Open Access
Con empo a y Resea ch Analysis
Jou nal
Volume 02 Issue 10 Oc obe 2025
C ossRe DOI: 10.55677/CRAJ/01-2025-Vol02I10
e-ISSN: 3050-5909
p-ISSN: 3050-5895
Page no: 624-630
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Ca ee Shocks as P edic o s o Pe cei ed Employabili y and Ca ee
De elopmen Oppo uni ies: How ele an a e hey o Nige ian Fi ms?
EGBERI, Kel in Agba ha, PhD
Depa men o Business Adminis a ion, Facul y o Adminis a ion and Managemen , Sou he n Del a Uni e si y, Ozo o, Del a S a e,
Nige ia
Co esponding Au ho : EGBERI, Kel in Agba ha
ABSTRACT: Whils he e is abundance o s udies on pe cei ed employabili y, and ca ee de elopmen oppo uni ies, li le is
known abou whe he ca ee shocks se e as p edic o s o pe cei ed employabili y and ca ee de elopmen oppo uni ies among
p i a e companies in Nige ia. In iew o his li e a u e gap, his s udy in es iga ed ca ee shocks as p edic o s o pe cei ed
employabili y and ca ee de elopmen oppo uni ies in Nige ia. Sample o 500 esponden s who a e employees o selec ed p i a e
companies we e used. The independen a iable is ca ee shocks (measu ed by equency and in ensi y o shocks) while he
dependen a iables a e pe cei ed employabili y and ca ee de elopmen oppo uni ies. Using a su ey esea ch design, da a
ob ained we e analyzed using desc ip i e (mean, s anda d de ia ion, ku osis, skewness and Pea son co ela ion) and in e en ial
(mul iple eg ession models) s a is ical echniques. Findings indica ed ha ca ee shocks (pa icula ly he equency and in ensi y)
signi ican posi i ely p edic pe cei ed employabili y and ca ee de elopmen oppo uni ies o employees in Nige ia. The s udy
he e o e concludes ha ca ee shocks a e ele an o Nige ian i ms in e ms o he employee pe cei ed employabili y and ca ee
de elopmen oppo uni ies The s udy ecommends ha Nige ian p i a e i ms should o e p og ammes aimed a suppo ing
employees in a eas o on he job coaching and men o ing; his will enable hem educe he equency and in ensi y o shocks
associa ed wi h employees ca ee . Also, he e is he need o Nige ian p i a e i ms o de elop s e n ca ee de elopmen ini ia i es
aimed a dec easing equency and in ensi y o ca ee shocks.
KEYWORDS: Ca ee shocks; Pe cei ed employabili y; P i a e Companies; Ca ee de elopmen oppo uni ies: Nige ia
JEL Classi ica ions: M12; M19
1. INTRODUCTION
Ca ee shocks a e upse ing occu ences ha al e many wo ke s' expec ed ca ee ou es, cas ing doub on he widely held belie
ha a p o essional pa h can be sel -designed and con olled. Acco ding o Ha dy, e al (2025), employees a e p omp ed o conside
and ponde on hei alues, goals, and pu pose by hese shocks, which can happen a di e en phases o hei ca ee s. Li, e al (2025)
no ed ha a e a se ies o shocks, a " inal s aw" shock occu s when a igge ing e en "may no ini ia e u no e delibe a ion bu
con i m ea lie delibe a ions." Rega dless o whe he he delibe a ion p ocess is ini ia ed by a single, sudden shock o by a las s aw
shock expe ience, bo h ypes o shocks ha e abili y o d aw a en ion o image b eaches ha may ha e p e iously gone o e looked
o unanalysed.
The li e a u e has shown ha pe cei ed employabili y and ca ee de elopmen oppo uni ies a e in luenced by ca ee
shocks(Akke mans, e al, 2021; F oehlich, 2021). No ably, when one o mo e employees depa eely, he emaining employees
may su e om ca ee shocks. The emaining employees can belie e ha hei epu a ion is being ha med and ha hei
psychological con ac s wi h he i m a e no in line. Two mo e ac o s ha can pe suade he emaining employees o lea e
olun a ily a e inc eases in wo kload and depa u e o co-wo ke s who sha ed he wo kload (Gunawan, e al, 2024).
