Tijdens deze NFMD meeting hebben we het gehad over het werk en de loopbaan van young professionals. Wat voor uitdagingen lopen zij tegen het lijf tijdens de start van hun loopbaan? Hoe kunnen ze hiermee omgaan? Dit soort vraagstukken kwamen tijdens deze dag aan de orde.
Wat is leiderschap? En wat voor soort leiderschap is (in)effectief en waarom? Wat kunnen medewerkers doen om zichzelf te motiveren bij gebrek aan (effectief) leiderschap?
Veel gemeenten kampen met een hoge werkdruk door de ingrijpende veranderingen in het publieke domein. Het lukt de hr-afdeling niet om de werkdruk met ‘algemene’ interventies
terug te dringen, zoals bijvoorbeeld het aanbieden van een cursus timemanagement of mindfulness. Dit blijkt uit onderzoek. Verschillende oorzaken, die ook nog eens met elkaar samenhangen, vragen om een toegesneden aanpak. We beschrijven zes inzichten die bijdragen aan het kiezen van de juiste interventiemix.
EAWOP 2017 Presentation All In or All OutJos Akkermans
This document summarizes a presentation examining potential trade-off effects of human resource management (HRM) investments in employee employability. The presentation suggests that the "employability management paradox" - the idea that increasing employee employability could decrease organizational commitment - may not exist. Results from two studies found that high-commitment HRM practices like training, performance management, and communication were positively related to employee commitment indirectly through both internal and external employability. There was no evidence that increasing employability diminished organizational commitment. The findings imply organizations need not worry that investing in employee employability will reduce attachment to the company.
Wat is leiderschap? En wat voor soort leiderschap is (in)effectief en waarom? Wat kunnen medewerkers doen om zichzelf te motiveren bij gebrek aan (effectief) leiderschap?
Veel gemeenten kampen met een hoge werkdruk door de ingrijpende veranderingen in het publieke domein. Het lukt de hr-afdeling niet om de werkdruk met ‘algemene’ interventies
terug te dringen, zoals bijvoorbeeld het aanbieden van een cursus timemanagement of mindfulness. Dit blijkt uit onderzoek. Verschillende oorzaken, die ook nog eens met elkaar samenhangen, vragen om een toegesneden aanpak. We beschrijven zes inzichten die bijdragen aan het kiezen van de juiste interventiemix.
EAWOP 2017 Presentation All In or All OutJos Akkermans
This document summarizes a presentation examining potential trade-off effects of human resource management (HRM) investments in employee employability. The presentation suggests that the "employability management paradox" - the idea that increasing employee employability could decrease organizational commitment - may not exist. Results from two studies found that high-commitment HRM practices like training, performance management, and communication were positively related to employee commitment indirectly through both internal and external employability. There was no evidence that increasing employability diminished organizational commitment. The findings imply organizations need not worry that investing in employee employability will reduce attachment to the company.
Akkermans, J., Brenninkmeijer, V., & Blonk, R.W.B. Career competencies and CareerSKILLS. Paper presented at the bi-annual Unemployment, Job Insecurity and Health (UJIH) conference, November 2011, in Helsinki, Finland.
School-to-work transition in the contemporary career: An interdisciplinary sy...Jos Akkermans
I presented this paper on behalf of the first author, Rowena Blokker. The paper features a systematic review of the school-to-work transition literature, including antecedents and consequences, and a preliminary conceptual model of macro and micro factors.
The Employability Management Paradox: Beauty or the Beast?Jos Akkermans
This was the overall symposium presentation during the 2014 Academy of Management conference, which was co-organized by Nele de Cuyper and Anneleen Forrier.
Career Competencies and Employability: A Successful Team?Jos Akkermans
Akkermans, J., Brenninkmeijer, V., & Blonk, R.W.B. Career competencies and employability: A successful team? Paper presented at the bi-annual conference of the European Association of Work and Organizational Psychology (EAWOP), May 2011, in Maastricht, Netherlands
Erasmus University Guest Lecture - Building a Sustainable CareerJos Akkermans
On Monday September 25th I gave a guest lecture at Erasmus University Rotterdam about sustainable careers. Among other things, we discussed what a sustainable career is, why we need to pay attention to them, and what young individuals can do to successfully start a sustainable career.
