Get 20M+ Full-Text Papers For Less Than $1.50/day. Start a 14-Day Trial for You or Your Team.

Learn More →

Unravelling the process between career shock and career (un)sustainability: exploring the role of perceived human resource management

Unravelling the process between career shock and career (un)sustainability: exploring the role of... Employees need a sustainable career to prolong their working lives. The ability, motivation and opportunity to work form an important basis for sustainable careers across the lifespan. However, over the lifespan of their careers employees are likely to experience several career shocks (e.g. becoming chronically ill or being fired) which might result in unsustainable trajectories. This study aims to contribute to the literature on sustainable careers by unraveling the process through which careers shocks relate to career (un)sustainability and what role perceptions of human resource practices play in the process.Design/methodology/approachThirty-three in-depth retrospective interviews with participants of 50 years and older were conducted and analyzed using a template analysis.FindingsResults showed that career shocks influence career sustainability through a process of changes in demands or changes in resources, which in turn, relate to changes in person–job fit. When person-job–fit diminished, the ability, motivation and opportunity to continue working decreased, whereas when person–job fit improved, the ability, motivation and opportunity to continue working improved as well. Organizations appear to be able to diminish the negative consequences of career shocks by offering job resources such as HR practices in response to career shocks.Research limitations/implicationsA limitation of this study is the retrospective nature of the interviews, which could have resulted in recollection bias.Practical implicationsThis study gives HRM practitioners insight into the HR practices that are effective in overcoming career shocks.Originality/valueThis study extends existing literature by including career shocks as possible predictors of sustainable careers. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Career Development International Emerald Publishing

Unravelling the process between career shock and career (un)sustainability: exploring the role of perceived human resource management

Download PDF
26 pages

Loading next page...
 
/lp/emerald-publishing/unravelling-the-process-between-career-shock-and-career-un-b559myM1bI
Publisher
Emerald Publishing
Copyright
© Emerald Publishing Limited
ISSN
1362-0436
DOI
10.1108/cdi-10-2018-0271
Publisher site
See Article on Publisher Site

Abstract

Employees need a sustainable career to prolong their working lives. The ability, motivation and opportunity to work form an important basis for sustainable careers across the lifespan. However, over the lifespan of their careers employees are likely to experience several career shocks (e.g. becoming chronically ill or being fired) which might result in unsustainable trajectories. This study aims to contribute to the literature on sustainable careers by unraveling the process through which careers shocks relate to career (un)sustainability and what role perceptions of human resource practices play in the process.Design/methodology/approachThirty-three in-depth retrospective interviews with participants of 50 years and older were conducted and analyzed using a template analysis.FindingsResults showed that career shocks influence career sustainability through a process of changes in demands or changes in resources, which in turn, relate to changes in person–job fit. When person-job–fit diminished, the ability, motivation and opportunity to continue working decreased, whereas when person–job fit improved, the ability, motivation and opportunity to continue working improved as well. Organizations appear to be able to diminish the negative consequences of career shocks by offering job resources such as HR practices in response to career shocks.Research limitations/implicationsA limitation of this study is the retrospective nature of the interviews, which could have resulted in recollection bias.Practical implicationsThis study gives HRM practitioners insight into the HR practices that are effective in overcoming career shocks.Originality/valueThis study extends existing literature by including career shocks as possible predictors of sustainable careers.

