Abstract
Purpose
Organizations are increasingly joining inter-organizational networks to foster sustainable employability for their employees. The purpose of this study is to examine how these inter-organizational networks function and to identify the factors that foster or hinder the benefits of network membership.
Design/ methods/ approach
A qualitative approach was adopted, using four focus groups with network coordinators (N = 18) and HR professionals (N = 14), complemented with available written documentation. In total, 14 Dutch inter-organizational networks were represented. Respondents were recruited through purposive and snowballing sampling techniques. Thematic analysis was applied.
Findings
The results outline the goals, benefits for organizations and employees, as well as contextual factors and drivers that were mentioned by respondents and reasons for starting up inter-organizational networks. Furthermore, shared obstacles and interests, reciprocity, trust, active involvement and commitment, communication, membership fee, virtual connections, and network size were identified as key factors for sustaining the collaborative efforts of network actors.
Originality/ value
This study provides insights into how a new type of inter-organizational network functions and the specific factors and dynamics that influence its success. Additionally, it illustrates the processes of fostering sustainable employability beyond organizational boundaries and existing HRM practices. Emmerson et al.’s (2011) collaborative governance model is used as a theoretical lens. The results of this research create a refined model that captures the specificity of this new way of inter-organizational collaboration.
Organizations are increasingly joining inter-organizational networks to foster sustainable employability for their employees. The purpose of this study is to examine how these inter-organizational networks function and to identify the factors that foster or hinder the benefits of network membership.
Design/ methods/ approach
A qualitative approach was adopted, using four focus groups with network coordinators (N = 18) and HR professionals (N = 14), complemented with available written documentation. In total, 14 Dutch inter-organizational networks were represented. Respondents were recruited through purposive and snowballing sampling techniques. Thematic analysis was applied.
Findings
The results outline the goals, benefits for organizations and employees, as well as contextual factors and drivers that were mentioned by respondents and reasons for starting up inter-organizational networks. Furthermore, shared obstacles and interests, reciprocity, trust, active involvement and commitment, communication, membership fee, virtual connections, and network size were identified as key factors for sustaining the collaborative efforts of network actors.
Originality/ value
This study provides insights into how a new type of inter-organizational network functions and the specific factors and dynamics that influence its success. Additionally, it illustrates the processes of fostering sustainable employability beyond organizational boundaries and existing HRM practices. Emmerson et al.’s (2011) collaborative governance model is used as a theoretical lens. The results of this research create a refined model that captures the specificity of this new way of inter-organizational collaboration.
Original language | English |
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Publication status | Published - 10 Nov 2022 |
Event | 12th Biennial International Conference of the Dutch HRM Network - University of Twente, Enschede, Netherlands Duration: 9 Nov 2022 → 11 Nov 2022 https://hrm-network.nl/conference-schedule/ |
Conference
Conference | 12th Biennial International Conference of the Dutch HRM Network |
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Country/Territory | Netherlands |
City | Enschede |
Period | 9/11/22 → 11/11/22 |
Internet address |
Keywords
- inter-organizational networks, sustainable employability, human capital, career development, employee development, shared HRM practices, multi-stakeholder perspective