedural justice), especially when fair job outcomes (distributive justice) cannot be ensured. Yet, previous studies have not consistently found this interaction effect between distributive and procedural justice. This study investigates job autonomy as a boundary condition to the Distributive Justice × Procedural Justice effect on wellbeing outcomes. To test our hypothesized three-way interaction between distributive justice, procedural justice, and job autonomy, we collected cross-sectional data among Dutch employees in two studies. We used validated self-report measures of our core constructs to test our hypothesis on two employee wellbeing indicators: job satisfaction and emotional exhaustion. Results show a significant three-way interaction effect on both job satisfaction and emotional exhaustion in Study 1 (N = 411), and a significant three-way interaction effect on emotional exhaustion in Study 2 (N = 1117). Simple slopes analyses of the significant three-way interactions showed that distributive justice and procedural justice interact to predict wellbeing outcomes among employees with low job autonomy. Among employees with high job autonomy, distributive justice and procedural justice do not interact to predict wellbeing. The results contribute to the employee wellbeing literature by showing that job autonomy is a boundary condition to the Distributive Justice × Procedural Justice effect on wellbeing outcomes. We discuss other implications of our findings for the workplace and the ramifications for employees with low and high job autonomy.