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Beatrice Van Der Heijden - One of the best experts on this subject based on the ideXlab platform.
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knowing me knowing you the importance of networking for freelancers careers examining the mediating role of need for relatedness fulfillment and Employability enhancing competencies
Frontiers in Psychology, 2019Co-Authors: Sofie Jacobs, Ans De Vos, David Stuer, Beatrice Van Der HeijdenAbstract:Research has shown the importance of engaging in networking behaviors for employees' career success. Networking behaviors can be seen as a proactive way of creating access to career-related social resources and we argue that this type of proactive career behaviors might be particularly relevant for freelancers who cannot depend on an organizational career system supporting their further development, yet whose careers are characterized by high levels of uncertainty and unpredictability. To date, however, our understanding of how freelancers, being a category of workers that are deprived of an organizational context of support for career development, can safeguard their Employability, is limited. Therefore, this study addresses this gap and investigates whether freelancers' networking behaviors are positively associated with career outcomes, through the mediating role of the need for relatedness fulfillment and Employability-enhancing competencies. Hypotheses are tested via Structural Equation Modeling using a sample of 1,874 freelancers from Belgium, France, Germany, the Netherlands, and the United Kingdom. The results generally support our hypotheses, providing evidence for a significant association between networking behaviors and need for relatedness fulfillment, and between networking behaviors and Employability-enhancing competencies. Moreover, we found a significant association between need for relatedness fulfillment and Employability-enhancing competencies, being the mediators in our research model and the outcomes of career satisfaction and perceived future career opportunities. Implications for career development in the contemporary workplace are discussed, with particular attention for need for relatedness fulfillment, Employability-enhancing competencies, and sustainable careers of freelance workers.
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moderating role of lmx and proactive coping in the relationship between learning value of the job and Employability enhancement among academic staff employees
Career Development International, 2019Co-Authors: Beatrice Van Der Heijden, Daniel SpurkAbstract:Purpose Building upon a competence-based Employability model and a social exchange and proactive perspective, the purpose of this paper is to investigate the relationship between learning value of the job and Employability among academic staff employees. Moreover, this study also examined whether this relationship was moderated by leader–member exchange (LMX) and a proactive coping style. Design/methodology/approach An online self-report questionnaire with thoroughly validated measures was distributed among academic staff employees (n=139). Findings The results partially supported the specific study assumptions. Concrete, learning value of the job was positively related to anticipation and optimization, corporate sense and balance. LMX moderated the relationship between learning value of the job, on the one hand, and all Employability dimensions, on the other hand. However, proactive coping only moderated the relationship with anticipation and optimization, flexibility and balance. In all cases, under the condition of high moderator variable levels, the relationship became stronger. Originality/value This study extends past Employability research by applying an interactionist perspective (person: proactive coping style, context: LMX and learning value of the job) approach for explaining Employability enhancement. The results of this scholarly work provide useful insights for stimulating future career development and growth, which is of upmost importance in nowadays’ labor markets.
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keep up the good work age moderated mediation model on intention to retire
Frontiers in Psychology, 2017Co-Authors: Paola Dordoni, Beatrice Van Der Heijden, Pascale Peters, Sascha Kraushoogeveen, Piergiorgio ArgenteroAbstract:In European nations, the aging of the workforce is a major issue which is increasingly addressed both in national and organizational policies in order to sustain older workers' Employability and to encourage longer working lives. Particularly older workers' Employability can be viewed an important issue as this has the potential to motivate them for their work and change their intention to retire. Based on lifespan development theories and Van der Heijden's 'Employability enhancement model', this paper develops and tests an age-moderated mediation model (which refers to the processes that we want to test in this model), linking older workers' (55 years old and over) perceptions of job support for learning (job-related factor) and perceptions of negative age stereotypes on productivity (organizational factor), on the one hand, and their intention to retire, on the other hand, via their participation in Employability enhancing activities, being the mediator in our model. A total of 2,082 workers aged 55 years and above were included in the analyses. Results revealed that the two proposed relationships between the predictors and intention to retire were mediated by participation in Employability enhancing activities, reflecting two mechanisms through which work context affects intention to retire (namely 'a gain spiral and a loss spiral'). Multi-Group SEM analyses, distinguishing between two age groups (55-60 and 61-65 years old), revealed different paths for the two distinguished groups of older workers. Employability mediated the relationship between perceptions of job support for learning and intention to retire in both age groups, whereas it only mediated the relationship between perceptions of negative age stereotypes and intention to retire in the 55-60 group. From our empirical study, we may conclude that Employability is an important factor in the light of older workers' intention to retire. In order to motivate this category of workers to participate in Employability enhancing activities and to work longer, negative age stereotypes need to be combated. In addition, creating job support for learning over the lifespan is also an important HR practice to be implemented in nowadays' working life.
