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Book part
Publication date: 14 August 2014

Claudia M. Van der Heijde and Beatrice I. J. M. Van der Heijden

The purpose of this chapter is to draw attention to employability being an important social innovation that potentially thrives with transformational leadership, partly depending…

Abstract

Purpose

The purpose of this chapter is to draw attention to employability being an important social innovation that potentially thrives with transformational leadership, partly depending on certain personal characteristics such as managerial role and personality.

Methodology/Approach

The study was carried out among pairs of employees (314) and immediate supervisors (334) working at a large Dutch company that produces building materials. We made use of Linear Regression and Structural Equation Modeling to test our hypothesis and explore our assumptions with regard to the research model.

Findings

We have found that transformational leadership is positively related to employee and supervisor ratings of employability. Furthermore, there is some indication that transformational leadership enhances employability in some situations, demonstrating differences between categories of workers with and without a managerial function. Moreover, it appeared that after controlling for personality, only the positive relationship between transformational leadership and supervisor ratings of employability, remained for the workers not having a managerial function.

Research Limitations/Implications

Our study design comprised a cross-sectional approach and therefore future longitudinal research is necessary to investigate causal relationships between transformational leadership, personality, and employability.

Practical Implications

In terms of individual career development practices, our outcomes should be translated into increased attention for aligning leadership style to meet the requirements of all types of employees across the life-span.

Social Implications

By providing more insight into the increased importance of transformational leadership for certain groups of workers, this contribution is intended to come up with opportunities for increasing the employability for different types of workers.

Originality/Value

This chapter draws attention to the fact that transformational leadership can be a useful tool for stimulating employability of workers. Worker characteristics such as personality, work role (e.g., managerial role) and other life-span factors always have to be taken into account for a customized approach, given the uniqueness of each and every employee.

Details

Human Resource Management, Social Innovation and Technology
Type: Book
ISBN: 978-1-78441-130-5

Keywords

Article
Publication date: 14 May 2018

Dominik Emanuel Froehlich, Mingyang Liu and Beatrice Isabella Johanna Maria Van der Heijden

Employability and its components have received a lot of attention from scholars and practitioners. However, little is known about the interrelations between these different…

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Abstract

Purpose

Employability and its components have received a lot of attention from scholars and practitioners. However, little is known about the interrelations between these different components of employability and how employees progress within their employability trajectories. Therefore, a model of such progression was constructed and tested using Van der Heijde and Van der Heijden’s (2006) employability measurement instrument. The paper aims to discuss these issues.

Design/methodology/approach

The propositions were tested empirically by applying a Rasch model using a sample of 167 Austrian business consultants.

Findings

The findings lend some support for the hypothesized progression model of employability. Specifically, the items measuring occupational expertise are largely located in the group of items that were relatively likely to be endorsed. Also, the items of personal flexibility and anticipation and optimization were, in general, less likely to be endorsed than the items of occupational expertise.

Research limitations/implications

The major thrust of this paper is a theoretical one. However, the empirical demonstration tentatively supports the proposed model, which implies that further, more robust longitudinal research in this direction may be a worthwhile endeavor.

Practical implications

By understanding which competences are important at which stage or across which stages of an individual’s career, career advisors and human resource management professionals can give more targeted advice concerning career management practices.

Originality/value

The present study contributes to the literature by investigating how employees may make progress within their employability trajectories.

Details

Career Development International, vol. 23 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Open Access
Article
Publication date: 23 April 2019

Beatrice Van der Heijden and Daniel Spurk

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…

3468

Abstract

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.

Details

Career Development International, vol. 24 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 19 February 2018

Jol M.M. Stoffers and Béatrice I.J.M. Van der Heijden

This study aims to empirically validate an innovative work behaviour-enhancing model of employability in small- and medium-sized enterprises (SMEs), and to examine possible…

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Abstract

Purpose

This study aims to empirically validate an innovative work behaviour-enhancing model of employability in small- and medium-sized enterprises (SMEs), and to examine possible moderating effects of age.

Design/methodology/approach

Data have been collected from 487 pairs of employees and their immediate supervisors who worked in 151 SMEs. Structural equation modelling (SEM) has been used to investigate the predictive validity of employability on innovative work behaviour using a multi-source approach. The moderating effect of employee age on the relationship between, on the one hand, self-ratings and supervisor ratings of employability, and, on the other hand, innovative work behaviour has been tested using multi-group SEM.

Findings

Results suggest that self-rated employability correlates positively with supervisor-rated innovative work behaviour, and that supervisor-rated employability correlates positively with self-rated innovative work behaviour. Age appeared to have a weak influence on the relationship between employability and innovative work behaviour; more specifically, in case of a higher age, the relationship was stronger.

Research limitations/implications

The cross-sectional design is a limitation of this study. Another limitation relates to the generalizability of the study findings outside the context in which the research has been undertaken. The relational meaning of employee age might be different in other cultures.

