This study investigates how subjectively experienced migration-related influences shape the career goal orientations of Generation Z. Subjective migration identity is conceptualized through perceived adaptation pressure and visible social marking. This approach contrasts with the administrative definition used by the German Federal Statistical Office, according to which an individual is classified as having a migration background if they themselves, or at least one parent, were not born with German citizenship. This binary classification does not capture individual experiences of belonging and difference, yet it continues to be widely applied in research.

Social Cognitive Career Theory and the Career Anchor Model provided the theoretical framework for understanding career goal orientation. Data were collected through a cross-sectional, correlational online survey (N = 194). Serial mediation analyses examined multidimensional relationships between subjective migration expression (predictor), professional learning experiences and professional self-efficacy experience (mediators), and various career anchors (criteria).

Contrary to expectations, individuals with stronger subjective migration-related imprinting report fewer positive career-related learning experiences, but higher career self-efficacy. Career self-efficacy emerged as a central psychological resource through which subjective migration-related imprinting influences several career anchors. Positive direct and/or indirect associations were found particularly for the anchors Autonomy, Entrepreneurial Creativity, Challenge, General Management, and Technical/Functional Competence. Some models indicated suppressor effects, suggesting that indirect pathways can attenuate total effects.

These findings highlight the importance of migration-sensitive career guidance and illustrate that integrating Social Cognitive Career Theory with the Career Anchor model provides a nuanced framework for understanding career development among young adults shaped by migration.