EAWOP Congress edition:16 location:Münster (Germany) date:22 - 25 May 2013
Perceived employability concerns the individual’s perceived likelihood of obtaining and retaining a job, with the current organization (perceived internal employability) or with another employer (perceived external employability). This study contributes to employability literature in two ways.
First, while previous research investigating predictors of perceived employability focused mainly on person-centered factors, like dispositions or competences, we believe organizations can stimulate perceived employability via challenging jobs and therefore investigate work-related antecedents: autonomy and skill utilization.
Second, we improve our understanding of how stimulating employability affects turnover intentions by investigating the mediating role of not only perceived external but also perceived internal employability and job satisfaction. In the current war of talent, organizations may wonder why they should advance their workers’ perceived employability via challenging jobs if this may increase turnover. We hypothesize that autonomy and skills utilization may increase turnover intention via perceived external employability, but may simultaneously decrease it via internal perceived employability and increased job satisfaction.
Hypotheses were tested among 1055 Flemish employees.
Preliminary results from regression analysis confirmed our hypotheses. Further analysis will be done by structural equation modelling.
First, all data is cross-sectional. Second, this study took place in Belgium, which is characterized by low mobility rates (generalizability).
We can provide organizations with valuable information on enhancing perceived employability while at the same time retaining their employees.
The effects of job resources on both perceived internal and external employability and turnover intentions have not been investigated before to a large extent.