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BE SMART ABOUT IT (RE)INTEGRATING WORK AND CAREERS
Jos Akkermans – Seminar Tilburg University 19-11-2015
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Jos Akkermans Assistant Professor of HRM and OB @ VU Amsterdam
Board Member NFMD; Director ACCR MAIN RESEARCH EXPERTISE & INTEREST (Re)Integration of research on work and careers. Topics include career
competencies, job crafting, employability, and “smart jobs”.
Interaction between Individual Career Management (ICM) and Organizational Career Management (OCM). How do they enhance and/or diminish each other? Career management paradox?
School-to-Work Transition. Building theory on the transition of graduates to the labor market in the “new career” landscape.
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TODAY’S MAIN TAKE-HOME MESSAGES
LOOKING BACK Hall & Las Heras (2010): (re)integrate work and careers Akkermans et al. (2013; 2015): career competencies as accelerants of
employability ánd work engagement
HERE AND NOW Career competencies and job crafting as basis for enhanced employability
and W-H Balance Career competencies and job crafting as basis for job satisfaction and
work engagement Career crafting: a new concept
LOOKING FORWARD (i.e., discussion time) Careers as shared responsibility between I and O
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PART 1 – LOOKING BACK
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Hall & Las Heras (2010)
(Re)Integrate
Work & Careers
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(RE)INTEGRATING WORK & CAREERS
Who has followed this call until now? Surprisingly few researchers! Some studies on perceived employability and work engagement
Our answer Career competencies as personal resources Increasing integrating between work and career implies that developing
yourself in one domain may spill over to the other one
SO WHAT ARE CAREER COMPETENCIES ANYWAY?
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Career Competencies
Reflective Competencies
Communicative Competencies
Behavioral Competencies
Reflection on Motivation
Reflection on Qualities
Networking
Self-Profiling
Work Exploration
Career Control
CAREER COMPETENCIES
Akkermans et al. (2013; 2015)
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(RE)INTEGRATING WORK & CAREERS
Akkermans et al. (2013 in JCD) Validation of CCQ CC associated with perceived employability, self-efficacy, performance
Akkermans et al. (2013 in JVB) Career competencies may act similar to personal resources in JD-R model Interplay between CC and job resources to enhance work engagement
Akkermans et al. (2015 in HRM) Intervention focused on enhancing career competencies worked well… … and increased CC resulted in enhanced employability perceptions +
work engagement
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PART 2 – HERE AND NOW
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STUDY 1
Career Competencies T1
Job Crafting T1
Internal Perceived Employability T2
External Perceived Employability T2
Work-Home Interference T2
Work-Home Enrichment T2
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STUDY 1: THEORY GAP & “AHA” Understand how CC is linked to outcomes in several domains Integration between work, career, and life domain in 1 study
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Job crafting
Increasing Structural & Social
Resources
Increasing Challenges
Reducing Hindrances
Autonomy
Support
Projects
Additional tasks
Cognitive demands
Emotional demands
JOB CRAFTING
Bron: Tims et al. (2012; 2013; 2014)
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Perceived Employability
Internal
External
PE & W-H INTERACTION
Work-Home Interaction
Interference
Enrichment
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STUDY 1: THEORY GAP & “AHA” Understand how CC is linked to outcomes in several domains Integration between work, career, and life domain in 1 study
Career Construction Theory (Savickas, 2005) Competencies Behavior Development Crystallization Specialization Actualization
Spillover Models (Greenhaus & Powell, 2006) So far: spillover between work and home We argue: spillover between work, career, and home
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STUDY 1: METHOD 2-WAVE DATASET Total matched N=183 Approximately 1 month in-between measurement moments
DEMOGRAPHIC CHARACTERISTICS 59.4% female; 35.47 hours per week Young employees
STRATEGY OF ANALYSIS Latent variable SEM with AMOS 21
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STUDY 1: RESULTS BASIC FINDINGS Reducing hindering demands did not fit latent JC factor Correlations all in the expected directions
CC JC EPE & IPE Job crafting does mediate between CC and EPE Job crafting does not mediate between CC and IPE
CC JC WHI & WHE Job crafting does mediate between CC & WHI Job crafting does mediate between CC & WHE
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STUDY 1: RESULTS
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STUDY 1: DISCUSSION INTEGRATION OF RESEARCH ON WORK AND CAREERS Heed the call of Hall and Las Heras (2010) First study to show a positive link between CC and JC
EXTENSION OF CAREER CONSTRUCTION THEORY Not only applicable to career adaptability Theory applicable for integration between work and careers
EXTENSION OF SPILLOVER MODELS Spillover not only between work and home domains Three-way spillover: work, career, ánd home
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STUDY 2
Core Self-Evaluations
Job Crafting
Job Satisfaction
Work Engagement
Job Resources
Career Competencies
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STUDY 2: THEORY GAP & “AHA” Understand how CSE can influence positive work-related outcomes Three proposed paths: perception, action, development Addition of more active outcome: work engagement
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STUDY 2: THEORY
Core Self-Evaluations
Job Crafting
Job Satisfaction
Work Engagement
Job Resources
Career Competencies
Self Esteem Self-efficacy Locus of Control Emotional Stability
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STUDY 2: THEORY GAP & “AHA” Understand how CSE can influence positive work-related outcomes Three proposed paths: perception, action, development Addition of more active outcome: work engagement
CSE (Judge et al., 1997) Extant literature shows direct and indirect effects of CSE on outcomes Evidence for perception path; action path not tested; development path new
