Latest Research on Career Influence: May 2020

Youth Perspectives on Parental Career Influence

The role of parents in youth career development is generally acknowledged though, often, perfunctorily. This inquiry examines youth perceptions of parental influence on their career development. We ask young men and women about specific career development attitudes and behaviors that bear on their relations with their parents. The sample consists of survey data from 362 high school juniors. The results confirm the trend of recent studies that report compatibility between parent and youth values, aspirations, and plans. Of all the people to whom youth can turn for help with making career plans, most look to their mothers. The findings apply across gender, to young men as well as young women; and they apply across race, to minority youth as well as majority-culture youth. The results underscore the importance of parents as allies and resources for career counselors in facilitating youth career development. [1]

Efficacy and Outcome Expectations Influence Career Exploration and Decidedness

In this multiple regression model, self‐efficacy beliefs are the best predictor of career indecision, and outcome expectations are the best predictor of exploration intentions. When indecision was entered as a predictor, it also was a significant predictor of exploration intentions—students who were less decided were also more likely to plan career exploration. Career efficacy and outcome expectations relate significantly more strongly within the group of college men than within the group of college women. Implications for social cognitive career theory and practice are discussed. [2]

Subjective Career Success: The Influence of Individual Difference, Family, and Organizational Variables

This study examines the extent to which individual difference, family, and organizational variables influence subjective career success. Data from 424 faculty members at two research institutions show significant support for the model. Controlling for rank and tenure, the independent variables of self-esteem, sense of competence, multiple role stress, resource availability, and networking were all found to contribute significantly to the feelings of career success. Discussion focuses on the implications of these findings for faculty and university administrators, as well as for future research on subjective career success. [3]

Compulsion in Studying Mathematics and Career Influence by Mathematics on Student Interest in Mathematics

Aims: This paper examined the effect of compulsion in studying mathematics and future career influence of mathematics on student interest in mathematics.

Study Design: This paper used mixed mode design to investigate the effect of compulsion and future career influence on the student interest in mathematics.

Place and Duration of Study: Faculty of Technical education as well as faculty of vocational education of the University of Education, Winneba. College of Technology education, Kumasi-Ghana, from January, 2016 to April, 2016. [4]

Influence of Demographic Factors and Pay Satisfaction on Career Satisfaction among Selected Employees in Redeemer’s University

This study explores the influence of demographic factors and pay satisfaction and on career satisfaction among selected employees of Redeemer’s University, Osun State, Nigeria. The study adopted a cross sectional survey research design and simple random sampling technique were used to select two hundred and twelve (212) participants (M=97 males; F= 115 females) among both academic and non-academic staffs. The Biodata form, Pay Satisfaction Scale (PSS) and Career Satisfaction Scale (CSS) were used to collect data which were further analyzed through independent t-test. The results hence revealed that there were significant differences in career satisfaction of participants among the variables of marital status (t = 1.96 p<0.05), designation (t = 2.64 p<0.05) and pay satisfaction (t = 6.41 p<0.05).  While there were no significant differences in the variables of gender (t = 0.78 p>0.05) and age (t = 1.74 p>0.05). The implication of these findings substantiates the importance of creating a conducive working environment and an equity reward system in order to improve employees’ career satisfaction. [5]


[1]  Otto, L.B., 2000. Youth perspectives on parental career influence. Journal of Career Development, 27(2), pp.111-118.

[2] Betz, N.E. and Voyten, K.K., 1997. Efficacy and outcome expectations influence career exploration and decidedness. The Career Development Quarterly, 46(2), pp.179-189.

[3] Peluchette, J.V.E., 1993. Subjective career success: The influence of individual difference, family, and organizational variables. Journal of vocational behavior, 43(2), pp.198-208.

[4] Asiedu-Addo, S., Assuah, C. and Dissou Arthur, Y. (2016) “Compulsion in Studying Mathematics and Career Influence by Mathematics on Student Interest in Mathematics”, Asian Research Journal of Arts & Social Sciences, 1(2), pp. 1-8. doi: 10.9734/ARJASS/2016/27543.

[5]  T. Arogundade, O. and Aremu, O. (2017) “Influence of Demographic Factors and Pay Satisfaction on Career Satisfaction among Selected Employees in Redeemer’s University”, Asian Research Journal of Arts & Social Sciences, 3(1), pp. 1-6. doi: 10.9734/ARJASS/2017/33064.

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