Abstract
The purpose of this study is to examine the factorial validity of the Career Growth Scale (CGS), which was originally developed by Weng and Hu. Using a sample of 230 South Korean employees, we confirmed that Weng’s four-factor model was appropriate for assessing career growth. When comparing Korean with Chinese employees, Korean employees had relatively higher scores on two CGS subscales, Career Goal Progress and Promotion Speed. Results indicated that the CGS was a valid instrument to measure career growth in Korean employees, suggesting the possibility that the CGS could be used regardless of cultural background. Implications for future research, practice, and limitations are discussed.
Original language | English |
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Pages (from-to) | 26-36 |
Number of pages | 11 |
Journal | Journal of Career Development |
Volume | 43 |
Issue number | 1 |
DOIs | |
State | Published - 1 Feb 2016 |
Bibliographical note
Funding Information:The author(s) disclosed receipt of the following financial support for the research, authorship, and/or publication of this article: This work was supported by the National Research Foundation of Korea Grant funded by the Korean Government (NRF-2014S1A3A2044196).
Publisher Copyright:
© 2015, © Curators of the University of Missouri 2015.
Keywords
- career growth
- cross-cultural validation
- job satisfaction
- turnover