Developmental proactivity and professional ability as older workers’ employability resources:A longitudinal study explaining career events

This four-year longitudinal study examines how two facets of employability-professional ability and developmental proactivity-are linked to career events among workers ages 45 years and older. We construe employability as a personal resource that predicts a higher likelihood of experiencing positive career events and a lower likelihood of experiencing negative ones. Results reveal that developmental proactivity leads to a higher probability of internal promotion, while professional ability leads to a lower probability of salary loss, demotion, and unemployment. The findings indicate that these two facets of employability can offer critical insights for understanding the career events of older workers.</p

Longitudinal Relationships Between Organizational Justice, Productivity Loss, and Sickness Absence Among Older Employees

Purpose The aim of this study was to assess whether organizational justice lowers productivity loss and sickness absence, and whether there are reverse effects of productivity loss and sickness absence on organizational justice.Method A longitudinal study with 2 years of follow-up was conducted among employed persons aged 45–64 years from the Study on Transitions in Employment, Ability and Motivation (STREAM). Participants (N = 7011) yearly filled out an online questionnaire. Structural equation modeling in LISREL was conducted to assess the longitudinal relation-ships between distributive justice of salary, distributive justice of appreciation, procedural justice, productivity loss, and sick-ness absence. Results Both distributive justice of appreciation and procedur-al justice contributed to lower productivity loss and lower sickness absence at 1-year follow-up. Productivity loss in-creased perceptions of distributive justice of appreciation at 1-year follow-up, whereas sickness absence lowered both per-ceptions of distributive justice of appreciation and procedural justice at follow-up. Conclusion Improving organizational justice lowers the risk of productivity loss and sickness absence and may be a useful tool to improve the productivity of organizations