Emotional intelligence and career decision-making difficulties: The mediating role of career decision self-efficacy

Abstract

Emotions and confidence are said to play an important role in the career decision-making process. The present study, comprising 472 students attending a large university in the United Kingdom, advances current thinking in this area in two ways. First, by identifying specific emotional intelligence (EI) abilities that are key to decision making, and second, by exploring the role of career decision self-efficacy (CDSE) as a potential mediator in the relationship between EI and career decision-making difficulties (CDD). Regression and mediation analyses indicated that EI was negatively related to CDD and that effects were strongest for self-emotion appraisal. EI was also positively related to CDSE, with use of emotion eliciting the strongest effect. Career decision self-efficacy was largely found to mediate the relationship between overall and specific abilities of EI and CDD, with full mediation effects observed for self-emotion appraisal and use of emotion and various difficulties. The findings and limitations are discussed with reference to the literature together with practical implications for career counseling and suggestions for future research.

Millennials’ Career Decision-Making Difficulties (Cdmd) in Indonesian University Students

“…For some reasons, it requires emotional intelligence, professional commitment, self-efficacy, and decision-making adaptability. Accentuated by Santos, Wang, and Lewis (2018), it is certain (Di Fabio, Palazzeschi, & Bar-On, 2012) to have high emotional intelligence to reduce the CDMDs. Through goal commitment and professional commitment, the emotional intelligence positively predicts the self-efficacy in the career decision-making (Jiang, 2016).…”

Perilaku eksplorasi karier, dukungan sosial, dan keyakinan dalam pengambilan keputusan karier SMP

“…Page | 226 Persona: Jurnal Psikologi Indonesia ISSN. 2301-5985 (Print), 2615-5168 (Online) mengalami kesulitan dalam mengambil terkait kariernya di masa depan (Santos, Wang, & Lewis, 2018).…”

“…Stumpf, Colarelli, & Hartman (1983) mendefinisikan career exploration behavior sebagai segala bentuk perilaku dan pemikiran, yang bertujuan untuk mengumpulkan informasi baru (tidak ada di lingkungan sekitar), terkait pekerjaan dan organisasi yang berkaitan dengan keinginan karier seseorang. Informasi yang dimaksud dapat sangat beragam, seperti: informasi mengenai prosedur yang dibutuhkan untuk membuat suatu keputusan karier, informasi tentang diri sendiri (kekuatan dan kelemahan diri), informasi tentang minat diri dan bagaimana mempersepsi kemampuan diri, informasi terkait pekerjaan dan karakteristik yang dibutuhkan (Santos et al, 2018). Dalam kaitannya dengan dukungan sosial, dukungan sosial akan menjadi contextual antecedents, yang akan memicu munculnya perilaku eksplorasi karier, dan pada akhirnya mempengaruhi keputusan karier seseorang, termasuk keyakinan diri dalam pengambilan keputusan karier (Jiang, 2016;Jiang, Newman, Le, Presbitero, & Zheng, 2019).…”

Career Decision Self-Efficacy and Career Decision Distress: The Role of Occupational Engagement, Grit, and Future Work Self Salience Among Recent University Graduates

“…The evidence also shows that recent graduates who are occupationally engaged and gritty appear to experience less career decision distress than those who are both low in occupational engagement and grit. This implies that grit may protect against career decision distress when recent graduates are occupationally engaged in career goal pursuits that require emotional regulation (Santos et al, 2018), sustained persistence (Fite et al, 2017), and adaption (Datu et al, 2017) to attain their highly desired career goals (Duckworth & Gross, 2014).…”

“…Occupational engagement may be more closely aligned with adaptive decisional outcomes that require active career exploration and development (e.g., self-efficacy), relative to outcomes related to emotional well-being and uncertainty (e.g., career decision distress). Although career decision-making self-efficacy and distress were initially viewed as the adaptive and maladaptive side of a single continuum, it may be more useful to think of them as independent dimensions of career decision-making, one related to confidence and know-how (Epstein, 1994;Kahneman, 2003), and the other more emotionally-focused (Salovey & Mayer, 1990;Santos, Wang, & Lewis, 2018;Valach, Young, & Lynam, 1996).…”