Competency development and career success De Vos, Ans; De Hauw, Sara; Heijden, Beatrice I. J. M. van der
Journal of vocational behavior,
10/2011, Letnik:
79, Številka:
2
Journal Article
Recenzirano
Odprti dostop
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.
► We model the relationship between competency development and career success. ► Employee participation in competency development relates to career success. ► Perceived support for competency development relates to career success. ► Self-perceived employability mediates these relationships.
This paper aims to move the research field on sustainable careers forward by building conceptual clarity about what a sustainable career means and delineating what distinguishes sustainable from ...non-sustainable careers, thereby providing key indicators of a sustainable career. Moreover, we approach sustainable careers from a systemic and dynamic perspective and address influential factors associated with stakeholders situated in multiple contexts and evolving over time. We elaborate on core theoretical frameworks useful for enhancing our understanding of what makes careers sustainable and present three key dimensions that can help to analyze and study sustainable careers: person, context, and time. Finally, we propose a research agenda that we hope will spur scholars to examine the topic in more detail in future empirical work.
•Sustainable careers can be described in terms of happiness, health, and productivity.•Three key dimensions are useful to study sustainable careers: person, context and time.•Insights from core theoretical frameworks add to understanding sustainable careers.
Aim
Using an interactionist perspective to test on‐the‐job embeddedness and off‐the‐job embeddedness as possible moderators for the predictive effects of job satisfaction and job stress on nurses’ ...turnover intentions.
Background
As turnover worsens nurse shortages across the globe, researchers needs to find ways to work out and reduce nurses’ turnover intentions. By exploring contributory factors, namely on‐the‐job and off‐the‐job embeddedness as two distinctive forms that both act as moderators, we add to the literature on effective nurse retention and highlight that incorporating off‐the‐job factors can provide a more realistic understanding of why people consider leaving their organization.
Design
Survey of 361 nurses of the United Kingdom's (UK's) National Health Service, in 2016.
Method
We conducted hierarchical multiple regression and simple slope analyses.
Results
Job satisfaction was negatively associated with turnover intentions, and this negative relationship was stronger when off‐the‐job embeddedness was high (vs. low). Job stress was positively related to turnover intentions, yet high (vs. low) off‐the‐job embeddedness buffered this relationship. In contrast, when on‐the‐job embeddedness was high (vs. low), the relationship between job stress and turnover intentions were even stronger.
Conclusion
Results showed that using an interactionist perspective is useful in predicting nurse turnover. Nursing management should be made aware of the importance of being embedded off‐the‐job to prevent nurse turnover. This paper issues guidelines to form a more comprehensive staff retention programme for the healthcare sector.
目的
采用互动论者观点来测试工作内嵌入和工作外嵌入而作为工作满意度和工作压力对护士离职意愿预测效果的可能调节因素。
背景
随着全球护士离职加剧了护士短缺,研究人员需要找到方法来解决和减少护士的离职意愿。通过探索促成因素,即,作为调节因素的两种不同形式的工作内嵌入和工作外嵌入,我们补充了关于有效护士保留率的文献,并强调,纳入工作外因素能够更现实地理解人们为什么会想要离职。
设计
在2016年,对英国(UK)国家医疗服务体系下的361名护士进行了调查。
方法
我们进行了阶层多元回归分析法和简单斜率分析法。
结果
工作满意度与离职意向呈负相关,当工作外嵌入较高(相对较低)时,这种负相关关系更强。工作压力与离职意向呈正相关,但高(与低)的工作外嵌入缓冲了这种关系。相比之下,当工作外嵌入较高(相对较低)时,工作压力和离职意愿之间的关系更强。
结论
结果表明,采用互动论者观点来预测护士离职是有用的。护理管理人员应该意识到工作外嵌入对防止护士离职的重要性。这篇论文发布了为医疗保健行业制定更全面的员工保留计划的指导方针。
This study investigated the similarity of the factor structure for self-reported versus supervisor-rated employability for two age groups of workers, and then validated a career success enhancing ...model of employability across the two age groups. The results confirmed a two-factor model including self-reported and supervisor-rated employability as underlying factors. Moreover, Multi-Group Structural Equation Modeling (SEM) indicated that for the
youngsters both self- and supervisor ratings of employability related significantly to objective career success outcomes. However, for the
over-forties self-rated employability related positively to promotions throughout the career, while the supervisor ratings related negatively to overall promotions. The findings have important implications for performance appraisal practices aimed at increasing life-long employability and career success.
