Conceptualising And Operationalising Work Versus Career Salience

Allen, Stuart; Ortlepp, Karen

doi:10.4102/sajip.v28i2.45

Cited by 13 publications

(25 citation statements)

References 34 publications

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“…This finding supports similar results obtained by Allen and Ortlepp (2000). An increase in work-role salience (expressed for example through greater participation in, commitment to, or stronger value expectations of the work role) is likely to lead to an increase in career salience.…”

Section: Discussionsupporting

confidence: 80%

“…c) The Work Salience Questionnaire (WSQ) and Career Salience Questionnaire (CSQ) of Allen and Ortlepp (2000) were used to assess work salience and career salience respectively. Recent research found support for the scales' face, content, convergent and divergent validity, as well as internal reliability of 0.83 for the CSQ and 0.80 for the WSQ (Allen & Ortlepp, 2000). Convergent validity of the scales was established using Greenhaus' (1971) Career Salience Scale.…”

Section: Measuring Instrumentsmentioning

confidence: 99%

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Role salience of dual-career women managers

Naidoo¹,

Jano²

2002

SA j ind psychol

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This study examines and contrasts the level of role participation, commitment and value expectation that dual career women invest in contending work and family roles. While the 162 married women managers were found to participate significantly more in the work role, they indicated greater commitment to and value expectation from the home and family role. A significant positive correlation between the commitment to the work role and commitment to the home and family role suggests that dual-career women may experience work and home as complimentary rather than conflicting roles. For dual-career women, work salience and career salience were found to be moderately correlated. Opsomming In hierdie studie word die vlakke van rol-deelname, rol-toegewydheid en rol-waardeverwagting wat dubbelloopbaan vroue onderskeidelik in die werk-en familierol investeer, gekonstrasteer. Terwyl dit geblyk het dat 162 getroude vroulike bestuurders beduidend meer deelneem in die werkrol, het hulle hoër toegewydheid en waardeverwagtings teenoor die huis-en-familie rol getoon. ‘n Beduidende positiewe korrelasie is gevind tussen toegewydheid tot die werksrol en toegewydheid tot die huis-en-familierol. Hierdie bevinding suggereer dat dubbelloopbaan vroue hulle werk en familie-rolle as komplimenterend eerder as konflikterend ervaar. Dit het verder geblyk dat werkrolbelangrikheid en loopbaanbelangrikheid matig gekorreleer is.

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Section: Discussionsupporting

confidence: 80%

Section: Measuring Instrumentsmentioning

confidence: 99%

Role salience of dual-career women managers

Naidoo¹,

Jano²

2002

SA j ind psychol

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“…The salience of alertness behaviors refers to the individual’s perceived importance or prominence of the behavior(s). Draft items for assessing salience were developed using prior research, which focused on measuring the salience of one’s career (Allen et al, 2002). Allen and Ortlepp collated items from previous research and developed two scales, one for measuring career salience and one for measuring work salience.…”

Section: Methodsmentioning

confidence: 99%

Emergency healthcare worker sleep, fatigue, and alertness behavior survey (SFAB): Development and content validation of a survey tool

Patterson

Buysse

Weaver

et al. 2014

Accident Analysis & Prevention

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Background: Workplace safety is a recognized concern in Emergency Medical Services (EMS). Ambulance crashes are common and injury rates exceed that of the general working public. Fatigue and sleepiness during shift work pose a safety risk for patients and EMS workers. Changing EMS worker behaviors and improving alertness during shift work is hampered by a lack of instruments that reliably and accurately measure multidimensional beliefs and habits that predict alertness behavior. Objectives: We sought to test the reliability and validity of a survey tool (the Sleep, Fatigue, and Alertness Behavior Survey [SFAB]) designed to identify the cognitions of emergency medical services (EMS) workers concerning sleep, fatigue, and alertness behaviors during shift work. Methods: We operationalized the Integrative Model of Behavioral Prediction (IMBP) and developed a pool of 97 candidate items and sub-items to measure eight domains of the IMBP. Five sleep scientists judged the content validity of each item and a convenience sample of EMS workers completed a paper-based version of the SFAB. We retained items judged content valid by five sleep scientists and performed exploratory factor analysis (EFA), confirmatory factor analysis (CFA), and tests of reliability and internal consistency. We identified a simple factor structure for each scale and calculated means and standard deviations for each item and scale. Results: We received 360 completed SFAB surveys from a convenience sample of 800 EMS workers attending two regional continuing education conferences (45% participation rate). Forty-seven candidate items and sub-items/options were removed following content validation, EFA, and CFA testing. Analyses revealed a simple factor structure for seven of eight domains and a final pool of 50 items and sub-items/options. Domains include: Attitudes, Normative Beliefs, Knowledge, Salience, Habits, Environmental Constraints, and Intent. EFA tests of self-efficacy items failed to identify a simple factor structure. We retained two self-efficacy items based on Spearman-Brown correlation of 0.23 (p<0.0001). Conclusions: Measurement of sleep, fatigue, and alertness behavior among EMS workers is challenging. We describe the development and psychometric testing of a survey tool that may be useful in a variety of applications addressing sleep, fatigue, and alertness behavior among EMS workers.

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“…Respondents were asked to indicate the importance that each of ten items would be in their decision to accept a potential job or stay in a job, on a five-point scale (1 ¼ not at all important, 5 ¼ absolutely essential). Career salience was measured using Allen and Ortlepp's (2002) single-factor measure of the importance of career to one's life (a ¼ 0.86). The original 11-item measure was reduced based on Allen and Ortlepp's factor analysis.…”

mentioning

confidence: 99%

The gender gap in pre-career salary expectations: a test of five explanations

Schweitzer

Lyons

Kuron

et al. 2014

Career Development International

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Purpose -The purpose of this paper is to investigate the gender gap in pre-career salary expectations. Five major explanations are tested to explain the gap, as well as understand the relative contribution of each explanation. Design/methodology/approach -Data were collected from 452 post-secondary students from Canada. Findings -Young women had lower initial and peak salary expectations than their male counterparts. The gap in peak salary could be explained by initial salary expectations, beta values, the interaction between beta values and gender, and estimations of the value of the labor market. Men and women in this study expected to earn a considerably larger peak salary than they expected for others. Research limitations/implications -Cross-sectional data cannot infer causality, and the Canadian sample may not be generalizable to other countries given that an economic downturn occurred at time of data collection. Research should continue to investigate how individuals establish initial salary expectations, while also testing more dynamic models given the interaction effect found in terms of gender and work values in explaining salary expectations. Practical implications -The majority of the gender gap in peak salary expectations can be explained by what men and women expect to earn immediately after graduation. Further, women and men have different perceptions of the value they attribute to the labor market and what might be a fair wage, especially when considering beta work values. Social implications -The data suggests that the gender-wage gap is likely to continue and that both young men and women would benefit from greater education and information with respect to the labor market and what they can reasonably expect to earn, not just initially, but from a long-term perspective. Originality/value -This study is the first to simultaneously investigate five theoretical explanations for the gender gap in pre-career expectations.

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Conceptualising And Operationalising Work Versus Career Salience

Cited by 13 publications

References 34 publications

Role salience of dual-career women managers

Role salience of dual-career women managers

Emergency healthcare worker sleep, fatigue, and alertness behavior survey (SFAB): Development and content validation of a survey tool

The gender gap in pre-career salary expectations: a test of five explanations

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