Eva Derous

Ghent University | UGhent

Background: Compressed schedules, where workers perform longer daily hours to enjoy additional days off, are increasingly promoted as a workplace well-being intervention. Nevertheless, their implications for work-related well-being outcomes, such as recovery from work and burnout risk, are understudied. This gap leaves employers with little evidenc...

Building on social identity theory and cognitive models on information processing, the present paper considered whether and how stereotyped information in job ads impairs older/younger job seekers’ job attraction. Two eye-tracking experiments with older (Study 1) and younger job seekers (Study 2) investigated effects of negatively metastereotyped p...

An implicit trait policy (ITP) on intercultural competence reflects a worker’s self-beliefs regarding effectiveness of behavior in an intercultural work situation. A worker’s ITP thus integrates the worker’s competence on endorsement or selection of effective behavior like intensifying intercultural contacts and avoidance or rejection of ineffectiv...

Stigmatisation hinders the career resumption of burned-out workers. However, the burnout stigma literature has overlooked the possibility of downward occupational mobility. This is surprising because workers with a history of burnout might have neither the ability nor the wish to reintegrate at their prior job. In the current study, we address this...

Met dit rapport willen we graag de resultaten van meer dan vier jaar EdisTools onderzoek naar etnische discriminatie en tool-ontwikkeling delen met het brede publiek. Wat zijn de belangrijkste bevindingen uit dit onderzoek? Welke tools hebben wij ontwikkeld, hoe kunnen ze worden gebruikt en waarom?

The increasing demand for flexibility and adaptability among workers underscores the necessity to explore the outcomes of enhanced proactivity in employees. This study explores the role of job crafting and career competencies (i.e., knowing why, knowing how, and knowing whom) in the relationship between boundaryless career orientation and opposite...

Purpose The COVID-19 pandemic forced many employees to work from home, resulting in new demands that might cause older workers to reevaluate their retirement decisions. Building on the extended Job Demands-Resources model, which explains work-related outcomes in times of crisis, this study investigated the change in older workers’ intention to cont...

The burnout literature has focused on the determinants of burnout, whereas its careers consequences remain understudied. Therefore, we investigate whether recently burned-out individuals differ in job preferences from non-burned-out workers. We link these differences in preferences with (1) perceptions of job demands and resources, as well as (2) t...

56 Sinds de jaren 1970 wordt gepleit om voltijds werk op minder dagen mogelijk te maken. Ondanks de populariteit van gecomprimeerde werkschema's en hun recente introductie op de Belgische arbeidsmarkt, identificeerden eerdere studies naast voordelen ook risico's van dergelijke arbeidstijdregelingen. Echter, omdat het leeuwendeel van de veldstudies...

Background An implicit trait policy (ITP) represents the interaction between a personal disposition and general domain knowledge on how to effectively handle a specific (intercultural) situation. Such an ITP is a proven construct to create instruments that can predict future effective behavior. Moreover, such a simulation can provide valuable proxi...

Job burnout affects countless workers and constitutes a major issue in working life. Prevention strategies such as offering part-time options and shorter working weeks have been widely advocated to address this issue. However, the relationship between shorter work regimes and burnout risk has not yet been investigated across diverse working populat...

While field experiments are valuable in their ability to objectively analyse patterns of discrimination, research that focuses on reducing discrimination is systematically lacking. The present study addresses this gap. Building on both cognitive and behavioural processes that steer discriminatory decision-making and insights from diversity literatu...

Recent studies have explored hiring discrimination as an obstacle to former burnout patients. A substantial share of the burned-out working population, however, returns to the same employer, where they face an even more severe aftermath of burnout syndrome: promotion discrimination. To our knowledge, we are the first to directly address this issue....

Ethnic discrimination on the housing market has been subject of research for years. While a field experimental approach is widespread, alternative attempts to objectively measure mechanisms of discrimination on the housing market are scarce. In line with labor market research, we stress that to reduce rental discrimination against ethnic minorities...

Naar aanleiding van onze Summer School rond welzijn op het werk namen we een bevraging af bij een representatieve steekproef van 1.009 Vlamingen om na te gaan hoe het gesteld is met het welzijn op het werk van de Vlaamse werknemer. In deze Story @ UGent @ Work bespreken we de meest opmerkelijke cijfers en duiden die vanuit recent wetenschappelijk o...

Both older and younger job seekers face difficulties when entering the workforce. Qualification‐based targeted recruitment (QBTR) might be used to attract older/younger job seekers, yet how this strategy is perceived by older/younger job seekers has not been considered before. The present study fills this gap and investigated effects of negatively...

