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Richard E, Kim SBC. Career decisions and aspirations of early-career nurses: Insights from a qualitative interpretative description study. J Adv Nurs 2024; 80:3333-3344. [PMID: 38131513 DOI: 10.1111/jan.16034] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/19/2023] [Revised: 11/13/2023] [Accepted: 12/07/2023] [Indexed: 12/23/2023]
Abstract
AIM To explore the career decisions and aspirations of early-career registered nurses in New Brunswick, Canada. DESIGN A qualitative study using an interpretive description approach was conducted. METHODS Semi-structured one-on-one interviews were conducted with a purposive sample of nurses (n = 22) currently working in New Brunswick, Canada, with up to 5 years of experience from February to April 2022. RESULTS Participants described diverse career paths and aspirations. Personal factors affecting these included the desire for meaningful work, career satisfaction, work-life balance, spending time with family, working in a preferred location, and finances. Professionally, working conditions were the dominant factor influencing early-career nurses' career decisions and aspirations. Participants described how short staffing, safety, support, and scheduling influenced their day-to-day work, mental and physical health, job and career satisfaction, and intent to leave. CONCLUSION The findings highlighted the abundant and diverse career opportunities available to nurses early in their careers. Early-career nurses are interested in finding nursing positions with a high degree of person-job fit and value opportunities for ongoing professional education and growth. IMPACT This study in New Brunswick, Canada, explores early-career nurses' career decisions and aspirations during nursing shortages and the pandemic, emphasizing the importance of person-job fit. Recommendations include improving working conditions and career pathways to enhance the sustainability of the nursing profession. REPORTING METHOD Standards for Reporting Qualitative Research (SRQR). PATIENT OR PUBLIC CONTRIBUTION No patient or public contribution.
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Affiliation(s)
- Emily Richard
- Faculty of Nursing, University of New Brunswick, Moncton, New Brunswick, Canada
| | - Su Bin Chloe Kim
- Faculty of Nursing, University of New Brunswick, Fredericton, New Brunswick, Canada
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Kilic E, Cetin-Kilic N, Tatar B. How changing work and family demands during COVID-19 (De)motivated academic parents to craft sustainable careers? Work 2024:WOR230164. [PMID: 38363627 DOI: 10.3233/wor-230164] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/17/2024] Open
Abstract
BACKGROUND Covid-19 has introduced many contextual changes into individuals' work and family lives, affecting their career sustainability. Although previous studies have provided evidence for these changes, little is known about how changing contextual demands (de)motivated them to take proactive initiatives for crafting sustainable careers. OBJECTIVE This study aims to explore how changing work and family demands of academic parents during Covid-19 affected their career sustainability indicators and career initiatives regarding health, happiness, and productivity. METHODS Data were collected through semi-structured interviews with 21 academic parents during the post-lockdown period of Covid-19 in Turkey. We analyzed the qualitative data by using content analysis via MAXQDA software. RESULTS Results revealed differing career sustainability experiences and initiatives regarding gender roles, career stage, and work/family demands and resources. Notably, women academics with higher contextual demands and lower contextual resources and early-career academics reported relatively adverse experiences concerning their health, happiness, and productivity. Besides, even though early-career academics faced problems with sustaining their career development, they were relatively more oriented to engage in career initiatives, such as reorganizing developmental needs, improving career skills, and seeking career support and guidance. CONCLUSIONS This study sheds light on the context, time, and person aspects of sustainable careers during Covid-19. Moreover, the study represents one of the first investigations into the proactive initiatives for crafting sustainable careers during the pandemic and provides a deeper insight into the (de)motivators for career proactivity.
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Affiliation(s)
- Eren Kilic
- Department of Management, Gebze Technical University, Kocaeli, Turkey
| | - Nergiz Cetin-Kilic
- Department of Management and Organization, Marmara University, Istanbul, Turkey
| | - Berivan Tatar
- Department of Management, Gebze Technical University, Kocaeli, Turkey
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Plant BRC, Van Leeuwen ML, Peters P, Van der Heijden BIJM. Train to sustain: a randomised controlled trial evaluation of a vitality training employing behaviour-change techniques. Front Psychol 2024; 14:1320826. [PMID: 38292519 PMCID: PMC10826839 DOI: 10.3389/fpsyg.2023.1320826] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/16/2023] [Accepted: 12/11/2023] [Indexed: 02/01/2024] Open
Abstract
Introduction This paper reports on the effects of a 9-week vitality training that employed behaviour-change techniques and was evaluated using a randomised controlled trial (RCT) in three large companies based in the Netherlands. Methods A total of 84 adult employees from three participating organisations in the Netherlands were enrolled in the study. A parallel group RCT design was employed and participants were assigned using individual random assignment to either an intervention (n = 38) or a waitlist control group (n = 46). The intervention consisted of a 9-week vitality training employing the behaviour-change techniques of self-persuasion, implementation intentions, and self-efficacy, which was delivered in-house over five fortnightly 2-hour sessions. Primary outcomes (i.e., reported energy and stress) and secondary outcomes (i.e., reported daily life satisfaction and work capacity) were assessed prior to, immediately after, and 3 months following the intervention. Results A mixed MANOVA revealed a significant interaction effect between treatment group and time period for the combination of reported energy, stress, daily life satisfaction, and work capacity. Subsequent univariate ANOVAs revealed significant interactions between treatment group and time period for reported energy, stress, and daily life satisfaction; however, not for reported work capacity. Improvements in outcomes were observed for both groups following their completion of the vitality training; however, not all improvements reached statistical significance. Reported self-efficacy regarding managing work-life balance was found to mediate the relationship between the effects of the intervention and reported energy; however, such an effect was not found for stress. Discussion An intervention drawing upon evidence-based behaviour-change techniques shows promise for improving indicators associated with burnout; although, it is recommended that in future research a larger-scale evaluation be conducted over a longer time period with an active control group to establish effectiveness.Clinical trial registration: https://www.anzctr.org.au/, ACTRN12622001268730.
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Affiliation(s)
- Bernice R. C. Plant
- BehaviourWorks Australia, Monash Sustainable Development Institute, Monash University, Clayton, VIC, Australia
- Behavioural Science Institute, Radboud University, Nijmegen, Netherlands
| | | | - Pascale Peters
- Nyenrode Business Universiteit, Breukelen, Netherlands
- Department of Organisation, Leadership and Management, Inland School of Business and Social Sciences, Lillehammer, Norway
| | - Beatrice I. J. M. Van der Heijden
- Institute for Management Research, Radboud University, Nijmegen, Netherlands
- Faculty of Management, Open Universiteit, Heerlen, Netherlands
- Department of Marketing, Innovation and Organisation, Ghent University, Ghent, Belgium
- Business School, Hubei University, Wuhan, China
- Kingston Business School, Kingston University, Kingston upon Thames, United Kingdom
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Navickienė O, Vasiliauskas AV. The effect of cadet resilience on self-efficacy and professional achievement: verification of the moderated mediating effect of vocational calling. Front Psychol 2024; 14:1330969. [PMID: 38259580 PMCID: PMC10800948 DOI: 10.3389/fpsyg.2023.1330969] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/01/2023] [Accepted: 11/20/2023] [Indexed: 01/24/2024] Open
Abstract
Background The primary objective of this study was to empirically examine the influence of cadets' resilience on their professional achievement within the unique context of a Military Academy. In doing so, the study sought to delineate the role of self-efficacy as a key mediator in the intricate relationship between the resilience of cadets and their professional achievements. The main focus of this study was to clarify the causal and effect relationships between the psychology and behavior mechanisms of the cadets. This was achieved through rigorous scrutiny of the moderated mediating effect of vocational calling within the multifaceted relationship involving cadets' resilience, self-efficacy, and professional achievement. Methods The study's participant pool consisted of 121 individuals, comprising cadets in their third and fourth years of study, all of whom aspired to attain the rank of officer within the Military Academy. To rigorously investigate the hypotheses presented, a series of causal relationships among the four core variables were evaluated using a robust regression analysis methodology. To facilitate this analysis, the PROCESS macro 3.5v, a Hayes-developed tool, was effectively used. Results The findings of this study revealed several critical insights. First, vocational calling emerged as a potent moderating factor in shaping the relationship between cadets' resilience and self-efficacy. Furthermore, it was demonstrated that vocational calling exerted a conditional influence on the impact of cadets' resilience on their professional achievement, with self-efficacy serving as a crucial mediating mechanism in this relationship. In particular, the study affirmed that self-efficacy functioned as a comprehensive mediator, elucidating the pathway through which the resilience of the cadets ultimately influenced their professional achievements. Conclusion The results of this research contribute significantly to enhancing our understanding of the intricate connection between the resilience levels exhibited by cadets and their corresponding professional achievements. Furthermore, these findings have valuable implications for the ongoing refinement of military education and training programs. They offer insights that could inform the development of more effective testing and selection protocols for military personnel, ultimately benefiting the armed forces in their pursuit of excellence.
