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Career adaptability is better described as interconnected resources than as manifestations of a common factor. Using a sample of 1053 responses to the Career Adapt-Abilities Scale, we compared traditional confirmatory factor analysis models (unidimensional, bifactor, hierarchical) with a confirmatory network model, which is found to outperform the others.

Assessing job applicants' general mental ability online poses psychometric challenges due to the necessity of having brief but accurate tests. Recent research (Myszkowski & Storme, 2018) suggests that recovering distractor information through Nested Logit Models (NLM; Suh & Bolt, 2010) increases the reliability of ability estimates in reasoning matrix-type tests. In the present research, we extended this result to a different context (online intelligence testing for recruitment) and in a larger sample (N=2949 job applicants). We found that the NLMs outperformed the Nominal Response Model (Bock, 1970) and provided significant reliability gains compared with their binary logistic counterparts. In line with previous research, the gain in reliability was especially obtained at low ability levels. Implications and practical recommendations are discussed.

Fluency tasks are among the most common item formats for the assessment of certain cognitive abilities, such as verbal fluency or divergent thinking. A typical approach to the psychometric modeling of such tasks (e.g., "Intelligence," 2016, 57, 25) is the Rasch Poisson Counts Model (RPCM; "Probabilistic models for some intelligence and attainment tests." Copenhagen: Danish Institute for Educational Research, 1960), in which, similarly to the assumption of (essential) [tau]-equivalence in Classical Test Theory, tasks have equal discriminations--meaning that, beyond varying in difficulty, they do not vary in how strongly they are related to the latent variable. In this research, we question this assumption in the case of divergent thinking tasks, and propose instead to use a more flexible 2-Parameter Poisson Counts Model (2PPCM), which allows to characterize tasks by both difficulty and discrimination. We further propose a Bifactor 2PPCM (B2PPCM) to account for local dependencies (i.e., specific/nuisance factors) emerging from tasks sharing similarities (e.g., similar prompts and domains). We reanalyze a divergent thinking dataset ("Psychology of Aesthetics, Creativity, and the Arts," 2008, 2, 68) and find the B2PPCM to significantly outperform the 2PPCM, both outperforming the RPCM. Further extensions and applications of these models are discussed.

In a dynamic labor market, it is important to help people combine information and generate creative solutions to cope with complex career challenges. In the present research, we apply the theory of information structure to creative career idea generation and hypothesize that flat information structures--that is, structures in which the information is disorganized--are more conducive to creativity than hierarchical information structures--that is, structures in which information is organized in higher-order categories. In two experimental studies, participants had to combine career information related to self and work preferences that was presented either in flat or hierarchical structures. We found that flat information structures, compared with hierarchical information structures, led to future career ideas that were more creative on average. Our results suggest that cognitive flexibility explains the effect of information structure on the creativity of career ideas. Theoretical implications and suggestions for career management practices are discussed.

This is the protocol for a Campbell systematic review. The objectives are as follows: One goal of this systematic review is to identify whether merit pay predicts employee work motivation, effort, and performance; a second goal is to determine whether the association between merit pay and subsequent employee work motivation, effort, and performance is stronger depending on the actual relationship between the performance ratings and merit increases received, as well as on the perceived relationship by employees between their performance and their pay; a third goal is to identify whether the association between merit pay and subsequent employee motivation depends on what type of motivation is measured (i.e., intrinsic vs. extrinsic/general work motivation). [ABSTRACT FROM AUTHOR]

Previous research has shown that cultural intelligence is a positive predictor of expatriate career intentions among university students, but little is known about the "how" of this relationship. In a first study (N = 241) we provide evidence for the incremental validity of cultural intelligence, by showing that cultural intelligence predicts expatriate career intentions over and above emotional intelligence and the five-factor model of personality. In a second study (N = 469), we find that expatriate career self-efficacy mediates the link between cultural intelligence and expatriate career intentions. Theoretical and practical implications are discussed.

Companies adopt various HRM practices to enhance employees' abilities, motivations, and opportunities to foster innovation. Are these practices universally effective or culturally contingent? In this study, we draw on the Ability‐Motivation‐Opportunity (AMO) model and examine the effectiveness of three representative practices using a dataset of 304 companies from 13 countries or regions. We find that HRM practices need to fit in a supplementary/complementary way with national cultures to facilitate firm innovation: 1. cross‐functional training (i.e., an ability‐enhancing practice) is more effective in collectivistic rather than individualistic cultures (supplementary fit); 2. financial rewards for innovation (i.e., a motivation‐enhancing practice) are more effective in masculine rather than feminine cultures (supplementary fit); and 3. employee participation (i.e., an opportunity‐enhancing practice) is more effective in high rather than low power distance cultures (complementary fit). By building on the notion of supplementary/complementary fit, these findings extend our knowledge of the AMO model in the context of HRM and innovation management with a cultural contingency perspective. [ABSTRACT FROM AUTHOR]

This study provides new evidence concerning task specificity in creativity--examining through a cross-cultural perspective the extent to which performance in graphic versus verbal creativity tasks (domain specificity) and in divergent versus convergent creativity tasks (process specificity) are correlated. The relations between different creativity tasks in monocultural and multicultural samples of Chinese and French children were compared. Electronic versions of the Wallach and Kogan Creativity Test (WKCT, Wallach & Kogan, 1965; Lau & Cheung, 2010) and the Evaluation of Potential Creativity (EPoC; Lubart, Besançon, & Barbot, 2011; Barbot, Besançon, & Lubart, 2011) were used. Both measures showed satisfactory psychometric properties and cross-cultural structural validity. The results showed that culture has an impact on the structure of creative ability: It appeared that correlation patterns were different across Chinese and French groups and across monocultural and multicultural groups. Such results show that it is crucial to take task specificity into account when investigating the effect of culture on creativity. Indeed, our study implies that cultural differences that are found using one specific creativity task might not be automatically generalizable to all sorts of creativity tasks. Limitations are discussed and perspectives for future research on culture and task specificity in creativity are proposed.

The need to control for writing or typing speed when assessing divergent-thinking performance has been recognized since the early '90s. An even longer tradition in divergent-thinking research has the issue of scoring the responses for quality. This research addressed both issues within structural equation modeling. Three dimensions of originality--uncommonness, remoteness, and cleverness--were used to derive an overall quality score. Mixed evidence was found in Study 1 for the direct effect of typing speed on fluency. In addition, indirect effects of typing speed via cognitive complexity on overall quality of ideas were uncovered but marginal in both Study 1 and Study 2. This indirect effect was also found for cleverness in Study 2. Another indirect effects of typing speed via fluency was found for cleverness and uncommonness. These findings indicate that controlling for typing speed is important in online divergent-thinking assessment. The inter-relations of various quality scores pertaining to the dimensions of uncommonness, remoteness, and cleverness were promising in terms of convergent validity. Important problems with respect to these scores were identified and discussed to guide future attempts to measure quality in DT.

The aim of this study is to describe naive conceptions of creativity and offer some explanation for their variability. Two methods are used to analyze conceptions of creativity. The first one consists of analyzing adjectives that are associated by naive judges with the notion of creativity of an advertisement. The second one consists of predicting the evaluation of creative level of advertisements by naive judges, through the assessment of dimensions such as the originality of these advertisements or the quality of their design. Results show that with both methods, originality is always the most characteristic dimension of creativity. Moreover, the results show that the variability of the importance given to the dimensions of creativity is linked to certain characteristics of judges. In particular, factor g is positively related to the weight given to originality in creativity. A personality trait, preference for novelty, is also positively associated with greater weight for originality in creativity judgments. (Contains 5 tables.)