Nume ous s udies ha e ound ha ca ee shocks a e good p edic o s o ca ee de elopmen oppo uni ies and pe cei ed
employabili y (Laulié & Mo geson, 2021; Siyabonga & Ni mala, 2025, Smi h, e al, 2025). Since he signi icance o ca ee
de elopmen oppo uni ies and pe cei ed employabili y di e s by sec o , his s udy is equi ed o gain a be e unde s anding o
ca ee de elopmen oppo uni ies, pe cei ed employabili y and hei link o ca ee shocks. Howe e , he ac ha mos s udies on
ca ee shocks ely on in e iew da a o measu able a i ion om lea e s is a signi ican p oblem (Ho e , Spu k & Hi schi, 2021;
A i e al, 2024)
Acco ding o p io s udies, ca ee shocks equen ly p ecede in en ion o lea e olun a ily, and iden i ying when a shock (i s in ensi y
and equency) has occu ed may ope a e as a wa ning indica o o bo h he in en ion and ac ual u no e (Akke mans e al., 2021).
Ca ee Shocks as P edic o s o Pe cei ed Employabili y and Ca ee De elopmen Oppo uni ies: How ele an a e hey o Nige ian
Fi ms?
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Hence, his s udy in es iga ed he ela ionship be ween ca ee shocks and pe cei ed employabili y and ca ee de elopmen
oppo uni ies o Nige ian p i a e employees. The s udy's dependen a iables a e pe cei ed employabili y and ca ee g ow h
p ospec s, while he independen a iables a e ca ee shocks (measu ed in e ms o equency and in ensi y o ca ee shocks).
2. LITERATURE REVIEW
2.1 Ca ee Shocks
A ca ee can be de ined as he se ies o wo k expe iences and oles ha an indi idual pu sues h oughou hei li e. Gibson (2023)
posi s ha ca ee encompass no only paid employmen bu also educa ion, aining, olun ee wo k, and li e expe iences ha
con ibu e o bo h p o essional and pe sonal de elopmen . Acco dingly, Chand a (2023) di ided a ca ee in o h ee mains eams:
long- e m, pe sonal de elopmen and choices. Long- e m encompasses mo e han jus a job; i in ol es g ow h, lea ning, and
p og ession; pe sonal de elopmen includes he de elopmen o skills, compe encies, alues, and iden i y ela ed o one's wo k li e,
while choices/goals e lec an indi idual's aspi a ions and choices ega ding hei p o essional li e.
Simila ly, Da winbox (2024) desc ibed a ca ee as a succession o oles ha an indi idual plays h oughou he cou se o hei
li e ime. I also desc ibes how a pe son's job expe ience changes o e ime. "A ca ee is a pa e n o wo k- ela ed expe ience ha
spans he cou se o a pe son's li e," acco ding o Gabby (2023). Based on he a o emen ioned, a ca ee can ake he shape o a paid
o olun ee posi ion ha aims o ad ance a pe son's p o essional and pe sonal de elopmen o e an ex ended pe iod o ime. Since
ca ee shock is he subjec o his s udy, i will ecei e a lo o a en ion. An ab up and impo an occu ence in an employee's ca ee
ha causes hem o e lec o e-e alua e is e e ed o as "ca ee shock."
Ca ee shock, acco ding o Akeem (2020), is cha ac e ised as an upse ing and unexpec ed e en ha is, a leas pa ially, b ough
on by ci cums ances ou side o an employee's con ol and ha p omp s a conscious conside a ion o hei ca ee (e.g. being laid o ,
majo o ganisa ional change(s), unexpec ed p omo ion, o ca ee changes, e c.). Acco ding o F oehlich (2021), ca ee shocks a e
no ewo hy occu ences ha p omp a eassessmen o an employee's p o essional pa h; hey a e epo edly unexpec ed and may
ha e a ou able o un a ou able e ec s. Acco ding o Ho e , Spu k, and Hi schi (2021), ca ee shocks a e, a leas in pa , beyond
an employee's con ol and, mo e impo an ly, hey o ce hem o hink ca e ully abou hei u u e.
