Bert Verleysen - Open University The Netherlands (original) (raw)

Papers by Bert Verleysen

Research paper thumbnail of Building Psychological Capital With Appreciative Inquiry Investigating the Mediating Role of Basic Psychological Need Satisfaction

Building Psychological Capital With Appreciative Inquiry Investigating the Mediating Role of Basic Psychological Need Satisfaction

Appreciative Inquiry (AI) is growing in popularity as a strength-based approach to organization a... more Appreciative Inquiry (AI) is growing in popularity as a strength-based approach to organization and whole system development. Despite numerous accounts on AI’s outcomes positively impacting on organizations and persons, a dearth of quantitative studies exists measuring AI’s impact on individual-level outcomes. This quantitative study investigates how participating in AI impacts on individuals’ psychological capital (PsyCap) through fulfilling their basic psychological needs (BPN) for competence, autonomy, and relatedness. Results, based on data from 213 participants who worked in social profit organizations and either belonged to a group with AI experience or without AI experience, indicate that satisfying the need for competence mediates the relationship between participating in AI and the PsyCap dimensions self-efficacy, optimism, resilience, and hope. Furthermore, results show that participating in AI satisfies the three BPN. Next to theoretical implications, the article provides insights into how leaders of change can build organizations in which people thrive

Research paper thumbnail of De relatie tussen Appreciative Inquiry en Bevlogenheid VERLEYSEN2013

Afstudeerrichting Master Arbeids-en Organisatiepsychologie APPRECIATIVE INQUIRY EN BEVLOGENHEID 2... more Afstudeerrichting Master Arbeids-en Organisatiepsychologie APPRECIATIVE INQUIRY EN BEVLOGENHEID 2 De Relatie tussen Appreciative Inquiry en Bevlogenheid Verklaard vanuit de Psychologische Basisbehoeften Bert Verleysen Samenvatting Achtergrond: Appreciative Inquiry (AI) is een vorm van actieonderzoek en blijkt overigens een succesvolle methode betreffende organisatieontwikkeling en verandering. Vertrekkend vanuit het beste in de organisatie wordt deze methode gebruikt om de organisatie te versterken door een gezamenlijke focus op de kernopdracht van de organisatie. Tot op de dag van vandaag is echter weinig onderzoek gepubliceerd over de effectiviteit van AI. Bovendien blijft de vraag of de implementatie van deze methodiek ook bijdraagt tot het welzijn van medewerkers. Doel: Wij beogen na te gaan welke invloed AI heeft op individuele medewerkers, met name op hun bevlogenheid. Wij onderzoeken hierbij tevens of een betere voldoening van de psychologische basisbehoeften bij een AI-traject een verklaring kan bieden voor de impact van AI op de bevlogenheid. Deelnemers, procedure en onderzoeksontwerp: Het onderzoek werd uitgevoerd in Nederland en België bij 399 werknemers middels een online-vragenlijst. De deelnemers kwamen uit organisaties met (N = 295) of zonder (N = 104) een AI-implementatie. De gemiddelde leeftijd bedroeg 43.41 jaar. In het totaal namen 261 vrouwen en 138 mannen deel aan het onderzoek. Meetinstrumenten: Naast een nieuw ontwikkeld meetinstrument met betrekking tot Appreciative Inquiry, werden gevalideerde meetschalen gebruikt. Voor het onderzoeken van bevlogenheid werd gebruikgemaakt van de Utrecht Work and Well-Being Survey (UWES-9; Schaufeli, Bakker, & Salanova, 2006). Het voldoen van de psychologische basisbehoeften APPRECIATIVE INQUIRY EN BEVLOGENHEID 3 werd gemeten aan de hand van de Nederlandse vertaling van de subschalen van de Basic Psychological Needs Scale at Work (BPNS-W; Deci et al., 2001; Van den Broeck, Vansteenkiste, De Witte, Soenens, & Lens, 2010). Resultaten: De analyses geven aan dat een AI-attitude, gekenmerkt door connecting en appreciation, een goede voorspeller is van bevlogenheid. Overigens blijkt dat de impact van connecting op bevlogenheid in dit onderzoeksmodel gemedieerd wordt enkel door het voldoen van de psychologische basisbehoefte aan autonomie.

