Career adapt-abilities scale — Icelandic form: Psychometric properties and construct validity

This study examined the psychometric characteristics and construct validity of the Icelandic form of the Career Adapt-Abilities Scale (CAAS-Iceland). The CAAS consists of four scales that measure concern, control, curiosity, and confidence as psychosocial resources for managing occupational transitions, developmental tasks, and work traumas. The 24-item measure was translated from English and administered to 1566 Icelandic students aged 14–30. Internal consistency estimates of reliability for the subscale and total scores ranged from .77 to .92. The construct validity of the measure was tested using confirmatory methods. The results indicated that the four-factor hierarchical model of career adaptability shows an acceptable fit in Iceland. The mean scores on the scales are high compared to the other countries, indicating that there may be problems with the translation of the response scale. The results indicate that the CAAS-Icelandic Form is reliable and valid and can be used with minor modifications in career counseling and research in Iceland.     

Entrepreneurial Passion: A Review,Synthesis, and Agenda for Future Research

The present study undertakes a comprehensive and critical review of the body of empirical work on entrepreneurial passion. In particular, we document how the “first generation” of research on entrepreneurial passion and work passion in entrepreneurs has gained growing attention in various sub-fields of entrepreneurship research including entrepreneurial management, psychology, and finance. We provide an overview over theories used, definitions and measurements adopted, research methods utilized (e.g., qualitative vs. quantitative, survey-based vs. experimental/intervention), the thematic focus of studies, and unit of investigation (e.g., individual vs. team). We not only flag the problems of inconsistencies and limitations with respect to theory use, the making of causal inferences, and the conceptualization and measurement of entrepreneurial passion in existing studies (e.g., jingle fallacies), but also review the antecedents and outcomes of entrepreneurial passion identified in prior work and work where it had been examined as a moderator. Following this, we offer a research agenda with concrete suggestions to act as a foundation for the “second generation” of entrepreneurial passion research that proactively addresses the issues and gaps identified in our review. Finally, we also highlight how insights from the entrepreneurial passion literature can inform scholarship on passion more broadly.     

The measurement and conceptualization of curiosity

In this study, the authors tried various methods to measure and conceptualize curiosity. A sample of 369 education students (103 men, 266 women) who were attending universities on the East Coast of the United States completed 5 paper-and-pencil curiosity measures in 1 of their classes. Using confirmatory factor analysis, the authors found that the data best fit a 3-factor curiosity model consisting of cognitive curiosity, physical thrill seeking, and social thrill seeking. These findings supported the development of new instruments that specifically measured those 3 curiosity types, new empirical research predicting meaningful curiosity-related outcomes, and subsequent theory building concerning how and why curiosity is a fundamental part of optimal human functioning.     

Entrepreneurial intention as developmental outcome

What predicts adults' entrepreneurial intentions? Utilizing a cross-sectional sample of 496 German scientists, we investigated a path model for the effects of entrepreneurial personality (Big Five profile), control beliefs, and recalled early entrepreneurial competence in adolescence (early inventions, leadership, commercial activities) on two types of entrepreneurial intentions (conditional and unconditional intentions). As expected, entrepreneurial personality and early entrepreneurial competence on the one hand and both types of entrepreneurial intentions on the other were associated. Findings of structural equation modeling further revealed indirect effects via control beliefs (e.g., mediation effects). The results highlight the importance of a life span developmental approach in entrepreneurship research and support the idea that entrepreneurship can be promoted early in life. The findings are discussed against the backdrop of the economic and societal values that entrepreneurship has in today's societies.     

Time Theft in Organizations: The development of the Time Banditry Questionnaire

Time banditry has recently been introduced as a conceptually distinct construct in the counterproductive work behavior literature. An employee is engaged in time banditry if s/he pursues unsanctioned and/or unethical nonwork activities during work time. An analysis of the time banditry construct would be facilitated by the rigorous development of a measure of this construct. The purpose of this research was to develop and refine a multidimensional measure of time banditry. Items were generated through an extensive literature review and numerous workplace discussions with a diverse sample of employees. Through this process, we developed a 45‐item time banditry scale (Time Banditry Questionnaire; TBQ) and utilized it with a diverse sample. Exploratory and confirmatory factor analyses indicated that the construct of time banditry is multidimensional, exhibiting three distinct factors (classic, technology, and social). The TBQ demonstrated an internal consistency reliability of .90. Implications for the use of the TBQ in future research and application in organizations are discussed. The most salient suggestion in this study is that time banditry is more closely related to situational variables and personality variables than it is related to demographic variables.     

