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Sustainable employability refers to an individual's ability to work and maintain employment over a long-term period. Despite significant progress in current research on sustainable employability, improvements are needed in areas such as consistency in definition, research on specific populations, industry-specific challenges, and methodological limitations. The current bibliometric analysis aims to address these areas by systematically studying published articles on sustainable employability from 2014 to 2024. A total of 170 articles on sustainable employability were retrieved from January 2014 to January 2024 using the Web of Science database. Various bibliometric information was collected, including the number of publications, keywords, countries of origin, journal names, research hotspots, national cooperation, and journal citation data. The Netherlands published the highest number of papers on sustainable employability. Additionally, sustainable employability has remained a research hotspot over the past decade. The complexity and multidimensionality of this field highlights the increasing focus on employees' psychological characteristics, work environment, and health management, emphasizing the importance of interdisciplinary collaboration in research. [ABSTRACT FROM AUTHOR]

Aim: To discover what long‐term care (LTC) staff working in self‐managing teams consider necessary to remain sustainably employable. Design: Qualitative study with semi‐structured interviews. Methods: In 2020, semi‐structured interviews were conducted one‐on‐one with 25 LTC workers from a medium‐large Dutch organization providing long‐term care. All interviews were audio‐recorded, anonymously transcribed verbatim and analysed with thematic content analysis in the software program Atlas.ti. Results: LTC workers indicated a need for autonomy. They wanted their control and involvement in decisions to be strengthened. Furthermore, LTC workers indicated a need for relatedness, by experiencing support, a feeling of togetherness and more time to have attention for the residents. Lastly, LTC workers expressed a need for (assistance in) further developing their competence. Conclusion: In order to remain willing and able to work, LTC workers in self‐managing teams want their needs for autonomy, relatedness and competence to be addressed. Working conditions are important to these LTC workers' sustainable employability since they can hinder or promote the satisfaction of their needs. Implications: It is important that management in LTC is aware of the importance of LTC workers' needs for sustainable employability. We recommend that management critically reflect on and invest in addressing these needs by enhancing indicators and limiting inhibitors of the needs. Impact: A robust LTC workforce is necessary to provide care to the aging population. In the context of the increasing implementation of self‐managing teams in LTC organizations, understanding what workers in self‐managing teams need in order to remain sustainably employable is crucial.For sustainable employability (i.e. to remain willing and able to work), interviewees indicated a need for autonomy, relatedness, and competence. Nearly all participants stressed the importance of belonging and feeling connected. Working conditions seemed to relate not only directly to the sustainable employability of LTC staff but also indirectly through their lack of contribution to the satisfaction of workers' psychological needs.The outcomes of this study primarily impact workers and management within LTC organizations with self‐managing teams. They benefit from recognizing the significance of addressing workers' needs to ensure their essential and sustainable employability in the sector. Reporting Method: The Standards for Reporting Qualitative Research and the Consolidated Criteria for Reporting Qualitative (COREQ) research were used. Patient or Public Contribution: Two LTC workers provided advice and feedback regarding the materials and set up of the interviews. These two ambassadors additionally helped in reaching our population, by disseminating information about the study. [ABSTRACT FROM AUTHOR]

BACKGROUND: To improve the sustainable employability (SE) of employees in low-skilled jobs, there is an urgent need to implement more effective approaches for this group. OBJECTIVE: This evaluation study aimed to get insight into the effect and implementation process of an organisational intervention called 'Healthy HR' (HHR), which promoted the job control and SE of employees in low-skilled jobs in two Dutch organisations. METHODS: An effect evaluation with a pretest-posttest design and a mixed-methods process evaluation were conducted. Quantitative data were collected at baseline (N = 120) and at 12 months' follow-up (N = 71). Paired t-tests and dose-response analyses were performed (N = 50). Mixed-methods process data were collected on the implementation process using questionnaires, individual interviews with employees and employer representatives (N = 26), focus groups (N = 4) and logbooks. RESULTS: A positive effect was found for job control at 12 months' follow-up. An effect on the distal outcome SE was not significant. The dose-response analysis showed that a higher dose of HHR resulted in better job control. This positive effect was supported by the qualitative process analysis. HHR had a positive impact on the awareness level about health and healthy workplaces among all stakeholders. CONCLUSIONS: This study showed a promising participatory approach to improve job control for employees in low-skilled jobs by actively involving them in a genuine dialogue and giving them an active voice. Effects on SE might require a longer follow-up. [ABSTRACT FROM AUTHOR]

A focus on sustainable employability has recently become more prevalent in research and practice. The working population ages, and employers' demand for work exceeds its supply, making the need for continued labour at later ages greater. Accordingly, the urgency of reducing sick leave is increasing. In this article the need for sustainable return-to-work trajectories is emphasised, as returning to work after sick leave can be challenging and often unsuccessful on the long term. I demonstrate the need for sustainable return-to-work trajectories by sketching the global issue of workplace absence and comparing how organisations in different countries respond to short-term and long-term sick leave. This comparison lays bare large gaps between theory and practice in recovery and return-to-work. Using insights from management science, industrial and organisational psychology, and occupational medicine, I reflect on ways to support a more sustainable (long-term) return-to-work, in which the emphasis is placed on sufficient time to recover and a contextualised, holistic approach to return-to-work. This approach is illustrated to be beneficial to both the employer and the employee. [ABSTRACT FROM AUTHOR]

Abstract Sustainable employability refers to an individual’s ability to work and maintain employment over a long-term period. Despite significant progress in current research on sustainable employability, improvements are needed in areas such as consistency in definition, research on specific populations, industry-specific challenges, and methodological limitations. The current bibliometric analysis aims to address these areas by systematically studying published articles on sustainable employability from 2014 to 2024. A total of 170 articles on sustainable employability were retrieved from January 2014 to January 2024 using the Web of Science database. Various bibliometric information was collected, including the number of publications, keywords, countries of origin, journal names, research hotspots, national cooperation, and journal citation data. The Netherlands published the highest number of papers on sustainable employability. Additionally, sustainable employability has remained a research hotspot over the past decade. The complexity and multidimensionality of this field highlights the increasing focus on employees’ psychological characteristics, work environment, and health management, emphasizing the importance of interdisciplinary collaboration in research.