Practical implications

Supervisors appear to play an essential role in providing an age-friendly working life for employees. Moreover, as SMEs often do not employ professionals to manage human resources, supervisors themselves have to carry the responsibility to encourage aging employees to develop themselves the enhancing innovative work behaviour.

Originality/value

This study is the first to investigate the predictive validity of employability on innovative work behaviour and the effects of age on this relationship.

Details

European Journal of Training and Development, vol. 42 no. 1/2
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 28 May 2024

Amanda S. Davis and Beatrice I.J.M. Van der Heijden

An employee engagement/disengagement typology is presented to visually illustrate their possible constructive and destructive effects within the workplace, and identify some of…

Abstract

Purpose

An employee engagement/disengagement typology is presented to visually illustrate their possible constructive and destructive effects within the workplace, and identify some of the contextual drivers that may lead to these occurrences.

Design/methodology/approach

A narrative literature review was conducted during 2020–2023 to gain a comprehensive overview of employee engagement and disengagement processes and theories since 1990. Content analysis enabled the findings to be grouped into their destructive and constructive behavioural effects to produce a new typology.

Findings

The typology shows that not all employee engagement is constructive and that not all disengagement is destructive. This more accurately reflects organisational life. Destructive employee engagement in particular, demonstrates that there can be “too-much-of-a-good-thing”.

Research limitations/implications

The typology may help inform future research designs to further understand the impact of contextual factors on both constructs, the pluralist interests involved and which interventions are likely to encourage constructive engagement and disengagement within specific contexts.

Practical implications

It is recommended that employee engagement and disengagement are incorporated into leadership and management training and that practices to foster constructive employee engagement (or permit temporary constructive disengagement to allow recovery) endorse the principles of mutuality and reciprocity. Interventions to prevent destructive employee engagement and disengagement are also advisable, particularly when there are adverse internal and external contextual issues which risk disengagement.

Originality/value

The typology is the first to classify engaged and disengaged behaviours within the workplace across two dimensions. In doing so, this helps to evaluate employee engagement and disengagement theory by challenging the normative assumptions held within these constructs. This categorisation more accurately represents both constructs and visually illustrates that within the workplace, not only is employee engagement sometimes destructive but also that sometimes disengagement is constructive. Furthermore, it demonstrates that purposive destructive employee disengagement responses may be passive or active.

Article
Publication date: 14 November 2016

Monique Veld, Béatrice I.J.M. van der Heijden and Judith H. Semeijn

The purpose of this paper is to investigate the relationship between positive and negative home-to-work spillover, i.e., home-to-work facilitation (HWF) and home-to-work conflict…

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Abstract

Purpose

The purpose of this paper is to investigate the relationship between positive and negative home-to-work spillover, i.e., home-to-work facilitation (HWF) and home-to-work conflict (HWC) with employability. Moreover, this study also examined whether the relationship between home-to-work spillover and employability varied between academic and support staff employees.

Design/methodology/approach

An on-line self-report questionnaire was distributed among academic (n=139) and support staff employees (n=215) working at a Dutch university for distance-learning education. Thoroughly validated measures of home-to-work spillover and employability were used. The employability measure consisted of five dimensions: occupational expertise, anticipation and optimization, personal flexibility, corporate sense, and balance. Hypotheses were tested using hierarchical multivariate regression analyses including interaction effects.

Findings

HWF was positively related to anticipation and optimization only, while HWC appeared to be negatively associated with all employability dimensions. As expected, the relationships between HWF and HWC on the one hand and the specific employability dimensions on the other hand were stronger for support staff employees than for academic staff employees.

Originality/value

This study has extended research on employability, by focusing on the home context of employees as a possible antecedent. So far, studies have largely ignored the home context of employees, when investigating employability outcomes. Another contribution was the focus on both positive (facilitation) and negative (conflict) spillover from home-to-work, whereas previous studies mainly focused on one type of spillover only. Finally, the authors had the unique opportunity to compare support staff and academic staff employees in one and the same study.

Details

Journal of Managerial Psychology, vol. 31 no. 8
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 18 October 2019

Jol Stoffers, Karolien Hendrikx, Omar Habets and Beatrice van der Heijden

The purpose of this paper is to investigate possible differences in the degrees of employability, leader–member exchange (LMX) and innovative work behaviours in a comparison…

Abstract

Purpose

The purpose of this paper is to investigate possible differences in the degrees of employability, leader–member exchange (LMX) and innovative work behaviours in a comparison between Belgium and the Netherlands. Although neighbouring countries, disparate national cultures between the two are assumed to influence the amount of employability, LMX and innovative work behaviours among their respective working populations. Furthermore, this paper aims to validate a mediation model across the two countries to test whether employability (partially) mediates the relationship between LMX and innovative work behaviours.

