Gedrag & Organisatie - Volume 21, Issue 4, 2008

Emerging issues in personnel and work: an introduction to the theme

B. van der Heijden, P. Vlerick & M. van der Velde, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 335-343

The guest editors introduce the theme of this special issue on 'emerging issues in personnel and work' and describe shortly the various contributions.

Is more employee mobility preferable?

S. De Winne, D. Stynen, C. Gilbert & L. Sels, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 344-364

Despite promising positive effects of labour market mobility, the Flemish labour market is synonymous with rigidity. The question is thus whether the rosy picture of the consequences of mobility holds out. Why are people not more mobile if this improves their welfare and prosperity? Why does HRM strongly focus on retention management if mobility enhances productivity? 'More is better' seems a premature conclusion. The purpose of this contribution is to critically reflect on the added value of labour market mobility. We sketch the debate on the macro-economic level and investigate research on the effects of mobility at three levels: we map costs and benefits for labour market functioning (macro), for firms (meso), and for individual careers (micro). With this contribution we show that benefits at one level do not necessarily go hand in hand with benefits at the other levels. We conclude that firm loyalty also yiels economic benefits; that more mobility is welcome, as far as it concerns protected mobility.

Learning agility as metacompetency: Developability and career outcomes

N. Dries, T. Vantilborgh, R. Pepermans & L. Venneman, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 365-385

The current study let supervisors rate subordinates in terms of learning agility and focused on two research questions: (1) is learning agility developable; and (2) in what way does learning agility manifest itself in the workplace and in the careers of individuals? As regards the first research question, we found no effect of age and work experience on learning agility; we did, however, find effects of career variety and educational level. As for the second research question, we saw our hypotheses largely confirmed. Learning agility was found to be a significant predictor of on-the-job learning and performance rating. As for promotions received however, we did not find full support for the hypothesized relationships with learning agility. Interestingly, the data demonstrated that the career variety of the rated subordinates was rather low, implying that their motivation to actively look for learning experiences outside of certain geographical, organizational and functional boundaries was low, regardless of their learning agility – it thus appears that the ideal type of the flexible, 'boundaryless' career is not yet a common reality.

Self-directedness in learning and career as predictors of employability in low-qualified employees

I. Raemdonck, A. de Grip, M. Segers, J. Thijssen & M. Valcke, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 386-405

Few researchers have devoted attention to the role of self-directedness in maintaining employability. This study examines the relationship between self-directedness in learning and in career and employability of low-qualified employees. We report the results of a one year follow-up study of 284 low-qualified employees. The results show that the highest chance for a vertical job change is found in those employees who show higher levels of self-directedness in learning and in those employees who show higher levels of self-directedness in their career. The chance of having no turnover intention and no future turnover behavior is found in those employees who show higher levels of self-directedness in their learning and in those employees who show lower levels of self-directedness in their career. No relationship was found between self-directedness and job tenure.

Competencies and effectiveness: rater perspectives and relationships

H. Verbeek-Heinsman, A.H.B. De Hoogh, P.L. Koopman & J.J. van Muijen, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 406-429

The competency based approach to human resource management has gained popularity. Despite this popularity, there is still no unequivocal answer to the question whether and, if so, which competencies are actually related to effectiveness when different rater sources are considered. Therefore, this study examines relationships between managerial competencies and perceived managerial effectiveness focusing on the perspectives of subordinates, peers, and supervisors using a 360-degree feedback inventory. Results revealed that different rater sources assess competencies and managerial effectiveness differently. That is, comparing ratings of different sources showed little to no similarity. Furthermore, within source competency ratings were found to be more similar than between source competency ratings. Overall, competencies appeared to be related to perceived managerial effectiveness. In addition, results showed that in the eyes of subordinates, peers, and supervisors, different competencies are considered predictors of perceived managerial effectiveness. The results are discussed and several potentially fruitful avenues for future research on the link between competencies and effectiveness are presented.

Supervisor-subordinate relationship quality as a moderator in the relationship between procedural justice and feedback reactions in performance appraisal

M. Feys, N. Libbrecht, F. Anseel & F. Lievens, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 430-450

In this study, we examined the influence of supervisor-subordinate relationship quality and employees' justice perceptions on feedback reactions. Based on organisational justice theory, however, we expect that the effect of justice on feedback reactions is moderated by relationship quality. We examined this hypothesis in two cross-sectional field studies (N = 219 and N = 83) using two different types of performance appraisal. The results support the hypothesis and suggest that there is an interaction effect between relationship quality and justice with acceptance of feedback being highest when one of both antecedent factors was favourable. These insights can offer organisations concrete strategies for stimulating employee development through feedback.

