prof. dr. O. (Onne) Janssen

OFFICE

University of Groningen

Faculty of Economics and Business

Groningen, The Netherlands

Department of Human Resource Management & Organizational Behavior

Duisenberg Building, Room 347

P.O Box 800, 9700 AV Groningen

The Netherlands

+31 50 363 7199 / 4288

o.janssen@rug.nl

https://www.rug.nl/staff/o.janssen/

 

EDUCATION

• PhD in Social and Organizational Psychology, University of Groningen, The Netherlands.
• MSc Social and Organizational Psychology, University of Groningen, The Netherlands.
• BSc in Psychology, University of Groningen, The Netherlands.

 

Academic positions

• Professor in Organizational Behavior, Faculty of Economics and Business, University of Groningen, the Netherlands (2010 – present).
• Adjunct Professor in Organizational Behavior, Faculty of Economics and Business, University of Groningen, the Netherlands (2007 – 2010).
• Associate Professor in Organizational Behavior, Faculty of Business, University of Groningen, The Netherlands (2004 – 2007).
• Assistant Professor in Organizational Psychology, Faculty of Behavioral and Social Sciences, University of Groningen, The Netherlands (1994 – 2004).
• Research Associate, Faculty of Social Sciences, University of Utrecht, The Netherlands (1991 – 1994).

 

Academic service

• Chair of Department of Human Resource Management & Organizational Behavior, Faculty of Economics and Business, University of Groningen, The Netherlands (2014 – 2019)
• Chair Master Thesis Award Committee, Faculty of Economics and Business, University of Groningen, The Netherlands (2014 – 2016)
• Director of MSc Degree Programme in Human Resource Management, Faculty of Economics and Business, University of Groningen, The Netherlands (2007 – 2014).
• Coordinator of Honors Program in BSc Business Administration, Faculty of Economics and Business, University of Groningen, The Netherlands (2007 – 2011).

 

Visiting scholarships

• Visiting Research Professor, Department of Management, Hong Kong Baptist University (2017).    
• Visiting Research Professor, School of Management, Chinese Academy of Sciences, Beijing (2010).    
• Visiting Research Professor, Faculty of Business, City University of Hong Kong (2010).    
• Visiting Research Professor, Faculty of Business, Hong Kong Polytechnic University (2010). 
• Visiting Research Professor, Faculty of Business, Hong Kong Polytechnic University (2007).
• Visiting Research Fellow, Faculty of Business, Hong Kong Polytechnic University (2006).

 

Teaching

• Structuring of organizations (1995 – 2004)
• Decision-making in organizations (1995 – 1997)
• Conflict management and negotiation (1996-1999)
• Organizational change (1998 – 2004)
• Human resource management and organizational change (2004 – 2008)
• Leadership (2008 – 2019)
• Creative Problem Solving (2012 - present)
• Strategic Human Resource Management (2019 – present)
• Supervision of research projects for bachelor and master students in HRM&OB (1994 – present)

 

PhD supervision

1. Jorrit van der Togt. The effectiveness of concern for oneself and for others in voluntary groups and work groups (with Evert van der Vliert) (finished in 1999).
2. Marijn Poortvliet. Information exchange examined: An interpersonal account of achievement goals (with Nico van Yperen and Evert van der Vliert) (finished in 2008).
3. Liping Gao. Employee voice and silence in Chinese organizations (with Kan Shi). (in 2012, Liping passed away just before completion of her dissertation).
4. Niels van der Kam. Self-enhancement in self-perceptions of leaders (with Gerben van der Vegt and Janka Stoker) (finished in 2012).
5. Roy Sijbom. Differential reactions of leaders to creative ideas voiced by employees (with Nico van Yperen) (finished in 2013).
6. Tim Vriend. Regulatory focus and unethical behavior (with Jennifer Jordan) (finished in 2016).
7. Ramzi Said. Leader regulatory focus and employee creativity (with Bernard Nijstad) (finished in 2016.
8. Nele Mannheim. Shared leadership in work teams (with Gerben van der Vegt) (finished in 2017).
9. Ran Zhang. Power and employee voice (with David de Geest) (finished in 2017).
10. Liu Ye. The role of power in employee creativity (with Tim Vriend) (finished in 2019).
11. Anne Bonvanie-Lenferink. Health self-management applications in the workplace (with Hans Wortman, Manda Broekhuis, and Els Maeckelberghe) (finished in 2021).
12. Rujie Qu. Personal and contextual determinants of employee creativity in Chinese organizations (with Kan Shi).
13. Karolina Karpe. Structural coordination of group innovation (with Thom de Vries).

