Career Decision Making and the Quarter-Life Crisis in Generation Z

Career Decision Making and the Quarter-Life Crisis in Generation Z

Andia Kusuma Damayanti, Alfredo Putut Prahoro^*

Departement of Psychology, Wisnuwardhana University of Malang

^*Corresponding Author

DOI: https://dx.doi.org/10.47772/IJRISS.2025.917PSY0013

Received: 08 February 2025; Revised: 18 February 2025; Accepted: 20 February 2025; Published: 25 March 2025

ABSTRACT

People in their 20s are surely no strangers to the term Quarter Life Crisis, which becomes the most difficult period in life. This age usually has many opportunities and responsibilities to explore careers and personal lives. Sometimes a person can still choose what is more suitable for themselves, even if it means going against other choices. The doubts that arise at this age are varied, ranging from self-doubt, adaptation, skills, abilities, and much more that are inherent to a person, which is indeed no longer an easy matter. The multitude of inner turmoil will make someone dizzy, stressed, and even decide to choose not to choose anything at all. The purpose of this research is to determine whether there is a relationship between career decision-making and Quarter Life Crisis in Generation Z. This research uses a correlational quantitative approach. The subjects of this research are individuals from Generation Z, specifically those aged 18 to 21 years, who are currently enrolled in the Guidance and Counseling (BK) Department, Faculty of Teacher Training and Education (FKIP), class of 2023, University of Borneo Tarakan (UBT). A total of 54 students. The data analysis technique used is the Pearson Product Moment correlation with the Jamovi version 2.3.28 software. The results of the Product Moment (Pearson) correlation test obtained a correlation coefficient (r) value of 0.318 with a significance value of 0.000 < 0.05, indicating a positive and significant relationship between career decision-making and Quarter Life Crisis. This means that the higher the level of emotional maturity of a person, the higher the Quarter Life Crisis they will experience, and vice versa. The relationship between the two variables is weak.

Keyword: Quarter Life Crisis, Career Decision Making, Generation Z

INTRODUCTION

For people in their 20s, the term Quarter Life Crisis is certainly not unfamiliar, becoming the most difficult period in life. This age usually has many opportunities and responsibilities to explore careers and personal lives. Sometimes a person can still choose what is more suitable for themselves, even if it means going against other choices. Quoted from The Guardian (2011), a study conducted by LinkedIn (2017) regarding the quarter-life crisis shows that 75% of 6,014 participants from various countries, such as the United States, the United Kingdom, India, and Australia, aged 25-33 years, have experienced a quarter-life crisis, with an average onset at the age of 27.. One of the things individuals experience during the quarter-life crisis is anxiety. The main cause of anxiety experienced by 61% of the survey participants is finding a job or career that they are passionate about. The second cause is the tendency to compare themselves with their more successful friends, which occurs in 48% of participants (especially women). From the survey results, it was also revealed that individuals in the age range of 25-33 years often feel uncertain and frustrated with their careers, and even feel pressured regarding their relationships and life goals. Previously, in 2011, there was also a study related to the quarter-life crisis conducted by Nicole and Carolyn on four groups of young adults, one of which included graduates or students. From the results of the study, it was found that the highest anxiety was experienced by high school graduates, followed by undergraduate students (Afnan, Fauzia, & Tanau, 2020). A researcher named Dr. Oliver Robinson from the University of Greenwich conducted a study on the Quarter Life Crisis in individuals aged 25-35 years, which he referred to as twenty-and thirtysomethings. In this study, 86% of the 1,100 participants felt that they were under pressure to succeed in relationships, finances, and careers before reaching the age of 30.

Based on previous research by Andia Kusuma Damayanti & Hesti Setyodyah Lestari (2023), it is stated that there is a significant relationship between Career Decision Making and Quarter Life Crisis in Early Adulthood. Rohmatul Umah (2020) shows that career maturity can influence Quarter Life Crisis behavior in psychology students who are working on their thesis. A similar point was made by Irma Roviatul Adawiyah (2022), showing that there is a negative relationship between career maturity and Quarter Life Crisis in early adulthood individuals. Additionally, according to Marliana Inya Kalli, Andia Kusuma Damayanti, and Alfredro Putut Prahoro (2023), there is a significant relationship between emotional maturity and Quarter Life Crisis in early adulthood at “X” campus for the academic year 2021/2022.

The subjects of this research are individuals from Generation Z, specifically those aged 18 to 21 years who are studying in the Guidance and Counseling (BK) Department, Faculty of Teacher Training and Education (FKIP), class of 2023, University of “X” in Tarakan. What distinguishes the subjects of this study from previous research is the focus on early adults who are unmarried and reside in the Special Region of Yogyakarta, with an age range of 18 to 29 years and status as students (Rahma Adellia, Sheilla Varadhila, 2023).

