Dear Charmi,
Jon Briscoe, Tim Hall and Demuth with colleagues have validated a scale that may be helpful: Briscoe JP, Hall DT, DeMuth RL. 2006. Protean and boundaryless careers: An empirical exploration. J. Vocational
Behavior 69:30-47.
Jeff Greenhaus has written a lot of reviews with colleagues on career self efficacy and management that have different scales mentioned in the reviews.
Greenhaus JH, Callanan GA. 2013. Career dynamics. In Handbook of Psychology, Vol. 12: Industrial and Organizational Psychology, ed. N Schmitt, S. Highhouse, pp. 593-614. New York: Wiley
Greenhaus JH, Callanan GA, DiRenzo M. 2008. A boundaryless perspective on careers. In The Sage Handbook of Organizational Behavior, Vol. 1, ed. J Barling, CL Cooper, pp. 277-99. Thousand Oaks,
CA: Sage
Greenhaus JH, Callanan GA, Godshalk VM. 2010. Career Management. Thousand Oaks, CA: Sage. 4th ed.
Greenhaus, J. & Kossek, E. E. (2014). The Contemporary Career: A Work-Home Perspective. Annual Review Organizational Psychology and Organizational Behavior, 1:18.1 -18.28.
In the article below in Personnel Psychology, I developed a career self-management scale that included the notion of feedback- seeking. I field tested the scale in a training intervention study, that might be of interest. We incorporated expectancy theory as part of a framework for explaining variation in career self efficacy. We had a comparison group, where one context was emphasizing development of work efficacy competencies and another had not yet done so. We thought that this might be one way to account for variation in the job and organizational context in which work self efficacy is measured , as we thought this may shape perceptions of efficacy.
Kossek, E. E., Roberts, K., Fisher, S., & DeMarr, B. 1998. Career self-management: A quasi-experimental assessment of a training intervention. Personnel Psychology, 51: 935-962.
A growing trend is to encourage employees to become actively involved in the management of their own careers. Career self-management, the degree to which one regularly gathers information and plans for career problem solving and decision making, includes two main behaviors: developmental feedback seeking and job mobility preparedness. Although career self-management training is a commonly used employer intervention to re-socialize individuals to increase their own career management activity, it is rarely rigorously evaluated. Relying on an expectancy theory framework, the goal of this study was to evaluate the general effects of career self-management training using a quasi-experimental design. Based on data from several hundred professionals at a major U.S. employer, the results showed formal training efforts were generally not successful in resocializing people to engage in career self-management activities, and when done as an isolated human resource strategy, decreased trainees' likelihood of engaging in career self-management behaviors. To the extent that Time 2 expectancy perceptions got worse, the results showed that an individual's attitudes toward feedback seeking mediated the relationship between the training intervention and the level of preparation for job mobility conducted 6-8 months following the training.
Good luck with your study.
Best,
Ellen
Dr. Ellen Ernst Kossek
Basil S. Turner Professor of Management
Research Director, Susan Bulkeley Butler Center for Leadership Excellence
Associate Director, Work Family Health Network Center for Work-Family Stress Safety & Health
Faculty Affiliate, Dept. of Psychological Sciences
Purdue University Krannert School of Management
Rawls Hall- office 4005, 100 S. Grant Street, West Lafayette, IN 47907-2076
Telephone: (765) 494-6852
E-mail:
ekossek@purdue.edu
http://www.krannert.purdue.edu/directory/bio.asp?username=ekossek
http://www.purdue.edu/butler/index.shtml
http://www.youtube.com/watch?v=dp7pYUUWw_Y
www.workfamilyhealthnetwork.org
www.worklifehelp.com
As President of the Work Family Researchers Network,
I would like to invite you to please join the Work and Family Researchers Network (WFRN) & attend the June 19-21, 2014 conference in New York City.
http://workfamily.sas.upenn.edu/content/conference
-----Original Message-----
From: Organizational Behavior Division Listserv [mailto:
OB@AOMLISTS.PACE.EDU] On Behalf Of Meier, Laurenz
Sent: Thursday, March 27, 2014 1:56 AM
To:
OB@AOMLISTS.PACE.EDU
Subject: Re: [OB-LIST] Scale for measuring Work Self-efficacy
Importance: High
Dear Charmi,
You may also like the following paper:
Rigotti, T., Schyns, B. & Mohr, G. (2008). A short version of the occupational self-efficacy scale: Structural and construct validity across five countries. Journal of Career Assessment, 16(2), 238-255.
It's a six item measure that has been validated in different languages.
Good luck with your research.
Best,
Laurenz
.................................
Laurenz L. Meier, Ph.D.
Department of Psychology
University of Fribourg
Rue de Faucigny 2
1700 Fribourg
Switzerland
.
web:
http://laurenzmeier.info
email:
laurenz.meier@unifr.ch
phone: +41 26-300-7350
skype: laurenzmeier
Am 26.03.2014 um 22:09 schrieb PATEL Charmi <
Charmi.Patel@ED.AC.UK>:
> Dear All,
>
> I am looking for J.A. Raelin's work self-efficacy inventory (WS-Ei). Or any other reliable and valid scale to measure work self- efficacy.
>
> Any help would be greatly appreciated. Happy to share the collated information.
>
> Many thanks in advance,
>
> Regards,
> Charmi
>
> Charmi Patel, (PhD, Associate CIPD)
> Assistant Professor/Lecturer in HRM
> University of Edinburgh Business School 29, Buccleuch Place (Room
> 2.09) Edinburgh, EH8 9JS United Kingdom
>
> Tel: +44(0) 131 650 8069
> Email:
Charmi.Patel@ed.ac.uk
> --
> The University of Edinburgh is a charitable body, registered in
> Scotland, with registration number SC005336.