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Affiliation(s)
- Olga Navickienė
- Logistics and Defense Technology Management Research Group, General Jonas Zemaitis Military Academy of Lithuania, Vilnius, Lithuania
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Blumenthal M, Van der Heijden BI, Dautzenberg RL, Boot CR. Transformational leadership and employability among support staff workers with long tenure. Work 2024; 78:807-815. [PMID: 38277331 PMCID: PMC11307003 DOI: 10.3233/wor-230371] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/13/2023] [Accepted: 11/07/2023] [Indexed: 01/28/2024] Open
Abstract
BACKGROUND In the changing world of work, there is an urgency to gain insight into determinants of the employability among support staff workers with long tenure whose functions may become outdated as their competencies may no longer match the requirements of future jobs. OBJECTIVE The specific aim of this study was to investigate the relationship between transformational leadership and employability. METHODS Support staff (n = 236) from a university participated in an online questionnaire focusing on five dimensions of employability (occupational expertise, anticipation and optimization, personal flexibility, corporate sense, and balance) and transformational leadership (identifying and articulating a vision, providing an appropriate model, fostering the acceptance of group goals, providing individual support, and intellectual stimulation. RESULTS Identifying and articulating a vision (β= 0.247, p < 0.001), providing an appropriate model (β= 0.196, p = 0.002), fostering the acceptance of group goals (β= 0.298, p < 0.001) and providing individual support (β= 0.258, p < 0.001) were associated with higher balance scores. No significant associations were found between the transformational leadership subscales and the other dimensions of employability. CONCLUSION The current study found that just one specific dimension of transformational leadership was associated with only one aspect of employability for our target group of long-term employed support staff workers with a high level of job security.
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Affiliation(s)
| | - Beatrice I.J.M. Van der Heijden
- Institute for Management Research, Radboud University, Nijmegen, The Netherlands
- Faculty of Management, Open Universiteit, Heerlen, The Netherlands
- Department of Marketing, Innovation and Organisation, Ghent University, Ghent, Belgium
- School of Business Hubei University, Wuhan, China
- Kingston Business School, Kingston University, London, UK
| | | | - Cécile R.L. Boot
- Behavioural Science Institute, Work, Health & Performance, Radboud University, Nijmegen, The Netherlands
- Department of Public and Occupational Health, Amsterdam University Medical Center (UMC), Vrije Universiteit, Amsterdam, The Netherlands
- Amsterdam Public Health Research Institute, Societal Participation and Health, Amsterdam, The Netherlands
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Feng Y, Zhang Z, Zeng X, Liu Y. The influence of internship satisfaction and the psychological contract on the career identity behavior of fresh graduates. Front Psychol 2023; 14:1294799. [PMID: 38144988 PMCID: PMC10748802 DOI: 10.3389/fpsyg.2023.1294799] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/15/2023] [Accepted: 11/23/2023] [Indexed: 12/26/2023] Open
Abstract
Introduction Frequent resignation of young workers brings huge costs to the organizational management of enterprises. The frequent turnover behavior is a sign of low career identity, and exploring the paths that influence career identity behaviors is necessary. Previous studies have found that internship satisfaction and the psychological contract can influence career identity behavior. However, the dimensions of the psychological contract are unclear, and it is uncertain whether internship satisfaction can influence career identity behavior through the different dimensions of the psychological contract. This study attempts to expand the concept of psychological contract and construct a multiple mediation model. It aims to analyze the mediating role of different dimensions of the psychological contract between internship satisfaction and career identity behavior. Methods A sample survey was conducted on Chinese fresh graduates by way of the questionnaire survey, and a total of 576 valid questionnaires were collected. Amos 26.0 was used to analyze the data and verify the multiple mediation model. Results The results showed that psychological contract can be divided into three dimensions: transactional contract, relational contract, and developmental contract. Internship satisfaction can positively influence career identity behavior via the three dimensions of psychological contract, and there are differences in mediating effects among the dimensions. The mediating effect of developmental contract is the highest, relational contract is the second, and transactional contract is the lowest. Discussion This article expands the dimensions of psychological contract, emphasizes the importance of developmental contract, contributes to the literature on organizational psychology, and provides scales and empirical evidence for future research. The analysis points out that fresh graduates with long-term development opportunities often show higher career identity behavior. This provides valuable insights for enhancing career identity behavior, improving career sustainability, and assisting organizations in managing human resource mobility.
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Affiliation(s)
- Ying Feng
- School of Humanities and Law, University of Science and Technology Beijing, Beijing, China
| | - Zhuo Zhang
- School of Economics and Management, University of Science and Technology Beijing, Beijing, China
| | - Xiuzhen Zeng
- Research & Training Centre for UNESCO Asia-Africa TVET Project, Shenzhen Polytechnic University, Shenzhen, China
| | - Yuying Liu
- Tianjin University of Commerce Cooperative School of International Education, Tianjin University of Commerce, Tianjin, China
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Pak K, Renkema M, van der Kruijssen DT. A conceptual review of the love-hate relationship between technology and successful aging at work: Identifying fits and misfits through job design. HUMAN RESOURCE MANAGEMENT REVIEW 2023. [DOI: 10.1016/j.hrmr.2023.100955] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/05/2023]
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Wallin S, Fjellman-Wiklund A, Fagerström L. Aging engineers' occupational self-efficacy-a mixed methods study. Front Psychol 2023; 14:1152310. [PMID: 37275701 PMCID: PMC10233145 DOI: 10.3389/fpsyg.2023.1152310] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/27/2023] [Accepted: 04/19/2023] [Indexed: 06/07/2023] Open
Abstract
Introduction Engineers' work has become more complex with increased demands in today's changing working life. Self-efficacy is essential to successfully adapt to work-related changes and to cope with adverse job demands. However, less is known about aging engineers' occupational self-efficacy. Therefore, this study explores facilitators and barriers to aging engineers' occupational self-efficacy beliefs to continue working until expected retirement age. An additional purpose is to explore if any of the aspects described by the engineers are more prominent. Methods The study design was exploratory, using mixed methods with a qualitative to quantitative approach. A total of 125 engineers, aged between 45 and 65 years, answered two open-ended survey questions about what positively and negatively affect their occupational self-efficacy beliefs to continue working. First, data was analyzed using an inductive manifest qualitative content analysis. Next, descriptive statistics were performed based on the results of the qualitative study. Results The analyses revealed that health and working conditions that affect health were crucial facilitators and barriers for the aging engineers' occupational self-efficacy to continue working until expected retirement age. Furthermore, the engineers emphasized competence, motivation from meaningful tasks, family and leisure, and private economy. Discussion The aging engineers' own health seems to be prominent in their self-efficacy regarding a full working life; consequently, support still needs to address issues affecting health.