Journal

Career Development International – Emerald Publishing

Published: Oct 6, 2021

Keywords: Career shocks; Sustainable careers; HR practices

References

  • Timeline interviews: a tool for conducting life history research
    Adriansen, H.K.
  • Workplace rehabilitation and supportive conditions at work: a prospective study
    Ahlstrom, L.; Hagberg, M.; Dellve, L.
  • The role of career competencies in the Job Demands—Resources model
    Akkermans, J.; Schaufeli, W.; Brenninkmeijer, V.; Blonk, R.
  • Tales of the unexpected: integrating career shocks in the contemporary careers literature
    Akkermans, J.; Seibert, S.E.; Mol, S.T.
  • The job demands‐resources model: state of the art
    Bakker, A.B.; Demerouti, E.
  • Major life events in family life, work engagement, and performance: a test of the work-home resources model
    Bakker, A.B.; Du, D.; Derks, D.
  • When are teachers motivated to work beyond retirement age? The importance of support, change of work role and money
    Bal, M.P.; Visser, M.S.
  • Qualitative research in management: a decade of progress
    Bluhm, D.J.; Harman, W.; Lee, T.W.; Mitchell, T.R.
  • Diary methods: capturing life as it is lived
    Bolger, N.; Davis, A.; Rafaeli, E.
  • Fostering sustainable careers across the lifespan: the role of disability, idiosyncratic deals and perceived work ability
    Brzykcy, A.Z.; Boehm, S.A.; Baldridge, D.C.
  • Life style, work environment factors and work ability in different occupations
    Bugajska, J.; Łastowiecka, E.
  • Transformational leadership, learning, and employability: effects on performance among faculty members
    Camps, J.; Rodriguez, H.
  • Determining validity in qualitative inquiry
    Creswell, J.W.; Miller, D.L.
  • Perceived employability and performance: moderation by felt job insecurity
    De Cuyper, N.; Sulea, C.; Philippaers, K.; Fischmann, G.; Iliescu, D.; De Witte, H.
  • Should I stay or should I go? Examining longitudinal relations among job resources and work engagement for stayers versus movers
    De Lange, A.H.; De Witte, H.; Notelaers, G.
  • Human resource management and sustainability at work across the lifespan: an integrative perspective
    De Lange, A.H.; Kooij, D.; Van Der Heijden, B.; Finkelstein, L.; Truxillo, D.; Fraccaroli, F.; Kanfer, R.
  • The job demands‐resources model of burnout
    Demerouti, E.; Bakker, A.B.; Nachreiner, F.; Schaufeli, W.B.
  • Feedback-seeking behavior: a person-environment fit perspective
    De Stobbeleir, K.; De Boeck, G.; DRIES, N.
  • Sustainable careers: towards a conceptual model
    De Vos, A.; Van Der Heijden, B.I.; Akkermans, J.
  • Person-environment fit theory
    Edwards, J.R.; Caplan, R.D.; Van Harrison, R.; Cooper, C.L.
  • Performance appraisal and management: the developing research agenda
    Fletcher, C.
  • Successful aging as management of resources: the role of selection, optimization, and compensation
    Freund, A.M.
  • What I have and what I do: the role of resource loss and gain throughout life
    Freund, A.M.; Riediger, M.
  • Burnout and older workers' intentions to retire
    Henkens, K.; Leenders, M.
  • The role of chance events in the school-to-work transition: the influence of demographic, personality and career development variables
    Hirschi, A.
  • Conservation of resources: a new attempt at conceptualizing stress
    Hobfoll, S.E.
  • The influence of culture, community, and the nested‐self in the stress process: advancing conservation of resources theory
    Hobfoll, S.E.
  • Social and psychological resources and adaptation
    Hobfoll, S.E.
  • Shocks as causes of turnover: what they are and how organizations can manage them. Human Resource Management: published in Cooperation with the School of Business Administration
    Holtom, B.C.; Mitchell, T.R.; Lee, T.W.; Inderrieden, E.J.
  • Perceived work ability and individual characteristics as predictors for early exit from working life in professional cleaners
    Hopsu, L.; Leppänen, A.; Ranta, R.; Louhevaara, V.
  • Changes in the work ability of active employees over an 11-year period
    Ilmarinen, J.; Tuomi, K.; Klockars, M.
  • How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms
    Jiang, K.; Lepak, D.P.; Hu, J.; Baer, J.C.
  • The effects of demotion on older and younger employees
    Josten, E.; Schalk, R.
  • Goals and motivation related to work in later adulthood: an organizing framework
    Kanfer, R.; Beier, M.E.; Ackerman, P.L.
  • Managing aging workers: a mixed methods study on bundles of HR practices for aging workers
    Kooij, D.T.; Jansen, P.G.; Dikkers, J.S.; De Lange, A.H.
