Career Adapt-Abilities Scale Research Articles

Young workers without formal qualifications: experience of work and connections to career adaptability and decent work

ABSTRACT The purpose of this research on working young adults who are without formal education is to explore how they experience work, their career adaptability and if they view their work as decent. Participants were 154 young working adults, aged 18–29, and unqualified. It was found that participants worked mainly in low-skilled jobs, but many aspired to become professionals or technicians. Participants were significantly lower on concern and control sub-scales of the Career Adapt-Ability Scale (CAAS), compared to peers. Results support a proposition in Psychology of Working Theory that individuals with lower levels of career adaptability are less likely to engage in decent work. Results indicate that self-determination is not met at work, whereas work fulfills financial and social needs.

Hubungan antara Kecerdasan Adversitas dengan Adaptabilitas Karier pada Karyawan BNI Cabang Rengat

This study aims to see the relationship between adversity intelligence and career adaptability of BNI employees of the Rengat branch. The independent variable in this study is adversity intelligence and the dependent variable is career adaptability. The measuring instrument used in this research is the adversity intelligence scale and the career adaptability scale. The sampling technique used in this study was saturated sampling with a total sample size of 35 employees. The validity test uses the Corrected Item-Total Correlation and the reliability test uses the Alpha Cronbach technique. The test results show the validity coefficient on the adversity intelligence scale ranges from 0.326 to 0.732, while the reliability coefficient is 0.915. The results of the validity coefficient on the career adaptability scale ranged from 0.349 to 0.831, while the reliability coefficient was 0.939. Based on the results of data analysis, the correlation coefficient is 0.368 with a significant level of correlation (p) = 0.030 (< 0,05). This means that there is a significant relationship with a positive direction between adversity intelligence and career adaptability of the BNI Rengat branch. So it can be interpreted that the hypothesis in this study is accepted. The effective contribution of the adversity intelligence variable with career adaptability is as much as 14%.

Üniversiteden İş Hayatına Geçiş: Kariyer Uyumu ve İyimserliği

Purpose: In this study whether career adaptability and career optimism of senior year undergraduate students change according to their gender, faculty, form of their faculty/ department choice, their plans upon what they are going to do after graduation, their thoughts about finding a job and about the fact that the job which they have found is related to the field they were graduated from was investigated.
 Design/Methodology/Approach: For this purpose 323 final year undergraduate students who studied at different faculties in a state university in Ankara are included in this study. Career Adaptability and Optimism Scale ( CAOS) and Personal Information Form were used. Data was analyzed with t test and one-way analysis of variance.
 Findings: According to the findings of the research; CAOS points of the students, who studied at faculties which offers easy job finding opportunities or difficult job finding opportunities, who come the department with different reasons, whose thoughts about finding a job after graduation and about the fact that the job which they have found is related to the field they were graduated from are different. On the other hand there is no meaningful difference between gender variable and between the students whose plans upon what they are going to do after graduation are different in terms of CAOS.
 Highlights: Findings were discussed in the view of literature and some recommendations were put forward in terms of career counseling.

Peran Learning Goal Orientation dan Big Five Personality terhadap Adaptabilitas Karier Siswa SMK

The purpose of this study is to investigate learning goal orientation (LGO) and Big Five Personality in effect with carrier adaptability. This study used quantitative approach. Simple random sampling technique was used to recruit 93 twelve-grades SMKN "X" Malang students majoring in Teknik Komputer dan Jaringan (TKJ) and Rekayasa Perangkat Lunak (RPL). We used adapted instruments consist of LGO Scale, Big Five Inventory (BFI) and Career Adapt-Abilities Scale (CAAS). The simultaneously regression test shows that both LGO and Big Five Personality has an effect to carrier adaptability (37%). LGO partially has effect on carrier adaptability. For all big five personality dimensions, opennes to experience has effect to carrier adaptability but other dimensions such as extraversion, conscientiousness, neuroticism, and agreeableness has no effect.

