Human Resource beleid, duurzame inzetbaarheid en oudere werknemers

__Inleidend__ Gezien de sterke vergrijzing van Westerse samenlevingen (o.a. OECD, 2012; UN, 2007) en ontwikkelingen op overheidsniveau rond het ophogen van de pensioengerechtigde leeftijd is het (nood)zaak voor beleidmakers en Human Resource (HR) professionals om oudere werknemers op een gezonde, gemotiveerde en productieve manier langer in dienst te houden. Duurzaam inzetbaar houden van oudere medewerkers is hiermee een thema dat voor de komende jaren hoog op de agenda staat van HR professionals. In dit hoofdstuk zullen wij verschillende typen Human Resource (HR) beleid bespreken gericht op het verbeteren van de duurzame inzetbaarheid van werknemers, en dan met name oudere werknemers. Onder Human Resource Management verstaan wij alle activiteiten die samenhangen met het managen van werk en mensen in organisaties (Boxall & Purcell, 2011). ..

Work-home interference in relation to work, organizational, and home characteristics

Contains fulltext : 73302.pdf (publisher's version ) (Open Access)In this thesis we examine work-home interference in relation to work, organizational, and home characteristics. The study is guided by the following three research questions: i) how are workload and negative WHI temporally related? (research question 1); ii) is work-home culture related to the use of work-home arrangements and to work-home interference? (research question 2); and iii) do husbands’ work demands and psychological health cross over to their wives’ home demands and psychological health? (research question 3). The main conclusions of this thesis are that: i) negative WHI can be both an antecedent and a consequence of workload; ii) our newly developed WH culture measure is robust across a wide variety of workers and is characterized by two general dimensions: support and hindrance; iii) more supportive WH cultures are related to higher utilization of flextime, part time work and subsidized child care, to lower levels of negative WHI, and to higher levels of positive WHI and positive HWI; and iv) husbands’ workload and psychological health are related to their wives’ home demands and psychological health. The main (three-level) practical implications of this thesis are: i) organization-level interventions; both governments and employers should offer employees a wide variety of flexible and care-related arrangements, and employers should support the use of these arrangements; ii) couple-level interventions; work-home arrangements, (un)paid help in the household and/or time management courses may decrease crossover effects between partners; and iii) individual-level interventions; focus on specific goals, time management, and leisure activities may reduce high levels of workload and work-home interference.RU Radboud Universiteit Nijmegen, 10 april 2008Promotor : Kompier, M.A.J. Co-promotor : Geurts, S.A.E.171 p

Humor as a Human Resource Tool in Organizations

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Sustainability in Combining Career and Care: Challenging Normative Beliefs about Parenting

In this introduction to the special issue on "Sustainability in Combining Career and Care," we argue that demographic developments such as ageing populations demand attention to the long-term consequences of using family friendly arrangements. In order to create and support sustainability in combining career and care, we address normative beliefs about parenting, behavior or "choices" in combining work and family, and outcomes for individual careers, couples, and children. We provide an integrative framework for combining career and care, thereby incorporating the individual, organizational, and societal level of the work-family interface. In this first paper, the eight empirical contributions to this special issue are introduced, the collective message being that normative beliefs about parenting need to be challenged in order to create change and promote sustainability for working parents. © 2012 The Society for the Psychological Study of Social Issues