Personality preference facets and self-regulatory employability of human resource professionals

Abstract

Scholars interested in investigating the career well-being of employees have reported that employability includes a number of person-centred constructs needed to deal effectively with career-related changes in today’s economy. This study explored the relationship between employees’ self-regulatory employability skills and personality preference facets. A convenience sample (N = 196) of predominantly female (73%), Black African people (88%) in the early stages of their careers (80% < 45 years) participated in the study. A cross-sectional, quantitative research design approach was followed. Descriptive statistics, Pearson product–moment correlations, and canonical correlation analysis were performed to achieve the objective of this study. The results yielded significant associations between the variables. The findings add new insights that may be useful for theoretical views on the personality preference facets underpinning employees’ self-regulatory employability skills.