エンプロイアビリティ保障の実証的研究

抄録

The purpose of this study is twofold. The first one is an analysis of whether or not employees’ employability security through organizational training and development would form in Japan. The second one is an explication of the effectiveness of employability security through organizational training and development. According to human capital theory and a self-determination theory perspective, the following two hypotheses are proposed.
Hypothesis 1: Training and development by the organization increases employees’ employability.
Hypothesis 2: Organizational training and development has positive effects on employees’ career attitudes through their employability security. That is, employability mediates the relationship between training and development on one hand and employees’ career attitudes on the other.
To test these hypotheses, the facts and conclusions in this paper were drawn by using a sample of 653 Japanese employees working for privately owned firms in Japan. For the first one, the results of a multiple regression analysis showed that training and development contributes to the level of internal and external perceived employability, making the formation of employability security clear. Thus, Hypothesis 1 was supported.
For the second one, the results of a multiple regression analysis and the bootstrapping not only showed that internal employability security had a positive effect on employees but also can be said to have confirmed, to some degree, that external employability security encouraged a long-term career perspective. Thus, Hypothesis 2 was supported.
As a whole, the results of this study can be said to suggest the importance of training and development functions from an employability security perspective. The meaning of the findings and directions for future research are discussed.