Pub Date : 2023-01-02DOI: 10.1177/10690727221149395
Brent A. Stevenor, M. Zickar
We introduce a new construct to the vocational behavior literature: job desperation. Job desperation is defined as a state of despair in which a person feels pressure to find a new job, has a negative evaluation of his/her current employment situation, and will go to extreme lengths to find a new job. Using self-determination theory, we provide a theoretical rationale for job desperation . Across two studies, we developed and validated the job desperation scale (JDS). In Study 1, we generated a pool of items and evaluated them using a combination of psychometric techniques including item response theory. In Study 2, we examined the construct validity of the JDS. Results suggest that job desperation is a strong predictor of job search behavior, predicting unique variance in job search behavior over and above other relevant antecedents such as financial strain and job insecurity. We believe job desperation adds to and expands our knowledge of the antecedents of job search behavior by serving as a unique and relevant explanation for why people search for jobs.
{"title":"Job Desperation: Scale Development and Construct Validation","authors":"Brent A. Stevenor, M. Zickar","doi":"10.1177/10690727221149395","DOIUrl":"https://doi.org/10.1177/10690727221149395","url":null,"abstract":"We introduce a new construct to the vocational behavior literature: job desperation. Job desperation is defined as a state of despair in which a person feels pressure to find a new job, has a negative evaluation of his/her current employment situation, and will go to extreme lengths to find a new job. Using self-determination theory, we provide a theoretical rationale for job desperation . Across two studies, we developed and validated the job desperation scale (JDS). In Study 1, we generated a pool of items and evaluated them using a combination of psychometric techniques including item response theory. In Study 2, we examined the construct validity of the JDS. Results suggest that job desperation is a strong predictor of job search behavior, predicting unique variance in job search behavior over and above other relevant antecedents such as financial strain and job insecurity. We believe job desperation adds to and expands our knowledge of the antecedents of job search behavior by serving as a unique and relevant explanation for why people search for jobs.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":" ","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48614635","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 : 2023-01-02DOI: 10.1177/10690727221148717
Kristi Baerg MacDonald, A. Benson, J. Sakaluk, J. Schermer
Vocational interests have important implications for a range of life outcomes, such as satisfaction with career choice. Extending research on gender differences in vocational interests with adult samples, we sought to evaluate whether a similar pattern emerged during adolescence in a meta-analysis and explored moderators via meta-regression. Examining 41 studies using 3-level meta-analysis, gender differences in vocational interests are substantially accounted for using Holland’s RIASEC framework. Male adolescents have higher interests in Realistic and Investigative careers and female adolescents have higher interests in Social and Artistic careers. The differences were not moderated by year, national gender inequality ratings, or scale type. The study highlights that there are patterns in gender differences in the vocational interests of adolescents, that these differences reflect those found with adult samples, and that the differences have been stable over the past 80 years.
