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De politie moet de komende jaren zeventienduizend nieuwe politiemensen aanstellen. Wat draagt bij aan een goede start van deze nieuwe medewerkers? Wim Kamphuis, Lena Westerveld, Roos Delahaij en Annika Smit benadrukken het belang van mentale weerbaarheid.

Over the past years, a group of defence organisations (NLD, BEL, SWE, FIN, GER) and the Dutch police have collaborated in the European Defence Agency project INSPIRE (Improving Military Selection: Psychological Resilience Screening) to develop and test the Inspire Resilience Scale (IRS), an instrument that aims to assess the psychological resilience potential of candidates in selection. In this presentation, the final results of a longitudinal predictive validity study will be presented. The IRS was submitted in the selection phase (T0) of five participating organisations. Criterion data about performance and health were collected in the second half of the first training year (T1; between 6 and 12 months after the selection). The total sample consisted of 11404 applicants at T0; at T1 the sample consisted of 726 remaining trainees. The predictor measure, the IRS, consists of six scales measuring individual determinants of resilience: coping diversity, emotional stability, optimism, self-efficacy, social competence, and selfreflection. The criterion measure for performance consisted of a 6-item self assessment and a similar 6-item instructor-assessment. Health was measured using the GHQ-12. The results showed that the overall IRS score significantly predicted the criterion measures with bivariate correlations between the IRS and the criteria around or above .20. Differences were found in predictive validity between participating organisations and between trainee functions (officer cadets vs. infantry/paratrooper recruits). Overall, the IRS proved to be a valid instrument to assess resilience potential in candidates for high-risk professions. Use of the IRS may therefore contribute to training success and reduction of health problems.

Occupational stress can cause all kinds of health problems. Resilience interventions that help employees deal with and adapt to adverse events can prevent these negative consequences. Due to advances in sensor technology and smartphone applications, relatively unobtrusive self-monitoring of resilience-related outcomes is possible. With models that can recognize intra-individual changes in these outcomes and relate them to causal factors within the employee’s own context, an automated resilience intervention that gives personalized, just-in-time feedback (e.g., a virtual coach) can be developed. This ‘Work in Progress’ paper presents the study protocol for the Wearables and app-based resilience Modelling in employees (WearMe) project that aims to develop such models. A cyclical conceptual framework based on existing theories of stress and resilience is presented, as the basis for the WearMe project. The included concepts are operationalized and measured using sleep tracking (Fitbit Charge 2), heart rate variability measurements (Elite HRV + Polar H7) and Ecological Momentary Assessment (mobile app), administered in the morning (7 questions) and evening (12 questions). Analyses will target the development of both within-subject (n=1) models, as well as between-subjects models. If successful, future work will focus on further developing these models and eventually exploring the effectiveness of the envisioned personalized resilience system.

Werk gerelateerde stress heeft grote maatschappelijke en economische gevolgen. Al jarenlang nemen stress en stress gerelateerde klachten bij werkende mensen toe. Dit uit zich in uitval als gevolg van deze klachten (burn-out), verminderde prestaties en inzetbaarheid en oplopende verzuimkosten. Werkstress zorgt voor persoonlijk leed bij medewerkers en aanzienlijke kosten voor werkgevers. Een allesomvattende aanpak ontbreekt veelal. In deze whitepaper beschrijven we hoe wij werkstress vanuit diverse invalshoeken bekijken en wat onze visie is op het voorkomen van werkstress. Wat ons betreft is de oplossing voor dit complexe en hardnekkige probleem een integrale aanpak, waarin aandacht voor de dynamiek in processen en de complexiteit ervan centraal staat. Door daarbij gebruik te maken van innovatieve tools en van kennis over het gedrag van complexe systemen kunnen processen op verschillende niveaus – individu, team en organisatie – aan elkaar gekoppeld worden én begrepen worden. Wij zijn er van overtuigd dat met deze aanpak de werkstress in Nederland substantieel zal dalen.

Weerbaarheid bij de politie heeft de afgelopen jaren veel aandacht gekregen. Politiemedewerkers moeten in uitdagende omstandigheden succesvol kunnen functioneren en ook op de langere termijn gemotiveerd en gezond blijven. Leidinggevenden kunnen een centrale rol spelen in het versterken van de weerbaarheid van medewerkers. Daarbij is echter wel de vraag relevant: hoe weet je of je medewerkers weerbaar zijn? En waar moet je op inzetten om die weerbaarheid te verbeteren?