Design/methodology/approach

Data from employees and their immediate supervisors working in small- and medium-sized enterprises (SMEs) in Belgium and the Netherlands supported the hypothesized model. Structural equation modelling was used to investigate the mediation model using a multi-source approach.

Findings

The amount of employability and innovative work behaviours of employees appeared to differ significantly between Belgium and the Netherlands. Furthermore, the results suggested that for both countries a positive relationship with one’s immediate supervisor (LMX) is beneficial in the light of workers’ innovative work behaviours, through its impact on employability, which was found to be a full mediator in this relationship.

Research limitations/implications

Future studies using a longitudinal approach could give more insight into the model relationships. Moreover, the variation in systems, national contexts and managerial practices in the Euroregion calls for more cross-national comparative scholarly research.

Practical implications

SMEs often do not employ professionals to manage human resources, that is, supervisors themselves have to carry the responsibility to encourage employees to further develop themselves and to enhance their innovative work behaviours. This while the challenge of more cross-national cooperation encourages a boost for innovations in the Euroregion.

Originality/value

This study is the first cross-national validation of a mediation model wherein a competence-based measure of employability is incorporated as a possible mediator in the relationship between LMX and innovative work behaviours.

Article
Publication date: 25 January 2011

Arnoud T. Evers, Béatrice I.J.M. van der Heijden, Karel Kreijns and John T.G. Gerrichhauzen

The purpose of this paper is to report on a study that investigates the relationship between organisational factors, Teachers' Professional Development (TPD) and occupational…

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Abstract

Purpose

The purpose of this paper is to report on a study that investigates the relationship between organisational factors, Teachers' Professional Development (TPD) and occupational expertise.

Design/methodology/approach

A survey was administered among 152 Dutch teachers in secondary education.

Findings

Analysis of the data revealed that of the organisational factors, in particular, the availability of organisational facilities contributes positively to the amount of TPD (that is, in training programmes, and social networks). Furthermore, participation in social networks appeared to have a positive influence on the development of occupational expertise.

Research limitations/implications

The study is cross‐sectional (all data have been collected at one point in time), and data have been gathered in one country, i.e. The Netherlands. It would be interesting to examine the proposed model in a longitudinal study, in order to address issues of causality. More research is also needed to explore the extent to which the findings would generalise to other occupational settings and/or to other countries. Owing to the relatively small sample size, a mediation model was not empirically tested. Future research using larger sample sizes is needed in order to test whether participation in learning activities (partially) mediates the relationship between organisational factors and occupational expertise.

Practical implications

It is important that HRM departments and HRD managers in schools offer organisational facilities for teachers. These facilities should focus not only on the traditional formal training activities, but also on creating opportunities for participation in social networks. This study indicates that, particularly, participation in intra‐ and extra‐organisational social networks enhances occupational expertise. Managers can stimulate participation in these social networks by providing enough social support.

Originality/value

Although teachers' professional development is increasingly perceived as being important in school settings, until now little empirical research has been available that investigates the relationship between organisational factors, TPD, and occupational expertise.

Details

Journal of European Industrial Training, vol. 35 no. 1
Type: Research Article
ISSN: 0309-0590

Keywords

Open Access
Article
Publication date: 30 May 2024

William E. Donald, Beatrice I.J.M. Van der Heijden and Graham Manville

By adopting a Social Exchange Theory (SET) lens, this paper aims to integrate the often-fragmented literature streams of Vocational Behavior (VB), Career Development (CD), and…

Abstract

Purpose

By adopting a Social Exchange Theory (SET) lens, this paper aims to integrate the often-fragmented literature streams of Vocational Behavior (VB), Career Development (CD), and Human Resource Management (HRM) to offer a conceptual model for framing sustainable careers.

Design/methodology/approach

A conceptual approach is taken whereby eight propositions are developed to integrate the fragmented literature streams of VB, CD, and HRM.

Findings

We posit that external factors and career counseling moderate the positive relationship between employability capital and self-perceived employability. We also argue that self-perceived employability is positively associated with career success and that career crafting moderates this relationship. Finally, we propose that career success is positively associated with a sustainable career, which, in turn, is positively associated with a sustainable organization.

Practical implications

The practical contribution comes from informing VB, CD, and HRM policies and practices to maximize sustainable outcomes for individuals and organizations. The paper concludes with recommendations for future research.

Originality/value

The theoretical contribution comes from integrating the three literature streams to offer a conceptual model as the basis for further interdisciplinary collaborations.

Details

Career Development International, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 12 June 2017

Ans De Vos, Anneleen Forrier, Beatrice Van der Heijden and Nele De Cuyper

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…

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Abstract

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.

Details

Career Development International, vol. 22 no. 3
Type: Research Article
ISSN: 1362-0436

Keywords

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