Geneviève Fournier

Validation of a Five-Level Locus of Control Scale

The objective of this article is to discuss our research into the validation of a career-related locus of control scale. The instrument, the Vocational Locus of Control Scale developed by Fournier, Jeanrie, and Drapeau (1996), attempts to confirm the empirical existence of our conception of a five-level locus of control in the career domain. In this study, the empirical qualities of the instrument are confirmed through the demonstration of the factor analysis structure, the evaluation of inter-type correlations and the relationship established with Rotters scale. The results, stemming from a study in which over 1,000 individuals were interviewed, demonstrate the sufficient reliability of the instrument and provide significant evidence for its conceptual validity, supporting, at the same time, the suggested nuances in the expression of a feeling of control. Questions of a theoretical and empirical nature are raised with regard to the structure of the concept.

Nonstandard Career Trajectories and Their Various Forms

A sample of 124 participants (62 men, 62 women) was used in this qualitative research study of people having experienced nonstandard work for the last 3 years. Those participants were met for individual semistructured interviews of approximately 2 hours in length. On the basis of a content analysis with the use of the NUD*IST analysis software, 4 trajectories and 14 subtrajectories were identified: ascending (constant progression, final recovery, uncertain outcome), descending (sudden drop, caught in a trap, long descent, noninsertion), interesting maintenance (accepted job insecurity, project continuity, new project), and uninteresting maintenance (bogged down, leitmotif, adapted, and 180 degrees). The descending and uninteresting maintenance trajectories were predominant, comprising more than two thirds of the participants. Differences were found between genders, age groups, and educational levels. The results are discussed with respect to the scientific literature and to the differences that were observed.

The Reasons Behind a Career Change Through Vocational Education and Training

We report the results of qualitative research on adults who enrolled in a vocational and education training (VET) program with the intention of changing their careers. The participants were 30 adults aged between 25 and 45 years. A modified version of the consensual qualitative research method was applied to transcriptions of semi-structured interviews with the participants. There appeared to be two main reasons underlying the decision to enrol in a VET program with the aim of initiating a career change. Based on the reasons given, two groups (career changers and proactive changers) and five distinct categories were recognized. The career changers included individuals who wished to change careers due to dissatisfaction with their current situation. In this group, the decisions were motivated by either health problems or personal dissatisfaction. The proactive changers included individuals who wished to reorient their career because of a desire to undertake new projects. In this group, there were three categories of reasons: a wish to attain better working conditions, a search for personal growth and a desire to have an occupation that fitted the person’s vocation. Thus, the participants reoriented their careers according to various motivations, pointing to the existence of a heterogeneous population and the complexity of the phenomenon. The results highlight the importance of understanding the subjective reasons behind career changes and the need to adjust career interventions accordingly.