Career capital, career success, and perceived employability: evidence from medical billing companies in the post-COVID world.

BACKGROUND: This paper focuses on the concept of career construction based on the theory of conservation of resources to understand the overall effect of career capital on career success from both a subjective and objective manner through the mediating effect of perceived employability. OBJECTIVE: This study attempts to explain how different integrated aspects of career capital, including human, social, and psychological (antecedents), influence both subjective career success and objective career success (outcome) through the mediating effect of perceived employability (mediator). METHODS: Time-lagged data of 331 employees from the telehealth medical billing service companies based in Pakistan were analyzed through a structural equation modeling technique using SmartPLS software. RESULTS: The main results confirmed that career capital positively affects perceived employability and career success while perceived employability positively mediates the relationship between career capital and career success. CONCLUSION: This research responded to prior calls by explaining the positive mediating role of perceived employability (as a mediator) in explaining the positive influence of career capital on career success using different various dimensions of career capital and career success. This research included the contextual issues by testing the model in the telehealth sector of Pakistan. The findings suggested that context or occupation matters in the relationship between career capital and career success.

Nexus of Ethical Leadership, Career Satisfaction, Job Embeddedness, and Work Engagement in Hospitality Industry: A Sequential Mediation Assessment.

The paper proposes a research model explaining the sequential mediation effect of job embeddedness (JE) and work engagement (WENG) between ethical leadership (EL) and career satisfaction (CS). The model also examines whether JE heightens WENG, a factor indirectly influenced by ethical practices ending in employee satisfaction. The study used a time-lagged data collection procedure and survey responses of 247 hotel workers in China. Data were analyzed through structural equation modeling. The results showed that EL directly and indirectly (through sequential mediation effect of JE and WENG) contributes to employee CS. The present empirical framework extends the hospitality industry literature by explaining the precise mechanism (i.e., JE and WENG) through which EL generates CS among hospitality workers in China. The paper offers theoretical and practical implications and future research directions.