Integrating different notions of employability in a dynamic chain: The relationship between job transitions,movement capital and perceived employability

This study connects different notions of employability with the ultimate aim to arrive at integration of a research field that has been criticized for being fragmented and fuzzy. We define employability as “an individual's chance of a job in the internal and/or external labor market”. Employability research assesses employability differently, looking at the realization of this chance (i.e., job transitions), personal strengths that increase this chance (i.e., movement capital) and appraisals of this chance (i.e., perceived employability). We hypothesize and establish in a two-wave sample of 643 Belgian (Dutch-speaking) employees that these different notions of employability form a dynamic chain, so that job transitions promote movement capital, which then affects perceived employability and ultimately feeds back to job transitions. Furthermore, we found that the internal labor market versus the external labor market are important foci in employability research since internal and external job transitions were found to relate differently to the other notions of employability.     

Transitioning between temporary and permanent employment: A two‐wave study on the entrapment,the stepping stone and the selection hypothesis

The present two‐wave study investigates how transitioning between temporary and permanent employment relates to a number of psychological consequences; namely, work engagement, affective organizational commitment, life satisfaction, and turnover intention. We hypothesize that temporary employment associates with unfavourable outcomes when it is a trap (entrapment hypothesis), while no such unfavourable outcomes are expected for those who transition to permanent employment (stepping stone hypothesis). Furthermore, we investigate the assumption that transitioning from permanent to temporary employment relates to unfavourable outcomes. Finally, we investigate dynamics related to selection into temporary or permanent employment. Hypotheses are tested on a sample of 1,475 workers. The results show that continuous temporary employment does not relate to unfavourable outcomes over time, while gaining permanent employment associates with increased work engagement. Also, permanent workers who transition to temporary employment are more engaged and committed after transitioning. No evidence for possible selection mechanisms is found.     

The psychology of psychiatric genetics: evidence that positive emotions in females moderate genetic sensitivity to social stress associated with the BDNF Val-sup-6-sup-6Met polymorphism

Previous work indicated protective effects of positive emotions on genetically influenced stress sensitivity. Given the fact that expression of brain-derived-neurotrophic-factor (BDNF) is associated with stress-induced behavioral changes, it was hypothesized that the BDNF Val-sup-6-sup-6Met genotype may mediate genetic effects on stress sensitivity, conditional on the level of concurrent positive emotions. Subjects (n=446) participated in a momentary assessment study, collecting appraisals of stress and affect in the flow of daily life. Multilevel regression analyses examined moderation of daily life stress-induced negative affect (NA) by BDNF genotype, and to what degree this was conditional on concurrent positive emotions. Results showed that heterozygous BDNF "Met" carriers exhibited an increased NA response to social stress compared with "Val/Val" subjects. Positive emotions at the time of the stressor decreased BDNF genetic moderation of the NA response to social stress in a dose-response fashion. This effect was most pronounced in BDNF Met carriers. Thus, the impact of BDNF genotype on stress sensitivity is conditional on the experience of positive emotions. Interdisciplinary research in psychology and psychiatric genetics may lead to the improvement of treatment choices in stress-related disorders.