Acco ding o Wo dswo h and Nilakan (2021) and Mille (2023), hese shocks a e di e en om egula ca ee e en s since hey
a e ypically unan icipa ed and ha e he po en ial o signi ican ly impac an employee's ca ee pa h. Resea che s ha e classi ied
ca ee shocks acco ding o a numbe o cha ac e is ics, including: P edic abili y (whe he shock is expec ed, like an employee's
e i emen , o unexpec ed, like a company downsizing); Du a ion (whe he shock has a empo a y o long-las ing e ec ); In ensi y
(magni ude o impac on employees); F equency (how equen ly he shock occu s o employees); and Valence ( his b ings abou
posi i e ou come, like an unexpec ed p omo ion o nega i e ou come, like sudden job loss) (AlKah ani e al, 2021; Akke mans e
al, 2021).
The impac o ca ee shocks on ca ee decision-making, ansi ions, and o he wo k- ela ed ou comes in a mo e compe i i e and
unp edic able labou ma ke has been he subjec o empi ical esea ch o e he yea s. Howe e , hese s udies ha e no de e mined
he ex en o which ca ee shocks in luence employees' in en ions o lea e he public sec o olun a ily, especially in de eloping
na ions like Nige ia. Because o his dispa i y, ea lie esea ch has shown ha ca ee shocks ha e an impac on bo h sho - e m
employmen decisions and long- e m ca ee pa hs. Fo example, Akke mans e al. (2018) demons a ed ha , p ima ily o wo ke s
wi h g ea ca ee lexibili y, ca ee shocks esul in signi ican ca ee swings.
Su p isingly, esea ch has shown ha wo ke s o people om di e se cul u al and e hnic o igins may eac di e en ly o ca ee
shocks (Nyamo i, 2020; Pa sns, 2022; Ga ne , 2024). Addi ionally, he p oblem o un o eseen e en s like ca ee shocks was no
ex ensi ely s udied in he ea ly 1990s when con ollable ca ee pa hs and sel -ca ee managemen eme ged (Akke mans e al., 2021).
The e is s ill a lo o lea n abou ca ee shocks, e en i we now know a lo mo e abou hem han we did a ew yea s ago. Mos
ecen ly, he li e a u e on s a egic human esou ce managemen has come o ecognise ca ee shocks as c ucial componen s o
ca ee g ow h (Akeem, 2020; Alison, 2020; Tu ulla1 & Bya uhanga, 2021; Mohammed, Mohammed & Gana, 2022; O ob uku &
Nwakoby, 2023).
Beyond jus de ining ca ee shocks, ecen esea ch has examined hei dimensional cha ac e is ics, including alence, equency,
s eng h, du a ion, and con ollabili y. Fo indi iduals, ca ee counsello s, and o ganisa ional leade s who wan o p omo e
success ul ca ee managemen in changing si ua ions, i is essen ial o comp ehend hese elemen s. Unde s anding how hese
occu ences (ca ee shocks) a ec ca ee decisions/ou comes and, mo e signi ican ly, olun a y u no e in en ion is c ucial gi en
he dynamic na u e o he p esen labou ma ke , whe e people ac i ely seek o change jobs in o de o pu sue mo e a ou able
oppo uni ies. Based on he a o emen ioned, his s udy aims o examine he e ec s o ca ee shocks a a ious le els ( equency and
in ensi y) on p i a e sec o employees' pe cei ed employabili y and ca ee de elopmen oppo uni ies). By comp ehending ca ee
shocks and hei e ec s on wo ke s, he p i a e sec o can c ea e plans o enhance pe cei ed employabili y and ca ee de elopmen
oppo uni ies o wo k o ce.
Ca ee Shocks as P edic o s o Pe cei ed Employabili y and Ca ee De elopmen Oppo uni ies: How ele an a e hey o Nige ian
Fi ms?
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2.2 Pe cei ed Employabili y
The s uc u e and complexi y o occupa ions ha e changed signi ican ly as a esul o he a o emen ioned ad ancemen s, wi h an
emphasis on employabili y skills (Abdelwahed, e al, 2024). A pe son's subjec i e e alua ion o hei capaci y o ind and keep a
job, ei he inside hei cu en company o in ano he one, is known as pe cei ed employabili y, o PE (O hman e al., 2022). I
eco ds opinions ega ding how easy o likely i is o ge a new job in he e en ha one's cu en one ends, gi ing subjec i e opinions
mo e weigh han objec i e indica o s like c eden ials o labou ma ke condi ions.
