Psychometric Properties of the Dutch BIS/BAS Scales

This study examined the reliability, factor structure, and convergent validity of the Dutch version of C. S. Carver and T. L. Whites (1994) Behavioral Approach System and Behavioral Inhibition System Scales (BIS/BAS Scales). For this purpose, the BIS/BAS Scales, a shortened version of the Eysenck Personality Questionnaire (EPQ), and the Dickman Impulsivity Inventory (DII) were administered to 246 undergraduate students in The Netherlands. The internal consistency of the BIS/BAS Scales was sufficient. Further, exploratory and confirmatory factor analysis showed that the Dutch BIS/BAS Scales have a factor structure similar to the English version. Finally, BIS/BAS Scales were found to correlate in a theoretically meaningful way with extraversion, neuroticism, psychoticism, and impulsivity.     

BIS, BAS, and bias: The role of personality and cognitive bias in social anxiety

The goal of the present research was to test the hypothesis that cognitive biases for negative and threatening social information mediate the effects of behavioral inhibition system (BIS) and behavioral approach system (BAS) sensitivity on social anxiety. Participants completed self-report measures of BIS and BAS and then underwent a social-threat induction procedure in which they were told they would have to perform a speech. A battery of cognitive bias measures was then administered, followed by a battery of state anxiety measures. Audience members also rated participants’ anxiety during the speech. Structural equation modeling was used to test the hypothesized model. As predicted, the fully-mediated model showed the best fit to the data, and higher BIS and lower BAS were found to have significant indirect effects on social anxiety via cognitive bias.     

Carver and Whites’ BIS/FFFS/BAS scales and domains and facets of the Five Factor Model of personality

Few empirical studies have investigated the relationship between Gray’s Reinforcement Sensitivity Theory (RST) and the Five-Factor Model (FFM) of personality. In a large sample of undergraduates (N = 779), we examined the relationship between FFM domains and facets and the revised RST (see Gray & McNaughton, 2000). Regression and partial correlation analyses indicated that only FFM Agreeableness discriminates between the BIS and FFFS. Other differences at the facet level were found for Neuroticism facets of Self-Consciousness and Angry Hostility (negatively), Agreeableness facets of Compliance and Modesty, and Conscientiousness facets of Self-Discipline and Deliberation. These findings emphasize social inhibition and constraint in the BIS, compared to the FFFS.     

Self-esteem and proactive personality as predictors of future work self and career adaptability: An examination of mediating and moderating processes

Basing on career construction theory and self-verification theory, current research examined the mediating and moderating models for the relations among self-esteem, proactive personality, career exploration, future work self and career adaptability. A two-wave survey study was conducted among Chinese university students (N = 305). The results showed that both self-esteem and proactive personality (measured at time 1) positively predicted future work self and career adaptability (measured at time 2), with these relationships mediated by career exploration (measured at time 1). In addition, the results further revealed that the positive effect of self-esteem on career exploration was stronger among students who had a higher level of proactive personality. In support of the hypothesized moderated mediation model, for individuals with a higher level of proactive personality, the indirect effects of self-esteem on future work self and career adaptability through career exploration were stronger. These findings carry implications for research on career construction theory and career counseling practices.     

Career-specific parental behaviors,career exploration and career adaptability: A three-wave investigation among Chinese undergraduates

The current research examined the effects of career-specific parental behaviors (reported by parents at time 1) on Chinese university students' career exploration (reported by students at time 2) and career adaptability (reported by students at time 3). A survey study was conducted among Chinese university graduates (N = 244) and their parents (N = 244). The results supported a mediation model such that a high level of parental support and a low level of parental interference had beneficial effects on Chinese undergraduates' career exploration, which in turn positively predicted their career adaptability. Lack of parental career engagement had a direct negative effect on career adaptability. Significant interaction effects were also found among these three types of parental behaviors such that at a lower level of lack of parental career engagement, the positive effects of parental support, as well as the negative effects of interference on career exploration were stronger. The corresponding moderated mediation models were also supported. These findings carry implications for research on career construction theory and career counseling practices.     

