This study examines the psychometric properties of the Career Adapt-Abilities Scale (CAAS) and its relation to adaptivity (i.e., learning goal orientation, proactive personality, and career optimism) ...among Australian university students (N=555). Results demonstrated adequate levels of test–retest reliability (r=.61 to .76) and internal consistency (α=.83 to .94) for the CAAS full scale and subscales over a 4-week interval between measurements. Confirmatory factor analysis also supported the multidimensional and hierarchical model of career adaptability resources. The factor structure generally corresponded with that obtained from other CAAS international validation, thus, expanding its cross-national measurement equivalence. In addition, correlation results supported the predicted positive association between career adaptability and adaptivity in the form of learning goal orientation, proactive personality, and career optimism. Taken together, the present findings confirm the psychometric utility of CAAS in the Australian context and substantiate the proposition that higher personal adaptive readiness relates to better career adaptability among young people.
•CFA supported the multidimensional and hierarchical model of career adaptability.•Established adequate levels of test–retest reliability and internal consistency.•Learning goal orientation associated positively with career adaptability.•Proactive personality associated positively with career adaptability.•Career optimism associated positively with career adaptability.
Guided by the Career Construction Theory (Savickas, 2013), our research model posits that individuals rely on their adaptability resources and implement adapting responses, in the form of ...ingratiation, to increase their promotability at work. In addition, the indirect relationship between career adaptability and promotability via ingratiation is further strengthened by high career sponsorship. The research model was tested and the translated Career Adapt-Abilities Scale (CAAS) Thailand form was validated using a cross-sectional survey of 265 subordinate–supervisor dyads. Results demonstrate adequate levels of internal consistency (ɑ=.96) and the factor structure corresponded with prior CAAS international validation. The moderated mediation model was supported and as expected: (a) ingratiation, as an adapting response, mediated the positive relationship between career adaptability and promotability, and (b) the mediated relationship between career adaptability and promotability via ingratiation was stronger for individuals with higher career sponsorship. Taken together, the findings support the cross-national measurement equivalence and utility of CAAS in non-Western and developing countries. More importantly, our study offers the groundwork for understanding adapting responses and the augmenting role of career-specific contextual support.
•We tested the role of career adaptability and ingratiation in predicting promotability.•Ingratiation mediated the career adaptability and promotability relationship.•Career sponsorship strengthened the effects of ingratiation on promotability.•CAAS was translated and validated in Thailand.
This paper presents the validation of the Career Adapt-Abilities Scale (CAAS) in the Philippine context. The CAAS consists of four subscales, with six items each, measuring self-regulative ...psychosocial resources (e.g., concern, curiosity, control, and confidence) for coping with occupational tasks and transitions. Filipino university students (N=289) and working adults (N=495) participated in the study. Internal consistency estimates for the full scale and subscales ranged from .87 to .97. Confirmatory factor analyses supported the multidimensional and hierarchical model of career adaptability. The factor structure was similar to that obtained from the CAAS international validation from 18 countries. Results also suggested that career adaptability was positively associated with adaptivity in the form of tenacious goal pursuit and flexible goal adjustment as well as with adaptation outcomes of career satisfaction and promotability. Overall, the findings confirm the utility of CAAS in the Philippine context and support the model that states higher levels of personal adaptivity (willingness) and career adaptability (competence) relate to better adaptation outcomes in terms of career success.
•CFA supported the multidimensional and hierarchical model of career adaptability.•Adaptivity was positively associated with career adaptability.•Adaptivity and adaptability were positively associated with adaptation outcomes.
