The lagged influence of organizations' human resources practices on employees' career sustainability: The moderating role of age

Tordera, Núria; Peíró, José M.; Ayala, Yarid; Villajos, Esther; Truxillo, Donald M.

doi:10.1016/j.jvb.2020.103444

Cited by 47 publications

(56 citation statements)

References 65 publications

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“…This means that these findings also support the happy-productive worker thesis [66]. Being happy and productive at work has been considered a proxy for a sustainable career [65]. This study adds health to this thesis, as being happy in terms of work engagement not only predicted being productive but also being healthy in terms of being able to continue working without disabilities, i.e., happy workers may be both productive and healthy.…”

Section: Theoretical Implicationssupporting

confidence: 70%

“…Therefore, sustainable careers-as indicated by happiness, productivity, and health-have become of utmost importance for employees and the wider social context [15]. The construct of sustainable careers is still being developed, and how to best operationalize the construct and define the relationships between the different indicators is challenging [65]. In our study, we focused on one indicator, happiness (work engagement), as a potential resource and driver for other sustainable career indicators, since work engagement has been evidenced to relate to many positive employee and organizational outcomes [10,25].…”

Section: Theoretical Implicationsmentioning

confidence: 99%

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The Impact of Work Engagement on Future Occupational Rankings, Wages, Unemployment, and Disability Pensions—A Register-Based Study of a Representative Sample of Finnish Employees

2021

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Despite ample interest in the potential consequences of work engagement over the last two decades, the question of whether work engagement predicts proximal and more distal career-related outcomes has gained surprisingly little attention. Using Conservation of Resources (COR) theory and a sustainable careers framework, the aim of this study was to investigate whether work engagement predicts register-based outcomes of wages, moves in occupational rankings, unemployment, and disability pensions. We used nationally representative survey data (n = 4876; response rate 68.7%) on Finnish employees derived from the Quality of Work Life Survey (QWLS) and matched respondent data to the Finnish Longitudinal Employer–Employee Data (FLEED), which covered the period 2013–2015. We utilized ordinary least squares (OLS) and instrumental variable (IV) estimations to strengthen causality in the analyses. Even after controlling for outcomes at baseline and several covariates, e.g., health, we found that work engagement positively predicted future wages and the probability of rising in occupational rankings, and negatively predicted future unemployment and disability pensions. This study extends the scope of the possible benefits of work engagement for employees, organizations, and society at large and contributes to career research by indicating the importance of work engagement for objectively measured indicators of sustainable careers.

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Section: Theoretical Implicationssupporting

confidence: 70%

Section: Theoretical Implicationsmentioning

confidence: 99%

The Impact of Work Engagement on Future Occupational Rankings, Wages, Unemployment, and Disability Pensions—A Register-Based Study of a Representative Sample of Finnish Employees

2021

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“…Most relevant studies on the antecedents of career sustainability are qualitative studies conducted from the perspective of individuals (Herman and Lewis, 2012 ; Baldridge and Kulkarni, 2017 ). Only one study explored the antecedents of career sustainability in terms of the organizational context (Tordera et al, 2020 ). We consider the organizational context and individual characteristics to be essential to career sustainability, and our findings support this.…”

Section: Discussionmentioning

confidence: 99%

Inclusive Leadership and Career Sustainability: Mediating Roles of Supervisor Developmental Feedback and Thriving at Work

et al. 2021

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Career sustainability is a well-researched issue in academics and other sectors. Technology advancements and COVID-19 have jeopardized career sustainability. Numerous studies have explored the influence of individual characteristics on career sustainability, but few have focused on leadership. In addition, cultural factors must be considered because leadership is rooted in culture. In particular, inclusive leadership reflects traditional Chinese culture. Therefore, based on self-determination social exchange theories, we analyzed the effects of inclusive leadership on career sustainability as well as the roles of thriving at work and supervisor developmental feedback (SDF) in career sustainability. In total, 363 samples were collected from China. The results revealed that inclusive leadership improves career sustainability through SDF and thriving at work. Theoretically, our study fills the research gap and establishes a mechanism and theoretical framework for inclusive leadership and career sustainability. Practically, we offer guidance for enterprises to cultivate inclusive leadership and improve career sustainability.

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“…Finally, other futureoriented EWB constructs have hardly been studied, and not much theoretical elaboration is provided, apart from their influence on performance through the BBT. Future research is needed to better understand the links between future-oriented EWB and different types of performance and its continuity in sustainable careers [146].…”

Section: Theoretical Rationale For the Relationships Between Future-fmentioning

confidence: 99%

Revisiting the Happy-Productive Worker Thesis from a Eudaimonic Perspective: A Systematic Review

et al. 2021

Self Cite

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The happy-productive worker thesis (HPWT) is considered the Holy Grail of management research, and it proposes caeteris paribus, happy workers show higher performance than their unhappy counterparts. However, eudaimonic well-being in the relationship between happiness and performance has been understudied. This paper provides a systematized review of empirical evidence in order to make a theoretical contribution to the happy-productive worker thesis from a eudaimonic perspective. Our review covers 105 quantitative studies and 188 relationships between eudaimonic well-being and performance. Results reveal that analyzing the eudaimonic facet of well-being provides general support for the HPWT and a much more comprehensive understanding of how it has been studied. However, some gaps and nuances are identified and discussed, opening up challenging avenues for future empirical research to clarify important questions about the relationship between happiness and performance in organizations.

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The lagged influence of organizations' human resources practices on employees' career sustainability: The moderating role of age

Cited by 47 publications

References 65 publications

The Impact of Work Engagement on Future Occupational Rankings, Wages, Unemployment, and Disability Pensions—A Register-Based Study of a Representative Sample of Finnish Employees

The Impact of Work Engagement on Future Occupational Rankings, Wages, Unemployment, and Disability Pensions—A Register-Based Study of a Representative Sample of Finnish Employees

Inclusive Leadership and Career Sustainability: Mediating Roles of Supervisor Developmental Feedback and Thriving at Work

Revisiting the Happy-Productive Worker Thesis from a Eudaimonic Perspective: A Systematic Review

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