scholarly journals Career anchor profiles of a sample of business and professional women

1990 ◽  
Vol 16 (1) ◽  
Author(s):  
Ronel Erwee
Keyword(s):  
Geographical Location ◽  
Professional Women ◽  
Career Management ◽  
Job Tenure ◽  
Occupational Groups ◽  
Career Anchors ◽  
Functional Competence ◽  
Managerial Competence ◽  
Professional Woman ◽  
Career Orientations

The career anchors of a sample of 95 business and professional woman were studied by means of the Career Orientations Inventory (DeLong, 1982). The hierarchy of career anchors of the sample was as follows: Service, Variety, Security (job tenure), Managerial competence. Autonomy, Identity, Technical/functional competence, Entrepreneurship and Security (geographical location). A few significant differences in career anchors did occur between various occupational groups. The implicatons of these findings in terms of career management in organisations are discussed. Opsomming Die loopbaanankers van 'n steekproef van 95 sake- en beroepsvroue is bestudeer deur middel van die "Career Orientations Inventory" (DeLong, 1982). Die steekproef het die volgende hierargie van loopbaanankers getoon: Diens, Verskeidenheid, Sekuriteit (organisatories), Bestuursbevoegdheid, Outonomie, Identiteit, Tegnies/funksionele bevoegdheid, Entrepreneurskap en Sekuriteit (geografies). 'n Paar beduidende verskille in loopbaanankerprofiele het tussen die onderskeie beroepsgroepe voorgekom. Die implikasies van die bevindings ten opsigte van loopbaanbeplanning in ondernemings word bespreek.

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.

scholarly journals FACTOR ANALYSIS EVALUATION OF SCHEIN’S CAREER ORIENTATIONS INVENTORY IN COLOMBIA

2017 ◽  
Vol 18 (0) ◽  
pp. 186-196 ◽  
Author(s):  
Julián David Cortés Sánchez ◽  
Merlin Patricia Grueso Hinestroza
Keyword(s):  
Factor Analysis ◽  
Educational Attainment ◽  
Contact Center ◽  
Career Anchors ◽  
Number Of Factors ◽  
Managerial Competence ◽  
Confirmatory Factor ◽  
Career Orientations ◽  
And Gender ◽  
Access Data

The Career Orientation Inventory model proposed by Edgar Schein is one of the most discussed methods for identifying individuals’ career orientations. However, there are several gaps related to its implementation for developing countries using factor analysis and digital open access data. We conducted exploratory and confirmatory factor analysis for a sample of 116 employees of a contact center in Colombia to test whether there were significant differences among career anchors (CAs) and gender, educational attainment, or age. The results show: a different number of factors from those proposed by Schein; variances in security/stability and managerial competence CAs concerning gender and educational attainment; and lifestyle is not the dominating CA in women.

scholarly journals Career Orientation Of Employees In Islamic Banks: Kingdom of Bahrain

2016 ◽  
Vol 12 (19) ◽  
pp. 63
Author(s):  
Vijayalaxmi Moovala
Keyword(s):  
Baby Boomers ◽  
Islamic Banks ◽  
Career Anchors ◽  
Functional Competence ◽  
Gen Y ◽  
Career Plans ◽  
Female Managers ◽  
Career Anchor ◽  
Managerial Competence ◽  
Gen X

The main aim of the study was to identify the career anchors of employees working in Islamic banks of Bahrain and to examine the similarities or differences, in the career anchor preferences of males and females, managers and non-managers, and among the three generations [baby-boomers, Gen X and Gen Y]. Edgar Schein’s eight career anchors formed the basis of this study. The study revealed that there is no significant difference in the career anchor preferences of the male, female, managers and non-managers. The main anchor for majority of these categories was technical/functional competence, for the second majority of respondents it was general managerial competence. The career anchors preference of babyboomers and Gen X, and Gen X and Gen Y was somewhat similar. However there was a variation in the career anchor preferences of baby-boomers and Gen Y. Majority of the baby-boomers and Gen X preferred technical/functional competence as their main anchor, and Gen Y opted for general managerial competence. The preferred anchor for the second majority of baby-boomers was security/stability, for Gen X general managerial competence and Gen Y pure challenge. The findings of this study would facilitate Islamic banks in Bahrain to develop appropriate career development plans based on their employee preferences. For male, female, managers and non-managers, career plans based on career anchors like technical/functional competence, and general managerial competence need to be made. Whereas for baby-boomers, Gen X and Gen Y relevant career plans based on specific preferences need to be formulated.

