The Role of Type of Offense and Work Qualifications on Perceived Employability of Former Offenders

2014 ◽  
Vol 40 (2) ◽  
pp. 317-335 ◽  
Author(s):  
Jessica A. Cerda ◽  
Douglas M. Stenstrom ◽  
Mathew Curtis
Keyword(s):  
Perceived Employability ◽  
Former Offenders

The Role of Future Orientation and Negative Career Feedback in Career Agency and Career Success in Australian Adults

2020 ◽  
pp. 106907272098017
Author(s):  
Anna Praskova ◽  
Lena Johnston
Keyword(s):  
Career Success ◽  
Structural Equation ◽  
Future Orientation ◽  
Career Adaptability ◽  
Work Effort ◽  
Mediation Analyses ◽  
Perceived Employability ◽  
Conditional Effects ◽  
The Future

Future orientation is crucial for young people to achieve career-developmental milestones, yet little research has examined the role of future orientation in attaining career outcomes in adult samples. Using the future orientation framework, we tested direct effects of future orientation on career agency (proactive career behaviors and work effort) and career success (perceived employability and career adaptability), indirect effects via career agency variables, and conditional effects of negative career feedback in the future orientation-career agency-career success relationships. We surveyed 285 adults ( M = 38.38 years) and conducted structural equation and moderated mediation analyses. Future orientation was associated positively with work effort, proactive career behaviors, career adaptability, and perceptions of employability. Work effort and proactive career behaviors mediated the future orientation-career success relationship. The mediation via career behaviors (but not work effort) was dependent on the level of received negative career feedback. The results have theoretical and practical implications.

The Mediating Role of Organizational Identification in the Relation between Organizational Social Capital, Perceived Organizational Prestige, Perceived Employability and Career Satisfaction

2021 ◽  
Vol 24 ◽  
Author(s):  
Karina Peña-González ◽  
Gabriela Nazar ◽  
Carlos-María Alcover
Keyword(s):  
Social Capital ◽  
Career Development ◽  
Organizational Identification ◽  
Career Satisfaction ◽  
Mediation Effect ◽  
Organizational Social Capital ◽  
Mediating Role ◽  
Perceived Employability ◽  
The Impact

Abstract In career development, a variety of personal, organizational and labor market variables challenge employees and organizations, in particular those in dynamic working environments, such as higher education (HE) institutions. This study examines the association between work history, organizational social capital (OSC) and perceived organizational prestige (POP) as antecedent variables, and perceived employability (PE) and career satisfaction (CS) as outcome variables, as well as the mediating role of organizational identification (OI) in these relations. A sample of 283 workers in Chilean HE institutions filled out an on-line questionnaire, and hypotheses were tested using a mediation model. Results indicated a significant mediation effect of OI, abt = 0.363, 95% CI [0.181, 0.576] abt/c = 31.98%, to explain the relationship between internal perceived employability (IPE) and its predictor variables POP, abpo = 0.102, 95% CI [0.056, 0.160], abpo/c = 9.01%, and OSC, abcsoc = 0.101, 95% CI [0.053, 0.183, abcsoc/c = 8.89%. Promoting a positive image of the organization and its social capital, strengthened by OI, emerge as strategies for HR management oriented toward workers’ career development, with consequent implications for commitment, intention to leave and ultimately for organizational results. The study provides a deeper understanding of the complexity of careers and explains the importance of identification with the organization when the impact of organizational attributes on one’s career is analyzed.

Enhancing perceived employability

2015 ◽  
Vol 44 (6) ◽  
pp. 866-882 ◽  
Author(s):  
Monique Veld ◽  
Judith Semeijn ◽  
Tinka van Vuuren
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Management Practices ◽  
Training And Development ◽  
Capital Theory ◽  
Content Type ◽  
Perceived Employability ◽  
Interactionist Perspective ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the moderating role of employees’ willingness to invest in training and development and willingness for mobility on the relationship between human resource (HR) management practices and employability. As such, the study takes an interactionist perspective, building on human capital theory and social exchange theory. Investigating possible interaction effects is highly relevant as little is known yet on how organizational efforts (i.e. policies and activities) and individual effort of employees might strengthen each other in their aim of enhancing employability. Design/methodology/approach – Analyses were based on a sample of 1,346 respondents from 91 primary school locations in the Netherlands. Hypotheses were tested using regression analyses controlling for nesting of the data. Findings – The results indicate that HR activities and employees’ willingness are positively related to employability. Furthermore, only employees’ willingness for mobility strengthens this relationship, not their willingness for training and development. These results indicate that both organizations and employees are responsible for enhancing employability. Practical implications – Both HR activities and employee willingness appear to play a significant and interactive role for enhancing employability. Therefore, explicit cooperation between employee and organization in light of optimizing employability seems warranted. Originality/value – This study extends current research on enhancing employability, by theorizing and testing the combined efforts of organizations and employees from an interactionist perspective.

