The impact of psychosocial employability attributes among registered HR and IOP professionals in South Africa

Abstract

The objective of this study was to measure the impact psychosocial employability attributes of human resources practitioners (HRPs) and industrial and organisational psychologists (IOPs) who are registered with and affiliated to professional bodies in South Africa as a result of continuous professional development (CPD) outcomes. The secondary aim was to determine the impact that biographical variables such as gender, age, ethnicity, qualification level, occupational category and work experience have on their psychosocial employability attributes. A quantitative study, using primary data, was conducted using a convenience sample (N = 226) of professionals registered with professional bodies in SA. Confirmatory factor analysis results indicated that significant good fit models and relationships existed between the participants’ psychosocial employability attributes, namely, (i) self-efficacy; (ii) career resilience; (iii) career self-management; (iv) cultural competence; (v) sociability; (vi) proactivity; (vii) emotional literacy; and (viii) entrepreneurial orientation. Continuous professional development (CPD) measures were similarly addressed, including the respondents’ (i) self-perceived value regarding CPD; (ii) subjective career success; (iii) learning preferences; (iv) learning types; (v) self-perceived employability; (vi) CPD support; and lastly (vii) their subjective career success. The findings of the study contributed new knowledge that may be used to inform the CPD policy of professional bodies in South Africa. The study concluded with recommendations that scholars and practitioners may consider for future research.