Pub Date : 2022-05-11DOI: 10.1177/10690727221099867
Teng Zhao, Hairong Li, Lu Zheng, Yuyan Zhang
Dispositional gratitude has recently emerged as a variable of interest in organizational contexts. However, it remains unclear whether dispositional gratitude is predictive of employee well-being, with limited theoretical and empirical elucidation of the underlying mechanisms. To address these limitations, the present study investigated dispositional gratitude as a predictor of employee well-being and organizational commitment. Drawing on the broaden-and-build theory of positive affect, the study also examined whether the social bonding resources of leader-member exchange (LMX) and coworker exchange (CWX) mediated these effects. The participating employees (N = 300) completed the survey in three waves at one-week intervals. The results of structural equation modeling (SEM) confirm that dispositional gratitude is positively related to employee well-being and organizational commitment and that these effects are mediated by LMX and CWX. The paper concludes by discussing the theoretical and practical implications of these findings, the study’s limitations, and future research directions.
{"title":"How Dispositional Gratitude Shapes Employee Well-being and Organizational Commitment: The Mediating Roles of Leader-Member Exchange and Coworker Exchange","authors":"Teng Zhao, Hairong Li, Lu Zheng, Yuyan Zhang","doi":"10.1177/10690727221099867","DOIUrl":"https://doi.org/10.1177/10690727221099867","url":null,"abstract":"Dispositional gratitude has recently emerged as a variable of interest in organizational contexts. However, it remains unclear whether dispositional gratitude is predictive of employee well-being, with limited theoretical and empirical elucidation of the underlying mechanisms. To address these limitations, the present study investigated dispositional gratitude as a predictor of employee well-being and organizational commitment. Drawing on the broaden-and-build theory of positive affect, the study also examined whether the social bonding resources of leader-member exchange (LMX) and coworker exchange (CWX) mediated these effects. The participating employees (N = 300) completed the survey in three waves at one-week intervals. The results of structural equation modeling (SEM) confirm that dispositional gratitude is positively related to employee well-being and organizational commitment and that these effects are mediated by LMX and CWX. The paper concludes by discussing the theoretical and practical implications of these findings, the study’s limitations, and future research directions.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"31 1","pages":"149 - 171"},"PeriodicalIF":3.2,"publicationDate":"2022-05-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44616661","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 : 2022-05-10DOI: 10.1177/10690727221096487
Doudou Liu, Yuanmei Lan, Chaoping Li, Yan Xu, Jie Yang
The present study investigates the psychometric properties of decent work utilizing the bifactor exploratory structural equation modeling (Bifactor-ESEM) approach. Using a sample of 701 Chinese employees who completed the multidimensional Decent Work Scale (DWS: Duffy et al., 2017), this study reveals the superiority of the Bifactor-ESEM representation of DWS compared to alternative representations of the data (ICM-CFA, Bifactor-CFA, and ESEM). Additionally, the results of measurement invariance in the MIMIC framework indicate the DWS is equivalent in various age and job tenure samples of participants. Finally, the results provide evidence for the criterion validity by confirming the importance of accounting for both the G-factor (representing the global level of decent work) and the S-factors (representing the specific level of decent work), which shows that specific types of decent work explained variance in covariates (i.e., work well-being, life well-being, engagement, and turnover intention) over and above the variance already explained by the G-factor.
