Pub Date : 2024-02-15DOI: 10.1177/10690727241232437
Tirza Willner, Yuliya Lipshits-Braziler, I. Gati, Bar Shachrur
Finding meaning and purpose in work has become increasingly important in today’s volatile world. Work orientations reflect the purpose individuals see in their work. The Work Orientation Questionnaire (WOQ), based on the expanded five-dimensional model of work orientation (Willner et al., 2020), was used to elicit individuals’ purpose of work - calling, job, career, social embeddedness, and busyness. In Study 1 ( N = 315 employees), the five work orientations were moderately associated with Schein’s (1990) career anchors supporting the WOQ’s convergent and discriminant validity. Study 2 using 5-year longitudinal data from 206 college graduates, revealed that the motives for selecting a college major had small to negligible associations with the five work orientations. Study 3 ( N = 414 employees), applying Holland’s (1997) classification of the six RIASEC environments, found that a calling orientation was most prominent among those working in a Social environment, whereas a job orientation was most prominent among individuals in a Conventional environment. Moreover, work orientations accounted for work satisfaction and career choice satisfaction beyond career anchors, motives for choosing a college major, and work environments. Theoretical and practical implications of cultivating purpose at work are discussed.
{"title":"Testing the Validity of the Expanded Five-Dimensional Model of Work Orientations","authors":"Tirza Willner, Yuliya Lipshits-Braziler, I. Gati, Bar Shachrur","doi":"10.1177/10690727241232437","DOIUrl":"https://doi.org/10.1177/10690727241232437","url":null,"abstract":"Finding meaning and purpose in work has become increasingly important in today’s volatile world. Work orientations reflect the purpose individuals see in their work. The Work Orientation Questionnaire (WOQ), based on the expanded five-dimensional model of work orientation (Willner et al., 2020), was used to elicit individuals’ purpose of work - calling, job, career, social embeddedness, and busyness. In Study 1 ( N = 315 employees), the five work orientations were moderately associated with Schein’s (1990) career anchors supporting the WOQ’s convergent and discriminant validity. Study 2 using 5-year longitudinal data from 206 college graduates, revealed that the motives for selecting a college major had small to negligible associations with the five work orientations. Study 3 ( N = 414 employees), applying Holland’s (1997) classification of the six RIASEC environments, found that a calling orientation was most prominent among those working in a Social environment, whereas a job orientation was most prominent among individuals in a Conventional environment. Moreover, work orientations accounted for work satisfaction and career choice satisfaction beyond career anchors, motives for choosing a college major, and work environments. Theoretical and practical implications of cultivating purpose at work 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":"139774117","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: 10.1177/10690727241232437
Tirza Willner, Yuliya Lipshits-Braziler, I. Gati, Bar Shachrur
Finding meaning and purpose in work has become increasingly important in today’s volatile world. Work orientations reflect the purpose individuals see in their work. The Work Orientation Questionnaire (WOQ), based on the expanded five-dimensional model of work orientation (Willner et al., 2020), was used to elicit individuals’ purpose of work - calling, job, career, social embeddedness, and busyness. In Study 1 ( N = 315 employees), the five work orientations were moderately associated with Schein’s (1990) career anchors supporting the WOQ’s convergent and discriminant validity. Study 2 using 5-year longitudinal data from 206 college graduates, revealed that the motives for selecting a college major had small to negligible associations with the five work orientations. Study 3 ( N = 414 employees), applying Holland’s (1997) classification of the six RIASEC environments, found that a calling orientation was most prominent among those working in a Social environment, whereas a job orientation was most prominent among individuals in a Conventional environment. Moreover, work orientations accounted for work satisfaction and career choice satisfaction beyond career anchors, motives for choosing a college major, and work environments. Theoretical and practical implications of cultivating purpose at work are discussed.
