Using Inter-Organizational Networks to Foster Workers’ Sustainable Employability:An Examination of Participation in Network Activities and the Role of Relational Factors

Rising labour shortages, a greying workforce and skill obsolescence are challenges encountered by many organisations (SEO, 2019; van Dam et al., 2017). To overcome these challenges, organisations are increasingly joining inter-organisational networks to foster sustainable employability and job mobility for their workers (Bakker et al., 2018). Inter-organisational networks reflect groups of formally independent organisations who voluntarily collaborate to address shared human capital issues across organisations. To address these issues, they co-create activities (e.g. workshops, career days, matching tables) for workers of member organisations. These activities target job matching, personal development and career development. Although inter-organisational networks are increasingly popular, to date, research on the success of these networks in contributing to a more circular and sustainable labour market is scarce (Raab &amp; Kenis, 2009; Koster, 2021). Activities which foster sustainable employability, have been widely studied within organisations (Veth et al., 2019; Pak et al. 2019; Pak et al. 2021; Ybema et al., 2017), but not in the context of inter-organisational networks. Therefore, the current study focuses on the role of shared HRM activities and its impact on indicators of workers’ sustainable employability (i.e. perceived employability, vitality and work ability). This paper considers the notion of basic need satisfaction and relies on the Self Determination Theory (Deci &amp; Ryan, 2000) and Career Self Determination Theory (Chen, 2017) to theoretically underpin this relationship.Additionally, this study also considers the role of relational factors to better understand the conditions that amplify or attenuate the relationship between shared HRM activities and workers’ sustainable employability. Specifically, this study investigates the trust that employees have in their new ties with network actors (e.g. coordinator, professionals) and the quality of the exchange relationship between themselves and their direct supervisor at the parent organization (LMX). The Social Exchange Theory provides a solid foundation help explain these relationships (Blau, 1964).To explore this topic, a mixed methods study is being conducted. A quantitative approach (questionnaires) is used to establish associations between the related variables. This approach is supplemented with qualitative data (interviews) to gain a deeper understanding as to why these associations emerge. In total, 12 inter-organisational networks are represented, all located in the Netherlands. The target sample consists of workers who have participated in at least one shared network activity offered by a network. To recruit participants convenience and purposive sampling techniques were used. Eight participants who completed the questionnaire and who had provided the researchers with their contact information, were invited for an interview. These participants were purposively selected to ensure adequate representation of the networks and types of network activities. To analyze the quantitative data, PLS-SEM was conducted. To analyze the qualitative data, the interview recordings were transcribed verbatim and thematic analysis was used to generate themes.A preliminary quantitative analysis suggests that network activities that focus on personal and career development may foster employees’ work ability. Although it has not yet been tested, we expect that network trust and LMX positively moderate this relationship. The preliminary qualitative analysis appears to be aligned with the preliminary quantitative findings.<br/

Using Inter-Organizational Networks to Foster Workers’ Sustainable Employability:An Examination of Participation in Network Activities and the Role of Relational Factors

Rising labour shortages, a greying workforce and skill obsolescence are challenges encountered by many organisations (SEO, 2019; van Dam et al., 2017). To overcome these challenges, organisations are increasingly joining inter-organisational networks to foster sustainable employability and job mobility for their workers (Bakker et al., 2018). Inter-organisational networks reflect groups of formally independent organisations who voluntarily collaborate to address shared human capital issues across organisations. To address these issues, they co-create activities (e.g. workshops, career days, matching tables) for workers of member organisations. These activities target job matching, personal development and career development. Although inter-organisational networks are increasingly popular, to date, research on the success of these networks in contributing to a more circular and sustainable labour market is scarce (Raab &amp; Kenis, 2009; Koster, 2021). Activities which foster sustainable employability, have been widely studied within organisations (Veth et al., 2019; Pak et al. 2019; Pak et al. 2021; Ybema et al., 2017), but not in the context of inter-organisational networks. Therefore, the current study focuses on the role of shared HRM activities and its impact on indicators of workers’ sustainable employability (i.e. perceived employability, vitality and work ability). This paper considers the notion of basic need satisfaction and relies on the Self Determination Theory (Deci &amp; Ryan, 2000) and Career Self Determination Theory (Chen, 2017) to theoretically underpin this relationship.Additionally, this study also considers the role of relational factors to better understand the conditions that amplify or attenuate the relationship between shared HRM activities and workers’ sustainable employability. Specifically, this study investigates the trust that employees have in their new ties with network actors (e.g. coordinator, professionals) and the quality of the exchange relationship between themselves and their direct supervisor at the parent organization (LMX). The Social Exchange Theory provides a solid foundation help explain these relationships (Blau, 1964).To explore this topic, a mixed methods study is being conducted. A quantitative approach (questionnaires) is used to establish associations between the related variables. This approach is supplemented with qualitative data (interviews) to gain a deeper understanding as to why these associations emerge. In total, 12 inter-organisational networks are represented, all located in the Netherlands. The target sample consists of workers who have participated in at least one shared network activity offered by a network. To recruit participants convenience and purposive sampling techniques were used. Eight participants who completed the questionnaire and who had provided the researchers with their contact information, were invited for an interview. These participants were purposively selected to ensure adequate representation of the networks and types of network activities. To analyze the quantitative data, PLS-SEM was conducted. To analyze the qualitative data, the interview recordings were transcribed verbatim and thematic analysis was used to generate themes.A preliminary quantitative analysis suggests that network activities that focus on personal and career development may foster employees’ work ability. Although it has not yet been tested, we expect that network trust and LMX positively moderate this relationship. The preliminary qualitative analysis appears to be aligned with the preliminary quantitative findings.<br/

