Validation of the Career Adapt-Abilities Scale and an examination of a model of career adaptation in the Philippine context

This paper presents the validation of the Career Adapt-Abilities Scale (CAAS) in the Philippine context. The CAAS consists of four subscales, with six items each, measuring self-regulative psychosocial resources (e.g., concern, curiosity, control, and confidence) for coping with occupational tasks and transitions. Filipino university students (N = 289) and working adults (N = 495) participated in the study. Internal consistency estimates for the full scale and subscales ranged from .87 to .97. Confirmatory factor analyses supported the multidimensional and hierarchical model of career adaptability. The factor structure was similar to that obtained from the CAAS international validation from 18 countries. Results also suggested that career adaptability was positively associated with adaptivity in the form of tenacious goal pursuit and flexible goal adjustment as well as with adaptation outcomes of career satisfaction and promotability. Overall, the findings confirm the utility of CAAS in the Philippine context and support the model that states higher levels of personal adaptivity (willingness) and career adaptability (competence) relate to better adaptation outcomes in terms of career success.     

Validation of the German version of the Career Adapt-Abilities Scale and its relation to orientations to happiness and work stress

Career adapt-ability has recently gained momentum as a psychosocial construct that not only has much to offer the field of career development, but also contributes to positive coping, adjustment and self-regulation through the four dimensions of concern, control, curiosity and confidence. The positive psychology movement, with concepts such as the orientations to happiness, explores the factors that contribute to human flourishing and optimum functioning. This research has two main contributions; 1) to validate a German version of the Career Adapt-Abilities Scale (CAAS), and 2) to extend the contribution of adapt-abilities to the field of work stress and explore its mediating capacity in the relation between orientations to happiness and work stress. We used a representative sample of the German-speaking Swiss working population including 1204 participants (49.8% women), aged between 26 and 56 (M_age = 42.04). Results indicated that the German version of the CAAS is valid, with overall high levels of model fit suggesting that the conceptual structure of career adapt-ability replicates well in this cultural context. Adapt-abilities showed a negative relationship to work stress, and a positive one with orientations to happiness. The engagement and pleasure scales of orientations to happiness also correlated negatively with work stress. Moreover, career adapt-ability mediates the relationship between orientations to happiness and work stress. In depth analysis of the mediating effect revealed that control is the only significant mediator. Thus control may be acting as a mechanism through which individuals attain their desired life at work subsequently contributing to reduced stress levels.     

Beyond conscientiousness: Career optimism and satisfaction with academic major

The study focuses on psychological predictors of academic major satisfaction. According to the career construction theory (Savickas, 2005), vocational personality and career adaptability should generate career satisfaction. In this study, vocational personality was operationalised as Big Five conscientiousness, and career adaptability was operationalised as generalised self-efficacy and career optimism. A sample (N = 529) of university students completed an online survey. The resultant data were used to construct a structural model of the hypothesised relationships among variables. A good fitting model [χ² = 10.454 (7) p = .164; GFI = .993; CFI = .999; RMSEA < .031 (< .001–.066)] indicated that career optimism fully mediated the relationship between conscientiousness and academic major satisfaction. Results were consistent with previous research into personality and academic performance. Moreover, the results highlight the significant role of optimism in satisfaction with career generally, and studies, specifically. Suggestions are made for future research into modelling the relationships according to different academic disciplines and for the potential role of optimism as a learning objective for career education and counseling.     

Narcissism and career success: Occupational self-efficacy and career engagement as mediators

Narcissism is a personality trait that has potentially important effects on career development outcomes, yet empirical research on this issue is sparse. The present study explored the relationships between narcissism and two indicators of career success (i.e., salary and career satisfaction) among a group of young professionals (N = 314). We assessed a model proposing that the effect of narcissism on career success is mediated by increased occupational self-efficacy beliefs and career engagement. While correlations between narcissism and the two indicators of career success were minimal, the results showed a significant indirect effect on salary via occupational self-efficacy and indirect effects on career satisfaction via self-efficacy and career engagement. We discuss the results regarding insights into why narcissism may lead to career success.     