As a esul , employabili y sel -e icacy - he belie in one's po en ial o succeed in he labou ma ke and pe cei ed employabili y
a e closely ela ed. Addi ionally, i suppo s he no ion ha pe cei ed employabili y, which is ounded on Hob oll's (1989)
conse a ion o esou ces heo y, is a pe sonal esou ce ha gua ds agains s ess. Bha , e al (2024) claimed ha ca ee o ma ion
heo ies and wo k embeddedness a e ela ed o pe cei ed employabili y. I o e s p oo ha a pe son's pe cei ed employabili y
e lec s hei capaci y o adjus o changes in hei job and hei eadiness o deal wi h hem.
Pe sonal cha ac e is ics (pe sonali y ai s like p oac i i y, adap abili y, and op imism posi i ely in luence pe cei ed employabili y),
job- ela ed ac o s (e.g., aining oppo uni ies, job au onomy, and pe o mance eedback inc ease pe cei ed employabili y),
con ex ual ac o s (labou ma ke condi ions and o ganisa ional suppo also impac pe cei ed employabili y pe cep ions) and social
capi al (ne wo ks and ela ionships p o ide in o ma ion and suppo ha imp o e pe cei ed employabili y) a e some o he ac o s
ha ha e been ound o in luence pe cei ed employabili y (De Cuype , e al, 2019; Dewi & Nu haya i, 2021).
Pe cei ed employabili y has been linked o a numbe o impo an employee a i udes and beha iou s, such as u no e in en ions
and ac ual u no e . Pe cei ed employabili y, on he o he hand, bu e s he s ess o job insecu i y in some si ua ions, lowe ing
u no e , job sea ch beha iou (people wi h highe pe cei ed employabili y a e mo e ac i e in hei ca ee explo a ion and job
sea ch), and psychological well-being (pe cei ed employabili y is posi i ely associa ed wi h job sa is ac ion, educed s ess, and
be e men al heal h, as i inc eases a sense o con ol and ca ee adap abili y, which os e s lexibili y and esilience in managing
ca ee changes) (Ma syah & Widigdo, 2024). People who eel ce ain hey can disco e be e chances end o ha e highe u no e
in en ions when hey ha e a high pe cei ed employabili y (Saluy & Nu haya i, 2024).
2.3 Ca ee De elopmen Oppo uni ies
Ca ee de elopmen is an ongoing, li elong p ocess ha helps people manage and ad ance in hei ca ee s, including lea ning new
skills, knowledge, and expe iences as well as making in o med decisions and aking ac ion o u he p o essional de elopmen and
achie e long- e m ca ee goals. Ac i i ies such as educa ion, aining, ne wo king, men o ship, and ca ee planning a e all pa o
his p ocess, which is essen ial o e aining alen on s a and enhancing job pe o mance (Ga ne , 2024). The h ee p ima y ace s
o ca ee de elopmen co e ed in he li e a u e a e indi idual, o ganisa ional, and socie al ac o s. The indi idual dimension is he
i s and ocuses on sel -awa eness, which includes unde s anding one's own alues, goals, and s eng hs and weaknesses. By
employing sel -assessmen o iden i y a eas o imp o emen and ad ancemen , people can make well-in o med decisions ega ding
hei ca ee pa hs (Sha ma, e al, 2025).
The second o ganisa ional ac o ocusses on employe s and o ganisa ions ha play a c ucial ole in os e ing p o essional g ow h
by p o iding esou ces like ca ee pa hways, coaching, aining, and men o ship. These o ganisa ional esou ces help employees
acqui e he skills and knowledge necessa y o ad ance in hei p o essions (Ga ne , 2024). Thi d, he social componen emphasises
on how social, economic, and cul u al issues impac chances o p o essional de elopmen . Demog aphics such as gende , ace, and
class can he eby in luence a pe son's p o essional pa h by in luencing hei access o high-quali y educa ion, job oppo uni ies, and
ca ee ad ancemen (Sha ma, e al, 2025).
Acco ding o Jamal and Siddiqui (2020), he e a e epe cussions o p o essional de elopmen p ospec s, such as enhanced job
sa is ac ion and pe o mance, ca ee ad ancemen , and lexibili y in a changing wo k en i onmen . Ongoing lea ning and skill
de elopmen a e he p ima y ac o s ha lead o imp o ed job sa is ac ion and pe o mance because hey make people eel mo e
capable and in ol ed in hei wo k (Sha ma, e al, 2025). The second de ini ion o ca ee ad ancemen is s a egic goal-se ing and
ca ee planning ha assis indi iduals in iden i ying and aking ad an age o oppo uni ies o ca ee ad ancemen , whe he hey
a e p o ided by new companies/ hei cu en company (Sha ma, e al, 2025).