Guided by the Career Construction Theory (Savickas, 2013), we view entrepreneurship as an adaptive vocational behavior driven by an individual's self-regulatory capacity to thrive in a complex ...entrepreneurial career context. Our research model posited that individuals rely on their adaptive resources and entrepreneurial self-efficacy as they form entrepreneurial intentions. Career adaptability, as self-regulatory competencies, is further strengthened by prior exposure to family business. We collected data over three measurement periods from Serbian business students (n=380) and validated the Career Adapt-Abilities Scale (CAAS). The moderated mediation model was supported and as predicted: (a) career adaptability was positively associated with entrepreneurial intentions and (b) the mediated relationship between career adaptability and entrepreneurial intentions via entrepreneurial self-efficacy was stronger for individuals with prior exposure to family business. In addition, we provide evidence for the psychometric properties of CAAS by examining its internal consistency, test–retest reliability, and factor structure. Taken together, our study offers the groundwork for understanding successful adaptation in the entrepreneurial career context and supports the cross-national measurement equivalence and utility of CAAS in a developing economy.
•Career adaptability associated positively with entrepreneurial intentions.•Self-efficacy mediated the relation between adaptability and intentions.•Exposure to family business strengthened the mediated relation.•Test–retest reliability and construct validity of CAAS was established in Serbia.
Guided by the social cognitive career and cognitive evaluation theories, the authors theorise and test differential predictions regarding the moderating role of student- and parent-rated support when ...considering the influence of students' learning goal orientation on career decision-making self-efficacy. Data were collected from 141 undergraduate students and their parents over a 6-month period. Time 1 learning goal orientation was positively related to career decision-making self-efficacy at Time 2. Results also revealed a differential pattern of moderating effects for student ratings of parental support and parent ratings of support. High student ratings of parental support strengthened the association between learning goal orientation and career decision-making self-efficacy. In contrast, low levels of parent-rated support strengthened the relationship between learning goal orientation and career decision-making self-efficacy. The discussion highlights the importance of considering how perceptions of parental support differ between parents and their children. Author abstract
Building on the limited investigations that account for mechanisms that explain the relationship between work passion and employee outcomes, this study investigated the indirect effect of harmonious ...and obsessive passion on in-role performance, career satisfaction, and psychological wellbeing via state optimism. Guided by the dualistic model of passion and theory of optimism, we argued that harmoniously passionate employees are more likely to experience state optimism than their obsessively passionate counterparts, enabling the former to benefit from optimal work and wellbeing outcomes. Survey data came from an online panel of 249 Australian full-time employees, distributed across two time points. Results revealed that harmoniously passionate individuals a) performed better at work, b) were more satisfied in their careers and c) experienced greater psychological wellbeing via increased levels of state optimism. Theoretical and practical implications are discussed.
•Harmoniously passionate employees perform well because of higher optimism.•Obsessively passionate employees have poor wellbeing because of lower optimism.•Harmonious and obsessive work passion is positively related to career satisfaction.•Harmoniously passionate employees reported stronger career satisfaction.•Obsessive passion leads to decreased career satisfaction via lower optimism.
This article examines the relationship between career adaptability, self-monitoring, academic effort, and job search self-efficacy among university students. Guided by the career construction and ...self-monitoring theories, we propose that self-monitoring mediates the relationship between career adaptability and job search self-efficacy. Furthermore, we hypothesize that the indirect relationship is stronger for those with high academic effort. We test our proposed model using two samples (Sample 1 = 340, Sample 2 = 547) of university students from Thailand. Results confirm our hypothesized relationships and suggest that career adaptability is positively associated with job search self-efficacy above and beyond the effects of gender. Moderated mediation analyses revealed that the conditional indirect effect of career adaptability in predicting job search self-efficacy via self-monitoring is stronger for students with high as opposed to low levels of academic effort. Implications for theory and practice are discussed.
Guided by the Strength Model of Self-control (
Muraven & Baumeister, 2000) and the General Theory of Crime (
Gottfredson & Hirschi, 1990), we examined the role of self-control in buffering the ...negative relationship between perceived organizational justice and cyberloafing behavior. Two hundred thirty-eight employee and co-worker dyads participated in the study. Organizational justice negatively predicted cyberloafing behavior, though this relationship had ceased to be statistically significant after controlling for gender, age, and hours of internet use for work-related activities. In addition, self-control moderated this relationship. Specifically, there was a stronger negative relationship between perceived organizational justice and cyberloafing for employees with high as opposed to low levels of self-control.
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