Pub Date : 2024-05-09DOI: 10.1177/10690727241252828
Jingyi Wei, Sow Hup Joanne Chan, Hanyu Gao
Drawing on the Psychology of Working Theory, the present study investigates whether and how mobility constraints and educational experiences predict access to future decent work among two samples of Chinese undergraduates. The results reveal that educational experiences are directly related to future decent work access, while also indirectly linked to future decent work access via career adaptability and work volition, respectively. In addition, both objective and subjective mobility constraints are not associated with future decent work access, yet they are indirectly linked to future decent work access through career adaptability and work volition, respectively. Moreover, subjective mobility constraints but not objective mobility constraints are indirectly linked to future decent work access through educational experiences. The results provide empirical evidence for the recent expansion of decent education and of the school-to-work transition expansion of the Psychology of Working Theory.
本研究借鉴 "工作心理学理论"（Psychology of Working Theory），在两个中国大学生样本中调查了流动限制和教育经历是否以及如何预测未来体面工作的获得。结果显示，教育经历与未来体面工作的获得直接相关，同时也分别通过职业适应性和工作意愿与未来体面工作的获得间接相关。此外，客观和主观流动限制与未来体面工作机会无关，但它们分别通过职业适应性和工作意志与未来体面工作机会间接相关。此外，主观流动限制（而非客观流动限制）通过教育经历与未来获得体面工作间接相关。这些结果为近期体面教育的扩展以及工作心理学理论中从学校到工作过渡的扩展提供了经验证据。
{"title":"Influence of Mobility Constraints and Educational Experiences on Future Decent Work Access Among Chinese Emerging Adults","authors":"Jingyi Wei, Sow Hup Joanne Chan, Hanyu Gao","doi":"10.1177/10690727241252828","DOIUrl":"https://doi.org/10.1177/10690727241252828","url":null,"abstract":"Drawing on the Psychology of Working Theory, the present study investigates whether and how mobility constraints and educational experiences predict access to future decent work among two samples of Chinese undergraduates. The results reveal that educational experiences are directly related to future decent work access, while also indirectly linked to future decent work access via career adaptability and work volition, respectively. In addition, both objective and subjective mobility constraints are not associated with future decent work access, yet they are indirectly linked to future decent work access through career adaptability and work volition, respectively. Moreover, subjective mobility constraints but not objective mobility constraints are indirectly linked to future decent work access through educational experiences. The results provide empirical evidence for the recent expansion of decent education and of the school-to-work transition expansion of the Psychology of Working Theory.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140995029","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 : 2024-05-08DOI: 10.1177/10690727241252976
Sari Z. Akmal, Michelle Hood, Amanda L. Duffy, P. Creed
Informed by self-regulation theories, this study examines the role of positive career goal discrepancies, where young adults appraise their progress towards career goal outcomes as better than expected. The research investigates how person-specific factors, like career calling, and situational factors, such as career congruence with parents, relate to self-regulatory responses, specifically career satisfaction and optimism. The cross-sectional study was conducted to test the hypotheses in a sample of 295 young adults ( M Age = 18.58 years, SD = 0.70). The latent variable analyses results showed that career calling and congruence with parents correlate positively with career satisfaction and optimism, and that positive career goal discrepancy appraisals played a significant role in explaining these relationships. Notably, positive achievement/ability and effort discrepancies, but not standard discrepancies, explained how career calling and congruence with parents relate to career satisfaction, but not optimism. These insights contribute to our understanding of working with young adults who already perceive themselves as highly capable and motivated, helping them to optimize their career progress and success.
