Since lifetime employment within the same organisation is no longer a prerogative for all, job security has to be safeguarded differently. In this respect, 'lifetime employability' instead of employment' often put forward as new protection in labour market. Although employability became buzzword organisational literature, clear consensus about its meaning and measurement can found. paper, we bring some clarification debate employability. We develop conceptual model 'employability process'....

The main aim of this paper is to extend the suitability concepts boundaryless and protean career for study mobility. To do so, we introduce a conceptual model that maps out factors determining constraining transitions in careers. This shows marks European thinking on It not only builds aspects both concepts, but also extends focus by paying attention interplay between agency structure. adds our understanding complex individual structural shaping individuals' An additional added value it...

‘Lifetime employability’ is often put forward as an alternative to lifetime employment with the same employer. At first sight, temporary relations and employability go hand in hand. Temporary less dramatic when it linked a higher employability. Opponents, however, claim that are at odds. They argue both employers employees may be faced dilemmas relating enhancement of through training. In this article, we deal question. We study training efforts permanent well opportunities offered by their...

abstract The majority of empirical studies on the HRM–performance link report a positive story. costs associated with productivity rise due to high performance work practices (HPWP) have been largely neglected. purpose this study is develop conceptual framework that maps both value‐enhancing and cost‐raising impact HPWP. In addition, we want pronounce upon their overall effect financial performance. To test our model, rely sample small businesses. Understanding cost‐related effects...

Abstract In this paper, we provoke the strong focus on personal agency in employability research. We counter three dominant assumptions literature, namely, (a) that is an individual asset, (b) owned by individual, and (c) leads to positive outcomes. A key observation theories are being used studies, human capital theory, conservation of resources social exchange also question these core form basis those studies. Based theories, identify blind spots research: Employability contextual ,...

Abstract The employability paradox is a concern among employers. It states that development activities enhancing employees' also increase the risk for employee turnover. This study examined this and probed relationship between six voluntary turnover mediated by perceived employability. We tested both turnover‐stimulating path via external ( i.e . job alternatives with other employers) retention internal current employer) using two‐wave longitudinal data from 588 employees. results put into...

Previous research attempted to identify personal resources that promote employability, is, an individual’s chance find and maintain employment. This has resulted in a large number of different resources, which are not always clearly differentiated from one another often seem to—at least partially—overlap conceptually and/or empirically. In response, we aim at conceptual clarification integration what coin “employability capital”. Based on literature review, developed framework integrates the...

Answering the call for more insights in relationship between human resource management (HRM), employee well‐being and performance, this study examines link developmental (HR) practices task includes both happiness (i.e., affective organizational commitment) health related exhaustion) as mediators. Based on social exchange theory cognitive dissonance theory, we also explore line manager's developing leadership behaviour a moderator HRM well‐being. The multi‐source data from 403 employees 53...

Purpose and approach This article presents the case for creating stronger connections between research on graduate worker employability. We offer a narrative review of commonalities differences these streams thoughts suggestions further integration mutual learning. Findings outline some main theories concepts in employability domains. Furthermore, we analyze how show considerable overlap, though they have barely connected with each other yet. also formulate an agenda future that would spur...

Purpose – The purpose of this paper is to study the relationship between self-perceived employability resources and perceived psychological contract (PC) obligations. To examine extent which organizational ratings potential, through their “signaling” function, might serve as a buffer PC perceptions that are undesirable from an employer's point view. Design/methodology/approach Both self-report data (i.e. obligations) reported by HR departments participating organizations potential) were...

Qualitative job insecurity may be associated with less (hindrance effect) and more (challenge organizational citizenship behaviour (OCB). This article disentangles both effects by introducing an intermediate variable. The authors test whether basic need satisfaction explains the hindrance effect (i.e. intrinsically motivated OCB); there is a remaining, direct positive path to OCB reflecting challenge instrumentally OCB). In addition, they investigate these relationships vary age. Multi-group...

Purpose – The purpose of this paper is to test the gain and loss cycle ideas from Conservation Resources (COR) theory with regard perceived employability psychological functioning among employed workers unemployed job seekers, respectively. Design/methodology/approach More specifically, authors argue that may trigger a toward well-being ( H1 ), while ill-being reduced (perceived) seekers H2 ). these cross-lagged analysis. Findings Results confirm hypotheses: at Time 1 positively affects 2...

Graduate employability has attracted considerable attention, unsurprisingly so: The transition associated with graduation presents a series of strong events, that is likely to produce change in employability. We focus on perceived (i.e., the individual's appraisal available employment opportunities). Change after sometimes hinted at, yet seldom tested: Positive expected, based idea employability-enhancement university broadens opportunities. While this may be true average, there could...

Purpose In the current war for talent employers are concerned about idea that best employees more likely to leave organization another employer (i.e. management paradox). This study tests this paradox. The purpose of paper is advance our understandings how employees’ occupational expertise associated with job search intensity, through its assumed relationships perceived internal and external employability in labor market. authors thereby tested research model across three different age...

Purpose The purpose of this paper is to advance two seemingly conflicting paths from perceived employability employee performance. Both start the idea that feeling employable makes employees more independent their employer. Framed positively, independence implies perception being in control, and control may promote negatively, reduced attachment organization, while such ties drive Innovative features study are threefold. First, authors introduce justice as a moderator. Second, distinguish...

Employability is commonly understood as an individual’s chances of employment in internal and/or external labour markets (Forrier, Verbruggen, & De Cuyper, 2015; Rothwell Arnold, 2007). Given the...

This study aligns with postcolonial feminist critiques of emancipation discourse embedded in activation policies targeting migrant women. It highlights how such disregards the systemic barriers these women face when (re)entering labour market. Through critical analysis, we investigate street-level bureaucrats (SLBs) interact during policy implementation. By conducting an ethnographic programme Belgium, using various methods data collection – document reviews, interviews, and participatory...

Addresses the question of whether a high turnover staff is accompanied by lower investment in company‐training. By means written questionnaire, data were collected from 223 companies four different sectors: food sector, wholesale trade, printing industry and software sector. Besides staff, introduces degree contractual flexibility existence an internal labour market as explanatory variables discussion. In contradiction to most economic thinking on training, finds positive relationship...