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Mediating role examination of self-esteem on career decisiveness and career commitment; An empirical investigation on Thai young adults
Abstract
The self esteem plays very important role in shaping thought process and respective aspirations of one's professional career and personal lives. The present study aims to examine the mediating role of students' self esteem on career decisiveness and their commitment to actualize their desired career. The study incorporates the survey on 444 students of secondary education for observing the conceptual relationship. The quantitative research approach has been applied with the application of structural equation modeling. The findings reveal that self esteem mediates the career decisiveness and career commitment. The empirical observation has suggested behavioral modeling, counseling and mentoring interventions during different stages of career path.
... Similarly, permanent employees are perceived as having better job security than contract employees, thus influencing their career job satisfaction (Imran et al., 2015). Career satisfaction is also influenced by self-esteem (Lin et al., 2015;Shukla & Katepeth, 2016). However, little attention has been given by the studies on selfesteem in teaching (Mbuva, 2017). ...
... Self-esteem can also be defined as individuals' self-evaluation about their capabilities, significance, success, and worthiness (Khezerlou, 2017). Shukla and Katepeth (2016) believed that an individual with high self-esteem will be much appreciated by the employer as compared with a low self-esteem individual. Several studies showed a significant relationship between self-esteem and career decision-making (Shukla & Katepeth, 2016). ...
... Shukla and Katepeth (2016) believed that an individual with high self-esteem will be much appreciated by the employer as compared with a low self-esteem individual. Several studies showed a significant relationship between self-esteem and career decision-making (Shukla & Katepeth, 2016). Also, a study by (Çevik, 2017)found that teachers with high self-esteem are more likely to have high satisfaction level. ...
Recruiting and retaining prospective English teachers are two major issues worldwide because they
involve career choice satisfaction and future life. Hence, the purpose of this study is to investigate
factors influencing career choice satisfaction among English language trainee teachers from the
Institute of Teacher Education in Malaysia. Social Cognitive Theory (SCT) is used to explain the
study. This study includes personal utility value, self-esteem, and perceived organizational support as
the variables that affect career choice satisfaction. Data were collected from 127 trainee teachers who
enrolled in the Teaching English as Second Language (TESL) course at the Institute of Teacher
Education in Malaysia using a self-administered questionnaire. The study’s hypotheses were tested
using SmartPLS. This data set were analysed using reflective-formative second-order construct
because perceived utility value consists of two dimensions. The results show that personal utility
value, self-esteem, and perceived organizational support have a positive effect on career choice
satisfaction. The results offer useful information to the related education organizations and institutions
to develop and improve strategic plans in recruiting, retaining and improving the teaching workforce.
... Self-efficacy has been linked to career-decision making, perceived academic success, performance, problem solving capability, goal achievement, resilience, and achievement [22,41,43,44]. Research has showed that strong career self-efficacy is closely linked to investigative and enquiring behaviours, whereby individuals seek alternatives and perceive them to be viable options [45,46]. Shukla and Katepeth [46] emphasised the importance of thought processes that shape the careerdecision making process, self-esteem, and self-efficacy. ...
... Research has showed that strong career self-efficacy is closely linked to investigative and enquiring behaviours, whereby individuals seek alternatives and perceive them to be viable options [45,46]. Shukla and Katepeth [46] emphasised the importance of thought processes that shape the careerdecision making process, self-esteem, and self-efficacy. Self-efficacy has further been found to be significant in the process of making career decisions in relation to young people's ability and self-confidence in respect to identifying and pursuing career paths [4,47]. ...
This study examined the links between career-decision making and mental health. Levels of career indecision, rumination, general self-efficacy, sense of control, and depression in 275 high school students were assessed. Anonymous responses to five valid and reliable scales were analysed using structural equation modelling. A conceptual model was postulated and tested for goodness of fit. The results yielded that perceived external constraints acted as a significant mediator between career indecision and depression. Ruminative brooding significantly moderated the link between career indecision and perceived external constraints. The structural equation analysis on the adjusted model demonstrated an overall good model fit. The study highlights the intricate linkages and effects between students’ career decision making, thinking patterns, perceptions of external barriers, and mental health. Levels of depression and career indecision are heightened in the present study. The mechanistic model and associated findings of the study support the necessity of providing targeted interventions for high school students that concurrently address mental health concerns alongside career-decision making, whilst also ameliorating problems associated with self-efficacy, perceived barriers, and negative thought patterns.
