Career Sustainability among Dutch and Pakistani Women Managers:A Narrative Analysis

Although a growing body of research addresses the obstacles to women's sustainable careers, little is known about how women managers build sustainable careers. This research contributes to the sustainable career framework by conceptualizing the career sustainability of women managers as a narrative accomplishment. The study includes interviews with eighteen women managers, nine Pakistani and nine Dutch. Five narrative approaches to career sustainability are identified: reinventing, proactive, self-made, devoting, and realigning. Each narrative approach provides a unique perspective on careers based on meaning-making, work-life balance priorities, and the degree of context dependence, resulting in distinct challenges to career sustainability. We also discuss implications for future research and practice

Career Sustainability among Dutch and Pakistani Women Managers:A Narrative Analysis

Although a growing body of research addresses the obstacles to women's sustainable careers, little is known about how women managers build sustainable careers. This research contributes to the sustainable career framework by conceptualizing the career sustainability of women managers as a narrative accomplishment. The study includes interviews with eighteen women managers, nine Pakistani and nine Dutch. Five narrative approaches to career sustainability are identified: reinventing, proactive, self-made, devoting, and realigning. Each narrative approach provides a unique perspective on careers based on meaning-making, work-life balance priorities, and the degree of context dependence, resulting in distinct challenges to career sustainability. We also discuss implications for future research and practice

The Mediating Role of Competency Development Initiatives, and Moderating Role of Age between Work-Life Balance and Sustainable Careers:A comparative study of the Netherlands and Pakistan

A career becomes sustainable when it enables one to remain happy, healthy, and productive. However, the lack of empirical research evaluating the effects of Work-Life Balance (WLB) on all three indicators of career sustainability in the same research setting is a significant knowledge gap in advancing research on sustainable careers. This research aimed to analyze the role of WLB in sustaining employees' careers, investigate the mediating role of competency development initiatives, and examine the moderating role of age in the Netherlands and Pakistan. The study analyzed data from 760 employees in the Netherlands and Pakistan using a quantitative survey-based research methodology. Convenience sampling techniques were used to collect data. Structural equation modeling was used to analyze the data. The results demonstrated that WLB is associated more positively with indicators of sustainable careers for Dutch employees than for Pakistani employees. The study also uncovered differences between the two samples' mediating mechanisms for competency development initiatives. With improved WLB, Pakistani employees become more future-focused and participate in career management activities, while WLB increases Dutch employee participation in learning activities and competency development. Age was determined to be a weak moderator, as the positive effect of WLB on competency development initiatives was only diminished in the Pakistani sample of older employees. This study contributes to the literature on sustainable careers by demonstrating that, while WLB is important for the career sustainability of employees in both cultures, in the individualistic culture of the Netherlands, the career sustainability of employees is more sensitive to their WLB experience. As a result, organizations must invest in providing WLB to their employees, as it is essential for their careers' sustainability

Leeftijd, het psychologisch contract en werkattitudes: Een meta-analyse

Contains fulltext : 90222.pdf (publisher's version ) (Open Access)The meta-analysis investigated the relations between age and psychological contracts. It was expected that age would be positively related to the employer obligations, and that age would moderate the relations between contract breach and job attitudes. The hypotheses were tested by means of a meta-analysis of 76 studies with in total 28,773 respondents. It was found that age is related negatively but marginally to the psychological contract, and that age moderated the relations between psychological contract breach and job attitudes. The relations between contract breach on the one hand and trust and affective commitment on the other hand were stronger for older workers, whereas the relation between contract breach and job satisfaction was stronger among younger workers. The theoretical and practical implications are discussed

Leeftijd, het psychologisch contract, en werkattitudes: een meta-analyse.

The meta-analysis investigated the relations between age and psychological contracts. It was expected that age would be positively related to the employer obligations, and that age would moderate the relations between contract breach and job attitudes. The hypotheses were tested by means of a meta-analysis of 76 studies with in total 28,773 respondents. It was found that age is related negatively but marginally to the psychological contract, and that age moderated the relations between psychological contract breach and job attitudes. The relations between contract breach on the one hand and trust and affective commitment on the other hand were stronger for older workers, whereas the relation between contract breach and job satisfaction was stronger among younger workers. The theoretical and practical implications are discussed