Pub Date : 2023-10-09DOI: 10.1177/10690727231205303
Marie S. Hammond, Sarah Girresch-Ward, Natalie Rochester, Jenna S. Lehmann, Rickey Leachman, Leah N. Kepley, Taylor N. Roberts
Lent’s (2003) Engineering Fields Questionnaire assesses major components of Social Cognitive Career Theory (SCCT) and includes measures of self-efficacy, coping efficacy, outcome expectations, technical interests, and educational goals. These measures have demonstrated good internal consistency in previous research, but validation information is more limited for use with African American STEM students. This paper discusses a validation study of an adapted version of Lent’s Engineering Fields Questionnaire, entitled the STEM Fields Questionnaire, with a sample of African American undergraduate STEM students ( n = 526). Validating the STEM Fields Questionnaire for African Americans is particularly important given the role of cultural values and certain experiences in career development among this population. Seven factors resulted from an exploratory factor analysis conducted in the present study: engineering/technology interests, outcome expectations, self-efficacy, STEM coping, goals, bio-chemical sciences interest/self-efficacy, and mathematics interest/self-efficacy, with four of six original subscales represented. Implications for research and practice were discussed.
{"title":"Validating the Engineering Fields Questionnaire for Use With African American Science, Technology, Engineering, and Mathematics Students","authors":"Marie S. Hammond, Sarah Girresch-Ward, Natalie Rochester, Jenna S. Lehmann, Rickey Leachman, Leah N. Kepley, Taylor N. Roberts","doi":"10.1177/10690727231205303","DOIUrl":"https://doi.org/10.1177/10690727231205303","url":null,"abstract":"Lent’s (2003) Engineering Fields Questionnaire assesses major components of Social Cognitive Career Theory (SCCT) and includes measures of self-efficacy, coping efficacy, outcome expectations, technical interests, and educational goals. These measures have demonstrated good internal consistency in previous research, but validation information is more limited for use with African American STEM students. This paper discusses a validation study of an adapted version of Lent’s Engineering Fields Questionnaire, entitled the STEM Fields Questionnaire, with a sample of African American undergraduate STEM students ( n = 526). Validating the STEM Fields Questionnaire for African Americans is particularly important given the role of cultural values and certain experiences in career development among this population. Seven factors resulted from an exploratory factor analysis conducted in the present study: engineering/technology interests, outcome expectations, self-efficacy, STEM coping, goals, bio-chemical sciences interest/self-efficacy, and mathematics interest/self-efficacy, with four of six original subscales represented. Implications for research and practice were discussed.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"79 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135094778","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-03DOI: 10.1177/10690727231205302
Cherena Robertson, Peyman Abkhezr
Career adaptability (CA) is promoted as a skill to navigate the 21st-century labour market. With an emphasis on narrative career counselling as a more relevant form of practice for supporting the career development of people in such rapidly shifting times, it is important to explore the possibility of facilitating a narrative space through which people can tell and connect with their stories of career adaptability. Various qualitative career assessment instruments promote storytelling facilitation which is a major task of narrative career counselling. The Integrative Structured Interview (ISI) is one such qualitative career assessment instrument that facilitates systemic and context-sensitive career storytelling through the integration of quantitative and qualitative career assessments. This study explores the potential role of the ISI in assisting Australian undergraduate students to tell career stories in which the five dimensions of career adaptability can manifest. A theory-driven deductive thematic analysis based on the five dimensions of career adaptability informed data analysis. Key findings reveal the ISI can assist participants in telling stories of career adaptability. Findings also highlight the ISI’s role in providing participants with a systemic and context-sensitive understanding of their career interests through a systemic deconstruction of their Holland code.