本研究利用双因子探索性结构方程模型(bifactor - esem)方法研究体面工作的心理测量特性。本研究以701名完成了多维体面工作量表(DWS: Duffy et al.， 2017)的中国员工为样本，揭示了DWS的双因素-ESEM表示与其他数据表示(ICM-CFA、双因素- cfa和ESEM)相比的优势。此外，在MIMIC框架中的测量不变性结果表明，DWS在不同年龄和工作任期的参与者样本中是相等的。最后，通过确认g因素(代表体面工作的全球水平)和s因素(代表体面工作的具体水平)的重要性，结果为标准有效性提供了证据，这表明特定类型的体面工作解释了协变量(即工作幸福感，生活幸福感，敬业度和离职意愿)的方差，超出了g因素已经解释的方差。
{"title":"A Bifactor Exploratory Structural Equation Modeling Representation of the Structure of the Decent Work Scale: Evidence from China","authors":"Doudou Liu, Yuanmei Lan, Chaoping Li, Yan Xu, Jie Yang","doi":"10.1177/10690727221096487","DOIUrl":"https://doi.org/10.1177/10690727221096487","url":null,"abstract":"The present study investigates the psychometric properties of decent work utilizing the bifactor exploratory structural equation modeling (Bifactor-ESEM) approach. Using a sample of 701 Chinese employees who completed the multidimensional Decent Work Scale (DWS: Duffy et al., 2017), this study reveals the superiority of the Bifactor-ESEM representation of DWS compared to alternative representations of the data (ICM-CFA, Bifactor-CFA, and ESEM). Additionally, the results of measurement invariance in the MIMIC framework indicate the DWS is equivalent in various age and job tenure samples of participants. Finally, the results provide evidence for the criterion validity by confirming the importance of accounting for both the G-factor (representing the global level of decent work) and the S-factors (representing the specific level of decent work), which shows that specific types of decent work explained variance in covariates (i.e., work well-being, life well-being, engagement, and turnover intention) over and above the variance already explained by the G-factor.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"31 1","pages":"109 - 128"},"PeriodicalIF":3.2,"publicationDate":"2022-05-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43733449","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 : 2022-05-06DOI: 10.1177/10690727221099226
Nimrod Levin, Shagini Udayar, Yuliya Lipshits-Braziler, I. Gati, J. Rossier
Assessing the causes of career indecision is among the first steps in career counseling. Gati et al. (1996) proposed a multidimensional taxonomy of career indecision and developed the Career Decision-Making Difficulties Questionnaire (CDDQ), consisting of 10 scales that cohere into three higher-order clusters and a total score. However, studies investigating the CDDQ reported cross-cultural variations in its factor structure. To examine the cross-cultural generalizability of the CDDQ, we compared four alternative factor models using data from 39 diverse samples from 13 countries with nine language versions (N = 19,562). Using weighted least squares mean- and variance-adjusted estimation, a robust estimator for nonnormal data, comparison of fit indices supported the original CDDQ structure across countries and languages. These findings support the cross-cultural generalizability of the structure of the CDDQ and the use of 10 scale scores, three cluster scores, and a total score, consistent with the taxonomy underlying the CDDQ.
{"title":"The Structure of the Career Decision-Making Difficulties Questionnaire Across 13 Countries","authors":"Nimrod Levin, Shagini Udayar, Yuliya Lipshits-Braziler, I. Gati, J. Rossier","doi":"10.1177/10690727221099226","DOIUrl":"https://doi.org/10.1177/10690727221099226","url":null,"abstract":"Assessing the causes of career indecision is among the first steps in career counseling. Gati et al. (1996) proposed a multidimensional taxonomy of career indecision and developed the Career Decision-Making Difficulties Questionnaire (CDDQ), consisting of 10 scales that cohere into three higher-order clusters and a total score. However, studies investigating the CDDQ reported cross-cultural variations in its factor structure. To examine the cross-cultural generalizability of the CDDQ, we compared four alternative factor models using data from 39 diverse samples from 13 countries with nine language versions (N = 19,562). Using weighted least squares mean- and variance-adjusted estimation, a robust estimator for nonnormal data, comparison of fit indices supported the original CDDQ structure across countries and languages. These findings support the cross-cultural generalizability of the structure of the CDDQ and the use of 10 scale scores, three cluster scores, and a total score, consistent with the taxonomy underlying the CDDQ.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"31 1","pages":"129 - 148"},"PeriodicalIF":3.2,"publicationDate":"2022-05-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42262030","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 : 2022-04-25DOI: 10.1177/10690727221084106
Lucia Kvasková, P. Hlaďo, Petr Palíšek, Václav Šašinka, A. Hirschi, Stanislav Ježek, P. Macek
Career construction theory proposes that high career adaptability leads to positive adaptation outcomes during career transition. However, the specific pathways of how this happens remain underexplored. Drawing on the career construction model of adaptation, we hypothesized that career decision-making self-efficacy mediates the link of career adaptability with vocational identity clarity and life satisfaction as two measures of adaptation outcomes. We conducted a three-wave survey with an initial sample of 3126 Czech upper-secondary vocational graduates transitioning from vocational school to the labor market. Structural equation modeling revealed that career decision-making self-efficacy fully mediated the relationship between career adaptability before graduation and vocational identity clarity 20 months later. In contrast, the mediation effect of career decision-making self-efficacy on the relationship between career adaptability and life satisfaction was not supported. Additionally, in contrast to the previous literature, career adaptability was not directly related to vocational identity clarity and life satisfaction. Nevertheless, our findings demonstrated a positive long-term association of career adaptability with adaptation outcomes within the working life domain. Practical implications and future directions are discussed.
