Redefinition and Measurement Dimensions of Sustainable Employability Based on the swAge-Model

Abstract

Objectives: To solve the labour shortage, we clarify the definition and dimensions of sustainable employability, and make it possible to develop sustainable employability scales in the future and lay the foundation for subsequent quantitative research. Finally, people’s sustainable employability can be improved. Highly sustainable employability employees can continue to work in the labour market and their working lives can be prolonged. Labour market supply will increase and labour shortage will be partly solved. Methods: We discuss the concept of sustainable employability based on some previous studies. Our conclusion is that the existing definitions and measurement dimensions are problematic. The swAge-model, a tool that helps us understand how to make working life more sustainable and healthier for all ages, can be the basis of sustainable employability. Results: We develop a discussion paper concerning the definition and measurement dimensions of sustainable employability using the swAge-model with an added factor of intrinsic work value and the dynamic chain. Conclusions: Our definition of sustainable employability takes environmental factors into consideration and makes it clear that it is not a solely personal characteristic, but the result of an interaction between individuals and the environment, thus distinguishing employability from work ability. We use the swAge-model as a basis to make the composition of our definition more logical and informed. Our measurement dimensions are clearly described to facilitate the future development of a scale, and our concept may ultimately help to extend the working lives of older and retired workers and thus solve the future labour shortage problem.

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

“…For example, building on the Ability-Motivation-Opportunity framework, Le Blanc et al [ 5 ] addressed the topic as the “extent to which a worker is able, willing, and has opportunities to work now and in the future” (p.3). Centering on work value and macro factors, Deng et al [ 6 ] defined SE as “the ability of individuals, who pursue work with high intrinsic value and avoid digital exclusion, to remain in employment during their lifetimes” (p. 6). Recently, using proximal constructs, Fleuren et al [ 7 ] defined SE as an “individual’s ability to function at work and in the labor market, or their ‘employability’, which is not negatively, and preferably positively, affected by that individual’s employment over time” (p. 15) and proposed nine indicators reflecting health, well-being, and employability components to measure SE over time.…”

Sustainable Healthy Working Life for All Ages—Work Environment, Age Management and Employability

“…They concluded that no consensus exists for a "sustainable working life," meriting further studies. The paper by Deng et al [20] proposes the development of new ways of measuring sustainable employability. This paper argues for the SwAge-model.…”

A capability perspective on sustainable employability: A Dutch focus group study on organizational, work and personal conversion factors

“…In essence, the CA starts from different conceptual and scientific principles [2], in comparison to positivistic research methods often used in the field of SE [12][13][14]. Central to the CA are normativity, diversity and contextuality.…”

“…In the Job Demand-Resource model [8], recent developments have indirectly included personal values of the employee in studies by focussing on the person-job fit and job crafting [3,[9][10][11]. Other scholars have developed new conceptualizations and value based operationalizations of sustainable employability [12][13][14].…”