The Effects of Socioeconomic Status and Proactive Personality on Career Decision Self‐Efficacy

Hsieh, Hui Hsien; Huang, Jie

doi:10.1002/j.2161-0045.2014.00068.x

Cited by 79 publications

(95 citation statements)

References 52 publications

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“…They are relatively unconstrained by environmental factors and are more likely to seek out better solutions to improve their performance in comparison to passive ones. These positive characteristics of proactive personality are expected to trigger a greater sense of self-confidence and selfefficacy, and eventually lead to better outcomes (Hsieh and Huang 2014;Parker and Collins 2010). Many empirical studies also support this hypothesis.…”

Section: Self-efficacy As Mediatormentioning

confidence: 65%

“…Recently, according to the studies of proactive personality (Bateman and Crant 1993;Crant 2000;Parker and Collins 2010) and Job Demands-Resources Model (JD-R, Demerouti et al 2001), researchers reported that proactive people are likely to experience high self-efficacy and also engage more frequently in task behaviors (Bergeron et al 2014;Fay and Frese 2001;Hsieh and Huang 2014). Moreover, self-efficacy and work engagement are found to be two critical variables to predict individual's job satisfaction (Judge and Bono 2001;Weiss et al 1999).…”

Section: Introductionmentioning

confidence: 94%

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Proactive Personality and Job Satisfaction: the Mediating Effects of Self-Efficacy and Work Engagement in Teachers

et al. 2015

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Proactive personality has been demonstrated to be positively correlated with individual's job satisfaction in addition to big five traits. However, what is less clear are the intervening mechanisms underlying this relationship, the present study examined the mediating effects of self-efficacy and work engagement on the association between proactive personality and job satisfaction. Three hundred and fifty-two (194 females and 158 males) primary and middle school teachers completed the proactive personality scale, the teachers' self-efficacy scale, the work engagement scale and the short-form Minnesota job satisfaction questionnaire. Results revealed that proactive personality was positively related to teachers' job satisfaction. In addition, mediation analyses showed that the relation between proactive personality and teachers' job satisfaction was simple mediated by selfefficacy and work engagement and sequentially mediated by self-efficacy-work engagement. These findings contribute to the complex nature of the relationship between proactive personality and job satisfaction. The possible explanations and limitations are briefly discussed.

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Section: Self-efficacy As Mediatormentioning

confidence: 65%

Section: Introductionmentioning

confidence: 94%

Proactive Personality and Job Satisfaction: the Mediating Effects of Self-Efficacy and Work Engagement in Teachers

et al. 2015

View full text Add to dashboard Cite

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“…Personality traits such as extroversion, openness to experience, agreeableness, and conscientiousness can facilitate the growth of self‐efficacy by helping individuals engage in active planning or goal‐setting (Bullock‐Yowell et al, 2011; Jin, Watkins, & Yuen, 2009). Similarly, proactive personality traits (i.e., a tendency to take action to influence environments) have been positively associated with career self‐efficacy in a sample of Taiwanese college students (Hsieh & Huang, 2014). These findings support the idea that personality traits that help individuals seek out new information and ideas are likely to promote competence in exploring career options and making choices.…”

Section: Career Decision Self‐efficacymentioning

confidence: 99%

Career Decision Self‐Efficacy of Asian American Students: The Role of Curiosity and Ethnic Identity

Kim

Choi

2019

The Career Development Quart

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This study examined the role of curiosity and ethnic identity in career decision self‐efficacy among Asian American college students. Given that curiosity can promote the process of exploring one’s possible future self, opportunities, and career goals, the authors hypothesized that curiosity would be associated with career decision self‐efficacy, directly or indirectly, through a sense of ethnic identity. Results based on data from 425 Asian American incoming first‐year college students suggest that students with high curiosity tend to present a stronger sense of competence in completing career decision‐related tasks. These findings also confirmed a hypothesis that ethnic identity mediates the association between curiosity and career decision self‐efficacy. Implications for future research and career counseling with Asian American college students are discussed.

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“…Proactive personality, referring to "a relatively stable tendency to effect environmental change that differentiates people based on the extent to which they take action to influence their environments" [18] (p. 103), was shown to provide extra explanations for job satisfaction in addition to the Big Five traits [19]. The positive link between proactive personality and CDSE has also been empirically tested [11,20,21]. However, the intervening mechanism underlying this relationship is not clear yet.…”

Section: Introductionmentioning

confidence: 99%

“…However, there is a degree of inconsistency between theoretical reasoning and empirical results, which indicates that there is no significant link between family socioeconomic status and vocational self-efficacy [26,27]. Despite this, recent research shows that family socioeconomic status has a positive impact on CDSE [20]. After reviewing 47 relevant studies, Flores and colleagues [28] advocate for further research to discover the moderating effect of family socioeconomic status.…”

Section: Introductionmentioning

confidence: 99%

From School to Work: Improving Graduates’ Career Decision-Making Self-Efficacy

Tang

et al. 2020

Sustainability

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As boundaryless careers become mainstream, individuals need to enhance career decision-making self-efficacy (CDSE) during career transitions to secure better employment outcomes and sustainable career development, especially when moving from a school to a work environment. Drawing on social cognitive career theory, this study empirically proposed a moderated mediation model to examine whether proactive personality (measured at Time 1), career success criteria clarity (CSCC, measured at Time 2), and family socioeconomic status (including family income, parents’ educational level, and parents’ occupational level; measured at Time 1) would contribute to CDSE (measured at Time 2). Results based on a two-wave survey of 235 college students showed that: (1) proactive personality positively predicted CDSE; (2) CSCC positively predicted CDSE; (3) CSCC partly mediated the relation between proactive personality and CDSE; (4) the positive effect of CSCC on CDSE was stronger among students with a lower family socioeconomic status. Individuals with strong proactive personalities were more likely to develop salience in career success criteria and in turn became more confident in making career decisions. Therefore, vocational educators in higher education could help to improve students’ CDSE by promoting training programs for proactive thinking, providing successful role models, and encouraging family involvement, especially for students with a lower family socioeconomic status.

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The Effects of Socioeconomic Status and Proactive Personality on Career Decision Self‐Efficacy

Cited by 79 publications

References 52 publications

Proactive Personality and Job Satisfaction: the Mediating Effects of Self-Efficacy and Work Engagement in Teachers

Proactive Personality and Job Satisfaction: the Mediating Effects of Self-Efficacy and Work Engagement in Teachers

Career Decision Self‐Efficacy of Asian American Students: The Role of Curiosity and Ethnic Identity

From School to Work: Improving Graduates’ Career Decision-Making Self-Efficacy

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