These slides are from a guest lecture that I provided for the course HRM Practices: A Global Perspective. The topic is Training & Development and contemporary careers.
Duurzame Loopbanen van Universitair DocentenJos Akkermans
Keynote tijdens het symposium "Waardering van Docenten" aan de Vrije Universiteit Amsterdam op 20 juni 2017 in het kader van de promotie van Thea van Lankveld
Het effect van coaching op goed werknemerschapGuido de Regt
In lijn met de voorlopige bevindingen van het grootste kwantitatieve onderzoek naar de uitkomsten van coaching door De Haan en Burger, doen Bas Kodden en Guido de Regt verslag van hun studie naar de effecten van coaching op medewerkerbevlogenheid en goed werknemerschap.
Akkermans (2013) - Een Goed Begin is het Halve WerkJos Akkermans
De wereldwijde economische recessie van de afgelopen jaren heeft grote gevolgen
gehad voor de werkgelegenheid en de loopbanen van werknemers. Vooral onder
jongeren is de werkloosheid explosief gestegen, terwijl hun kansen op de arbeidsmarkt
afgenomen zijn. Het succesvol vormgeven van werk en loopbaan tijdens
de eerste jaren van hun werkende leven is daardoor belangrijker dan ooit. Op 18
juli 2013 verdedigde ik aan de Universiteit Utrecht mijn proefschrift ‘Well Begun is
Half Done: Investigating the Work and Career of the Young Workforce’ (Akkermans,
2013). In dit artikel bespreek ik de belangrijkste bevindingen en implicaties.
Vebego is een internationaal opererend familiebedrijf actief in facility services, personeelsdiensten, publieke sector en de gezondheidszorg. Zij streven ernaar dat hun 40.000 medewerkers hun werk als betekenisvol ervaren. Maar wat betekent dat eigenlijk? En hoe houden zij hun medewerkers duurzaam inzetbaar en weerbaar? Sandra van Meer vertelt u graag hoe Vebego dit beleid aanpakt, en in de praktijk handen en voeten geeft.
Jonge werknemers zijn het hardst getroff en door de
wereldwijde economische crisis, resulterend in een enorme
jeugdwerkeloosheid. Hoe kunnen we juist deze groep
stimuleren in hun loopbaanontwikkeling en hun welzijn?
Dit artikel bespreekt de belangrijkste bevindingen van een
promotieonderzoek op dit thema.
Akkermans, J., Brenninkmeijer, V., & Blonk, R.W.B. Career competencies and CareerSKILLS. Paper presented at the bi-annual Unemployment, Job Insecurity and Health (UJIH) conference, November 2011, in Helsinki, Finland.
School-to-work transition in the contemporary career: An interdisciplinary sy...Jos Akkermans
I presented this paper on behalf of the first author, Rowena Blokker. The paper features a systematic review of the school-to-work transition literature, including antecedents and consequences, and a preliminary conceptual model of macro and micro factors.
The Employability Management Paradox: Beauty or the Beast?Jos Akkermans
This was the overall symposium presentation during the 2014 Academy of Management conference, which was co-organized by Nele de Cuyper and Anneleen Forrier.
Career Competencies and Employability: A Successful Team?Jos Akkermans
Akkermans, J., Brenninkmeijer, V., & Blonk, R.W.B. Career competencies and employability: A successful team? Paper presented at the bi-annual conference of the European Association of Work and Organizational Psychology (EAWOP), May 2011, in Maastricht, Netherlands
Erasmus University Guest Lecture - Building a Sustainable CareerJos Akkermans
On Monday September 25th I gave a guest lecture at Erasmus University Rotterdam about sustainable careers. Among other things, we discussed what a sustainable career is, why we need to pay attention to them, and what young individuals can do to successfully start a sustainable career.
These slides are from a guest lecture that I provided for the course HRM Practices: A Global Perspective. The topic is Training & Development and contemporary careers.
