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PurposeThe purpose of this paper is to examine how the baby boomer generation and the veteran generation in the Netherlands perceive their own employability and how this is related to their self-reported job performance.Design/methodology/approachIn total, 973 workers in employment aged 45 and over filled out a survey measuring self-perceived employability and self-reported job performance. Data were analyzed by the use oft-tests and multiple regression.FindingsBased on the human capital theory, it was found that self-perceived employability was positively related to self-reported job performance. However, in contradiction with our expectations, the veterans perceived their internal and external employability as more positive than the baby boomers.Originality/valueThis study distinguishes between two generations that are part of the group "older workers". Moreover, we show that a positive relationship exists between one's perception of one's own employability and their self-reported performance.

This qualitative study reports on how pregnant women integrate their future maternal identity with their existing work-related identity. Twenty-four women were interviewed at three times during their pregnancy: during the first, second and third trimesters. A grounded theory approach was used to analyse the data and social learning theory was adopted as a theoretical framework to assist in interpreting the findings. The findings suggest that the availability or lack of realistic and attainable role models influences the degree to which the transition to motherhood during pregnancy was successful. When role models were readily available, the transition went well, but, when role models were absent, two less successful strategies were identified, leading to negative psychological outcomes. The study also stresses the importance of other contextual factors, such as the gender composition of organizations and the educational attainment of the individual pregnant women, in the way women perceive their transition to motherhood while working.

Purpose– The purpose of this paper is to examine the influence of the competencies motivation, integrity and social skills on both intrinsic and extrinsic career success.Design/methodology/approach– In total, 1,112 individuals aged 45 or above registered at a job agency specialized in older employees in the Netherlands filled out a survey. The results were analyzed using multiple regression.Findings– The three competencies had a positive relationship with intrinsic career success (job satisfaction). Motivation and social skills were also positively related to extrinsic career success, while integrity was unrelated.Originality/value– The influence of competencies on career success of older workers has received only little attention from researchers.

PurposeThis article provides an overview of lessons we can learn from human resource (HR) policies and practices related to neurodiversity.Design/methodology/approachWe conducted a practice-based review using information obtained from organizations' websites, summarized the information and reflected on how scholars can continue to advance this area of research based on what is happening in practice.FindingsThe review provided a selective overview of programs and practices per HR cluster: selection and recruitment; onboarding, integration and retention; job design; flexible work options and working remotely; training; employee resource groups (ESGs) and support. The review provides a description of practices and policies implemented within organizations that focus on neurodiversity among employees.Originality/valueOur review showed that organizations have a multitude of HR practices and policies in place to include neurodivergent individuals in their workforces, though many of these have not been empirically investigated. Sharing this knowledge is important so that research insights and practice can reciprocally influence one another.

PurposeDrawing on the job demands-resources (JD-R) model, this study aims to examine which job demands individuals with diagnosed mental illness perceive to be most challenging as they navigate the workplace, why this is the case and which resources individuals tend to mobilize to meet these demands.Design/methodology/approachThe authors draw on 257 qualitative surveys filled out by individuals with mental illness in various parts of the world.FindingsThe findings show that job demands that are common in today's workplace such as a high workload and a stressful environment are considered challenging by individuals with mental illness. Further, the authors show that this is the result of the ideal worker norm consisting of the need to be a steady performer that is confident, resilient and social with which the performer cannot comply on the one hand and the particularities of this population, such as performers' self-perceived low self-esteem, sensitivity to stress, fluctuating symptoms and difficulties with the social aspects of organizational life on the other hand.Originality/valueThe study points to the unique challenges of individuals with mental illness in the workplace and highlights the role human resource management (HRM) can play in providing support to allow this population to meet the demands of one's job more easily and thrive at work.