{"title":"Testing the Validity of the Expanded Five-Dimensional Model of Work Orientations","authors":"Tirza Willner, Yuliya Lipshits-Braziler, I. Gati, Bar Shachrur","doi":"10.1177/10690727241232437","DOIUrl":"https://doi.org/10.1177/10690727241232437","url":null,"abstract":"Finding meaning and purpose in work has become increasingly important in today’s volatile world. Work orientations reflect the purpose individuals see in their work. The Work Orientation Questionnaire (WOQ), based on the expanded five-dimensional model of work orientation (Willner et al., 2020), was used to elicit individuals’ purpose of work - calling, job, career, social embeddedness, and busyness. In Study 1 ( N = 315 employees), the five work orientations were moderately associated with Schein’s (1990) career anchors supporting the WOQ’s convergent and discriminant validity. Study 2 using 5-year longitudinal data from 206 college graduates, revealed that the motives for selecting a college major had small to negligible associations with the five work orientations. Study 3 ( N = 414 employees), applying Holland’s (1997) classification of the six RIASEC environments, found that a calling orientation was most prominent among those working in a Social environment, whereas a job orientation was most prominent among individuals in a Conventional environment. Moreover, work orientations accounted for work satisfaction and career choice satisfaction beyond career anchors, motives for choosing a college major, and work environments. Theoretical and practical implications of cultivating purpose at work 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":"139833659","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 : 2024-02-08DOI: 10.1177/10690727241232438
Francis Milot-Lapointe, Yann Le Corff
This study tested whether trajectories of career decision difficulties identified in Milot-Lapointe and Le Corff (2023) predict outcomes of a manualized individual career counseling intervention 12 months after the intervention. Participants were 248 individuals who received an average of 7.79 sessions at a career counseling clinic and were reassessed 12 months after the intervention. Results showed that clients who experienced an optimal (Classes 1 and 2; 66% of clients) or a positive change but suboptimal (Class 3; 21% of clients) change during career counseling had negligible career decision difficulties 12 months after the intervention and were satisfied with their career decision, career situation and with counseling. Clients in Class 4, who did not experience any change during counseling (13% of clients), had significantly higher decision difficulties, were less satisfied with their career decision, career situation, counseling, and had lower life satisfaction at the 12-month follow-up compared to clients in the other classes. Results demonstrate the long-term utility of individual career counseling in producing, on average, sustainable positive outcomes for a large proportion of clients (87%). They also offer insights into the longitudinal consequences associated to variability in career counseling as clients who did not experience any change during counseling achieved poorer outcomes on the long run.
{"title":"Predicting Outcomes of a Manualized Individual Career Counseling Intervention Over a One-Year Follow-Up From Trajectories of Change in Career Decision Difficulties","authors":"Francis Milot-Lapointe, Yann Le Corff","doi":"10.1177/10690727241232438","DOIUrl":"https://doi.org/10.1177/10690727241232438","url":null,"abstract":"This study tested whether trajectories of career decision difficulties identified in Milot-Lapointe and Le Corff (2023) predict outcomes of a manualized individual career counseling intervention 12 months after the intervention. Participants were 248 individuals who received an average of 7.79 sessions at a career counseling clinic and were reassessed 12 months after the intervention. Results showed that clients who experienced an optimal (Classes 1 and 2; 66% of clients) or a positive change but suboptimal (Class 3; 21% of clients) change during career counseling had negligible career decision difficulties 12 months after the intervention and were satisfied with their career decision, career situation and with counseling. Clients in Class 4, who did not experience any change during counseling (13% of clients), had significantly higher decision difficulties, were less satisfied with their career decision, career situation, counseling, and had lower life satisfaction at the 12-month follow-up compared to clients in the other classes. Results demonstrate the long-term utility of individual career counseling in producing, on average, sustainable positive outcomes for a large proportion of clients (87%). They also offer insights into the longitudinal consequences associated to variability in career counseling as clients who did not experience any change during counseling achieved poorer outcomes on the long run.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-02-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139852871","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 : 2024-02-08DOI: 10.1177/10690727241232438
Francis Milot-Lapointe, Yann Le Corff
This study tested whether trajectories of career decision difficulties identified in Milot-Lapointe and Le Corff (2023) predict outcomes of a manualized individual career counseling intervention 12 months after the intervention. Participants were 248 individuals who received an average of 7.79 sessions at a career counseling clinic and were reassessed 12 months after the intervention. Results showed that clients who experienced an optimal (Classes 1 and 2; 66% of clients) or a positive change but suboptimal (Class 3; 21% of clients) change during career counseling had negligible career decision difficulties 12 months after the intervention and were satisfied with their career decision, career situation and with counseling. Clients in Class 4, who did not experience any change during counseling (13% of clients), had significantly higher decision difficulties, were less satisfied with their career decision, career situation, counseling, and had lower life satisfaction at the 12-month follow-up compared to clients in the other classes. Results demonstrate the long-term utility of individual career counseling in producing, on average, sustainable positive outcomes for a large proportion of clients (87%). They also offer insights into the longitudinal consequences associated to variability in career counseling as clients who did not experience any change during counseling achieved poorer outcomes on the long run.
