 Subjects -> OCCUPATIONS AND CAREERS (Total: 33 journals)
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- Called to Serve: Exploring the Relationship Between Career Calling, Career
Plateaus, and Organizational Commitment in the U.S. Military- Authors: Marco S. DiRenzo, Jennifer Tosti-Kharas, Edward H. Powley
Abstract: Journal of Career Assessment, Ahead of Print.
Experiencing career as a calling has implications for an individual’s career trajectory; yet, little is known about whether calling relates to career plateaus, which have the potential to stall an employee’s career path. This relationship is particularly interesting for members of the U.S. military, who have a relatively prescribed set of career experiences and opportunities. Serving in the U.S. military requires potential sacrifice, loyalty, and a sense of moral duty, all characteristics of what it means to experience one’s career as a calling. Yet, research has largely neglected to examine callings in the context of military service. We address these gaps by examining the relationships between career calling, career plateaus, and organizational commitment. We also examine whether social capital moderates these relationships via complementary or substitution effects. Using a two-wave survey sample of 237 officers, we found that calling negatively related to content career plateaus which in turn mediated calling’s positive relationship to commitment. Social capital moderated this mediation in a manner to suggest substitution effects. We discuss the implications of our findings for research on military careers, career as a calling, and affective commitment, as well as for practicing military officers and their leadership.
Citation: Journal of Career Assessment
PubDate: 2021-05-03T09:13:05Z
DOI: 10.1177/10690727211011379
- Examining the Persistence Intentions of College Students of Color
- Authors: Pa Her, Mindi N. Thompson
Abstract: Journal of Career Assessment, Ahead of Print.
This study used the Social Cognitive Career Theory—Career Self-Management Model (SCCT-CSM) to understand the process by which background variables impact students of color’s intentions to persist in college. Findings from 329 students of color revealed that perceived social status related positively to self-efficacy for self-regulated learning, that increased experiences of racism related negatively to self-efficacy for self-regulated learning, and that self-efficacy for self-regulated learning related positively to intentions to persist in college. Further, self-efficacy for self-regulated learning mediated the relationship between perceived social status and persistence intentions among this sample of college students of color. Lastly, SEM analyses provided support for several pathways of the SCCT-CSM model with students of color. Limitations of the current study are discussed. Implications and future directions for practice and research are presented.
Citation: Journal of Career Assessment
PubDate: 2021-04-16T07:31:04Z
DOI: 10.1177/10690727211010382
- Assessing Perceived Future Decent Work Securement Among Chinese
Impoverished College Students- Authors: Jingyi Wei, Sow Hup Joanne Chan, Kelsey Autin
Abstract: Journal of Career Assessment, Ahead of Print.
Drawing from Psychology of Working Theory (PWT), the current study sampled 254 college students from impoverished families in China and examined their perceptions of access to future decent work as predicted by subjective social status and marginalization and mediated by work volition and career adaptability. As impoverished college students are socioeconomically disadvantaged and thus cannot afford college expenses, understanding their perception regarding future careers echoes the call for renewing the focus on equity and diversity within vocational psychology. Findings supported subjective social status as an indirect predictor of perceptions of future decent work via work volition. Work volition and career adaptability directly predicted perceptions of future decent work. Additionally, there is a significant conditional indirect effect between subjective social status, work volition, and perceptions of future decent work. Specifically, the effect was only significant for first-year students. Overall, this study adds new evidence on the applicability of the PWT among student populations. Implications for career researchers, vocational counselors, and student affairs professionals are provided.
Citation: Journal of Career Assessment
PubDate: 2021-04-12T08:04:30Z
DOI: 10.1177/10690727211005653
- Living a Calling and Work–Family Interface: A Latent Profile
Analysis- Authors: Chunyu Zhang, Bryan J. Dik, Zengyun Dong
Abstract: Journal of Career Assessment, Ahead of Print.
The positive outcomes of calling have been examined in a large and growing number of studies, yet little is known about how calling relates to the work-family interface. In this study, we adopted a person-centered approach using latent profile analysis to explore how living a calling relates to different work-family interface profiles. With a sample of 267 Chinese university counselors, we found three work-family interface profiles: slightly conflictual (51%), experiencing slightly higher than average levels of work-to-family conflict (WFC) and family-to-work conflict (FWC) and slightly lower than average levels of work-to-family enrichment (WFE) and family-to-work enrichment (FWE); work-to-family conflictual (15%), with higher levels of WFC and lower levels of FWC, WFE, and FWE; and enriched (34%), indicated by higher levels of WFE and FWE and lower levels of WFC and FWC. The results revealed that the greater the extent to which participants were living their calling, the more likely they were to be classified into the enriched profile. Our findings contribute to the literature on calling by offering person-centered insights on the relation between calling and the work-family interface.