Duurzame Loopbanen van Universitair DocentenJos Akkermans
Keynote tijdens het symposium "Waardering van Docenten" aan de Vrije Universiteit Amsterdam op 20 juni 2017 in het kader van de promotie van Thea van Lankveld
Het effect van coaching op goed werknemerschapGuido de Regt
In lijn met de voorlopige bevindingen van het grootste kwantitatieve onderzoek naar de uitkomsten van coaching door De Haan en Burger, doen Bas Kodden en Guido de Regt verslag van hun studie naar de effecten van coaching op medewerkerbevlogenheid en goed werknemerschap.
Akkermans (2013) - Een Goed Begin is het Halve WerkJos Akkermans
De wereldwijde economische recessie van de afgelopen jaren heeft grote gevolgen
gehad voor de werkgelegenheid en de loopbanen van werknemers. Vooral onder
jongeren is de werkloosheid explosief gestegen, terwijl hun kansen op de arbeidsmarkt
afgenomen zijn. Het succesvol vormgeven van werk en loopbaan tijdens
de eerste jaren van hun werkende leven is daardoor belangrijker dan ooit. Op 18
juli 2013 verdedigde ik aan de Universiteit Utrecht mijn proefschrift ‘Well Begun is
Half Done: Investigating the Work and Career of the Young Workforce’ (Akkermans,
2013). In dit artikel bespreek ik de belangrijkste bevindingen en implicaties.
Vebego is een internationaal opererend familiebedrijf actief in facility services, personeelsdiensten, publieke sector en de gezondheidszorg. Zij streven ernaar dat hun 40.000 medewerkers hun werk als betekenisvol ervaren. Maar wat betekent dat eigenlijk? En hoe houden zij hun medewerkers duurzaam inzetbaar en weerbaar? Sandra van Meer vertelt u graag hoe Vebego dit beleid aanpakt, en in de praktijk handen en voeten geeft.
Jonge werknemers zijn het hardst getroff en door de
wereldwijde economische crisis, resulterend in een enorme
jeugdwerkeloosheid. Hoe kunnen we juist deze groep
stimuleren in hun loopbaanontwikkeling en hun welzijn?
Dit artikel bespreekt de belangrijkste bevindingen van een
promotieonderzoek op dit thema.
ASMC 2017 - Hylco Nijp - Het Nieuwe Werken: Effecten vanuit een psychologisch...PlatformSecurityManagement
Waar is Het Nieuwe Werken goed voor? Moet dat nou zo nodig? Gaan we er harder van werken? Is het fijn voor onze werk-privé balans? Of zitten er eigenlijk alleen maar haken en ogen aan, bijvoorbeeld wat betreft sociale contacten of toegenomen werkdruk? En wat betekent het voor de loyaliteit naar de organisatie of de integriteit van werknemers?
In deze lezing zal dr. Hylco Nijp ingaan op de psychologische voor- en nadelen van Het Nieuwe Werken. Hij baseert zich hierbij op zijn eigen wetenschappelijk onderzoek en op (arbeids-)psychologische theorie.
Over motivatie is al veel geschreven. De vraag: wat motiveert mensen?, boeit ons als HR(D) professionals al jaren. Het achterliggende idee is, dat we ook beter in staat zijn prestaties te verbeteren, als we weten wat mensen motiveert. In veel van die artikelen zult u de begrippen intrinsieke en extrinsieke motivatie zijn tegenkomen. Intrinsieke motivatie komt voort uit de drijfveren van de persoon zelf. Het gaat over passie, persoonlijke waarden en werkplezier. Extrinsieke motivatie is een drijfveer die van buitenaf komt. Het gaat in essentie om straf- en beloningsmechanismen die ervoor zorgen dat we dingen juist wel of juist niet doen.
Similar to NFMD Meeting Young Professionals 2020 (20)
Sustainable Careers: Towards a Conceptual ModelJos Akkermans
This presentation features some highlights from our conceptual paper on sustainable careers (De Vos, Van der Heijden, & Akkermans, 2018 in Journal of Vocational Behavior)
The role of career competencies and career adaptability in students' well-bei...Jos Akkermans
During AOM 2017, I presented a paper about the role of career competencies and career adaptability in students' well-being and performance, on behalf of the first author, Kristina Paradniké.
