Ghanaian Teachers’ Career Orientations and Their Turnover Intentions

The study empirically investigated what career anchors were dominant among Ghanaian teachers, and whether the teachers’ career orientations significantly influenced their turnover intentions. The study employed the quantitative survey design and sampled 297 teachers (141 males, 156 females) from basic schools (year 1-9) and senior high schools (year 10-12). The average age of the participants was 31.4 years. Two sets of standardized instruments – Schein’s 8-factor Career Orientations Inventory and the 3-item Turnover Intention Scale from the Michigan Organizational Assessment Questionnaire were adapted to collect data for the study. The data were analysed using both descriptive and inferential statistics. It was found that, of the eight measures of the Career Orientations Inventory, service and dedication to a cause, entrepreneurial creativity and functional competence were the most dominant among the teachers. Concerning the influence of the various career anchor measures on turnover intentions, the results indicate that, all the anchors, except security and stability and service and dedication to cause, significantly influenced turnover intentions of teachers. The implications of these results are discussed and recommendations made to help curb teacher attrition in Ghanaian schools. Keywords: Career orientation, carer anchor, turnover intentions, teachers, Ghanaian

Career anchors and job/role planning : the links between career pathing and career development

"May, 1990; Rev. September 1990."Includes bibliographical references (p. 21).Edgar H. Schein

Career Anchors, National Culture and Leave Intent of MIS Professionals in Taiwan

This study focuses on the career anchors of MIS professionals and adopts the well-established career theory, Schein\u27s Career Anchors, as the fundamental theory in this study. The present paper attempts to investigate the relationship between career anchors and leave intent of MIS professionals in Taiwan. The study adds the cultural construct, Chinese Relationalism, into its research model, in order to comprehend the role of Chinese Relationalism in the context of the career anchor model. Three career anchors: technical competence, autonomy, and entrepreneurship, have direct (negative or positive) and significant impacts on the intents of MIS professionals to leave their employment. This study establishes that Chinese Relationalism impacts on the technical competence, geographical security, identity, lifestyle, and various career anchors of MIS professionals and also moderates the relationships between autonomy, entrepreneurship and the leave intent of MIS professionals in Taiwan

An exploratory study of the internal career orientation and the external career pattern of information technology workers in Nigeria

This thesis was submitted for the degree of Doctor of Philosophy and awarded by Brunel University.This study sets out to explore the internal career orientations and the external career patterns of information technology (IT) workers in Nigeria. The theoretical framework guiding this research is that societal context (social structure and institutions) has an influence on the career orientations and career patterns exhibited by individuals (Derr and Laurent, 1989; Lam, 2000; Baruch, 2004). To date, understanding the development of mainstream career theory has focused more on individual choice and life-span development, than on the complex interplay between individuals and their environment. There appears to be a relative neglect of the influence of institutional and social structure in much of the career literature. In a departure from previous career studies, which have focused largely on the individual level of analysis in developed economies of North America and Europe, this research focused on exploring both the internal and external careers of IT workers in the context of a developing economy-Nigeria. This research adopted a two-pronged methodological approach, which involved the use of qualitative and quantitative methods in addressing the research questions raised in this study. The result of this research shows that IT workers enact four different career patterns, which conform to the traditional view of careers as hierarchical and progressive, as well as to the recent models of the boundaryless careers. IT workers in Nigeria also hold six career orientations, which can be closely matched to Schein's (1978) career anchors and Derr's (1986) career success orientations. In addition, economic conditions, perception of educational qualification, sexual discrimination and ethnic allegiance were identified as the main societal factors that shape and constrain the careers of IT workers in Nigeria. Overall, the findings of this research support the notion that careers unfold through the interplay between individuals and larger societal structures (Baruch, 2004). The implication of the findings for human resource management and research is discussed.Funding was obtained from the Government of Ebonyi State, Nigeria

Business faculty recruitment : effects of annual salary and health benefits plan.

