Response to Reviews of <i>Skills in the Age of Over-Qualification: Comparing Service Sector Work in Europe</i>

Lloyd, Caroline; Payne, Jonathan

doi:10.1177/0950017017748311

Cited by 26 publications

(51 citation statements)

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“…Dutch ICT organizations have therefore become aware that the long-term retention of talented IT professionals is improbable (Armstrong et al 2018). Resultantly, organizations' focus are shifting away from implementing long-term talent retention programs and started to adopt short-to medium term strategies to maximize the performance returns-and innovative capacities of its current talent pool (Lloyd and Payne 2016). The shift away from a long-term vision for skills retention and capacity building within the ICT sector, has led to short-term profit driven initiatives which results in increased work-related demands (e.g.…”

Section: Introductionmentioning

confidence: 99%

Work engagement and task performance within a global Dutch ICT-consulting firm: The mediating role of innovative work behaviors

et al. 2019

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The information and communication technology (ICT) sector within the Netherlands is a major driver of globalization, the country's economic growth and innovation. The Dutch ICT sector's performance is increasingly becoming dependent upon employee driven innovations in order to address the needs of the sectors they service. In other words, the ICT sector within the Netherlands is largely dependent upon the performance and innovative capacity of its employees; both of which are functions of employee engagement. Given the high demand, and low supply of talent within this sector, ICT organizations need to develop innovative ways to enhance the performance capacities of its people. Developing an engaged and highly innovative workforce seems to be an efficient way to activate employees' performance. As such, the aim of this paper was to investigate the mediating function of employee driven innovative work behaviors in the relationship between work engagement and task performance within the a Dutch ICT consulting firm. A cross-sectional survey-based research design, employing a census-based sampling method, was employed to obtain data from a global ICT consulting firm within the Netherlands (n = 232). The Utrecht Work Engagement Scale, the Innovative Work Behavior Scale and the Task Performance Scale was used to assess the associative subjective experiences of ICT employees. The results showed that work engagement is a significant driver for innovative work behaviors, which in turn affects the task performance of employees. Further, innovative work behaviors are therefore important to translate the engaging energies of employees into performance. This paper discusses the theoretical and practical implications of these findings.

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Section: Introductionmentioning

confidence: 99%

Work engagement and task performance within a global Dutch ICT-consulting firm: The mediating role of innovative work behaviors

et al. 2019

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“…We cannot entirely rule out the possibility that poor subjective well-being leads workers to accept jobs that involve underemployment. Country and organisation-level studies would be valuable, in that they would enable an investigation into the connections between national employment and welfare institutions, skill formation systems and forms of work organisation (as, for example, in Lloyd and Payne, 2016), relating these phenomena to lived experiences of under-employment.…”

Section: Discussionmentioning

confidence: 99%

“…H3: The negative consequences of hours underemployment for workers' well-being are more severe in Mediterranean regime economies than elsewhere Regime differences also have potential implications for the well-being related consequences of skill underutilisation. Evidence from the European Working Conditions Surveys and detailed studies of occupations suggest that task discretion and opportunities for workers to develop themselves in their job tend to be more substantial in countries associated with the inclusive regime than elsewhere in the EU (Gallie, 2009;Lloyd and Payne, 2016). It is possible that opportunities for self-development and training will mitigate the negative consequences of 'skills underemployment' for well-being, to the extent that workers identify a realistic prospect of ultimately moving to a job for which they feel better suited.…”

Section: Underemployment Welfare Regimes and Well-beingmentioning

confidence: 99%

Underemployment and well-being in Europe

Heyes

Tomlinson

2020

Human Relations

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This article examines the consequences of underemployment for the well-being of workers in European countries. Previous studies of the impact of underemployment on well-being have tended to focus on a single country or occupational group and have examined single dimensions of underemployment. This article, by contrast, examines experiences across several European economies and explores two different dimensions of underemployment: the gap between hours of work and workers’ desired hours and the underutilisation of their skills and abilities. The article uses data from the 2015 European Working Conditions Survey (EWCS) and explains the consequences of underemployment for well-being by drawing on the international comparative political economy literature, particularly the theorisation and analysis of comparative employment and welfare regimes. We find that while underemployment is generally associated with lower levels of well-being, the nature and strength of relationships between different dimensions of underemployment and well-being vary between employment regimes. The article also highlights the detrimental consequences of ‘overemployment’ for workers’ well-being, and shows that the well-being of women tends to be lower than that of men, regardless of employment regime.

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“…We may further expect more polyvalent skills to complement high internal flexibility in work design (Sorge & Streeck, ); which in turn may make it more difficult to design precise performance standards. At the same time, recent research suggests that training institutions have declining or increasingly heterogeneous effects within countries—particularly the service sector settings we are studying here (Lloyd & Payne, ). It is also difficult to disentangle the effects of training institutions from job security arrangements, which encourage higher tenure and thus a more experienced workforce (Benassi, ).…”

Section: Conceptual Frameworkmentioning

confidence: 93%

Institutions as constraints and resources: Explaining cross‐national divergence in performance management

Doellgast

Marsden

2018

Human Res Mgmt Journal

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This article compares performance management practices in call centres from four telecommunications firms in the United Kingdom, France, Denmark, and Germany. Findings show that different combinations of institutional constraints, such as strong job security protections, and participation resources supporting worker voice were influential in shaping choices among policies to motivate and discipline workers. Performance management most closely approached a high‐involvement model where both constraints and resources were high, where worker representatives were able both to restrict management's use of sanctions and to establish procedures that improved the perceived fairness of incentives. Findings contribute to debates concerning the role of contextual factors in the design and effectiveness of HRM.

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Response to Reviews of Skills in the Age of Over-Qualification: Comparing Service Sector Work in Europe

Cited by 26 publications

References 1 publication

Work engagement and task performance within a global Dutch ICT-consulting firm: The mediating role of innovative work behaviors

Work engagement and task performance within a global Dutch ICT-consulting firm: The mediating role of innovative work behaviors

Underemployment and well-being in Europe

Institutions as constraints and resources: Explaining cross‐national divergence in performance management

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