Adaptation of the questionnaire for career development
“Career engagement scale”
Bibliographic Data
| ID | 22035397 |
|---|---|
| Authors | N V Volkova (National Research University Higher School of Economics), Natalia Volkova (0000-0002-9045-4393, HSE University), A K Bordunos (0000-0003-0347-3180, St Petersburg University), Вера Чикер (0000-0001-7444-6898, St. Petersburg State University), V A Chiker (St Petersburg University) |
| Year | 2026 |
| Volume | 17 |
| Issue | 1 |
| Pages | 146-165 |
| Publication date | 2026-03-30 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Social Psychology and Society (JOURNAL) |
| Journal identifiers | ISSN: 2221-1527 • E-ISSN: 2311-7052 |
| Publisher | Moscow State University of Psychology and Education (PUBLISHER • RU) |
| DOI | 10.17759/sps.2026170109 |
| OpenAlex | W7148327757 |
| Language | EN |
| References cited | 34 |
Context and relevance. The article is devoted to the adaptation of the Career Engagement Scale for the Russian context. The theoretical basis of the study is the concept of person-vocation fit, which represents one of the levels of person-environment fit. Objective. To adapt the Career Engagement scale for Russian representation. Hypothesis. The hypothesis of the best fit of the single-factor approach for the Career Engagement scale of the Russian representation was tested. Methods and materials. The methodology included exploratory and confirmatory factor analysis on two samples: university and college students ( n = 481) and employees of organisations ( n = 1000). Results. The results revealed a three-factor scale structure (“Career planning”, “Career networking”, “Career self-development”), confirmed in both samples. The obtained scale structure is consistent with the data of preliminary studies but differs from the one-factor approach proposed by the authors of the original questionnaire (A. Hirschi, P.A. Freund, A. Herrmann). The adapted 10-item scale demonstrated high reliability and validity, supported by correlations with positive affect, resilience, self-esteem, and trust. Conclusions. A reliable and valid psychodiagnostics tool has been added to the methodological arsenal of practical psychologists. The adapted questionnaire can become a basis for the design of personnel development programmes aimed at strengthening the proactivity of employees and contribute to the integration of cross-cultural and generational approaches in the research of career strategies
Confirmatory factor analysis · Exploratory factor analysis · Proactivity · Career Development and Diversity · Higher Education and Employability · Psychological Treatments and Assessments
Society and the Adolescent Self-Image
Vocational Interests and Performance
Reporting reliability, convergent and discriminant validity with structural equation modeling
Person–Environment Fit in Organizations
Person‐organization Fit
The brief resilience scale
The effect of psychological capital on performance through the role of career engagement
Psychological Diagnostics of Organizational Social Capital
Linking career decision regret to psychological well-being
Life goals and proactive career behaviors
Development and validation of brief measures of positive and negative affect
Modelling Innovation competence profiles
Proactive career self-management
A theory of vocational development
Back-Translation for Cross-Cultural Research
| Citation velocity | historical |
|---|---|
| Highly cited | No |