Citation: Journal of Career Assessment
PubDate: 2021-04-01T09:07:27Z
DOI: 10.1177/10690727211006701
- Intolerance of Uncertainty, Anxiety, and Career Indecision: A Mediation
Model- Authors: Consuelo Arbona, Weihua Fan, Ayoung Phang, Norma Olvera, Marcel Dios
Abstract: Journal of Career Assessment, Ahead of Print.
Intolerance of uncertainty (IU) refers to the tendency to fear the unknown and to worry excessively about potential future negative outcomes. In the career decision-making process, college students experience uncertainty regarding the future of occupational opportunities and the evolution of their interests and capabilities. Anxiety is a well-established predictor of career indecision. Therefore, this study examined the role of anxiety as a mediator in the relation of IU and rumination to three dimensions of career decision making difficulties among college students (N = 678). Results of path analyses indicated that as hypothesized, after controlling for age, intolerance of uncertainty was directly and indirectly (though anxiety) related to the three dimensions of career decision making difficulties: lack of readiness, lack of information, and inconsistent information. Results suggested that career choice interventions may be enhanced with a targeted emphasis on coping with the uncertainty involved in career decision making among college students.
Citation: Journal of Career Assessment
PubDate: 2021-03-26T03:09:30Z
DOI: 10.1177/10690727211002564
- The Relationship Between Career Adaptability and Job-Search Self-Efficacy
of Graduates: The Bifactor Approach- Authors: Marijana Matijaš, Darja Maslić Seršić
Abstract: Journal of Career Assessment, Ahead of Print.
Career adaptability is an important resource for dealing with career transitions such as the transition from university to work. Previous research emphasized the importance of focusing on career adapt-abilities instead only on general career adaptability. The aim of this research was to investigate whether career adaptability can be conceptualized as a bifactor model and whether general and specific dimensions of career adaptability have a relationship with job-search self-efficacy of graduates. In an online cross-sectional study, 667 graduates completed the Career Adapt-Abilities Scale and Job Search Skill and Confidence Scale. The CFA analysis showed that the bifactor model of career adaptability had a good fit where general factor explained most of the items’ variance. The SEM analysis revealed that general career adaptability and the specific factor of confidence positively correlated with job-search and interview performance self-efficacy. Control only correlated with interview performance self-efficacy. Neither concern nor curiosity showed a significant relationship with job-search and interview performance self-efficacy.
Citation: Journal of Career Assessment
PubDate: 2021-03-25T09:01:13Z
DOI: 10.1177/10690727211002281
- The Development of the CASVE-CQ: A CIP Perspective on Assessing
Decision-Making Progress- Authors: Brianna Werner, Emily Bullock-Yowell, Richard Mohn, Melanie Leuty, Eric Dahlen
Abstract: Journal of Career Assessment, Ahead of Print.
The CASVE-Cycle Questionnaire (CASVE-CQ) was developed to assess career decision-making progress and operationalizes the Cognitive Information Processing Theory’s CASVE Cycle decision-making approach. Development occurred across three unique studies. In the pilot study’s college student sample (N = 323) and initial adult sample (N = 427), two exploratory factor analyses supported a theoretically consistent six-factor solution. A confirmatory factor analysis in the second adult sample (N = 342) confirmed the factor structure, resulting in a 42-item measure with six subscales. A second-order factor analysis assessed the utility of a CASVE-CQ total score. Consistent with theory, this model did not converge, and a total score for the CASVE-CQ was not supported. Supporting the validity of the CASVE-CQ as a decision-making progress measure, greater decision-making activity in each phase/subscale was associated with lower career decision-making difficulties, stable vocational identity, and greater career commitment. Continued test development steps and theory, research, and practice implications, are discussed.
Citation: Journal of Career Assessment
PubDate: 2021-03-05T08:59:30Z
DOI: 10.1177/1069072721999317
- Examining Classism and Critical Consciousness Within Psychology of Working
Theory- Authors: Taewon Kim, Blake A. Allan
Abstract: Journal of Career Assessment, Ahead of Print.
Building from psychology of working theory, this study tested how critical consciousness, composed of perceived inequality, egalitarianism, and critical action, moderate the relations between contextual barriers (i.e., economic constraints and classism) and psychological variables (i.e., work volition and career adaptability) with a sample of 403 employees in the United States. Findings suggested that people who had high egalitarianism had a stronger negative relation between economic constraints and work volition. Results also revealed that people who had low egalitarianism had a negative relation between classism and career adaptability. Regarding critical action, people who had low or moderate levels of critical action had a stronger negative relation between economic constraints and work volition. Moreover, people who had low or moderate levels of critical action had a stronger negative relation between classism and career adaptability. Findings encourage practitioners and employers to consider egalitarianism and critical action as potential targets in vocational interventions.
