Self-reported burnout complaints have been increasing among young workers. In order to identify starting points for addressing this issue, greater insight is required into the heterogeneity within this group regarding these complaints. This research focuses on burnout complaints among young employees and on relevant factors. Using the National Survey on Working Conditions by TNO/ CBS, we examined (1) how burnout complaints among young employees have developed since 2014, broken down by educational level, and (2) what associations exist between various background and work characteristics and burnout complaints among young employees in general, as well as (3) within subgroups based on educational level. Results show an increase in burnout complaints for all educational levels. Risk groups are identified based on gender, age, and educational level. However, work characteristics such as perceived job insecurity, high job demands, and low autonomy in particular appear to play an important role in explaining differences in burnout complaints. We also observe that higher job demands have a stronger correlation with burnout complaints among young workers with intermediate education, compared with youngworkers higher education. Psychosocial work characteristics therefore provide important starting points for interventions aimed at preventing or reducing burnout complaints among younger employees.
In recent years, the proportion of employed individuals aged 55 and over has continued to rise, and labour experts are increasingly working with older clients. Ageism (stereotyping, prejudices, and discrimination based on age) deprives individuals of opportunities and possibilities. Ageism may also play a role in the services oflabour experts. This study comprises a literature review, an interactive questionnaire among labour experts, and focus groups with these professionals. The findings reveal that labour experts hold biases and stereotypes about older individuals. Furthermore, labour experts aged 50 or younger and those who wish to retire earlier tend to stereotype older individuals more. The questionnaire remains open as a tool for learning and reflection. A reframing approach was developed in co-creation with the labour experts to address and counteract ageism in their professional practice.
This is the editorial for the first part of the special issue 'Age at work'. Four articles are featured in this first part. The first two articles address the differences in work performance across age groups, the myths surrounding this, and the facts. The third article in this issue focuses on the actual differences in mental health within one age group: younger workers. The first two articles of this special issue also discuss how to combat prejudices and stereotypes about olderworkers. The fourth article focuses on the causes of sustainable employability and interventions to enhance sustainable employability. Older workers who are sustainably employable demonstrate that the prejudices against older workers are unfounded. Together, the articles in this special issue show that the aging workforce compels us to reconsider our perspectives on age, employability, and careers.
Social media platforms are increasingly used to screen job applicants for talent, with LinkedIn being the most widely used professional social media site. However, despite the aging workforce and labor market shortages, research on age discrimination during LinkedIn screening remains limited. Based on impression formation theories and the stereotype content model, this study examined age discrimination among female applicants during LinkedIn screening, as well as the role of recommendations and age-related stereotypes among recruiters. Through an experimental within-subjects study with 239 recruiters, we found that older applicants received lower job suitability ratings than equally qualified younger applicants. Having a recommendation that emphasizes warmth or competence benefits both older and younger applicants, but younger applicants benefit more when both warmth and competence are highlighted in recommendations than older applicants. Positive age-related stereotypes regarding warmth and competence do not affect age discrimination. These findings provide valuable insights into the use of LinkedIn screening for both organizations and job seekers.
The population in the Netherlands and Belgium has been aging in recent decades. It is therefore important that employers and workers pay more attention to sustainable employability so that workers can continue working longer. Sustainable employability requires that you are loyal to your future self. To achieve this, workers must deal sustainably with their vitality, workability, and employability. In this abbreviated version of my farewell speech, I look back on 40 years of research into sustainable employability. How has my research contributed to insights into what constitute the most important building blocks for sustainable employability? And which interventions help to strengthen sustainable employability?
While working conditions have improved over the centuries, with more autonomy and flexibility, workload and burnout have paradoxically increased. In this abbreviated version of my inaugural lecture, I propose that the pursuit of meaning, and freedom can lead to self-exploitation, exhaustion, and a weakened sense of community. I argue that neoliberal ideals, emphasizing individual freedom over social connections, are central to current workplace issues. Specifically, society's focus on freedom has driven individuals to structure their lives around economic efficiency, effectively becoming "entrepreneurs of the self". This shift forces people to prioritize productivity over social bonds, which may lead to burnout. I advocate for a rethinking of autonomy, which balances individual and social needs. In my future work, I aim to develop a new concept of autonomy that acknowledges both social and individual aspects of human nature. I also challenge the current view of leisure as merely serving work and call for a broader understanding of work and productivity. My vision for a post-work society views individuals as holistic beings, with lives outside of their paid jobs that are equally valuable and deserving of attention. This shift would promote sustainable work practices and a more balanced, fulfilling life for everyone.
A sustainable career for everyone: Fiction or fact? Sustainable careers enable individuals to preserve and renew their personal resources, allowing them to achieve a good balance between happiness, health, and productivity across the lifespan. This article discusses the existing research in this area and an agenda for future research. First, the article offers a brief historical overview of career research. Then, it explains the emergence of sustainable career research, its central premises, and the available insights on career sustainability. Subsequently, the article discusses existing and future research on sustainable careers following two central themes: what sustainable careers are (not) and how malleable and controllable sustainable careers are.
