Frederik Anseel

• PhD
• Senior Deputy Dean at UNSW Sydney

Climate change is currently one of humanity’s greatest threats. To help scholars understand the psychology of climate change, we conducted an online quasi-experimental survey on 59,508 participants from 63 countries (collected between July 2022 and July 2023). In a between-subjects design, we tested 11 interventions designed to promote climate chan...

Effectively reducing climate change requires marked, global behavior change. However, it is unclear which strategies are most likely to motivate people to change their climate beliefs and behaviors. Here, we tested 11 expert-crowdsourced interventions on four climate mitigation outcomes: beliefs, policy support, information sharing intention, and a...

Traditional performance management systems are increasingly seen as ill-conceived for today’s dynamic organizational landscape. Researchers and practitioners advocate for agile PM systems that emphasize continuous monitoring, learning, and feedback. We present the ‘event preview’, a novel approach that is designed to address several shortcomings of...

Effectively reducing climate change requires dramatic, global behavior change. Yet it is unclear which strategies are most likely to motivate people to change their climate beliefs and behaviors. Here, we tested 11 expert-crowdsourced interventions on four climate mitigation outcomes: beliefs, policy support, information sharing intention, and an e...

Background Fast medical progress poses a significant challenge to doctors, who are asked to find the right balance between life-prolonging and palliative care. Literature indicates room for enhancing openness to discuss ethical sensitive issues within and between teams, and improving decision-making for benefit of the patient at end-of-life. Metho...

This initiative examined systematically the extent to which a large set of archival research findings generalizes across contexts. We repeated the key analyses for 29 original strategic management effects in the same context (direct reproduction) as well as in 52 novel time periods and geographies; 45% of the reproductions returned results matching...

Idiosyncratic deals (i-deals) are individualized employment arrangements negotiated and agreed upon by individual employees and their organization. This study addresses an emerging conundrum in i-deals research—whether the prevalence of i-deals in teams helps or hinders team outcomes. Because teams in which i-deals are prevalent receive more resour...

This paper reveals the characteristics and effects of nonverbal behavior and human mimicry in the context of application interviews. It discloses a novel analyzation method for psychological research by utilizing machine learning. In comparison to traditional manual data analysis, machine learning proves to be able to analyze the data more deeply a...

A growing body of evidence suggests that reflecting on performance is an important source of individual learning. Given the importance of creativity in contemporary business settings, reflection has also been cast as a useful strategy to facilitate creative problem-solving. Challenging this idea, we conducted a series of lab experiments to examine...

Divergent but complementary perspectives have been articulated regarding how management practices and their implementation influence firm performance. Integrating such perspectives in the human resource (HR) management literature, we examine how HR management practices formulated at firm level interact with HR decisions at lower levels, and how thi...

Scholars and practitioners in the field of performance management have advocated an increase in the exchange of feedback in the workplace. Practitioners would benefit from guidelines about appropriate feedback frequencies, but the current literature does not offer much guidance. Our study investigates how self-reports of absolute frequencies relate...

Engaging in and benefiting from systematic reflection may be one of the most effective strategies for leaders to foster and develop learning agility. “Reflection: Behavioral Strategies to Structure and Accelerate Learning From Experience” addresses the question, What do we know? by reviewing the existing empirical research on reflection processes a...

Drawing on impression management and social exchange theory, we examine the use of positively biased forecasts by (non-)founder-CEOs as an impression management tactic vis-à-vis their existing investors. Contrary to their non-founder counterparts, founder-CEOs identify more with the venture they founded and, therefore, experience greater instrument...

The impacts of COVID-19 on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is intended to make sense of the implications for employees, teams, and work organizations. This review and preview of relevant literatures focuses on (a) emerge...

Positive self-evaluation is a fundamental human need, enabling individuals to face challenges or pursue new opportunities in their environment. In the past decades, several lines of research have provided support for the overpowering effect of self-enhancement motivation in directing individuals’ attention and behavior relative to other self-evalua...

COVID-19’s impacts on workers and workplaces across the globe have been dramatic. We present a broad review of prior research rooted in work and organizational psychology, and related fields, for making sense of the implications for employees, teams, and work organizations. Our review and preview of relevant literatures focuses on: (i) emerging cha...

During the last decades, the use of simulations for training purposes has sparked wide interest. However, it is unclear how training format characteristics may affect learning, resulting in a lack of evidence-based guidelines for training developers and organizations. We explore to what extent variation in the situations presented during a simulati...

Background. During the last decades, the use of simulations for training purposes has sparked wide interest. However, it is unclear how training format characteristics may affect learning, resulting in a lack of evidence-based guidelines for training developers and organizations. Aim. We explore to what extent variation in the situations presented...

