Stephen A. Stumpf

Development of the Career Exploration Survey (CES)

Abstract The development, properties, and uses of the Career Exploration Survey (CES) are described. The CES is intended to (a) facilitate further theory development and empirical research on how exploration affects career decisions, development, and job outcomes, such as job satisfaction, commitment, and turnover; (b) provide a network of variables for investigating the dynamics of the exploration process; and (c) provide a set of criterion measures for examining the effects of personal characteristics and educational treatments on career exploration behaviors and beliefs. The CES is based on a conceptual framework derived from theories of exploration, stress, motivation, and career preference. It consists of seven measures of the career exploration process, three reactions to exploration, and six beliefs about exploration. Dimensionality, reliability, and validity data are presented for four studies comprising 680 observations across 601 individuals.

Self-Efficacy Expectations and Coping with Career-Related Events.

Abstract The process of self-efficacy expectation development, coping with a difficult task, and task performance is examined using a path analytic framework. A model of this process is examined with a job interview task as a way of assessing the generalizability of self-efficacy theory to career-related behavior. Results show that self-efficacy expectation theory generalizes to a career-related task, and that emotion-focused coping mediates the relationship between self-efficacy expectations and perceived performance, but not performance as assessed by the interviewer. The importance of self-efficacy expectations and emotion-focused coping as mediating the relationship of perceived past performance and pretask anxiety with subsequent behavior and outcomes is discussed.

What Can One Learn from the Learning Style Inventory?1

The Learning Style Inventory is exemplary of instruments used in experiential learning about whose measurement properties little is known. Investigation of the instrument using graduate business students (n = 1,692) cast doubt about its practical usefulness, although some support for the underlying theory was demonstrated. This research suggests that greater care be taken with other instruments before they are applied in experiential learning.

Career stage as a moderator of performance relationships with facets of job satisfaction and role perceptions.

Abstract The relationship between performance indices and facets of job satisfaction, role ambiguity, and role conflict was studied among 102 full-time faculty members across three career stages. Results indicate that an individuals career stage within a profession has an important moderating effect on facets of job satisfaction and role perception relationships with role-related performance.

Predicting Voluntary and Involuntary Turnover Using Absenteeism and Performance Indices

Absenteeism and performance indices accounted for substantial variance in bank teller voluntary turnover (resignation) and involuntary turnover (dismissal). Predictor and criteria relationships cha...

Capturing Rater Policies in Evaluating Candidates for Promotion

Five criteria for evaluating candidates for promotion were investigated in a policy capturing study using manager and student samples. Six clusters of rater policies were observed which indicated t...

The impact of career exploration and interview readiness on interview performance and outcomes

Abstract In a longitudinal study of 78 graduate business students, three aspects of career exploration—environment exploration, self-exploration, and the amount of information acquired—were examined as predictors of interview performance (interview rating and self-rating) and outcomes (call-back interviews and job offers). Environment exploration and the amount of information acquired related significantly with the recruiters rating of interview performance and interview outcomes; self-exploration correlated with the recruiters rating of interview performance. Interview readiness variables (perceived past performance, verbal persuasion, and feelings of self-efficacy) correlated modestly with career exploration variables, interview performance ratings, and interview outcomes.

Career exploration: Work-role salience, work preferences, beliefs, and behavior.

Abstract Career exploration was investigated in two studies, each using a longitudinal design. Relationships were observed among work-role salience, work preferences, beliefs about exploration, and exploratory behaviors that suggest career exploration is as much a motivational process as a behavioral one. In Study 1, work-role salience, and to a lesser extent work preferences, was significantly related to beliefs in the instrumentality of exploration and the importance of obtaining ones preferred position. In Study 2, exploration instrumentalities and the importance of obtaining ones preferred position were significantly related to exploratory behavior and the amount of information obtained. Gender was also related to beliefs regarding the instrumentality of exploration, with women indicating greater search instrumentality than men.

Judgmental Decisions: A Study of Interactions Among Group Membership, Group Functioning, and the Decision Situation

In an experimental investigation of judgmental decision making (JDM) strong interactions are found among membership types (experts, representatives, coworkers), group functioning (interacting, nomi...

Facets of role conflict, role-specific performance, and organizational level within the academic career

Abstract The relationships among facets of role conflict and role-specific performance were investigated over three organizational levels of one occupation. The responses of a sample of 102 full-time faculty members were analyzed via the use of correlational and multiple regression techniques. The results support treating role conflict as a multifaceted construct, examining role conflict with respect to role-specific performance measures, and considering the moderating effect of organizational level on role conflict-performance relationships in future research. Implications of the results are discussed in regard to the population sampled.