CAREER ADAPTABILITY, ENGAGEMENT AND JOB SATISFACTION: A PSYCHOLOGICAL NETWORK IN THE MILITARY EDUCATION CONTEXT

ABSTRACT Purpose: Evidence indicates that career adaptability and engagement are characteristics that improve coping with challenges inherent in a military career. Job satisfaction appears as a variable that interacts with both because it improves the maintenance of performance. The objective of this paper is to examine a psychological network (PN), including these variables. Originality/value: The interaction among these is well documented in the literature; nevertheless, it has not been researched in the context of military education. Information on the network can provide important insights for the development of strength-based training directed towards highly influential behaviors and attitudes of students. Design/methodology/approach: The research design was sectional and based on a quantitative analysis framework. A total of 962 male students from the second (n = 323; 33.6%), third (n = 345; 35.9%), and fourth (n = 294; 30.6%) years of the Academia Militar das Agulhas Negras (Aman), between 18 and 26 years old, completed our survey. Instruments included a demographic questionnaire, Job Satisfaction Scale, Career Adaptabilities Scale, and Utrecht Work Engagement Scale for Students. PNs were estimated for the complete sample and also for every academic year. Findings: One of our main findings indicates that the PN tends to lose connections across the academic years, especially considering job satisfaction and engagement items. Aman students might experience a natural process of disconnection from the academic environment and, therefore, constructs showing, for example, engagement for students lose configuration as a graphical community. A longitudinal study is needed in order to confirm differences detected among students from different years.

Construção e evidências de validade da Career Adapt-Abilities Scale (CAAS) brasileira para adolescentes

A adaptabilidade de carreira é um tema amplamente estudado na área de carreira por sua relevância prática e teórica. O objetivo deste estudo foi testar uma versão em português brasileiro da Career Adapt-Abilities Scale (CAAS) com uma amostra de adolescentes, incluindo uma dimensão adicional chamada cooperação. Participaram 592 adolescentes (303 do sexo feminino) de escolas privadas (n=275) e públicas (n=317), em Porto Alegre, RS. Os adolescentes tinham entre 13 e 18 anos (M=15,91 e DP=1,08). Em uma primeira subamostra aleatória (n=296), uma análise fatorial exploratória foi conduzida e resultou em uma solução de cinco fatores. Logo após, com o restante da amostra, foi realizada uma análise fatorial confirmatória, confirmando-se o modelo de cinco dimensões. Os resultados indicam que o instrumento testado possui uma estrutura dimensional compatível com o modelo teórico adotado e propriedades psicométricas aceitáveis, além de contar com o acréscimo da dimensão cooperação.

Career Adaptability – preliminary verification of the concept and measurement method

The aim of the article is to present the assumptions of the concept of the career adaptability of Mark Savickas and to present the psychometric properties of the Polish version of the Career Adapt-Ability Scale. It consists of five dimensions: concern, control, curiosity, confidence and cooperation. The analyzes were carried out with the participation of young adults (N = 664; 63% women, 37% men) aged 18 to 34 years (M = 24.4, SD = 2.9). The reliability of the tool was assessed on the basis of internal consistency method. Evidence of construct validity was obtained through confirmatory analysis and correlation with other, conceptually related variables such as social participation and tolerance of ambiguity in a career decision situation, measured using four indicators – preference, tolerance, confidence, and aversion. The results obtained indicate very good psychometric properties of the questionnaire. A high level of career adaptability is characteristic for two types of social participation – integration and assimilation. The higher intensity within all five components of Career Adapt-Ability Scale is also accompanied by a stronger acceptance of unknown, complex, inconsistent and unpredictable information when professional decisions are made.

Kariyer Uyum Yetenekleri Ölçeği Kısa Formu (KUYÖ-KF)’ nun Türkçe’ye Uyarlanması: Geçerlik ve Güvenirlik Çalışması

The aim of this study is to carry out the validity and reliability study of the scale within the scope of adaptation of the Career Adapt-Abilities Scale Short Form (CAAS-SF), which is developed for determining career adaptation skills of the individuals, to Turkish. Studies are applied to a research group involving 648 undergraduate students. Item-total point correlation, linguistic equivalence, confirmatory factor analysis for construct validity, validity based on criterion and measurement invariance by gender are examined within the scope of CAAS-SF’s validity studies by taking the developmental steps of the original scale which is adapted into consideration; and, Cronbach’s alpha internal consistency coefficients are calculated medium and high. The findings obtained show that the Turkish form of CAAS-SF is at the level of validity and reliability for the use of university students

The role of grit and parent-child communication in career adaptability

The transition period from school to the world of work is a critical time that affects determining one's career. This study aims to examine the role of grit and parent-child communication in students’ career adaptability. Using a purposive sampling technique, the study involved 218 High School (SMA) students and 124 Vocational High School (SMK) students in Salatiga, Indonesia. The measurement instruments used in the research were the career adaptability scale, grit scale, and parent-child communication scale. The results show that the R-value was 0.595 and the adjusted R squared (R2) value was 0.354. The significance value generated from the regression test was 0.000 (p0.05). Based on the calculation results, it can be concluded that grit and communication between parents and children together play a significant role in career adaptability. The research implication is that students’ grit and effective parent-child communication should be developed to improve career adaptability.