Engaging in and benefiting from systematic reflection may be one of the most effective strategies for leaders to foster and develop learning agility. In this chapter, we first address the question, "What do we know?" by reviewing the existing empirical research on reflection processes and their outcomes. We elucidate the underlying processes that a...

Companies are increasingly moving toward more fluidity and flexibility in performance management. The trend to “unstructure” feedback processes has led to a renewed interest in evidence-based guidelines on how to organize feedback in organizations differently. Unfortunately, there remains a dearth of knowledge on two fundamental properties of feedb...

Companies are increasingly moving toward more fluidity and flexibility inperformance management. The trend to “unstructure” feedback processes hasled to a renewed interest in evidence-based guidelines on how to organizefeedback in organizations differently. Unfortunately, there remains a dearth ofknowledge on two fundamental properties of feedback...

Theory and conventional wisdom suggest that progressive reduction of feedback-seeking behavior (FSB) during entry is indicative of work adjustment. We argue that a downside of this process is that newcomers’ social integration and acculturation may be weakened. This suggests declining levels of FSB may result in decreased organizational commitment...

In my role as President of the European Association of Work and Organizational Psychology, I provide an introduction to the ‘Manifesto for the Future of Work and Organizational Psychology’ (this issue), positioning the manifesto within our association’s and discipline’s broader focus on renewal and improvement.

Purpose This paper aims to extend the argument of DeNisi & Smith Sockbeson, who called to bridge the gap between feedback-seeking and feedback-giving research. The paper pushes their argument further by suggesting that future feedback research should systematically adopt a dyadic and dynamic approach to enhance the understanding of feedback episod...

Objective: Burnout has primarily been examined from an individual’s perspective without taking the broader environmental context into account. The authors applied an integrative multilevel perspective and investigated the influence of leaders’ motivational strivings on employee burnout. In two multi-source studies, we investigated relationships bet...

Prior to engaging in a substantive discussion on the supposed influence of neoliberalism on research in work and organizational psychology (WOP), it is important to verify the empirical basis of the trends advanced by Bal and Dóci (Neoliberal ideology in work and organizational psychology, European Journal of Work and Organizational Psychology [Onl...

While research suggests that individuals may increase their own creativity by listening to other’s ideas, the effects of being listened to by others have remained understudied to date. We hypothesized that listening behavior of superiors may positively impact employees to explore new ideas flexibly, leading to higher levels of creativity. We furthe...

ABSTRACT While research suggests that individuals may increase their own creativity by listening to other’s ideas, the effects of being listened to by others have remained understudied to date. We hypothesized that listening behavior of superiors may positively impact employees to explore new ideas flexibly, leading to higher levels of creativity....

Learning agility has been identified as one of the most important 21st century skills for sustainable careers. In recent years, research findings on reflection and feedback-seeking behavior, two closely related behavioral strategies driving learning agility have quickly accumulated. We summarize our current knowledge on these two agile learning str...

We explore how the impact of seeking feedback from different sources (i.e., feedback source variety) on employee creativity is shaped by perceptions of the work environment. Specifically, we argue that two contextual factors, namely, performance dynamism (Study 1) and creative time pressure (Study 2), moderate the relationship between feedback sour...

Previous research into nonverbal behaviour in employment interviews has typically studied applicant behaviour in isolation, yielding inconclusive findings. However, nonverbal behaviour does not occur isolated, but as part of an evolving dyadic interaction with the interviewer. To increase our understanding of the dynamics and outcomes of applicant...

Research policy observers are increasingly concerned about the potential impact of current academic working conditions on mental health, particularly in PhD students. The aim of the current study is threefold. First, we assess the prevalence of mental health problems in a representative sample of PhD students in Flanders, Belgium (N=3659). Second,...

Research policy observers are increasingly concerned about the potential impact of current academic working conditions on mental health, particularly in PhD students. The aim of the current study is threefold. First, we assess the prevalence of mental health problems in a representative sample of PhD students in Flanders, Belgium (N = 3659). Second...

This study examines how and why entrepreneurial passion for founding changes over time. In particular, we propose that in the founding phase of a venture's lifecycle entrepreneurs' founding identity centrality will remain stable over time. We also propose, however, that in our sample and time period studied, entrepreneurs' intense positive feelings...

In recent years, there seems to have grown a perspective in the literature that innovation will have uniformly positive outcomes for individuals and organizations. This is unfortunate as innovative individuals may not always experience the assumed positive motivational consequences of being innovative at work. Our study aims to examine under which...

The present study examines the mediational role of collective engagement in the relationship between team cohesion and team creative performance. A reciprocal process was expected to unfold across creativity task episodes: (a) team cohesion leads to collective task engagement, which in turn has a positive effect on team creative performance (percei...

