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Rink, Prof. Floor

Floor Rink
Floor Rink

Floor Rink is Professor of Organizational behaviour and Identity management at the Faculty of Economics and Business. In her research, she applies insights from intergroup identity theory to achieve important outcomes on work related phenomena that involve intra and inter-relational dynamics.

She has experience with conducting research on top management regulation, diversity and employee mobility that unifies the fields of psychology, management and economy. For example, she has yielded innovative findings on the economic benefits of diverse team settings and temporary staff in organizations, on variations in expected leadership behaviour across different economic conditions, on how to frame regulation practices and on the dynamic interplay between top managers and internal supervisors. In 2016 Rink was awarded a VIDI grant for her research project Internal and External Regulation of Top Management Decisions .

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Article for RTV Noord
Article for RTV Noord

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Publications

2020

Kosenkranius, M. K., Rink, F. A., De Bloom, J., & Van Den Heuvel, M. (2020). The design and development of a hybrid off-job crafting intervention to enhance needs satisfaction, well-being and performance: a study protocol for a randomized controlled trial. BMC Public Health, 20(1), [115]. https://doi.org/10.1186/s12889-020-8224-9
Mulder, L. B., Rink, F., & Jordan, J. (2020). Constraining temptation: How specific and general rules mitigate the effect of personal gain on unethical behavior. Journal of Economic Psychology, 76, [102242]. https://doi.org/10.1016/j.joep.2019.102242

2019

van de Brake, J., Walter, F., Rink, F., Essens, P., & van der Vegt, G. (2019). Benefits and Disadvantages of Individuals’ Multiple Team Membership: The Moderating Role of Organizational Tenure. Journal of Management Studies. https://doi.org/10.1111/joms.12539
Rink, F., Stoker, J. I., Ryan, M. K., Steffens, N. K., & Nederveen Pieterse, A. (2019). Gender Differences in How Leaders Determine Succession Potential: The Role of Interpersonal Fit With Followers. Frontiers in Psychology, 10, [752]. https://doi.org/10.3389/fpsyg.2019.00752
Oedzes, J., van der Vegt, G., Rink, F., & Walter, F. (2019). On the origins of informal hierarchy: The interactive role of formal leadership and task complexity. Journal of Organizational Behavior, 40(3), 311-324. https://doi.org/10.1002/job.2330

2018

Oedzes, J., Rink, F., Walter, F., & van der Vegt, G. (2019). Informal Hierarchy and Team Creativity: The Moderating Role of Empowering Leadership. Applied Psychology: An International Review, 68(1), 3-25. https://doi.org/10.1111/apps.12155
Steffens, N. K., Fonseca, M. A., Ryan, M. K., Rink, F. A., Stoker, J. I., & Nederveen Pieterse, A. (2018). How feedback about leadership potential impacts ambition, organizational commitment, and performance. The Leadership Quarterly, 29(6), 637-647. https://doi.org/10.1016/j.leaqua.2018.06.001
Brenninkmeijer, V., Vink, M., Dorenbosch, L., Beudeker, D. A., & Rink, F. (2018). Regulatory fit at work: gravitational effects and associations with employee well-being. European Journal of Work and Organizational Psychology, 27(6), 809-821. https://doi.org/10.1080/1359432X.2018.1540467
van Dijk, H., & Rink, F. (2018). Het verbeteren van de beeldvorming aangaande de competentie van minderheden: Een theoretische verkenning. Gedrag en Organisatie, 31(3), 217-234.
Silberzahn, R., Uhlmann, E. L., Martin, D. P., Anselmi, P., Aust, F., Awtrey, E., ... Nosek, B. A. (2018). Many analysts, one dataset: Making transparent how variations in analytical choices affect results. Advances in Methods and Practices in Psychological Science, 1(3), 337-356. https://doi.org/10.1177/2515245917747646
van Dijk, H., & Rink, F. (2018). Improving the image of the competence of minorities: A theoretical exploration. Gedrag & Organisatie, 31(3), 217-234.
de Waal, M., Rink, F., Stoker, J. I., & Veltrop, D. (2018). How internal and external supervision impact the dynamics between boards and top management yeams and TMT reflexivity. (De Nederlandsche Bank Working Paper; Vol. 604). De Nederlandsche Bank.
van de Brake, H. J., Walter, F., Rink, F. A., Essens, P. J. M. D., & van der Vegt, G. S. (2018). The dynamic relationship between multiple team membership and individual job performance in knowledge-intensive work. Journal of Organizational Behavior, 39(9), 1219-1231. https://doi.org/10.1002/job.2260

