Development and Validation of a Career Resilience Scale for Adults with Disabilities

Adults with disabilities face multiple internal, social, and systemic barriers that hamperefforts to attain and maintain meaningful employment. In order to achieve success in vocational pursuits, individuals with disabilities must demonstrate perseverance in the face of probable adversity; this construct is career resilience. No scale has been developed to measure a persons career resilience that is specifically tailored to people with disabilities. The purpose of this study was to develop an instrument to measure the career resilience of adults with disabilities. After creating the Career Resilience for Adults with Disabilities Scale (CRADS), two studies were conducted to evaluate the scale. Study 1 used an Exploratory Factor Analysis (EFA) to determine the CRADS structure. Study 2 focused on establishing validity and reliability for the CRADS. EFA supported a three-factor taxonomy for the CRADS. Coefficient alphas for the three subscales ranged .71 - .79 with the full-scale coefficient alpha being .84. Differences in CRADS scores were found between adults with disabilities who were currently employed and those unemployed and not actively looking for work, suggesting the scales utility to discriminate between groups with high and low career resilience. The CRADS is a brief, self-report measure of career resilience with sound psychometric properties for early research in the domain of career resilience for adults with disabilities

Predictors of Protean Career for Millennial Workers: The Impact on Career Resilience and Career Satisfaction

A contemporary career model, the protean career has offered an alternative for career development in the workplace, especially for the millennials. This study aims to analyze the core self-evaluation and emotional intelligence as the predictors of protean career and the impacts on career resilience and career satisfaction. Online survey from 260 millennials who work in various industries were analyzed to develop an integrative career model, by using partial least square structural equation modelling (PLS-SEM). The results of the study indicated core self-evaluation and emotional intelligence as predictors that have a significant effect on protean careers. In addition, the research found the significant effect of protean career on career resilience, also the significant effect of career resilience on career satisfaction. This study contributes to the development of career literature through a contemporary approach that emphasizes the individual role in career development. This study also provides managerial implications, where managers need to consider emotional intelligence in the recruitment process and encourage employees’ ability to evaluate themselves for career success. Keywords: Core self-evaluation, emotional intelligence, protean career, career resilience, career satisfactio

Construct validity of the career resilience questionnaire.

The construct validity of the Career Resilience Questionnaire (Fourie & Van Vuuren, 1998) was investigated by means of an oblique multiple groups factor analysis. The highest factor structure coefficients of several of the items did not coincide with the respective factors that the items were postulated to measure. In addition, the correlations among the factors cast doubt on the independence of some of the constructs. The conclusion is drawn that a measure of career resilience should be based on an explicit theoretical measurement model rather than on an empirically derived measurement model. It is further recommended that the test items should have high face validity and content-saturation

Exploring emotional affect and career resilience in relation to career orientations in the public service

The objectives of the research were: (1) to establish the relationship between individuals’ emotional affect, career resilience and their career orientations, (2) to explore the moderating role of emotional affect in the career resilience-career orientations relationship, and (3) to determine if employees from different years of service, occupational level, gender, age and race groups differ significantly in relation to their emotional affect, career resilience and career anchors. A convenience sample (N = 143) of predominantly black African people (86%) and staff level (80%) employees with more than 10 years of service (60%) participated in the study (mean age: 41 years; men: 52%; women: 48%). Correlational analysis showed significant associations between the variables. Hierarchical moderated regression analysis indicated high positive affect as a significant moderator of the career resilience-managerial competence career anchor relationship. High negative affect and low negative affect significantly weakened the career resilience-entrepreneurial creativity, career resilience-pure challenge and career resilience-lifestyle relationships. Significant differences were detected between the years of service, age and race groups regarding the variables. The findings may potentially inform the career development of employees in the Public ServiceIndustrial and Organisational PsychologyM. Com. (Industrial and Organisational Psychology

CAREER RESILIENCE AND CONTINUING SPECIAL EDUCATION TEACHERS: THE DEVELOPMENT AND EVALUATION OF THE SPECIAL EDUCATION CAREER RESILIENCE SCALE