{"title":"Predicting Outcomes of a Manualized Individual Career Counseling Intervention Over a One-Year Follow-Up From Trajectories of Change in Career Decision Difficulties","authors":"Francis Milot-Lapointe, Yann Le Corff","doi":"10.1177/10690727241232438","DOIUrl":"https://doi.org/10.1177/10690727241232438","url":null,"abstract":"This study tested whether trajectories of career decision difficulties identified in Milot-Lapointe and Le Corff (2023) predict outcomes of a manualized individual career counseling intervention 12 months after the intervention. Participants were 248 individuals who received an average of 7.79 sessions at a career counseling clinic and were reassessed 12 months after the intervention. Results showed that clients who experienced an optimal (Classes 1 and 2; 66% of clients) or a positive change but suboptimal (Class 3; 21% of clients) change during career counseling had negligible career decision difficulties 12 months after the intervention and were satisfied with their career decision, career situation and with counseling. Clients in Class 4, who did not experience any change during counseling (13% of clients), had significantly higher decision difficulties, were less satisfied with their career decision, career situation, counseling, and had lower life satisfaction at the 12-month follow-up compared to clients in the other classes. Results demonstrate the long-term utility of individual career counseling in producing, on average, sustainable positive outcomes for a large proportion of clients (87%). They also offer insights into the longitudinal consequences associated to variability in career counseling as clients who did not experience any change during counseling achieved poorer outcomes on the long run.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2024-02-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139793153","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 : 2023-12-18DOI: 10.1177/10690727231218879
Yasir Mansoor Kundi, Sandrine Hollet-Haudebert, Jonathan Peterson
Changes in the global economic environment in which careers unfold have made the development and use of various career-related resources essential for one’s career success. Drawing on the conservation of resources (COR) theory, this study unpacks the relationship between motivational career resources and subjective career success, by detailing a mediating role of job crafting and a moderating role of age. Hypotheses are tested using data gathered in two waves separated by a six-month interval. Results indicated that (a) motivational career resources were positively related to job crafting; (b) job crafting was positively related to subjective career success; (c) job crafting mediated the linkage between motivational career resources and subjective career success; and (d) age moderated the relationship between motivational career resources and job crafting. This study provides novel insights into the intervening mechanism (i.e., job crafting) that elucidates how motivational career resources relate to job crafting. Furthermore, the findings enrich the existing literature by introducing a substantive moderator (i.e., age) in the relationship between motivational career resources and job crafting.
{"title":"Motivational Career Resources and Subjective Career Success: A Test of Mediation and Moderation","authors":"Yasir Mansoor Kundi, Sandrine Hollet-Haudebert, Jonathan Peterson","doi":"10.1177/10690727231218879","DOIUrl":"https://doi.org/10.1177/10690727231218879","url":null,"abstract":"Changes in the global economic environment in which careers unfold have made the development and use of various career-related resources essential for one’s career success. Drawing on the conservation of resources (COR) theory, this study unpacks the relationship between motivational career resources and subjective career success, by detailing a mediating role of job crafting and a moderating role of age. Hypotheses are tested using data gathered in two waves separated by a six-month interval. Results indicated that (a) motivational career resources were positively related to job crafting; (b) job crafting was positively related to subjective career success; (c) job crafting mediated the linkage between motivational career resources and subjective career success; and (d) age moderated the relationship between motivational career resources and job crafting. This study provides novel insights into the intervening mechanism (i.e., job crafting) that elucidates how motivational career resources relate to job crafting. Furthermore, the findings enrich the existing literature by introducing a substantive moderator (i.e., age) in the relationship between motivational career resources and job crafting.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2023-12-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139174379","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 : 2023-11-21DOI: 10.1177/10690727231213810
Xiao-jing Zhang, M. Savickas, Yi-dan Ma, Chang-jun Li, Wei-feng Xue, Rui Wang
China’s college entrance examination reforms necessitate a new view of adolescent career development along with suitable assessment instruments for career intervention with secondary school students. We conducted two studies to address this need. The first study examined the evidence for the validity and reliability of the Student Career Construction Inventory (SCCI). The results of the Confirmatory Factor Analysis (CFA) supported the four-factor structure of the SCCI. The findings suggest that the SCCI is an effective measure of career-construction behaviors among Chinese secondary school students. The second study evaluated the applicability of the career construction model of adaptation (CCMA). The model was empirically tested using the validated SCCI. The results of the serial mediation analysis confirmed that adaptive readiness indirectly influences adaptability resources, adapting responses, and adaptation results in the CCMA model.
