Understanding the factors that promote employability orientation: The impact of employability culture, career satisfaction, and role breadth self-efficacy
Aukje Nauta,
Annelies van Vianen,
Beatrice van der Heijden,
Karen van Dam,
Marja Willemsen,
Corresponding Author
Aukje Nauta
University of Amsterdam and Randstad HR Solutions, Amsterdam, The Netherlands
Correspondence should be addressed to Dr Aukje Nauta, Department of Psychology, Work and Organizational Psychology, University of Amsterdam, Amsterdam 1018 WB, The Netherlands (e-mail: [email protected]).Search for more papers by this authorAnnelies van Vianen
University of Amsterdam, Amsterdam, The Netherlands
Search for more papers by this authorBeatrice van der Heijden
Maastricht School of Management, Open University of The Netherlands, and University of Twente, The Netherlands
Search for more papers by this authorMarja Willemsen
TNO Quality of Life – Work and Employment, Hoofddorp, The Netherlands
Search for more papers by this author
Aukje Nauta,
Annelies van Vianen,
Beatrice van der Heijden,
Karen van Dam,
Marja Willemsen,
Corresponding Author
Aukje Nauta
University of Amsterdam and Randstad HR Solutions, Amsterdam, The Netherlands
Correspondence should be addressed to Dr Aukje Nauta, Department of Psychology, Work and Organizational Psychology, University of Amsterdam, Amsterdam 1018 WB, The Netherlands (e-mail: [email protected]).Search for more papers by this authorAnnelies van Vianen
University of Amsterdam, Amsterdam, The Netherlands
Search for more papers by this authorBeatrice van der Heijden
Maastricht School of Management, Open University of The Netherlands, and University of Twente, The Netherlands
Search for more papers by this authorMarja Willemsen
TNO Quality of Life – Work and Employment, Hoofddorp, The Netherlands
Search for more papers by this authorAbstract
This study among 702 Dutch employees working in the health care and welfare sector examined individual and organizational factors that are related to workers' employability orientation and turnover intention. Additionally, push and pull motives were examined of employees who aimed to leave their job. Results indicated that a strong employability culture adds extra variance over and above individual factors such as career satisfaction and role breadth self-efficacy in the explanation of employability orientation, turnover intention, and push motives of employees who aim to leave their job. That is, employability culture is positively related to employability orientation, but negatively related to turnover intention and to push motives of those who aim to leave. Pull motives of employees who want to leave are explained by individual factors only, such as career dissatisfaction and role breadth self-efficacy, but not by employability culture. These findings suggest that organizations that need to adapt to changing environments should implement a strong employability culture, because such a culture stimulates employability orientations among their employees while simultaneously decreasing turnover intentions.
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