Park In-Jo, Hai Shenyang, Lee Seungmi, Sohn Youngwoo
Department of Psychology, Henan University, Kaifeng, China.
Department of Psychology, Yonsei University, Seoul, South Korea.
Front Psychol. 2019 Sep 10;10:2067. doi: 10.3389/fpsyg.2019.02067. eCollection 2019.
This study aimed to validate career decision ambiguity tolerance scale-Korean form applicable to a Korean sample. In study 1, 17-items from the original 18-item career decision ambiguity tolerance scale were valid based on IRT. In study 2, using the confirmatory factor analysis, we showed that excluding item 4 from the original scale is better than including it in the three factors model. Given the results of study 1 and 2, the constructs in the 17-item career decision ambiguity tolerance scale-Korean form were valid. In study 3, career decision ambiguity tolerance positively predicted career decision-making self-efficacy, career indecision, and career adaptability, respectively, after controlling for calling and career search self-efficacy. Thus, the incremental validity of the career decision ambiguity tolerance scale-Korean form was ensured. In study 4, the reliability of the scale was retained as the test-retest (conducted over a 4-week period) demonstrated adequate results.
本研究旨在验证适用于韩国样本的职业决策模糊容忍量表（韩语版）。在研究1中，基于项目反应理论，原始的18项职业决策模糊容忍量表中的17项是有效的。在研究2中，通过验证性因素分析，我们表明在三因素模型中，从原始量表中排除第4项比包含该项更好。鉴于研究1和2的结果，17项职业决策模糊容忍量表（韩语版）中的结构是有效的。在研究3中，在控制了使命感和职业探索自我效能感之后，职业决策模糊容忍分别正向预测了职业决策自我效能感、职业犹豫不决和职业适应性。因此，职业决策模糊容忍量表（韩语版）的增量效度得到了保证。在研究4中，由于重测（在4周内进行）显示出足够的结果，量表的信度得以保留。
