Abstract
Abstract : Work engagement refers to the state of positive functioning of employees in their work roles. Work engagement continues to be an organisational aspiration and concern as it results in positive organisational outcomes. The aim of the current study was to investigate the relationship between contemporary career attitudes, work engagement and demographic factors, where contemporary career attitudes comprised of protean career attitudes and boundaryless career attitudes. A quantitative, cross-sectional survey design was administered to a sample of South African employees in the Gauteng province (n=211). The following scales were employed: a biographical questionnaire; Utrecht Work Engagement Scale (9 item version) (UWES); the protean career attitude was measured through the two subscales: Self-directed career management (SDCM) and values driven (VD); the boundaryless career attitude was measured through the boundaryless mindset (BM) and mobility preference (MP). Correlational analysis was used to assess the relationship between contemporary career attitudes, work engagement and demographic factors. Independent-samples t-test were used to assess the significance of demographic factors on employees’ degree of contemporary career attitudes and levels of work engagement. In addition, standard regression was used to assess whether contemporary career attitudes and demographic factors significantly account for the variance in work engagement. The results indicated a positive relationship between protean career attitudes and work engagement while a negative correlation was found for boundaryless career attitudes and work engagement. In addition, no significant differences were found for gender on contemporary career attitudes and work engagement; significant differences were found for age with boundaryless career attitudes; significant differences were indicated for tenure and boundaryless career attitudes. General conclusions, limitations and recommendations for future research and practice are presented.
M.Com. (Industrial Psychology)