Citation: Journal of Career Assessment
PubDate: 2021-03-05T08:58:31Z
DOI: 10.1177/1069072721998418
- Validation of the Chinese Version of the Multidimensional Workaholism
Scale- Authors: Yan Xu, Chaoping Li
Abstract: Journal of Career Assessment, Ahead of Print.
The aim of this study was to translate the Multidimensional Workaholism Scale (MWS) into Chinese and then test its reliability and validity among full-time Chinese employees in two stages. In Study 1 (N = 220), the MWS was translated and exploratory factor analysis was conducted resulting in a four-factor solution consistent with the original MWS: motivational, cognitive, emotional, and behavioral. In Study 2 (N = 425), confirmatory factor analysis showed that a four-factor, bifactor model was the best fit for the data. Configural, metric, and scalar invariance models were tested which demonstrated that the Chinese version of the MWS did not differ across gender, age, and job position groups. Finally, workaholism and engagement were related and distinct from one another, and they correlated with emotional exhaustion, work-family conflict and life well-being uniquely. This study indicated that the Chinese version of the MWS is a valid and reliable tool for Chinese employees, and this has important practical implications for the individual health and career development of Chinese working adults.
Citation: Journal of Career Assessment
PubDate: 2021-02-25T09:25:06Z
DOI: 10.1177/1069072721994272
- Prevalence and Demographic Differences in Work as a Calling in the United
States: Results From a Nationally Representative Sample- Authors: Micah J. White, Dylan R. Marsh, Bryan J. Dik, Cheryl L. Beseler
Abstract: Journal of Career Assessment, Ahead of Print.
Within the last two decades, social science research on work as a calling has rapidly grown. To date, knowledge regarding prevalence and demographic differences of calling in the United States derives from data collected mainly from regionally limited and/or occupationally homogenous samples. The present study used data from the Portraits of American Life Study, a nationally stratified panel study of religion in the United States (U.S.), to estimate calling’s prevalence in the U.S. Our findings represent the first known population estimates of seeking, perceiving, and living a calling in the U.S. Results revealed that calling is a relevant concept for many U.S. adults, with 43% endorsing “mostly true” or “totally true” to the statement “I have a calling to a particular kind of work.” Small differences for presence of and search for a calling emerged across age groups, employment statuses, and levels of importance of God or spirituality. For living a calling, significant differences were identified only for importance of God or spirituality, contrasting with previous findings that suggested that living a calling varies as a function of income and social status. Implications for research and practice are explored.
Citation: Journal of Career Assessment
PubDate: 2021-02-23T09:53:03Z
DOI: 10.1177/1069072721995698
- Internship Experiences Among College Students Attending an HBC: A
Longitudinal Grounded Theory Exploration- Authors: Mindi N. Thompson, Jessica Perez-Chavez, Anna Fetter
Abstract: Journal of Career Assessment, Ahead of Print.
Internships are a form of experiential learning whereby students can apply and practice their skills in a professional setting while gaining career and life experience. This study explored internship experiences among students attending an Historically Black College and University (HBCU) in the Southeastern region of the U.S. Using Grounded Theory, 18 students participated in in-person small group interviews at Time 1 and 11 participated in follow-up individual phone interviews 1 year later at Time 2. The grounded theory that emerged from the data depicts the process by which students engaged with, and made meaning from, the internship process. Participants are unique individuals with individual and contextual factors that impact the values and beliefs they bring to the internship process. The internship application process is complex, and support from important others, limitations to internship opportunities, and financial considerations impact students’ experiences. These experiences shape perceptions regarding the value of internships, which informs students’ future projections. In combination, the internship process is a process that unfolds over time and in which students’ experiences mutually influence and inform one another. Implications for internship employers and higher education institutions, applications to career theory, and future directions for research are discussed.
Citation: Journal of Career Assessment
PubDate: 2021-02-08T09:03:10Z
DOI: 10.1177/1069072721992758
- College and Career Ready and Critically Conscious: Asset-Building With
Latinx Immigrant Youth- Authors: Ellen Hawley McWhirter, Christina Cendejas, Maureen Fleming, Samantha Martínez, Nathan Mather, Yahaira Garcia, Lindsey Romero, Robert I. Ortega, Bryan Ovidio Rojas-Araúz
Abstract: Journal of Career Assessment, Ahead of Print.
