Psychometric Properties of the Job Search Self-Efficacy Scale Investigators: Jeff Christianson Cody Foster Jon Ingram Dan Neighbors Faculty Mentor: Dr. Susan Lonborg

Purpose To investigate the psychometric properties (I.e., reliability, validity) of a new measure of job search self-efficacy To investigate the psychometric properties (I.e., reliability, validity) of a new measure of job search self-efficacy Self-efficacy expectations: individuals’ beliefs about their abilities to “organize and execute courses of action required to attain designed types of performance” (Bandura, 1986, p. 391) Self-efficacy expectations: individuals’ beliefs about their abilities to “organize and execute courses of action required to attain designed types of performance” (Bandura, 1986, p. 391)

Social Cognitive Career Theory SCCT (Lent, Brown, & Hackett, 1996) is a leading theory of career development today SCCT (Lent, Brown, & Hackett, 1996) is a leading theory of career development today Three central variables: Three central variables: Self-efficacy expectations (“Can I do this?”) Self-efficacy expectations (“Can I do this?”) Outcome expectations (“What will happen if…?”) Outcome expectations (“What will happen if…?”) Personal goals Personal goals

Social Cognitive Career Theory SCCT recognized for its attention to contextual variables (e.g., gender, ethnicity) and career- related cognitions that shape career choices and behavior SCCT recognized for its attention to contextual variables (e.g., gender, ethnicity) and career- related cognitions that shape career choices and behavior Numerous instruments for assessing career- related self-efficacy, including: Numerous instruments for assessing career- related self-efficacy, including: Occupational Self Efficacy Scale Occupational Self Efficacy Scale Career Decision Self-Efficacy Scale Career Decision Self-Efficacy Scale No published instrument, to date, measuring job search self-efficacy No published instrument, to date, measuring job search self-efficacy

Job Search Self-Efficacy Job Search Self-Efficacy Scale (JSSES; Kessler & Lonborg) developed for use in career services with unemployed workers Job Search Self-Efficacy Scale (JSSES; Kessler & Lonborg) developed for use in career services with unemployed workers To date, no data on the psychometric properties of the JSSES To date, no data on the psychometric properties of the JSSES JSSES has potential to be useful in assessing college students’ self-efficacy regarding the job search process JSSES has potential to be useful in assessing college students’ self-efficacy regarding the job search process

Research Goals Study 1: Develop a measure of job search experience Study 1: Develop a measure of job search experience Study 2: Examine the reliability and validity of the Job Search Self-Efficacy Scale (JSSES) by examining: Study 2: Examine the reliability and validity of the Job Search Self-Efficacy Scale (JSSES) by examining: Internal consistency reliability Internal consistency reliability Concurrent validity (e.g., comparing JSSES scores to those on other established career self-efficacy scales) Concurrent validity (e.g., comparing JSSES scores to those on other established career self-efficacy scales)

Study 1 Procedures Job Search Experience Questionnaire (JSEQ, Christianson, Ingram, Lonborg & Foster, 2006) developed and pilot tested during Winter 2007 Job Search Experience Questionnaire (JSEQ, Christianson, Ingram, Lonborg & Foster, 2006) developed and pilot tested during Winter 2007 The JSEQ is an 24-item questionnaire designed to obtain information about previous job search experiences; for example: The JSEQ is an 24-item questionnaire designed to obtain information about previous job search experiences; for example: “Have you ever posted your resume online? “Have you ever posted your resume online? After participants completed the JSEQ, investigators solicited suggestions for revisions in the instrument After participants completed the JSEQ, investigators solicited suggestions for revisions in the instrument

Study 2 Procedures In Spring 2007, we began investigating the psychometric properties (e.g., reliability, validity) of the Job Search Self-Efficacy Scale (JSSES; Kessler & Lonborg, 1994). In Spring 2007, we began investigating the psychometric properties (e.g., reliability, validity) of the Job Search Self-Efficacy Scale (JSSES; Kessler & Lonborg, 1994). Job search self-efficacy defined as confidence in one’s ability to complete specific tasks related to the job search process Job search self-efficacy defined as confidence in one’s ability to complete specific tasks related to the job search process Because the job search process is an essential component of the development of young adults, the initial population for study was college students. Because the job search process is an essential component of the development of young adults, the initial population for study was college students.

