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The global economic turmoil and the employability gap among university students have created a challenging job market for graduates. It is crucial to understand the factors that shape students' perceived employability and to implement effective measures to address this serious issue. A literature review was conducted to provide a comprehensive understanding of the factors influencing perceived employability among university students, focusing on research findings published since 2021. The present study indicates that numerous factors, including individual, behavioural, and environmental variables, significantly influence perceived employability among university students. Besides, previous research has diverged on specific factors such as demographics, partial components of personality traits, career engagement, political skills, and labour market situation, which need to be further investigated in the future. Furthermore, this study underscores the crucial significance of perceived employability among university students in a challenging job market. It validates the relevance of Career Construction Theory in interpreting perceived employability among university students and improves researchers' understanding of how perceived employability has evolved before and after the pandemic. Most importantly, this study develops an integrated model of the factors influencing the perceived employability among university students, which can serve as a guide for future researchers to study university students' employment issues and navigate the career practices of stakeholders such as the Ministry of Education, universities, university students, employers, and career practitioners. [ABSTRACT FROM AUTHOR]

This article explores the interplay between perceived employability (PE), mental health, and equity group membership amongst students at a large public urban university in Australia. The article reports from a study conducted between 2017 and 2022, during which students self-assessed their PE. Differences in PE by equity group membership were assessed using responses to structured fields in the questionnaire (n = 24,329). Custom measures were constructed using student responses to open-ended fields to proxy student wellbeing based on sentiment analysis and mention of mental health or synonymous terms (n = 12,819). Analyses included two-way tests of differences between groups and multivariate analyses considering the effect of equity group membership and mental health concerns on employability beliefs. Results indicate that students with a disability, with English as a second language, or with wellbeing concerns report lower perceived employability. Of all the PE dimensions, academic self-efficacy is most consistently affected by equity group membership and wellbeing concerns. Further, wellbeing concerns are more prevalent for students with disabilities. The findings strengthen support for policy and institutional initiatives focusing on student wellbeing in general but also specifically for equity groups that are already associated with poorer employability beliefs. In particular, students with disabilities appear to have poorer self-esteem and academic self-efficacy and are more likely to have mental health concerns. [ABSTRACT FROM AUTHOR]

Copyright of International Journal for Educational & Vocational Guidance is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The goal of this study is to determine the function of work engagement as a mediating factor in the relationship between job crafting, task performance, and employability in the hospitality sector. A questionnaire was applied and participants were drawn from 209 hotel employees in İstanbul, and Kocaeli, Türkiye. To test these hypotheses, structural equation modeling was implemented. The findings show that job crafting is linked to employability and task performance positively. Furthermore, this research looks into the role of work engagement as a mediator in the links between job crafting, perceived employability and task performance. The findings reveal that there are considerable indirect effects, implying that work engagement is mediated. Thus, our results suggest that job crafting was a positive predictor of perceived employability and task performance and work engagement has a mediator role between those variables in the hospitality sector. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this research is to investigate the influence of different antecedents of perceived employability among higher education students, including career engagement, involvement with the university environment (assessed through academic performance and participation in extracurricular activities), the prestige of the higher education institution, as well as the students’ gender, socioeconomic status, and core self-evaluations. Originality/value: The study seeks to enhance the understanding of the antecedents of the perceived employability of higher education students in Brazil, addressing a gap in the national literature on career development and professional insertion, which lacks quantitative research on perceived employability. Design/methodology/approach: A survey was conducted with the participation of 506 students from different higher education institutions in Rio de Janeiro. Hypotheses were tested using structural equation modeling. Findings: The results showed that perceived employability is positively influenced by participants’ core self-evaluations and socioeconomic status, as well as by the prestige of their higher education institution, career engagement, and participation in extracurricular activities. Furthermore, the impact of career engagement on perceived employability was fully mediated by participation in extracurricular activities. Finally, gender and academic performance did not influence perceived employability. [ABSTRACT FROM AUTHOR]

The successful implementation of effective data governance in universities is crucial in complementing the massive information technology (IT) developments in higher education institutions globally. Hence, to identify the enablers of IT governance, this study examined the effects of knowledge value, knowledge-oriented culture, and knowledge-sharing process on the integration of IT governance in the curriculum and the latter's effects on academic performance and perceived employability among university students in Saudi Arabia. We used a cross-sectional approach to collect quantitative data from 280 university students and employed structural equation modelling and partial least squares to conduct the data analysis. Our results confirmed the significant positive effects of knowledge value and the knowledge-sharing process on IT governance, along with a positive significant effect of IT governance on academic performance and perceived employment. Moreover, the results revealed a direct, positive, and significant effect of academic performance on perceived employment, as well as the significant mediating effects of IT governance and academic performance between these two. Apart from extending the relevant literature, this study offers several policy implications. [ABSTRACT FROM AUTHOR]