Abstract Background In recent years, sustainable employability, rooted in the capability approach, has received substantial attention due to its associations with work and health-related outcomes. While previous studies have indicated that being able and enabled to achieve important work values (i.e., work capabilities) is positively associated with desirable work outcomes, most of these studies have primarily employed a cross-sectional design to explore these associations. This study aimed to examine the long-term relationships between work capabilities and work and wellbeing-related outcomes, including work ability, work engagement, task and creative performance, organizational citizenship behavior, organizational commitment, job and life satisfaction, turnover intention, and burnout symptoms. Methods Data were collected from 251 randomly selected Dutch employees through a two-wave survey conducted in 2021 and 2023 via the Longitudinal Internet Studies for the Social Sciences panel. Multiple linear regression analyses were performed to assess these associations while controlling for potential covariates. Results The results revealed that participants valued a diverse range of work capabilities but encountered challenges in realizing these valued capabilities. The capability set positively predicted desirable outcomes and was associated with reduced burnout over a two-year period. Conclusions Supporting and enabling employees to realize their capabilities is essential for improving favorable work outcomes and diminishing burnout in today’s volatile work environment. These findings further emphasize the importance of organizations improving conversion factors to bridge the gap between valued capabilities and their actualization.

Abstract Background Residents’ sustainable employability (SE) is threatened by high burn-out rates, sleep deficits, and career dissatisfaction. Medical education may contribute to residents’ SE by providing them with opportunities to influence their employment contexts and to develop conscious self-regulation. This paper explores how residents, participating in the Resident Leadership Program (RLP), are enabled to work on, and learn about, their SE. Methods The RLP took place between February and July 2021 and consisted of lectures on, and practice in, quality improvement (QI) work. SE was the theme that governed residents’ QI projects. In this study, residents were interviewed individually before the program (n = 8), were observed while participating in the program (45 h) and were interviewed in three groups after the program (n = 8). The data were analysed in accordance with the ‘flexible-coding’ method. Results The findings are presented in four ‘acts’ mirroring an unfolding play as a metaphor to show how residents’ understanding of context, self-regulations, and quality improvement work—relevant to their SE—changed in the RLP. The acts include ‘setting the stage’, describing how residents experienced the context of medicine; ‘acting the part’, depicting how residents managed their employment contexts using self-regulation; ‘changing the décor’, elaborating on residents’ QI projects; and ‘growing one’s role’, presenting residents’ take-aways from participating in the RLP that may benefit their SE. These take-aways encompassed awareness of the importance of SE, a reconsideration and/or adjustment of self-regulation, feeling better equipped to navigate employment contexts, and increased joy in work because of contributing to peers’ SE through QI work. Conclusions Our results indicate that medical education is a fruitful environment for providing important lessons and tools for residents to work on and learn about their SE, likely benefiting their SE throughout their careers.

Background: Residents' sustainable employability (SE) is threatened by high burn-out rates, sleep deficits, and career dissatisfaction. Medical education may contribute to residents' SE by providing them with opportunities to influence their employment contexts and to develop conscious self-regulation. This paper explores how residents, participating in the Resident Leadership Program (RLP), are enabled to work on, and learn about, their SE. Methods: The RLP took place between February and July 2021 and consisted of lectures on, and practice in, quality improvement (QI) work. SE was the theme that governed residents' QI projects. In this study, residents were interviewed individually before the program (n = 8), were observed while participating in the program (45 h) and were interviewed in three groups after the program (n = 8). The data were analysed in accordance with the 'flexible-coding' method. Results: The findings are presented in four 'acts' mirroring an unfolding play as a metaphor to show how residents' understanding of context, self-regulations, and quality improvement work—relevant to their SE—changed in the RLP. The acts include 'setting the stage', describing how residents experienced the context of medicine; 'acting the part', depicting how residents managed their employment contexts using self-regulation; 'changing the décor', elaborating on residents' QI projects; and 'growing one's role', presenting residents' take-aways from participating in the RLP that may benefit their SE. These take-aways encompassed awareness of the importance of SE, a reconsideration and/or adjustment of self-regulation, feeling better equipped to navigate employment contexts, and increased joy in work because of contributing to peers' SE through QI work. Conclusions: Our results indicate that medical education is a fruitful environment for providing important lessons and tools for residents to work on and learn about their SE, likely benefiting their SE throughout their careers. [ABSTRACT FROM AUTHOR]

Copyright of Human Resource Management / Zarzadzanie Zasobami Ludzkimi is the property of Institute of Labour & Social / Instytut Pracy i Spraw Socjalnych and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

AbstractThe COVID-19 pandemic had a profound effect on our society, changing both the workplace and educational landscapes. This study aims to evaluate the ICT readiness of university graduates. It examines the usefulness and accessibility of the existing technology infrastructure found in the institutions of Bangladesh. In this study, a mixed-method inductive approach has been employed. This study utilized surveys and in-depth interviews to collect data from participants. The study’s total sample size is 500. Snowball sampling and random purposive sampling have been used to select study participants. This study utilized human capital theory and consensus theory to provide a comprehensive underpinning of the situation in Bangladesh. The findings of this study indicated that the graduates have adequate ICT skills for future readiness for employability (A = 39.6%, SA = 29.4%). The result also indicates that the universities in Bangladesh have adequate opportunities to improve their ICT infrastructures for students (A = 49.4%, SA = 24.4%). To improve ICT skills among graduates, the study prescribes several policy recommendations, including collaborative efforts, career counselling, and industry-academia collaboration. By recognizing the need for ICT skill advancement initiatives and infrastructures during the Fourth Industrial Revolution (4IR) period, this study also advises and contributes to future graduates, researchers, academicians, university faculties, policymakers, and government officials.