According to Robbins and Wilner (2001), Quarter Life Crisis is a feeling that arises when individuals enter their mid-20s, during which there is a sense of worry about their future life, related to career, relationships, and social life. Quarter Life Crisis is a response to increasing instability, characterized by facing numerous choices marked by feelings of anxiety, pressure, and helplessness. this condition usually occurs when individuals are finishing their studies, with emotions such as worry, panic, frustration, and feeling lost. This crisis can also lead to depression and other disorders. Additionally, according to Robbins & Wilner (2001) and Olsen-Madsen (2007), Quarter Life Crisis is a response to increasing instability, constant changes, facing numerous choices, and feelings of panic and helplessness, which usually occur in individuals aged 18 to 21. According to Fischer (2008), the Quarter Life Crisis is a feeling of worry that arises when facing the uncertainty of future life related to career, relationships, and social life that occurs around the age of 20s. Additionally, according to Atwood and Scholz (2008), the quarter-life crisis is interpreted as an emotional condition that includes feelings of self-doubt, helplessness, and fear of failure. These feelings arise due to internal and external pressures. Such a condition is certainly normal to feel. However, if left unresolved, it will endanger our mental health.

Career is a factor that can influence the Quarter Life Crisis, as it can become a source of anxiety for individuals during the transition from college to the working world. As per the research conducted by Murphy et al. in 2010, stress and dissatisfaction related to work and relationships can be significant factors during the quarter-life crisis period, or in other words, the Quarter Life Crisis. Additionally, individuals entering the final stages of education must also consider commitments in relationships and satisfying jobs. However, if individuals do not yet possess good career maturity, it will lead to doubts about the career choices to be made, resulting in anxiety and indecision about revising and redesigning their career plans in life. Therefore, by enhancing career maturity.

A career, according to KKBI online, is the development and progress in life, work, position, and so on. This is supported by Hani Handoko (2000). A career is all the jobs or positions handled or held during a person’s working life.

According to Hartono (2016), career decision-making is a dynamic and prolonged process to create career options from several alternative career options available in society, based on self-knowledge and occupational knowledge. Each person fundamentally desires comfort in their life. In fulfilling that desire, a career decision that meets future needs is required, including making career decisions, so that the chosen career is a suitable decision for oneself.

Someone who makes career decisions because they are involved in various behaviors that lead to a certain career. Processing and gathering career information about oneself and the environment (related to career decision-making and exploration) is an important aspect in the career development process and career construction, especially for high school students who are transitioning towards actual career preparation (Hartung, 2015). A career can be described as an activity that encompasses a range of jobs and is interconnected; in this context, an individual advances their life by involving various abilities, attitudes, needs, aspirations, and ambitions as part of their own life span (Mamat, 2009). Career is related to work, but it has a broader meaning than work (Sunardi, 2008). The life span development perspective states that career decisions occur throughout the entire span of human life. From infancy to the end of life, career decisions occur (Bashari, 2012).

In the Generation Theory proposed by Graeme Codrington & Sue Grant-Marshall in 2004, Generation Z or Gen Z refers to anyone born between 1996-2010. So in 2023, they are aged between 13-27 years, an age that is still active in education from elementary school to college (https://puslapdik.kemdikbud.go.id/project-based-learning-profil-pelajar-pancasila-dan-gen-z/). According to Wijoyo et al. (2020), they were born during a transitional period of technological development. The presence of technology that makes everything easier causes Generation Z to prefer instant things in their work processes. This affects their mindset and way of working. According to Bhakti and Safitri (2017), Generation Z has an identity that is different from previous generations. Even millennials, who are the previous generation, are significantly different from Generation Z (Stillman, 2017). This generation enjoys collaborating in flexible work, is aware of challenges, and is motivated by achievements, and likes to explore new methods in solving problems (Wiedmer, 2015).

METHOD

Participants and sample

This research aims to investigate the Relationship between Career Decision-Making and Quarter Life Crisis among Generation Z at selected universities in Tarakan City, Kalimantan, Indonesia. The subjects of this study are active students of the 2023/2024 academic year from the Guidance and Counseling (BK) Department, Faculty of Teacher Training and Education (FKIP). The technique used in this research, according to Sugiyono (2018), is sampling with certain considerations based on the desired criteria to determine the number of samples to be studied. The specific characteristics that align with the research objectives and can address the research problems are as follows: 1) Active students for the 2023/2024 academic year in the Guidance and Counseling (BK) Department, Faculty of Teacher Training and Education (FKIP). 2) Students aged 18-21 years. The number of students who meet the criteria is 160 out of 200 students.

