With a little help from my friends: adopting a P-E fit perspective in understanding the value of organizational learning climate for sustainable employability

Abstract

PurposeThe objective of our study was to investigate how organizational learning climate (measured as developmental opportunities and team support for learning), career commitment, and age are related to employees’ self-perceived employability, vitality and work ability (e.g., their sustainable employability). Our study adopted a P-E fit perspective building upon the notion that sustainable employability is a function of both the person (P) and the environment (E) and tests a three-way interaction between organizational learning climate, career commitment, and age.DesignIn total, 211 members of the support staff of a Dutch university completed a survey. Hierarchical stepwise regression analysis was used to analyze the data.FindingsOnly one of the two dimensions of organizational learning climate that we measured, namely the developmental opportunities, appeared to be associated with all indicators of sustainable employability. Career commitment only had a direct positive relationship with vitality. Age was negatively related to self-perceived employability and to work ability, but not to vitality. The relationship between developmental opportunities and vitality was negatively influenced by career commitment (a negative two-way interaction effect), while a positive three-way interaction effect was found between career commitment, age, and development opportunities, and with self-perceived employability as the outcome.Theoretical and practical implicationsOur findings confirmed the relevance of adopting a P-E fit perspective on sustainable employability, and of considering the possible role of age in this. It requires more detailed analyses in future research to unravel the role of age in the shared responsibility for sustainable employability. In practice, the results of our study imply that organizations should provide all employees with a working context that facilitates learning, however, with a special focus on older employees, for whom it is a particular challenge to protect their sustainable employability, possibly due to age-related stereotyping.OriginalityOur study adopted a P-E fit perspective on sustainable employability and examined the association between organizational learning climate and all three components of sustainable employability: self-perceived employability, vitality and work ability. Moreover, it investigated whether and how the employee’s career commitment and age influence this relationship.

Italian Entertainment Professionals’ Sustainable Employability: What Factors to Consider? A Network Analysis

“…First, the literature on factors affecting employee SE is still limited. Scholars have only started identifying the impacting role of some personal factors (i.e., organizational awareness, self-knowledge, willingness to compromise, fear of stigmatization [9], and vertical trust [10]) and contextual factors (i.e., development opportunities [11], professional development [7], teamwork [10], relationship with co-workers and supervisors, autonomy and equipment sufficiency [12], leadership [9,13], HR practices [13], and SE policies [14]) on SE. Furthermore, definition and modeling of SE is still not univocal across the literature.…”