26:T467,

Although weight stigma frequently occurs in work settings, its impact on larger-bodied workers’ vocational experiences and occupational well-being has received limited attention. We adapted the social cognitive career self-management (CSM) model to study larger-bodied workers’ coping with weight stigma in the workplace. Measures of body acceptance coping behavior and coping self-efficacy were constructed and subjected to exploratory factor analysis in a subsample of adult workers in larger bodies (n = 250). Both measures yielded factors reflecting cognitive-emotional self-acceptance and behavioral self-assertion elements. A confirmatory factor analysis with another subsample (n = 377) found support for bifactor representations of coping behavior and self-efficacy. A latent variable path analysis found that the CSM model provided good fit to the data and accounted for substantial amounts of the variance in work engagement, career satisfaction, satisfaction with coping efforts, and organizational commitment. Implications for future research and practice are discussed.

27:T4aa,

The Career Adapt-Abilities Scale (CAAS) has recently been reduced to a shorter version (CAAS-SF) containing 12 items in different contexts and languages. Considering the extensive use of the instrument and the advantages of the short version in the long protocols, the aims of this paper is to validate CAAS-SF for the Italian context using a heterogeneous group in terms of age (Study I) and to test its validity (Study II). In the Study I, an exploratory factor structure analysis was carried out with an ESEM on an initial sample of 895 participants. In a second sample of 3200 participants (1392 males and 1808 females) aged 11–75 years (800 pre-adolescents, 800 adolescents, 800 young adults and 800 adults) the hierarchical factorial structure was confirmed by the CFA. Furthermore, a measurement invariance for sex and age group (configural, metric, and partial scalar) was confirmed. 4726 participants took part in Study II. The analyses confirm the construct, concurrent, and discriminant validity of the instrument. These findings support the use of the CAAS-SF as a valid and reliable measure to assess career adaptability in the Italian population in research and practice.

28:T4db,

To advance understanding of career wisdom’s role and broaden empirical support for the dual-process theory of career decision-making and adaptation (DTC), the present study investigated the reciprocal relationship between career wisdom and proactive career behavior. Using a sample of U.S. workers (n = 995), it tested a cross-lagged model of these variables across three time points. From Time 1 to Time 2, career wisdom positively predicted subsequent proactive career behavior while controlling for baseline proactive career behavior, and proactive career behavior positively predicted subsequent career wisdom while controlling for baseline career wisdom. From Time 2 to Time 3, career wisdom did not predict subsequent proactive career behavior when controlling for baseline proactive career behavior; however, proactive career behavior continued to positively predict subsequent career wisdom while controlling for baseline career wisdom. These findings offer important evidence in support of the DTC, underscoring the reciprocal benefits of career wisdom and proactive career behavior as well as the importance of their dialectical management. Limitations and directions for future research are also discussed.

29:T5e7,