Roland G. Pepermans

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• Ph.D. Industrial and consumer psychology
• Emeritus Professor at Vrije Universiteit Brussel

While the selection of top managers is vital to the performance and survival of organizations, the process by which these managers are selected remains uncharted territory. In this conceptual article, we propose that both structural conditions of and the selection process for top management positions are different from those at lower organizational...

a r t i c l e i n f o a b s t r a c t Talent management is in need of a theoretical foundation and empirical research at the level of the individual. To address these gaps, the current paper relies on the literature on workforce differentiation and provides a research agenda by introducing perceived organizational justice as a key mediator between...

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 broadens the concept of employer image and demonstrates the relevance of applicants’ sector image when looking for employment in either nonprofit or for-profit organizations. We apply the Stereotype Content Model to conceptualize image through perceived competence and warmth and use multilevel analyses on data from final-year Master’s st...

We expand on Cable and Turban's employer knowledge model to investigate how sector attractiveness, that is, image and reputation, predicts management graduates' sector-specific pursuit intentions, moderated by career anchors. The non-profit sector has the warmest image, followed by the public sector, while the latter is perceived as the least compe...

We expand on Cable and Turban’s employer knowledge model to investigate how sector attractiveness, that is, image and reputation, predicts management graduates’ sector-specific pursuit intentions, moderated by career anchors. The non-profit sector has the warmest image, followed by the public sector, while the latter is perceived as the least compe...

Cette recherche a pour but d'examiner comment la rupture du contrat psy-chologique, le soutien organisationnel perçu, le soutien perçu du superviseur, ainsi que l'engagement affectif, l'engagement normatif et la satisfaction profes-sionnelle sont associés au fil du temps. L'engagement normatif a reçu peu d'attention dans la littérature, en particul...

The purpose of this paper is to examine the impact of psychological contract breach on organizational affective commitment, organizational normative commitment and job satisfaction after one year, through the mediating effect of perceived organizational support and perceived supervisory support. The sample consisted of young military employees in t...

The purpose of this paper is to examine the impact of psychological contract breach on organizational affective commitment, organizational normative commitment and job satisfaction after one year, through the mediating effect of perceived organizational support and perceived supervisory support. The sample consisted of young military employees in t...

Managing non-profit organizations (NPOs) in developing countries constitutes a challenge due to the intrinsic hardship of their missions, and the pressure of balancing their stakeholder’s interests and needs. Beyond the explicit challenges NPOs face (e.g., attracting volunteers, retaining employees, accounting to donors), we tackle the implicit obl...

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...

We examine spatial disparities of non-profit organizations at the US county-level and their effects on individual donations. Our cross-sectional study allows for spatial autoregressive variations of donations as well as controlling for socioeconomic and demographic traits of each county. We suggest that there is both collaboration and competition a...

Social preferences theories suggest that at least some people show altruistic behaviour. However, this philanthropic behaviour ranges from pure altruistic preferences to reluctant altruists. The fact that a subset of contributors has impure preferences raises questions regarding the stability of prosocial contributions. Assuming differences in othe...

Changes in managerial practices increasingly distance managers from staff by promoting rotation. It could be thought that this distance changes the perception managers have of work constraints and resources. This study attempts to tackle staff and leadership disparate views on the issues facing front-line nursing staff. We sent an online questionna...

The work of volunteers is indispensable for the well functioning of healthcare organizations, and for maintaining the quality of care in times of austerity. As feelings of intrinsic motivation stimulate volunteer well-being and their long-term engagement, we study how team inclusion relates to volunteers’ intrinsic motivation during their activitie...

This study explores determinants and relative levels of the provision of public goods and services by non-profit organizations (NPOs) and by local governments in the United States. We develop a Structural Equation Model (SEM) that measures relative values for three latent variables: public goods provided by NPOs, public goods provided by government...

While it has been shown that psychological contract breach leads to detrimental outcomes, relatively little is known about factors leading to perceptions of breach. We examine if job demands and resources predict breach perceptions. We argue that perceiving high demands elicits negative affect, while perceiving high resources stimulates positive af...

