Profiles of career adaptivity and their relations with adaptability,adapting, and adaptation

Career adaptivity is the first factor in a chain of putative effects posited in the career construction theory (CCT): Adaptivity → Adaptability → Adapting → Adaptation. Hitherto, research on adaptivity has chiefly used variable-centered strategies to investigate the independent effects of adaptivity-related traits on adaptability, adapting, and adaptation averaged over all individuals constituting a sample. The present research, comprising two studies, seeks to extend this work by using person-centered analytic strategies to identify distinct profiles of adaptivity based on combinations of the Big-Five personality dimensions. We also examine the associations of profile membership with adaptability, adapting, and adaptation from the CCT perspective. Latent profile analyses revealed that a comparable 3-profile solution, comprising so-called “adaptive ready”, “ordinary”, and “rigid” adaptivity profiles, fit best in both studies using distinct measures of the Big-Five. Furthermore, across both studies, the latent subgroups were found to differ on levels of adaptability measured using two distinct instruments. Adaptability was highest in the “adaptive ready” subgroup followed by the “ordinary” and “rigid” subgroups, respectively. Finally, Study 2 showed that the adaptivity profiles differed with respect to indices of adapting (viz., organized study behaviors) and adaptation (viz., academic and career-choice satisfaction) in line with expectations from the CCT. The present findings constitute the first evidence showing that career adaptivity can be adequately represented via trait interactions. The findings also add to the empirical literature underpinning the CCT. Furthermore, this research is an informative demonstration of the utility of finite mixture analyses.     

Putting the “IRT” in “Dirty”: Item response theory analyses of the Dark Triad Dirty Dozen—An efficient measure of narcissism,psychopathy, and Machiavellianism

The Dark Triad Dirty Dozen is a new, concise personality inventory designed to measure individual differences in narcissism, psychopathy, and Machiavellianism in sub-clinical populations. To date, the psychometric work on this measure has used classical test theory to assess its validity, reliability, and structure. In two independent samples (N = 1014), we provide the first analyses of this measure using item response theory. In both samples, the Dark Triad Dirty Dozen efficiently recovered information and showed some evidence of differential scale functioning by sex, with a lower endorsement threshold for men compared to women. Results shed new light on the measurement of these “dark” personality traits.     

Self-esteem and higher-order factors of personality: A reply to Simsek

Simsek (2012) argued that earlier research by Erdle and colleagues on the relationship between self-esteem and higher-order factors of personality used “poor statistical methodology”, that “their results may be untenable”, and that the results of his “high-level data analysis” are “the first to show the importance of self-esteem in the differentiation between stability and plasticity”. In this rejoinder, it is argued that the statistical methodology used by Erdle and colleagues demonstrated the effect of controlling self-esteem on the relationship between stability and plasticity earlier and more accurately than that used by Simsek (2012). Moreover, it is argued that self-esteem might not be a biasing factor, but instead might be a theoretically expected substantive correlate of the Big Five and of higher-order factors of personality. Finally, it is argued that a hierarchical structure of personality, with a general factor of personality (GFP) at the apex, might have a neurological basis in the activity of the prefrontal cortices.     

Perceived benefits of using an Internet-based interactive career planning system

Making Better Career Decisions (MBCD) is an Internet-based interactive career planning system designed to help deliberating individuals. The present research examined the benefits of a dialogue with MBCD, by analyzing 712 users’ perceptions of its contribution to their career decision-making process, and locating variables associated with these perceptions. A pre-dialogue and a post-dialogue questionnaire were used to collect the users’ perceptions of its benefits and measure the change in the degree of decidedness. Perceived benefit was derived from participants’ ratings of the degree of progress they had made in their career decision-making process, whether they had learned about additional factors to be considered and their career-related preferences, as well as their ratings of the quality of the list of “promising” career alternatives presented to them during their dialogue with MBCD. This composite perceived benefit was found to be positively associated with the users’ decidedness at the completion of the dialogue with MBCD. Users’ satisfaction with the length and variety of their personal “promising alternatives” list was associated with a higher perceived benefit.     

Ten years of career success in relation to individual and situational variables from the employee development literature

Individual, situational, and socio-demographic variables from the employee development literature were combined with theory and research on career success in a ten-year study of 289 workers from across many jobs and industries in the workforce. Support for employee development by one's employer ten years prior and a trend of increasing/accumulating support contributed to career success, providing the first long-term confirmation of the value to careers from support for development by employers. Proactive personality had unique effects on success not accounted for by a broad array of other variables, strengthening conclusions from prior research about the predictive value of proactive personality which were based on data not controlling for these variables. Finally, achievement goal orientation influenced success in a unique way via “profile effects:” Goal orientation dimensions interacted to predict success, suggesting simple linear effects (e.g. being more learning-oriented) may be inadequate in explaining career success. Implications for future research and practice are discussed.     

