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Validation of the Career Adapt-Abilities Scale and an examination of a model of career adaptation in the Philippine context

Published on Dec 1, 2013in Journal of Vocational Behavior3.39
· DOI :10.1016/j.jvb.2013.06.013
Laramie R. Tolentino6
Estimated H-index: 6
(ANU: Australian National University),
Patrick Raymund James M. Garcia11
Estimated H-index: 11
(ANU: Australian National University)
+ 2 AuthorsRobert L. Tang14
Estimated H-index: 14
(La Salle University)
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Abstract
Abstract 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.
  • References (25)
  • Citations (54)
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References25
Newest
Published on Jun 1, 2012in Journal of Vocational Behavior3.39
Mark L. Savickas36
Estimated H-index: 36
(NEOMED: Northeast Ohio Medical University),
Erik J. Porfeli15
Estimated H-index: 15
(NEOMED: Northeast Ohio Medical University)
Abstract Researchers from 13 countries collaborated in constructing a psychometric scale to measure career adaptability. Based on four pilot tests, a research version of the proposed scale consisting of 55 items was field tested in 13 countries. The resulting Career Adapt-Abilities Scale (CAAS) consists of four scales, each with six items. The four scales measure concern, control, curiosity, and confidence as psychosocial resources for managing occupational transitions, developmental tasks, and ...
Published on Feb 1, 2012in Journal of Career Assessment1.71
Patrick Raymund James M. Garcia11
Estimated H-index: 11
(ANU: Australian National University),
Simon Lloyd D. Restubog29
Estimated H-index: 29
(ANU: Australian National University)
+ 2 AuthorsAlannah E. Rafferty15
Estimated H-index: 15
(UNSW: University of New South Wales)
Guided by the social cognitive career and cognitive evaluation theories, the authors theorize 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 Ti...
Published on Jan 1, 2012
Ute-Christine Klehe21
Estimated H-index: 21
,
Jelena Zikic17
Estimated H-index: 17
+ 2 AuthorsMaximilian Buyken2
Estimated H-index: 2
Economic stressors such as job insecurity, job loss, unemployment, and underemployment cause severe difficulties for the workers affected, their families, organizations, and societies overall. Consequently, most past research has taken a thoroughly negative perspective on economic stress, addressing its diverse negative consequences and the ways that people try to cope with them. And even when following the advice provided by the scientific literature, people affected by economic stress will usu...
Published on Oct 1, 2011in Journal of Vocational Behavior3.39
Simon Lloyd D. Restubog29
Estimated H-index: 29
(ANU: Australian National University),
Prashant Bordia44
Estimated H-index: 44
(ANU: Australian National University),
Sarbari Bordia11
Estimated H-index: 11
(ANU: Australian National University)
Abstract The current study extends past research by examining leader–member exchange as a mediator of the relationship between employee reports of psychological contract breach and career success. In addition, we tested a competing perspective in which we proposed that performance mediators (i.e., in-role performance and organizational citizenship behaviors) will mediate the breach–career success relationship. Subjective and objective indicators of career success were assessed using supervisor-r...
Published on Oct 1, 2010in Journal of Vocational Behavior3.39
Simon Lloyd D. Restubog29
Estimated H-index: 29
(ANU: Australian National University),
Afryll R. Florentino1
Estimated H-index: 1
(UNSW: University of New South Wales),
Patrick Raymund James M. Garcia11
Estimated H-index: 11
(ANU: Australian National University)
Abstract Drawing from Social cognitive career theory, we examined how types of contextual support (e.g., parental support and number of career counseling sessions received) influence persistence. In addition, we test the roles of career self-efficacy and career decidedness as mediating mechanisms in the relationship between these types of contextual support and persistence. One hundred forty-six undergraduate students were surveyed over three measurement periods. Data were collected from multipl...