Dit artikel toetst kritisch de claim dat generaties fundamenteel van elkaar verschillen en we hen daardoor op de werkvloer anders zouden moeten benaderen. We doen dit aan de hand van een uitgebreide en systematische literatuurstudie. We leggen eerst de theoretische rationale voor veronderstelde generatieverschillen uit, waarna een evaluatie volgt v...

Deze bijdrage betreft een commentaar op een reactie van Lub en Van der Smissen (2016) op het artikel 'Generatieverschillen op de werkvloer: Een systematische analyse van een mythe'. In dit commentaar bespreken we ten eerste de doelstelling van het oorspronkelijke artikel, waarna we verder ingaan op de gemaakte bezwaren van Lub en Van der Smissen. D...

This article critically assesses the claim that generations are fundamentally different and therefore should be approached differently in the workplace. We examine this claim with an extensive and systematic literature review. First, we explain the theoretical rationale for presumed generational differences; this is followed by an evaluation of the...

This article provides a commentary of Lub and Van der Smissen’s (2016) response to the article ‘Generational differences in the workplace: A systematic analysis of a myth’. We first discuss the aim of the original article, followed by the objections raised by Lub and Van der Smissen. Further, we discuss the added value for practice, and we advocate...

Purpose – The Impostor Phenomenon (IP) refers to the intense feelings of intellectual fraudulence, often experienced by high achieving individuals. The purpose of this study is threefold: (1) examine the trait-relatedness of the IP; (2) investigate the potential impact of impostor tendencies on relevant work attitudes (i.e., job satisfaction and or...

To examine how home nurses' turnover intentions are affected by the quality and frequency of supervisory feedback and by their own self-efficacy. Little is known about effective retention strategies for the growing home healthcare sector that struggles to retain an adequate workforce. While the work environment and supervisors have been found to pl...

The results of two cross-sectional studies (N = 220 and N = 258) indicate that employees' work-related mastery-approach goals (i.e. the striving to improve one's performance at work) were positively associated with work engagement. Further, this relationship is explained by high levels of instrumental support. In contrast, employees' work-related m...

This study provides meta-analytic estimates of the antecedents and consequences of feedback-seeking behavior (FSB). Clear support was found for the guiding cost/benefit framework in the feedback-seeking domain. Organizational tenure, job tenure, and age were negatively related to FSB. Learning and performance goal orientation, external feedback pro...

Organizational researchers have long been interested in the motivational underpinnings of burnout in organizations. In this article, we integrate organizational research on the role of leader behavior in burnout with achievement goal theory, and test the theoretical idea that leaders´ mastery goals buffer the negative effect of employee performance...

Drawing on insights from self-determination theory, we explored the dynamic relationship between intrinsic motivation and innovative work behaviour (IWB) over time. Specifically, we investigated how basic need satisfaction influences IWB through its effect on intrinsic motivation and how IWB in turn affects basic need satisfaction as measured the n...

In this study, we examined the joint impact of feedback source diversity and experienced creative time pressure on creativity. On the basis of a sample of 186 employees and 23 supervisors from a hospital, we found that the nature of the relation between feedback source diversity and creativity depends on employees’ experienced creative time pressur...

People's affective forecasts are often inaccurate because they tend to overestimate how they will feel after an event. As life decisions are often based on affective forecasts, it is crucial to find ways to manage forecasting errors. We examined the impact of a fair treatment on forecasting errors in candidates in a Belgian reality TV talent show....

This study tackles a common, yet underrated problem in remote-sensing image analysis: the fact that human interpretation is highly variable among different operators. Despite current technological advancements, human perception and interpretation are still vital components of the map-making process. Consequently, human errors can considerably bias...

This study adds a goal perspective to extant other-referenced and self-referenced theories underlying the modest link between pay and pay satisfaction. We posit that goal orientations (learning goal orientation, LGO vs. performance goal orientation, PGO) explain why some individuals put more weight on other-referenced comparison standards than on s...

Prior research has established the effectiveness of after-event-reviews (AER) in improving individual performance. However, theory is lacking as to how, and why this occurs. We propose that the structure provided by AER directs individuals’ attention while reflecting upon feedback towards: (a) specific elements of their performance; and (b) their o...

Purpose - The purpose of this paper is to examine the impact of co-workers receiving recognition on two types of responses, namely emotions (positive and negative) and behavioral intentions (interpersonal counterproductive behavior and interpersonal citizenship behavior). Design/methodology/approach - This study is an experimental scenario study wi...