... Esses fatos indicam que a motivação e a escolha para a carreira profissional pode ser uma variável intermediada por outros aspectos, como a autoestima (aspectos sociais e de estereótipo, por exemplo), ou o senso de coerência (situações conflitantes, estressantes, da necessidade de resiliência) (Buddeberg-Fischer et al., 2003;Buddeberg-Fischer et al., 2006;Castro & Armitage-Chan, 2016;Chaves et al., 2013;Isupova & Utkina, 2018;Karagözoğlu et al., 2008;Novo-Corti et al., 2018;Shukla & Katepeth, 2016;Shankland et al., 2018). A carreira docente, por exemplo, parece ser uma profissão pouco atrativa àqueles que não a selecionam por "vocação". ...
... Embora diversos estudos verifiquem a relação individual entre essas variáveis (Buddeberg-Fischer et al., 2003;Buddeberg-Fischer et al., 2006;Castro & Armitage-Chan, 2016;Chaves et al., 2013;Karagözoğlu et al., 2008;Shukla & Katepeth, 2016;Tartas et al., 2014;), parece existir uma lacuna teórica no que se refere a análise conjunta dos seus efeitos e no contexto da formação profissional em nível stricto sensu. Desse modo, acredita-se que a análise da inter-relação dessas variáveis pode ser útil para explicar o comportamento dos estudantes de pós-graduação stricto sensu em seguir carreira acadêmica. ...
O estudo analisa a influência dos traços de personalidade na motivação para a carreira profissional a partir da mediação do senso de coerência e da autoestima em acadêmicos de pós-graduação stricto sensu em ciências contábeis no Brasil. O instrumento de pesquisa foi composto por um questionário com escala tipo Likert de 7 pontos. Obteve-se 208 respostas válidas, analisadas pela técnica de modelagem de equações estruturais. Os resultados apontam que os traços de personalidade influenciam, de forma direta, na motivação dos acadêmicos na escolha de seguir ou não a carreira acadêmica. A variável autoestima mediou a relação entre os traços de personalidade e sua motivação para carreira profissional. Concluiu-se que os traços de personalidade e a motivação para a carreira são influenciados pelo senso de coerência e autoestima. Além das contribuições teóricas, que se refere a lacuna existente da análise das três variáveis conjuntamente, o estudo permite evidenciar dois pontos para os membros dos programas de pós-graduação; que os traços de personalidade dos alunos influenciam na sua decisão de seguir a carreira profissional acadêmica, e; as situações vivenciadas por esses acadêmicos durante a pós-graduação (estresses, cobranças, estímulos e reconhecimentos) podem ter efeitos na sua motivação e impactar diretamente no seu desempenho stricto sensu e na sua decisão de seguir ou não na área acadêmica.
The purpose of this study was to investigate the relationship of career goal and self-esteem among adolescents. A sample of 221 high school sophomores and juniors was administered the Rosenberg Self-Esteem Scale (RSE). Their teachers also were asked to rate the students' self-esteem using the Self-Esteem Rating Scale for Children (SERSC). It was found that, on both the RSE and SERSC, adolescents with some career goals had significantly higher self-esteem than did those without any career goal.
Three studies investigated the relation between adult attachment security and symptoms of depression. Study 1 examined the overall magnitude of the association between adult attachment and depression, and Studies 2 and 3 tested whether this relation was mediated by dysfunctional attitudes and low self-esteem. Results from the three studies were consistent with a mediation model. This model suggests that insecure adult attachment styles are associated with dysfunctional attitudes, which in turn predispose to lower levels of self-esteem. Such depletions in self-esteem are directly associated with increases in depressive symptoms over time. Insecure attachment appears to lead to depressive symptoms in adulthood through its impact on self-worth contingencies and self-esteem.
