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Does working from home on a given day complicate or rather facilitate combining work and home roles that day, why and for whom? To answer these questions, we examined how a teleworking day affects daily work-to-home conflict and daily home-to-work conflict. Based on boundary theory, we expected these relationships to be mediated by daily role transitions and moderated by employees’ preferences to protect their home(/work) domain from work(/home) interruptions. Hypotheses were tested through multilevel moderated mediation modeling using diary data collected during 14 consecutive workdays with 81 employees ( N = 678 data points). In line with our expectations, employees were found to make more work-to-home transitions (i.e. interruptions of work activities to deal with home demands during work hours) on teleworking days, which was related to lower work-to-home conflict but higher home-to-work conflict on these days. They also made more home-to-work transitions (i.e. interruptions of home activities to deal with work demands after hours) on teleworking days, which was related to more work-to-home conflict on these days. The latter effect was stronger for employees with a home protection preference. There was no moderating impact of work protection preference. Overall, employees experienced less work-to-home conflict but more home-to-work conflict on teleworking days compared to non-teleworking days.

The employability paradox is a concern among employers. It states that development activities enhancing employees' employability also increase the risk for employee turnover. This study examined this paradox and probed the relationship between six development activities and voluntary turnover mediated by perceived employability. We tested both a turnover‐stimulating path via perceived external employability (i.e. perceived job alternatives with other employers) and a retention path via perceived internal employability (i.e. perceived job alternatives with the current employer) by using two‐wave longitudinal data from 588 employees. The results put the turnover risk into perspective: only upward job transition positively influenced turnover via perceived external employability. Also, the retention path via perceived internal employability was not supported: several development activities were positively related with perceived internal employability, but perceived internal employability did not influence turnover. We did, however, find a direct retention effect of skill utilisation. Overall, the results downplay the employability paradox.

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This quasi-experimental study examines the impact of telework on employees' stress, work-tohome conflict, work engagement and job performance on a between-person and a within-person level. Data were collected in a Belgian company that had launched a pilot telework initiative.Employees in the intervention group (N = 39) were allowed to work from home on at most two days a week whereas employees in the control group (N = 39) were not. To examine changes in person-level outcomes over time, we collected data before telework was introduced (T1) and at the end of the pilot (T2). To examine day-level effects, we collected daily data on 13 consecutive workdays after the onset of the pilot. Multivariate repeated measures MANOVA showed no significant interaction effect between group and measurement occasion, yet univariate analyses showed that employees in the teleworking group had less stress at T2 compared to T1. No univariate differences in work-to-home conflict, work engagement or job performance were found over time. Daily analyses using linear mixed coefficient modeling showed that teleworkers reported lower stress, lower work-to-home conflict, higher work engagement and higher job performance on teleworking days compared to non-teleworking days.

Although career proactivity has positive consequences for an individual's career success, studies mostly examine objective measures of success within single countries.This raises important questions about whether proactivity is equally beneficial for different aspects of subjective career success, and the extent to which these benefits extend across cultures. Drawing on Social Information Processing theory, we examined the relationship between proactive career behaviors and two aspects of subjective career success-financial success and work-life balance-and the moderating role of national culture. We tested our hypotheses using multilevel analyses on a largescale sample of 11,892 employees from 22 countries covering nine of GLOBE's 10 cultural clusters. Although we found that proactive career behaviors were positively related to subjective financial success, this relationship was not significant for worklife balance. Furthermore, career proactivity was relatively more important for subjective financial success in cultures with high in-group collectivism, high power distance, and low uncertainty avoidance. For work-life balance, career proactivity was relatively more important in cultures characterized by high in-group collectivism and humane orientation. Our findings underline the need to treat subjective career success as a multidimensional construct and highlight the complex role of national culture in shaping the outcomes of career proactivity. KEYWORDS career self-management, career success, national culture, proactive career behaviors * These 12 authors contributed equally to the article. † The quantitative part of this research endeavor has taken a number of years from conceptualization through to implementation. During this time, we have tried to ensure that we gained the maximum possible through this multiauthor approach while maintaining the integrity of our research. Many of the authors were involved in conceptualizing the research at face-to-face meetings held twice a year for this purpose during 2007-2014. All of the authors were involved in data collection in some capacity in their representative countries. All of the 12 main authors and many of the authors in the 5C collaborative were then involved in the subsequent initial analysis and interpretation of the data in similar biannual meetings held during 2014-2018. In between each of the whole-collaborative meetings, the 12 main authors took the group's inputs away to work on them in meetings held face-to-face, via email and Skype. The original text was drafted and revised among the 12 first-named authors before inviting critical input and revisions from the other 34 authors. The final text emerged from the input received from the collaborative, and all authors have signed off on the submission. This submitted version of the paper thus reflects the input and views of all 46 authors, and all are prepared to be accountable for its content. This process was repeated during the revision and resubmission stage. The large number of authors has facilitated ...

Previous research attempted to identify personal resources that promote employability, that is, an individual's chance to find and maintain employment. This has resulted in a large number of different personal resources, which are not always clearly differentiated from one another and often seem toat least partially-overlap conceptually and/or empirically. In response, we aim at conceptual clarification and integration of what we coin "employability capital". Based on a literature review, we developed a conceptual framework that integrates the various facets. Two types of distinctions were found: (a) an employability distinction, which differentiates between job-related, career-related, and development-related employability capital, and (b) a capital distinction, which differentiates between human capital (more specifically knowledge, skills, and attitudes) and social capital. We performed a Qsorting study in which items of existing measurements were mapped onto the conceptual framework by subject matter experts. Overall, we found support for the conceptual framework.

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