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
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