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Affiliation(s)
- Stina Wallin
- Faculty of Education and Welfare Studies, Health Sciences, Åbo Akademi University, Vaasa, Finland
| | | | - Lisbeth Fagerström
- Faculty of Education and Welfare Studies, Health Sciences, Åbo Akademi University, Vaasa, Finland
- Faculty of Health and Social Sciences, University of South-Eastern Norway, Drammen, Norway
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Vuuren TV, Van der Heijden BIJM, Semeijn JH. With a little help from my friends: adopting a P-E fit perspective in understanding the value of organizational learning climate for sustainable employability. Front Psychol 2023; 14:1128535. [PMID: 37139002 PMCID: PMC10150123 DOI: 10.3389/fpsyg.2023.1128535] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/20/2022] [Accepted: 03/29/2023] [Indexed: 05/05/2023] Open
Abstract
Purpose The objective of our study was to investigate how organizational learning climate (measured as developmental opportunities and team support for learning), career commitment, and age are related to employees' self-perceived employability, vitality and work ability (e.g., their sustainable employability). Our study adopted a P-E fit perspective building upon the notion that sustainable employability is a function of both the person (P) and the environment (E) and tests a three-way interaction between organizational learning climate, career commitment, and age. Design In total, 211 members of the support staff of a Dutch university completed a survey. Hierarchical stepwise regression analysis was used to analyze the data. Findings Only one of the two dimensions of organizational learning climate that we measured, namely the developmental opportunities, appeared to be associated with all indicators of sustainable employability. Career commitment only had a direct positive relationship with vitality. Age was negatively related to self-perceived employability and to work ability, but not to vitality. The relationship between developmental opportunities and vitality was negatively influenced by career commitment (a negative two-way interaction effect), while a positive three-way interaction effect was found between career commitment, age, and development opportunities, and with self-perceived employability as the outcome. Theoretical and practical implications Our findings confirmed the relevance of adopting a P-E fit perspective on sustainable employability, and of considering the possible role of age in this. It requires more detailed analyses in future research to unravel the role of age in the shared responsibility for sustainable employability. In practice, the results of our study imply that organizations should provide all employees with a working context that facilitates learning, however, with a special focus on older employees, for whom it is a particular challenge to protect their sustainable employability, possibly due to age-related stereotyping. Originality Our study adopted a P-E fit perspective on sustainable employability and examined the association between organizational learning climate and all three components of sustainable employability: self-perceived employability, vitality and work ability. Moreover, it investigated whether and how the employee's career commitment and age influence this relationship.
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Affiliation(s)
- Tinka Van Vuuren
- Loyalis Kennis & Consult, Heerlen, Netherlands
- Faculty of Management, Open Universiteit, Heerlen, Netherlands
| | - Beatrice I. J. M. Van der Heijden
- Institute for Management Research, Radboud University, Nijmegen, Netherlands
- Faculty of Management, Open Universiteit, Heerlen, Netherlands
- Department of Marketing, Innovation and Organisation, Ghent University, Ghent, Belgium
- School of Business, Hubei University, Wuhan, China
- Kingston Business School, Kingston University, London, United Kingdom
| | - Judith H. Semeijn
- Faculty of Management, Open Universiteit, Heerlen, Netherlands
- Research Centre for Education and the Labour Market (ROA), Maastricht University, Maastricht, Netherlands
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Lo Presti A, van der Heijden B, Briscoe JP, De Rosa A. “Crafting your own success”: a time-lagged study on the mediating role of job crafting dimensions in the relationship between protean career and career success. CAREER DEVELOPMENT INTERNATIONAL 2023. [DOI: 10.1108/cdi-08-2022-0220] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 04/05/2023]
Abstract
PurposeAs the notions of protean career and job crafting share a common emphasis on self-management, proactivity and customization, this study aimed to examine if the associations between protean career, subjective and objective career success were mediated by job crafting, assessed via its three main dimensions (i.e. increasing structural job resources, increasing social job resources and increasing challenging job demands).Design/methodology/approachThe authors sampled 594 Italian employees using a time-lagged research design: protean career was assessed at T1 and job crafting and career success at T2. Responses were analyzed through structural equation modeling.FindingsThis study’s results showed that increasing structural job resources mediated the association of protean career with subjective career success, while increasing challenging job demands mediated its association with objective career success.Originality/valueIn contrast to previous studies, in this contribution, the mediating role of job crafting is disentangled by taking into account its three respective dimensions. Additionally, the authors included both forms of career success as outcomes of protean career. Implications for future research and practical recommendations are presented and discussed.
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Haaland GH, Øygarden O, Storm M, Mikkelsen A. Understanding registered nurses' career choices in home care services: a qualitative study. BMC Health Serv Res 2023; 23:273. [PMID: 36944939 PMCID: PMC10029251 DOI: 10.1186/s12913-023-09259-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/30/2022] [Accepted: 03/07/2023] [Indexed: 03/23/2023] Open
Abstract
BACKGROUND The anticipated growth in number of older people with long-term health problems is associated with a greater need for registered nurses. Home care services needs enough nurses that can deliver high quality services in patients' homes. This article improves our understanding of nurses' career choices in home care services. METHODS A qualitative study using individual semi-structured interviews with 20 registered nurses working in home care services. The interviews were audio-recorded, transcribed and thematically analyzed. RESULTS The analysis resulted in three themes emphasizing the importance of multiple stakeholders and contextual factors, fit with nurses' private life, and meaning of work. The results offer important insights that can be used to improve organizational policy and HR practices to sustain a workforce of registered nurses in home care services. CONCLUSION The results illustrate the importance of having a whole life perspective to understand nurses' career choices, and how nurses' career preferences changes over time.
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Affiliation(s)
- Guro Hognestad Haaland
- Stavanger University Hospital, Stavanger, Norway.
- Business School, University of Stavanger, Stavanger, Norway.
| | | | - Marianne Storm
- Department of Public Health, Faculty of Health Sciences, University of Stavanger, Stavanger, Norway
- Faculty of Health Sciences and Social Care, Molde University College, Molde, Norway
| | - Aslaug Mikkelsen
- Stavanger University Hospital, Stavanger, Norway
- Business School, University of Stavanger, Stavanger, Norway
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Shwartz-Asher D, Grabarski M, Tziner A, Shkoler O. Career Don’t Stop Believing: Career Empowerment as a Mediator between Hope and Organizational Outcomes. REVISTA DE PSICOLOGÍA DEL TRABAJO Y DE LAS ORGANIZACIONES 2023. [DOI: 10.5093/jwop2023a1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/17/2023]
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Lehtiniemi K, Tossavainen A, Auvinen E, Herttalampi M, Feldt T. Do intensified job demands predict burnout? How motivation to lead and leadership status may have a moderating effect. Front Psychol 2023; 14:1048487. [PMID: 36998355 PMCID: PMC10044333 DOI: 10.3389/fpsyg.2023.1048487] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/19/2022] [Accepted: 02/14/2023] [Indexed: 03/11/2023] Open
Abstract
ObjectivesThe aim of this longitudinal study was to investigate how intensified job demands (job-related planning demands, career-related planning demands, and learning demands) are associated with burnout. We explored whether affective-identity motivation to lead moderates this association and, thus, functions as a personal resource regardless of leadership status. We further investigated whether the possible buffering effect is stronger for those professionals who became leaders during the follow-up.MethodsOur sample consisted of highly educated Finnish professionals (n = 372): part of them (n = 63, 17%) occupied a leadership position during the 2-year follow-up while the rest maintained their position without formal leadership duties.ResultsThe results of hierarchical linear modeling indicated that intensified learning demands were associated with later burnout. High affective-identity motivation to lead was not found to buffer against the negative effects of intensified job demands - instead, it strengthened the connection of intensified job- and career-related demands to burnout. Nevertheless, among the whole sample, professionals with high affective-identity motivation to lead reported lower burnout when job demands were not highly intensified. The leadership status also played a role: High affective-identity motivation to lead strengthened the connection of career-related demands to burnout in those professionals who became leaders during the follow-up.ConclusionsAltogether, we propose that in certain circumstances, affective-identity motivation to lead might help professionals, with and without formal leadership duties, to be more ready to lead their own work and well-being. However, in order to promote sustainable careers, the vulnerability role of high affective-identity motivation to lead should be considered as well.
