External Employment Research Articles

Subjective Career Success in The Modern Career: A Parallel Mediation of Perceived Internal and External Employability

Subjective Career Success in The Modern Career: A Parallel Mediation of Perceived Internal and External Employability

The Impact of an Individual’s Narcissistic Traits on Employability

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.

The relationship between objective overqualification, perceived overqualification and job satisfaction: employment opportunity matters

PurposeThe purpose of this study is to investigate the boundary conditions between objective overqualification and perceived overqualification. In addition, we aim to investigate the mediation patterns between objective overqualification, perceived overqualification and job satisfaction.Design/methodology/approachA two-wave survey was conducted with 382 new entrants of job market. Data was analyzed with Process 3.5 in SPSS 26.0 to test the hypothesized moderated mediation model.FindingsResults indicated that perceived overqualification fully mediated the relationship between objective overqualification and job satisfaction. In addition, the relationship between objective overqualification and perceived overqualification was significant unless employees perceived high internal employment opportunities but low external employment opportunities at the same time. Same moderating pattern was also evident in the indirect effect of objective overqualification? Perceived overqualification? Job satisfaction.Research limitations/implicationsThis study has theoretical and practical implications for personnel management. Theoretically, this study contributed to the understanding of the relationship between objective overqualification and perceived overqualification. Practically, this study found that offering internal employment opportunities can mitigate the perception of overqualification when employees perceive limited external employment opportunities.Originality/valueThis is one of few studies that stressed the boundary conditions between objective overqualification and perceived overqualification under the framework of relative deprivation theory. In addition, this study provided time-lagged evidence of the relationship between objective overqualification, perceived overqualification and job satisfaction.

Examining Reciprocal Relationships Between Boundaryless Career Orientations and Perceived Employability

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.

Unlocking auditors’ perceived external employability: exploring antecedents and behavioral consequences

PurposeIn a rapidly changing career landscape where lifelong job security is no longer guaranteed, this study investigates how audit firms play an important role in shaping their employees’ career perceptions and the subsequent effects on auditor behavior. Specifically, it explores the link between audit firms’ career development initiatives and auditors’ perceptions of external employability – an important determinant of auditor behavior. Using the framework of social exchange theory, the study investigates how perceived external employability affects both relational and operational behaviors of auditors.Design/methodology/approachThe study employs structural equation modeling on survey data from 359 auditors.FindingsThe results indicate that when audit firms actively support career development, it positively contributes to auditors’ perceived external employability. A higher perceived external employability, in turn, leads to positive behavioral outcomes among auditors, including stronger relational behaviors (such as professional commitment) and operational behaviors (including heightened professional skepticism and reduced behaviors that could compromise audit quality).Originality/valueThis study uncovers a paradox where perceived external employability, typically viewed as a risk, emerges as a potent driver of desirable auditor behavior. In today’s dynamic career landscape, emphasizing individual-centered and flexible careers, these results highlight the benefits of perceived external employability. Rather than undermining audit services, increased perceived external employability driven by firm investments in auditors’ careers acts as a catalyst for desirable auditor behavior. Organizational support in terms of career development practices creates an environment where auditors are more committed, professionally skeptical and uphold the quality of audit services.

Exploration of an Innovative Model of Higher Education Management and Student Training Mechanism Based on Cognitive Mapping

Abstract In this paper, we use cognitive mapping for four-parameter Logistics model fitting computation and obtain personalized learning resource paths incorporating learners’ fuzzy cognitive mapping after eliminating the influence of blunders and guessing factors on learners’ cognitive assessment. After calculating peer similarity based on the cognitive map, the cognitive change trajectory is tracked, and learning resources are recommended iteratively until students become proficient. Based on the cognitive objective function and knowledge relevance, the cognitive mapping of education management of college students is constructed. The research on the mechanism of higher education management and student cultivation is analyzed from the goal of talent cultivation in colleges and universities. Statistical analysis is utilized to analyze the research on the mechanism of higher education management and student cultivation. The results show that the t-value of the regression results are all greater than 2, the regression results are significant, and its regression coefficient is 0.87, which means that all dimensions of the cultivation mechanism of colleges and universities have a positive impact on external employability. In terms of academic attitude, moral cultivation and academic norms, the supervisor has a greater role in influencing postgraduates, and its percentage values are 49.2%, 52.1% and 46.5%, respectively, and the mean values of the three dimensions are above 4.1, while the standard deviation values are above 1.0. This study provides basic references and effective suggestions to promote the continuous improvement of graduate student training quality and is of great significance to the innovation of educational management and student training mechanisms.