The role of BIS/BAS in the vulnerability for depression in adolescent girls

Reinforcement Sensitivity Theory (RST), the original (i.e. Gray, 1982) or revised (Gray & McNaughton, 2000), has yet to be used as a framework for investigating vulnerability to Major Depressive Disorder (MDD) in adolescents. The present study employed a high-risk design to examine whether aberrant BIS-FFFS/BAS activity was similarly present in both depressed girls and girls at high risk for depression.MethodsN = 85 age-matched biological daughters of mothers with differential MDD status: (a) MDD (n = 17), (b) high-risk (n = 34), and (c) healthy controls (n = 34) completed measures of the BIS/BAS, depression, and anxiety.ResultsMDD girls scored significantly higher on BIS than healthy controls but not high-risk girls, and the high-risk and control groups did not differ. No group differences were found on BAS or FFFS-Fear.ConclusionsElevated BIS was not identified as a vulnerability factor for MDD; however, it does distinguish depressed adolescents from healthy controls.     

Career adaptability predicts subjective career success above and beyond personality traits and core self-evaluations

The Career Adapt-Abilities Scale (CAAS) measures career adaptability as a higher-order construct that integrates four psychosocial resources of employees for managing their career development: concern, control, curiosity, and confidence. The goal of the present study was to investigate the validity of the CAAS with regard to its effects on two indicators of subjective career success (career satisfaction and self-rated career performance) above and beyond the effects of employees' Big Five personality traits and core self-evaluations. Data came from a large and heterogeneous sample of employees in Australia (N = 1723). Results showed that overall career adaptability positively predicted career satisfaction and self-rated career performance above and beyond the Big Five personality traits and core self-evaluations. In addition, concern and confidence positively predicted the two indicators of subjective career success. The findings provide further support for the incremental validity of the CAAS.     

Career adaptability as a mediator between personality and career engagement

The current study examined the role of career adaptability as a mediator between personality dimensions and career engagement. This investigation was conducted using a sample of university students (N = 201) who completed the Zuckerman–Kuhlman–Aluja Personality Questionnaire, the Career Adapt-Abilities Scale-Persian Form, and the Career Engagement Scale. Career adaptability dimensions related positively with activity, negatively with neuroticism, and positively with career engagement. The results indicated that career adaptability dimensions partially mediated the relationships between activity (work compulsion, general activity, restlessness, and work energy) and career engagement, whereas they were a full mediator between neuroticism (anxiety, depression, dependency, and low self-esteem) and career engagement. Among career adaptability dimensions, curiosity fully mediated the effect of sensation seeking on career engagement. These findings suggest that career adaptability is a dynamic mechanism that helps to regulate the relationship between specific dispositional traits and career adapting behaviors.     

Proactive personality and career adaptability: The role of thriving at work

This is a pioneer study to examine the mechanism underlying the relationship between proactive personality and career adaptability. Using a moderated mediation approach, it tested the mediating effect of thriving on this relationship and the moderating effect of proactive personality on the relationship between thriving and career adaptability. Three hundred and sixty-four adult employees participated in the survey study. Results demonstrated that proactive personality first promoted individuals' thriving at work, which in turn led to improved career adaptability. In addition, the effect of thriving on career adaptability was found to be stronger for those individuals with low rather than high proactive personality. In supporting this, the moderated mediation analysis further indicated that low proactive individuals, compared to their high proactive counterparts, relied more on thriving when developing career adaptability resources. These findings have important implications for career research and career counseling practices.     

Reduced approach motivation following nonreward: Extension of the BIS/BAS scales

The current study describes the development and validation of a new subscale to be used with the BIS/BAS scales (Carver & White, 1994). This subscale measures lowered approach motivation following nonreward. Factor analysis of the new subscale was carried out within a sample of 308 University students, test–retest reliability was established within a sample of 62 individuals, and construct validity was explored in a sample of 86 individuals by comparing scores on the new subscale with those on an existing self-report measure of apathy and on a behavioural measure of persistence. Reliability and validity of the new frustrative nonreward responsiveness subscale was found to be adequate within the populations studied. The findings are discussed in relation to theoretical accounts of BAS and BIS sensitivity.     

Perceived organizational career management and career adaptability as predictors of success and turnover intention among Chinese employees

Based on the theories of career construction and of social exchange, the current research examined the joint and interactive effects of perceived organizational career management and career adaptability on indicators of career success (i.e., salary and career satisfaction) and work attitudes (i.e., turnover intention) among 654 Chinese employees. The results showed that career adaptability played a unique role in predicting salary after controlling for the effects of demographic variables and perceived organizational career management. It was also found that both perceived organizational career management and career adaptability correlated negatively with turnover intention, with these relationships mediated by career satisfaction. The results further showed that career adaptability moderated the relationship between perceived organizational career management and career satisfaction such that this positive relationship was stronger among employees with a higher level of career adaptability. In support of the hypothesized moderated mediation model, for employees with a higher level of career adaptability, the indirect effect of perceived career management on turnover intention through career satisfaction was stronger. These findings carry implications for research on career success and turnover intention.     

