This research aims to explore the relationship between vocational self-efficacy and relationships employees have with their job and their organization during career transition. Referring to the general model of commitment proposed by Meyer, Gagné and Parfyonova (2010) based on self-determination theory and the three-component model of commitment, and perceived stress, the study included 169 french employees engaged in a career transition. Using a person-centered approach to identify different motivational profiles, results partially confirm several theoretical predictions and assumptions: different commitment profiles, stress level and vocational self-efficacy patterns were found. The autonomous motivational profile was affective/continuance-dominant committed and had the lowest perceived stress level; this group had high level of vocational self-efficacy. More surprising is the low motivational profile, which was continuance-dominant committed and had the highest perceived stress level: this group also had high level of vocational self-efficacy. The last motivational profile had moderate level of motivation for all forms of regulation, the same commitment profile as the autonomous motivational profile and an intermediate score of perceived stress but the lowest scores of vocational self-efficacy. Results seem to point at the notion that different combinations and interactions between components of the general model of commitment and perceived stress could lead to different engagements for how one particular component is experienced. Specifically, continuance commitment associated with affective commitment and moderate autonomous motivation could drain employees’ energy and constrain their vocational self-efficacy because of the very nature of their relationship with their job and their company. On the other hand, a high level of perceived stress could be a powerful cue of the importance of striving for career transition goal and when associated with low controlled motivation but greater than autonomous one and continuance-dominant commitment, it could foster vocational self-efficacy.