Detailed description of analyses. (DOCX)

Cross-validation of measures. (DOCX)

Psychological contract breach item. (DOCX)

We study the dynamics of need satisfaction and need frustration by examining how need satisfaction and need frustration change over time and how these changes relate to changes in motivation. To investigate this, volunteers were assessed daily during a delineated activity, resulting in a total sample of 77 volunteers and 467 completed daily diaries...

While it is well known that person–organization fit is an important antecedent of behavioral outcomes, little is known about needs–supplies fit in this relationship. In this way, we first want to extend our knowledge about defining and assessing work-related needs derived from employment quality indicators as the basis for needs–supplies fit. Secon...

This paper explores the effect of social capital on the level of individual donations to non-profit organizations (NPOs). Building on a Bayesian model that includes characteristics of individuals and NPOs, we show how the level of social capital and the provision of social services in the community affect giving. We also introduce social capital as...

This paper explores the link between membership size and the governance of grassroots associations. The issue of mission preference heterogeneity is highlighted and its effect on membership size is analyzed by developing a model and conducting a numerical simulation. An important finding is that the degree of heterogeneity of mission preferences in...

Entrepreneurial orientation is defined as an organization’s strategy, describing its innovativeness, proactivity, risk taking, autonomy and competitiveness. We argue that this concept can be translated to the individual level as a constellation of five personality traits that characterize entrepreneurs. We examine the usefulness of these five trait...

Several scholars in the field of volunteering emphasized the pivotal role of psychological contract (PC) violation in explaining maladaptive behavioural reactions—such as counterproductive work behaviour (CWB)—of volunteers. Reactions to violation feelings are, however, interrelated and may intensify over time. Extending this dynamic perspective, w...

Several scholars in the field of volunteering emphasized the pivotal role of psychological contract (PC) violation in explaining maladaptive behavioural reactions—such as counterproductive work behaviour (CWB)—of volunteers. Reactions to violation feelings are, however, interrelated and may intensify over time. Extending this dynamic perspective, w...

Directors on boards of nonprofit organizations can have additional director positions in other nonprofit organizations. When several of these interlocking directors exist for a group of nonprofit organizations, a board network is formed. We investigate to what extent similarity between organizations in terms of size, funding structure and operation...

While it has been shown that psychological contract breach leads to detrimental outcomes for paid employees and volunteers, relatively little is known about factors leading to perceptions of breach. We examine if job demands and resources are potential antecedents of breach perceptions. We argue that perceiving high demands elicits negative affect,...

In this literature review, we take advantage of analyzing nonprofit leadership teams rather than its components, such as the board, the executive management or specific committees. Within this perspective, we define the concept of ‘nonprofit leadership alignment’. We combine different bodies of literature which we structure under three headings: (1...

In the present study we contrast materialistic (i.e., income and economic inequality) and psychosocial (i.e., social circumstances) pathway perspectives on whether volunteering while being unemployed mitigates the well-documented negative effects of unemployment on health, health behaviors, and well-being. We test our hypotheses using data from the...

The psychological contract is a valuable concept when examining the employer-employee relationship as substantial research documented the adverse effects of psychological contract breach and violation on—for example—counterproductive work behavior towards the organization (CWB-O) and colleagues (CWB-I). While CWB is commonly treated as a consequenc...

Purpose – The purpose of this paper is to study the relationship between self-perceived employability resources and perceived psychological contract (PC) obligations. To examine the extent to which organizational ratings of potential, through their “signaling” function, might serve as a buffer between employability and PC perceptions that are undes...

We assess how age relates to the degree of balance in volunteers’ psychological contracts (PCs). Research on PCs treating age as a substantive variable remains scarce in the literature. Nonetheless, this seems important in light of the increasing age-diversity in the voluntary workforce, as several theories suggest that younger and older individual...

The present study examines individual differences in the relationship between two core concepts of the self-determination theory (SDT), namely satisfaction with the autonomy, competence, and relatedness need and motivation (autono-mous vs. controlled). Based on the values component of SDT we hypothesised at least two different subpopulations with d...

We examined how perceived distributive and procedural justice affected the relationship between an employee's identification as a high potential (drawn from archival data), job satisfaction, and work effort. A questionnaire was distributed within one large company among employees who were and employees who were not identified as a high potential (N...

