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Objective: The objective of this paper is to identify narcissistic traits that may have an impact on an individual's employability and to determine the nature of the influence of these traits on employability. Research Design & Methods: During the first stage, based on a critical literature review, narcissistic traits were identified and a 20-item catalogue of traits affecting an individual's employability was created. During the second, a diagnostic survey was conducted to determine whether the narcissistic traits in the catalogue have an impact on employability, what is the direction of influence of individual narcissistic traits on employability, and whether the nature of the influence of these traits on employability varies by type. The research sample was purposive and random. 198 respondents participated in the survey. Findings: The obtained results confirmed that the proposed trait catalogue for studying the impact of narcissistic traits on employability can be considered as reliable. 13 narcissistic traits were found to weaken initial and internal employability, while 8 traits were found to weaken external employability. The trait that most significantly weakens employability is displaying a demanding attitude, while the most strengthening trait is a strong belief in the possibility of professional success. Assessments concerning the impact of narcissistic traits on initial and internal employability were similar. There were differences between assessing the nature of the impact on initial and internal employability and on external employability. Implications / Recommendations: The studies confirmed that most narcissistic traits weaken employability, while some strengthen it. It was also found that the nature of the impact of narcissistic traits may vary by type of employability. Contribution: The study showed how individual narcissistic traits affect employability. Also indicating the differences in assessing narcissistic traits in the context of initial, internal, and external employability. These findings may be useful in shaping individual employability. Article type: original article. [ABSTRACT FROM AUTHOR]

Objective: The objective of this paper is to identify narcissistic traits that may have an impact on an individual’s employability and to determine the nature of the influence of these traits on employability. Research Design & Methods: During the first stage, based on a critical literature review, narcissistic traits were identified and a 20-item catalogue of traits affecting an individual’s employability was created. During the second, a diagnostic survey was conducted to determine whether the narcissistic traits in the catalogue have an impact on employability, what is the direction of influence of individual narcissistic traits on employability, and whether the nature of the influence of these traits on employability varies by type. The research sample was purposive and random. 198 respondents participated in the survey. Findings: The obtained results confirmed that the proposed trait catalogue for studying the impact of narcissistic traits on employability can be considered as reliable. 13 narcissistic traits were found to weaken initial and internal employability, while 8 traits were found to weaken external employability. The trait that most significantly weakens employability is displaying a demanding attitude, while the most strengthening trait is a strong belief in the possibility of professional success. Assessments concerning the impact of narcissistic traits on initial and internal employability were similar. There were differences between assessing the nature of the impact on initial and internal employability and on external employability. Implications / Recommendations: The studies confirmed that most narcissistic traits weaken employability, while some strengthen it. It was also found that the nature of the impact of narcissistic traits may vary by type of employability. Contribution: The study showed how individual narcissistic traits affect employability. Also indicating the differences in assessing narcissistic traits in the context of initial, internal, and external employability. These findings may be useful in shaping individual employability.

Orientation: South Africa has been suffering from persistently high levels of unemployment since 2008. The youth is regarded as the most at-risk group in the South African labour market and unemployment amongst the youth is considered one of the most critical socio-economic problems in South Africa. Increasing one’s employability is essential to securing employment and enhancing one’s well-being. Research purpose: This study aimed to explore the self-perceived employability of undergraduate students at a South African university. Motivation for the study: Currently, there is a scarcity of published research on the self-perceived employability amongst undergraduate students at higher education institutions in South Africa. Research approach/design and method: The study was conducted within a positivistic research paradigm. A quantitative-based cross-sectional survey design was used. Convenience sampling was used to select the students who were included in the survey. Data were collected through a web-based survey, using a standardised coded questionnaire that consisted of a five-point Likert-type scale. Main findings: The results indicated that the respondents were relatively confident about their internal employability, but they were less confident about their opportunities in the external labour market. Practical/managerial implications: Understanding one’s employability and the accompanied issues creates awareness of one’s potential, skills and knowledge to become a successful citizen and employee. Contribution/value-add: The study shed light on the self-perceived employability of undergraduate students at a South African university and consequently contributes to the existing literature on employability in the South African context.