{"title":"A Longitudinal Study of Relationships Between Vocational Graduates’ Career Adaptability, Career Decision-Making Self-Efficacy, Vocational Identity Clarity, and Life Satisfaction","authors":"Lucia Kvasková, P. Hlaďo, Petr Palíšek, Václav Šašinka, A. Hirschi, Stanislav Ježek, P. Macek","doi":"10.1177/10690727221084106","DOIUrl":"https://doi.org/10.1177/10690727221084106","url":null,"abstract":"Career construction theory proposes that high career adaptability leads to positive adaptation outcomes during career transition. However, the specific pathways of how this happens remain underexplored. Drawing on the career construction model of adaptation, we hypothesized that career decision-making self-efficacy mediates the link of career adaptability with vocational identity clarity and life satisfaction as two measures of adaptation outcomes. We conducted a three-wave survey with an initial sample of 3126 Czech upper-secondary vocational graduates transitioning from vocational school to the labor market. Structural equation modeling revealed that career decision-making self-efficacy fully mediated the relationship between career adaptability before graduation and vocational identity clarity 20 months later. In contrast, the mediation effect of career decision-making self-efficacy on the relationship between career adaptability and life satisfaction was not supported. Additionally, in contrast to the previous literature, career adaptability was not directly related to vocational identity clarity and life satisfaction. Nevertheless, our findings demonstrated a positive long-term association of career adaptability with adaptation outcomes within the working life domain. Practical implications and future directions are discussed.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"31 1","pages":"27 - 49"},"PeriodicalIF":3.2,"publicationDate":"2022-04-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47591489","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 : 2022-04-24DOI: 10.1177/10690727221086553
Germán A. Cadenas, E. McWhirter
We offer a vision for a vocational psychology that places a larger focus on critical consciousness (CC) to be more responsive to marginalized communities (e.g., immigrants, low-income workers, Black, Indigenous, and other People of Color). CC describes how marginalized people analyze systems of oppression, act toward social justice, and become agentic and hopeful. In this article, we review extant theoretical frameworks that have laid a strong foundation for embedding critical consciousness in research, practice, education and training. We then offer suggestions for promoting critical consciousness within vocational psychology over the next decade. We highlight the promise of transformative, intersectional, and action research with and for marginalized communities; of career interventions that respond to oppression and liberation; and of training that prepares future vocational psychologists to engage in praxis in a complex world. We argue that a greater focus on CC is aligned with vocational psychology’s foundational social justice aspirations.