Published on Dec 1, 2009in Journal of Vocational Behavior3.39
Mark L. Savickas36
Estimated H-index: 36
(NEOMED: Northeast Ohio Medical University),
Laura Nota22
Estimated H-index: 22
(UNIPD: University of Padua)
+ 6 AuthorsAnnelies E. M. Van Vianen32
Estimated H-index: 32
(UvA: University of Amsterdam)
a b s t r a c t At the beginning of the 21st century, a new social arrangement of work poses a series of questions and challenges to scholars who aim to help people develop their working lives. Given the globalization of career counseling, we decided to address these issues and then to formulate potentially innovative responses in an international forum. We used this approach to avoid the difficulties of creating models and methods in one country and then trying to export them to other countries...
Published on Oct 1, 2009
Hyun H. Son14
Estimated H-index: 14
(ADB: Asian Development Bank),
Emmanuel A. San Andres1
Estimated H-index: 1
(ADB: Asian Development Bank)
The global economic crisis in 2008–2009 had varying impacts on economies in Asia and the Pacific. This paper studies the impacts of the global crisis, with emphasis on the labor market, on three Asian countries: Republic of Korea (Korea), Philippines, and Thailand. It develops a crisis index that measures the impacts of the crisis by comparing actual values of economic indicators during the crisis period (2008–2009) with counterfactual indicators derived from each country’s pre-crisis (2001–2007...
Published on Mar 1, 2009in Advances in Life Course Research1.25
Jochen Brandtstädter25
Estimated H-index: 25
(University of Trier)
Abstract People strive to control their personal development and aging in order to strike a favorable balance of gains and losses; they do so, however, within changing developmental contexts that are partly beyond personal control. Subjective life-quality over the life course thus depends not only on efficient goal pursuit, but also on the readiness to adjust goals and ambitions to the feasible range. The model of assimilative and accommodative processes integrates these perspectives. At the cor...
Published on Jun 1, 2005in Personnel Psychology6.93
Thomas W. H. Ng40
Estimated H-index: 40
(UGA: University of Georgia),
Lillian T. Eby41
Estimated H-index: 41
(UGA: University of Georgia)
+ 1 AuthorsDaniel C. Feldman37
Estimated H-index: 37
(UGA: University of Georgia)
Using the contest- and sponsored-mobility perspectives as theoretical guides, this meta-analysis reviewed 4 categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences. Salary level and promotion served as dependent measures of objective career success, and subjective career success was represented by career satisfaction. Results demonstrated that both objective and subjective career su...
Cited By54
Newest
Published on 2019in Cogent psychology
Allan B. I. Bernardo19
Estimated H-index: 19
(DLSU: De La Salle University),
Maria Guadalupe C. Salanga5
Estimated H-index: 5
(DLSU: De La Salle University)
Published on 2019in Current Psychology1.47
Emmanuel Affum-Osei1
Estimated H-index: 1
(CUHK: The Chinese University of Hong Kong),
Collins Opoku Antwi1
Estimated H-index: 1
(USST: University of Shanghai for Science and Technology)
+ 3 AuthorsSolomon Kwarteng Forkouh
This study examined the psychometric properties of the Career Adapt-Abilities Scale (CAAS) in Ghana and its associations with individual-level ambidexterity and employees’ service performance. The CAAS International-Form constitutes four sub-scales, each with six items, which measure career concern, career control, career curiosity, and career confidence as self-regulatory resources that could help individuals to effectively manage occupational transitions, developmental tasks, and work roles. W...
Emmanuel Affum-Osei1
Estimated H-index: 1
(CUHK: The Chinese University of Hong Kong),
Eric Adom Asante1
Estimated H-index: 1
(Lingnan University)
+ 1 AuthorsI. Abdul-Nasiru (University of Ghana)
Published on Apr 26, 2019in Human Relations3.37
Rajiv K. Amarnani2
Estimated H-index: 2
(UWA: University of Western Australia),
Jennifer Ann L. Lajom2
Estimated H-index: 2
(ECU: Edith Cowan University)
+ 1 AuthorsAlessandra Capezio7
Estimated H-index: 7
(ANU: Australian National University)
Does passion predict performance? Whereas harmonious passion is typically associated with strong performance, evidence for the obsessive passion-performance relationship has been so far inconclusive. The mixed results in the literature suggest that there are hitherto unexamined boundary conditions and mechanisms shaping the relationship between obsessive passion and performance. This study draws on principles from conservation of resources and the dual-systems model of self-regulation to explain...