Career Adapt-Abilities Scale Short-Form Validation Study

본 연구에서는 한국의 성인들을 대상으로 Maggiori, Rossier, Savickas(2017)가 개발한 진로적응성 척도의 단축형(Career Adapt-Abilities Scale-Short Form)(CAAS-SF)을 타당화하고자 하였다. 타당화를 위해서 확인적 요인분석을 통해 요인구조와 문항의 적절성을 확인하였으며, 성별과 경력에 따라 척도의 적용가능성을 살펴보기 위해 집단간 구인동등성 검증을 실시하였다. 마지막으로, 관련 변인들과의 상관을 통해 진로적응성 단축형의 준거관련 타당도를 확인하였다. 연구결과, 원 척도 개발 당시 가정한 2차 요인모형이 우리나라 성인들의 자료를 잘 설명하는 것으로 나타났으며 성별과 경력에 따른 구인동등성도 성립되었다. 진로적응성 단축형은 관심, 통제, 호기심, 자신감 4요인으로 구성되며, 각 요인은 전체문항과 개별 요인으로 사용가능한 것으로 나타났다. 또한 진로적응성은 삶의 만족, 기본 심리적 욕구 충족, 직무만족과 유의미한 정적 상관이 있는 것으로 나타나 준거관련 타당도가 확인되었다. 연구결과를 바탕으로 연구의 함의와 진로적응성 단축형의 활용에 대한 구체적인 논의를 기술하였다.This study aimed to validate the Career Adapt -Abilities Scale Short-Form (CAAS-SF) developed by Maggiori, Rossier, and Savickas(2017) for Korean adults. For validity, the factor structure and the appropriateness of the items was confirmed through confirmatory factor analysis, and a construct equivalence test was conducted between groups to examine the applicability of the scale according to gender and length of employment. Finally, the validity of the career adaptability scale was confirmed through correlation with related variables. As a result, the second order model assumed at the time of the development of the original scale explained the data of Korean adults well, and a construct equivalence according to gender and length of employment was established. The career adaptability scale consists of four factors: interest, control, curiosity, and confidence. Each factor can be used as a whole and as an individual factor. In addition, career adaptability had a significant positive correlation with life satisfaction, basic psychological needs satisfaction, and job satisfaction. Based on the results of the study, the implications of the study and the specific discussions on the utilization of the short version of career adaptability are discussed.

The Double-Edged Sword Effects of Career Calling on Occupational Embeddedness: Mediating Roles of Work–Family Conflict and Career Adaptability

Based on the conservation of resource theory, we proposed a two-path model to examine the double-edged sword effects of career calling on occupational embeddedness via work-family conflict (WFC) and career adaptability. The proposed theoretical model and hypotheses were tested by structural equation modeling technology with a sample of nurses from five hospitals in China (total N=368). Career calling has a double-edged sword effect on occupational embeddedness via WFC and career adaptability. Career calling has positive effects on WFCand career adaptability. WFC and career adaptability, in turn, negatively and positively influence occupational embeddedness, respectively. In addition to the well-established positive effects, career calling may also have adverse effects on occupational outcomes. Given the worldwide shortage of nursing staff, how career calling affects nurses' occupational embeddedness needs to be more understood. This study highlights the importance of career calling and occupational embeddedness. Nurse managers need to improve the level of nurses' career adaptability and reduce their level of WFC and hence increase their occupational embeddedness.

Parental career-specific behaviours and adolescent career adaptability

Parents are a major influence on adolescents’ career development. However, past studies have mostly explored general rather than career-specific parenting aspects. According to Dietrich and Kracke (2009) parental support, parental interference, and lack of parental career engagement are basic dimensions of career-specific parental behaviours. This study examined the relationship between these parental behaviours and career adaptability in a sample of high school students (N = 197; Mage = 16.79). The data were collected in a group online testing. Student career adaptability was measured with the Career Adapt-Abilities Scale (Savickas & Porfeli, 2012) and parental career-specific behaviours were measured by the scale developed by Dietrich and Kracke (2009). Parental support emerged as the most important positive predictor of career adaptability since it predicted both global career adaptability and separate dimensions. Parental interference negatively predicted career control, career confidence, and overall career adaptability but only when parents’ career engagement was higher. The results point out that in understanding parental influences in students’ career development it is important to consider different parenting practices and also examine separate students’ career adaptability resources. Parents should be helped to recognise their career-related parenting practices and to understand the potential of these behaviours in facilitating their children’s career adaptability. Special counselling interventions should be provided for students who perceive that their parents are not providing enough career-related support.