{"title":"Antecedents and Outcomes of Positive Career Goal Progress Discrepancy Appraisal in Young Adults","authors":"Sari Z. Akmal, Michelle Hood, Amanda L. Duffy, P. Creed","doi":"10.1177/10690727241252976","DOIUrl":"https://doi.org/10.1177/10690727241252976","url":null,"abstract":"Informed by self-regulation theories, this study examines the role of positive career goal discrepancies, where young adults appraise their progress towards career goal outcomes as better than expected. The research investigates how person-specific factors, like career calling, and situational factors, such as career congruence with parents, relate to self-regulatory responses, specifically career satisfaction and optimism. The cross-sectional study was conducted to test the hypotheses in a sample of 295 young adults ( M Age = 18.58 years, SD = 0.70). The latent variable analyses results showed that career calling and congruence with parents correlate positively with career satisfaction and optimism, and that positive career goal discrepancy appraisals played a significant role in explaining these relationships. Notably, positive achievement/ability and effort discrepancies, but not standard discrepancies, explained how career calling and congruence with parents relate to career satisfaction, but not optimism. These insights contribute to our understanding of working with young adults who already perceive themselves as highly capable and motivated, helping them to optimize their career progress and success.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-05-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140999290","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 : 2024-04-18DOI: 10.1177/10690727241247184
Katarina Banov, Nada Krapic, Igor Kardum
The study explored the predictive role of vocational interests in work-family conflict and work-family enrichment in 271 employed heterosexual couples. We administered questionnaires measuring vocational interests, time-based and strain-based work-family conflicts and work-family enrichment. Going beyond prior studies, we (a) utilized a dyadic paradigm to examine actor and partner effects of interest types, (b) considered two characteristics of the interest profile - differentiation and elevation, and (c) simultaneously tested (dis)similarity effects. Actor-partner interdependence modelling and dyadic response surface analysis were employed. The results revealed modest negative actor effects of Investigative, Social, and Enterprising interests on various types of work-family conflict, along with positive actor effects of Social, Enterprising and Conventional interests, profile elevation and differentiation on work-family enrichment. Partner effects supported the interpersonal relevance of people-oriented interest types. The effects obtained were similar for women and men, and evidence generally spoke against the (dis)similarity effects of interests on work-family conflict or enrichment. A higher educational level in women was associated with increased work-family enrichment but also family-work conflict. This study highlights the interdependence of vocational interests in romantic dyads and their contribution to work-family dynamics.
{"title":"Actor, Partner and (Dis)Similarity Effects of Vocational Interests on Work-Family Interface","authors":"Katarina Banov, Nada Krapic, Igor Kardum","doi":"10.1177/10690727241247184","DOIUrl":"https://doi.org/10.1177/10690727241247184","url":null,"abstract":"The study explored the predictive role of vocational interests in work-family conflict and work-family enrichment in 271 employed heterosexual couples. We administered questionnaires measuring vocational interests, time-based and strain-based work-family conflicts and work-family enrichment. Going beyond prior studies, we (a) utilized a dyadic paradigm to examine actor and partner effects of interest types, (b) considered two characteristics of the interest profile - differentiation and elevation, and (c) simultaneously tested (dis)similarity effects. Actor-partner interdependence modelling and dyadic response surface analysis were employed. The results revealed modest negative actor effects of Investigative, Social, and Enterprising interests on various types of work-family conflict, along with positive actor effects of Social, Enterprising and Conventional interests, profile elevation and differentiation on work-family enrichment. Partner effects supported the interpersonal relevance of people-oriented interest types. The effects obtained were similar for women and men, and evidence generally spoke against the (dis)similarity effects of interests on work-family conflict or enrichment. A higher educational level in women was associated with increased work-family enrichment but also family-work conflict. This study highlights the interdependence of vocational interests in romantic dyads and their contribution to work-family dynamics.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140689899","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 : 2024-03-20DOI: 10.1177/10690727241239946
Ruogu J. Wang, R. Lent
There is substantial evidence that involuntary job loss can have major implications for workers’ well-being. Yet research on coping with unemployment has most often focused on the job search process and progress toward re-employment, with less emphasis on the process of coping with the myriad psychological challenges of job loss. This study adapted the social cognitive model of career self-management as a framework for understanding well-being and psychological distress during unemployment. Participants were 602 unemployed workers who completed social cognitive measures representing two coping sub-domains, job searching and psychological coping. Within each sub-domain, measures included coping behaviors, self-efficacy, and support. Measures of proactive personality, financial strain, and two psychological functioning criteria (emotional well-being and distress) were also completed. The findings provided initial psychometric support for a novel measure of psychological coping self-efficacy and suggested the utility of the psychological coping variables as predictors of well-being and distress above and beyond job search coping in the context of unemployment. The study’s implications for practice and future research on coping with unemployment are discussed.