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Akkermans J, Tomlinson M, Anderson V. Initial employability development: introducing a conceptual model integrating signalling and social exchange mechanisms. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2023. [DOI: 10.1080/1359432x.2023.2186783] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/08/2023]
Affiliation(s)
- Jos Akkermans
- School of Business and Economics, Vrije Universiteit Amsterdam, Amsterdam, the Netherlands
| | - Michael Tomlinson
- Southampton Education School, University of Southampton, Southampton, UK
| | - Valerie Anderson
- Faculty of Business and Law, University of Portsmouth, Portsmouth, UK
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Cai Z, Tian Y, Wang Z. Career adaptability and proactive work behaviour: A relational model. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2023. [DOI: 10.1111/joop.12411] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/11/2023]
Affiliation(s)
- Zijun Cai
- Business School Beijing Normal University Beijing China
| | - Yixin Tian
- Lee Kong Chian School of Business Singapore Management School Singapore Singapore
| | - Zhen Wang
- School of Labor and Human Resources Renmin University of China Beijing China
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Nakra N, Kashyap V. Linking Career Adaptability and Psychological Well-Being: A Test of Moderated Mediation Model Among Indian Employees. JOURNAL OF CAREER DEVELOPMENT 2023. [DOI: 10.1177/08948453231157763] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/16/2023]
Abstract
The present study attempts to investigate how career adaptability predicts psychological well-being (PWB) among employees based on career construction theory (CCT). Precisely, the study examined the role of career sustainability as a mediator and sustainable career climate (SCC) as a moderator establishing the relationship between career adaptability and psychological well-being. Data collected from 550 Indian employees in the Indian banking and IT organizations indicate that career adaptability has a significant effect on career sustainability that eventually predicts PWB. In addition, the findings on the interaction effect of career adaptability and SCC on PWB via career sustainability highlighted the significance of unison between individual and contextual factors in realizing important employee outcomes. The results revealed that the indirect effect of career adaptability on PWB through career sustainability is stronger among employees who perceived their organizational career climate to be sustainable.
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Affiliation(s)
- Neelam Nakra
- Department of Humanities and Social Sciences, Indian Institute of Technology Tirupati, India
| | - Vaneet Kashyap
- Department of Humanities and Social Sciences, Indian Institute of Technology Tirupati, India
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A New Construct in Career Research: Career Crafting. Behav Sci (Basel) 2023; 13:bs13010049. [PMID: 36661621 PMCID: PMC9854777 DOI: 10.3390/bs13010049] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/17/2022] [Revised: 12/31/2022] [Accepted: 01/03/2023] [Indexed: 01/09/2023] Open
Abstract
Career crafting is a new concept in the field of career research in recent years. However, the research on career crafting is still in its infancy, and there are few systematic and integrated studies. In this study, we have collected the existing research and extracted the 12 most related articles from 10 databases (Web of Science, Google Scholar, ProQuest, and EBSCO Host, etc.) by the end of 2022 to discuss the concepts of discrimination, theoretical basis, research methods, and measurement tools and variables of career crafting. As a reference for the follow-up in-depth study, future research should progress forward, such as by deepening and expanding the theoretical basis, testing and developing mature scales, building multilevel influencing factors and testing their interaction, and furthering the research on the mechanism of multi-field effects.
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A qualitative exploration of managerial mothers' flexible careers: The role of multiple contexts. JOURNAL OF VOCATIONAL BEHAVIOR 2023. [DOI: 10.1016/j.jvb.2022.103840] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/06/2023]
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Vermeeren B, Van der Heijden B. Employability in the public sector: The impact of individual and organizational determinants. Front Psychol 2022; 13:1041618. [PMID: 36591038 PMCID: PMC9800972 DOI: 10.3389/fpsyg.2022.1041618] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/11/2022] [Accepted: 11/29/2022] [Indexed: 12/23/2022] Open
Abstract
Introduction The importance of employability within organizations is increasing, due to various developments that initiate organizational changes. This study focuses on the employability in the public sector. While there seems to be a clear need for an employable public sector workforce, up until now there is little empirical research into the employability of workers in this sector, and into which specific individual and organizational characteristics influence it. Methods We conducted structural equation modeling, using data from Dutch public sector employees (n = 13.471). Results Our outcomes show that public sector employees consider themselves to be reasonably employable internally, and that they rate their external employability slightly higher. Moreover, it was found that both individual (personality and risk-taking behavior) and organizational characteristics (transformational leadership and red tape) influence their employability. Discussion These results underline the dual responsibility of the employee and the organization in influencing workers' employability within the public sector.
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Affiliation(s)
- Brenda Vermeeren
- Department of Public Administration and Sociology, Erasmus University Rotterdam, Rotterdam, Netherlands
| | - Beatrice Van der Heijden
- Institute for Management Research, Radboud University, Nijmegen, Netherlands
- Faculty of Management, Open University of the Netherlands, Heerlen, Netherlands
- Department of Marketing, Innovation and Organization, Ghent University, Ghent, Belgium
- School of Business, Hubei University, Wuhan, China
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Elsey V, Van der Heijden B, Smith MA, Moss M. Examining the role of employability as a mediator in the relationship between psychological capital and objective career success amongst occupational psychology professionals. Front Psychol 2022; 13:958226. [PMID: 36591007 PMCID: PMC9794865 DOI: 10.3389/fpsyg.2022.958226] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/31/2022] [Accepted: 11/21/2022] [Indexed: 12/15/2022] Open
Abstract
Employability is core to our understanding of career sustainability, and at an individual level, identifying the personal resources that support employability in the achievement of career success is warranted. This study builds on the conservation of resources theory, examining the role of employability as a mediator in the relationship between psychological capital and objective career success. To test our hypotheses, we utilised a context-specific practitioner sample of 135 individuals with UK-accredited occupational psychology qualifications. Employability was conceptualised using the competence-based model, underpinned by occupational expertise. Psychological capital and employability were measured using self-report questionnaires, whilst career success was determined via gross annual salary and practitioner status, ensuring objective measures of this outcome variable. Structural equation modelling identified that the relationship between psychological capital and objective career success was fully mediated by employability. These novel findings have important theoretical and practical implications for the role of psychological capital as a personal resource in achieving career success via its influence on employability.
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Affiliation(s)
- Vicki Elsey
- Applied Work Psychology Group, Department of Psychology, Northumbria University, Newcastle upon Tyne, United Kingdom,*Correspondence: Vicki Elsey,
| | - Beatrice Van der Heijden
- Institute for Management Research, Radboud University, Nijmegen, Netherlands,School of Management, Open Universiteit Nederland, Heerlen, Netherlands,Faculty of Economics and Business Administration, Ghent University, Ghent, Belgium,Hubei Business School, Hubei University, Wuhan, China,Kingston Business School, Kingston University, London, United Kingdom
| | - Michael A. Smith
- Applied Work Psychology Group, Department of Psychology, Northumbria University, Newcastle upon Tyne, United Kingdom
| | - Mark Moss
- Applied Work Psychology Group, Department of Psychology, Northumbria University, Newcastle upon Tyne, United Kingdom
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Legrand C, Naschberger C, Baruch Y, Bozionelos N. Chance events in managers' careers: Positive and negative events, their expected and unexpected outcomes. EUROPEAN MANAGEMENT REVIEW 2022. [DOI: 10.1111/emre.12546] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Affiliation(s)
| | | | - Yehuda Baruch
- Audencia Business School Nantes France
- Southampton Business School University of Southampton Southampton UK
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Olry‐Louis I, Cocandeau‐Bellanger L, Fournier G, Masdonati J. Temporality: A fruitful concept for understanding, studying, and supporting people in transition. THE CAREER DEVELOPMENT QUARTERLY 2022. [DOI: 10.1002/cdq.12306] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Affiliation(s)
- Isabelle Olry‐Louis
- Laboratoire Parisien de Psychologie Sociale (LAPPS) Université Paris Nanterre Nanterre France
| | - Laurence Cocandeau‐Bellanger
- Faculté des Sciences Humaines et Sociales Université Catholique de l'Ouest, Angers, Centre de Recherche sur le Travail et le Développement, CNAM Paris France
| | - Geneviève Fournier
- Département des Fondements et Pratiques en Éducation Université Laval Québec Canada
| | - Jonas Masdonati
- Institut de Psychologie, Centre de Recherche en Psychologie du Conseil et de l'Orientation Université de Lausanne Écublens Switzerland
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Talluri SB, Schreurs B, Uppal N. How do individual factors affect career sustainability? An investigation of cascading effects through the career construction model of adaptation. CAREER DEVELOPMENT INTERNATIONAL 2022. [DOI: 10.1108/cdi-05-2022-0120] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThough the recent conceptualization of career sustainability, defining its indicators and dimensions prompted an important field of careers research, empirical research is still in its infancy. The current study empirically investigates how proactive personality, career adaptability and proactive career behaviors promote career sustainability based on the career construction model of adaptation.Design/methodology/approachThe authors used a two-wave survey design to collect data from 414 full-time working professionals representing different organizations located in India. The authors tested the proposed hypotheses using structural equation modeling in IBM SPSS AMOS.FindingsResults supported a serial indirect effect model with career adaptability and proactive career behaviors carrying the effect of proactive personality on career sustainability.Originality/valueThe study contributes to the emerging sustainable careers literature by unveiling the role of individual factors in career sustainability. Furthermore, the authors investigated these relationships through the complete career construction model of adaptation. By doing so, the current study contributes to careers literature by revealing the linkage between the career construction model of adaptation and career sustainability.