Self esteem has become a household word. Teachers, parents, therapists, and others have focused efforts on boosting self-esteem, on the assumption that high self-esteem will cause many positive outcomes and benefits-an assumption that is critically evaluated in this review. Appraisal of the effects of self-esteem is complicated by several factors. Because many people with high self-esteem exaggerate their successes and good traits, we emphasize objective measures of outcomes. High self-esteem is also a heterogeneous category, encompassing people who frankly accept their good qualities along with narcissistic, defensive, and conceited individuals. The modest correlations between self-esteem and school performance do not indicate that high self-esteem leads to good performance. Instead, high self-esteem is partly the result of good school performance. Efforts to boost the self-esteem of pupils have not been shown to improve academic performance and may sometimes be counterproductive. Job performance in adults is sometimes related to self-esteem, although the correlations, vary widely, and the direction of causality has not been established. Occupational success may boost self-esteem rather than the reverse. Alternatively, self-esteem may be helpful only in some job contexts. Laboratory studies have generally failed to find that self-esteem causes good task performance, with the important exception that high self-esteem facilitates persistence after failure. People high in self-esteem claim to be more likable and attractive, to have better relationships, and to make better impressions on others than people with low self-esteem, but objective measures disconfirm most of these beliefs. Narcissists are charming at first but tend to alienate others eventually. Self-esteem has not been shown to predict the quality or duration of relationships. High self-esteem makes people more willing to speak up in groups and to criticize the group's approach. Leadership does not stem directly from self-esteem, but self-esteem may have indirect effects. Relative, to people with low self-esteem, those with high self-esteem show stronger in-group favoritism, which may increase prejudice and discrimination. Neither high nor low self-esteem is a direct cause, of violence. Narcissism leads,to increased aggression in retaliation, for wounded pride. Low self-esteem may contribute to externalizing behavior and delinquency, although some studies have found that there are no effects or that the effect of self-esteem vanishes when other variables are controlled. The highest and. lowest rates of cheating and bullying are found in different subcategories of high self-esteem. Self-esteem has a strong relation to happiness. Although the research has not clearly established causation, we are persuaded that high self-esteem does lead to greater happiness., Low self-esteem is more likely than high to lead to depression under some circumstances. Some studies support the buffer hypothesis, which is that high self-esteem mitigates the effects of stress, but other studies come to the opposite conclusion, indicating that I the negative effects of low self-esteem are, mainly felt in good times. Still others find that high self-esteem leads to happier outcomes regardless of stress or other circumstances. High self-esteem does not prevent children from smoking, drinking, taking drugs, or engaging in early sex. If anything high self-esteem fosters experimentation, which may increase early sexual activity or drinking, but in general effects of self-esteem are negligible. One important exception is that high self-esteem reduces the chances of bulimia in females. Overall, the benefits of high self-esteem fall into two categories: enhanced initiative and pleasant feelings. We have not found evidence that boosting self-esteem (by therapeutic, interventions or school programs) causes benefits. Our findings do not support continued widespread efforts to boost self-esteem in the hope that it will by itself foster improved outcomes. In view of the heterogeneity of high self-esteem, indiscriminate praise might just as easily promote narcissism, with its less desirable consequences. Instead, we recommend using praise to boost self-esteem as a reward for socially desirable behavior and self-improvement.
A Monte Carlo study compared 14 methods to test the statistical significance of the intervening variable effect. An intervening variable (mediator) transmits the effect of an independent variable to a dependent variable. The commonly used R. M. Baron and D. A. Kenny (1986) approach has low statistical power. Two methods based on the distribution of the product and 2 difference-in-coefficients methods have the most accurate Type I error rates and greatest statistical power except in 1 important case in which Type I error rates are too high. The best balance of Type I error and statistical power across all cases is the test of the joint significance of the two effects comprising the intervening variable effect.
In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators. (46 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Prior literature examines the direct relationship between personality traits and body esteem. This article explores the possibility that self-esteem mediates this relationship. 165 undergraduate women and 133 men (age 18-21; 42.6% Hispanic, 28.9% Asian, 28.5% Caucasian) completed items measuring personality traits (Big Five), self-esteem, and body esteem. Path analyses were used to test for mediation. The analyses confirmed that in both men and women self-esteem mediated the relationship between three personality traits and body esteem: higher levels of conscientiousness, emotional stability, and extraversion were associated with higher self-esteem and consequently higher body esteem. Once self-esteem was included in the model the relationships between personality traits and body esteem were not significant, suggesting full mediation. In addition, the analyses revealed several racial/ethnic differences. In Asian American participants, self-esteem mediated the relationship between conscientiousness and body esteem and between emotional stability and body esteem. In Hispanic Americans, self-esteem mediated the relationship between conscientiousness and body esteem and between extraversion and body esteem. And in Caucasian Americans, self-esteem mediated the relationship between emotional stability and body esteem and between extraversion and body esteem. The most important contribution of this study is evidence for an indirect relationship between personality traits and body esteem, with this relationship being mediated by self-esteem. This has important implications for the study of personality and eating disorders in young adults, most particularly implying a need for more emphasis on self-esteem as a predictor of body image problems.
