Browsing by Author "Affum-Osei, E."
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Item Career adapt-abilities scale in Ghana: Psychometric properties and associations with individual-level ambidexterity and employees’ service performance(Current Psychology, 2019-08-13) Abdul-Nasiru, I.; Affum-Osei, E.; Antwi, C.O.; Asante, E.A.; Aboagye, M.O.This study examined the psychometric properties of the Career Adapt-Abilities Scale (CAAS) in Ghana and its associations with individual-level ambidexterity and employees’ service performance. The CAAS International-Form constitutes four sub-scales, each with six items, which measure career concern, career control, career curiosity, and career confidence as self-regulatory resources that could help individuals to effectively manage occupational transitions, developmental tasks, and work roles. We hypothesized that career adaptability relates positively to the two outcomes. We tested the internal consistency, factor structure, and the hypotheses with 443 service representatives in Ghana. Results indicated that the overall CAAS score and sub-scales were good and reliable. The factor structure was identical to that of the CAAS International-Form. As expected, career adaptability positively related to individual-level ambidexterity and employees’ service performance. These findings provide insights for research and career development.Item Career adapt-abilities scale in Ghana: Psychometric properties and associations with individual-level ambidexterity and employees’ service performance(Current Psychology, 2021) Affum-Osei, E.; Antwi, C.O.; Abdul-Nasiru, I.; Asante, E.A.; Aboagye, M.O.; Forkouh, S.K.This study examined the psychometric properties of the Career Adapt-Abilities Scale (CAAS) in Ghana and its associations with individual-level ambidexterity and employees’ service performance. The CAAS International-Form constitutes four sub-scales, each with six items, which measure career concern, career control, career curiosity, and career confidence as self-regulatory resources that could help individuals to effectively manage occupational transitions, developmental tasks, and work roles. We hypothesized that career adaptability relates positively to the two outcomes. We tested the internal consistency, factor structure, and the hypotheses with 443 service representatives in Ghana. Results indicated that the overall CAAS score and sub-scales were good and reliable. The factor structure was identical to that of the CAAS International-Form. As expected, career adaptability positively related to individual-level ambidexterity and employees’ service performance. These findings provide insights for research and career development.Item Career adaptability and ambidextrous behavior among customer-service representatives: the role of perceived organizational support(Journal of Personal Selling and Sales Management, 2019-05) Affum-Osei, E.; Adom Asante, E.; Kwarteng Forkouh, S.; Abdul-Nasiru, I.With the increasing need for dynamism in the world, organizations and researchers have been interested in how employees can easily cope with change and be flexible on the job by using their foreknowledge and still being open to new ideas to boost their work output. Consequently, there has been an increase in research on ambidexterity. However, much is still unknown regarding the determinants of individual-level ambidexterity. This article examines the importance of career adaptability resources in predicting employees’ ambidextrous behavior and service performance. Our study also demonstrates the mediation role of ambidexterity in the career adaptability–service performance relationship as well as the moderating role of perceived organizational support (POS) in the ambidexterity–service performance relationship. Data were collected from 443 service representatives of telecommunication organizations in two timepoints. Structural equation modeling (SEM) was used to test the research hypotheses. SEM results show that career adaptability positively relates to ambidextrous behavior and service performance. While POS interacts with ambidexterity to positively predict service performance, ambidexterity serves as a mechanism through which career adaptability influences service performance. The study provides insight for practitioners to offer adequate guidance and a supportive working environment for both existing and prospective employees toward training and performance.Item Examining the Factorial Validity of the Entrepreneurial Career Motives Scale: A Five-Nation Comparison(Journal of Career Development, 2020-01-21) Abdul-Nasiru, I.; Affum-Osei, E.; Goto, S.G.; Yeung, J.C.; Wang, R.; Lam, H.; Chan, D.K.S.This study validates Shane et al.’s Entrepreneurial Career Motives Scale across nations. A total sample of 948 undergraduate and postgraduate students from five nations (China ¼ 229, Hong Kong ¼ 213, Holland ¼ 136, United States ¼ 155, and Ghana ¼ 215) were recruited to complete a survey designed to measure their entrepreneurial motives and other related constructs. Confirmatory factor analysis supported the hypothesized four-factor structure, namely, perceived recognition, sense of independence, pursuit of learning, and perceived roles. Results of the measurement invariance comparisons satisfactorily established measurement equivalence of the scale across nations, language versions, and genders. Both convergent and discriminant validities were established as the motives were associated with different constructs in an expected manner. Interestingly, different patterns in the entrepreneurial career motives emerged across nations. Overall, our findings provide support for the construct validity of the Entrepreneurial Motives Scale. Implications for practice, limitations, and future research directions are discussed.