Wage Rates, Sales Turnover, and Working Capital in Makassar's Culinary Creative Economy Employment Absorption

"Labor absorption" describes how much of a firm's workforce is used, which is a measure of how many people the organization employs. An organization's internal and external employment is influenced by two types of circumstances. The purpose of this study is to ascertain how working capital and sales turnover affect labor absorption in Makassar City's creative economy sector, with a focus on the culinary subsector. Additionally, the study aims to investigate the potential moderating influence of wage rates on the correlation between labor absorption and working capital as well as the relationship between labor absorption and sales turnover in this industry. To accomplish these goals, a quantitative research strategy was used, drawing on primary and secondary data sources. In order to investigate the correlations between variables and moderating factors, regression moderation analysis (RMA) was performed after classical assumption testing and regression analysis. Questionnaires were sent, and documentary research was used to gather data. The results showed that sales turnover has a favorable direct and indirect impact on employment, just as working capital does. The moderating component, wage rates, was found to intensify the effects of working capital and sales turnover on labor absorption within Makassar City's culinary sub-sector in the comprehensive model examined with MRA. The results of this study provide an overview of the complex relationships that shape employment patterns in the creative economy sector, especially in the Makassar City culinary subsector, between the Wage Level as a moderator, Working Capital, and Sales Turnover.

Managerial Labor Market Mobility and Corporate Social Responsibility

ABSTRACT The staggered rejection of the inevitable disclosure doctrine (IDD) by state courts increases the mobility of both managerial and rank-and-file employee labor markets. Flammer and Kacperczyk (2019) report a positive impact of the IDD rejection on firms’ corporate social responsibility (CSR) and interpret the finding as managers using CSR to retain employees. We propose and test managerial incentives to grow their external employment potential as another explanation. We find that the IDD rejection impact is stronger when industry firms are more likely to hire external CEOs and when external tournament prizes are greater, and weaker when CEOs are held up by unvested equity grants and when governance control is stronger. We fail to find that the IDD rejection effect varies with employee incentives. We further find that CSR investment does help CEOs obtain sought-after personal benefits by increasing their total pay and the likelihood of landing a new executive position. JEL Classifications: J44; J62; M14.

Studying Career Commitment of Indian Technology Professionals with the Moderating Effect of Perceived External Employability

Studying Career Commitment of Indian Technology Professionals with the Moderating Effect of Perceived External Employability

Effect of Burnout Associated With External Employment on Pharmacy Student Engagement

Effect of Burnout Associated With External Employment on Pharmacy Student Engagement

Employability in the context of career change: Utilizing social cognitive career theory

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.

Which way of learning benefits your career? The role of different forms of work-related learning for different types of perceived employability

ABSTRACT Building and maintaining employability is important for employees and organizations in a changing world of work. Research considered work-related learning as an antecedent of employability but provided ambiguous findings. We attribute this inconsistency to the multidimensionality of the constructs involved. Drawing on Conservation of Resources Theory, we investigated the links of three different forms of work-related learning (i.e., informal, formal, and self-regulated learning) with both internal (i.e., within the organization) versus external (i.e., in the general labour market) and qualitative (i.e., finding a better job) versus quantitative (i.e., finding another job) perceived employability. Our two-wave study (N = 307 employees) showed that informal learning positively relates to qualitative and quantitative internal employability, but not to any type of external employability. Conversely, self-regulated learning is positively linked to qualitative external employability, but not to quantitative external or any type of internal employability. Formal learning (i.e., training and workshops) surprisingly did not contribute to employability at all. Furthermore, we did not find that learning forms conceptually associated with more resource investment regarding effort would show stronger relations with employability. We discuss learning-related strategies to foster employability and address the missing association between formal learning and employability, calling for more sophisticated measures of formal learning.

Effects of External Employment Opportunities, Nursing Professionalism, and Nursing Work Environments on Korean Hospital Nurses' Intent to Stay or Leave.

This study aims to explore Korean Hospital nurses' intent to stay or leave their working environment, and to identify the difference between the intent to stay and the intent to leave by identifying the relationship between external employment opportunities, professionalism, and work environment. Data were collected via an online survey and analyzed using stepwise multiple regression analysis. As a result of the analysis, the intent to stay among Korean hospital nurses was influenced by the work environment, external employment opportunities, education level, and marital status, whereas the intent to leave was influenced by the nursing work environment, marital status, and total clinical experience. As a result, the reflected variables differed. Thus, it can be concluded that hospital nurses' intent to either stay or leave are not concepts that simply contradict each other in the same context but are, in fact, influenced differently by various factors. Nevertheless, it can also be concluded that nursing managers should make efforts to improve the nursing work environment to lower nurses' intent to leave and increase their intent to stay by improving only the nursing work environment.

