Bert HJ Schreurs

Bert HJ Schreurs
Vrije Universiteit Brussel | VUB · Business (BUSI)

PhD

About

111
Publications
77,886
Reads
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2,404
Citations
Introduction
Bert Schreurs is Full Professor at the Department of Business, Vrije Universiteit Brussel (VUB), Belgium. His research interests include precarious work, proactive work behavior, and politics in organizations. Currently, he is Associate Editor of Career Development International and a Past Chair of the Careers Division of the Academy of Management.
Additional affiliations
October 2017 - present
Vrije Universiteit Brussel
Position
  • Professor (Associate)
September 2010 - September 2017
Maastricht University
Position
  • Professor (Associate)
November 2008 - August 2010
Hogeschool - Universiteit Brussel
Position
  • Professor (Assistant)
Education
September 2006 - October 2007
KU Leuven
Field of study
  • Psychology
September 1992 - June 1997
KU Leuven
Field of study
  • Psychology

Publications

Publications (111)
Article
The modern workforce is comprised of an increasing percentage of individuals who are worried about their financial situation because they are afraid that their earnings will not be adequate to maintain a reasonable standard of living. While financial anxiety is acknowledged to be a pervasive stressor, surprisingly little is known about the effects...
Article
We assess the relative value of participative and directive leadership for improving the accuracy and speed of decision-making in crisis management teams, contingent on whether teams face an emergency that is familiar or unfamiliar to them. Testing our theory, using randomized experiments, with 72 teams tasked with managing simulated crises, we fou...
Article
Purpose This article aims to provide prospective authors guidelines that will hopefully enable them to submit more competitive manuscripts to journals publishing careers research. Design/methodology/approach Based on their experience as an author, reviewer and editorial team member, the authors identify the main criteria that a quantitative study...
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The continuation of work that undermines employee well-being necessitates an investigation into the antecedents of work design. Therefore, we examined how autonomy supportive and controlling leadership—as defined in self-determination theory (SDT)—relate to employees’ job resources, job demands, and well-being. Using a cross-sectional ( N = 501) an...
Article
The effects of social resources are well established. Yet, we know little about why these effects occur. Drawing on the conservation of resources theory, we examined the possibility that work engagement would carry the effect of social resources on work performance. We further posited that Machiavellianism would interact with social resources to in...
Article
Voice enhances whereas employee silence compromises organizational effectiveness and efficiency. We assert that individuals with different foci of commitment vary in their conceptualization of voice behaviors as integral to their roles, which in turn, influences voice behaviors. Integrating silence and voice literatures under the overarching framew...
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Employee silence is detrimental to organizations, and managers high in narcissism may create conditions that indirectly promote employee silence. Drawing on socio-analytic theory, in three samples (Ns = 79, 125, & 119), we investigated whether employees’ perceptions of manager trustworthiness mediated the relation between manager trait narcissism a...
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In two intra-individual studies, we examine how felt job insecurity relates to job performance. Based on conservation of resources theory, we argue that there is a negative intra-individual relation between felt job insecurity and job performance. Informational justice is expected to moderate this within-person relationship, so that the relationshi...
Article
Purpose The purpose of this study was to test the mediating role of relative deprivation in the relationship between perceived overqualification and counterproductive work behavior. In addition to testing this mediation, the authors posited that ambition would interact with perceived overqualification to predict relative deprivation and, through it...
Article
Companies hit by a crisis of corporate misconduct typically need to issue a public apology to minimize reputational damage, negative word-of-mouth, and declining purchases. What such an apology should ideally convey, abstract or concrete information, remains up for debate. Working from construal-level theory, we test a contingency perspective on or...
Article
Surface acting has repeatedly been found to harm employee well-being, but weak or inconsistent findings have been reported for deep acting. A theoretical explanation put forth by researchers to explain this is that opponent processes may be involved in deep acting. Accordingly, there are countering processes in place for deep acting, effectively yi...
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The vast majority of vocational research adopts a variable-centered approach. Implicit in this approach is the assumption that the population under study is homogeneous, and that therefore we can use a set of “averaged” parameters to describe it. Person-centered methods are a family of methods that relax this assumption of population homogeneity, v...
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Voice endorsement is a pivotal means by which employees can influence leadership processes and the organization at large. Up till now, research on voice endorsement has lacked unified theoretical frameworks that can shed light on antecedents of voice endorsement in a more integrative way as well as help identify new and relevant antecedents in a sy...
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Purpose The purpose of this paper is to test whether managers’ political skill is relevant for employees’ authentic leadership perceptions. Political influence theory assumes that political tactics seek to affect others’ interpretations of a person or situation. Thus, what matters for employees’ perceptions of their manager’s authentic leadership m...
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Adopting a within-person perspective, we theorize why ingratiation use directed toward an authority figure increases over time and for whom. We posit that as the appraisal event draws closer, the salience of achieving good evaluations increases, leading to an increasing use of ingratiation. We further propose that the increase will be stronger for...
Article