 

Research Grants                              

• PhD research grant Faculty of Economics and Business, University of Groningen, 2017 (with Tim Vriend).
• PhD research grant Faculty of Economics and Business, University of Groningen, 2012 (with Bernard Nijstad).
• Bernoulli scholarship for PhD project, 2012.
• PhD research grant Faculty of Economics and Business, University of Groningen, 2011 (with Bernard Nijstad).
• PhD research grant Faculty of Economics and Business, University of Groningen, 2011 (with Jennifer Jordan).
• Research visiting fellowship, City University of Hong Kong, 2010.
• Research visiting fellowship, Hong Kong Polytechnic University, 2010.
• Research visiting fellowship, Hong Kong Polytechnic University, 2007.
• Bernoulli scholarship for PhD project, 2007.
• Research grant Hanzehogeschool 2006 (with Gerben van der Vegt and Janka Stoker).
• Research grant Lentis Groningen 2006 (with Gerben van der Vegt and Janka Stoker).
• Research visiting fellowship, Hong Kong Polytechnic University, 2006.
• Bernoulli scholarship for PhD project, 2006.
• NWO research grant for PhD project, 2005.

 

Publications

International journal publications  

March, T, Lam, C,. Janssen, O., & Lin, X. (in press). Anger displays and integrative behavior among work dyads in teams: A regulatory fit approach. Journal of Organizational Behavior.

Liu, Y., Janssen, O., & Vriend, T. (2021). To be (creative), or not to be (creative)? A sensemaking perspective to incremental and radical creativity. Journal of Business and Psychology, 36, 139–153.

Vriend, T., Said, R., Janssen, O., & Jordan, J. (2020). The dark side of relational leadership: Positive and negative reciprocity as fundamental drivers of follower’s intended pro-leader and pro-self unethical behavior. Frontiers in Psychology, 10 July.

Bonvanie, A., Broekhuis, M., Janssen, O., Maeckelberghe, E., Wortman, H. (2020). Health self-management applications in the work environment: The effects on employee autonomy. Frontiers in Digital Health. 17 July.

Martinescu, E., Janssen, O., & Nijstad, B. A. (2019). Gossip as a resource: How and why power relationships shape gossip behavior. Organizational Behavior and Human Decision Processes, 153, 89-102.

Martinescu, E., Janssen, O., & Nijstad, B. A. (2019). Self-evaluative and other-directed emotional and behavioral responses to gossip about the self. Frontiers in Psychology, 9 January.

Qu, R., Janssen, O., & Shin, K. (2017). Leader-member exchange and follower creativity: The moderating roles of leader and follower expectations for creativity. The International Journal of Human Resource Management,28, 603-626.

Vriend, T., Jordan, J., & Janssen, O. (2016). Reaching the top and avoiding the bottom: How ranking motivates unethical intentions and behavior. Organizational Behavior and Human Decision Processes, 137, 142-155.

Sijbom, R. B. L., Janssen, O., & Van Yperen, N. W. (2016). Leaders' achievement goals and their integrative management of creative ideas voiced by subordinates or superiors. European Journal of Social Psychology, 46, 732-745.

Van de Vliert, E., Janssen, O., & Van der Vegt, G. S. (2016). Hard or easy? Difficulty of entrepreneurial startups in 107 climato-economic environments. Applied Psychology-An International Review, 65, 469-489.  

Sijbom, R., Janssen, O., & Van Yperen, N.W.  (2015). How to get radical creative ideas into a leader’s mind? Leader’s achievement goals and subordinates’ voice of creative ideas.  European Journal of Work and Organizational Psychology, 24, 279–296.

Janssen, O., & Gao, L. (2015). Supervisory responsiveness and employee self-perceived status and voice behavior. Journal of Management, 41, 1854–1872.

Wang, F., Fang, J.L., Qureshi, I., & Janssen, O. (2015). Understanding employee innovative behavior: Integrating the social network and leader-member exchange perspectives. Journal of Organizational Behavior, 36, 403-420.

Qu, R., Janssen, O., & Shin, K. (2015). Transformational leadership and follower creativity: The mediating role of follower relational identification and the moderating role of leader creativity expectations. Leadership Quarterly, 26, 286-299.

Sijbom, R., Janssen, O., & Van Yperen, N.W.  (2015). Leaders’ receptivity to subordinates’ creative input: The role of achievement goals and composition of creative input.  European Journal of Work and Organizational Psychology, 24, 462-478.

