Career exploration and its influence on the relationship between self-efficacy and career choice: The moderating role of social support

Career choice is a highly complex process. The growth in the number, nature, and overlap between occupations creates a more multifaceted career landscape, especially for young people. This study expands the Social Cognitive Career Theory (SCCT) by developing a model that includes additional factors influencing career choices, such as self-efficacy, career exploration, and social support. A convenient sampling method was applied, with 340 Vietnamese students responding to the questionnaire on Google Forms between August and October 2022. The results supported the research hypotheses, with environmental exploration emerging as the most decisive factor influencing career choice. The most exciting finding of this article is the negative impact of social support on the relationship between environmental exploration and career choice. Finally, the results underscore the significance of implementing career guidance and providing career experiences for university students at educational institutions.

Academic independent directors in China: factors influencing career decision-making

Purpose

The board independence norm has shaped corporate governance globally, but research on the supply of independent directors (IDs) is limited. “New careers” studies suggest that dynamic non-conventional career paths are evolving, but empirical evidence is mostly limited to Western societies. The authors studied reasons for academics to consider taking on an ID role in firms in China.

Design/methodology/approach

Employing a quantitative methodology, data were collected via a survey targeting 1,500 academics, representing a quarter of business-linked academics in China's National Key Universities. The response rate was 55% and, after eliminating irrelevant responses, the sample used comprised 581 academics, 111 of whom have taken on an ID role.

Findings

Career orientation and work attitudes play significant roles in decision-making around career success. Becoming an ID can be a rewarding and positive career path for academics who look for additional responsibility, income and impact. This new academic career path manifests in how career actors interact with each other to reach a state of equilibrium in a wider career ecosystem. Appointing academics with relevant knowledge and willingness to create impact can help organisations – both firms and academic institutions.

Practical implications

Becoming an ID can increase future collaborations and success in terms of research and corporate governance, and offer individuals another route to career success.

Originality/value

The results contribute to research on career studies and corporate governance, revealing a new source of talent for firms and a new career path for academics.

Autonomous Versus Controlled Motivation on Career Indecision: The Mediating Effect of Career Exploration

Effective career decision-making outcomes may depend on the type of motivation underlying career development. The purpose of this study was to analyze how autonomous and controlled motivation predict exploration behaviors and career indecision and in which degree the effect of motivation on indecision is mediated by career exploration (environmental exploration, self-exploration, intended-systematic exploration and amount of information), among a group of high-school students (10th, 11th, and 12th grades, N = 523, M = 16.40). An integrative model was tested using path analysis to test direct and indirect effects and model fit (AMOS 20.0). The final model showed good fit to the data. Three indirect effects were found significant, being self-exploration, and amount of information presented as mediators. Our results highlight the importance to design career interventions not only focusing on promoting exploration behaviors but also on creating purposeful planning, based on students’ reasons underlying their involvement in the career decision-making process.

Personality and Chinese adolescents’ career exploration: The mediation effects of self-efficacy and perceived parental support

The study compared the contributions of self- and social-oriented personality factors to Chinese adolescents’ career exploration with a longitudinal perspective. The mediation effects of career decision self-efficacy and perceived parental support were also investigated. A total of 488 high school students in Hong Kong took three waves of a questionnaire survey at Grade 10, Grade 11 and Grade 12 respectively. The results indicated that adolescents’ career exploration at Grade 12 could be predicted by both self- and social-oriented personalities at Grade 10. Specifically, both self- and social-oriented personality factors could contribute to adolescents’ environmental exploration, and the effect was mediated by perceived parental support at Grade 11, after controlling for the effect of career exploration at Grade 11; whereas self-oriented personality factor could contribute to self-exploration, and the effect was mediated by career self-efficacy at Grade 11. The implications for career counseling and education for Chinese adolescents are discussed.

Validation of the Vocational Identity Status Assessment (VISA) Using Chinese Technical College Students

Developing a vocational identity is one of the most important tasks facing any adolescent, and vocational identity has become a focus of attention in career education and guidance for decades. However, few studies have been conducted on this topic in China due to a lack of relevant measures. The purpose of this study was to validate a Chinese version of the Vocational Identity Status Assessment (VISA) using 1,650 Chinese technical college students. The 30-item VISA–Chinese Version was found to have sound reliability and validity and with measurement invariance across age groups. This study contributes to the vocational identity literature by demonstrating the usefulness of VISA–Chinese Version.

