Career Beliefs Inventory Research Articles

Employability and career beliefs inventory: a brief version for unemployed persons

BackgroundConsidering that beliefs may be assessed and changed, inventories measuring employability and career beliefs may be of utmost importance for career interventions.ObjectiveThis study introduces the psychometric properties of a brief version of the Employability and Career Beliefs Inventory (ECBI) in a sample of unemployed persons.Methods and resultsAltogether, 2023 unemployed persons aged from 18 to 66 years old and living in Southern Portugal participated in an online survey. The ECBI’s original internal structure was tested and did not fit the data. Exploratory and confirmatory factor analyses were implemented, and a three-factor solution was retained. The three factors discriminate three types of beliefs named growth, pessimism, and flexibility. Measurement invariance models identified scalar equivalence across gender and educational degree, and metric invariance across age. All items fit the graded response model’s parameters. The growth and flexibility subscales were less effective in the assessment of low latent trait levels, whereas the opposite was observed with the pessimism subscale. Internal consistency is good yet discrimination between factors is questionable. Correlations to career decision-making self-efficacy evidence validity based on the relations to other constructs.ConclusionDespite the limitations, the brief version of the ECBI proposed in this study is ready for further use and development among unemployed persons.

Issues and Perspectives in Development of Career Beliefs Inventory

Issues and Perspectives in Development of Career Beliefs Inventory

The Impact of Ethnically Matched Animated Agents (Avatars) in the Cognitive Restructuring of Irrational Career Beliefs Held by Young Women

The Believe It! program developed and evaluated by was the first interactive, multimedia, psychological-education intervention deployed on the Internet. In a controlled study, the authors reported that the ethnically diverse cartoon models were partially successful in using cognitive restructuring to promote more reasonable career beliefs among Caucasian middle-school young women. It was not clear if the program's lack of efficacy among minority young women was due to computer literacy factors affected by SES. Subsequently, four studies explored the role of matching or mismatching the ethnicity of animated agents in a graphically enhanced program with young women receiving the cognitive restructuring treatment. Each of the studies used the same four outcome measures (Occupational Sex-Role Questionnaire, Believe It Measure, Career Beliefs Inventory, and the Career Myths Scale) before and after matched and mismatched participants received the Believe It! intervention. analyzed data from African-American participants, Latinas, Asian-Americans, and ethnically isolated Caucasian young women. The current article reports that the results of these four studies are consistent with similar research involving live counselor and client dyads (e.g., ). The Believe It! program had a clear impact on ethnically matched African-American young women, whereas pairings on ethnicity produced, at best, marginally improved outcomes for Latinas, Asian-Americans, and ethnically isolated Caucasian young women.

The Structure of the Career Beliefs Inventory on a Sample of Italian High School Students

This study was an examination of the validity of Krumboltz's Career Beliefs Inventory in a sample of Italian high school students ( N = 256). The factor structure was examined at the item level using exploratory factor analysis. A five-factor structure emerged during analysis highlighting beliefs about Career Confidence, Career Activity, Career Independence, Career Flexibility, and Career Positivity. These factors appear to have little overlap with the results of other studies examining American and other cross-national samples. The factor scores were correlated with several career measures to aid interpretation.

Six Approaches to the Assessment of Career Maturity

This article discusses the construct of career maturity and briefly reviews research that identifies factors associated with this construct. Brief reviews of 6 instruments designed to measure career maturity are included: The Career Maturity Inventory (Crites, 1978a, 1978b), the Career Development Inventory (Super, Thompson, Lindeman, Jordaan, & Myers, 1988), the Adult Career Concerns Inventory (Super, Thompson, & Lindeman, 1988), the Assessment of Career Decision Making (Harren, 1979; Buck & Daniels, 1985), the Career Beliefs Inventory (Krumboltz, 1994), and the Career Decision Scale (Osipow, Carney, Winer, Yanico, Koschier, 1976). Issues associated with the assessment of career maturity are also discussed.

The Construct Validity of Scores on the Career Beliefs Inventory

The purpose of the present study was to evaluate the psychometric characteristics of Career Beliefs Inventory (CBI; Krumboltz, 1991, 1994) scores in terms of construct validity. Factor analysis was the primary vehicle for this exploration. Two independent samples of data ( n 1 = 251, n 2 = 1,788) were analyzed using confirmatory first- order and exploratory second-order factor analyses. Results of the analyses suggest that reproducible clusters of beliefs can be measured using the CBI. However, these factors do not match well with the scale clusters used in CBI score reports.