scholarly journals Career Goal Setting and Goal Pursuit in Young Adults: The Role of Financial Distress

2020 ◽  
pp. 089484531989713
Author(s):  
Peter A. Creed ◽  
Dian R. Sawitri ◽  
Michelle Hood ◽  
Shi Hu
Keyword(s):  
Young Adults ◽  
Goal Setting ◽  
Financial Distress ◽  
Career Indecision ◽  
Mediating Role ◽  
Perceived Employability ◽  
Related Attitude ◽  
Related Stress ◽  
Regulatory Theories

Informed by goal-setting/self-regulatory theories, we tested the mediating role of career-related effort (i.e., goal striving) in the relationships between career-related indecision (i.e., goal ambiguity) and career-related stress (i.e., affect) and perceived employability (i.e., career-related attitude) and examined the effect of financial distress as a moderator in these direct and indirect relationships. Using a sample of 202 young adults ( M age = 19.8 years, 81.7% female), we found career indecision was related negatively to effort and perceived employability and positively to stress, with effort mediating between indecision and both stress and perceived employability. However, financial distress influenced these relationships. The associations between career indecision and effort and perceived employability were more negative and the associations between career indecision and stress were more positive when financial distress was higher. The study contributes by identifying how financial distress affects the relationships between career indecision, effort, and other career variables.

Trait gratitude and job search: the mediating role of perceived employability

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jennifer A. Harrison ◽  
Marie-Hélène Budworth ◽  
Michael Halinski
Keyword(s):  
Job Search ◽  
Self Regulation ◽  
Job Seekers ◽  
Search Behaviour ◽  
Content Type ◽  
Personal Resource ◽  
Mediating Role ◽  
Perceived Employability ◽  
Trait Gratitude

PurposeThe purpose of this paper is to examine the influence of trait gratitude on job search behaviour (preparatory and active) for job seekers approaching graduation. The mediating role of perceived employability is examined.Design/methodology/approachData were collected from job seekers (n = 143) in their final month of study in two waves with a one-month time lag between first and second data collection.FindingsStructural equation modelling analyses revealed that trait gratitude was significantly and positively associated with perceived employability. Perceived employability mediated the relationship between trait gratitude and preparatory job search, but not active job search.Research limitations/implicationsThis study extends research on job search by highlighting the applicability of trait gratitude to the job search process.Practical implicationsCareer counsellors should consider trait gratitude as relevant for program development to address the self-regulation of personal resources during job search.Originality/valueThis study is the first step towards connecting trait gratitude to the job search literature. The study identifies trait gratitude as a distal personal resource important for self-regulation of a proximal personal resource (i.e. perceived employability) and subsequent job search behaviour.

scholarly journals Job Insecurity and the Willingness to Undertake Training: The Moderating Role of Perceived Employability

2018 ◽  
Vol 46 (4) ◽  
pp. 395-409 ◽  
Author(s):  
Anahí Van Hootegem ◽  
Hans De Witte ◽  
Nele De Cuyper ◽  
Tinne Vander Elst
Keyword(s):  
Labor Market ◽  
Structural Equation ◽  
Job Insecurity ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Willingness To Participate ◽  
Market Position ◽  
Perceived Employability ◽  
The Relationship

This study investigates the relationship between job insecurity and the willingness to undertake training, accounting for perceived employability. Drawing on conservation of resources theory, we hypothesize that job insecurity negatively relates to the willingness to participate in training to strengthen the internal and external labor market position and that perceived employability has a buffering effect on this relationship. The hypotheses were tested among 560 Belgian employees using structural equation modeling. The results did not provide support for the relationship between job insecurity and the willingness to undertake training to strengthen the position inside the organization. We did, contrary to expectations, find a significant positive relationship with the willingness to undertake training to strengthen the position outside the organization. Furthermore, the relationship between job insecurity and the willingness to undertake training to strengthen the external labor market position was weaker with increasing levels of perceived employability.

Sign in / Sign up

Export Citation Format

Share Document