Testing a critical cultural wealth model of well-being among first-generation students.

The current study examined predictors of career choice and life satisfaction among a diverse sample of first-generation college students (N = 424). Grounded in the critical cultural wealth model (CCWM; Garriott, 2019), financial stress, sense of belonging, and work volition were found to directly predict life satisfaction and work volition was found to directly predict career choice satisfaction. Additionally, work volition and/or a sense of belonging were found to significantly mediate the relation of financial stress and experiences of discrimination to career choice and life satisfaction. Invariance testing revealed that the model fit equally well for students identifying as a racial/ethnic minority compared with White students, for freshman/sophomores compared with juniors/seniors, and for students who were part of a first-generation scholarship program versus those who were not. Overall, findings suggest that first-generation students' sense of career choice and life satisfaction is predicted primarily by feelings of work volition and belonging on campus, each of which may be negatively affected by experiencing higher levels of financial stress or discrimination on campus. Implications for research and practice are discussed. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

Women attaining decent work: The important role of workplace climate in Psychology of Working Theory.

Grounded in Psychology of Working Theory (PWT), the current study investigated predictors of decent work among a sample of employed women (N = 528). A structural equation model was examined finding that women's experiences of marginalization, work volition, and career adaptability all directly predicted the attainment of decent work, and economic constraints and marginalization experiences indirectly predicted decent work via work volition. Additionally, workplace climate for women employees was examined as both a predictor and moderator variable to explore best positioning of this additive construct. Workplace climate did not significantly moderate any model paths; however, it was a unique predictor of work volition and decent work, suggesting that this construct may be better positioned as a predictor variable in understanding the work experiences of women. These results highlight the importance of further investigating the role of workplace climate in PWT as well as the need for refining our understanding of how marginalized employees achieve decent work. Implications of the present study's results are discussed. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

An initial examination of the work as calling theory.

Over the past decade, research on work as a calling has seen a rapid growth, with hundreds of empirical articles on the topic having been published. Until recently, however, there has been no comprehensive theoretical model of work as a calling to guide research. Duffy, Dik, Douglass, England, and Velez (2018) published the Work as Calling Theory (WCT), which provides a comprehensive model of the predictors and outcomes of living out a calling. The present study provides the first empirical examination of the 20 propositions outlined within the predictor portion of this model. Using data collected from a sample of 424 employed adults living in the United States, from diverse social class backgrounds and occupations, we conducted latent variable structural equation modeling to evaluate the model propositions. Overall, we found full (17) and partial (1) support for 18 of the 20 model propositions, which included direct effects along with mediating and moderating effects. Person-environment fit, career commitment, and work meaning appear to be critical in helping to translate a perceived calling and access to opportunity into a lived calling. Additionally, calling motivation, organizational support, and job crafting may play a key role in helping employees with a calling experience more fit with their work environments. Taking these findings into consideration, we explore practical implications for career counselors and employers and highlight future directions for scholars using the WCT. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

The development and initial validation of need satisfaction scales within the psychology of working theory.

The psychology of working theory (PWT; Duffy, Blustein, Diemer, & Autin, 2016) provides a framework to understand predictors and outcomes of decent work. Given that basic need satisfaction is hypothesized to be a primary mediator in the link between decent work and well-being, it is essential to have valid and reliable scales that are consistent with the PWT framework. In the current study, we developed the Work Needs Satisfaction Scales, a set of instruments designed to measure satisfaction of survival, social contribution, and self-determination needs from a PWT perspective. In Study 1 (N = 345), a pool of items was developed and exploratory factor analysis was conducted, resulting in five 4-item scales representing survival need satisfaction, social contribution need satisfaction, and three components of self-determination need satisfaction (i.e., autonomy, competence, relatedness). In Study 2 (N = 476), we used confirmatory factor analysis to test 4 different structural models, finding that there were no significant differences between models. Thus, results offer a flexible 5-factor model, the structure of which may be adapted based on theory and researcher needs. Authors provide theory-driven recommendations on how to best use choice of structural models for PWT research. Finally, we demonstrated convergent, discriminant, and concurrent validity for the structural model most consistent with the PWT. Implications for research and practice are discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).