This study examines to what extent the four aspects of movement capital (i.e., human capital, adaptability, self-awareness, and social capital) contribute to individuals’ perceived employability. Building on the model of career mobility, we expected positive effects of all movement capital aspects on perceived employability over time. Hypotheses were tested by means of longitudinal structural equation models in two samples of Belgian respondents from the private (N = 409, 6 months between measurements) and the public (N = 718, 8 months between measurements) sector. We established a reciprocal relationship between self-awareness and perceived employability. The other associations of human capital, adaptability, and social capital were surprisingly small and inconsistent. There appears to be a disconnect between conceptualizations and measurements of employability; whereas conceptualizations of perceived employability focus on obtaining and retaining employment, measurements only tap into the former. At the same time, movement capital conceptualizations focus on obtaining employment, whereas their measurements tap into obtaining and retaining employment.

中文翻译：

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唯一不变的是变化吗？流动资金和可感知的就业能力

本研究考察了流动资本的四个方面（即人力资本，适应能力，自我意识和社会资本）在多大程度上有助于个人感知的就业能力。在职业流动模型的基础上，我们预计随着时间的推移，所有流动资本方面对感知就业能力的积极影响。假设通过纵向结构方程模型在来自私人（N = 409，两次测量之间，六个月）和公共（N = 718，两次测量之间，八个月）的两个比利时受访者样本中进行了检验。我们在自我意识和可感知的就业能力之间建立了相互关系。人力资本，适应能力和社会资本的其他关联令人惊讶地很小且不一致。概念性和就业能力的度量之间似乎脱节；尽管可感知的就业能力的概念化着重于获得和保留就业机会，但衡量标准仅适用于前者。同时，流动资本的概念化集中在获得就业上，而对它们的度量则用于获得和保留就业上。