Unveiling Gender Dynamics in Career Decision-making: Insights from students of University of Technology and Applied Sciences, (UTAS) Sultanate of Oman

This study explores gender differences in career decision-making among students at the University of Technology and Applied Sciences (UTAS) in the Sultanate of Oman. A sample of 380 students, selected using stratified random sampling from a total student population of 35,037, participated in the study with 179 responses received, reflecting a response rate of 47.1%. The sample was proportionally distributed based on the number of students enrolled at each campus, ensuring representation from all university branches, including Muscat (13,000 students), Nizwa (4,697 students), Salalah (3,528 students), Ibra (3,267 students), Ibri (2,682 students), Shinas (3,202 students), and Musannah (4,661 students). Data was collected through a structured 40-item questionnaire, which included seven subscales: educational, on-the-job training, university, financial, personality, social, industrial (focused on Tourism, manufacturing, and technology), and governmental factors. Participants rated items on a five-point Likert scale. Independent samples t-tests and factor analysis were used to analyze the data. Factor analysis was conducted to identify underlying factors influencing career choice. The factor analysis revealed eight key factors influencing career choices: University factors, Government initiatives in the manufacturing sector, Monetary benefits, Personality traits, Technology sector opportunities, Academic performance, Tourism opportunities, and Student involvement. Independent samples t-tests revealed significant gender differences in perceptions related to career guidance and counseling services, career placement services, personal interests in career decisions, and on-the-job training opportunities, with female students generally expressing more positive views than male students. These findings underline the importance of enhancing career counseling and placement services, increasing on-the-job training opportunities, and integrating personal interests into career counselling to support gender-inclusive career development.