A growing body of evidence supports critical consciousness as a developmental asset for young people, including its benefits for educational and vocational outcomes. National dynamics and policies in the U.S., such as restricting immigration and asylum, have raised the salience of critical consciousness as a protective factor for the career development of Latinx immigrant youth. In this manuscript, we first review the nature and benefits of critical consciousness for Latinx immigrant youth. We then highlight how college and career readiness (CCR) and the components of critical consciousness (CC) can be simultaneously fostered among Latinx immigrant high school students, drawing upon our own work in the context of an afterschool program. We introduce a framework to illustrate this integration, and describe a series of intervention activities and processes designed to simultaneously build CC and CCR. Finally, we provide recommendations and describe caveats and challenges to developing classroom-based career education curricula that integrate CCR and CC.
Citation: Journal of Career Assessment
PubDate: 2021-01-21T09:33:53Z
DOI: 10.1177/1069072720987986
- Corrigendum to ‘A Meta-Analysis of the Antecedents of Career
Commitment’- Abstract: Journal of Career Assessment, Ahead of Print.
Citation: Journal of Career Assessment
PubDate: 2021-01-12T10:05:13Z
DOI: 10.1177/1069072720987353
- Designing Quality Programs that Promote Hope, Purpose and Future Readiness
Among High Need, High Risk Youth: Recommendations for Shifting Perspective
and Practice- Authors: V. Scott H. Solberg, Chong Myung Park, Gloria Marsay
Pages: 183 - 204
Abstract: Journal of Career Assessment, Volume 29, Issue 2, Page 183-204, May 2021.
This paper uses a social justice perspective to recommend a number of program design strategies for improving high need, high opportunity youth access to quality education, career and workforce development. Globally, high need, high opportunity youth refer to the estimated 500 million youth who live on less than $2 per day, the estimated 600 million youth who are not in school, not employed, and not in training (i.e., NEET or Opportunity Youth). The recommendations are framed using a number of U.N. Sustainable Development Goals with the central aim being to increase access to decent work.
Citation: Journal of Career Assessment
PubDate: 2020-08-13T11:03:21Z
DOI: 10.1177/1069072720938646
Issue No: Vol. 29, No. 2 (2020)
- Parenting, Major Choice Motivation, and Academic Major Satisfaction Among
Filipino College Students: A Self-Determination Theory Perspective- Authors: Randolfh R. Nerona
Pages: 205 - 220
Abstract: Journal of Career Assessment, Volume 29, Issue 2, Page 205-220, May 2021.
Guided by Self-Determination Theory (SDT), this study examined the relationships among parenting (autonomy-supportive and controlling), major choice motivations (autonomous and controlled), and academic major satisfaction with a sample of 525 Filipino college students. Consistent with the hypotheses, the results of structural equation modeling indicated that perceived autonomy-supportive and controlling parenting were positively associated with autonomous and controlled major choice motivations, respectively. In addition, autonomous and controlled major choice motivations differentially predicted academic major satisfaction. Findings also revealed that while autonomous major choice motivation mediated the relation between autonomy-supportive parenting and academic major satisfaction, controlled major choice motivation mediated the association between controlling parenting and academic major satisfaction. Practical implications and directions for future research are discussed.
Citation: Journal of Career Assessment
PubDate: 2020-08-06T11:05:34Z
DOI: 10.1177/1069072720941269
Issue No: Vol. 29, No. 2 (2020)
- Childhood Environmental Adversity and Career Decision-Making Difficulty: A
Life History Theory Perspective- Authors: Hui Xu
Pages: 221 - 238
Abstract: Journal of Career Assessment, Volume 29, Issue 2, Page 221-238, May 2021.
Although research has examined and supported the role of environmental adversity in career decision-making, little is known about the prediction power of childhood environmental adversity for career decision-making. To provide guidance for early career interventions, particularly in disadvantaged populations, the current study drew on life history theory and used a sample of U.S. college students (n = 310) and a sample of U.S. noncollege individuals during emerging adulthood (n = 308) to examine a mediation model involving childhood unpredictability, childhood poverty, career decision ambiguity aversion, and career decision-making difficulty. The results support the mediation of ambiguity aversion in the positive predictions of childhood unpredictability for all four factors of career decision-making difficulty. However, the results do not support the indirect predictions of childhood poverty for all four factors of career decision-making difficulty through ambiguity aversion but support the direct prediction of childhood poverty for lack of readiness. Therefore, the current study illuminates the importance of a predictable family environment during childhood for career decision-making during emerging adulthood and provides implications for the validity of life history theory in career decision-making, the development of ambiguity aversion, and early career interventions. Implications and future directions of research regarding childhood poverty are also discussed.
