Career anchors of dentist leaders

Tuononen, Tiina; Lammintakanen, Johanna; Suominen, Anna Liisa

doi:10.1080/00016357.2016.1204559

Cited by 3 publications

(9 citation statements)

References 17 publications

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“…Instead `lifestyle´ (will to integrate work and life outside work) and `technical / functional competence´ (will to be an expert on their subject) were the most important anchors. However, even the lower level of `general managerial competence´ was found to support staying in a leadership position (Tuononen et al, 2016b). In the current study, `pure challenge´ and `general managerial competence´ were important career anchors among all career path types.…”

Section: Discussionmentioning

confidence: 99%

“…However, `general managerial competence´ was found to be the most important anchor supporting staying in a leadership position (Tuononen et al, 2016b). Gunz et al (1998) stated that many managers have the background of a functional expert.…”

Section: Introductionmentioning

confidence: 99%

“…Job and career changes can be planned, unplanned or even involuntary. Some studies describe health-care leaders who were dropped in or persuaded to begin a leadership position (Boucher, 2005;Spehar et al, 2012;Tuononen et al, 2016b). In Fahey and Myrtle (2001), one-third of their respondents had at least one involuntary or unplanned job change in their career.…”

Section: Introductionmentioning

confidence: 99%

“…Career anchors are described as a professional self-concept; how a person defines oneself in relation to their work and one's own competence, needs, motives and values. The career anchor concept is based on Edgar Schein's career evaluation theory (Schein, 1993(Schein, , 1978 and is widely used in many studies dealing with varied professions, but less among health-care leaders (Boucher, 2005;Kaplan et al, 2009), and only a few career anchor studies include dentists (Delong, 1983;Boshoff et al, 1994, Tuononen et al, 2016a or dentist leaders (Tuononen et al, 2016a(Tuononen et al, , 2016b. For dentist leaders "lifestyle" and "technical and functional competence" were found to be important career anchors.…”

Section: Introductionmentioning

confidence: 99%

“…For dentist leaders "lifestyle" and "technical and functional competence" were found to be important career anchors. However, "general managerial competence" was found to be the most important anchor supporting staying in a leadership position (Tuononen et al, 2016b). Gunz et al (1998) stated that many managers have the background of a functional expert.…”

Section: Introductionmentioning

confidence: 99%

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Career path from a dentist to a leader

Tuononen

Suominen

Lammintakanen

2018

LHS

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Purpose The purpose of this paper was to study the career paths of leaders with a career background as a dentist from basic degree to chief or executive leadership positions and individual factors that influenced their decisions. Design/methodology/approach Semi-structured interview and a questionnaire were used to study 13 leaders using the structure of Edgar Schein's career anchor interview and career orientation inventory questionnaire. Theory-driven content analysis was used to analyze the data according to themes which included career paths, factors associated with job and career changes and thoughts about future careers. Findings Three different career path types were identified: Progressives (Type A), By chance (Type B), and Enthusiasts (Type C). The main motives were: the Progressives' goal orientation to proceed to higher leadership positions, the By chance group's job and even career changing by taking a chance on an interesting possibility that comes their way and the Enthusiasts' willingness to make a difference and search for possibilities to change things. The most important career anchor was "pure challenge" among the Progressives and By chance groups and "general managerial competence" among the Enthusiasts. Originality/value Studies on personal factors associating with career paths in health care are scarce and similarly leaders with a dentist background are less studied, even though leadership could be an excellent career choice for a dentist. Different individuals can have varied motives and career paths toward executive positions. Because of the multi-professional functions in health care, organizations could benefit from having leaders with different expertise backgrounds.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Career path from a dentist to a leader

Tuononen

Suominen

Lammintakanen

2018

LHS

Self Cite

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Turnover behavior and intention among dentists in comparison with clinicians: A Cross- Sectional Study in China

Shi

Wang

Sun

et al. 2023

Preprint

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Background: Retention of doctors is a global challenge and doctors working in different departments may face different problems. The study aimed to explore the turnover behavior and intention and correlated factors among Chinese dentists compared with clinicians. Methods: A cross-sectional study was conducted online in 5 regions of China from March 12th to April 12th, 2020. The questionnaire included 3 parts, socio-demographic characteristics, turnover behavior and intention, and concern about work-related factors. Chi-square test and/or Wilcoxon Mann-Whitney test were applied for comparison, and binary logistic regression was used for finding the factors. Results: 2428 eligible questionnaire were received, including 1954 dentists and 474 clinicians. Rate of turnover behavior and intention was 2.87% and 51.79% among dentists, significantly lower than that among clinicians (6.96% and 71.20%, P<0.000). Compared with clinicians, dentists had significantly lower concern about workload, salary, and strained doctor-patient relationship (P<0.01), but more concern about occupational exposure (P<0.000). Educational level was a common factor of clinicians’ and dentists’ turnover behavior, while concern about salary was only for dentists. Age, concern about workload and doctor-patient relationship was common factors of clinicians’ and dentists’ turnover intention. Gender and annual household income were also correlated with dentists’ turnover intention. Conclusions: Low turnover rate but high turnover intention rate was the current status of Chinese doctors’ employment. Turnover behavior and intention were more optimistic among dentists than clinicians. Common factors correlated with turnover behavior and intention existed among dentists and clinicians, while correlations between concern about salary, gender, annual household income and turnover only existed among dentists.

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Do Career Demands and Career Choices Always Coincide? A Matching Perspective Based on Career Anchors and Job Characteristics

2021

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Career choice is an important behavior for people wanting to develop their social life and is a key link to doing so. The matching of career choice with an individual’s real work demands will have a significant impact on the development of individuals, organizations, and society. However, at this stage, there are few studies on this matching situation. From the perspective of the matching of career anchors and job characteristics, this study explored the distribution and different characteristics of employees’ career demands and their career choices through a survey of 407 employees, and further discussed the matching status of these. The results of the study are as follows: (1) Individual career demands (career anchors) presented three attributes: single, multiple, and unclear. Among the single career anchor types, life anchors had the largest proportion, while among multiple career anchor individuals, individuals with both challenge anchors and service anchors accounted for the majority. (2) Individual career demands (career anchors) were significantly different across most demographic variables and organizational/work variables. (3) Deviations between employees’ career demands and their career choices seemed to be a common phenomenon, with the highest degree of fit (62.79%) with the entrepreneurial creativity anchor and the lowest degree of fit (21.28%) with the lifestyle anchor. In addition, in an analysis of three job fit characteristics, the entrepreneurial creativity anchor had a significant preference for managerial characteristics, whereas the challenge anchor had a significant preference for technological characteristics. The degrees of fit of the other anchors were characterized by the frequency of ‘right suboptimal fit’ being larger than that of ‘left suboptimal fit’. In other words, a specific career anchor had a significant preference for job characteristics matched by the right career anchor, with the midpoint of the career anchor octagon model defining the angle of observation. This study provides a reference for human resource management departments and for employees’ recognition and planning of career anchors.

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Career anchors of dentist leaders

Cited by 3 publications

References 17 publications

Career path from a dentist to a leader

Career path from a dentist to a leader

Turnover behavior and intention among dentists in comparison with clinicians: A Cross- Sectional Study in China

Do Career Demands and Career Choices Always Coincide? A Matching Perspective Based on Career Anchors and Job Characteristics

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