This study explored the dynamic interplay between training, career adaptability, organizational culture, and employability in a unique Cambodian context. It addresses the pressing need to understand how these factors collectively influence internal and external employability in a rapidly evolving labor market, particularly in developing economies such as Cambodia. It examined the relationships between training and employability, the mediating role of career adaptability, and the influence of organizational culture on these relationships. This study seeks to contribute to the theoretical frameworks of human capital and organizational culture, particularly in the context of developing economies. Data were collected from 385 Cambodian participants using quantitative questionnaires. The analysis was conducted using partial least squares structural equation modeling (PLS-SEM), a robust method for exploring complex relationships and mediating effects in the context of human resource development and organizational behavior. The findings revealed that training significantly affected career adaptability and mediated the relationship between training and internal and external employability. Organizational culture also plays a critical mediating role in the effectiveness of training for enhancing employability. These insights have practical implications for human resource practices, particularly in developing economies. They underscore the need for organizations to strategically build training programs that enhance skills, foster adaptability, and align themselves with organizational culture, thereby empowering them to make informed decisions in their training and development strategies. © The Author(s) under exclusive licence to Global Institute of Flexible Systems Management 2025.
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