{"title":"The Role of Self-Efficacy in Coping With the Psychological Challenges of Job Loss: Application of the Social Cognitive Career Self-Management Model","authors":"Ruogu J. Wang, R. Lent","doi":"10.1177/10690727241239946","DOIUrl":"https://doi.org/10.1177/10690727241239946","url":null,"abstract":"There is substantial evidence that involuntary job loss can have major implications for workers’ well-being. Yet research on coping with unemployment has most often focused on the job search process and progress toward re-employment, with less emphasis on the process of coping with the myriad psychological challenges of job loss. This study adapted the social cognitive model of career self-management as a framework for understanding well-being and psychological distress during unemployment. Participants were 602 unemployed workers who completed social cognitive measures representing two coping sub-domains, job searching and psychological coping. Within each sub-domain, measures included coping behaviors, self-efficacy, and support. Measures of proactive personality, financial strain, and two psychological functioning criteria (emotional well-being and distress) were also completed. The findings provided initial psychometric support for a novel measure of psychological coping self-efficacy and suggested the utility of the psychological coping variables as predictors of well-being and distress above and beyond job search coping in the context of unemployment. The study’s implications for practice and future research on coping with unemployment are discussed.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-03-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140226990","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 : 2024-03-14DOI: 10.1177/10690727241239943
C. Elom, U. C. Okolie, C. C. Uwaleke, C. Umoke, S. O. Abonyi, A. Nwele
This study examines how and whether the constructs of openness to experience in the work placement learning setting (openness to learning in a new environment, openness to supervisor feedback, and openness to diversity) might influence students’ readiness for school-to-work transition. Also, it builds upon the assumptions of the social cognitive career theory – model of self-career management to examine the mediating effect of self-efficacy in the proposed relationships. Analysis of 543 responses from undergraduate students undertaking work placement learning in 221 Nigerian firms using the structural equation modelling revealed positive effects of the constructs of openness to experience on students’ readiness for school-to-work transition. Also, self-efficacy was a significant mediator in the positive relationships. Our findings make important theoretical and practical contributions by offering highlights into the crucial role of openness to experience in enhancing students’ readiness for school-to-work transition via self-efficacy in the work placement learning setting.
{"title":"The Effect of Openness to Experience on Students’ Readiness for School-To-Work Transition","authors":"C. Elom, U. C. Okolie, C. C. Uwaleke, C. Umoke, S. O. Abonyi, A. Nwele","doi":"10.1177/10690727241239943","DOIUrl":"https://doi.org/10.1177/10690727241239943","url":null,"abstract":"This study examines how and whether the constructs of openness to experience in the work placement learning setting (openness to learning in a new environment, openness to supervisor feedback, and openness to diversity) might influence students’ readiness for school-to-work transition. Also, it builds upon the assumptions of the social cognitive career theory – model of self-career management to examine the mediating effect of self-efficacy in the proposed relationships. Analysis of 543 responses from undergraduate students undertaking work placement learning in 221 Nigerian firms using the structural equation modelling revealed positive effects of the constructs of openness to experience on students’ readiness for school-to-work transition. Also, self-efficacy was a significant mediator in the positive relationships. Our findings make important theoretical and practical contributions by offering highlights into the crucial role of openness to experience in enhancing students’ readiness for school-to-work transition via self-efficacy in the work placement learning setting.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-03-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140242194","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 : 2024-03-05DOI: 10.1177/10690727241234929
Shagini Udayar, C. Toscanelli, Koorosh Massoudi
In the current volatile and insecure professional context, developing and maintaining sustainable careers has become a major concern. This study contributes to the advancement of research on sustainable careers by applying the career sustainability framework in a 7-year longitudinal study on Swiss workers’ career trajectories ( N = 789). We thus aimed to (a) identify various types of career trajectories based on employment status (i.e., full-time employment, substantial part-time employment, marginal part-time employment, unemployment), (b) distinguish sustainable and unsustainable trajectories by investigating their outcomes in terms of health (i.e., self-rated health), happiness (i.e., career and life satisfaction), and productivity (i.e., income and promotion), and (c) predict the probability of falling into a (un)sustainable career trajectory based on psychological resources (i.e., personality traits and career adaptability) and sociodemographic characteristics (i.e., age, gender, and education level). Optimal matching analysis revealed a 4-cluster solution, with the traditional full-time and stable career trajectories being the predominant ones alongside more transitional or discontinuous trajectories. Differences in health, happiness and productivity were found between the four types. Furthermore, our results showed that being a woman, having a lower education level and higher neuroticism and agreeableness scores increased the likelihood of experiencing an unsustainable career.