{"title":"From Adaptive Readiness to Adaptation Results Testing the Career Construction Model of Adaptation in Chinese Adolescents","authors":"Xiao-jing Zhang, M. Savickas, Yi-dan Ma, Chang-jun Li, Wei-feng Xue, Rui Wang","doi":"10.1177/10690727231213810","DOIUrl":"https://doi.org/10.1177/10690727231213810","url":null,"abstract":"China’s college entrance examination reforms necessitate a new view of adolescent career development along with suitable assessment instruments for career intervention with secondary school students. We conducted two studies to address this need. The first study examined the evidence for the validity and reliability of the Student Career Construction Inventory (SCCI). The results of the Confirmatory Factor Analysis (CFA) supported the four-factor structure of the SCCI. The findings suggest that the SCCI is an effective measure of career-construction behaviors among Chinese secondary school students. The second study evaluated the applicability of the career construction model of adaptation (CCMA). The model was empirically tested using the validated SCCI. The results of the serial mediation analysis confirmed that adaptive readiness indirectly influences adaptability resources, adapting responses, and adaptation results in the CCMA model.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2023-11-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139251430","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 : 2023-11-20DOI: 10.1177/10690727231217108
Maureen E. Kenny, XiYue Wu, Karley M. P. Guterres, Pamela Gordon, Rebecca Schmidtberger, Allison Masters, Chloe Tanega, Shannon Cunningham
Decent education is conceptualized as playing an important role in preparing young people for college and career and eventual access to decent and satisfying work. While this is a promising extension of psychology of working theory for youth (PWT), the construct was derived from a review of literature, and needs to be informed by research, including youth perspectives. To address this gap and to advance research on youth PWT, we interviewed 17 high school seniors (11 female, four male, two non-binary) with diverse racial/ethnic identities and levels of caretaker educational attainment. Interviews were conducted in the year following the outbreak of COVID-19 with students attending innovative schools that feature student-centered learning, workplace internships, and close relationships with advisors and workplace mentors. Analyses conducted through Consensual Qualitative Research highlight youth perceptions of how relational supports and learning experiences at school and in workplace internships can promote a range of academic, vocational, social skills and psychological resources relevant for college and career readiness. The findings amplify youth understanding of decent education and extend knowledge of psychological resources, including youth purpose, self-efficacy, and critical consciousness, aligned with youth PWT.