Objective: This study examines the relationship of psychological empowerment and organizational identification to sustainable employability with work engagement as a mediator variable and affective commitment as a moderator variable in financial cluster state-owned enterprises (SOE) employees. Design/Methods/Approach: This research utilized Structural Equation Modeling (SEM) with 220 respondents. Data was gathered through open-ended questionnaires from employees in the financial sector of state-owned enterprises. Findings: The findings of this study indicate that psychological empowerment and work engagement have a notable and favorable impact on sustainable employability. However, they do not have a significant effect on organizational identification. It is worth noting that organizational identification does have a large and positive influence on work engagement. Work engagement does not act as a mediator in the connection between organizational identification and sustainable employability. However, it does serve as a mediator in the association between psychological empowerment and sustainable employability. Affective commitment enhances the strong and favorable correlation between work engagement and sustainable employability. Originality/Value: The field of sustainable employability is under-researched, leading to a lack of consistency in addressing its multifaceted issues and a scarcity of theoretical frameworks. This study aims to consolidate disparate research by integrating various variables and examining their interplay through mediating and moderating mechanisms informed by the Job Demand-Resource Theory and Social Identity Theory. Practical/Policy implication: It is imperative for organizations to prioritize the cultivation of robust and morally upright leadership across all levels, particularly at the upper echelons where executive management holds sway over the direction of the enterprise. In the immediate context, fostering a sense of identification among employees with the organizational ethos is crucial. Over the long term, such efforts contribute to the holistic well-being of employees, encompassing both physical and psychosocial dimensions, thereby fostering sustainable employability.

This study aimed to analyze the influence of the AI awareness dimension, namely challenge and hindrance appraisal toward AI, on sustainable employability through job crafting mediation variables in Gen X employees in Jakarta. In this study, hypothesis testing and data collection were carried out cross-sectionally. The data were collected primarily by distributing questionnaires to 272 Gen X employees in Jakarta. The sample collection method used the purposive sampling method. The data processing techniques included validity tests, reliability tests, and structural equation modeling (SEM). The results of the study showed that there was a positive influence caused by challenge appraisal toward AI and job crafting on sustainable employability. Meanwhile, hindrance appraisal toward AI triggered a negative influence on sustainable employability. The company and employees were expected to collaborate in implementing AI in the work environment to support their work sustainably.

Abstract Background Medical assistants (MAs) are crucial for affordable, high-quality primary care, but what motivates this low-wage occupational group to stay in their job remains underexplored. This paper identifies the work aspects that MAs value (“capabilities”), and how they affect sustainable employability, which refers to employees’ long-term ability to function and remain in their job. Methods We used structural equation modelling to assess how capabilities relate to four outcomes among MAs: burnout, job satisfaction, intention to quit, and experiencing work as meaningful. Results We find that earning a good income, developing knowledge and skills, and having meaningful relationships at work relate to the outcomes. Meaningful relationships represent a stronger predictor than salary for one’s intention to quit. Conclusions Competitive salaries are necessary but not sufficient to motivate low-wage health care workers like MAs to stay in their job. Health care leaders and managers should also structure work so that MAs can foster meaningful relationships with others as well as develop competencies.

Objective: This study examines the relationship of psychological empowerment and organizational identification to sustainable employability with work engagement as a mediator variable and affective commitment as a moderator variable in financial cluster state-owned enterprises (SOE) employees. Design/Methods/Approach: This research utilized Structural Equation Modeling (SEM) with 220 respondents. Data was gathered through open-ended questionnaires from employees in the financial sector of state-owned enterprises. Findings: The findings of this study indicate that psychological empowerment and work engagement have a notable and favorable impact on sustainable employability. However, they do not have a significant effect on organizational identification. It is worth noting that organizational identification does have a large and positive influence on work engagement. Work engagement does not act as a mediator in the connection between organizational identification and sustainable employability. However, it does serve as a mediator in the association between psychological empowerment and sustainable employability. Affective commitment enhances the strong and favorable correlation between work engagement and sustainable employability. Originality/Value: The field of sustainable employability is under-researched, leading to a lack of consistency in addressing its multifaceted issues and a scarcity of theoretical frameworks. This study aims to consolidate disparate research by integrating various variables and examining their interplay through mediating and moderating mechanisms informed by the Job Demand-Resource Theory and Social Identity Theory. Practical/Policy implication: It is imperative for organizations to prioritize the cultivation of robust and morally upright leadership across all levels, particularly at the upper echelons where executive management holds sway over the direction of the enterprise. In the immediate context, fostering a sense of identification among employees with the organizational ethos is crucial. Over the long term, such efforts contribute to the holistic well-being of employees, encompassing both physical and psychosocial dimensions, thereby fostering sustainable employability. [ABSTRACT FROM AUTHOR]

This study aimed to analyze the influence of the AI awareness dimension, namely challenge and hindrance appraisal toward AI, on sustainable employability through job crafting mediation variables in Gen X employees in Jakarta. In this study, hypothesis testing and data collection were carried out cross-sectionally. The data were collected primarily by distributing questionnaires to 272 Gen X employees in Jakarta. The sample collection method used the purposive sampling method. The data processing techniques included validity tests, reliability tests, and structural equation modeling (SEM). The results of the study showed that there was a positive influence caused by challenge appraisal toward AI and job crafting on sustainable employability. Meanwhile, hindrance appraisal toward AI triggered a negative influence on sustainable employability. The company and employees were expected to collaborate in implementing AI in the work environment to support their work sustainably. [ABSTRACT FROM AUTHOR]

Background: Medical assistants (MAs) are crucial for affordable, high-quality primary care, but what motivates this low-wage occupational group to stay in their job remains underexplored. This paper identifies the work aspects that MAs value ("capabilities"), and how they affect sustainable employability, which refers to employees' long-term ability to function and remain in their job. Methods: We used structural equation modelling to assess how capabilities relate to four outcomes among MAs: burnout, job satisfaction, intention to quit, and experiencing work as meaningful. Results: We find that earning a good income, developing knowledge and skills, and having meaningful relationships at work relate to the outcomes. Meaningful relationships represent a stronger predictor than salary for one's intention to quit. Conclusions: Competitive salaries are necessary but not sufficient to motivate low-wage health care workers like MAs to stay in their job. Health care leaders and managers should also structure work so that MAs can foster meaningful relationships with others as well as develop competencies. [ABSTRACT FROM AUTHOR]

