Measuring career anchors and investigating the role of career anchor congruence

308 Pages·2011·0.9 MB·English

Measuring career anchors and
investigating the role of career anchor
congruence
Steele, C.A
Submitted version deposited in CURVE June 2011

Original citation:
Steele, C.A. (2009) Measuring career anchors and investigating the role of career anchor
congruence. Unpublished PhD Thesis. Coventry: Coventry University in collaboration with
the University of Worcester.

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http://curve.coventry.ac.uk/open
Measuring Career Anchors and Investigating the Role of
Career Anchor Congruence

Catherine Ann Steele

A thesis submitted in partial fulfilment of the
requirements for the degree of Doctor of Philosophy

2009

Coventry University in collaboration with the
University of Worcester
Contents

List of figures……………………………………………………………………………. viii
List of tables…………………………………………………………………………….. ix
Acknowledgements…………………………………………………………………….. xi
Abstract………………………………………………………………………………….. xii

Chapter 1 Introduction…………………………………………………………………. 2
1.1 Introduction…………………………………………………...………………… 2
1.2 Research objectives…………………………………………………………… 3
1.3 Thesis structure………………………………………………………………… 4

Chapter 2 Career theory………………………………………………………………. 8
2.1 The career concept……………………………………………………………. 8
2.1.1 The history of work…………………………………………………… 8
2.1.2 Traditional views……………………………………………………… 9
2.1.3 Reasons for reconceptualisation…………………………………. 10
2.1.4 Current views…………………………………………………………. 14
2.2 Career theory…………………………………………………………………… 16
2.2.1 The internal and external career……………………………………. 16
2.2.2 Career success……………………………………………………….. 17
2.2.3 The role of personality, values and demographics……………….. 19
2.2.3.1 Personality and values…………………………………… 20
2.2.3.2 Gender……………………………………………………….. 23
2.2.3.3 Age…………………………………………………………… 25
2.2.4 Career Models……………………………………………………… 26
2.2.4.1 The theory of work adjustment……………………………. 26
2.2.4.2 Holland’s theory…………………………………………… 27
2.2.4.3 Developmental theories……………………………………. 31
2.2.4.4 The intelligent career……………………………………….. 34
2.2.4.5 The protean career………………………………………… 35
2.2.4.6 Career anchors……………………………………………… 38
2.2.5 Congruence…………………………………………………………… 42
2.2.5.1 Job satisfaction……………………………………………… 43
2.2.5.2 Organisational commitment……………………………… 44
2.2.5.3 Career salience…………………………………………… 45
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2.3 Career management………………………………………………………… 47
2.3.1 Career management within organisations…………………………. 47
2.3.2 Career self management………………………………………….… 50
2.4 Chapter summary……………………………………………………………. 55

Chapter 3 Career anchors…………………………………………………………….. 55
3.1 Career anchors…………………………………………………………………. 55
3.1.1 History of career anchor development…………………………… 55
3.1.2 What are career anchors?………………………………………… 58
3.1.3 The career anchors in details……………………………………….. 62
3.2 Career anchor measurement………………………………………………… 66
3.2.2 Schein’s proposals…………………………………………………… 66
3.2.3 Career anchor empirical structure………………………………… 68
3.3 Chapter summary and research hypotheses……………………………….. 81
3.3.1 Empirical assessment of the COI………………………………… 81
3.3.2 Distribution of career anchors………………………………………. 82
3.3.3 Matching career anchors to jobs……………………………………. 83
3.3.4 Congruence studies………………………………………………….. 84

Chapter 4 Methodological background………………………………………………. 86
4.1 Research in occupational psychology……………………………………….. 86
4.1.1 Quantitative vs. qualitative………………………………………….. 86
4.1.2 Bridging the gap – theory and practice…………………………….. 87
4.2 Psychometric analysis of the COI……………………………………………. 89
4.2.1 Psychometric theory…………………………………………………. 89
4.2.2 Career anchor distribution…………………………………………… 91
4.3 Examination of the role of congruence………………………………………. 92
4.3.1 Research within organisations……………………………………… 92
4.3.2 Career anchors in organisations……………………………………. 95
4.3.3 Congruence, careers and career anchors…………………………. 96
4.3.4 Measuring congruence………………………………………………. 98
4.3.5 Work related outcomes……………………………………………… 102
4.4 Chapter summary……………………………………………………………… 103

