Vuuren Tinka Van, Van der Heijden Beatrice I J M, Semeijn Judith H
Loyalis Kennis & Consult, Heerlen, Netherlands.
Faculty of Management, Open Universiteit, Heerlen, Netherlands.
Front Psychol. 2023 Apr 17;14:1128535. doi: 10.3389/fpsyg.2023.1128535. eCollection 2023.
The objective of our study was to investigate how organizational learning climate (measured as developmental opportunities and team support for learning), career commitment, and age are related to employees' self-perceived employability, vitality and work ability (e.g., their sustainable employability). Our study adopted a P-E fit perspective building upon the notion that sustainable employability is a function of both the person (P) and the environment (E) and tests a three-way interaction between organizational learning climate, career commitment, and age.
In total, 211 members of the support staff of a Dutch university completed a survey. Hierarchical stepwise regression analysis was used to analyze the data.
Only one of the two dimensions of organizational learning climate that we measured, namely the developmental opportunities, appeared to be associated with all indicators of sustainable employability. Career commitment only had a direct positive relationship with vitality. Age was negatively related to self-perceived employability and to work ability, but not to vitality. The relationship between developmental opportunities and vitality was negatively influenced by career commitment (a negative two-way interaction effect), while a positive three-way interaction effect was found between career commitment, age, and development opportunities, and with self-perceived employability as the outcome.
Our findings confirmed the relevance of adopting a P-E fit perspective on sustainable employability, and of considering the possible role of age in this. It requires more detailed analyses in future research to unravel the role of age in the shared responsibility for sustainable employability. In practice, the results of our study imply that organizations should provide all employees with a working context that facilitates learning, however, with a special focus on older employees, for whom it is a particular challenge to protect their sustainable employability, possibly due to age-related stereotyping.
Our study adopted a P-E fit perspective on sustainable employability and examined the association between organizational learning climate and all three components of sustainable employability: self-perceived employability, vitality and work ability. Moreover, it investigated whether and how the employee's career commitment and age influence this relationship.
我们研究的目的是调查组织学习氛围（以发展机会和团队对学习的支持来衡量）、职业承诺和年龄如何与员工的自我感知就业能力、活力和工作能力（例如他们的可持续就业能力）相关。我们的研究采用了人-环境匹配的视角，基于可持续就业能力是个人（P）和环境（E）共同作用的结果这一概念，并测试组织学习氛围、职业承诺和年龄之间的三方交互作用。
荷兰一所大学的211名辅助人员完成了一项调查。采用分层逐步回归分析来分析数据。
我们所衡量的组织学习氛围的两个维度中，只有一个维度，即发展机会，似乎与可持续就业能力的所有指标相关。职业承诺仅与活力有直接的正相关关系。年龄与自我感知就业能力和工作能力呈负相关，但与活力无关。发展机会与活力之间的关系受到职业承诺的负面影响（负向双向交互作用效应），而在职业承诺、年龄和发展机会之间发现了正向的三方交互作用效应，且以自我感知就业能力作为结果。
我们的研究结果证实了采用人-环境匹配视角来研究可持续就业能力以及考虑年龄在其中可能作用的相关性。未来的研究需要更详细的分析来阐明年龄在可持续就业能力共同责任中的作用。在实践中，我们的研究结果意味着组织应该为所有员工提供一个促进学习的工作环境，然而，要特别关注年长员工，对他们来说，保护其可持续就业能力可能是一个特殊挑战，这可能是由于与年龄相关的刻板印象。
我们的研究采用人-环境匹配视角来研究可持续就业能力，并考察了组织学习氛围与可持续就业能力的所有三个组成部分之间的关联：自我感知就业能力、活力和工作能力。此外，它还研究了员工的职业承诺和年龄是否以及如何影响这种关系。
