Development and Initial Validation of the Constructivist Beliefs in the Career Decision-Making Scale

2019 ◽  
Vol 28 (2) ◽  
pp. 303-319
Author(s):  
Hui Xu
Keyword(s):  
Decision Making ◽  
Factor Analysis ◽  
Factor Structure ◽  
Career Decision ◽  
Future Research ◽  
Career Adaptability ◽  
Career Decision Making ◽  
Two Factors ◽  
Career Construction ◽  
Constructivist Beliefs

Although career adaptability and constructivist beliefs both capture important aspects of career construction, previous research has predominantly focused on career adaptability and ignored the importance of constructivist beliefs. Drawing on career construction theory and decision-making science, the current study proposes two factors (i.e., satisficing decision and agentic creation) of constructivist beliefs in career decision-making (CBCD) and develops and initially validates a scale measuring the two factors. Study 1 develops the CBCD Scale and supports the two-factor structure of the CBCD through exploratory factor analysis. Study 2 supports the internal consistency reliability of the CBCD and cross-validates the two-factor structure of the CBCD through confirmatory factor analysis. Additionally, Study 2 finds support for the incremental predictions of the CBCD for career indecision and career decision ambiguity management over and beyond career adaptability. The theoretical and practical implications of the CBCD are discussed, as are the limitations and suggestions for future research.

scholarly journals Career Decision Ambiguity Tolerance and Career Decision-Making Difficulties in a French Sample: The Mediating Role of Career Decision Self-Efficacy

2017 ◽  
Vol 27 (2) ◽  
pp. 273-288 ◽  
Author(s):  
Martin Storme ◽  
Pinar Celik ◽  
Nils Myszkowski
Keyword(s):  
Decision Making ◽  
Factor Structure ◽  
Self Efficacy ◽  
Career Decision ◽  
Career Adaptability ◽  
Ambiguity Tolerance ◽  
Career Decision Making ◽  
Mediating Role ◽  
French Speaking ◽  
The Relationship

In the current work, we investigated the relationship between career decision ambiguity tolerance (CDAT) and career decision-making difficulties among French-speaking university students. In a preliminary validation study ( N = 246), we examined the psychometric properties of the CDAT Scale. Our results showed that the French CDAT Scale had satisfactory levels of scale score reliability, that its factor structure was consistent with the original three-factor structure, and that it had incremental predictive power over general ambiguity tolerance when predicting career decision self-efficacy and career adaptability. In a second study ( N = 412), building on social cognitive career theory, we hypothesized that career decision self-efficacy mediates the relationship between CDAT and career decision-making difficulties. Results were consistent with our hypotheses. Theoretical and practical implications of the results are discussed.

scholarly journals Validation of the German Career Decision-Making Profile—An Updated 12-Factor Version

2016 ◽  
Vol 26 (1) ◽  
pp. 111-136 ◽  
Author(s):  
Katharina Ebner ◽  
Lisa Thiele ◽  
Daniel Spurk ◽  
Simone Kauffeld
Keyword(s):  
Decision Making ◽  
Construct Validity ◽  
Factor Structure ◽  
Career Counseling ◽  
Career Decision ◽  
Career Adaptability ◽  
German Version ◽  
Career Decision Making ◽  
Confirmatory Factor Analyses ◽  
Total N

The Career Decision-Making Profile (CDMP) was developed by Gati and colleagues in 2010 as an attempt to reliably measure which strategies individuals apply when making career decisions. In order to provide counseling and coaching professionals with a German version of the scale, we translated and validated the German version (G-CDMP) in two studies (total N = 622). Results of Study 1 verified the proposed 12-factor structure by means of confirmatory factor analyses, confirming that the G-CDMP assesses 12 distinct career decision-making strategies. Results of Study 2 demonstrated the G-CDMP’s construct validity on subscale level by relating it to self-evaluations (e.g., occupational self-efficacy) and personality (i.e., the Big Five) as well as to career-related constructs, such as career adaptability and cognitive reactions toward career-life decisions (e.g., life satisfaction). As the studies provide support for the G-CDMP’s factor structure and its construct validity, implications for its use during career counseling are discussed.

Dysfunctional Career Decision-Making Beliefs: A Multidimensional Model and Measure

2017 ◽  
Vol 27 (2) ◽  
pp. 209-229 ◽  
Author(s):  
Shahar Hechtlinger ◽  
Nimrod Levin ◽  
Itamar Gati
Keyword(s):  
Decision Making ◽  
Factor Analysis ◽  
Young Adults ◽  
Career Counseling ◽  
Career Decision ◽  
Future Research ◽  
Multidimensional Model ◽  
Career Decision Making ◽  
Dysfunctional Beliefs

Dysfunctional beliefs are among the most prevalent, severe difficulties many individuals face in the process of making career decisions. The goal of the present study was to develop and test a new multidimensional measure of Dysfunctional Career Decision-Making Beliefs ( DCB). The DCB questionnaire elicits individuals’ beliefs in five aspects of career decision-making: the role of chance or fate, the criticality of the decision, the role of significant others, the role of professional help, and perceived gender barriers. Study 1 used exploratory factor analysis and cluster analysis to test the psychometric properties and the five-factor structure of the DCB with a sample of 937 young adults deliberating about their future career. Study 2 used confirmatory factor analysis to validate the structure of the DCB with another sample of 1,251 young adults and analyzed the associations between individuals’ DCB Scale scores and career decision status to test its concurrent validity. The results supported the proposed multidimensional model of dysfunctional beliefs. Implications for future research and career counseling are discussed.

