Fostering sustainable employability in interorganizational networks: which activities and conditions pay off?
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| Publicat a: | Journal of Workplace Learning vol. 37, no. 9 (2025), p. 1-23 |
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| Altres autors: | , , |
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Emerald Group Publishing Limited
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| 024 | 7 | |a 10.1108/JWL-03-2024-0066 |2 doi | |
| 035 | |a 3153948914 | ||
| 045 | 2 | |b d20250101 |b d20251231 | |
| 084 | |a 11881 |2 nlm | ||
| 100 | 1 | |a Courchesne, Sarah A |u Department of Organization, Open Universiteit, Heerlen, The Netherlands | |
| 245 | 1 | |a Fostering sustainable employability in interorganizational networks: which activities and conditions pay off? | |
| 260 | |b Emerald Group Publishing Limited |c 2025 | ||
| 513 | |a Journal Article | ||
| 520 | 3 | |a PurposeCurrently, lifelong learning and sustainable employability are increasingly fostered in the context of interorganizational networks, which provide workers with access to network activities (e.g., training, career counseling). This study aims to investigate the relationship between workers’ participation in network activities and their sustainable employability by considering workers’ experiences with the network activities. This study also examines the role of relational factors, including network trust and leader-member exchange, as conditions that may influence the link between workers’ participation in network activities and their sustainable employability (i.e. workability, perceived employability and vitality).Design/methodology/approachThis study has a mixed methods design. A quantitative approach (cross-sectional, questionnaire) was used to establish associations between variables. This approach was supplemented with qualitative data (semistructured interviews) to explore whether Self-Determination Theory can provide an explanation for the associations and the role of (relational) factors that workers perceive as hindering or facilitating in that process.FindingsThe results suggest that participating in network activities have promising benefits for both workers and organizations by facilitating the work ability and perceived employability components of sustainable employability. For these relationships, workers’ satisfaction of their need for competency and relatedness serves as explanatory mechanisms. Moreover, the actualization of benefits of network activities is influenced by relational factors both within the network (i.e. trust) and within organizations (i.e. leader-member exchange).Originality/valueThis study investigates workers’ experiences with network activities, regarding fostering workers’ sustainable employability, and the role of relational factors. Specifically, it considers Human Resource Management practices from a network-level perspective, which is currently understudied. By doing so, this study adds a unique perspective to the Human Resource Management, sustainable employability and career literature streams. | |
| 651 | 4 | |a Netherlands | |
| 653 | |a Talent management | ||
| 653 | |a Internships | ||
| 653 | |a Social exchange theory | ||
| 653 | |a Careers | ||
| 653 | |a Leader-member exchange | ||
| 653 | |a Trends | ||
| 653 | |a Human resource management | ||
| 653 | |a Occupational mobility | ||
| 653 | |a Labor market | ||
| 653 | |a Skills | ||
| 653 | |a Workers | ||
| 653 | |a Lifelong learning | ||
| 653 | |a Participation | ||
| 653 | |a Human capital | ||
| 653 | |a Trust | ||
| 653 | |a Literature reviews | ||
| 653 | |a Career development planning | ||
| 653 | |a Career counseling | ||
| 653 | |a Human resources management | ||
| 653 | |a Occupations | ||
| 653 | |a Resource management | ||
| 653 | |a Self determination | ||
| 653 | |a Sustainability | ||
| 653 | |a Interorganizational networks | ||
| 653 | |a Relatedness | ||
| 653 | |a Work | ||
| 653 | |a Employability | ||
| 653 | |a Satisfaction | ||
| 653 | |a Employment Potential | ||
| 653 | |a Developed Nations | ||
| 653 | |a Talent Development | ||
| 653 | |a Inplant Programs | ||
| 653 | |a Supervisors | ||
| 653 | |a Career Development | ||
| 653 | |a Career Pathways | ||
| 653 | |a Employer Employee Relationship | ||
| 653 | |a Occupational Aspiration | ||
| 653 | |a Temporary Employment | ||
| 653 | |a Self Evaluation (Individuals) | ||
| 653 | |a Employment Opportunities | ||
| 653 | |a Career Planning | ||
| 653 | |a Networks | ||
| 700 | 1 | |a Stynen, Dave |u Department of Organization, Open Universiteit, Heerlen, The Netherlands | |
| 700 | 1 | |a Semeijn, Judith H |u Department of Organization, Open Universiteit, Heerlen, The Netherlands and Research Centre for Education and the Labour Market, Maastricht University, Maastricht, The Netherlands | |
| 700 | 1 | |a Caniëls, Marjolein CJ |u Department of Organization, Open Universiteit, Heerlen, The Netherlands | |
| 773 | 0 | |t Journal of Workplace Learning |g vol. 37, no. 9 (2025), p. 1-23 | |
| 786 | 0 | |d ProQuest |t ABI/INFORM Global | |
| 856 | 4 | 1 | |3 Citation/Abstract |u https://www.proquest.com/docview/3153948914/abstract/embedded/6A8EOT78XXH2IG52?source=fedsrch |
| 856 | 4 | 0 | |3 Full Text |u https://www.proquest.com/docview/3153948914/fulltext/embedded/6A8EOT78XXH2IG52?source=fedsrch |
| 856 | 4 | 0 | |3 Full Text - PDF |u https://www.proquest.com/docview/3153948914/fulltextPDF/embedded/6A8EOT78XXH2IG52?source=fedsrch |