Abstract Background Physicians have complex and demanding jobs that may negatively affect their sustainable employability (SE) and quality of care. Despite its societal and occupational relevance, empirical research on physicians’ SE is scarce. To further advance our understanding of physicians’ SE, this study explores how physicians perceive their employment context to affect their SE, how physicians self-regulate with the intent to sustain their employability, and how self-regulations affect physicians’ SE and their employment context. Methods Twenty Dutch physicians from different specialisms were narratively interviewed between March and September 2021 by a researcher with a similar background (surgeon) to allow participants to speak in their own jargon. The interviews were analyzed collaboratively by the research team in accordance with theory-led thematic analysis. Results According to the interviewees, group dynamics, whether positive or negative, and (mis)matches between personal professional standards and group norms on professionalism, affect their SE in the long run. Interviewees self-regulate with the intent to sustain their employability by (I) influencing work; (II) influencing themselves; and (III) influencing others. Interviewees also reflect on long-term, unintended, and dysfunctional consequences of their self-regulations. Conclusions We conclude that physicians’ SE develops from the interplay between the employment context in which they function and their self-regulations intended to sustain employability. As self-regulations may unintentionally contribute to dysfunctional work practices in the employment context, there is a potential for a vicious cycle. Insights from this study can be used to understand and appraise how physicians self-regulate to face complex challenges at work and to prevent both dysfunctional work practices that incite self-regulation and dysfunctional consequences resulting from self-regulations.

Background Physicians have complex and demanding jobs that may negatively affect their sustainable employability (SE) and quality of care. Despite its societal and occupational relevance, empirical research on physicians' SE is scarce. To further advance our understanding of physicians' SE, this study explores how physicians perceive their employment context to affect their SE, how physicians self-regulate with the intent to sustain their employability, and how self-regulations affect physicians' SE and their employment context. Methods Twenty Dutch physicians from different specialisms were narratively interviewed between March and September 2021 by a researcher with a similar background (surgeon) to allow participants to speak in their own jargon. The interviews were analyzed collaboratively by the research team in accordance with theory-led thematic analysis. Results According to the interviewees, group dynamics, whether positive or negative, and (mis)matches between personal professional standards and group norms on professionalism, affect their SE in the long run. Interviewees self-regulate with the intent to sustain their employability by (1) influencing work; (II) influencing themselves; and (III) influencing others. Interviewees also reflect on long-term, unintended, and dysfunctional consequences of their self-regulations. Conclusions We conclude that physicians' SE develops from the interplay between the employment context in which they function and their self-regulations intended to sustain employability. As self-regulations may unintentionally contribute to dysfunctional work practices in the employment context, there is a potential for a vicious cycle. Insights from this study can be used to understand and appraise how physicians self-regulate to face complex challenges at work and to prevent both dysfunctional work practices that incite self-regulation and dysfunctional consequences resulting from self-regulations. [ABSTRACT FROM AUTHOR]

Using the Job Demands and Resources Theory, this study examines whether relational job resources (co-worker relationship quality) trigger job crafting and sustainable employability. Further, we examine whether job crafting mediates co-worker relationship quality and sustainable employability relationships in a motivational process and to what extent work uncertainty moderates these relationships using moderated mediation approach. We tested the proposed hypothesis using a structural model and self-developed process macros for AMOS to test Hayes (2018) process models 1, 7, 14, and 58 using two-wave data of 483 knowledge workers. Results of this study indicate that co-worker relationship quality triggers job crafting and sustainable employability. Mediation results indicate co-worker relationship quality initiates a motivational process through job crafting, leading to sustainable employability as an outcome of the motivational process. Further, the relationships between co-worker support and sustainable employability mediated by job crafting are strengthened in high work uncertainty. This research adds to the work design and employability literature and addresses the three research gaps in job crafting literature regarding antecedents, consequences, and boundary conditions. Altogether results of this study show that work relationships trigger job crafting and sustainable employability, and these relationships are further strengthened in the presence of high work uncertainty. [ABSTRACT FROM AUTHOR]

Bangladesh lacks many trained workers. The existing technical training curriculums are not advanced enough to achieve the Sustainable Development Goals (SDGs) target for human capital development. Therefore, it is a time demand to address the need for skilled human resources. Japan prioritizes Bangladesh's skills development sector to assist the nation in achieving SDGs and importing skilled labor forces into Japan's already declined labor market. This research focuses on the prospects and challenges of Japanese investments in skills development projects in Bangladesh. To this end, this research adopts a need-based approach to prepare a uniform framework for skills development in Bangladesh and finds several challenges in the process of skills development programs that influence the development partners. This study employs a mixed-method research approach. This study finds that the trainees consider the skills development programs significant for their future careers and sustainable employability, although they face various challenges, such as a lack of qualified instructors and training programs and lack of training equipment apart from their lower socio-economic backgrounds. This study especially highlights the significance of Japanese investment in skills development programs in Bangladesh to meet human capital development requirements and develop a framework for sustainable accomplishment of those programs to achieve the SDGs. Finally, this research makes some policy recommendations for relevant stakeholders, including development partners engaged in skills development programs in Bangladesh.