Factor structure and factorial invariance of the Career Adapt-Abilities Scale across Japanese and South Korean college students

The Career Adapt-Abilities Scale (CAAS) has been validated in several East Asian countries, but the measurement equivalence of its four dimensions and construct validity has not yet been evaluated in Japan. Results from Japanese (n = 298) and South Korean (n = 301) college students indicated good to excellent internal consistency estimates, and configural and metric invariance, confirming the factor structure across the groups. Item intercepts across samples, however, were scalar noninvariant, preventing comparison of mean scores. Results also provided support for criterion-related validity of CAAS scores. This model for measuring career adaptability can apply to the Japanese college context.

Career Adaptability Research: A Literature Review with Scientific Knowledge Mapping in Web of Science.

With the rapid development of society and technology, personal adaptability is becoming more and more important. Learning how to adapt to a changing world is becoming one of the necessary conditions for success. Career adaptability can help individuals to smoothly adapt to changes when coping with their career roles, and maintain their ability to balance their career roles, which will affect their important psychological resources for career development and achieve more meaning in life. In recent years, career adaptability has gradually attracted the attention of researchers. Therefore, in order to explore the main factors, such as research focus, the main researchers, its evolution, and the important results of career adaptability in the last ten years, this study used the scientific knowledge mapping software CiteSpace as a research tool, and select related articles from the Web of Science between 2010 to 2020 under the theme of “career adaptability” for data analysis, which can help future researchers to understand current and future career adaptability research and control the research direction of career adaptability. The results of this research indicate that there are direct or indirect connections between different themes, such as the career adaptability scale, career construction, positive personalities, and so on, but few articles integrate multiple research topics. At the same time, the main researchers, research frontiers and network relationships were also obtained. Based on the above findings, the correlative main concept, theoretical structure, evolution, and research progress of career adaptability in the past ten years are discussed.

Relação entre variáveis sociodemográficas e do percurso escolar e a adaptabilidade de carreira de estudantes do ensino secundário

Neste estudo, analisámos a relação entre a adaptabilidade de carreira, expressa nas dimensões Preocupação, Controlo, Confiança e Curiosidade, e um conjunto de variáveis sociodemográficas (sexo, zona de residência, educação parental) e do percurso escolar (média de classificações, retenções, participação em atividades extracurriculares). Testámos ainda a relação entre a participação prévia reportada em atividades de carreira e a realização de atividades ocupacionais, e a adaptabilidade de carreira. Participaram no estudo 201 estudantes do ensino secundário, com idades compreendidas os 16 e os 23 anos (M = 17.56, DP = 0.89). Os instrumentos foram um questionário sociodemográfico e escolar e a versão Portuguesa da Career Adapt-Abilities Scale. Os resultados não mostraram um efeito global das variáveis sociodemográficas na adaptabilidade de carreira, com a exceção de um efeito de pequena magnitude da área de residência (rural) no Controlo; e um efeito de pequena magnitude do sexo (feminino) na Preocupação. Verificou-se uma associação entre o desempenho escolar (moderado na média das classificações; fraco no caso das retenções) e a adaptabilidade de carreira. A participação prévia em atividades de educação e desenvolvimento de carreira, ou a realização de atividades ocupacionais, não se associaram à adaptabilidade de carreira com a presente amostra.

Autobiographical internal dialogue on TQM

PurposeTo present the internal dialogue of a TQM practitioner using the conceptual lens of reflective practice.Design/methodology/approachThis study used a pragmatic philosophical approach to collect qualitative critical reflection data and quantitative career construction data from stratified and purposively sampled respondents, using structured questionnaires. The qualitative data were analyzed through reconstruction, while the quantitative data were analyzed through co-construction using the percentage agreement value and Wilcoxon–Mann Whitney test.FindingsFive questions were found to be valuable for steering the internal dialogue for critical reflection, thus recommended as a must-have in a TQM practitioner's toolkit. This study found the career adapt–abilities scale to be a valuable tool for assessing the career construction of a TQM practitioner. This was supported by a 64% agreement and non-significant difference between the two groups of raters used, p < 0.05 (U = 3356.5, W = 7451.5, Z = 1.9826), two-tailed.Research limitations/implicationsThe pragmatic philosophical stance used in this study lends it to a certain level of subjectivity. However, the inputs from the three other participants neutralize the subjectivity. Most notably, this study is not about consensus-seeking but rather verifiable/testable self-reflection.Practical implicationsThe theory-informed results presented in this study are useful for the continuing professional development of TQM practitioners.Originality/valueThis study provides insights for applying an individual-level self-assessment tool for TQM implementation.

