Career adaptability is an important resource for dealing with career transitions such as the transition from university to work. Previous research emphasized the importance of focusing on career adapt-abilities instead only on general career adaptability. The aim of this research was to investigate whether career adaptability can be conceptualized as a bifactor model and whether general and specific dimensions of career adaptability have a relationship with job-search self-efficacy of graduates. In an online cross-sectional study, 667 graduates completed the Career Adapt-Abilities Scale and Job Search Skill and Confidence Scale. The CFA analysis showed that the bifactor model of career adaptability had a good fit where general factor explained most of the items’ variance. The SEM analysis revealed that general career adaptability and the specific factor of confidence positively correlated with job-search and interview performance self-efficacy. Control only correlated with interview performance self-efficacy. Neither concern nor curiosity showed a significant relationship with job-search and interview performance self-efficacy.

职业适应性是处理职业过渡（例如从大学到工作的过渡）的重要资源。先前的研究强调了专注于职业适应能力而不是仅仅关注一般职业适应能力的重要性。这项研究的目的是调查是否可以将职业适应性概念化为双因素模型，以及职业适应性的一般和特定维度是否与毕业生的求职自我效能感相关。在一项在线横断面研究中，有667名毕业生完成了职业适应能力量表，求职技能和自信心量表。CFA分析表明，职业适应性的双因素模型非常适合，其中一般因素可以解释大多数项目的差异。SEM分析显示，一般的职业适应能力和特定的信心因素与求职和面试表现的自我效能感呈正相关。控制只与面试表现的自我效能感相关。无论是关注还是好奇都与求职和面试表现的自我效能感没有显着关系。