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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

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Morgenroth, T., Ryan, M., Rink, F., & Begany, C. (2021). The (in)compatibility of identities: Understanding gender differences in work-life conflict through the fit with leaders. British Journal of Social Psychology, 60(2), 448-469.
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].
Feenstra, S., Begeny, C., Ryan, M., Rink, F., Stoker, J. I., & Jordan, J. (2020). Contextualizing the Impostor "Syndrome". Frontiers in Psychology, 11, [575024].
van de Brake, H. J., Walter, F., Rink, F. A., Essens, P. J. M. D., & van der Vegt, G. S. (2020). Multiple team membership and job performance: The role of employees' information-sharing networks. Journal of Occupational and Organizational Psychology, (4), 967-987.
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].


van de Brake, H. J., Walter, F., Rink, F., Essens, P., & van der Vegt, G. (2020). Benefits and Disadvantages of Individuals’ Multiple Team Membership: The Moderating Role of Organizational Tenure. Journal of Management Studies, 57(8), 1502-1530.
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].
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.


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.
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.
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.
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 Dijk, H., & Rink, F. (2018). Improving the image of the competence of minorities: A theoretical exploration. Gedrag & Organisatie, 31(3), 217-234.
Silberzahn, R., Uhlmann, E. L., Martin, D. P., Anselmi, P., Aust, F., Awtrey, E., Bahnik, Š., Bai, F., Bannard, C., Bonnier, E., Carlsson, R., Cheung, F., Christensen, G., Clay, R., Craig, M. A., Dalla Rosa, A., Dam, L., Evans, M. H., Flores Cervantes, I., ... 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.
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.
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.


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.
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.
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].
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.


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.
Ellemers, N., & Rink, F. (2016). Diversity in work groups. Current Opinion in Psychology, 11, 49–53.
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.
Phillips, K. W. P., Lount, Jr., R. B., Sheldon, O., & Rink, F. (2016). The biases that punish racially diverse teams. Harvard Business Review.
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.
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.
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.


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.
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.
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.
Stoker, J., & Rink, F. (2015). De faal- en slaagfactoren voor leiderschap binnen toezichthouders. Tijdschrift voor Toezicht, 6(2), 37-43.
de Waal, M., Stoker, J., & Rink, F. (2015). De formele en informele dimensies van compliance. De Compliance Officer, (17), 8-10.
de Waal, M., Stoker, J., & Rink, F. (2015). Formal and informal dimensions of compliance effectiveness. Business Compliance, 2015(2), 15-27.
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). De Nederlandsche Bank.
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.
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.
Kane, A., & Rink, F. (2015). Team Newcomers. In B. Barringer, R. Greenwood, & J. Gimeno (Eds.), Oxford Bibliographies in Management Oxford University Press.
Molleman, E., & Rink, F. (2015). The antecedents and consequences of a strong professional identity among medical specialists. Social Theory & Health, 13(1), 46-61.
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.
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). Springer.
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.
Beudeker, D. A., Ellemers, N., Rink, F., & Blonk, R. W. B. (2015). Zelfregulatieorientaties en werkprestaties. De Psycholoog, (4), 5-10.


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.
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.


Rink, F., Ryan, M., & Stoker, J. I. (2013). Are female leaders constantly tapped for crises? In Diversity Management Executive (Vol. 4, pp. 1-4)
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.
Molleman, E., & Rink, F. A. (2013). Professional identity formation amongst medical specialists. Medical Teacher, 35(10), 875-876.
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.
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.


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.
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). 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.


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.


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.
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). Blackwell Publishing.


Rink, F., & Ellemers, N. (2009). De invloed van nieuwkomers op teaminnovatie. Gedrag & Organisatie, 22(3), 294-306.
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.


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). Emerald Group Publishing Limited.
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).


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.
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.


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.


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. 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.


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). ASPO press.


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). Eburon.
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