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The purpose of this paper is to test the relationship between subjective job insecurity and self-rated job performance, and to assess how this association is different across different employment groups.

The authors used a data set owned by TNO and Statistics Netherlands of more than 89,000 Dutch workers and self-employed that is a representative sample of the Dutch workforce. The authors included data from 2014 and 2016 assessing subjective job insecurity in terms of “a concern about the future of one’s job/business” and self-rated job performance.

The effect size of the association between subjective job insecurity and self-rated job performance is small. For temporary agency workers and on-call workers, the association between subjective job insecurity and job performance is weaker compared to permanent workers and fixed-term workers. However for self-employed workers with and without employees, however, the relation between subjective job insecurity and job performance is stronger compared to permanent workers.

The biggest limitation is the cross-sectional design of the study, which limits conclusions about causality.

The finding that subjective job insecurity goes together with less work performance shows that job insecurity has no upside for the productivity of companies.

The study provides a deeper understanding of the relationship between subjective job insecurity and self-rated job performance on a national level.

This study aims to examine reciprocal exchange in teams using a psychological contract (PC) framework. Adopting Rousseau’s conceptualization of the contract, the authors explore the extent to which the team members reciprocate perceived team obligations and fulfilment by adjusting their own obligations and fulfilment. A new scale for the measurement of obligations and fulfilment was developed. Team commitment was hypothesized as a mediating variable.

The new PC scale was tested in a longitudinal study design. A survey of a representative sample of 230 Dutch first-year college students nested in 73 teams was conducted.

The authors found that in student teams, perceived team obligations at Time 1 are positively associated with perceived member obligations at Time 2. Furthermore, they found higher commitment to the team as the team fulfilled the obligations as perceived by its members. Contrary to the exchange theory, in student teams, perceived fulfilment of obligations at Time 1 is not reciprocated by more obligations of its members at Time 2. No significant mediating effects are found of team commitment.

To date, this study provides the first measurement of contract fulfilment in non-hierarchical team relationships. The instrument can act as a tool to assess future team effectiveness and performance and adjust team composition accordingly.

The authors first examine the extent to which having an accurate understanding of and anticipate on one another’s work routines (defined as crossattuning) explains additional variance of team performance above and beyond other implicit coordination concepts such as team familiarity and transactive memory. Furthermore, the authors aim to propose that social sensitivity interacts with team size and team longevity in supporting the emergence of cross-attuning.

The authors first use a quasi-experimental design with 35 student-teams in Study 1 to test the discriminant validity of their construct. In Study 2, the authors use a field study with 66 work teams to test their hypotheses.

Study 1 shows that cross-attuning has a positive effect on team performance and that it explains additional variance above other implicit coordination-concepts. In Study 2, the authors confirm cross-attuning associates with supervisor-rated team performance and find that team social sensitivity is more positively related to cross-attuning in small teams with low longevity and in large teams with high longevity in comparison to large teams with low longevity.

The study of implicit coordination mechanisms in teams has primarily focused on having knowledge about other team members’ expertise and competencies and how teams cope with unexpected events. How teams deal with individual work routines – repetitive work-related behavior that is limited in considering alternative actions and the task environment – have received limited attention, despite the potential of these individual routines to thwart successful team task completion.

This chapter examines the Netherlands’ challenges in safeguarding its low-lying coastline against rising sea levels and the consequences of coastal defense strategies on marine life, particularly in relation to SDG14. Sea-level rise necessitates increased soft coastal defense strategies, affecting seafloor areas and marine biodiversity through sand extraction and sand nourishments. The use of hard structures for coastal defense contributes to the loss of natural coastal habitats, raising biodiversity concerns. The chapter explores the potential benefits of artificial hard surfaces as marine habitats, emphasising the need for careful design to prevent ecological problems caused by invasive species. Strategies for enhancing biodiversity on human-made hard substrate structures, including material variations, hole drilling, and adaptations, are discussed. The ecological impact of marine sand extraction is examined, detailing its effects on benthic fauna, sediment characteristics, primary production, and fish and shrimp populations. Solutions proposed include improved design for mining areas, ecosystem-based rules for extraction sites, and ecologically enriched extraction areas. The ecosystem effects of marine sand nourishments are also analysed, considering the impact on habitat suitability for various species. The chemical effects of anaerobic sediment and recovery challenges are addressed. Mitigation measures, such as strategic nourishment location and timing, adherence to local morphology, and technical solutions, are suggested. The chapter underscores the importance of education in Nature-based Solutions and announces the launch of a new BSc programme in Marine Sciences at Wageningen University & Research, integrating social and ecological knowledge to address challenges in seas, oceans, and coastal regions and support SDG14 goals.

