Is It All in the Mind? The Effect of Career Barriers on Career Satisfaction

Vanessa Moran; Prudence M Millear

Introduction: Research about career satisfaction has generally emphasised control beliefs, such as career self-efficacy. More recently, Protean Career Orientations (PCO) and greater Career Adaptability (CA) have also been included as significant predictors of greater career satisfaction in highly dynamic, contemporary labour markets. However, barriers, due to disabilities, childrearing responsibilities, having a history of unemployment, or experiencing financial adversity can reduce opportunities for employment and reduce PCO, CA and positive outcome expectations. The current study used the Social Cognitive Career Theory (SCCT) to explore the influence of cognitive appraisals and positive career development behaviours, along with past and current situational barriers on career satisfaction. It was expected that over and above being protean, adaptable and having a positive career mindset, past and present situational factors (e.g., young children, previous unemployment) would constrain the individual's career satisfaction. Methods: Volunteers (N=150, 80.1% female) who were working or not working (e.g., due to illhealth or childrearing duties, but who not retired) were recruited by snowball sampling and ranged from 18 to 71 years (M=37.4, SD=11.4). Participants completed an online survey of their demographics, current work status (e.g., full- or part-time, unemployed), career self-management (PCO, CA), dispositional optimism, career development self-efficacy, external work locus of control (WLOC), and proximal (e.g., young children, family support) and distal (e.g., education, unstable employment history) barriers, and their career satisfaction. Hierarchical multiple regression (HMRs) were used to predict career satisfaction, with variables entered as demographics and optimism (Block 1), cognitive appraisals about employment (Block 2, external WLOC, self-efficacy), career self-management (Block 3, PCO and CA), and proximal (Block 4, age of children, financially insecurity) and distal career barriers (Block 5, low education, previous unemployment). Results: Participants were mostly employed (84.2%, M=29.7 hours/week, SD=17.9) and in fulltime (40.1%), part-time (16.3%), causal (11.6%), or contract (7.2%) employment or selfemployed (9.9%). The sample consisted of non-parents (51%) and parents (49.0%). Parents mostly had one (27.8%), two (43.1%), or three (20.8%) children, and about half the parents had children under 6 years (45.8%). Correlations were in the expected directions, although gender and age had non-significant correlations with all other variables. The HMR explained large and significant variance (Adj R2=.398, p<.001) in career satisfaction, with higher levels associated with more career self-efficacy and adaptability, internal rather than external WLOC, and the absence of barriers to employment (all βs>.20). Interestingly, the benefits of having employment were mediated by presence of distal barriers, whilst the effect of dispositional optimism was mediated by external WLOC and career self-efficacy. Discussion: The current study found that external career barriers can limit career satisfaction, above and beyond benefits of positive cognitive appraisals and career self-management approaches. Individuals with lower education, a history of unemployment, or who are raising young children, or have a disability and face financial adversity have significantly lower levels of career satisfaction, moderating the benefits of actively constructing one's employment options. These findings suggest that researchers and career councillors should consider the constraining effect of situational factors that moderate satisfaction with career progression.

Is It All in the Mind? The Effect of Career Barriers on Career Satisfaction

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