{"title":"Critical Consciousness in Vocational Psychology: A Vision for the Next Decade and Beyond","authors":"Germán A. Cadenas, E. McWhirter","doi":"10.1177/10690727221086553","DOIUrl":"https://doi.org/10.1177/10690727221086553","url":null,"abstract":"We offer a vision for a vocational psychology that places a larger focus on critical consciousness (CC) to be more responsive to marginalized communities (e.g., immigrants, low-income workers, Black, Indigenous, and other People of Color). CC describes how marginalized people analyze systems of oppression, act toward social justice, and become agentic and hopeful. In this article, we review extant theoretical frameworks that have laid a strong foundation for embedding critical consciousness in research, practice, education and training. We then offer suggestions for promoting critical consciousness within vocational psychology over the next decade. We highlight the promise of transformative, intersectional, and action research with and for marginalized communities; of career interventions that respond to oppression and liberation; and of training that prepares future vocational psychologists to engage in praxis in a complex world. We argue that a greater focus on CC is aligned with vocational psychology’s foundational social justice aspirations.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"30 1","pages":"411 - 435"},"PeriodicalIF":3.2,"publicationDate":"2022-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48899806","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 : 2022-04-21DOI: 10.1177/10690727221090616
Cornelius O. Okorie, F. Nwankwo, H. Iwuala, U. C. Okolie
This study builds on the social cognitive career theory model of career self-management (SCCT-CSM) to examine the effects of faculty-based supervisor informational support, parental instrumental support and classmate emotional support on student career certainty during work placement learning. It also examined the mediating effects of self-esteem and career decision self-efficacy in the relationships. Using data collected at three-time points from undergraduate students undertaking work placement learning in 109 Nigerian organizations, we test an SCCT-CSM-driven model of contextual factors (i.e. supports), core SCCT variable (self-efficacy), personality-related variable (i.e. self-esteem) and career-related action (i.e. student career certainty) in work placement learning context. The results suggest that perceiving higher informational and instrumental support from faculty-based supervisors and parents stimulated students’ career decision self-efficacy and self-esteem in learning career-related skills, consequently leading to higher student career certainty. The findings have important implications for faculty-based placement learning supervisors, parents, students and placements host organizations to acknowledge the role of support in enhancing student career certainty. Thus, support should be highly considered during work placement learning to improve student career certainty.
{"title":"Understanding Contextual and Personality-Related Factors Predicting Student Career Certainty in Work Placement Learning","authors":"Cornelius O. Okorie, F. Nwankwo, H. Iwuala, U. C. Okolie","doi":"10.1177/10690727221090616","DOIUrl":"https://doi.org/10.1177/10690727221090616","url":null,"abstract":"This study builds on the social cognitive career theory model of career self-management (SCCT-CSM) to examine the effects of faculty-based supervisor informational support, parental instrumental support and classmate emotional support on student career certainty during work placement learning. It also examined the mediating effects of self-esteem and career decision self-efficacy in the relationships. Using data collected at three-time points from undergraduate students undertaking work placement learning in 109 Nigerian organizations, we test an SCCT-CSM-driven model of contextual factors (i.e. supports), core SCCT variable (self-efficacy), personality-related variable (i.e. self-esteem) and career-related action (i.e. student career certainty) in work placement learning context. The results suggest that perceiving higher informational and instrumental support from faculty-based supervisors and parents stimulated students’ career decision self-efficacy and self-esteem in learning career-related skills, consequently leading to higher student career certainty. The findings have important implications for faculty-based placement learning supervisors, parents, students and placements host organizations to acknowledge the role of support in enhancing student career certainty. Thus, support should be highly considered during work placement learning to improve student career certainty.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"31 1","pages":"68 - 84"},"PeriodicalIF":3.2,"publicationDate":"2022-04-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45113854","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 : 2022-04-11DOI: 10.1177/10690727221081554
Chu Chu, M. Russell, Kevin A. Hoff, Wei Ming Jonathan Phan, J. Rounds
Despite the widespread use of RIASEC interest inventories, little is known about whether these inventories actually measure the same core constructs and provide similar career recommendations to individuals. This study investigates the construct validity among four major interest inventories—the Self-Directed Search (SDS), O*NET Interest Profiler (IP), ACT Interest Inventory (UNIACT), and Strong Interest Inventory (SII). Results showed that RIASEC interest scores from the four inventories were highly correlated, but the measures often gave respondents different high-point codes. Item content analysis revealed that the basic interests reflected in each RIASEC scale both overlapped and diverged across inventories, providing an explanation for why RIASEC inventories are not interchangeable. We integrate findings across our analyses to offer cautionary notes for choosing among established RIASEC inventories and interpreting interest results. Furthermore, we also provide recommendations for constructing the next generation of basic interest inventories.
