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dc.rights.licenseCC-BY-NC-ND
dc.contributor.advisorPeeters, M.
dc.contributor.authorVisser, B.A.T.
dc.date.accessioned2012-12-06T18:00:55Z
dc.date.available2012-12-06
dc.date.available2012-12-06T18:00:55Z
dc.date.issued2012
dc.identifier.urihttps://studenttheses.uu.nl/handle/20.500.12932/12233
dc.description.abstractMany organisations are undergoing changes in order to deal with economic uncertainty and financial instability. To avert a negative impact on employee well-being and motivation, the underlying processes that lead to positive outcomes need to be understood. The Personal Resources Adaptation Model provides a framework for studying the relationships between personal resources, job resources, attitudes towards change and positive outcomes in times of organisational change. Employees of a financial institution (N=164) filled out a questionnaire. A number of personal and job resources were shown to be significant predictors of positive outcomes such as work engagement and adaptive performance. The results indicate the importance for changing organisations to optimise various job resources, personal resources, and attitudes towards change, to improve the well-being of both the employees and the organisation, as well as the success of the overall change process.
dc.description.sponsorshipUtrecht University
dc.format.extent360529 bytes
dc.format.mimetypeapplication/pdf
dc.language.isoen
dc.titleAdapting to Change: Relationships Between Personal Resources, Job Resources, Attitudes Towards Change, and Positive Outcomes in Times of Considerable Organisational Change
dc.type.contentMaster Thesis
dc.rights.accessrightsOpen Access
dc.subject.keywordsChange
dc.subject.keywordsPersonal Resources
dc.subject.keywordsPsyCap
dc.subject.keywordsMeaning-making
dc.subject.keywordsJob Resources
dc.subject.keywordsChange Attitudes
dc.subject.keywordsWork Engagement
dc.subject.keywordsCreative Performance
dc.subject.keywordsAdaptive Performance
dc.subject.courseuuArbeids- en organisatiepsychologie


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