The topic addressed by this study was recruiting business professionals pursuing the Masters of Business Administration (MBA) degree to teach in business departments located at two-year community colleges. Recruitment is a task vital to organizational success and is becoming increasingly problematic for community colleges due to massive retirements among members of the post-World War II baby-boomer generation. The participants in this study were experienced business professionals (N = 187) completing MBA degrees at a university located in a major metropolitan area in the Midwest. The participants role-played as applicants for community college business faculty vacancies. Each participant rated six jobs manipulated experimentally in simulated position advertisements. The design for this study was a (3 x 2 x S) factorial analysis of variance. The independent variables were starting annual salary ($34,000,$44,000, $51,000) and employer-paid health plan (individual, family). The dependent variable was a two-item composite scale for applicant rating of the job. The items were 5-point Likert-type scales (1 = not at all likely, 5 = very likely) for these two items: (a) How likely would you be to accept an interview for the job described? and (b) How likely would you be to accept the job described if offered? The main effect for salary explained 69% of the variance in job rating. The mean scores for all salary levels were statistically different from one another. The higher the salary level, the higher the participant rated the job. The main effect for health plan explained 13% of the variance in job rating, with participants rating jobs with a family plan significantly higher than jobs with an individual plan. The two-way interaction between salary and health plan explained 3% of the variance in job rating. This was an ordinal interaction. At all levels of salary, participants rated jobs with a family plan higher than jobs with an individual plan. Implications for recruitment practice and future research are discussed

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

Effective management of an information technology professional's career

The human resource is constantly cited as an organisation's greatest asset. In a rapidly changing technological environment this is most applicable to the Information Technology (IT) function. Organisations are experiencing IT human resource problems such as low satisfaction, early plateauing, high turnover, burnout, limited advancement potential, nominal corporate commitment, supervisory aversion, poor organisational culture, and exceptional compensation. These problems are directly related to the IT professional's career. There is a lack of information and awareness surrounding IT careers to deal effectively with these problems. The research aims to create increased awareness of IT careers and the inherent problems through the development of a career management model. The research aims to identify the factors that influence IT careers, provide career management with a means to measure compatibility of the factors, and suggest solutions to incompatibility. The solving of this problem will be of mutual benefit to both organisations and individuals as they seek to better manage IT careers. After reviewing research literature relating to career anchors, IT job types, IT skills portfolios, and career dynamics a model for Effective IT Career Management (EITCM) has been constructed. The model represents the dynamic interactions between individual, organisational, and dependent factors. The model examines the compatibility of these interacting factors by measuring the levels of relevant career variables. The model suggests appropriate career management techniques to increase the compatibility of the interacting factors. An empirical study was designed and launched online to provide data that would confirm the seven Critical Success Factors (CSF) relating to the proposed model. The responses from the members of the Computer Society of South Africa (CSSA) allowed the seven hypotheses derived from the CSFs to be tested. The results of the empirical study were positive but required modification to five of the CSFs before they could be confirmed. The EITCM model was modified to reflect the improved CSFs. An awareness of career influencing factors combined with active career management is advantageous to both IT professionals and their organisations

Navigating professional careers in new organisational forms

The notion of professional work is changing from the traditional learned occupations in which an exclusive body of knowledge and access to practice was controlled by a privileged minority. Nowadays, many more vocational groupings enjoy professional status, although the locus of control over standards and behaviours is moving from professional bodies to organisations in which access to, and use of, knowledge is embedded in information systems. Such changes are epitomised by a new organisational form the shared service centre (SSC) where business support functions are aggregated into business process centres so that efficiency and quality of service can be improved through task simplification, automation and the adoption of multidisciplinary process working. A consequence of the new factory-style environment is that work becomes polarised between a small number of senior professional personnel who design and monitor work systems, and the vast majority of workers who perform low-level, transactional tasks. In the hollowed out middle, a career bottleneck develops meaning that workers have little chance of progression and, moreover, the nature of lower level work may not equip them for senior roles potentially dulling aspirations of a long-term professional career. The purpose of this research is to explore the impact of these changes for the careers of finance professionals working in the SSC. Within the careers literature, there is a tendency to explain individual career orientations of today through theories constructed much earlier. For example, Schein s (1978) concept of career anchors aims to provide a stable framework of influence throughout an individual s work life, yet despite changes in organisational and technological landscapes, these original anchors remain unchallenged. This exploratory enquiry gathers data from finance professionals working in SSCs through interviews and an adapted survey instrument based on Schein s career anchor inventory (COI; 1990) to ask how do those working in professional roles in SSCs understand and navigate their careers? The fundamental contributions of this thesis are as follows: 1) theoretically, a classification which provides a novel frame of reference for understanding types of SSC and the work within them; 2) identification of pertinent skills that both guide and potentially enable careers for finance professionals in this context these extend beyond previous suggestions of soft skills into new business skills for global, multidisciplinary and organisationally focused professional work; 3) evidential support for a refreshed approach to career theory, especially for boundary-focused career scholarship (Inkson et al, 2012) and clarification of new dimensions in multidirectional careers (Baruch, 2004); 4) a proposal for a new set of six career anchors that challenge the relevance of old theory in new contexts and provide meaningful insight into the navigation of careers in new organisational forms. This work serves as a founding and original investigation into careers within finance SSCs. There are practical implications for individual career management, the role and relevance of professional accrediting bodies in new contexts, and also for organisational HR strategy and their function in supporting individual skills development for contemporary professionals in new organisational forms

