Research On The Influence Mechanism Of Employability On Employee Attitude And Behavior

External labor market-oriented employment relationship has become the main employment relationship model of Chinese enterprises. The employee employment security has a significant reduction while the employment flexibility is increasing. Under the traditional model of employment, the employee organizational loyalty in return for long-term and stable employment security, however, it is the employee high-performance to exchange for the improving of employability nowadays. The concept of employability supplies a new way for the resolving of the contradictory between the flexibility of labor demand of enterprises and the security of employee employment. The research and application of employability has become extensive in western countries, however, this has not caused enough attention and concern in china. Based on this, the present study explores the effects of employability on the employee attitudes and behaviors as well as the underlying mechanism. The present study not only further enriches and deepens the research of employability, job insecurity and psychological contract under the circumstance of Chinese organization, but also can provide theoretical reference and decision-making basis for management practices such as the management of employee employability and the building of harmonious employment relationship. So, the study has important theoretical significance and enlightment function for the management of organizations in china.Firstly, in the part of literature review, the theories, conceptions and previous studies related to employability and EVLN behavior have been concluded. Then the defects in the existing theoretical research are pointed out. At the same time, in order to meet the need of enterprise management practice, the study explores the different underlying mechanisms of internal and external employability on employee EVLN behavior. So, to some degree, the study not only enrichs and deepens the study of employability under the circumstance of china, but also broadens the scope of exploring of factors which have effects on EVLN behavior.Secondly, on the basis of the social exchange, uncertainty management, psychological contract theory, the present study builds the mediating mechanism model of job insecurity and psychological contract fulfillment in the relationships between employee employability and EVLN behaviors from two aspects of employee attitude toward work, organization respectively. Based on the longitudinal dyads samples, the study tested these mediating-related hypotheses by applying correlation analysis method and SEM (structural equation model), further, the study disclose the underlying influence mechanism of employability on employee EVLN behavior. The results indicate that there are different effects and underlying mechanism for internal employability and external employability on employee EVLN behavior. Internal employability and external employability have different direct influence on employee exit, voice, loyalty and neglect behavior. Besides the direct influence, the two dimensions of employability also have indirect effect on employee EVLN behavior. The study finds that there are different mediating roles of quantitative and qualitative job insecurity in the associations between internal and external employability and EVLN behavior as well as the three dimensions of psychological contract fulfillment, relational, transactional, and developmental contract. Furthermore, the two dimensions of employability also have indirect effect on EVLN behavior through the mediating role chain of job insecurity and psychological contract fulfillment.Thirdly, according to organization justice theory, job embeddedness theory, the study builds the moderating mechanism model of interactional justice climate, job embeddedness and traditionality in the associations between employability and EVLN behavior. Based on large sample questionnaire survey data, the study examines the moderating role of interactional justice climate, job embeddedness and traditionality by applying the methods of correlation analysis and hierarchical regression analysis respectively. So, the study discloses the moderating mechanism in the effect of employability on EVLN behavior from three aspects of interactional justice related to leader, job embeddedness related to organization, and personality traits respectively. The results reveal that there are direct significant positive relationships between interactional justice climate and loyalty as well as voice behavior, however, negative relationships between interactional justice climate and exit as well as neglect. Further, the hypotheses about the moderating role of interactional justice climate in the association between employability and loyalty as well as exit, are supported, however, the moderating effect of interactional justice climate between employability and voice, neglect is not significant. The findings also show that job embeddedness has significant positive effect on employee loyalty and voice behavior, however, has negative influence on exit and neglect behavior. Moreover, the results indicate that job embeddedness has moderating role in the relationship between external employability and exit. And the hypotheses about the moderating effect of job embeddedness in the associations between internal employability and loyalty as well as exit and neglect, are supported. The results show that, in line with the expectation, only the hypothese about the moderating effect of the traditionality in the relationship between external employability and neglect is not supported, others hypotheses about the moderating role of traditionality in the associations between both internal and external employability and EVLN behavior are tested.Finally, the main conclusions of the study are summarized. The paper expounds the theoretical significance of the study and its implications for management practice. And the limitation of the study and the future research direction are discussed as well.