Exploring links between career adaptability,work volition,and well-being among Turkish students

The present study examined how the four components of career adaptability (concern, confidence, control, curiosity; Savickas & Porfeli, 2012) related to life satisfaction and the degree to which life meaning and work volition mediated these relations. In Study 1, scores from the Work Volition Scale–Student Version was validated with a sample of Turkish undergraduate students. In Study 2, with a new sample of Turkish students, all four components of career adaptability were found to significantly correlate with life satisfaction. Structural equation modeling revealed that life meaning and work volition each served as significant mediators between concern, control, and life satisfaction. Additionally, in the full mediation model, none of the adaptability components significantly related to life satisfaction. These findings suggest that concern and control over one's career may link with greater life satisfaction due, in part, to an increased sense of control in career decision making and increased life meaning.     

The circular structure of values: The case of China

This study examined the circular structure of values in China. The circular structure is a central element of Schwartz value theory and visualises the idea that some values are similar while others conflict with one another. Whereas numerous studies addressed the question whether the circular structure of values can be generalised cross‐culturally, results for China are inconclusive. In this paper, we argue that taking a closer look at China provides a challenge to the circular structure and allows for drawing conclusions regarding the limits versus generalizability of Schwartz' theory. For this purpose, we first conduct a re‐analysis of Chinese data from a former meta‐analysis (Study 1) and second, present results from a large study of 10,652 Chinese college students (Study 2). Results of Study 1 revealed that graphical representation of the circular structure matched theoretical expectations but five out of six samples showed relatively bad fit to the theorised structure. By contrast, data in Study 2 showed a good model fit. As an overall conclusion, the circular structure is well supported in the Chinese context, and small sample sizes in previous studies might have caused the imperfect match to the prototypical circular structure.     

The positivity scale

Five studies document the validity of a new 8-item scale designed to measure positivity, defined as the tendency to view life and experiences with a positive outlook. In the first study (N = 372), the psychometric properties of Positivity Scale (P Scale) were examined in accordance with classical test theory using a large number of college participants. In Study 2, the unidimensionality of the P Scale was corroborated with confirmatory factor analysis in 2 independent samples (N1 = 322; N2 = 457). In Study 3, P Scale invariance across sexes and its relations with self-esteem, life satisfaction, optimism, positive negative affect, depression, and the Big Five provided further evidence of the internal and construct validity of the new measure in a large community sample (N = 3,589). In Study 4, test-retest reliability of the P Scale was found in a sample of college students (N = 262) who were readministered the scale after 5 weeks. In Study 5, measurement invariance and construct validity of P Scale were further supported across samples in different countries and cultures, including Italy (N = 689), the United States (N = 1,187), Japan (N = 281), and Spain (N = 302). Psychometric findings across diverse cultural context attest to the robustness of the P Scale and to positivity as a basic disposition. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

From career decision-making styles to career decision-making profiles: A multidimensional approach

Previous research on individual differences in career decision-making processes has often focused on classifying individuals into a few types of decision-making styles based on the most dominant trait or characteristic of their approach to the decision process (e.g., rational, intuitive, dependent; Harren, 1979). In this research, an alternative approach, which offers a multidimensional profile characterization of individuals’ career decision-making processes based on a simultaneous consideration of 11 dimensions, is presented. Thus, the proposed model refers to career decision-making profiles rather than career decision-making styles. The model, which emerged from a systematic analysis of previous research, was refined on the basis of preliminary empirical tests (five samples, N = 2764) using the Career Decision-Making Profile (CDMP) questionnaire. Study 1 reports the psychometric properties and the results of an exploratory factor analysis of the CDMP questionnaire, in a sample of young adults deliberating their career decisions (N = 285). Study 2 presents the results of a confirmatory factor analysis, based on Israeli (N = 431) and US (N = 208) samples of young adults. The results of both studies supported the hypothesized 11 dimensions. The implications for future research and for counseling are discussed.     