We examined how perceived organisational support affects the relationship between being designated as talent and affective commitment. Two studies were conducted in two different ‘talent’ populations. In study one, a questionnaire was distributed within one large company among employees who were designated as high potential, and a control group whi...

Drawing on self-determination theory, the current study investigates the mediation process of satisfaction with the 3 basic needs (i.e., autonomy, competence, relatedness) between autonomous motivation and volunteers' turnover intention and work engagement. A study of 349 Romanian volunteers reveals an interesting dichotomy. For work engagement, th...

For many nonprofit organizations, it is of the utmost importance to understand why some volunteers donate more time than others. This article ex-amines how the Big Five personality traits relate to the amount of time donated by volunteers and proposes that transactional, relational, and ideological psycho-logical contracts mediate this relationship...

Although today’s nonprofit organizations make a strong appeal to vol- unteers, they often have difficulties with attracting and retaining these free labor forces. In this sense, studying the motivation of volunteers and its effects proves useful. In the present article, we investigate the relationship between volunteers’ motivation and their self-r...

Het doel van deze bijdrage is tweeledig. Ten eerste willen we leiderschap bekijken vanuit het functioneel pluralistisch perspectief van Burrell en Morgan (1979) in plaats van het veel voorkomende functioneel unitaristisch perspectief in de leiderschapsliteratuur (bijv. transformationeel leiderschap). Er wordt dus verondersteld dat leiders en medewe...

The ideological psychological contract (PC) describes perceived obligations related to an organization’s mission, values, and principles. The lack of research regarding ideological PC breach and fulfilment is surprising, as theory states that this PC type has distinct effects on outcomes. We address this gap in the literature and investigate how id...

There is a growing interest in applying the psychological contract concept to the relationship between volunteers and nonprofit organizations. However, previous studies overlook certain elements of volunteers’ psychological contracts as they build on theory established with reference to paid employees. We argue that the inclusion of a value-based p...

We assess how age relates to the degree of balance in volunteers’ psychological contracts (PCs). Research on PCs treating age as a substantive variable remains scarce in the literature. Nonetheless, this seems important in light of the increasing age-diversity in the voluntary workforce, as several theories suggest that younger and older individual...

A nonprofit “governance quality index” was developed to enable verification and falsification of contemporary theoretical insights on social service organizations. Indicators were generated based on an extensive qualitative exploration. For the quantitative validation, a data setwas composed of 526 respondents from 52 organizations. Five subdimensi...

In this article we test whether reasons to quit volunteering can be structured as the commonly used six functional motives to volunteer of Clary et al. (1998). We conjecture that owing to volunteer involvement in an organization, additional contextual factors influence the choice to stop volunteering for that organization. Based on a literature rev...

Building on two studies, the current article responds to urgent calls in the literature for more empirical research on how to identify leadership potential. Based on an extensive review of the 1986–2010 literature, and applying a combination of qualitative and quantitative techniques, we developed a model of leadership potential consisting of four...

Purpose – A survey study was conducted in seven best practice organizations in the field of talent management. By cross-checking their existing high potential lists, the authors aimed to examine to which extent assessments of learning agility were able to predict being identified as a high potential or not above and beyond a baseline prediction by...

In this study, we examine whether satisfaction with two reward types (i.e., pay level and psychological rewards from the supervisor) mediates the relationships between organizational justice dimensions and turnover intention. Data collected from 322 teachers revealed that pay-level satisfaction does not mediate any of the relationships between orga...

In the present study, we use the self-determination theory (SDT) as a framework to explore the mediating role of needs satisfaction (i.e., autonomy, competence, and relatedness) on the relationship between the volunteers' motivation and two aspects of the organizational context (i.e., social network and autonomous vs. controlled work climate). Data...

Purpose This paper aims to use the signaling theory and the person‐organization fit framework as a rationale to study value‐related information prospective applicants receive from employers through the communication in job ads. Design/methodology/approach The authors analyzed the content of 1,768 job advertisements published in two national and tw...

Although previous research often showed a positive relationship between pay satisfaction and job satisfaction, we dispute the universality of this finding. Cluster-wise regression analyses on three samples consistently show that two types of individuals can be distinguished, each with a different job reward–job satisfaction relationship. For the fi...

