Global self-esteem as a mediating variable in the relationship between cultural process variables, perceived career barriers, and job procurement self-efficacy among American Indians

Career impediments such as few and or insufficient employment opportunities for American Indians have been identified in the research, and have led to devastating consequences for this population (Pavel et al., 1998). Given the complexity of the career process, the purpose of this study was to examine the role of acculturation, ethnic identity, perceived career barriers and self-esteem as predictors of American Indian's confidence for securing employment.;The final three hypotheses addressed the path model. First it was predicted that the relations among acculturation, ethnic identity, and job procurement self-efficacy would be fully mediated through global self-esteem. Second, it was expected that the relations among perceived career barriers and job procurement self-efficacy would be partially mediated, through global self-esteem. Non-significant correlations were found for acculturation and perceived career barriers and they were removed from the model. Based on the pattern of significant correlations found between ethnic identity, self-esteem, and job procurement self-efficacy, a multiple regression analysis to test for mediation was conducted. Evidence for a partially mediated model was found. The results indicated that there was a direct effect of ethnic identity on job procurement self-efficacy as well as an indirect effect through global self-esteem. The need to account for ethnic identity was discussed, including implications and recommendations for future research.;Eight hypotheses were examined in 151 American Indian Job Corps students. Hypothesis one was supported in that acculturation was related to ethnic identity. The second hypothesis that high acculturation would be associated with fewer perceived career barriers was not upheld. The third hypothesis is two fold, and partial support was found. Specifically, acculturation and global self-esteem were found to be unrelated, whereas ethnic identity was related to global self-esteem. Partial support for the fourth hypothesis was found. Perceived career barriers were not inversely related to global self-esteem. However, the perception of more barriers to career was related to lower job procurement self-efficacy. The fifth hypothesis was upheld in that global self-esteem was related to job procurement self-efficacy.