Personality and values as predictors of medical specialty choice

Research rarely considers the combined influence of personality traits and values in predicting behavioral outcomes. We aimed to advance a germinal line of inquiry that addresses this gap by separately and simultaneously examining personality traits and physician work values to predict medical specialty choice. First-year medical students (125 women and 119 men) responded to measures of personality and physician work values. After graduation, participants' residency choices were identified. Results indicated that personality traits predict person- or technique-oriented medical specialty choice. Physician work values, whether used alone or in tandem with personality traits, however, did not significantly predict specialty choice. Implications for practice and research are discussed.     

An item factor analysis and item response theory-based revision of the Everyday Discrimination Scale

The Everyday Discrimination Scale (EDS), a widely used measure of daily perceived discrimination, is purported to be unidimensional, to function well among African Americans, and to have adequate construct validity. Two separate studies and data sources were used to examine and cross-validate the psychometric properties of the EDS. In Study 1, an exploratory factor analysis was conducted on a sample of African American law students (N = 589), providing strong evidence of local dependence, or nuisance multidimensionality within the EDS. In Study 2, a separate nationally representative community sample (N = 3,527) was used to model the identified local dependence in an item factor analysis (i.e., bifactor model). Next, item response theory (IRT) calibrations were conducted to obtain item parameters. A five-item, revised-EDS was then tested for gender differential item functioning (in an IRT framework). Based on these analyses, a summed score to IRT-scaled score translation table is provided for the revised-EDS. Our results indicate that the revised-EDS is unidimensional, with minimal differential item functioning, and retains predictive validity consistent with the original scale.     

The Career Adapt-Abilities Scale in Macau: Psychometric characteristics and construct validity

The purpose of the study was to determine if the CAAS could be used with middle school students. Currently no study has been done for the application of CAAS on middle school students. We examined the reliability and validity of the Career Adapt-Ability Scale (CAAS) in Macau for middle school and high school students. The CAAS consists of four scales, each with six items, which measure concern, control, curiosity, and confidence. We tested the internal consistency and factor structure with 270 middle school students and 188 high school students. We also compared students' performance on CAAS in terms of gender and age. The results indicated that internal consistency estimates for the subscale and total scores were good for both high school and middle school students. The factor structure was quite similar to the one computed for combined data from 13 countries (Savickas & Porfeli, 2012). In addition, we found that high school students scored significantly higher than middle school students on the CAAS scales. Based on the results, the CAAS-Macau Form appears ready for use by researchers and practitioners who wish to measure adaptability resources among middle school and high school students in Macau.     

Construct validity of the medical specialty preference inventory: A critical analysis

The Medical Specialty Preference Inventory (MSPI; Zimny, G.H. (1979). Manual for the Medical Specialty Preference Inventory. St. Louis, MO: St. Louis University School of Medicine), a measure of medical students’ interests, was substantively and empirically examined to identify an underlying factor structure. A factor model for the original MSPI based on 38 factors in five general areas was evaluated on a national sample of 1014 medical students and yielded poor fit to the data. Exploratory factor analyses at the item level utilizing the full pool of MSPI items produced an 11 factor solution with 88 items. Sub-scales were identified within this model and an 11-18 higher-order model and an 18 sub-scale model also were proposed. The relative fits of the three models were evaluated by confirmatory factor analysis with the 18 sub-scale model shown to be superior. This model was cross-validated on a separate sample of 1016 medical students and fit the data well. All sub-scales exhibited adequate internal consistency across samples. These findings support the need for a revised MSPI based on 18 scales. Implications of these findings for MSPI scoring practices are discussed along with future directions.     

Linear and Nonlinear Thinking: A Multidimensional Model and Measure

Building upon previously developed and more general dual‐process models, this paper provides empirical support for a multidimensional thinking style construct comprised of linear thinking and multiple dimensions of nonlinear thinking. A self‐report assessment instrument (Linear/Nonlinear Thinking Style Profile; LNTSP) is presented and preliminarily tested across three studies with an overall sample of 778 respondents comprised of business students and managers. The results indicate that nonlinear thinking style consists of seven distinct, yet interrelated dimensions: intuition, creativity, values, imagination, flexibility, insights, and emotions. Convergent and discriminant validity estimates vis‐à‐vis a multidimensional creative thinking index and an emotional intelligence measure provide support for further development of the instrument. The implications of these results for future managerial cognition research are discussed, as well as potential practical applications of the LNTSP for management education and business practice.     

