Career Choice Commitment Research Articles

A Matter of Mindset: The Benefit of a Growth Mindset After a Career Shock

The COVID pandemic has created a career shock felt around the world. This study examines the negative effect the pandemic has had on an individual’s career perception, career satisfaction, and career choice commitment. Using a cross-sectional design and a sample of 112 individuals working in the hospitality and tourism industry, findings indicate that the pandemic has had a significant negative influence on an individual’s career perception, career satisfaction, and career choice commitment. Furthermore, an individual’s mindset moderates this relationship such that those with a growth mindset (i.e., those who feel things can change through effort) indicated a less negative career perception and career choice satisfaction than those individuals with a more entity mindset (i.e., those who feel things cannot change through effort). These results suggest that cultivating a growth mindset could be an important factor in successfully responding to a career shock and possibly, in general, more resilient in times of uncertainty.

Relationship between Personality Trait and Career Decision-Making Self-Efficacy on the Commitment to Career Choices among Undergraduate Students of Universiti Teknologi Malaysia

Graduates who often change their careers, fail to work in the field they are involved in and faced difficulties in the career selection could be related to the problems in their career choice commitment. This study aims to examine the relationship between personality traits and Career Decision Making Self Efficacy (CDMSE) on career choice commitment among undergraduate students of the Faculty of Social Sciences and Humanities (FSSH), Universiti Teknologi Malaysia (UTM). This study uses correlational design and involves three questionnaire instruments which are The International Personality Item Pool-Mini (IPIP-FFM), Career Decision Making Self Efficacy-Short Form, and Commitment to Career Choice scale (CCCs). A total of 200 respondents consisting of year 3 and 4 FSSH students were involved in this study. Pearson correlation analysis showed that only openness trait had a significant negative relationship with TTF (r = -. 165) while extraversion trait (r = -186), agreeableness (r = -. 173) and openness (r = -. 165) has a significant negative relationship with VEC. The CDMSE also showed a significant positive relationship with TTF (r = -. 180) and a significant negative relationship with VEC (r = -. 285). Multiple regression analysis that are conducted showed only openness and CDMSE predict TTF. Combination of CDMSE (β = 0.254, p <0.05) and openness trait (β = -0.243, p <0.05) contributed 7.7% (r = 0.293) to the change in TTF variance [F (2, 197) = 9.255, p <0.05]. For the VEC dimension, only extraversion traits and CDMSE be a predictor. Combination of CDMSE (β = .0.263, p <0.05) and extraversion trait (β = -0.145, p <0.05) contributed 9.3% (r = 0.319) to the change in VEC variance [F (2, 197) = 11.190, p <0.05]. This study has implications specially to encourage students to make a good career decision making and enhance their commitment in career selection process. The findings of this study also can inspire the university institution, career counselors, and the community to help students to improve their readiness and self-confidence in career selection process. Several suggestions have also been put forward to encourage students to always be sensitive and actively involved in giving their commitment to career choice.

대학생의 그릿과 진로준비행동에서 진로선택몰입의 매개효과

The university students’ goals have a significant effect on their achievement goals on academic procrastination. The purpose of this study would like to practically analyze the mediating effect of career choice commitment in the relation between career preparation behavior and GRIT among university students. The survey students were chosen from 419(M=140, F=326) in Gangwon Province. The result was analyzed in the way of and stepwise multi-regression. Descriptive statistics and correlation analysis was performed using SPSS 22. Then, Sobel test was used to verify the mediation effect of career choice commitment within the pathway connecting GRIT to career preparation behavior. The main findings were as follows. First, GRIT had a significant direct relationship with career preparation behavior. Second, GRIT had a significant positive relationship with career choice commitment. Third, career choice commitment fully mediated the relationship of GRIT and career preparation behavior, meaning that the indirect effect of career choice commitment on career preparation behavior was significant.

간호대학생의 진로의사결정 유형과 진로선택몰입 및 진로결정 자기효능감과의 관계

본 연구는 간호대학생의 진료의사결정 유형과 진로선택몰입 및 진로결정 자기효능감과의 관계를 파악하기 위한 서술적 조사연구이다 이를 위해 간호대학 곳의 학년 명을 대상으로 . 2 4 226 설문조사를 시행하였으며, SPSS/WIN 21.0 program을 이용하여 분석하였다. 연구결과 대상자의 진로의사결정 유형은 합리형 3.77점(±.48), 직관형 3.42점(±.56), 의존형 3.88점(±.43)으로 의존형의 점수가 높고 직관형의 점수는 낮았다. 대상자의 진로의사결정 유형은 진로선택몰입(p<.001) 및 진로결정 자기효능감(p<.001)과 상관관계가 있었으며, 진로의사결정 유형 중 합리형에 영향을 미치는 요인을 파악하기 위해 회귀분석을 실시 한 결과, 진로결정 자기효능감(p<.001)과 대인관계(p=.029)가 영향을 미치는 것으로 나타났으며, 이 중 가장 큰 영향을 미치는 요인은 진로결정 자기효능감(=.673) 이었다. 이에 진로의사결정 유형 중 합리적 의사결정 유형을 높이기 위한 지도와 자기효능감 향상을 위한 교육프로그램 개발이 필요하며, 진로의사결정 유형별 적절한 진로지도 전략이 필요 할 것이다.

