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This paper aims to apply training evaluation to employability development, providing a systematic process to assess employability development programs' effectiveness under the framework of employability capital resources (Peeters et al., 2019).

The authors demonstrate the training evaluation process within an employability development program for US secondary school students. This process included providing validation evidence for measures of evaluation criteria across multiple samples of secondary school students and testing the effectiveness of the program utilizing a quasi-experimental design.

The authors systematically found support for the intervention's effects on training criteria (i.e. reactions, learning, behavior, results) and demonstrated the utility for training evaluation's application to employability development. The findings illustrate how a training evaluation approach can provide holistic evidence that an employability development program achieved its intended outcomes.

Employability is a new and burgeoning topic – however, employability development varies in how it is conceptualized, evaluated and assessed. By applying training evaluation approaches, employability development can be assessed within a unifying framework and better integrated within the Human Resource Management literature.

Based on the broaden-and-build theory, this study aims to clarify that the relationship between extraversion and service outcomes will be mediated by work vigor, and that, in turn, this mediating effect will be moderated by coworker support. Specifically, the authors examine vigor as an attitudinal resource to drive organizational performance.

This research collected 181 valid questionnaires from service industries through a two-wave survey. The authors used hierarchical regression analysis to conduct each hypothesis test. Owing to the conditional mediating effect, the authors differentiated each variable centering and used the fractional number and the product as the predictor variable, moderator, and interaction effects after centering.

The relationships between extraversion and customer orientation and service performance mediated by work vigor in that the indirect relationships are stronger when perceived coworker support is higher than is lower.

Future studies are suggested to probe into different forms of social support (e.g. family support), mechanisms of coworker support (e.g. task-related vs. non-task-related assistance), and different workplace contexts.

Extraversion, as a personality trait, is a significant reference index to examine an applicant's qualifications during recruitment, particularly in service organizations. Appropriate job assistance and emotional conciliation from coworkers can effectively facilitate employees' work vigor and service outputs.

Previous studies suggested the influence of different personality traits on different dimensions of work engagement. Accordingly, investigation indicates that extraversion can effectively predict work vigor which is an important attitude of willingness to put personal efforts at work to facilitate frontline service outcomes.