[show abstract][hide abstract] ABSTRACT: This study constructed an instrument measuring work volition for adult populations, defined as the perceived capacity to make occupational choices despite constraints. In Study 1, an exploratory factor analysis produced a 3-factor structure containing subscales assessing general volition, financial constraints, and structural constraints. The full Work Volition Scale (WVS) and three subscales demonstrated adequate to strong internal consistency. In Study 2, a confirmatory factor analysis replicated the factor structure from Study 1 with a new sample. The hypothesized factor structure of the WVS was a good fit to the data and was internally consistent. In Studies 2 and 3, work volition correlated in hypothesized directions with work locus of control, core self-evaluations, career barriers, career compromise, and adaptive personality traits, providing evidence of construct validity. Additionally, none of these correlations was large enough to indicate overlapping constructs. Finally, work volition added unique variance in the prediction of job satisfaction above and beyond the variance accounted for by work locus of control, core self-evaluations, and the big 5 personality traits, suggesting incremental validity of the construct. Research implications are discussed. The world of work is profoundly changing and these changes have had a trickledown effect on how researchers study the processes by which adults make career decisions. Although the notion of a grand career narrative still exists for a select few, most adults likely compromise their personal work preferences to some degree in order to find work that can provide for themselves and their family (Duffy & Dik, 2009; Savickas, 2005), or encounter constraints on their ability to choose occupations (Blustein, 2006). These compromises speak to an individual's perceived capacity to make occupational choices despite constraints — what we have conceptualized here as work volition. In the present study, we seek to construct and validate an instrument that measures work volition among adults. Theoretical background Ideally, as individuals make career choices, they will match their personal preferences with what is required in the work environment, thereby leading to maximal satisfaction and performance. Numerous empirical studies spanning varying career development theories have supported this idea, and indeed some individuals do have the power to use their personal preferences as the dominant force in deciding what career to enter (e.g. Holland, 1997). However, these theories of career choice have generally been conceptualized and tested with samples of white, middle to upper middle class college students, who have high levels of power regarding the careers they will pursue and who have yet to enter the working world full time (Blustein, 2006). Unfortunately, our knowledge of the choice process of individuals not falling into this group (e.g., people of color, non-college aged adults, and people already in the working world) is limited. Scholars over the last 10 years have taken steps to address this substantive and empirical limitation (e.g., Diemer & Ali, 2009; Fouad & Byars, 2005), and we take an added step by constructing an
Journal of Vocational Behavior 01/2012; 80:400-411. · 2.82 Impact Factor
[show abstract][hide abstract] ABSTRACT: In this study, an exploratory factor analysis of the People of Color Racial Identity Attitude Scale (PRIAS; Helms, 1995b) among a sample of Asian American college students (N = 225) was conducted. The factorial structure that emerged revealed mixed results in terms of consistency with the People of Color (POC) theory (Helms, 1995a). The measure's construct validity for Asian Americans may be improved through further scale development and revision. Directions for future research on the PRIAS are discussed.
American Journal of Orthopsychiatry 05/2009; 79(2):252-60. · 1.60 Impact Factor
[show abstract][hide abstract] ABSTRACT: To investigate how the culturalist perspective on investigating racial group differences in standardized cognitive ability tests has advanced, a content analysis of 28 studies citing J. E. Helms (1992) identified 7 general themes. Overall, researchers cited J. E. Helms (1992) as support for their own hypotheses but did not directly test the culturalist perspective. (Contains 2 tables.)
Journal of multicultural counseling and development 01/2008; · 0.51 Impact Factor
[show abstract][hide abstract] ABSTRACT: To inform effective school-to-work programs, this study evaluates the effect of a school-based psychoeducational intervention on the academic self-efficacy of urban youth enrolled in the ninth grade. Using a mixed-methods design, data were collected using a quantitative measure of academic self-efficacy and eight semistructured interviews over the course of an academic school semester. As hypothesized, t tests did not reveal a statistical difference in academic self-efficacy between preintervention (Time 1) and postintervention (Time 2). A consensual qualitative analysis of the interviews, however, indicated enhanced developmental specificity concerning use of academic skills and articulation of goals between Time 1 and Time 2. Limitations of the study and future directions for research are discussed.
Journal of Career Development 01/2007; 34(2):103-126. · 1.52 Impact Factor