Objectives: The goals of this paper are to review the literature on feedback-seeking behaviour using a self-motives framework and to provide practical recommendations for medical educators on how to encourage feedback-seeking behaviour. Methods: To gain a better understanding of feedback-seeking behaviour, we apply a self-motives framework. Thro...

Drawing on a growing stream of empirical findings that runs across different psychological domains, we demonstrated that systematic reflection stands out as a prominent tool for learning from experience. For decades, failed experiences have been considered the most powerful learning sources. Despite the theoretical and practical relevance, few rese...

This article clarifies how leader behavioral integrity for safety helps solve follower's double bind between adhering to safety protocols and speaking up about mistakes against protocols. Path modeling of survey data in 54 nursing teams showed that head nurse behavioral integrity for safety positively relates to both team priority of safety and psy...

The aim of this article consists of critically reviewing research and publication trends in the field of industrial and organizational psychology. The focus is on four trends: (1) the extreme importance of theory, (2) the loss of the identity of industrial and organizational psychology, (3) the cumbersome nature of the review process, and (4) the d...

A critical review of research and publication trends in the field of Industrial and Organizational psychology A critical review of research and publication trends in the field of Industrial and Organizational psychology The aim of this article consists of critically reviewing research and publication trends in the field of industrial and organizati...

Authentic leadership occurs when individuals enact their true selves in their role as a leader. This article examines the role of authentic followership in the previously established relationship between authentic leadership and follower in-role and extrarole performance behaviors. Consideration of followers who enact their true selves is important...

We argue and demonstrate that an emphasis on outperforming others may lead to perverse effects. Four studies show that assigning other-referenced performance goals, relative to self-referenced mastery goals, may lead to more interpersonally harmful behavior in an information exchange context. Results of Study 1 indicate that assigned performance go...

PurposeThis study examined to what extent managers who hold an incremental implicit person theory (i.e., believe that personal attributes are relatively malleable) rely on proactive strategies to address imbalances between demands and abilities. Design/Methodology/ApproachData were collected from a convenient sample of managers in 12 organizations...

The aim of the current study is to shed new light on the inconsistent relationship between performance-approach (PAp) goals and feedback reactions by examining feedback type as a moderator. Results of a field experiment (N = 939) using a web-based work simulation task showed that the effect of achievement-approach goals was moderated by feedback ty...

We investigated the effects of varying two types of information in feedback reports on feedback reactions in the context of managerial skill development. We found that favorable reactions increased when a high amount of procedural information was given. Furthermore, unfavorable reactions diminished when participants received low specific informatio...

Given the widespread use and well-known consequences of achievement goals in different competence-relevant situations, it is important to gain a thorough understanding of how these differences in goal pursuit are formed. Using different analytic approaches, we show that birth order lies at the heart of people’s goal preferences as we consistently f...

An often undervalued but inevitable component in remote sensing image analysis is human perception and interpretation. Human intervention is a requisite for visual image interpretation, where the interpreter actually performs the analysis. Although image processing became more and more automated, human screening and interpretation remained indispen...

Anderson (2011) provides a rich conceptual framework describing the factors that may affect perceived job discrimination in selection. Although this framework presents a detailed agenda for future research, it is currently less clear how these factors are assumed to lead to perceived job discrimination. To advance our theoretical understanding of t...

PurposeThis study expands upon existing knowledge of response rates by conducting a large-scale quantitative review of published response rates. This allowed a fine-grained comparison of response rates across respondent groups. Other unique features of this study are the analysis of response enhancing techniques across respondent groups and respons...

The purpose of this study was to increase our understanding of applicant perceptions of feedback by drawing upon feedback process models. In Study 1, participants (N=125) completed a personality questionnaire as a first stage of a selection simulation. Results showed that the effect of feedback on attitudes toward the organization was mediated by f...

Historically, performance goals have been somewhat favored over mastery goals, because performance goals were found to be better predictors of individual task performance. However, up until recently crucial interpersonal processes have been largely neglected in achievement goal research. In this paper three experiments show that performance goals,...

Two experiments focused on examining the influence of mastery-avoidance goals on performance improvement, and more specifically, on mastery-avoidance goals grounded in an intrapersonal standard. That is, herein, mastery-avoidance goals entail striving to avoid doing worse than one has done before. Both experiments demonstrated that in a multiple-tr...

An unanswered question in employee development is how reflection can be used for improving performance in organizations. Drawing from research and theory on dual-process models, we develop and test a reflection strategy to stimulate deeper learning after feedback. Results of two studies (N = 640 and N = 488) showed that reflection combined with fee...

Research has shown that people prefer the letters in their names to letters that are not in their names. This name-letter effect seems to influence important life decision such as where one chooses to live or whom one chooses to marry. The authors' laboratory study investigated whether this effect generalizes to individuals' job-choice intentions u...