Date of Conferral
Doctor of Education (Ed.D.)
The labor market has shifted toward automation with an aging workforce as jobs transitioned from vocational to career. Following the Great Recession, career development professionals struggled to prepare older workers for an evolving, competitive, global workforce for the generation known as baby boomers that prefer to remain in the workforce. The problem in this study was the gap between the career development needs of baby boomers from the automotive industry and the levels of support provided by career development professionals who serve this population. Grounded in Bandura’s social cognitive theory, the purpose of this comparative quantitative study was to determine if there is a difference in perceived self-efficacy among career development professionals, based on 3 career advising roles as educator, counselor, and human resource professional. Ninety-nine career development professionals and members of a partner organization of such professionals were selected using a convenience and snowball sampling and participated in an online survey using the career counseling self-efficacy scale. Analyses of variance revealed statistically significant differences in the subscale, vocational assessment and interpretation skills, and Hochberg test indicated differences in employment roles. The project deliverable was a white paper with recommendations of a professional development workshop for career development professionals so that they could better understand the unique developmental needs of baby boomers. The implication for positive social change was the increased self-efficacy of these professionals as they provide career-related services for baby boomers.