∩ CCR Amsterdam Center for Career Research Careers in the Netherlands: ACCR national research...
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∩CCR Amsterdam Center for Career
Research
Careers in the Netherlands:ACCR national research initiative
outline & preliminary results
Claartje J. Vinkenburg
∩CCR Amsterdam Center for Career
Research
Why this initiative?
• Developments in organizations– Increasing globalization, need for flexibility– Demographic changes (ageing, diversity)– Top selection / succession
• Traditional career theory obsolete
∩CCR Amsterdam Center for Career
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
∩CCR Amsterdam Center for Career
Research
Theoretical Model
Individual factors
Career outcomes
Organizational factors
Person in job factors
∩CCR Amsterdam Center for Career
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
∩CCR Amsterdam Center for Career
Research
How?
• Large scale quantitative longitudinal study• Dutch (based) organizations• Relevant themes per organization, f.e.
• Ageing• Diversity• Psychological contract• Learning
∩CCR Amsterdam Center for Career
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
∩CCR Amsterdam Center for Career
Research
Project organization ACCR:
• Managing director• Research team
• Contactperson per participating organization• Research fellows• Research assistants / PhD students / thesis students
∩CCR Amsterdam Center for Career
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
∩CCR Amsterdam Center for Career
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
∩CCR Amsterdam Center for Career
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
∩CCR Amsterdam Center for Career
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.
∩CCR Amsterdam Center for Career
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
∩CCR Amsterdam Center for Career
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
∩CCR Amsterdam Center for Career
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
∩CCR Amsterdam Center for Career
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.
∩CCR Amsterdam Center for Career
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
∩CCR Amsterdam Center for Career
Research
Results (4)
• Motivation to learn is generally low;
• No differences between age groups;
• Are looking into explanation.
∩CCR Amsterdam Center for Career
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
∩CCR Amsterdam Center for Career
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.
∩CCR Amsterdam Center for Career
Research
Results (6)Gender x objective career success
Gender
WomenMen
Ave
rag
e r
ela
tive
sa
lary
in
cre
ase
,07
,06
,05
∩CCR Amsterdam Center for Career
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.
∩CCR Amsterdam Center for Career
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!