Career success and well-being of Dutch employees (M/F)

P. Verdonk & A. de Rijk, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 451-474

In this literature review, we discuss how the unequal division of care and the gender-segregated labor market relate to well-being and career success of Dutch employees M/F. Combining work and care contributes to well-being in women but forms an obstacle for their career success. Women have less career opportunities and career success than men which is related to the gender-segregation of sectors and professions. Women's unfavorable working conditions (such as less autonomy or sexual intimidation) play a role in gender differences in health complaints and in work disability. Traditional gender attitudes and practices are one explanatory component of the unequal division of care and gender segregation of the labor market. Researchers should pay more attention to gender as organizing principle. Changing stereotyped images is supported by less traditional, more modern visions about men and women's career choices and career success as well as contributing to employee well-being.

Perceived chance of alternative employment versus better employment: associations with job satisfaction and well-being

N. De Cuyper & H. De Witte, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 475-492

The present study aims to investigate the relationship between perceived employability and job satisfaction and well-being. Employability is defined as 'the individual's perception of his or her chances to achieve a job'. This may concern (1) a job on the internal (i.e. internal employability) or the external (i.e. external employability) labour market, or (2) a job or a better job, which we refer to as quantitative and qualitative employability, respectively. This combination suggests the following forms of employability: internal quantitative employability, internal qualitative employability, external quantitative employability and external qualitative employability. Confirmatory factor analysis on a sample of 389 Belgian (Flemish) respondents supports this 4-factor model. Moreover, the distinction into four forms of employability appears crucial in relation to job satisfaction and well-being: internal qualitative employability relates positively to job satisfaction, and internal quantitative employability relates positively to well-being. External quantitative employability is positively associated with both job satisfaction and well-being, while external qualitative employability is negatively associated with job satisfaction and well-being.

Work values and facets of job satisfaction as predictors of employees' attitude to change in higher education

D. Berings, S. Grieten, F. Lambrechts & H. De Witte, Gedrag & Organisatie, volume 21, November 2008, nr. 4, pp. 493-517

The present study investigated in a sample of 284 employees of a medium-sized college in Flanders how work values and facets of job satisfaction are related to the attitude to change. Nine facets of job satisfaction explain 21% of the variance in the attitude to change. Eleven work values explain 13%. Comparison of personnel categories reveals that the attitude to change is related to sex, age and job content. Multiple regression analysis shows that satisfaction with participation, job content (lecturers versus non-lecturers) and satisfaction with students have the most unique predictive value in respect to the attitude to change. Analyses for each type of innovation separately resulted in divergent models with different work values and facets of job satisfaction as predictors.

Het brede thema arbeid en gezondheid staat al lange tijd in het middelpunt van de belangstelling. In de afgelopen decennia heeft echter een verschuiving plaatsgevonden in het denken over arbeid en gezondheid, namelijk van een negatieve insteek – het voorkómen van ongezondheid – naar een meer positieve benadering of psychologie: het bevorderen van de gezondheid en employability van werknemers. Deze verschuiving is op verschillende niveaus zichtbaar. In de eerste plaats op overheidsniveau; in Nederland hebben de relatief hoge verzuimcijfers alsmede de relatief grote instroom in de arbeidsongeschiktheidsregelingen geleid tot een debat over nieuwe wet- en regelgeving, over de noodzaak tot het nemen van verantwoordelijkheid door werkgever en werknemer, maar ook over de privatisering van de bedrijfsgeneeskunde (preventie) en reïntegratie. In de WIA wordt bijvoorbeeld gesteld dat werknemers moeten werken naar vermogen, ook als ze een gezondheidsbeperking hebben. Dit leidt ertoe dat steeds meer gedeeltelijk arbeidsongeschikten – en dus werknemers met gezondheidsproblemen – na een verzuimperiode weer aan het werk moeten. Inmiddels lijkt er dus consensus te bestaan over de benodigde aanpak: een activerende benadering van zieke werknemers in combinatie met een regeling voor volledig arbeidsongeschikten. Ook in België is er steeds meer aandacht voor het activeren van de potentiële beroepsbevolking, en meer in het bijzonder het bevorderen van de inzetbaarheid van mensen met een arbeidshandicap. Reïntegratie van werknemers met een arbeidshandicap en hieraan gekoppeld een duidelijk uitgewerkt beleid komen in België nog weinig voor, terwijl ook hier veel werknemers kampen met een arbeidshandicap (18%). Deze situatie is het gevolg van onder meer complexe en heterogene wetgeving en de focus op individuele trajectbegeleiding. In België heeft men bijvoorbeeld te maken met regionale en federale regelingen, en is de van toepassing zijnde wet- en regelgeving afhankelijk van de aard van de ziekte of arbeidsongeschiktheid; er wordt bijvoorbeeld onderscheid gemaakt tussen ziekte en privé-ongevallen, beroepsziekten en arbeidsongevallen. Toch heeft de Belgische overheid de laatste jaren enkele wettelijke kaders gecreëerd om de vlotte reïntegratie van personen met een arbeidshandicap te bevorderen.