Citation: Journal of Career Assessment
PubDate: 2020-08-13T11:24:35Z
DOI: 10.1177/1069072720940978
Issue No: Vol. 29, No. 2 (2020)
- Perceptions of Career Agency and Career Calling in Mid-Career: A
Qualitative Investigation- Authors: Dale L. Lemke
Pages: 239 - 262
Abstract: Journal of Career Assessment, Volume 29, Issue 2, Page 239-262, May 2021.
This qualitative study examined the perceptions of career agency and career calling among 35 U.S. mid-career foreign missionaries from four organizations who reported a sense of living out a calling. In-depth interviews were analyzed using grounded theory methodology to describe participant perspectives on calling and agency with the goal of understanding factors that contribute to living a calling. Data analysis revealed two main themes, nine categorical sub-themes, and 18 base concepts. The first theme, calling as a dynamic lived experience, affirms elements of Work as Calling Theory and indicates a need to clarify the role of prosocial orientation in calling. The second theme, socio-contextual factors perceived as influencing lived callings, offers insights regarding the need to explore a more robust integration of socio-contextual factors into Work as Calling Theory. A hypothesis regarding the relation between cultural competence and living a calling is proposed for future testing.
Citation: Journal of Career Assessment
PubDate: 2020-09-11T03:02:07Z
DOI: 10.1177/1069072720956982
Issue No: Vol. 29, No. 2 (2020)
- Linking Protean and Boundaryless Career Attitudes to Subjective Career
Success: A Serial Mediation Model- Authors: Yasir Mansoor Kundi, Sandrine Hollet-Haudebert, Jonathan Peterson
Pages: 263 - 282
Abstract: Journal of Career Assessment, Volume 29, Issue 2, Page 263-282, May 2021.
This study examines the link between protean career and boundaryless career attitudes and subjective career success. We propose that employees with protean and boundaryless career attitudes are more likely to engage in job crafting behavior, ultimately leading to career commitment and career satisfaction. Data from 321 business professionals working in France revealed that protean and boundaryless career attitudes predict subjective career success in the form of career commitment and career satisfaction through job crafting. The data also revealed a serial mediation pathway whereby protean and boundaryless career attitudes positively predicted job crafting behavior, which lead to stronger career commitment and increased career satisfaction. These results highlight the importance of job crafting behavior as an important, yet unexplored work-related phenomenon with significant organizational implications.
Citation: Journal of Career Assessment
PubDate: 2020-09-18T11:02:35Z
DOI: 10.1177/1069072720959782
Issue No: Vol. 29, No. 2 (2020)
- Context and Validation of the Subjective Underemployment Scale Among
Turkish Employees- Authors: Aysenur Buyukgoze-Kavas, Blake A. Allan, Merve Turan, Furkan Kirazci
Pages: 283 - 302
Abstract: Journal of Career Assessment, Volume 29, Issue 2, Page 283-302, May 2021.
The purpose of the current study was to validate the Turkish version of the Subjective Underemployment Scales (SUS; Allan et al., 2017), a recently developed measure aimed at assessing the six components of underemployment: pay, status, field, hours, involuntary temporary work, and poverty wage employment. The proposed six-factor structure of the SUS was empirically supported among a diverse group of Turkish employees (211 female, 190 male with a mean age of 32.31; ranging from 20 to 63). Consistent with the original study, a six-factor correlational model produced better fit indices than single factor, higher order, and bifactor model. A series of multigroup confirmatory factor analyses provided evidence for configural, metric, and scalar invariance of the SUS, suggesting that the structure of the Turkish version of the scale was equivalent across gender, income, and social class groups. The results of the correlational analyses supported validity by significant positive correlations with measures of overqualification and withdrawal intentions and significant negative correlations with measures of job satisfaction, pay satisfaction, and meaningful work. The results of the study indicated the Turkish version of the SUS (T-SUS) provided a valid and reliable assessment of underemployment among Turkish employees. Also, findings of the present study help to gain an understanding of subjective underemployment experiences of Turkish employees and provide a framework for practitioners; employers, researchers, and policymakers to determine potential need for improvement through components of underemployment.
Citation: Journal of Career Assessment
PubDate: 2020-10-05T09:46:47Z
DOI: 10.1177/1069072720961542
Issue No: Vol. 29, No. 2 (2020)
- Development and Validation of a Short Form of the College-Going
Self-Efficacy Scale- Authors: Erin E. Hardin, Melinda M. Gibbons, Katherine D. Cook, Kody Sexton, Leigh Bagwell
Pages: 303 - 318
Abstract: Journal of Career Assessment, Volume 29, Issue 2, Page 303-318, May 2021.