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keep the expert occupational expertise perceived Employability and job search a study across age groups
Career Development International, 2017Co-Authors: Ans De Vos, Anneleen Forrier, Beatrice Van Der Heijden, Nele De CuyperAbstract:Purpose In the current war for talent employers are concerned about the idea that the best employees are more likely to leave the organization for another employer (i.e. the management paradox). This study tests this management paradox. The purpose of this paper is to advance our understandings of how employees’ occupational expertise is associated with job search intensity, through its assumed relationships with perceived internal and external Employability in the internal and the external labor market. The authors thereby tested the research model across three different age groups (young, middle-aged, and senior employees). Design/methodology/approach The authors conducted a survey among 2,137 professional workers and applied multi-group structural equation modeling. Findings Perceived internal Employability negatively mediated the relationship between occupational expertise and job search intensity, whilst there was a positive mediational effect of perceived external Employability. Age had a moderating effect on the association between perceived internal Employability and job search intensity. Research limitations/implications The findings contribute to the scholarly literature on the management paradox, and the empirical work on Employability and age. Practical implications Organizations can recoup their investments in expert workers’ Employability and enhance their retention by providing opportunities for internal career development. Originality/value This study is original by including both internal and external Employability. By doing so, the authors thereby shedding new light on how occupational expertise might explain job search and how this relationship differs depending on employee age, thereby using a large sample of respondents.
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the association between workers Employability and burnout in a reorganization context longitudinal evidence building upon the conservation of resources theory
Journal of Occupational Health Psychology, 2012Co-Authors: Nele De Cuyper, Beatrice Van Der Heijden, Sabine Raeder, Anette WittekindAbstract:This longitudinal study probes the relationship between Employability and burnout among employees from a company undergoing reorganization. We advanced Employability as a personal resource that relates negatively to burnout. We expected that this hypothesis would hold for different operationalizations of Employability, including (1) job-related and (2) transferable skills, (3) willingness to change jobs and (4) to develop competences, (5) opportunity awareness, (6) self-esteem, and (7) self-perceived Employability (i.e., perceived employment opportunities). In a similar vein, we expected that the hypothesis would hold for the different dimensions of burnout; namely emotional exhaustion, depersonalization, and reduced personal accomplishment. We used longitudinal Hierarchical Linear Modeling (HLM) to test our hypotheses. Employees from a Swiss company undergoing a major reorganization were surveyed at three times with a total time lag of 19 months (Time 1: N = 287; Time 2: N = 128; Time 3: N = 107). Our results indicate that particularly self-esteem, but also job-related and transferable skills as indicators of one's Employability were important predictors of burnout, with all relationships being negative
Ans De Vos - One of the best experts on this subject based on the ideXlab platform.
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knowing me knowing you the importance of networking for freelancers careers examining the mediating role of need for relatedness fulfillment and Employability enhancing competencies
Frontiers in Psychology, 2019Co-Authors: Sofie Jacobs, Ans De Vos, David Stuer, Beatrice Van Der HeijdenAbstract:Research has shown the importance of engaging in networking behaviors for employees' career success. Networking behaviors can be seen as a proactive way of creating access to career-related social resources and we argue that this type of proactive career behaviors might be particularly relevant for freelancers who cannot depend on an organizational career system supporting their further development, yet whose careers are characterized by high levels of uncertainty and unpredictability. To date, however, our understanding of how freelancers, being a category of workers that are deprived of an organizational context of support for career development, can safeguard their Employability, is limited. Therefore, this study addresses this gap and investigates whether freelancers' networking behaviors are positively associated with career outcomes, through the mediating role of the need for relatedness fulfillment and Employability-enhancing competencies. Hypotheses are tested via Structural Equation Modeling using a sample of 1,874 freelancers from Belgium, France, Germany, the Netherlands, and the United Kingdom. The results generally support our hypotheses, providing evidence for a significant association between networking behaviors and need for relatedness fulfillment, and between networking behaviors and Employability-enhancing competencies. Moreover, we found a significant association between need for relatedness fulfillment and Employability-enhancing competencies, being the mediators in our research model and the outcomes of career satisfaction and perceived future career opportunities. Implications for career development in the contemporary workplace are discussed, with particular attention for need for relatedness fulfillment, Employability-enhancing competencies, and sustainable careers of freelance workers.
