∩ ccr amsterdam center for career research careers in the netherlands: accr national research...

∩CCR Amsterdam Center for Career

Research

Careers in the Netherlands:ACCR national research initiative

outline & preliminary results

Claartje J. Vinkenburg


Research

Why this initiative?

• Developments in organizations– Increasing globalization, need for flexibility– Demographic changes (ageing, diversity)– Top selection / succession

• Traditional career theory obsolete


Research

Why ACCR?

• ACCR was founded September 2006

• Purpose: to stimulate and integrate academic / fundamental research on careers

• Ambition: to join forces of top career researchers in and around the Netherlands


Research

Theoretical Model

Individual factors

Career outcomes

Organizational factors

Person in job factors


Research

Research Questions• What are career determinants?

• Individual (orientation, learning style, demographics)• Organizational factors (support, opportunity, team)

• What are career outcomes?• Subjective (learning, satisfaction, health, engagement)• Objective (salary, potential, performance, growth)

• What is inside the “black box”?• Models, predictions, patterns


Research

How?

• Large scale quantitative longitudinal study• Dutch (based) organizations• Relevant themes per organization, f.e.

• Ageing• Diversity• Psychological contract• Learning


Research

What?

• Instrument development – custom made• Webbased survey for data collection• Longitudinal study (2 or 3 measurements)• Reports – organization specific

• Frequencies & descriptives• No consultancy

• Benchmark development & access• Scientific & professional publications


Research

Project organization ACCR:

• Managing director• Research team

• Contactperson per participating organization• Research fellows• Research assistants / PhD students / thesis students


Research

Input from organizations:

• HR executive & contactperson• Themes – selection• Questionnaire – default + custom• Sample >500: names, level / function, email, ID• If possible: access to database MD• Interviews• Background


Research

First study: Ministry of Transportation

• N = 13.000• Response 21% - about 2700• Women 26%• Average age 44 yrs• University or higher vocational degree 70%• Management position 20%• Main theme = ageing


Research

Results (1)Gender x Career Orientation

2

2,2

2,4

2,6

2,8

3

3,2

3,4

3,6

3,8

4

Traditional careerist Boundaryless Specialist & security

Type of Career Orientation

Ave

rag

e sc

ore

Male

Female


Research

Results (1)

• No difference between men and women on “boundaryless” career orientation;

• Women have lower “traditional careerist” and “specialist / security” orientations than men;

• Picture changes when controlling for part time.


Research

Results (2)Age x Learning Behavior

0 0,5 1 1,5 2 2,5 3 3,5 4

Instruction-focused

Meaning-focused

Systematic

Gradual

Lea

rnin

g B

ehav

ior

Average score

55-64

45-54

35-44

<=34


Research

Results (2)

• Learning behavior is stable over time

• Only significant age effect on systematic learning behavior– Younger employees show more systematic

learning behavior that older employees

• Patterns resemble earlier studies


Research

Results (3)

3,8 4 4,2 4,4 4,6 4,8 5 5,2 5,4

Average score

<=34

35-44

45-54

55-64

Ag

e

Age x Work-engagement

Absorbtion

Dedication

Vitality


Research

Results (3)

• Work engagement is slightly higher among employees > 45 compared to younger employees;

• Absorption is generally lower than vitality and dedication;– But absorption shows the largest difference

between age groups.


Research

Results (4)Age x Motivation to Learn

0

10

20

30

40

50

60

70

1 2 3 4

Average score

Perc

en

tag

e <=34

35-44

45-54

55-64


Research

Results (4)

• Motivation to learn is generally low;

• No differences between age groups;

• Are looking into explanation.


Research

Results (5)

Age X relevance of criteria for promotion

1 1,5 2 2,5 3 3,5 4 4,5 5

Competence based

Contact based

55-64

45-54

35-44

<=34


Research

Results (5)

• ‘Competencies’ and Contacts’ are perceived as equally important for promotion;

• Differences between age groups;– Older employees believe compentencies

are less important for promotion than younger employees.


Research

Results (6)Gender x objective career success

Gender

WomenMen

Ave

rag

e r

ela

tive

sa

lary

in

cre

ase

,07

,06

,05


Research

Results (6)

• Women have a higher relative salary increase (current-start/tenure) than men;

• Gender difference is explained by human capital, awareness of promotion policies, and network access.


Research

Conclusion• First study (first measurement) has

provided a rich dataset;• Preliminary analyses show relevant and

interesting findings;• More details and background will be

discussed in the break out sessions;• Looking forward to sharing more

information in the future!

∩ ccr amsterdam center for career research careers in the netherlands: accr national research...

Documents