With a little help from my friends: adopting a P-E fit perspective in understanding the value of organizational learning climate for sustainable employability

Tinka Van Vuuren; Beatrice I J M Van der Heijden; Judith H Semeijn

doi:10.3389/fpsyg.2023.1128535

With a little help from my friends: adopting a P-E fit perspective in understanding the value of organizational learning climate for sustainable employability

Front Psychol. 2023 Apr 17:14:1128535. doi: 10.3389/fpsyg.2023.1128535. eCollection 2023.

Authors

Tinka Van Vuuren^{1

2}, Beatrice I J M Van der Heijden^{3

2

4

5

6}, Judith H Semeijn^{2

7}

Affiliations

¹ Loyalis Kennis & Consult, Heerlen, Netherlands.
² Faculty of Management, Open Universiteit, Heerlen, Netherlands.
³ Institute for Management Research, Radboud University, Nijmegen, Netherlands.
⁴ Department of Marketing, Innovation and Organisation, Ghent University, Ghent, Belgium.
⁵ School of Business, Hubei University, Wuhan, China.
⁶ Kingston Business School, Kingston University, London, United Kingdom.
⁷ Research Centre for Education and the Labour Market (ROA), Maastricht University, Maastricht, Netherlands.

Abstract

Purpose: The objective of our study was to investigate how organizational learning climate (measured as developmental opportunities and team support for learning), career commitment, and age are related to employees' self-perceived employability, vitality and work ability (e.g., their sustainable employability). Our study adopted a P-E fit perspective building upon the notion that sustainable employability is a function of both the person (P) and the environment (E) and tests a three-way interaction between organizational learning climate, career commitment, and age.

Design: In total, 211 members of the support staff of a Dutch university completed a survey. Hierarchical stepwise regression analysis was used to analyze the data.

Findings: Only one of the two dimensions of organizational learning climate that we measured, namely the developmental opportunities, appeared to be associated with all indicators of sustainable employability. Career commitment only had a direct positive relationship with vitality. Age was negatively related to self-perceived employability and to work ability, but not to vitality. The relationship between developmental opportunities and vitality was negatively influenced by career commitment (a negative two-way interaction effect), while a positive three-way interaction effect was found between career commitment, age, and development opportunities, and with self-perceived employability as the outcome.

Theoretical and practical implications: Our findings confirmed the relevance of adopting a P-E fit perspective on sustainable employability, and of considering the possible role of age in this. It requires more detailed analyses in future research to unravel the role of age in the shared responsibility for sustainable employability. In practice, the results of our study imply that organizations should provide all employees with a working context that facilitates learning, however, with a special focus on older employees, for whom it is a particular challenge to protect their sustainable employability, possibly due to age-related stereotyping.

Originality: Our study adopted a P-E fit perspective on sustainable employability and examined the association between organizational learning climate and all three components of sustainable employability: self-perceived employability, vitality and work ability. Moreover, it investigated whether and how the employee's career commitment and age influence this relationship.

Keywords: age; career commitment; organizational learning climate; self-perceived employability; sustainable employability; vitality; work ability.