2017

van de Brake, H., Walter, F., Rink, F., Essens, P., & van der Vegt, G. S. (2017). Is Multiple Team Membership a Challenge or a Hindrance for Individual Employees? Academy of Management. Best Paper Proceedings, 2017, [13366]. https://doi.org/10.5465/AMBPP.2017.213
Rink, F. (2017). Betrokken, maar onafhankelijk: Streven naar een betere positionering van toezicht. In M. Lückerath-Rovers, B. Bier, H. van Ees, & M. Kaptein (Eds.), Jaarboek Corporate Governance 2017-2018 (7 ed., pp. 57-68). Kluwer.
Rink, F., Kane, A. K., Ellemers, N., & van der Vegt, G. (2017). Change in organizational work teams. In E. Salas, R. Rico, & J. Passmore (Eds.), The Wiley-Blackwell Handbook of the Psychology of Team Working and Collaborative Processes (pp. 177-194). Wiley-Blackwell. https://doi.org/10.1002/9781118909997
Hooghiemstra, R., Rink, F., & Veltrop, D. (2017). FAR Research project: The effects of multiple team memberships on individual auditors’ performance. Maandblad voor Accountancy en Bedrijfseconomie, 91(9/10), 282-288.
Kane, A. A., & Rink, F. (2017). Personnel movement as a mechanism for learning in organizations and teams. In L. Argote, & J. M. Levine (Eds.), The Oxford Handbook of Group and Organizational Learning Oxford University Press. https://doi.org/10.1093/oxfordhb/9780190263362.013.20

2016

Ellemers, N., & Rink, F. (2016). Diversity in work groups. Current Opinion in Psychology, 11, 49–53. https://doi.org/10.1016/j.copsyc.2016.06.001
Kane, A. A., & Rink, F. (2016). When and how groups utilize dissenting newcomer knowledge: Newcomers' future prospects condition the effect of language-based identity strategies. Group Processes & Intergroup Relations, 19(5), 591-607. https://doi.org/10.1177/1368430216638534
Bunderson, S., van der Vegt, G., Cantimur, Y., & Rink, F. (2016). Different views of hierarchy and why they matter: Hierarchy as inequality or as cascading influence. Academy of Management Journal, 59(4), 1265-1289. https://doi.org/10.5465/amj.2014.0601
Ryan, M. K., Haslam, S. A., Morgenroth, T., Rink, F., Stoker, J., & Peters, K. (2016). Getting on top of the glass cliff: Reviewing a decade of evidence, explanations, and impact. The Leadership Quarterly, 27(3), 446-455. https://doi.org/10.1016/j.leaqua.2015.10.008
Lammers, J., Stoker, J. I., Rink, F., & Galinsky, A. D. (2016). To Have Control Over or to Be Free From Others? The Desire for Power Reflects a Need for Autonomy. Personality and social psychology bulletin, 42(4), 498-512. https://doi.org/10.1177/0146167216634064
Phillips, K. W. P., Lount, Jr., R. B., Sheldon, O., & Rink, F. (2016). The biases that punish racially diverse teams. Harvard Business Review.
Cantimur, Y., Rink, F., & van der Vegt, G. S. (2016). When and why hierarchy steepness is related to team performance. European Journal of Work and Organizational Psychology, 25(5), 658-673. https://doi.org/10.1080/1359432X.2016.1148030