Applied social cognitive theory, this study built a moderated mediation model to explain how and when development idiosyncratic deals (i-deals) affect recipients' turnover intention. Specifically, this study proposed two paths that linked development i-deals with the recipients' turnover intention. One path was a retention path via perceived internal employability and another path was a turnover path via perceived external employability. This study tested the hypotheses with a sample of 337 employees from three companies in China. The results showed that development i-deals improved recipients' perception of internal and external employability both. Perceived internal employability predicted low risk of turnover, but perceived external employability predicted high risk of turnover. And perceived internal and external employability played mediating roles in the relationship between development i-deals and turnover intention. Furthermore, the recipients' perception of opportunity to perform in current organization strengthened the relationship between perceived internal employability and turnover intention, but weakened the relationship between perceived external employability and turnover intention. Theoretical and practical implications of these findings were discussed. [ABSTRACT FROM AUTHOR]

Applied social cognitive theory, this study built a moderated mediation model to explain how and when development idiosyncratic deals (i-deals) affect recipients’ turnover intention. Specifically, this study proposed two paths that linked development i-deals with the recipients’ turnover intention. One path was a retention path via perceived internal employability and another path was a turnover path via perceived external employability. This study tested the hypotheses with a sample of 337 employees from three companies in China. The results showed that development i-deals improved recipients’ perception of internal and external employability both. Perceived internal employability predicted low risk of turnover, but perceived external employability predicted high risk of turnover. And perceived internal and external employability played mediating roles in the relationship between development i-deals and turnover intention. Furthermore, the recipients’ perception of opportunity to perform in current organization strengthened the relationship between perceived internal employability and turnover intention, but weakened the relationship between perceived external employability and turnover intention. Theoretical and practical implications of these findings were discussed.

Employees nowadays go through a lot of emotional trauma. Few of which are personal factors while others are due to work relatedfactors. The aim of this article is to pin down the subordinate's perceptions towards their abusive supervisors and its effect on emotions. Employees when emotionally exhausted are likely to leave the organization provided they have better job opportunities especially when they are unable to handle those emotions due to abuse. Reactance theory and conservation of resource theory has been applied to explain the phenomenon of emotional exhaustion and turnover intention. Data from 155 employees was collected from various banks in Karachi, Pakistan which identified that abusive supervision indirectly increases turnover intention via emotional exhaustion. 32.9% of the variation in turnover intention is due to abusive supervisors and emotional exhaustion. Also, if employees have higher perceived external employability, they are more likely to quit from their jobs in the organization under the leadership of abusive supervisors. [ABSTRACT FROM AUTHOR]

Introduction: The importance of employability within organizations is increasing, due to various developments that initiate organizational changes. This study focuses on the employability in the public sector. While there seems to be a clear need for an employable public sector workforce, up until now there is little empirical research into the employability of workers in this sector, and into which specific individual and organizational characteristics influence it., Methods: We conducted structural equation modeling, using data from Dutch public sector employees ( n = 13.471)., Results: Our outcomes show that public sector employees consider themselves to be reasonably employable internally, and that they rate their external employability slightly higher. Moreover, it was found that both individual (personality and risk-taking behavior) and organizational characteristics (transformational leadership and red tape) influence their employability., Discussion: These results underline the dual responsibility of the employee and the organization in influencing workers' employability within the public sector., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2022 Vermeeren and Van der Heijden.)

• The indirect effect of workplace ostracism on work engagement and turnover intention was investigated. • Psychological distress mediates the relationship between workplace ostracism and turnover intention. • Resilience moderated the relation of workplace ostracism and work engagement. • Workplace ostracism mitigated less resilient employees' engagement, it stimulated more resilient employees' engagement. • The conservation of resources and job demands-resources provided the theoretical underpinnings. Drawing on the conservation of resources and job-demands resource theories, this study proposes and tests psychological distress as an underlying mechanism mediating the relationships between workplace ostracism, work engagement, and turnover intentions. Furthermore, it investigates how resilience and perceived external employability condition the aforementioned relationships. Four- and five-star full-time hotel employees provided the data for this study. The findings suggest that psychological distress mediated the relationship between workplace ostracism and turnover intention, but did not mediate the workplace ostracism-work engagement linkage. Also, workplace ostracism plummeted the work engagement of less resilient employees, and surprisingly aroused that of more resilient employees. Finally, the result did not support the argument that employees with perceived high external employability would have stronger turnover intentions compared to those with lower external employability. This study offered new insights into the interface between workplace ostracism, engagement, and turnover intention, and relevant theoretical implications and address to managers are further discussed. [ABSTRACT FROM AUTHOR]