The Career Beliefs of Homeless Veterans: Vocational Attitudes as Indicators of Employability

This study analyzes homeless veterans' career beliefs and suggests how these beliefs may limit their employability. Using the Career Beliefs Inventory (CBI; Krumboltz, 1991), the vocational beliefs of 279 homeless veterans were compared to those of two control groups: one employed (N = 390), the other unemployed (N = 67). Even though the three groups had significant demographic, medical, and social differences, there were remarkable similarities in how they viewed employment. Further research on how homeless veterans' vocational attitudes manifest into tangible behavior is required to substantiate the importance of the CBI results.

Career Assessment and the Career Beliefs Inventory

The Career Beliefs Inventory (CBI; Krumboltz, 1991, 1992, 1994) is a counseling tool to identify career beliefs and assumptions that may block clients from taking constructive action. Here we answer some frequently asked questions about the CBI and illustrate with excerpts from a counseling case study. The CBI is relatively independent of other career assessment instruments. Scores on the 25 scales reflect categories of beliefs that have caused difficulties for other people in the past. A counselor can use scores to probe for particularly troublesome beliefs and to provide support and insight regarding helpful assumptions. Whether a given belief is helpful or not is a decision for the client to determine—no right or wrong beliefs are designated by the CBI itself.

A Profile of Career Beliefs among Retired Australian Athletes

Forty-eight former Australian athletes responded to a questionnaire regarding their retirement from sport. Current career beliefs, as well as perceptions of life skills learned in sport that are transferable to post-athletic career occupations, were assessed with an Australian-integrated version of the Career Beliefs Inventory (CBI). Examination of CBI responses revealed several areas of career development that have particular relevance to elite athletes in Australia. Further analyses also demonstrated that the type of sport athletes participate in can have a significant impact on career development. Findings are discussed, including implications for professional practitioners. Future research directions in the area of career development in sport are elaborated.

The Independence of Aptitudes, Interests, and Career Beliefs

The importance of client beliefs in career counseling depends on their ability to add unique information about the client over and above that contributed by aptitudes and interests. The Career Beliefs Inventory was administered to 200 Australian students in grade 10 together with measures of Holland's RIASEC interest themes and scholastic aptitudes. The correlations between scales from the three domains showed clearly that beliefs made a contribution distinct from that provided by aptitudes and interests. Even though the results may reflect possible sampling or method variance, career beliefs in this sample added unique information to that traditionally used in career counseling.

Thinking About “Tests and Assessment” and the Career Beliefs Inventory

The author (a) comments briefly on the “Tests and Assessment” section of the Journal of Counseling & Development (JCD)—what it has covered and has not covered in recent years—and (b) introduces a set of articles that discuss a new career‐oriented inventory of potential interest to counselors.

The Career Beliefs Inventory: Reactions to Krumboltz

The Career Beliefs Inventory: Reactions to Krumboltz

The Career Beliefs Inventory

The Career Beliefs Inventory (CBI) is designed to help a counselor identify assumptions blocking a client's career progress. It measures domains untapped by other career assessment instruments and legitimizes discussions of important assumptions that are often overlooked and seldom examined. The 25 scales describe categories of beliefs found by prior research to have interfered with career decision making. Lower scores on a scale alert the counselor to explore specific beliefs in that category with the client and to examine their consequences.

An Evaluation of the Career Beliefs Inventory

An Evaluation of the Career Beliefs Inventory

Potential Value of the Career Beliefs Inventory

Potential Value of the Career Beliefs Inventory

Career Assessment: A Social Psychological Perspective

The application of social psychological principles to the therapeutic relationship has lead to the development of a theoretical model of social influence which proposes that counseling is a process of interpersonal influence. This article outlines the conceptualization of career assessment from a social influence perspective. An overview of the social influence model is provided with a relevant review of the applicable literature. A brief discussion of the role that assessment must play in the counseling relationship follows. The utilization of the Career Beliefs Inventory (Krumboltz, 1991) as a measure of client attitudes about the career development process is discussed within the context of the attitude change process. The author proposes that career beliefs are the attitude constructs of career choice as an extension of family drama and provides a case study to illustrate this position. Finally, suggestions for future research are offered within the context of current research on assessment within the career counseling relationship and the application of social influence principles to the career assessment and career development process.

Validating and using the Career Beliefs Inventory

Validating and using the Career Beliefs Inventory

Validating and Using the Career Beliefs Inventory

Validating and Using the Career Beliefs Inventory