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Originalia

Validierung einer deutschsprachigen Version des Career Futures Inventory (CFI)

Berufliche Anpassungsfähigkeit, beruflicher Optimismus, Arbeitsmarktwissen und Berufserfolg

Published Online:March 21, 2013https://doi.org/10.1026/0932-4089/a000106

Abstract

Das Career Futures Inventory (CFI; Rottingaus, Day & Borgen, 2005) erfasst die drei laufbahnbezogenen Zukunftsfaktoren career adaptability (Berufliche Anpassungsfähigkeit), career optimism (Beruflicher Optimismus) und knowledge of job market (Arbeitsmarktwissen). Die Ziele dieser Studie waren (a) eine deutschsprachige Version des CFIs zu konstruieren und (b) an zwei Stichproben mit Erwerbstätigen mittels (c) unterschiedlicher Indikatoren des Berufserfolgs und anhand von Persönlichkeitseigenschaften zu validieren. Es konnte in beiden Stichproben (N1 = 153; N2 = 110) die 3-faktorielle Struktur des CFIs nachgewiesen werden. Zudem konnten Annahmen zur konvergenten und diskriminanten Validität in beiden Stichproben bestätigt werden, da die CFI-Faktoren in erwarteter Richtung mit Berufserfolg (z. B. Beförderungen, Karrierezufriedenheit) bzw. Persönlichkeitseigenschaften (d. h. Big Five) korrelierten bzw. nicht korrelierten. Eine Analyse der inkrementellen Validität zeigte, dass Arbeitsmarktwissen zusätzliche Varianz beim Gehalt über Kontrollvariablen und Persönlichkeit hinaus erklärte. Hinsichtlich Karrierezufriedenheit war dies für beruflichen Optimismus der Fall. Diese Validierungsstudie ermöglicht den Einsatz des CFIs im deutschsprachigen Raum.


Validation of a German version of the Career Futures Inventory (CFI): Career adaptability, career optimism, job market knowledge, and career success

The Career Futures Inventory (CFI, Rottingaus, Day & Borgen, 2005) is a measure of career adaptability, career optimism, and knowledge of the job market. The goals of the present study were (a) to construct a German version of the CFI, (b) to validate the German version with working adults, and (c) to concider the construct of career success and personality traits. Analyses of two samples (N1 = 153; N2 = 110) revealed a 3-factorial structure of the German version. Furthermore, convergent and discriminant validity were demonstrated by expected correlations or non-correlations of all CFI factors with several indicators of both objective (e. g., salary and promotions) and subjective (e. g., job satisfaction, career satisfaction, external marketability, comparison judgement) career success, and personality traits (i. e., Big Five) in both samples. Finally, incremental validity was shown by demonstrating that knowledge of the job market explained variance of salary beyond other relevant career variables and personality. For career satisfaction, the same pattern was found for career optimism. The present study validates the German-speaking version of the CFI with two working samples and offers opportunities for the application of the CFI in German-speaking countries and employees.

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