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Luo H, Li F, Agbanyo GK, Tachega MA, Chin T. Family-supportive supervisor behaviors and career sustainability of e-commerce female workers: A mixed-method approach. Front Psychol 2022; 13:992458. [PMID: 36237678 PMCID: PMC9552821 DOI: 10.3389/fpsyg.2022.992458] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/12/2022] [Accepted: 08/25/2022] [Indexed: 12/03/2022] Open
Abstract
Women play an essential role in promoting societal and economic harmony development. However, compared with their male counterparts, female employees usually have to take on more family responsibilities while they endeavor to perform well at work. It is inevitable for them to face work–family conflicts; therefore, how to make female employees' careers more sustainable is a critical concern. Even though female career sustainability is well-explored in the literature, the combined effect of worker self-efficacy and family-supportive supervisor behaviors (FSSBs) on female career sustainability remains unexplored. To fill this gap, this study examines the influence of FSSB on female employee career sustainability, as well as the mediating role of self-efficacy. Moreover, a mixed-method approach was used to test the proposed relationships. The results indicate that FSSB has a positive impact on female career sustainability. Furthermore, the findings revealed that FSSB promotes female career sustainability through self-efficacy. This study establishes a theoretical framework for further research on the relationships between leader behavior and employee career sustainability. At the same time, it offers practical implications for supervisors in the management of subordinate career sustainability.
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Affiliation(s)
- Huan Luo
- School of Business, Honghe University, Mengzi, China
| | - Fa Li
- School of Business, Honghe University, Mengzi, China
- *Correspondence: Fa Li
| | | | - Mark Awe Tachega
- College of Economics and Management, Taiyuan University of Technology, Taiyuan, China
| | - Tachia Chin
- School of Business, Honghe University, Mengzi, China
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Parola A, Marcionetti J, Sica LS, Donsì L. The effects of a non-adaptive school-to-work transition on transition to adulthood, time perspective and internalizing and externalizing problems. CURRENT PSYCHOLOGY 2022; 42:1-15. [PMID: 36090913 PMCID: PMC9449955 DOI: 10.1007/s12144-022-03605-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 08/03/2022] [Indexed: 11/15/2022]
Abstract
The 21st-century world of work complexity is considered a health risk factor for young people. Due to the economic crisis, globalization, and challenges of post-industrial society, 28.8% of Italian young people experience the NEET condition. The study aims to understand the psychological factors associated with the NEET status, specifically the self-perception of transition to adulthood, the future time perspective, and the effects on health in terms of internalizing and externalizing problems. To this end, 450 young people (150 students, 150 employees, 150 NEET) were involved. Moreover, the study has also highlighted that socio-demographic characteristics can play a role in the relationship between the NEET status and these outcomes. The results show that the NEET condition is associated with a negative vision about the future, a low self-perception of transition to adulthood, and internalizing and externalizing health problems. Starting from findings, implications regarding intervention models and future research directions are discussed.
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Affiliation(s)
- Anna Parola
- University of Naples Federico II, Naples, Italy
- Department of Humanities, University of Naples Federico II, Via Porta di Massa, 1, 80133 Naples, Italy
| | - Jenny Marcionetti
- University of Applied Sciences and Arts of Southern Switzerland, Locarno, Switzerland
| | | | - Lucia Donsì
- University of Naples Federico II, Naples, Italy
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Final Editorial: JVB 2015–2022 questions and reflections. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103763] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
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Kim S, Hood M, Creed P, Bath D. “New career” profiles for young adults incorporating traditional and protean career orientations and competencies. CAREER DEVELOPMENT INTERNATIONAL 2022. [DOI: 10.1108/cdi-10-2021-0256] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeUsing latent profile analysis, the authors explored the career profiles of young adult tertiary students (N = 468, 73.9% women; mean age 20 years) to determine the relative importance of traditional career orientation (TCO) and protean career orientation (PCO) beliefs for them.Design/methodology/approachYoung adults studying at university can aspire to traditional career experiences as they believe organizations will support their professional and career development. However, since the development of newer career models, the TCO model has received little research attention compared to the PCO.FindingsThe authors found that the dominant profile exhibited average levels of TCO, PCO and career competencies, and that this mixed profile was associated with more mature career identity development and greater organizational commitment. A second profile, with low TCO, average PCO and career competencies, showed a similar level of career maturity to the mixed profile, but exhibited less organizational commitment. A third profile, with average TCO, low PCO and career competencies, especially vocational identity awareness, was related to less career development and organizational commitment.Originality/valueThe findings suggest that a mixed traditional-protean orientation is common in young adult tertiary students and that the development of a vocational identity is important for positive career outcomes, regardless of orientation.
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Donald WE. Application of Career Ecosystems Theory and the New Psychological Contract to the Field of Project Management: Toward a Conceptual Model. PROJECT MANAGEMENT JOURNAL 2022. [DOI: 10.1177/87569728221118873] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The purpose of this article is to explore how different actors can operate within a project management ecosystem to sustain a pool of project management personnel with the knowledge, skills, and abilities of the standards required to support successful project delivery into the future. A new conceptual model is presented offering a set of six propositions whereby professional associations mediate the relationship between project management personnel and employers. The article advances understanding of career ecosystems theory and the new psychological contract via application to a new domain of project management. Practical implications and future research opportunities are also discussed.
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Affiliation(s)
- William E. Donald
- Southampton Business School, University of Southampton, Hampshire, UK
- Ronin Institute, Montclair, NJ, USA
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The Effect of Perceived Organizational Support and Employee Care on Turnover Intention and Work Engagement: A Mediated Moderation Model Using Age in the Post Pandemic Period. SUSTAINABILITY 2022. [DOI: 10.3390/su14159125] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The purpose of this study was to adopt the well-established and mature job demands–resources model (JD-R), and to extend its model to work engagement and turnover intention of frontline healthcare personnel. Using the cross-sectional survey and partial least squares path modeling tools, the results showed that perceived organizational support had a negative impact on the turnover intention of frontline healthcare staff. This finding is important because it shows how the medical system managers can buffer the negative impact of a lack of job resources on the work engagement of employees in terms of personal strategies, such as the psychological pressure in coping with a high workload. Compared with employee care, perceived organizational support for the respondents had a positive impact on work engagement, whereas work engagement had a negative impact on turnover intention. This study successfully integrated the literature on job resources, work engagement, and turnover intention to determine the real needs of frontline medical personnel.
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The Conceptualisation of Weather as a Career Metaphor. SUSTAINABILITY 2022. [DOI: 10.3390/su14148856] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/01/2023]
Abstract
This paper aims to offer an accessible, flexible, and homogenised approach to career counselling and career development via the conceptualisation of a new metaphor in response to evolving careers and labour markets. The research question asks: How can Weather as a Career Metaphor (WCM) offer an accessible tool for career counsellors to use with their clients across their lifespans? The theoretical framework draws together sustainable career theory and conservation of resources theory, and is complemented by the author’s decade of experience providing mentoring and career coaching to individuals across the globe. The WCM is constructed of ten elements of weather that apply to different contexts and across the lifespan. These include sun, rain, drought, thunder and lightning, ice, fog, tailwind, headwind, tornado, and rainbow. The contribution comes from the conceptualisation of a new metaphor which is theoretically grounded whilst also ensuring practical relevance via accessibility and flexibility. The WCM offers a versatile tool as part of a more comprehensive toolkit for career counsellors to help their clients to understand potential challenges within contemporary labour markets. This facilitates individuals to take ownership of their careers, acquire personal resources, and take proactive steps to prepare themselves for sustainable careers across their lifespans.