Prosedur pengumpulan data

Data collection was conducted during the month of June 2024. Quantitative data collection used the Quarter Life Crisis measurement tool, which was modified from the scale created by Sumartha (2001) based on the theory of Robbins and Wilner (2001). This scale measures the quarter life crisis, which consists of indecision in decision-making, worry about interpersonal relationships, anxiety, feelings of depression, negative self-assessment, feeling trapped in difficult situations, and feelings of despair. Then, for the career decision-making variable, we used a measurement tool created by Naviatun Nufus (2019) based on the theory of Tiedeman and O’Hara (Hopson, B., & Hayes, J. 1978), which consists of Exploration, Crystallization, Choice, and Clarification. This scale was distributed through Google Form. The form was distributed to participants through the faculty, and the responses were recorded and documented in a Google Excel sheet.

Data Analysis

Quantitative data were analyzed using Jamovi version 2.6.23. To answer the research question, the career decision-making test with the Quarter Life Crisis is conducted using the Product-Moment correlation analysis method. Carl Pearson. Career Decision-Making development from Naviatun Nufus (2019) shows sufficient internal consistency with a Cronbach’s alpha reliability of 0.678. The quarter-life crisis development from the Sumartha Scale (2001) shows good internal consistency with a Cronbach’s alpha reliability of 0.856.

RESULTS

Normality Test

The Normality Test in this study uses the Pearson test presented individually. The normality test with this technique is conducted by calculating the maximum value of the difference between the cumulative proportion and the Z score (Haikal, 2021). Here is the table of the normality test results:

Table 1. Normality Test of Career Decision-Making with Quarter Life Crisis

Assumption Checks

Based on Table 1 above, it shows that the p-value > 0.05 or 0.199 > 0.05, which means the residuals are normally distributed. This is also supported by the scatter plot graph which shows the distribution of residuals around the diagonal line. Therefore, the assumption of normality has been met.

Linearity Test

Next, the linearity test is conducted by finding the regression line equation of the independent variable x against the dependent variable y (Gunawan, 2015). The following can be seen in Table 2 below:

Table 2. Linearity Test of Career Decision-Making with Quarter Life Crisis

Q-Q Plot

Based on the Q-Q residual to check linearity through the plot. It can be concluded that there is a significant linear relationship between the two variables. Based on the linearity test conducted, it can be concluded that the linearity assumption in this study is met.

Hypothesis Testing

Table 3. Hypothesis Testing of Career Decision-Making with Quarter Life Crisis

The research results show that the P-value in the analysis for each factor is <0.05, specifically 0.019<0.05, and Pearson’s has a value of 0.318, indicating a positive and significant relationship between career decision-making and Quarter Life Crisis in Generation Z, although the correlation is weak. This means that the higher the career decision-making, the higher the Quarter Life Crisis will be. Conversely, if career decision-making is lower, then Quarter Life Crisis will also be lower.

DISCUSSION

Based on previous research by Rohmatul Umah (2020), it shows that career maturity can influence Quarter Life Crisis behavior in psychology students who are working on their thesis. A similar point was made by Irma Roviatul Adawiyah (2022), showing that there is a negative relationship between career maturity and Quarter Life Crisis in early adulthood individuals. Additionally, according to Marliana Inya Kalli, Andia Kusuma Damayanti, and Alfredro Putut Prahoro (2023), there is a significant relationship between emotional maturity and Quarter Life Crisis in early adulthood at “X” university Malang campus for the academic year 2021/2022. Andia Kusuma Damayanti & Hesti Setyodyah Lestari (2023) state that there is a significant relationship between Career Decision Making and Quarter Life Crisis in Early Adulthood.

Implications

Career is a factor that can influence the Quarter Life Crisis, as it can be a source of anxiety for individuals during the transition from college to the workforce. However, a different situation occurs with Generation Z, as the correlation between the two variables is low. This might be because Generation Z, born in the technological era, faces rapid industry shifts, especially in the technology sector, creating a demand for new skills that Generation Z may not yet possess. Many traditional jobs have disappeared or changed drastically, while new jobs that have emerged often require more specific technical skills. The challenges faced by Generation Z are becoming increasingly evident, so whether they like it or not, Generation Z must be able to adapt quickly to the current changes. Generation Z needs to continuously develop their skills through training and education that are relevant to the current industry needs. On the other hand, some say that Generation Z is a generation that easily gives up or is soft, and this stigma is strongly attached to Generation Z. When facing failure in achieving their desired goals, they tend to give up more easily, which leads to them not thinking too much about the broader impact on themselves personally when choosing schools or jobs in the future.

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