scholarly journals Interrelation of career anchors with education and labor activity motives of students

2019 ◽  
Vol 70 ◽  
pp. 08038 ◽  
Author(s):  
Anna Sheveleva ◽  
Irina Pankratova
Keyword(s):  
Higher Education ◽  
Professional Skills ◽  
Career Anchors ◽  
Functional Competence ◽  
Career Anchor ◽  
The World ◽  
Career Orientations ◽  
The Stability ◽  
Social Usefulness

The article is devoted to the research of career orientations (career “anchors”) with education and labor activity motivation of students. 114 students of “Psychological and pedagogical education” took part in the study. It is revealed that the most adequate motivation of education ex-pressed in the predominance of motives for acquiring knowledge and mastering the profession is associated with career orientations “service / dedication to a cause”, “pure challenge”, “technical / functional competence”. In other words, it is connected with aspiration to realize basic values in their careers, to improve the world, to develop and apply professional skills, to solve difficult problems, to overcome obstacles, to win. The career anchor of “service / dedication to a cause” is also associated with an increase of the communicative motive and a decrease of the competitive motive of labor activity. The more students are guided by the formal motive of getting a diploma of higher education, the less the stability of a career is valuable for them. The more utilitarian and pragmatic motive of la-bor activity is expressed in students, the less they are inclined to managerial or entrepreneurial career. The more autonomy and independence in career is valuable for students, the less social usefulness of labor (cooperative motive) is important for them.

scholarly journals Career Anchors of Secondary School Teachers

2019 ◽  
Vol 57 (3) ◽  
pp. 381-396
Author(s):  
Sandra Milanović
Keyword(s):  
Secondary School ◽  
Work Experience ◽  
Management Practices ◽  
Turnover Intentions ◽  
Secondary School Teachers ◽  
Career Management ◽  
Job Tenure ◽  
School Teachers ◽  
Career Anchors ◽  
Career Anchor

AbstractCareer anchors represent the internal constellations of motives, needs and career goals of individuals. It is of great importance to identify person’s career anchor and according to it, to design career management practices. Furthermore, if there is congruence between career anchor and job related characteristics, many positive outcomes such as job satisfaction, organizational commitment, low turnover intentions, etc. may emerge. The aim of this paper is to identify which one of nine defined career anchors is dominant career anchor of secondary school teachers as public sector employees and how they differ in terms of demographic factors such as gender, age and work experience. In order to achieve this goal, empirical research was conducted using a sample of 44 secondary school teachers from one town. The descriptive statistic’s results indicated that the dominant career anchor of secondary school teachers is security – job tenure, followed by service and lifestyle career anchors. Non-parametric tests were applied for the assessment of statistically significant differences between demographic groups. Female teachers and teachers between 41 and 50 years expressed higher levels of importance of security – job tenure career anchor, but teachers with work experience lesser than 15 years showed higher levels of importance of security – geographic. The findings of this study add new contribution to the literature and career management practices in Serbia.

scholarly journals Specific Features of the Professional I-Concept of Patrol Police Officers Depending on the Availability of Previous Experience in the Ministry of Internal Affairs

2019 ◽  
Vol 72 (1) ◽  
pp. 78-83
Author(s):  
Yu. V. Aleksandrov
Keyword(s):  
Police Officer ◽  
Police Officers ◽  
Self Efficacy ◽  
Interpersonal Relations ◽  
Diagnostic Techniques ◽  
Previous Experience ◽  
Career Anchors ◽  
Career Orientations ◽  
Internal Affairs ◽  
The Ideal

The paper is focused to the study of the professional I-concept of patrol police officers and the features of this concept, depending on the availability of previous experience in the system of the Ministry of Internal Affairs of Ukraine. The definition of I-concept, self-appraisal, awareness and self-consciousness of a personality has been revealed. The modern approaches to the problem of the professional I-concept in psychology have been analyzed. The author has presented the results of the empirical study, which was attended by police officers divided into 2 groups – those who used to serve in the internal affairs agencies (IAA), and those who did not have experience in the militia. During the research the author has studied the representations of police officers about themselves and about the ideal police officer, the levels of self-appraisal of police officers, peculiarities of their career orientations and self-efficacy. It has been experimentally established that the self-appraisal of police officers without experience in the IAA is overestimated. The specifics of the system of representations of patrol police officers of different groups about their own professionally relevant personality qualities and the specifics of the system of representations about their own communicative qualities have been also researched. The author has demonstrated the vision by police officers who do not have the experience in the IAA, the image of an ideal patrol police officer, their understanding of the ideal police officer, as well as their vision of themselves as the bearer of leadership qualities, the attitude towards authoritarianism and dictatorial manifestations. Based on the research the author has also noted the specifics of career orientations and the peculiarities of the effectiveness of patrol police officers, depending on their previous experience in the police. To solve the problems, the author has used the following psycho-diagnostic techniques: “Personal differential”; Lyri method of diagnosis of interpersonal relations; “Career Anchors” by Edgar H. Schein; Scale of general self-efficacy; S. Budassi methodology.