The document discusses innovative ways of studying employability and presents findings from a study on employability conducted by Jos Akkermans, Stefan Mol, and Sofija Pajic at the EAWOP Meeting in Dublin, Ireland. The study used latent profile analysis to examine different profiles of employability competencies in university graduates and their relationship to study and job performance, drawing on a systematic literature review. The findings from the study were discussed by Nele de Cuyper.
EAWOP 2017 Presentation Buffering the BreachJos Akkermans
This study examined how unit commitment climate buffers the negative effects of psychological contract breach (PCB). The researchers found that:
1) A high level of agreement in commitment climate (climate strength) moderated the relationship between PCB and decreased work engagement, such that strong agreement buffered the negative effects.
2) However, only the interaction between high commitment climate level and strength buffered the effects - high level alone did not.
3) PCB had the most strongly buffered negative effects on engagement when both commitment climate level and strength were high.
Kooij et al. (2017) - The Influence of FTP on Work Engagement and Performance...Jos Akkermans
This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting,
and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the
lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke
different forms of job crafting, which in turn would be associated with changes in work engagement
and job performance. In line with our expectations, we found that employees whose open-ended FTP
increased over a 1-year time period also crafted more job resources and challenging job demands such
that their job provided them with more opportunities for knowledge acquisition, which in turn resulted
in increased levels of work engagement and job performance. However, contrary to our expectations,
employees whose limited FTP increased over the 1-year time period did not proactively reduce their
hindering job demands. Hence, although crafting fewer hindering job demands was directly related to
decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP
on changes in work engagement and performance via changes in this job crafting behaviour. These
findings have important implications for the literature on job crafting and FTP.
Akkermans & Tims (2017) - Crafting your Career: How Career Competencies Relat...Jos Akkermans
This study aimed to investigate whether career competencies could enhance an
employee's subjective career success in terms of perceived employability and
work–home balance via job crafting behaviors. Based on Job Demands-
Resources (JD-R) Theory, we examined a potential motivational process in
which career competencies, as a personal resource, would enhance career success
through expansive job crafting. The results showed that job crafting mediated
the positive relationship between career competencies and both internal
and external perceived employability. In addition, job crafting mediated the
positive relationship between career competencies and work–home enrichment.
We expected a negative association between job crafting and work–home interference,
yet our results indicated that career competencies are indirectly and
positively related to work–home interference via job crafting. With our findings,
we add to JD-R Theory by (1) showing that career competencies may be
considered a personal resource, (2) empirically examining the role of job crafting
in motivational processes, and (3) showing that enhanced subjective career
success can be an outcome of motivational processes. Organisations may use
these findings to implement developmental HR practices aimed at increasing
career competencies and job crafting.
Plomp et al. (2016) - Career Competencies and Job Crafting: How proactive Emp...Jos Akkermans
This study examines how proactive employees influence their well-being through job crafting and career competencies. The study found that proactive personality was positively related to both job crafting and career competencies. Job crafting and career competencies were both found to mediate the positive relationship between proactive personality and employee well-being, as measured by job satisfaction and perceived health. The findings suggest that proactive employees can enhance their well-being through both proactively shaping their job duties and developing career-related skills and abilities.
Akkermans & Tims (2016) - Crafting your Career: How Career Competencies Relat...Jos Akkermans
This study examines whether career competencies can enhance subjective career success in terms of perceived employability and work-home balance through job crafting behaviors. The results showed that job crafting mediated the positive relationship between career competencies and both internal and external perceived employability as well as work-home enrichment. However, career competencies were also positively related to work-home interference through job crafting. The findings suggest that career competencies and job crafting can help employees achieve better career success by improving their employability and work-home balance.