Research paper thumbnail of A quantitative approach to AI-research.

Editors’ note The following paper describes a study which used a quantitative approach to explor... more Editors’ note
The following paper describes a study which used a quantitative approach to explore changes after applying Appreciative Inquiry.
The paper is interesting because AI research has often been qualitative and has explored the ways in which change is perceived rather then the impact AI has on behaviour.
The study described below has gone through the process of identifying and defining this potential impact, and developing measures for change.
This process of reflection has value as an exercise that all researchers might undertake, whatever their methodological persuasion.

Research paper thumbnail of EVALUATED FROM A SELF DETERMINISTIC PERSPECTIVE: THE IMPACT ON PSYCHOLOGICAL CAPITAL

EVALUATED FROM A SELF DETERMINISTIC PERSPECTIVE: THE IMPACT ON PSYCHOLOGICAL CAPITAL

ou-nl.academia.edu

Research paper thumbnail of Wat maakt Appreciative Inquiry succesvol bij organisatieveranderingen?

Talks by Bert Verleysen

Research paper thumbnail of The Relationship between Appreciative Inquiry and Employee Work Engagement Explained through Basic Psychological Needs

The Relationship between Appreciative Inquiry and Employee Work Engagement Explained through Basic Psychological Needs

Appreciative Inquiry (AI) is a positive and successful method for organizational change. By tappi... more Appreciative Inquiry (AI) is a positive and successful method for organizational change. By tapping into the best aspects of an organization, this method is used to strengthen organisations through cooperation and a collective focus on the development of their organization’s core mission. AI is considered to be effective because the subsequent AI attitude (connecting and appreciation) will positively affect employees, which is in sharp contrast to the resistance evoked by usual change efforts. This study aimed to investigate the impact of an AI intervention on the fulfilment of employees’ basic psychological needs, and subsequent work engagement. .Research participants were 399 employees who either were or were not involved in an AI intervention. To measure AI attitude (i.e. connecting and appreciation), a new scale was developed. The other variables were measured with existing and well-validated scales. Regression analyses indicated that an AI attitude, which is rooted in connecting and appreciation, is a significant predictor of work engagement. Moreover, fulfillment of the basic psychological need of autonomy was found to be a mediator between connecting and work engagement. This study shows that AI can be an effective method for organizational change, and that applying an AI approach at the workfloor can significantly enhance employees’ work engagement. Further research is required to more closely identify and study the mediators and moderators involved/present in successful Appreciative Inquiry applications.

Research paper thumbnail of The Impact of Appreciative Inquiry on Employee Work Engagement Explained through Basic Psychological

The Impact of Appreciative Inquiry on Employee Work Engagement Explained through Basic Psychological

Appreciative Inquiry (AI) has gained growing popularity as an approach to organizational developm... more Appreciative Inquiry (AI) has gained growing popularity as an approach to organizational development. Questions still remain about what turns AI into an effective method. This paper reports a quantitative study that investigates the relation between key aspects of AI, namely connectedness and appreciation, and work engagement. It is conjectured that, through fulfilling basic psychological needs, AI key aspects nurture intrinsic motivation, hereby impacting on work engagement. Work engagement is characterized by higher levels of energy and involvement in work, is related to vigor, dedication and absorption, and is determined by job and personal resources. When personal resources are available, employees feel resilient and have a successful coping style to impact their environment. Work engagement is nurtured through intrinsic motivation rather than through controlled motivation, leading to more commitment and well-being. Intrinsic motivation increases when the basic psychological needs for autonomy, competence and relatedness are satisfied. A supportive work climate, characterized by autonomy, non-controlling feedback and acknowledgment of employee perspective, creates an environment where basic psychological needs can be satisfied. We believe these requirements are met in AI’s self organizing approach. An AI intervention creates connectedness and appreciation for the good, develops a shared confidence in cooperative capacity and competence, leads people to self-organizing structures, calls and energizes people to take initiative and co-create what they feel as the best thing for the organisation. In sum, we believe that AI leads to an organizational culture that nurtures the basic psychological needs, hereby increasing employee motivation and work engagement. Based on the responses of employees working in organizations whether or not characterized by systematic AI-practices, we explore if a higher level of self-reported connectedness and appreciation improves the level of work engagement, and if there is a mediating effect of intrinsic motivation and basic psychological needs on this relation between AI and work engagement. Results of the research will be presented. More quantitative research on the effect of AI on employees can contribute to understanding AI and increasing its success in organizational development and change.