Exploring the role of human resource management practices in the nexus of internal and external employer branding

Exploring the role of human resource management practices in the nexus of internal and external employer branding

I just work here! Employees as co-creators of the employer brand

ABSTRACT This study explores the role of employees as both a target group and co-creators of employer brand equity in tourism and hospitality. Extant research has largely focused on the effects of external employer brands; however, studies on internal employer branding have been lacking. The research problem is addressed through the conceptual lens of employer brand equity. To provide empirical insights into employee experiences, exploratory in-depth interviews were conducted with 16 employees in hotels, restaurants, and retail stores in Northern Sweden. While employees constitute a target market for internal employer branding, they also co-create the employer value proposition. Employees act as brand members, representatives, advocates and influencers, increasing knowledge about the organization internally and externally. However, in practice, companies in the service sector seem to place more focus on the customer experience than on reminding the employees of the brand promise towards them. This study identifies and describes the role of employees in the employer branding process by developing a new conceptual framework. Thereby, it adds to the understanding of co-creation in employer branding, an under-researched area which has been suggested to become a new paradigm in the employer branding literature.

Employability in the public sector: The impact of individual and organizational determinants.

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. We conducted structural equation modeling, using data from Dutch public sector employees (n = 13.471). 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. These results underline the dual responsibility of the employee and the organization in influencing workers' employability within the public sector.

Human resource heterogeneity, hold-up and firm cash holdings

PurposeThis paper aims to study the impact of human resource heterogeneity on firms’ cash-holding policies.Design/methodology/approachThe authors construct a proxy for human resource heterogeneity using the dissimilarity in employees’ skill structure between the firm and its peers in the same industry.FindingsThe authors report evidence that firms with heterogeneous human resources hold more cash than other firms. This effect is more pronounced in labor-intensive firms and firms more susceptible to hold-up by employees, i.e. firms located in regions with more labor disputes and firms surrounded by more external employment opportunities. In addition, the authors demonstrate that high cash holdings triggered by human resource heterogeneity reduce the scale and efficiency of firms’ capital investment.Originality/valueThis study highlights the role of human resource heterogeneity in determining firms’ cash policies. This paper adds to the understanding of labor adjustment costs within the firm and provides insights into firms’ cash-holding decisions.

How does employee development affect turnover intention? Exploring alternative relationships

AbstractThis 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.

Employability, organizational commitment and person-organization fit among nurses in China: A correctional cross-sectional research.

This study aimed to explore the effect of training on organizational commitment, the mediating effect of employability and the moderating role of person-organization fit. A correctional cross-sectional research design was adopted for this study. A questionnaire-based survey of 859 nurses in a public hospital in Western China was conducted to identify their perceptions of training, employability, organizational commitment and person-organization fit. Hierarchical linear regression and conditional process analysis on moderated mediation were performed. Training had a positive effect on organizational commitment (p < .01). Internal and external employability mediated the relationship between training and organizational commitment (p < .01). Person-organization fit enhanced the indirect effect of training on organizational commitment through external employability (p < .05).

The Paradoxical Effects of COVID-19 Event Strength on Employee Turnover Intention.

As a global pandemic, the novel coronavirus (COVID-19) has brought enormous challenges to employees and organizations. Although numerous existing studies have highlighted that the COVID-19 pandemic is a stressful event and empirically proved its detrimental effect on employee turnover intention, few scholars have noted that this pandemic can deteriorate the external economic and employment environment simultaneously, which may further complicate employees’ intentions to leave or stay in the current organization. Drawing on event system theory and social cognitive theory, this study aims to uncover two potential cognitive mechanisms of the complex impact of COVID-19 event strength on employee turnover intention. To examine the proposed model, this study employed a three-wave and time-lagged research design and collected data from a sample of 432 employees of four Chinese companies from different industries. The findings indicated that COVID-19 event strength was negatively related to perceived external employability, and ultimately curbed employee turnover intention. Yet, COVID-19 event strength also negatively predicted perceived organizational growth, thus influencing employees to exhibit intentions to quit. Moreover, organizational identification not only attenuated the positive effect of perceived external employability on turnover intention but also amplified the negative impact of perceived organizational growth on turnover intention. Further, organizational identification moderated the indirect effects of COVID-19 event strength on turnover intention through perceived external employability and perceived organizational growth. This study provided a comprehensive insight into scholars’ understanding of the COVID-19 downstream outcomes.