Thi d is he adap abili y o changing wo k en i onmen s, which empowe s indi iduals o be adap able and equips hem wi h he
knowledge and skills necessa y o cope wi h change and seize new oppo uni ies (Ga ne , 2024). As a esul , ca ee de elopmen
oppo uni ies a e a complica ed and con inuous p ocess ha includes goal-se ing, s a egic planning, skill acquisi ion, and sel -
e alua ion. Pe sonal objec i es, o ganisa ional suppo , and socie al ac o s all ha e an impac . By ac i ely engaging in ca ee
de elopmen , indi iduals can enhance hei p o essional g ow h, achie e hei ca ee goals, and adap o he e ol ing demands o
he labou ma ke .
Ca ee Shocks as P edic o s o Pe cei ed Employabili y and Ca ee De elopmen Oppo uni ies: How ele an a e hey o Nige ian
Fi ms?
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2.4 Theo e ical F amewo k
The un olding model o olun a y ha Lee and Mi chell (1996) c ea ed se es as he ounda ion o ou in es iga ion. Acco ding o
image heo y, he beha iou al model is p edica ed on he no ion ha people o m opinions based on h ee images (Wong, Wong &
Sudhaka , 2024). The i s pic u e consis s o one's mo als, alues, and belie s. The second image is made up o one's u u e goals
and ision, and he hi d image is made up o he s a egies people use o each hei objec i es. When making judgemen s based on
image heo y, people ypically employ sc eening, which is he p ocess o looking o disc epancies be ween hei goals and belie s
and wha is known abou he cu en o ganisa ion and wo k.
In hei p ocess model o olun a y u no e , Lee and Mi chell (1994) o e ou pa hs: one ea u e-p ecipi a ed pa h (job sa is ac ion)
and h ee shock-p ecipi a ed pa hs. Pa h 1 o he Un olding Model includes pe sonal p o essional shocks ha igge a plan and
o ce an employee o lea e hei cu en wo kplace. Pa h 2 is d i en by job- ela ed shocks ha damage he employee's epu a ion
and cause hem o qui due o ca ee shocks and o he ac o s wi hou hinking abou o he op ions o loca ing ano he job
(Abdelwahed, e al, 2024; A i e al, 2023).
By examining gende di e ences, al e na e a ac i eness le els, and he causes o he di e en pa hs, esea che s ha e expanded
he Un olding Model (Laulié & Mo geson, 2021). Ca ee shocks can make an employee eassess a a ie y o ac o s, including job
sa is ac ion and pe son-en i onmen i , acco ding o he Un olding Model. The ou h oad o dissa is ac ion may begin wi h a
p o essional shock ha ul ima ely esul s in pe sis en discon en . Despi e he possibili y o ea u e-based discon en along he ou h
pa h, a s udy by Hol om e al. (2017) sugges s ha ca ee shock is mo e likely o be an an eceden in olun a y u no e in en ion
and beha iou .
3. METHODOLOGY
The s udy used he su ey esea ch design and he s udy popula ion comp ised employees in en (10) p i a e o ganiza ions in Del a
and Edo S a es, Nige ia. The s udy employed Ta o-Yamane (1964) sample size de e mina ion o mula in ob aining a sample o six
hund ed and i e (605) esponden s. The main ins umen o da a collec ion was ques ionnai e which was adminis e ed o he 605
esponden s, ou o which i e hund ed (500) we e ully e ie ed and ound useable. The independen a iable is ca ee shocks
(measu ed in e ms o equency and in ensi y o shocks) while he dependen a iables a e pe cei ed employabili y and ca ee
de elopmen oppo uni ies.
The ques ionnai e was designed on a 4-poin scale o S ongly Ag ee (4), Ag ee (3), Disag ee (2) and S ongly Disag ee (1).