The counseling of adolescents in order to make a vocational choice is a key step along the path of career development. According to an consistent body of research, this study was designed in order to explore the contribution of career decision self-efficacy, locus of control, academic self-esteem, personality traits and parental support to the prediction of career indecision among adolescents. The career locus of control, academic self-esteem and neuroticism were significant predictors of career indecision. The main results were discussed in the context of their relevance for the counseling of adolescents in career choice and development.
The major focus of this study was to examine attitudes toward seeking professional psychological help in relation to some demographic variables, self-esteem, and depression. Three hundred and fifty undergraduate students enrolled at UAE University completed measures of attitudes toward seeking professional help (ASPPH), self-esteem, and depression. Demographic information was also obtained. Factor analysis of the ASPPH scale revealed three moderately internally consistent factors: 1) Confidence in Professional Help Providers, 2) Stigma Tolerance, and 3) Interpersonal Openness. Participants who were in senior years and in art-related majors showed more tolerance to stigma and more confidence in psychological help providers. High self-esteem and low depression correlated significantly with confidence in psychological help providers and stigma tolerance. Findings are discussed in the light of previous studies and the UAE culture. Research on college students' problems and needs has indicated that students are likely to encounter psychological problems during their college years for which they are in need of professional help (e.g.
This study examined the effects of individual difference variables (self-esteem, job search self-efficacy, and perceived control over job search outcomes) and job search behaviors (preparatory and active job search behavior, and job search intensity) on the employment status of recent university graduates at the time of graduation and 4 months later. The results indicate that only job search self-efficacy predicted the three job search behaviors. Job search self-efficacy also predicted employment status at graduation, and perceived control predicted employment status at both time periods. Active job search behavior and job search intensity predicted employment status at graduation, and preparatory job search behavior predicted employment status 4 months after graduation. Implications for the design and measurement of future job search research are discussed.
This meta-analysis examines gender differences in 10 specific domains of self-esteem across 115 studies, including 428 effect sizes and 32,486 individuals. In a mixed-effects analysis, men scored significantly higher than women on physical appearance (d 0.35), athletic (d 0.41), personal self (d 0.28), and self-satisfaction self-esteem (d 0.33). Women scored higher than men on behavioral conduct (d 0.17) and moral-ethical self-esteem (d 0.38). The gender difference in physical appearance self-esteem was significant only after 1980 and was largest among adults. No significant gender differences appeared in academic, social acceptance, family, and affect self-esteem. The results demon- strate the influence of reflected appraisals on self-esteem.
Theorists and researchers have raised the question of whether self-esteem has similar meanings and correlates in individualistic and collectivist cultures. This study examined the cross-cultural equivalence of the Rosenberg Self-Esteem Scale in four countries and compared its association with parental warmth and acceptance and depressed mood. Participants were 11th graders in the United States (n = 422), the Czech Republic (n = 490), China (n = 502), and Korea (n = 497). Cross-cultural similarities in the factor structure of the self-esteem scale and in the relations of self-esteem to other variables were more striking than cross-cultural differences. Across cultures, parental warmth was significantly related to both positive and negative self-image, each of which in turn was related significantly to depressive symptomatology. There was little evidence for the hypothesis that self-esteem would more strongly mediate the relation between parental warmth and adolescent depressive symptoms in the more individualistic(as opposed to collectivist) cultures.
This study examined both the mediating and moderating effects of global self-esteem on the relationship between social support and subjective well-being among Chinese university students. Three hundred and ninety-one university students (260 males and 131 females) from two different Chinese universities completed the social support scale, the self-esteem scale and the subjective well-being scale. Hierarchical regression analysis showed that global self-esteem partially mediated the influence of social support on life satisfaction and positive affect, whereas it fully mediated the influence of social support on negative affect. Moreover, global self-esteem moderated the relationship between social support and life satisfaction, and positive affect, but not negative affect. When students reported a high level of global self-esteem, those with high social support reported higher scores in life satisfaction and positive affect than those with low social support. However, there were no differences in life satisfaction or positive affect between groups with high and low social support when global self-esteem was low. The significance and limitations of the results are discussed.