Does the Quality of Academic Life Matter for Students’ Performance,Loyalty and University Recommendation?

The quality of academic life (QAL) is concerned with all the general feelings of satisfaction of a student who experiences university. For universities, academic staff, public managers and policy makers, the fundamental question is how the measures and management of this construct can be improved in order to render a better service to students. Based on a sample of 726 students from all Portuguese State universities, we test a structural model that allows us to evaluate the impact of QAL on students’ academic performance (SAP) along with loyalty and willingness to recommend the university. In the analysis of all groups, the results reveal that QAL has a positive and significant, although not robust, influence on SAP. That positive influence is ratified, however, in the multi-group analysis for the 2nd and 3rd Study Cycles, through obtaining significant and robust empirical evidence. The results also show that QAL is a good predictor of loyalty and university recommendation.     

A culture-sensitive approach in the development of the Career Adapt-Abilities Scale in Iceland: Theoretical and operational considerations

The aim of this study was to develop a culturally sensitive version of the Career Adapt-Ability Scale (CAAS) in Iceland. First the translated international version of the 55-item CAAI designed to measure the four dimensions of career adaptability (concern, curiosity, control, and confidence) plus additional dimension called co-operation was administered to a sample of 491 secondary school students. Confirmatory factor analysis indicated that both the four- and five-dimensional model show an adequate fit in the sample. An emic evaluation of the international model indicated that new facets tentatively called fatalism and contribution might be relevant in Iceland. New contextualized Icelandic items were written resulting in a combined 89-item measure of international and indigenous items administered to a sample of 1249 university students. Exploratory factor analysis supported contribution as a separate dimension and was used to create Icelandic scales measuring six dimensions: co-operation, contribution, and the four original dimensions. Confirmatory factor analysis supported the fit of three alternative 4–6-dimensional international and Icelandic models and measures of career adaptability in Iceland. An emic approach is needed to understand the cultural specificity and universal aspects of career adaptability and to develop culturally sensitive measures for use in career counseling. Further research on co-operation and contribution as relational constructs is suggested.     

Using narratives to explore other-directed occupational choice and academic success

The construct of “other-directed versus self-directed career choice” has existed for quite some time. The current focus of vocational psychologists and counselors has made them question the relevance of this construct for contemporary American society. Many counselors today challenge the assumption that a career choice based on others’ expectations is problematic. This longitudinal study utilized a logistic regression analysis to determine whether self-directed or other-directed status, as measured by the Thematic Apperception Test related to success with which individuals enacted career choices. The sample consisted of 433 BS/MD students enrolled in a Bachelor of Science-Doctor of Medicine (BS/MD) degree program at a Midwestern medical college. The findings showed that self-directed or other-directed career choice did not predict academic success.     

Career maturity: A latent means and covariance structure analysis of Daidalos

A latent means and covariance structure analysis was conducted to assess the construct validity and construct comparability in the measuring of career maturity across boys and girls. The career maturity inventory has been coined Daidalos. The sample consisted of 2,443 high school students recruited from one county in Norway. Of these, 1,132 were males, and 1,311 were females. The mean age of the participants was 17 years of age. Goodness-of-fit statistics provided support for a five-factor first-order model in which the factor loadings, factor covariances and item intercepts were invariant across groups. Additionally, ΔS-B χ² was shown to be non-significant for the testing of invariance of the measurement model. Three significant differences in latent means were detected, with boys scoring higher on negative attitudes toward school or dropout intentions, and girls scoring higher on career uncertainty and need for world-of-work information.     

The Study of Values: Construction of the fourth edition

Some forty years after its initial publication, the Allport-Vernon-Lindzey Study of Values (SOV) was the third most cited non-projective measure of personality in the field of psychology. However, by the early 1980s the measure had fallen into disuse, in large part—we argue—due to its increasingly archaic content, lack of religious inclusiveness, and dated language. We describe the development of an updated version of the SOV that incorporates modifications to 15 out of the 45 original items. One hundred and seventy-nine students completed both the original and updated versions (counter-balanced for order). Psychometric properties of the updated and original scales were comparable and acceptable. Rationales for use of the updated version in research and practice are advanced.     

