This theory provides a framework for studying attitudes toward behavior. Based on the theory, the most important determinant of a person's behavior is the intensity of the behavior. The individual's intention to display a behavior is a combination of attitudes to display such behaviors and subjective norms. Individual attitudes toward behavior include beliefs about behaviors, evaluations of behavioral outcomes, subjective norms, normative beliefs, and motivations for obedience. The Theory of Planned Behavior is based on the assumption that humans are rational beings and use information that is possible for them systematically. People think about the implications of their actions before they decide to do or not do a particular behavior. In the TPB developed by (Ajzen & Fishbein, 1998), the behavior shown by individuals arises from the presence of intensity or intention to behave. Meanwhile, the emergence of behavioral intentions is not determined by subjective attitudes and norms but also by the control of behavioral perceptions. These three components interact and become indicators of intentions, which in turn determine whether a particular behavior will be carried out or not..

The theory of hope is the tendency to act in a certain way depending on the strength or hope that such an action will be followed by something specific for each individual. (Merdekawati & Sulistyawati, 2011). This theoretical approach conveys that many people look far ahead to explain how a person is motivated. One of the figures who put forward this theory is the psychiatrist Vroom, (1964) who states that everyone will be motivated to do things toward a goal that he thinks is valuable, and he sees that what he does will help him achieve that goal (Koonz et al., 1989) in (R.A, 2018)

Several studies related to career selection have been carried out by (Al-musadieq, 2018), (Amondarain et al., n.d.), (Balakrishnan, 2022), and(Navallas et al., 2017). The study conducted by some of the researchers sought to identify several variables that influenced career choices and focused on gender stereotypes that could influence a person's choice of employment. Research by (Nurhalisa, 2020) mentions that the development of motivation and labor market considerations can influence a person in choosing a career, but financial rewards are not overconsidered. Penelitin (Asyifa et al., 2022)(Balakrishnan, 2022) mention that financial reward variables have a strong influence in terms of a person's career choice, especially in choosing a job. Another variable, the labor market consideration mentioned in the (Chairunnisa, 2014) study, states that the variable can influence a person in choosing a job. The job market consideration, according to (Hu, 1996) covers job availability, job security, career flexibility, and promotion opportunities as variables that a person often uses in implementing such variables.

According to (Sardiman, 2005), self- motivation is a motive that becomes active and functional and does not need to be stimulated from the outside because there is an impulse from the individual to do something. Self-motivation can also be called internal motivation. In everyday life, self- motivation is needed because it can encourage a person to do what he wants.

Research by (Nurhalisa, 2020) and (Al-musadieq, 2018) stated that student motivation variables are considered in career choices. This is supported by (Arifianto & Sukanti, 2014) research, which states that motivational variables have a positive influence on student interest in choosing a career.

H1: Motivation influences student career choices as auditors.

Financial reward is considered to be the main attraction in giving satisfaction to employees because of the income earned in return for the work (Banowati, 2020). This is because, up until now, financial justification includes wages, funds at the start of contracts, pension funds, and potential financial rewards as a measure to meet economic and physiological needs.

Research by (Asyifa et al., 2022) mentions that the variable financial reward affects the interest of accountants in choosing a career as auditors. This is reversed by (Nurhalisa, 2020) which states that financial reward is not so much considered in the choice of career as a student.

H2: Financial awards influence student career choices as auditors

Employment market considerations are closely related to jobs that can be obtained or accessed in the future. The kind of job with a wider job market will be more in demand by students than the type of job with a smaller job market. Employment market considerations are the main reason or important factor when a person is in time to determine his career yanti (2014). Research by (Nurhalisa, 2020) mentions that market consideration variables become something that is considered when students choose careers. This is reversed by the (Chairunnisa, 2014) study, which mentions that market considerations have no influence on students' interest in choosing jobs.

H3: Employment market considerations influence student career choices as an auditor

Research by (Navallas et al., 2017) indicates that stereotypical gender variables influence a person's career choices. This is supported by research by (Amondarain et al., n.d.) that mentions that gender differences greatly influence career selection and job choices as an auditor in an audit firm.

The relationship between motivation and gender stereotypes in career choices is dynamic and interacting. Gender stereotypes can hinder an individual's motivation, but strong motivation can help overcome the stereotype and encourage individuals to pursue the careers they want. Individuals with high motivation tend to have strong convictions and resistance to obstacles, including gender stereotypes. By understanding and overcoming these barriers, we can create a more inclusive and supportive environment for all individuals in pursuit of careers.

H4: Motivation influences career choices as an auditor mediated by gender stereotypes.

Financial awards play an important role in career choices for auditors, and gender factors can influence how awards are seen and received by individuals. To overcome gender-related barriers and ensure that all individuals have equal opportunities to earn fair financial awards, it is important for organizations to implement equal pay policies, provide career support, and create an inclusive working environment.

H5: Financial appreciation influences career choices as an auditor mediated by gender stereotypes.

Market considerations of gender in career choices as auditors reflect the complex interactions between labor demand, corporate policies, gender stereotypes, and economic and social conditions. By understanding and addressing these factors, companies can create a more inclusive and equitable work environment, as well as encourage more individuals to pursue careers as auditors without being affected by gender stereotypes.

