Toward a Mediation Model of Employability Enhancement: A Study of Employee‐Supervisor Pairs in the Building Sector

Abstract

This study examines whether jobs that enable competence development and a constructive leadership st)'le enhance workers' empioyabiiity or career potential through their assumed positive relationship with work-related flow (absorption, work enjoyment, and intrinsic work motivation). The authors conducted an explorative study with 303 pairs of employees and their direct supervisors working in a Dutch building company. Results indicate that self-ratings of learning value of the current job and transformational leadership have an indirect relationship with supervisor ratings of empioyabiiity through work-related flow.Being an expert and maintaining one's experdse are by no means easy tasks. However, the potendal of a working organizadon to perform optimally in global markets depends on employees' capability to develop, culdvate, and maintain ñjndamental qualifications. Nowadays, job qualificadons are changing condnuously. Moreover, the dme has passed when careers consisted of upward moves within a framework of long-term employment reladons (Arthur, 2008;Sullivan, 1999). Empioyabiiity (or career potendal) management consists of a new mutual psychological contract (Coyle-Shapiro & Neuman, 2004;Rousseau, 2001) and is a joint responsibility of employers and employees. In the present study, we propose an empioyabiiity enhancement model to examine how learning value of the current job and a transformadonal leadership style are related to empioyabiiity. We argue that these predictors have an indirect relationship with empioyabiiity through work-related flow and build upon the "happy-producdve worker thesis" (see Cropanzano & Wright, 2001, for a thorough review) and the "broaden-and-build theory of posidve emodons" (Fredrickson, 2001).Although several studies have reported relationships between career or managerial practices and positive work outcomes, tests of mediating Beatrice I. J. M. van

Impact of Job Demands and Resources on Nurses’ Burnout and Occupational Turnover Intention Towards an Age-Moderated Mediation Model for the Nursing Profession

“…Developmental opportunities are, obviously, also highly important as a stress-buffering factor within the nursing sector. A job with a high value as a nutrient for further professional development, and wherein one is enabled to learn new knowledge and skills, enhances one’s employability [36,37,38]. Tasks, responsibilities, and duties that are sufficiently challenging are one of the strongest motivators that a work environment can offer.…”

Should Employers Invest in Employability? Examining Employability as a Mediator in the HRM – Commitment Relationship

“…It is important to recognize that perceived employability is shaped by factors tied to the person (e.g., education; Berntson et al, 2006) but also by factors in the larger environment, for example by investments on the part of the employer (Van Der Heijden and Bakker, 2011; Vanhercke et al, 2014; Nelissen et al, 2017). Applied to this study, this indicates that perceived employability can be shaped by organizational HRM investments.…”

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

“…Examples are the many studies on employability enhancement through skill and competence development, (e.g., Akkermans, Brenninkmeijer, Schaufeli, & Blonk, 2015;De Vos, De Hauw, & Van der Heijden, 2011;Van der Heijden & Bakker, 2011).…”