Personality factors, career beliefs and career

Abstract

The current study examined the influence of the Big Five Personality Factors, Career Beliefs and Career Maturity on Career Decision-Making Difficulties. The theory of circumscription and compromise, self-concept over lifespan, social learning theory of career decision-making and the big five model underpinned the theoretical framework. The study used mixed methods by employing an explanatory sequential mode as a design. A sample of 494 students in various undergraduate programmes of the University of Ghana were selected through stratified, proportionate, simple random and systematic random sampling techniques for the quantitative phase. Using a purposive sampling method, ten (n=10) students were selected for the qualitative phase. All students completed the big five inventory, the career beliefs inventory, career maturity scale and the career decision making difficulties questionnaire for the quantitative phase and through one-on-one interviews for the qualitative phase. Reliability was established using Cronbach‘s alpha. Validity was established through face validity, content validity and construct validity. Factor Analysis was used to determine the dominant items in the standardized questionnaires before the final analysis was carried out. The Quantitative data was analysed using descriptive statistics, t-test, bivariate as well as multiple regression analytical techniques while thematic analysis was used for the qualitative data. Robustness of the qualitative study was built through prolonged engagement, persistent observation, triangulation and member check. Findings of the study established that personality factors predicted career decision-making difficulties with conscientiousness, neuroticism, and openness being the most influential predictors. Also, career beliefs predicted career decisionmaking difficulties with my current career situation, factors that influence my decision and effort I am willing to initiate improving self, were the main predictors of career decision making difficulties. Career maturity was found to be negatively correlated with career decision-making difficulties. Age and Sex were statistically not significant differentiators on career decision-making difficulties. From the study findings, it concluded that, personality factors are important in the career decision making process of undergraduates of the University of Ghana. Therefore, it was recommended that, Management of the University of Ghana should formulate policies that mandate students to visit the Careers and Counselling Centre in order to assist students to manage their careers based on self-assessments, education, training and labour market information.