Proposed on the basis of a review of the ego identity and career development literatures that variability in career exploration and occupational commitment might be related to characteristic differences in the manner by which individuals explore and commit to their ego identity in late adolescence. To test propositions about the relations between career development and identity formation, measures of ego identity status, exploratory activity, and occupational commitment were administered to 99 college students. A canonical analysis was conducted, which yielded two significant canonical roots. The 1st root, which accounted for 35% of the variance between canonical composites, indicated that occupational commitment is inversely related to the moratorium status. The 2nd root, which accounted for 11% of the variance, suggested that career exploration is positively associated with the moratorium and identity-achieved statuses and inversely related to the diffusion status. The results are related to future directions in theory, research, and practice. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Objective: The purpose of this study is to shed light on therapy-relevant factors, such as self-esteem, self-efficacy, and resources in adults with ADHD in comparison with a healthy control group. Method: A total of 43 adults who met Diagnostic and Statistical Manual of Mental Disorders (4th ed., text rev.; DSM-IV-TR) criteria for ADHD in adulthood were matched with a nonclinical sample in terms of age and gender. All participants (N = 86) were assessed with self-ratings: Symptom Checklist-90–Revised (SCL-90-R), Rosenberg Self-Esteem Scale, General Perceived Self-Efficacy Scale, and Dick’s Resources Checklist. Results: Adults with ADHD showed lower levels of self-esteem and self-efficacy when compared with the control group. The authors found some, but not all, of the resources of adults with ADHD to be reduced. In other words, people with ADHD seem to possess specific resources. Conclusion: Our results have important implications for the treatment of adult ADHD and suggest that specific therapy programs should include resources-oriented modules for enhancing self-esteem, self-efficacy, and fostering strengths.
This study examined the mediating effect of career decision self-efficacy on the relationship between the Five-Factor Model of personality and the career commitment process (i.e., vocational commitment and the tendency to foreclose) in a sample of 785 Chinese graduate students. The multiple regression analyses showed that neuroticism and conscientiousness related significantly to progress in vocational commitment both directly and indirectly through career decision self-efficacy. High agreeableness related to less premature foreclosure. In addition, career decision self-efficacy associated with greater progress in vocational commitment but also a strong tendency to foreclose. The implications for career development theory and practice are discussed.
The main objective of this study was to explore broad trends regarding how individuals from various age, educational, marital, race and gender groups in the South African organisational context differ in terms of their psychological career resources, as measured by the Psychological Career Resources Inventory. A sample of 2 997 working adults registered as students at a South African higher distance education institution participated in this study. The results indicate significant differences between the various biographical variables and the participants’ psychological career resources. In the context of employment equity, and with more women entering the workplace, this study is expected to contribute important knowledge that will inform career development practices concerned with enhancing employees’ career meta-competencies as an important element of their general employability.
Two analyses were conducted to examine gender differences in global self-esteem. In analysis I, a computerized literature search yielded 216 effect sizes, representing the testing of 97,121 respondents. The overall effect size was 0.21, a small difference favoring males. A significant quadratic effect of age indicated that the largest effect emerged in late adolescence (d = 0.33). In Analysis II, gender differences were examined using 3 large, nationally representative data sets from the National Center for Education Statistics (NCES). All of the NCES effect sizes, which collectively summarize the responses of approximately 48,000 young Americans, indicated higher male self-esteem (ds ranged from 0.04 to 0.24). Taken together, the 2 analyses provide evidence that males score higher on standard measures of global self-esteem than females, but the difference is small. Potential reasons for the small yet consistent effect size are discussed.
This study investigated the moderating role ofcareer commitment on the relationships betweenemployees' perception of company practices andorganizational commitment, and between organizationalcommitment and turnover intention. Using a sample of 225researchers from eight business-related researchinstitutes in Korea, it was found that (1) careercommitment was perceived as distinct from the twodimensions of organizational commitment (affective andcontinuance) by Korean researchers; (2) careercommitment moderated the effect of employees' perceptionof supervisory support on affective commitment; and (3) career commitment also moderated the effect ofaffective commitment on turnover intention. Thepractical and conceptual implications of these resultsare discussed.
