Employability and Career Success: Bridging the Gap Between Theory and Reality

Abstract

Employability is defined as the capacity to gain and retain formal employment, or find new employment if necessary. Reasons for unemployment are often attributed to economic factors, but psychological factors associated with employability also contribute to the problem. Consequently, industrial-organizational psychologists should be uniquely suited to contribute to policy solutions for enhancing employability. This review begins by surveying the most common research approach to employability-the study of career success-which psychologists believe is determined by cognitive abilities, personality, and educational achievement. Next, we review the literature concerning what employers actually want. This section highlights the importance of social skills (being rewarding to deal with) as a key determinant of employability. We conclude by proposing a model for understanding the psychological determinants of employability and for bridging the gap between what psychologists prescribe and what employers want.

A systematic review of current understandings of employability

“…In addition to references around adaptability, self-efficacy (Knight & Yorke, 2003;Dacre-Pool & Sewell, 2007) openness (Bridgstock, 2009), and ambition (Hogan, Chamorro-Premuzic, and Kaiser, 2013) have also been discussed in relation to conceptualisations of employability. In more recent work Bridgstock (2009) notes the role of 'underpinning traits and dispositions' and Hogan, Chamorro-Premuzic and Kaiser (2013) discuss candidate's profiles, which includes a consideration of ambition, work ethic, and drive.…”

“…This link between identity and how an individual approaches work evidences the relationship between identity and 'drive' or 'ambition'; motivational components included within Hogan, Chamorro-Premuzic, and Kaiser's (2013) conceptualisation of employability in which they see employers interpreting this as a 'willingness to work'. This could also be linked to 'willingness' components mentioned within the psychological capital grouping presented earlier.…”

Psychological Determinants of Graduate Employability: A Comparative Study of Business and Agriculture Students Across Pakistan

“…Although no study found that may have tested PsyCap with self-perceived employability; evidence is present that it is related to variety of employee attitudes, behaviours and performance (Avey et al, 2011). Hogan, Chamorro-Premuzic, andKaiser (2013) proposed a model of psychological determinants of employability through a literature review. Authors argue that cognitive abilities and personality factors such as ambition may serve as an important predictor of career success.…”

Employability and Job Performance as Links in the Relationship Between Mentoring Receipt and Career Success

“…Objective career success encompasses achievements that are externally verifiable (e.g., promotions), while subjective success corresponds to individuals' own personal evaluations of their careers (Gattiker & Larwood, 1988). Employability and career success are clearly distinct constructs (Hogan, Chamorro-Premuzic & Kaiser, 2013;Van der Heijde & Van der Heijden, 2006): the former refers to the individual's present capacity to retain or to find new employment, while the latter concerns actual or perceived career achievements over a long period of time.…”