Social Cognitive Career Theory is a useful framework for understanding educational attainment and reducing educational inequities. A key construct for middle and high school students is college-going self-efficacy. The College-Going Self-Efficacy Scale (CGSES) has been used to measure secondary students’ confidence in their abilities to attend and persist in post-secondary education, but with 30-items, it may be too lengthy for use with other measures in SCCT-grounded research in school settings. Using two independent samples of rural Appalachian high school students, we develop and validate the College-Going Self-Efficacy Scale-Short Form (CGSES-SF). This 14-item measure retains the full breadth of content from the original CGSES, demonstrates measurement equivalence across gender and prospective college generation status, and demonstrates good reliability and validity in these samples. Suggestions for future use of the CGSES-SF are provided.
Citation: Journal of Career Assessment
PubDate: 2020-10-27T10:07:21Z
DOI: 10.1177/1069072720968241
Issue No: Vol. 29, No. 2 (2020)
- The Development and Validation of a Scale Measuring Postgraduate School
Application Self-Efficacy- Authors: Meaghan K. Rowe-Johnson, Alex Rice, Saba R. Ali
Pages: 319 - 337
Abstract: Journal of Career Assessment, Volume 29, Issue 2, Page 319-337, May 2021.
This study introduces a new construct to the literature that may impact students’ entrance into postgraduate programs: postgraduate school application self-efficacy. Although previous scholars have explored the admissions processes for a variety of disciplines and have developed a measure for graduate education self-efficacy, no measure has been developed to assess postgraduate school application self-efficacy (PSASE). Therefore, the purpose of this study was to develop and validate a measure of 423 undergraduate students’ PSASE. Parallel analyses, exploratory factor analyses, and confirmatory factor analyses were conducted to determine the underlying factor structure of the PSASE scale. Reliability and correlational analyses were also conducted to assess convergent and discriminant validity. Results revealed a conceptually interpretable, 16-item, four-factor solution that accounted for 80.88% of the total variance. Correlational analyses with graduate education self-efficacy and self-esteem provided evidence of convergent and discriminant validity for the PSASE subscales. Implications and future directions were explored.
Citation: Journal of Career Assessment
PubDate: 2020-11-24T10:15:38Z
DOI: 10.1177/1069072720974408
Issue No: Vol. 29, No. 2 (2020)
- The Positive Career Goal Discrepancy Scale: Development and Initial
Validation- Authors: Sari Z. Akmal, Peter A. Creed, Michelle Hood, Amanda Duffy
Pages: 338 - 354
Abstract: Journal of Career Assessment, Volume 29, Issue 2, Page 338-354, May 2021.
The 15-item Positive Career Goal Discrepancy Scale was developed to assess emerging adults’ appraisals of the extent to which their current career progress exceeds their set career goals. We generated 32 items based on a literature review, focus groups, and expert reviews, used EFA (N = 244, M age 18.7 years; 65% women) to reduce the number of items, and CFA (N = 254, M age 18.7 years; 68% women) to confirm the factor structure and demonstrate superior reliability at the total score level (ω reliability = .91). Validity testing demonstrated that the scale was distinct from a measure of negative career goal discrepancy and related, as expected, to constructs in the nomological net: correlated positively with career satisfaction and optimism, and negatively with negative career goal discrepancy. The scale is a useful addition to the career literature and is likely to stimulate research into positive career goal progress in young people.
Citation: Journal of Career Assessment
PubDate: 2020-11-29T06:50:06Z
DOI: 10.1177/1069072720976376
Issue No: Vol. 29, No. 2 (2020)
- Factor Structure of the Vocational Identity Status Assessment (VISA) in
University, Liberal Arts, and Community College Students- Authors: Arne Weigold, Ingrid K. Weigold, Margo A. Gregor, Emily M. Thornton
Pages: 355 - 373
Abstract: Journal of Career Assessment, Volume 29, Issue 2, Page 355-373, May 2021.
The Vocational Identity Status Assessment (VISA) measures vocational identity development in adolescents and emerging adults. Although the initial six-factor structure has been confirmed, there have not yet been studies assessing other plausible factor structures. Additionally, the VISA has not previously been examined in some major types of institutions of higher education in the United States. The current study assessed five potential factor structures for the VISA in three college student samples: 857 from a large public university, 196 from a small, private, minority-majority liberal arts college, and 320 from a community college. The six-factor structure was the best-fitting model of the ones examined and showed evidence of multigroup invariance up to the strict level. There were notable latent mean differences across samples, as well as frequency differences for vocational identity statuses. These findings have implications for the appropriate modeling of the VISA and its use within diverse college student samples.