Age discrimination may explain lower labour market chances of older and younger job seekers. What remains underresearched, however, is how older/younger job seekers might self‐select out from early recruitment procedures due to stigmatizing information in job ads. Building on theories of metastereotypes and the linguistic category model, two experi...

Polynomial regression is a proven method to calculate person-environment (PE) interest fit between the RIASEC (realistic, investigative, artistic, social, enterprising and conventional) interests of a student and the RIASEC profile of a study program. The method has shown much larger effects of PE interest fit on academic achievement than earlier a...

Op 3 mei 2022 publiceerden we een Story @ UGent @ Work omtrent inactiviteit (i.e. personen die noch werken, noch werk zoeken) in België, op basis van de nieuwste Eurostat-cijfers. Dit kreeg toen brede aandacht in de media en in de communicatie van verschillende beleidsmensen, zoals parlementairen, partijvoorzitters en regeringsleden. Een vraag die...

Theory and empirical evidence examining whether age stereotypes predict personnel decisions has recently been evaluated (Murphy & DeNisi, 2021), casting doubt on the validity and value of laboratory research conducted in this area. In this commentary we address three criticisms in respect of human decision-makers and resume screening. First, based...

To mitigate ethnic labour market discrimination, it is essential to understand its underlying mechanisms because different mechanisms call for different counteracting measures. To this end, we reviewed the recent literature that confronts the theories of taste-based and statistical discrimination against the empirical reality. Whereas the empirical...

Why does someone thrive in intercultural situations; while others seem to struggle? In 2014, Leung and colleagues summarized the literature on intercultural competence and intercultural effectiveness into a theoretical framework. This integrative framework hypothesizes that the interrelations between intercultural traits, intercultural attitudes an...

The goal of this research was to develop an implicit association test for honesty-humility (IAT-HH) and assess its validity. Construct validity was established by conducting correlations and confirmatory factor analysis. A model with honesty-humility facets measured by two related but distinct method factors (self-report vs. implicit) showed superi...

Student fail rates in the first year of open access academic higher education can become dramatically high. The present study in Flanders, Belgium examines how performance on program-specific basic skillsets can identify students at risk at the start of their curriculum in 21 bachelor programs (N = 6,624), months before actually failing their exams...

The Oxford Handbook of Cross-Cultural Organizational Behavior comprises 28 chapters organized in six sections that provide the most recent and compelling evidence that cross-cultural and global perspectives are essential to understanding organizational behavior. Part I of the Handbook begins with a discussion of fundamental theoretical and methodol...

Onderzoek naar burn-out identificeerde reeds een uiteenlopende lijst aan potentiële determinanten en re-integratiedrempels, maar betrok zelden ex-patiënten en percepties (dat wil zeggen, wat men zelf ziet als oorzaken en drempels bij burn-out). Daarenboven heerst in het re-integratieonderzoek een kwalitatieve onderzoekstraditie en schenkt men beper...

Purpose: Burnout literature has primarily studied determinants and rehabilitation. Remarkably, ways to enable qualitative return to work after burnout are considered considerably less and were studied here. Specifically, building on the Job Demands-Resources model and Effort-Recovery model, this study investigated determinants of the quality of re...

Using a choice experiment, we test whether taste-based employee discrimination against ethnic minorities is susceptible to loss aversion. In line with empirical evidence from previous research, our results indicate that introducing a hypothetical wage penalty for discriminatory choice behaviour lowers discrimination and that higher penalties have a...

Background: Diversity sensitive task perception and diversity sensitive behavioural intentions are strong predictors of diversity sensitive care. Nevertheless, it has been less clear which psychosocial determinants are affecting these concepts in health care providers. This article also explores whether there are differences in relationships betwee...

Although they can take on a wide variety of forms and can occur at different parts of a selection process, job interviews are perhaps the most common method used to select employees across cultures. Although research has examined best practice solutions for maximizing the utility of interviews in general (e.g., increasing interview structure; Huffc...

Many companies recruit employees from different parts of the globe, and faking behavior by potential employees is a ubiquitous phenomenon. It seems that applicants from some countries are more prone to faking compared to others, but the reasons for these differences are largely unexplored. This study relates country-level economic variables to faki...

STEM (Science, Technology, Engineering and Mathematics) enrolments in higher education are declining while the STEM gender gap of female underrepresentation seems to widen. The present study addresses both issues by exploring how the fit between a student's vocational interests and the STEM field contributes to a (non-) STEM study choice. Data was...

Hiring discrimination towards (former) burnout patients has been extensively documented in the literature. To tackle this problem, it is important to understand the underlying mechanisms of such unequal hiring opportunities. Therefore, we conducted a vignette experiment with 425 genuine recruiters and jointly tested the potential stigma against job...

