Yvonne Van Rossenberg

Yvonne Van Rossenberg
Radboud University | RU · Faculty of Management

PhD

About

31
Publications
12,677
Reads
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411
Citations
Introduction
In my research I seek to understand how people experience their attachments or bonds with work. By approaching workplace commitment as a system of dynamic bonds between the individual and multiple work and non-work related targets, I aim to unpack processes of conflict, synergy and (im)balance. Since value-free research does not exist, I seek to do research that bares theoretical and social-societal value as well as substantive-methodological synergy. https://www.futureofwop.com/
Additional affiliations
October 2013 - October 2014
Aarhus University
Position
  • Post Doctoral researcher and lecturer

Publications

Publications (31)
Article
Full-text available
Work increasingly takes place across organizational boundaries. This has implications for workers’ commitments to a plethora of targets, including the organization and the client, as well as for the conflicting nature of the interrelation between these commitments. In this paper, we draw on commitment system theory (CST), which views commitment as...
Preprint
Full-text available
In their timely piece, Rogelberg, King and Alonso (2022) eloquently elaborated the reasons why I-O science experiences difficulties in reaching the public and presented the tactics of how I-O psychologists could elevate scientific findings to the broader masses. Undoubtedly, there is a growing need for advancing the overall communication and repres...
Article
Full-text available
Workplace commitment is viewed as an important mechanism connecting HRM practices with organizational outcomes, including performance. For this reason, commitment has emerged as one of the most significant and voluminous areas in HRM studies. Yet some of the key advances in the wider field of commitment have not been incorporate in studies of commi...
Article
Full-text available
Murphy (2021) argues that the field of Industrial-Organizational (I/O) Psychology needs to pay more attention to descriptive statistics (“Table 1”; e.g., M, SD, reliability, correlations) when reporting and interpreting results. We agree that authors need to present a clear and transparent description of their data and that descriptive statistics a...
Chapter
Full-text available
Human resource (HR) process research is shifting away from (only) manager reports of HRM, and increasingly focusses on employees’ perceptions of HRM practices. This chapter concentrates on perceptions of HRM and, particularly, considers the meaning of differences in perceptions. Differences in perceptions are usually thought of as measurement error...
Conference Paper
Over the years, advances have been made in recognizing workplace commitment to stretch far beyond commitment to the organization, with recent studies including multiple targets such as commitment to the profession, client, career, community, and others. Research on multiple targets of commitment finds positive relations between commitments, yet sti...
Article
Full-text available
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...
Conference Paper
This symposium focusses on the application of novel perspectives to workplace commitment research. These perspectives are driven by changes in the world of work, but also by methodological advances as well as applications of theories from other fields of research. In this vein, the papers to be presented are innovative with regards to (a) theoretic...
Article
This study investigates the effects of two internal factors, performance‐based rewards and employee perceptions of human resource (HR) strength, and one external factor, country‐level uncertainty avoidance, on employee innovative behaviors. Drawing on situational strength theory, we first hypothesize performance‐based rewards will positively relate...
Article
Full-text available
This position paper presents the state of the art of the field of workplace commitment. Yet, for workplace commitment to stay relevant, it is necessary to look beyond current practice and to extrapolate trends to envision what will be needed in future research. Therefore, the aim of this paper is twofold, first, to consolidate our current understan...
Article
In this paper, we explain how ambidexterity, the simultaneous pursuit of exploration and exploitation, is enabled at the individual level of analysis. Research on ambidexterity has been dominated by theoretical approaches focusing on the organisational level; however, we know little about how ambidexterity is enacted by employees. There is also lim...
Article
This study contributes to our understanding of the link between the multiple foci of commitment (i.e. organization, profession, team, and/or client) and the intention to quit in a knowledge-intensive organizational context. This link is important to understand given that KIOs are reliant upon the commitment of their employees in order to survive. D...
Chapter
In managing innovation, leaders set out to make sense of large chunks of information. This consists of the constant processing of data from a variety of sources, such as performance data, financial reports, market analyses, insight from employee surveys and management literature. Analysing and comparing information from a variety of sources can be...
Article
Full-text available
In the face of increasing supply base complexity, organisations have to develop new ways to manage or mitigate risk. This paper investigates the impact of four dimensions of complexity on the frequency of disruptions and plant performance. We apply insights from organisational information processing theory to understand how organisations can mitiga...
Article
Full-text available
Our study explores the relationship between employee engagement and foci-commitment of employees in professional service firms (PSFs). PSFs compete on the basis of their ability to encourage their employees to generate exceptional knowledge-based services and products, acting within and beyond the organizational boundaries. In order to achieve thes...
Article
Full-text available
Representative of the changing nature of work and the employment relationship, recent advances in the study of workplace commitment include the use of a series of novel methodologies and a wide variety of research approaches. These new ways of looking at the subject of workplace commitment are providing insight, particularly into the complex dynami...
Article
In a cross-cultural field study (2364 employees and 340 supervisors in 49 organizations in ten countries), we investigated whether the effect of High Performance Work Systems (HPWSs) on innovative behavior is influenced by HRM system strength, defined as the degree to which employees “make sense” of HRM within their organization. Moreover, we studi...
Article
Knowledge‐intensive firms need to leverage their individual knowledge assets via knowledge sharing to create collective knowledge resources. This process is, however, in the control of the knowledge worker. We explore this personal and emotive quality of knowledge sharing by asking: ‘How does employee commitment impact on knowledge sharing?’ We stu...
Technical Report
Full-text available
Building on the findings of the previous three streams, we also draw on an analysis of survey results to develop five innovation profiles which characterise the main approaches to innovation that organisations adopt. We outline the drivers of each of these profiles and identify the most prominent leadership and talent dimensions and effective learn...

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Projects

Projects (3)
Project
These studies aim to improve the future of Industrial and Organizational Psychology and enhance the relevance and equity in research. With our studies, we address the problematic issues of current publication practices and research trends in Industrial and Organizational Psychology.
Project
To highlight the challenges faced by employees, managers, decision-makers and other stakeholders within the evolving contexts of contemporary work-environments. To propose some concrete and practical steps in their resolution both at the individual and collective levels. To develop a set of values guided by principles of responsible people-management.
Project
Now is the time to think about the future of Work and Organizational Psychology (WOP). Many scholars have ideals, thoughts, frustrations, ideas, wishes, and feelings about how the field should develop, change, or pursue another path. It is important to bring together our voices, give the opportunity to have them heard, and jointly work on shaping the future of WOP. This project will collect many ideas (amongst others as expressed during the last EAWOP conference in Dublin) about how we could change, and also forms a platform to connect and actively shape that future. MB