A study from FIU Business shows that not everyone may be able to land a job that excites them. Kisha Jones, assistant professor of global leadership and management, found that people are more likely to succeed and stay in jobs that align with what they enjoy doing, but for some, especially women and workers from underrepresented backgrounds, getting into those roles isn’t always easy.
The research, published in Applied Psychology in 2024, analyzed data from the Strong Interest Inventory—a career assessment tool—covering more than 250,000 responses from U.S. working adults collected between 2005 and 2014. It found that most workers do end up in roles that reflect their preferences, but not all groups experience the same level of alignment.
“This confirms what many of us already know intuitively—when you like what you do, you’re more motivated, more productive, and more likely to stay,” said Jones. “But the reality is that not everyone has equal access to those opportunities.”
The study found that people with more education, especially women with graduate or professional degrees, were much more likely to land jobs that matched their interests. But for others, particularly men across some racial and ethnic groups, education didn’t always make a difference in finding a good fit.
“That was one of the more surprising findings,” Jones said. “We tend to think of education as a great equalizer, but we still see gaps that suggest some people don’t get the same return on that investment when it comes to finding work they truly enjoy.”
The research also showed that jobs in creative and people-focused fields, like the arts or education were more likely to match workers’ interests. More technical or routine jobs, such as those in data or administration, had lower levels of alignment.
While the differences between groups were relatively small, Jones believes they are important. “Even small gaps can have a big impact over time, on job satisfaction, career advancement, and long-term success,” she said.
For companies, the findings offer a valuable takeaway: workers who are genuinely interested in their roles are more likely to stay, perform better, and bring greater value to the organization.
“Hiring isn’t just about checking boxes for skills,” Jones noted. “It’s also about making sure people actually want to do the job you’re hiring them for. That’s how you build a stronger, more engaged workforce.”