Akkermans et al. (2016) - What About Time? Examining Chronological and Subjec...Jos Akkermans
Purpose – The aging workforce is becoming an increasingly important topic in today’s labor market. However, most scientific research and organizational policies focus on chronological age as the main determinant of successful aging. Based on life span developmental theories – primarily socioemotional selectivity theory and motivational theory of life span development – the purpose of this paper is to test the
added value of using subjective age – in terms of remaining opportunities and remaining time – over and above chronological age in their associations with motivation at work and motivation to work.
Design/methodology/approach – Workers from five different divisions throughout the Netherlands (n=186) from a taxi company participated in the survey study.
Findings – The results from the regression analyses and structural equation modeling analyses support
the hypotheses: when subjective age was included in the models, chronological age was virtually unrelated to workers’ intrinsic motivation, extrinsic motivation, and motivation to continue to work for one’s organization. Moreover, subjective age was strongly related to work motivation. Specifically,
workers who perceived many remaining opportunities were more intrinsically and extrinsically motivated, and those who perceived a lot of remaining time were more motivated across the board.
Originality/value – The findings indicate that subjective age is an important concept to include in studies focussing on successful aging, thereby contributing to life span developmental theories. Further implications for research and practice are discussed.
Keywords Age, Work motivation, Future time perspective, Remaining
Kooij et al. (2016) - The Influence of FTP on Work Engagement and Work Perfor...Jos Akkermans
This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting, and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke different forms of job crafting, which in turn would be associated with changes in work engagement and job performance. In line with our expectations, we found that employees whose open-ended FTP increased over a 1-year time period also crafted more job resources and challenging job demands such that their job provided them with more opportunities for knowledge acquisition, which in turn resulted
in increased levels of work engagement and job performance. However, contrary to our expectations, employees whose limited FTP increased over the 1-year time period did not proactively reduce their hindering job demands. Hence, although crafting fewer hindering job demands was directly related to decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP
on changes in work engagement and performance via changes in this job crafting behaviour. These findings have important implications for the literature on job crafting and FTP.
Akkermans et al. (2015) - Practice Makes PerfectJos Akkermans
A major work-related transition that individuals go through in the beginning of their career is the school-to-work transition (STWT) . During this transition young individuals face many challenges and changes in a relatively brief period of time, such as developing a professional identity (McKee-Ryan et al. 2005 ), fi nding suitable employment (e.g., Scherer 2004 ), and going through the organizational socialization
process (Koivisto et al. 2007 ). The STWT is more relevant now than ever because of increasing demands for fl exibility and career self-management (e.g., Akkermans et al. 2013c ), and because the worldwide economic crisis of the past
years has struck young employees hardest of all (European Commission 2012 ). Therefore, this chapter focuses specifi cally on this transition. First, we will discuss recent trends with regard to employment statistics of young workers in Europe.
Second, we will focus on known antecedents and consequences of an adaptive STWT. Next, we will discuss the new career perspective, and examine two emerging
topics; career adaptability and career competencies . Finally, we will present two cases in which the CareerSKILLS method in The Netherlands, and the School-to-Work Group Method in Finland will be detailed.
Akkermans et al. (2015) - It's All About CareerSKILLSJos Akkermans
The aim of our study was to investigate the effectiveness of the CareerSKILLS program, a career development intervention based on career competencies and the JOBS methodology, which aims to stimulate career self-management
and well-being of young employees. In a quasi-randomized control trial, the effects of the program were tested in a homogeneous sample of young employees
with intermediate vocational education (Nintervention = 112, Nnon-intervention = 61) and in a heterogeneous sample of employees from a special reintegration program (Nintervention = 71, Nnon-intervention = 41). Our results support the effectiveness of the intervention: participants of the CareerSKILLS program, versus a control group, showed increases in six career competencies (refl ection of
motivation, refl ection on qualities, networking, self-profi ling, work exploration, and career control), self-effi cacy, resilience against setbacks, careerrelated behaviors, perceived employability, and work engagement. These
results provide empirical support for the effectiveness of the CareerSKILLS program. Theoretical and practical implications are discussed.