{"title":"What Do Interest Inventories Measure? The Convergence and Content Validity of Four RIASEC Inventories","authors":"Chu Chu, M. Russell, Kevin A. Hoff, Wei Ming Jonathan Phan, J. Rounds","doi":"10.1177/10690727221081554","DOIUrl":"https://doi.org/10.1177/10690727221081554","url":null,"abstract":"Despite the widespread use of RIASEC interest inventories, little is known about whether these inventories actually measure the same core constructs and provide similar career recommendations to individuals. This study investigates the construct validity among four major interest inventories—the Self-Directed Search (SDS), O*NET Interest Profiler (IP), ACT Interest Inventory (UNIACT), and Strong Interest Inventory (SII). Results showed that RIASEC interest scores from the four inventories were highly correlated, but the measures often gave respondents different high-point codes. Item content analysis revealed that the basic interests reflected in each RIASEC scale both overlapped and diverged across inventories, providing an explanation for why RIASEC inventories are not interchangeable. We integrate findings across our analyses to offer cautionary notes for choosing among established RIASEC inventories and interpreting interest results. Furthermore, we also provide recommendations for constructing the next generation of basic interest inventories.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"30 1","pages":"776 - 801"},"PeriodicalIF":3.2,"publicationDate":"2022-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44805854","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 : 2022-04-11DOI: 10.1177/10690727221084002
Neeta Kantamneni, N. Fouad
Vocational psychology has long argued that career opportunities differ for individuals from diverse racial/ethnic backgrounds. Yet, despite decades of research, are we closer to understanding the role of race and ethnicity in career development? The purpose of this article is to systematically review and critique research on racial/ethnic minorities in vocational psychology since critique of the research, with a particular emphasis on whether research with racial/ethnic minorities is theory-based, incorporates an intersectional framework, focuses on aspects of identity, and examines environmental and societal aspects of career development. We use our conclusions from that review to make a set of recommendations that we hope will stimulate future research.
{"title":"Multicultural Vocational Research: Critique and Call to Action","authors":"Neeta Kantamneni, N. Fouad","doi":"10.1177/10690727221084002","DOIUrl":"https://doi.org/10.1177/10690727221084002","url":null,"abstract":"Vocational psychology has long argued that career opportunities differ for individuals from diverse racial/ethnic backgrounds. Yet, despite decades of research, are we closer to understanding the role of race and ethnicity in career development? The purpose of this article is to systematically review and critique research on racial/ethnic minorities in vocational psychology since critique of the research, with a particular emphasis on whether research with racial/ethnic minorities is theory-based, incorporates an intersectional framework, focuses on aspects of identity, and examines environmental and societal aspects of career development. We use our conclusions from that review to make a set of recommendations that we hope will stimulate future research.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"31 1","pages":"3 - 26"},"PeriodicalIF":3.2,"publicationDate":"2022-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42485430","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 : 2022-04-11DOI: 10.1177/10690727221084291
Z. A. Green, Murat Yıldırım, Rahmatullah Jalal
This study tested the Career Construction Model of Adaptation (CCMA) in a sample of Afghanistan’s working adults amid the COVID-19 pandemic. The measures of adaptation were applied at three time points, that is, positive orientation toward future (adaptive readiness) at Time 1, career adaptability (adaptability resources) and competence need satisfaction at work (adapting responses) at Time 2, and meaningful work (adaptation result) at Time 3. Testing the model through Structural Equation Modeling (SEM) indicated that the indirect effect of positive orientation toward future at Time 1 on meaningful work at Time 3 via the combination of career adaptability and competence need satisfaction at work at Time 2 was significant and positive. Results support Afghan employees’ career construction over time. Theoretical contribution of the results and strategies for assisting Afghan employees in crafting their careers in the current political situation are discussed. Study limitations and prospects for future research are also discussed.