Sustainable Employability (SE) and task performance of workers-collaborating-with-cobots is challenged. Whether SE policies can impact workers' task performance in digitalized workplaces is still unknown. Drawing on two SE models, this study aims to ascertain whether the relationship between SE policies and task performance is mediated by health and productive capabilities, and whether this effect is moderated by the levels of User Acceptance and Use of Technology (UTAUT) predictors. 88 employees collaborating with cobots, or expected to do so in the near future, answered a cross-sectional survey. SE policies were positively related to task performance via health and productive capabilities. This indirect effect was moderated by the levels of UTAUT predictors, being significant only at low or medium levels of the moderators. SE policies contribute to employee capabilities, and in turn to workers' task performance. Fostering health and productive capabilities is fundamental when employee levels of cobots' acceptance are not high yet. [ABSTRACT FROM AUTHOR]

Sustainable employability (SE) refers to a worker's extensive set of capabilities to make a valuable and healthy contribution over time. Due to the high fragmentation and precariousness of their working conditions, entertainment professionals' SE is at risk. Methods: By considering valuable work, health, productivity, and long-term perspective capabilities as expressing entertainment professionals' SE, this study explored the unique pattern of associations among entertainment professionals' SE, conversion factors at personal (i.e., intrinsic motivation) and contextual levels (i.e., work–health balance external support and health climate, SE policies and social policies), and SE outcomes (i.e., life and job satisfaction and task performance), descriptive and network analyses were conducted in a sample of 123 Italian entertainment professionals. Results: Italian entertainment professionals' SE was associated with factors at all levels of conversion. Conversion factors at the organizational level (i.e., SE policies and social policies) had a higher predictability (i.e., practical potential) in the SE network, compared to factors at the personal level (i.e., intrinsic motivation). Conclusion. This study added empirical evidence to SE models based on the capability approach, by showing the central role of contextual factors in the development of an extensive set of entertainment professionals' capabilities. [ABSTRACT FROM AUTHOR]

Copyright of Educación XX1 is the property of Editorial UNED and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This qualitative study evaluated a training intervention aimed at increasing the personal development curves of the ABC company's white-collar employees and developing presentation preparation techniques. The participants prepared presentations using the 10/20/70 learning rule for the competencies they identified. After academicians and business managers evaluated the presentations, semi-structured one-on-one interviews were conducted to identify the intervention's benefits and limitations. The eight participants, who were white-collar professionals from the ABC company, were identified using non-probabilistic purposive sampling and interviewed online for about 30 min using Microsoft Teams. The interviews were audio recorded. The Maxqda-2022 program was used to examine the interview data. The analysis showed that the participants had negative feelings about the performance process based on their personal development competencies, particularly regarding process management. They also mentioned having the opportunity to learn through experience and conducting interviews. The participants agreed that their organizations should increase their development awareness and conduct 360-degree evaluations. They also said that intensive practical training at universities was needed because they felt their undergraduate education had not changed their perspectives or prepared them for a career. [ABSTRACT FROM AUTHOR]

Abstract Background Adoption and implementation are prerequisites for the effectiveness of organisational interventions, but successful implementation is not self-evident. This article provides insights into the implementation of the organisational intervention ‘Healthy Human Resources’ (HHR). HHR is developed with Intervention Mapping and aims at improving sustainable employability (SE) of employees in low-skilled jobs. Methods Qualitative data on adoption and implementation were collected by interviews with three employees and seven middle managers in five Dutch organisations and by extensive notes of observations and conversations in a logbook. Data triangulation was applied and all data were transcribed and analysed thematically using the qualitative analysis guide of Leuven (QUAGOL). Results All organisations adopted HHR, but three failed during the transition from adoption to implementation, and two implemented HHR only partially. The steepness of the organisational hierarchy emerged as an overarching barrier: steeper hierarchical organisations faced more difficulties with implementing HHR than flatter ones. This was reflected in middle managers’ lack of decision-making authority and being overruled by senior management. Middle managers felt incapable of remedying the lack of employees’ voice. Subsequently, ‘us-versus-them’ thinking patterns emerged. These power imbalances and ‘us-versus-them’ thinking reinforced each other, further strengthening the hierarchical steepness. Both processes could be the result of wider socio-political forces. Conclusions This study improved the understanding of the difficulties to adopt and implement such organisational intervention to contribute to the sustainable employability of employees in low-skilled jobs. Practical implications are given for future implementation of organisational interventions.

The objective of the research was to analyse the use of project management as a sustainable pedagogical device capable of fostering in tertiary education students the development of those transversal skills that enhance their sustainable employability. The qualitative research design was the emergent grounded theory, applied through a case study methodology (first exploratory and then explanatory). The "Seven-factor model of project management as a sustainable pedagogical device" for the development of transversal skills in tertiary education was the main result presented. It is composed of the factors that can be transposed from practice into the context of tertiary education and contains a description of the method for this translation. Moreover, the "holistic project management integration approach in tertiary education" was presented, and it was explained why it is an effective top-down transformation process for integrating project management in every program or academic level. Learning project management proves effective in enhancing students' employability by fostering a process of critical reflection that enables them to develop a sustainable career aligned with their expectations and personal growth as individuals, professionals, and sustainable citizens. [ABSTRACT FROM AUTHOR]

With an expected increase of urological patients of 40% in the years to come, it is of importance that urologists remain sustainably employable. This is why we have investigated the sustainable employability of urologists and residents in the Netherlands with a questionnaire. Job satisfaction is high (78%), but the workload is also perceived as high (56%). 45% of urologists wants to work less and 20% of urologists are considering quitting. 16% temporarily (partially) stops working due to signs of burnout. Women experience more work pressure-related complaints than men. Despite the high job satisfaction, the sustainable employability of urologists is under pressure. Attention to the prevention of burnout and better regulation of the workload is desirable. [ABSTRACT FROM AUTHOR]

Introduction: The recent concept of sustainable employability (SE), which refers to being able and enabled to achieve valuable work goals, has lately attracted substantial attention in many developed countries. Although limited cross-sectional studies found that SE in the form of capability set was positively associated with work outcomes, why and through which mechanism SE is related to crucial work outcomes remains still unexplored. Therefore, the present three-wave study aimed to (1) investigate the SE-work outcomes linkage over time, and (2) uncover the psychological pathway between SE and two work outcomes (i.e., task performance and job satisfaction) by proposing work engagement as a mediator. Methods: To test the mediation process, we approached CentERdata to collect data among a representative sample of 287 Dutch workers. We used a three-wave design with approximately a 2-month time lag. Results: The results of bootstrap-based path modeling indicated that SE was a significant predictor of task performance but not job satisfaction over time. Work engagement mediated the relationships between SE and (a) task performance and (b) job satisfaction. Discussion: These findings suggest that organizations may foster workers' task performance and job satisfaction by configuring a work context that fosters SE-allowing workers to be able and be enabled to achieve important work goals. [ABSTRACT FROM AUTHOR]