Information asymmetry regarding local job prospects, imperfect portability of qualifications and a lack of host country language skills combine to reduce migrants' perceptions of their own employability. As a result, platform mediated gig work has become a common labour market entry point for new migrants. However, there is a near-universal expectation among workers is that gig work will be undertaken short-term, rather than as the first step of a longer gig-career. While research has explored the individual and structural factors, there has been limited attention as to how the specific occupational context in which a worker is embedded can also shape workers' perceived employability. In this article, I therefore present the results of 37 semi-structured interviews with migrant Foodora couriers across Norway and Sweden, exploring how the specific occupational context of gig work intersects with migrants' perceived employability. This article identifies, firstly, that obtaining employment in gig work was not perceived to be a reflection of workers' own local employability. Secondly, workers' short-term temporal orientations shape how participants are able to cope with the physical, emotional and identity demands of gig work. Thirdly, workers have to re-frame their perceived employability in the face of what is perceived to be widespread discrimination in the local labour market context. Lastly, the specific occupational context of gig work was considered to be either of no value to future local employers, or a negative signal as to a worker's skills and labour market integration. [ABSTRACT FROM AUTHOR]

Based on the basic distinction between output-based employability (i.e. perceived employability) and input-based employability (i.e. movement capital), this brief report aimed at testing the association between perceived employability and a newer input-based conceptualization of employability, namely resource-based employability, providing further psychometric support to it. Five hundred and forty-nine Italian employees were sampled and filled both questionnaires. Confirmatory factor analysis was used to analyse responses by estimating a measurement model including both variables and testing for their correlation. The estimated measurement model showed satisfactory goodness of fit indices. In particular, the two variables correlated significantly in the expected direction. This brief report provided further psychometric support to the conceptualization of resource-based employability by showing its positive and significant association with perceived employability. These results further support the idea that resource-based employability may be used in career and vocational interventions. [ABSTRACT FROM AUTHOR]

This study investigates the reciprocal relationship between boundaryless career orientations and perceived employability, aiming to expand beyond prevailing unidirectional models in the literature. Utilizing a time-lag structural model with longitudinal data collected three months apart from a cohort of white-collar Spanish workers, the initial sample at Time 1 comprised 261 individuals, primarily females (57%) with an average age of 41.8 years. At Time 2, 134 responses were collected, with 80 from women and an average age of 41.5 years. Findings support a reciprocal link between organizational mobility preference and perceived external employability. A boundaryless mindset appears to precede external employability, though reverse causation is not substantiated in the short term. Both sub-dimensions of a boundaryless orientation are associated with heightened perceptions of external employability but not internal employability. This suggests that managing boundaryless workers should vary based on their career orientation sub-dimensions, providing valuable insights for practitioners and career counselors. [ABSTRACT FROM AUTHOR]

There is an ever-increasing demand for Higher Education Institutions (HEIs) to engage with the challenges of the changing labour market contexts and trends, such as the Fifth Industrial Revolution and the new normal. However, a major criticism is that higher education institutions do not often prepare graduates for real-life contexts. For that reason, it is not surprising that graduate employability and the competencies required have become the primary concerns of HEIs. Often, we see the phrases "competency" and "employability" presented in the literature as essential requirements for graduates to attain gainful employment streams. Some studies also present them as interrelated concepts. However, we seldom find studies that unravel their intertwined relationships. This article tries to bridge this gap by looking into the role of HEIs in promoting the development of competencies for employability. We used a structured questionnaire to collect the quantitative data from 389 postgraduate students enrolled in a generic stream from an Indian State, Kerala. This paper proposes and tests a structural model of relationships between the perceived competencies of the postgraduates and their perceived career preparedness and, subsequently, perceived employability. This paper also highlights the need to reimagine tertiary education to suit the demands of changing times. [ABSTRACT FROM AUTHOR]

