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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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Employability of students in vocational secondary school: Role of psychological capital and student-parent career congruences. Heliyon 2023; 9:e13214. [PMID: 36747514 PMCID: PMC9898065 DOI: 10.1016/j.heliyon.2023.e13214] [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: 03/08/2021] [Revised: 01/19/2023] [Accepted: 01/20/2023] [Indexed: 01/26/2023] Open
Abstract
The main problem of vocational secondary school graduates is unemployment or inactive youth. Apart from developing their ability, external support, particularly from their parents, is also important for students in a collectivistic country like Indonesia. Therefore, this study aims to predict the role of psychological capital and perceived student-parent career congruences to the employability development of vocational secondary school students. Participants were 317 final-year students from rural private vocational secondary schools in Indonesia, 46.23% male and 31.76% female. They were 17-19 years old, mean age of 17.21 and standard deviation of 0.64. The data were analyzed by hierarchical regression analysis. We found that psychological capital and student-parent career congruences were indeed significantly correlated with employability development in the vocational secondary school students. These findings are beneficial for vocational schools in preparing the school program to improve students' psychological ability and work readiness. The results also give some insights for parents to provide facilitative support for their children to make them more employable as vocational graduates.
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Cave AH, Roberts MJ, Muralidharan E. Examining antecedents of repatriates’ job engagement and its influence on turnover intention. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1080/09585192.2022.2145911] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Affiliation(s)
- Adam H. Cave
- Bissett School of Business, Mount Royal University, Calgary, AB, Canada
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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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Deng J, Liu J, Deng W, Yang T, Duan Z. Redefinition and Measurement Dimensions of Sustainable Employability Based on the swAge-Model. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph182413230. [PMID: 34948839 PMCID: PMC8701305 DOI: 10.3390/ijerph182413230] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 10/14/2021] [Revised: 12/09/2021] [Accepted: 12/13/2021] [Indexed: 11/16/2022]
Abstract
Objectives: To solve the labour shortage, we clarify the definition and dimensions of sustainable employability, and make it possible to develop sustainable employability scales in the future and lay the foundation for subsequent quantitative research. Finally, people’s sustainable employability can be improved. Highly sustainable employability employees can continue to work in the labour market and their working lives can be prolonged. Labour market supply will increase and labour shortage will be partly solved. Methods: We discuss the concept of sustainable employability based on some previous studies. Our conclusion is that the existing definitions and measurement dimensions are problematic. The swAge-model, a tool that helps us understand how to make working life more sustainable and healthier for all ages, can be the basis of sustainable employability. Results: We develop a discussion paper concerning the definition and measurement dimensions of sustainable employability using the swAge-model with an added factor of intrinsic work value and the dynamic chain. Conclusions: Our definition of sustainable employability takes environmental factors into consideration and makes it clear that it is not a solely personal characteristic, but the result of an interaction between individuals and the environment, thus distinguishing employability from work ability. We use the swAge-model as a basis to make the composition of our definition more logical and informed. Our measurement dimensions are clearly described to facilitate the future development of a scale, and our concept may ultimately help to extend the working lives of older and retired workers and thus solve the future labour shortage problem.
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Affiliation(s)
- Jianwei Deng
- Beijing Institute of Technology, School of Management and Economics, Haidian District, Beijing 100081, China; (J.D.); (J.L.); (W.D.)
- Sustainable Development Research Institute for Economy and Society of Beijing, Beijing 100081, China
| | - Jiahao Liu
- Beijing Institute of Technology, School of Management and Economics, Haidian District, Beijing 100081, China; (J.D.); (J.L.); (W.D.)
| | - Wenhao Deng
- Beijing Institute of Technology, School of Management and Economics, Haidian District, Beijing 100081, China; (J.D.); (J.L.); (W.D.)
| | - Tianan Yang
- Beijing Institute of Technology, School of Management and Economics, Haidian District, Beijing 100081, China; (J.D.); (J.L.); (W.D.)
- Sustainable Development Research Institute for Economy and Society of Beijing, Beijing 100081, China
- Correspondence: (T.Y.); (Z.D.)
| | - Zhezhe Duan
- Institute of Urban Governance, School of Government, Shenzhen University, Shenzhen 215123, China
- Correspondence: (T.Y.); (Z.D.)