Akkermans et al. (2013) - The Role of Career Competencies in the JD-R ModelJos Akkermans
This study investigated the role of career competencies as a mediator in the Job Demands —
Resources model. Structural equation modeling with data from 305 young employed persons
aged 16–30 years showed that career competencies are positively related to job resources and
work engagement, but not to job demands and emotional exhaustion. Furthermore, career
competencies had a partially mediating effect on the relationship between job resources and
work engagement, and job resources had a partially mediating effect on the relationship
between career competencies and work engagement. These findings suggest that career
competencies may act in a similar way as personal resources in fostering work engagement.
Our results underline the importance of combining research on job design and career
development, and suggest that career competencies may have a role in stimulating employee
wellbeing. Career counselors and HR programs may benefit from this insight by simultaneously
increasing job resources and career competencies to increase employee wellbeing.
Akkermans et al. (2013) - Young and Going StrongJos Akkermans
Purpose – The purpose of this paper is to identify job characteristics that determine young
employees’ wellbeing, health, and performance, and to compare educational groups.
Design/methodology/approach – Using the job demands-resources (JD-R) model and 2-wave
longitudinal data (n ¼ 1,284), the paper compares employees with a lower educational level with
employees with a high educational level.
Findings – Young employees with lower educational level reported fewer job resources (autonomy
and social support), more physical demands, less dedication, more emotional exhaustion, and poorer
health and performance compared with the highly educated group. Differences were also found
between educational groups in the relationships in the JD-R model, most notably a reciprocal
association between dedication and performance, and between emotional exhaustion and performance
in the group with lower levels of education.
Research limitations/implications – The results support the main processes of the JD-R model,
supporting its generalizability. However, differences were found between educational groups,
implying that the motivational and health impairment processes differ across educational levels.
Practical implications – HR consultants and career counselors may focus especially on increasing
job resources and motivation for young employees with lower educational level. Performing well is
also important for these young workers to become more dedicated and less exhausted.
Social implications – It is important to recognize and intervene on unique characteristics of
different educational groups with regard to wellbeing, health, and performance in order to maintain a
healthy and productive young workforce.
Originality/value – For the first time, predictions of the JD-R model are tested among young
employees with different educational backgrounds.
Akkermans et al. (2013) Competencies for the Contemporary CareerJos Akkermans
A new and promising area of research has recently emerged in the field of career
development: career competencies. The present article provides a framework of
career competencies that integrates several perspectives from the literature. The
framework distinguishes between reflective, communicative, and behavioral career
competencies. Six career competencies are discerned: reflection on motivation,
reflection on qualities, networking, self-profiling, work exploration, and career control.
Based on this framework, we developed the Career Competencies Questionnaire
(CCQ) and preliminarily validated it in two samples of young employees
between 16 and 30 years of age. The results provided initial support for the
content, factorial, discriminant, and incremental validity of the CCQ. We hope to
stimulate further discussion, research, and development of interventions in the area
of career development. Implications for theory and practice are also discussed.
8. Veel grote veranderingen in korte tijd (McKee Ryan et al., 2005)
Van productie naar service andere competenties nodig (Schoon, 2007)
Uitdagingen: werkeloosheid en onderbenutting (Haase et al., 2008)
Disconnect tussen opleiding en arbeidsmarkt wordt groter (Heinz, 2009)
Uitkomsten van STWT veranderen (bijv. vast naar flexibel; objectief
naar subjectief) (Kalleberg, 2009)
YOUNG = STRONG?
Bron: Akkermans et al. (2015); Akkermans et al. (in press)
9. En tegelijkertijd hebben ze ook nieuwe wensen en waarden:
Behoefte aan autonomie, maar ook aan geholpen worden
Behoefte aan variatie, maar ook weer niet te veel
Betekenisvol werk en balans werk-privé worden steeds belangrijker
Zoeken naar gelijkwaardigheid, maar kan dat zonder ervaring…?
Startups, ondernemers, multi-jobben
YOUNG = STRONG?