{"title":"Pre-Occupation: A Meta-Analysis and Meta-Regression of Gender Differences in Adolescent Vocational Interests","authors":"Kristi Baerg MacDonald, A. Benson, J. Sakaluk, J. Schermer","doi":"10.1177/10690727221148717","DOIUrl":"https://doi.org/10.1177/10690727221148717","url":null,"abstract":"Vocational interests have important implications for a range of life outcomes, such as satisfaction with career choice. Extending research on gender differences in vocational interests with adult samples, we sought to evaluate whether a similar pattern emerged during adolescence in a meta-analysis and explored moderators via meta-regression. Examining 41 studies using 3-level meta-analysis, gender differences in vocational interests are substantially accounted for using Holland’s RIASEC framework. Male adolescents have higher interests in Realistic and Investigative careers and female adolescents have higher interests in Social and Artistic careers. The differences were not moderated by year, national gender inequality ratings, or scale type. The study highlights that there are patterns in gender differences in the vocational interests of adolescents, that these differences reflect those found with adult samples, and that the differences have been stable over the past 80 years.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":" ","pages":""},"PeriodicalIF":3.2,"publicationDate":"2023-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48460787","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 : 2022-12-27DOI: 10.1177/10690727221148720
Nicolas Gillet, Claude Fernet, Yael Blechman, A. Morin
This study examined the profiles taken by global and specific facets of work engagement and burnout among a sample of novice ( M tenure = 3.77 years) nurses ( n = 570; 88.4% females; M age = 29.3 years). This study also investigated the role of psychological need satisfaction in the prediction of profile membership, and the implications of these profiles for attitudinal (job satisfaction), behavioral (in-role and extra-role performance, absenteeism, and presenteeism) and health (perceived health difficulties) outcomes. Latent profile analyses revealed six profiles: High Global Engagement and Low Global Burnout, Moderately High Global Engagement and Moderately Low Global Burnout, Low Dedication and Efficacy and Highly Cynical, Dedicated but Exhausted Burned-Out, Low Efficacy Burned-Out, and Very Low Global Engagement and Very High Global Burnout. Although these profiles were replicated over a 1-year period, profile membership was only weakly stable. The most beneficial outcomes were observed in the High Global Engagement and Low Global Burnout profile, and the most detrimental in the Very Low Global Engagement and Very High Global Burnout profile. Need satisfaction was also associated with profile membership, although associations were stronger for global levels of need satisfaction than for specific levels of autonomy, competence, and relatedness need satisfaction.
{"title":"On the Combined Role of Work Engagement and Burnout Among Novice Nurses: A Longitudinal Person-Centered Analysis","authors":"Nicolas Gillet, Claude Fernet, Yael Blechman, A. Morin","doi":"10.1177/10690727221148720","DOIUrl":"https://doi.org/10.1177/10690727221148720","url":null,"abstract":"This study examined the profiles taken by global and specific facets of work engagement and burnout among a sample of novice ( M tenure = 3.77 years) nurses ( n = 570; 88.4% females; M age = 29.3 years). This study also investigated the role of psychological need satisfaction in the prediction of profile membership, and the implications of these profiles for attitudinal (job satisfaction), behavioral (in-role and extra-role performance, absenteeism, and presenteeism) and health (perceived health difficulties) outcomes. Latent profile analyses revealed six profiles: High Global Engagement and Low Global Burnout, Moderately High Global Engagement and Moderately Low Global Burnout, Low Dedication and Efficacy and Highly Cynical, Dedicated but Exhausted Burned-Out, Low Efficacy Burned-Out, and Very Low Global Engagement and Very High Global Burnout. Although these profiles were replicated over a 1-year period, profile membership was only weakly stable. The most beneficial outcomes were observed in the High Global Engagement and Low Global Burnout profile, and the most detrimental in the Very Low Global Engagement and Very High Global Burnout profile. Need satisfaction was also associated with profile membership, although associations were stronger for global levels of need satisfaction than for specific levels of autonomy, competence, and relatedness need satisfaction.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"1 1","pages":""},"PeriodicalIF":3.2,"publicationDate":"2022-12-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41612482","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 : 2022-11-24DOI: 10.1177/10690727221141983
Francis Milot-Lapointe, Yann Le Corff
This study aimed to identify trajectories of change in client career decision difficulties during a manualized career counseling intervention and examine the role of counselor adherence, working alliance, and personality traits in predicting these trajectories. Participants were 257 individuals who received an average of 7.79 career counseling sessions at a university career services center. Using growth mixture modeling, four class-trajectories were identified. Clients in class 1 had a moderate level of decision difficulties at the beginning of counseling while clients in classes 2, 3 and 4 had moderate-salient initial levels of difficulties. Clients in classes 1 and 2 experienced a very large reduction of their decision difficulties during counseling and left the process with negligible levels of difficulties. Clients in class 3 saw a large reduction of their decision difficulties during counseling and left the process with moderate levels of difficulties. Clients in class 4 did not experience change and left the process with moderate-salient levels of difficulties. Counselor adherence to the intervention manual significantly contributed to discriminate between clients from class 4 and clients from classes 1, 2 and 3. Client level of neuroticism significantly contributed to distinguish clients belonging to class 4 from clients belonging to class 1.
