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CHAPTER I
INTRODUCTION
THE PROBLEM AND ITS SCOPE
Rationale of the Study One of the recipes for a long-lasting success of a person is by choosing the best suited career in life. Making the choice of profession means a lot for an individual in terms of guiding and shaping the life. The problem in the case of choosing a career in most students is the job-skill mismatching. Often, the students lend so much of their time studying on a course they have chosen but later end up realizing that there is a more suitable career for them. It is way better to know what career suits the student before engaging into other factors that might lead to a mismatch of choice. “The estimated 1.2 million students who will graduate from college and finish vocation courses will find it difficult to land jobs because of a growing mismatch between their training and the skills required by most employers.” This is according to the Associated Labor Unions-Trade Union Congress of the Philippines (ALU-TUCP). However, this issue can be minimized by recalibrating the minds of the students about choosing their career in life. One of the
many factors that can support the choice of career is by knowing the kind of personality traits the students have. The reason for job- skill mismatching is because the students are pressured by what career they choose, without knowing first their personal traits. Personality traits, is a structure of personality which attempts to identify the label of characteristics endured in large number of situations that describes an individual’s behavior. The researchers want to acquire more knowledge about personality traits and career competence. Also, the researchers seek to understand the different personality traits of the students in terms of their age and sex. This study aims to determine the relationship between the students’ personality traits and career competence that affect the lives of many and the values which are the source of individual differences and behavior. People desire to choose a profession that best fit to their own ability, to work in accordance with the profession and to make a career in the profession throughout the working life. Career is important for individuals and this raises the issue of the right choice of career and its competencies. This study will help the grade eleven students at the Patronage of Mary Development School know their personality
the broadest level of abstraction. The model was captured through analyses of trait adjectives, factor analytic studies of existing personality inventories, and expert judges. These five dimensions are: agreeableness, conscientiousness, extroversion, neuroticism, and openness to experience. The description of these five factors is given as: Agreeableness : These individuals value getting along with others; therefore, they are considerate, friendly, generous, helpful, and willing to compromise their interests with others. (Edwards & Quinter, 2011) Conscientiousness : It deals with the way in which the people control, regulate, and direct their impulses. These people are intelligent and try to avoid trouble and achieve success through purposeful planning and persistence. (Cutler, 2006) Extroversion : These people enjoy gatherings, full of energy, often experience positive emotions, assertive, talkative, more enthusiastic, and action-oriented. (Cutler et al, 2006) Neuroticism : These individuals have the tendency to experience negative emotions have high-levels of anxiety, anger, depression, and they mostly interpret ordinary situations as threatening (Goldberg, 1999)
Openness to Experience : These people are imaginative, creative and down-to-earth, conventional, intellectually curious, appreciative of art, sensitive to beauty, and more aware of their feelings. (Goldberg, 1999) Another theory that supports this study is the Theory of Work Adjustment (Dawis, 2002,2005; Dawis & Lofquist,1984). It is a class of theory in career development that is anchored on the individual difference tradition of vocational behavior called person- environment correspondence theory, viewing career choice and development as continual processes of adjustment and accommodation in which, the person looks for work organizations and environments that would match his or her requirements in terms of needs, and in turn looks for individuals who have the capabilities to meeting the requirements of the organizations. This study is also associated with Holland’s Theory of Vocational Personalities in Work Environment. In the past few decades, the theory by Holland’s (1985,1997) has guided career interest assessment internationally. The theory by Holland offers a simple and easy-to-understand typology framework on career interest and environments that could be used in career counseling and guidance. Holland postulated that vocational interest is an
is a process requiring a high level of cognitive proficiency. A child’s ability to synthesize and organize complex occupational information is a function and conceptions of self that are used to evaluate the appropriateness of various occupational alternatives. In recent revisions of the theory, Gottfredson (2002, 2005) elaborated on the dynamic interplay between genetic makeup and the environment. Gottfredson maintained that the person is still an active agent who could influence or mold their own environment. Hence, career development is viewed as self-creation process in which individuals looked for avenues or niches to express their genetic proclivities within the boundaries of their own cultural environment. Social Cognitive Career Theory (Lent, Brown, &Hackett, 2002; Lent, 2005). This theory is anchored in Bandura’s self- efficacy theory (1977, 1997), which postulated a mutually influencing relationship between people and the environment. It offers three segmental, yet interlocking process models of career development seeking to explain, the development of academic and vocational interest, how individuals make educational and career choices, and educational and career performance and stability. Overall, the Social Cognitive Career Theory offers international career guidance practitioners and researchers an overarching
framework to guide practice, as well as tangible propositions and hypotheses that could be tested empirically. Related Literature Initially, it was Holland in 1992 and 1997 who believed that persons who possess certain traits tend to affiliate together and match the work environment to fit their needs. Most of the researcher have found that personality traits are related to certain style of behaviors a person prefers (Hussain et al, 2011). Agreeableness. Some studies show that persons with high agreeableness and emotional stability prefer jobs with team work and customer relations that are dynamic (Mount, 2005). Persons with this trait are more pleasant and friendly (Peng, 1996). This trait helps one to negotiate to maintain balance (Chuenyane, ZN, 1983). Conscientiousness. These includes traits like reliability, perseverance, dependability and hard work (Peng, 1996) and persons with these traits are likely to perform better academically since they are motivated more, than vice versa (Singaravelu et al, 2005). Furthermore, these persons are careful about the implementation of future plans (Carter, NM, 2003). Extroversion. A person high on extroversion tends to be sociable (Besser & Shackelford, 2007). This can be confirmed by
employment related to sessions, rules, activities and experiences encountered by a person” (Newton et al, 2003). Or “a set of occupational experiences and rules that make up a person’s working life” (Mcoetzee, 2002) Managers/ Executives (General Management). The general management choice describes a need to manage people and/or organizations. Three key individual competencies are described by(Osowski et al, 2006) In connection with this choice: ● Analytical competence, the ability to analyse information and solve problems in uncertain conditions. ● Interpersonal competence, the ability to supervise and lead others towards the achievement of organizational goals. ● Emotional competence, the ability to be stimulated rather than exhausted by crisis, the ability to exert power without guilt. Their view of career success is objective by regarding to status, and the amount of responsibility these individuals are given which contribute to their feeling of success. They will define themselves in relation to the organization’s success or failure. They are likely to
include details of the size and scoop of their organization when introducing themselves. Scientists/ researchers (Creativity). Scientist and researchers or other practitioners have to copes up with different complex nature of problems and obstacles that need more than an ordinary look. For that, they need to be very experienced , sensitive, open to learn and perceive new things and to deduce newness from old rigid thoughts (Benet-Martinez et al, 1998). Therefore, they will be more likely to introduce new ways of solving a single problem(Cutler et al, 2006). Success is measured by innovation, creating something that bears their name or is entirely their own achievement, looking for ways to improve things. Their creativity and achievements become an extension of themselves and a basis for their identity. Technical competence. Individuals who choose technical competence define success as achieving the status of expert in their chosen profession rather than through hierarchical progression and monetary rewards. They place a high value on getting their job right and increasing their skills in one particular area. They are not interested in management but preferring instead to take on a mentoring rule allowing them to pass their
