Abstract
The work environment is evolving rapidly, becoming increasingly unpredictable and
volatile. This necessitates proactive career management to enhance employability and achieve
positive career outcomes like career success. Career agility involves technological adaptability,
agile learning, and career navigation, reflecting a mindset prepared to adapt to change. It manifests
in career engagement which includes proactive behaviours, such as career planning, exploration,
networking, voluntary skill development, and positioning behaviour. Career construction theory
(CCT) and social cognitive career theory (SCCT) suggest that career agility and engagement are
influenced by contextual factors, such as cultural values. This study aimed to determine the
moderating effect of cultural values on the relationship between career agility and career
engagement among South African public servants by empirically examining the relationship
between these factors. Using a quantitative, cross-sectional survey design, data were collected
from n=239 South African public sector employees. The questionnaire was based on the career
agility scale (CAS), career engagement scale (CES), and cultural values scale (CVSCALE).
Analysis revealed a statistically significant relationship between career agility and career
engagement. However, only masculinity and collectivism moderated this relationship. This study
enhances the understanding of how cultural values influence the outcomes of career agility and
career engagement, providing valuable insights for organisations and career counsellors in
managing and developing careers. This study contributes to the growing body of knowledge in
career agility and career engagement.