Een aanzienlijk deel van de beroepsbevolking heeft te maken met werkstress. Langdurige stress kan leiden tot verminderd presteren en uitval. Om dit te voorkomen, is aandacht nodig voor de weerbaarheid van medewerkers. De ontwikkelingen op het gebied van wearables (zoals smartwatches) en mobiele applicaties bieden hierbij nieuwe mogelijkheden. Is het mogelijk om medewerkers met een smartwatch en een app veerkrachtiger met stress en belasting te laten omgaan, en hoe moet zo’n Wearable Resilience Systeem er dan uitzien?

The rapid development and adoption of new technologies (i.e. advanced sensor and communication platforms and monitoring devices) changes the way soldiers operate in the field. A concern frequently expressed by soldiers and commanders, is the increasing demand that technology places on the cognitive resources of dismounted soldiers. Such cognitive workload (CW) has been termed the 'major bottleneck' for efficient and effective military operations due to the increased usage of technology, which is often not properly attuned to differences in activities, individual differences or the operational environment. To effectively mitigate and manage CW for dismounted soldiers, insight is needed into which factors influence CW and which mitigation strategies are effective. This paper presents a prototype simulation dashboard to create this insight for military commanders at operational levels (platoon, company). An underlying conceptual model of CW during military operations is created, using a holistic perspective that integrates cognitive, physical and psychosocial factors of influence. Input for this model is gathered from scientific literature and expert knowledge from the cognitive, physical and psychosocial domain. The model specifies relevant factors and their interrelations as well as mitigation strategies to reduce CW. The simulation dashboard enables users to specify mission, environment and human parameters and to monitor cognitive workload during a simulated military operation. This research demonstrates that it is feasible to (1) create a conceptual model of CW from a multidisciplinary perspective and (2) connect the model to a dashboard to communicate insights into CW to a targeted audience.

Hedendaagse conflicten kenmerken zich door fundamentele onzekerheid. De dynamische wereld waarin we leven maakt dat veiligheidsrisico’s complexer en diffuser worden, en daarmee zeer moeilijk voorspelbaar. Niet alles kan voorzien worden, niet elke benodigde kwaliteit kan in de benodigde kwantiteit structureel in de defensieorganisatie worden ingebed. Adaptiviteit is daarom vereist om effectief te blijven opereren. Maar wat is adaptiviteit eigenlijk? En hoe kan het worden versterkt? Gaat het dan om een platte organisatie zonder formele processen of juist om gestandaardiseerde richtlijnen en geformaliseerde procedures? Is er ruimte nodig voor experimenteren en fouten maken? Of juist voor het vooruitzien en beheersen van risico’s? Er is grondig en overtuigend bewijs voor zowel het één als het ander. Dit artikel bespreekt welke keuzes Defensie moet maken om de adaptiviteit van haar personeel en de organisatie te versterken.

1 Introduction 3 2 Theoretical models for human resilience in organisations 5 2.1 Review of resilience literature 5 2.2 A model for employee resilience 11 2.3 A process model of employee resilience 20 2.4 Development of a Resilience Knowledge Modelling Tool 24 3 Resilience enhancement app development 27 3.1 Developing rapidly: RAPID Prototyping 27 3.2 Defining problem, target group, and solution 28 3.3 Identify and test customer requirements 28 3.4 Selecting relevant variables for the target group 30 3.5 Select sensors and questionnaires 33 3.6 User tests 34 3.7 Developing feedback principles and tools 35 4 Conclusions and way ahead 38 5 References 41 Appendices A Meta-analysis B Methods for user engagement C User Survey D Results User Survey E Included demands, resources, and coping strategies F Feedback User Tests

Reactive astrocytes with an increased expression of intermediate filament (IF) proteins Glial Fibrillary Acidic Protein (GFAP) and Vimentin (VIM) surround amyloid plaques in Alzheimer's disease (AD). The functional consequences of this upregulation are unclear. To identify molecular pathways coupled to IF regulation in reactive astrocytes, and to study the interaction with microglia, we examined WT and APPswe/PS1dE9 (AD) mice lacking either GFAP, or both VIM and GFAP, and determined the transcriptome of cortical astrocytes and microglia from 15- to 18-month-old mice. Genes involved in lysosomal degradation (including several cathepsins) and in inflammatory response (including Cxcl5, Tlr6, Tnf, Il1b) exhibited a higher AD-induced increase when GFAP, or VIM and GFAP, were absent. The expression of Aqp4 and Gja1 displayed the same pattern. The downregulation of neuronal support genes in astrocytes from AD mice was absent in GFAP/VIM null mice. In contrast, the absence of IFs did not affect the transcriptional alterations induced by AD in microglia, nor was the cortical plaque load altered. Visualizing astrocyte morphology in GFAP-eGFP mice showed no clear structural differences in GFAP/VIM null mice, but did show diminished interaction of astrocyte processes with plaques. Microglial proliferation increased similarly in all AD groups. In conclusion, absence of GFAP, or both GFAP and VIM, alters AD-induced changes in gene expression profile of astrocytes, showing a compensation of the decrease of neuronal support genes and a trend for a slightly higher inflammatory expression profile. However, this has no consequences for the development of plaque load, microglial proliferation, or microglial activation. GLIA 2015;63:1036-1056.