Bron: Akkermans et al. (in press); Corporaal (2014)
14. Employability: het vermogen van het individu om werk te vinden
en/of te behouden (Berntson et al. 2008; Vanhercke et al., 2014)
Subjectieve vorm van employability: perceived employability
Horizontaal (kwantitatief) + Verticaal (kwalitatief)
Intern + Extern
PE beter in staat om te gaan met complexe arbeidsmarkt, meer
loopbaantevredenheid, verbeterd welzijn en prestaties (o.a. De Cuyper et
al., 2012, 2014; De Vos et al., 2011)
EMPLOYABILITY
16. Overal waar je komt, erkennen organisaties het belang van
employability! Maar… lopen ze dan niet massaal weg?
Proefschrift Jill Nelissen (2016): vertrekintenties nemen niet per se
toe als organisaties investeren in employability, máár hoge mate van
externe inzetbaarheid kan riskant zijn
Proefschrift Dorien Vanhercke (2016): investeren in PE biedt
werknemers hulpbronnen die cruciaal zijn voor functioneren
Studie in progress Akkermans et al.: investeringen in interne PE
betalen zich uit in hogere commitment en minder CWB; externe PE
kan “double edge sword” effect hebben…
MANAGEMENT PARADOX
22. ONDERZOEK BIJ JONGE WERKNEMERS LAAT ZIEN DAT:
Loopbaancompetenties positief samenhangen met employability,
self-efficacy, loopbaanmotivatie, zelfredzaam vermogen en
bevlogenheid (Akkermans et al., 2013, 2015) en met werk-thuis balans
(Akkermans & Tims, 2016), gezondheid en werktevredenheid (Plomp et al., 2016)
Job crafting positief samenhangt met employability en werk-thuis
verrijking (maar ook met werk-thuis interferentie…) (Akkermans & Tims,
2016), en met werktevredenheid (Plomp et al., 2016)
INTEGRATIE WERK + LOOPBAAN
26. ROUND TABLE YP:
Rowena Li – Hudson
Jaap van Baal – Prorail
Larissa Huijmans – Nationale Politie
Mariska van Beem – Achmea
Lianne Ilsink – Deventer Ziekenhuis
27. Akkermans, J., Blokker, R., Buers, C., Van Der Heijden, B. I. J. M., & De Vos, A. (in press). Ready, set, go! School-to-work transition in the new
career. In A. Marshall & J. Symonds (Eds.), Young Adult Development at the School-to-Work Transition. International Pathways and Processes.:
Oxford University Press.
Akkermans, J., Brenninkmeijer, V., Huibers, M., & Blonk, R. W. B. (2013). Competencies for the contemporary career: Development and
preliminary validation of the career competencies questionnaire. Journal of Career Development, 40(3), 245-267.
doi:10.1177/0894845312467501
Akkermans, J., Brenninkmeijer, V., Schaufeli, W. B., & Blonk, R. W. B. (2015). It's all about CareerSKILLS: Effectiveness of a career development
intervention for young employees. Human Resource Management, 54(4), 533-551. doi:10.1002/hrm.21633
Akkermans, J., Brenninkmeijer, V., Van den Bossche, S. N. J., Blonk, R. W. B., & Schaufeli, W. B. (2013). Young and going strong? A longitudinal
study on occupational health among young employees of different educational levels. Career Development International, 18(4), 416-435.
doi:10.1108/CDI-02-2013-0024
Akkermans, J., Nykänen, M., & Vuori, J. (2015). Practice makes Perfect? Antecedents and Consequences of an Adaptive School-to-Work
Transition. In J. Vuori, R. W. B. Blonk, & R. Price (Eds.), Sustainable Working Lives - Managing Work Transitions and Health throughout the Life
Course. London: Springer Publishers.
Akkermans, J., Schaufeli, W. B., Brenninkmeijer, V., & Blonk, R. W. B. (2013). The role of career competencies in the Job Demands — Resources
model. Journal of Vocational Behavior, 83(3), 356-366. doi:10.1016/j.jvb.2013.06.011
Akkermans, J., & Tims, M. (2016). Crafting your career: How career competencies relate to career success via job crafting. Applied Psychology.
doi:10.1111/apps.12082
Berntson, E., Näswall, K., & Sverke, M. (2008). Investigating the relationship between employability and self-efficacy: A cross-lagged analysis.