{"title":"Trajectories of Change in Career Decision Difficulties During a Manualized Individual Career Counseling Intervention: The Influence of Counselor Adherence, Working Alliance and Client Personality Traits","authors":"Francis Milot-Lapointe, Yann Le Corff","doi":"10.1177/10690727221141983","DOIUrl":"https://doi.org/10.1177/10690727221141983","url":null,"abstract":"This study aimed to identify trajectories of change in client career decision difficulties during a manualized career counseling intervention and examine the role of counselor adherence, working alliance, and personality traits in predicting these trajectories. Participants were 257 individuals who received an average of 7.79 career counseling sessions at a university career services center. Using growth mixture modeling, four class-trajectories were identified. Clients in class 1 had a moderate level of decision difficulties at the beginning of counseling while clients in classes 2, 3 and 4 had moderate-salient initial levels of difficulties. Clients in classes 1 and 2 experienced a very large reduction of their decision difficulties during counseling and left the process with negligible levels of difficulties. Clients in class 3 saw a large reduction of their decision difficulties during counseling and left the process with moderate levels of difficulties. Clients in class 4 did not experience change and left the process with moderate-salient levels of difficulties. Counselor adherence to the intervention manual significantly contributed to discriminate between clients from class 4 and clients from classes 1, 2 and 3. Client level of neuroticism significantly contributed to distinguish clients belonging to class 4 from clients belonging to class 1.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"31 1","pages":"607 - 628"},"PeriodicalIF":3.2,"publicationDate":"2022-11-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43313887","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 : 2022-11-23DOI: 10.1177/10690727221140050
Judith Volmer, Daniel Spurk, Maximilian Orth, A. Göritz
Researchers widely agree upon the pivotal role of career self-management in vocational development. Yet, little is known about how core self-management constructs denoting agentic capacity affect each other reciprocally over time. We address the shortage of existing longitudinal change investigations by proposing and testing a reciprocal model in which career adaptability and occupational self-efficacy as core career self-management constructs are reciprocally interrelated. Cross-lagged panel analyses of three-wave data from a large and heterogeneous sample of employees indicate support for the presence of substantial reciprocal effects of career adaptability and occupational self-efficacy across time lags of three, six, and nine months. From a series of exploratory multigroup analyses, this pattern of results emerges as robust across a range of sociodemographic variables, including gender, age, education, leadership position, and organizational tenure. Moreover, the results remained stable after considering further controls (e.g., future temporal focus, grade point average). Our findings broaden the scope of dynamic vocational research by demonstrating the utility of a change-oriented approach in elucidating the emergence of individuals’ career self-management. We discuss practical implications concerning career intervention strategies, study limitations, and prospects for future research.
