The Sequential Meditating Effects of Self-Efficacy and Career Goal Discrepancy in the Relationship between Career Barrier and Job Satisfaction among Young Multicultural Adults: Based on Integrated Social Cognitive Career Theory

Abstract

Based on the Integrated Social-Cognitive Career Theory, this study established a structural model that assumed self-efficacy and career goal discrepancy as mediators in the relationship between career barriers and job satisfaction perceived by multicultural young adults, and examined the fit of the model and the relevance of individual variables. In addition, we wanted to test whether there were significant differences in the fit and path coefficients of the research model according to migration background (domestic birth, mid-entry) within multicultural young adults. For the study, we excluded 12 participants who did not meet the recruitment criteria from 300 multicultural youth, and 288 participants were used for the final analysis. The results of structural equation analysis confirmed that the research model adequately explained the data. All the main paths were significant except for the path from self-efficacy to job satisfaction, and the mediating effect of self-efficacy and career goal discrepancy was also significant. Multigroup analyses revealed significant group differences in the paths from career barriers to self-efficacy and from self-efficacy to job satisfaction. The significance of this paper is that it examined the relationship between career barriers and job satisfaction as perceived by multicultural young adults and enhanced our understanding of the psychological process by which career barriers lead to job satisfaction. This study suggests directions for career education and counseling to increase job satisfaction among multicultural youth.