{"title":"Sustainable Career Trajectories in Switzerland: The Role of Psychological Resources and Sociodemographic Characteristics","authors":"Shagini Udayar, C. Toscanelli, Koorosh Massoudi","doi":"10.1177/10690727241234929","DOIUrl":"https://doi.org/10.1177/10690727241234929","url":null,"abstract":"In the current volatile and insecure professional context, developing and maintaining sustainable careers has become a major concern. This study contributes to the advancement of research on sustainable careers by applying the career sustainability framework in a 7-year longitudinal study on Swiss workers’ career trajectories ( N = 789). We thus aimed to (a) identify various types of career trajectories based on employment status (i.e., full-time employment, substantial part-time employment, marginal part-time employment, unemployment), (b) distinguish sustainable and unsustainable trajectories by investigating their outcomes in terms of health (i.e., self-rated health), happiness (i.e., career and life satisfaction), and productivity (i.e., income and promotion), and (c) predict the probability of falling into a (un)sustainable career trajectory based on psychological resources (i.e., personality traits and career adaptability) and sociodemographic characteristics (i.e., age, gender, and education level). Optimal matching analysis revealed a 4-cluster solution, with the traditional full-time and stable career trajectories being the predominant ones alongside more transitional or discontinuous trajectories. Differences in health, happiness and productivity were found between the four types. Furthermore, our results showed that being a woman, having a lower education level and higher neuroticism and agreeableness scores increased the likelihood of experiencing an unsustainable career.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140264676","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 : 2024-02-19DOI: 10.1177/10690727241235164
Lanxia Zhang, Huichen Wang, Jia-Min Li
The literature lacks clarity about the influence of family sacrifice behavior, which is considered a pro-family activity, on the career aspirations of partners. The study employed interdependence theory and gender role theory to examine a sample of 248 double-working couples in China. The hypotheses were tested using a three-wave survey administered to both parties. The main aim is to investigate the gender differences in how employee family sacrifice behavior affects their partner’s career aspirations. Furthermore, the study investigates the moderating role of gender egalitarianism. Research findings suggest that when husbands engage in sacrificial behavior for their families, it has a notable detrimental effect on their own career aspirations. Individual family sacrifice behavior promotes an increase in the partner’s family-work enrichment, thereby enhancing the partner’s career aspirations. This mediating mechanism is conditional and displays differences in gender. When husbands engage in family sacrifice behavior, the mediating mechanism holds true regardless of their wives’ level of gender egalitarianism. However, when wives engage in family sacrifice behavior, the mediating mechanism only holds true when their husbands have a high level of gender egalitarianism. The research findings have profound theoretical implications and practical insights for improving employees’ career aspirations and advancing gender egalitarianism.
