Ticket to Ride: I-deals as a Strategic HR Tool for an Employable Work Force.

We describe how idiosyncratic deals (I-deals), in this case I-deals focused on workers' employability enhancement, can serve as a powerful strategic HR tool for simultaneously meeting both the strategic goals of employers and the career goals of employees. Building on a sustainable career perspective, I-deals are interpreted as highly valuable, as they can help individual employees to more easily adapt to the fast-changing environments that nowadays characterize society and the labor market. After theoretical outlines on the concepts of I-deals and employability, we argue that I-deals can form the basis for integrative employment relationships aimed at employability enhancement. This article concludes with concrete recommendations for practice, indicating that in order to enable the sound use of I-deals as a strategic HR tool, organizations should discuss I-deals and employability openly through constructive dialogue. Moreover, examples for achieving this through specific practices, such as working with employability coaches and world cafés on employability, are described.

Career Barriers of Chinese Self-Expatriate Women: Neither Double Jeopardy nor Ethnic Prominence.

The study explored barriers to career progression of Chinese self-initiated expatriate (SIE) women in the United Kingdom using semi-structured interviews with two matched samples of Chinese SIE and native Caucasian British women. Double jeopardy and ethnic prominence offered the theoretical backdrop. Common gender-related career hindering factors emerged in both groups. However, no barriers due to ethnicity per se emerged for the Chinese SIE women, whilst their narrations revealed that the Chinese stereotype had rather facilitated their careers in the host country. Furthermore, they did not view self-expatriation as a particularly challenging endeavor. None of the two interpretative frameworks deployed, double jeopardy and ethnic prominence, could account for the findings. The study implies that the effects of ethnicity on self-expatriation experiences and outcomes may be contingent on SIEs' ethnic and cultural origins. In addition, the findings imply that women who self-expatriate to escape gendered opportunities in their home countries may face similar gender-related barriers in host countries.

Learning Climate Perceptions as a Determinant of Employability: An Empirical Study Among European ICT Professionals.

This study investigated the role of age in the relationship between perceptions of learning climate and self- and supervisor-rated employability among European Information and Communication Technology (ICT) professionals. The psychological climate for learning was operationalized by three indicators, namely the perceptions that employees have of the learning value of their job, supervisor support for learning, and the organizational support for learning. As hypothesized, a Structural Equation Model demonstrated that the relationship between age and perceptions of learning climate was negative. The model also showed a strong positive relationship between learning climate and self-reported and supervisor-rated employability. Furthermore, learning climate perceptions appeared important for employability irrespective of life or career stage. An explorative bootstrapping-based test suggested that older workers with managerial responsibilities profit less from psychological learning climate for self-reported and supervisor-rated employability than older workers at non-managerial levels. These findings have important implications for human resource practices that aim to increase lifelong employability.

Supervisor-subordinate age dissimilarity and performance ratings: the buffering effects of supervisory relationship and practice.

Using 394 pairs of employees and their immediate supervisors working in the Information and Communication Technology (ICT) sector in three northern European countries, this study examined the effect of workplace moderators on the link between relational demography and supervisor ratings of performance. Directional age differences between superior and subordinate (i.e., status incongruence caused when the supervisor is older or younger than his/her subordinate) and non-directional age differences were used as predictors of supervisor ratings of occupational expertise. The quality of the supervisor-subordinate relationship and the existence of positive age-related supervisory practices were examined as moderators of this relationship. The results provide no support for a relationship between directional age differences and age-related stereotyping by supervisors in ratings of performance, neither for the effects of age-related supervisory practices. However, high quality supervisor-subordinate relationships did moderate the effects of age dissimilarity on supervisory ratings. The implications of these findings for performance appraisal methodologies and recommendations for further research are discussed.

Dispositional resistance to change: measurement equivalence and the link to personal values across 17 nations.

The concept of dispositional resistance to change has been introduced in a series of exploratory and confirmatory analyses through which the validity of the Resistance to Change (RTC) Scale has been established (S. Oreg, 2003). However, the vast majority of participants with whom the scale was validated were from the United States. The purpose of the present work was to examine the meaningfulness of the construct and the validity of the scale across nations. Measurement equivalence analyses of data from 17 countries, representing 13 languages and 4 continents, confirmed the cross-national validity of the scale. Equivalent patterns of relationships between personal values and RTC across samples extend the nomological net of the construct and provide further evidence that dispositional resistance to change holds equivalent meanings across nations.