Examining the Career Self-Management Model Among Native American Students With STEM Career Goals

Abstract

Native Americans are highly underrepresented in science, technology, engineering, and math (STEM) careers; however, little research exists concerning how to promote Native Americans’ participation in STEM. In this study, we address this gap by examining variables hypothesized to promote participation using the career self-management (CSM) model among Native American college students with STEM career goals. Results of stepwise regressions demonstrated that academic achievement along with the problem-solving aspects of career self-management (CSM) self-efficacy and instrumental assistance from parents, peers, and others in students’ schools and communities predicts clearer, more specific, and more personally congruent goals; and that these goals along with self-efficacy and instrumental assistance predict career exploration. Contrary to hypotheses, neither STEM outcome expectations nor gender was related to goals or exploration. These findings suggest that CSM can be used to guide research regarding the STEM career development of Native American college students.

Scaffolding students’ career readiness via the e‐micromodule route

“…This is also seen in students’ plans to employ multiple active planning and coping strategies they have learnt in the e‐micromodule to achieve their goals in getting a job and surviving the job. As they have strong self‐efficacy expectations, they could articulate specific goals regarding their future career (Turner et al., 2020) even before they began their internship. This result extends findings from Belle et al.’s (2021) study as it reflects that students’ career self‐efficacy can be scaffolded even before their internship.…”

“…Stronger self‐efficacy expectations also predict clearer, more specific, and personally congruent goals and career exploration (Jiang, 2021; Turner et al., 2020). This is because students who adopt the assimilation approach (as opposed to the accommodation approach) are more likely to be engaged (as opposed to disengaged) in their goal approach (Creed et al., 2016).…”

Barriers to STEM Efficacy and Outcome Expectations Among Native American College Students

“…STEM career self-efficacy, STEM career outcome expectations, and parent and peer support for pursuing a STEM career were measured using the Mapping Vocational Challenges STEM Scale (MVC-STEM; Turner & Lapan, 2014). This scale is a revised version of the Mapping Vocational Challenges Investigative Scale (Turner et al, 2022), which is comprised of 15 occupational titles representing Holland's investigative theme that participants rated for a variety of characteristics such as interests, efficacy, and parent support. The scale has been used to measure sociocognitive variables among Native American students as well as students from other racial and/or ethnic groups (Alliman-Brissett & Turner, 2010;Turner et al, 2022;Turner & Lapan, 2003).…”

“…This scale is a revised version of the Mapping Vocational Challenges Investigative Scale (Turner et al, 2022), which is comprised of 15 occupational titles representing Holland's investigative theme that participants rated for a variety of characteristics such as interests, efficacy, and parent support. The scale has been used to measure sociocognitive variables among Native American students as well as students from other racial and/or ethnic groups (Alliman-Brissett & Turner, 2010;Turner et al, 2022;Turner & Lapan, 2003). Prior tests of construct validity include associations between efficacy and both parent support and investigative career interests among Native American youth (Turner & Lapan, 2003).…”

Impact of Future Work Self on Employee Workplace Wellbeing: A Self-Determination Perspective

“…In line with these findings, Strauss et al ( 2012 ) found that employees with a salient future work self represent the possible positive self in the work situation, which can push the career development of employees. Self-management is the first step in career development and may emerge when employees are eager to take actions designed to fulfill career goals (Locke and Latham, 1990 ; Turner et al, 2020 ). When employees detect that their behaviors are conducive to achieving personal goals or match their roles at work, they are more willing to produce self-management (Locke and Latham, 1990 ).…”