Citation: Journal of Career Assessment
PubDate: 2020-12-01T09:43:58Z
DOI: 10.1177/1069072720975278
Issue No: Vol. 29, No. 2 (2020)
- A Meta-Analytic Investigation of the Association Between Working Alliance
and Outcomes of Individual Career Counseling- Authors: Francis Milot-Lapointe, Yann Le Corff, Nicole Arifoulline
Abstract: Journal of Career Assessment, Ahead of Print.
This article reports on the results of the first meta-analysis of the association between working alliance and outcomes of individual career counseling. This random-effects meta-analysis included 18 published and unpublished studies that produced a weighted mean effect size of r = .42. This effect size was heterogeneous across studies. Separate meta-analyses were conducted for several types of outcomes: Career outcomes, mental health outcomes, and client-perceived quality of the intervention. Average effect sizes for the association between working alliance and types of outcomes were .28, .18 and .62, respectively. Moderator analyses indicated that the overall mean effect size (r =.42) varied in a large proportion as a function of the type of outcomes and the time of assessment of working alliance (first session, mid or at termination of the counseling service). Our results confirm that working alliance is associated to career counseling effectiveness and suggest that career counselors should emphasize on the working alliance during the career counseling process. In conclusion, this article provides suggestions for practice in individual career counseling and avenues of research on working alliance in this context.
Citation: Journal of Career Assessment
PubDate: 2020-12-30T09:29:28Z
DOI: 10.1177/1069072720985037
- Beyond-the-Self Callings: The Role of a Transcendent Summons for
Undergraduates and Working Adults- Authors: Dylan R. Marsh, Bryan J. Dik
Abstract: Journal of Career Assessment, Ahead of Print.
Most scholars consider the “calling” construct to be multidimensional, yet very little research has examined the dimensions. Of the proposed dimensions, the most unique—and controversial—is a “transcendent summons” toward a particular career. In two studies, we investigated if a transcendent summons uniquely predicts individuals’ endorsement of having a calling, as well as their career-related and general well-being, beyond calling’s other dimensions. Participants were undergraduate students in the U.S. (n = 492) and working adults drawn from a nationally representative, stratified U.S. panel study (n = 767). Results suggested transcendent summons accounted for robust portions of unique variance in perceptions of calling for undergraduates and working adults. Results were mixed for other criterion variables, as a transcendent summons explained variance beyond calling’s other dimensions for three of the five career-related and general well-being variables for undergraduates, and two of five for working adults. Research and practice implications are discussed.
Citation: Journal of Career Assessment
PubDate: 2020-12-24T09:56:32Z
DOI: 10.1177/1069072720983553
- Emotional Efficacy Beliefs at Work and Turnover Intentions: The
Mediational Role of Organizational Socialization and Identification- Authors: Gianluca Cepale, Guido Alessandri, Laura Borgogni, Enrico Perinelli, Lorenzo Avanzi, Stefano Livi, Alessandra Coscarelli
Abstract: Journal of Career Assessment, Ahead of Print.
In this study we investigated whether regulatory emotional self-efficacy beliefs (RESE) indirectly predict turnover intentions (TI) through organizational socialization (OS) and organizational identification (OI). Three waves of data (1-year lag) were collected on a representative sample of 890 military newcomers belonging to two different cohorts. We tested our hypotheses using a multigroup autoregressive cross-lagged panel model (MG-ACLP) and results fully confirmed the posited theoretical model. Regulatory emotional self-efficacy beliefs reduced intentions to quit indirectly, via organizational socialization and identification. The present study contributes to fill several literature gaps by offering a complete picture of the socialization process. Moreover, it offers insights about how to support the military newcomers’ work adjustment and retention by fostering and developing their regulatory emotional self-efficacy beliefs. Limitations as well as directions for future research are discussed.
Citation: Journal of Career Assessment
PubDate: 2020-12-24T09:51:31Z
DOI: 10.1177/1069072720983209
- Adaptation and Validation of the LGBTCI to the Spanish LGBT Working
Population- Authors: María Luz Rivero-Díaz, Esteban Agulló-Tomás, Jose Antonio Llosa
Abstract: Journal of Career Assessment, Ahead of Print.