{"title":"Reconstructing Stories of Career Adaptability Through the Integrative Structured Interview for Undergraduate University Students","authors":"Cherena Robertson, Peyman Abkhezr","doi":"10.1177/10690727231205302","DOIUrl":"https://doi.org/10.1177/10690727231205302","url":null,"abstract":"Career adaptability (CA) is promoted as a skill to navigate the 21st-century labour market. With an emphasis on narrative career counselling as a more relevant form of practice for supporting the career development of people in such rapidly shifting times, it is important to explore the possibility of facilitating a narrative space through which people can tell and connect with their stories of career adaptability. Various qualitative career assessment instruments promote storytelling facilitation which is a major task of narrative career counselling. The Integrative Structured Interview (ISI) is one such qualitative career assessment instrument that facilitates systemic and context-sensitive career storytelling through the integration of quantitative and qualitative career assessments. This study explores the potential role of the ISI in assisting Australian undergraduate students to tell career stories in which the five dimensions of career adaptability can manifest. A theory-driven deductive thematic analysis based on the five dimensions of career adaptability informed data analysis. Key findings reveal the ISI can assist participants in telling stories of career adaptability. Findings also highlight the ISI’s role in providing participants with a systemic and context-sensitive understanding of their career interests through a systemic deconstruction of their Holland code.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"98 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135738895","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-14DOI: 10.1177/10690727231201670
Jolien Stremersch, Dave Bouckenooghe, Adam M. Kanar
Primarily using a variable-centered approach, job search research explores the connections between antecedents, processes, and outcomes. A person-centered approach, however, categorizes individuals based on personal and contextual elements. This study used CSM as a theoretical framework to identify job seeker profiles by exploring configurations of job search self-efficacy, conscientiousness, financial need, social pressure, and job search quality and intensity. We examined how these profiles correspond with sociodemographic variables and job search outcomes such as rumination, interviews, and job offers. In a sample of 300 job seekers, four profiles emerged: casual job search contemplator, financially burdened job seeker, financially secure job seeker, and multifaceted job search strategist. The contemplator profile correlated with the fewest interviews, while the financially burdened job seeker had the most. These findings suggest career counselors need to recognize distinctive job seeker patterns requiring tailored counseling approaches, underscoring the potential of the person-centered approach for further job search research.
{"title":"Exploring job seeker profiles through latent profile analysis","authors":"Jolien Stremersch, Dave Bouckenooghe, Adam M. Kanar","doi":"10.1177/10690727231201670","DOIUrl":"https://doi.org/10.1177/10690727231201670","url":null,"abstract":"Primarily using a variable-centered approach, job search research explores the connections between antecedents, processes, and outcomes. A person-centered approach, however, categorizes individuals based on personal and contextual elements. This study used CSM as a theoretical framework to identify job seeker profiles by exploring configurations of job search self-efficacy, conscientiousness, financial need, social pressure, and job search quality and intensity. We examined how these profiles correspond with sociodemographic variables and job search outcomes such as rumination, interviews, and job offers. In a sample of 300 job seekers, four profiles emerged: casual job search contemplator, financially burdened job seeker, financially secure job seeker, and multifaceted job search strategist. The contemplator profile correlated with the fewest interviews, while the financially burdened job seeker had the most. These findings suggest career counselors need to recognize distinctive job seeker patterns requiring tailored counseling approaches, underscoring the potential of the person-centered approach for further job search research.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"143 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134910654","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-14DOI: 10.1177/10690727231201958
Gabriel N. Ezema, Kelsey L. Autin
High levels of poverty and unemployment are pervasive barriers to Nigerian emerging adults entering the job market. The current study employed the Psychology of Working Theory to explore career engagement, academic satisfaction, and life satisfaction predictors in a nation experiencing the intersections of high poverty and high unemployment rate. We tested a model predicting these outcomes from economic constraints and marginalization mediated by work volition, career adaptability, and perceptions of future decent work. We administered online surveys to 310 undergraduates in Nigeria. Career adaptability and work volition predicted the perception of future access to decent work. Also, those who reported higher chances of securing decent work after graduation reported greater academic and life satisfaction and career engagement. While economic constraints predicted career adaptability in this model, marginalization did not predict career adaptability. In contrast with previous studies, economic constraints, and marginalization were not predictive of work volition or future decent work perception. We also found a positive relationship between economic challenges and career adaptability against the propositions of the Psychology of Working Theory (PWT). The implications of our findings were discussed.