PurposeThis study examines the effects of COVID-19 on individual, organizational and societal level as perceived by nurses in China.Design/methodology/approachWe draw on two qualitative studies consisting of 483 qualitative surveys and 28 in-depth interviews with nurses in China.FindingsThe pandemic has enhanced the profile of the nursing profession in Chinese society and has led to an increase in recognition, respect and visibility of nurses. In addition, participants point to an improved workplace culture in which there is a strong sense of pride in the collective effort they put. Simultaneously, however, nurses reported how COVID-19 was perceived to be detrimental to their own psychological well-being, while also interfering with their work–life balance.Originality/valueThe data reveal the paradoxal effects of COVID-19 on nurses in China. On societal and organizational level, the pandemic seems to have had a positive effect, while on individual level a range of perceived negative effects is identified.

Purpose
While the notion of institutional racism typically focuses on racial discrimination in institutions such as governmental organisations, academic institutions and courts of law, there is a need to complement this organisational (meso) focus with the investigation of relevant factors at the societal (macro) and individual (micro) levels. The purpose of this paper is to examine the multilevel factors influencing institutional racism in the film industry.


Design/methodology/approach
Drawing on 16 in-depth interviews with individuals working in the film industry, this paper develops a conceptual perspective of multilevel racism.


Findings
The findings highlight how power structures, network-based recruitment practices, as well as formal and informal learning lead to and sustain racism in the film industry. However, agency on an individual level is observed as a way to break those patterns.


Originality/value
The findings highlight how individual agency pushes for more equality and diversity in the film industry, despite the barriers encountered on macro- and meso-levels. In addition, the important role of informal and formal learning through observation is stressed as a means to sustain the discriminatory practices in this industry.

Career decision-making is arguably at its most complex within professions where work is precarious and career calling is strong. This article reports from a study that examined the career decision-making of creative industries workers, for whom career decisions can impact psychological well-being and identity just as much as they impact individuals' work and career. The respondents were 693 creative industries workers who used a largely open-ended survey to create in-depth reflections on formative moments and career decision-making. Analysis involved the theoretical model of self-authorship, which provides a way of understanding how people employ their sense of self to make meaning of their experiences. The self-authorship process emerged as a complex, non-linear and consistent feature of career decision-making. Theoretical contributions include a non-linear view of self-authorship that exposes the authorship of visible and covert multiple selves prompted by both proactive and reactive identity work.

Purpose– The purpose of this paper is to provide a cross-cultural comparison of the attitudes toward diversity among human resource managers working for the same multinational company in the Netherlands and Morocco.Design/methodology/approach– In total, 35 semi-structured in-depth interviews were conducted by telephone and were analyzed by the use of content analysis. Hofstede's cultural dimensions were used as theoretical framework.Findings– The findings suggest that attitudes toward diversity are changing and not always in line with Hofstede's scores from 2010. Differences between the Netherlands and Morocco are discussed and trends in both countries are outlined.Originality/value– While it has been argued that Hofstede's cultural dimensions are relatively stable over time, the findings show that attitudes toward diversity are evolving in the light of the changing environment and that other cultural factors also play an important role.

PurposeThis exploratory qualitative study examines both the impact of mental health conditions on self-perceived job performance and how individuals with mental health conditions cope with their conditions at work.Design/methodology/approachA total of 257 responses to a qualitative questionnaire and 17 in-depth interviews with individuals with mental health conditions are analyzed.FindingsThe findings show that mental health conditions can negatively impact self-perceived job performance in the form of lower quality of one's work, slower pace, and more mistakes. In addition, the findings reveal coping strategies that positively and negatively affect one's performance at work. Strategies that negatively influence one's performance include substance abuse and self-harm, suppressing and hiding one's symptoms, and forcing oneself to continue to work when feeling unwell. Coping strategies that tend to positively affect their performance include accepting one's condition and taking time off, medication and counseling, mindfulness activities, transparent communication, humor, and a compensation strategy.Originality/valueA growing number of individuals struggle with mental health conditions at work, impacting both organizations and employees. However, little is known about the influence of mental health conditions on one's performance at work, how individuals cope with their mental health conditions at work, and what effect those coping strategies have on organization-relevant outcomes.