The utilisation of a career conversation framework based on Schein’s career anchors model

Magda Bezuidenhout,Anton Grobler,Elizabeth C Rudolph

doi:10.4102/sajhrm.v11i1.491

Magda Bezuidenhout, Anton Grobler + Show 1 more

Open Access

https://doi.org/10.4102/sajhrm.v11i1.491

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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.

Highlights

Research problemSchein (1978:1) states that the problem for society and organisations is to match individual needs with those of the organisations throughout their entire career
Participants in a study by Coetzee and Schreuder (2009) were predominantly employed in the South African service industry, which means that their findings cannot be generalised to an open distance e-learning (ODeL) environment
Research objectives The aim of the present study was to report on the outcomes of a career conversation framework based on Schein’s eight career anchors in an ODeL university environment in South http://www.sajhrm.co.za

Summary

Introduction

Research problemSchein (1978:1) states that the problem for society and organisations is to match individual needs with those of the organisations throughout their entire career. No previous research has been conducted on the outcomes of a career conversation framework, based on Schein’s eight career anchors in an ODeL university environment in South Africa. To date, limited research has been done on career anchors in the South African multicultural organisational context. A vital indicator of the emergence of a quality culture is capacity-building efforts made by ODeL universities through continuous staff development opportunities (Jung, 2005:90). Given the strong emphasis on human capital, this study attempted to understand the fit of individuals’ internal career needs (aspirations) in their jobs, based on Schein’s career anchors. Schein’s career anchors were used to support the structure of using career conversations to determine the career aspirations of employees within an ODeL environment

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