Despite a plethora of literature on organizational climate for innovation and the persuasive arguments establishing its link to organizational performance, few studies hitherto have explored ...innovative work behavior of managers. Specifically, limited attention has been paid to explaining how organizations perceive the importance of stimulating innovative work environments. Drawing from organizational climate theory, this study investigates the mediating effects of innovative work behavior on the relationship between organizational climate for innovation and organizational performance. Our findings from a survey of 202 managers working in Malaysian companies demonstrate that innovative work behavior plays a mediating role in the relationship between organizational climate for innovation and organizational performance. Implications of these findings and avenues for future research are discussed.
•Climate for innovation was positively associated with innovative work behavior.•Innovative work behavior was positively associated with organizational performance.•Climate for innovation was positively associated with organizational performance.•Findings showed the mediating role of innovative work behavior
The present study aims to unravel the relationships between job demands and resources, occupational turnover intention, and occupational turnover. To do so, we tested a model wherein associations ...between nurses' age, tenure in profession and tenure with present employer (experience in the profession), job demands (emotional demands, work-home interference), and job resources (influence at work and opportunities for development) predicted occupational turnover intention, and, subsequently, occupational turnover. A longitudinal survey was conducted among a sample of 753 nurses working in European health care institutions (hospitals, nursing homes, and community/home care). The results supported the hypotheses that job demands are positively related with occupational turnover intention while job resources and experience in the nursing profession are negatively related with occupational turnover intention. We did not find evidence supporting the hypothesis that occupational turnover intention mediates the relationship between job demands and job resources on the one hand, and occupational turnover on the other hand. Experience in the nursing profession had a direct effect on occupational turnover, in addition to the direct effect of occupational turnover intention. The implications of our findings for understanding the process through which health care organizations can affect occupational turnover intention and actual exit behavior, are discussed.
•Longitudinal study on the role of occupational turnover intention in predicting exit behavior•The Job Demands-Resources framework as an explanatory mechanism in predicting exit behavior•Useful insights for preventing turnover intention and exit behavior
A 22-item short-form of the 47-item Employability Five-Factor instrument (Van der Heijde & Van der Heijden, 2006; Van der Heijden, De Lange, Demerouti, & Van der Heijde, 2009) was developed and ...validated across five empirical survey studies. The Short-Form Employability instrument has consistent and acceptable internal consistencies and a similar factor structure across all samples studied. The outcomes favor a five-dimensional operationalization of the employability construct over a one-dimensional higher-order construct, with good discriminant validity of the underlying employability dimensions. Moreover, since the five dimensions of employability all appeared to be significantly related to both objective and subjective career success outcome measures, the predictive validity of the shortened tool is promising. The Short-Form Employability instrument facilitates further scientific HRM and career research without compromising its psychometric qualities.
•Employability refers to a permanent acquisition and fulfillment of employment.•Five-dimensional operationalization of employability with good discriminant validity.•The 22-item short-form instrument facilitates scientific HRM and career research.
Across Europe, ongoing changes in higher education, such as the stagnating (even decreasing) percentage of permanent or tenure‐track jobs, and the reduced government budgets impress on us the need to ...conduct empirical research on the dynamics of the careers in this sector. In this study, we focussed on career success in higher education, and specifically examined the relationship of career commitment with objective and subjective career success, and the mediating role of employability in this relationship. Participants were drawn from across occupational roles including academic and support staff (N = 354) in a large Dutch university. Process macro's for SPSS were used to test our hypothesized model. We found that career commitment was particularly related to three out of the five dimensions of employability (i.e., anticipation and optimisation, personal flexibility, and corporate sense). There also was positive association between employability and objective and subjective career success. Furthermore, personal flexibility and corporate sense fully mediated the relationship between career commitment and objective career success. Corporate sense partially mediated the relationship between career commitment and subjective career success. Unexpectedly, staff status was not a moderator. Different explanatory mechanisms seem to operate between career commitment and forms of career success. Our study implies that for university staff, it is important to actively invest in their employability, with a special focus on one's corporate sense, and to be supported in this by their surrounding stakeholders (i.e., their family, friends, peers, direct supervisor, and employer). In this way, they will be able to increase their career success and add to the sustained competitive advantage of their employers.
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