Job involvement of male and female graduate engineers in South Africa

The study investigated the job involvement of a sample of 125 graduate engineers in South Africa. In particular, whether gender differences existed in the level of job involvement, as well as in the factors influencing job involvement (N = 68 males; N = 57 females). The specific factors investigated were biographic variables and career anchors. The method used was the analytical survey method; three questionnaires were administered. These were: the Lodahl and Kejner (1965) Job Involvement Scale, Schein's (1982) Career Anchor Inventory and a biographic questionnaire. Questionnaires were sent to all female engineers who are registered with one of the professional engineering institutes, while the male sample was drawn from a variety of sources. Intercorrelation coefficients were calculated for all variables. Analyses of variance were performed to test for significant differences amongst male and females with respect to the variables and relationships measured and a stepwise multiple regression analysis was performed to identify predictors of job involvement by career anchors. No gender differences in level of job involvement were found. However, significant gender differences were found in the relative strength of four out of the nine career anchors measured. Social conditioning and expectations were proposed as the reasons for this. Further, significant differences were found with respect to the degree to which career anchors are related to job involvement for males and females. Contrary to conventional wisdom, being married and having children did not affect the job involvement of female engineers, while married men were more job involved than unmarried men. The study did not contribute greatly to the understanding of the dynamics of female job involvement, inasmuch as career anchors were found to explain only 8, 8% of the variance in job involvement scores. In contrast, career anchors were found to be significant predictors of job involvement for males. (38,8% of the variance explained). Implications of the results are discussed in terms of the alleviation of the skills shortage and organisational strategies such as the development of technical or specialist career ladders, job design and career counselling and career management skills for both males and females, are proposed. Further areas for research, especially into the dynamics of female job involvement, are suggested

Leveraging the New Orleans BioDistrict to grow employment and human capital

Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 2013."June 2013." Cataloged from PDF version of thesis.Includes bibliographical references (p. 66-71).Economic development projects too often fail to benefit neighborhoods of concentrated poverty and improve economic prospects for those who face barriers to employment. This thesis considers tools and strategies that city governments can use to leverage investments in economic development to achieve economic inclusion. The New Orleans BioDistrict has received more than $3 billion of investment and is expected to produce or retain 34,000 jobs over the next twenty years. An assessment of these jobs vis-a-vis adult education levels reveals that the skills required for these jobs exceed education levels of local residents. Other employment barriers include childcare and healthcare needs, transportation, and access to information. Equally significant barriers are employer hiring behaviors, which may exclude or bias hiring based on criminal record, place of residence, or the use of public assistance. All underscore the need for targeted efforts to connect local residents to the employment and educational opportunities created by the BioDistrict. Recommendations for New Orleans draw from local and regional economic analyses, as well as case studies of the Baltimore Alliance for Careers in Healthcare and the Baltimore Integration Partnership. Baltimore's experience indicates that sustained efforts and institutional commitment to economic inclusion can leverage investments in economic development to overcome employment barriers and increase local employment. To increase direct employment in the healthcare sector, the New Orleans workforce intermediary should provide additional supports to participants and employers to ensure training completion, and seek to leverage the current engagement of one firm to impact employment practices across the healthcare sector. To connect local residents to indirect employment, the BioDistrict and city government should use development incentives, requirements, and partnerships to drive commitments to local hiring; develop an external, neighborhood-based employment pipeline; and innovate and invest in adult education.by Christine Curella.M.C.P