Kam, N.A. van der, Vegt, G.S. van der, Janssen, O., & Stoker, J.I.  (2014). Heroic or hubristic? A componential approach to the relationship between perceived transformational leadership and leader-member exchanges. European Journal of Work and Organizational Psychology, 24, 611-626.

Kam, N.A. van der, Vegt, G.S. van der, Janssen, O., & Stoker, J.I.  (2014). The role of vertical conflict in the relationship between leader self-enhancement and leader performance. Leadership Quarterly, 25, 267-281.

Martinescu, E., Janssen, O, & Nijstad, B.A. (2014). Tell me the gossip: The self-evaluative function of receiving gossip about others. Personality and Social Psychology Bulletin, 40, 1668-1680.

Janssen, O., & Giebels, E. (2013). When and why creativity-related conflict with coworkers can hamper creative employees’ job performance. European Journal of Work and Organizational Psychology, 22, 574-587.

Poortvliet, P.M., Anseel, F., Janssen, O., Van Yperen, N.W., Van de Vliert, E. (2012). Perverse effects of other-referenced performance goals in an information exchange context. Journal of Business Ethics,16, 401-414.

Anseel, F., Van Yperen, N.W., Janssen, O., & Duyck, W. (2011). Feedback type as a moderator of the relationship between achievement goals and feedback reactions. Journal of Occupational and Organizational Psychology, 84, 703-722.

Gao, L., Janssen, O., & Shi, K. (2011). Leader trust and employee voice: The moderating role of empowering leader behaviors. Leadership Quarterly, 22, 787-798.

Janssen, O., & Van der Vegt, G.S. (2011). Positivity bias in employees’ self-ratings of performance relative to supervisor ratings: The roles of performance type, performance goal orientation, and perceived influence. European Journal of Work and Organizational Psychology, 20, 524-552.

Lam, C.K.,  Huang, X., & Janssen, O. (2010). Contextualizing emotional exhaustion and emotional display: The signaling effects of supervisors' emotional exhaustion and service climate. Journal of Applied Psychology, 95, 368-376.

Janssen, O., Lam, C.K., & Huang, X. (2010). Emotional exhaustion and job performance: The moderating roles of distributive justice and positive affect. Journal of Organizational Behavior, 31, 787-809.

Poortvliet, P.M., Janssen, O., Van Yperen, N.W., Van de Vliert, E. (2009). Low Ranks Make the Difference: How Achievement Goals and Ranking Information Affect Cooperation Intentions. Journal of Experimental Social Psychology, 45, 1144-1147.

Poortvliet, P.M.,  Janssen, O., Van Yperen, N.W., & Van der Vliert, E. (2009). The combined impact of achievement goals and performance feedback on exchange orientation and information giving. Basic and Applied Social Psychology, 31, 197-209.

Van de Vliert, E., Einarsen, S., Euwema, M.C., & Janssen, O. (2009). Ecological limits to globalization of managerial situations. International Journal of Cross Cultural Management, 9, 185-198.

Van de Vliert, E., Van der Vegt, G., & Janssen, O. (2009). Prosocial to egoistic enculturation of our children: A climato-economic contextualization. Negotiation and Conflict Management Research, 2, 123-137.

Janssen, O., & Huang, X. (2008). Us and Me: Team identification and individual differentiation as complementary drivers of team members’ citizenship and creative behaviors. Journal of Management, 34, 69-88.

Poortvliet, P.M.,  Janssen, O., Van Yperen, N.W., & Van der Vliert, E. (2007). Achievement Goals and Interpersonal Behavior: How Mastery and Performance Goals Shape Information Exchange. Personality and Social Psychology Bulletin, 33, 1435-1447.

Janssen, O., & Prins, J.T. (2007). Goal orientations and the seeking of different types of feedback information. Journal of Occupational and Organizational Psychology, 80, 235-250.

Janssen, O. (2005). The joint impact of  perceived influence and supervisor supportiveness on  employee innovative behaviour. Journal of Occupational and Organizational Psychology, 78, 573-579.

Giebels, E. & Janssen, O.  (2005). Conflict stress and reduced well-being at work: The buffering effect of third-party help. European Journal of Work and Organizational Psychology, 14, 137-155.

Janssen, O. & Van Yperen, N.W. (2004). Employees’ goal orientations, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction. Academy of Management Journal, 47, 368-384.

Janssen, O. (2004). The barrier effect of conflict with superiors in the relationship between employee empowerment and organizational commitment. Work & Stress, 18, 1-10.

Janssen, O. (2004). How fairness perceptions make innovative behavior more or less stressful. Journal of Organizational Behavior, 25, 201-215.