There is an ongoing debate about how supervisors should communicate desired end‐states to subordinates, that is, whether they should set concrete goals (according to goal setting theory) or communicate abstract visions (according to transformational leadership theory). In this paper, we draw on construal level theory (CLT) to reconcile both views a...
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This article contributes to research on older workers' sustainable employment by investigating the relation between training and expected retirement age. Past research has produced inconsistent findings, partly because studies rarely distinguish between the effects of training opportunities and actual training participation. To address this limitat...
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Values guide our attitudes and behavior, but to what extent and how do individual values determine our overall well-being? Self-determination theory holds that particular types of values (i.e., intrinsic or extrinsic) matter most, but the person-environment fit perspective argues that any values can be beneficial as long as they align with values p...
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Purpose In spite of the recent meta-analysis by Martin et al. (2016), we have very little insight about the theoretical mechanism explaining the leader–member exchange–counterproductive work behavior (LMX–CWB) relationship. Drawing on social cognitive theory, the purpose of this paper is to test if occupational self-efficacy functions as a mediati...
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In high‐stakes contexts such as job interviews, people seek to be evaluated favorably by others and they attempt to accomplish such favorable judgments particularly through self‐promotional behaviors. We sought to examine the persuasiveness of job candidates’ self‐promotion by examining job applicants’ subjective hireability from the perspective of...
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This research tests the hypothesis that promotion‐focused individuals experience regulatory fit from bottom rank, intermediate performance‐feedback. Prior research suggests promotion‐focused individuals experience fit in high social ranks (power). Bottom performance ranks may appear psychologically opposite to high power, which might lead one to ex...
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Purpose To enhance our understanding of the mechanisms underlying the effects of incivility on outcomes, we propose and test work engagement as a mediator of the impact of supervisor-initiated incivility on subordinates' task and citizenship performance. Further, we propose that this mediated relationship would be conditional on the influence of t...
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Organisations have flattened and increasingly rely on teamwork. Therefore, colleagues play an increasingly important role in stimulating employee motivation. Adopting Self-Determination Theory as a guiding framework, the aim of this field experiment was to examine whether team members can be trained in supporting each others basic psychological nee...
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Although potentially beneficial, task conflict may threaten teams because it often leads to relationship conflict. Prior research has identified a set of interpersonal factors (e.g., team communication, team trust) that help attenuate this association. The purpose of this article is to provide an alternative perspective that focuses on the moderati...
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Leadership may help break the silence in teams, but this may not be equally true for all employees. Using behavioral plasticity theory, we propose that authentic leadership—a set of leadership behaviors through which leaders enact their true selves—reduces silence and motivates speaking up in employees low on proactive personality, but hardly affec...
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Purpose – The purpose of this paper is to investigate the extent to which felt job insecurity facilitates or hinders employees from raising voice (i.e. speaking up to their authority). The authors introduce punishment and reward sensitivity, two constructs of reinforcement sensitivity theory, as dispositional factors that might lead employees to ap...
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The opportunity to use one's skills at work is an important prerequisite for employee well-being. Drawing on self-determination and person-environment fit theory, this diary study aims to add to our understanding of this important phenomenon in two ways. Firstly, we examine the associations of within-subject daily variations in skill utilization wi...
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Since the second half of the latest century the disaster landscape has experienced important changes. Disasters are not only increasing in quantity, they are also qualitatively different and seem to distress humanity to a considerably higher degree than in the past. This evolution does not only deeply affect modern societies; it might also have a d...
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We develop and test a mediation model linking job insecurity to affective commitment and psychosomatic complaints via two distinct theoretical mechanisms: fairness and energy depletion. Analyses were based on 6,268 Belgian bank employees facing organizational change. Results from structural equation modeling showed that fairness and exhaustion part...
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The present study examined autonomy climate (AC) and support climate (SC) as moderators of the relationship between pay level satisfaction (PLS) and employee outcomes (i.e. job satisfaction, affective commitment and intention to stay). Survey data were collected from 5801 Belgian employees, representing 148 units. The hypotheses derived from distri...
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Although timely exchange of information is critical to organizations, it often fails to happen. In this paper, we present a conceptual framework for understanding how delays in information exchange negatively impact employee outcomes. Using affective events theory, delays are conceptualized as workplace events. In contrast to prior delay research,...
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Building on self-determination theory, we examined the relationship between shared work values and work engagement within teams. Specifically, we expected that employees would show higher levels of work engagement when working in teams characterized by intrinsic relative to extrinsic work values, and that this relationship can be explained by basic...
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This experimental study investigated the interactive effects of spatial distance (close vs. far physical separation between interviewer and applicant) and applicant self-promotion (direct/concrete vs. indirect/abstract) on the interview outcome (i.e., likelihood of being hired). Results of the experiment are in line with predictions of Construal Le...