Using person matching to predict career specialty choice

Person matching promotes career exploration and choice by linking persons to persons in occupations based on inventory profile score similarity. We examined the efficacy of the procedure for career specialty choice. Medical students (N = 196 women, 224 men) responded to the Sixteen Personality Factor Questionnaire (16PF) in their first year of training. After graduating and selecting a medical residency, members of a reference subgroup (n = 62) of the total sample were matched with members of a criterion subgroup (n = 358) based on 16PF score equivalencies determined by the D² statistic. Person matching predicted medical specialty choice 43-60% of the time. Using broader specialty group categories and adding criterion persons increased the number of specialty matches. Additional refinement and analysis should enhance the efficacy of this idiographic approach as an alternative to nomothetic P-E matching for career exploration. Future research should examine person matching in terms of consequential validity.     

Psychological collectivism: a measurement validation and linkage to group member performance

The 3 studies presented here introduce a new measure of the individual-difference form of collectivism. Psychological collectivism is conceptualized as a multidimensional construct with the following 5 facets: preference for in-groups, reliance on in-groups, concern for in-groups, acceptance of in-group norms, and prioritization of in-group goals. Study 1 developed and tested the new measure in a sample of consultants. Study 2 cross-validated the measure using an alumni sample of a Southeastern university, assessing its convergent validity with other collectivism measures. Study 3 linked scores on the measure to 4 dimensions of group member performance (task performance, citizenship behavior, counterproductive behavior, and withdrawal behavior) in a computer software firm and assessed discriminant validity using the Big Five. The results of the studies support the construct validity of the measure and illustrate the potential value of collectivism as a predictor of group member performance.     

Measuring perceptual speed in complex everyday situations

This paper describes first results of the development of a new test to measure perceptual speed in everyday situations. The new items are best described as images depicting typical situations in everyday life, which have some picture elements in common. The pictures were presented to the subjects for a short time, and their task was to indicate which of 5 goal stimuli were present in the respective pictures seen before. In two studies, the scalability of the new items according to the Rasch model was investigated. In Study 1 data from 316 subjects with heterogeneous educational backgrounds were used in the empirical analysis. The results of Study 1 indicate that Rasch homogeneity and thus positive psychometric properties for the new test could be obtained. This result was further validated using a second sample (N = 198). The validation study replicates the results obtained in Study 1. These results represent a substantial condition sine qua non for following studies on the construct and criterion validity of the new test.     

The Body Image Quality of Life Inventory: further validation with college men and women

The Body Image Quality of Life Inventory (BIQLI) was recently developed to quantify both the positive and negative effects of body image on one’s psychosocial quality of life. The current study was conducted to further validate the measure with both men and women and to evaluate its psychometric reliability and validity among college students (N=603). Results confirmed that the 19-item measure was an internally consistent and unidimensional measure for both sexes. A significantly more favorable body image quality of life was reported by men than women, by African American than White women, and by women with lower body mass indices. Significant body image correlates included body image evaluation, investment, and situational dysphoria. A better body image quality of life was also related to higher self-esteem, optimism, and social support for both sexes and to less eating disturbance among women. The potential utility of this construct and unique instrument in further research, especially with medical populations, is discussed.     

Measuring trust in teams: Development and validation of a multifaceted measure of formative and reflective indicators of team trust

This article describes the development and validation of a multidimensional instrument designed to measure trust within teams. Trust is conceptualized as a latent variable resulting from distinct but related (formative) indicators, i.e., propensity to trust and perceived trustworthiness, which lead to (reflective) indicators, i.e., behaviours cooperation and monitoring between team members. The instrument was tested in two different samples. The first sample included 98 hospital professionals (14 teams) and provided data for the exploratory factor analysis of this instrument (Study 1). The second sample included responses from 112 teams (395 individuals) from three social-care institutions and was used to apply confirmatory factor analysis (Study 2). Data attesting to the underlying factor structure, internal homogeneity, construct validity, and consensual power of agreement within teams and discriminant power across teams of the instrument are presented. The final 21-item, four-factor version of this measure demonstrates good psychometric properties, with acceptable levels of reliability and validity. We conclude that the scales form a parsimonious, valid, and efficient instrument to assess trust in teams. Potential applications of this measure in research and practice are described and the implications of these findings for future research are discussed.