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 to—at 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 Q-sorting 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.
- movement capital
- human capital
- Social capital
- sorting study
Peeters, E. R. R., Nelissen, J., De Cuyper, N., Forrier, A., Verbruggen, M., & De Witte, H. (2019). Employability Capital: A Conceptual Framework Tested Through Expert Analysis. Journal of Career Development, 46(2), 79-93. https://doi.org/10.1177/0894845317731865