Five-Factor Personality Traits and RIASEC Interest Types: A Multivariate Meta-Analysis

Determining the relationships between five-factor model (FFM) personality dimensions and Realistic, Investigative, Artistic, Social, Enterprising, and Conventional (RIASEC) types is important for counselors and clients during the career choice process. There have been mixed findings regarding this relationship, necessitating this research. The purpose of this study was to determine the relationship between the FFM and RIASEC interest types employing a multivariate meta-regression meta-analysis. Thirty-four studies with 43 independent samples comprising 19,872 participants were employed. Moderator variables included mean age, country of sample, publication year, and FFM and RIASEC Measurement Scales. Estimated correlations between FFM and RIASEC scores ranged from −.08 to .36 suggesting that personality and interests are more distinct constructs than previously thought. FFM Measurement Scales and RIASEC scores by country of sample are important moderating variables in the FFM-RIASEC relationship. The findings have important implications for counseling and research.

Relation of Reinforcement Sensitivity on Vocational Interest and Self-Efficacy

Using the constructs of the behavioral activation system (BAS) and behavioral inhibition system (BIS), as defined by the reinforcement sensitivity theory of personality, the purpose of this study was to determine new linkages between personality traits and interest/self-efficacy across Holland’s hexagon. Specifically, it was proposed that (a) the BAS would positively relate to global liking of vocational interest and negatively relate to global disliking of interest; (b) the BAS would positively relate to enterprising interest and social/enterprising self-efficacy; and (c) the BIS would negatively relate to realistic interest and self-efficacy in a sample of 265 college students. The hypotheses were mostly supported. The BAS was found to be meaningfully positively related to (a) global liking of vocational activities, (b) enterprising interest, and (c) social and enterprising self-efficacy. The BIS was found to be meaningfully negatively related to realistic interest but not realistic self-efficacy. Limitations, implications, and future research are discussed.

Career Decision Ambiguity Tolerance and Its Relations With Adherence to the RIASEC Structure and Calling

While career decision ambiguity tolerance (CDAT) has been repeatedly shown to play a salient role in career decision-making, a potential revision of its measurement model has been indicated in past research. More importantly, it remains less clear as to what individual characteristics are associated with high CDAT. We examined a four-factor model of CDAT (i.e., preference, tolerance, confidence, and aversion) and its associations with adherence to the realistic, investigative, artistic, social, enterprise, and conventional (RIASEC) structure and career calling in a sample of college students ( N = 248). The results of the current study supported the four-factor model being superior to the original three-factor model in representing the structure of CDAT. It was also found that adherence to the RIASEC structure was positively associated with preference, presence of calling was positively associated with confidence, and search for calling was positively associated with aversion. The implications of the results were discussed with respect to the theory and research of CDAT. Limitations and suggestions for future research were also provided.

Intraindividual Personality Profiles Associated With Realistic Interests

Investigations of the link between the Big Five personality traits and vocational interests have typically found no consistent relationships between personality traits and Realistic interests. The present article uses intraindividual criterion profile analysis in two studies to identify patterns in the relationships between personality traits and Realistic interests not found by previous investigations. In the first study, personality scores from two inventories were used to predict Realistic overall, basic, and occupational interests for 574 adults. Realistic–Producing interests were driven by high intraindividual Openness and low Extraversion. Realistic-Adventuring interests were marked by low intraindividual Agreeableness and high Extraversion. The Intellect aspect of Openness, not the Experiencing aspect, drove the Openness–Producing relationship. In the second study, reanalysis of 19 additional samples from the literature confirmed the important role of Openness to Intellect, but not Experiencing, in driving Producing interests. Gender moderated profile pattern shapes. Generally, personality profile pattern, not absolute levels of traits, drove the validity of personality traits in explaining Realistic vocational interests.

