De invloed van nieuwe en hardnekkige loopbaanpraktijken op de duurzaamheid van loopbanen

2012 ◽  
Vol 28 (4) ◽  
Author(s):  
Peggy De Prins ◽  
Jesse Segers ◽  
Ans De Vos ◽  
Sonja Brouwers
Keyword(s):  
Work Engagement ◽  
Older Workers ◽  
Positive Relationship ◽  
Career Management ◽  
Central Research ◽  
Career Stage ◽  
Sustainable Employability ◽  
Organizational Career Management ◽  
Research Questions ◽  
The Impact

The impact of new and persistent career practices on sustainable employability The impact of new and persistent career practices on sustainable employability This article addresses two central research questions: Which career levers stimulate work engagement and do these also have retention power? A broad conceptual spectrum is used covering typical labor psychological and sociological concepts (protean career attitude, obsolescence, labor ethics) and typical (sustainable) HR concepts (employability, career management, diversity). The research results indicate a positive relationship between age and engagement. Consequently, the opinion that older workers lack the necessary energy seems to be nothing more than a mere cliché. Based on these results, innovative concepts such as organizational career management – taking into account the needs of employees at any career stage – look to be promising. Persistent (career) practices as obsolescence and negative age stereotyping put a mortgage on engagement and retention. Therefore, we plea against such practices and we advocate a shift towards a career management which enables sustainable employability and engagement.

scholarly journals The impact of a total reward system of work engagement

2016 ◽  
Vol 42 (1) ◽  
Author(s):  
Crystal Hoole ◽  
Gabi Hotz
Keyword(s):  
Work Engagement ◽  
Sampling Strategy ◽  
Career Management ◽  
Cross Sectional ◽  
Total Reward ◽  
Total Rewards ◽  
Downward Spiral ◽  
Managerial Implications ◽  
The Impact ◽  
The Relationship

Orientation: Work engagement is critical for both employees and employers. With the reported downward spiral of engagement levels worldwide, organisations are recognising that in order to address this, attract best talent and keep employees motivated, they need to shift their attention to total reward strategies.Research purpose: The overall purpose of this study was to explore the relationship between total rewards and work engagement in a South African context and to determine which reward categories predict work engagement. The study further endeavoured to determine whether gender and age had a moderating effect on the relationship between total rewards and engagement.Motivation for the study: Statistics report that less than 30% of all working people are optimally engaged in their work. Considering that individuals spend more than a third of their lives at work committing themselves emotionally, physically and psychologically – research indicates that employees are no longer satisfied with traditional reward systems and want to feel valued and appreciated.Research approach, design and method: In this quantitative, cross-sectional research design using a non-probability convenience and purposive sampling strategy, 318 questionnaires were collected and analysed from financial institutions in Gauteng in which opinions were sought on the importance of different types of rewards structures and preferences, and how engaged they are in their workplace. The 17-item UWES and Nienaber total reward preference model were the chosen measuring instruments.Main findings: A small statistically significant correlation (r = 0.25; p < 0.05; small effect) was found between total rewards and work engagement, and 12% of the variance of work engagement was explained. Only performance and career management significantly predicted work engagement.Practical/Managerial implications: Although small, the significant correlation between total rewards and work engagement implies that total rewards are important motivators for employees in the workplace. Of the total rewards scales tested, only performance and career management significantly predicted work engagement, suggesting that more research is needed. Organisations seeking to implement total reward strategies should pay specific attention to which strategies have an impact on work engagement.Contribution/Value-add: Organisations must take cognisance that factors such as performance and career management significantly predicted work engagement and should be considered as part of their total reward offerings.

A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support

2017 ◽  
Vol 71 (1) ◽  
pp. 73-102 ◽  
Author(s):  
Yuhee Jung ◽  
Norihiko Takeuchi
Keyword(s):  
Human Resource ◽  
Organizational Support ◽  
Positive Relationship ◽  
Career Satisfaction ◽  
Self Management ◽  
Career Management ◽  
Middle Aged ◽  
Hr Practices ◽  
Organizational Career Management ◽  
Management Factors

The contemporary career literature or ‘new career’ theory emphasizes the importance of individual agentic career management processes in which individuals manage their careers to achieve career satisfaction by flexibly adjusting to the dynamic environment. There is limited research, however, on how individuals strategize their careers as they age, by utilizing or balancing organizational career management factors, including developmental human resource (HR) practices and organizational support. This study, therefore, documents how age, career self-management and organizational career management factors interactively influence career satisfaction, integrating conservation of resources (COR) and socioemotional selectivity (SES) theories. Using time-lagged data collected from 364 Japanese employees, the results supported the predicted three-way interaction effects. For young employees, the positive relationship between career self-management and satisfaction was stronger when developmental HR practices and organizational support were high, and thus a synergistic effect was salient. For middle-aged employees, the positive relationship was stronger when these factors were low, and thus a compensatory effect was manifested. Interestingly, middle-aged employees who perceived a lack of developmental practices or support showed marked improvements in career satisfaction by engaging in career self-management behaviors. We discuss the changing nature of career management strategies across an individual’s lifespan from both vocational and managerial viewpoints.

