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The Five-Factor Model and Career Self-EfficacyGeneral and Domain-Specific RelationshipsThe Ohio State University, robert{at}socialscience.net
The Ohio State University, betz.3{at}osu.edu The present study investigates the hypothesis that the big five personality factors could exert two kinds of effects on career self-efficacy: (a) generalized or nonspecific effects and (b) domain-specific, content-correspondence effects. The hypothesis is examined using relationships of the NEO Five-Factor Inventory to 24 distinct domains of career-related self-efficacy—confidence for the six Holland themes, 17 basic dimensions of vocational activity represented by the Expanded Skills Confidence Inventory, and career decision self-efficacy. Findings suggest generalized effects for conscientiousness and extraversion in that both correlated positively with a broad range of self-efficacy domains, while neuroticism displayed significant negative relationships with nearly all forms of career self-efficacy. Content correspondence was shown in significant correlations of openness to experience with self-efficacy for creative and intellectual pursuits. Findings are evaluated in light of recent empirical and theoretical developments relating to the integration of trait and social-cognitive perspectives.
Key Words: big five personality traits • career self-efficacy • career decision self-efficacy • Bandura's self-efficacy theory • social cognitive career theory • Holland's theory
Journal of Career Assessment, Vol. 15, No. 2,
145-161 (2007) This article has been cited by other articles:
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