{"title":"Gender Differences in the Mechanism of the Impact of Employee Family Sacrifice Behavior on Partner’s Career Aspirations","authors":"Lanxia Zhang, Huichen Wang, Jia-Min Li","doi":"10.1177/10690727241235164","DOIUrl":"https://doi.org/10.1177/10690727241235164","url":null,"abstract":"The literature lacks clarity about the influence of family sacrifice behavior, which is considered a pro-family activity, on the career aspirations of partners. The study employed interdependence theory and gender role theory to examine a sample of 248 double-working couples in China. The hypotheses were tested using a three-wave survey administered to both parties. The main aim is to investigate the gender differences in how employee family sacrifice behavior affects their partner’s career aspirations. Furthermore, the study investigates the moderating role of gender egalitarianism. Research findings suggest that when husbands engage in sacrificial behavior for their families, it has a notable detrimental effect on their own career aspirations. Individual family sacrifice behavior promotes an increase in the partner’s family-work enrichment, thereby enhancing the partner’s career aspirations. This mediating mechanism is conditional and displays differences in gender. When husbands engage in family sacrifice behavior, the mediating mechanism holds true regardless of their wives’ level of gender egalitarianism. However, when wives engage in family sacrifice behavior, the mediating mechanism only holds true when their husbands have a high level of gender egalitarianism. The research findings have profound theoretical implications and practical insights for improving employees’ career aspirations and advancing gender egalitarianism.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-02-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139958778","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 : 2024-02-16DOI: 10.1177/10690727241234931
Eric D. Deemer, Joseph P. Ogas, Amy C. Barr
An abundance of research on self-determination theory has shown that satisfaction of basic needs for autonomy, competence, and relatedness among adolescents promotes the experience of optimal career-related outcomes such as academic motivation and engagement. However, few studies have explored how satisfaction of these needs promotes identification with particular careers, and less attention has been paid to the role of relatedness satisfaction in these developmental processes compared to autonomy and competence. We addressed these issues in the current study by examining the relationship between relatedness and identification as a research scientist. Five latent classes of scientific research identity development were identified using growth mixture modeling: (a) strong positive growth, (b) moderate positive growth, (c) weak positive growth, (d) no growth, and (e) strong negative growth. Results of logistic regression analyses indicated that need for relatedness was a significant positive predictor of membership in the strong positive growth class relative to the no growth class. Implications for identity development as a research scientist and the social and motivational influences undergirding this process are discussed.
{"title":"Contribution of Social Bonds to the Development of Scientific Research Identity in Adolescent Participants of a Science Enrichment Program","authors":"Eric D. Deemer, Joseph P. Ogas, Amy C. Barr","doi":"10.1177/10690727241234931","DOIUrl":"https://doi.org/10.1177/10690727241234931","url":null,"abstract":"An abundance of research on self-determination theory has shown that satisfaction of basic needs for autonomy, competence, and relatedness among adolescents promotes the experience of optimal career-related outcomes such as academic motivation and engagement. However, few studies have explored how satisfaction of these needs promotes identification with particular careers, and less attention has been paid to the role of relatedness satisfaction in these developmental processes compared to autonomy and competence. We addressed these issues in the current study by examining the relationship between relatedness and identification as a research scientist. Five latent classes of scientific research identity development were identified using growth mixture modeling: (a) strong positive growth, (b) moderate positive growth, (c) weak positive growth, (d) no growth, and (e) strong negative growth. Results of logistic regression analyses indicated that need for relatedness was a significant positive predictor of membership in the strong positive growth class relative to the no growth class. Implications for identity development as a research scientist and the social and motivational influences undergirding this process are discussed.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-02-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140454411","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 : 2024-02-15DOI: 10.1177/10690727241232439
Nimrod Levin, J. Masdonati, Pauline Castella, Elodie Grassi
Individuals differ in the strategies, self-efficacy beliefs, and difficulties that characterize their career decision-making process. Although some strategies are deemed adaptive, the differential links of career decision-making strategies to self-efficacy and difficulties, in general and in various cultural contexts, remain unclear. To address this issue, we investigated the associations of 12 career decision-making strategies with self-efficacy and difficulties among 414 adolescents and young adults in the cultural context of the French-speaking part of Switzerland. In doing so, we also sought to develop a French version of the Career Decision-Making Profiles questionnaire (CDMP-F) for assessing career decision-making strategies. Results confirmed the fit of the hypothesized 12-factor model underlying the CDMP-F and the adaptability assumption for six of 12 strategies: information gathering, locus of control, procrastination, speed of making the final decision, dependence on others, and desire to please others. Moreover, differentiated associations were uncovered: high procrastination and external locus of control were linked to lack of motivation; slow speed of making the final decision was linked to general indecisiveness; and high desire to please others was linked to external conflicts. Supporting the structural and construct validity of the CDMP-F and identifying differential associations, implications for research and practice are discussed.