C onbach alpha eliabili y es was ca ied ou o de e mine he in e nal consis ency o he ques ionnai e. The C onbach alpha
coe icien we e ound o be abo e he ecommended h eshold o 0.6 (F equency o shock = 0.88; In ensi y o shock = 0.79;
Pe cei ed employabili y = 0.71; Ca ee de elopmen oppo uni ies = 0.80). Gi en he dependen and independen a iables o he
s udy, he ollowing empi ical models we e es ima ed:
Peem = (F eqshock, Inoshock) - eq. 1
Cade opp = (F eqshock, Inoshock) - eq. 2
Equa ions 1-2 we e he implici o ms o he eg ession models; equa ions 3-4 was exp essed in hei explici o ms as ollows:
Peemi = β0+ β1F eqshocki + β2Inoshocki+ + ui - eq. 3
Cade oppi = β0+ β1F eqshocki + β2Inoshocki+ + ui - eq. 4
Whe e: F eqshock = F equency o Ca ee Shock; Inoshock = In ensi y o Ca ee Shock; Peem = Pe cei ed Employabili y;
Cade opp = Ca ee De elopmen Oppo uni ies; U = E o e m; Β = In e cep ; β1-β2 = Coe icien s o Independen Va iables. Da a
ob ained we e analyzed by means o desc ip i e (mean, s anda d de ia ion, ku osis, skewness, and Pea son co ela ion) and
in e en ial (mul iple eg ession models) s a is ical echniques. Also, analysis o da a was done ia STATA 16 so wa e. A-p io i
expec a ion is such ha ca ee shocks will signi ican ly posi i ely a ec pe cei ed employabili y and ca ee de elopmen
oppo uni ies.
4. RESULTS
Table 1: Summa y o Desc ip i e S a is ics
S a is ics
Peem
Cade opp
F eqshock
Inoshock
Mean Sco e
3.110
3.510
3.211
3.277
S anda d De ia ion
0.314
0.302
0.431
0.311
Skewness
0.097
0.135
1.280
1.640
Ku osis
2.183
2.494
2.339
2.127
Sou ce: Compu ed by he Au ho (2025)
Ca ee Shocks as P edic o s o Pe cei ed Employabili y and Ca ee De elopmen Oppo uni ies: How ele an a e hey o Nige ian
Fi ms?
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Table 1 is he summa y o desc ip i e s a is ics on a iables o ca ee shocks, pe cei ed employabili y and ca ee de elopmen
oppo uni ies. The esul s e ealed ha mean sco es o a iables we e abo e 2.5; his implies
ha esponden s ag ee ha ca ee
shocks (in ensi y and equency) a e good indic o s o e alua ing
pe cei ed employabili y and ca ee de elopmen
oppo uni ies
. The s anda d de ia ion indica es ha
esponden s’ iewpoin on ca ee shocks, pe cei ed employabili y and ca ee
de elopmen oppo uni ies a e no oo dispe sed. Also, ku osis alue showed ha he a iables a e no mally dis ibu ed while
skewness esul showed ha he a iables skewed owa ds one di ec ion (posi i ely skewed).
Table 2: Summa y o Desc ip i e S a is ics
S a is ics
Peem
Cade opp
F eqshock
Inoshock
Peem
1.0000
Cade opp
0.3180
1.0000
F eqshock
0.0470
0.1033
1.0000
Ku osis
0.0170
0.0223
0.0073
1.0000
Sou ce: Compu ed by he Au ho (2025)
Table 2 is he Pea son co ela ion o a iables o ca ee shocks, pe cei ed employabili y and ca ee de elopmen oppo uni ies
.
The esul showed ha a iables we e posi i ely co ela ed ca ee shocks dimensions. This implies ha he e is posi i e ela ionship
be ween ca ee shocks, pe cei ed employabili y and ca ee de elopmen oppo uni ies
.
Table 3: Mul iple Reg ession Resul s o Ca ee Shocks and Pe cei ed Employabili y
R-Squa ed = 0.690;
Model chi2(2)
P obabili y
= 58.78
= 0.0000
Peem Coe . S d. E . z
P>z
F eqshock 0.6053 0.0288 4.09
0.000
Inoshock 0.2699 0.0278 4.01
0.000
Cons an 2.8331 0.2484 10.7
0.000
Sou ce: Compu ed by he Au ho (2025)
Table 3 is mul iple eg ession esul s o ca ee shocks ( eqshock and inoshock), pe cei ed employabili y
. T
he R-squa ed is 0.69
indica ing ha ca ee shocks accoun o 69 pe cen o he sys ema ic a ia ion in pe cei ed employabili y while he unaccoun ed
a iance is abou 31 pe cen . This means ha he e we e o he a iables ha p edic pe cei ed employabili y,
which we e no
included in he s udy’s model.