This study investigates the interactive effects of military self-efficacy and family support before deployment with threat exposure on work engagement during deployment. Based on the Job-Demands Resources Model, we hypothesized that in high threat situations low selfefficacy would lead to reduced work engagement and increased burn-out, whereas in low threat situations high self-efficacy would lead to reduced work engagement and increased burn-out. In addition, we hypothesized that the presence of family support would compensate for both of these effects. Subjects were 164 service members of the Royal Netherlands Armed Forces who were deployed in NATO mission ISAF in 2012-2013. Resources were assessed before deployment with a standardized instrument for leadership and mental health support, whereas threat exposure and outcomes were measured during deployment. To test our hypotheses, hierarchical regression analyses were conducted. The results showed the expected three way interactions on work engagement and burn-out during deployment. The presence of both self-efficacy and family support was best regardless of threat exposure. For those with high self-efficacy and low family support, low threat exposure resulted in lower work engagement and increased burn-out. For those with low self-efficacy and low family support, high threat exposure resulted in lower work engagement and increased burn-out. When family support was strong, these negative effects lessened, indicating a compensatory mechanism. These findings contribute to the field of military resilience clarifying the ways in which military self-efficacy and family support interact in buffering the effects of stressful deployment experiences.

1 Inleiding 3 2 Achtergrond 4 3 Het raamwerk INFORMED 5 3.1 Inleiding 5 3.2 Aanpak bij het ontwikkelen van INFORMED 5 3.3 Het raamwerk INFORMED 6 3.4 Met INFORMED een passende interactievorm selecteren 15 4 Conclusie 21 4.1 Resultaten tot nu toe 21 4.2 iCOBUS 21 4.3 Markt 22 5 Referenties 23 Bijlage(n) A Waarden in de matrix B Inventarisatie Kenmerken Samenwerking (IKS) C Interactievorm Jurering (IJ)

This article prospectively explores the effects of collective team work engagement and organizational constraints during military deployment on individual-level psychological outcomes afterwards. Participants were 971 Dutch peacekeepers within 93 teams who were deployed between the end of 2008 and beginning of 2010, for an average of 4 months, in the International Security Assistance Force. Surveys were administered 2 months into deployment and 6 months afterwards. Multi-level regression analyses demonstrated that team work engagement during deployment moderated the relation between organizational constraints and post-deployment fatigue symptoms. Team members reported less fatigue symptoms after deployment if they were part of highly engaged teams during deployment, particularly when concerns about organizational constraints during deployment were high. In contrast, low team work engagement was related to more fatigue symptoms, particularly when concerns about organizational constraints were high. Contrary to expectations, no effects for team work engagement or organizational constraints were found for post-traumatic growth. The present study highlights that investing in team work engagement is important for those working in highly demanding jobs. Copyright © 2014 John Wiley & Sons, Ltd.

In the current study, the relative importance of different resources for psychological resilience of service members is investigated. The study employs a model of psychological resilience developed for the Netherlands Armed Forces, which identifies 25 resources for resilience at 5 different levels (individual, home front, team, leader, organization). To assess the relative importance of 5 of these resources (one for each of the levels), measured pre and during military deployment, in predicting psychological resilience post deployment, regression analyses were conducted on data collected from three Dutch Task Forces part of the NATO mission ISAF. Results indicated that the relative importance of the resources differed pre and during deployment. The most important pre deployment resources for post-deployment resilience (operationalized as the absence of fatigue complaints) were self-efficacy, home front support, leadership, and information provision by the organization. During deployment group cohesion became the most important resource whereas information provision did no longer predict post-deployment resilience. These analyses illustrate that the relative importance of resources at different organizational levels varies with the phases of the operational cycle. This knowledge can be used to decide which resources should be targeted at what moment to get the maximum return on investment.