{"title":"Examining predictors and outcomes of future decent work perception among Nigerian emerging adults","authors":"Gabriel N. Ezema, Kelsey L. Autin","doi":"10.1177/10690727231201958","DOIUrl":"https://doi.org/10.1177/10690727231201958","url":null,"abstract":"High levels of poverty and unemployment are pervasive barriers to Nigerian emerging adults entering the job market. The current study employed the Psychology of Working Theory to explore career engagement, academic satisfaction, and life satisfaction predictors in a nation experiencing the intersections of high poverty and high unemployment rate. We tested a model predicting these outcomes from economic constraints and marginalization mediated by work volition, career adaptability, and perceptions of future decent work. We administered online surveys to 310 undergraduates in Nigeria. Career adaptability and work volition predicted the perception of future access to decent work. Also, those who reported higher chances of securing decent work after graduation reported greater academic and life satisfaction and career engagement. While economic constraints predicted career adaptability in this model, marginalization did not predict career adaptability. In contrast with previous studies, economic constraints, and marginalization were not predictive of work volition or future decent work perception. We also found a positive relationship between economic challenges and career adaptability against the propositions of the Psychology of Working Theory (PWT). The implications of our findings were discussed.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"60 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134911522","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-11DOI: 10.1177/10690727231200259
Anna Dalla Rosa, Sophie Gerdel, Michelangelo Vianello
Career calling is a pervasive, purposeful, transcendent, and passion-driven approach to a job that is perceived as central to individuals’ identity, that contributes to the greater good, and for which individuals are willing to make sacrifices. Research on the dynamics of career calling has grown exponentially, but clarity on whether and how a career calling changes during key life transitions is still lacking. In this article, we report the results of a two-wave study in which changes in perceiving a calling, living out a calling, and calling motivation were compared across groups of college students ( n = 781), college-to-work transitioners ( n = 143), and workers ( n = 270). The results show that perceiving a calling is stable for students, decreases during college-to-work transitions, and slightly increases for workers; living out a calling is stable for students, decreases during college-to-work transitions, and slightly decreases for workers; motivation to pursue a calling is stable in all groups and higher for students entering the job market. Workers have lower levels of perceiving and living out a calling than students.
{"title":"What Happened to Your Calling? The Development of Calling Across College-To-Work Transition","authors":"Anna Dalla Rosa, Sophie Gerdel, Michelangelo Vianello","doi":"10.1177/10690727231200259","DOIUrl":"https://doi.org/10.1177/10690727231200259","url":null,"abstract":"Career calling is a pervasive, purposeful, transcendent, and passion-driven approach to a job that is perceived as central to individuals’ identity, that contributes to the greater good, and for which individuals are willing to make sacrifices. Research on the dynamics of career calling has grown exponentially, but clarity on whether and how a career calling changes during key life transitions is still lacking. In this article, we report the results of a two-wave study in which changes in perceiving a calling, living out a calling, and calling motivation were compared across groups of college students ( n = 781), college-to-work transitioners ( n = 143), and workers ( n = 270). The results show that perceiving a calling is stable for students, decreases during college-to-work transitions, and slightly increases for workers; living out a calling is stable for students, decreases during college-to-work transitions, and slightly decreases for workers; motivation to pursue a calling is stable in all groups and higher for students entering the job market. Workers have lower levels of perceiving and living out a calling than students.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135980190","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-07DOI: 10.1177/10690727231200255
Yiming Wang, Doudou Liu, C. Li
To facilitate future research on career adaptability, this study aims to validate the super-short form of the Career Adapt-Abilities Scale (CAAS-SSF) through two studies across three samples. In Study 1, the full scale is shortened to a 4-item scale based on a Chinese sample (Sample 1, N = 616), considering both reliability and validity. Study 2 aims to validate the 4-item CAAS-SSF across two additional samples: Sample 2 in China ( N = 332) and Sample 3 in the United Kingdom ( N = 317). Results show that the CAAS-SSF demonstrates satisfactory reliability and good fit with the unidimensional model of career adaptability. Furthermore, the super-short scale exhibits acceptable measurement invariance across gender and culture groups. Moreover, criterion-related validity of the CAAS-SSF is supported by its positive correlations with criterions (i.e., job performance, career satisfaction, and occupational self-efficacy) that parallel results of the CAAS and CAAS-Short Form. Overall, the findings support the CAAS-SSF as a reliable and valid representation of the 24-item CAAS. Limitations and directions for future research are also discussed.