The good,the bad (and the ugly): The role of curiosity in subjective well‐being and risky behaviors among adolescents

Previous studies have shown that enhanced trait curiosity has positive influence on well‐being. It remains an open question, however, whether curiosity has any detrimental effects on behavioral outcomes in adolescence. The main aim of this research was to investigate the role of trait curiosity in the prediction of risky behavior engagement and subjective well‐being (SWB) among adolescents. A total of 371 Serbian adolescents (mean age 15.5, SD = 0.57) participated in the 5‐month follow up study. The results showed that the embracing component of curiosity (but not stretching) predicted risky behavior engagement, while the stretching component of curiosity (but not embracing) predicted positive affect. In addition, neither embracing nor stretching was a significant predictor of negative affect and life satisfaction. The results of this study call into question the conceptualization of curiosity as a completely positive emotional‐motivational system, and suggest that curiosity can contribute to negative outcomes in adolescence.     

创业专业人才的机会识别与开发策略模型:基于建构主义视角

创业专业人才的机会识别和开发日益成为研究者普遍关注的问题和人力资源管理的重要策略.这方面的研究主要采用了机会识别和开发策略等两种不同的视角.本研究以建构主义视角为新思路,提出创业专业人才的机会识别模型,用以探究创业专业人才的机会形成与开发策略,认为个体从创业环境中建构并发展了机会识别、选择和开发策略的释义,从而使得创业专业人才的机会识别过程成为关键的机制.机会识别、选择和开发等过程交互影响,共同建构了创业专业人才的开发模型.未来研究应更多关注创业机会的建构机制,探索机会的过程整合和决策研究.     

A Norwegian translation of the self–liking and competence scale

Although global self-esteem has historically been assumed to be a unidimensional construct, recent theory and research has challenged this assumption. Instead, it has been suggested that self-esteem might more fruitfully be viewed as a two-dimensional construct composed of: (a) self-liking, based on our perceptions of feedback from our social environment; and (b) self-competence, based on our internal conceptions of success and failure in performing tasks. The Self-Liking and Competence Scale (SLCS) is a self-esteem measure that has recently been developed based on this two-dimensional conceptualization of self-esteem. The purpose of the present research was to validate a Norwegian translation of the SLCS. 372 participants were given a translated version of the SLCS, and the translated scale exhibited psychometric properties similar to those of the original English version of the scale.     

青年大学生自信的理论建构研究

通过文献分析与实证研究,构建了自信的理论维度,并据此编制了青年大学生自信的测量量表。对量表进行探索性因素分析和验证性因素分析后表明:大学生自信是一个多维度、多层次的心理系统,具有复杂的结构,包含4个层次和13个维度,该研究所构建的理论体系比较合理。量表具有较好的信度和效度,可以作为青年大学生自信研究的测量工具。     

A Model of Chinese Adolescents' Creative Personality

Since the 1950s, there has been a systemic development of research on creative personality. Three themes are apparent in this literature: individual differences of creative people, the construct of creative personality, and longitudinal studies about creative personality. However, little research has been conducted in any of these areas with Chinese samples, and the purpose of this study is to study the construct of Chinese adolescents' creative personality. Confirmatory factor analyses were conducted with data from 1,300 Chinese adolescents. The results provide evidence that adolescents' creative personality consists of three largely independent dimensions: Internal, External, and Self. The internal factor includes self-confidence, norm-doubt, internal motivation, and persistence; the external factor includes curiosity, risk-taking, openness and independence; the self factor pertains to self-acceptance.     