{"title":"Youth Perspectives on Decent Education and College and Career Readiness","authors":"Maureen E. Kenny, XiYue Wu, Karley M. P. Guterres, Pamela Gordon, Rebecca Schmidtberger, Allison Masters, Chloe Tanega, Shannon Cunningham","doi":"10.1177/10690727231217108","DOIUrl":"https://doi.org/10.1177/10690727231217108","url":null,"abstract":"Decent education is conceptualized as playing an important role in preparing young people for college and career and eventual access to decent and satisfying work. While this is a promising extension of psychology of working theory for youth (PWT), the construct was derived from a review of literature, and needs to be informed by research, including youth perspectives. To address this gap and to advance research on youth PWT, we interviewed 17 high school seniors (11 female, four male, two non-binary) with diverse racial/ethnic identities and levels of caretaker educational attainment. Interviews were conducted in the year following the outbreak of COVID-19 with students attending innovative schools that feature student-centered learning, workplace internships, and close relationships with advisors and workplace mentors. Analyses conducted through Consensual Qualitative Research highlight youth perceptions of how relational supports and learning experiences at school and in workplace internships can promote a range of academic, vocational, social skills and psychological resources relevant for college and career readiness. The findings amplify youth understanding of decent education and extend knowledge of psychological resources, including youth purpose, self-efficacy, and critical consciousness, aligned with youth PWT.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":3.2,"publicationDate":"2023-11-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139259081","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 : 2023-11-06DOI: 10.1177/10690727231186770
Michal Phillips-Berenstein, Tirza Willner, Itamar Gati
Dropping out of college is often linked to insufficient academic or psychosocial readiness. Therefore, assessing students’ readiness, preferably before they begin their first year of college, may help identify those at risk of dropping out. The present study aimed to develop and test a multidimensional measure that assesses psychosocial factors promoting student persistence. The Psychosocial Readiness for College questionnaire (PRCq) aims to assess the readiness of students who have deferred entering college to their twenties and comprises six dimensions: Academic Self-Efficacy, Educational Commitment, Social Comfort, Campus Engagement, Self-Discipline, and Resilience. The PRCq was administered to five cohorts of first-year college students in Israel ( N = 7,382). The PRCq demonstrated good psychometric properties, and exploratory and confirmatory factor analyses supported its six dimensions. The PRCq demonstrated measurement invariance across age, gender, SES, first vs. non-first-generation students, and institution type. The PRCq’s construct validity was supported by the negligible associations between the scale scores and high-school GPA and pre-college scholastic aptitude test, and the pattern of associations with the Big-5 personality factors. The PRCq’s predictive validity was supported by the student dropout rate after one year. Implications for students at risk of dropping out and interventions to decrease this risk are discussed.
{"title":"Psychosocial Readiness for College: A Multidimensional Model and Measure for Students Entering College in Their Twenties","authors":"Michal Phillips-Berenstein, Tirza Willner, Itamar Gati","doi":"10.1177/10690727231186770","DOIUrl":"https://doi.org/10.1177/10690727231186770","url":null,"abstract":"Dropping out of college is often linked to insufficient academic or psychosocial readiness. Therefore, assessing students’ readiness, preferably before they begin their first year of college, may help identify those at risk of dropping out. The present study aimed to develop and test a multidimensional measure that assesses psychosocial factors promoting student persistence. The Psychosocial Readiness for College questionnaire (PRCq) aims to assess the readiness of students who have deferred entering college to their twenties and comprises six dimensions: Academic Self-Efficacy, Educational Commitment, Social Comfort, Campus Engagement, Self-Discipline, and Resilience. The PRCq was administered to five cohorts of first-year college students in Israel ( N = 7,382). The PRCq demonstrated good psychometric properties, and exploratory and confirmatory factor analyses supported its six dimensions. The PRCq demonstrated measurement invariance across age, gender, SES, first vs. non-first-generation students, and institution type. The PRCq’s construct validity was supported by the negligible associations between the scale scores and high-school GPA and pre-college scholastic aptitude test, and the pattern of associations with the Big-5 personality factors. The PRCq’s predictive validity was supported by the student dropout rate after one year. Implications for students at risk of dropping out and interventions to decrease this risk are discussed.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135589565","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 : 2023-11-06DOI: 10.1177/10690727231212187
Blake A. Allan, Taewon Kim, Joanne Pham
As global labor markets become increasingly unstable, scholars have attempted to operationalize and categorize different forms of poor-quality work, such as with underemployment and precarious work. While these have significant implications for mental health and other outcomes, scholars have mostly studied different forms of underemployment using variable-centered assumptions, which assume homogeneity among workers. However, person-centered approaches may be better suited to studying underemployment because of varying patterns of employment in different industries and occupational categories. Therefore, with a sample of working adults ( N = 1,016), we used latent profile analysis to identify profiles of subjective underemployment using seven indicators. We found three distinct profiles: Fully employed, stable underemployed, and precarious workers. Subsequent analyses exploring symptoms of distress, meaningful work, decent work, occupational classification, and level of education revealed key distinctions among the groups, such as precarious workers having the greatest distress and poorest working conditions. Taken together, this study provides a meaningful distinction between underemployed and precarious workers, while highlighting the relevance of these employment groups for several key outcomes.
