Daantje Derks

Bio: Daantje Derks is an academic researcher from Erasmus University Rotterdam. The author has contributed to research in topics: Job performance & Job design. The author has an hindex of 27, co-authored 51 publications receiving 6361 citations. Previous affiliations of Daantje Derks include Open University.

Proactive personality and job performance: The role of job crafting and work engagement

Abstract: The article examines the role of proactive personality in predicting work engagement and job performance. On the basis of the literature on proactive personality and the job demands-resources model, we hypothesized that employees with a proactive personality would be most likely to craft their own jobs, in order to stay engaged and perform well. Data were collected among 95 dyads of employees (N = 190), who were working in various organizations. The results of structural equation modeling analyses offered strong support for the proposed model. Employees who were characterized by a proactive personality were most likely to craft their jobs (increase their structural and social job resources, and increase their job challenges); job crafting, in turn, was predictive of work engagement (vigor, dedication, and absorption) and colleague-ratings of in-role performance. These findings suggest that, to the extent that employees proactively adjust their work environment, they manage to stay engaged and perform well.

The impact of job crafting on job demands, job resources, and well-being.

Abstract: This longitudinal study examined whether employees can impact their own well-being by crafting their job demands and resources. Based on the Job DemandsResources model, we hypothesized that employee job crafting would have an impact on work engagement, job satisfaction, and burnout through changes in job demands and job resources. Data was collected in a chemical plant at three time points with one month in between the measurement waves (N 288). The results of structural equation modeling showed that employees who crafted their job resources in the first month of the study showed an increase in their structural and social resources over the course of the study (2 months). This increase in job resources was positively related to employee well-being (increased engagement and job satisfaction, and decreased burnout). Crafting job demands did not result in a change in job demands, but results revealed direct effects of crafting challenging demands on increases in well-being. We conclude that employee job crafting has a positive impact on well-being and that employees therefore should be offered opportunities to craft their own jobs.

Job demands-resources theory: taking stock and looking forward

Abstract: The job demands-resources (JD-R) model was introduced in the international literature 15 years ago (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001). The model has been applied in thousands of organizations and has inspired hundreds of empirical articles, including 1 of the most downloaded articles of the Journal of Occupational Health Psychology (Bakker, Demerouti, & Euwema, 2005). This article provides evidence for the buffering role of various job resources on the impact of various job demands on burnout. In the present article, we look back on the first 10 years of the JD-R model (2001-2010), and discuss how the model matured into JD-R theory (2011-2016). Moreover, we look at the future of the theory and outline which new issues in JD-R theory are worthwhile of investigation. We also discuss practical applications. It is our hope that JD-R theory will continue to inspire researchers and practitioners who want to promote employee well-being and effective organizational functioning. (PsycINFO Database Record

Sentiment in short strength detection informal text

Abstract: A huge number of informal messages are posted every day in social network sites, blogs, and discussion forums. Emotions seem to be frequently important in these texts for expressing friendship, showing social support or as part of online arguments. Algorithms to identify sentiment and sentiment strength are needed to help understand the role of emotion in this informal communication and also to identify inappropriate or anomalous affective utterances, potentially associated with threatening behavior to the self or others. Nevertheless, existing sentiment detection algorithms tend to be commercially oriented, designed to identify opinions about products rather than user behaviors. This article partly fills this gap with a new algorithm, SentiStrength, to extract sentiment strength from informal English text, using new methods to exploit the de facto grammars and spelling styles of cyberspace. Applied to MySpace comments and with a lookup table of term sentiment strengths optimized by machine learning, SentiStrength is able to predict positive emotion with 60.6p accuracy and negative emotion with 72.8p accuracy, both based upon strength scales of 1–5. The former, but not the latter, is better than baseline and a wide range of general machine learning approaches. © 2010 Wiley Periodicals, Inc.

Burnout and Work Engagement: The JD–R Approach

Abstract: Whereas burnout refers to a state of exhaustion and cynicism toward work, engagement is defined as a positive motivational state of vigor, dedication, and absorption. In this article, we discuss the main definitions and conceptualizations of both concepts used in the literature. In addition, we review the most important antecedents of burnout and work engagement by examining situational and individual predictors. We also review the possible consequences of burnout and engagement and integrate the research findings using job demands– resources theory. Although both burnout and work engagement are related to important job-related outcomes, burnout seems to be more strongly related to health outcomes, whereas work engagement is morestronglyrelatedtomotivationaloutcomes. Wediscussdaily and momentary fluctuations in burnout and work engagement as possibilities for future research.