Career Anchors of United States Air Force Information Systems Workers: A Turnover Predictor

E-Learning Technology is being used to train and educate a myriad of personnel. Evidence shows, however, that completion rates among e-learners are lower than that of traditional learners. Motivational theory is applied to this problem to explain why e-learners initiate, sustain and terminate behavior. In particular, an integrative motivational model, that highlights distal and proximal processes, is introduced to identify and measure those factors most likely to influence e-learning completion rates. Findings offer recommendations that may be useful to e-learning instructors, administrators, and designers. Three research questions were used to investigate motivational theory and its relation to e-learning completion rates. Eight courses were analyzed along with 497 responses received from an on-line survey. Data was coded according to whether the student completed or dropped the course. Statistical analysis showed that e-learners are more likely to invest their time, talent, and energy when they encounter fewer technical problems, less distractions, and more environmental support from supervisors and instructors. Furthermore, lengthy modules and low self-efficacy were found to decrease the motivational tendency to persist. Overall, results proved that motivational theory can be used to predict and explain those factors most likely to influence a person\u27s desire to go the distance with e-learning. Practical and theoretical implications of the research are discussed

Career anchors of North Carolina principals

Research has demonstrated that the principal is a key element in an effective school. Since it is important to retain capable leaders to run schools, the question exists as to why principals choose to remain in the principalship rather than to move up the organizational hierarchy or to leave the profession. This study was designed to determine if the anchor concept used in career development were applicable to the principalship. Specifically, the study was undertaken to determine if career anchors existed for principals and to uncover factors that influence the acceptance of these anchors. Principals from three North Carolina school districts were surveyed, and a total of 116 responded representing a response rate of 82 percent. A factor analysis of items previously used to identify career anchors in other professions resulted in the identification of seven career anchors for principals: variety, identity, autonomy, organizational security, technical competence, geographic security, and salary. Further analysis found that 94 of the 116 had at least one career anchor, and almost half of the principals were considered to have more than one anchor

The career anchors, job involvement and job satisfaction of professional people

Bibliography: leaves 363-394.The study was designed primarily to test the effect of career orientations on the work outcomes of job satisfaction and job involvement among South African professional people. The hypotheses relating the career orientation, job satisfaction and job involvement constructs were extrapolations from the original theory of Edgar Schein (1978,1985, 1987b). Secondary aims included an initial assessment of the psychometric properties of the measuring instruments for a South African sample, and comparisons among the 14 professional groups sampled on each of the dependent variables

Early Career Development Processes of Women and Men Resource Managers in the USDA Forest Service

The purpose of this study was to understand the similarities and differences in the early careers of women and men resource managers in Regions 4 and 6 of the U.S. Forest Service (FS). Since the early family socialization of boys and girls has been shown to differ, it was hypothesized that differences would also be found in the early career goals of men and women and in their ability to fit into an organization like the Forest Service, experience personal satisfaction, and become contributing, productive members. Although more similarities than differences were observed, women had slightly different definitions of two important career goals: service to an important cause and becoming a competent manager. Both men and women possessed similar career goals and were experiencing similar levels of early career success. Immediate supervisors on first permanent FS assignment had a much stronger influence on the early careers of the women in the study

Individual Determinants of IT Occupational Outcomes

Extant research in information systems relies heavily on career anchor theory (CAS) as a lens to examine occupational choices and outcomes in information technology. Yet, the empirical results are inconclusive, and the power of the theory in predicting IT occupations is rather weak. With the growing demand for IT professionals, we need to examine other factors that can predict the IT occupational outcomes. In this paper, we draw on social cognitive career theory (SCCT) and examine self-efficacy as a complementary factor to career anchors in predicting whether seekers end up with technical, business, or managerial occupations in IT. Specifically, we propose and test a model that combines variables from both CAS and SCCT theories. We use multiple discriminant analysis to measure the extent to which variables from both theories discriminate the IT occupations. The results show that our model predicts occupations with an accuracy rate of 82.2 percent (compared to 75.2 percent for the original CAS model). Our results also show that individuals who hold a professional role that matches their profile are more satisfied than those who do not. Lastly, we discovered that, from individuals who hold a position that does not match their profile, business-IT professionals are most satisfied

Flexibility in graduate careers: An exploratory study of the work careers of a sample of 1970 graduates