2015

Rink, F., Ryan, M., & Stoker, J. I. (2016). Understanding the Precariousness of the Glass Cliff: An Examination of Social Resources and Global Context. In R. L. Gervais, & P. Millear (Eds.), Exploring Resources, Life-Balance and Well-Being of Women Who Work in a Global Context (pp. 93-107). Springer.
Stoker, J., & Rink, F. (2015). De faal- en slaagfactoren voor leiderschap binnen toezichthouders. Tijdschrift voor Toezicht, 6(2), 37-43. https://doi.org/10.5553/TvT/187987052015006002006
Kane, A., & Rink, F. (2015). How newcomers influence group utilization of their knowledge: Integrating versus differentiating Strategies. Group Dynamics-Theory Research and Practice, 19(2), 91-105. https://doi.org/10.1037/gdn0000024
Jehn, K. A., De Wit, F. R. C., Barreto, M., & Rink, F. (2015). Task conflict asymmetries: Effects on expectations and performance. International Journal of Conflict Management, 26(2), 172-191. https://doi.org/10.1108/IJCMA-03-2012-0023
de Waal, M., Stoker, J., & Rink, F. (2015). Formal and informal dimensions of compliance effectiveness. Business Compliance, 2015(2), 15-27.
de Waal, M., Stoker, J., & Rink, F. (2015). De formele en informele dimensies van compliance. De Compliance Officer, (17), 8-10.
de Waal, M., Rink, F., & Stoker, J. (2015). How internal and external supervisors influence employees' self-serving decisions. (pp. 1-37). (DNB paper series; No. 464). Amsterdam: De Nederlandsche Bank. https://doi.org/10.2139/ssrn.2575562
Molleman, E., & Rink, F. (2015). The antecedents and consequences of a strong professional identity among medical specialists. Social Theory & Health, 13(1), 46-61. https://doi.org/10.1057/sth.2014.16
Rink, F., & Ellemers, N. (2015). The pernicious effects of unstable work group membership: How work group changes undermine unique task contributions and newcomer acceptance. Group Processes & Intergroup Relations, 18(1), 6-23. https://doi.org/10.1177/1368430214550339
Lount, R. B. J., Sheldon, O. J., Rink, F., & Phillips, K. W. P. (2015). Biased perceptions of racially diverse teams and their consequences for resource support. Organization Science, 26(5), 1351-1364. https://doi.org/10.1287/orsc.2015.0994
Jehn, KA., de Wit, F., Barreto, M., & Rink, F. (2015). Conflict asymmetries: Effects on motivation, satisfaction, and performance. International Journal of Conflict Management, 26(2), 172-192.
Kane, A., & Rink, F. (2015). Team Newcomers. In B. Barringer, R. Greenwood, & J. Gimeno (Eds.), Oxford Bibliographies in Management Oxford University Press. https://doi.org/10.1093/obo/9780199846740-0050
Mulder, L., Jordan, J., & Rink, F. (2015). The effects of specific and general rules on ethical decisions. Organizational Behavior and Human Decision Processes, 126, 115-129. https://doi.org/10.1016/j.obhdp.2014.11.002
Morgenroth, T., Rink, F., Ryan, M. K., & Stoker, J. (2015). The glass cliff: Understanding the precariousness of women’s leadership position and the underlying mechanisms. In I. M. Welpe, P. Brosi, L. Ritzenhöfer, & T. Schwarzmüller (Eds.), Auswahl von Männern und Frauen als Führungskräfte: Perspektiven aus Wirtschaft, Wissenschaft, Medien und Politik (pp. 127-133). Wiesbaden: Springer.
Beudeker, D. A., Ellemers, N., Rink, F., & Blonk, R. W. B. (2015). Zelfregulatieorientaties en werkprestaties. De Psycholoog, (4), 5-10.

2014

Bruckmueller, S., Ryan, M. K., Rink, F., & Haslam, S. A. (2014). Beyond the Glass Ceiling: The Glass Cliff and Its Lessons for Organizational Policy. Social Issues and Policy Review, 8(1), 202-232. https://doi.org/10.1111/sipr.12006
Rink, F., & Kane, A. (2014). Conflict and change in teams: The innovative newcomer challenge. In O. B. Ayoko, N. M. Ashkanasy, & K. A. Jehn (Eds.), Handbook of Research in Conflict Management. (pp. 205-220). Edward Elgar Publishing.
Bruckmueller, S., Ryan, M., Rink, F., & Haslam, S. A. (2014). The Glass Cliff: Examining why women occupy leadership positions in precarious circumstances. In S. Kumra, R. Simpson, & R. Burke (Eds.), The Oxford Handbook of Gender in Organizations (pp. 314-331). Oxford University Press.