Validation of the French Utrecht Work Engagement Scale and its relationship with personality traits and impulsivity

IntroductionWork engagement is a positive state of mind related to work, characterized by vigor, dedication, and absorption. It is measured through the Utrecht Work Engagement Scale (UWES), which has shown good psychometric properties across occupational types and languages. Besides, some individuals may more easily experience work engagement than others, suggesting that individual stable tendencies could predict this state of mind.ObjectivesIn this article, we aim to: (1) present the psychometric properties of the French versions of the Utrecht Work Engagement Scale (UWES-9 and UWES-17), and (2) assess whether work engagement can be associated with personality traits and impulsivity.MethodFor this purpose, 661 French-speaking workers (M_age = 40.86, SD_age = 12.35) were recruited in the French-speaking part of Switzerland. Two hundred and eleven subjects responded to the UWES-17, the Zuckerman-Kuhlman-Aluja Personality Questionnaire (ZKA-PQ) and the UPPS Impulsive Behaviour Scale (UPPS), and 450 subjects responded to the UWES-9 and the NEO-Five-Factor Inventory Revised (NEO-FFI-R).ResultsResults showed that UWES-9 reached better psychometric properties than UWES-17. Moreover, it appeared that individuals who were active, conscientious, emotionally stable, and extroverted were more prone to experience work engagement than others.DiscussionThus, the path to experiencing work engagement seems to differ as a function of personal stable characteristics. Further studies should analyse how personal characteristics interact with working conditions in determining work engagement.     

Personality and substance use in Japanese adolescents: The Japanese version of Substance Use Risk Profile Scale

Substance Use Risk Profile Scale (SURPS; Conrod & Woicik, 2002) measures four risk personality dimensions related to substance use; anxiety sensitivity (AS), hopelessness (H), sensation seeking (SS), impulsivity (IMP). The aim of this study is to develop the Japanese version of Substance Use Risk Profile Scale (SURPS-J) and to probe the reliability and validity of this scale to the Japanese context. This study consists of the test of the factor analysis (Study 1; N = 462), the reliability (Study 2; N = 64), and the validity (Study 3; N = 182). Our findings are as below; Study 1 showed the conformed factorial structure of SURPS-J and Study 2 revealed the good test–retest reliability. Additionally, Study 3 demonstrated the adequate validity of SURPS-J and its sensitivity in identifying risky drinking motivations and lifetime tobacco and alcohol use. Results showed that high H individuals are likely to experience smoking under the personal and collective situations, while high SS and IMP individuals are prone to drink alcohol under the collective situation. Additionally, high AS individuals are prone to drink by virtue of negative reinforcement motives and high SS and IMP drink by reason of all drinking reinforcement motives.     

Training career adaptability to facilitate a successful school-to-work transition

The transition from school to work is one of the most critical steps in graduates' careers, as it can determine vocational outcomes and future career success. Yet, these newcomers to the labor market often take longer than regular job seekers to find a suitable job, are more likely to experience a job mismatch and to suffer from underemployment. In this study, we proposed that career adaptability might help remedy this problem. We therefore developed a training aimed at providing graduates with career adaptability resources, with the assumption that this may foster training-participants' later career adaptability and employment quality. A longitudinal field quasi-experiment compared the development of each career adaptability dimension between a training group (n = 32) and a control group (n = 24) over three points in time (pre-training measurement, post-training measurement and follow-up measurement six months later). Repeated measures analyses showed an overall increase in concern, control and curiosity within the training group, whereas there was no increase (concern) or even an overall decrease (control and curiosity) within the control group. Consequently, the training succeeded in enhancing participants' control and curiosity in the long run. Furthermore, among participants who had found employment half a year later, training participants reported higher employment quality than did members of the control group. In sum, results show that providing graduates with career adaptability resources can raise their chances on finding a qualitatively good job.     

