Abstract
This study aimed to validate career decision ambiguity tolerance scale-Korean form applicable to a Korean sample. In study 1, 17-items from the original 18-item career decision ambiguity tolerance scale were valid based on IRT. In study 2, using the confirmatory factor analysis, we showed that excluding item 4 from the original scale is better than including it in the three factors model. Given the results of study 1 and 2, the constructs in the 17-item career decision ambiguity tolerance scale-Korean form were valid. In study 3, career decision ambiguity tolerance positively predicted career decision-making self-efficacy, career indecision, and career adaptability, respectively, after controlling for calling and career search self-efficacy. Thus, the incremental validity of the career decision ambiguity tolerance scale-Korean form was ensured. In study 4, the reliability of the scale was retained as the test-retest (conducted over a 4-week period) demonstrated adequate results.
Highlights
In the twenty first century, it is a worldwide phenomenon for individuals to have difficulty in career decisions because they have difficulty collecting information to fit an appropriate career into a rapidly changing global environment and instability of economy
In study 1, the results showed that the career decision ambiguity tolerance (CDAT) scale-Korean form had the proper construct validity for all items except item 4 (i.e., “I am not interested in knowing new information about myself ”)
In study 2, based on the confirmatory factor analysis, the results showed that excluding item 4 is better than its inclusion in terms of model fit
Summary
In the twenty first century, it is a worldwide phenomenon for individuals to have difficulty in career decisions because they have difficulty collecting information to fit an appropriate career into a rapidly changing global environment and instability of economy. Korea is one such country, where companies are laying off senior employees and are stagnant in hiring new employees (Kim and Yoon, 2015). Tolerance for career decision ambiguity appears to be one of the most important career issues for both college students and employees considering turnover or seeking a second career after retiring. Xu and Tracey (2015) conducted research in which they developed and validated a career decision ambiguity tolerance scale
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