H1:就业能力正向影响求职结果(就业状态、起点薪酬和工作满意度)

H1.1:就业能力正向影响就业状态

H1.2:就业能力正向影响起点薪酬

H1.3:就业能力正向影响工作满意度

 就业能力与就业自我效能感的关系

就业自我效能感指个体对自身成功找到合适工作的信心。根据社会认知理论,我们可以推测,个体先通过对自身就业能力的认知,从而对自身的就业能力形成一种概念,也就是对自身能够成功找到合适工作的信心(即就业自我效能感)。因而,我们可以推断,就业自我效能感来源于个体的就业能力。Berntson, Näswall 和Sverke 通过两轮纵向研究发现,在控制年龄、性别、教育水平和地区差异等因素的影响后,就业能力仍能显著预测后续的就业自我效能感[2]。由此,本研究提出如下假设:

H2:就业能力正向影响就业自我效能感

参考文献

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[6] 谢义忠,陈静,朱林. 就业能力的概念, 结构和实证研究成果[J]. 心理科学进展,2013,21 (3):517-529.

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[16] 冯彩玲,时勘,张丽华. 社会支持对求职行为和求职满意度的影响——一项基于高校毕业生的追踪研究[J]. 中国青年研究,2010, (001):45-50.

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