Simon Barend De Jong

Maastricht University | UM · Department of Organization and Strategy

This study integrates recent advances in interdependence theory with the literature on commitment-based HR practices. New research on interdependence theory suggests that differences, or asymmetries, in task dependence among organisational members can cause interests to diverge. Prior research has shown that this can negatively affect interpersonal...

abstractThe present study investigates what role I-deals (i.e. the idiosyncratic deals made between employees and their organization) play in the motivation of employees to continue working after retirement. We hypothesized two types of I-deals (i.e. development and flexibility I-deals) to be positively related to motivation to continue working. Mo...

This article explores whether a top management team’s (TMT) behavioural integration relates to the work outcomes of employees. We first discuss likely theoretical mechanisms for such a relationship by integrating the literature on top management team behavioural integration with the literature on organizational climate, productive energy and employ...

Past research suggests that power asymmetry within teams can have a stifling effect on team learning and performance. We argue here that this effect is contingent on whether power advantages within a team are used to advance individual or collective interests. This study considers the moderating role of one factor that can influence the individual...

Social relations analyses involving 132 working relationships among 60 individuals from 29 teams revealed that an increase in a team member's task dependence on another team member was associated with higher levels of perceived help from and interpersonal trust in that specific team member, provided the other member was highly task dependent on the...

This paper examines the temporal dynamics of newcomer voice and silence in organizations, focusing on the role of organizational socialization. While prior research has explored the antecedents and effects of newcomer voice behaviour, little attention has been given to how voice and silence evolve over time as newcomers become more familiar with th...

This study identifies a key cognitive mechanism through which information encountered by managers influences their pursuit of ambidexterity when implementing artificial intelligence (AI) in organisations. Additionally, it investigates the roles of managers’ understanding of technological environments and risk-taking strategies of their organisation...

Scholars have long studied how organizations can transition towards greater sustainability, but it is only recently that they have begun to investigate a fundamentally new stream in sustainability thinking: the circular economy paradigm. Instead of the ‘make‐use‐dispose’ approach of a linear economy, a circular economy aims at eliminating waste and...

Purpose An underlying assumption in the shared mental model (SMM) literature is that SMMs improve whilst team members work together for longer. However, whether dyad members indeed have higher perceived SMMs with higher shared tenure has not been explored. This study aims to, therefore, firstly, investigate this idea, and we do so by focusing on pe...

Literature on Shared Mental Models (SMMs) has been burgeoning in recent years and this has provided increasingly detailed insight and evidence into the importance of SMMs within specific contexts. However, because past research predominantly focused on SMM structure as measured by diverse, context-dependent measures, a consolidated multi-dimensiona...

We explore whether, and how, Top Management Team (TMT) cohesion can affect the collective turnover intentions of employees, through two interrelated interface processes. Based on Social Information Processing theory, we propose that the organization's corrosive climate and non-TMT managers' transformational leadership transmit TMT cohesion-based sy...

Prolific research suggests identity associates with pro-environmental behaviours (PEBs) that are individual and/or group focused. Individual PEB is personally driven, self-reliant, and are conducted on one’s own (e.g., home recycling). Group focused PEB is other people-reliant and completed as part of a group (e.g., attending meetings of an environ...

Purpose This paper contains a meta-analysis of the psychological contract literature published in the last two decades. The aim of this paper was to investigate the moderating role of national culture in the individual-level relationships between psychological contract breach (PCB) and two important work outcomes, namely job performance (in-role an...

Purpose The purpose of this paper is to explore the macroeconomic factors that may moderate the psychological contract breach (PCB) and work outcome relationship. Design/methodology/approach This study conducted a meta-analysis based on data from 134 studies. Findings The study revealed that the inflation rate and the unemployment rate of a count...

Purpose The purpose of this paper is to explore the macroeconomic factors that may moderate the psychological contract breach and work outcome relationship. Design/methodology/ approach This study conducted a meta-analysis based-on data from 95 studies. Findings The study revealed that the inflation rate and the unemployment rate of a country mod...

Encouraging pro‐environmental behaviour (PEB) is an environmental and societal concern. Encouraging PEB focussing on how consumers see themselves (their identity) has blossomed. However, a theoretical assessment of this research is missing. Three main identity theories seem to best explain the research, specifically, and two‐fold, identity, and soc...

Traditioneel gezien heeft veel onderzoek op het gebied van organisatiegedrag, management en personeelsbeleid als impliciete assumptie dat er sprake is van een zekere symmetrie in de onderzochte relaties en fenomenen. Deze assumptie is niet verwonderlijk, aangezien symmetrie (en balans, harmonie e.d.) ook centraal staat in andere wetenschappen. In d...