Hiring discrimination towards (former) burnout patients has been extensively documented in the literature. To tackle this problem, it is important to understand the underlying mechanisms of such discrimination. Therefore, we conducted a vignette experiment with 425 genuine recruiters and jointly tested the potential stigma against job candidates wi...

Recent studies have explored hiring discrimination as an obstacle to former burnout patients. Many workers, however, return to the same employer, where they face an even more severe aftermath of burnout syndrome: promotion discrimination. To our knowledge, we are the first to directly address this issue in research. More specifically, we conducted...

Het selecteren van goede werknemers is van groot belang voor het garanderen van goed functionerende organisaties. Allereerst bekijken we de huidige wetenschappelijk stand van zaken met betrekking tot het selecteren van werknemers. We bespreken de verschillende fases van een selectieprocedure, perspectieven om naar selectie te kijken en het selectie...

Using a choice experiment, we test whether taste-based employee discrimination against ethnic minorities is susceptible to loss aversion. In line with empirical evidence from previous research, our results indicate that introducing a hypothetical wage penalty for discriminatory choice behaviour lowers discrimination and that higher penalties have a...

Resume-screening by human raters is vulnerable to hiring discrimination but recruiter training as a way to overcome biased resume-screening is under-researched. The present study addresses this gap. Building on key cognitive processes that steer discriminatory decision-making in resume-screening and insights from diversity literature, we investigat...

This study uses survey data among both a random sample (N = 500) and a convenience sample (N = 2,919) of Flemish adults to assess public support for 24 potential labour market reforms. The results show that there is a lot of public support for (both encouraged and mandatory) training and community service for the unemployed and for the so-called 'j...

Dit artikel gebruikt resultaten van een survey van zowel een toevalssteekproef (N = 500) als een gemakssteekproef (N = 2919) bij meerderjarige Vlamingen om het draagvlak voor 24 potentiële arbeidsmarkthervormingen na te gaan. Enerzijds tonen de resultaten aan dat er een groot draagvlak is voor (aangemoedigde én verplichte) opleiding en gemeenschaps...

The job interview is still one of the most widely used personnel selection tools that might, however, be prone to bias especially when stigmatized applicants are being evaluated. In response to the growing concerns regarding labour market shortages and adverse impact in personnel selection, we conducted two experimental studies that investigated po...

To mitigate ethnic labour market discrimination, it is essential to understand its underlying mechanisms because different mechanisms call for different counteracting measures. To this end, we reviewed the recent literature that confronts the theories of taste-based and statistical discrimination against the empirical reality. Whereas the empirical...

Researchers agree that employers should differentiate themselves from their competitors to become the employer of choice. However, from the recruitment literature, it is not clear how employers should differentiate their employment offers. Building upon the structural alignment theory, we investigated in two experimental studies whether offering so...

When considering hiring discrimination, scientific research typically considers 1 applicant characteristic at a time (such as the applicant’s gender or ethnicity), despite that applicants belong to various social groups (e.g., being a woman and belonging to an ethnic minority group). Moreover, the type of job one is applying for might further activ...

Impliciete tests winnen aan populariteit binnen de arbeids- en organisatiepsychologie. Ondanks deze groeiende populariteit is nog relatief weinig bekend over de verschillende soorten impliciete tests, de constructen die ermee gemeten worden en de mate waarin ze relevant gedrag in organisaties voorspellen. In dit artikel bespreken we eerst wat impli...

Implicit tests are increasingly being used and discussed in the field of Industrial-Organizational psychology. Despite their growing popularity, little is known about the types of implicit tests that exist, how they operationalize constructs, and how to improve their usefulness to predict relevant organizational behavior. We provide a timely contri...

Technological advances in assessment have radically changed the landscape of employee selection. This paper focuses on three areas where the promise of those technological changes remains undelivered. First, while new ways of measuring constructs are being implemented, new constructs are not being assessed, nor is it always clear what constructs th...

Applicant fairness perceptions of asynchronous job interviews were assessed among panelists (Study 1, N = 160) and highly educated actual applicants (Study 2, N = 103). Furthermore, we also examined whether personality explained applicants’ perceptions. Participants, particularly actual applicants, had negative perceptions of the fairness and proce...

Building on career self-management perspectives, this study extends the literature on the link between personality and income as an indicator of objective career success by tracking income over time and by studying not only explicit but also implicit personality constructs, separately and integrated. Hypotheses on effects of explicit (Big Five trai...

Resume screening is the first hurdle applicants typically face when they apply for a job. Despite the many empirical studies showing bias at the resume‐screening stage, fairness at this funnelling stage has not been reviewed systematically. In this paper, a three‐stage model of biased resume screening is presented. We first discuss relevant theoret...