References

Bakker, A. B., Albracht, S. L., & Leiter, M. P. (2011). Key Questions Regarding Work Engagement. European Journal of Work and Organizational Psychology, 20(1), 4-28.
Barrett, F., J., & Fry, R., E. (2005). Appreciative Inquiry; a Positive Approach to Building Cooperative Capacity. Ohio: Taos Institute Publications.
Bushe, G. R., & Kassam, A. F. (2005). When Is Appreciative Inquiry Transformational?: A Meta-Case Analysis. Journal of Applied Behavioral Science, 41(2), 161-181.
Deci, E. L., Ryan, R. M., Gagne, M., Leone, D. R., Usunov, J., & Kornazheva, B. P. (2001). Need Satisfaction, Motivation, and Well-Being in the Work Organizations of a Former Eastern Bloc Country: A Cross-Cultural Study of Self-Determination. Personality and Social Psychology Bulletin, 27(8), 930-942.
Gagné, M., & Deci, E. L. (2005). Self-Determination Theory and Work Motivation. Journal of Organizational Behavior, 26, 331-362.
Schaufeli, W. B., Taris, T. W., & van Rhenen, W. (2008). Workaholism, Burnout, and Work Engagement: Three of a Kind or Three Different Kinds of Employee Well-Being? Applied Psychology: an international review, 57(2), 173-203.

Research paper thumbnail of Building Psychological Capital With Appreciative Inquiry Investigating the Mediating Role of Basic Psychological Need Satisfaction

Building Psychological Capital With Appreciative Inquiry Investigating the Mediating Role of Basic Psychological Need Satisfaction

Appreciative Inquiry (AI) is growing in popularity as a strength-based approach to organization a... more Appreciative Inquiry (AI) is growing in popularity as a strength-based approach to organization and whole system development. Despite numerous accounts on AI’s outcomes positively impacting on organizations and persons, a dearth of quantitative studies exists measuring AI’s impact on individual-level outcomes. This quantitative study investigates how participating in AI impacts on individuals’ psychological capital (PsyCap) through fulfilling their basic psychological needs (BPN) for competence, autonomy, and relatedness. Results, based on data from 213 participants who worked in social profit organizations and either belonged to a group with AI experience or without AI experience, indicate that satisfying the need for competence mediates the relationship between participating in AI and the PsyCap dimensions self-efficacy, optimism, resilience, and hope. Furthermore, results show that participating in AI satisfies the three BPN. Next to theoretical implications, the article provides insights into how leaders of change can build organizations in which people thrive

Research paper thumbnail of De relatie tussen Appreciative Inquiry en Bevlogenheid VERLEYSEN2013