While operational firefighters in the UK fire and rescue service traditionally retired in their 50s, their working lives are now extending. However, external pressures and the emotional and physical demands of firefighting work, lead to questions about whether operational firefighters will be able to extend their working lives. In this article, we engage with Van der Klink et al.'s sustainable employability model, which focuses on situations that allow individuals to make valuable contributions through their work and reveal how working lives can be extended. We consider implications of the characteristics of operational firefighting work, individual circumstances and contextual factors for the extension of working lives. Drawing on interviews conducted with firefighters, crew managers and watch managers working in a UK fire and rescue service, we highlight the unsustainability of many future working lives because of wellbeing and organisational pressures. [ABSTRACT FROM AUTHOR]

Sustainable employability (SE) amongst healthcare workers (HCW) is an important asset for healthcare institutions. However, SE is under strain due to high work pressure, a shortage of employees, and absenteeism amongst employees based on mental problems. These developments had already started before the COVID-19 pandemic. The aim of this review is to explore whether there is amoderating effect of the COVID-19 pandemic on themental wellbeing of HCW in the context of SE. A double blinded systematic review was conducted for this article in accordance with preferred reporting items for Systematic Reviews andMeta-Analyses (PRISMA) guidelines. Eligible studies were subjected to quality evaluation and narrative synthesis. The analysis of the selected literature led to the understanding thatmental problems amongst HCWwere already abundantly present before the COVID-19 pandemic. Mental health problems have increased in prevalence, severity, and variation. In general, a negative relation between (mental) health and SE exists. Our findings show that mental health problems have heavily impacted the SE of HCW: absenteeism has increased and perspective on work has changed. It is time to prioritize the mental health of HCW to prevent acute care capacity from declining even further and ending up in a vicious circle. [ABSTRACT FROM AUTHOR]

Purpose Disclosure of mental illness to a supervisor can have positive (e.g. supervisor support) and negative consequences (e.g. stigma). However, research on the association between disclosure and sustainable employability and well-being at work is scarce. The aim of this study was to investigate the association between the disclosure decision (yes/no), experiences with the decision (positive/negative) and sustainable employment and well-being at work among military personnel with mental illness (N = 323). Methods A cross-sectional questionnaire study was conducted. Descriptive and regression (linear and ordinal) analyses were performed. Comparisons were made between those with positive and negative disclosure experiences. Results Disclosure decision (yes/no) was not significantly associated with any of the measures of sustainable employability and well-being at work. However, positive disclosure experiences were significantly associated with higher scores on almost all measures of sustainable employability and well-being at work. Those with negative disclosure experiences reported significantly more shame (Mpos = 2.42, Mneg = 2.78, p <.05) and discrimination (Mpos = 1.70, Mneg = 2.84, p <.001). Those with a positive disclosure experience, reported significantly more supervisor support (Mpos = 3.20, Mneg = 1.94, p <.001). Conclusion We did not find evidence that the disclosure decision itself is related to measures of sustainable employment and well-being at work. In contrast, how participants had experienced their (non-)disclosure decision was significantly related to almost all measures. This emphasizes the importance of the work environments reactions to disclosure and mental illness in the workplace. Future research and interventions should focus on increasing the likelihood of positive disclosure experiences through creating a more inclusive work environment, with more supervisor support and less stigma. [ABSTRACT FROM AUTHOR]

IntroductionThe recent concept of sustainable employability (SE), which refers to being able and enabled to achieve valuable work goals, has lately attracted substantial attention in many developed countries. Although limited cross-sectional studies found that SE in the form of capability set was positively associated with work outcomes, why and through which mechanism SE is related to crucial work outcomes remains still unexplored. Therefore, the present three-wave study aimed to (1) investigate the SE-work outcomes linkage over time, and (2) uncover the psychological pathway between SE and two work outcomes (i.e., task performance and job satisfaction) by proposing work engagement as a mediator.MethodsTo test the mediation process, we approached CentERdata to collect data among a representative sample of 287 Dutch workers. We used a three-wave design with approximately a 2-month time lag.ResultsThe results of bootstrap-based path modeling indicated that SE was a significant predictor of task performance but not job satisfaction over time. Work engagement mediated the relationships between SE and (a) task performance and (b) job satisfaction.DiscussionThese findings suggest that organizations may foster workers’ task performance and job satisfaction by configuring a work context that fosters SE–allowing workers to be able and be enabled to achieve important work goals.

Purpose: The objective of our study was to investigate how organizational learning climate (measured as developmental opportunities and team support for learning), career commitment, and age are related to employees' self-perceived employability, vitality and work ability (e.g., their sustainable employability). Our study adopted a P-E fit perspective building upon the notion that sustainable employability is a function of both the person (P) and the environment (E) and tests a three-way interaction between organizational learning climate, career commitment, and age. Design: In total, 211 members of the support staff of a Dutch university completed a survey. Hierarchical stepwise regression analysis was used to analyze the data. Findings: Only one of the two dimensions of organizational learning climate that we measured, namely the developmental opportunities, appeared to be associated with all indicators of sustainable employability. Career commitment only had a direct positive relationship with vitality. Age was negatively related to self-perceived employability and to work ability, but not to vitality. The relationship between developmental opportunities and vitality was negatively influenced by career commitment (a negative two-way interaction effect), while a positive three-way interaction effect was found between career commitment, age, and development opportunities, and with self-perceived employability as the outcome. Theoretical and practical implications: Our findings confirmed the relevance of adopting a P-E fit perspective on sustainable employability, and of considering the possible role of age in this. It requires more detailed analyses in future research to unravel the role of age in the shared responsibility for sustainable employability. In practice, the results of our study imply that organizations should provide all employees with a working context that facilitates learning, however, with a special focus on older employees, for whom it is a particular challenge to protect their sustainable employability, possibly due to age-related stereotyping. Originality: Our study adopted a P-E fit perspective on sustainable employability and examined the association between organizational learning climate and all three components of sustainable employability: self-perceived employability, vitality and work ability. Moreover, it investigated whether and how the employee's career commitment and age influence this relationship. [ABSTRACT FROM AUTHOR]