scholarly journals THE IMPACT OF COMPETENCY, ORGANIZATIONAL CAREER MANAGEMENT AND PERFORMANCE APPRAISAL TOWARDS CAREER PATH ADVANCEMENT ON MILLENNIAL HR PROFESSION WITH ASSIST FROM ORGANIZATIONAL COMMITMENT AS INTERVENING VARIABLE

2020 ◽  
Vol 2 (1) ◽  
pp. 106-119
Author(s):  
Jejen Zainal Mutaqin ◽  
Chaerudin Chaerudin
Keyword(s):  
Organizational Commitment ◽  
Performance Appraisal ◽  
Significant Influence ◽  
Random Sampling ◽  
Career Path ◽  
Career Management ◽  
Research Population ◽  
Organizational Career Management ◽  
And Performance ◽  
The Impact

These research aims to disclosed and analyzed those influence from competency, Organizational career management and Performance appraisal towards Career path Advancement on millennial HR profession with assist of organizational commitment as intervening variable. These research population were workers / HR profession with category of millennial ages in companies around Jabodetabek with research sample was taken by random sampling as many as 218 people. Data obtained from distributed questionnaires result with analysis methods by SEM using the SmartPLS version 3.2.8 program and The results showed that those variables of competency, organizational career management, and performance appraisal had positive and significant influence against Career path advancement. Alongside with Organizational commitment variable were also positively and significant mediated of those variables towards Career path advancement.

Creativity as a Predictor of Business Performance

2013 ◽  
pp. 242-256
Author(s):  
Olu Ojo
Keyword(s):  
Business Performance ◽  
Positive Relationship ◽  
Descriptive Statistics ◽  
Main Hypothesis ◽  
Self Employment ◽  
Core Courses ◽  
Research Questions ◽  
Set Up ◽  
Lateral Thinking ◽  
The Impact

This study investigates the impact of creativity as a predictor of business performance of undergraduate entrepreneurs in Nigerian universities. Survey research design was used. A sample size of 120 respondents was selected while only 100 of them actively participated in the study. Research questions were set with one main hypothesis that was formulated and tested. Descriptive statistics comprising the simple percentage and tables were used for detailed presentation and analysis of data. The Pearson product moment correlation coefficient was adopted to test the hypothesis. The study reveals that there is a positive relationship between creativity and business performance. The researcher concluded by recommending that young entrepreneurs be more creative, attend more business seminars, invest in reading wide, scanning the environment regularly, and identifying society problems as well as customers’ needs and wants. It was also recommended that universities should widen their curricula to include core courses that encourage creativity, lateral-thinking, brainstorming, and problem solving as well as entrepreneurship development. In addition, universities should set up programmes to encourage the commercialisation of student’s business ideas and possibly self employment scheme.

scholarly journals FACTORES FINANCIEROS DE LA ECO INNOVACIÓN EN PROCESOS Y ORGANIZACIÓN QUE IMPACTAN EN LA PRODUCTIVIDAD DEL SECTOR AGRÍCOLA DEL VALLE DE SAN QUINTÍN, BAJA CALIFORNIA, MÉXICO (FINANCIAL FACTORS OF ECO-INNOVATION IN PROCESSES AND ORGANIZATION THAT IMPACT THE PRODUCTIVITY OF THE AGRICULTURAL SECTOR OF THE SAN QUINTÍN VALLEY, BAJA CALIFORNIA, MEXICO)

2021 ◽  
Vol 18 (35) ◽  
Author(s):  
Imelda Cuevas Merecias ◽  
Luis Alberto Villarreal Villarreal ◽  
Maria Margarita Carrera Sanchez ◽  
Abel Partida Puente
Keyword(s):  
Positive Relationship ◽  
Agricultural Sector ◽  
Baja California ◽  
Research Question ◽  
Statistical Treatment ◽  
Central Research ◽  
Cross Sectional ◽  
Financial Factors ◽  
Preliminary Study ◽  
The Impact

The purpose of this preliminary study is to analyze the impact of eco-innovation factors (processes and organization) that impact productivity in the agricultural sector of the San Quintín Valley, Baja California, Mexico. In this sense, the importance of these factors is defined, which contributes significantly to the productivity of the agricultural sector of these companies. Therefore, the central research question is defined. What are the financial factors of eco-innovation that impact the productivity of the agricultural sector of the San Quintín Valley, Baja California, Mexico? The data obtained was analyzed through statistical treatment using SPSS V-21 with a descriptive, correlational, cross-sectional and explanatory approach. The results obtained showed that only one variable is significant: eco-innovation in the organization has a positive relationship in the productivity of the agricultural sector of the San Quintín Valley, Baja California, Mexico.

scholarly journals The Impact of Organizational Career Management towards Employees’ Career Satisfaction

2021 ◽  
Vol 11 (11) ◽  
Author(s):  
Nur Intan Izzati Binti Mohd Nasir ◽  
Rabeatul Husna Abdull Rahman ◽  
Nur Syafiqah A. Rahim ◽  
Noraini Rusbadrol ◽  
Faizah Mohd Fakhruddin
Keyword(s):  
Career Satisfaction ◽  
Career Management ◽  
Organizational Career Management ◽  
The Impact

scholarly journals The Role of Meaningful Work in Employees’ Work-Related and General Well-being

