Career sidestep, wage setback? The impact of different types of career breaks on wages.

Research; Impact;

Loopbaanperspectieven op werk: wat we (niet) weten over loopbanen in Vlaanderen.

Vlaanderen;

De opleidingscyclus.

Education and lifelong learning; Labour market; Onderwijs en levenslang leren; Arbeidsmarkt;

Wie neemt deel aan bedrijfsopleiding? Determinanten van de participatie aan opleiding.

Education and lifelong learning; Labour market; Onderwijs en levenslang leren; Arbeidsmarkt;

The winner takes it all, the loser has to fall:Provoking the agency perspective in employability research

In this paper, we provoke the strong focus on personal agency in employability research. We counter three dominant assumptions in the literature, namely, (a) that employability is an individual asset, (b) that employability is owned by the individual, and (c) that employability leads to positive outcomes. A key observation is that the three dominant theories that are being used in employability studies, namely, human capital theory, conservation of resources theory, and social exchange theory, also question these core agency assumptions that form the basis of those studies. Based on these theories, we identify three blind spots in employability research: Employability is (a) contextual, (b) relational, and (3) polarising. Taken together, we make the case that the agency perspective overlooks a potential dark side of employability: The winner takes it all, the loser has to fall. We outline a future research agenda on this potential dark side of employability

Are we talking about the same thing? The case for stronger connections between graduate and worker employability research

Purpose and approach: This article presents the case for creating stronger connections between research on graduate and worker employability. We offer a narrative review of commonalities and differences between these research streams and offer thoughts and suggestions for further integration and mutual learning. Findings: We outline some of the main theories and concepts in the graduate and worker employability domains. Furthermore, we analyze how these show considerable overlap, though they have barely connected with each other yet. We also formulate an agenda for future research that would spur stronger connections between the fields. Finally, we turn to our fellow authors, reviewers, and editors to encourage a more open approach to each other\u27s work that would enable more cross-fertilization of knowledge. Implications: We hope our narrative review, critical analysis and future research suggestions will lead to more collaborations and mutual learning among employability researchers in the educational, career and psychology areas. © 2023, Jos Akkermans, William E. Donald, Denise Jackson and Anneleen Forrier

Temporary employment and employability: training opportunities and efforts of temporary and permanent employees.

The rise of temporary employment contributes to the fact that people can no longer count on life time employment with one employer. The conclusion that life time employment within the same organisation is no longer a prerogative for all, inspires the search for new career concepts. 'Life time employability' is often put forward as an alternative to 'life time employment'. A successful career is, then, believed to be assured by having and obtaining the appropriate capacities for being continuously employable on the internal and external labour market during one's working life. At first sight, temporary employment relations and employability go hand in hand. For temporary employment is less dramatic when it is linked to a higher employability. The career opportunities of temporary workers are safeguarded by their employability. Opponents, however, add some critical observations to this statement and claim that contractual flexibility and employability enhancement are at odds. In this article, we deal with this question. If temporary employment and employability enhancing activities are at odds, temporary employees get less facilities to expand their employability. This can have important implications for the career opportunities of temps. We compare the employability enhancing activities of temporary and permanent employees. We study one central employability enhancing activity, namely training. Firstly, we have a look at the capacity and the willingness of temporary and permanent employees to participate in training in order to enhance their employability. Secondly, we also study the training opportunities that are offered by employers to temporary and permanent employees. The results indicate that, although temps do largely take responsibility for their own training, they get less opportunities to enhance their employability than permanent employeEmployment;