Original Research

Investigating the relationship between employees’ career anchors and their psychosocial employability attributes in a financial company

Rudolf M. Oosthuizen, Melinde Coetzee, Fezeka Mntonintshi
SA Journal of Human Resource Management | Vol 12, No 1 | a650 | DOI: https://doi.org/10.4102/sajhrm.v12i1.650 | © 2014 Rudolf M. Oosthuizen, Melinde Coetzee, Fezeka Mntonintshi | This work is licensed under CC Attribution 4.0
Submitted: 22 May 2014 | Published: 28 October 2014

About the author(s)

Rudolf M. Oosthuizen, Department of Industrial and Organisational Psychology, University of South Africa, South Africa
Melinde Coetzee, Department of Industrial and Organisational Psychology, University of South Africa, South Africa
Fezeka Mntonintshi, Department of Industrial and Organisational Psychology, University of South Africa, South Africa


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Abstract

Orientation: The challenge of sustaining one’s employability in a highly dynamic and turbulent labour market places new demands on individuals’ ability to navigate their career development. Career management practices in organisations should help individuals gain awareness of the career meta-capacities they need to sustain their employability.

Research purpose: The objective of the study was to investigate the relationship between employees’ career anchors and their psychosocial employability attributes as important career meta-capacities in contemporary career development. The study also investigated whether individuals from different age and race groups differed significantly regarding these career meta-capacities.

Motivation for the study: Career management has become essential in the contemporary workplace for employees to sustain their employability. Research points to the importance of psychosocial career meta-capacities in helping employees to manage their career development and employability.

Research design, approach and method: A cross-sectional quantitative survey using primary data was conducted on a non-probability purposive sample (N = 108) of full-time employees (67% women; 78% 26–45 years old; 78% black employees) at a South African financial company. Correlations and Scheffé’s post-hoc test were performed to achieve the research objectives.

Main findings: Significant positive relationships were observed between the participants’ career anchors and their psychosocial employability attributes. Age and race groups differed significantly only in terms of their career anchors.

Practical/managerial implications: Career management practices in the organisation should accommodate the differences in career orientations and how these relate to the psychosocial employability attributes of their employees.

Contribution: The findings add potentially important insights that may inform human resource practices aimed at enhancing the career development and employability of employees and addressing the career needs of different age and race groups.


Keywords

Career anchors, career identity, career self-concept, career management, life/career stage, psychosocial employability attributes

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