Purpose: For employees with a work disability adequate daily guidance from supervisors is key for sustainable employability. Supervisors often lack expertise to guide this group of employees. Mentorwijs (literal translation: Mentorwise) is a training for supervisors to improve the guidance of employees with a work disability. The aim of this study was to investigate the experiences of employees with a work disability regarding: (1) the guidance from their supervisors (who followed the Mentorwijs training), (2) which differences they notice in the guidance due to the Mentorwijs training, and (3) what kind of aspects they consider important in their guidance to achieve sustainable employability. Methods: A qualitative study was performed with semi-structured (group) interviews among twenty-one employees with a work disability. Thematic analysis was performed to analyze the data. Results: Themes that followed from the interviews were: (1) work tasks and conditions can facilitate or hinder sustainable employability: (2) relationships among employees and with supervisors can affect sustainable employability; (3) a desire for new opportunities and challenges; and (4) a need for supervisor skills to facilitate sustainable employability, i.e. appreciation, availability of help, dealing with problems, listening, attitude and communication. According to employees, changes were mainly noticed in supervisor skills. Conclusions: Employees with a work disability were very satisfied with the guidance of supervisors who followed the Mentorwijs training. To improve sustainable employability, training of supervisors should focus more on adequate work conditions, providing employees opportunities to learn new work tasks and improving supervisors' skills regarding appreciation, attitude and communication. [ABSTRACT FROM AUTHOR]

Abstract Background The capability set for work questionnaire (CSWQ) is being used to measure the new model of sustainable employability building on the capability approach. However, previous studies on the psychometric properties of the instrument are limited and cross-sectional. This two-way study aimed to (1) evaluate the convergent validity of the CSWQ with the theoretically related constructs person-job fit, strengths use, and opportunity to craft and (2) test the predictive and incremental validity of the questionnaire for the well-established work outcomes, including work ability, work engagement, job satisfaction, and task performance. Methods A representative sample of 303 Dutch workers, chosen with probably random sampling, were surveyed using a one-month follow-up, cross-lagged design via the Longitudinal Internet Studies for the Social Sciences panel. The convergent validity was assessed by exploring the strength of associations between the capability set for work questionnaire and the theoretically related constructs using Pearson’s correlations. The predictive and incremental validity was evaluated by performing a series of linear hierarchical regression analyses. Results We found evidence of the convergent validity of the capability set score by moderate correlations with person-job fit, strengths use, and opportunity to craft (r = 0.51–0.52). A series of multiple regression analyses showed that Time 1 capability set score and its constituents (i.e., importance, ability, and enablement) generally had predictive and incremental validity for work ability, work engagement, job satisfaction, and task performance measured at Time 2. However, the incremental power of the CSWQ over and above conceptually related constructs was modest. Conclusions The findings support the convergent, predictive, and incremental validity of the capability set for work questionnaire with not previously investigated work constructs. This provided further evidence to support its utility for assessing a worker’s sustainable employability for future research and practical interventions.

Abstract Background Governments and employers aim to promote sustainable employability (SE) in aging societies. In the Netherlands, an instrument for capturing the employee perspective on SE, the MAastricht Instrument for Sustainable Employability (MAISE-NL), has recently been developed. This study seeks to validate the Italian version of the MAISE (MAISE-IT). Methods The MAISE-IT (a translated and culturally adapted version of the MAISE for the Italian population), the Work-Health Balance questionnaire and a demographic survey (age, gender, education, and occupational activity) were completed online by 455 respondents (328 public administration workers and 127 respondents recruited from social networks). Construct and criterion validity were tested by CFA; reliability, correlational analyses and subgroup differences with ANOVAs. Results The CFA analysis revealed that the MAISE-IT consists of 12 scales distributed in four areas: (1) Meaning of SE; (2) Level and Factors affecting SE; (3) Overall responsibility for SE; and (4) Responsibility for factors affecting SE. Construct and criterion validity and reliability were good. Italian workers reported a moderately high level of SE. They regarded employers to be somewhat more responsible for SE than employees. Conclusions This study showed the validity of the MAISE-IT in the Italian context. The MAISE-IT is valuable for tapping employees’ needs in order to develop SE interventions tailored to the employee perspective.

Emergency nurses are prone to burnout due to the nature of their profession and working environment, potentially putting their sustainable employability at risk and so too the care provided by and success of emergency departments. Psychological research has predominantly focused on samples drawn from western, educated, industrialized, rich, and democratic (WEIRD) societies, concerning a small part of the world population. Consequently, this study investigated emergency nurses' burnout in a non-WEIRD society and assessed the role of job demands-resources and work capabilities on their burnout levels. A total of 204 emergency nurses in a South African context participated in a cross-sectional survey. The Job Demands-Resources Scale, the Capability Set for Work Questionnaire, and the Burnout Assessment Tool—Short Form were administered. Using and developing knowledge and skills and building and maintaining meaningful relationships were the strongest work capabilities of emergency nurses. In contrast, earning a good income, involvement in important decisions, and contributing to something valuable were the weakest capabilities. Latent class analysis resulted in three capability sets: a robust capability set, an inadequate capability set, and a weak capability set. Regarding job resources, emergency nurses with a robust capability set reported better relationships with their supervisors and higher job autonomy than the inadequate and weak capability sets. In addition, emergency nurses with a robust capability set reported better co-worker relationships and better access to good equipment than those with a weak capability set. Nurses with an inadequate capability set experienced significantly more challenging job demands than the other two sets. Finally, nurses with a weak capability set (compared to the robust capability set) experienced significantly higher levels of exhaustion and mental distance. Improving emergency nurses' job resources (especially relationships with co-workers and supervisors, job autonomy, and equipment sufficiency) would increase their capabilities, decreasing their burnout levels, especially exhaustion and mental distance.

