Nursing plays a key role in maintaining practice standards and in reporting care that is unacceptable although the repercussions to nurses who raise concerns are insupportable. Overall, whistleblowing and how it influences the individual, their family, work colleagues, nursing practice and policy overall, requires further national and international research attention.
Orientation: Employers have come to recognise graduates’ employability capacities and their ability to adapt to new work demands as important human capital resources for sustaining a competitive business advantage.Research purpose: The study sought (1) to ascertain whether a significant relationship exists between a set of graduate employability capacities and a set of career adaptability capacities and (2) to identify the variables that contributed the most to this relationship.Motivation for the study: Global competitive markets and technological advances are increasingly driving the demand for graduate knowledge and skills in a wide variety of jobs. Contemporary career theory further emphasises career adaptability across the lifespan as a critical skill for career management agency. Despite the apparent importance attached to employees’ employability and career adaptability, there seems to be a general lack of research investigating the association between these constructs.Research approach, design and method: 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 the study. The participants (N = 196) were employed in professional positions in the human resource field and were predominantly early career black people and women.Main findings: The results indicated positive multivariate relationships between the variables and showed that lifelong learning capacities and problem solving, decision-making and interactive skills contributed the most to explaining the participants’ career confidence, career curiosity and career control.Practical/managerial implications: The study suggests that developing professional graduates’ employability capacities may strengthen their career adaptability. These capacities were shown to explain graduates’ active engagement in career management strategies deemed important for their sustained employability in the contemporary career environment.Contributions: The results of the study offered empirical evidence in support of theoretical views on the self-regulatory capacities underpinning individuals’ career adaptability and how these are influenced by their employability capacities.
Orientation: The demand for sustained employability and a proactive career agency has led to a renewed interest in the dispositional and psychological attributes of students and employees – like their employability attributes and personality preferences – because these relate to the proactive management of their career development in a changing employment world.Research purpose: The purpose of the study was to determine the relationship between employees’ employability attributes (as the Employability Attributes Scale measures them) and their personality preferences (as the Myers-Briggs Type indicator, Form M, measures them). Motivation for the study: There seems to be a paucity of information about how employees’ personality preferences relate to their employability attributes in South Africa’s multicultural organisational context.Research design, approach and method: The authors conducted a quantitative survey. It involved a non-probability sample of 304 early career adults enrolled for an Honour’s degree in business management in an open distance learning higher education institution. They used correlational statistics and multiple regression analyses to analyse the data.Main findings: The authors observed a number of significant relationships between the participants’ personality preferences and their employability attributes.Practical/managerial implications: Career counsellors and human resource practitioners need to recognise how employees’ personality preferences influence their employability attributes in the management of their career development and employability.Contribution/value add: The findings add to the existing career literature on the career metacompetencies that influence employees’ employability. They also provide valuable information that organisations can use for career development support and counselling practices in the contemporary world of work.
<strong>Orientation:</strong> The effects of challenges (like decreased employment opportunities, increased personal responsibility to keep up with changes, current skill shortages and of retaining talented and skilled staff) have led to an emphasis on career meta-competencies to improve employability attributes.<p><strong>Research purpose:</strong> The objectives of the study were to determine the relationship between self-esteem (as the Culture Free Self-Esteem Inventory measures it) and employability attributes (as the Employability Attributes Scale measures it); to determine whether people’s biographical details significantly predict their self-esteem and employability attributes; and whether men and women differ significantly in their self-esteem and employability attributes.</p><p><strong>Motivation for the study: </strong>There seems to be a paucity of studies that investigate how people’s self-esteem relates to their employability attributes in South Africa’s multi-cultural context.</p><p><strong>Research design, approach and method:</strong> The researcher conducted a quantitative survey on a convenience sample of 304 employed adults enrolled for an honours degree in business management in a higher education institution. She used correlational statistics, multiple regression analyses, categorical regressions and independent <em>t</em>-tests to analyse the data.</p><p><strong>Main findings:</strong> The researcher found a number of significant relationships between the participants’ self-esteem and employability. The results showed that biographical details significantly predicted participants’ employability attributes.</p><p><strong>Practical/managerial implications:</strong> Career counsellors and human resource practitioners need to recognise how people’s self-esteem and their biographical details influence their employability attributes.</p><p><strong>Contribution/value-add:</strong> The findings add to the literature on the skills, abilities and biographical information that influence employability and give valuable information that organisations can use during career development support and career counselling practices in the contemporary world of work.</p><p><strong>How to cite this article:</strong> Potgieter, I. (2012). The relationship between the self-esteem and employability attributes of postgraduate business management students. <em>SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 10</em>(2), Art. #419, 15 pages. http://dx.doi.org/10.4102/sajhrm.v10i2.419</p>
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