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Liu L, Zhang C, Fang CC. Effects of health-promoting leadership, employee health on employee engagement: employability as moderating variable. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2021. [DOI: 10.1108/ijwhm-07-2020-0122] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeEmployee health is a major challenge for enterprises. Fostering a healthy work environment and promoting employee engagement are key to addressing this challenge. Health-promoting leadership and employee health are the driving forces of corporate development; at the same time, employability is the core element of employee relations. Based on self-determination theory, this study aims to explore the effects of health-promoting leadership and employee health on employee engagement in light of employee employability.Design/methodology/approachThe data of this study encompass 723 valid questionnaires from employees of MSME in China. This study focuses on health-promoting leadership and employee health, engagement relationship and the above relationship moderating by employability.FindingsHealth-promoting leadership plays a key role in the workplace, results show that health-promoting leadership has a positive impact on employee health and employee engagement, while employee health did not have a positive effect on employee engagement. Employability negatively moderated the relationship between employee health and employee engagement.Research limitations/implicationsThis study is based on cross-sectional survey data collected at the COVID-19 pandemic. The pandemic rapidly and continuously changed the organizational responses to employee health. Future studies could utilize longitudinal methods or focus on measurement instruments of the culture of health, to create additional insights about health promoting.Originality/valueThis study adds important knowledge regarding health-promoting leadership and employee health in Chinese MSMEs, an area for which limited research exists. The findings provide insights and knowledge about health-promoting leadership how to affect employee health and to improve engagement outcomes. The findings also identify the moderating role of employability.
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Martini M, Cavenago D, Marafioti E. Enhancing the employability of temporary agency workers: the interplay between agency support and client company investments. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2019.1579750] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
Affiliation(s)
- Mattia Martini
- Department of Sociology and Social Research, University of Milan-Bicocca, Milan, Italy
| | - Dario Cavenago
- Department of Business and Law, University of Milan-Bicocca, Milan, Italy
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Vanderstukken A, Van den Broeck A, Proost K. Theoretische invullingen van fit: inzichten vanuit cognitieve en motivatiepsychologie. GEDRAG & ORGANISATIE 2021. [DOI: 10.5117/go2021.2.004.vand] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
Abstract
Samenvatting
De overeenkomst tussen kenmerken van persoon en omgeving – ‘fit’ genoemd – is nodig opdat mensen zich goed voelen op het werk. In onderzoek worden deze kenmerken echter zelden ingevuld met theoretisch onderbouwde concepten. We komen tegemoet aan deze tekortkoming met concepten uit de construal-leveltheorie en zelf-determinatietheorie. In het eerste onderzoek (twee vignetstudies, N = 202) vonden we dat een sterkere fit bereikt wordt wanneer de medewerker die een grote (kleine) sociale en spatiële afstand ervaart ten opzichte van de leidinggevende, met abstracte (concrete) taal wordt aangesproken. In het tweede onderzoek (drie vignetstudies, N = 473) werd gevonden dat fit bij sollicitanten kan gezien worden als de overeenkomst tussen persoonlijke waarden en de waarden specifiek voor de organisatie, maar ook als de overeenkomst tussen persoonlijke waarden en de waarden typisch voor de sector. Organisatie-specifieke fit krijgt meer invloed naarmate sollicitanten een kleinere afstand ervaren ten opzichte van de organisatie; sectortypische fit krijgt dan minder invloed. In het laatste onderzoek (vragenlijststudie, N = 188) bekeken we fit als de overeenkomst tussen intrinsieke (extrinsieke) persoonlijke waarden en intrinsieke (extrinsieke) organisatiewaarden en toonden we aan dat sollicitanten zich vooral laten leiden door fit in extrinsieke waarden. Wetmatigheden uit beide theorieën worden toegepast om nieuwe inzichten in fit te ontdekken.
