Measuring sustainable employability: psychometric properties of the capability set for work questionnaire

Abstract

Background The capability set for work questionnaire (CSWQ) is being used to measure the new model of sustainable employability building on the capability approach. However, previous studies on the psychometric properties of the instrument are limited and cross-sectional. This two-way study aimed to (1) evaluate the convergent validity of the CSWQ with the theoretically related constructs person-job fit, strengths use, and opportunity to craft and (2) test the predictive and incremental validity of the questionnaire for the well-established work outcomes, including work ability, work engagement, job satisfaction, and task performance. Methods A representative sample of 303 Dutch workers, chosen with probably random sampling, were surveyed using a one-month follow-up, cross-lagged design via the Longitudinal Internet Studies for the Social Sciences panel. The convergent validity was assessed by exploring the strength of associations between the capability set for work questionnaire and the theoretically related constructs using Pearson’s correlations. The predictive and incremental validity was evaluated by performing a series of linear hierarchical regression analyses. Results We found evidence of the convergent validity of the capability set score by moderate correlations with person-job fit, strengths use, and opportunity to craft (r = 0.51–0.52). A series of multiple regression analyses showed that Time 1 capability set score and its constituents (i.e., importance, ability, and enablement) generally had predictive and incremental validity for work ability, work engagement, job satisfaction, and task performance measured at Time 2. However, the incremental power of the CSWQ over and above conceptually related constructs was modest. Conclusions The findings support the convergent, predictive, and incremental validity of the capability set for work questionnaire with not previously investigated work constructs. This provided further evidence to support its utility for assessing a worker’s sustainable employability for future research and practical interventions.

Capabilities and work functionings of special education teachers in Namibia

“…Regarding the lack of capability to have meaningful work relationships, Tremmel et al (2019) The results showed that the seven capabilities were moderately to strongly related to the capability set. Therefore, each capability influenced the set moderately and positively (see Abma et al, 2016;De Wet & Rothmann, 2022;Gürbüz et al, 2022). Moreover, the capability set positively affected meaningful work and job performance and negatively impacted negative affect and intentions to leave.…”

“…These capabilities affect meaningful work, because they promote person-job fit (see De Crom & Rothmann, 2018;Kristof-Brown et al, 2005). Gürbüz et al (2022) found that the capability to use knowledge and skills leads to person-job fit. Furthermore, involvement in important decisions allows individuals to express themselves in their jobs, leading to a sense of ownership of and interest in their work, which increases their experiences of meaningful work (Martela et al, 2021).…”

Workplace Mental Health Disclosure, Sustainable Employability and Well-Being at Work: A Cross-Sectional Study Among Military Personnel with Mental Illness

“…The sum score of all the values was used as an indication for the capability set for work, with a minimum of 0 and a maximum of 7. Research shows this questionnaire is a valid measure for assessing a worker's sustainable employability, with higher scores relating to higher sustainable employability [9].…”

“…The capability set for work is a more novel measure of sustainable employability [2,8,9]. It measures a person's values, whether they are given the opportunity by their work environment to realize this value, and whether they can personally manage to realize the value.…”

“…Traditionally, conceptualization of sustainable employability was mainly based on a medical and performance perspective, focusing on complaints (e.g. sick-leave [9]) and performance related indicators (e.g. work ability [10]).…”