The Lesbian, Gay, Bisexual and Transgendered Climate Inventory (LGBTCI) is the only instrument that, from a holistic viewpoint, makes it possible to evaluate the workplace climate of support and/or hostility for LGBT workers. Recently, however its factor structure has been questioned. In addition, there is not a validated version in the Spanish-speaking countries. This study has the aim of adapting and validating the LGBTCI to the Spanish context and to investigate their factor structure through more accurate procedures. 587 LGBT Spanish nationality workers completed the LGBTCI and other scales. Its internal structure was checked by exploratory and confirmatory factor analysis and by exploratory structural equation modeling. The final scale of 15 items is divided into two-correlated factors (Support and Non-Hostility). Validity was supported by showing that both sub-scales were related negatively to job insecurity and turnover intentions and positively to work satisfaction, life satisfaction, P-O fit, P-J fit. This version has suitable psychometric properties for application and will allow an advance in research on the inclusion of LGBT workers in the Spanish-speaking context.
Citation: Journal of Career Assessment
PubDate: 2020-12-24T09:44:48Z
DOI: 10.1177/1069072720982339
- The Role of Future Orientation and Negative Career Feedback in Career
Agency and Career Success in Australian Adults- Authors: Anna Praskova, Lena Johnston
Abstract: Journal of Career Assessment, Ahead of Print.
Future orientation is crucial for young people to achieve career-developmental milestones, yet little research has examined the role of future orientation in attaining career outcomes in adult samples. Using the future orientation framework, we tested direct effects of future orientation on career agency (proactive career behaviors and work effort) and career success (perceived employability and career adaptability), indirect effects via career agency variables, and conditional effects of negative career feedback in the future orientation-career agency-career success relationships. We surveyed 285 adults (M = 38.38 years) and conducted structural equation and moderated mediation analyses. Future orientation was associated positively with work effort, proactive career behaviors, career adaptability, and perceptions of employability. Work effort and proactive career behaviors mediated the future orientation-career success relationship. The mediation via career behaviors (but not work effort) was dependent on the level of received negative career feedback. The results have theoretical and practical implications.
Citation: Journal of Career Assessment
PubDate: 2020-12-24T09:38:27Z
DOI: 10.1177/1069072720980174
- Advancing the Conceptualization and Measurement of Psychological Need
States: A 3 × 3 Model Based on Self-Determination Theory- Authors: Tiphaine Huyghebaert-Zouaghi, Nikos Ntoumanis, Sophie Berjot, Nicolas Gillet
Abstract: Journal of Career Assessment, Ahead of Print.
Based on Self-Determination Theory (SDT), this research aimed to investigate whether employees’ psychological need states could be expanded from two (need satisfaction and frustration) to three (need satisfaction, frustration, and unfulfillment). Relying on exploratory structural equation modeling (ESEM) and bifactor-ESEM, this research also offered to test the construct validity of the Psychological Need States at Work-Scale (PNSW-S) and to explore its criterion-related validity. Results from two studies and three distinct samples of employees (French and English speaking) provided support for the unfulfillment of the needs for autonomy, competence, and relatedness to be modeled as a distinct need state when tested alongside the satisfaction and frustration of those three needs. Moreover, results indicated that the different need states appeared to stem from distinct experiences (perceived supervisors’ supportive and thwarting behaviors) and that these need states had well-differentiated effects in terms of employee functioning (job satisfaction, job boredom, and work-related rumination). Our research therefore deepens our understanding of the nature of psychological need states in the workplace and offers a multidimensional instrument allowing to simultaneously assess not only need satisfaction and frustration, but also need unfulfillment. It also indicates that SDT’s explanatory framework may be expanded from two to three need processes to explain the effect of the socio-contextual environment on individual functioning.
Citation: Journal of Career Assessment
PubDate: 2020-12-09T09:51:31Z
DOI: 10.1177/1069072720978792
- A Meta-Analysis of the Antecedents of Career Commitment
- Authors: Dan Zhu, Peter Beomcheol Kim, Simon Milne, In-Jo Park
Abstract: Journal of Career Assessment, Ahead of Print.
Career commitment refers to one’s emotional attachment to one’s career rather than to one’s current working organization. While career commitment has been studied for decades as an important construct in applied psychology research, robust conclusions about its antecedents have not been drawn by empirical research. To address this issue, this research presents the results of a meta-analytic review of the antecedents of career commitment based on data from 156 individual studies (N = 58,651) conducted between 1980 and 2019. A total of 52 latent antecedents were captured and categorized into five different groups, and the strength, direction and heterogeneity of the relations between career commitment and its antecedents were meta-analytically investigated. Our findings revealed that while individual attributes (e.g. age) alone were weak predictors of career commitment, psychological (e.g. job satisfaction) and organizational factors (e.g. organizational career growth) exhibited medium effect sizes. In addition, among job-related factors, autonomy demonstrated a relatively strong influence on career commitment. The implications are elucidated for researchers and practitioners in the light of these key findings.
Citation: Journal of Career Assessment
PubDate: 2020-09-29T06:55:21Z
DOI: 10.1177/1069072720956983
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