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

The present study, based on a sample of 220 African American college students, sought to examine the utility of the Career Decision Self-Efficacy Scale (CDSE) for African Americans. Values of coefficient alpha indicated reliability similar to that found in predominantly White samples. A four-factor structure best represented the data, with a large first factor emphasizing information gathering and decision making. However, the factor structure could also be interpreted relative to time orientation, from most immediate tasks (“choose a major") to those further away temporally (“choosing a career," “interviewing for a job," and “changing jobs if needed"). The students studied herein reported higher levels of career decision self-efficacy than found in previous samples, but cautions in interpreting this finding are suggested. Overall, more research on both measuring career decision self-efficacy and providing career decision interventions within African American samples is recommended.

Longitudinal studies are commonly used in the social and behavioral sciences to answer a wide variety of research questions. Longitudinal researchers often collect data anonymously from participants when studying sensitive topics to ensure that accurate information is provided. One difficulty gathering longitudinal anonymous data is that of correctly matching participants across waves of data collection. A number of methods have been proposed for using nonidentifying codes to match anonymous participants; however, currently there is no consensus on the most effective method. This article reviews and analyzes the literature on nonidentifying codes and provides recommendations for researchers interested in using these types of codes in conducting anonymous longitudinal studies.

Brown and Krane have posited a tripartite model of career indecision, which includes three higher order factors: negative affect, poor vocational identity development, and lack of career information. The purpose of this study was to examine the adequacy of their tripartite model of career indecision for African American students, considering that the samples used in the meta-analysis of Brown and Krane were predominantly Caucasian. With regard to recent research suggesting the importance of emotional intelligence for career development, this study also examined the presence and degree of relationship among positive affect, emotional intelligence, and the three factors in the model of Brown and Krane. A total of 171 participants from a Historically Black University completed a packet of career diagnostic assessments that included a measure of emotional intelligence. Factor analysis suggested that five factors (career self-efficacy, career-related emotional maturity, information needs, vocational identity development, and career decisional status) could be extracted to represent the constructs related to career decision making for African American students. Implications for career counseling are discussed with regard to viewing positive affect and emotional intelligence as an integral factor in the career decision-making process.

The psychometric properties of Super’s Work Values Inventory—Revised (SWVI-R) were examined in a sample of 213 African American college students. Results indicated that the 12-values scales were as reliable and as valid in a sample of African Americans as has been demonstrated within a predominantly White college student sample. Values of coefficient α were similar to those found in White and normative samples, with a median α of .82 herein and medians of .82 and .84 in the normative and White college student samples. A three-factor higher order structure of the SWVI-R was found herein; the three factors were named secure work environment, motivation, and style of engagement. African Americans reported higher mean values scores than did White students but their rank ordering of values was very similar—lifestyle, work environment, and supervision were most highly valued, and creativity was the least valued. Values scores were significantly and consistently correlated with ethnic identity achievement.

Many clients requesting assistance in Career Centers are mismatched with their career due to issues of occupational choice. In addition, personality conflicts with co-workers, lack of interpersonal skills, and the individual's personality characteristics can affect vocational success. Theories of personality are incorporated into several theories of vocational choice and development (i.e., Holland, Roe) resulting in some attention to personality. Likewise, client personality can affect the career counselor's ability to intervene effectively to assist the client in making effective career choices and decisions. More direct attention to the impact of personality on an individual's career and vocational success can enable the Career Center to increase the effectiveness of their interventions. This paper will discuss the methods for increasing the effectiveness of career counseling through the use of the Five-Factor Model of Personality into our therapeutic work with clients.

This article reports on the development and validation of the Distance from Privilege (DFP) measures. Items for the measures were developed on theoretical grounds. The primary sample consisted of 292 undergraduates with various majors from a Midwestern University and a Historically Black University in the south. One of the measures is the DFP-Resources scale which consists of 11 items with two factors described as social capital and economic resources. The other measure is the DFP-Status scale that has 10 items and one factor. Results revealed that the DFP consists of two measures with good internal consistency and construct validity. Each measure accounts for a sufficiently high proportion of the overall variance and has moderately high stability over time.

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