scholarly journals Investigating Factor Structures Underlying the Construct of Career Anchor Inventory in the Indonesian Context

2020 ◽  
Author(s):  
Slamet Widodo
Keyword(s):  
Career Anchor

Career Anchor Preferences of ITES Professionals in Today’s Scenario- Study in Bangalore

2011 ◽  
Vol 4 (6) ◽  
pp. 270-272
Author(s):  
Mamatha J Mamatha J ◽  
◽  
Dr. A Satya Nandini
Keyword(s):  
Career Anchor ◽  
Scenario Study

Career Plateau and Turnover Intention in Chinese Employees: Career Anchor as Moderator

2015 ◽  
Vol 43 (5) ◽  
pp. 757-766 ◽  
Author(s):  
Yueran Wen ◽  
Liu Liu
Keyword(s):  
Turnover Intention ◽  
Positive Relationship ◽  
Management Practices ◽  
Career Anchor ◽  
Career Plateau ◽  
Strong Positive Relationship ◽  
High Level ◽  
The Relationship ◽  
Moderating Role

Based on a survey of 147 Chinese employees, we examined the relationship between perceived career plateau and turnover intention, and the moderating role of career anchor in challenge in this process. We hypothesized that perceived career plateau would be positively related to turnover intention, and that this relationship would be stronger in employees with a higher level of career anchor in challenge than in those with a lower level. The results showed that perceived career plateau had a strong positive relationship with turnover intention, especially in employees with a high level of career anchor in challenge. These findings have implications for research in career development and turnover intention, as well as in management practices.

scholarly journals JOB SATISFACTION AND CAREER CHOICES: A STUDY USING SCHEIN´S CAREER ANCHOR MODEL

2017 ◽  
Vol 10 (2) ◽  
pp. 3
Author(s):  
Rosana Silvina Codaro ◽  
Patricia Amelia Tomei ◽  
Bernardo Paraiso de Campos Serra
Keyword(s):  
Job Satisfaction ◽  
Rio De Janeiro ◽  
Career Choices ◽  
Career Anchor

No presente estudo visa-se a analisar a relação entre satisfação no trabalho e o alinhamento do emprego do indivíduo com suas habilidades, necessidade e valores, denominadas âncoras de carreira. Realizou-se uma pesquisa quantitativa definida como survey, baseada no Modelo de Âncoras de Carreira de Schein e Van Maanen (2013) e na Escala de Satisfação do trabalho de Siqueira (2008), para amostra não probabilística de alunos de uma escola de Administração de uma universidade privada de Rio de Janeiro. A âncora que apresentou maior frequência, independente do gênero do entrevistado, foi Estilo de Vida, indicando a tendência em buscar uma carreira que permita equilibrar a vida profissional e a vida pessoal. Por fim, identificou-se que os indivíduos autônomos são mais satisfeitos que os assalariados, os de sexo masculino estão mais satisfeitos no trabalho do que os de sexo feminino, e que existe uma associação positiva entre anos de experiência e satisfação no trabalho.

The Internationalism Career Anchor

2014 ◽  
Vol 44 (2) ◽  
pp. 9-33 ◽  
Author(s):  
Mila Lazarova ◽  
Jean-Luc Cerdin ◽  
Yuan Liao
Keyword(s):  
Career Anchor

Underlying Factor Structure of Schein’s Career Anchor Model

2013 ◽  
Vol 21 (3) ◽  
pp. 430-451 ◽  
Author(s):  
W. Brent Barclay ◽  
Jared R. Chapman ◽  
Bruce L. Brown
Keyword(s):  
Factor Structure ◽  
Underlying Factor ◽  
Career Anchor

scholarly journals The relation between career anchors, occupational types and job satisfaction of midcareer employees