Article
To survive in the rapidly changing competitive environments, organizations increasingly need to harness the knowledge, creativity, and insights of every employee. This affords the willingness on the side of employees to communicate ideas and concerns to persons with the authority to act, that is, to engage in voice behavior. Given the potential ben...
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Purpose – Departing from the job demands resources model, the purpose of this paper is to investigate whether religion, defined as strength of religious faith, can be viewed as resource or as demand. More specifically, the authors addressed the question as to how job insecurity and religion interact in predicting burnout and change-oriented behavio...
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Deze studie heeft als doel de relaties te onderzoeken tussen werkgerelateerde tem-porele focus (d.w.z. gerichtheid op het professionele heden, verleden of de toe-komst) en de motivatie van oudere werknemers om aan het werk te blijven tot aan de pensioensleeftijd. Hierbij veronderstellen we dat doeloriëntatie de relatie tussen temporele focus en pen...
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In this diary study, we tested the possibility that dispositional reward and punishment sensitivity, two central constructs of reinforcement sensitivity theory, would modify the relationship between emotional labor and job-related well-being (i.e., work engagement, emotional exhaustion, depersonalization). Specifically, based on a social functional...
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Impression management is typically seen as a means to achieve success. Little is known about potential side effects for the self, or about impression management aimed at prevention of loss. Here, we probe the relationship between exemplification (impression management aimed at acquiring the image of model employee) and performance and emotional exh...
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Based on a social functional account of emotion, this study investigated the possibility that surface acting is more harmful to individuals who are afraid of social disapproval. Using daily diary data collected from 275 Dutch service workers over ten working days, we examined whether punishment sensitivity, as a measure for fear of social disapprov...
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This study examined the influence of team turnover on team performance. We investigated whether task and relationship conflict mediate this relationship and whether team tenure moderates the relationship between turnover, conflict, and performance in teams. We built and tested a mediated moderation model, utilizing data from 65 health care teams. R...
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The present study examined employee-involvement climate (i.e., information-sharing and decision-making climate) as a moderator of the relationship between pay-level satisfaction and employee outcomes (i.e., job satisfaction, affective commitment, and turnover intention). Survey data were collected from 22,662 Belgian employees, representing 134 org...
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This study examined the influence of peer communication concerning a selection procedure on the levels of anxiety among applicants taking a test and test motivation regarding a similar selection procedure, through the formation of interpersonal and distributive justice expectations. The hypotheses were addressed in a randomized four-group experimen...
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Este estudio examinó la influencia de la comunicación entre iguales en un proceso de selección sobre los niveles de ansiedad en aspirantes que realizan un test y su motivación para realizarlo en un proceso de selección similar, a través de la formación de expectativas de justicia distributiva e interpersonal. Las hipótesis se pusieron a prueba medi...
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In this paper, we investigate how adaptive and maladaptive humor influence well-being in the workplace. In particular, this study examines the extent to which reactions from others (i.e., humor targets) can moderate the relationship between humor and well-being. Unlike prior research, we adopted a withinperson research design. We used data from a t...
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Purpose - Drawing from the job characteristics model and the job demands-resources model, this study aims to examine the associations of resources (i.e. feedback, autonomy, and variety) with intrinsic and extrinsic motivation, and employability. Design/methodology/approach - Hypotheses were tested using structural equation modeling on data from 611...
Article
In this article, the authors used a within-person design to examine the relationship between job insecurity and employee in-role and extra-role performance, and the buffering role of time-varying work-based support (i.e., supervisor and colleague support) in this relationship. Weekly diary data gathered over the course of three weeks from 56 employ...
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Drawing on the Selection-Optimization-Compensation theory and the Job Demands-Resources model this study addresses the following research questions: (1) are there mean differences in the perceived levels of particular job characteristics between employees from different age groups; and (2) to what extent does the relationship between job characteri...
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The relationship between job demands, job resources, strain, and work enjoyment: a matter of age? The relationship between job demands, job resources, strain, and work enjoyment: a matter of age? Drawing on the Selection-Optimization-Compensation theory and the Job Demands-Resources model this study addresses the following research questions: (1) a...
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Purpose – The purpose of this paper was to investigate the influence of applicants' justice beliefs (i.e. belief in a just world and belief in tests) on justice expectations with respect to a forthcoming application for the job of prison guard. Further, it aims to study the moderating role of direct experiences on the relationship between beliefs a...
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Based on temporal construal theory, this study examined how temporal distance (i.e., hiring someone for the near vs. distant future) influences the effectiveness of different types of self-promotion, applied by a fictive applicant in a personnel selection interview. Findings of two experiments were in line with our predictions that promoting onesel...