PurposeThe objective of our study was to investigate how organizational learning climate (measured as developmental opportunities and team support for learning), career commitment, and age are related to employees’ self-perceived employability, vitality and work ability (e.g., their sustainable employability). Our study adopted a P-E fit perspective building upon the notion that sustainable employability is a function of both the person (P) and the environment (E) and tests a three-way interaction between organizational learning climate, career commitment, and age.DesignIn total, 211 members of the support staff of a Dutch university completed a survey. Hierarchical stepwise regression analysis was used to analyze the data.FindingsOnly one of the two dimensions of organizational learning climate that we measured, namely the developmental opportunities, appeared to be associated with all indicators of sustainable employability. Career commitment only had a direct positive relationship with vitality. Age was negatively related to self-perceived employability and to work ability, but not to vitality. The relationship between developmental opportunities and vitality was negatively influenced by career commitment (a negative two-way interaction effect), while a positive three-way interaction effect was found between career commitment, age, and development opportunities, and with self-perceived employability as the outcome.Theoretical and practical implicationsOur findings confirmed the relevance of adopting a P-E fit perspective on sustainable employability, and of considering the possible role of age in this. It requires more detailed analyses in future research to unravel the role of age in the shared responsibility for sustainable employability. In practice, the results of our study imply that organizations should provide all employees with a working context that facilitates learning, however, with a special focus on older employees, for whom it is a particular challenge to protect their sustainable employability, possibly due to age-related stereotyping.OriginalityOur study adopted a P-E fit perspective on sustainable employability and examined the association between organizational learning climate and all three components of sustainable employability: self-perceived employability, vitality and work ability. Moreover, it investigated whether and how the employee’s career commitment and age influence this relationship.

Nowadays, the growing importance of non-governmental organisations and sustainable employment in the modern labour market is emphasised in the literature on the subject and in economic practice. A systematic review of the literature confirms the lack of research on the sustainable employability of internal NGO stakeholders. Because the issue of sustainable employability in non-governmental organisations is an area that requires exploration, this study attempts to fill this identified research gap. In the context of the stated premises, the analysis and assessment of sustainable employability of internal stakeholders of nongovernmental organisations were adopted as the main objective of the article. For this study, a systematic review of literature, and also empirical research, was carried out. The data collection technique in the study was a diagnostic survey method and a Computer-Assisted Web Interview (CAWI). The sustainable employability of internal stakeholders of non-governmental organisations in Poland has been assessed thanks to empirical research. The research results showed that the respondents demonstrated a high level of sustainable employability. In addition, the respondents were assessed using various organizational solutions aimed at developing sustainable employability in the modern labour market. The obtained research results complement the diagnosed gap in knowledge, indicating that the respondents considered health prevention programs a priority solution to ensure ergonomic and safe working conditions for people of different ages. [ABSTRACT FROM AUTHOR]

Background: Adoption and implementation are prerequisites for the effectiveness of organisational interventions, but successful implementation is not self-evident. This article provides insights into the implementation of the organisational intervention 'Healthy Human Resources' (HHR). HHR is developed with Intervention Mapping and aims at improving sustainable employability (SE) of employees in low-skilled jobs. Methods: Qualitative data on adoption and implementation were collected by interviews with three employees and seven middle managers in five Dutch organisations and by extensive notes of observations and conversations in a logbook. Data triangulation was applied and all data were transcribed and analysed thematically using the qualitative analysis guide of Leuven (QUAGOL). Results: All organisations adopted HHR, but three failed during the transition from adoption to implementation, and two implemented HHR only partially. The steepness of the organisational hierarchy emerged as an overarching barrier: steeper hierarchical organisations faced more difficulties with implementing HHR than flatter ones. This was reflected in middle managers' lack of decision-making authority and being overruled by senior management. Middle managers felt incapable of remedying the lack of employees' voice. Subsequently, 'us-versus-them' thinking patterns emerged. These power imbalances and 'us-versus-them' thinking reinforced each other, further strengthening the hierarchical steepness. Both processes could be the result of wider socio-political forces. Conclusions: This study improved the understanding of the difficulties to adopt and implement such organisational intervention to contribute to the sustainable employability of employees in low-skilled jobs. Practical implications are given for future implementation of organisational interventions. [ABSTRACT FROM AUTHOR]

In many countries the retirement age is rising. Consequently, age-related hearing loss is an increasing occupational health problem. This study examined the association between hearing loss and sustainable employability of teachers. For this cross-sectional study a survey and an online hearing screening test were used. Sustainable employability was measured with the Capability Set for Work Questionnaire (CSWQ), examining seven work values. CSWQ-scores of teachers with poor, insufficient, and good hearing were investigated with ordinal regression analyses. Work values and discrepancies between the importance and achievement of the values were examined by chi-square tests. Dutch teachers (N = 737) of whom 146 (20%) had insufficient and 86 (12%) poor hearing. Teachers with insufficient (OR = 0.64; 95% CI 0.46–0.89) and poor (OR = 0.55; 95% CI 0.36–0.83) hearing had lower CSWQ-scores compared with good hearing teachers. Adjustment for covariates, in particular for self-rated health, attenuated the associations. Compared with good hearing teachers, teachers with poor hearing reported more discrepancies in using their knowledge and skills and setting their own goals at work. Hearing loss was negatively associated with sustainable employability of teachers. This emphasises the importance of assessing the hearing status of teachers. [ABSTRACT FROM AUTHOR]

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Sustainable employability (SE) amongst healthcare workers (HCW) is an important asset for healthcare institutions. However, SE is under strain due to high work pressure, a shortage of employees, and absenteeism amongst employees based on mental problems. These developments had already started before the COVID-19 pandemic. The aim of this review is to explore whether there is a moderating effect of the COVID-19 pandemic on the mental wellbeing of HCW in the context of SE. A double blinded systematic review was conducted for this article in accordance with preferred reporting items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. Eligible studies were subjected to quality evaluation and narrative synthesis. The analysis of the selected literature led to the understanding that mental problems amongst HCW were already abundantly present before the COVID-19 pandemic. Mental health problems have increased in prevalence, severity, and variation. In general, a negative relation between (mental) health and SE exists. Our findings show that mental health problems have heavily impacted the SE of HCW: absenteeism has increased and perspective on work has changed. It is time to prioritize the mental health of HCW to prevent acute care capacity from declining even further and ending up in a vicious circle.