Documents De Witte, Hans 33 results

"Ce volume présente les conclusions d'un projet de recherche sur la qualité du travail et de l'emploi en Belgique. Toutes les conclusions sont basées sur des analyses par différents experts belges des données recueillies par le biais de l'Enquête européenne sur les conditions de travail. Les différentes contributions sous-tendent une politique améliorant la qualité du travail en Belgique. La chance de bénéficier d'un travail de bonne qualité et le risque d'effectuer un travail de mauvaise qualité ne sont pas uniformément répartis au sein de la population active. Le sexe, la profession, le secteur et la taille de la société sont des facteurs importants de la qualité de l'emploi des travailleurs. Et, en même temps, un type différent de qualité de travail est associé à différentes incidences sur la santé, le ‘travail à temps plein équilibré' étant, en particulier, associé à de bons résultats. Un facteur essentiel de la qualité du travail sur le plan des risques professionnels pour la santé réside naturellement dans un lieu de travail sûr. La violence et le harcèlement composent un deuxième élément lourd de conséquences très négatives pour la santé. Ces résultats justifient que le cadre juridique belge actuel se concentre essentiellement sur la prévention des risques, en prêtant une attention particulière à la violence et au harcèlement au travail. Par ailleurs, un climat social clément et la régulation du stress émotionnel et de la pression liée à la rapidité semblent être essentiels à une bonne politique en matière de qualité du travail."

"The aim of this study was to investigate how perceptions of job insecurity and fairness associate with individual well-being (job satisfaction and general health) and organizational attitudes (organizational commitment and turnover intention), under the condition that the psychological contract as perceived by the employee includes a promise on job security, or not. More specifically, we suggest that (H1) job insecurity is negatively related to individual well-being and organizational commitment and positively related to turnover intentions when job security is expected as part of the psychological contract, (H2) that job insecurity is negatively related to fairness perceptions when job security is expected as part of the psychological contract, (H3) that fairness associates positively with individual well-being and organizational commitment and negatively with turnover intentions and (H4) that the association between job insecurity, individual well-being and organizational outcomes is mediated by fairness under the condition that job security is expected as part of the psychological contract. Thus, we propose a model of mediated moderation. Results based on a sample of Belgian employees (N = 559) supported our hypotheses for organizational outcomes. For individual well-being, the mediation framework was not conditional upon a perceived promise of job security as part of the psychological contract. We conclude that employees' perceptions of job insecurity and fairness are important factors in employees' well-being and their attitudes towards the organization. More importantly, these perceptions can in part be shaped by organizational agents such as managers and supervisors. Additionally, the active utilization of the psychological contract in management strategies seems to have favourable results for the fostering of pro-organizational attitudes among employees."

"We investigated interactions between perceived employability and employees' perceptions about psychological contract obligations made by the employer in relation to life and job satisfaction, self-rated performance, and turnover intention. We hypothesized that perceived employability relates positively to job satisfaction, life satisfaction, and self-rated performance and negatively to turnover intention under the condition of many promises. Conversely, perceived employability relates negatively to job satisfaction, life satisfaction, and self-rated performance and positively to turnover intention under the condition of few promises. Analyses using a sample of 463 workers from seven Belgian organizations showed that perceived employability was positively related to all outcomes except job satisfaction. The number of promises was positively related to job and life satisfaction, and to self-rated performance, and negatively to turnover intention. Contradictory to our expectations, with the exception of turnover intention, the relationships between perceived employability and the outcomes were relatively stronger and positive under the condition of few promises compared with many promises."

"Het thema jobkwaliteit is terug actueel in het publieke en politieke debat, maar kreeg in het kader van ‘langer werken' een specifieke invulling, met name het haalbaar maken van de vooropgestelde verhoging van de pensioenleeftijd. De wisselende aandacht voor jobkwaliteit komt voort uit een combinatie van een blijvende bekommernis bij een aantal vaste beleidsactoren en een veranderlijk politiek en economisch klimaat. Als gevolg van die variabele component wijzigt ook het beeld dat we hebben van een kwalitatieve job doorheen de jaren, hoewel men steeds naar hetzelfde concept verwijst.1 We grijpen de variaties op dit thema aan om in deze inleiding meer klaarheid te scheppen over de mogelijke invulling van jobkwaliteit en wat dit impliceert voor het meten en monitoren ervan. Kijken we twintig jaar terug, dan merken we aanvankelijk politieke interesse voor jobkwaliteit als doel op zich. De ‘European Employment Strategy' streeft sinds 1997 naar ‘meer én betere jobs'. Het wordt dus voorgesteld alsof er geen afruil is tussen jobgroei en jobkwaliteit. In sterk contrast daarmee staat de teneur tijdens de vroege Grote Recessie van 2009: om jobs te behouden of om de economie te herstellen moest er aan jobkwaliteit ingeleverd worden. Dat betekent harder werken, lagere lonen, meer flexibiliteit, en vaak ook minder inspraak - een expliciete agenda die ook weerklank vond in de nationale politiek. De richting en het teken van de relatie tussen jobs en jobkwaliteit werd dus omgedraaid: waar eerder meer jobs méér jobkwaliteit impliceerden, luidde de nieuwe formule dat minder jobkwaliteit meer jobs zou creëren. Ook dit beeld werd naderhand bijgesteld: jobkwaliteit vandaag draait in de eerste plaats om duurzaamheid, en moet leiden tot langere loopbanen, en dus meer job - zonder s. Tewerkstellingsgroei volgt slechts door een veronderstelde positieve economische spiraal. De agenda voor ‘werkbaar en wendbaar werk' combineert verder aandacht voor de intrinsieke jobaspecten met de werk-privé balans, voorgesteld als een win-win, waar de flexibiliteit voor de werknemer en de flexibiliteit uit het oogpunt van de werkgever overlappen.”