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Bargsted M, Yeves J, Merino C, Venegas-Muggli JI. Career success is not always an outcome: its mediating role between competence employability model and perceived employability. CAREER DEVELOPMENT INTERNATIONAL 2021. [DOI: 10.1108/cdi-06-2020-0141] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/21/2022]
Abstract
PurposeCareer success has been understood as an outcome of career goals, achievement and employability resources. Recent research has enlightened its potential effect on career decisions and perceived employability. This paper aims to test the role of career success in the relationship between competence employability and perceived employability.Design/methodology/approachAn online survey was answered by 1,087 graduates from a large nonselective higher education institution that enrolls a significant number of first generation and lower socioeconomic background students. Structural equation modeling was used to examine the mediating role of career success, as was proposed.FindingsSubjective career success partially mediates the relationship between competence employability model and perceived employability. However, objective career success was not related to perceived employability.Research limitations/implicationsThe study made use of a cross-sectional design, which hinders the identification of causal direction.Practical implicationsFor training and education, both employability competences and subjective career success are resources to enhance in order to promote employee's personal beliefs about obtaining and maintaining employment.Originality/valueThis study combines different employability approaches, and their relationship with career success, considering subjective and objective career success as relevant personal resources that could impact self-perceptions and foster career behaviors. Testing the utility of these theoretical models on a group that has been underrepresented in career development studies is also relevant, particularly, the use of gain spiral concept from Conservation of Resources theory.
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How organisations can affect employees’ intention to manage enterprise-specific knowledge through informal mentoring: a vignette study. JOURNAL OF KNOWLEDGE MANAGEMENT 2020. [DOI: 10.1108/jkm-11-2018-0668] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this study is to examine the role of organisational conditions and workplace characteristics in midcareer and senior employees’ intention to volitionally provide career support to junior organisational members, their protégés.
Design/methodology/approach
Hypotheses are tested using multilevel linear modelling on a heterogeneous sample of Dutch employees ages 29 to 69 who participated in a vignette study in the autumn of 2017.
Findings
In line with the hypotheses, the findings of this study show that volitional (informal) mentoring is positively related to an organisation’s endorsement of intrinsic values (e.g. learning opportunities) and negatively to the presence of hindrance demands (e.g. time pressure).
Practical implications
Practitioners could facilitate co-mentor consultation, employ autonomy-supportive direct supervisors and fulfil psychological contract obligations by providing job security and learning opportunities. Organisations could also lower time pressures through job carving.
Originality/value
This study extends extant mentoring research by combining insights from perceived organisational support (POS) and self-determination theory (SDT) to examine the role organisational conditions and workplace characteristics play in aiding or hindering volitional mentoring. It enriches extant knowledge management studies on the link between organisational aspects and (intended) knowledge sharing behaviour by showing that similar organisational motivators predict volitional mentoring, thereby launching a call to study knowledge management through volitional mentoring using a SDT- and POS-based lens. A methodological novelty is the reliance on a vignette study.
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Dello Russo S, Parry E, Bosak J, Andresen M, Apospori E, Bagdadli S, Chudzikowski K, Dickmann M, Ferencikova S, Gianecchini M, Hall DT, Kaše R, Lazarova M, Reichel A. Still feeling employable with growing age? Exploring the moderating effects of developmental HR practices and country-level unemployment rates in the age – employability relationship. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2020. [DOI: 10.1080/09585192.2020.1737833] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
Affiliation(s)
- Silvia Dello Russo
- Department of Human Resources Management and Business Law, TBS Business School, Toulouse, France
| | - Emma Parry
- School of Management, Cranfield University, Cranfield, UK
| | - Janine Bosak
- HRM & Organizational Psychology Group, Dublin City University, Dublin, Ireland
| | - Maike Andresen
- Department of Social Sciences Business Administration and Economics, Otto-Friedrich-University Bamberg, Bamberg, Germany
| | - Eleni Apospori
- Department of Marketing and Communication, Athens University of Economics and Business, Athens, Greece
| | - Silvia Bagdadli
- Department of Management and Technology, Università Bocconi, Milano, Italy
| | | | | | | | | | | | - Robert Kaše
- Faculty of Economics, University of Ljubljana, Ljubljana, UK
| | - Mila Lazarova
- Beedie School of Business, Simon Fraser University, Vancouver, Canada
| | - Astrid Reichel
- Department of Business Management and Economics, University of Salzburg, Salzburg, Austria
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Relationship between employability and turnover intention: The moderating effects of organizational support and career orientation. JOURNAL OF MANAGEMENT & ORGANIZATION 2019. [DOI: 10.1017/jmo.2019.77] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Abstract
AbstractThis study examines the impact of employability on turnover intention by differentiating internal and external employability, and considering the possible moderating roles of perceived organizational support (POS) and career orientation. Using a sample of 411 responses to a two-wave questionnaire survey generated from six cities in China, we find that external employability positively influenced turnover intention, but internal employability negatively influenced turnover intention. The results also indicate that POS had a positive moderating effect only on the relationship between external employability and turnover intention. Furthermore, for employees with disengaged career orientation, external employability exerts a strong impact on turnover intention. This study adds to the limited research empirically linking employability and turnover intention, whereas the findings can be used by HRM practitioners to factor in organizational support and career orientation initiatives that improve the retention of employees with high external employability.