{"title":"The Super-Short Form of Career Adapt-Abilities Scale: Cross-Cultural Validation in China and the United Kingdom","authors":"Yiming Wang, Doudou Liu, C. Li","doi":"10.1177/10690727231200255","DOIUrl":"https://doi.org/10.1177/10690727231200255","url":null,"abstract":"To facilitate future research on career adaptability, this study aims to validate the super-short form of the Career Adapt-Abilities Scale (CAAS-SSF) through two studies across three samples. In Study 1, the full scale is shortened to a 4-item scale based on a Chinese sample (Sample 1, N = 616), considering both reliability and validity. Study 2 aims to validate the 4-item CAAS-SSF across two additional samples: Sample 2 in China ( N = 332) and Sample 3 in the United Kingdom ( N = 317). Results show that the CAAS-SSF demonstrates satisfactory reliability and good fit with the unidimensional model of career adaptability. Furthermore, the super-short scale exhibits acceptable measurement invariance across gender and culture groups. Moreover, criterion-related validity of the CAAS-SSF is supported by its positive correlations with criterions (i.e., job performance, career satisfaction, and occupational self-efficacy) that parallel results of the CAAS and CAAS-Short Form. Overall, the findings support the CAAS-SSF as a reliable and valid representation of the 24-item CAAS. Limitations and directions for future research are also discussed.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"4 2","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-09-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41298568","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-07DOI: 10.1177/10690727231200256
Yan Xu, Doudou Liu, C. Li
To provide a comprehensive understanding of the competitive psychological climate, this research developed and validated the Competitive Psychological Climate Scale (CPCS) in China through three studies. In Study 1 ( N = 293), a large pool of items were developed and exploratory factor analysis was conducted, resulting in three 4-item scales representing competition of performance, competition of Guanxi with superior, and competition inspired by coworkers. In Study 2 ( N = 291), confirmatory factor analysis demonstrated that a three-factor model offered the strongest fit to the data. Configural, metric, and scalar invariance were achieved. Moreover, concurrent validity, convergent, discriminant validity was preliminarily evidenced. In Study 3 ( N = 411), results from the two-wave data evidenced predictive validity by demonstrating that the three dimensions of the CPCS had unique and significant impacts in predicting silence and career satisfaction through emotional exhaustion. The development of CPCS provides a useful tool for researchers and practitioners to understand the mixed effects of competitive psychological climate.
