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.
EAWOP 2015: The Influence of Future Time Perspective on Work Engagement via J...Jos Akkermans
We presented this paper during the EAWOP 2015 conference in Oslo, Norway. The paper features the mediating role of job crafting in the relationship between future time perspective and work engagement.
Academy of Management 2016: Your Breach is My Breach?Jos Akkermans
This paper was presented during the Academy of Management 2016 meeting in Anaheim, California. It presents our work on the buffering role of unit commitment climate in the relationship between PCB and work engagement.
Psychological Contract Conference 2016: Your Breach is My BreachJos Akkermans
This document summarizes a presentation on including social context in psychological contract breach (PCB) research. It was presented at a psychological contract meeting in Dublin. The presentation discussed how the commitment climate (shared perceptions of commitment in a work unit) can influence how employees interpret and respond to a PCB. Specifically, it found that a high level of agreement about commitment in a unit (commitment climate strength) buffers the negative effects of a PCB on employee engagement. Additionally, the detrimental impact of a PCB is most strongly buffered when both the average level of commitment in the unit and the agreement about commitment are high. The results provide support for considering the social context and how coworkers' commitments provide cues for interpreting events, according
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.
EAWOP 2015: The Influence of Future Time Perspective on Work Engagement via J...Jos Akkermans
We presented this paper during the EAWOP 2015 conference in Oslo, Norway. The paper features the mediating role of job crafting in the relationship between future time perspective and work engagement.
Academy of Management 2016: Your Breach is My Breach?Jos Akkermans
This paper was presented during the Academy of Management 2016 meeting in Anaheim, California. It presents our work on the buffering role of unit commitment climate in the relationship between PCB and work engagement.
Psychological Contract Conference 2016: Your Breach is My BreachJos Akkermans
This document summarizes a presentation on including social context in psychological contract breach (PCB) research. It was presented at a psychological contract meeting in Dublin. The presentation discussed how the commitment climate (shared perceptions of commitment in a work unit) can influence how employees interpret and respond to a PCB. Specifically, it found that a high level of agreement about commitment in a unit (commitment climate strength) buffers the negative effects of a PCB on employee engagement. Additionally, the detrimental impact of a PCB is most strongly buffered when both the average level of commitment in the unit and the agreement about commitment are high. The results provide support for considering the social context and how coworkers' commitments provide cues for interpreting events, according
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.
This presentation is in Dutch. It was an invited talk at FrieslandCampina where I talked about changes in careers and the changing HRM environment. One of the core topics was sustainable employability.
EAPRIL 2012: WISH for a Succesful InternshipJos Akkermans
This document discusses the WISH method, a self-regulation strategy developed by the Better Learning in Practice project to help vocational students set and achieve personal learning goals during internships. The WISH method involves defining a learning goal, imagining achieving it, identifying potential stumbling blocks, and forming "if-then" plans to accomplish the goal despite obstacles. An evaluation after one year found the method increased students' focus on personal goals and the importance of specific, feasible objectives. Mentors' involvement also impacted the intervention's quality. The WISH method and exercise are aimed at optimizing workplace learning during internships.
Academy of Management 2016: Career CraftingJos Akkermans
This paper was presented during the Academy of Management 2016 meeting in Anaheim, California. It presents our work on developing and validating the Career Crafting Survey.