H6: Market considerations influence career choices as an auditor mediated by gender stereotypes. Research Methods

The independent variable in this research is motivation. (Kooij & K, 2019) explains that motivation to work is an internal factor associated with individual participation in an observed work setting. What is interesting in this context is situational motivation, which refers to the motivation a person experiences at a particular time and towards a particular activity. This study uses the motivation indicator that refers to Almusadieq, (2018) research: 1) system of reward, 2) self-actualization, and 3) willingness to move forward.

2) self- actualization, and 3) willingness to move forward.

Financial reward is a recent achievement seen by some as the primary source of employee happiness (Rahayu, 2003) and Mariana, V. (2017). The study uses financial reward indicators that refer to the (Rahayu, 2003) and namely: 1) high early wages; 2) pension funds; and 3) salary rise rate.

The labor market is all demand and offer in employment. (Suripto, 2015). The study uses the Employment Market Consideration Indicator, which refers to the (Hu, 1996): 1) job availability; 2) job security; 3) career flexibility; and 4) promotion opportunities.

The dependent variable of this research is the choice of a career as an auditor. According to (K.S et al., 2012), career selection is an individual's endeavor in preparing himself to enter a career related to the job through a series of activities with the desired. This research uses career selection indicators that refer to research by (Arif et al., 2014): 1) trusted business consultants 2) broadening accounting insights and capabilities 3) professionalism; 4) department promotion 5) appropriate remuneration.

The intervening variable in this study is gender stereotype. According to (Heri Susanto, 2020), defining gender is more than just the distinction between men and women seen from the socialcultural construction, but more emphasizing the analytical concepts used to explain something. This study uses the gender stereotype indicator that refers to the (Amondarain et al., n.d.) study, namely: 1) behavior value.

The initial stage before testing the hypothesis is validity testing and testing, reliability, which aims to ensure that the instruments used are valid and reliable. More specifically, the validity test consists of convergence validity and discriminatory validity tests. Convergence validity tests can be seen from factor loading values above 0.70 (Unknown Author, 2017). The results indicate that all factor load values are greater than 0.70 and can be viewed in Table 2, which means that all measurement items meet the convergent validity requirement. In addition, the convergence validity test can be seen from the AVE (average variance extracted) value as long as the value is greater than 0.5 (Unknown Author, 2017). Furthermore, the discriminatory validity test is viewed from the AVE value in the Table 3 column (the thick letter). If AVE is greater than the other digits in the column, then the construction meets the discriminating validity requirement. Based on Table 3, it shows that all AVE values are larger compared to other digits, which means all constructs meet the discriminatory validity requirement. The second test is reliability, which can be seen based on the composite reliability (CR) and Cronbach’s alpha (CA) values. According to (Unknown Author, 2017), the condition for the construction to meet the reliability requirement is if the CR and CA values are greater than 0.70. Based on Table 5, the CRs and CAs are larger than 0.70 so that they meet reliability requirements.

Testing the hypothesis of this study using the structural equation model (SEM). The results of the test of hypotheses can be seen in Table 5. The test results show that all independent variables, namely motivation, financial appreciation, and labor market considerations, have no statistically significant influence on the choice of career as an auditor (β = 0.091, p > 0.05; β = 0.103, p >).0.05; β = 0.145, p > 0.05), so H1 to H3 is not supported. Furthermore, the Gender Stereotype mediation variable is able to mediate the relationship between the motivation variables, financial appreciation, and labor market considerations against the career selection variable to be an auditor (β = 0.016, p < 0.05; β = 0.036, p < 0,05; β = 0.002, p < 0,05).

The research finds that, among other things, 1) motivation is able to influence gender stereotypes in career choices as an auditor; 2) financial appreciation is capable of influencing gender stereotypes when choosing an auditor's career; and 3) market considerations are capable of affecting gender stereotypes in the choice of an auditor's career. More specifically, the results of this study show that motivation, financial appreciation, and market considerations do not influence the choice of career as an auditor directly. These results are inconsistent with research (Nurhalisa, 2020); (Almusadieq (2018); and (Asyifa et al., 2022) that suggests that motivations, financial valuation, and marketing considerations may influence career choices as an auditor.Furthermore, research shows that motivation can influence gender stereotypes in career choices for auditors. These findings suggest that perceptions and expectations related to gender roles can affect the motivation of individuals to choose careers as auditors. It covers the social view of the abilities, duties, and characteristics that are considered appropriate to a male or female in the auditor's profession. The research also proves that financial appreciation can influence gender stereotypes in career choices as an auditor. These findings show that high financial appreciation in the auditor profession not only encourages gender stereotypes but also strengthens them through various mechanisms. It is therefore important to implement policies and practices that support gender equality in financial rewards and career opportunities carried out in a fair and transparent manner to reduce the negative impact of gender stereotypes. The latest results of this study prove that market considerations can influence gender stereotypes in career choices for auditors. These findings suggest that market considerations can include market demand for a specific gender in the role of an auditor. If the company tends to choose positions based on a particular gender based on stereotypes, this can affect each individual when considering a career as an auditor.The results of this study provide a deeper understanding of why, at the PTMA in the Java region, Tengan and D.I. Yogyakarta showed that motivation variables, financial awards, and market considerations influence career choices as auditors through gender stereotypes. This can help PTMAs in Central Java and Yogyakarta in particular in designing strategies to increase interest and participation in the field of audit, taking into account the complex and diverse factors that influence individual career decisions.