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

Forrier, Anneleen; Cuyper, Nele De; Akkermans, Jos

doi:10.1111/1748-8583.12206

Cited by 128 publications

(178 citation statements)

References 67 publications

(138 reference statements)

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“…In sum, these differences in perceived internal employability might be rooted in societal, cultural, and organizational barriers that preclude females to have same opportunities as men (i.e., glass ceiling). It is however against the idea often advanced in employability and career studies that individuals themselves carry most responsibility over their career (Forrier et al, 2018). It seems that women still today perceive boundaries to employment opportunities within the organization, possibly due to the perception of stereotyped bias (Heilman, 2012) for women’s career progress.…”

Section: Discussionmentioning

confidence: 99%

Sex, Gender Identity, and Perceived Employability Among Spanish Employed and Unemployed Youngsters

et al. 2018

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Young people find it difficult to access to the labor market, particularly in countries like Spain with a dramatically high rate of unemployment. A further problem is that this labor market is not gender-neutral. This has been demonstrated repeatedly in the literature, with women typically being at a disadvantage. This highlights the need to study issues related to employability from a gender perspective, beyond including sex as a mere control variable. This analysis is relevant given the gender biases in organizations and in society in general that hinder the advancement of gender equality in organizations. Accordingly, our aim is to study both sex (male vs. female) and four profiles of gender identity based on dimensions of masculinity and femininity (i.e., feminine, masculine, undifferentiated, and androgynous) in relation to perceived employability in an exploratory way in two samples of employed (N = 181) and unemployed (N = 246) Spanish youngsters (i.e., below 30). The results show different patterns for employed and unemployed youngsters regarding sex, gender identity and their interaction in relation to perceptions of being employable. Concerning sex, women seem more confident about their employment chances when unemployed. In contrast, men feel more confident about their employment chances within their organization than women when employed. Concerning gender identity, the androgynous gender profile in the employed sample (in both men and women) scored highest on perceived employability. Results of the sex–gender identity interaction show that being feminine associates with the highest level of perceived employability for an unemployed man and the lowest for an unemployed woman. Moreover, both unemployed men and women androgynous score the highest in perceiving employability (except feminine men). Our findings highlight that sex and gender identity do play a role in shaping employability perceptions of young men and women in different labor contexts (employment and unemployment). This reinforces the need of changes against discrimination at work and in job search from a feminist approach to arrive at a more equal society.

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Section: Discussionmentioning

confidence: 99%

Sex, Gender Identity, and Perceived Employability Among Spanish Employed and Unemployed Youngsters

et al. 2018

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“…However, there is also a potential 'Matthew effect' in play here: if people with ample resources are more easily able to gain additional resources and satisfy their needs of autonomy, competence, and relatedness as means of enhancing their career sustainability, this also implies that those who end up in a resource loss cycle will find it increasingly more difficult to satisfy those needs, thereby creating a situation in which "the weak get weaker and the strong get stronger" (cf. Forrier, De Cuyper, & Akkermans, 2018). Thus, it is crucial for all stakeholders involved to monitor the resources that people have and the needs they fulfill as core foundations of their health, happiness, and productivity, that is, their career sustainability.…”

Section: Motivational Mechanisms and Self-determinationmentioning

confidence: 99%

Sustainable careers: Towards a conceptual model

Vos

Heijden

Akkermans

2020

Journal of Vocational Behavior

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This paper aims to move the research field on sustainable careers forward by building conceptual clarity about what a sustainable career means and delineating what distinguishes sustainable from non-sustainable careers, thereby providing key indicators of a sustainable career. Moreover, we approach sustainable careers from a systemic and dynamic perspective and address influential factors associated with stakeholders situated in multiple contexts and evolving over time. We elaborate on core theoretical frameworks useful for enhancing our understanding of what makes careers sustainable and present three key dimensions that can help to analyze and study sustainable careers: person, context, and time. Finally, we propose a research agenda that we hope will spur scholars to examine the topic in more detail in future empirical work.

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“…Based on these arguments and considering that it is worth examining an association that has never been studied, we expect that: H4: Employability will mediate the association between family employability support and subjective (a) and objective (b) career success As for training and work experiences predictors, human capital variables (e.g. educational attainment) have traditionally received significant attention in employability (Forrier et al, 2018) and career success studies (Ballout, 2007). Some scholars (Fugate & Kinicki, 2008) included it as a component of employability, while Lo Presti and Pluviano (2016) focused on the attitude towards its development and effective utilization than its actual possession.…”

Section: Study Hypothesesmentioning

confidence: 99%

Employability as a compass for career success: a time‐lagged test of a causal model

Presti

Magrin

Ingusci

2020

Int J Training Development

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This study aimed at verifying the causal assumptions of a recent employability model examining the associations of employability with different clusters of predictors, and with both subjective and objective career success as outcomes. Through a time-lagged research design, antecedent variables were assessed at time 1, employability at time 2 and career success at time 3. The initial sample included 1288 Italian employees. Among them, 680 participated to the second survey, and 600 to the third/last survey (attrition rate = 53.4%). Structural equation modelling analyses were implemented to examine associations between variables. Employability mediated the associations between core selfevaluations, proactive personality and educational level on one side, and subjective career success on the other side. In regards to objective career success, employability mediated the effects by core self-evaluations and proactive personality. Several implications for both research (i.e. employability and career success literature) and practice (individual-and organizational-level interventions) can be drawn.

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

Cited by 128 publications

References 67 publications

Sex, Gender Identity, and Perceived Employability Among Spanish Employed and Unemployed Youngsters

Sex, Gender Identity, and Perceived Employability Among Spanish Employed and Unemployed Youngsters

Sustainable careers: Towards a conceptual model

Employability as a compass for career success: a time‐lagged test of a causal model

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