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,job search self-efficacy and outcomes: A three-wave investigation among Chinese university graduates

Based on career construction theory, the current research examined the role of career adaptability in Chinese university graduates' job search process (N = 270). Results from a three-wave survey study showed that the four dimension of career adaptability (measured at wave 1) correlated positively with university graduates' job search self-efficacy (measured at wave 2) and their employment status (measured at wave 3). Among graduates who became employed, career adaptability dimensions also predicted positively their person–environment (P–E) fit perceptions (measured at wave 3). The results further showed that with the effects of demographics (gender, age, education level and major) and family background (family economical status and parental education) controlled for, when putting the four dimensions of career adaptability together, career concern and career control served as the strongest predictors for job search self-efficacy, which further mediated the positive effects of these two dimensions on employment status. In addition, career control also had indirect effect on P–E fit through the mediation of job search self-efficacy. Additional analyses using the global indicator of career adaptability also supported this mediation model such that career adaptability significantly predicted employment status and P–E fit, with these relations mediated by job search self-efficacy. These findings carry implications for research on career construction theory, as well as career education and career counseling practices.     

The evolutionary role of self-deceptive enhancement as a protective factor against antisocial cognitions

This study investigates the relationship between self-deception and variables associated with antisociality in the general population (i.e., mating effort, antisocial thinking, psychopathy, and personality), seeking to provide an evolutionary explanation for how self-deception might influence antisocial thinking. The Mating Effort Scale (MES); an adjusted version of the Psychological Inventory of Criminal Thinking Styles (PICTS); the Levenson Self-Report Psychopathy Scale (LSRP); the NEO-Five Factor Inventory-Revised (NEO-FFI-R), and the Paulhus Deception Scales (PDS) were administered to 95 participants (33 males, 62 females, mean age = 36.4 years). Self-deceptive enhancement correlated significantly and negatively with Neuroticism (r = −.30, p < 0.01), and positively with Openness (r = .27, p < 0.05) and Conscientiousness (r = .43, p < 0.01). Mating effort related primarily to the PICTS and self-reported psychopathy. Factor analysis of the scales produced two underlying components; ‘careless non-cooperation’ (defined by impulsive antisociality) and ‘careful cooperation’ (reflecting dutifulness, emotional stability, and social desirability). Our results suggest self-deceptive enhancement may be a protective factor against antisocial thinking and behaviour, and that this is impeded by high neuroticism and impulsive thinking.     

Validation d’une version française de la Dutch Work Addiction Scale (DUWAS)

The main purpose of this study was to validate a questionnaire in French to assess the two dimensions of workaholism, namely excessive and compulsive work (see Schaufeli, Taris, & van Rhenen, 2008), in samples of French-speaking workers. We first translated the short version of the DUWAS (Schaufeli, Shimazu, & Taris, 2009) and then examined the factorial structure of this French version using confirmatory factor analyses. We also tested the convergent validity of the French version of the DUWAS by examining the relationships between workaholism and perceived stress. Data were collected in two samples of French workers from different sectors (n = 411 and n = 254). Theoretical and practical implications of this work are discussed.     

Reward versus punishment: Reinforcement sensitivity theory,young novice drivers’ perceived risk,and risky driving

