Training, task flexibility and the employability of low‐skilled workers

Sanders, J.; Grip, Andries de

doi:10.1108/01437720410525009

Cited by 139 publications

(120 citation statements)

References 17 publications

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“…The dispositional approach defines employability through a set of individual characteristics that determine the current and future position in the labour market (Sanders & De Grip, 2004). In accordance with this approach, Fugate and Kinicki (2008) indicated five key characteristics as the individual predispositions for employability: openness to changes at work, work and career resilience, work and career proactivity, career motivation and work identity.…”

Section: Introductionmentioning

confidence: 99%

The Role of Dispositional Employability in Determining Individual Differences in Career Success

Seršić

Tomas

2014

Drustvena istrazivanja

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The purpose of the study was twofold: (1) to reassess the model of Dispositional Employability (DE) proposed by Fugate and Kinicki (2008) in the Croatian economic context, and (2) to validate a new measure of DE through testing its discriminant and incremental validity in relation to core self--evaluations (CSE). A Croatian version of the DE scale was constructed based on a qualitative study and applied to a heterogeneous sample of 966 Croatian employees. In addition, we measured CSE, as well as four criterion variables: subjective career success, general job satisfaction, relative income and perceived employability. A CFA was performed to test whether the measures of DE and CSE were assessing two distinct dimensions. The results are in line with the hypothesis of the discriminant validity of the constructs. Moreover, results of hierarchical regression analyses showed that DE accounted for additional variance of subjective career success, job satisfaction and perceived employability above and beyond control variables and CSE. These findings indicate which psycho-social characteristics make people employable in different economic contexts and provide empirical support for the validity of a new DE scale. In the end, we discuss limitations, contributions and suggestions for future research.

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Section: Introductionmentioning

confidence: 99%

The Role of Dispositional Employability in Determining Individual Differences in Career Success

Seršić

Tomas

2014

Drustvena istrazivanja

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“…The advantage of this competence-based definition is that in today's times of fluctuating labor market demands, such competences provide a relatively stable basis for that employability. This, however, does not mean that employability is a static concept: Employability may increase or decrease dynamically, as employees can develop or lose their workplace competences (Sanders and De Grip 2004). Van der Heijde and Van der Heijden (2006) privileges occupational expertise as an important prerequisite for employability.…”

Section: Competence-based Employabilitymentioning

confidence: 99%

Great Expectations: The Relationship Between Future Time Perspective, Learning from Others, and Employability

Froehlich

Beausaert

Segers

2015

Vocations and Learning

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Employees in countries with advanced industrial economies need to continuously develop their competences to sustain their employability -that is, to have a set of competences that enables them to maintain or find an adequate job. But how should efforts to enhance employability progress in the context of the demographic shift? Previous research suggests that employees' perspective about their future working life may influence their motivation to engage in learning activities. The study reported and discussed here investigates how employees' perceptions of the future as a time of opportunities and limitations affects their engagement in learning from others and, in turn, their employability. We tested our model empirically in two Austrian consultancies (n=167). We find that focus on opportunities in the future explains engagement in learning from others and, subsequently, differences in employability. The informants' perspectives about the future may be a helpful alternative to the measurement of chronological age, which is problematic from a conceptual point of view.

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“…He finds that especially women and ethnic minorities benefit from training programmes. Sanders and de Grip (2004) investigate whether training participation might affect low-skilled workers' firm-internal and firm-external mobility. They find that training increases firm-internal mobility, but it does not affect firm-external employability.…”

Section: Introductionmentioning

confidence: 99%

Retaining through training even for older workers

Picchio

Ours

2013

Economics of Education Review

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. www.econstor.eu Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E S Forschungsinstitut zur Zukunft der ArbeitInstitute for the Study The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public.IZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. This paper investigates whether on-the-job training has an effect on the employability of workers. Using data from the Netherlands we disentangle the true effect of training incidence from the spurious one determined by unobserved individual heterogeneity. We also take into account that there might be feedback from shocks in the employment status to future propensity of receiving firm-provided training. We find that firm-provided training significantly increases future employment prospects. This finding is robust to a number of robustness checks. It also holds for older workers, suggesting that firm-provided training may be an important instrument to retain older workers at work.JEL Classification: C33, C35, J21, J24, M53

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Training, task flexibility and the employability of low‐skilled workers

Cited by 139 publications

References 17 publications

The Role of Dispositional Employability in Determining Individual Differences in Career Success

The Role of Dispositional Employability in Determining Individual Differences in Career Success

Great Expectations: The Relationship Between Future Time Perspective, Learning from Others, and Employability

Retaining through training even for older workers

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