European Journal of Work and Organizational Psychology, 17(4), 413-425. doi:10.1080/13594320801969699
Corporaal, S. (2014). Gezocht: Duidelijkheid, Structuur en Ontwikkeling. Aantrekkelijke Banen en Organisaties voor de Nieuwe Generatie
Baanzoekers. Enschede: Saxion University of Applied Sciences.
De Cuyper, N., Mäkikangas, A., Kinnunen, U., Mauno, S., & Witte, H. D. (2012). Cross-lagged associations between perceived external
employability, job insecurity, and exhaustion: Testing gain and loss spirals according to the Conservation of Resources Theory. Journal of
Organizational Behavior, 33(6), 770-788. doi:10.1002/job.1800
De Cuyper, N., Sulea, C., Philippaers, K., Fischmann, G., Iliescu, D., & De Witte, H. (2014). Perceived employability and performance: moderation
by felt job insecurity. Personnel Review, 43(4), 536-552. doi:10.1108/PR-03-2013-0050
REFERENTIELIJST
28. De Vos, A., De Hauw, S., & Van der Heijden, B. I. J. M. (2011). Competency development and career success: The mediating role of employability.
Journal of Vocational Behavior, 79(2), 438-447. doi:10.1016/j.jvb.2011.05.010
Haase, C. M., Heckhausen, J., & Köller, O. (2008). Goal engagement during the school–work transition: Beneficial for all, particularly for girls.
Journal of Research on Adolescence, 18(4), 671-698. doi:10.1111/j.1532-7795.2008.00576.x
Hall, D. T., & Las Heras, M. (2010). Reintegrating job design and career theory: Creating not just good jobs but smart jobs. Journal of
Organizational Behavior, 31(2-3), 448-462. doi:10.1002/job.613
Heinz, W. R. (2009). Structure and agency in transition research. Journal of Education and Work, 22(5), 391-404.
doi:10.1080/13639080903454027
Kalleberg, A. L. (2009). Precarious work, insecure workers: Employment relations in transition. American Sociological Review, 74(1), 1-22.
doi:10.1177/000312240907400101
McKee-Ryan, F., Song, Z., Wanberg, C. R., & Kinicki, A. J. (2005). Psychological and physical well-being during unemployment: A meta-analytic
study. Journal of Applied Psychology, 90(1), 53-76. doi:10.1037/0021-9010.90.1.53
Oldham, G. R., & Hackman, J. R. (2010). Not what it was and not what it will be: The future of job design research. Journal of Organizational
Behavior, 31(2-3), 463-479. doi:10.1002/job.678
Plomp, J., Tims, M., Akkermans, J., Khapova, S. N., Jansen, P. G. W., & Bakker, A. B. (2016). Career competencies and job crafting: How proactive
employees influence their well-being. Career Development International, 21(6), 587-602. doi:10.1108/CDI-08-2016-0145
Schoon, I. (2007). Adaptations to changing times: Agency in context. International Journal of Psychology, 42(2), 94-101.
doi:10.1080/00207590600991252
Tims, M., Bakker, A. B., & Derks, D. (2012). Development and validation of the job crafting scale. Journal of Vocational Behavior, 80(1), 173-186.
doi:10.1016/j.jvb.2011.05.009
Tims, M., Bakker, A. B., & Derks, D. (2013). The impact of job crafting on job demands, job resources, and well-being. Journal of Occupational
Health Psychology, 18(2), 230-240. doi:10.1037/a0032141
Tims, M., Derks, D., & Bakker, A. B. (2016). Job crafting and its relationships with person–job fit and meaningfulness: A three-wave study. Journal
of Vocational Behavior, 92, 44-53. doi:10.1016/j.jvb.2015.11.007
Vanhercke, D., De Cuyper, N., Peeters, E., & De Witte, H. (2014). Defining perceived employability: a psychological approach. Personnel Review,
43(4), 592-605. doi:10.1108/PR-07-2012-0110
REFERENTIELIJST