Emotional labor: A conceptualization and scale development

Despite increased research attention, the emotional labor construct remains without a clear conceptualization and operationalization. This study designed a conceptually grounded, psychometrically sound instrument to measure emotional labor with an emphasis on the experience of discrete emotions—the Discrete Emotions Emotional Labor Scale (DEELS). This conceptualization and operationalization of emotional labor departs from existing efforts because it focuses on the behavior of emotional expression, encompassing genuine, faked, and suppressed positive and negative emotional displays. Results provide initial evidence for the convergent, discriminant, and criterion-related validity of the DEELS.     

Psychopathy in a forensic sample – the factor structure of the PCL:SV in a Danish forensic sample

The research literature reveals an ongoing debate regarding the most appropriate conceptualization of psychopathic personality disorder. Specifically, it is discussed to what degree antisocial behavior is part of the conceptualization of the psychopathy construct and what constitutes the best factor model of the Psychopathy Checklist scales. The aim of the present study is to consider the underlying factor structure of the PCL:SV (Psychopathy Checklist Screening Version) in a Danish sample as well as considering the role of antisocial behavior in the psychopathy construct. Data from a Danish forensic patient sample (N = 225) was used and item response theory (IRT), aonfirmatory factor analyses (CFA) and structural equations model (SEM) analyses were carried out. Overall, the findings suggest appropriate item and model fit for the PCL:SV as well as superiority of the three‐factor model over the four‐factor model. The results are discussed in relation to the broader concept of personality disorder as well as clinical practice in regards to violence risk assessments and treatment of psychopathy.     

Conceptualizing and Measuring Engagement: An Analysis of the Utrecht Work Engagement Scale

This article analyzes the Utrecht Work Engagement Scale (UWES; Schaufeli et al. in J Happiness Stud 3:71?C92, 2002b) on a variety of levels. Study 1 critiques the method by which the original scale was developed, and analyzes a similar sample using both exploratory and, subsequently, confirmatory factor analyses. Study 2 uses three samples to explore the 17-item UWES-17, and the recent shorter version of the scale, the 9-item UWES-9. Factor structures and reliabilities of scores for both scale versions were examined for each sample. Although some cautions are warranted when using the UWES, this research leans toward supporting a multifactorial conceptualization of the construct. Preliminary construct validation of the use of the measures was also established via correlations with other pertinent constructs. Although research on the measure remains sparse, the UWES-9 holds promise as a parsimonious version of the UWES-17 that appears valid in use, appears to yield reliable scores in the samples herein, and also appears to capture the purported three-factor dimensionality of the engagement construct better than does the original UWES-17 version.     

What Leads Entrepreneurial Employees to Want to Quit,or Stay in,Their Job? Exploring Two Conflicting Mechanisms

Past turnover research has posited personality traits as important antecedents to quit intentions. Nevertheless, previous literature has not investigated the relationship between employees’ entrepreneurial tendencies—a constellation of domain specific traits—and turnover. Drawing on dispositional trait theory and attraction-selection-attrition theory, we propose engagement and intentions to start a business as mediators of the relationship between entrepreneurial tendencies and quit intentions. We test our predictions in a sample of full-time employees from the United Kingdom (N = 224). In line with our hypotheses, an inconsistent mediation is found, where both positive and negative links between entrepreneurial tendencies and turnover intentions were mediated by engagement and intentions to start a business respectively. Thus, entrepreneurial employees were more likely to be engaged, but at the same time also more likely to be considering starting their own business, leading to a conflicting relationship to turnover intentions. The current study informs the human resource management literature concerning the motivational mechanisms explaining turnover intentions among entrepreneurial employees. It also provides practical insights with regards to the effective management of this workforce.     

Rephrasing the madness and creativity debate: What is the nature of the creativity construct?

This paper aims to reframe the debates about the association between creativity and mental illness. For centuries the link between the two has been debated, yet research has largely ignored the underlying nature of creativity in this context. The full understanding of the creativity construct, however, is essential to completely grasp its relationship with psychopathology. Three possible models for the creativity construct are proposed: the existence of different kinds of creativity each associated with specific types of psychopathology, creativity operating as a continuum, and creativity as a single entity. Support for each model is examined among the current literature. It is concluded that all three models are viable possibilities for the conceptualization of the creativity construct, each offering ample predictions and hypotheses for future research.     

