Rink, Prof. Floor
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 .
Previously in the news
- ‘Take a close look at the content of diversity training courses’
- The danger of subtle forms of discrimination
- Involved, but independent: striving to improve the position of regulation
- Vidi grant for Floor Rink
- Waarom vrouwen nog steeds mondjesmaat de top bereiken [Why women still only occasionally reach the top - article in Dutch]
- Collega’s uit het buitenland, waar zijn die goed voor? [International colleagues, what are they good for? - article in Dutch]
- Leiders met masculiene en feminiene kwaliteiten [Leaders with masculine and feminine qualities - article in Dutch]
Contact and more information
Publications
2023
Gedik,
Y., Rink, F., Walter, F., & van der Vegt,
G. (Accepted/In press). A contingency model of the
dominance route to influence in work teams: The moderating role of
team competition. Group Processes & Intergroup
Relations. https://doi.org/10.1177/13684302221135075
Kosenkranius,
M., Rink, F., Weigelt, O., & de
Bloom, J. (Accepted/In press). Crafting and human
energy: Needs-based crafting efforts across life domains shape
employees’ daily energy trajectories.
Journal of Occupational Health Psychology. https://doi.org/10.1037/ocp0000347
Zhang,
J., Veltrop, D., Hooghiemstra,
R., & Rink, F. (Accepted/In press).
Does auditor resilience mitigate the effects of multiple team
memberships on quality threatening behaviors?
Auditing: A Journal of Practice and
Theory.
Gray,
W. S., Bunderson, J., van der Vegt,
G., Rink, F., & Gedik, Y. (2023).
Leveraging Knowledge Diversity in Hierarchically
Differentiated Teams: The Critical Role of Hierarchy
Stability. Academy of Management
Journal, 66(2). https://doi.org/10.5465/amj.2020.1136
Steffens,
N. K., Rink, F., & Ryan, M. (Eds.)
(2023). Organisational Psychology: Revisiting the Classic
Studies. SAGE Publishing.
Prömpeler,
J., Veltrop, D., Stoker, J.
I., & Rink, F. (Accepted/In press).
Striving for sustainable development at the top: Exploring
the interplay of director and CEO values on environmental
sustainability focus. Business Strategy and the
Environment.
2022
Cowen,
A. P., Rink, F., Cuypers, I. R. P., Gregoire, D. A.,
& Weller, I. (2022). Applying Coleman's boat in
management research: Opportunities and challenges in bridging macro
and micro theory. Academy of Management
Journal, 65(1), 1-10. https://doi.org/10.5465/amj.2022.4001
van
Hinsberg, K., Rink, F., Stoker, J.
I., & Jordan, J. (2022). Conference Abstract:
Executive turnover: a survival analysis of the contextual factors
that impact male and female leaders’ top management
exit. Abstract from Interdisciplinary Perspectives on
Leadership Symposium.
Umphress,
E. E., Rink, F., Muir (Zapata), C. P., & Hideg, I.
(2022). From the Editors: Insights on how we try to show
empathy, respect, and inclusion in AMJ. Academy of
Management Journal, 65(2), 363-370. https://doi.org/10.5465/amj.2022.4002
Wong,
E., Kirby, T., Rink, F., & Ryan,
M. (2022). Intersectional Invisibility in Women's
Diversity Interventions. Frontiers in
Psychology, 13, [791572]. https://doi.org/10.3389/fpsyg.2022.791572
Rink,
F., de Waal, M., Veltrop, D., &
Stoker, J. I. (2022). Managing C-suite conflict: The
unique impact of internal and external governance interfaces on top
management team reflexivity. Long Range
Planning, 55(3), [102121]. https://doi.org/10.1016/j.lrp.2021.102121
Weigelt,
O., French, K. A., de Bloom, J., Dietz, C., Knoll, M.,
Kühnel, J., Meier, L. L., Prem, R., Pindek, S., Schmitt,
A., Syrek, C. J., & Rink, F. (2022).
Moving from opposition to taking ownership of open science to
make discoveries that matter. Industrial and
Organizational Psychology - Perspectives on Science and
Practice, 15(4), 529-532. https://doi.org/10.1017/iop.2022.66
Feenstra,
S., Begeny, C. T., Jordan, J., Ryan,
M., Stoker, J. I., & Rink, F.
(2022). Reaching the Top but not Feeling on Top of the World:
Examining Women’s Internalized Power Threats.
Frontiers in Psychology, [7919]. https://doi.org/10.3389/fpsyg.2022.931314
Weck,
M., Veltrop, D., Oehmichen,
J., & Rink, F. (2022). Why and when
female directors are less engaged in their board duties: An
interface perspective. Long Range
Planning, 55(3), [102123]. https://doi.org/10.1016/j.lrp.2021.102123
2021
Begeny,
C., Wong, C. Y. E., Kirby, T. A., & Rink,
F. (2021). Gender, Race & Leadership. In
Oxford Research Encyclopedia of Psychology https://doi.org/10.1093/acrefore/9780190236557.013.450
Kosenkranius,
M., Rink, F., Kujanpää, M.,
& Bloom, J. D. (2021). Motives for Crafting Work
and Leisure: Focus on Opportunities at Work and Psychological Needs
as Drivers of Crafting Efforts. International
Journal of Environmental Research and Public Health,
18(23), [12294]. https://doi.org/10.3390/ijerph182312294
2020
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. https://doi.org/10.1111/bjso.12411
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
Feenstra,
S., Begeny, C., Ryan, M., Rink,
F., Stoker, J. I., & Jordan, J. (2020).
Contextualizing the Impostor "Syndrome".
Frontiers in Psychology, 11,
[575024]. https://doi.org/10.3389/fpsyg.2020.575024
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, 93(4), 967-987. https://doi.org/10.1111/joop.12326
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
2019
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. 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
van
Dijk, H., & Rink, F. (2018). Het verbeteren
van de beeldvorming aangaande de competentie van minderheden: Een
theoretische verkenning. Gedrag &
Organisatie, 31(3), 217-234. https://doi.org/10.5117/2018.031.003.003
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
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. https://ssrn.com/abstract=3237384
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. https://doi.org/10.1177/2515245917747646
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
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
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.
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
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
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
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
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
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. https://doi.org/10.1177/0146167216634064
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
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.
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.
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
de
Waal, M., Stoker, J., & Rink,
F. (2015). De formele en informele dimensies van
compliance. De Compliance Officer,
(17), 8-10. http://www.compliance-instituut.nl/pagina/vakblad_de_compliance_officer_nederlands_compliance_instituut
de
Waal, M., Stoker, J., & Rink,
F. (2015). Formal and informal dimensions of
compliance effectiveness. Business
Compliance, 2015(2), 15-27. http://www.journalofbusinesscompliance.com/component/content/article/49-business-compliance/234-the-lectern-formal-and-informal-dimensions-of-compliance-effectiveness-m-de-waal-et-al-02-2015-buco.html
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. https://doi.org/10.2139/ssrn.2575562
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
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
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
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). 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. https://doi.org/10.1177/1368430214550339
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
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. https://doi.org/10.3109/0142159x.2013.786817
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
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). 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.
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. (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.
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). Blackwell Publishing.
2009
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. https://doi.org/10.1177/0146167209333177
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). 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,
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