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Careers in the Netherlands: ACCR national research initiative outline & preliminary results

Learn about the ACCR national research initiative focusing on career development trends in the Netherlands, encompassing individual, organizational, and career outcome factors. Initial study findings highlight gender differences and age-related patterns in career behaviors.

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Careers in the Netherlands: ACCR national research initiative outline & preliminary results

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  1. Careers in the Netherlands:ACCR national research initiativeoutline & preliminary results Claartje J. Vinkenburg

  2. Why this initiative? • Developments in organizations • Increasing globalization, need for flexibility • Demographic changes (ageing, diversity) • Top selection / succession • Traditional career theory obsolete

  3. 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

  4. Theoretical Model Individual factors Organizational factors Person in job factors Career outcomes

  5. 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

  6. How? • Large scale quantitative longitudinal study • Dutch (based) organizations • Relevant themes per organization, f.e. • Ageing • Diversity • Psychological contract • Learning

  7. 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

  8. Project organization ACCR: • Managing director • Research team • Contactperson per participating organization • Research fellows • Research assistants / PhD students / thesis students

  9. 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

  10. 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

  11. Results (1)

  12. 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.

  13. Results (2)

  14. 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

  15. Results (3)

  16. 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.

  17. Results (4)

  18. Results (4) • Motivation to learn is generally low; • No differences between age groups; • Are looking into explanation.

  19. Results (5)

  20. 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.

  21. Results (6)Gender x objective career success

  22. 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.

  23. 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!

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