Description

The Career-Family Attitudes Scale (CFAS) is a psychological assessment tool designed to evaluate individuals’ attitudes towards balancing career and family responsibilities. This scale measures how individuals perceive and prioritize their work and family roles, including their satisfaction, conflict, and integration between these aspects of life.
Scope: The CFAS assesses various dimensions of attitudes towards career and family, including commitment, work-life balance, and perceived conflict.
Dimensions: It covers attitudes related to career aspirations, family responsibilities, work-family conflict, and the integration of professional and personal life.

Data Analysis and Usage

The analysis of data from the Career-Family Attitudes Scale (CFAS) involves:
Data Collection: Administering the scale to participants and collecting their responses regarding their attitudes and experiences related to career and family.
Scoring: Calculating scores based on responses to different items, which reflect various aspects of career-family attitudes.
Interpretation: Analyzing scores to understand individual attitudes towards balancing career and family, identifying areas of conflict or satisfaction.
Application: Using the results to inform interventions, support programs, and policies aimed at improving work-family balance and addressing conflicts.

Objectives

The main objectives of the Career-Family Attitudes Scale (CFAS) are:
Assessment of Attitudes: To evaluate individuals’ attitudes and beliefs about their career and family roles, and how these roles affect their overall well-being.
Identification of Conflict: To identify sources of conflict or dissatisfaction between career and family responsibilities and explore potential areas for improvement.
Informing Interventions: To guide the development of support programs, policies, and interventions that help individuals achieve a better work-family balance.

Calibration

The calibration of the Career-Family Attitudes Scale (CFAS) includes:
Scoring: Each item on the scale is scored to reflect the participant’s attitude towards career and family, with higher scores indicating greater satisfaction or conflict.
Statistical Analysis: Analyzing the data to ensure the reliability and validity of the scale, and comparing scores to normative data if available.
Normative Data: Using normative data to interpret individual scores in the context of general population trends or specific demographic groups.

Bibliography

Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76-88.
Kossek, E. E., & Ozeki, C. (1998). Work-family conflict, policies, and the job-life satisfaction relationship: A review and directions for future research. Journal of Applied Psychology, 83(2), 139-149.
Hammer, L. B., & Neal, M. B. (2008). Working couples: The impact of work and family on well-being. In R. S. Schuler & K. L. Williams (Eds.), Work and family: Research implications (pp. 45-67).
Frone, M. R. (2003). Work-family balance. In J. C. Quick & L. E. Tetrick (Eds.), Handbook of occupational health psychology (pp. 143-162).
Clark, S. C. (2000). Work/family border theory: A new theory of work/family balance. Human Relations, 53(6), 747-770.