One reason that young novice drivers remain statistically over-represented in road deaths is their rate of engagement in risky driving. Prominent contributing factors include driver’s age, sex, personality, risk perception, and their driving experience. This study applied reinforcement sensitivity theory (RST, specifically reward sensitivity and punishment sensitivity) to predict young novice drivers’ perceived risk and self-reported risky driving engagement, while accounting for potential influences of age, sex, and driving experience. Drivers (N = 643, 490 females, 17–25 years, M = 20.02, SD = 2.32) who held an Australian driver’s license (P1, P2, or Open) anonymously completed an online survey containing the Behaviour of Young Novice Drivers Scale, the Sensitivity to Punishment and Sensitivity to Reward Questionnaire, and a measure of perceived risk of driving-related behaviours. A path analytic model derived from RST showed that perceived risk had the strongest negative association with reported risky driving engagement, followed by reward sensitivity (positive association). Respondent’s age and reward sensitivity were associated with perceived risk. Age, reward sensitivity, and perceived risk were associated with reported engagement in risky driving behaviours. Driver sex only had direct paths with RST variables, and through reward sensitivity, indirect paths to perceived risk, and reported risky driving. Neither punishment sensitivity nor driving experience contributed significantly to the model. Implications and applications of the model, and the unique set of variables examined, are discussed in relation to road safety interventions and driver training.     

School engagement trajectories in adolescence: The role of peer likeability and popularity

This accelerated longitudinal study examined how peer status (i.e., peer likeability and popularity) is involved in adolescents' school engagement trajectories. A large sample of students was followed from Grades 7 to 11 (N = 1116; M_age = 13.79 years). Students' school engagement and peer status were assessed using self-reports and peer nominations, respectively. Latent growth curve modeling revealed that different engagement dimensions were differentially associated with peer status. Likeability was positively related to both behavioral and emotional engagement in Grade 7, but not to behavioral and emotional disaffection. In contrast, popularity was related to less behavioral engagement and more behavioral disaffection at the start of secondary education, but not to emotional engagement and disaffection. Moreover, students' aggressive behavior moderated the relation between popularity and behavioral engagement in Grade 7, denoting the risk of popularity in combination with average and high levels of aggression. Results suggest that adolescents' popularity may interfere with meeting academic demands in general and with showing engagement in particular.     

Emotional intelligence and risky driving behaviour in adults

BackgroundRisky driving is considered a key predictive factor in road traffic accidents resulting in morbidity and mortality. Intra-individual emotional and personality factors have been shown to influence risk-taking behaviours among drivers. Despite this, there is limited research investigating the individual dimensions of these constructs and their relationship to risky driving behaviour (RDB). The current study therefore aimed to assess whether the individual dimensions of Emotional Intelligence (EI) were implicated in RDB.MethodsThe sample comprised 179 adults (55% male) aged between 18 and 64 years (M = 29.85, SD = 11.46) and who currently held a valid driver’s licence completed an online survey. Emotional Intelligence was assessed via self-report using the Swinburne University Emotional Intelligence Test (SUEIT), and RDB was measured using both the Brief Distracted Driving Scale (BDDS) and the Dula Dangerous Driving Index (DDDI).ResultsRegression analyses revealed that ‘Risky Driving’ was related to greater levels of Emotional Recognition and Expression and lesser Age [F_{(6, 172)} = 2.27, p < 0.05: R² = 7.3%], and the Negative Emotions sub-scale of DDDI, was significantly predicted by Emotional Control and Age [F_{(6, 172)} = 6.41, p < 0.05: R² = 18.3%]. A mediation model incorporating Age, Emotional Control scores and the Negative Emotions driving behaviour score indicated that a significant indirect effect of Age through Emotional Control (K² = 0.08, 95% CI [−0.02, −0.03]). (H [3] = 10.98, p = 0.012).ConclusionsLower scores on specific indices of EI are associated with increased rates of RDB, suggesting that poor emotional control may impede an individuals’ ability to make safe behavioural decisions when driving. The effect sizes for these models were small, however, and further research is needed to explore the contributory components in this association. Greater awareness of the role of emotional regulation and driving behaviours may be useful in preventing RDB in adults.     

