Developing Graduate Employability: The CareerEDGE Model and the Importance of Emotional Intelligence

This chapter discusses a model of graduate employability development, the CareerEDGE model (Dacre Pool and Sewell 2007) which includes Emotional Intelligence (EI) as a key component. Although previous models and theories of employability (e.g. Fugate et al. 2004; Knight and Yorke 2004) have alluded to adaptive emotional functioning as an aspect of employability, CareerEDGE was the first to give EI such prominence. There is scope for EI to have a direct impact on graduate employability but also an indirect impact via other aspects of employability development

Abusive supervision, psychological distress, and silence: the effects of gender dissimilarity between supervisors and subordinates

Previous research has shed light on the detrimental effects of abusive supervision. To extend this area of research, we draw upon conservation of resources theory to propose (a) a causal relationship between abusive supervision and psychological distress, (b) a mediating role of psychological distress on the relationship between abusive supervision and employee silence, and (c) a moderating effect of the supervisor–subordinate relational context (i.e., gender dissimilarity) on the mediating effect of abusive supervision on silence. Through an experimental study (Study 1), we found the causal path linking abusive supervision and psychological distress. Results of both the experimental study and a field study (Study 2) provided evidence that psychological distress mediated the relationship between abusive supervision and silence. Lastly, we found support that this mediation effect was contingent upon the relational context in Study 2 but not in Study 1. We discuss implications for theory and practice