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Abreu Pederzini GD. Realistic egocentrism: caring leadership through an evolutionary lens. CULTURE AND ORGANIZATION 2019. [DOI: 10.1080/14759551.2019.1637875] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
Affiliation(s)
- Gerardo David Abreu Pederzini
- Kent Business School, University of Kent, Chatham, UK
- Escuela de Negocios y Economía, Universidad de las Américas Puebla, San Andrés Cholula, Puebla, México
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Böttcher K, Albrecht AG, Venz L, Felfe J. Protecting older workers’ employability: A survey study of the role of transformational leadership. GERMAN JOURNAL OF HUMAN RESOURCE MANAGEMENT-ZEITSCHRIFT FUR PERSONALFORSCHUNG 2018. [DOI: 10.1177/2397002218763001] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Demographic and labour market changes increase the need to enhance the employability of employees across all ages. The purpose of this study is to explore the role of transformational leadership in employees’ employability. While we hypothesised that age is negatively related to perceived internal and external employability, we expected a positive relationship for transformational leadership, and that transformational leadership would moderate the relationship between age and employability. Hypotheses were tested using a sample of 1006 employees in the German automotive industry. Results show age to be negatively related to internal and external employability, with both relationships being comparably strong. Transformational leadership was positively related to internal and external employability, with the relationship with internal employability being stronger. Moreover, transformational leadership buffered the negative relationship between age and internal employability. These results suggest that transformational leadership is crucial in protecting lifetime employability and that it should be promoted.
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Affiliation(s)
| | | | | | - Jörg Felfe
- Helmut Schmidt Universität, Universität der Bundeswehr Hamburg, Germany
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Vanderstukken A, Proost K, Van Den Broeck A. Subjective PO fit in recruitment: is it always really ‘O’? Organizational values may be industry values, depending on temporal distance. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2018. [DOI: 10.1080/1359432x.2018.1427143] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Arne Vanderstukken
- Department of Work and Organization Studies, KU Leuven, Faculty of Economics and Business, Brussels, Belgium
| | - Karin Proost
- Department of Work and Organization Studies, KU Leuven, Faculty of Economics and Business, Brussels, Belgium
- Psychology Department, Open University of the Netherlands, Heerlen, the Netherlands
| | - Anja Van Den Broeck
- Department of Work and Organization Studies, KU Leuven, Faculty of Economics and Business, Brussels, Belgium
- Vanderbijlpark Campus, North West University, Optentia, Zuid Afrika
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Unanue W, Rempel K, Gómez ME, Van den Broeck A. When and Why Does Materialism Relate to Employees' Attitudes and Well-being: The Mediational Role of Need Satisfaction and Need Frustration. Front Psychol 2017; 8:1755. [PMID: 29066992 PMCID: PMC5641344 DOI: 10.3389/fpsyg.2017.01755] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/12/2017] [Accepted: 09/22/2017] [Indexed: 11/30/2022] Open
Abstract
Materialistic values may be detrimental for people’s well-being. However, we know little about why (i.e., explaining mechanisms) and when (i.e., boundary conditions) this is the case. Although low satisfaction of the psychological needs is said to play a key role in this process, a recent meta-analysis indicates that the explaining power of need satisfaction is limited and suggests that need frustration may be more important. Moreover, although materialism may be detrimental in some life domains, studies in materialistic contexts such as work are lacking, particularly in the non-Western world. In response, we put need frustration to the fore and examine both need satisfaction and frustration as the underlying processes in the relation between materialism and employee attitudes and well-being in two Latin–American countries. The Chilean sample (N = 742) shows that materialism at work is associated with less positive (work satisfaction and engagement) and more negative (burnout and turnover intentions) outcomes, even when controlling for workers’ income. Notably, need frustration explained the detrimental effects of materialism alongside need satisfaction in a unique manner, showing that it is essential to distinguish both constructs. Results were replicated in Paraguay (N = 518) using different positive (organizational commitment and meaning at work) and negative (negative emotions and job insecurity) outcomes, adding to the generalizability of our results across samples of different nations.