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keep the expert occupational expertise perceived Employability and job search a study across age groups
Career Development International, 2017Co-Authors: Ans De Vos, Anneleen Forrier, Beatrice Van Der Heijden, Nele De CuyperAbstract:Purpose In the current war for talent employers are concerned about the idea that the best employees are more likely to leave the organization for another employer (i.e. the management paradox). This study tests this management paradox. The purpose of this paper is to advance our understandings of how employees’ occupational expertise is associated with job search intensity, through its assumed relationships with perceived internal and external Employability in the internal and the external labor market. The authors thereby tested the research model across three different age groups (young, middle-aged, and senior employees). Design/methodology/approach The authors conducted a survey among 2,137 professional workers and applied multi-group structural equation modeling. Findings Perceived internal Employability negatively mediated the relationship between occupational expertise and job search intensity, whilst there was a positive mediational effect of perceived external Employability. Age had a moderating effect on the association between perceived internal Employability and job search intensity. Research limitations/implications The findings contribute to the scholarly literature on the management paradox, and the empirical work on Employability and age. Practical implications Organizations can recoup their investments in expert workers’ Employability and enhance their retention by providing opportunities for internal career development. Originality/value This study is original by including both internal and external Employability. By doing so, the authors thereby shedding new light on how occupational expertise might explain job search and how this relationship differs depending on employee age, thereby using a large sample of respondents.
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competency development and career success the mediating role of Employability
Journal of Vocational Behavior, 2011Co-Authors: Ans De Vos, Sara De Hauw, Beatrice Van Der HeijdenAbstract:Abstract The present study aims to unravel the relationship between competency development, Employability and career success. To do so, we tested a model wherein associations between employee participation in competency development initiatives, perceived support for competency development, self-perceived Employability, and two indicators of subjective career success (i.e. career satisfaction and perceived marketability) have been specified. A survey was conducted among a sample of 561 employees of a large financial services organization. The results support the idea that employee participation in competency development initiatives as well as perceived support for competency development is positively associated with workers' perceptions of Employability. Moreover, self-perceived Employability appeared to be positively related with career satisfaction and perceived marketability. A full mediation effect was found for the relationship between participation in competency development initiatives and both career satisfaction and perceived marketability, while a partial mediation effect was found in case perceived support for competency development was the predictor variable. The implications of our findings for understanding the process through which individuals and organizations can affect subjective career success are discussed.
Annelies E M Van Vianen - One of the best experts on this subject based on the ideXlab platform.
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Employability among the long term unemployed a futile quest or worth the effort
Journal of Vocational Behavior, 2013Co-Authors: Jessie Koen, Utechristine Klehe, Annelies E M Van VianenAbstract:Abstract Unemployment bears many negative consequences for both individuals and societies. Particularly the long-term unemployed face poor chances of finding reemployment, and many recommendations issued in the regular unemployment literature may not apply to them. Therefore, the current study investigates whether Employability ( Fugate et al., 2004 ) may help finding reemployment among those who have been unemployed for years. Specifically, we examine whether Employability can foster job search and the chance on finding reemployment above and beyond the barriers that long-term unemployed people so often face. Additionally, we investigate whether reemployment interventions can contribute to long-term unemployed people's Employability. The present study assessed long-term unemployed people's Employability at two points in time (nT1 = 2541, nT2 = 897). Results show that Employability fosters job search and the chance on finding reemployment among long-term unemployed people, although not all Employability dimensions contributed equally to job search and reemployment. Moreover, reemployment interventions contributed to people's development of Employability, although the effects were relatively small. Taken together, our study demonstrates the significant role of Employability in the reemployment process, thereby extending the notion of Employability from active members of the workforce to the long-term unemployed. We discuss that reemployment research and practice should focus on longterm unemployed people's Employability, and that reemployment services should take a more personcentered approach in helping them to find reemployment.