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Baumer de Azevedo MC, De Hauw S, Semeijn J, van Vuuren T. Do parallel career tracks harm professionals more than single career tracks? AUSTRALIAN JOURNAL OF CAREER DEVELOPMENT 2022. [DOI: 10.1177/10384162221110366] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Parallel career tracks have become more prevalent today, especially in Brazil, where more than a quarter of all postgrads have one. Despite its growing popularity, little research has tapped into this new career phenomenon. This study examines whether having a parallel career track leads to negative work outcomes related to sustainable careers, such as higher absenteeism and lower engagement, in comparison to a single career track. Cross-sectional and longitudinal data were gathered from 380 and 102 Brazilian professionals respectively, who filled out an online survey. A normal and a repeated-measures multivariate analysis of variance were used to examine whether work outcomes differed between those with parallel career tracks versus single career tracks. The findings indicate that parallel career tracks do not have different effects on individual sustainable employability outcomes when compared to single career tracks, including employability, engagement, absenteeism, presenteeism, and burnout. Therefore, organizations can face this new career trend without reluctance as it does not harm individual work outcomes related to sustainable careers. This study contributes significantly to improving the understanding of this new career format by examining the impact of parallel career tracks on individual work outcomes through a longitudinal design.
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Affiliation(s)
| | - Sara De Hauw
- Open Universiteit, Heerlen, the Netherlands; Ghent University, Gent, Belgium
| | - Judith Semeijn
- Open Universiteit, Heerlen, the Netherlands; Research Centre for Education and the Labour Market (ROA), Maastricht University, the Netherlands
| | - Tinka van Vuuren
- Open Universiteit, Heerlen, the Netherlands; Loyalis & Consult, Heerlen, The Netherlands
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Is Sport Coaching a Social Sustainable Profession for Women? Analysing the Experiences of Women Coaches in Spain. SUSTAINABILITY 2022. [DOI: 10.3390/su14137846] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
While there are several studies showing the importance of social sustainability in different settings (e.g., Democracy and Governance: the Role of Sport Governing Bodies, urban planning, architecture) there is a lack of studies investigating social sustainability in the sports coaching profession, and even less research has specifically addressed women coaches. Using Barron and Gauntlett’s model of social sustainability (2002), the purpose of this study was to analyze the women coaches’ experiences of their profession and the extent to which it is a sustainable livelihood for women coaches. Semi-structured interviews with 20 women coaches were conducted from a variety of sports and performance levels. From a social sustainability perspective, the women coaches’ experiences were analyzed using Barron and Gauntlett’s principles of equity, diversity, interconnectedness, and democracy and governance to ascertain their quality of life. Our findings reveal that women coaches face multiple barriers and difficult working conditions in their profession, yet they continue to be committed to coaching largely because of the strong positive interpersonal relationships and social interactions they have with their sporting community. This study shines a light on the extent to which coaching is a livable and sustainable profession for women coaches today and highlights the importance of considering social sustainability principles to improve the experiences of women in the sports coaching profession.
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Abkhezr P, McMahon M. The intersections of migration, app-based gig work, and career development: implications for career practice and research. INTERNATIONAL JOURNAL FOR EDUCATIONAL AND VOCATIONAL GUIDANCE 2022; 24:1-19. [PMID: 35755081 PMCID: PMC9211783 DOI: 10.1007/s10775-022-09556-w] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 08/31/2021] [Accepted: 06/01/2022] [Indexed: 06/15/2023]
Abstract
The incidence of app-based gig work is expanding rapidly in developed global north countries. Many app-based gig workers are migrants from developing global south countries searching for a better life in their resettlement countries. App-based gig work, however, is insecure, irregular and potentially precarious. Access to decent work is vital for migrants' integration after resettlement and also their career development. In the context of the decent work agenda, this article explores the intersections of migration, app-based gig work, and southern migrants' career development in the global north and considers the implications for career practice and research.
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Affiliation(s)
- Peyman Abkhezr
- School of Applied Psychology, Griffith University, Parklands Drive, Southport, Gold Coast, QLD 4215 Australia
| | - Mary McMahon
- School of Education, The University of Queensland, Brisbane, Australia
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Manuti A, Van der Heijden B, Kruyen P, De Vos A, Zaharie M, Lo Presti A. Editorial: How Normal Is the New Normal? Individual and Organizational Implications of the COVID-19 Pandemic. Front Psychol 2022; 13:931236. [PMID: 35800919 PMCID: PMC9253824 DOI: 10.3389/fpsyg.2022.931236] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/28/2022] [Accepted: 05/31/2022] [Indexed: 11/29/2022] Open
Affiliation(s)
- Amelia Manuti
- Department of Education, Psychology, Communication, Università “Aldo Moro” di Bari, Bari, Italy
- *Correspondence: Amelia Manuti
| | - Beatrice Van der Heijden
- Institute for Management Research, Radboud University, Nijmegen, Netherlands
- Open Universiteit, Heerlen, Netherlands
- Department of Marketing, Innovation, and Organisation, Ghent University, Ghent, Belgium
- School of Business, Hubei University, Wuhan, China
- Kingston Business School, Kingston University, London, United Kingdom
| | - Peter Kruyen
- Institute for Management Research, Radboud University, Nijmegen, Netherlands
| | - Ans De Vos
- Antwerp Management School, University of Antwerp, Antwerp, Belgium
| | - Monica Zaharie
- Department of Management, Babes-Bolyai University, Cluj-Napoca, Romania
| | - Alessandro Lo Presti
- Department of Psychology, Università della Campania “Luigi Vanvitelli”, Caserta, Italy
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Wang L, Chen Y. Success or growth? Distinctive roles of extrinsic and intrinsic career goals in high-performance work systems, job crafting, and job performance. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103714] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/19/2022]
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36
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Koçak O, Ergin M, Younis MZ. The Associations between Childhood Experiences and Occupational Choice Capability, and the Mediation of Societal Gender Roles. Healthcare (Basel) 2022; 10:healthcare10061004. [PMID: 35742055 PMCID: PMC9223097 DOI: 10.3390/healthcare10061004] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/21/2022] [Revised: 05/17/2022] [Accepted: 05/27/2022] [Indexed: 11/16/2022] Open
Abstract
Experiences in family, school, and social life during childhood are associated with gender roles and occupational choice capability. This study examines how competent individuals are in occupational choice capability and the relationships of childhood experiences and gender roles with their competencies in occupational choice capability. The research is composed of 805 individuals aged 18 and older, who reside in Turkey. In the research, we used the Personal Information Form, Childhood Experiences Scale, Gender Roles Attitude Scale, and The Scale of Occupational Choice Capability. The SPSS 25 program and PROCESS-Macro were used to analyze the variables. The relationship between the scales was investigated using Pearson correlation analysis and multiple regression analysis. According to the findings we obtained, individuals’ family and school life were positively correlated with their career choices, and family function sexism harmed their choice of profession. We also found gender roles had a mediating role in the relationship between school life and career choice.
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Affiliation(s)
- Orhan Koçak
- Faculty of Health Science, Istanbul University—Cerrahpasa, Istanbul 34320, Turkey;
- Correspondence:
| | - Meryem Ergin
- Faculty of Health Science, Istanbul University—Cerrahpasa, Istanbul 34320, Turkey;
| | - Mustafa Z. Younis
- College of Health Sciences, Jackson State University, 350 W. Woodrow Wilson Dr., Jackson, MS 39213, USA;
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van Leeuwen EH, Knies E, van Rensen ELJ, Taris TW. Stimulating Employability and Job Crafting Behaviour of Physicians: A Randomized Controlled Trial. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19095666. [PMID: 35565061 PMCID: PMC9105376 DOI: 10.3390/ijerph19095666] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 04/13/2022] [Revised: 05/02/2022] [Accepted: 05/04/2022] [Indexed: 12/04/2022]
Abstract
The demanding work context of physicians challenges their employability (i.e., their ability and willingness to continue to work). This requires them to proactively manage their working life and employability, for instance, through job crafting behaviour. This randomized controlled intervention study aimed to examine the effects of a personalized feedback report on physicians’ employability and job crafting behaviour. A total of 165 physicians from two hospitals in a large Dutch city were randomly assigned to a waitlist control or intervention group in May 2019. Physicians in the intervention group received access to a personalized feedback report with their employability scores, suggestions to improve these and to engage in job crafting. Participants completed a pre-test and eight weeks later a post-test. RM MANOVAs and RM ANOVAs showed that the intervention enhanced participants’ perceptions of their mental (F (1,130) = 4.57, p < 0.05) and physical (F (1,135) = 16.05, p < 0.001) ability to continue working. There was no effect on their willingness to continue to work. Furthermore, while job crafting behaviour significantly increased over time, the personalized feedback report did not account for this change. This low-investment intervention is relevant for organizations to stimulate employees’ proactivity and create positive perceptions of their ability to continue to work. Moreover, this study contributes to the literature by examining a novel approach of a job crafting intervention that does not require many resources to implement.
