Careers in the Netherlands ACCR national research initiative

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 Organizational factors Person in job factors Career outcomes ∩ 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 / Ph. D 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 44 yrs University or higher vocational degree 70% Management position 20% Main theme = ageing ∩ CCR Amsterdam Center for Career Research

Results (1) ∩ 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) ∩ 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) ∩ 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) ∩ 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) ∩ 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 ∩ 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! ∩ CCR Amsterdam Center for Career Research