Temporary Workers’ Satisfaction

Workers exposed to job insecurity and job changes are ever increasing, however, studies among temporary workers are underrepresented in the literature. This study adopts a positive approach to the topic investigating the individual factors leading temporary workers to take advantage from their flexible jobs. This study, carried on among 471 temporary workers, hypothesized that self-efficacy and internal locus of control are associated with work satisfaction and with the perception of situational opportunities. Moreover, self-efficacy is posited to indirectly relate to work satisfaction through the perception of situational opportunities and career enhancement strategies. Findings attested a direct association between internal locus of control and satisfaction and an indirect association between self-efficacy and work satisfaction.

Relation of Environmental and Self-Career Exploration With Career Decision-Making Difficulties in Chinese Students

The relationship of environmental exploration (EE) and self-exploration (SE) with three dimensions of career decision-making difficulties was examined in a sample of Chinese college students ( N = 911) using a structural equation modeling model comparison approach. Results indicated that neither self- nor environmental exploration predicted lack of readiness difficulties, but both were equally predictive of information-deficit problems. Finally, only SE was predictive of information inconsistency. The implications of this study are discussed and suggestions for future research are provided.

The Impact of Economic Perceptions on Work-Related Decisions

The most recent economic downshift demands that researchers gain a better understanding of the type of decisions individuals are making regarding work and the basis for those decisions. The state of the economy over the past few years warrants further examination, as the economic downturn has resulted in a dramatic shift in the availability of jobs in the workforce. The current study examined the impact of the economic downturn on the emotional and cognitive processing of individuals in regard to the decisions they make about work in two separate studies ( N = 179 and N = 82), using two measures (Perceptions of Economy [POE] scale and Work Decisions scale) that allowed us to assess economic perceptions and work-related decisions quantitatively. Results indicated support for the instruments and that POEs account for 5% of the variance in work-related decisions.

Validierung einer deutschsprachigen Version des Career Futures Inventory (CFI)

Das Career Futures Inventory (CFI; Rottingaus, Day & Borgen, 2005 ) erfasst die drei laufbahnbezogenen Zukunftsfaktoren career adaptability (Berufliche Anpassungsfähigkeit), career optimism (Beruflicher Optimismus) und knowledge of job market (Arbeitsmarktwissen). Die Ziele dieser Studie waren (a) eine deutschsprachige Version des CFIs zu konstruieren und (b) an zwei Stichproben mit Erwerbstätigen mittels (c) unterschiedlicher Indikatoren des Berufserfolgs und anhand von Persönlichkeitseigenschaften zu validieren. Es konnte in beiden Stichproben (N1 = 153; N2 = 110) die 3-faktorielle Struktur des CFIs nachgewiesen werden. Zudem konnten Annahmen zur konvergenten und diskriminanten Validität in beiden Stichproben bestätigt werden, da die CFI-Faktoren in erwarteter Richtung mit Berufserfolg (z. B. Beförderungen, Karrierezufriedenheit) bzw. Persönlichkeitseigenschaften (d. h. Big Five) korrelierten bzw. nicht korrelierten. Eine Analyse der inkrementellen Validität zeigte, dass Arbeitsmarktwissen zusätzliche Varianz beim Gehalt über Kontrollvariablen und Persönlichkeit hinaus erklärte. Hinsichtlich Karrierezufriedenheit war dies für beruflichen Optimismus der Fall. Diese Validierungsstudie ermöglicht den Einsatz des CFIs im deutschsprachigen Raum.

Personalidade e reações afetivas à exploração de carreira

Este estudo pretende avaliar relações entre as dimensões de personalidade e as reações afetivas à exploração de carreira em um grupo de estudantes universitários. A amostra é composta por um total de 115 estudantes universitários, 72 mulheres (63%) e 43 homens (37%), com idades compreendidas entre os 23 e os 65 anos (M= 31.28, DP= 10.58). As medidas utilizadas foram o Inventário de Personalidade NEOPI - R, para avaliar as dimensões de personalidade, e as medidas de satisfação com a informação, stress antecipado com a exploração e stress antecipado com a decisão do Career Exploration Survey, para avaliar as reações à exploração vocacional. A partir dos resultados da análise de regressão, identificou-se uma relação negativa entre a satisfação com a informação e o neuroticismo, e uma relação negativa entre o stress com a decisão e a idade. São discutidas as implicações dos resultados para a intervenção vocacional.