Chapter 5 Empirical assessment of the COI………………………………………... 105
5.1 Empirical assessment of the career orientations inventory……………….. 105
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5.2 Methodological theory…………………………………………………………. 107
5.2.1 Factor analysis……………………………………………………….. 107
5.2.1.1 Approaches to factor analysis……………………………. 107
5.2.1.2 Factor analysis assumptions……………………………… 108
5.2.1.3 Factor extraction…………………………………………… 109
5.2.1.4 Factor rotation……………………………………………… 109
5.2.2 Reliability……………………………………………………………… 109
5.2.3 Validity………………………………………………………………… 111
5.3 Method…………………………………………………………………………. 114
5.3.1 Procedure and sample……………………………………………… 114
5.3.1.1 Factor analysis…………………………………………….. 114
5.3.1.2 Test-retest…………………………………………………. 115
5.3.1.3 Stability…………………………………………………….. 115
5.3.1.4 Face validity……………………………………………….. 115
5.3.1.5 Construct validity………………………………………….. 115
5.3.2 Measures…………………………………………………………….. 116
5.4 Results………………………………………………………………………….. 116
5.4.1 Response rate………………………………………………………… 116
5.4.1.1 Factor analysis……………………………………………… 116
5.4.1.2 Test-retest…………………………………………………… 117
5.4.1.3 Stability………………………………………………………. 117
5.4.1.4 Face validity…………………………………………………. 117
5.4.1.5 Construct validity……………………………………………. 119
5.4.2 Factor analysis……………………………………………………….. 119
5.4.2.1 Splitting the sample………………………………………… 119
5.4.2.2 G1 data checking…………………………………………… 120
5.4.2.3 G1 factor extraction………………………………………… 120
5.4.2.4 G2 cross validation of factor structure…………………… 121
5.4.2.5 Factor analysis summary………………………………….. 123
5.4.3 Reliability analysis…………………………………………………… 123
5.4.3.1 Internal consistency………………………………………… 124
5.4.3.2 Test-retest reliability……………………………………….. 124
5.4.3.3 Long term stability analysis………………………………. 125
5.4.3.4 Reliability summary……………………………………….. 127
5.4.4 Validity analysis……………………………………………………… 129
5.4.4.1 Face validity………………………………………………… 130
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5.4.4.2 Construct validity…………………………………………… 130
5.4.4.3 Validity summary…………………………………………… 131
5.5 Chapter summary……………………………………………………………… 131

Chapter 6 Prevalence of career anchors……………………………………………. 138
6.1 Introduction to chapter six……………………………………………………. 138
6.1.1 Introduction to MANOVA……………………………………………. 139
6.2 Method…………………………………………………………………………. 140
6.2.1 Procedure and sample……………………………………………… 140
6.3 Results…………………………………………………………………………. 142
6.3.1 Distribution of career anchors………………………………………. 142
6.3.1.1 Highest scoring anchors…………………………………… 143
6.3.1.2 Lowest scoring anchors……………………………………. 143
6.3.1.3 Summary…………………………………………………….. 144
6.3.2 Demographic differences……………………………………………. 146
6.3.2.1 Gender difference…………………………………………... 146
6.3.2.2 Age differences……………………………………………... 147
6.3.2.3 Gender and age interactions……………………………… 147
6.3.2.4 Summary of demographic differences…………………… 151
6.4 Chapter summary…………………………………………………………….. 152

Chapter 7 Context for the fit studies – introduction to the police organisation….. 159
7.1 The UK police service…………………………………………………………. 159
7.1.1 Police staff…………………………………………………………….. 160
7.1.2 Workforce modernisation……………………………………………. 161
7.1.3 Impact of changes to the career concept………………………….. 163
7.2 Police staff career development – existing practices………………………. 163
7.2.1 National schemes……………………………………………………. 163
7.2.2 Issues with police staff career development………………………. 164
7.3 Career anchors, congruence and police staff………………………………. 166
7.3.1 Operations support………………………………………………….. 166
7.3.1.1 Call management centre supervisor (CMCS)…………… 166
7.3.1.2 Communications operator (CO)………………………….. 167
7.3.1.3 Call taker (CT)……………………………………………… 167
7.3.2 Criminal justice support department (CJSD)……………………… 167
7.3.2.1 Caseworker (CS)………………………………………….. 167
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7.3.2.2 General support worker (GSW)…………………………… 167
7.3.3 Crime………………………………………………………………….. 167
7.3.3.1 Forensic investigator (FI)………………………………….. 168
7.3.3.2 Community support officer (CSO)………………………… 168
7.3.4 Divisional administration……………………………………………. 168
7.3.4.1 Counter clerk (CC)…………………………………………. 168
7.3.4.2 Public service desk operator (PSD)………………………. 168
7.4 Chapter summary……………………………………………………………… 169

Chapter 8……………………………………………………………………………….. 171
8.1 Chapter introduction…………………………………………………………… 171
8.2 Matching anchors to police staff jobs – expert panel………………………. 171
8.2.1 Method………………………………………………………………… 171
8.2.1.1 Procedure and sample……………………………………. 171
8.2.1.2 The matching process…….……………………………….. 173
8.2.2 Results………………………………………………………………… 173
8.2.3 Expert panel summary………………………………………………. 175
8.3 Developing a measure of job career anchors………………………………. 175
8.3.1 Method………………………………………………………………… 175
8.3.2 Results………………………………………………………………… 176
8.3.2.1 Intercorrelations…………………………………………….. 176
8.3.2.2 Distinguishing between job roles………………………….. 179
8.3.3 Development of a job anchor measure summary………………… 180
8.4 Chapter summary……………………………………………………………… 181

