Abstract
The study assessed the construct validity of the Career Agility Scale (CAS) in a sample of financial, legal, and human resources services employees. The participants were 290 employees (female = 46%, black = 63%; mean age = 38.58 years, SD = 9.34 years) from South Africa (70%), Zimbabwe (15 %), and elsewhere (United Kingdom, Germany, Netherlands, India, Malaysia) (15%). Confirmatory factor analysis yielded evidence on the convergent and discriminant validity of the three-factor structure of the CAS: technological adaptivity, agile learning, and career navigation. These findings suggest career agility is a high prospect construct for assessing proactive adult career adaptivity attributes in the digital age.
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