HRM Network 2015: Core Self-Evaluations and Work EngagementJos Akkermans
The document examines how core self-evaluations (CSE) relating to one's self-esteem, self-efficacy, emotional stability, and locus of control is associated with work outcomes like job satisfaction and work engagement through three proposed mediating paths. These paths include: 1) how CSE influences perceptions of job characteristics like autonomy and support, which impact work engagement; 2) how CSE enables job crafting behaviors that shape job characteristics and positively impact work engagement; and 3) how CSE relates to developing career competencies that also increase work engagement. Two studies found support for job crafting and career competencies mediating the relationship between CSE and work engagement, but only partial support for job characteristics mediating
EAPRIL 2012: Competencies for the Contemporary CareerJos Akkermans
This document presents research on conceptualizing and measuring career competencies that are relevant for young employees entering the workforce. The researcher conducted a literature review and interviews with stakeholders to develop a framework of six career competencies: reflective competencies on motivation and qualities, communicative competencies of networking and self-profiling, and behavioral competencies of work exploration and career control. A Career Competencies Questionnaire (CCQ) was created and validated, demonstrating the reliability and validity of measuring the six competencies. The career competencies were also shown to be valuable for organizations and educational institutions in training and interventions for young employees.
Academy of Management 2016: HRM, Employability, and OutcomesJos Akkermans
This paper was presented during the Academy of Management 2016 meeting in Anaheim, California. It presents our work on the relationships between HRM practices and organizational outcomes via perceptions of employability.
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.
Nederlandstalige essay over HR in 2017.
Deze essay was mijn deelname aan de NVP International Future HR-Award 2003 en bekroond met de eerste prijs!
1e plaats: HR in 2017, Espace-transformation-a future HR-essay
De bijdrage van Mark van den Broek, HR Development Directeur bij FCI, getuigt van een integrale zakelijke visie op de toekomst van de HR-professie. Zijn essay bevat een heldere probleemanalyse en toont een duidelijke link met de actuele en toekomstige HR beleidsdoelstellingen. Zijn bijdrage onderscheidt zich door een creatieve, soms gedurfde toepassing van huidige en/of nieuwe HRM-instrumenten, -methodieken en/of denkwijzen. Zijn bijdrage is verzorgd, prettig leesbaar, degelijk, compleet en zet de lezer aan tot denken.
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.
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.
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.
This presentation is in Dutch. It was an invited talk at FrieslandCampina where I talked about changes in careers and the changing HRM environment. One of the core topics was sustainable employability.
EAPRIL 2012: WISH for a Succesful InternshipJos Akkermans
This document discusses the WISH method, a self-regulation strategy developed by the Better Learning in Practice project to help vocational students set and achieve personal learning goals during internships. The WISH method involves defining a learning goal, imagining achieving it, identifying potential stumbling blocks, and forming "if-then" plans to accomplish the goal despite obstacles. An evaluation after one year found the method increased students' focus on personal goals and the importance of specific, feasible objectives. Mentors' involvement also impacted the intervention's quality. The WISH method and exercise are aimed at optimizing workplace learning during internships.
Academy of Management 2016: Career CraftingJos Akkermans
This paper was presented during the Academy of Management 2016 meeting in Anaheim, California. It presents our work on developing and validating the Career Crafting Survey.
HRM Network 2015: Core Self-Evaluations and Work EngagementJos Akkermans
The document examines how core self-evaluations (CSE) relating to one's self-esteem, self-efficacy, emotional stability, and locus of control is associated with work outcomes like job satisfaction and work engagement through three proposed mediating paths. These paths include: 1) how CSE influences perceptions of job characteristics like autonomy and support, which impact work engagement; 2) how CSE enables job crafting behaviors that shape job characteristics and positively impact work engagement; and 3) how CSE relates to developing career competencies that also increase work engagement. Two studies found support for job crafting and career competencies mediating the relationship between CSE and work engagement, but only partial support for job characteristics mediating
EAPRIL 2012: Competencies for the Contemporary CareerJos Akkermans
This document presents research on conceptualizing and measuring career competencies that are relevant for young employees entering the workforce. The researcher conducted a literature review and interviews with stakeholders to develop a framework of six career competencies: reflective competencies on motivation and qualities, communicative competencies of networking and self-profiling, and behavioral competencies of work exploration and career control. A Career Competencies Questionnaire (CCQ) was created and validated, demonstrating the reliability and validity of measuring the six competencies. The career competencies were also shown to be valuable for organizations and educational institutions in training and interventions for young employees.