This manifesto presents 10 recommendations for a sustainable future for the field of Work and Organizational Psychology. The manifesto is the result of an emerging movement around the Future of WOP (see www. futureofwop.com), which aims to bring together WOP-scholars committed to actively contribute to building a better future for our field. Our re...

Despite the wealth of research showing that psychological contract breach (PCB) has negative outcomes for individuals, knowledge about the influence of the social context in which breaches are experienced is still scarce. This is surprising, as scholars have argued that work climates, such as when unit members are generally highly committed, could...

The literature on psychological contract formation and evaluation is extremely rich, yet the role of social context has thus far been under researched. Studying the role of social context, however, is important as psychological contract formation, fulfillment, and breach are likely to be influenced by social contextual factors such as supervisors,...

The recent crisis has revealed a number of problems inherent to contemporary societies and economic systems (Seymour 2014) and has increased many of these, including greater inequality and more poverty, depression, suicides, and other health problems (Kentikelenis et al. 2014; Seymour 2014). Moreover, the crisis also revealed and amplified problems...

Recent advances in leadership research suggest that collective-focused leadership climate and differentiated individual-focused leadership might simultaneously, yet oppositely, affect collective outcomes. The present study extends this literature by addressing open questions regarding theory, methods, statistics, and level of analysis. Therefore, a...

Recent studies have indicated that asymmetrical task dependence among organizational members can affect dyadic work relationships, individual job satisfaction, and team learning and team performance. This study aims to go to the next level and investigates if – and how – asymmetries affect organizational performance. However, the key underlying the...

This study aims to connect, and advance, the literatures on ambidexterity and power by investigating how one of the key aspects of organizational design, namely the power and dependencies among units, can relate to one of the key paradoxical challenges facing modern day units, namely how to be ambidextrous (i.e. to simultaneously exploit and explor...

Recent studies have indicated that it is important to investigate the interaction between task interdependence and task autonomy because this interaction can affect team effectiveness. However, only a limited number of studies have been conducted and those studies focused solely on the team level of analysis. Moreover, there has also been a dearth...

Purpose – The purpose of this paper is to investigate whether research and practice on task design and work teams could benefit from a more nuanced perspective on task (inter)dependencies among team members. Prior research often overlooked that task interdependence captures the average exchange of resources, while asymmetrical task dependence captu...

Recent studies at the dyadic- and team-levels of analyses indicate that asymmetries in task dependence among organizational members can negatively affect work relationships and hinder team learning and team performance. This study takes the abovementioned findings to the next level by investigating whether task dependence asymmetries also negativel...

In the context of the changing workforce, this study introduced two perspectives on HRM and distinguished universalistic developmental HRM from contingent accommodative HRM. We predicted two separate pathways for the effects on two employee outcomes: work engagement and affective commitment. We expected that developmental HRM would universally rela...

This article explores whether a top management team’s (TMT) behavioural integration relates to the work outcomes of employees. We first discuss likely theoretical mechanisms for such a relationship by integrating the literature on top management team behavioural integration with the literature on organizational climate, productive energy and employ...

Past research suggests that power asymmetry within teams can have a stifling effect on team learning and performance. We argue here that this effect is contingent on whether power advantages within a team are used to advance individual or collective interests. This study considers the moderating role of one factor that can influence the individual...

The diffusion of information and communication technology (ICT) has witnessed a surge in recent years. The rate of adoption across countries diverges considerably regardless of the income levels. In this paper, we attempt to explain the differences in ICT adoption rates across countries by using Hofstede's cultural framework. The effect of culture...

Innovative working behavior and stress as a response to role overload and role ambiguity Innovative working behavior and stress as a response to role overload and role ambiguity Simon B. de Jong & Onne Janssen, Gedrag & Organisatie, Volume 18, April 2005, nr. 2, pp. 66-82 This research develops and tests the hypothesis that role ambiguity strengthe...

De hypothese wordt ontwikkeld en getoetst dat rolambiguïteit de positieve relatie tussen roloverlading en innovatief werkgedrag versterkt, terwijl rolduidelijkheid (weinig rolambiguïteit) deze relatie verzwakt. Tevens wordt verondersteld dat roloverlading positief is gerelateerd aan stress ongeacht de mate van rolambiguïteit. Een vragenlijstonderzo...

The diffusion of information and communication technology (ICT) has witnessed a surge in the recent years; nevertheless, the rate of adoption across countries diverges considerably. This divergence is observed regardless of the income levels of countries. In this paper, we attempt to explain the differences in ICT adoption rates across countries us...