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dc.rights.licenseCC-BY-NC-ND
dc.contributor.advisorvan den Heuvel, Machteld
dc.contributor.authorSchulz, L.A.
dc.date.accessioned2011-01-26T18:01:14Z
dc.date.available2011-01-26
dc.date.available2011-01-26T18:01:14Z
dc.date.issued2011
dc.identifier.urihttps://studenttheses.uu.nl/handle/20.500.12932/6471
dc.description.abstractAccording to the JD-R model, job resources have been linked to several positive organizational outcomes (e.g. work engagement). This study examined possible mediators in the relationship between the change resource participation and two positive organizational outcomes (work engagement and adaptive performance). The hypothesized mediators consisted of one change attitude (willingness to change) and one change behavior (job crafting) which were sequentially analyzed. The data was collected via an online survey. The final sample consisted of 665 Dutch employees in different sectors all of which who were confronted with organizational change. The attitude willingness to change mediated the relationship between the change resource of participation and the change behavior of job crafting. Job crafting, in turn, mediated the relationship between willingness to change and work engagement and adaptive performance. Theoretical and practical implications of those findings are discussed.
dc.description.sponsorshipUtrecht University
dc.format.extent157281 bytes
dc.format.mimetypeapplication/pdf
dc.language.isoen
dc.titleTaking a sneak in the black box: How change resources are related to positive organizational outcomes
dc.type.contentMaster Thesis
dc.rights.accessrightsOpen Access
dc.subject.keywordsOrganizational change
dc.subject.keywordsJD-R model
dc.subject.keywordsmediation
dc.subject.keywordsparticipation
dc.subject.keywordswillingness to change
dc.subject.keywordsjob crafting
dc.subject.keywordswork engagement
dc.subject.keywordsadaptive performance
dc.subject.courseuuArbeids- en organisatiepsychologie


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