JOB DEMANDS-RESOURCES MODEL (Demerouti et al., 2001) Perceptions of job characteristics are related to outcomes Actually changing job characteristics is related to outcomes Development as a personal resources related to outcomes
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STUDY 1: METHOD 2 STUDIES German sample (N=303) Dutch sample (N=404)
DEMOGRAPHIC CHARACTERISTICS GER: 26.6% female; 34.7 hours per week NL: 40.4% female; 33.6 hours per week Young employees (Mage=24/26)
STRATEGY OF ANALYSIS Latent variable SEM with AMOS 21
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STUDY 2: PERCEPTION PATH CSE related positively to autonomy and support (both
samples), however, only support related significantly to work engagement (sample 2)
Social support
Core self-evaluations
Work engagement
Job satisfaction Autonomy
.23**/.31**
.23**/.36**
.11†/.02
.09†/.03
.28**/.28**
.09†/.22**
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STUDY 2: ACTION PATH CSE related positively to job crafting (both samples), job
crafting related significantly to work engagement (both samples)
Job crafting Core self-
evaluations
Work engagement
Job satisfaction
.40**/.45**
.11/.17*
.38**/.25**
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STUDY 2: DEVELOPMENT PATH CSE related positively to career competencies (both samples),
career competencies related to work engagement (both samples)
Career competencies
Core self-evaluations
Work engagement
Job satisfaction
.71**/.69**
.23†/-.08
.44**/.19*
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STUDY 1: DISCUSSION CONFIRMATION OF THREE PROPOSED PATHS Support for all three paths, including the previously untested ones Surprising: work engagement not an outcome of perception path
NEW PATHS ACTIVE OUTCOME Both job crafting and career competencies related to WE Both not (or barely) related to job satisfaction
FUNDAMENTALLY DIFFERENT PROCESSES Perception path = passive = satisfaction Action & Development = (pro)active = engagement
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STUDY 3: CAREER CRAFTING
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CAREER CRAFTING
DEFINITION OF CAREER CRAFTING “Proactive behavior that individuals perform to self-manage their
career, which is aimed at attaining optimal career-related outcomes”
ADDED VALUE OF CAREER CRAFTING It is more active and specific than career competencies It is related to long-term career development, that is increasing
person-career fit, rather than person-job fit (i.e., job crafting)
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STUDY 3: CAREER CRAFTING
CAREER CRAFTING
Reflective Crafting
Communicative Crafting
Proactive Crafting
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STUDY 3: PRELIM FINDINGS RELIABILITY All between .86 - .88 for the three scales in sample 1 (N=361) and
sample 2 (N=491)
EFA Clearly two different factors for career crafting versus competencies Clearly two different factors for career crafting versus job crafting
REGRESSIONS Career crafting as predictor of external and internal PE Career crafting as predictor of subjective career success
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REWIND: SO WHAT?! WORK AND CAREER ARE INHERENTLY INTEGRATED And this trend will continue even more
CAREER COMPETENCIES AND JOB CRAFTING AS EXAMPLE They relate to personality traits (e.g., CSE, proactivity) They relate to outcomes in several domains (i.e., work, career, life) They relate to each other
CAREER CRAFTING AS A WAY TO GO FORWARD Proactive behaviors aimed at long-term development Building block for “SMART jobs” (job design of the future now)
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PART 3 – LO
OKIN
G FO
RWARD
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DISCUSSION TIME (RE)INTEGRATING WORK AND CAREERS Any ideas how to further shape this research agenda? Which opportunities for integration between these domains
would be worthwhile to pursue? … or doesn’t it make sense at all to you?
CAREERS AS SHARED RESPONSIBILITY We seem to have forgotten the organization in the debate on
career development. But careers happen in context. How does the perpetual need for proactivity match with what
goes on in terms of HR policies and appraisal systems? And what about the “career management paradox”?
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SMART JOBS
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SMART JOBS
Hackman & Oldham (2010): “the very thing job design researchers study is being transformed”
NEW WAYS TO DESIGN ORGANIZATIONS Network organizations, cross-functional teams, etc.
NEW WAYS TO ORGANIZE WORK I-deals, more flexible job descriptions, crafting, etc.
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SMART JOBS
Hackman & Oldham (2010): “the very thing job design researchers study is being transformed”
ORGANIZE WORK SO THAT EMPLOYEES PERFORM ÁND LEARN Passend in de huidige arbeidsmarkt en organisatie
DEVELOP “TRANSFERABLE COMPETENCIES” Thereby creating both internal ánd external employability And maintaining this over time: sustainable employability
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INSTRUMENTS STUDY 1 Career competencies: 21 items (Akkermans et al., 2013)
“I can clearly see what my passions are in my work” Job crafting: 21 items (Tims et al., 2012)
“I make sure that I use my capacities to the fullest” Perceived employability: 8 items (Akkermans et al., 2013; De Cuyper et al., 2012)
“In my current job, I am available for performing different types of tasks”
“I would find another job rather quickly if I would search for it” Work-Home Interaction: 8 items (Geurts et al., 2005)
“How often does it happen that your work schedule makes it difficult for you to fulfil your domestic obligations?”
“How often does it happen that you manage your time at home more efficiently as a result of the way you do your job?”
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INSTRUMENTS STUDY 2 CSE: 12 items (Judge et al., 2002)
“I am confident I get the success I deserve in life” Autonomy: 3 items (Bakker et al., 2003)
“Can you decide on your own how your work is executed?” Support: 3 items (Bakker et al., 2003)
“If necessary, my supervisor helps me with a certain task” Job crafting: 21 items (Tims et al., 2012)
“I make sure that I use my capacities to the fullest” Career competencies: 21 items (Akkermans et al., 2013)
“I can clearly see what my passions are in my work” Job satisfaction: 3 items (Cook et al., 1981)
“I am satisfied with my current work” Work engagement: 9 items (Schaufeli et al., 2006)
“I am enthusiastic about my job”