Where does it come from, where does it go?:A Systematic review of Sustainable HRM as contemporary phenomenon

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Need for recovery across work careers: the impact of work, health and personal characteristics

Purpose Employees experiencing a high need for recovery (NFR) are at risk of long-term adverse effects in both their health and labour participation. So far, the determinants of NFR across age categories remain unknown. The aim of this study is to investigate the determinants of the NFR among employees in three age categories (30–44, 45– 54 and 55–65 years), for men and women separately. Methods T he study was based on data from the prospective Maastricht Cohort Study. Wave T3 (May 1999) was chosen as article baseline (n = 7,900). The followup period of 20 months included five follow-up waves. Cox regression analyses were performed to investigate the determinants, which originated from the work environment, health and lifestyle and personal domain of employees, of NFR across age categories over time. Results C ross-sectional results demonstrated substantial differences in mean scores and proportion of cases of NFR across age categories. Longitudinal analyses demonstrated risk factors in the multifactorial aetiology of NFR that played a role in all age categories, but also showed several age-specific risk factors, e.g. low decision latitude appeared to be a risk factor only in the oldest age category. Conclusions Although selection effects may have occurred, this study shows that the risk factors for a high NFR were different among the age categories. To prevent and reduce a high NFR among employees, it is important to develop preventive measures that target age-specific risk factors.status: publishe

The relationship between motivation to work and workers' pay flexibility. The moderation of age

Purpose – The purpose of this paper is to explore the role of motivation to work in explaining workers’ pay flexibility – as measured by their reservation wage ratio – across the lifespan. This is important since pay inflexibility may undermine mature age workers’ retention at the workforce. Design/methodology/approach – Relying on self-determination theory the paper broadens the role of “motivation to work” from the overall work valence an individual attaches to work to the underlying work values (i.e. the perceived value of work for its intrinsic vs extrinsic outcomes) and work motives (i.e. the underlying autonomous vs controlled reasons regulating one’s work participation). The authors conducted hierarchical linear regression analyses on a sample of 1,577 Belgian workers to explore how individuals’ work values and work motives, in addition to work valence, shape workers’ reservation wage ratios across the lifespan. Findings – Results indicate that work valence and holding relative intrinsic work values and relative autonomous work motives are associated with lower reservation wage ratios. Finally, age moderates all three relationships. Whereas the negative impact of work valence and relative autonomous work motives is stronger at older age, the negative impact of relative intrinsic work values is stronger at younger age. Research limitations/implications – Motivational predictors are differently related to reservation wage ratios across the lifespan. Practical implications – By fostering overall work valence and autonomous work motivation practitioners can exert influence on mature age workers’ pay flexibility. Originality/value – This study extends prior research on pay flexibility by focussing on the content of motivation to work (i.e. work values, work motives) and its role across the lifespan.status: publishe

The impact of depression and diabetes mellitus on older workers' functioning

Objective: Using the International Classification of Functioning, Disability and Health as a framework, this study investigates the impact of depression and diabetes mellitus on older workers' functioning (problems with concentration, physical functioning, need for recovery and work and social participation restrictions). The study focuses on how these chronic conditions, in their interaction with the work context, affect older workers' functioning, which may be an important precursor of early retirement. Methods: Older workers (>= 45 years) with depression (n = 127) or diabetes mellitus (n = 107) enrolled in the prospective Maastricht Cohort Study (MCS) were followed between October 2008 and October 2012. Linear, logistic and Cox regression analyses were performed to investigate the effect of these health conditions on workers' functioning compared to a reference group of older workers without a chronic condition (n = 1612). The interaction with participants' working conditions (psychological job demands, decision latitude and strenuous work) was also analysed. Results: Compared to the reference group, depression and diabetes mellitus were (over time) positively related with need for recovery caseness and restrictions in social participation but not with restrictions in work participation. Depression was positively related with concentration problems and need for recovery, whereas diabetes mellitus was negatively related with physical functioning. Finally, the relationship between functioning and depression and diabetes mellitus depends on working conditions. Conclusion: Older workers with depression or diabetes mellitus are vulnerable to losses in specific domains of functioning. The impact on functioning varies across working conditions, providing insight for disease-tailored preventive measures. (C) 2015 Elsevier Inc All rights reserved

New ways of fostering sustainable employability in inter-organizational networks: An explorative study to understand their functioning

Purpose Organizations are increasingly joining inter-organizational networks to foster sustainable employability for their employees. The purpose of this study is to examine how these inter-organizational networks function and to identify the factors that foster or hinder the benefits of network membership. Design/ methods/ approach A qualitative approach was adopted, using four focus groups with network coordinators (N = 18) and HR professionals (N = 14), complemented with available written documentation. In total, 14 Dutch inter-organizational networks were represented. Respondents were recruited through purposive and snowballing sampling techniques. Thematic analysis was applied. Findings The results outline the goals, benefits for organizations and employees, as well as contextual factors and drivers that were mentioned by respondents and reasons for starting up inter-organizational networks. Furthermore, shared obstacles and interests, reciprocity, trust, active involvement and commitment, communication, membership fee, virtual connections, and network size were identified as key factors for sustaining the collaborative efforts of network actors. Originality/ value This study provides insights into how a new type of inter-organizational network functions and the specific factors and dynamics that influence its success. Additionally, it illustrates the processes of fostering sustainable employability beyond organizational boundaries and existing HRM practices. Emmerson et al.’s (2011) collaborative governance model is used as a theoretical lens. The results of this research create a refined model that captures the specificity of this new way of inter-organizational collaboration

Using inter-organisational networks to foster workers’ sustainable employability

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