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Affiliation(s)
- Evelien H. van Leeuwen
- Department of Quality and Patient Safety, University Medical Center Utrecht, Heidelberglaan 100, 3584 CX Utrecht, The Netherlands;
- School of Governance, Utrecht University, Bijlhouwerstraat 6, 3511 ZC Utrecht, The Netherlands;
- Correspondence:
| | - Eva Knies
- School of Governance, Utrecht University, Bijlhouwerstraat 6, 3511 ZC Utrecht, The Netherlands;
| | - Elizabeth L. J. van Rensen
- Department of Quality and Patient Safety, University Medical Center Utrecht, Heidelberglaan 100, 3584 CX Utrecht, The Netherlands;
| | - Toon W. Taris
- Department of Social, Health and Organizational Psychology, Utrecht University, Heidelberglaan 1, 3584 CS Utrecht, The Netherlands;
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Feng M, Li JJ, Xiong XY. Institutional Pressures, High-Performance Work Systems, and Marketability: The Moderating Role of Organizational Inertia. JOURNAL OF APPLIED BEHAVIORAL SCIENCE 2022. [DOI: 10.1177/00218863221096164] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
This article constructs a conceptual model to explore the mechanism underlying the relationship between institutional pressures and perceived marketability through the perception of high-performance work systems (HPWSs) and tests organizational inertia as a moderator. Based on survey data from 73 senior HR managers and 291 grassroots employees of 73 manufacturing state-owned enterprises in Southwestern China, multilevel structural equation modeling shows that institutional pressures are positively related to perceived internal and external marketability. The perception of HPWSs fully mediates the relationship between institutional pressures and perceived internal marketability, and organizational inertia is a catalyst that strengthens the first stage of the indirect effect. However, the perception of HPWSs is found to have no mediation effect on the relationship between institutional pressures and external marketability. As such, this study provides theoretical and empirical insights into institutional pressures, HPWSs, and marketability.
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Affiliation(s)
- Ming Feng
- School of Economics and Business Administration, Chongqing University, Chongqing, China
| | - Jin-Jing Li
- School of Economics and Business Administration, Chongqing University, Chongqing, China
| | - Xue-Yuan Xiong
- School of Business Administration, Chongqing Technology and Business University, Chongqing, China
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39
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Impact of Self-Perceived Employability on Sustainable Career Development in Times of COVID-19: Two Mediating Paths. SUSTAINABILITY 2022. [DOI: 10.3390/su14073753] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The outbreak of COVID-19 added further stress to individuals’ work life, and employability may be especially important to help individuals to pursue sustainable career success in such a context. However, previous studies that examined the impact and the mechanisms of employability on sustainable career success are lacking, especially in the context of pandemic threat. Based on conservation of resource theory (COR), the current study aims to explore whether and how employability, as an important resource, reduced work-related emotional exhaustion and increased work engagement during the COVID-19 pandemic. We expected that self-perceived employability would reduce emotional exhaustion and increase work engagement. We further expected that coping strategy mediated the effect of self-perceived employability on emotional exhaustion, and career commitment mediated its effect on work engagement. Data were collected via a national survey in China among a sample of 4990 human resource practitioners from October to December 2020 amid the COVID-19 outbreak. The proposed model was tested with structural equation modelling. Results supported the proposed model. Self-perceived employability reduced emotional exhaustion and to a larger extent, increases work engagement. The two mediating effects were of partial mediation. The implications of the results for theory and practice are discussed.
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Picco E, Houkes I, De Rijk A, Miglioretti M. The MAastricht Instrument for Sustainable Employability - Italian version (MAISE-IT): a validation study. BMC Public Health 2022; 22:541. [PMID: 35303849 PMCID: PMC8933982 DOI: 10.1186/s12889-022-12872-z] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/27/2021] [Accepted: 02/28/2022] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Governments and employers aim to promote sustainable employability (SE) in aging societies. In the Netherlands, an instrument for capturing the employee perspective on SE, the MAastricht Instrument for Sustainable Employability (MAISE-NL), has recently been developed. This study seeks to validate the Italian version of the MAISE (MAISE-IT). METHODS The MAISE-IT (a translated and culturally adapted version of the MAISE for the Italian population), the Work-Health Balance questionnaire and a demographic survey (age, gender, education, and occupational activity) were completed online by 455 respondents (328 public administration workers and 127 respondents recruited from social networks). Construct and criterion validity were tested by CFA; reliability, correlational analyses and subgroup differences with ANOVAs. RESULTS The CFA analysis revealed that the MAISE-IT consists of 12 scales distributed in four areas: (1) Meaning of SE; (2) Level and Factors affecting SE; (3) Overall responsibility for SE; and (4) Responsibility for factors affecting SE. Construct and criterion validity and reliability were good. Italian workers reported a moderately high level of SE. They regarded employers to be somewhat more responsible for SE than employees. CONCLUSIONS This study showed the validity of the MAISE-IT in the Italian context. The MAISE-IT is valuable for tapping employees' needs in order to develop SE interventions tailored to the employee perspective.
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Affiliation(s)
- Eleonora Picco
- Department of Psychology, Bicocca Center for Applied Psychology - BiCApP, University of Milano-Bicocca, 20126, Milan, Italy.
| | - Inge Houkes
- Department of Social Medicine, Faculty of Health, Medicine and Life Sciences, CAPHRI Care and Public Health Research Institute, Maastricht University, PO Box 616, 6200, MD, Maastricht, The Netherlands
| | - Angelique De Rijk
- Department of Social Medicine, Faculty of Health, Medicine and Life Sciences, CAPHRI Care and Public Health Research Institute, Maastricht University, PO Box 616, 6200, MD, Maastricht, The Netherlands
| | - Massimo Miglioretti
- Department of Psychology, Bicocca Center for Applied Psychology - BiCApP, University of Milano-Bicocca, 20126, Milan, Italy
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41
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Systematic Review of Intervention Studies to Foster Sustainable Employability Core Components: Implications for Workplace Promotion. SUSTAINABILITY 2022. [DOI: 10.3390/su14063300] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/01/2023]
Abstract
This review aims to outline the effectiveness of employer-initiated workplace interventions in promoting sustainable employability (SE), which means developing workers’ capabilities to foster productivity, health, and valuable work in the long term. A systematic search of the literature is performed in three databases covering the period from January 1999 to February 2022. Fourteen studies are included. Considering SE core components, all interventions cover the valuable work component in terms of content, and the majority also cover the health component. Interventions addressing at least three SE components have more positive effects on SE outcomes. More positive effects are found for valuable work outcomes. Overall, the findings highlight the importance of developing workplace interventions considering a comprehensive model of SE and promoting an organizational culture for SE. Future directions and limits are discussed.
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42
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Hallpike H, Vallée-Tourangeau G, Van der Heijden B. A Distributed Interactive Decision-Making Framework for Sustainable Career Development. Front Psychol 2022; 12:790533. [PMID: 35250691 PMCID: PMC8896176 DOI: 10.3389/fpsyg.2021.790533] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/06/2021] [Accepted: 12/09/2021] [Indexed: 11/13/2022] Open
Abstract
The purpose of this article is to present a new distributed interactive career decision-making framework (diCDM) in which person and context together determine the development of a sustainable career. We build upon recent theories from two disciplines: decision theory and career theory. Our new conceptual framework incorporates distributed stakeholders into the career decision-making process and suggests that individuals make decisions through a system of distributed agency, in which they interact with their context to make each career decision, at varying levels of participation, from proactive to reactive. We focus on two key career decision-making drivers originating from the person (exercising personal agency and seeking meaning), and two key drivers from the career context (making demands on an individual’s resources and affording scripts). This manuscript challenges the individual-driven approach to career development, and instead proposes that a process of distributed career decision-making takes place between each person and the various stakeholders, both individual and institutional, that also drive their career. Career seekers and counselors can use this framework to supplement an individual-focused approach and incorporate the role of distributed decision-makers in sustaining an individual’s career. Empirical research is needed to explore and test the applicability of the framework to career decisions in practice.
