Investigating the psychometric properties of the Short-Form Career Adapt-Ability Scale (CAAS-SF) in a selected sample of South African employees

Abstract

With the current unpredictable and boundary-less working environments, it has become imperative for employees to develop the ability to adapt to these ever-changing environments. Career adaptability skills are essential for employees to master any career unpredictability and changes in their working environments. Career adaptability provides employees with a readiness to cope with predictable tasks, prepare and participate in roles, and unpredictable modifications in working conditions. Global changes impact on the South African working environments; therefore, organisations and employees need to adjust and adapt to these changes readily. Furthermore, the investigation of the CAAS-SF plays a vital role as it can aid and guide the development of interventions, employees, and organisations within South Africa to adjust and overcome any changes or uncertainties. Career adaptability is a phenomenon that has become essential for employees, managers, and industrial psychology practitioners, currently receiving little attention in the South African context. The Career Adaptability Scale (CAAS) was validated among Grade 9 and Grade 11 learners, showing excellent reliability and construct validity. However, with fast-paced, dynamic environments, there is a need for assessments with the minimum number of items, reduced administration times and a lower burden on employees. Therefore, the research study aimed at investigating the CAAS-SF within a sample of South African employees to provide a reliable and applicable measure. The general objective of this research was to investigate the psychometric properties of the CAAS-SF in a sample of South African employees. Specifically, the research aimed to investigate the factor structure, convergent validity, discriminant validity, and predictive validity. As it is required of a measure to be reliable to be valid, the reliability of the CAAS-SF was explored. Furthermore, it aimed to determine the relationships between career adaptability, work engagement, self-perceived employability, and turnover intention. In terms of the research approach, a quantitative and cross-sectional survey design was utilised. Participants (n = 277) were selected based on their availability and willingness to participate

in the study. Data was collected through purposive sampling, and the criteria of inclusion were employed participants 18 years or older and proficient in Grade 10 Second Language English. To confirm the proposed four-factor structure, confirmatory factor analysis was employed to explore the most appropriate factor structure, given the fit of the data of the models. It was found that the second-order model was the pragmatic solution in this study due to the second-order factors being indicated by the first-order factor. Furthermore, Cronbach's alpha coefficient values were calculated for the constructs to establish the scale's reliability. Convergent validity was determined between career adaptability and other similar constructs. Furthermore, discriminant validity was established in terms of constructs from which it is supposed to differ. Finally, a structural model determined predictive validity by considering significant regression relationships between career adaptability and career-related outcomes such as work engagement, self-perceived employability, and turnover intention. Career adaptability was confirmed as a second-order model structure within the South African context and provided acceptable reliability, internal consistency coefficients. Acceptable convergent and discriminant validity was determined. Furthermore, the investigation into predictive validity indicated significant positive relationships between career adaptability and career-related outcomes, work engagement, self-perceived employability, and turnover intention. It was also found that work engagement plays a positive mediating role in the relationship between career adaptability and self-perceived employability and the relationship between career adaptability and turnover intention.