Rhetoric but whose reality? The influence of employability messages on employee mobility tactics and work group identification

Hallier, Jerry

doi:10.1080/09585190902770760

Cited by 35 publications

(35 citation statements)

References 36 publications

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“…Crouch (2006) suggests that investing in a given skill or body of knowledge is a gamble, because it is impossible to gauge beforehand whether it will be of any use. Managers who are adamant about employability tend to be able to make only vague statements about what exactly employees should learn (Hallier 2009). Hirsch and Shanley (1995) remind us that a traditional careers system offers focus, coordination and a reduction of uncertainty that helps employees invest effectively in themselves.…”

Section: Theoretical Constraintsmentioning

confidence: 98%

Employability, empowerment and employers, between debunking and appreciating action: nine cases from the ICT sector

Pruijt

2013

The International Journal of Human Resource Management

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An important strand in the literature promotes the idea that investment in employability, specifically in marketable skills and talents, self-presentation efficacy, actual levels of skill, knowledge and experience, will go a long way in addressing the problems caused by creative destruction. The paper examines employability policy and employees' perceptions of their employability in nine information and communication technologies (ICT) companies, located in Germany and in the Netherlands. In all these companies, sustained employability was problematic. Together, they form a critical case for testing some of the assumptions of employability thinking. Beyond this, the paper explores the space for action. Some of the companies pioneered sophisticated, high organizational involvement forms of employability enhancement, while others highlighted the interplay of employability and employee protection as a mechanism that can help create security.

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Section: Theoretical Constraintsmentioning

confidence: 98%

Employability, empowerment and employers, between debunking and appreciating action: nine cases from the ICT sector

Pruijt

2013

The International Journal of Human Resource Management

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“…Workers need to acquire other skills or attributes, usually soft skills or interpersonal skills, particularly in sectors where work requires customer interaction (Marks and Scholarios, 2007). It has been suggested that employability is the excuse given to workers ‘in the face of shrinking career opportunities and the passing of stable employment’ (Hallier, 2009: 846).…”

Section: Background and Introductionmentioning

confidence: 99%

Employability and the ICT worker: a study of employees in Scottish small businesses

Marks¹,

Huzzard

2010

New Technology, Work and Employment

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This article reports on the changing nature of employment and employability for high-tech workers in Scotland over the last decade. A somewhat stagnated industry has led to extrinsic rewards such as a good work-life balance, being prioritised over creative work and skills development. The sector is now dominated by small, specialist organisations providing limited training for the few remaining graduates.

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“…It enables employees to move around in order to find a better work environment and, even if they do not change jobs, it gives them a sense of being able to cope with current circumstances; a privilege that low-employability employees may not have (Berntson & Marklund, 2007). Employability is also indicative of the new psychological contract that exists between employees and employers (Hallier, 2009). Highly employable employees feel that they are capable of dealing with current and future developments, including the changes in the psychological contract, and this is likely to enhance their well-being .…”

Section: Perceived Employability Employee Well-being and Intention Tmentioning

confidence: 99%

Employee well-being, intention to leave and perceived employability: A psychological contract approach

Vaart¹,

Linde²,

Beer³

et al. 2015

S Afr J Econ Manag Sci

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Employability emerged as a "new psychological contract" that may have beneficial effects on both individual and organisational outcomes. The study set out to investigate the relationship between perceived employability and employee well-being on the one hand and perceived employability and employees' intention to leave on the other. The role of the state of the psychological contract, in terms of retaining employable employees while improving their well-being, was also investigated. Cross-sectional data were obtained from employees representing various organisations (N = 246). Contrary to expectations, structural equation modelling (SEM) indicated no significant relationship between perceived employability and wellbeing. Perceived employability was a significant predictor of employees' intention to leave the organisation. Results also indicated that the state of the psychological contract does not moderate the relationship between perceived employability and employee well-being and their intention to leave, respectively. The study stresses the importance of fulfilling promises made to employees ensuring that promises are fair and continuing to fulfil promises. The importance of interventions on individual-level, to enhance well-being in the workplace, is also emphasised.

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Rhetoric but whose reality? The influence of employability messages on employee mobility tactics and work group identification

Abstract: Abstract

Cited by 35 publications

References 36 publications

Employability, empowerment and employers, between debunking and appreciating action: nine cases from the ICT sector

Employability, empowerment and employers, between debunking and appreciating action: nine cases from the ICT sector

Employability and the ICT worker: a study of employees in Scottish small businesses

Employee well-being, intention to leave and perceived employability: A psychological contract approach

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