The Relationship Between Personality Traits and Career Engagement: The Mediating Role of Career Adaptability Among Employees of Kharazmi University

Abstract

Introduction and Aim: In contemporary work environments characterized by rapid changes and uncertainty, career engagement has emerged as an essential indicator of proactive career management, while personality traits and career adaptability may significantly influence its development. The present study aimed to investigate the relationship between personality traits and career engagement, with career adaptability serving as a mediating variable among employees of Kharazmi University.

Methodology: This applied study employed a descriptive–correlational design. The statistical population consisted of all administrative employees of Kharazmi University (Karaj campus) during the 2021–2022 academic year. Based on the Morgan table, 189 participants were selected through convenience sampling, and 185 completed questionnaires were included in the final analysis. Data collection instruments included the NEO Five-Factor Inventory (NEO-FFI), the Career Adapt-Abilities Scale (CAAS) developed by Savickas and Porfeli, and the Career Engagement Scale (CES) developed by Hirschi et al. Data were analyzed using SPSS version 26 and LISREL version 8.5 through structural equation modeling (SEM).

Findings: The findings indicated that neuroticism was negatively and significantly associated with career adaptability and career engagement, whereas extraversion, openness to experience, agreeableness, and conscientiousness were positively and significantly related to these variables. Furthermore, the dimensions of career adaptability, including concern (β=0.34), control (β=0.19), curiosity (β=0.13), and confidence (β=0.19), had significant positive effects on career engagement. Structural equation modeling demonstrated that career adaptability significantly mediated the relationship between personality traits and career engagement. Model fit indices, including GFI=0.98, AGFI=0.94, and RMSEA=0.04, confirmed a satisfactory model fit.

Conclusion: The results suggest that personality traits can enhance employees’ career engagement through strengthening career adaptability resources. Accordingly, organizations and universities are encouraged to implement professional development programs aimed at improving career adaptability in order to increase employees’ engagement and proactive involvement in their career paths.