BackgroundCoaching is increasingly viewed as a dyadic exchange of verbal and non-verbal interactions driving clients' progress. Yet, little is known about how the trajectory of dyadic interactions plays out in workplace coaching.MethodThis paper provides a multiple-step exploratory investigation of movement synchrony of dyads in workplace coaching. We analyzed a publicly available dataset of 173 video-taped dyads. Specifically, we averaged MS per session/dyad to explore the temporal patterns of MS across the cluster of dyads that completed 10 sessions, and a set (...) of 173 dyadic interactions with a varied number of sessions. Additionally, we linked that pattern to several demographic predictors. The results indicate a differential downward trend of MS.ResultsDemographic factors do not predict best fitting MS curve types, and only client age and coach experience show a small but significant correlation.DiscussionWe provide contextualized interpretations of these findings and propose conceptual considerations and recommendations for future coaching process research and practice. (shrink)

Employability is one of the leading challenges of the contemporary organizational environment. While much is known about the positive effects of job crafting on employees’ employability in general, little is known about its effects when employment contacts are different. Differentiating between temporary and permanent workers, in this article we investigate how in the environment of psychological safety, these two types of employees engage in job crafting, and how job crafting is related to their perceived employability. Data were collected among two (...) samples, consisting of temporary agency workers ( N = 527), and permanent employees ( N = 796). Structural equation modeling (SEM) analyses indicated a different pattern of results for the two groups: for permanent employees, increasing challenging job demands was positively, and decreasing hindering job demands was negatively related to perceived employability. Moreover, psychological safety was related to all job crafting dimensions. For agency workers, only increasing structural job resources was related to employability, while psychological safety was negatively associated with crafting hindrances. These findings suggest that a climate of psychological safety is particularly effective for permanent employees in fostering job crafting and employability. (shrink)

This paper examines how employees’ career aspirations benefit organizations, i.e., contribute to strengthening organizational capabilities and connections, by means of two aspects of contemporary work: proactive and relational. Data were collected from alumni of a public university in Amsterdam, the Netherlands, in two waves with a one-year time lag. The results showed that employees with career aspirations strengthen: a) organizational capabilities; and b) organizational connections through their instrumental and psychosocial relationships. Interestingly, although employees’ career aspirations were positively associated with taking (...) charge, we did not find that taking charge mediates the relationship between career aspirations and employees’ individual contributions to organizational capabilities. This study is the first to examine how individual career aspirations benefit organizations, and it discusses the results in light of their novel contributions to theory and practice. (shrink)