Presenteeism has negative consequences for both the individual and the employer, such as increased levels of stress and poorer psychological health. It can be found across countries and in various...Show morePresenteeism has negative consequences for both the individual and the employer, such as increased levels of stress and poorer psychological health. It can be found across countries and in various professions. Millennials will soon comprise the majority of the global workforce, however, this costly phenomenon is poorly understood in this population. The predictors and the reasoning behind opting for presenteeism in working millennials (n=192) were investigated in this study. Self-reports were used to measure presenteeism, neuroticism, optimism, and job satisfaction. Relationships between the variables were explored using partial correlations and hierarchical regression. The moderation pathway was examined using PROCESS macro. The results showed that job satisfaction was able to predict presenteeism regardless of the employee's age, level of education, and general health. Neuroticism and optimism shared significant negative associations with presenteeism but were unable to predict it. Optimism was also not found to moderate the relationship between job satisfaction and presenteeism. A qualitative exploration suggested that the most likely reason millennials opt for working while sick is not feeling sick enough or feeling able to work despite their illness. The findings of this study suggest that being satisfied with one’s job plays a more significant role in presenteeism, while personality characteristics such as optimism and neuroticism might not. Predictors of presenteeism should be further investigated in the millennial workforce. Finally, suitable interventions should be explored in order to decrease the negative effects of presenteeism.Show less
With the rise in automation, inequality between low- and high-skilled workers has increased. Robotization allows for the substitution of human labor by capital, while artificial intelligence and...Show moreWith the rise in automation, inequality between low- and high-skilled workers has increased. Robotization allows for the substitution of human labor by capital, while artificial intelligence and machine learning can result in a complementary effect for high-skilled workers. With this risk of replacement due to automation existing for low-skilled manual workers, their job satisfaction may be negatively impacted, ultimately having a negative effect on their general well-being. This research has therefore looked at the effect of risk of automation on job satisfaction. Based on data from the LISS-panel, the routine task intensity-index as generated by Mihaylov and Tijdens (2019) and the risk of automation-index generated by Pouliakos (2018) a quantitative method was applied, consisting of descriptive statistics as well as the use of regressions, to provide an answer. The descriptive statistics have shown that older workers tend to have a higher level of job satisfaction, while especially young low-skilled workers are subject to a low mean of job satisfaction. Furthermore, the research has found that tasks that differ from non-routine analytic tasks and thus are more subject to automation, negatively impact the level of job satisfaction for Dutch workers. When splitting the observations in to level of skill and age-group, the effect of the routine-task intensity index becomes inconsistent. The research has also found that an increasing risk of automation-index negatively influences the level of job satisfaction, as it decreases the level of job satisfaction for Dutch workers by 0.026 for an increase in risk of automation by 1. When accounting for level of skill and age-group, an increasing risk of automation appeared to have a larger negative effect on the young low-skilled Dutch workers, supporting the thought of skill-biased technological change resulting in further inequality between low- and high-skilled workers. The Dutch government should therefore aim at expanding the current training and education programs, offer further job placement services and other policies related to decreasing the negative effects of at risk of automation.Show less
People perceive a human action or outcome differently depending on their belief to what extent human abilities are modifiable. This comes from the differences in how people view the flexibility of...Show morePeople perceive a human action or outcome differently depending on their belief to what extent human abilities are modifiable. This comes from the differences in how people view the flexibility of their intelligence, personality, and skills. This phenomenon is defined as the spectrum of fixed versus growth mindset and is considered to have an influence on academic success (Dweck et al., 1995; Dweck & Yeager, 2019). The study from Drewery and Colleagues (2020) about lifelong learning mindset, gives us reasons to believe, that a growth mindset also has a positive influence on subjective and objective career success. We conducted four linear regressions with Psychology Master’s graduates from Leiden University (N = 94). We did not find any significant results to support our hypothesis. However, this thesis does provide the reader with interesting future research recommendations.Show less
Abstract Person-environment (PE) fit is simply defined as the match between an individual and the environment. PE-fit fit has proven to be an important predictor of work related outcomes. A...Show moreAbstract Person-environment (PE) fit is simply defined as the match between an individual and the environment. PE-fit fit has proven to be an important predictor of work related outcomes. A Perceived Person-Environment Fit Scale is developed, which distinguishes four dimensions of PE-fit. Therefore the present research has investigated two of those dimensions in relation to work related outcomes. The present research has examined the relation between person-organization (PO) fit and person-group (PG) fit with the work related outcomes job satisfaction and turnover intention. Furthermore, it was examined whether the strength of those relations is influenced by the individual cultural values uncertainty avoidance and collectivism. In addition, it was also tested whether job satisfaction positively mediates the negative effect of PO-fit and PG-fit on turnover intention. To examine these effects an online survey study was conducted among the general Dutch working population (N = 163). The analyses were performed with IBM SPSS Statistics 28. It was predicted and found that PO-fit has a positive effect on job satisfaction and a negative effect on turnover intention, the negative effect on turnover intention was also mediated by job satisfaction. Furthermore, it was also predicted and found that PG-fit has a positive effect on job satisfaction. However, a relation between PG-fit and turnover intention was not found and neither was the mediating effect of uncertainty avoidance and collectivism found. The findings of this research are interesting for organizations. The relations found between the PE-fit dimensions with job satisfaction and turnover intention can be used strategically. By improving employees’ PO-fit and PG-fit job satisfaction can be enhanced and turnover intention reduced.Show less
Many non-profit organisations employ not only volunteers, but also paid workers, to achieve their organisational objectives. This research examines whether the volunteers of a non-profit...Show moreMany non-profit organisations employ not only volunteers, but also paid workers, to achieve their organisational objectives. This research examines whether the volunteers of a non-profit organisation report appraisal and autonomous respect, job satisfaction and intent to remain a volunteer with the organisation, when they perceive that the paid workers of the organisation display self-sacrifice on behalf of the organisation and interactional justice. The research had a cross sectional survey design and the participants were volunteers working with paid workers in a non-profit organisation (a hospice; N = 52 hospice volunteers). Multiple regression analyses were conducted to test the hypotheses about direct effects. Among volunteers, autonomous and appraisal respect were found positively and directly related to job satisfaction. Additionally, among volunteers, interactional justice received from the paid workers of the organisation was found positively and directly related to autonomous respect, appraisal respect, and job satisfaction. Furthermore, among volunteers, perceived self-sacrifice on behalf of the organisation by the paid workers of the organisation was found directly and positively related to appraisal respect. Thereafter, a mediation regression analysis was conducted to test the hypothesis about the indirect effect. The mediation regression analysis showed that among volunteers, interactional justice received from the paid workers of the organisation relates positively and indirectly to job satisfaction through appraisal respect as a mediator. The theoretical and practical implications, as well as the limitations and suggestions for further research, are discussed.Show less
