Arbeidspsychologie thema 2 deel 4

Three types of fit contribute to authenticity: 

• Self-concept fit:

• Goal fit:

• Social fit:

Self-concept fit:

The environment allows important aspects of the self to be expressed. 

Goal fit:

The environment supports a person's values, goals, and motives. 

Social fit:

Other people accept and validate the person's identity. 

Self-determination theory 

Supportive environments can fulfil psychological needs and promote self-determined motivation. An environment that allows people to express their identity supports authenticity and well-being.  

Self-verification theory 

People want others to recognize and validate their self-concept. Being able to express one’s identity can create greater coherence between the self and the social environment, contributing to authenticity.

Main findings LGBT supportive practices

• LGBT supportive practices contribute to disclosure.  

• LGBT supportive practices contribute to authenticity.  

• LGBT Supportive Practices → Authenticity at Work → Higher Life Satisfaction 

LGBT identity centrality moderates the relationship between .. and …

disclosure, authenticity

The relationship between disclosure and authenticity is stronger when someone's LGBT identity is highly central to their …

self-concept.

How can HR practices LGBTQ+-support?

• Inclusive selection (A) 

• Diversity training for employees and managers (A) 

• Benefits for same-sex couples (M) 

• Anti-discrimination policies (O) 

• Voice and participation for LGBT employees (O) 

• LGBT-inclusive language (O) 

• Diversity and inclusion initiatives (O) 

Lifespan development theory 

A central idea is that aging involves both gains and losses.

As people age: 

• Some abilities may decline 

• Experience and knowledge can increase 

• Work motives and goals can change 

three developmental lifespan goals

• growth

• maintenance

• loss regulation

growth

• reaching higher-levels of functioning

• new skills, promotions, new networks

maintenance

• maintaining current levels of functioning

• maintaining what one has established, adapting to changing circumstances, readjusting to previous levels after health issues

loss regulation

• functioning at lower levels

• reducing demands, early retirement, reducing work hours, transitioning to part-time work

The SOC theory describes how …

people adapt to changes throughout their lives.

Lifespan goals to develop four HR bundles: 

1. Development 

2. Maintenance 

3. Utilization 

4. Accommodation 

1. Development 

Help employees reach higher levels of functioning 

2. Maintenance 

Help employees maintain their current level of functioning when facing new challenges 

3. Utilization 

Help employees use their existing knowledge, skills and experience when they can no longer meet certain job demands. The employee does not necessarily develop completely new abilities. Instead, their existing resources are used differently  

4. Accommodation 

Help employees continue functioning when maintaining or recovering their previous level of functioning is no longer possible.

The lifespan theory suggests that goal priorities may change with age:  

Younger employees focus more on growth and development. Older employees (in general) increasing focus on maintaining functioning, using existing experience and knowledge, recovering from losses and accommodation limitations.