{"title":"Disentangling Underemployment and Precarious Work: A Latent Profile Analysis","authors":"Blake A. Allan, Taewon Kim, Joanne Pham","doi":"10.1177/10690727231212187","DOIUrl":"https://doi.org/10.1177/10690727231212187","url":null,"abstract":"As global labor markets become increasingly unstable, scholars have attempted to operationalize and categorize different forms of poor-quality work, such as with underemployment and precarious work. While these have significant implications for mental health and other outcomes, scholars have mostly studied different forms of underemployment using variable-centered assumptions, which assume homogeneity among workers. However, person-centered approaches may be better suited to studying underemployment because of varying patterns of employment in different industries and occupational categories. Therefore, with a sample of working adults ( N = 1,016), we used latent profile analysis to identify profiles of subjective underemployment using seven indicators. We found three distinct profiles: Fully employed, stable underemployed, and precarious workers. Subsequent analyses exploring symptoms of distress, meaningful work, decent work, occupational classification, and level of education revealed key distinctions among the groups, such as precarious workers having the greatest distress and poorest working conditions. Taken together, this study provides a meaningful distinction between underemployed and precarious workers, while highlighting the relevance of these employment groups for several key outcomes.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135683726","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 : 2023-11-04DOI: 10.1177/10690727231209777
Robert W. Lent, Steven D. Brown, Ruogu J. Wang, Emily R. Cygrymus, Bhanu Priya Moturu
The topic of proactivity has long captured the attention of career scholars, leading to fertile, yet often disconnected streams of inquiry on personality traits and behaviors that can help workers to advance their own careers, improve their work conditions, or access desired rewards. Based on a review of diverse approaches to conceptualizing and assessing proactive career behavior and related constructs, we identified seven commonly appearing behavioral categories and assembled a representative set of items of each category. An exploratory factor analysis in a sub-sample of adult workers ( n = 250) yielded three interrelated factors, labeled (a) planning/reflecting/reskilling (or looking ahead, e.g., engaging in self-reflection and skill development efforts); (b) networking/conferring (or looking to others, e.g., consulting with colleagues and supervisors); and (c) exploring/searching (or looking around, e.g., monitoring career options proactively). A bifactor model fit the data well in another sub-sample ( n = 337), suggesting that the three factors were subsumed by a larger construct, which we labeled career sustainability behavior. Results of a structural path analysis indicated that, along with supervisor support, proactive personality, and conceptually-relevant self-efficacy measures, engagement in career sustainability behaviors was predictive of perceived internal and external job marketability.
{"title":"Looking Ahead, Looking Around, and Looking to Others: Identifying Core Proactive Behaviors in the Quest for Career Sustainability","authors":"Robert W. Lent, Steven D. Brown, Ruogu J. Wang, Emily R. Cygrymus, Bhanu Priya Moturu","doi":"10.1177/10690727231209777","DOIUrl":"https://doi.org/10.1177/10690727231209777","url":null,"abstract":"The topic of proactivity has long captured the attention of career scholars, leading to fertile, yet often disconnected streams of inquiry on personality traits and behaviors that can help workers to advance their own careers, improve their work conditions, or access desired rewards. Based on a review of diverse approaches to conceptualizing and assessing proactive career behavior and related constructs, we identified seven commonly appearing behavioral categories and assembled a representative set of items of each category. An exploratory factor analysis in a sub-sample of adult workers ( n = 250) yielded three interrelated factors, labeled (a) planning/reflecting/reskilling (or looking ahead, e.g., engaging in self-reflection and skill development efforts); (b) networking/conferring (or looking to others, e.g., consulting with colleagues and supervisors); and (c) exploring/searching (or looking around, e.g., monitoring career options proactively). A bifactor model fit the data well in another sub-sample ( n = 337), suggesting that the three factors were subsumed by a larger construct, which we labeled career sustainability behavior. Results of a structural path analysis indicated that, along with supervisor support, proactive personality, and conceptually-relevant self-efficacy measures, engagement in career sustainability behaviors was predictive of perceived internal and external job marketability.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135774052","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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