{"title":"Associations of Career Decision-Making Strategies With Career Decision-Making Self-Efficacy and Difficulties Among French-Speaking Swiss Adolescents and Young Adults","authors":"Nimrod Levin, J. Masdonati, Pauline Castella, Elodie Grassi","doi":"10.1177/10690727241232439","DOIUrl":"https://doi.org/10.1177/10690727241232439","url":null,"abstract":"Individuals differ in the strategies, self-efficacy beliefs, and difficulties that characterize their career decision-making process. Although some strategies are deemed adaptive, the differential links of career decision-making strategies to self-efficacy and difficulties, in general and in various cultural contexts, remain unclear. To address this issue, we investigated the associations of 12 career decision-making strategies with self-efficacy and difficulties among 414 adolescents and young adults in the cultural context of the French-speaking part of Switzerland. In doing so, we also sought to develop a French version of the Career Decision-Making Profiles questionnaire (CDMP-F) for assessing career decision-making strategies. Results confirmed the fit of the hypothesized 12-factor model underlying the CDMP-F and the adaptability assumption for six of 12 strategies: information gathering, locus of control, procrastination, speed of making the final decision, dependence on others, and desire to please others. Moreover, differentiated associations were uncovered: high procrastination and external locus of control were linked to lack of motivation; slow speed of making the final decision was linked to general indecisiveness; and high desire to please others was linked to external conflicts. Supporting the structural and construct validity of the CDMP-F and identifying differential associations, implications for research and practice are discussed.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-02-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139774206","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 : 2024-02-15DOI: 10.1177/10690727241232439
Nimrod Levin, J. Masdonati, Pauline Castella, Elodie Grassi
Individuals differ in the strategies, self-efficacy beliefs, and difficulties that characterize their career decision-making process. Although some strategies are deemed adaptive, the differential links of career decision-making strategies to self-efficacy and difficulties, in general and in various cultural contexts, remain unclear. To address this issue, we investigated the associations of 12 career decision-making strategies with self-efficacy and difficulties among 414 adolescents and young adults in the cultural context of the French-speaking part of Switzerland. In doing so, we also sought to develop a French version of the Career Decision-Making Profiles questionnaire (CDMP-F) for assessing career decision-making strategies. Results confirmed the fit of the hypothesized 12-factor model underlying the CDMP-F and the adaptability assumption for six of 12 strategies: information gathering, locus of control, procrastination, speed of making the final decision, dependence on others, and desire to please others. Moreover, differentiated associations were uncovered: high procrastination and external locus of control were linked to lack of motivation; slow speed of making the final decision was linked to general indecisiveness; and high desire to please others was linked to external conflicts. Supporting the structural and construct validity of the CDMP-F and identifying differential associations, implications for research and practice are discussed.
{"title":"Associations of Career Decision-Making Strategies With Career Decision-Making Self-Efficacy and Difficulties Among French-Speaking Swiss Adolescents and Young Adults","authors":"Nimrod Levin, J. Masdonati, Pauline Castella, Elodie Grassi","doi":"10.1177/10690727241232439","DOIUrl":"https://doi.org/10.1177/10690727241232439","url":null,"abstract":"Individuals differ in the strategies, self-efficacy beliefs, and difficulties that characterize their career decision-making process. Although some strategies are deemed adaptive, the differential links of career decision-making strategies to self-efficacy and difficulties, in general and in various cultural contexts, remain unclear. To address this issue, we investigated the associations of 12 career decision-making strategies with self-efficacy and difficulties among 414 adolescents and young adults in the cultural context of the French-speaking part of Switzerland. In doing so, we also sought to develop a French version of the Career Decision-Making Profiles questionnaire (CDMP-F) for assessing career decision-making strategies. Results confirmed the fit of the hypothesized 12-factor model underlying the CDMP-F and the adaptability assumption for six of 12 strategies: information gathering, locus of control, procrastination, speed of making the final decision, dependence on others, and desire to please others. Moreover, differentiated associations were uncovered: high procrastination and external locus of control were linked to lack of motivation; slow speed of making the final decision was linked to general indecisiveness; and high desire to please others was linked to external conflicts. Supporting the structural and construct validity of the CDMP-F and identifying differential associations, implications for research and practice are discussed.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-02-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139833689","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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