Personality and self-esteem in newlyweds

The current study investigated the relationships between several dimensions of self-esteem and the “Big Five” personality dimensions. Using a sample of 107 newlywed couples, we investigated whether the relationships identified in previous research replicated in this novel sample and whether the relationships between different dimensions of self-esteem (general, physical, social, and intellectual) and standings on the Big Five personality dimensions might be sex-differentiated. The results replicate many of the relationships between different dimensions of self-esteem and standings on the Big Five personality dimensions for both men and women. Previous work indicates that differences in personality between men and women may shape interactions with the environment differently and these different interactions may then shape self-esteem. None of these relationships was reliably sex-differentiated in the current research. Discussion addresses several limitations of this research and highlights directions for future research on the personality-self-esteem interface.     

The five factor model of personality: Openness a distinct but related construct

It has been argued that the Openness (O) dimension from the five factor model (FFM) of personality may in fact be an associate of the ability domain more than the personality domain. This paper explores this hypothesis using a sample of 101 managers. Participants completed the NEO-FFI and a measure of ability assessing the construct as typical performance. This measure was an occupational specific measure of typical intellectual engagement (TIE), termed the “problem solving through challenge” PSC scale. A combination of LISREL CFA and hierarchical multiple linear regression (HMLR) indicated that in fact O was a distinct but related construct to the other four dimensions of the FFM (N, E, A and C), but that O was more strongly correlated with PSC than the other dimensions. These results are taken to indicate that O, while associated with personality, assesses something to do with problem solving as a personality trait. Further the results suggest that E linked O to the other personality scales.     

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.     

Psychometric Properties of the HEXACO Personality Inventory

We introduce a personality inventory designed to measure six major dimensions of personality derived from lexical studies of personality structure. The HEXACO Personality Inventory (HEXACO-PI) consists of 24 facet-level personality trait scales that define the six personality factors named Honesty-Humility (H), Emotionality (E), Extraversion (X), Agreeableness (A), Conscientiousness (C), and Openness to Experience (O). In this validation study involving a sample of over 400 respondents, all HEXACO-PI scales showed high internal consistency reliabilities, conformed to the hypothesized six-factor structure, and showed adequate convergent validities with external variables. The HEXACO factor space, and the rotations of factors within that space, are discussed with reference to J. S. Wiggins' work on the circumplex.     

Callings in career: A typological approach to essential and optional components

A sense of calling in career is supposed to have positive implications for individuals and organizations but current theoretical development is plagued with incongruent conceptualizations of what does or does not constitute a calling. The present study used cluster analysis to identify essential and optional components of a presence of calling among 407 German undergraduate students from different majors. Three types of calling merged: “negative career self-centered”, “pro-social religious”, and “positive varied work orientation”. All types could be described as vocational identity achieved (high commitment/high self-exploration), high in career confidence and career engagement. Not defining characteristics were centrality of work or religion, endorsement of specific work values, or positivity of core self-evaluations. The results suggest that callings entail intense self-exploration and might be beneficial because they correspond with identity achievement and promote career confidence and engagement while not necessarily having pro-social orientations. Suggestions for future research, theory and practice are suggested.     

Protean and boundaryless careers as metaphors

The terms “protean career” and “boundaryless career” are metaphors. This paper outlines the nature of metaphor and its use in contemporary social science, particularly in the study of careers. It identifies five characteristics of metaphors, which serve as a guide to analyzing and evaluating them. These are (1) literal and figurative meaning; (2) elaboration in theory; (3) external understanding; (4) relationship to other metaphors; and (5) accuracy and constructiveness. The protean and boundaryless career metaphors are examined in relation to each characteristic. Both concepts have developed in understanding outside their literal and figurative meaning. Both however appear functional in the current shifting careers environment. Suggestions are made for the further development of the concepts.     

Making a religious diagnosis: The use of religious assessment in pastoral care and counseling

This essay discusses the importance of assessing the religious condition of persons in pastoral care and counseling. Undertaking such assessments via the use of explicit theological terms assures a unique role for pastoral counselors in the helping process and provides a model that avoids overdependence on psychology or psychiatry. Utilizing a method proposed by Paul Pruyser, the development of a psychometrically sound interview and inventory is described. These measures, based on eight dimensions of the Christian tradition, have been found to relate positively to mental health and personality strength. The importance of using such assessments of functional theology in helping persons grow in spiritual living and effective functioning is described.Paper delivered at the 4th International Congress on Pastoral Care and Counseling, Noordwijkerhout, The Netherlands, August 3–10, 1991.     

Using morphology when spelling in a shallow orthographic system: The case of Spanish

Deep orthographies usually represent morphology and phonology simultaneously; both resources are necessary for spelling. In shallow orthographies, such as Spanish, phonology would be enough to spell most words. However, morphological knowledge may also take part in spelling. This study examined how Spanish children in 1st (N = 148), 2nd (N = 155) and 3rd grade (N = 155) use morphological information to spell plural nouns and verbs. A word dictation task was designed. The task included high and low frequency plural nouns ending in “s” (morphological “-s” condition) and verbs in the 2nd person ending in “s” (morphological “-s” condition). A lexical condition including words with a final “s” which was not morphologically motivated was used as a control condition (lexical “-s” condition). The results show that, although Spanish spelling is influenced by phonology, morphological information is also used. These results are discussed in relation to current models of word spelling.     

