This study, among 330 pairs of employees and their supervisors, tested whether self- versus supervisor ratings of five employability dimensions (occupational expertise, corporate sense, personal flexibility, anticipation and optimization, and balance) are associated with different learning characteristics …

PURPOSE: There is scarce research on age and sustainable employability of nurses working in various types of work schedules. Earlier research showed that nurses working in work schedules differ regarding age. Different operationalisations of age might explain variations in sustainable employability. …

BACKGROUND: Most validated sustainable employability questionnaires are extensive and difficult to obtain. Our objective was to develop a usable and valid tool, a Vitality Scan, to determine possible signs of stagnation in one's functioning related to sustainable employability and to establish the instrument's …

Methodological issues in an practice oriented research project.Presentation: Sustainable labour participation:•Vitality: high levels of energy, vigour, and resilience while working and the willingness to keep investing energy in the job during trying circumstances.•Employability: the ability to keep …

Methodological issues in an practice oriented research project.Presentation Zürich: Sustainable labour participation:•Vitality: high levels of energy, vigour, and resilience while working and the willingness to keep investing energy in the job during trying circumstances.•Employability: the ability to …

Self-tracking devices and sustainable labour participation of older workers.In this presentation I presented the progress regarding an Interreg-project (iAge) concerning a pilot that we conducted to investigate the effectiveness of self-tracking devices as a means to foster or increase sustainable employability. …

Do hrm practices make us sustainable at work across the life-span? Examining age differences in relations between perception and use of hrm practices and sustainable work outcomes.

The number of employees above 50 is increasing in organizations because of demographic changes. People above 50 feel less involved in work and societal activities as they should be and as they are expected to be. Older workers‟ employment is accompanied by stereotyping that workers are less productive …

Do HRM practices make us sustainable at work across the life-span? Examining age differences in relations between perception and use of HRM practices and sustainable work outcomes.

This study examines the motives of employees to engage in work related social media use – i.e. the use of personal social media accounts to communicate about work-related issues. The theory of planned behavior (TPB) was used to explain this behavior. Because social media can enable users to express their …