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dc.contributor.authorBernstrøm, Vilde Hoff
dc.contributor.authorDrange, Ida
dc.contributor.authorMamelund, Svenn-Erik
dc.date.accessioned2018-10-09T11:01:31Z
dc.date.accessioned2018-10-23T08:01:03Z
dc.date.available2018-10-09T11:01:31Z
dc.date.available2018-10-23T08:01:03Z
dc.date.issued2018
dc.identifier.citationBernstrøm V, Drange I, Mamelund S. Employability as an Alternative to Job Security. Personnel review . 2018en
dc.identifier.issn0048-3486
dc.identifier.urihttps://hdl.handle.net/10642/6279
dc.description.abstractPurpose – Employability has been suggested as an alternative to job security in response to more flexible work arrangements, arguing that the important question for employees is no longer the security of their current job, but their employment security in the labour market. The purpose of this paper is to test two core assumptions of this argument: first, is employability associated with a lower preference for job security? And second, are individuals with lower job security in fact compensated with higher employability? Both assumptions have received criticism in recent literature. The focus is on employees’ perceived basic and aspiring employability. The former refers to employees’ expectations of remaining in employment and the latter to expectations of upward mobility. Design/methodology/approach – The data used in the analysis were nationally representative Norwegian survey data from 12,945 employees (2009–2013). Findings – Employees with higher aspiring employability and education levels have a significantly lower preference for job security, but this is not the case for employees with higher basic employability. Additionally, while employees with lower job security have higher aspiring employability, they have lower basic employability and receive less employer-supported training. Originality/value – The current paper is the first to investigate how employability relates to the employees’ own preference for job security. In line with critics of the employability argument, the results support that job security continues to be an important protection mechanism. Moreover, employees with low job security lose out twice as employers also invest less in their training and future employability.en
dc.language.isoenen
dc.publisherEmeralden
dc.relation.ispartofseriesPersonnel review;
dc.rights‘This article is (c) Emerald Group Publishing and permission has been granted for this version to appear here. Emerald does not grant permission for this article to be further copied/distributed or hosted elsewhere without the express permission from Emerald Group Publishing Limited.'en
dc.subjectBasic employabilitiesen
dc.subjectAspiring employabilitiesen
dc.subjectJob securitiesen
dc.subjectCareersen
dc.subjectEmployer-supported trainingen
dc.titleEmployability as an Alternative to Job Securityen
dc.typeJournal articleen
dc.typePeer revieweden
dc.date.updated2018-10-09T11:01:31Z
dc.description.versionacceptedVersionen
dc.identifier.doihttp://dx.doi.org/10.1108/PR-09-2017-0279
dc.identifier.cristinID1589606
dc.source.issn0048-3486
dc.source.issn1758-6933
dc.relation.journalPersonnel review


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