The intelligent career framework as a basis for interdisciplinary inquiry

This paper examines how separate behavioral science disciplines can be brought together to more fully understand the dynamics of contemporary careers. We adopt one interdisciplinary framework – that of the “intelligent career” – and use it to examine how separate disciplinary approaches relate to one another. The intelligent career framework suggests careers unfold through three interdependent “ways of knowing” reflecting why, how and with whom people work. Breaking this framework down into six unidirectional links, we examine the contributions made by a variety of behavioral science approaches. Our review suggests that separate bodies of career-relevant theory reflect separate links from one way of knowing to another. We offer several lessons concerned with (a) the intelligent career framework; (b) evidence underlying separate theories; (c) differing definitions of career; (d) research methodologies; (e) time; and (f) interdependence among variables. We conclude with some ideas on how to better promote future interdisciplinary careers research.     

Personality dimensions and domains of service performance: A field investigation

Although recent meta-analytic studies have investigated the validity of the Big Five domains of personality by classifying pre-existing personality measures into the five dimensions, published validity studies incorporating explicit measures of the five broad traits are rare. This concurrent validity study examines relationships between direct measures of Big Five traits and job performance for a sample of 105 service workers. Analyses specifically examine relationships between three personality dimensions and factorally independent domains of service performance. Both conscientiousness and extraversion are found to correlate with specific performance dimensions. Contrary to our expectation, the extraversion-performance relationship is, however, negative.     

Police interview competencies: assessment and associated traits

The present study empirically examines the structure of police interview competencies in self‐reports of 230 police investigators suggesting five major underlying dimensions, that is, ‘Careful‐tenacious’, ‘Controlled‐non‐reactive’, ‘Dominant‐insisting’, ‘Communicative’ and ‘Benevolent’. These dimensions discriminate performance in a series of interview vignettes, grouped in terms of type of case (interviewing a suspect, a witness or a victim) and type of suspect. In addition self‐ratings on these dimensions are related to self‐estimated interview effectiveness in the same vignettes. Participants are further administered the NEO PI‐R (Costa, P. T., & McCrae, R. R. (1992). Professional manual: Revised NEO personality inventory (NEO‐PI‐R) and NEO five‐factor‐inventory (NEO‐FFI). Odessa, FL: Psychological Assessment Resources), enabling an examination of the relationship between the competence dimensions and their personality trait building blocks. The implications of this study for the development and coaching of police interview competencies are discussed. Copyright © 2006 John Wiley & Sons, Ltd.     

La psychologie contemporaine des « traits » dans le cadre de la recherche néogaltonienne : comment elle est censée fonctionner et pourquoi en réalité elle ne fonctionne pas

For its epistemic integrity as a framework for scientific personality studies, contemporary trait psychology requires the assumption that aggregate statistical patterns gleaned from correlational studies of individual differences constitute an epistemic “window” onto what is transpiring with the individuals comprising that aggregate. This assumption is the cornerstone of the “neogaltonian” paradigm for psychological research (Danziger, 1987) in terms of which Cronbach (1957) famously called for a merger of scientific psychology's experimental and the correlational disciplines. In the present contribution, this perspective on personality studies is submitted to close critical scrutiny and shown to be scientifically untenable. It is argued that a viable science of personality will be one focused on persons and not on individual differences variables.     

Big-five personality and BIS/BAS traits as predictors of career exploration: The mediation role of career adaptability

Based on career construction theory, the current research examined whether career adaptability mediates the relations of the personality traits (Five-Factor Model personality traits and behavioral inhibition and activation systems (BIS/BAS)) to career exploration behavior. Results from a survey in Chinese university students (N = 264) showed that career exploration correlated negatively with neuroticism, and positively with openness to experience, extroversion, agreeableness, conscientiousness and BAS. Results of regression analyses further showed that openness to experience, agreeableness, conscientiousness and BAS served as the strongest predictors for career exploration. In addition, career adaptability was shown to be a key mediator for the relationships between personality traits and career exploration behavior. Career concern and career curiosity were the more important dimensions in the mediation model. These findings advance current understandings on how different personality traits predict career exploration behavior.     

A Big Five model of disposition and situation interaction: why a “helpful” person may not always behave helpfully

A “bottom-up” Big Five disposition-situation interaction model is introduced that highlights the interactive relation between an individual's behavioral trait tendencies and the different facets of a situation to which he or she may respond. In the proposed model, personality traits are considered markers for how an individual might interpret and respond to different facets of a situation. Given a complex situation with multiple response options, a person will respond to the part of the situation most salient to him or her at that time. The presented model illustrates how interactions between the trait dimensions of the Big Five model with the different facets of a situational context, as well as the intra-individual interactions between the different trait dimensions themselves, determine which facet of a situation will be salient. The model is expected to improve prediction of specific behaviors in specific situations using personality traits. Results from an illustrative study are presented.