Study 2 Procedure Design: Correlational research Design: Correlational research Participants: 80 undergraduate students recruited through the Psychology Department research participation bulletin board Participants: 80 undergraduate students recruited through the Psychology Department research participation bulletin board 21 males, 58 females, 1 unknown 21 males, 58 females, 1 unknown Mean age: years Mean age: years 56.3% Caucasian, 8.8% Asian/PI, 5% Hispanic, 22% unknown 56.3% Caucasian, 8.8% Asian/PI, 5% Hispanic, 22% unknown 12.5% FR, 13.8% SO, 30.0% JR, 37.5% SR 12.5% FR, 13.8% SO, 30.0% JR, 37.5% SR

Study 2 Procedures Study instruments were administered to small groups of participants Study instruments were administered to small groups of participants Completion of study-related measures required minutes of participants’ time Completion of study-related measures required minutes of participants’ time The SE instruments were counterbalanced to control for possible order effects The SE instruments were counterbalanced to control for possible order effects

Research Measures Participants were asked to read an informed consent form and complete the following instruments: Participants were asked to read an informed consent form and complete the following instruments: (a) The Job Search Self-Efficacy Scale (b) The Occupational Self Efficacy Scale (OSES; Osipow, Temple, & Rooney) (c) The Career Decision Self-Efficacy Scale (CDMSE; Betz & Taylor, 2001) (d) The Career Decision Scale (CDS; Osipow) (e) The Job Search Experience Questionnaire

Study 2 Procedures Participants were asked to refrain from placing their names on instruments to ensure the anonymity of the data Participants were asked to refrain from placing their names on instruments to ensure the anonymity of the data Upon completion of study procedures, participants were given written post-study information and documentation of their participation in a psychology research study Upon completion of study procedures, participants were given written post-study information and documentation of their participation in a psychology research study

Results Internal consistency (Cronbach’s alpha) Internal consistency (Cronbach’s alpha) Career Decision SE.90 Career Decision SE.90 Job Search Self Efficacy.97 Job Search Self Efficacy.97 Occupational Self Efficacy.93 Occupational Self Efficacy.93 Career Decision Scale.86 Career Decision Scale.86 Job Search Experience.69 Job Search Experience.69

Results Concurrent Validity Concurrent Validity Job Search SE / Career Decision SE.68** Job Search SE / Career Decision SE.68** Job Search SE / Occupational SE.40** Job Search SE / Occupational SE.40** Other Correlations Other Correlations Job Search SE / Job Search Exp.26* Job Search SE / Job Search Exp.26* Job Search SE / Career Certainty.24* Job Search SE / Career Certainty.24* Job Search SE / Career Indecision -.23* Job Search SE / Career Indecision -.23* *p<.05 **p<.001

Discussion Moderate, positive, and statistically significant correlations with other established SE measures provide support for the concurrent validity of the JSES Moderate, positive, and statistically significant correlations with other established SE measures provide support for the concurrent validity of the JSES Cronbach alpha of.97 provides evidence for the internal consistency (reliability) of the JSES Cronbach alpha of.97 provides evidence for the internal consistency (reliability) of the JSES

Discussion Methodological Limitations Methodological Limitations Small sample size Small sample size Need to replicate study with more diverse populations of adults Need to replicate study with more diverse populations of adults Job Search Experience Questionnaire is new instrument; currently lacks psychometric data Job Search Experience Questionnaire is new instrument; currently lacks psychometric data Methodological Strengths Methodological Strengths College students represent an important population for study of job search SE College students represent an important population for study of job search SE Counterbalancing order of presentation of SE measures Counterbalancing order of presentation of SE measures Use of well-established measures of career-related SE Use of well-established measures of career-related SE

Discussion Suggestions for future research Suggestions for future research Factor analysis of the JSSES Factor analysis of the JSSES Data collection at Career Center and at other universities Data collection at Career Center and at other universities Data collection with other populations of adult workers Data collection with other populations of adult workers Examine possible gender differences in job search self efficacy, given previously observed gender differences in career self-efficacy Examine possible gender differences in job search self efficacy, given previously observed gender differences in career self-efficacy