Construction of a multidimensional scale of job satisfaction

A comprehensive, multidimensional scale measuring job satisfaction was constructed for use in a major project concerned with personnel recruitment and retention of health professionals. 11 dimensions relating to opinions of immediate supervisors, physical working conditions, satisfaction with coworkers and with pay, aspects related to promotion and work motivation, are identified. These dimensions are shown to distinguish among health professionals on sex and between locations and different occupations. The scale also has high internal validity, producing a multiple R of .78 with over-all job satisfaction.     

The career impact of winning an external work-related award

There is an abundance of work-related external awards in the business and corporate sectors. This study examines the impact of awards given to individuals in the business sector. Careers and signalling theory were used to initiate research in this domain with 32 interviews with winners of national work-related awards. The majority of winners were either nominated for the awards by others or encouraged to nominate by their managers, which may reflect an organisational, rather than individual, signal for distinction. Results demonstrated that all winners valued the recognition they received from their award win but in an unexpected finding, no significant career trajectory changes occurred. Award winners used their award as a signal of their excellence to distinguish themselves from others. The award gave them confidence and credibility. There was no relationship between winning an award and career success measures such as promotions or salary increases. Counterintuitive negative impacts identified by award winners are discussed.     

Stage order and dominance in adolescent vocational decision-making processes: An empirical test of the Tiedeman-O'Hara paradigm

Multidimensional scaling procedures were applied to checklist measures of stages from O. V. Tiedeman and R. P. O'Hara Career development: Choice and adjustment, New York: College Entrance Examination Board, 1963, vocational decision-making paradigm. Responses from two high-school samples were analyzed in order to test the hypotheses that stages are ordered as theory predicted and that stages represent dominant psychological states. The stage order hypothesis was essentially supported by findings from scaling solutions applied to two 11th-grade and one ninth-grade sample. The important exception was that the last two stages were reversed. Apparently grade level was not the dimension on which stages unfolded. The stage dominance hypothesis was not supported by the evidence. Student responses were not predominantly associated with a single stage but rather were distributed over several stages. Both results were interpreted in terms of the theory and the instruments. A second conclusion was that metric unfolding is a useful method for analyzing cross-sectional data bearing on construct validity for ordered stage constructs.     

Career and employer change in the age of the ‘boundaryless’ career

This study examined the direct effect of individual career concerns on career and employer change intention, as well as the buffering influence of organisational commitment on this relationship, based on the AMO model of behavioural change intention. Survey data, collected from 341 employees across industry sectors in Australia, showed that ‘exploration’ concerns related positively to both employer and career change intentions; the impact of exploration concerns on career change intention was buffered by affective commitment, however, and reinforced by normative commitment. ‘Establishment’ concerns related negatively to career change intention, and this effect was also buffered by level of affective commitment. The results point towards the distinct nature of employer and career change, and prompt calls for further research on the interplay of the myriad of factors that influence boundary-crossing career behaviour.     

Dimensions of adolescent career development: A multi-instrument analysis

Dimensions of adolescent career development were assessed by several well-established, objectively scored instruments. Attention was given to the correlations between measures of academic achievement and career development. Correlations among 19 scales administered to 237 eleventh graders revealed three clusters of converging scale pairs, labeled “Certainty,” “Decision-Making,” and “Activity.” Four orthogonal factors were identified and given the following heuristic labels: “Cognitive Resources for Decision-Making,” “Decision-Making Style,” “Systematic Involvement in Career Decision-Making,” and “Decision-Making Stage/Certainty.” Results are discussed in relation to practical problems of instrument selection and score interpretation and in the context of theories of adolescent career development.     

Occupational decision development over the high school years

This study described the development of occupational decision processes over the high school years. Five developmental trends derived from theory were examined separately for males and females in three rural schools. Growth was defined as increased frequency in classes of behavior from early 9th grade to late 12th grade. The key processes in occupational decision development for both sexes appeared to be an information search strategy and an elaborate rationale. Both processes increased in complexity and contributed to confident feelings about occupational choices in 12th grade. Implications for measurement of occupational decision processes and for developmental research are discussed.     

Vocational decision-making patterns among noncollege-aspiring adolescents

Vocational decision-making (VDM) behavior reported by noncollege-aspiring adolescents was measured by 32 indices derived from decision theory. Patterned differences were especially evident on indices assessing range of planning activities. Infrequent correlations were noted among indices representing each of five theoretical VDM dimensions. Cluster analysis grouped indices into four VDM clusters describing separate decision situations. A speculative model was developed to describe the relationship between VDM Clusters and performances variables. Hypotheses for later study were developed.     

Exploring the Relationships Among Multicultural Training Experiences and Attitudes Toward Diversity Among Counseling Students

The authors surveyed a national sample of master's‐level counseling students regarding their multicultural training experiences and their attitudes toward racial diversity and gender equity (see G. L. Dickson & D. A. Jepsen, 2007). Hierarchical regression models showed that student perceptions of program cultural ambience predicted positive cognitive attitudes toward racial diversity. Participatory instructional strategies predicted positive affective attitudes toward racial diversity. Los autores entrevistaron a una muestra nacional de estudiantes de Master en programas de consejería en relación a sus experiencias en formación multicultural y sus actitudes hacia la diversidad racial y la igualdad de sexo (ver G. L. Dickson & D. A. Jepsen, 2007). Los modelos de regresión jerárquica mostraron que las percepciones de los estudiantes de la atmósfera cultural en sus programas predijeron actitudes cognitivas positivas hacia la diversidad racial. Las estrategias didácticas participativas predijeron actitudes afectivas positivas hacia la diversidad racial.     

Lack of symmetry in employees' perceptions of the psychological contract

Despite debate on the nature of employees' perceptions of their psychological contract, little research has compared employees' and employers' sides of the psychological contract. All 80 items from both scales in the Psychological Contract Inventory were used in a survey of 436 currently working, non-student respondents. Structural equation modeling yielded nonsymmetrical perspectives on promises and obligations, highlighting the validity of approaching the issues via individual perceptions.