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.

Trust, performance and level of happiness of healthcare employees in the presence of authentic leadership.

BACKGROUND: Authentic leadership (AL) is an interesting topic in the organizational behavior literature that has attracted the attention of researchers since the last decade. OBJECTIVES: This research examines the employee-centered aspect among AL, trust, happiness at work and individual performance through a sequential mediating approach. METHOD: Data was collected from 435 healthcare professionals working in various hospitals in Pakistan. AL-independent variables were measured and the trust mediating variables were assessed through a questionnaire. The level of happiness at work and IP-dependent variables were measured through a survey. RESULTS: The results revealed a significant and positive effect of AL on the individual performance that is connected both directly and indirectly through mediating effects of trust and happiness at work. Furthermore, the results showed that AL created a trustworthy atmosphere among the workers that enhanced employee's happiness at work and, subsequently, improved their job performance and motivation. CONCLUSION: This research delivers new and important results as, one the one hand, it depends on the sequential mediating effects of constructs whereas, on the other hand, it integrates four important variables in one model. Theoretical and practical implications along with future recommendations were presented for organizational management.