BACKGROUND: The capability set for work questionnaire (CSWQ) is being used to measure the new model of sustainable employability building on the capability approach. However, previous studies on the psychometric properties of the instrument are limited and cross-sectional. This two-way study aimed to (1) evaluate the convergent validity of the CSWQ with the theoretically related constructs person-job fit, strengths use, and opportunity to craft and (2) test the predictive and incremental validity of the questionnaire for the well-established work outcomes, including work ability, work engagement, job satisfaction, and task performance.METHODS: A representative sample of 303 Dutch workers, chosen with probably random sampling, were surveyed using a one-month follow-up, cross-lagged design via the Longitudinal Internet Studies for the Social Sciences panel. The convergent validity was assessed by exploring the strength of associations between the capability set for work questionnaire and the theoretically related constructs using Pearson's correlations. The predictive and incremental validity was evaluated by performing a series of linear hierarchical regression analyses.RESULTS: We found evidence of the convergent validity of the capability set score by moderate correlations with person-job fit, strengths use, and opportunity to craft (r = 0.51-0.52). A series of multiple regression analyses showed that Time 1 capability set score and its constituents (i.e., importance, ability, and enablement) generally had predictive and incremental validity for work ability, work engagement, job satisfaction, and task performance measured at Time 2. However, the incremental power of the CSWQ over and above conceptually related constructs was modest.CONCLUSIONS: The findings support the convergent, predictive, and incremental validity of the capability set for work questionnaire with not previously investigated work constructs. This provided further evidence to support its utility for assessing a worker's sustainable employability for future research and practical interventions.
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To evaluate the effectiveness of Employee Assistance Program (EAP) interventions, the Workplace Outcome Suite (WOS) was developed. This study aims to determine if the new WOS 5-item version can be used to approximate the WOS 25-item version without excessive loss of reliability, validity, or sensitivity. A quantitative psychometric evaluation study design was employed. Secondary data analysis of the WOS 25-item questionnaire was conducted before and after EAP services were delivered to participants. This analysis used 2046 data responses from 1023 participants. Quantitative data analysis included descriptive statistics, Cohen’s d, paired t-test, the Wilcoxon signed-rank (non-parametric test), and bivariate factor analysis. Findings demonstrate that the WOS 5-item version can successfully detect changes in workplace functioning. Within all five constructs, users’ scores improved after EAP interventions, indicating improvement in mental health. Significant changes were detected for absenteeism, presenteeism, work engagement, and workplace distress. Bivariate correlation results indicate the WOS 5-item is a good representation of the 25-item version. There are strong correlations between each item on the WOS-5 and the corresponding items in each construct on the WOS-25. This evidence suggests the WOS 5-item version can be used to approximate the WOS 25-item version without excessive loss of reliability, validity, or sensitivity.
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INTRODUCTION: The recent concept of sustainable employability (SE), which refers to being able and enabled to achieve valuable work goals, has lately attracted substantial attention in many developed countries. Although limited cross-sectional studies found that SE in the form of capability set was positively associated with work outcomes, why and through which mechanism SE is related to crucial work outcomes remains still unexplored. Therefore, the present three-wave study aimed to (1) investigate the SE-work outcomes linkage over time, and (2) uncover the psychological pathway between SE and two work outcomes (i.e., task performance and job satisfaction) by proposing work engagement as a mediator.METHODS: To test the mediation process, we approached CentERdata to collect data among a representative sample of 287 Dutch workers. We used a three-wave design with approximately a 2-month time lag.RESULTS: The results of bootstrap-based path modeling indicated that SE was a significant predictor of task performance but not job satisfaction over time. Work engagement mediated the relationships between SE and (a) task performance and (b) job satisfaction.DISCUSSION: These findings suggest that organizations may foster workers' task performance and job satisfaction by configuring a work context that fosters SE-allowing workers to be able and be enabled to achieve important work goals.
