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This paper aims to investigate the corporate-level determinants (i.e. management commitment) of work ability. It also examined whether mid-level contextual variables intensify the relationship between management commitment and the work ability of senior casino dealers.

A three-level hierarchical analysis of data from 432 casino dealers from 16 casinos was performed to determine the proportion of variance in the dependent variable when the explanatory variables were at varying hierarchical levels.

The findings suggest that management commitment has a positive and significant impact on frontline dealers’ work ability. Furthermore, supervisor support and group trust have moderating effects on the relationship between management commitment and dealers’ work ability.

The current study provides important information on how to increase the ability of aging dealer to remain active and learn new skills.

Work ability has received substantial attention from recent studies of human resources because of its close relationship to employee job skills and competencies. However, to the best of the authors’ knowledge, no conceptual model explains the role of work ability role in promoting and updating human resources management practices and policies.

The purpose of this paper is to analyze the antecedents of work ability among cleaning workers, especially older cleaning workers. The objective is to understand the physical and psychological working conditions related to low work ability in order to improve those making it difficult to carry out the work.

A total of 603 Belgian cleaning workers complete the work ability index and other questionnaires on perceived health, competence, and physical and psychological work conditions.

The results confirm that older workers are a risk group in terms of work ability. Beyond the perceived health and skills, the results emphasize the contribution of pleasure at work to understand work ability. Pleasure at work itself is explained by different physical and psychological working conditions among age subgroups. Among workers under 40 years old, work pace and overload are the best predictors of pleasure at work. Among 40-49 years old, use of knowledge and opportunities for training, as well as opportunities for participation, are the best predictors of pleasure; among the oldest workers, however, repetitive movements and social support are the best.

This paper argues that consideration needs to be given to the fact that different psychological working conditions, especially pleasure at work, are necessary depending on a worker’s age, as well as prevention action for improving work ability.

Employees need a sustainable career to prolong their working lives. The ability, motivation and opportunity to work form an important basis for sustainable careers across the lifespan. However, over the lifespan of their careers employees are likely to experience several career shocks (e.g. becoming chronically ill or being fired) which might result in unsustainable trajectories. This study aims to contribute to the literature on sustainable careers by unraveling the process through which careers shocks relate to career (un)sustainability and what role perceptions of human resource practices play in the process.

Thirty-three in-depth retrospective interviews with participants of 50 years and older were conducted and analyzed using a template analysis.

Results showed that career shocks influence career sustainability through a process of changes in demands or changes in resources, which in turn, relate to changes in person–job fit. When person-job–fit diminished, the ability, motivation and opportunity to continue working decreased, whereas when person–job fit improved, the ability, motivation and opportunity to continue working improved as well. Organizations appear to be able to diminish the negative consequences of career shocks by offering job resources such as HR practices in response to career shocks.

A limitation of this study is the retrospective nature of the interviews, which could have resulted in recollection bias.

This study gives HRM practitioners insight into the HR practices that are effective in overcoming career shocks.

This study extends existing literature by including career shocks as possible predictors of sustainable careers.

This study aims to assess the relationships among tacit knowledge sharing, mentoring and employees’ abilities in the areas of solving the work problems, adaptation to environments and creation of new innovative ideas.

This study applied quantitative research methods to examine the causal relationships among the key study variables. A questionnaire-based survey developed to evaluate the research model by drawing a convenience sample includes 123 employees working in the selected company headquarters in Jordan. Surveyed data were examined following the structural equation modeling procedures.

Results revealed that tacit knowledge sharing had a positive effect on employees’ abilities in the areas of adaptation to the work environments and creation of innovative ideas, while there was no an affirmative effect on employees’ abilities in the area of solving the work problems. In addition, the study showed that mentoring had a positive effect on employees’ abilities in terms of solving work problems, adaptation to work environments and creation of new innovative ideas. Furthermore, mentoring had mediated the relationship between tacit knowledge sharing and employees’ abilities.

The findings of this study lay a basis for future studies pertain to the effect of tacit knowledge sharing and mentoring on the employees’ abilities as preconditions for improving organizational performance. These findings would be supported by future research studies, the examining of larger samples of pharmaceutical companies to give deeper meanings and more understandings of the relationship, among key study variables. The authors argue that it is useful to expand the current research by conducting future studies, examining the mediating role of other social learning methods such as storytelling and community of practices on relationship between tacit knowledge sharing and employees abilities.

The current research model will assist knowledge managers and practitioners to take serious decisions pertaining employees’ involvement in the process of tacit knowledge sharing and mentoring as preconditions for superior organizational. As well as, it can be a step forward for conducting further research studies on relationships among tacit knowledge sharing, mentoring and employees abilities.

This suggested model may act as a catalyst for continuous improvements to the Jordan pharmaceutical industry in terms of producing high-quality medicines that improve health of humans and the society at large.

Although academic studies on knowledge management showed a positive relationship between tacit knowledge sharing and organizational performance, few studies examined the relationships between tacit knowledge sharing and employees’ abilities as preconditions for superior organizational performance. Furthermore, they ignored to examine the effect of the crucial mediating role of mentoring on the relationship between the two constructs. Therefore, this research tries to fill these gaps appropriately.