{"title":"Competitive Psychological Climate in China: Scale Development and Validation","authors":"Yan Xu, Doudou Liu, C. Li","doi":"10.1177/10690727231200256","DOIUrl":"https://doi.org/10.1177/10690727231200256","url":null,"abstract":"To provide a comprehensive understanding of the competitive psychological climate, this research developed and validated the Competitive Psychological Climate Scale (CPCS) in China through three studies. In Study 1 ( N = 293), a large pool of items were developed and exploratory factor analysis was conducted, resulting in three 4-item scales representing competition of performance, competition of Guanxi with superior, and competition inspired by coworkers. In Study 2 ( N = 291), confirmatory factor analysis demonstrated that a three-factor model offered the strongest fit to the data. Configural, metric, and scalar invariance were achieved. Moreover, concurrent validity, convergent, discriminant validity was preliminarily evidenced. In Study 3 ( N = 411), results from the two-wave data evidenced predictive validity by demonstrating that the three dimensions of the CPCS had unique and significant impacts in predicting silence and career satisfaction through emotional exhaustion. The development of CPCS provides a useful tool for researchers and practitioners to understand the mixed effects of competitive psychological climate.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":" ","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-09-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46021428","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-18DOI: 10.1177/10690727231196143
David L. Blustein, B. Allan, Amy J. Mazur, Ofer Sharone, Kelsey L. Autin, R. G. Cinamon, J. Ferreira, S. Kozan, Camille M. Smith, Brian J. Stevenson, Mindi N. Thompson
The purpose of this study was to describe the development of a new intervention for jobseekers and to assess its efficacy using a naturalistic, pre-post intervention design. In contrast to existing work-based interventions, the Work Intervention Network (WIN) intervention targets multiple intersecting domains through four modules and via six group sessions: deepening and sustaining relationships; fostering social awareness and reducing self-blame; building emotional resilience and self-care; and planning, exploring, and engaging in the job search. To evaluate the intervention, we first recruited a sample of 33 jobseekers to provide feedback on the program. Integrating their feedback into the design of the program, we then recruited a sample of 108 jobseekers who filled out surveys before and after the six-session intervention, which assessed work and mental health functioning across the four domains. Results revealed that participants were highly satisfied with the intervention and reported large increases in social support, belonging, psychological well-being, job search engagement, and work hope as well as decreases in isolation and self-blame. This study provides strong support for the WIN intervention and has implications for how to support jobseekers in an increasingly precarious labor environment.
{"title":"An Evaluation of an Integrative Intervention for Work and Mental Health: The WIN Program","authors":"David L. Blustein, B. Allan, Amy J. Mazur, Ofer Sharone, Kelsey L. Autin, R. G. Cinamon, J. Ferreira, S. Kozan, Camille M. Smith, Brian J. Stevenson, Mindi N. Thompson","doi":"10.1177/10690727231196143","DOIUrl":"https://doi.org/10.1177/10690727231196143","url":null,"abstract":"The purpose of this study was to describe the development of a new intervention for jobseekers and to assess its efficacy using a naturalistic, pre-post intervention design. In contrast to existing work-based interventions, the Work Intervention Network (WIN) intervention targets multiple intersecting domains through four modules and via six group sessions: deepening and sustaining relationships; fostering social awareness and reducing self-blame; building emotional resilience and self-care; and planning, exploring, and engaging in the job search. To evaluate the intervention, we first recruited a sample of 33 jobseekers to provide feedback on the program. Integrating their feedback into the design of the program, we then recruited a sample of 108 jobseekers who filled out surveys before and after the six-session intervention, which assessed work and mental health functioning across the four domains. Results revealed that participants were highly satisfied with the intervention and reported large increases in social support, belonging, psychological well-being, job search engagement, and work hope as well as decreases in isolation and self-blame. This study provides strong support for the WIN intervention and has implications for how to support jobseekers in an increasingly precarious labor environment.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":" ","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-08-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47758318","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-09DOI: 10.1177/10690727231194786
N. Fouad, Stephanie G. Burrows, Christian Avery, Gabriel N. Ezema
The collective changes resulting from the COVID-19 pandemic impacting both individual workers and their environment suggest that changes occurred in workers’ person-environment fit. Drawing from the Theory of Work Adjustment and job crafting theory to examine how the pandemic may have shifted workers’ needs and the environmental reinforcers that lead to satisfaction, the purpose of this study was to explore how members of the U.S. workforce have adapted to the personal and environmental changes resulting from the COVID-19 pandemic. A total of 439 participants were recruited through Prolific to participate in the study. Regression analyses were conducted to predict workers’ changes in values, occupational reinforcers, P-E fit, and adjustment styles. Results indicated (a) that participants who changed jobs during the pandemic reported greater job satisfaction with their new position, (b) that some work values changed for participants, and (c) that workers engaged in job crafting and distinct types of adjustment to increase satisfaction during the pandemic. Implications for future research and applications for career development professionals are discussed.
