Strategies for coping with career indecision: Concurrent and predictive validity

Lipshits-Braziler, Yuliya; Gati, Itamar; Tatar, Moshé

doi:10.1016/j.jvb.2015.10.004

Cited by 38 publications

(48 citation statements)

References 39 publications

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“…These findings are compatible with those of previous studies linking coping behaviors with anxiety and pessimism (Ò 'Hare & Tamburri, 1986;Scheier, Carver, & Bridges, 2001;Weinstein et al, 2002), and support the construct validity of the SCCI. Moreover, our results highlight the detrimental effect of Nonproductive coping on career decision making and provide evidence that these strategies predict not only a higher degree of cognitive decision-making difficulties (Lipshits-Braziler et al, 2015b) but also the emotional aspects of these difficulties (i.e., career indecisiveness). Finally, a regression analysis showed that only the use of Nonproductive coping strategies predicted less advanced career decision status, over and above the EPCD, thus supporting the incremental validity of the SCCI.…”

Section: Discussionmentioning

confidence: 53%

Strategies for Coping with Career Indecision

Lipshits-Braziler

Gati

Tatar

2015

Journal of Career Assessment

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The goal of the present research was to test the convergent and divergent validity of the Strategies for Coping with Career Indecision (SCCI) model and questionnaire, which comprises three main coping styles-Productive coping, Support-seeking, and Nonproductive coping-using three samples of young adults deliberating about their career choice. Study 1 tested the association between the SCCI and career decision-making profiles, using a sample of 390 young adults. Study 2 tested the relations between the SCCI and emotional and personality-related career decision-making difficulties, using a sample of 454 young adults. Finally, Study 3 tested the associations between the SCCI and career decision self-efficacy as well as the five dimensions of the Big Five Inventory, using a sample of 451 young adults. All three studies also tested the SCCI's incremental validity by assessing its ability to predict individuals' stages in the career decision-making process over and above the other measures. The results supported the convergent and divergent validity and partially supported the incremental validity of the SCCI. The theoretical and counseling implications are discussed and suggestions for future research are presented. Keywords career assessment, career indecision, career coping strategies, career decision-making profiles, emotional and personality-related career decision-making difficulties, career decision self-efficacy, the Big Five personality inventory Making educational and career decisions is often a complex and demanding task. This decision has become even more challenging in the 21st-century world of work, which offers a broad range of career opportunities, a rapidly changing and unpredictable job market, career uncertainty, and economic instability (Nota & Rossier, 2015). These drastic changes require the individual to become more resourceful and to exercise career adaptive self-management behaviors (Lent & Brown, 2013; Savickas,

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Section: Discussionmentioning

confidence: 53%

Strategies for Coping with Career Indecision

Lipshits-Braziler

Gati

Tatar

2015

Journal of Career Assessment

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“…Second, those deliberating young adults who had already begun their career decision-making (Study 1) reported significantly fewer dysfunctional career beliefs in four of the five dimensions than the group of young adults about to be discharged from their mandatory military service (Study 2), a stage when most of them were not yet actively engaged in career decision-making. This finding is of special interest, as deliberating young adults who use self-help tools such as those found in the Future Directions website (www.kivunim.com) tend to have a less advanced decision status (Lipshits-Braziler et al, 2016, 2017). This suggests that there may be factors in addition to career decision status that can account for the difference in dysfunctional career beliefs between the samples.…”

Section: Discussionmentioning

confidence: 95%

“…Consultation with significant others may yield beneficial advice and is the way that some individuals tend to make decisions (e.g., Gati & Levin, 2012; Harren, 1979; Scott & Bruce, 1995) or cope with their career decision-making difficulties (Lipshits-Braziler et al, 2016). However, great dependence on others or an excessive desire to please them when making a career decision is often maladaptive (Gadassi et al, 2012; Lipshits-Braziler, Gati, & Tatar, 2017). This scale differs from the external conflicts scale of the CTI, which focuses on disagreements with significant others.…”

Section: The Proposed Model Of Dysfunctional Career Decision-making Beliefs (Dcb)mentioning

confidence: 99%

Dysfunctional Career Decision-Making Beliefs: A Multidimensional Model and Measure

Hechtlinger

Levin

Gati

2017

Journal of Career Assessment

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Dysfunctional beliefs are among the most prevalent, severe difficulties many individuals face in the process of making career decisions. The goal of the present study was to develop and test a new multidimensional measure of Dysfunctional Career Decision-Making Beliefs ( DCB). The DCB questionnaire elicits individuals’ beliefs in five aspects of career decision-making: the role of chance or fate, the criticality of the decision, the role of significant others, the role of professional help, and perceived gender barriers. Study 1 used exploratory factor analysis and cluster analysis to test the psychometric properties and the five-factor structure of the DCB with a sample of 937 young adults deliberating about their future career. Study 2 used confirmatory factor analysis to validate the structure of the DCB with another sample of 1,251 young adults and analyzed the associations between individuals’ DCB Scale scores and career decision status to test its concurrent validity. The results supported the proposed multidimensional model of dysfunctional beliefs. Implications for future research and career counseling are discussed.

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“…A positive residual score indicates an increase in FTP, job crafting, work engagement, or job performance over the 1-year study period that could not be predicted from the baseline scores. Residual change scores are typical for two-occasion longitudinal studies (KisbuSakarya, MacKinnon, & Aiken, 2013;Lipshits-Braziler, Gati, & Tatar, 2015) and are preferred when one is interested in statistically partialling the influence of the score on the first assessment from the score on the second assessment (Salthouse & Tucker-Drob, 2008). The residual change score is widely considered superior to raw change scores (i.e., T2 minus T1).…”

Section: Analysis Strategymentioning

confidence: 99%