Gürbüz Sait, Bakker Arnold B, Demerouti Evangelia, Brouwers Evelien P M
Tranzo, Scientific Center for Care and Wellbeing, Tilburg School of Social and Behavioral Sciences, Tilburg University, Tilburg, Netherlands.
International Business School, Hanze University of Applied Sciences, Groningen, Netherlands.
Front Psychol. 2023 Jun 16;14:1188728. doi: 10.3389/fpsyg.2023.1188728. eCollection 2023.
The recent concept of sustainable employability (SE), which refers to being able and enabled to achieve valuable work goals, has lately attracted substantial attention in many developed countries. Although limited cross-sectional studies found that SE in the form of capability set was positively associated with work outcomes, why and through which mechanism SE is related to crucial work outcomes remains still unexplored. Therefore, the present three-wave study aimed to (1) investigate the SE-work outcomes linkage over time, and (2) uncover the psychological pathway between SE and two work outcomes (i.e., task performance and job satisfaction) by proposing work engagement as a mediator.
To test the mediation process, we approached CentERdata to collect data among a representative sample of 287 Dutch workers. We used a three-wave design with approximately a 2-month time lag.
The results of bootstrap-based path modeling indicated that SE was a significant predictor of task performance but not job satisfaction over time. Work engagement mediated the relationships between SE and (a) task performance and (b) job satisfaction.
These findings suggest that organizations may foster workers' task performance and job satisfaction by configuring a work context that fosters SE-allowing workers to be able and be enabled to achieve important work goals.
可持续就业能力（SE）这一最新概念，指的是有能力且具备条件实现有价值的工作目标，近来在许多发达国家引起了广泛关注。尽管有限的横断面研究发现，以能力集形式存在的SE与工作成果呈正相关，但SE为何以及通过何种机制与关键工作成果相关仍未得到探索。因此，本三阶段研究旨在：（1）调查SE与工作成果之间随时间变化的联系；（2）通过提出工作投入作为中介变量，揭示SE与两种工作成果（即任务绩效和工作满意度）之间的心理路径。
为了检验中介过程，我们联系了CentERdata，在287名荷兰工人的代表性样本中收集数据。我们采用了三阶段设计，时间间隔约为2个月。
基于自抽样法的路径建模结果表明，随着时间的推移，SE是任务绩效的显著预测因素，但不是工作满意度的显著预测因素。工作投入中介了SE与（a）任务绩效和（b）工作满意度之间的关系。
这些发现表明，组织可以通过营造一种促进SE的工作环境——让员工有能力且具备条件实现重要工作目标，来提高员工的任务绩效和工作满意度。