This thesis describes a three stage research project that explored flexibility in the career development of British graduates. Particular , attention was paid to people's subjective perceptions of their own flexibility. First, the rationale for the study is described, i. e. that the area was under researched yet new technology has created an urgent need for people to become more flexible in their careers. Then the Literature of occupational choice, career change and career development is reviewed and used to derive a typology of occupational change. The decision to use a mixture of research methods is defended. Next Stages One and Two, the Contact Survey and the Interviews, are described. 148 1970 graduates in science, techno Logy and engineering who had made voluntary occupational changes (a sub-sample from a national survey) were sent postal questionnaires, and 38 of these were subsequently I interviewed in depth about their work histories. A model was derived from the interview data of how flexibility in career development depends on a career anchor, or a set of values that a person gradually discovers that they will not give up when changing jobs. An anchor is idiosyncratic to the individual and cannot necessarily be predicted by an outsider examining work histories. It depends on experience and increasing self awareness. Stage Three involved testing some of the ideas arising from this model of a career anchor on a second sample of 1970 graduates. These respondents had recalled two of their earlier career decisions using computer programmes that elicited their values at those times. Comparisons between their earlier (pre-anchored) decisions and their Later (anchored) decisions showed support for the career anchors model. The findings and conclusions of the project are discussed in terms of five research questions: (1) How much change did they think their careers had undergone? (2) What form did any changes take? (3) Were these changes perceived as unusual in any way? (4) How far could people's views and experiences of flexibility be explained by existing psycho Logical theories about careers? (5) Any explanations of the ability to show flexibility in career development have implications for the careers counselling of adults; what would these implications be? It is concluded that the career anchors model shows promise as a supplement to existing theories of careers, and may be useful to careers counselors who deal with adults contemplating or undergoing career transitions

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

The study was designed to provide further empirical data on the career anchor construct. An individual in todays times is likely to make more than one career choice. If the career anchor construct can be used to accurately predict a person environment fit, the construct could prove useful as a diagnostic tool for midcareer individuals. In the study, 300 midcareer employees (managerial and non-managerial) completed questionnaires etermining their dominant career anchor, domi.nant perception of occupational type and levels of general, intrinsic and extrinsic job satisfaction. Specific aims of the study were, firstly, to determine whether in midcareer there is a relation between career anchor and occupational type (For the purposes of the study, occupational type was measured in terms of the individuals perception of the main aspect that dominates his occupation) and secondly, to determine whether there is a difference in general, intrinsic and extrinsic job satisfaction between midcareer employees with a fit between career anchor and occupational type and midcareer employees with no such fit. Results of the study indicated a significant relation between career anchor and occupational type for the total sample as well as for the managerial and the non-managerial groups, for almost all of the eight career anchors. A significantly higher level of general and intrinsic job satisfaction was found for the fit group than for the non-fit group, however no such difference was found in extrinsic job satisfaction. No significant differences were found between the managerial and non­ managerial groups. On the basis of the results the conclusion can be made that the career anchor construct can be used effectively to assist midcareer managers and non-managers to make career choices. Career choices based on a fit between career anchor and occupational type are likely to yield a higher level ofeneral and intrinsic job satisfaction.Industrial and Organisational PsychologyMCom (Industrial Psychology

The relationship between personality preference and career anchors amongst police officers within the Western Cape

Magister Artium - MAThe objective of this study was to determine whether a relationship exists between the personality preference and career anchors of police officers. The idea that personality relates meaningfully to the kinds of careers people choose and how they perform in these careers, has a long history in career psychology.South Afric

A qualitative investigation of the career paths of individuals working in an information technology environment

Thesis (M.A.)--University of the Witwatersrand, Arts Faculty (Industrial Psychology), 2002The aim of this research was to investigate the career paths of individuals working in an Information Technology (IT) environment. The focus of the study is on the career history, subjective career views and career expectations and aspirations of these individuals. The study is exploratory and involved in-depth semi-structured interviews with nine individuals working in an IT environment in one financial institution. Results indicate that the career paths of these individuals no longer follow the traditional approaches to Career Development (CD), but rather amalgamate aspects of the traditional with the less traditional CD approaches. The results also indicate that the emphasis of CD is increasingly becoming the responsibility of the individual themselves, thereby requiring a more proactive and self-directed Career Management (CM) style. The results are discussed and interpreted in light of the literature reviewed.AC 201

An Investigation Into the Determinants of Information Systems Employee Turnover

This thesis will concentrate on the subject of the determinants of voluntary employee turnover in the workplace. Business owners and corporate executives are interested in the subject of turnover because it bas a financial impact on organizations. For decades, this concern has made employee turnover a popular topic of study for researchers. Several definitions have been used to describe turnover, thereby creating an opportunity for theorists to research many areas, such as functional or dysfunctional turnover, organizational and individual effects of turnover, and causes of turnover. The purpose of the present study is to focus on the turnover of a particular group of workers, information systems or MIS employees. It is hypothesized that the high rate of turnover for these professionals is a result of many factors that are directly or indirectly related to job satisfaction. The determinants include role stressors, promotion satisfaction, demographic characteristics, outside job opportunities, and ethical behavior within organizations. Job-related factors, such as training, changing technology, managerial behavior, and work load are all determinants of MIS employee turnover. Several studies by researchers concerned with employee turnover in general, as well as those specifically interested in the turnover of MIS personnel, were reviewed and evaluated. The researchers used different methodologies to perform their studies. An evaluation of the data collected and the research methods of each study was performed. Evaluation of the studies produced support for the hypothesis. It was concluded that information systems professionals are faced with many factors, related to job satisfaction, that lead them to consider leaving their current employers and seeking new opportunities. Role stressors, such as role conflict and role ambiguity, were found to be major determinants of MIS employee turnover. Salary, outside job opportunities, and perceived promotability were also identified as causes for turnover. Demographic factors, such as age, seniority, geography, and marital status play a key role in helping employees make the decision to move to other companies