Nele De Cuyper - One of the best experts on this subject based on the ideXlab platform.
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keep the expert occupational expertise perceived Employability and job search a study across age groups
Career Development International, 2017Co-Authors: Ans De Vos, Anneleen Forrier, Beatrice Van Der Heijden, Nele De CuyperAbstract:Purpose In the current war for talent employers are concerned about the idea that the best employees are more likely to leave the organization for another employer (i.e. the management paradox). This study tests this management paradox. The purpose of this paper is to advance our understandings of how employees’ occupational expertise is associated with job search intensity, through its assumed relationships with perceived internal and external Employability in the internal and the external labor market. The authors thereby tested the research model across three different age groups (young, middle-aged, and senior employees). Design/methodology/approach The authors conducted a survey among 2,137 professional workers and applied multi-group structural equation modeling. Findings Perceived internal Employability negatively mediated the relationship between occupational expertise and job search intensity, whilst there was a positive mediational effect of perceived external Employability. Age had a moderating effect on the association between perceived internal Employability and job search intensity. Research limitations/implications The findings contribute to the scholarly literature on the management paradox, and the empirical work on Employability and age. Practical implications Organizations can recoup their investments in expert workers’ Employability and enhance their retention by providing opportunities for internal career development. Originality/value This study is original by including both internal and external Employability. By doing so, the authors thereby shedding new light on how occupational expertise might explain job search and how this relationship differs depending on employee age, thereby using a large sample of respondents.
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the association between workers Employability and burnout in a reorganization context longitudinal evidence building upon the conservation of resources theory
Journal of Occupational Health Psychology, 2012Co-Authors: Nele De Cuyper, Beatrice Van Der Heijden, Sabine Raeder, Anette WittekindAbstract:This longitudinal study probes the relationship between Employability and burnout among employees from a company undergoing reorganization. We advanced Employability as a personal resource that relates negatively to burnout. We expected that this hypothesis would hold for different operationalizations of Employability, including (1) job-related and (2) transferable skills, (3) willingness to change jobs and (4) to develop competences, (5) opportunity awareness, (6) self-esteem, and (7) self-perceived Employability (i.e., perceived employment opportunities). In a similar vein, we expected that the hypothesis would hold for the different dimensions of burnout; namely emotional exhaustion, depersonalization, and reduced personal accomplishment. We used longitudinal Hierarchical Linear Modeling (HLM) to test our hypotheses. Employees from a Swiss company undergoing a major reorganization were surveyed at three times with a total time lag of 19 months (Time 1: N = 287; Time 2: N = 128; Time 3: N = 107). Our results indicate that particularly self-esteem, but also job-related and transferable skills as indicators of one's Employability were important predictors of burnout, with all relationships being negative
Arnold B. Bakker - One of the best experts on this subject based on the ideXlab platform.
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psychological safety job crafting and Employability a comparison between permanent and temporary workers
Frontiers in Psychology, 2019Co-Authors: Judith Plomp, Maria Tims, Arnold B. Bakker, Svetlana N Khapova, Paul JansenAbstract:Employability is one of the leading challenges of the contemporary organizational environment. While much is known about the positive effects of job crafting on employees’ Employability in general, little is known about its effects when employment contacts are different. Differentiating between temporary and permanent workers, in this article we investigate how in the environment of psychological safety, these two types of employees engage in job crafting, and how job crafting is related to their perceived Employability. Data were collected among two samples, consisting of temporary agency workers (N = 527), and permanent employees (N = 796). Structural equation modeling (SEM) analyses indicated a different pattern of results for the two groups: for permanent employees, increasing challenging job demands was positively, and decreasing hindering job demands was negatively related to perceived Employability. Moreover, psychological safety was related to all job crafting dimensions. For agency workers, only increasing structural job resources was related to Employability, while psychological safety was negatively associated with crafting hindrances. These findings suggest that a climate of psychological safety is particularly effective for permanent employees in fostering job crafting and Employability