2013

Beudeker, D. A., Rink, F. A., Ellemers, N., & Blonk, R. W. B. (2013). Initiatiefrijk en functie-inhoudelijk presteren: De regulatiestrategieën van leiders in relatie tot het functioneren van medewerkers. Gedrag & Organisatie, 26(3), 277-292.
Rink, F., Ryan, M. K., & Stoker, J. I. (2013). Social resources at a time of crisis: How gender stereotypes inform gendered leader evaluations. European Journal of Social Psychology, 43(5), 381-392. https://doi.org/10.1002/ejsp.1954
Rink, F. A., Kane, A., Ellemers, N., & van der Vegt, G. S. (2013). Team receptivity to newcomers: Five decades of evidence and future research themes. Academy of Management Annals, 7(1), 247-293. https://doi.org/10.1080/19416520.2013.766405
Rink, F., Ryan, M., & Stoker, J. I. (2013). Are female leaders constantly tapped for crises? In Diversity Management Executive (Vol. 4, pp. 1-4)
Molleman, E., & Rink, F. A. (2013). Professional identity formation amongst medical specialists. Medical Teacher, 35(10), 875-876. https://doi.org/10.3109/0142159x.2013.786817

2012

Rink, F., Ryan, M. K., & Stoker, J. I. (2012). Influence in Times of Crisis: How Social and Financial Resources Affect Men's and Women's Evaluations of Glass-Cliff Positions. Psychological Science, 23(11), 1306-1313. https://doi.org/10.1177/0956797612453115
Stoker, J. I., & Rink, F. A. (2012). Leadership and self-interest: is transactional leadership amoral? In P. De Weerd-Nederhof, K. Visscher, & J. Visser-Groeneveld (Eds.), Innovation, social responsibility, creativity, ethics and Olaf Fisscher (pp. 65 - 73). Enschede: University of Twente.
Rink, F., Ryan, M., & Stoker, J. I. (2012). The precariousness of the glass cliff: How gender stereotypes affect leader evaluations. In A. Toombs (Ed.), Academy of Management Best Paper Proceedings AoM.
Ellemers, N., Rink, F., Derks, B., & Ryan, M. K. (2012). Women in high places: When and why promoting women into top positions can harm them individually or as a group (and how to prevent this). Research in Organizational Behavior, 32, 163-187. https://doi.org/10.1016/j.riob.2012.10.003

2011

Stoker, J. I., Lammers, J., Stapel, D. A., & Rink, F. A. (2011). De hardnekkige behoefte aan een sterke man: Leiderschap na de crisis. In J. Boonstra, J. van Muijen, & H. Tours (Eds.), Leiderschap in organisaties. Crisis in leiderschap - op zoek naar nieuwe wegen (pp. 37 - 52). Kluwer.
Stoker, J. I., Lammers, J., Rink, F. A., & Stapel, D. A. (2011). De hardnekkige behoefte aan een sterke man: Leiderschap na de crisis. Management & Organisatie, 65(4), 27 - 42.
Rink, F., & Ellemers, N. (2011). Newcomers as a source of creativity. In J. Jetten, & M. Hornsey (Eds.), Rebels in Groups: Dissent, deviance, difference and defiance (pp. 53-72). Wiley-Blackwell.
Kane, A., & Rink, F. (2011). Newcomers as active agents: Team receptivity to integrating vs. differentiating identity strategies. In A. Toombs (Ed.), Academy of Management Best Paper Proceedings AoM.

