Schemas in the Workplace 3 (REB#2021-12-005)

How are developmental experiences related to perceptions of (person-job and person-career) fit? Do person-organization fit, perceived supervisor support, and abusive supervision impact the relationship between developmental experiences, perceived acceptance, (dis)connection, and rejection, and person-job fit and career compromise?

Measures:
Demographic Measures:
Age, gender, country, ethnicity, primary language, highest education level, marital status, employment status, tenure, personal income, household income, sector and occupational group [per US SOC classifications], childhood and current/future socioeconomic status.

Development Measures:
• Childhood Harshness (Resource Scarcity) Scale: 11 items (Maranges et al., 2022).
• Childhood Unpredictability Scale: 15 items (Maranges et al., 2022)

Schema Measures
• Young Positive Schema Questionnaire: 19 items from the Connection and Acceptance Domain (Louis et al., 2018)
• Young Schema Questionnaire Short Form (YSQ-S3): 30 items from the Disconnection and Rejection Domain (Young, 2005)

Supervision Style Measures
• Shorted Abusive Supervision Measure (Modified from Abusive Supervision Measure): 5 items (Tepper, 2000 as cited by Mitchell & Ambrose, 2007)
• Perceived Supervisor Support (Modified from the Survey of Perceived Supervisor Support; SPSS): 13 items (Eisenberger et al., 2002 as cited by Burns, 2016)

Fit Measures
• Person-Job Fit Scale (P-J Fit Scale): 9 items (Brkich et al., 2002)
• Person-Organization Fit Scale (Value Congruence): 3 items (Cable & DeRue, 2002)
• Career Compromise Scale: 6 items (Creed & Gagliardi, 2015)
• Job fit facet of Workplace Identity Scale (Sulphey, 2020)