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Affiliation(s)
| | - Konrad Rempel
- Business School, Universidad Adolfo Ibáñez, Santiago, Chile
| | - Marcos E Gómez
- Business School, Universidad Adolfo Ibáñez, Santiago, Chile
| | - Anja Van den Broeck
- Faculty of Economics and Business, KU Leuven, Leuven, Belgium.,Optentia, North-West University, Vanderbijlpark, South Africa
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#Trending topics in careers: a review and future research agenda. CAREER DEVELOPMENT INTERNATIONAL 2017. [DOI: 10.1108/cdi-08-2017-0143] [Citation(s) in RCA: 100] [Impact Index Per Article: 14.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Virtually all contemporary scientific papers studying careers emphasize its changing nature. Indeed, careers have been changing during recent decades, for example becoming more complex and unpredictable. Furthermore, hallmarks of the new career – such as individual agency – are clearly increasing in importance in today’s labor market. This led the authors to ask the question of whether these changes are actually visible in the topics that career scholars research. In other words, the purpose of this paper is to discover the trending topics in careers.
Design/methodology/approach
To achieve this goal, the authors analyzed all published papers from four core career journals (i.e. Career Development International, Career Development Quarterly, Journal of Career Assessment, and Journal of Career Development) between 2012 and 2016. Using a five-step procedure involving three researchers, the authors formulated the 16 most trending topics.
Findings
Some traditional career topics are still quite popular today (e.g. career success as the #1 trending topic), whereas other topics have emerged during recent years (e.g. employability as the #3 trending topic). In addition, some topics that are closely related to career research – such as unemployment and job search – surprisingly turned out not to be a trending topic.
Originality/value
In reviewing all published papers in CDI, CDQ, JCA, and JCD between 2012 and 2016, the authors provide a unique overview of currently trending topics, and the authors compare this to the overall discourse on careers. In addition, the authors formulate key questions for future research.
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Martini M, Cavenago D. The role of perceived workplace development opportunities in enhancing individual employability. INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT 2016. [DOI: 10.1111/ijtd.12091] [Citation(s) in RCA: 16] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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How and why does expatriation management influence expatriates’ employability? JOURNAL OF GLOBAL MOBILITY: THE HOME OF EXPATRIATE MANAGEMENT RESEARCH 2016. [DOI: 10.1108/jgm-11-2015-0058] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to offer a timely assessment of the influence of human resource (HR) processes and policies on expatriates’ employability, using a Dutch international engineering firm as the study setting.
Design/methodology/approach
The qualitative study, based on in-depth interviews with 15 respondents in various roles, such as expatriates, repatriates, HR managers and line managers, is complemented by a document analysis of HR policy reports about expatriation processes.
Findings
Expatriation management influences the internal employability of engineering expatriates, yet most HR policies related to expatriation work are counterproductive in terms of in-company employability of expatriates.
Research limitations/implications
Further research could extend this single case study by differentiating engineering from management functions and addressing employability implications for other assignments and other forms of expatriation. Comparisons are also possible across various stakeholders with regard to social support.
Practical implications
HR management can follow several prescriptions revealed by this study to increase expatriates’ employability within the organization.
Originality/value
This study is among the first to relate expatriation processes to the dimensions of employability.
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Forrier A, Verbruggen M, De Cuyper N. Integrating different notions of employability in a dynamic chain: The relationship between job transitions, movement capital and perceived employability. JOURNAL OF VOCATIONAL BEHAVIOR 2015. [DOI: 10.1016/j.jvb.2015.04.007] [Citation(s) in RCA: 67] [Impact Index Per Article: 7.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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Solberg E, Dysvik A. Employees' perceptions of HR investment and their efforts to remain internally employable: testing the exchange-based mechanisms of the ‘new psychological contract’. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2015. [DOI: 10.1080/09585192.2015.1045008] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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Froehlich DE, Beausaert SA, Segers MS. Age, employability and the role of learning activities and their motivational antecedents: a conceptual model. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2014. [DOI: 10.1080/09585192.2014.971846] [Citation(s) in RCA: 32] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/24/2022]
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