Many studies have identified a general connection between perfectionism and depression. Particularly, the social disconnection model (Hewitt et al., 2006) states that socially prescribed perfectionism leads to depression through the felt sense of isolation. Although Korea has collectivist cultures emphasizing group goals over individual desires, no study examines this association in Korean culture. Additionally, past research has examined whether perfectionism is associated with low self-esteem and low mattering respectively. However, research has not examined how self-esteem functions with mattering in the link between perfectionism and depression. To examine these associations in Korean culture, this study implemented a preparatory study to develop the Korean version of Mattering Scale based on the scale developed by Elliott and his colleagues (Elliott et al., 2004). This study investigated the double-mediation effect of mattering and self-esteem on the relationship between perfectionism and depression. Mattering is a precedent variable for self-esteem in the link between perfectionism and depression. The present study suggests that perfectionists perceive that they are not important to others as well as that others do not care about them. These negative perceptions influence their self-esteem. These findings thus contribute to an explanation as to why perfectionists are vulnerable to depression.
A content analysis of 2 years of Psychological Science articles reveals inconsistencies in how researchers make inferences about indirect effects when conducting a statistical mediation analysis. In this study, we examined the frequency with which popularly used tests disagree, whether the method an investigator uses makes a difference in the conclusion he or she will reach, and whether there is a most trustworthy test that can be recommended to balance practical and performance considerations. We found that tests agree much more frequently than they disagree, but disagreements are more common when an indirect effect exists than when it does not. We recommend the bias-corrected bootstrap confidence interval as the most trustworthy test if power is of utmost concern, although it can be slightly liberal in some circumstances. Investigators concerned about Type I errors should choose the Monte Carlo confidence interval or the distribution-of-the-product approach, which rarely disagree. The percentile bootstrap confidence interval is a good compromise test.
This study examines the influence of three components of corporate social responsibility on team performance. In the proposed model of this study, team performance is indirectly affected by three dimensions of perceived corporate citizenship (i.e., economic, legal, and ethical citizenship) via the mediation of team efficacy and team self-esteem. Surveying members of 172 teams confirms most of our hypothesized effects. Our results show that economic citizenship influences team performance via the mediation of both team efficacy and team self-esteem. However, legal citizenship influences team performance via team efficacy alone, whereas ethical citizenship influences team performance only via team self-esteem. We discuss the theoretical and managerial implications of our findings.
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.
Throughout the 1960s and 1970s, it was argued that professional workers are more likely to be committed to their profession than their employer, especially in bureaucratic types of organizations. Since then, however, it has been suggested that professional and organizational commitments are not necessarily incompatible. The primary purpose of this study is to empirically assess the nature of the relation between professional and organizational commitment. Meta-analysis is used to integrate previous findings of relevant correlational data from 15 published studies. The results indicate a moderately strong, positive association between professional and organizational commitment, thereby supporting the currently prevailing view. Investigation of four potential moderators reveals that the degree of occupational professionalization, the individual′s position in the employing organization, and the form of professional commitment have moderating effects on the true correlation between professional and organizational commitment.
Purpose
The purpose of this paper is to expand the literature on career success by examining the moderating role of self‐efficacy on the relationship between career commitment and career success.
Design/methodology/approach
Managers and non‐manager employees and surveyed in Lebanon regarding their career commitment, self‐efficacy and career success. Regression analyses are used to test the hypotheses.
Findings
The results showed that career commitment predicted both objective (i.e. salary level) and subjective (i.e. career satisfaction) career success only for employees with average to high self‐efficacy but not for those with low self‐efficacy.
Research limitations/implications
The specific nature of the cross‐sectional sample consisting of employees working in private banking organisations may limit the generalisability of results.
Practical implications
Employees and employers may benefit from a close examination of the motivational and cognitive dimensions that are important in career‐decision making process. Highly‐committed and efficacious employees would seek challenging tasks to master their own performance accomplishments when engaging in career goals with which they see more opportunities for personal development or career growth. Organisations too will benefit from highly committed and efficacious employees if they prepare them for long‐term engagement in activities and career opportunities that contribute to career success.
Originality/value
This paper makes a valuable contribution to both career commitment and career success literatures by being one of the first to examine the moderating effect of self‐efficacy on the relationships between these important career concepts.
concerns relationships among psychosocial developmental theory, the identity-status paradigm, and psychotherapy / included are some of the author's opinions on psychotherapy / although psychotherapy is the focus of this chapter, and some of the examples given are of moderately long-term work with adults, the points made are applicable to briefer interventions undertaken by counselors and educators with adolescents
developmental dialectics / psychsocial theory and psychotherapy / exploration and commitment: psychotherapy and identity / foreclosure / moratorium / identity achievement / identity diffusion (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The purpose of this book is to present basic facts about adolescent development. Rather than taking a personal, idiosyncratic perspective, the text is written from a scientific research base. As a result, it presents what we know about adolescence, not what we feel about it. Nonetheless, personal perspectives are intertwined with research findings in order to point out the individual nature of each adolescent's experience. The individuality of adolescence, within the confines of more general group trends, is one theme that is carried throughout the text.
