Individual differences and career indecision: a meta-analytic synthesis of person inputs, contextual barriers, and cognitive-affective mechanisms

This meta-analysis aims to (a) systematically estimate the generalized magnitude and directional logic of eight individual and contextual predictors of career indecision, and (b) assess the extent to which these relationships vary due to methodological and contextual heterogeneity across the literature within the framework of Social Cognitive Career Theory (SCCT).” Following Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines, 65 empirical quantitative studies with correlational analysis (82 samples; N = 33968) published in English academic journals from 1977 to 2023 were included. They were identified from Scopus and Google Scholar. The meta-analytic model was the random-effects model. Risk of bias was assessed through dual independent screening, along with statistical analyses for heterogeneity, outliers, and publication bias. Results indicate that adaptive person inputs (such as extraversion, conscientiousness, core self-evaluations, and self-esteem) and strong regulatory mechanisms (including career decision-making self-efficacy, emotional intelligence, and internal locus of control) serve as key resources that substantially reduce career indecision. Conversely, maladaptive traits like neuroticism, affective distress (state and trait anxiety), external locus of control, and perceived career barriers are associated with increased indecision. Significant unexplained heterogeneity across most variables supports SCCT’s core premise that environmental contexts significantly influence these relationships.