Janssen, O, Van de Vliert, E., & West, M. (2004). The bright and dark sides of individual and group innovation: A special issue introduction. Journal of Organizational Behavior, 25, 129-145.

Janssen, O, Van de Vliert, E., & West, M. (2004) (Eds.). Special Issue on the Bright and Dark Sides of Individual and Group Innovation. Journal of Organizational Behavior, 25, Issue 2.

Janssen, O. (2003). Innovative behavior and job involvement at the price of conflict and less satisfactory relations with co-workers. Journal of Occupational and Organizational Psychology, 76, 347-364.

Van der Vegt, G. & Janssen, O. (2003). Joint impact of interdependency and group diversity on innovation. Journal of Management, 29, 729-751.

Van Yperen, N.W., & Janssen, O (2002). Feeling fatigued and dissatisfied or feeling fatigued but satisfied? Employees’ goal orientations and their responses to high job demands. Academy of Management Journal, 45, 1161-1171.

Van de Vliert, E., & Janssen, O. (2002). Competitive societies are happy if the women are less competitive than the men. Cross-Cultural research, 36, 321-337.

Van de Vliert, E., & Janssen, O. (2002). ‘Better than’ performance motives as roots of satisfaction across more and less developed countries. Journal of Cross Cultural Psychology, 33, 380-397.

Janssen, O. (2001). Fairness perceptions as a moderator in the curvilinear relationships between job demands, and job performance and job satisfaction. Academy of Management Journal, 44, 1039-1050.

Janssen, O. (2000). Job demands, perceptions of effort-reward fairness, and innovative work behavior. Journal of Occupational and Organizational Psychology, 73, 287-302.

Janssen, O., Van de Vliert, E., & Veenstra, C. (1999). How task and person conflict shape the role of positive interdependence in management teams. Journal of Management, 25, 117-142.

Van de Vliert, E., Nauta, A., Giebels, E., & Janssen, O. (1999). Constructive conflict at work. Journal of Organizational Behavior, 20, 475-491.

Janssen, O., Vries, T. de, & Cozijnsen A.J. (1998). Voicing by adapting and innovating employees: An empirical study on how personality and environment interact to affect voice behaviour. Human Relations, 51, 945-967.  

Van de Vliert, E., Nauta, A., Euwema, M.C., & Janssen, O. (1997). The effectiveness of mixing problem solving and forcing. In De Dreu, C.K.W., &  Van de Vliert, E. (Eds.). Using Conflict in Organizations (pp. 38-52). Thousands Oaks, CA: Sage.

Janssen, O., & Van de Vliert, E. (1996). Concern for the other's goals: Key to (de-)escalation of conflict. International Journal of Conflict Management, 7, 99-120.

 

International book contributions

Martinescu, E., Janssen, O., & Nijstad, B. A. (2019). Gossip and Emotion. In The Oxford Handbook of Gossip and Reputation Oxford, UK: Oxford University Press.

Van der Vegt, G. & Janssen, O. (2002). The joint effects of psychological diversity and interdependence on individual performance. In Nagao, D.H. (Ed.), Best Paper Proceedings of the 2002 Academy of Management Meeting (pp.1-5). Adobe Systems Inc. CD-rom.

Van de Vliert, E., & Janssen, O. (2001). Description, explanation, and description of intragroup conflict behaviors. In M.E. Turner (Ed.), Groups at Work: Advances in Theory and Research (pp. 267-297). Hillsdale, NJ: Lawrence Erlbaum Associates.

Van de Vliert, E., Nauta, A., Giebels, E., & Janssen, O. (1997). Constructive conflict at work. In: Dosier, L.N., & Keys, B. (Eds.). Academy of Management Best Paper Proceedings (pp. 92-96). Boston, MA: Academy of Management.

 

National journal publications and book contributions

Poortvliet, P. M., Janssen, O., Van Yperen, N. W., & Van de Vliert, E. (2008). Waarom competente mensen met masterydoelen opener zijn: Het gezamenlijke effect van prestatiedoelen en competentie op informatieverstrekking. In B. Beersma, R. Custers, F. Van Harreveld, W. Van Rijswijk, & J. Karremans (Eds.), Jaarboek Sociale Psychologie 2007 (pp. 259-266). Groningen, the Netherlands: ASPO Pers.

Faber, N., Janssen, O., & Bartlema, T. (2006). Leeroriëntatie als moderator in de relatie tussen transformationeel leiderschap en empowerment. Gedrag & Organisatie, 19, 22-36.