University undergraduates’ career choice commitment: An analysis of two samples

Career development is a rather popular research area. Previous studies have revealed numerous factors that are relevant for the process of career planning during various stages of life. The constantly changing and challenging world, as well as the demand of new competencies in the labour market, draw attention to the time when an individual leaves school and sets future career goals preparing to enter the world of work. There is still an open question which psychological factors could be crucial for the smooth career goal setting at this time. The present study aims to explore one’s future career intentions after one has already chosen a study major. The study had the following goals: to analyse whether career choice commitment (having future career goals related to one’s major) can be predicted by the level of career choice satisfaction, expected real-ideal and real-prestigious job fit, and personality factors such as neuroticism and conscientiousness, conducting analysis in two samples; to explore the differences of the predictors of career goal commitment between Sample 1 and Sample 2. 185 Vilnius University undergraduates (131 females, 54 males) took part in the study. The primary sample was then subdivided into two parts, excluding the middle range data: Sample 1 consisted of participants whose career choice satisfaction was low (n = 55), and Sample 2 consisted of participants whose career choice satisfaction was high (n = 76). A two-step hierarchical regression model analysis was run in both samples. The results revealed multiple significant predictors of career choice commitment in Sample 1: the level of career choice satisfaction (low level in this sample), expected real-prestigious job fit, and, to a lesser extent, expected real-ideal job fit were significant predictors in the primary regression model. Adding neuroticism and conscientiousness to the regression model significantly changed it by increasing its R2, although only neuroticism was a significant predictor. On the contrary, in Sample 2, the level of career choice satisfaction (high in this sample) was the dominant predictor of career choice commitment, followed only by expected real-prestigious jog fit. Adding personality variables to the model didn’t produce a significant change in this case. The results provide the basis for further theoretical and practical implications in career counselling and set guidelines for the future research.

The Role of Personality and Career Decision-Making Self-Efficacy in the Career Choice Commitment of College Students

This study investigated the effects of personality and career decision-making self-efficacy on progress in career choice commitment in a sample of 184 college students. It was hypothesized that self-efficacy would mediate the relationship between neuroticism and extraversion and career choice commitment. Results revealed significant differences between White students and a composite group of students of color on the study variables. For White students, self-efficacy fully mediated the relationship between extraversion and career choice commitment, whereas for students of color, a partially mediated model fit the data in which neuroticism and extraversion were related to career choice commitment directly and indirectly through self-efficacy. The results of this study are discussed in terms of the implications they might have for career theory and research.

The relationship between spirituality, religiousness, and career adaptability

The present study examined the relationship between spirituality, religiousness, and career adaptability using a sample of undergraduate students ( N = 144). We proposed that higher levels of religiousness and spirituality would predict higher levels of career adaptability, defined in this study by career decision self-efficacy and career choice commitment. Results partially confirmed the hypothesis as intrinsic religiousness and spiritual awareness served as significant predictors of career decision self-efficacy. In addition, extrinsic religiousness-personal served as a significant predictor for tendency to foreclose on career choices. The results indicate that individuals who have a strong spiritual relationship with a higher power and are religious due to intrinsic motivation tend to be more confident in their ability to make career decisions and are open to exploring a variety of career options. Theoretical and practical implications of the results are discussed and future research directions are proposed.

Career, family and work environment determinants of organizational commitment among women in the Australian construction industry

A survey of women in the Australian construction industry was undertaken to examine the relationship between career, family and work environment variables on women's organizational commitment. Questionnaires were distributed to three hundred women in construction occupations and 109 completed and usable questionnaires were returned. Career choice commitment, satisfaction with career progression, job involvement, supervisory support and perception of the organizational diversity climate were significantly correlated with respondents' organizational commitment. No demographic or family variables were correlated with organizational commitment. Neither did organizational commitment differ significantly between women with dependent children and childless women or women with non‐dependent children. It is concluded that construction firms aiming to improve organizational commitment among female employees should ensure women have access to career development opportunities and ensure just processes are used in allocating organizational rewards. Construction firms are also recommended to implement diversity initiatives and educate employees, particularly supervisors, in supportive management for a diverse workforce.

Separation/Attachment Theory and Career Decidedness and Commitment: Effects of Parental Divorce

This study tested separation and attachment theory in relation to the career choice commitment of college students, including those from divorced families, and the impact of family status on separation, attachment, and career variables. Partial or limited support was found for separation and attachment theory. For example, conflictual independence, attachment, and financial press related moderately to vocational exploration and commitment, but not the tendency to foreclose on a career choice. The former relations tended to be stronger for students with recently divorced parents than for students whose parents divorced earlier or for those from intact homes. Students from intact families displayed more career decidedness and financial connectedness to their parents. Students with divorced parents reported higher financial press and greater attitudinal, functional, and emotional independence from fathers.

Perceived workplace conditions and first-year teachers’ morale, career choice commitment, and planned retention: a secondary analysis

The relationships between perceived workplace conditions and morale, career choice commitment, and planned retention were examined for first-year teachers in the United States. A nationally representative sample of first-year teachers (K-12) was extracted from the United States Department of Education's Schools and Staffing Surveys database for 1987–88 and 1993–94. A school culture that supports collaboration and teacher participation in decision-making was most strongly related to higher morale, stronger commitment to teaching, and intentions to remain in the profession. The discussion highlights the importance of providing supportive workplace conditions during a formalized induction year that socialize new teachers into a collaborative and participatory work-ethic that sustains commitment.