Abstract

The purpose of this study was to examine the psychometric properties of the goal orientation (GO) scale across job search contexts to facilitate its use in large and varied search settings. A sample of 720 job losers and new entrants’ job seekers in Ghana completed the survey. Confirmatory factor analysis supported the three-factor theoretical structure (Learning goal, Performance-prove goal, and Performance-avoid goal orientations) for both new entrants’ and job losers’ samples. Results of the invariance test reached measurement equivalence across job search contexts and genders. Furthermore, GO dimensions correlated differently with some cognitive self-regulation criterion variables (employment commitment, self-control, learning from failure, and strategy awareness) thus, providing evidence of convergent and discriminant validity. Overall, the study provides additional support for the job search GO measure for use across different job search contexts.

摘要

这项研究的目的是检查目标定位（GO）量表在整个求职环境中的心理计量学特性，以促进其在大型多样的搜索设置中的使用。加纳的720名失业者和新进入的求职者样本完成了调查。验证性因素分析支持新进入者和失业者样本的三因素理论结构（学习目标，绩效证明目标和避免绩效目标取向）。不变性测试的结果在求职环境和性别之间达到了测量等价性。此外，GO维度与一些认知自我调节标准变量（就业承诺，自我控制，从失败中学习和策略意识）的相关性不同，从而提供了收敛和判别有效性的证据。全面的，