It should be emphasized that this is not a "how-to-raise-your-adolescent" book. It is, however, a "how-to-understand-adolescence" text. The material is presented in a manner designed to foster an understanding of how and why adolescence has evolved as it has in the United States and, basically, western civilization. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Little research attention has focused on the job-search behavior of minimally educated workers. The primary objective of the studies reported was to examine the relationship of self-reported assertive job-hunting behavior to acquisition of employment among minimally educated workers. The results of three studies provide: (a) construct validity evidence for the Assertive Job-Hunting Survey (AJHS; Becker, 1980), (b) evidence for construct similarity across minimally educated job seeker and college student populations, (c) evidence of a significant relationship between the AJHS and both subjective and objective job acquisition criteria in postdictive and predictive research designs, and (d) evidence that the AJHS, a measure of a non-cognitive variable, can make a unique contribution to the prediction of job acquisition beyond cognitive ability measures.
Compared to the other forms of work commitment, there is a paucity of research on career commitment. In this article, the authors seek to address this relative gap in the literature by building on previous research on the correlates and antecedents of career commitment and adding “new” variables to the framework. More specifically, they investigate the effects of a few previously studied factors such as job involvement, organizational commitment, and job satisfaction, and they add two more individual factors (need for achievement and work ethic) as well as some situational variables (organizational uncertainty/fear of job loss and job fit) that, to the best of their knowledge, have not been investigated in previous research. Furthermore, they examine the effects of extra-work variables (family involvement and number of dependents) on career commitment. Finally, they control for a number of key demographic variables. The authors find considerable support for the hypotheses that job involvement, organizational commitment, and job satisfaction are positively related to career commitment and find some support for a similar effect for need for achievement and work ethic. Furthermore, as predicted, fear of losing one's job was negatively related to career commitment, whereas “job fit” was positively related. The extra-work variables did not have any significant effects on career commitment. The implications for theory and practice are discussed.
According to Erikson, the formation of a vocational identity is one of the main tasks of adolescence. There is ample evidence to suggest that during this period of vocational identity formation, many adolescents experience periods of indecision regarding their career. The present study was designed to examine the relationship between the identity statuses, as operationalized by Marcia, and different kinds of career indecision. Findings supported the notion that membership in a specific identity status group was significantly related to the nature and amount of career indecision reported by 407 students in grades seven through twelve. The study is interpreted to offer evidence of construct validity for the identity and indecision measures used, and suggests avenues for further research.
This study tested whether self-esteem and mature career attitudes related to one another and complemented one another in predicting academic and work achievement for 174 college students. Analysis showed both constructs related to achievement and supported the thesis that self-esteem facilitates development of mature career attitudes, which in turn promote academic and work achievement. The findings are discussed in terms of their implications for theory and practice.
Using employee samples from a newspaper company and an insurance company, this study further examined the reliability and validity of a career commitment measure. The results of the study showed that across both samples, career commitment could be reliably measured and was operationally distinct from job involvement and organizational commitment. Findings are discussed in terms of the meaning of career commitment and the importance of further research in this area.
This study evaluated the Career Decision-Making Self-Efficacy Scale - Short Form (CDMSE-SF; Betz, Klein, & Taylor, 1996) using the Career Commitment Scale (CCS; Farmer, 1985) as a criterion measure. Responses from 165 undergraduates in a Southern university revealed high internal consistency for the CDMSE-SF, and moderate correlation between the CDMSE-SF and CCS. However, no gender or ethnic differences were found in this correlation. Females scored higher than males on the CCS. Blacks scored higher than Whites on both measures. Implications for practice and research are discussed. ® 2002 Human Sciences Press, Inc
Decisiveness, defined as the ability of the individual to engage in the decision-making process, was examined in relation to a number of parameters of psychological adjustment. Six decisiveness instruments, a series of adjustment measures, and peer rating assessments were obtained for 228 volunteer subjects. The pattern of relationships between the decisiveness measures suggested that decisiveness is not a monolithic trait, but rather is multidimensional. The relationship between the decisiveness and adjustment, with the impressionistic, global measures of decisiveness showing a stronger relationship to adjustment than the behavioral, objective ones. However, contamination of the data due to methods factors was observed, and sex was seen to be a factor in the interaction between decisiveness and adjustment. Methodological improvements and suggestions for further research are offered.