Evidências de validade convergente-discriminante para a avaliação dos tipos profissionais de Holland (ATPH)

Este estudo teve como objetivo buscar evidências de validade convergente-discriminante para o teste Avaliação dos Tipos Profissionais, de Holland (ATPH), com vistas a verificar as relações com a Escala de Aconselhamento Profissional (EAP). A amostra foi composta por 42 estudantes dos ensinos fundamental e médio de escolas públicas e particulares. A idade variou entre 11 e 26 anos, sendo que participaram 43% de alunos do sexo masculino, 50%, do feminino, e 7% que não informaram o gênero. Os resultados sugeriram correlações significativas entre as dimensões do EAP e as tipologias do ATPH, com magnitudes que variavam de baixas a moderadas. A partir dos dados coletados, concluiu-se que o ATPH pode ajudar na identificação dos interesses de estudantes em processos de orientação profissional e que as evidências de validade foram favoráveis.

Autoeficácia e personalidade no planejamento de carreira de universitários

O presente estudo teve como objetivo principal avaliar as relações da personalidade e da Autoeficácia Profissional com o comportamento de planejamento de carreira de universitários. Participaram do estudo 213 alunos de graduação, de ambos os sexos, com idade média de 24,8 anos (dp=4,14). Os instrumentos utilizados foram um Questionário Sociodemográfico, as Escalas de Desenvolvimento de Carreira de Universitários e a Bateria Fatorial de Personalidade. Para a análise dos dados, foram realizadas correlações de Pearson e análises de regressão. Os resultados indicaram que a Autoeficácia Profissional e os fatores de personalidade desempenharam papéis específicos na predição do Planejamento de Carreira. A Autoeficácia Profissional esteve positivamente correlacionada com o Planejamento de Carreira. Ainda, o Neuroticismo (correlação negativa), a Extroversão e a Realização mostraram-se significativamente correlacionados com essa variável. Discute-se sobre a importância de se considerarem as diferenças individuais e de se promoverem a autoeficácia no contexto de aconselhamento de carreira.

Personality Traits, Vocational Interests, and Career Exploration: A Cross-Cultural Comparison Between American and Hong Kong Students

This study compared the pattern of relationships among personality, vocational interests, and career exploration within an integrated framework between 369 American and 392 Hong Kong university students. The first hypothesis predicted differential contributions of the universal and indigenous personality dimensions based on the Cross-cultural (Chinese) Personality Assessment Inventory-2 (CPAI-2) to career exploration of the American and Hong Kong students. The second hypothesis predicted that vocational interests mediated the association between personality and career exploration of the students. Cultural differences were found between the personality predictors for Hong Kong and American students, supporting the first hypothesis. The CPAI-2 indigenous personality dimensions derived in the Chinese cultural context predicted career exploration of Hong Kong students only. The second hypothesis was partially supported: Enterprise interest type mediated the association between Social Potency and career exploration in the Hong Kong sample; Artistic interest type was the mediator in the American sample. The contributions of personality and vocational interests to students’ career exploration, and the implications to cross-cultural career counseling were discussed.

Specific and Diversive Career Exploration During Late Adolescence

The exploration literature suggests that career exploration may be separated into two distinct forms. Diversive career exploration involves learning broadly about the world of work and the self, whereas specific career exploration involves an in-depth investigation focused on aligning one’s perceptions of self and career prospects. The goal of the current study was to validate the structure of career exploration over time as being composed of diversive and specific forms. The study was conducted on a diverse sample of 308 college and work-bound youth, 19—22 years old, who were assessed annually three times. Structural equation modeling was used to test a longitudinal measurement model and the structural relationships corresponding to the noted distinction between the forms of exploration. Associations between exploration and several additional indicators of career development were further assessed. The results support the theoretically derived distinction between diversive and specific career exploration and demonstrate that they are differentially linked to career indecision, confidence, and planning. Implications for research and practice are offered in light of the results.