Afstudeerrichting Master Arbeids-en Organisatiepsychologie APPRECIATIVE INQUIRY EN BEVLOGENHEID 2... more Afstudeerrichting Master Arbeids-en Organisatiepsychologie APPRECIATIVE INQUIRY EN BEVLOGENHEID 2 De Relatie tussen Appreciative Inquiry en Bevlogenheid Verklaard vanuit de Psychologische Basisbehoeften Bert Verleysen Samenvatting Achtergrond: Appreciative Inquiry (AI) is een vorm van actieonderzoek en blijkt overigens een succesvolle methode betreffende organisatieontwikkeling en verandering. Vertrekkend vanuit het beste in de organisatie wordt deze methode gebruikt om de organisatie te versterken door een gezamenlijke focus op de kernopdracht van de organisatie. Tot op de dag van vandaag is echter weinig onderzoek gepubliceerd over de effectiviteit van AI. Bovendien blijft de vraag of de implementatie van deze methodiek ook bijdraagt tot het welzijn van medewerkers. Doel: Wij beogen na te gaan welke invloed AI heeft op individuele medewerkers, met name op hun bevlogenheid. Wij onderzoeken hierbij tevens of een betere voldoening van de psychologische basisbehoeften bij een AI-traject een verklaring kan bieden voor de impact van AI op de bevlogenheid. Deelnemers, procedure en onderzoeksontwerp: Het onderzoek werd uitgevoerd in Nederland en België bij 399 werknemers middels een online-vragenlijst. De deelnemers kwamen uit organisaties met (N = 295) of zonder (N = 104) een AI-implementatie. De gemiddelde leeftijd bedroeg 43.41 jaar. In het totaal namen 261 vrouwen en 138 mannen deel aan het onderzoek. Meetinstrumenten: Naast een nieuw ontwikkeld meetinstrument met betrekking tot Appreciative Inquiry, werden gevalideerde meetschalen gebruikt. Voor het onderzoeken van bevlogenheid werd gebruikgemaakt van de Utrecht Work and Well-Being Survey (UWES-9; Schaufeli, Bakker, & Salanova, 2006). Het voldoen van de psychologische basisbehoeften APPRECIATIVE INQUIRY EN BEVLOGENHEID 3 werd gemeten aan de hand van de Nederlandse vertaling van de subschalen van de Basic Psychological Needs Scale at Work (BPNS-W; Deci et al., 2001; Van den Broeck, Vansteenkiste, De Witte, Soenens, & Lens, 2010). Resultaten: De analyses geven aan dat een AI-attitude, gekenmerkt door connecting en appreciation, een goede voorspeller is van bevlogenheid. Overigens blijkt dat de impact van connecting op bevlogenheid in dit onderzoeksmodel gemedieerd wordt enkel door het voldoen van de psychologische basisbehoefte aan autonomie.

Research paper thumbnail of A quantitative approach to AI-research.

Editors’ note The following paper describes a study which used a quantitative approach to explor... more Editors’ note
The following paper describes a study which used a quantitative approach to explore changes after applying Appreciative Inquiry.
The paper is interesting because AI research has often been qualitative and has explored the ways in which change is perceived rather then the impact AI has on behaviour.
The study described below has gone through the process of identifying and defining this potential impact, and developing measures for change.
This process of reflection has value as an exercise that all researchers might undertake, whatever their methodological persuasion.

Research paper thumbnail of EVALUATED FROM A SELF DETERMINISTIC PERSPECTIVE: THE IMPACT ON PSYCHOLOGICAL CAPITAL

EVALUATED FROM A SELF DETERMINISTIC PERSPECTIVE: THE IMPACT ON PSYCHOLOGICAL CAPITAL

ou-nl.academia.edu

Research paper thumbnail of Wat maakt Appreciative Inquiry succesvol bij organisatieveranderingen?

Research paper thumbnail of The Relationship between Appreciative Inquiry and Employee Work Engagement Explained through Basic Psychological Needs

The Relationship between Appreciative Inquiry and Employee Work Engagement Explained through Basic Psychological Needs

