The Career Adapt-Abilities Scale--South African Form (CAAS) consists of four scales, each with six items that measure concern, control, curiosity, and confidence as psychosocial resources for managing occupational transitions, developmental tasks and work traumas. Internal consistency estimates for the subscale and total scores ranged from good to…

The present study tested the reliability and validity of the Career Adapt-Ability Scale--Taiwan Form (CAAS-Taiwan Form). The CAAS consists of four scales, each with six items, which measure concern, control, curiosity, and confidence as psychosocial resources for managing occupational transitions, developmental tasks, and work traumas. Internal…

This article reports construction and initial validation of the United States form of the Career Adapt-Abilities Scale (CAAS). The CAAS consists of four scales, each with six items, which measure concern, control, curiosity, and confidence as psychosocial resources for managing occupational transitions, developmental tasks, and work traumas.…

This article reports on an international qualitative study investigating career pathways through the stories of transition and adaptability of older women. Informed by grounded theory, the study explored how this group of women coped with and adapted to changes and transitions related to career. Data were gathered by means of interviews with 36…

Career adaptability is mediated by personality factors and socio-psychological processes, with learning playing an important role. Using a five-fold career adapt-abilities competency framework (defined here as control, curiosity, commitment, confidence and concern), which was developed from the international quantitative study that is the focus of…

Contextual action theory was used to frame an exploratory qualitative study of young adult couples' experiences of transitioning from post-secondary education into the labor force, addressing the specific research question ''What kinds of projects for future work and life together do young adult couples jointly construct and pursue as they…

The present research investigated the convergent and incremental validity of the multidimensional model and questionnaire--the Career Decision-Making Profiles ("CDMP," Gati, Landman, Davidovitch, Peretz-Asulin, & Gadassi, 2010)--by comparing it to two prevalent decision-making style models. Study 1 compared the "CDMP" to the Vocational Decision…

The experience of a calling may be seen as the ultimate form of subjective career success that has many positive consequences for individuals and organizations. We are here concerned with the conceptualization of a new multidimensional measure of calling, the MCM. In the first two studies we employed a qualitative approach and came up with five…

Today's wealthy societies are more fluid, varied and complex than they were just a few decades ago. As a consequence, what were "vocational choices" at the beginning of the 20th century now appear as "life designing issues". In this context, contemporary research stresses the plurality and relative malleability of human subjects as well as their…

We interviewed and classified 186 quitters from many jobs and organizations via a theoretically-based protocol into five decision process types. We then tested exploratory hypotheses comparing users of these types on their propensity to report certain turnover reasons and turnover shocks. "Impulsive-type quitters," with neither a job offer in hand…

We propose a person-centered framework for conceptualizing subjective careers in an increasingly boundaryless work context. Specifically, we argue that entrepreneurship, professionalism, and leadership (EPL) can serve as three key dimensions of subjective career space. We relate this framework to earlier macro-level national and organizational…

Using work on self-concepts and Conservation of Resources theory, the present research examined the motivational underpinnings of continuance commitment's subcomponents of perceived sacrifice and few alternatives. Study 1 (N=208) found job scope to be positively related to perceived sacrifice commitment, and negatively related to few alternatives…

Prior research on the effects of office redesign on work-related outcomes has been largely a theoretical and yielded mixed and conflicting findings. Expanding on individual reactions to office design changes as specified by social interference theory, we propose that office redesign affects organizational commitment and this relationship is…

Work-family scholars tend to work in two largely disconnected research streams, focusing on either work-family enrichment--the positive side of the work-family interface--or work-family conflict--the negative side of this interface. The purpose of this study is to suggest a reconciliation of the two research streams by proposing and testing a…

The goal of this paper is to advance the measurement and theory of work-nonwork boundary management styles. Boundary management styles are defined as the approaches individuals use to demarcate boundaries and attend to work and family and other nonwork roles, given identity centralities and perceived boundary control. We argue that research should…