Amidst the continual volatility in the labor market and heightened uncertainty about the future, it is imperative for students to be confident in their employability skills to navigate their careers seamlessly. Self‐perceived employability (SPE) instills in students the confidence needed to pursue their desired career paths, showcase resilience, and effectively market themselves to employers in an ever‐changing business environment. In this paper, we present a comprehensive and systematic review of the existing literature, synthesizing the insights from 88 relevant articles in Web of Science Social Science Citation Index (SSCI) through a structured framework that delineates the key antecedents, decisions, and outcomes related to SPE. This framework also encompasses underlying theories, contexts, and methodologies of study. While we highlight a plethora of research gaps, the most glaring is the inadequate conceptual development. Current theoretical approaches often lack a student‐focused perspective, sidelining critical modern viewpoints that could deepen our understanding of SPE. We advocate for richer operational definitions and introduce a blueprint of dimensions poised to nurture the evolution of such metrics. Additionally, we propose sophisticated methods to elevate the empirical exploration of the construct, ensuring a rigorous foundation for upcoming research. We further discuss potential antecedents, outcomes, and contexts, offering them as focal points for future investigative pursuits. Ultimately, our research offers invaluable insights to higher education professionals, illuminating strategies to bolster employability confidence in students, ensuring they are fully prepared for the workforce. [ABSTRACT FROM AUTHOR]

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Employability skills are a significant concern for both graduates and practitioners. However, there is limited research on identifying and prioritizing factors affecting employability from experts' perspectives, particularly in emerging economies. To prioritize the perceived employability skills of stakeholders', a hybrid fuzzy AHP-TOPSIS approach was used from the perspective of subject experts rather than just relying on the student's perspective. Criteria and sub-criteria are identified and finalized with the help of the literature and the expert's opinions. 45 experts' (industry, academician, and students) opinions are taken into consideration. Secondly, fuzzy AHP is implemented to get the weights of identified criteria and sub-criteria to rank them. Thirdly, these weights are used in the fuzzy TOPSIS approach to rank the five alternatives. 'Soft Skills' is the most important criteria and 'Personal Qualities' is the least important criteria having the normalized weight of 0.355 and 0.043 respectively. The most important sub-criteria among all sub-criteria are 'Innovation Skills' followed by 'Methodological Skills'. The least important sub-criteria is 'Self-Esteem'. This unique empirical study identifies factors impacting graduate employability, prioritizes criteria and sub-criteria, and recommends the optimal candidate using an integrated fuzzy AHP-TOPSIS approach. [ABSTRACT FROM AUTHOR]

Perceived job insecurity and perceived employability are often mentioned in one breath with employability typically referred to as the "modern response to job insecurity". Yet our understanding of how individuals' perceptions of employability may change over time in response to job insecurity is limited. Both positive and negative changes seem plausible: Job insecurity may trigger employees to invest in employability, making them feel more employable. However, job insecurity may also elicit a defensive response in employees that undermines their perceived employability. We tested these two competing hypotheses against the background of conservation of resources theory in a sample of 358 employees surveyed on three occasions across 3.5 years. Using latent change score modelling, our findings suggest that job insecurity increases perceived employability. That is, the state-level of perceived job insecurity predicts a positive subsequent change in perceived employability. These findings highlight the importance of considering the dynamic within-person perspective to understand the relationship between job insecurity and perceived employability, and illustrate that results observed in prior static research may lead to different conclusions in within-person longitudinal studies. Implications of our findings for theory and practice are discussed. [ABSTRACT FROM AUTHOR]

Abstract Career crafting has emerged as a significant construct in the field of career development, with the potential to significantly boost individuals’ overall work satisfaction. This study aimed to examine whether career crafting could improve individual’s subjective career success and perceived employability. Career crafting is an inevitable course of career-related actions to achieve career satisfaction. Based on proactive behavior theory, it is hypothesized that career crafting would have an impact on individuals’ subjective career success and perceived employability through the moderating role of job autonomy. Using cross-sectional study design, data were collected via Google Forms survey from 224 employees working in various fields in Pakistan and data were analyzed using structural equation modeling (SEM) via AMOS. The results indicate that career crafting has a significant positive relationship with subjective career success and perceived employability. Furthermore, job autonomy also has significant positive relationship with subjective career success and perceived employability. However, the moderation of job autonomy was not supported. This study provides robust insights to career practitioners, academicians, and individuals. Overall, the study expands the literature of the novel notion of career crafting and career outcomes; additionally, the study advocates organizations to include career crafting in HR policies and helping them to enhance the well-being of employees in their career development.