Laith G. Mazahreh1
Estimated H-index: 1
(MSU: Mississippi State University),
Kevin B. Stoltz3
Estimated H-index: 3
(UCA: University of Central Arkansas),
Lori A. Wolff4
Estimated H-index: 4
(University of Mississippi)
ABSTRACTThe purpose of this study was to evaluate the psychometric properties of an Arabic version of the Career Adapt-Abilities Scale (CAAS) using a Jordanian sample. The sample included 233 Jordanian citizens with Arabic as their native language. The final model revealed a moderate fit (root mean square error of approximation =.072) and was within the ranges of all previously reported fit indexes. The results indicated that the internal consistency estimates for the 4 scales of concern, contro...
Published on Apr 1, 2019in Journal of Vocational Behavior3.39
Patrick Raymund James M. Garcia11
Estimated H-index: 11
(Macquarie University),
Simon Lloyd D. Restubog29
Estimated H-index: 29
(UIUC: University of Illinois at Urbana–Champaign)
+ 2 AuthorsRobert L. Tang14
Estimated H-index: 14
(La Salle University)
Abstract Drawing from Career Construction Theory (Savickas, 2013) and Social Cognitive Theory (Bandura, 1986), we examine role modeling as a socialization mechanism that facilitates the transmission of career adaptability across generations. The proposed serial mediation model was tested using 187 grandparent-parent-grandchild triads. Results showed that role modeling mediated the relationships between grandparents', parents', and grandchildren's career adaptability. Furthermore, we found suppor...
Published on Jan 1, 2019
This chapter’s objective is to explore the dynamic theoretical relationship between career success and career wellbeing through the lens of the psychological contract theory. The chapter opens by introducing several contextual (environmental) factors that influence the evolution, management and perception of the modern career. Then, for an understanding of the way the modern career is conceptualised, a number of associated theories are presented. Psychological contract theory in particular is di...
Published on Jan 1, 2019
Khulida Kirana Yahya5
Estimated H-index: 5
(UUM: Universiti Utara Malaysia),
Fee Yean Tan1
Estimated H-index: 1
(UUM: Universiti Utara Malaysia)
+ 1 AuthorsOlawole Olanre Fawehinmi (UUM: Universiti Utara Malaysia)
Self-esteem and proactive personality play an important role in determining students’ career adaptability. This chapter explores the relationship between self-esteem and proactive personality in an academic setting. The instruments used to evaluate the variables are adapted from various sources. Self-administered questionnaires were distributed to final year undergraduate students of a local university in the northern area. A total of 257 questionnaires were distributed, but only 188 were return...
Published on Nov 1, 2018in Journal of Career Assessment1.71
Yu Haibo1
Estimated H-index: 1
(BNU: Beijing Normal University),
Guan Xiaoyu (BNU: Beijing Normal University)+ 1 AuthorsHou Zhijin (BNU: Beijing Normal University)
Based on career construction theory, this study examined the relationships between career adaptability, organizational success, and individual career success with the moderating effect of career identity. Using a time-lagged survey design, we tested the proposed model on a sample of 1,652 employees from 20 Chinese companies. The results showed that career adaptability was negatively related to turnover intention but positively associated with supervisor-rated job performance, career satisfaction...
Published on Oct 1, 2018in Journal of Vocational Behavior3.39
Anna Carmella G. Ocampo1
Estimated H-index: 1
(ANU: Australian National University),
Simon Lloyd D. Restubog29
Estimated H-index: 29
(UIUC: University of Illinois at Urbana–Champaign)
+ 2 AuthorsClaire Petelczyc2
Estimated H-index: 2
(ANU: Australian National University)
Abstract The mid-career stage is marked by a wider diversity of roles and responsibility in work and non-work life domains. To attain career success, mid-career workers cannot solely depend on their organization for information, skills, and training. Integrating career construction (Savickas, 2002) and conservation of resources (Hobfoll, 1989) perspectives, we developed a model linking perceived organizational support (POS), perceived spousal support, career adaptability, and subjective and obje...
View next paperThe Theory and Practice of Career Construction.