Purpose: The purpose of this paper is to develop a conceptual model to examine key employability skills that match workplace requirements and foster employability.Design/methodology/approach: This research comprises a cross-sectional study from self-financing institutions in Hong Kong. The current study adopted structural equation modeling to examine key employability skills that match workplace requirements and foster employability.Findings: Based on the empirical findings, the acquired employability skills of young graduates are entrepreneurship, professional development, work with others, self-management, communication and problem solving. Moreover, higher education institutions should work closely with industry stakeholders to get employers engaged with the work-integrating learning (WIL) programs and subsequently equip young graduates for better employability opportunities. In connection with employer engagement, employability skills of communication, problem solving and self-management would be improved. Furthermore, entrepreneurship and problem-solving skills could further be developed for young graduating students working in SME organizations during WIL.Originality/value: As a notable gap exists in the current literature to examine young graduates' key employability skills in the context and content of Hong Kong self-financing tertiary education, this research explores key employability skills of self-financed young graduates and the relative importance of employability skills across company size using a quantitative approach.

This study presents a critical literature review on the tourist attitude–behavior gap and intention–behavior gap in sustainable tourism research and proposes future research directions. A systematic review was conducted using preferred reporting items for systematic review and meta-analysis (PRISMA) on the existing literature from the Scopus and Web of Science databases. Key research topics in attitude–behavior gaps are the role of environmental knowledge, protected area management, the role of service quality, risk perception, moral licensing, sustainability communication, business owners in tourism, environmental concern, tourist psychology, and intervention. Key research topics in the intention–behavior gaps of sustainable tourism are green certification or label, value, rationality and social desirability, motivation, trust, inconvenience, and quality. Four emerging research trends were discovered in recent years: (1) increased use of mixed methods and surveys; (2) consideration of green or environmental knowledge; (3) role of green certification; and (4) consideration of tourist moral values. Recommended future research directions include theoretical development studies in the hospitality sector, cross-cultural comparisons, investigation, of under-researched tourism sectors, and new research methodologies. This review provides an overview of research on the attitude–behavior gap and the intention–behavior gap in sustainable tourism. Our study proposes a new framework for the attitude–behavior gap and the intention–behavior gap, departing from the theory of planned behavior. We identify direct and indirect factors that influence sustainable tourist behavior, with sustainable tourist attitude and intention serving as mediators. Overall, our findings offer valuable insights into the complex relationship between attitudes, intentions, and behaviors in sustainable tourism.

The role of organizational resilience is important in an era of the new normal after COVID-19. The purpose of this study is to examine the effect of organizational resilience and psychological resilience on perceived well-being and employee resilience in the workplace from the internal stakeholder perspective. A new research framework has been proposed. Cross-sectional research design was employed to collect responses from 115 employees from various organizations. Structural equation modeling was used to analyze the data. Organizational resilience is associated with perceived well-being and employee resilience. Psychological resilience is associated with perceived well-being and employee resilience. Employee resilience and perceived well-being are associated with work engagement. Complex mediation models are proposed. Theoretical contributions and managerial implications are discussed.

This study investigates factors affecting university student-to-student interaction within online learning platforms. A new model was proposed based on the United Theory of Acceptance and Use of Technology (UTAUT). The single-stage cluster-sampling method was employed, and 113 university students in Hong Kong were respondents. It was found that Information Quality, Social Influence, and Facilitating Conditions affect students’ intention to interact with each other. A quasi-full mediation model was established of the mechanism from Facilitating Conditions to students’ interaction behavior. The direct effect of Facilitating Conditions on students’ interaction and the effect of System Quality on the intention of student interaction were not significant. A fast network, computing facilities, and mobile-friendly software are possible candidates of the virtual environment conditions affecting the intention of student-interaction behavior within online learning platforms.

Purpose: Embedded in higher educational settings, work-integrated learning (WIL) is a key reflection to students' perceived employability. The purpose of this study is to explore the antecedents of internal and external perceived employability. The research attempts to test a theoretical model examining the relationships among human capital, work values, career self-management, internal perceived employability and external perceived employability.Design/methodology/approach: Data were collected from 588 students who have internship experience from two self-financing higher education institutions in Hong Kong. We adopted structural equation modelling (SEM) to test the proposed research hypotheses.Findings: Results support the idea that human capital and intrinsic work values are significant antecedents of perceived employability. Furthermore, this relationship is fully mediated by career self-management. The implications of the findings for understanding the process through which psychological variables affect an individual's perceived employability are discussed.Originality/value: Previous studies have extensively examined the effectiveness of WIL in increasing graduates' employability. However, unclear focus has been given to examine psychological attributes, such as human capital, work values and career self-management in WIL. In addition, few researchers have empirically examined the linkages among human capital, work values, career self-management and employability through internships or WIL experiences. Therefore, to bridge these gaps, the present study examines the effect of human capital, work values and career self-management on students' perceived employability when gaining internships or WIL experiences in a higher education setting.