The present study examines individual differences in the relationship between two core concepts of the self-determination theory (SDT), namely satisfaction with the autonomy, competence, and relatedness need and motivation (autono-mous vs. controlled). Based on the values component of SDT we hypothesised at least two different subpopulations with d...

Nurse turnover is an important contributing factor to the worldwide nursing shortage. Many studies have examined the antecedents of nurse turnover to gain a better understanding of the problem and help hospitals reduce their turnover rates. However, an important shortcoming of this research stream is its exclusive focus on explaining turnover behav...

Two major evolutions have been reported to occur in the nonprofit sector during the past decades. Both the nature of nonprofit organizations (NPOs) and of volunteering style are changing. While this creates challenges for NPO governance and management, little is known about the process or the outcomes of these two developments. We propose a two-dim...

This contribution examines differences in four motivation-related concepts between employees in not-for-profit and for-profit sector service organizations. Using regression analyses, 630 knowledge workers, employed in either the not-for-profit or the for-profit sector, were compared. The majority of the hypotheses were supported by the data. Even a...

We examine a nonprofit organization (npo) with a manager and a motivated volunteer, assume that the manager has private information about the volunteer’s utility function, that the volunteer has no private information on the manager’s utility function, and propose a signaling solution for the volunteer’s effort decision. We focus on the general pro...

This paper is a report of the development and psychometric testing of two refined subscales of the Psychological Reward Satisfaction Scale. Besides financial and material rewards, nurses also value psychological rewards: supportive and positively evaluated outcomes of the relationship an employee develops with the supervisor. Satisfaction with thes...

Although women tend to earn less for doing similar jobs, research indicates that they are at least as satisfied with their pay as their male colleagues. In examining explanations for this paradox of the contented female worker, the Pay Satisfaction Questionnaire (PSQ) is often used to measure and compare the pay satisfaction of both gender groups....

Detecting agency problems is an important task when assessing the effectiveness of a nonprofit organization's governance. A first step is to examine the objectives of principals and agents and determine whether there is a systematic difference between them. Using a discrete choice experiment, we identify the objectives of board chairpersons (princi...

In this paper, it is argued that the measurements of an underlying, latent variable cannot straightforwardly be used in group comparisons without testing whether the measurements relate to the latent variable in the same way for all groups. The procedure for testing this is discussed and is illustrated by assessing measurement invariance across gro...

In order to learn more about lay thinking on perceived consequences of poverty, a qualitative study was conducted using a combination of focus group interviews and in-depth interviews (n = 61). The transcribed focus group and in-depth interviews were then analysed. The results showed that lay people construct cognitive schemes about the consequence...

This study aimed to develop and validate a new objective measure of intra-organizational career success, that is the Managerial Career Success Measure (MCSM). Although there has been a recent emphasis in the careers literature on the subjective career, there is still a need for a valid operationalization of ‘traditional’, objective career success a...

Flemish non-profit schools have no legally imposed composition rules with respect to their board of directors. Hence, large variation exists in their size and composition. We argue that these differences in board composition can result in different policies followed by the board. To empirically test this hypothesis we question the board's chairpers...

This paper recognizes that individuals working in the nonprofit sector can have different motives and investigates which type of manager nonprofit organizations should best employ. It first considers a situation in which the manager is allowed to attract only one employee and later extends the analysis to a situation in which up to three employees...

Using the socialization and attraction–selection–attrition (ASA) frameworks, this study examined the relation between employees’ work values and their organization’s values (person–organization fit). With a two year time interval, 140 respondents participated in a longitudinal study. After entry, socialization served to enhance homogeneity. The wor...

In the current article, the development and validation of the Work Effort Scale (WESC), a self-report 10-item scale, is described. Data from several samples are used. The three-factor structure (persistence, direction, and intensity) of the WESC is confirmed by confirmatory factor analysis and reliability is well documented. In accordance with our...

Learning agility as metacompetency: Developability and career outcomes Learning agility as metacompetency: Developability and career outcomes N. Dries, T. Vantilborgh, R. Pepermans & L. Venneman, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 365-385 The current study let supervisors rate subordinates in terms of learning agility and fo...

