طراحی الگوی تبیین قابلیت استخدام کارکنان در سازمان‌های دولتی

Nowadays, because of environmental challenges and the dominant approach in labor relations, the orientation of organizations has moved from permanent employment to temporary, flexible and contract-based employment. This orientation has had an impact on traditional psychological contracts and has endangered job security. So, in this context, the fundamental concern of managers is organizational com-mitment, job satisfaction, motivation and loyalty of employees. In re-sponse to this concern, scientific and practicing communities are searching new bases for job security and recently, employability is in-troduced. Both academics and practitioners often speak of Employa-bility, however, neither of them have defined nor developed the con-struct. So, this article tries to find an answer for this question: What is employability and which dimensions, criteria and indices constitute it?The results of this research shows that employability consists of two dimensions (personal adaptability and career motivation and expertise) and five indicators (optimization and personal flexibility, proactive career orientation, career motivation, occupational expertise, optimism) and these dimensions and indicators have an appropriate condition in Tehran's public organizations.