Despite a plethora of literature on organizational climate for innovation and the persuasive arguments establishing its link to organizational performance, few studies hitherto have explored innovative work behavior of managers. Specifically, limited attention has been paid to explaining how organizations perceive the importance of stimulating innovative work environments. Drawing from organizational climate theory, this study investigates the mediating effects of innovative work behavior on the relationship between organizational climate for innovation and organizational performance. Our findings from a survey of 202 managers working in Malaysian companies demonstrate that innovative work behavior plays a mediating role in the relationship between organizational climate for innovation and organizational performance. Implications of these findings and avenues for future research are discussed.

Employability is a critical requirement for enabling both sustained competitive advantage at the firm level and career success at the individual level. We propose a competence‐based approach to employability derived from an expansion of the resource‐based view of the firm. In this contribution, we present a reliable and valid instrument for measuring employability. This measure is based on a five‐dimensional conceptualization of employability, in which occupational expertise is complemented with generic competences. Two sources of raters (employees and their immediate supervisors) are involved in developing and testing the measure. Since the five dimensions of employability explain a significant amount of variance in both objective and subjective career success, the predictive validity of the tool is promising. This instrument facilitates further scientific HRM research and is of practical value in light of job and career assessments, recruitment, staffing, career mobility, and development practices. © 2006 Wiley Periodicals, Inc.

The present study aims to unravel the relationship between competency development, employability and career success. To do so, we tested a model wherein associations between employee participation in competency development initiatives, perceived support for competency development, self-perceived employability, and two indicators of subjective career success (i.e. career satisfaction and perceived marketability) have been specified. A survey was conducted among a sample of 561 employees of a large financial services organization. The results support the idea that employee participation in competency development initiatives as well as perceived support for competency development is positively associated with workers' perceptions of employability. Moreover, self-perceived employability appeared to be positively related with career satisfaction and perceived marketability. A full mediation effect was found for the relationship between participation in competency development initiatives and both career satisfaction and perceived marketability, while a partial mediation effect was found in case perceived support for competency development was the predictor variable. The implications of our findings for understanding the process through which individuals and organizations can affect subjective career success are discussed.

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The study of careers became established within the more general field of organization studies in the mid-1970s (see Moore et al., 2007, for an appealing overview of the historical roots of career theory). Since then, to cite Arthur et al. (1989), 'career theory has "gone legitimate". We (people who study careers) have become established. We have become a field' (p. xv). 'What was so remarkable about the 1989 Handbook was its highly creative approach' (Gunz and Peiperl, 2007, p. 2). Arthur et al. (1989) allowed the structure of the career field to emerge from the 'review chapters with a point of view' (p. xvii, cited in Gunz and Peiperl, 2007, p. 2). Next, Arthur et al. launched their groundbreaking book The New Careers: Individual Action & Economic Change (1999), building upon Karl Weick's work on the enactment of careers (1996). From their book you can hear the voices of working people themselves, people from highly different socioeconomic backgrounds, with different work histories and employment experiences, and reflecting the uncertainties and hardships in career patterns in the New Economy, which were being reported globally (see the preface of their book). These scholars show that traditional conceptions of careers were rooted in the stable conditions of the Industrial State model which has dominated the twentieth century and that new career models, better attuned to the New Economy of the late twentieth and early twenty-first centuries, are needed. With their work, the idea of careers as actions rather than structures was born, as means of learning rather than means of earning, and as boundaryless entities rather than constrained ones. As such, Arthur et al. (1999) responded to Barbara Lawrence's call for a historical perspective to be used while studying careers by pushing thinking about alternative explanations for phenomena, identifying more or less stable concepts, and expanding research horizons by suggesting new ways of studying old questions (Lawrence, 1984). In 2007, Inkson's valuable contribution entitled Understanding Careers: The Metaphors of Working Lives appeared, and provided us with a unique framework of nine archetypical metaphors (inheritances, cycles, actions, fit, journeys, roles, relationships, resources and stories) to encapsulate the field of career studies, which he illustrated by means of more than 50 career cases. His endeavor stressed the need to study careers in a more complete, balanced and integrated way. Inkson (2007), and in the recently updated version Inkson et al. (2015), advocated the use of these metaphors as they provide a variety of lenses to view the phenomenon of careers and demonstrate the richness of the career concept. In exactly the same year, and, in a similar vein, supporting the idea that careers should be studied using a wider approach, the Handbook of Career Studies by Gunz and Peiperl (2007) appeared, which explicitly focused on the concept as it relates to the world of work. The editors defined work as 'that which one does to make a living' (Gunz and

To prevent premature leaving, it is important to expand nurses' expertise, to improve working processes through collaboration and multidisciplinary teamwork, and to develop team training approaches and ward design facilitating teamwork.

This article goes into a critical analysis of the concept of employability, its development across historical periods, its components, and different strategic approaches to enhance workers' employability throughout their career. Given the need for a systematic analysis and more empirical research in the field, the authors come up with the so-called employability—link model that is aimed to guide future practitioners and researchers as far as their specific choices as regard core components of the concept that ought to be made. The article concludes with a thorough onset of possible future research questions that are assumed to be of importance given the current labor market situation. The employability—link model has implications for individual and organizational career interventions aimed at increasing life-long employability.

Attempts to redress nursing shortages could include institutional policies to sustain work ability through better working conditions, improving quality of the working environment and finding suitable alternative nursing work for those no longer able to cope in their current post. These approaches should include nurses in all age categories.