Academy of Management 2016: HRM, Employability, and OutcomesJos Akkermans
This paper was presented during the Academy of Management 2016 meeting in Anaheim, California. It presents our work on the relationships between HRM practices and organizational outcomes via perceptions of employability.
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.
Nederlandstalige essay over HR in 2017.
Deze essay was mijn deelname aan de NVP International Future HR-Award 2003 en bekroond met de eerste prijs!
1e plaats: HR in 2017, Espace-transformation-a future HR-essay
De bijdrage van Mark van den Broek, HR Development Directeur bij FCI, getuigt van een integrale zakelijke visie op de toekomst van de HR-professie. Zijn essay bevat een heldere probleemanalyse en toont een duidelijke link met de actuele en toekomstige HR beleidsdoelstellingen. Zijn bijdrage onderscheidt zich door een creatieve, soms gedurfde toepassing van huidige en/of nieuwe HRM-instrumenten, -methodieken en/of denkwijzen. Zijn bijdrage is verzorgd, prettig leesbaar, degelijk, compleet en zet de lezer aan tot denken.
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.
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.
Duurzaam HR - Duurzaam werven en selecterenWouter Beel
Presentatie Wouter Beel, zaakvoerder CERM-HR, in het kader van de denktank ‘duurzaam HRM/ondernemen van HRMinfo.net. Meer info over die denktank en het daar van afgeleide witboek: www.HRMinfo.net/whitepaper2NL
Verslag van MBA afstudeeronderzoek waarbij er 5 eigenschappen van leiders van belang (b)lijken te zijn bij het nieuwe werken.
Het onderzoek gaat eerst in op de vraag wat HNW volgens de theorie is en welke kenmerken van leiderschap daarbij mogelijk relevant zijn. Daarna is gekeken of deze kenmerken bij 15 leidinggevende in de praktijk zichtbaar zijn.
Similar to OPI Event 2016: Young Professionals - Coping or Crafting? (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)
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.
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.
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.
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
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.
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
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.
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.
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.
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.
2. Dr. Jos Akkermans
Assistant Prof. HRM & OB
Onderzoek
Employability
School-to-work transition
Nieuwe WG-WN relatie
Onderwijs
Opleidingsdirecteur
Senior docent
Overig
Bestuurslid NFMD
Bestuurdslid Kennispl. St.Suc.
Adviseur FrieslandCampina
Associate Editor CDI
3. ROWENA BLOKKER
Promovenda @Vrije Universiteit Amsterdam
Achtergrond in Psychologie
Onderzoekt de transitie van school naar werk
Specifiek ‘van VU naar werk’
In de context van de huidige turbulente arbeidsmarkt
Doel: Bijdragen aan een sterke aansluiting tussen
opleiding en arbeidsmarkt
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; dual careers)
(Kalleberg, 2009)
Banen verdwijnen & ontstaan niveau omhoog (Nieuwenhuis et al., 2012)
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 wordt steeds belangrijker
Startups, ondernemers, multi-jobben
Belangrijke rol van social media (alles is altijd toegankelijk…)
YOUNG = STRONG?
Bron: Akkermans et al. (in press); Corporaal (2014)
15. 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
17. ADAPTIEVE STWT?
“ADAPTIEVE STWT”
We hebben dus al wel wat ideeën
over hoe een geslaagde transitie
eruit ziet, maar……
Het is slechts de “tip of the
iceberg”
Veel van onze kennis lijkt
verouderd; gaat het nog wel op?
Wat kan er allemaal mis gaan?
18. ADAPTIEVE STWT?
Wat zijn de kern succes
criteria voor jongeren aan
het begin van hun
loopbaan?
Hoe ziet een succesvolle
transitie er precies uit?
Wat zou er mis kunnen
gaan? Welke “negatieve
shocks” ervaren ze?
Wat zou er juist onverwacht
goed kunnen gaan? Welke
“positieve shocks” zijn er?