2017 ◽  
Vol 7 (4) ◽  
pp. 23 ◽  
Author(s):  
Jessica Van Wingerden ◽  
Joost Van der Stoep
Keyword(s):  
The Netherlands ◽  
Work Engagement ◽  
Positive Relationship ◽  
Job Demands ◽  
Meaningful Work ◽  
Well Being ◽  
Work Related ◽  
Low Levels ◽  
The Impact

This study examines the impact of meaningful work on employees’ work-related well-being (measured as high levels of work engagement and low levels of burnout) and subsequently on employees’ general well-being (that is happiness). Based on the literature on meaningful work and the job demands-resources theory, we hypothesize that meaningful work has a positive relationship with an employee’s general well-being and that this relation is mediated by both increased levels of work engagement and decreased levels of burnout. In order to test the hypothesized relations, we conducted a bootstrapping analysis using a sample of 1 892 employees working in various organizations and occupations in The Netherlands. The results of the analysis provide support for the hypothesized relations, indicating an important role for meaningful work in the on-going pursuit of well-being at home and at work. The main theoretical, practical, and methodological implications of this study are discussed. 

Person-organization fit and organization citizenship behavior: modeling the work engagement as a mediator

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bilal Ashfaq
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Positive Relationship ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
Organization Citizenship Behavior ◽  
Relationship Of ◽  
The Impact

PurposeThe purpose of this study is to investigate the impact of person-organization (PO) fit on work engagement (WE). The paper also explores the relationships among WE, organization citizenship behavior-individual (OCBI) and organization citizenship behavior-organization (OCBO). Lastly, the study analyzes the mediating effect of WE between PO fit and OCBI/OCBO.Design/methodology/approachFor this purpose, a questionnaire has been designed and survey data has been collected from 280 frontline employees of private banks in Pakistan. The partial least squares–structural equation modeling (PLS-SEM) technique has been employed to analyze the data and for testing the study hypotheses.FindingsFindings show the positive relationship of PO fit with WE, and the positive relationship of WE with OCBI/OCBO. It is also seen that WE mediate the relationship between PO fit and OCBI/OCBO.Originality/valueNo prior study tests the mediation of WE between PO fit and OCBI/OCBO. Further, organization citizenship behavior (OCB) has mostly been studied as a single construct; however, the current study discussed the individual and organizational aspects of OCB with PO fit and WE.

The mediating role of informal learning on work engagement: older workers in the US public sector

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Osaretin Uhunoma ◽  
Doo Hun Lim ◽  
Woocheol Kim
Keyword(s):  
Organizational Culture ◽  
Informal Learning ◽  
Work Engagement ◽  
Older Workers ◽  
Organizational Level ◽  
Organizational Setting ◽  
Content Type ◽  
Older Employees ◽  
The Impact

Purpose The purpose of this paper is to examine the mediating relationship between organizational culture, informal learning and work engagement of older workers in a public organizational setting. More specifically, this study aimed to investigate if informal learning is a pivotal component connecting an organizational-level factor (culture) to work engagement, which, in turn, directly influences business performance in the workplace. Design/methodology/approach After a careful review of the selected and relevant literature, four hypotheses were developed to test the structural relationships between the selected variables. Findings The data analysis indicated that informal learning mediated the relationship between organizational culture and work engagement for older employees working in a public organizational setting. Practical implications The findings from this study provide a solid justification for promoting informal learning in organizations to ensure knowledge transfer between younger and older generations while minimizing knowledge and financial loss for organizations. Originality/value In previous research, little emphasis has been placed on the impact of informal learning on work engagement. This study presents a valuable finding about the role of informal learning to facilitate work engagement for older workers.

scholarly journals Meaningful Work and Work Engagement: The Mediating Role of Perceived Opportunities to Craft and Job Crafting Behavior

2018 ◽  
Vol 8 (2) ◽  
pp. 1 ◽  
Author(s):  
Jessica Van Wingerden ◽  
Joost Van der Stoep ◽  
Rob Poell
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Positive Relationship ◽  
Meaningful Work ◽  
Job Crafting ◽  
Equation Modeling ◽  
Strong Linkage ◽  
Mediating Role ◽  
The Impact

This study examines the impact of meaningful work on employees’ level of work engagement as mediated by perceived opportunities to craft and job crafting. Based on the literature on meaningful work and job crafting, we hypothesize that meaningful work has a positive relationship with an employee’s level of work engagement in two ways, directly and indirectly via perceived opportunities to craft first and job crafting second (sequential mediation). In order to test the hypothesized relations, we conducted a structural equation modeling on a sample of 1148 employees working in various occupations, organizations, and industries in The Netherlands. The results of this analysis provide support for the hypothesized relations, indicating a strong linkage between meaningful work and work engagement and a partially mediating role for perceived opportunities to craft and job crafting. The main theoretical, practical, and methodological implications of this study are discussed.

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