Employee self-concepts, voluntary learning behavior, and perceived employability

Abstract

Purpose

The purpose of this paper is to investigate the antecedents of employees’ perceived employability based on both self-concept and human capital theory. The study tested the relationship between employees’ self-concepts and perceived employability by using organization-based self-esteem (OBSE) and role-breadth self-efficacy. This study also examined the interactive relationship between self-concepts and voluntary leaning behavior, which can be viewed as a means of enhancing human capital.

Design/methodology/approach

Data were collected from 301 employees of an organization in Korea.

Findings

The results demonstrated that OBSE and its interaction with voluntary learning behavior were positively correlated with perceived employability.

Research limitations/implications

The data were cross-sectional. Causal inferences should be made with caution.

Originality/value

Unlike previous literature that has relied primarily on human capital theory, this study draws on self-concept theory to show that employee self-concept can be an antecedent of perceived employability. Furthermore, this study argues that employees’ perceived employability may be more fully understood through the lenses of both self-concept and human capital theories.

Citation

Kim, S., Kim, H. and Lee, J. (2015), "Employee self-concepts, voluntary learning behavior, and perceived employability", Journal of Managerial Psychology, Vol. 30 No. 3, pp. 264-279. https://doi.org/10.1108/JMP-01-2012-0010