Career adapt-abilities scale in Ghana: Psychometric properties and associations with individual-level ambidexterity and employees’ service performance Emmanuel Affum-Osei 1 & Collins Opoku Antwi 2 & Inusah Abdul-Nasiru 3 & Eric Adom Asante 4 & Michael Osei Aboagye 5 & Solomon Kwarteng Forkouh 6 # Springer Science+Business Media, LLC, part of Springer Nature 2019 Abstract This study examined the psychometric properties of the Career Adapt-Abilities Scale (CAAS) in Ghana and its associations with individual-level ambidexterity and employees’ service performance. The CAAS International-Form constitutes four sub-scales, each with six items, which measure career concern, career control, career curiosity, and career confidence as self-regulatory resources that could help individuals to effectively manage occupational transitions, developmental tasks, and work roles. We hypothesized that career adaptability relates positively to the two outcomes. We tested the internal consistency, factor structure, and the hypotheses with 443 service representatives in Ghana. Results indicated that the overall CAAS score and sub-scales were good and reliable. The factor structure was identical to that of the CAAS International-Form. As expected, career adaptability positively related to individual-level ambidexterity and employees’ service performance. These findings provide insights for research and career development. Keywords Career adaptability . CAAS . Individual-level ambidexterity . Self-regulation . Measurement equivalence Instability is a well-known mark of vocational life and is ever more real with the rapidly evolving technological transformation, upsetting the socio-economic and cultural structures of modern economies. The global financial crisis, high unemployment, mass migration, and systemic insecurities (Ackah-Baidoo 2016; Gontkovičová et al. 2015; Eggert et al. 2010; Wu 2011), are symptomatic of these upsets, which have and continue to mold the design of twenty-first century work. With ever-changing work context, worker adaptability (i.e., the attitudes, competencies, and behaviors that individuals use in fitting them- selves to work that suits them (Savickas 2005)), is central to achieving harmonic equilibrium – person-environment fit (Andela and van der Doef 2018; Jiang 2016; Savickas and Porfeli 2012). Career adaptability (defined by Savickas (1997) as individual’ s resources for coping with current and anticipated tasks, transitions, traumas in their occupational roles, that, to some degree large or small, alter their social integration) is regarded as essential and malleable psychosocial resource of * Emmanuel Affum-Osei affumosei@link.cuhk.edu.hk Collins Opoku Antwi cantwi28@yahoo.com Inusah Abdul-Nasiru iabdul-nasiru@ug.edu.gh Eric Adom Asante adomasante@ln.hk Michael Osei Aboagye aoseimichaelaboagye@yahoo.com Solomon Kwarteng Forkouh 2967494454@qq.com 1 Department of Psychology, The Chinese University of Hong Kong, Sino Building, RM, Hong Kong 338, SAR, China 2 Business School, University of Shanghai for Science & Technology, Shanghai, China 3 Department of Psychology, University of Ghana, Legon, Ghana 4 Department of Management, Lingnan University, Hong Kong, China 5 Department of Childhood Education, Zhejiang Normal University, Jinhua, China 6 Department of Entrepreneurship and Finance Management, Kumasi Technical University, Kumasi, Ghana Current Psychology https://doi.org/10.1007/s12144-019-00406-7