Career Adaptability Profiles and Their Relations With Emotional and Decision-Making Correlates Among Belgian Undergraduate Students

2021 ◽  
pp. 089484532110055
Author(s):  
Michaël Parmentier ◽  
Thomas Pirsoul ◽  
Frédéric Nils
Keyword(s):  
Decision Making ◽  
Emotional Intelligence ◽  
University Students ◽  
Undergraduate Students ◽  
Self Efficacy ◽  
Career Decision ◽  
Career Adaptability ◽  
Career Decision Making ◽  
Work Transition ◽  
Person Centered Approach

This study used a person-centered approach to investigate university students’ profiles of career adaptability and determine whether different combinations of concern, control, curiosity, and confidence could be identified. We also explored the relations of these profiles with emotional intelligence, anticipatory emotions, and career decision-making self-efficacy. We found six distinct profiles of career adaptability among 307 university students who differed both on their level and on shape. Emotional intelligence was associated with profiles displaying higher levels of career adaptability. Furthermore, profiles of career adaptability significantly displayed differences in terms of positive anticipatory emotions at the prospect of the school-to-work transition and career decision-making self-efficacy but not in terms of negative anticipatory emotions. These results highlight that differentiating profiles of career adaptability provide insights for the design and the implementation of career-related interventions among university students.

The Effect of Perfectionism on Career Adaptability and Career Decision-Making Difficulties

2018 ◽  
Vol 47 (4) ◽  
pp. 469-483 ◽  
Author(s):  
Danni Wang ◽  
Zhi-Jin Hou ◽  
Jing Ni ◽  
Lu Tian ◽  
Xin Zhang ◽  
...  
Keyword(s):  
Decision Making ◽  
Career Counseling ◽  
Latent Profile Analysis ◽  
Profile Analysis ◽  
High Standard ◽  
Career Decision ◽  
Career Adaptability ◽  
Career Decision Making ◽  
Competing Models ◽  
Practical Recommendations

This study investigated categorization of perfectionism subtypes for Chinese undergraduates and the effects of perfectionism subtypes on career outcomes based on two prominent, competing models of perfectionism, the tripartite model and 2 × 2 model. Indices of career outcome were defined with career adaptability (positive) and career decision-making difficulties (negative). The results of both cluster analysis and latent profile analysis coincided with the four-subtype structure of the 2 × 2 model. The result of Bolck–Croon–Hagenaars modeling indicated that the pure high standard subtypes were the most functional while pure discrepancy subtypes were most dysfunctional. Mixed perfectionism subtypes were identified as having high career adaptability but also high risk for career decision-making while nonperfectionism subtypes possess low career decision-making difficulties but also low career adaptability. Based on these findings for perfectionism subtypes, we extrapolate practical recommendations for how this information could be pertinent to career counseling.

The Joint Roles of Career Decision Self-Efficacy and Personality Traits in the Prediction of Career Decidedness and Decisional Difficulty

2018 ◽  
Vol 27 (3) ◽  
pp. 457-470 ◽  
Author(s):  
Lee T. Penn ◽  
Robert W. Lent
Keyword(s):  
Decision Making ◽  
Personality Traits ◽  
Self Efficacy ◽  
Social Cognitive ◽  
Cognitive Model ◽  
Career Decision ◽  
Future Research ◽  
Career Decision Making ◽  
The Social ◽  
Social Cognitive Model

We examined the differential roles that career decision-making self-efficacy and the Big Five traits of neuroticism, extroversion, and conscientiousness may play in relation to career decision status and decisional difficulty. Following assumptions of the social cognitive model of career self-management, we hypothesized that the relations of the personality traits to level of decidedness and choice/commitment anxiety (CCA), a key source of indecision, would be mediated by self-efficacy. We also examined the possibility that the traits could function to moderate the relation of self-efficacy to the dependent variables. Employing a sample of 182 undergraduates, we found support for a mediational model in which each of the personality traits relates to self-efficacy which, in turn, predicts CCA and decidedness. In addition, conscientiousness was found to moderate the relation of career decision-making self-efficacy to CCA, and extroversion moderated the relation of self-efficacy to decidedness. We consider the findings in relation to the social cognitive model and discuss their implications for future research and career decision-making interventions.

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