Appreciative Inquiry (AI) is a positive and successful method for organizational change. By tappi... more Appreciative Inquiry (AI) is a positive and successful method for organizational change. By tapping into the best aspects of an organization, this method is used to strengthen organisations through cooperation and a collective focus on the development of their organization’s core mission. AI is considered to be effective because the subsequent AI attitude (connecting and appreciation) will positively affect employees, which is in sharp contrast to the resistance evoked by usual change efforts. This study aimed to investigate the impact of an AI intervention on the fulfilment of employees’ basic psychological needs, and subsequent work engagement. .Research participants were 399 employees who either were or were not involved in an AI intervention. To measure AI attitude (i.e. connecting and appreciation), a new scale was developed. The other variables were measured with existing and well-validated scales. Regression analyses indicated that an AI attitude, which is rooted in connecting and appreciation, is a significant predictor of work engagement. Moreover, fulfillment of the basic psychological need of autonomy was found to be a mediator between connecting and work engagement. This study shows that AI can be an effective method for organizational change, and that applying an AI approach at the workfloor can significantly enhance employees’ work engagement. Further research is required to more closely identify and study the mediators and moderators involved/present in successful Appreciative Inquiry applications.

Research paper thumbnail of The Impact of Appreciative Inquiry on Employee Work Engagement Explained through Basic Psychological

The Impact of Appreciative Inquiry on Employee Work Engagement Explained through Basic Psychological

Appreciative Inquiry (AI) has gained growing popularity as an approach to organizational developm... more Appreciative Inquiry (AI) has gained growing popularity as an approach to organizational development. Questions still remain about what turns AI into an effective method. This paper reports a quantitative study that investigates the relation between key aspects of AI, namely connectedness and appreciation, and work engagement. It is conjectured that, through fulfilling basic psychological needs, AI key aspects nurture intrinsic motivation, hereby impacting on work engagement. Work engagement is characterized by higher levels of energy and involvement in work, is related to vigor, dedication and absorption, and is determined by job and personal resources. When personal resources are available, employees feel resilient and have a successful coping style to impact their environment. Work engagement is nurtured through intrinsic motivation rather than through controlled motivation, leading to more commitment and well-being. Intrinsic motivation increases when the basic psychological needs for autonomy, competence and relatedness are satisfied. A supportive work climate, characterized by autonomy, non-controlling feedback and acknowledgment of employee perspective, creates an environment where basic psychological needs can be satisfied. We believe these requirements are met in AI’s self organizing approach. An AI intervention creates connectedness and appreciation for the good, develops a shared confidence in cooperative capacity and competence, leads people to self-organizing structures, calls and energizes people to take initiative and co-create what they feel as the best thing for the organisation. In sum, we believe that AI leads to an organizational culture that nurtures the basic psychological needs, hereby increasing employee motivation and work engagement. Based on the responses of employees working in organizations whether or not characterized by systematic AI-practices, we explore if a higher level of self-reported connectedness and appreciation improves the level of work engagement, and if there is a mediating effect of intrinsic motivation and basic psychological needs on this relation between AI and work engagement. Results of the research will be presented. More quantitative research on the effect of AI on employees can contribute to understanding AI and increasing its success in organizational development and change.

References

Bakker, A. B., Albracht, S. L., & Leiter, M. P. (2011). Key Questions Regarding Work Engagement. European Journal of Work and Organizational Psychology, 20(1), 4-28.
Barrett, F., J., & Fry, R., E. (2005). Appreciative Inquiry; a Positive Approach to Building Cooperative Capacity. Ohio: Taos Institute Publications.
Bushe, G. R., & Kassam, A. F. (2005). When Is Appreciative Inquiry Transformational?: A Meta-Case Analysis. Journal of Applied Behavioral Science, 41(2), 161-181.
Deci, E. L., Ryan, R. M., Gagne, M., Leone, D. R., Usunov, J., & Kornazheva, B. P. (2001). Need Satisfaction, Motivation, and Well-Being in the Work Organizations of a Former Eastern Bloc Country: A Cross-Cultural Study of Self-Determination. Personality and Social Psychology Bulletin, 27(8), 930-942.
Gagné, M., & Deci, E. L. (2005). Self-Determination Theory and Work Motivation. Journal of Organizational Behavior, 26, 331-362.
Schaufeli, W. B., Taris, T. W., & van Rhenen, W. (2008). Workaholism, Burnout, and Work Engagement: Three of a Kind or Three Different Kinds of Employee Well-Being? Applied Psychology: an international review, 57(2), 173-203.