Purpose The purpose of this paper is to examine whether four different generations (Silent Generation, Baby Boomers, Generation X, and Generation Y) hold different beliefs about career. Career type, career success evaluation and importance attached to organizational security are to be scrutinized for each generation. Design/methodology/approach A...

The current study let supervisors rate subordinates in terms of learning agility and focused on two research questions: (1) is learning agility developable; and (2) in what way does learning agility manifest itself in the workplace and in the careers of individuals? As regards the first research question, we found no effect of age and work experien...

a b s t r a c t Recent studies demonstrate an increasing emphasis on subjective career success. This con-struct is typically measured using self-report scales, with the most used instrument being the Career Satisfaction Scale of Greenhaus, Parasuraman, and Wormley [Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organ...

This paper is a report of a review of the literature on community nurses' job satisfaction, including research using different scales and settings, what is known to date and directions for future research. Job satisfaction is one of the strongest predictors of intent to stay and retention of nurses. An adequate understanding of the sources of job s...

A multidimensional model of career success was developed aiming to be more inclusive than existing models. In a first study, 22 managers were asked to tell the story of their careers. At the end of each interview, idiosyncratic career success “construct ladders” were constructed for each interviewee through an interactive process with the interview...

To identify the features young nurses look for in their job (job motives) and the features they look for in work in general (work values). In view of the shortage of appropriately educated and motivated nurses, a study of the motivational profile of the new generation nurses may provide additional insights. In a survey, 344 newly graduate Belgian n...

Purpose – The purpose of this empirical study is to make a contribution to career theory in general, and to the literature on high-potential careers in particular, by examining the careers of real high potentials, taking place in the twenty-first century world of work, from the perspectives of the high potentials themselves as well as those of thei...

Purpose This paper aims to demonstrate the utility of using some indication of emotional intelligence (EI) to identify high potential in managers. Presupposed correspondences between the EI Personal Factors Model (Bar‐On) and Briscoe and Hall's metacompetency model of continuous learning are elucidated. Design/methodology/approach The study sample...

This article compares individuals already in teaching and non-teaching teacher graduates, and explores the motivation to pursue a teaching job based on job motives and work values. From the response of 241 recently graduated teachers it may be concluded that teachers consider intrinsic, altruistic and interpersonal features as strong job-specific m...

This article gives a concise review of the literature on non-profit boards. Given the lack of theoretical work on the subject, the focus of the article lies on the empirical work. This empirical work seems to have developed on two roads: one where the non-profit board is the dependent variable and one where the non-profit board is an independent va...

This article provides an overview of the literature on nonprofit principal-agent relationships. It depicts the nature of agency theory and stewardship theory, analyzes the origin of their struggle within the nonprofit structure, and marks directions for a conciliatory approach. We open with an introduction to agency theory and discuss the two main...

This study examined the underlying dimensions of the Pay Satisfaction Questionnaire to test whether the robust 4-factor structure (Pay Level, Benefits, Raises, and Structure or Administration) often established in the United States can be generalized to other countries and cultures as well. Data of 4 samples (for-profit employees, nonprofit nurses,...

Rewards are important in attracting, motivating and retaining the most qualified employees, and nurses are no exception to this rule. This makes the establishment of an efficient reward system for nurses a true challenge for every hospital manager. A reward does not necessarily have a financial connotation: non-financial rewards may matter too, or...

This article reviews research on motivation of employees in the nonprofit sector, with a major emphasis on the motivation of teachers and hospital nursing staff. Although both areas are widely researched in the nonprofit sector, empirical motivation research conducted in schools and hospitals is certainly not extensive. Nevertheless, based on these...

The construct of orientation toward finances has been developed to focus on individual behavioral dispositions related to personal financial management activities. Based on input from different literature sources, we sought to operationalize the construct using items referring to behavioral competencies. This measurement scale has further been test...

Purpose To investigate different aspects of the development policies of high potentials and their relationships with organizational characteristics in a set of Belgian companies. Design/methodology/approach A set of research questions has been used to conceive a structured questionnaire to empirically investigate the different aspects of high‐pote...