Development and Validation of a Chinese Five-Factor Short Form of the Career Adapt-Abilities Scale

The Career Adapt-Abilities Scale (CAAS) is a widely used measure to assess career adaptability. The initial design covered four areas — concern, control, curiosity, and confidence. Recent research validated a 12-item version of the scale (CAAS-SF) and a five-factor version that includes the additional factor of cooperation (CAAS-5). The study reported here developed and validated a brief 15-item Chinese version of Career Adapt-Abilities Scale (CAAS-5-SF) to include five factors. Based on data obtained in Macao from a sample of 326 university graduates who had gained employment, it was found that the scale has good factor structure and internal consistency. Significant correlations between CAAS-5-SF and career success, as well as between cooperation subscale and social capital, provided evidence for convergent validity of the instrument and the cooperation subscale respectively. It was also found that CAAS-5-SF and CAAS-5 were strongly associated in their subscales and overall scale. Results suggested that CAAS-5-SF is a suitable alternative to CAAS-5 for research and practice purposes with Chinese speakers. Implications for research and practice are discussed.

A moderated-mediation model of career adaptability and life satisfaction among working adults in Malaysia

Career adaptability refers to the concept of individuals taking charge of their own career development by staying concern, control, curious and confident. Since the career adaptability measurement scale was made available in 2012, the concept has been extended to various samples and consistently found its applicability across many countries. This study intends to continue with this line of research by extending its nomological network to another country (i.e. Malaysia) using a unique sample (work and study adults who enroll in a post-graduate degree program). We also responded to the call for identifying the conditions and mechanisms in which career adaptability may bring differential effect to the life satisfaction outcome. Based on 200 sets of data collected, it was found that career adaptability predicted life satisfaction through a moderated (connectedness) and mediation (job satisfaction) relationship. The results provided empirical evidence on the universality of the career adaptability scale, Career Construction Theory and the Life-Span, Life-Space theory. Juggling between work and studies, individuals with higher career adaptability was found to enjoy higher job satisfaction under the condition of high connectedness (getting support and help from family, university, neighbour and friends). The joy of job satisfaction then spilt over to other life domains and manifested in life satisfaction.

Factor Structure of the Chinese Career Adapt-Abilities Scale in Youth with a Longer Spell of Status of not in Education, Employment, or Training

This study examined the factor structure of the 24-item Chinese version of Career Adapt-Abilities Scale (CAAS-China Form) in a sample of 569 youth participants aged 15–21 with a longer spell of status (≥5 months) of not in education, employment, or training (NEET) in Hong Kong. The sample was randomly split into two for exploratory (EFA) and confirmatory factor analysis (CFA). EFA with the first split sample favored a 17-item two-factor structure over a 24-item four-factor structure. In CFA with the second split sample, the two-factor structure showed satisfactory goodness-of-fit while the fitness indices for four-factor structure were not satisfactory. The two-factor structure also revealed excellent internal consistency. In summary, CAAS-17 showed a stable two-factor structure with satisfactory internal consistency. The two subscales of CAAS-17 were named as career exploration and career self-efficacy. Implications for research study and relevant career intervention for longer-term NEET youth are discussed.

Italian Adaption of Self-Perceived Employability Scale: Psychometric Properties and Relations with the Career Adaptability and Well-Being.

The recent transformation of the workplaces and labor market, characterized by rapid technological changes, social and economic instability, has greatly influenced the construction of people’s career paths. These paths cannot be viewed more as linear, but multifaceted and unstable. In organizational context, the psychological contract has changed from long term to short term. In this scenario, the construct of employability becomes central: people need to maintain and improve their ability to be attractive to the labor market to get or keep a job. The study presents the adaptation of the Self-Perceived Employability Scale to the Italian context. The participants are 660 Italian workers. The instruments used to verify the concurrent validity of the scale were the Employability Scale, the Flourishing Scale, the Satisfaction With Life Scale, the Organizational Satisfaction Questionnaire and the Career Adapt-Abilities Scale. Results showed good psychometric properties of the Italian version in terms of internal consistency, construct and concurrent validity, with significant correlations with all the other measures. The CFA highlights some dissimilarity in the scale’s structure compared to the UK version, probably due to cultural differences among the samples.