Q2. What are the future works in this paper?
This is something that should be addressed in future research. Third, an interesting avenue for future ( longitudinal ) research would be to include objective indicators of employability and career success as well, in order to compare the predictive validity of competency development in the light of objective outcomes and perceptual measures. Moreover, future research using a crosslevel design in which objective measures of organizational competency development are related to employability and career success could add to their understanding. Given the relationship between objective and subjective career success found in many studies, it would further add to their insight into the role of competency development and employability of individuals across time and across organizations.
Q3. What is the role of self-perceived employability in the relationship between competency development?
The full mediation effect of self-perceived employability in the relationship betweenemployee participation in competency development initiatives and career success indicates that developing expertise and flexibility (being the two indicators of employability as conceptualized in this study) by actively engaging in competency development is an important mechanism through which individuals can attain career success.
Q4. Why did Little and Edwards recommend creating two parcels of randomly selected items?
Because career satisfaction was a unidimensional construct, the authors followed the procedure recommended by Little et al. (2002) to create two parcels of randomly selected items to serve as indicators for these variables.
Q5. What is the effect of self-perceived employability on career success?
More specifically, a full mediation effect of self-perceived employability was found for the relationship between employee participation in competency development initiatives and career success, while a partial mediation effect was found for the relationship between perceived support for competency development and career success.
Q6. What is the relationship between organizational support for development and career success?
the direct relationship between organizational support for development and career success outcomes included in their study implies that by actively working on the sustainable development of their employees, organizations not only serve themselves but also express a form of caring for their employees’ careers.
Q7. What did the authors do to assess whether the model would fit the data?
to assess whether an even more parsimonious model would fit their dataequally well, the authors dropped the paths from the independent variables to self-perceived employability.
Q8. What is the role of self-perceived employability in the relationship between career success?
In the present study, the authors hypothesize that self-perceived employability will mediate the relationship between competency development and career success.
Q9. What is the role of the contest-mobility approach in the study?
The finding that organizational support for competency development relates to subjective career success outcomes partly via self-perceived employability (a human capital element) supports the idea that it is important to incorporate both a contest-mobility and a sponsored-mobility approach when studying the antecedents of career success (Ng et al., 2005).