Integrating the Differentiated: A Review of the Personal Construct Approach to Cognitive Complexity

This article reviews personal construct psychology (PCP) research on cognitive complexity. It examines conceptual foundations, measures of cognitive complexity, and a large body of empirical findings. It identifies several ambiguities in the conceptualization of the two components of cognitive complexity: differentiation and integration. These ambiguities lead to inconsistent interpretations of indexes proposed for their measurement and consequently to an inconsistent interpretation of empirical findings. The review of empirical studies identifies many valuable findings that are, however, quite fragmented. After reviewing the relevant cognitive complexity literature, suggestions for future research are discussed. In accordance with PCP's organization corollary, two different types of integration that have different relationships to the component of differentiation are identified that enable researchers to consistently distinguish various types of construing in terms of cognitive complexity and to formulate hypotheses that are open to empirical testing.     

The role of intuition in entrepreneurship and business venturing decisions

Entrepreneurial intuition is the affectively charged recognition and evaluation of a business venturing opportunity arising as a result of involuntary, rapid, non-conscious, associative processing. This article integrates theories of dual-processing and models of the business venturing (opportunity recognition, evaluation, and exploitation) in a model of entrepreneurial intuition, which links intuitive expertise, cognitive style, somatic state, and the affect heuristic with System 2 interventions and the contingencies of the decision environment. Six research propositions are offered with suggestions for how they can be tested. The theoretical and practical implications of entrepreneurial intuition are discussed in terms of the unfolding of a research agenda relating to this important but under-theorized and under-researched construct in work and organizational psychology.     

Parents Will Be Parents: Conceptualizing and Measuring Nonoffending Parent and Other Caregiver Support Following Disclosure of Sexual Abuse

A gap exists in the literature with regard to the theoretical conceptualization of nonoffending parental and other caregiver (NOC) support of sexually abused children. Measures need to be developed that appropriately capture this construct. The purpose of this article is to present a qualitative study that asked 17 NOCs in different ways how they supported their sexually abused children after the disclosure of the sexual abuse. The multiple different types of support were coded and, using grounded theory, the structure of NOC support emerged from the data. The final structure of NOC support had 8 dimensions, including basic needs, safety and protection, decision making, active parenting, instrumental support, availability, sensitivity to child, and affirmation.     

A comparison of passive-aggressive and negativistic personality disorders

Passive-aggressive personality disorder (PAPD) has historically played an important role in clinical theorizing and was diagnosable prior to the Diagnostic and Statistical Manual of Mental Disorders (4th ed. [DSM-IV]; American Psychiatric Association, 1994), in which the construct was relabeled negativistic (NEGPD), expanded to include negative affective symptoms, and appendicized. In this study we tested the hypothesis that the expansion of PAPD to include content related to negative moods and nonspecific personality pathology compromised its discriminant validity. In an undergraduate sample (N = 1,215), a self-report measure of PAPD was only moderately related to NEGPD and showed less diagnostic overlap with other personality disorders than NEGPD. Furthermore, a conjoint factor analysis yielded a strong first factor (moodiness) that appeared less specific to passive-aggressive behavior than 3 other factors (irresponsibility, inadequacy, and contempt). We conclude that future research on this potentially important clinical construct should focus on core passive-aggressive features and abandon the negativistic content that has been added to it in successive editions of the DSM.     

A dispositional approach to employability: Development of a measure and test of implications for employee reactions to organizational change

This study develops and validates a dispositional measure of employability (DME). Dispositional employability was defined as a constellation of individual differences that predispose individuals to (pro)active adaptability specific to work and careers. A dispositional approach to employability represents an alternative conceptualization to those previously found in the literature. Three independent studies were conducted to establish construct validity. Using exploratory factor analysis (Study 1) and confirmatory factor analysis (Study 2), a 25‐item DME instrument was confirmed. Study 2 supported the hypothesized second‐order latent multidimensional factor structure of the DME. Study 3 confirmed the stability of the DME and provided support for its construct validity by longitudinally showing that dispositional employability was significantly related to employees' positive emotions and affective commitment related to organizational changes. It was shown that these effects were above and beyond those found for tolerance for ambiguity, work locus of control, self‐esteem, and optimism. Implications for future organizational research and practice are discussed.