Poortvliet, P. M., Janssen, O., Van Yperen, N. W., & Van de Vliert, E. (2006). Laat je mij in de kou staan? De effecten van prestatiedoelen op informatie-uitwisseling. In R. Holland, J. Ouwerkerk, C. Van Laar, R. Ruiter, & J. Ham (Eds.), Jaarboek Sociale Psychologie 2005 (pp. 381-388). Groningen, the Netherlands: ASPO Pers.

De Jong, S.B., & Janssen, O. (2005).  Innovatief werkgedrag en stress als reacties op roloverlading en rolambiguïteit. Gedrag & Organisatie, 18, 66-82.

Poortvliet, P.M., Janssen, O., & Van Yperen, N.W. (2004). Prestatie-motivatie in interpersoonlijke context: De betekenis van doeloriëntaties voor feedback zoeken en sociale uitwisseling met leidinggevenden en collega’s. Gedrag & Organisatie, 17, 402-413.

Janssen, O. (2002). Transformationeel leiderschap en innovatief werkgedrag van medewerkers: een kwestie van benaderbaarheid van de leider. Gedrag & Organisatie, 15, 275-293.

Janssen, O, & Osinga, S.R.E. (2002). Vervroegde uittreding en de kwaliteit van de relatie tussen oudere werknemer en leidinggevende. Nederlands Tijdschrift voor de Psychologie, 57, 10-20.

Van de Vliert, E., Janssen, O, & Giebels, E. (2001). Wat maakt een competitiever volk ongelukkiger? Gedrag & Organisatie, 17, 317-330.

Janssen, O. (2000). Leeroriëntatie als moderator in de relatie tussen informatie en psychologische empowerment. Gedrag & Organisatie, 13, 260-270.

Janssen, O. (1999). Werkdruk, billijkheidspercepties en innovatief werkgedrag. Gedrag & Organisatie, 12, 255-269.

Janssen, O., & Schuiling, M. (1998). 'Organizational citizenship behaviors': een kwestie van intrinsieke werkmotivatie. Nederlands Tijdschrift voor de Psychologie, 53, 64-75.

Janssen, O., & Buil, B. (1998). Carrière-ankers en innovatief gedrag van leidinggevenden. Gedrag & Organisatie, 11, 194-202.

Gebbink, C., Janssen, O., & Geerdink, M.G.M. (1998). Sociaal-psychologische aspecten van kantoorinnovatie. Facility Manager, 60, 97-99.

Janssen, O., Schoonebeek, G., & Van Looy, B. (1997). Cognities van empowerment als de schakel tussen delegerend leiderschap en innovatief gedrag van werknemers. Gedrag & Organisatie, 10, 175-194.

Janssen, O., Veenstra, C., & Van de Vliert, E. (1996). Conflicten bij besluitvorming in management-teams. Gedrag & Organisatie, 9, 368-384.

Janssen, O, & Sneper, H. (1996). Weerstand tegen organisatieverandering als hiërarchisch conflict: hoe leidinggevenden conflicten met ondergeschikten over organisatie-veranderingen laten (de)escaleren. Gedrag & Organisatie, 9, 65-81.

Geerding. M.G.M., Hoegen Dijkhof, M., & Janssen, O. (1996). Telewerken en leidinggeven: teambuilding en individuele begeleiding belangrijker dan sturing op output. Telewerken, 4, 16-18.

Bruining, H., & Janssen, O. (1995). Hoe wederzijdse afhankelijkheid motiveert tot conflictge­drag. Het interdependentie-motivatie-model getoetst onder leidinggevenden bij de politie. Negotiation Magazine, 8, 109-118.

Janssen, O., & Van de Vliert, E. (1995). Motivatie tot andermans uitkomsten: de sleutel tot (de-)escalatie van conflict. In: Siero, F.W., E.C.M. van Schie, D. Daamen, & A. Pruyn, (Eds),  Sociale Psychologie en haar Toepassingen (pp. 154-167). Delft: Eburon.

Janssen, O. (1994). Hoe interdependentie motiveert tot conflictgedrag. Proefschrift. Rijksuniversi­teit Groningen.

Janssen, O., Van de Vliert, E., & Euwema, M.C. (1994). Interdependentie, zelf-ander-motivatie en conflictgedrag in organisaties. Nederlands Tijdschrift voor de Psychologie, 49, 15-26.

Janssen, O., De Sonneville, H.K.J.M., & Van de Vliert, E. (1992). Professionalisering van het organisatie-adviesvak. Mens en Onderneming, 46, 161-174.

Janssen, O., Janssen, J., & Van de Vliert, E. (1991). Spanning doordat leidinggevenden partij kiezen. Gedrag & Organisatie, 4, 69-81.