The purpose of this study was to develop and field test the Special Education Career Resilience Scale (SECRS) as an instrument to assess the career resilience of special education teachers. Four scales, two measuring resilience, one measuring coping behaviors, and one measuring perceived administrative support, were used to comprise the SECRS in an attempt to construct a survey with items that would reflect the four domains of the Career Resiliency Framework (i.e. Theme Acceptance, Support for Self-Awareness, Conversion, and Connectedness). Cognitive interviews, expert opinion, and pilot testing were all used during the initial stages of development. The final version of the SECRS was field tested with a sample of 567 continuing and non-continuing special education teachers from suburban and rural school systems. Exploratory factor analysis revealed that an interpretable factor structure could not be derived. Subsequent analysis of each subscale that comprised the SECRS resulted in the derivation of a 2-factor simple structure for the Theme Acceptance subscale only. Analyses of individual item scores between continuing and non-continuing special educators revealed statistically significant differences in the latent construct of career resilience for two items (TA2 and SSA1), and for one item (SSA17) when disability type was considered. A significant main effect for both teaching status and disability type was found for the Theme Acceptance subscale between the non-continuing/low incidence group and all other groups (i.e. the continuing/low incidence group, continuing/ high incidence group, and non-continuing/high incidence group). These results are discussed in light of the limitations of the study and areas for further research are suggested

Relationships between career resilience and career beliefs of employees in Taiwan

The purpose of this study was to explore the relationships between career resilience and career beliefs among employees in Taiwan. This study also examined whether selected demographic variables had effects on career resilience and career beliefs. A pilot study involving 178 participants was conducted in Taiwan to validate the instruments used in the main study. Twenty items were selected for measuring career resilience. These items were taken from London's Career Motivation Inventory (1993b), Noe, R. A., Noe, A. W., and Bachhuber's measures of career motivation (1990), and Michigan's Career Resilience Scale (Bice, 1999, January 24-30). Forty-nine items consisting of 10 subscales in the Career Beliefs Scale were adopted from Yang's Chinese Career Beliefs Inventory-Form B (1996). The study had 578 current employees from diverse work settings in Taiwan. Career resilience scores were negatively correlated with the total career beliefs scores (r = -.22, p less then .01), which indicated that participants who were higher on career resilience tended to possess fewer irrational career beliefs. Career resilience scores were negatively correlated with belief in fate, avoidance of decision making, the belief that some occupations are more prestigious than others, possessing sex role stereotypes, assuming other's help can determine the best choice, and the belief that salary is the primary concern when making career choices. Career resilience scores were positively correlated with the belief that one should find the best-fit career and that work is very important in one's life. However, the magnitudes of coefficients were small (the absolute r values were all less than .40). The results of ANOVA showed that gender, education, type of institution, recent participation in training/educational activities, and supervisory experience yielded statistically significant main effects in career resilience scores. Additionally, there was a significant interaction effect on career resilience for gender by education. MANOVA results showed that gender, age, educational levels, types of institutions, supervisory experience, career change, and recent participation in training activities yielded statistically significant differences among career beliefs. Discriminant analyses were applied to further investigate the differences among the 10 career belief subscales for the significant demographic variables

Mediating effect of self-esteem on the career selfmanagement and career resilience of early-career staff in the business management field

Companies striving to retain their competitive edge in a highly turbulent business environment are redirecting their performance and career management systems to develop and retain their talent pipeline. The study examines the mediating effect of general selfesteem on the link between the career self-management and career resilience of a non-probability sample of 304 early-career employees in the business management field. A cross-sectional quantitative survey design was followed, collecting primary data. Data analyses consisted of an analysis of correlations and a simple mediation model. The results revealed signifi cant direct and indirect effects between the variables. General self-esteem partially mediated the relationship between career self-management and career resilience. These findings contribute new knowledge that informs organisational performance and career management practices for the retention of talented staff members.Key words: self-esteem, organisational career management, career self-management, career resilienc