Chapter 9 Career Anchor Congruence………………………………………………. 186
9.1 Introduction to the congruence studies……………………………………… 186
9.1.1 Types of fit to be considered………………………………………... 186
9.1.2 Rationale for hypotheses……………………………………………. 187
9.1.3 Introduction to multiple regression…………………………………. 190
9.2 Method………………………………………………………………………….. 192
9.2.1 Measures……………………………………………………………… 192
9.2.1.1 Control variables……………………………………………. 192
9.2.1.2 Outcome variables…………………………………………. 192
9.2.1.3 Predictor variables…………………………………………. 193
9.2.1.4 Career salience…………………………………………….. 196
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9.2.2 Objective fit sample and procedure………………………………. 196
9.2.3 Subjective fit sample and procedure………………………………. 196
9.3 Results…………………………………………………………………………. 197
9.3.1 H9.1a Demographics will explain a significant proportion of the
variance in job satisfaction………………………………………….. 197
9.3.2 H9.1b Demographics will explain a significant proportion of the
variance in organisational commitment……………………………. 202
9.3.3 H9.2a Career anchor congruence will explain a significant
proportion of the variance in job satisfaction……………………… 202
9.3.4 H9.2b Career anchor congruence will explain a significant
proportion of the variance in organisational commitment……….. 203
9.3.5 H9.3a Career anchors will explain a significant proportion of the
variance in job satisfaction………………………………………….. 204
9.3.6 H9.3b Career anchors will explain a significant proportion of the
variance in organisational commitment……………………………. 204
9.3.7 H9.4a Congruence will moderate the relationship between
career anchors and job satisfaction……………………………….. 205
9.3.8 H9.4b Congruence will moderate the relationship between
career anchors and organisational commitment………………….. 206
9.3.9 H9.5a Career salience will moderate the relationship between
congruence and job satisfaction……………………………………. 206
9.3.10 H9.5b Career salience will moderate the relationship between
congruence and organisational commitment……………………. 208
9.3.11 Objective fit sample summary of results…………………………. 209
9.3.12 Subjective fit sample summary of results………………………… 210
9.4 Chapter summary……………………………………………………………… 210

Chapter 10 Conclusions………………………………………………………………. 216
10.1 Discussion of research findings and limitations…………………………… 216
10.2 Future research………………………………………………………………. 235
10.2.1 Longitudinal study………………………………………………….. 235
10.2.2 Nature of career anchors………………………………………….. 235
10.2.3 Measuring job career anchors……………………………………. 237
10.2.4 Generalisability…………………………………………………….. 237
10.2.5 Application of career anchors…………………………………….. 238
10.3 Contribution to the literature………………………………………………… 238
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10.3.1 Empirical analysis of the COI…………………………………….. 238
10.3.2 Prevalence and demographic differences……………………….. 239
10.3.3 Matching career anchors to job roles…………………………….. 240
10.3.4 Congruence…………………………………………………………. 241
10.3.5 Summary of contributions to the literature……………………….. 241
10.4 Implications for practice…………………………………………………….. 241
10.5 Personal reflection…………………………………………………………… 242

Appendices……………………………………………………………………………… 244
Appendix 1 Career history……………………………………………………………. 245
Appendix 2 Career anchor interview process………………………………………. 248
Appendix 3 DeLong’s (1982) version of COI……………………………………….. 250
Appendix 4 Schein’s (1993) version of COI…………………………………………. 253
Appendix 5 Version of COI used here based on Igbaria and Baroudi (1993)…… 256
Appendix 6 List of organisations that participated in empirical analysis of COI… 258
Appendix 7 Career anchor profile……………………………………………………. 259
Appendix 8 Expert panel pack………………………………………………………... 262
Appendix 9 Job anchor questionnaire……………………………………………….. 273
Appendix 10 List of publications……………………………………………………… 276

References……………………………………………………………………………… 278

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List of Figures

Figure 1.1 Map illustrating the structure of this thesis……………………………. 6
Figure 2.1 Changes to working practices and the implications for careers……… 11
Figure 2.2 Holland’s Model of Vocational Preferences……………………………. 28
Figure 4.1 Typology of research approaches in occupational psychology……… 88
Figure 5.1 Questions from the COI lifestyle scale………………………………….. 133
Figure 5.2 Questions from the COI functional expertise scale……………………. 134
Figure 6.1 Gender and age interactions on the GM subscale……………………. 149
Figure 6.1 Gender and age interactions on the SV subscale……………………. 150
Figure 8.1 Differences in job anchor characteristics between jobs………………. 181
Figure 9.1 Models to be tested in the analysis of career anchor congruence….. 190

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