{"title":"Changes in U.S. Workers’ Values and Satisfaction After COVID-19","authors":"N. Fouad, Stephanie G. Burrows, Christian Avery, Gabriel N. Ezema","doi":"10.1177/10690727231194786","DOIUrl":"https://doi.org/10.1177/10690727231194786","url":null,"abstract":"The collective changes resulting from the COVID-19 pandemic impacting both individual workers and their environment suggest that changes occurred in workers’ person-environment fit. Drawing from the Theory of Work Adjustment and job crafting theory to examine how the pandemic may have shifted workers’ needs and the environmental reinforcers that lead to satisfaction, the purpose of this study was to explore how members of the U.S. workforce have adapted to the personal and environmental changes resulting from the COVID-19 pandemic. A total of 439 participants were recruited through Prolific to participate in the study. Regression analyses were conducted to predict workers’ changes in values, occupational reinforcers, P-E fit, and adjustment styles. Results indicated (a) that participants who changed jobs during the pandemic reported greater job satisfaction with their new position, (b) that some work values changed for participants, and (c) that workers engaged in job crafting and distinct types of adjustment to increase satisfaction during the pandemic. Implications for future research and applications for career development professionals are discussed.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":" ","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46885015","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-05DOI: 10.1177/10690727231194051
Hui Xu
The dual-process theory of career decision making (DTC) proposes four processual mechanisms that explain the career decision-making process and outcomes. Although research has examined the validity of the four processual mechanisms using a cross-sectional dataset in China, the roles of the four mechanisms in career decision making cannot be fully established without longitudinal and cross-cultural analyses. Using a sample of U.S. college students ( n = 206), the current study examined the validity of the four processual mechanisms in explaining the joint operation of five major decision-making difficulties with subsequent career decidedness as the criterion. The results supported not only the standalone mechanisms of managing state and persistent decision uncertainty but also the joint mechanisms from managing state (persistent) uncertainty to managing persistent (state) uncertainty. Therefore, the current study adds evidence to the DTC, particularly regarding the scientific and practical necessity of differentiating between state and persistent decision uncertainty and between reducing uncertainty and reducing the threat of uncertainty. Additionally, the current study offers interesting implications for the interplay of major decision difficulties across different sociocultural contexts of China and the U.S.
{"title":"A Longitudinal Examination of Four Processual Mechanisms in Career Decision Making","authors":"Hui Xu","doi":"10.1177/10690727231194051","DOIUrl":"https://doi.org/10.1177/10690727231194051","url":null,"abstract":"The dual-process theory of career decision making (DTC) proposes four processual mechanisms that explain the career decision-making process and outcomes. Although research has examined the validity of the four processual mechanisms using a cross-sectional dataset in China, the roles of the four mechanisms in career decision making cannot be fully established without longitudinal and cross-cultural analyses. Using a sample of U.S. college students ( n = 206), the current study examined the validity of the four processual mechanisms in explaining the joint operation of five major decision-making difficulties with subsequent career decidedness as the criterion. The results supported not only the standalone mechanisms of managing state and persistent decision uncertainty but also the joint mechanisms from managing state (persistent) uncertainty to managing persistent (state) uncertainty. Therefore, the current study adds evidence to the DTC, particularly regarding the scientific and practical necessity of differentiating between state and persistent decision uncertainty and between reducing uncertainty and reducing the threat of uncertainty. Additionally, the current study offers interesting implications for the interplay of major decision difficulties across different sociocultural contexts of China and the U.S.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":" ","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-08-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47415658","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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