Relationship between Career Decision, Self Efficacy and Vocational Identity among UiTM Shah Alam Generation Z

Hairul Fazzlinyana Mohd Harris,Asmah Ismail

doi:10.5296/ijhrs.v11i4s.19230

Abstract

The concept of career decision self-efficacy has been a topic of discussion for a long time and remains an important concept up to this day. Career counselling is effective in helping students in their career development. The current study examined the relationship between career decision self-efficacy and vocational identity. We followed the expectations of the Social Cognitive Career Theory (SCCT) and hypothesized that there is a significant relationship between career decision self-efficacy and vocational identity. We also studied the differences between genders on the two variables and the effect of career decision self-efficacy on vocational identity. The sample of the study comprised of 243 Generation Z participants from UiTM Shah Alam. The finding shows that there are no differences between genders on the career decision self-efficacy and female and vocational identity and female, which finding is in contrast to previous findings. The result of the study also shows that there is a significant relationship between career decision self-efficacy and vocational identity. The last finding shows a statistically significant result where career decision self-efficacy contributes significantly to vocational identity and career decision-making self-efficacy explains 13 % of the variance in Vocational Identity. Therefore, this research provides information that can help to enhance students in the context of career counselling.

Highlights

According to Pulevska-Ivanovska et al (2017), the work-life balance plays a crucial role for Generation Z
Koumoundourou et al (2012) research shows that female students score higher on positive characteristic and career decision self-efficacy beliefs
According to the result in this study, it shows that both Career Decision Self -Efficacy (CDSE) and Vocational Identity bear no difference between genders for the members of Generation Z in UiTM Shah Alam

Summary

Introduction

According to Pulevska-Ivanovska et al (2017), the work-life balance plays a crucial role for Generation Z. Generation Z focuses on the values that benefit them rather than the company. Generation Z does not hesitate to quit their jobs to accommodate to their family lives. They prefer to be in a flexible working environment where they have the ability to work part time in accord to them being able to focus on their personal lives (Twenge et al, 2010). Lancaster and Stillman (2003) observed that Generation Z is more focused on their intrinsic motivations because they want the family life that they previously lacked – where their parents used to work too much resulting in them having less time to be at home They prefer to be in a flexible working environment where they have the ability to work part time in accord to them being able to focus on their personal lives (Twenge et al, 2010). Lancaster and Stillman (2003) observed that Generation Z is more focused on their intrinsic motivations because they want the family life that they previously lacked – where their parents used to work too much resulting in them having less time to be at home

Methods

Results

Conclusion