HRM and Employability

Jasmijn van Harten is Associate Professor at the Utrecht School of Governance at Utrecht University, the Netherlands. Her expertise concerns HRM in public organizations, employability, well-being, and employer engagement in labour-market participation of vulnerable workers.Nele De Cuyper is Professor at the Research Group Work, Organizational and Personnel Psychology at KU Leuven, Belgium. Her expertise concerns employability, employee attitudes, well-being and behaviour, and precarious employment.David Guest is Emeritus Professor at King’s Business School at King’s College, UK. His expertise concerns HRM, performance and employee well-being, employment relations and the psychological contract, and careers.Mel Fugate is Professor at the Department of Management and Information Systems at the College of Business at Mississippi State University, USA. His expertise concerns reactions to organizational change, the effects of leadership and organizational culture on individual and organizational performance, and employability and careers.Eva Knies is Professor at the Utrecht School of Governance at Utrecht University, the Netherlands. Her expertise concerns strategic HRM, public service performance, HRM in the public sector, the role of line managers in HRM implementation, and sustainable employability.Anneleen Forrier is Professor at the Faculty of Economics and Business at KU Leuven, Belgium. Her expertise concerns employability, careers, (re)employment, and ageing policies.

• Introduction: HRM and employability: Mutual gains or conflicting Outcomes? 1. The role of temporal focus, dispositional employability, and training on the perceived internal career prospects of talents 2. Evaluating the employability paradox: When does organizational investment in human capital pay off? 3. You care about me, but can I count on you? Applying a psychological contract perspective to investigate what makes employees willing to be internally employable 4. Still feeling employable with growing age? Exploring the moderating effects of developmental HR practices and country-level unemployment rates in the age – employability relationship