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

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  • Sait Gürbüz

    (Tranzo, Scientific Center for Care and Wellbeing, Tilburg School of Social and Behavioral Sciences, Tilburg University, 5000 LE Tilburg, The Netherlands
    International Business School, Hanze University of Applied Sciences, 9704 AA Groningen, The Netherlands)

  • Marianne van Woerkom

    (Department of Human Resource Studies, Tilburg University, 5000 LE Tilburg, The Netherlands
    Center of Excellence for Positive Organizational Psychology, Erasmus University Rotterdam, 3062 PA Rotterdam, The Netherlands)

  • Dorien T. A. M. Kooij

    (Department of Human Resource Studies, Tilburg University, 5000 LE Tilburg, The Netherlands)

  • Evangelia Demerouti

    (Department of Industrial Engineering and Innovation Sciences, Eindhoven University of Technology, 5600 MB Eindhoven, The Netherlands
    Department of Industrial Psychology and People Management, University of Johannesburg, Auckland Park, Johannesburg 2006, South Africa)

  • Jac J. L. van der Klink

    (Tranzo, Scientific Center for Care and Wellbeing, Tilburg School of Social and Behavioral Sciences, Tilburg University, 5000 LE Tilburg, The Netherlands
    Optentia Research Programme, North West University of South Africa, Vanderbijlpark 1900, South Africa)

  • Evelien P. M. Brouwers

    (Tranzo, Scientific Center for Care and Wellbeing, Tilburg School of Social and Behavioral Sciences, Tilburg University, 5000 LE Tilburg, The Netherlands)

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.

Suggested Citation

  • Sait Gürbüz & Marianne van Woerkom & Dorien T. A. M. Kooij & Evangelia Demerouti & Jac J. L. van der Klink & Evelien P. M. Brouwers, 2022. "Employable until Retirement: How Inclusive Leadership and HR Practices Can Foster Sustainable Employability through Strengths Use," Sustainability, MDPI, vol. 14(19), pages 1-17, September.
    • Handle: RePEc:gam:jsusta:v:14:y:2022:i:19:p:12195-:d:925690
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    References listed on IDEAS

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    1. Bram P. I. Fleuren & Andries de Grip & Nicole W. H. Jansen & IJmert Kant & Fred R. H. Zijlstra, 2020. "Unshrouding the Sphere from the Clouds: Towards a Comprehensive Conceptual Framework for Sustainable Employability," Sustainability, MDPI, vol. 12(16), pages 1-28, August.
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    5. Marta Roczniewska & Anne Richter & Henna Hasson & Ulrica von Thiele Schwarz, 2020. "Predicting Sustainable Employability in Swedish Healthcare: The Complexity of Social Job Resources," IJERPH, MDPI, vol. 17(4), pages 1-19, February.
    6. Jianwei Deng & Jiahao Liu & Wenhao Deng & Tianan Yang & Zhezhe Duan, 2021. "Redefinition and Measurement Dimensions of Sustainable Employability Based on the swAge-Model," IJERPH, MDPI, vol. 18(24), pages 1-10, December.
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