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Affiliation(s)
- Helen Hallpike
- Kingston Business School, Kingston University, Kingston upon Thames, United Kingdom
| | | | - Beatrice Van der Heijden
- Institute for Management Research, Radboud University Nijmegen, Nijmegen, Netherlands.,Faculty of Management, Open Universiteit, Heerlen, Netherlands.,Department of Marketing, Innovation, and Organisation, Ghent University, Ghent, Belgium.,Business School, Hubei University, Wuhan, China.,Kingston Business School, Kingston University, Kingston upon Thames, United Kingdom
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43
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McDonald KS, Hite LM, O’Connor KW. Developing sustainable careers for remote workers. HUMAN RESOURCE DEVELOPMENT INTERNATIONAL 2022. [DOI: 10.1080/13678868.2022.2047148] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
| | - Linda M. Hite
- Organizational Leadership, Purdue University Fort Wayne, Fort Wayne, IND, USA
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44
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Van der Heijden BIJM, Davies EMM, Linden D, Bozionelos N, De Vos A. The relationship between career commitment and career success among university staff: The mediating role of employability. EUROPEAN MANAGEMENT REVIEW 2022. [DOI: 10.1111/emre.12503] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Beatrice I. J. M. Van der Heijden
- Institute for Management Research Radboud University Nijmegen The Netherlands
- Faculty of Management Open Universiteit Heerlen The Netherlands
- Department of Marketing, Innovation and Organisation Ghent University Ghent Belgium
- Business School Hubei University Wuhan China
- Kingston Business School Kingston University London UK
| | | | - Dimitri Linden
- Department of Psychology, Education, and Child Studies Erasmus University Rotterdam Rotterdam The Netherlands
| | | | - Ans De Vos
- Next Generation Work Center Antwerp Management School Antwerp Belgium
- Faculty of Business and Economics University of Antwerp Antwerp Belgium
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45
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Scholarios D, Van der Heijden B. Supervisor-Subordinate Age Dissimilarity and Its Impact on Supervisory Ratings of Employability: Does Supportive Learning Context Make a Difference? Front Psychol 2022; 12:763746. [PMID: 34975654 PMCID: PMC8717882 DOI: 10.3389/fpsyg.2021.763746] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/24/2021] [Accepted: 10/31/2021] [Indexed: 11/13/2022] Open
Abstract
Status incongruence resulting from a supervisor who is younger than their subordinate potentially leads to age stereotyping of employees. This article investigates the relationship between age difference and supervisory ratings of five competence-based measures of subordinate employability (Occupational Expertise, Anticipation/Optimisation, Personal Flexibility, Corporate Sense, and Balance). In addition, we consider the buffering role of a supportive learning context which allows older workers access to learning resources. Learning context is represented by duration of the supervisory relationship, perceived organizational learning climate and participation in, and application of, training and development. Using 295 dyads of employees and their direct supervisors in a Dutch building company, findings show that age dissimilarity reflecting status incongruence was related to lower supervisory ratings of Occupational Expertise (job-related competence) and Corporate Sense (social/organizational competence) regardless of learning context. Longer duration relationships exacerbated, rather than buffered, the age difference effect on some types of supervisory ratings. The implications of these findings for age stereotyping with regard to employability are considered.
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Affiliation(s)
- Dora Scholarios
- Department of Work, Employment and Organisation, University of Strathclyde, Glasgow, United Kingdom
| | - Beatrice Van der Heijden
- Institute for Management Research, Radboud University Nijmegen, Nijmegen, Netherlands.,Faculty of Management, Open Universiteit, Heerlen, Netherlands.,Department of Marketing, Innovation and Organisation, Ghent University, Ghent, Belgium.,Business School, Hubei University, Wuhan, China.,Kingston Business School, Kingston University, Kingston Upon Thames, United Kingdom
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46
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A qualitative exploration of solo self-employed workers' career sustainability. JOURNAL OF VOCATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.jvb.2022.103692] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
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47
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Shao Y, Goštautaitė B, Wang M, Ng TWH. Age and sickness absence: Testing physical health issues and work engagement as countervailing mechanisms in a cross‐national context. PERSONNEL PSYCHOLOGY 2021. [DOI: 10.1111/peps.12498] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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48
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Spurk D, Hofer A, Hirschi A, De Cuyper N, De Witte H. Conceptualizing career insecurity: Toward a better understanding and measurement of a multidimensional construct. PERSONNEL PSYCHOLOGY 2021. [DOI: 10.1111/peps.12493] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Daniel Spurk
- Department of Work and Organizational Psychology University of Bern Bern Switzerland
| | - Annabelle Hofer
- Department of Work and Organizational Psychology University of Bern Bern Switzerland
| | - Andreas Hirschi
- Department of Work and Organizational Psychology University of Bern Bern Switzerland
| | - Nele De Cuyper
- Research Group Work Organizational and Personnel Psychology KU Leuven Leuven Belgium
| | - Hans De Witte
- Research Group Work Organizational and Personnel Psychology KU Leuven Leuven Belgium
- Optentia Research Focus Area North‐West University Vanderbijlpark South Africa
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49
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Steiner R, Hirschi A, Akkermans J. Many Roads Lead to Rome: Researching Antecedents and Outcomes of Contemporary School-To-Work Transitions. JOURNAL OF CAREER DEVELOPMENT 2021. [DOI: 10.1177/08948453211063580] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Affiliation(s)
- Rebekka Steiner
- Department of Work and Organisational Psychology, University of Bern, Bern, Switzerland
| | - Andreas Hirschi
- Department of Work and Organisational Psychology, University of Bern, Bern, Switzerland
| | - Jos Akkermans
- School of Business and Economics, Vrije Universiteit Amsterdam, Amsterdam, Netherlands
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50
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Van der Heijden B, Nauta A, Fugate M, De Vos A, Bozionelos N. Ticket to Ride: I-deals as a Strategic HR Tool for an Employable Work Force. Front Psychol 2021; 12:769867. [PMID: 34880816 PMCID: PMC8645842 DOI: 10.3389/fpsyg.2021.769867] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/02/2021] [Accepted: 10/20/2021] [Indexed: 11/23/2022] Open
Abstract
We describe how idiosyncratic deals (I-deals), in this case I-deals focused on workers’ employability enhancement, can serve as a powerful strategic HR tool for simultaneously meeting both the strategic goals of employers and the career goals of employees. Building on a sustainable career perspective, I-deals are interpreted as highly valuable, as they can help individual employees to more easily adapt to the fast-changing environments that nowadays characterize society and the labor market. After theoretical outlines on the concepts of I-deals and employability, we argue that I-deals can form the basis for integrative employment relationships aimed at employability enhancement. This article concludes with concrete recommendations for practice, indicating that in order to enable the sound use of I-deals as a strategic HR tool, organizations should discuss I-deals and employability openly through constructive dialogue. Moreover, examples for achieving this through specific practices, such as working with employability coaches and world cafés on employability, are described.
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Affiliation(s)
- Beatrice Van der Heijden
- Institute for Management Research, Radboud University Nijmegen, Nijmegen, Netherlands.,Faculty of Management, Open Universiteit Nederland, Heerlen, Netherlands.,Department of Marketing, Innovation and Organisation, Ghent University, Ghent, Belgium.,School of Business, Hubei University, Wuhan, China.,Kingston Business School, Kingston University, London, United Kingdom
| | - Aukje Nauta
- Department of Social, Economic and Organisational Psychology, Leiden University, Leiden, Netherlands
| | - Mel Fugate
- Department of Management and Information Systems, College of Business at Mississippi State University, Mississippi State, MS, United States
| | - Ans De Vos
- Next Generation Work expertise centre, Antwerp Management School, Antwerp, Belgium.,Faculty of Business and Economics, University of Antwerp, Antwerp, Belgium
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