{"title":"Reciprocal Effects of Career Adaptability and Occupational Self-Efficacy: A Three-Wave Longitudinal Study With Varying Time Lags","authors":"Judith Volmer, Daniel Spurk, Maximilian Orth, A. Göritz","doi":"10.1177/10690727221140050","DOIUrl":"https://doi.org/10.1177/10690727221140050","url":null,"abstract":"Researchers widely agree upon the pivotal role of career self-management in vocational development. Yet, little is known about how core self-management constructs denoting agentic capacity affect each other reciprocally over time. We address the shortage of existing longitudinal change investigations by proposing and testing a reciprocal model in which career adaptability and occupational self-efficacy as core career self-management constructs are reciprocally interrelated. Cross-lagged panel analyses of three-wave data from a large and heterogeneous sample of employees indicate support for the presence of substantial reciprocal effects of career adaptability and occupational self-efficacy across time lags of three, six, and nine months. From a series of exploratory multigroup analyses, this pattern of results emerges as robust across a range of sociodemographic variables, including gender, age, education, leadership position, and organizational tenure. Moreover, the results remained stable after considering further controls (e.g., future temporal focus, grade point average). Our findings broaden the scope of dynamic vocational research by demonstrating the utility of a change-oriented approach in elucidating the emergence of individuals’ career self-management. We discuss practical implications concerning career intervention strategies, study limitations, and prospects for future research.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":" ","pages":""},"PeriodicalIF":3.2,"publicationDate":"2022-11-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48071965","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 : 2022-11-04DOI: 10.1177/10690727221138619
Kelsey L. Autin, B. Allan, David L. Blustein, S. Kozan, Ofer Sharone, Brian J. Stevenson, R. G. Cinamon, J. Ferreira, Mindi N. Thompson
The aim of the current study was to examine whether the key constructs targeted in the Work Intervention Network (WIN) intervention uniquely predicted well-being outcomes and mediated relations between un/underemployment and these outcomes. Using data from a sample of 462 adults in the U.S., we positioned employment status as a predictor of life satisfaction, well-being, and psychological distress. We also tested four mediators of these relations that operationalized targets in the WIN intervention – career engagement, social support, self-care, and self-blame. Employment status indirectly predicted life satisfaction, life meaning, and psychological distress via self-care and self-blame. Career engagement mediated the relation between employment status and psychological distress but in an unexpected direction. Social support was not directly predicted by employment status but predicted life satisfaction and life meaning. Results provided initial support for the WIN intervention and corroborate the contention that employment status is an important predictor of well-being.
{"title":"The Work Interevention Network (WIN): Foundations of a Holistic Vocational Intervention","authors":"Kelsey L. Autin, B. Allan, David L. Blustein, S. Kozan, Ofer Sharone, Brian J. Stevenson, R. G. Cinamon, J. Ferreira, Mindi N. Thompson","doi":"10.1177/10690727221138619","DOIUrl":"https://doi.org/10.1177/10690727221138619","url":null,"abstract":"The aim of the current study was to examine whether the key constructs targeted in the Work Intervention Network (WIN) intervention uniquely predicted well-being outcomes and mediated relations between un/underemployment and these outcomes. Using data from a sample of 462 adults in the U.S., we positioned employment status as a predictor of life satisfaction, well-being, and psychological distress. We also tested four mediators of these relations that operationalized targets in the WIN intervention – career engagement, social support, self-care, and self-blame. Employment status indirectly predicted life satisfaction, life meaning, and psychological distress via self-care and self-blame. Career engagement mediated the relation between employment status and psychological distress but in an unexpected direction. Social support was not directly predicted by employment status but predicted life satisfaction and life meaning. Results provided initial support for the WIN intervention and corroborate the contention that employment status is an important predictor of well-being.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":" ","pages":""},"PeriodicalIF":3.2,"publicationDate":"2022-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44671155","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 : 2022-11-04DOI: 10.1177/10690727221138618
M. Kenny, Mary Beth Medvide, XiYue Wu, Karley M. P. Guterres, Yunqing Yang
Psychology of working theory (PWT) emphasizes the role of contextual constraints in career development, as well as promotive factors that might be cultivated to navigate these constraints. Although PWT has implications for promoting youth career development, most research has focused on college students and working adults. We interviewed 12 youth residing in a Latinx community with a high level of poverty and attending a well-resourced private high school with a high degree of college acceptance to explore developmentally and culturally relevant promotive factors that might inform the extension of PWT for youth. Analyses conducted through Consensual Qualitative Research revealed a strong sense of purpose and hope that were grounded in family, school, and workplace supports. Participants reported critical awareness of societal inequities and a focus on challenging inequity through hard work rather than societal change. We discuss implications for extending PWT theory, research, and intervention with Latinx youth.