The role of career adaptability in predicting entrepreneurial intentions: A moderated mediation model

Guided by the Career Construction Theory (Savickas, 2013), we view entrepreneurship as an adaptive vocational behavior driven by an individual's self-regulatory capacity to thrive in a complex entrepreneurial career context. Our research model posited that individuals rely on their adaptive resources and entrepreneurial self-efficacy as they form entrepreneurial intentions. Career adaptability, as self-regulatory competencies, is further strengthened by prior exposure to family business. We collected data over three measurement periods from Serbian business students (n = 380) and validated the Career Adapt-Abilities Scale (CAAS). The moderated mediation model was supported and as predicted: (a) career adaptability was positively associated with entrepreneurial intentions and (b) the mediated relationship between career adaptability and entrepreneurial intentions via entrepreneurial self-efficacy was stronger for individuals with prior exposure to family business. In addition, we provide evidence for the psychometric properties of CAAS by examining its internal consistency, test–retest reliability, and factor structure. Taken together, our study offers the groundwork for understanding successful adaptation in the entrepreneurial career context and supports the cross-national measurement equivalence and utility of CAAS in a developing economy.     

Suicidal Thinking and Perfectionism: The Role of Goal Adjustment and Behavioral Inhibition/Activation Systems (BIS/BAS)

The current study investigated the associations among perfectionism, goal adjustment, behavioral activation sensitivity (BAS), behavioral inhibition sensitivity (BIS), and suicidal thinking. Participants (n = 255) completed the Multidimensional Perfectionism Scale, the BIS/BAS scale, the Goal Adjustment scale, and a measure of suicidal thinking. The findings showed that socially prescribed perfectionism was the only perfectionism dimension associated with suicidal thinking. Goal reengagement (but not goal disengagement) is an important construct in the suicidal process. A series of hierarchical regression analyses showed that goal reengagement moderates and mediates the effect of socially prescribed perfectionism on suicidal thinking. BIS was also associated with suicidal behavior but its effect was mediated via socially prescribed perfectionism. The theoretical and treatment implications of the relationships between socially prescribed perfectionism, goal reengagement, and suicidal thinking and between BIS, socially prescribed perfectionism, and suicidal thinking are discussed. Future research is required to determine whether these relationships are predictive of suicidal thinking and behavior over time.     

BIS/BAS responses to emotional cues: Self report, autonomic measure and alpha band modulation

The study explored the effect of the subjective evaluation and of BIS/BAS (Behavioral Inhibition and Activation System) differences on psychophysiological and brain oscillation measures, in response to pleasant/unpleasant and high/low arousing stimuli. Skin conductance response, heart rate, and electromyography, and alpha frequency band, were registered, during viewing IAPS figures. Both BIS and BAS measures were significant in modulating behavioral, autonomic and brain responses, with a clear dichotomy BAS-appetitive/positive BIS-withdrawal/negative sensitivity. Withdrawal (BIS) and appetitive (BAS) behavior showed opposite patterns of responses by the subjects within the frontal cortical site more than other sites. In addition, a specific frontal lateralization effect was found as a function of BIS (more right-side activation for negative cues) and BAS (more left-side activation for positive cues). Moreover, autonomic variables and frequency band were found to be effected by arousal rating per se, with an increased response to high arousal in comparison with low arousal and neutral stimuli. The effects of subjective evaluation and individual differences were discussed in the light of the coping activity of emotion comprehension.     

Integrating personality and career adaptability into vocational interest space

The relations between interests, personality and career adaptability were explored in two separate studies. In the first study, the RIASEC measure Occupational Preference Scale was applied along with personality inventories HEXACO-PI-(R)-100 and IPIP-50 on a sample of 602 university students and young adults. In the second study, PGI-Short, HEXACO-60 and Career Adapt-Abilities Scale were applied on a sample of 981 high-school graduates. Results from both studies were discussed together, and general conclusions about overlapping of interests, personality and career adaptability domains were drawn on the basis of correlational analyses and property vector fitting. Both studies have shown weak to moderate relations between interests and personality. In the HEXACO framework, it was found that Openness to Experience was positively related to creative interests, Emotionality was positively related to social interests and negatively related to technical interests, Extraversion was positively related to social and managing interests, and Honesty–Humility was negatively related to interests for business and finance. In the Big Five framework, Agreeableness was related to Social and Artistic interests, and Intellect to Artistic interests. The HEXACO personality domains showed predictive advantage for explaining interests in comparison to Big Five dimensions. The relation between career adaptability and interests was weak, and almost negligible when personality was included in hierarchical regression analysis. Career adaptability was weakly related to highly prestigious interests. Adaptability facets Concern, Control and Confidence were oriented toward data pole of interest space. The general factor of interests was weakly correlated with Openness Extraversion, Career Adaptability, and adaptability facets Confidence and Curiosity. Observed findings are as expected and in line with previous research.     