The influence of trait affect and the five-factor personality model on impulse buying

Research into the influence of affect on impulse buying has to date produced contradictory results, partly due to confusion between the potentially discrete influences of, respectively, state and trait affect. Additionally, studies on how the five-factor personality model’s dimensions influence impulse buying have also produced contradictory results. Moreover, while the established link between trait affect and personality suggests dimensions of this latter could account for whatever influence the former has on impulse buying, no study has yet attempted to examine this possibility. We draw on self-regulation theory to examine three unanswered questions: (1) the extent to which trait affect influences impulse buying whilst controlling for state affect; (2) establish which dimensions of the five-factor personality model predict impulse buying; and (3) test whether or not any influence of trait affect on impulse buying is additive to the effects of the five-factor personality model. Analyses of cross-sectional data (n = 842) find that trait affect does have a significant (p < .05) influence on impulse buying controlling for state affect, but that this influence is fully accounted for by the five-factor personality model (p < .001), the extraversion, conscientiousness and neuroticism dimensions of which are found consistently to predict impulse buying.     

Dark Triad personality traits and adolescent cyber-aggression

The current study empirically investigates the relationships between the Dark Triad personality traits and cyber-aggression among adolescents (14–18 year old). The sample consisted of 324 participants aged 14–18 (M = 16.05, SD = 1.31). Participants completed the Short Dark Triad (SD3) as a measure of the Dark Triad personality traits, the Facebook Intensity Scale and a scale to measure cyber-aggression. Structural equation modelling was applied to investigate the relationships. Results show that only Facebook intensity and psychopathy significantly predict cyber-aggression, when controlling for age and gender. Findings are discussed regarding the potential importance to further study Dark Triad traits, and psychopathy in particular, in the context of adolescent cyber-aggression.     

Measuring the validity and psychometric properties of a short form of the Hypomanic Personality Scale

The Hypomanic Personality Scale (HPS) is used to investigate hypomanic traits and risk for bipolar spectrum disorders; however, the length of the HPS (48 items) may be prohibitive for clinical research and screening purposes. Meads and Bentall (2008) developed a promising 20-item version of the HPS; however, the psychometric properties and validity of the short form have not been thoroughly examined. The present study investigated the construct validity and psychometric properties of the short HPS. A sample of 2713 non-clinically ascertained young adults was used to assess psychometric properties of the short form relative to the original scale. Two non-overlapping subsamples (n = 522; n = 145) were used to investigate the validity of the short HPS using personality and temperament questionnaires and clinical interviews of bipolar psychopathology and diagnoses. The short and original HPS generally had comparable correlations with measures of temperament, personality, impulsivity, borderline personality, grandiosity, psychosocial functioning, and alcohol use, and comparably predicted DSM bipolar and bipolar spectrum diagnoses. Overall, the short HPS was found to be both reliable and valid. However, the short HPS tended to be more strongly correlated with pathological components of hypomanic personality and less strongly correlated with exuberant and potentially adaptive aspects of the construct.     

The mediating role of self-esteem in the relationship between big five personality traits and depressive symptoms among Chinese undergraduate medical students

The objectives of this study were to examine the correlations between big five personality traits and depressive symptoms among Chinese undergraduate medical students, and to explore the mediating role of self-esteem on the correlations. Self-reported questionnaires, including Big Five Inventory, the Center for Epidemiologic Studies Depression Scale, Rosenberg’s Self-Esteem scale, and socio-demographic section were distributed to 2000 undergraduate medical students at four medical colleges and universities in Liaoning province, China, in June 2014. 1738 students became the final subjects. After adjustment for age and gender, agreeableness (β = −0.329) and openness (β = −0.096) were negatively related to depressive symptoms, while neuroticism (β = 0.245) was positively related to the symptoms. Self-esteem functioned as a mediator in the relationship between agreeableness (a * b = −0.154, 95% CI: −0.182, −0.127)/openness (a * b = −0.097, 95% CI: −0.124, −0.069)/neuroticism (a * b = 0.031, 95% CI: 0.007, 0.058) and depressive symptoms. Therefore, identifying at-risk students and undertaking appropriate intervention strategies that focus on both personality traits and self-esteem may be effective in preventing and reducing depressive symptoms among Chinese medical students.     

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.