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BACKGROUND: In recent years, sustainable employability, rooted in the capability approach, has received substantial attention due to its associations with work and health-related outcomes. While previous studies have indicated that being able and enabled to achieve important work values (i.e., work capabilities) is positively associated with desirable work outcomes, most of these studies have primarily employed a cross-sectional design to explore these associations. This study aimed to examine the long-term relationships between work capabilities and work and wellbeing-related outcomes, including work ability, work engagement, task and creative performance, organizational citizenship behavior, organizational commitment, job and life satisfaction, turnover intention, and burnout symptoms.METHODS: Data were collected from 251 randomly selected Dutch employees through a two-wave survey conducted in 2021 and 2023 via the Longitudinal Internet Studies for the Social Sciences panel. Multiple linear regression analyses were performed to assess these associations while controlling for potential covariates.RESULTS: The results revealed that participants valued a diverse range of work capabilities but encountered challenges in realizing these valued capabilities. The capability set positively predicted desirable outcomes and was associated with reduced burnout over a two-year period.CONCLUSIONS: Supporting and enabling employees to realize their capabilities is essential for improving favorable work outcomes and diminishing burnout in today's volatile work environment. These findings further emphasize the importance of organizations improving conversion factors to bridge the gap between valued capabilities and their actualization.
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Het rapport ‘Werken aan meedoen’ beschrijft een onderzoek dat in opdracht van de gemeente Leeuwarden is gedaan naar een drietal strategieën die zijn ingezet ten behoeve van (het bevorderen van) de maatschappelijke participatie van dak- en thuislozen. Getracht is een antwoord te vinden op de vraag wat deze strategieën hebben opgeleverd voor de direct betrokkenen en hun omgeving, om op basis daarvan iets te zeggen over de meerwaarde van deze strategieën. Uit de resultaten blijkt dat de strategieën in meer of mindere mate een meerwaarde hebben voor de betrokkenen zelf. Voor de omgeving is, in de onderzoeksperiode van 1,5 jaar, geen directe meerwaarde gevonden. Wellicht iets voor vervolgonderzoek
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Een groene omgeving is een belangrijke sleutel tot een gezonde bevolking. Alle reden dus om te kijken in wijken hoe het groen eruit ziet en hoe het beter kan. En ook andere opgaven, zoals klimaatadaptatie, daarbij mee te nemen. Want zonder integraal denken en werken lukt het niet.
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De cliënt heeft altijd een verhaal, een verleden, zijn eigen normen en waarden. Context draagt in behoorlijke mate bij aan het gedrag van mensen. Logisch dat context een plek krijgt in de opleidingskwalificaties. Hoe wordt SPH-studenten bij Fontys geleerd de context te benutten?
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Dit is het rapport voor onze opdrachtgever Commissie Langdurige Zorg en Ondersteuning van ZonMw, waarin we de eerste versie van de methodiek Cirkelen Rond Je Onderzoek hebben toegelicht. Sinds 2019 hebben we de methode doorontwikkeld. Geïnteresseerd in deze methode om participatief en gelijkwaardig aan een onderzoeksvoorstel te werken? Bekijk deze dan op crjo.nl [https://husite.nl/crjo/]. Daar vind je alle tools en handleidingen, vrij downloadbaar. Hieronder vind je de eerste versie van de methodiek Cirkelen rond je onderzoek. Deze handreiking biedt hulp bij het ontwikkelen van een goede onderzoeksopzet. Hij reikt onderzoekers hulpmiddelen aan om de vele facetten van een onderzoeksopzet te verhelderen: Wat is een goede onderzoeksvraag? Welke onderzoeksaanpak is passend en haalbaar? Wat zijn behulpzame deelvragen? Maar ook: welke partners moet ik betrekken en hoe worden we het eens over de opzet?
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Waarom hanteren de meeste managers toch vooral een topdownveranderaanpak? Duurzame reorganisaties vereisen betrokken medewerkers. Een bottom-upveranderingsstrategie past hier het beste bij. De auteurs schetsen tien bottom-upaanpakken en geven zeven aanbevelingen om te veranderen
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