Original Research
The utilisation of a career conversation framework based on Schein’s career anchors model
SA Journal of Human Resource Management | Vol 11, No 1 | a491 |
DOI: https://doi.org/10.4102/sajhrm.v11i1.491
| © 2013 Magda Bezuidenhout, Anton Grobler, Elizabeth C. Rudolph
| This work is licensed under CC Attribution 4.0
Submitted: 08 August 2012 | Published: 24 July 2013
Submitted: 08 August 2012 | Published: 24 July 2013
About the author(s)
Magda Bezuidenhout, Department of Human Resource Management, University of South Africa, South AfricaAnton Grobler, Department of Human Resource Management, University of South Africa
Elizabeth C. Rudolph, Department of Human Resource Management, University of South Africa
Abstract
Orientation: This study constituted and reported on the outcomes of a structured career conversation framework based on Schein’s eight career anchors in an open distance and e-learning (ODeL) university in South Africa.
Research purpose: The purpose of the research was to report on the utilisation of a structured career conversation framework based on Schein’s career anchors model.
Motivation for the study: The rationale for the study was the paucity of studies investigating career anchors in South Africa’s multicultural organisational context.
Research design, approach and method: A quantitative approach was adopted in the study. The population consisted of 4200 employees at a university in South Africa. Statistical analysis was performed using one-way analysis of variance (ANOVA) as well as a Scheffe post hoc test.
Main findings: The findings of this study suggest that career conversation has a dynamic nature (i.e. it changes) over a period of time. Consequently, career development interventions in the workplace need to approach the workforce holistically.
Practical/managerial implications: The findings and results will assist managers, practitioners and career development specialists in the practical implementation of the career anchor concept.
Contribution/value-add: The career conversation framework based on Schein’s career anchors has expanded the existing theory to find the right balance between career conversations and career anchors to keep people motivated to perform optimally in an organisation.
Research purpose: The purpose of the research was to report on the utilisation of a structured career conversation framework based on Schein’s career anchors model.
Motivation for the study: The rationale for the study was the paucity of studies investigating career anchors in South Africa’s multicultural organisational context.
Research design, approach and method: A quantitative approach was adopted in the study. The population consisted of 4200 employees at a university in South Africa. Statistical analysis was performed using one-way analysis of variance (ANOVA) as well as a Scheffe post hoc test.
Main findings: The findings of this study suggest that career conversation has a dynamic nature (i.e. it changes) over a period of time. Consequently, career development interventions in the workplace need to approach the workforce holistically.
Practical/managerial implications: The findings and results will assist managers, practitioners and career development specialists in the practical implementation of the career anchor concept.
Contribution/value-add: The career conversation framework based on Schein’s career anchors has expanded the existing theory to find the right balance between career conversations and career anchors to keep people motivated to perform optimally in an organisation.
Keywords
careers; career anchors; internal/external careers; career enablers; career conversations
Metrics
Total abstract views: 7759Total article views: 19391
Crossref Citations
1. Career Anchors of Secondary School Teachers
Sandra Milanović
Economic Themes vol: 57 issue: 3 first page: 381 year: 2019
doi: 10.2478/ethemes-2019-0022