{"title":"Extending the Psychology of Working Model for Latinx Youth: Incorporating Youth Voice","authors":"M. Kenny, Mary Beth Medvide, XiYue Wu, Karley M. P. Guterres, Yunqing Yang","doi":"10.1177/10690727221138618","DOIUrl":"https://doi.org/10.1177/10690727221138618","url":null,"abstract":"Psychology of working theory (PWT) emphasizes the role of contextual constraints in career development, as well as promotive factors that might be cultivated to navigate these constraints. Although PWT has implications for promoting youth career development, most research has focused on college students and working adults. We interviewed 12 youth residing in a Latinx community with a high level of poverty and attending a well-resourced private high school with a high degree of college acceptance to explore developmentally and culturally relevant promotive factors that might inform the extension of PWT for youth. Analyses conducted through Consensual Qualitative Research revealed a strong sense of purpose and hope that were grounded in family, school, and workplace supports. Participants reported critical awareness of societal inequities and a focus on challenging inequity through hard work rather than societal change. We discuss implications for extending PWT theory, research, and intervention with Latinx youth.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"31 1","pages":"588 - 606"},"PeriodicalIF":3.2,"publicationDate":"2022-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43800757","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 : 2022-09-22DOI: 10.1177/10690727221129281
J. Soares, M. C. Taveira, Paula Barroso, Ana Daniela Silva
Career Adapt-Abilities Scale (CAAS) was recently reduced to a briefer 12-items version, the Career Adapt-Abilities Scale-Short Form (CAAS-SF). Considering its advantages in long protocols, we validated CAAS-SF for the Portuguese context. Participants were 314 university students (17–47 years old, Mage = 21.50, SDage = 4.32, 82.8% females), and 899 working adults (17–66 years old, Mage = 40.14, SDage = 11.95, 76.8% females). Sociodemographic, career adaptability, vocational identity, and life satisfaction measures were applied. Confirmatory factor analyses supported CAAS-SF four-factor hierarchical structure, Cronbach alpha estimates supported CAAS-SF good reliability, and Pearson correlations indicated positive associations with CAAS, vocational identity, and life satisfaction. Multigroup analyses indicated CAAS-SF adequate configural invariance, full metric and scalar invariance across genders, and partial scalar invariance across students and workers’ groups. These findings support CAAS-SF usage as a valid and reliable measure to assess career adaptability with Portuguese university students and workers both in research and practice.
{"title":"Career Adapt-Abilities Scale–Short Form: Validation among Portuguese University Students and Workers","authors":"J. Soares, M. C. Taveira, Paula Barroso, Ana Daniela Silva","doi":"10.1177/10690727221129281","DOIUrl":"https://doi.org/10.1177/10690727221129281","url":null,"abstract":"Career Adapt-Abilities Scale (CAAS) was recently reduced to a briefer 12-items version, the Career Adapt-Abilities Scale-Short Form (CAAS-SF). Considering its advantages in long protocols, we validated CAAS-SF for the Portuguese context. Participants were 314 university students (17–47 years old, Mage = 21.50, SDage = 4.32, 82.8% females), and 899 working adults (17–66 years old, Mage = 40.14, SDage = 11.95, 76.8% females). Sociodemographic, career adaptability, vocational identity, and life satisfaction measures were applied. Confirmatory factor analyses supported CAAS-SF four-factor hierarchical structure, Cronbach alpha estimates supported CAAS-SF good reliability, and Pearson correlations indicated positive associations with CAAS, vocational identity, and life satisfaction. Multigroup analyses indicated CAAS-SF adequate configural invariance, full metric and scalar invariance across genders, and partial scalar invariance across students and workers’ groups. These findings support CAAS-SF usage as a valid and reliable measure to assess career adaptability with Portuguese university students and workers both in research and practice.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"31 1","pages":"571 - 587"},"PeriodicalIF":3.2,"publicationDate":"2022-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49305664","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 : 2022-09-14DOI: 10.1177/10690727221120367
A. Schmitt, S. Scheibe
The concept of a professional skills and abilities mindset denotes beliefs that professional skills and abilities are either malleable (growth mindset) or are uncontrollable and difficult to change (fixed mindset). Based on the career construction theory, we argue that employees’ professional skills and abilities mindset represents an indicator of adaptive readiness that predicts career adaptability and adaptive responses in terms of learning and career engagement. Across four studies (total N = 709), we developed the 6-item professional skills and abilities mindset scale. Study 1 establishes a two-factor structure, satisfactory psychometric properties, and convergent validity. Studies 2 and 3 provide evidence of the criterion validity of the growth but not the fixed mindset subscale for career engagement and learning through career adaptability. Study 4 establishes moderate retest reliability across four weeks. This research establishes a previously neglected predictor of career-related resources and behaviors. Findings can inform vocational consulting and coaching.