{"title":"Testing the Career Construction Model of Adaptation in a Sample of Afghanistan’s Working Adults: A Longitudinal Study","authors":"Z. A. Green, Murat Yıldırım, Rahmatullah Jalal","doi":"10.1177/10690727221084291","DOIUrl":"https://doi.org/10.1177/10690727221084291","url":null,"abstract":"This study tested the Career Construction Model of Adaptation (CCMA) in a sample of Afghanistan’s working adults amid the COVID-19 pandemic. The measures of adaptation were applied at three time points, that is, positive orientation toward future (adaptive readiness) at Time 1, career adaptability (adaptability resources) and competence need satisfaction at work (adapting responses) at Time 2, and meaningful work (adaptation result) at Time 3. Testing the model through Structural Equation Modeling (SEM) indicated that the indirect effect of positive orientation toward future at Time 1 on meaningful work at Time 3 via the combination of career adaptability and competence need satisfaction at work at Time 2 was significant and positive. Results support Afghan employees’ career construction over time. Theoretical contribution of the results and strategies for assisting Afghan employees in crafting their careers in the current political situation are discussed. Study limitations and prospects for future research are also discussed.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"31 1","pages":"50 - 67"},"PeriodicalIF":3.2,"publicationDate":"2022-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43955214","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 : 2022-03-24DOI: 10.1177/10690727221080449
Hui Xu, Runqiu He
While five-factor model of career indecision proposes five cross-culturally important indecision factors, a psychologically sound brief measure of career indecision that corresponds to the five-factor model is lacking. Thus, using a Chinese college sample (n = 588) and an U.S. college sample (n = 762), this study developed and validated the Career Indecision Profile-Short-5 factor (CIP-Short-5) in China and the U.S. Applying item response theory, the CIP-Short-5 consists of five items each for the five overarching domains of career indecision. It showed desirable option occurrence patterns and minimal gender-oriented differential item functioning in both China and the U.S. Additionally, the scale supported the five-factor model over an alternative, four-factor model of career indecision in both China and the U.S. The convergent and discriminant patterns of the CIP-Short-5 with criteria were largely supported in China and the U.S. Last, the results supported the configural and metric invariance of the CIP-Short-5 but did not fully support the scalar invariance of the CIP-Short-5 across China and the U.S. Together, the results offer psychometric evidence for the CIP-Short-5, which has important implications for research and practice on career indecision in the international context in general and in China in specific.
虽然职业优柔寡断的五因素模型提出了五个跨文化重要的优柔寡断因素，但缺乏一个与五因素模型相对应的心理上健全的职业优柔寡断简短衡量标准。因此，本研究以中国大学样本(n = 588)和美国大学样本(n = 762)为样本，分别在中国和美国开发并验证了职业犹豫不决概要- short -5因子(CIP-Short-5)。运用项目反应理论，CIP-Short-5由五个项目组成，分别代表职业犹豫不决的五个主要领域。结果显示，在中国和美国，职业优柔症的选项出现模式是理想的，性别导向的差异项目功能是最小的。此外，量表在中国和美国都支持职业优柔症的五因素模型，而不是备选的四因素模型。研究结果支持了中国和美国职业优柔寡断量表的结构不变性和度量不变性，但不完全支持两国职业优柔寡断量表的标量不变性。研究结果为职业优柔寡断量表提供了心理测量学证据，对国际和中国职业优柔寡断的研究和实践具有重要意义。
{"title":"Facilitating International Research on Career Indecision: Developing Career Indecision Profile-Short-5 in China and the U.S.","authors":"Hui Xu, Runqiu He","doi":"10.1177/10690727221080449","DOIUrl":"https://doi.org/10.1177/10690727221080449","url":null,"abstract":"While five-factor model of career indecision proposes five cross-culturally important indecision factors, a psychologically sound brief measure of career indecision that corresponds to the five-factor model is lacking. Thus, using a Chinese college sample (n = 588) and an U.S. college sample (n = 762), this study developed and validated the Career Indecision Profile-Short-5 factor (CIP-Short-5) in China and the U.S. Applying item response theory, the CIP-Short-5 consists of five items each for the five overarching domains of career indecision. It showed desirable option occurrence patterns and minimal gender-oriented differential item functioning in both China and the U.S. Additionally, the scale supported the five-factor model over an alternative, four-factor model of career indecision in both China and the U.S. The convergent and discriminant patterns of the CIP-Short-5 with criteria were largely supported in China and the U.S. Last, the results supported the configural and metric invariance of the CIP-Short-5 but did not fully support the scalar invariance of the CIP-Short-5 across China and the U.S. Together, the results offer psychometric evidence for the CIP-Short-5, which has important implications for research and practice on career indecision in the international context in general and in China in specific.","PeriodicalId":47978,"journal":{"name":"Journal of Career Assessment","volume":"30 1","pages":"719 - 738"},"PeriodicalIF":3.2,"publicationDate":"2022-03-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41732294","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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