Qualification-based targeted recruitment strategies aim to increase the number of qualified applicants from certain social groups, such as women. Typically, such strategies assume that individuals are more likely to apply for a job when they possess the requirements needed for that job. However, how job seekers react to requirements in job ads is n...

Het realiseren van diversiteit in organisaties start met de instroom van nieuwe medewerkers en het implementeren van selectieprocedures die vrij zijn van discriminatie. Deze studie onderzoekt de mate waarin sollicitanten zonder en met een visueel stigma (nl. een wijnvlek of een tattoo) kans hebben om uitgenodigd te worden voor een vervolggesprek. O...

The present study was aimed at investigating the mediating role played by job crafting and career competencies (i.e., knowing why, knowing how, and knowing whom) within the negative relation between boundaryless career orientation and job insecurity. A sample of 267 Italian employees fulfilled an online self-report questionnaire. Results of bootstr...

As collegiate cheating is a growing concern across the world, researchers have started to explore personality traits for a better understanding of why students engage in such behavior. While prior studies investigated the relationship between personality and general academic dishonesty criteria (viz., counter-academic behavior), this study aimed to...

This chapter discusses perspectives and empirical findings on ethnic discrimination during the resume screening phase. First, the labor market position of ethnic minorities is discussed and two prominent hypotheses on the disadvantaged labor market position of ethnic minorities are presented, namely the human capital versus hiring discrimination hy...

Targeted recruitment strategies aim to communicate job vacancies to specific groups of job seekers that organizations wish to attract, such as qualified ethnic minorities. Typically, these strategies do not consider how person requirements are communicated in job advertisements and how job seekers from different ethnic groups react to such requirem...

Anonymous resume screening, as assumed, does not dissuade age discriminatory effects. Building on job market signaling theory, this study investigated whether older applicants may benefit from concealing explicitly mentioned age signals on their resumes (date of birth) or whether more implicit/subtle age cues on resumes (older-sounding names/old-fa...

Whether recruiters accurately infer personality from resumes is currently a topic of great interest in the light of technological advancements and new types of resume formats (like video resumes) that are increasingly being used. Based on predictions from the realistic accuracy model and the media richness theory, we investigated whether real recru...

Objectives: As diversity management activities become more prominent worldwide it is important to understand psychological reactions to them to ensure success, but empirical evidence is lacking. This study investigated employees’ and managers’ intentions and behavior to promote cultural diversity at work in a variety of organizations in the Netherl...

Much has been speculated regarding the influence of cultural norms on the acceptance and use of personnel selection testing. This study examined the cross-level direct effects of four societal cultural variables (performance orientation, future orientation, uncertainty avoidance and tightness-looseness) on selection practices of organizations in 23...

Technologische ontwikkelingen leiden tot nieuwe werving- en selectie-instrumenten, zoals het video-cv. Een experimentele veldstudie onderzocht of recruiters de persoonlijkheid van sollicitanten op een meer accurate manier kunnen inschatten via een video-cv dan een geschreven cv. We baseren ons hiervoor op het 'realistic accuracy model' en de 'media...

Cross-cultural impression management (IM) has not been considered much, which is remarkable given the fast rate at which the labor market is becoming multicultural. This study investigated whether ethnic minorities and majorities differed in their preference for IM-tactics and how this affected ethnic minorities’ interview outcomes. A preliminary s...

Recent technological developments and media applications, such as the use of social media and the internet in the selection process, have created a new type of résumés: the video résumés. In this study, a comparison was made between paper résumés and video résumés. Using a 2 (résumé type: paper versus video) by 2 (self-promotion: present versus abs...

Recent technological developments and media applications, such as the use of social media and the internet in the selection process, have created a new type of resumes: the video resumes. In this study, a comparison was made between paper resumes and video resumes. Using a 2 (resum type: paper versus video) by 2 (self-promotion: present versus abse...

Systematic research considering job context as affecting ethnic discrimination in hiring is limited. Building on contemporary literature on social categorization and cognitive matching, the interactive effect of context characteristics (client contact; industry status) and person characteristics (i.e. ethnic cues: Maghreb/Arab vs Flemish-sounding n...

This study investigated the accuracy of 14 university teachers’ judgments. Early in the first year, university teachers rated the chance each university student in their group would successfully complete their first year as well as the entire bachelor’s program. Results show that university teachers’ chance ratings were predictive of actual academi...

Building on a metacognitive framework of heuristic judgments, we investigate the effect of applicant stigma on interviewers’ overconfidence in their (biased) judgments. 193 experienced interviewers conduced a face-to-face interview with an applicant who was facially stigmatized or not, and who was either visible (traditional interview) or not (part...