Research Statement
My main line of research centers on precarious work conditions, such as job insecurity, underemployment, and low wages, and how these relate to employee well-being, work-related attitudes and behaviors, and job performance. I’m particularly interested in finding out what companies can do, for instance through their human resource management practices and strategies, to keep employees’ motivation and cooperation levels high.
- De Grip, A., Fouarge, D., Montizaan, R., & Schreurs, B. (forthcoming). Train to retain: Training opportunities, positive reciprocity, and expected retirement age. Journal of Vocational Behavior.
- Schreurs, B., Guenter, H., Schumacher, D., van Emmerik, IJ. H., & Notelaers, G. (2013). Pay level satisfaction and employee outcomes: The moderating effect of employee involvement climate. Human Resource Management, 52(3): 399-421.
- Schreurs, B., van Emmerik, IJ. H., Guenter, H., & Germeys, F. (2012). A weekly diary study on the buffering role of social support in the relationship between job insecurity and employee performance. Human Resource Management, 51(2): 259-280.
- Schreurs, B., van Emmerik, IJ. H., Notelaers, G., & De Witte, H. (2010). Job insecurity and employee health: The buffering potential of job control and job self-efficacy. Work & Stress, 24(1): 56-72.
- Schumacher, D., Schreurs, B., van Emmerik, IJ. H., & De Witte, H. (2016). Explaining the relation between job insecurity and employee outcomes during organizational change: A multiple group comparison. Human Resource Management, 55(5): 809-827.
- Van den Broeck, A., Schreurs, B., Guenter, H., & van Emmerik, IJ. H. (2015). Skill utilization and well-being: A cross-level story of day-to-day fluctuations and personal intrinsic values. Work & Stress, 29(3): 306-323.
A second line of research focuses on agentic and proactive behavior (e.g., voice) that employees engage in to influence decision-makers, for instance with the aim to improve their work conditions or to benefit their career, and decision-makers’ reactions to those behaviors.
- Guenter, H., Schreurs, B., van Emmerik, IJ. H., & Sun, S. (2017). What does it take to break the silence in teams: Authentic leadership or proactive followership? Applied Psychology: An International Review, 66(1): 49-77.
- Proost, K., Schreurs, B., De Witte, K., & Derous, E. (2010). Ingratiation and self-promotion in the selection interview: The effects of using single tactics or a combination of tactics on interviewer judgments. Journal of Applied Social Psychology, 40(9): 2155-2169.
- Schreurs, B., Guenter, H., Jawahar, I.M., & De Cuyper, N. (2015). Speaking up when feeling job insecure: The moderating role of punishment and reward sensitivity. Journal of Organizational Change Management, 28(6): 1107-1128.
- Schreurs, B., Hamstra, M.R.W., Segers, M., & Schmitte, K. (2018). Where to seat the applicant? How spatial distance influences the effect of self-promotion on interviewer evaluations? Journal of Applied Social Psychology, 48(8): 448-456.
- Schmitte, K., Schreurs, B., Segers, M., & Jawahar, I.M. (2019). Within-subject variability in ingratiation as a function of self-esteem and time: A dynamic perspective. Journal of Personnel Psychology, 18, 216-226.