The purpose of this study is to examine the relationship between job characteristics that foster learning (experience with and demand for continuous learning at work, skills variety and autonomy) as potential predictors of self-reported outcomes, such as future learning ability and employee disengagement at work for a cohort of employees with no or very limited job change experience. Further consideration was given to employees’ experiences at work (meaningfulness and recognition at work) as potential mediators in this relationship between job characteristics and employee outcomes.

A cross-sectional design was applied. Participants (N = 284) were recruited from Northern Germany and asked to complete a paper-and-pencil survey. The results were subsequently analyzed using path models to examine direct and indirect effects associated with mediation.

Path model analysis indicated that job characteristics promoting learning at work are positive predictors of self-reported future learning ability and negative predictors of disengagement. Both meaningfulness and recognition predict future learning ability as well. However, these variables only operated as significant mediators in the relationship between job characteristics and employee disengagement (but not self-reported future learning ability).

The study outlines the importance of job characteristics and employee experience to understand employees’ beliefs about their learning ability and engagement at work. The findings highlight the importance of meaningfulness and recognition for employees, as well as the role of learning-supportive job characteristics.

The aim of this paper is to conceptualize employees' sustainable work abilities, or their long‐term adaptive and proactive abilities to work, farewell at work, and contribute through working. Sustainable work is defined as to promote the development in personal resources leading to sustainable work ability.

The conceptual paper distinguishes vital personal resources underlying an employee's sustainable work ability and categorizes these resources with the help of integral theory. Collaborative work crafting was outlined as a tool to promote the development of personal resources and sustainable work ability.

Sustainable work ability depends on personal resources relating to our human nature as both individual and communal beings with both interior and exterior worlds. Work crafting may create sustainable work in which existing personal resources are benefited from, developed further through learning, or translated into novel resources.

When formal job descriptions and preplanned job design do not work in post‐industrial work, traditional job design can be replaced by collaborative work crafting, which allows development in both work and employees.

The paper synthesizes different types of personal resources needed for sustainable working and outlines their development processes, rather than adds one more theory to explain some specific aspect of well‐being, development, and functioning. The paper offers one of the first definitions of sustainable work.

This study introduced a focus on work flexibility-worry and intended to test whether work flexibility-worry would weaken the strengthening power of work flexibility-willingness on the relationship between work flexibility-ability and work–family conflict from the perspective of person–situation interaction.

Participants were 924 employees recruited by the snowballing technique. They completed questionnaires about demographics and work flexibility. Multivariate stepwise regression was used to analyze the collected data.

Results showed that work flexibility-ability can reduce work-to-family conflict. However, this effect is most pronounced only among individuals with a high work flexibility-willingness who simultaneously experience low work flexibility-worry.

For organizations that want to provide work flexibility benefits to employees, they should not only pay attention to employees' personal preference for work flexibility but also create a climate in which all employees are allowed to use the flexibility supply without criticism from coworkers and without impacting organizational evaluations, which can benefit employees' functioning in both their work and family roles.

This study clarified the joint role of willingness and worry in predicting the extent to which work flexibility-ability reduces work–family conflict, which helps organizations to better understand the conditions under which work flexibility can better reduce work–family conflict.

The purpose of this paper is to assess the work ability and employment history of Finnish female prisoners and their need for treatment.

The sample consisted of 101 female prisoners, with 309 male prisoners for comparison. The methods included interviews, the Structured Clinical Interview for DSM‐IV Axis I, II Disorders and medical examination including ICD‐10 diagnoses.

Among women, 78 per cent were unemployed and only 6 percent were employed whereas among men, the proportion of those employed was four times greater than for women. Of women, 42 per cent were unable to work; of men 11 per cent. Substance abuse disorders were the most common reason for impaired work ability (over 70 per cent in both genders). Among women, other mental disorders were the second most common reason (39 per cent), somatic diseases caused impairment in 23 per cent. Basic socio‐demographic factors were not associated with impaired work ability among women. Violent crime as the present main offence was significantly more common among prisoners with limited working capacity. Need for treatment was found in 94 per cent of women and 90 per cent of men. In both genders, the majority of treatment needs were for mental disorders. Finnish female prisoners have serious problems with substance abuse, of both alcohol and drugs, which impairs their work ability, employability and is the cause of their need for treatment. In addition, female prisoners have other mental disorders commonly complicating their situation.

This paper is a part of the first comprehensive health study of Finnish female prisoners.

The purpose of this paper is to examine the association between networking ability, autonomy and work performance.

The data, collected from a sample of 510 employees in a professional service firm, were analysed using regression analysis.

First, networking ability and autonomy are positively associated with in-role and extra-role performance. Second, the greater the job autonomy, the stronger the effect of networking ability on in-role performance.

This paper adds to the growing body of literature on demand for social and interpersonal skills in organisations. The authors combine the literature on work design with the literature on networking ability and complexity in employment relations. The authors’ findings show the importance of networking ability and autonomy for work performance, as well as pointing to factors such as age and work experience.