2000 ◽  
Vol 26 (2) ◽  
Author(s):  
J. A. Ellison ◽  
A. M. G. Schreuder
Keyword(s):  
Job Satisfaction ◽  
Decision Making ◽  
Career Choices ◽  
Career Decision ◽  
Working Environment ◽  
Career Decision Making ◽  
Career Anchors ◽  
Career Anchor ◽  
Intrinsic Job Satisfaction ◽  
The Individual

The objective of this research was to determine the value of the career anchor model in career decision-making. Career models that can provide the individual with greater self-insight can serve as an important guide when making career choices in todays turbulent working environment. Two hundred and ninety-five midcareer employees (managerial and non-managerial) completed questionnaires to determine their career anchor, occupation type and levels of general, intrinsic and extrinsic job satisfaction. The differences in job satisfaction between employees with a fit between career anchor and occupational type and those with no such fit were compared. It was found that respondents with a fit had a significantly higher level of general and intrinsic job satisfaction than those with no such fit. It is therefore suggested that the career anchor construct could probably serve as a useful tool for midcareer employees to make career choices. Opsomming Die doel van hierdie ondersoek was om die waarde van die loopbaanankermodel in loopbaanbesluitneming te bepaal. Loopbaanmodelle wat individue van groter insig kan voorsien kan as n belangrike riglyn in vandag se turbulente werksomgewing dien. Tweehonderd vyf-en-negentig middelloopbaan-werknemers (bestuur en nie-bestuur) het vraelyste voltooi om hulle loopbaanankers, beroepstipe en vlakke van algemene, intrinsieke en ekstrinsieke werkstevredenheid te bepaal. Die verskille in werkstevredenheid tussen werknemers met n passing tussen loopbaananker en beroepstipe en die sender n sodanige passing, is vergelyk. Daar is bevind dat respondente met n passing 'n beduidende hoer vlak van algemene en intrinsieke werkstevredenheid het as die sender so 'n passing. Daar word derhalwe voorgestel dat die loopbaanankermodel waarskynlik as n nuttige instrument by middelloopbaan-werknemers gebruik kan word om loopbaanbesluite te neem.

scholarly journals Toward a Career Anchor Structure: An Empirical Investigation of Engineers

2010 ◽  
Vol 65 (2) ◽  
pp. 236-256 ◽  
Author(s):  
Laura Wils ◽  
Thierry Wils ◽  
Michel Tremblay
Keyword(s):  
Empirical Investigation ◽  
The Self ◽  
Career Management ◽  
Technical Competence ◽  
Career Anchors ◽  
Career Anchor ◽  
Circular Model ◽  
Managerial Competence ◽  
Anchor Structure ◽  
Self Transcendence

Contrary to Schein’s theory of career anchors, which rests on the dominance of a single career anchor, the present study proposes an original career anchor structure that captures multiple dominant anchors. The analysis of data from a sample of 880 Quebec engineers supports this reconceptualization based on a circular model of career anchors. The new dynamics of career anchors shows that several anchors are complementary (e.g., creativity and challenge) while others are conflictual (e.g., challenge and security). In particular, the correlational analysis at the axial level indicates that the “self-enhancement” pole (managerial competence, identity) is negatively correlated with the “self-transcendence” (service/dedication to a cause, technical competence), whereas the pole “openness to change” (challenge, entrepreneurial creativity) is negatively correlated with the “conservation” pole (security, lifestyle). These findings can lead to more research in career management.

Career Orientations of Managers from Central and Eastern Europe

1998 ◽  
Vol 82 (3) ◽  
pp. 960-962 ◽  
Author(s):  
Ronald J. Burke
Keyword(s):  
Eastern Europe ◽  
Central And Eastern Europe ◽  
Career Anchor ◽  
Career Orientations

The present study examined the career orientations of 71 managers and professionals from Central and Eastern Europe while they attended a 6-wk. program having the objective of fostering business ventures between Canadian organizations and companies in their home countries. Four career orientations were examined: managerial, technical-functional, entrepreneurial, and security. Three of the four (managerial, entrepreneurial, security) were relatively high and higher than the technical-functional career anchor.

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