Career crafting has emerged as a significant construct in the field of career development, with the potential to significantly boost individuals' overall work satisfaction. This study aimed to examine whether career crafting could improve individual's subjective career success and perceived employability. Career crafting is an inevitable course of career-related actions to achieve career satisfaction. Based on proactive behavior theory, it is hypothesized that career crafting would have an impact on individuals' subjective career success and perceived employability through the moderating role of job autonomy. Using cross-sectional study design, data were collected via Google Forms survey from 224 employees working in various fields in Pakistan and data were analyzed using structural equation modeling (SEM) via AMOS. The results indicate that career crafting has a significant positive relationship with subjective career success and perceived employability. Furthermore, job autonomy also has significant positive relationship with subjective career success and perceived employability. However, the moderation of job autonomy was not supported. This study provides robust insights to career practitioners, academicians, and individuals. Overall, the study expands the literature of the novel notion of career crafting and career outcomes; additionally, the study advocates organizations to include career crafting in HR policies and helping them to enhance the well-being of employees in their career development. [ABSTRACT FROM AUTHOR]

Although scholars and practitioners have highlighted the significance of students' attitudes for their future employment, few empirical examinations have attempted to determine the potential association between students' future orientation and their perceived employability. Thus, drawing on career construction theory, we test the positive effect of students' future orientation on their perceived employability by exploring the mediator of problem-based learning and the moderators of job market knowledge and proactive personality. Collecting our data via a time-lagged design (N = 368), we have found that the positive association between future orientation and employability is mediated by problem-based learning. Our moderation analyses further revealed that job market knowledge positively moderates the relationship between future orientation and problem-based learning and that students' proactive personality positively moderates the relationship between problem-based learning and perceived employability. [ABSTRACT FROM AUTHOR]

As organizations transform, they adapt to unstable, unpredictable, complex, and ambiguous conditions. This study intends to explore the influence of self-efficacy and work values in determining employability using the choice model of the social cognitive career theory. The purpose of this paper is to investigate affective commitment as an outcome variable in relation to self-efficacy and intrinsic and extrinsic value support mediated by perceived internal and external employability. This paper uses data from 286 employees; the hypotheses were evaluated using partial least squares structural equations modeling. The results of this study support the employability paradox that states that perceived internal employability mediates a positive effect between self-efficacy and affective commitment, while perceived external employability has a negative effect on affective commitment. This study provides further evidence in the literature on employability that self-efficacy and perceived external employability have a significant role in the context of a career change. Intrinsic values support has a detrimental influence on perceived external employability. Extrinsic work values positively affect perceived internal and external employability, while intrinsic work values negatively affect perceived external employability. AcknowledgmentThis study was funded by MBKM Project, Education and Higher Education Ministry, Indonesia. The Human Resources Management and Behavioural Research Group Faculty of Economy, Universitas Negeri Padang, also supported it.

In today's rapidly changing job market, digital competence is quickly becoming a requirement for employability. This has put pressure on the next generation, particularly digital natives, to be well-equipped to deal with the turbulence of technology. This paper aims to compare youth's pre-course and post-course digital competency levels and examine students' perceptions of their employability after taking digital-skills-related courses. The Penang government initiative of an online learning program named "Penang Young Digital Talent Program" is designed to foster digital competencies. The program comprises online courses such as web design, digital marketing, etc. Therefore, the current study has examined the current level of Penag youth's digital readiness and digital competency (survey 1, N = 662) and the evaluate program's effectiveness while determining the impact of course quality on perceived employability (survey 2, N = 385) students undergo. The participants of this program range from 18–30 years old (post-secondary school and graduates), who are either born in Penang or have resided in Penang for a minimum of 3 years. The participants reported that their digital competency improved after participating in the talent program. The results of Smart PLS reported that course quality has a significant and positive relationship with perceived employability. Moreover, there is an indirect impact of student satisfaction and course effectiveness on the perceived employability of Malaysian youth. These findings have implications for educational policymakers who should prioritize young people acquiring digital skills to compete in the modern labor market. [ABSTRACT FROM AUTHOR]

The predictors of millennials' wellbeing at work keep on changing in lieu with their changing career and work orientation. This quantitative research paper focuses on Indian Information Technology employees and aims to identify how their changing career orientation impacts work wellbeing, psychological capital and perceived employability. The proposed conceptual model of protean career orientation is empirically tested among 411 Information Technology engineers working at private companies in India. Findings indicate that the changing career orientation has a positive impact on work wellbeing, psychological capital and perceived employability. The study contributes to vocational psychology literature on enhancing our knowledge on the importance of protean attitude among millennials. The paper indicates further research areas and implications for employers. [ABSTRACT FROM AUTHOR]