Model Chi2(2) (58.78) wi h p obabili y o 0.000 sugges s ha i is signi ican a 5%; hus, ca ee
shocks p edic pe cei ed employabili y
The coe icien s sugges ha a uni inc ease in equency and in ensi y o ca ee shocks would lead o abou 61 pe cen and 27
pe cen inc ease in pe cei ed employabili y. The Z-sco es we e s a is ically signi ican in explaining pe cei ed employabili y; hus,
i was shown ha ca ee shocks ha e signi ican e ec on pe cei ed employabili y
Table 4: Mul iple Reg ession Resul s o Ca ee Shocks and Ca ee De elopmen Oppo uni ies
R-Squa ed = 0.771;
Model chi2(2)
P obabili y
= 103.01
= 0.0000
Peem Coe . S d. E . z
P>z
F eqshock 0.6221 0.0149 6.01
0.000
Inoshock 0.4849 0.0313 5.22
0.000
Cons an 0.2981 0.2393 12.1
0.000
Sou ce: Compu ed by he Au ho (2025)
Table 4 is mul iple eg ession esul s o ca ee shocks ( eqshock and inoshock), ca ee de elopmen oppo uni ies
. T
he R-squa ed
is 0.771indica ing ha ca ee shocks accoun o 77.1 pe cen o he sys ema ic a ia ion in ca ee de elopmen oppo uni ies while
he unaccoun ed a iance is abou 23.9 pe cen . This means ha he e we e o he a iables ha p edic ca ee de elopmen
oppo uni ies,
which we e no included in he s udy’s model.
Model Chi2(2) (103.01) wi h p obabili y o 0.0000 sugges s ha
i is signi ican a 5%; hus, ca ee shocks a iables join ly p edic ca ee de elopmen oppo uni ies.
Ca ee Shocks as P edic o s o Pe cei ed Employabili y and Ca ee De elopmen Oppo uni ies: How ele an a e hey o Nige ian
Fi ms?
30o 6 629Page h ps://c ajou .o g/A ailable on:
The coe icien s sugges ha a uni inc ease in equency and in ensi y o ca ee shocks would lead o abou 62 pe cen and 30
pe cen inc ease in ca ee de elopmen oppo uni ies. The Z-sco es we e s a is ically signi ican in explaining pe cei ed
employabili y; hus, i was shown ha ca ee shocks ha e signi ican e ec on ca ee de elopmen oppo uni ies.
5. CONCLUSION AND RECOMMENDATIONS
The idea o a sel -designed and con ollable p o essional ou e, which has become popula in ecen decades, is challenged by ca ee
shocks, which a e dis up i e e en s ha al e he expec ed ca ee pa hways o many indi iduals. The shocks, which migh happen
a di e en poin s in an employee's ca ee , make hem hink abou and conside hei goals, alues, and pu pose. Al hough he e a e
many s udies on ca ee de elopmen oppo uni ies and pe cei ed employabili y, li le is known abou whe he ca ee shocks a e
eliable indica o s o hese ac o s in Nige ian p i a e en e p ises. This s udy in es iga ed ca ee shocks as p edic o s o pe cei ed
employabili y and ca ee de elopmen oppo uni ies in Nige ia in ligh o his acuum in he managemen li e a u e.
A sample o i e hund ed esponden s who wo k o pa icula p i a e companies was used. Desc ip i e (mean, s anda d de ia ion,
minimum, maximum alues, ku osis, skewness, and Ka l Pea son co ela ion) and in e en ial (mul iple eg ession models)
s a is ical echniques we e used o analyse he da a collec ed using a su ey design. The esul s e ealed ha employees' pe cep ions
o hei employabili y and p ospec s o ca ee de elopmen among Nige ian p i a e i ms a e signi ican ly posi i ely co ela ed
wi h ca ee shocks, especially hei equency and in ensi y. Thus, he s udy concludes ha ca ee shocks a e ele an o Nige ian
i ms in e ms o he employee pe cei ed employabili y and ca ee de elopmen oppo uni ies I ecommends ha Nige ian p i a e
companies could p o ide ini ia i es o help s a membe s wi h on- he-job coaching and men o ing. This will help hem lessen he
equency and se e i y o ca ee - ela ed shocks. In o de o educe he equency and se e i y o ca ee shocks, Nige ian p i a e
companies mus also c ea e s ic ca ee de elopmen p og ams.
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