Analyzing Models of Career Decision Self-Efficacy: First-Order, Hierarchical, and Bifactor Models of the Career Decision Self-Efficacy Scale (original) (raw)
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Journal of Career Assessment, 2011
The current study aimed to examine the psychometric properties of the Career Decision Self-Efficacy scale-Short Form (CDSES-SF) in a sample of 695 Turkish university students. Accordingly, internal reliability, test-retest reliability, convergent validity, and factor structure of the CDSES-SF were examined. The results indicated high internal and test-retest reliability for total scores. The evidence for the convergent validity was provided by a relatively high correlation between career decision-making self-efficacy and general self-efficacy. To estimate the factor structure of the scale, Betz, Klein, and Taylor's five-factor model of the CDSES-SF, along with a number of empirically derived measurement models of the CDSES-SF were tested via confirmatory factor analyses. Only Gaudron's four-factor model exhibited good model fit for the Turkish sample. The findings of this study are discussed in accordance with previous studies and the current cultural context of Turkey.
Career Decision Self-Efficacy Scale — Short Form: A Rasch analysis of the Portuguese version
Journal of Vocational Behavior, 2013
The present study analyzes the psychometric properties of the Career Decision Self-Efficacy Scale-Short Form (CDSE-SF) in a sample of Portuguese secondary education students using the Rasch model. The results indicate that the 25 items of the CDSE-SF are well fitted to a latent unidimensional structure, as required by Rasch modeling. The response scale, containing 5 categories, showed proper functioning; therefore, the people and item parameters could be estimated with high precision (.89 and .97, respectively). Differential item functioning (DIF) analyses confirmed that there were no differences in the results of the CDSE-SF concerning gender. Finally, psychometric implications derived from the results of the present study are discussed, and suggestions are provided for future investigations.
The Career Decision-Making Self-Efficacy Scale – Short Form (CDMSE-SF) is one of the most frequently used instruments to assess individual levels of career-related self-efficacy. The present study used the partial credit model within the framework of item response theory to examine the content, structural, substantive, and generalizability aspects of validity for the CDMSE-SF in a sample of 534 Australian high school students aged between 14 and 19 years. The results showed clear evidence of multidimensionality for the CDMSE-SF. Furthermore, there was strong support for the content, structural, and substantive aspects of validity when using the five subscales individually. Evidence of measurement invariance was found across grade levels; however, there were individual items that exhibited differential item functioning across gender, achievement level, and age groups. The implications for career counseling and research are discussed.
Journal of Career Assessment, 2013
This study aims to evaluate the factor structure of Career Decision Self-Efficacy scale-short form in a sample of Italian high school adolescents. confirmatory factor analysis (CFA) was used to test the degree to which a one-factor structure and a five-factor structure provided the best fit. In view of available research the five-factor structure was expected to provide the best fit. Moreover, factorial invariance in males and females was tested. It was expected to be invariant across groups. As expected the five-factor structure showed a better fit than the one-factor model and the factorial invariance resulted invariant across boys and girls.
A psychometric evaluation of the career decision making self-efficacy scale
Jurnal Penelitian dan Evaluasi Pendidikan, 2021
The assessment tool for a career currently being developed requires special treatment from a psychologist/psychometrist. The measurements are conducted when students are confused about career options. However, for students who have decided, it is uncommon for them to seek professional help. Psychological tools that focus on capturing information about students’ maturity in relation to their ability to make career decisions can help them choose a major that’s suitable for their career. This study concern on adapting the career decision-making self efficacy (CDMSE) that can predict one’s confidence in his/her ability to make career choices. The adaptation of this instrument went through several stages such as translation, back translation, testing the reliability, and testing the validity evidence of content and internal structure using confirmatory factor analysis (CFA). This study used a sample of 539 high school students in Bandung and Cimahi. The construct reliability (CR) of the ...
Self-efficacy in career planning: a new approach to career exploration
International Journal of Learning Teaching and Educational Research, 2015
Through two consecutive studies we attempted to explore the beliefs of personal efficacy in respect to one's career and in relation to the continuously evolving patterns in career planning as these issues seem to have consequences to theory and research of career counselling as well as to the use of psychometric tools. We aimed at developing a research framework for assessing career self-efficacy for use in counselling services. In Study 1, a model describing six theoretically driven beliefs was psychometrically tested, arriving at a 21-item Perceived Self-Efficacy in Career Scale (PSECS); in this study, mainly item analysis and exploratory factor analysis methods were applied to Greek adults' data (N=126). In Study 2 we subjected the PSECS to confirmatory analysis testing on Greek high-school students' data (N=276). All analyses supported four dimensions, namely Career Management, Career Skills, Flexibility at Work, and Creativity at Work. The PSECS may offer an additional perspective for counselling about the way individuals evaluate their skills in order to effectively manage related career issues. Moreover, the scale may theoretically contribute and aid research in career counselling with respect to how people plan and adjust their careers within a changing economic landscape.
The Five-Factor Model and Career Self- Efficacy: General and Domain-Specific Relationships
The present study investigates the hypothesis that the big five personality factors could exert two kinds of effects on career self-efficacy: (a) generalized or nonspecific effects and (b) domain-specific, content-correspondence effects. The hypothesis is examined using relationships of the NEO Five-Factor Inventory to 24 distinct domains of careerrelated self-efficacy-confidence for the six Holland themes, 17 basic dimensions of vocational activity represented by the Expanded Skills Confidence Inventory, and career decision self-efficacy. Findings suggest generalized effects for conscientiousness and extraversion in that both correlated positively with a broad range of self-efficacy domains, while neuroticism displayed significant negative relationships with nearly all forms of career self-efficacy. Content correspondence was shown in significant correlations of openness to experience with self-efficacy for creative and intellectual pursuits. Findings are evaluated in light of recent empirical and theoretical developments relating to the integration of trait and social-cognitive perspectives.
Reliability and Validity of Five-Level Response Continua for the Career Decision Self-Efficacy Scale
Journal of Career Assessment, 2005
The present study, based on three samples of college students totaling 1,832 participants, resulted in the conclusion that a 5-level response continuum for the short form of the Career Decision Self-Efficacy Scale (CDSE)1 proved at least as reliable and valid as the 10-level continua used in normative studies. Values of coefficient alpha ranged from .78 to .87 for the 5-level continuum, in contrast to .69 to .83 for the 10-level continuum. Criterion-related validity correlations with career indecision and vocational identity were comparable for the two response continua. Validity with respect to the scales of the Career Decision Profile was examined, as was construct validity with respect to measures of hope, goal stability, and positive and negative affect. Overall, the study suggests the psychometric quality of the CDSE when 5-level response continua are used and adds to knowledge of the nomological network of the construct.1
2019
In this study, it is aimed to investigate the relationship between university students' perceived career prospects and self-efficacy perceptions. In this context, data were collected from 375 students, attending their undergraduate and graduate education at Kocaeli University during the 2017-2018 academic calendar fall semester. In the study, career futures inventory and self-efficacy scale were used. SPSS program was used in the analysis of questionnaires. Nonparametric tests were performed since the study data has a non-normal distribution. Nonparametric correlation analysis was performed to examine the relationship between the variables, and a statistically significant and positive relationship was found between the perceived career prospects and self-efficacy. In addition, Mann-Whitney U test was carried out to test the hypotheses, stating that the participants' perceived career prospects and self-efficacy perceptions differ in terms of demographic characteristics (gen...