In this study, we used the career construction theory (CCT) to examine the effects of career adaptability resources and career adapting responses on the career readiness of young adults in the United Arab Emirates (UAE). Using data from a sample of 635 senior business students at two universities, we found that career adaptability has a positive impact on two measures of career readiness including career decidedness and perceived employability. Our findings also indicate that career adaptability, as expected, predicts two relevant career adaptive responses within the United Arab Emirates context including intentions to seek "Wasta" (using social connections to help in finding a job) and willingness to work in the private sector (WWPS). We further found that WWPS mediates the relationship between career adaptability and perceived employability. Theoretical and practical implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

While there is a growing interest in career shocks in the careers literature, little is known about how and when they trigger employees' proactive behavioral responses leading to sustainable career outcomes. The research aims to extend previous knowledge about the effects of such career shocks and uncover their potential benefits. Drawing on the conservation of resources theory, the study proposes that workplace-related negative career shocks indirectly impact employees' perceived employability by mobilizing their networking behaviors, especially when perceived career opportunities are present. To investigate this, a three-wave survey was conducted among 269 employees over four months in three companies in China. The results show that workplace-related negative career shocks indirectly contribute to employees' perceived employability by motivating them to engage in networking behaviors. Furthermore, this positive indirect relationship is stronger for employees with high perceived career opportunities. This study is the first to provide a positive perspective on the outcomes of workplace-related negative career shocks and sheds light on employees' proactive behavioral responses as a mechanism to explain the impact of such shocks on career sustainability. [ABSTRACT FROM AUTHOR]

Gaining quality employment as the outcome of an exhaustive job search process apparently has no clear pathway for success. With little experience of the job market, young graduates' initial steps into the complexity of finding the right job essentially need guidance. This study provides insights on how recent management graduates could achieve long-term employment success through factors that would assist them in obtaining quality jobs. A conceptual framework rooted in social-cognitive career theory imparted the present study a twofold purpose of examining the effect of perceived employability (internal and external) and focused job search on employment quality (starting salary and job satisfaction) and investigating the intervening role of focused job search between perceived employability and employment quality. A two-wave correlational study was performed which involved 250 recently employed management graduates. The structural equation modelling analysis via Partial Least Square (PLS) found that the internal perceived employability was significantly related to starting salary and job satisfaction. However, the external perceived employability was only significantly related to starting salary. Moreover, a competitive mediation by focused job search showed its negative influence on the relationship between internal perceived employability and starting salary. Finally, the results upheld that employability perceptions and a job search approach are vital aspects to be considered during the university-to-work transition. These insights would assist the career counsellors to instill positive employability perceptions in the focused management graduates to enhance their possibility of obtaining better pay and a more satisfying job. [ABSTRACT FROM AUTHOR]

Despite a plethora of research on turnover intentions, we know little about the impact of subjective career aspects (e.g., authenticity, recognition, and meaningful work) on turnover intentions. Drawing upon turnover theory, we argue that subjective career success negatively influences organizational and occupational turnover intentions. This negative effect will be stronger in the presence of career competencies and high perceived employability. To test these relationships, we conducted two field studies using a two-wave survey method. Results of both studies indicated that the negative impact of subjective career success on turnover intentions was strongest when the perceived employability and career competencies were high. In Study 1, we found these relationships significant for organizational turnover intentions. Through Study 2, we found significant results for occupational turnover intentions due to their occupational investments in a new profession. We discuss the contributions of findings to the careers and turnover literature. [ABSTRACT FROM AUTHOR]

The objective of this study was to examine the impact of emotional competencies among university students on their perception of employability while also exploring the potential moderating role of university commitment in this relationship. In order to achieve the objective of the study, quantitative data was gathered from a sample of 214 students enrolled in various universities in Saudi Arabia during the previous semester. The data that was gathered was subjected to regression analysis and processed using the Hayes macro in SPSS. of the analysis indicate that, with the exception of self-awareness and empathy, all of the emotional competencies developed during one's time in university, such as self-regulation, motivation, leadership, social skills, and cooperative learning, are significantly and positively correlated with perceived employability. Additionally, the relationship between self-awareness and perceived employability, self-regulation and perceived employability, leadership and perceived employability, social skills and perceived employability, and collaborative learning and perceived employability was found to be positively influenced by university commitment. The current investigation provided a thorough examination of the intricate relationship between emotional competencies, commitment to university, and perceived success in employment. Through an in-depth exploration of these complex dynamics, this study has contributed to a nuanced comprehension of the interconnections among these variables. The results of this study ultimately make a valuable contribution to the advancement of targeted interventions and strategies that can be utilised to improve outcomes in the domain of employment. [ABSTRACT FROM AUTHOR]