Career and Personal concerns expressed by career counselling clients. The career development quaterly
- W Anderson
Anderson, W. (1995). Career and Personal concerns expressed by career
counselling clients. The career development quaterly, 43(2), 240-245.
doi:/doi/10.1002/j.2161-0045.1995.tb00864
Antecedents and Outcomes of Career Commitment
- S Aryee
- K Tan
Aryee, S., & Tan, K. (1992). Antecedents and Outcomes of Career
Commitment. Journal of Vocational Behaviour, 40(3), 288-305.
doi:10.1016/0001-879(92)90052-2
The relation of cognitive learning strategies to psychological employability attribtes among black adult learner in theh economic and management science field
- M Coetzee
- I L Potgieter
Coetzee, M., & Potgieter, I. L. (2014). The relation of cognitive learning
strategies to psychological employability attribtes among black adult
learner in theh economic and management science field. SA journal of
human Resources Management, 12(1), 554. doi: http:// dx.doi.org/
10.4102/sajhrm.v/2i/554.
How does self esteem the career path of graduating university student majoring in business in the Y generation in Canada. University of Guelph
- K Devidson
- J Metcafe
- L Mueller
- S Molony
- K Vodouris
Devidson, K., Metcafe, J., Mueller, L., Molony, S., & Vodouris, K. (2012).
How does self esteem the career path of graduating university student
majoring in business in the Y generation in Canada. University of Guelph.
Retrieved from file: // E: / Academic % 20 Performance / Working %
20Research % 20paper / self-esteem / Davidson-et-al-2012%20(2).pdf
Assessing Self Esteem
- T F Hethorthon
- C Wyland
Hethorthon, T. F., & Wyland, C. (2013). Assessing Self Esteem. Retrieved from
https://www.dartmouth.edu/~thlab/pubs/03_Heatherton_Wyland_APP_ch.
pdf
Career Information, Career counselling and Career development
- L B Isaacson
Isaacson, L. B. (1993). Career Information, Career counselling and Career
development. Boston: Allyn and Bacon.
Self esteem; A Gender based comparison and causal factors redusing it among Indian youth
- S Jain
- P Dixit
Jain, S., & Dixit, P. (2014). Self esteem; A Gender based comparison and
causal factors redusing it among Indian youth. International Journal of
Humanities and Social Sience Invention, 3(4), 9-15.
Low self esteem. Retrieved from self esteem: www.simplypsychology.org/self
- S Mcleod
Mcleod, S. (2012). Low self esteem. Retrieved from self esteem:
www.simplypsychology.org/self.esteem.html
Does Self-esteem influence the relation between physical activity and depression? Developmental and gender difference. 13th Biennial Conference of European Association for Reserach on Adolescence
- L Mcphie
- J Rawana
Mcphie, L., & Rawana, J. (2012). Does Self-esteem influence the relation
between physical activity and depression? Developmental and gender
difference. 13th Biennial Conference of European Association for
Reserach on Adolescence. Island of Spetses Greece.
Decisiveness in Career Choices among secondary school students in
- G F Ngunjiri
Ngunjiri, G. F. (2013). Decisiveness in Career Choices among secondary
school students in Kiambu West District-Kiambu Countty. Kenyatta
University. Retrieved from http:// etdlibrary.ku.ac.ke/ bitstream/ handle/
123456789/8965/Gitonga,%20Francis%20Ngunjiri.pdf?sequence=1&isAll
owed=y (Ngunjiri, 2013)
Self Esteem and Career Decision Making among Latina American Female college student
- T Reno
Reno, T. (2011). Self Esteem and Career Decision Making among Latina
American Female college student. Fresno: Alliant International University.
Organizational career growth, affective occupational commitment and turnover intensions
- Q Weng
- J Mcelroy
Weng, Q., & McElroy, J. (2012). Organizational career growth, affective
occupational commitment and turnover intensions. Journal of Vocational
Behvaior, 80, 256-265. doi:10.1016/j.jvp.2012.01.014