The Married Professional Woman: An Examination of Her Role Conflicts and Coping Strategies

1983 ◽  
Vol 7 (3) ◽  
pp. 235-243 ◽  
Author(s):  
Janet Dreyfus Gray
Keyword(s):  
Coping Strategies ◽  
Family Members ◽  
Married Women ◽  
Professional Women ◽  
Relative Importance ◽  
Role Conflicts ◽  
Women Doctors ◽  
Professional Woman ◽  
And Coping ◽  
Personal Interests

A group of 232 married women doctors, lawyers and professors were surveyed about their attitudes toward their roles and how they cope with role conflicts. Close to half of the women reported that it was impossible to rank the relative importance of their family and career roles, and a majority of women stated that they often experienced strains between these roles. Coping strategies such as having family members help with chores, having family members help resolve role conflicts, reducing standards within certain roles, considering personal interests important, and scheduling and organizing activities carefully were found to be significantly related to satisfaction. It is suggested that married professional women who develop effective coping strategies will find the challenge of combining a profession and a family a rewarding one.

Strategic career development for R&D staff: a field research

2000 ◽  
Vol 6 (3/4) ◽  
pp. 52-62 ◽  
Author(s):  
Alberto Petroni
Keyword(s):  
Career Development ◽  
Field Research ◽  
Management Systems ◽  
Career Management ◽  
Career Anchors ◽  
Research Institution ◽  
Professional Careers ◽  
Alternative Approaches ◽  
Personal Career ◽  
Career Preferences

Explores the evolution of career management systems for industrial researchers. Based on case studies of experimental career development systems for industrial researchers, combined with a survey of 151 researchers and engineers employed at a large public research institution, alternative approaches toward managing professional careers are discussed. The results indicate that the researchers’ personal career orientations, as measured by Schein’s Career Anchors Inventory, may serve as a useful predictor of their career preferences. In addition, the research enables an evaluation of alternative modes of career development for industrial R&D to be developed.

scholarly journals Investigating the relationship between employees’ career anchors and their psychosocial employability attributes in a financial company

2014 ◽  
Vol 14 (1) ◽  
Author(s):  
Rudolf M. Oosthuizen ◽  
Melinde Coetzee ◽  
Fezeka Mntonintshi
Keyword(s):  
Career Development ◽  
Management Practices ◽  
Primary Data ◽  
Career Management ◽  
Full Time ◽  
Career Anchors ◽  
Cross Sectional ◽  
Black Employees ◽  
Financial Company ◽  
The Relationship

Orientation: The challenge of sustaining one’s employability in a highly dynamic and turbulent labour market places new demands on individuals’ ability to navigate their career development. Career management practices in organisations should help individuals gain awareness of the career meta-capacities they need to sustain their employability.Research purpose: The objective of the study was to investigate the relationship between employees’ career anchors and their psychosocial employability attributes as important career meta-capacities in contemporary career development. The study also investigated whether individuals from different age and race groups differed significantly regarding these career meta-capacities.Motivation for the study: Career management has become essential in the contemporary workplace for employees to sustain their employability. Research points to the importance of psychosocial career meta-capacities in helping employees to manage their career development and employability.Research design, approach and method: A cross-sectional quantitative survey using primary data was conducted on a non-probability purposive sample (N = 108) of full-time employees (67% women; 78% 26–45 years old; 78% black employees) at a South African financial company. Correlations and Scheffé’s post-hoc test were performed to achieve the research objectives.Main findings: Significant positive relationships were observed between the participants’ career anchors and their psychosocial employability attributes. Age and race groups differed significantly only in terms of their career anchors.Practical/managerial implications: Career management practices in the organisation should accommodate the differences in career orientations and how these relate to the psychosocial employability attributes of their employees.Contribution: The findings add potentially important insights that may inform human resource practices aimed at enhancing the career development and employability of employees and addressing the career needs of different age and race groups.

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