The Work and Meaning Inventory (WAMI; Steger, Dik, & Duffy, 2012) is a 10-item self-rating questionnaire measuring meaning at work. Three subscales assess the degree to which work is perceived as being meaningful (positive meaning, PM), contributing to meaning in life (meaning making, MM), and serving others (greater good, GG). The German version was developed in a translation-back translation procedure. Initial data analysis (n = 252 adults) indicated satisfactory reliability and construct validity. However, inconsistencies in factor structure (i.e., PM and MM converged into one factor) required further investigation. In collaboration with Steger eight new items were included in order to improve the discrimination of PM and MM. Exploratory factor analysis of the 18 items utilizing data from a new sample (n = 367 adults) indicated a three-factor solution (i.e., Scree-test, parallel analysis). In order to develop a parsimonious measure, the best three to four items (main loadings > .45, cross-loadings < .20; full representation of intended content of scales) were selected. Fit indices in confirmatory factor analysis indicated a satisfactory fit. Currently, further data are being collected to examine replicability of the factorial structure, but also reliability and construct validity. Latest results on descriptive statistics, reliability, and validity will be presented and discussed.

Accurately measuring employee integrity, commonly referred to as Counterproductive Work Behaviour (CWB), is a growing concern for organizations. Case reviews and high profile media exposés show the pervasive damage companies experience worldwide as a result of employee CWB, as well as the lack of recognised overt assessments available. Globally, the measurement of obstructive work behaviours remains an underdeveloped area of testing, which contrasts to its demand. The paper outlines the development of an assessment aimed at measuring individuals’ likelihood of engaging in CWB. The design draws upon research suggesting that attitudes and subjective norms are strong predictors of intentions of engaging in CWB. As such, the assessment is designed to measure people’s attitudes and dispositions towards instances of CWBs to predict their likelihood of engaging in CWB. Six broad dimensions measured by the assessment were derived from an extensive organisational field survey conducted in three languages (English, French, and Spanish) with 109 companies from 35 different countries. The behavioural content was then referenced to ISO 26000, which details the internationally recognised standards for organisational social responsibility. Preliminary findings from statistical analyses will be discussed to show the test’s efficiency in predicting CWB as well as its international application.

Civic-economical competence is defined as the ability to understand private, economical and economic-political problems, to judge suggested solutions for complex problems, and to develop solutions for less-complex problems. To date there has been no two-dimensional instrument for assessing civic economic competence in commercial apprenticeship developed; although based on theoretical reasons such an instrument is urgently needed for an international comparison. Additionally, there is a gender gap in economic competence, which needs to be checked for an international comparison. Hence, in our study we evaluate a newly developed two-dimensional online tool for the German-speaking commercial apprenticeship in Switzerland and Germany and check it for any gender gap. Based on our pilot studies (Germany: n = 260, Switzerland: n = 250), our developed and adapted online instrument is checked by a sample comprising 874 German commercial apprenticeship students. Our item-analysis (IRT, DIF), the modeling of the postulated two-dimension civic-economic competency and the gender gap check will be presented. The results show the usefulness of the instrument to assess civic-economical competence in commercial apprenticeship. Our presentation will also be focused on the methodological challenges faced while developing an online instrument, analyzing its psychometric properties and checking the gender gap.

The career anchors developed by Schein (1975; Schein & van Maanen, 2013) have been continuously refined, and consist of 3 components of the career-self-concept: self-perceived talent and abilities; self-perceived motives and needs; and self-perceived attitudes and values. Schein defines eight career anchors (i.e Technical/functional competence; General managerial competence; Autonomy/independence; Security/stability; Entrepreneurial creativity; Service/dedication to a cause; Pure challenge and Lifestyle) and posits that individuals’ career choices in the past and in the future are affected by the predominant career anchor of a person. In line with today’s call for qualitative and quantitative approaches in career counseling (e.g. Savickas, 2012) career anchors can and should be assessed by a questionnaire supplemented by a qualitative interview. Danziger, Rachman-Moore, and Valency (2008) recommend splitting Entrepreneurial creativity into Entrepreneurship and Creativity. Following this suggestion we will present results of a German version measuring 9 career anchors. In-depth analysis of the factor structure and the differential item functioning (DIF) were conducted with a online sample of 3000 persons. Practical implications for career counselling will be discussed. Practical implications will rely on the use of norm versus raw data and on the combination of qualitative and quantitative approaches in career counselling.