The role of traditionality in the relationships among parental support,career decision-making self-efficacy and career adaptability

Integrating career construction (Savickas, 2013) and cognitive evaluation (Ryan & Deci, 2002) theories, we examined the moderating role of traditionality beliefs in the indirect relationships among parental support, career decision-making self-efficacy and career adaptability among Chinese university students. Data were collected from 731 undergraduate students in China at two measurement periods, 18 months apart. Results showed that Time 1 parental support was associated positively with Time 1 career decision-making self-efficacy and Time 2 career adaptability. In addition, the conditional indirect effects of Time 1 parental support in predicting Time 2 career adaptability via Time 1 career decision making self-efficacy were stronger among students with low as opposed to high traditionality beliefs. The implications of the results in terms of theory and practice are discussed.     

The role of personality in adolescent career planning and exploration: A social cognitive perspective

Social cognitive career theory (SCCT) recognises the importance of individual differences and contextual influences in the career decision-making process. In extending the SCCT choice model, this study tested the role of personality, social supports, and the SCCT variables of self-efficacy, outcome expectations and goals in explaining the career readiness actions of career planning and exploration. The authors surveyed 414 Australian high school students in Years 10, 11 and 12. Career exploration was associated with goals and social supports, whereas career planning was associated with self-efficacy, goals, personality and an interaction term for goals and social support that indicated that levels of planning were highest when social support and goals were highest. Implications for parents, teachers and guidance counsellors as well as recommendations for future research directions are discussed.     

Proactivity,adaptability and boundaryless career attitudes: The mediating role of entrepreneurial alertness

We examined the role of entrepreneurialism in careers in the information society and global economy, bringing together key constructs in the fields of career studies and entrepreneurship. Specifically, our study involving a diverse group of 750 undergraduate students from Singapore showed that entrepreneurial alertness to opportunities partially mediates the relation of proactive personality to boundaryless career mindset and career adaptability, but not to self-directed or protean career attitudes. Findings are discussed in relation to the contribution of entrepreneurialism to careers research and the larger issues of workforce development.     

Career adaptation: The relation of adaptability to goal orientation,proactive personality,and career optimism

This study examines the psychometric properties of the Career Adapt-Abilities Scale (CAAS) and its relation to adaptivity (i.e., learning goal orientation, proactive personality, and career optimism) among Australian university students (N = 555). Results demonstrated adequate levels of test–retest reliability (r = .61 to .76) and internal consistency (α = .83 to .94) for the CAAS full scale and subscales over a 4-week interval between measurements. Confirmatory factor analysis also supported the multidimensional and hierarchical model of career adaptability resources. The factor structure generally corresponded with that obtained from other CAAS international validation, thus, expanding its cross-national measurement equivalence. In addition, correlation results supported the predicted positive association between career adaptability and adaptivity in the form of learning goal orientation, proactive personality, and career optimism. Taken together, the present findings confirm the psychometric utility of CAAS in the Australian context and substantiate the proposition that higher personal adaptive readiness relates to better career adaptability among young people.     

Ingratiation as an adapting strategy: Its relationship with career adaptability,career sponsorship,and promotability

Guided by the Career Construction Theory (Savickas, 2013), our research model posits that individuals rely on their adaptability resources and implement adapting responses, in the form of ingratiation, to increase their promotability at work. In addition, the indirect relationship between career adaptability and promotability via ingratiation is further strengthened by high career sponsorship. The research model was tested and the translated Career Adapt-Abilities Scale (CAAS) Thailand form was validated using a cross-sectional survey of 265 subordinate–supervisor dyads. Results demonstrate adequate levels of internal consistency (ɑ = .96) and the factor structure corresponded with prior CAAS international validation. The moderated mediation model was supported and as expected: (a) ingratiation, as an adapting response, mediated the positive relationship between career adaptability and promotability, and (b) the mediated relationship between career adaptability and promotability via ingratiation was stronger for individuals with higher career sponsorship. Taken together, the findings support the cross-national measurement equivalence and utility of CAAS in non-Western and developing countries. More importantly, our study offers the groundwork for understanding adapting responses and the augmenting role of career-specific contextual support.