The purpose of this study was to examine the psychometric properties of the goal orientation (GO) scale across job search contexts to facilitate its use in large and varied search settings. A sample of 720 job losers and new entrants’ job seekers in Ghana completed the survey. Confirmatory factor analysis supported the three-factor theoretical structure (Learning goal, Performance-prove goal, and Performance-avoid goal orientations) for both new entrants’ and job losers’ samples. Results of the invariance test reached measurement equivalence across job search contexts and genders. Furthermore, GO dimensions correlated differently with some cognitive self-regulation criterion variables (employment commitment, self-control, learning from failure, and strategy awareness) thus, providing evidence of convergent and discriminant validity. Overall, the study provides additional support for the job search GO measure for use across different job search contexts.
Bibliographical noteThis research is supported by a thesis support grant provided to the first author as part of a fully-funded Hong Kong PhD Fellowship Scholarship by the Research Grants Council (RGC).
- Job search
- goal orientation
- job search context
- measurement invariance