Employees' perceptions of HR investment and their efforts to remain internally employable: testing the exchange-based mechanisms of the ‘new psychological contract’

Solberg, Elizabeth; Dysvik, Anders

doi:10.1080/09585192.2015.1045008

Cited by 16 publications

(13 citation statements)

References 74 publications

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“…Regarding employer investments in employability, such investments can be generic (e.g., perceived investments in development, Solberg & Dysvik, 2016) Nelissen et al, 2016). The returns on those investments for employees are enhanced employability.…”

Section: Perspective 3: Employee-employer Reciprocitymentioning

confidence: 99%

Is What’s Past Prologue? A Review and Agenda for Contemporary Employability Research

Fugate

Heijden

Vos

et al. 2021

ANNALS

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Employability, commonly conceptualized as one's ability to realize job opportunities within and between employers over time, has attracted considerable attention from diverse academic disciplines for decades. Research in these disciplines has largely evolved independent of the others, thus limiting the accumulation, validation, advancement, and utility of employability.Two central stakeholders in much of this research are employers and employees, yet the vast majority of studies since the year 2000 fails to explicitly consider this interdependence, and it instead is characterized by an overwhelming emphasis on the employee and individual agency. Conversely, the comparatively limited research examining the employer perspective often excludes consideration of the employee. Our review highlights these characteristics, along with outlining other common critical issues and recommendations for overcoming them. We also articulate how Social Exchange Theory (SET) can serve as an underlying mechanism to integrate research within and between disciplines, and we also present the strategic employability architecture (SEA) framework based on strategic human resource management to facilitate integration of employer and employee perspectives.

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Section: Perspective 3: Employee-employer Reciprocitymentioning

confidence: 99%

Is What’s Past Prologue? A Review and Agenda for Contemporary Employability Research

Fugate

Heijden

Vos

et al. 2021

ANNALS

View full text Add to dashboard Cite

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“…The central tenet in SET is that relationships are based on reciprocity: They are defined in terms of mutual exchange in view of generating benefits that cannot be achieved alone (Cropanzano & Mitchell, ; Mitchell, Cropanzano, & Quisenberry, ). In the employability literature, SET is mostly used in the context of the new employment relationship (Solberg & Dysvik, ): Employability investments on the part of the employer are currency for employees' engagement in the relationship, typically assessed by commitment (Philippaers, De Cuyper, & Forrier, ) or turnover intention (Nelissen et al, ). This view on social exchange is highly agentic: Control over the employment relationship rests with the individual (Table , A2.3) and is based on an expected gain in employability (A3.3).…”

Section: Employability: a Theoretical Accountmentioning

confidence: 99%

The winner takes it all, the loser has to fall: Provoking the agency perspective in employability research

Forrier

Cuyper

Akkermans

2018

Human Res Mgmt Journal

127

153

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In this paper, we provoke the strong focus on personal agency in employability research. We counter three dominant assumptions in the literature, namely, (a) that employability is an individual asset, (b) that employability is owned by the individual, and (c) that employability leads to positive outcomes. A key observation is that the three dominant theories that are being used in employability studies, namely, human capital theory, conservation of resources theory, and social exchange theory, also question these core agency assumptions that form the basis of those studies. Based on these theories, we identify three blind spots in employability research: Employability is (a) contextual, (b) relational, and (3) polarising. Taken together, we make the case that the agency perspective overlooks a potential dark side of employability: The winner takes it all, the loser has to fall. We outline a future research agenda on this potential dark side of employability.

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“…The issue of more precisely specifying the exchange links between employee contributions and organizational inducements is very underresearched (for exceptions see Seeck & Parzefall, 2010;Solberg & Dysvik, 2016). We know in very general terms that employees' broad aggregated assessments of the contents of their psychological contracts over many items have been found to correlate with certain outcomes (e.g., Raja, Johns, & Ntalianis, 2004), but have little insight as to whether the exchange can be more precisely specified.…”

Section: What Are the Specific Links In The Reciprocal Exchange Betwementioning

confidence: 99%

Psychological contract research: older, but is it wiser?

Conway¹,

Pekcan²

2019

Handbook of Research on the Psychological Contract at Work

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Employees' perceptions of HR investment and their efforts to remain internally employable: testing the exchange-based mechanisms of the ‘new psychological contract’

Cited by 16 publications

References 74 publications

Is What’s Past Prologue? A Review and Agenda for Contemporary Employability Research

Is What’s Past Prologue? A Review and Agenda for Contemporary Employability Research

The winner takes it all, the loser has to fall: Provoking the agency perspective in employability research

Psychological contract research: older, but is it wiser?

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