1.1 Age; 1.2 Sex?
- What are the dominant personality traits of the grade eleven students?
- What is the career competence of the students with reference to: 3.1 Technical Competency; 3.2 Managerial Competency; 3.3 Creativity?
- Is there a significant relationship between the students in terms of: 4.1 profile and their personality traits; 4.2 profile and their career choices; 4.3 personality traits and their career choices? Statement of the Null Hypotheses Ho1: There is no significant relationship between the profile of the grade eleven students and their personality traits. Ho2: There is no significant relationship between the profile of the grade eleven students and their career competence. Ho3: There is no significant relationship between the personality traits and career choices of the grade eleven students. Significance of the Study
This study is beneficial to the following individuals: Students. This study will help the students to know about the different personality traits they acquire and will guide them in choosing the best suited career for them. Teachers. The findings of this study will enable the teachers to determine the needs of their students in terms of choosing the best career for them that will help them in their future. Parents. The results of this study will educate the parents about the different personality traits of their children and will serve as basis for them to guide their children, allowing them to choose their own career freely and not forced by parents’ choices. Researchers. This study will also help the researchers in creating teamwork before and after completing the research process. This will also answer their questions regarding about the variables and the research problem. Future Researchers. This study will serve as benchmark for future researchers in making a better research out of this study or improvised this study in the future through recommendation.
Research Environment The study was conducted at the Patronage of Mary Development School, Boljoon, Cebu. It is the only private school in Boljoon. Boljoon is approximately 103 kilometers south from Cebu City. Boljoon is bounded by the town of Alcoy in the north; town of Oslob in the south. The school is specifically located at S. Medida Street Extension, Poblacion, Boljoon, Cebu. Poblacion is one of the barangays of the municipality of Boljoon in the province of Cebu, Central Visayas which is part of the Visayas group of islands. The Patronage of Mary Development School was founded on January 08, 2009. The school has three buildings; St. Joseph, Sto. Nino and St. Rita buildings. St. Joseph building is a three-storey building where the school canteen, quadrangle, and almost all the classrooms are located. The Sto. Nino building resides the school cafeteria and other classrooms. The St. Rita Building is a two-storey building which consists of the school chapel, principal’s office, school library, home economics room, science laboratory, computer laboratory, school registrar’s office and the faculty office. Research Respondents The respondents are the whole population of Grade Eleven students in the Patronage of Mary Development School. Section Number of Students
St. Raphael 17 St. Paul 24 St. Michael 29 St. Gabriel 28 St. Peter 24 Total: 122 Research Instruments The study used two questionnaires. The first questionnaire was a 50- item personality test, to determine why the respondents act the way they do and how their personality is constructed. The respondents need to mark the table on how much they agree on the scale 1-5, where 1=disagree, 2=slightly disagree, 3=neutral, 4=slightly agree, and 5=agree. The second questionnaire was a 15- item test, to determine the career competence of the respondents. It was divided into three parts: Technical Competence which has 6 items, Managerial Competence which has 5 items, and Creativity which has 4 items.
Treatment of Data To analyze and interpret the data and results of the study objectively, the following statistical measures were used:
- Percentage. This tool was used to express the data of the profile of respondents. Formula: P=F/N * 100 Where: P= Percent F= Tallied Scores N= Total Population of the Respondents
- Weighted Mean. This tool was used to determine the personality traits and career competence of Grade 11 students. Formula: WM= Total Weighted Points/ N Where: WM= weighted mean N= Total Population of the Respondents
- Chi Square. This tool was used to determine the significant relationship between student’s profile and personality traits; profile and career competence.
- Pearson r. This tool was used to determine the significant relationship between personality traits and career competence. DEFINITION OF TERMS To avoid misunderstandings, some terms used in the study are defined operationally. Agreeableness. A personality trait which reflects much on how individuals adjust their behavior to suit others. High scorers are typically polite and like people. Low scorers tend to “tell it like it is”. Career Competence. This is defined as the level of competence of the chosen profession of a person and the ability to master it. Creativity. A career competence behavior in which success is measured by innovation, and looking for ways to improve things.