2010

Rink, F., & Ellemers, N. (2010). Benefiting from deep-level diversity: How congruence between knowledge and decision rules improves team decision making and team perceptions. Group Processes & Intergroup Relations, 13(3), 345-359. https://doi.org/10.1177/1368430209344866
Rupert, J., Rink, F., & Stoker, J. I. (2010). Leidinggeven aan diverse management teams. Politietop Divers.
Nederveen Pieterse, A., Rink, F., Stoker, J. I., & Ryan, M. (2010). Management teams bij het rijk: De rol van onderlinge verschillen. Ministerie van Binnenlandse Zaken/ABD.
Rink, F. A., & Jehn, K. A. (2010). Perceptions of subgroup formation and faultline activation. In R. Crisp (Ed.), The psychology of social and cultural diversity (SPSSI). UK: Blackwell Publishing.

2009

Rink, F. A., & Ellemers, N. (2009). Temporary Versus Permanent Group Membership: How the Future Prospects of Newcomers Affect Newcomer Acceptance and Newcomer Influence. Personality and social psychology bulletin, 35(6), 764-775. https://doi.org/10.1177/0146167209333177
Rink, F., & Ellemers, N. (2009). De invloed van nieuwkomers op teaminnovatie. Gedrag & Organisatie, 22(3), 294-306.

2008

Rink, F. A., & Ellemers, N. (2008). Diversity, newcomers and team innovation: The importance of a common identity. In KW. Phillips (Ed.), Diversity & Groups (pp. 221-243). (Research on Managing Groups and Teams; Vol. 11). BINGLEY: Emerald Group Publishing Limited. https://doi.org/10.1016/S1534-0856(08)11010-6
Rink, F. A., & Ellemers, N. (2008). Managing diversity in organizations: how identity processes affect work groups. In M. Barreto, M. Ryan, & M. Schmitt (Eds.), Barriers to diversity: the Glass Ceiling 20 years on (pp. xx). (APA Psychology of Women Book Series).

2007

Rink, F., & Ellemers, N. (2007). Defining the common feature: Task-related differences as the basis for dyadic identity. British journal of social psychology, 46(3), 499-515. https://doi.org/10.1348/014466606X154872
Rink, F. A. (2007). Diversity as a source of common identity: Towards a social identity framework for studying the effects of diversity in organizations. British Journal of Management, 18, 19 - 29.
Rink, F. A., & Ellemers, N. (2007). The role of expectancies in accepting task-related diversity: Do disappointment and lack of commitment stem from actual differences or violated expectations? Personality and social psychology bulletin, 33(6), 842 - 854.

2006

Rink, F., & Ellemers, N. (2006). What can you expect? The influence of gender diversity in dyads on work goal expectancies and subsequent work commitment. Group Processes & Intergroup Relations, 9(4), 577-588. https://doi.org/10.1177/1368430206067560

2005

Rink, F., & Euwema, M. C. (2005). Culturele diversiteit in Organisaties. In J. Knipscheer, & R. Kleber (Eds.), Psychologie en de multiculturele samenleving (Vol. 1, pp. 103-118). Boom Lemma.
Rink, F. (2005). Diversity and small group decision making: Towards a social identity framework for studying the effects of task-related differences in dyads and groups. Leiden: Ridderprint BV.
Ellemers, N., & Rink, F. (2005). Identity in work groups: The beneficial and detrimental consequences of multiple identities and group norms for collaboration and group performance. In S. Thye, & E. Lawler (Eds.), Social Identification in Groups (pp. 1-41). (Advances in Group Processes; Vol. 22). New York Elsevier Press. https://doi.org/10.1016/S0882-6145(05)22001-5

2003

Rink, F., & Ellemers, N. (2003). Deviante of functionele diversiteit? In D. Wigboldus, M. Dechesne, E. Gordijn, & E. Kluwer (Eds.), Jaarboek Sociale Psychologie 2003 (pp. 299-307). Groningen: ASPO press.

2002

Rink, F., & Ellemers, N. (2002). Effecten van diversiteit in een taakgroep. In E. van Dijk, E. Kluwer, & D. Wigboldus (Eds.), Jaarboek Sociale Psychologie 2002 (pp. 265-274). Delft: Eburon.
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