  • Successful aging at work: a process model to guide future research and practice
    Kooij, D.T.A.M.; Wang, M.; Zacher, H.; Heckhausen, J.
  • Consequences of individuals' fit at work: a meta-analysis of person-job, person-organization, person-group, and person-supervisor fit
    Kristof-Brown, A.L.; Zimmerman, R.D.; Johnson, E.C.
  • Work health promotion, job well-being, and sickness absences—a systematic review and meta-analysis
    Kuoppala, J.; Lamminpää, A.; Husman, P.
  • “I will survive” A construct validation study on the measurement of sustainable employability using different age conceptualizations
    Le Blanc, P.M.; Van Der Heijden, B.I.; Van Vuuren, T.
  • Employment and work-related issues in cancer survivors
    Mehnert, A.
  • Employment and the common cancers: correlates of work ability during or following cancer treatment
    Munir, F.; Yarker, J.; McDermott, H.
  • Perceived work ability and certified sickness absence among workers in a food industry
    Nygård, C.-H.; Arola, H.; Siukola, A.; Savinainen, M.; Luukkaala, T.; Taskinen, H.; Virtanen, P.
  • Diary studies in organizational research
    Ohly, S.; Sonnentag, S.; Niessen, C.; Zapf, D.
  • Human Resource Management and the ability, motivation and opportunity to continue working: a review of quantitative studies
    Pak, K.; Kooij, D.T.; De Lange, A.H.; Van Veldhoven, M.J.
  • The influence of human resource practices on perceived work ability and the preferred retirement age: a latent growth modelling approach
    Pak, K.; Kooij, D.T.; De Lange, A.H.; van den Heuvel, S.; Van Veldhoven, M.J.
  • Global aging and aging workers
    Phillips, D.R.; Siu, O.L.; Hedge, J.W.; Borman, W.C.
  • Perceived organizational support: a review of the literature
    Rhoades, L.; Eisenberger, R.
  • An exploration of career sustainability in and after professional sport
    Richardson, J.; McKenna, S.
  • What seals the I‐deal? Exploring the role of employees' behaviours and managers' emotions
    Rofcanin, Y.; Kiefer, T.; Strauss, K.
  • Even the best laid plans sometimes go askew: career self-management processes, career shocks, and the decision to pursue graduate education
    Seibert, S.E.; Kraimer, M.L.; Holtom, B.C.; Pierotti, A.J.
  • Predicting long-term sickness absence and early retirement pension from self-reported work ability
    Sell, L.
  • The different variables that affect older males' and females' intentions to continue working
    Shacklock, K.; Brunetto, Y.; Nelson, S.
  • To leave or not to leave: retirement intentions and retirement behaviour
    Solem, P.E.; Syse, A.; Furunes, T.; Mykletun, R.J.; De Lange, A.; Schaufeli, W.; Ilmarinen, J.
  • The lagged influence of organizations' human resources practices on employees' career sustainability: the moderating role of age
    Tordera, N.; Peiró, J.M.; Ayala, Y.; Villajos, E.; Truxillo, D.
  • A lifespan perspective on job design: fitting the job and the worker to promote job satisfaction, engagement, and performance
    Truxillo, D.M.; Cadiz, D.M.; Rineer, J.R.; Zaniboni, S.; Fraccaroli, F.
  • Organizational practices, work demands and the well-being of employees: a follow-up study in the metal industry and retail trade
    Tuomi, K.; Vanhala, S.; Nykiri, E.; Janhonen, M.
  • Proactivity and innovation: promoting a new workforce for the new workplace
    Unsworth, K.L.; Parker, S.K.
  • “Als het getij verloopt, verzet men de bakens”. Sustainable employability policy as being part of Strategic Human Resource Management
    Van Der Heijden, B.
  • Company policies on working hours and night work in relation to older workers' work ability and work engagement: results from a Dutch longitudinal study with 2 year follow-up
    Van Der Meer, L.; Leijten, F.R.; Heuvel, S.G.; Ybema, J.F.; De Wind, A.; Burdorf, A.; Geuskens, G.A.
  • Defining perceived employability: a psychological approach
    Vanhercke, D.; De Cuyper, N.; Peeters, E.; De Witte, H.
  • Bridge over an ageing population-the mediating roles of LMX and CWX between HRM and employee outcomes for bridge workers
    Veth, K.N.; Van Der Heijden, B.I.; Korzilius, H.P.; Emans, B.J.; De Lange, A.H.
  • Who in Europe works beyond the state pension age and under which conditions? Results from SHARE
    Wahrendorf, M.; Akinwale, B.; Landy, R.; Matthews, K.; Blane, D.
  • Exploring the middle range of person-environment fit theories through a conservation of resources perspective
    Wheeler, A.R.; Halbesleben, J.R.; Shanine, K.
  • The role of personal resources in the job demands-resources model
    Xanthopoulou, D.; Bakker, A.B.; Demerouti, E.; Schaufeli, W.B.