Future work self and career adaptability in the prediction of proactive career behaviors

This study examined the motivational resource of future work self salience and the additive effect of career adaptability dimensions in the prediction of career planning, proactive skill development, and proactive career networking in a sample of university students (N = 113). It was hypothesized that greater clarity of future work self would predict engagement in each of the proactive career behaviors and that specific dimensions of career adaptability would have an additive effect in predicting particular proactive career behavior in line with the theory of career construction. Results indicated that future work self predicted career planning and that career concern had an additive effect. Future work self also predicted proactive skill development and proactive career networking. However, career confidence and career curiosity mediated these relationships in the prediction of skill development and networking respectively. In sum, results suggest that future work self and career adaptability play an influential role in the engagement of proactive career behavior.     

Optimal matching analysis in career research: A review and some best-practice recommendations

Optimal matching is a method for the analysis of sequential data. It allows researchers to detect patterns in career sequences or occupational trajectories. We first give a brief introduction to the method and review the existing career literature that employs optimal matching. To examine which data properties are required for optimal matching analysis, we conducted Monte Carlo simulations of career sequences with varying parameters for sequence length, sample size and missing items. We find that sequence length is the relevant factor for correct results, while sample size does not substantially affect result quality. Another important finding is that sequences with up to 30% elements missing can be used for optimal matching analysis. We also show which settings for the optimal matching procedure deliver the best results.     

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.     

The relation of career adaptability to work experience,extracurricular activities,and work transition in Portuguese graduate students

This study analyzed the psychometric properties and the factor structure of the Career Adapt-Abilities Scale (CAAS)—Portugal HE Form with 406 graduate students and explored the relationship between career adaptability, work experience, extracurricular activities and work transition. The analysis allows us to conclude that CAAS can be a valid and useful measurement for assessing career adaptability in Portuguese graduates. The differential analysis evidenced that participants with student worker status and with work experiences reported displayed higher scores on the subscales of control and curiosity, respectively. No statistical differences emerged regarding experience of extracurricular activities. Also, participants who referred to anticipating difficulties in work transition scored significantly lower on the subscales of control than did their peers who do not anticipate difficulties in such transitions. The obtained results support the importance of considering practical experiences and fostering career adaptability during higher education studies as a way to help graduates manage the transition to professional contexts.     

Development of early vocational behavior: Parallel associations between career engagement and satisfaction

The present five-wave longitudinal study examined the parallel development of career engagement and satisfaction among young adults over an eight-year period starting from the last stages of their secondary education and ending after the transition to higher education or working life. The research questions were analyzed with parallel process latent growth curve (LGC) modeling and growth mixture modeling (GMM). The study is part of the ongoing longitudinal Finnish Educational Transitions (FinEdu) study, and followed 826 participants from ages 17 to 25. The developmental dynamics showed that career engagement and satisfaction developed parallel, each predicting the changes in the other. Towards the end of secondary education, career engagement increased and career satisfaction decreased on the mean level; however, later on, after the transition to higher education/work, both processes leveled off. The GMM results also revealed the existence of two latent trajectory groups, one representing a high transitional and the other a low increasing trajectory of career engagement and satisfaction.     

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.     

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.     

The Portuguese version of the Basic Empathy Scale (BES): Dimensionality and measurement invariance in a community adolescent sample

Empathy is the heightened ability to cognitively perceive and/or affectively share the emotions of others, which has been consistently associated with desirable social interactions. This paper aimed to test the bi-factorial structure of a Portuguese version of the Basic Empathy Scale and examine its variation by gender and age using a large community sample (n = 1029) of adolescents. The two-factor model, originally developed and supported by other cross-cultural validations, presented good fit indicators which was similar across genders and adolescent age groups. Girls were more empathic than boys and younger adolescents were more empathic than the older ones. Further support for the validity of the new scale comes from its relations to measures of social skills and aggression which were similar to theoretical predictions. In conclusion, the Portuguese version of the BES is a consistent and valid instrument for the assessment of empathy in samples of adolescents aged 12–18 years old in Portugal, which can now be used in cross-cultural studies of this important psychological construct.     

Is the Bifactor Model a Better Model or Is It Just Better at Modeling Implausible Responses? Application of Iteratively Reweighted Least Squares to the Rosenberg Self-Esteem Scale

Although the structure of the Rosenberg Self-Esteem Scale (RSES) has been exhaustively evaluated, questions regarding dimensionality and direction of wording effects continue to be debated. To shed new light on these issues, we ask (a) for what percentage of individuals is a unidimensional model adequate, (b) what additional percentage of individuals can be modeled with multidimensional specifications, and (c) what percentage of individuals respond so inconsistently that they cannot be well modeled? To estimate these percentages, we applied iteratively reweighted least squares (IRLS) to examine the structure of the RSES in a large, publicly available data set. A distance measure, d_s, reflecting a distance between a response pattern and an estimated model, was used for case weighting. We found that a bifactor model provided the best overall model fit, with one general factor and two wording-related group factors. However, on the basis of d_r?values, a distance measure based on individual residuals, we concluded that approximately 86% of cases were adequately modeled through a unidimensional structure, and only an additional 3% required a bifactor model. Roughly 11% of cases were judged as “unmodelable” due to their significant residuals in all models considered. Finally, analysis of d_s revealed that some, but not all, of the superior fit of the bifactor model is owed to that model's ability to better accommodate implausible and possibly invalid response patterns, and not necessarily because it better accounts for the effects of direction of wording.