"Dans le contexte de l'agenda pour le « travail faisable et la flexibilité dans l'emploi », la qualité de l'emploi occupe, en 2016, le rang de priorité politique. Le travail faisable est défini comme le travail qui vous motive intrinsèquement, qui vous donne suffisamment d'occasions d'apprendre, qui ne vous mène pas au surmenage et qui vous offre un espace suffisant pour la famille, le sport et les loisirs (Peeters, 2016). Les entreprises peuvent aussi être organisées de façon à permettre de continuer à travailler en meilleure santé et plus longtemps. Ainsi, l'interdépendance entre l'organisation du travail et la qualité de l'emploi, d'une part, et le bien-être du travailleur, d'autre part, est également reconnue et placée à l'agenda politique. Dans ce rapport, nous présentons une analyse détaillée des données concernant la Belgique collectées sur la base de l'Enquête européenne sur les conditions de travail 2015 d'Eurofound. "

"As employees' behaviour is a crucial factor for organizational success, the question on how to promote the engagement of employees in their work and boost their implication in the innovation process is central for companies. In this article we study this question building on the Karasek model suggesting that employees in jobs with high autonomy and time pressure will be more engaged and more innovative. The results of the multi-level regression analyses confirm that such a combination is associated with high employee innovation. For work engagement, the job autonomy helps in buffering the negative effects of time pressure."

"Qualitative job insecurity may be associated with less (hindrance effect) and more (challenge effect) organizational citizenship behaviour (OCB). This article disentangles both effects by introducing an intermediate variable. The authors test whether basic need satisfaction explains the hindrance effect (i.e. less intrinsically motivated OCB); and whether there is a remaining, direct positive path to OCB reflecting the challenge effect (i.e. more instrumentally motivated OCB). In addition, they investigate whether these relationships vary with age. Multi-group path analysis on a Belgian sample (N = 3243) of young (18–30 years), prime age (31–49 years) and mature age workers (50 +) reveals that qualitative job insecurity frustrates basic needs across all age groups, but most strongly among mature age workers (i.e. hindrance effect). The authors find a remaining positive path (i.e. challenge effect) that is equally strong across all age groups. In sum, qualitative job insecurity is more hindering than challenging, in particular for older workers. "

"This report provides an in-depth analysis of the quality of employment conditions and employment relations in the European employed workforce. Employment in the report is viewed as the contractual relationship between an employer and a worker, specifically how the rights and duties embedded into the relationship are translated into real rights. The analysis is mainly based on data from the fifth European Working Conditions Survey (EWCS), conducted in 2010. Where appropriate, comparisons with earlier waves of the EWCS are made."

"Workplace bullying has often been attributed to work-related stress, and has been linked to the Job Demand Control Model. The current study aims to further these studies by testing the model for bullying in a heterogeneous sample and by using latent class (LC)-analyses to define different demands and control groups and targets of severe bullying. High job demands were associated with a higher probability of being a target of severe bullying, which was particularly true for the very high job demands group. Low job control was also associated with a higher probability of being a target of severe bullying. Moreover, high job control buffered the negative effects of job demands on being a target of severe bullying, particularly when employees reported very little job control and high/very high job demands. Overall, the JDC-Model was supported, suggesting that being a target of severe bullying can be considered as a social behavioural strain. "

"The present study aimed to add to the extensive variable-centred literature on the Job Demands–Resources (JD–R) model by validating the model using a person-centred approach. A two-step cluster analysis in a sample of Flemish community employees (N = 307) showed that job demands and job resources co-occur in four job profiles: demanding (high demands, low resources), resourceful (low demands, high resources), poor (low demands and low resources) and rich (high demands and high resources) jobs. In line with the JD–R model, employees in demanding jobs evidenced the poorest well-being (high burnout and low work engagement). Resourceful as well as rich jobs were the most optimal job profiles: employees with such profiles reported the least burnout and the most work engagement. The discussion centres on the theoretical lessons learned from the differences among the job profiles, the practical importance of cluster analysis as a diagnostic tool and the presence of job resources. "