Lixia Niu, Zhiyuan Yang College of Business Management, Liaoning Technical University, Huludao City, People’s Republic of ChinaCorrespondence: Zhiyuan Yang, College of Business Management, Liaoning Technical University, 188 Longwan South Street, Huludao City, Liaoning Province, 125105, People’s Republic of China, Tel +86 186-9148-9190, Email 2412228407@qq.comPurpose: In the post-pandemic era, the employment environment in China has been worsening. New generation employees are faced with higher work requirements. Against the backdrop, the “involution” culture has been a mainstream culture of different walks of life. Pressure of competition brought about by “involution” has made overtime behaviors increasingly prevailing among new generation employees. In this background, this research discusses about the impact of organizational performance climate on new generation employees’ overtime behaviors as well as the role of job insecurity and perceived employability in the process.Patients and Methods: The data collection is conducted in the currently popular industries. Ultimately, 348 valid questionnaires are collected. Later, the regression analysis and bootstrap methods are used to test the theoretical hypotheses.Results: Organizational performance climate can promote new generation employees’ overtime behaviors; job insecurity plays a mediating role between organizational performance climate and new generation employees’ overtime behaviors; perceived employability can negatively moderate the correlation between job insecurity and overtime behaviors, and negatively moderate the mediating effect between performance climate and overtime behaviors.Conclusion: Based on conservation of resources theory, this research explains the new generation employees’ overtime behaviors formation mechanism under the “involution” culture in China. These results deepen the understanding of the overtime work mechanism according to characteristics of new generation employees and post-pandemic era, which can provide theoretical support and practical guidance for a reasonable control of employees’ overtime behaviors under the “involution” culture.Keywords: new generation employees, overtime behaviors, performance climate, perceived employability, job insecurity

Future work self is a promising concept to understand how young people view and plan their careers in the contemporary workplace. In this study, we attempt to investigate its impacts on two career-related outcomes, namely, perceived employability and career distress. Informed by social cognitive career theory, we also explore the mediating role of career decision self-efficacy in the above relationships. Several hypotheses were developed and tested with a sample of 208 final-year undergraduate students (with a mean age of 21.5 and 145 of them are female) in China. The results of structural equation modeling and bootstrapping indicated that future work self has a positive relationship with perceived employability and a negative relationship with career distress, while these relationships are found to be mediated by career decision self-efficacy. Our study has advanced our understanding about how future work self contributes to career-related well-being among Chinese students. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Faculty of Educational Sciences is the property of Ankara University, Faculty of Educational Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This meta‐analysis addresses the association between perceived employability (PE) and employee strain (k = 34). Consistent with expectations, PE was negatively related to strain (ρ = −.12, 95% CI = −.16 to −.08). Moderator analysis showed that this relationship was stronger post‐2008 (ρ = −.20, 84% CI = −.23 to −.17) versus pre‐2008 (ρ = −.06, 84% CI = −.08 to −.05) and in high (ρ = −.17, 84% CI = −.21 to −.14) versus low (ρ = −.07, 84% CI = −.09 to −.06) uncertainty avoidant cultures. Our results suggest that career competency development interventions can be effective for reducing employee strain and that national uncertainty avoidance need be incorporated into models of boundaryless careers, especially as it relates to employee health and well‐being. [ABSTRACT FROM AUTHOR]

This study explores alternative relationships between perceived investment in employee development (PIED) and turnover intention by including affective commitment, perceived internal employability, and perceived external employability as potential mediators. Data were collected through a structured survey from 337 employees working in two large companies in Italy. The factorial validity and dimensionality of the latent constructs studied were evaluated in a confirmatory factor analysis framework, and the mediation hypotheses were tested in a full structural equation model. Results show that the overall effect of PIED on turnover intention is negative and almost fully mediated by external employability and affective commitment, whereas the path through internal employability is not supported. More specifically, PIED increases commitment, which in turn limits the likelihood of turnover. In addition, although perceived external employability is positively associated with turnover intention, PIED seems to reduce this effect by negatively affecting employee perceptions of their marketability in the labour market. The study supports the assumptions of social exchange theory in explaining turnover behaviour as a consequence of employee development support. Contextually, it questions the existence of the employability paradox because it does not reveal either a retention path via perceived internal employability or a turnover risk via perceived external employability. [ABSTRACT FROM AUTHOR]