{"title":"Beliefs About the Malleability of Professional Skills and Abilities: Development and Validation of a Scale","authors":"A. Schmitt, S. Scheibe","doi":"10.1177/10690727221120367","DOIUrl":"https://doi.org/10.1177/10690727221120367","url":null,"abstract":"The concept of a professional skills and abilities mindset denotes beliefs that professional skills and abilities are either malleable (growth mindset) or are uncontrollable and difficult to change (fixed mindset). Based on the career construction theory, we argue that employees’ professional skills and abilities mindset represents an indicator of adaptive readiness that predicts career adaptability and adaptive responses in terms of learning and career engagement. Across four studies (total N = 709), we developed the 6-item professional skills and abilities mindset scale. Study 1 establishes a two-factor structure, satisfactory psychometric properties, and convergent validity. Studies 2 and 3 provide evidence of the criterion validity of the growth but not the fixed mindset subscale for career engagement and learning through career adaptability. Study 4 establishes moderate retest reliability across four weeks. This research establishes a previously neglected predictor of career-related resources and behaviors. Findings can inform vocational consulting and coaching.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"31 1","pages":"493 - 515"},"PeriodicalIF":3.2,"publicationDate":"2022-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46118236","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 : 2022-09-08DOI: 10.1177/10690727221126145
Michael B. Kozlowski, N. Fouad
Outcome expectations, an integral theoretical component of social cognitive career theory, remains almost completely unexamined in the domain of academic persistence, or the decision a student makes to remain in college. This study sought to develop a theoretically derived scale to measure outcome expectations. An initial item pool was developed and sent to a sample of college students. A second, confirmatory sample of undergraduate students was collected via an online crowdsourcing platform. Results suggested the presence of a two-factor structure was the most parsimonious solution across both samples. The two factors retained across both samples reflected positive and negative outcome expectations that students perceived about remaining in college for the year. Limitations and implications are discussed.
{"title":"Development and Validation of the Academic Persistence Outcome Expectations Scale","authors":"Michael B. Kozlowski, N. Fouad","doi":"10.1177/10690727221126145","DOIUrl":"https://doi.org/10.1177/10690727221126145","url":null,"abstract":"Outcome expectations, an integral theoretical component of social cognitive career theory, remains almost completely unexamined in the domain of academic persistence, or the decision a student makes to remain in college. This study sought to develop a theoretically derived scale to measure outcome expectations. An initial item pool was developed and sent to a sample of college students. A second, confirmatory sample of undergraduate students was collected via an online crowdsourcing platform. Results suggested the presence of a two-factor structure was the most parsimonious solution across both samples. The two factors retained across both samples reflected positive and negative outcome expectations that students perceived about remaining in college for the year. Limitations and implications are discussed.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"31 1","pages":"555 - 570"},"PeriodicalIF":3.2,"publicationDate":"2022-09-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41356521","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}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：