Career Indecision Profile–Short: Reliability and Validity Among Employees and Measurement Invariance Across Students and Employees

Abstract

While the Career Indecision Profile–Short (CIP-Short) has demonstrated sound reliability and validity as a brief measure of career indecision in students, its psychometric performance in employees remains unclear. To facilitate research and practice on career indecision within the employee population, the present study examined the internal consistency reliability, structural validity, and convergent validity of the CIP-Short in employees. Additionally, the present study examined the measurement invariance of the CIP-Short across students and employees. Based on a sample of students ( n = 330) and a sample of employees ( n = 436), the results revealed that (1) the CIP-Short demonstrated good internal consistency reliability in employees, (2) the CIP-Short validly measured the four-factor structure of career indecision in employees, (3) the CIP-Short was positively associated with career decision ambiguity aversion and negatively associated with career adaptability in employees, and (4) the CIP-Short demonstrated measurement invariance on configural, metric, and scalar levels across students and employees. The theoretical and practical implications of this study are discussed, along with limitations and suggestions for future research.

Big Five Personality Traits and Ambiguity Management in Career Decision‐Making

“…Although employees likely have more career experiences than college students, ambiguity management could still be relevant for employees' career decision‐making because ambiguity is an inevitable component of career decision‐making and can be hardly eliminated (Savickas et al, 2009; Xu & Tracey, 2016). Research has also shown that ambiguity aversion was positively associated with career indecision in the employee population (Xu, 2020a).…”

Childhood Environmental Adversity and Career Decision-Making Difficulty: A Life History Theory Perspective

“…Ambiguity aversion plausibly mediate the links from childhood unpredictability and poverty to all four difficulty factors because childhood adversity can instill fear and anxiety about ambiguity in career decision-making, and such fear and anxiety can impede handling general anxiety, committing to a career choice, engaging in the decision-making process fully, and handling conflicting perspectives on career paths. Research has found that ambiguity aversion positively predicts all four factors of career decision-making difficulty, supporting the potential mediation of ambiguity aversion in the links between childhood adversity and all four factors of career decision-making difficulty (Xu, 2020b(Xu, , 2020c).…”

Неодлучност При Изборот На Кариера

“…Освен тоа, кариерната неодлучност може да биде придружена со вознемиреност и недоволна мотивираност за надминување на тешкотиите што може да доведе до нарушување во развојот на кариерата, особено во периодот на адолесценција (Kelly & Lee, 2002) кога младите се соочуваат не само со вокациските задачи, туку и со голем број други значајни развојни предизвици (Шкариќ, 2009). Впрочем, неодлучноста во изборот на кариера, или попрецизно изборот на вид на образование или изборот на занимање кај младите е опсежно истражувана, но од друга страна, недостасуваат емпириски податоци за оваа појава кај веќе вработени (Xu, 2020).…”