Employable until Retirement: How Inclusive Leadership and HR Practices Can Foster Sustainable Employability through Strengths Use

Sait Gürbüz; Marianne van Woerkom; Dorien T.A.M. Kooij; Evangelia Demerouti; Jac J.L. van der Klink; Evelien P.M. Brouwers

doi:10.3390/su141912195

Employable until Retirement: How Inclusive Leadership and HR Practices Can Foster Sustainable Employability through Strengths Use

Sait Gürbüz (Corresponding author)
, Marianne van Woerkom
, Dorien T.A.M. Kooij
, Evangelia Demerouti
, Jac J.L. van der Klink
, Evelien P.M. Brouwers

Research output: Contribution to journal › Article › Academic › peer-review

31 Citations (Scopus)

199 Downloads (Pure)

Abstract

Background: Although the new model of sustainable employability (SE), which builds on the capability approach, has received growing attention, research on how to enhance workers’ SE is scarce. In this study, we aimed to investigate whether (1) inclusive leadership and high-involvement HR practices are positively associated with SE and whether (2) strengths use mediates these associations. To test our research hypotheses, we surveyed Dutch employees (N = 364), selected with random sampling. The results of structural equation modeling showed that inclusive leadership and high-involvement HR practices were positively associated with workers’ SE. Moreover, we discovered that strengths use mediated these relationships. These results contribute to the SE literature by providing initial evidence that inclusive leadership and high-involvement HR practices are directly and indirectly (through strengths use) related to workers’ SE.

Original language	English
Article number	12195
Number of pages	17
Journal	Sustainability
Volume	14
Issue number	19
DOIs	https://doi.org/10.3390/su141912195
Publication status	Published - Oct 2022

Bibliographical note

Funding Information:
This research is funded by TILBURG UNIVERSITY and TILBURG UNIVERSITY FUND, Grant number is 42001514.

Funding Information:
In this paper, we make use of the LISS panel data were collected by CentERdata (Tilburg University, The Netherlands) through its MESS project funded by the Netherlands Organization for Scientific Research. We want to thank the Tilburg University and Tilburg University Fund for their financial support.

Funding

This research is funded by TILBURG UNIVERSITY and TILBURG UNIVERSITY FUND, Grant number is 42001514. In this paper, we make use of the LISS panel data were collected by CentERdata (Tilburg University, The Netherlands) through its MESS project funded by the Netherlands Organization for Scientific Research. We want to thank the Tilburg University and Tilburg University Fund for their financial support.

UN SDGs

This output contributes to the following UN Sustainable Development Goals (SDGs)

SDG 7 Affordable and Clean Energy

Keywords

capability set for works
high-involvement HR practices
inclusive leadership
strengths use
sustainable employability

Access to Document

10.3390/su141912195

pdfFinal published version, 3.44 MBLicence: CC BY

Cite this

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title = "Employable until Retirement: How Inclusive Leadership and HR Practices Can Foster Sustainable Employability through Strengths Use",

abstract = "Background: Although the new model of sustainable employability (SE), which builds on the capability approach, has received growing attention, research on how to enhance workers{\textquoteright} SE is scarce. In this study, we aimed to investigate whether (1) inclusive leadership and high-involvement HR practices are positively associated with SE and whether (2) strengths use mediates these associations. To test our research hypotheses, we surveyed Dutch employees (N = 364), selected with random sampling. The results of structural equation modeling showed that inclusive leadership and high-involvement HR practices were positively associated with workers{\textquoteright} SE. Moreover, we discovered that strengths use mediated these relationships. These results contribute to the SE literature by providing initial evidence that inclusive leadership and high-involvement HR practices are directly and indirectly (through strengths use) related to workers{\textquoteright} SE.",

keywords = "capability set for works, high-involvement HR practices, inclusive leadership, strengths use, sustainable employability",

author = "Sait G{\"u}rb{\"u}z and \{van Woerkom\}, Marianne and Kooij, \{Dorien T.A.M.\} and Evangelia Demerouti and \{van der Klink\}, \{Jac J.L.\} and Brouwers, \{Evelien P.M.\}",

note = "Funding Information: This research is funded by TILBURG UNIVERSITY and TILBURG UNIVERSITY FUND, Grant number is 42001514. Funding Information: In this paper, we make use of the LISS panel data were collected by CentERdata (Tilburg University, The Netherlands) through its MESS project funded by the Netherlands Organization for Scientific Research. We want to thank the Tilburg University and Tilburg University Fund for their financial support. ",

year = "2022",

month = oct,

doi = "10.3390/su141912195",

language = "English",

volume = "14",

journal = "Sustainability",

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AU - Gürbüz, Sait

AU - van Woerkom, Marianne

AU - Kooij, Dorien T.A.M.

AU - Demerouti, Evangelia

AU - van der Klink, Jac J.L.

AU - Brouwers, Evelien P.M.

N1 - Funding Information: This research is funded by TILBURG UNIVERSITY and TILBURG UNIVERSITY FUND, Grant number is 42001514. Funding Information: In this paper, we make use of the LISS panel data were collected by CentERdata (Tilburg University, The Netherlands) through its MESS project funded by the Netherlands Organization for Scientific Research. We want to thank the Tilburg University and Tilburg University Fund for their financial support.

PY - 2022/10

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N2 - Background: Although the new model of sustainable employability (SE), which builds on the capability approach, has received growing attention, research on how to enhance workers’ SE is scarce. In this study, we aimed to investigate whether (1) inclusive leadership and high-involvement HR practices are positively associated with SE and whether (2) strengths use mediates these associations. To test our research hypotheses, we surveyed Dutch employees (N = 364), selected with random sampling. The results of structural equation modeling showed that inclusive leadership and high-involvement HR practices were positively associated with workers’ SE. Moreover, we discovered that strengths use mediated these relationships. These results contribute to the SE literature by providing initial evidence that inclusive leadership and high-involvement HR practices are directly and indirectly (through strengths use) related to workers’ SE.

AB - Background: Although the new model of sustainable employability (SE), which builds on the capability approach, has received growing attention, research on how to enhance workers’ SE is scarce. In this study, we aimed to investigate whether (1) inclusive leadership and high-involvement HR practices are positively associated with SE and whether (2) strengths use mediates these associations. To test our research hypotheses, we surveyed Dutch employees (N = 364), selected with random sampling. The results of structural equation modeling showed that inclusive leadership and high-involvement HR practices were positively associated with workers’ SE. Moreover, we discovered that strengths use mediated these relationships. These results contribute to the SE literature by providing initial evidence that inclusive leadership and high-involvement HR practices are directly and indirectly (through strengths use) related to workers’ SE.

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Employable until Retirement: How Inclusive Leadership and HR Practices Can Foster Sustainable Employability through Strengths Use

Abstract

Bibliographical note

Funding

UN SDGs

Keywords

Access to Document

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