While both perceived job autonomy and self-leadership are assumed to be important for optimal functioning of healthcare workers, their mutual relationship remains unclear. This cross-lagged study aims to theorize and test that perceived job autonomy and self-leadership have a reciprocal relationship, which is moderated by need for job autonomy.

Two-wave panel data were used to measure cross-lagged relationships over a time period of three months. Self-leadership is indicated by both self-leadership strategies and self-leadership behavior. The data were analyzed using hierarchical multiple regression (HMR).

Job autonomy was not causally nor reverse related to self-leadership strategies, but did relate to self-leadership behavior in both directions. Need for job autonomy did not influence the causal and reverse relationships between job autonomy and self-leadership (strategies and behavior). Instead, need for job autonomy discarded the influence of job autonomy on self-leadership behavior, and predicted self-leadership behavior over time.

For optimizing healthcare jobs, human resource management (HRM) policy makers need to consider other interventions such as training self-leadership, or developing an autonomy supportive work environment, since job autonomy does not lead to more use of self-leadership strategies.

This study used a cross-lagged study design which gives the opportunity to investigate causal relationships between job autonomy and self-leadership. Both self-leadership strategies and self-leadership behavior are included.

Small firms rely on a variety of network partners, and in various roles, to initiate and implement innovations. While past typologies of innovation networking were defined at the level of firms or industries, the purpose of this paper is to develop a typology at the level of innovation objects.

Drawing on survey data of 594 innovations in Dutch small firms, cluster analysis is applied to develop a typology of networking patterns for innovation in small firms.

In total, six patterns of innovation networking were identified: supplier‐based, customer‐based, informal‐based, bank/accountant‐based, science‐based and government‐based. The supplier‐based pattern is most dominant and characterized by modest and simple contributions from networking partners, while governments tend to be involved in innovations marked by voluminous and complex partner involvement. Validity of the typology is suggested by two findings: more voluminous and complex networking patterns are correlated with firms’ internal capabilities, and with the newness and competence requirements of innovations.

For practitioners the typology provides a more fine‐grained view on how innovations in small firms are developed. This includes the role of relatives and friends, bank and accountants, and remote partners such as governments – network partners which so far were not covered in typologies of innovation networking.

The aim of this paper is to investigate whether the main propositions of the job demands-resources (JDR) model are moderated by type of contract (i.e. temporary contract vs permanent contract).

Survey data were collected in a large, heterogeneous sample from different countries, sectors, and jobs (n=3,845). Hypotheses were tested by means of multilevel analyses.

Results showed moderate support for the main effects of job demands (job insecurity and time pressure) and job resources (autonomy and social support) and weak support for the buffer effect of job resources in the prediction of job satisfaction and general health. The impact of contract type on the main propositions of the JDR model appeared to be weak. Yet, the evidence that was found suggests that temporary workers may be more tolerant to job insecurity and more likely to benefit from the buffering role of autonomy than permanent workers.

This is the first study to investigate whether the relation between job demands and job resources and employee health and well-being differs for permanent workers and temporary workers.

Organizing new service development is an important topic for decision makers in service firms, since continuous innovation is expected to pay off. Although the literature on organizing new service development has grown rapidly over the last decade, the numerous publications are highly fragmented, each concentrating on a small piece of the complex innovation puzzle. This paper classifies current literature on organizing new service development (NSD) into two evolutionary stages: managing key activities in the NSD process, and creating a climate for continuous innovation. For both stages its consequences for the initiation and implementation of new services are discussed. The paper ends with limitations and suggestions for future research.

Rather than businesses, individual end consumers may develop innovations for themselves. Innovating consumers generally do not protect their innovations with intellectual property rights and may be generally available – a phenomenon recently coined as “free innovation” (von Hippel, 2016). The purpose of this paper is to take stock of how innovation by individual consumers has been measured, and to propose a survey procedure for future studies of consumer innovation.

The author provides a literature review of how innovation by individual end consumers has been measured, and reports on a pilot study conducted in Finland to improve and standardize the measurement of consumer innovation.

The survey procedure includes up to six steps which can be tailored to specific research purposes.

The procedure will enable better international/cross-study comparisons and an efficient collection of data.