With a little help from my friends: adopting a P-E fit perspective in understanding the value of organizational learning climate for sustainable employability

PurposeThe 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.DesignIn total, 211 members of the support staff of a Dutch university completed a survey. Hierarchical stepwise regression analysis was used to analyze the data.FindingsOnly 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 implicationsOur 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.OriginalityOur 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

"I just can't take it anymore" : how specific work characteristics impact younger versus older nurses' health, satisfaction, and commitment

Given the increasing shortage of active nurses in industrialized countries throughout the world, it is of utmost importance to protect their health, satisfaction, and commitment so that they can continue working in their healthcare institution. Building upon the proposed pattern of specific relationships developed by Houkes et al. (2003), we investigated a model of relationships among working conditions (quantitative, emotional, and physical demands), labor relations (quality of interpersonal relations and psychological support), work content (meaning of work, influence at work), and employment conditions (opportunities for development) on the one hand, and health, job satisfaction, and institutional affective commitment on the other hand, for younger versus older nurses. We used data of 3,399 nurses from the Netherlands and 3,636 nurses from Poland from the larger European Nurses' Early Exit Study (NEXT) and performed longitudinal structural equation modeling (SEM) and multi-group analyses. The results showed that the proposed pattern of relationships generally holds, but that the nurses' level of commitment is more determined by meaning of work than by opportunities for development and that psychological support is associated with job satisfaction (and not only with burnout as hypothesized, in both the Netherlands and Poland). Comparing younger (<40 years) versus older (≥40 years) nurses, we found ample support for differences in the proposed model relationships across age category, some being in line with and some being contradictory to our expectations. We argue that a non-normative, tailor-made approach to aging at work might help us to protect the nurses' career sustainability across the life span. This study provides evidence-based practical recommendations on how to enhance the health, job satisfaction, and commitment of nurses throughout their working life.status: publishe

Menopause and sustainable career outcomes : a science mapping approach

This paper provides a systematic review of the phenomenon of menopause at the workplace from a sustainable career perspective, by highlighting its major themes along with the evolution and tendencies observed in this field. A conceptual science mapping analysis based on co-word bibliographic networks was developed, using the SciMAT tool. From 1992 to 2020, 185 documents were retrieved from the Web of Science. In the first analyzed time span (1992-2002), , , and appeared to be the motor themes (well-developed and important for the structure of the discipline under focus), and was an emerging or disappearing theme in the phenomenon under research. In the second studied period (2003-2013), and were motor themes, was a basic or transversal theme (important for the discipline but not well-developed), was a specialized theme (well-developed but less important for the structure of the research field), and was an emerging or disappearing theme (both weakly developed and marginal to the field). In the third studied period (2014-2020), , , and were motor themes, was a specialized theme and and were emerging or disappearing themes. Sustainability of women's careers in the second half of life is of increasing importance given the increasing equal representation of men and women in working organizations, and the impact of the changing nature of work in the 21st century on older workers

Nurses' perception of feedback on quality measurements: Development and validation of a measure

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HRM philosophies and policies in semi-autonomous agencies : identification of important contextual factors

Although a contextual perspective in HRM research has been strongly advocated, empirical evidence on how context shapes HRM is still lacking. This study explored HRM philosophies and policies in Dutch semi-autonomous government agencies and how they are shaped. These agencies were given considerable autonomy by central government with regard to their HRM philosophies and policies in order to make more effective use of their human capital. Based on our findings from thirty semi-structured interviews with HRM managers, we identified that (a) facilitation philosophies are dominant, while accumulation philosophies are less present and utilization philosophies nonexistent; (b) mixed philosophies are present in some cases; (c) ability- and motivation-enhancing policies are dominant, while opportunity-enhancing policies are less present; (d) similarities in HRM are strongly shaped by external factors; and that (e) differences in HRM are strongly shaped by internal factors

“Handle with care”:The mediating role of schedule i-deals in the relationship between supervisors' own caregiving responsibilities and employee outcomes

Drawing on theories of perspective-taking and i-deals, this study explores the impact of supervisors' own caregiving responsibilities for elders and parental status on subordinates' schedule i-deals. Moreover, we investigate the extent to which schedule i-deals mediate the relationship between supervisors' caregiving responsibilities and two employee outcomes: satisfaction with work–family balance and turnover intentions. Using a sample of 520 dyads involving 137 supervisors and 520 employees, the results of multilevel analysis show that supervisors' caregiving responsibilities for elders is positively related to schedule i-deals, but their parental status is not. The findings also show that schedule i-deals mediate the effect of supervisors' caregiving responsibilities for elders on subordinates' satisfaction with work–family balance and turnover intentions. This research contributes to the i-deals' literature by focusing on the role of managers' own caregiving responsibilities in facilitating the provision of schedule i-deals to their subordinates and by exploring the consequences of schedule i-deals to gain an understanding of the mutually beneficial nature of such deals. From a practical point of view, supervisors and HR departments might utilise schedule i-deals to drive desirable employee outcomes, in particular their caregiving responsibilities, and to engender a family-supportive organisational culture

Studying consumers? : Recent social science interest in market research

5TS scholars have come to increasingly study markets and their enactment. Cases have included traders making markets, and economists making economies. Market- and marketing researchers produce knowledge of market constituents - consumers - but have yet to become subject of longer study. This paper explores the space for the study of such researchers and their relation to consumers

Competence and professional expertise

Contains fulltext : 169998.pdf (publisher's version ) (Closed access)Theoretical and empirical controversies exist about the understanding and potentials of the concepts of competence and professional expertise. In this chapter, both concepts will be thoroughly conceptualised and discussed. Competence and professional expertise are important as all professionals need to possess a high degree of competence or expertise in their specific job domain, to enable their own career development and to stimulate laypersons of their own profession to have faith in their professional approach. In addition to this conceptualisation, different stages of competence or professional expertise will be discussed. As competence and professional expertise are interpreted to have the same meaning, the remainder of the chapter will focus on professional expertise. It is not only essential to discuss what is being learned, that is, professional expertise, but also how one is learning, which is defined in this chapter as professional (expertise) development of employees. Therefore, the chapter will continue with defining professional (expertise) development. Specific attention will be paid to the teaching profession, where professional (expertise) development is more important than ever. Because a difficult question for working organisations is which organisational conditions are significant for the further development of professional expertise of their employees, this chapter will end with a helpful overview of these ones that have proven to have predictive validity in this regard

Strategy and policy in mobilizing resources for employability enhancement (West Bengal, India)

Employability enhancement is a burning topic in present world. To sustain in this competitive world every human needs the capacity to adopt themselves through their own skills, efficiency and knowledge. This paper tries to investigate the prominence of employability and its current practices in that are undertaken to mobilize resources i.e. human resources and to stimulate employability of the country. The prime goal of this paper focuses on how the current trends of transformation put more stress on intellectual capital, i.e. knowledge, skills and abilities of an individual so as to be employable. This research tries to demonstrate us how career potentiality, occupational expertise and organizational factors are the key essential elements for enhancing employability through a case of West Bengal (WB), India. The investigation has been done by sample interview protocols including questionnaire survey. The outcome of this study discloses the existences of a welltrained and adaptable work force in an organization not only enhance its competitiveness, but it also enable a country to meet the global challenges along with enhancement of employability.Netherlands Govt (NUFFIC); 50 + Age Category Employees Performance and Special HRM Activities" [TD010129-

New ways of working and employability: towards an agenda for HRD

Contains fulltext : 134550.pdf (publisher's version ) (Closed access