La multiplicité des ancres de carrière chez les ingénieurs québécois

Martineau, Yvon; Wils, Thierry; Tremblay, Manon

doi:10.7202/012155ar

Cited by 19 publications

(21 citation statements)

References 21 publications

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“…Feldman and Bolino (1996) analyzed Schein's 1978 study, and noted that about one third of respondents had a "multiple" career anchor profile, suggesting the presence of "primary" and "secondary" anchors. This observation was confirmed by Martineau, Wils and Tremblay (2005): 30.3% of their sample possessed a dominant anchor, which signifies that 69.7% held multiple anchors.…”

Section: Facts and Career Anchor Theorysupporting

confidence: 61%

“…Schein (1968Schein ( , 2006 argues that individuals have only one dominant profile that guides and constrains their entire career. Several researchers have called into question the logic of dominance (Baroudi, 1988;Feldman and Bolino, 1996;Martineau, Wils and Tremblay, 2005;Orozco-Atienza, 2005;Yarnall, 1998). Feldman and Bolino (1996) analyzed Schein's 1978 study, and noted that about one third of respondents had a "multiple" career anchor profile, suggesting the presence of "primary" and "secondary" anchors.…”

Section: Facts and Career Anchor Theorymentioning

confidence: 99%

“…To date, the structural dynamics between career anchors has received little attention. Whereas Schein argues that individuals have only one career anchor, a growing number of authors (Martineau, Wils and Tremblay, 2005) have put forth empirical evidence of multiple career anchors that Thierry Wils, Professor, Université du Québec en Outaouais, Honorary professor, HEC Montréal (thierry.wils@ uqo.ca), (thierry.wils@hec.ca). Laura Wils, Graduate student, HEC Montréal, (laura.wils@hec.ca).…”

Section: Introductionmentioning

confidence: 99%

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Revisiting the Career Anchor Model: A Proposition and an Empirical Investigation of a New Model of Career Value Structure

Wils

Tremblay

2015

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This study proposes an original model of career values organized in a circular logic. The new career value structure consists of four quadrants opposed in pairs (bureaucratic self-concept versus protean self-concept, and careerist self-concept versus social self-concept). Contrary to Schein’s model, which rests on the dominance of a single career anchor, our model organizes career anchors according to attraction and repulsion, which may explain the existence of several dominant anchors. Based on a sample of 240 employees and 155 managers in the healthcare sector, a new instrument to measure career values was validated. Four quadrants emerged from the multidimensional analysis. Hypotheses regarding the links between quadrants of career values and career anchors were largely supported by multiple regression analysis. Notably, the managerial career anchor is significantly linked to the careerist self-concept, whereas the service anchor is significantly associated with the social self-concept. The study also affirmed hypotheses linking the quadrants to other variables like collectivism and proactive behaviors. Accordingly, collectivism is significantly linked to the social self-concept, whereas proactive behaviors are connected to the protean self-concept. Not only was the structure model verified empirically, but the construct validity of the new instrument was also demonstrated. This study also clarifies several problems related to career anchors, such as career anchor structures or ambiguity inherent in some career anchor measurement indicators.

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Section: Facts and Career Anchor Theorysupporting

confidence: 61%

Section: Facts and Career Anchor Theorymentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Revisiting the Career Anchor Model: A Proposition and an Empirical Investigation of a New Model of Career Value Structure

Wils

Tremblay

2015

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“…The five career anchors considered in this study were assessed with five scales, each containing three items adapted from Delong (1982), Schein (1990) and Martineau, Wils and Tremblay (2005). Respondents indicated the importance of each career anchor item to them.…”

Section: Perceived Gender Discriminationmentioning

confidence: 99%

Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors

Herrbach¹,

Mignonac²

2012

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Subjective career success reflects an individual’s internal apprehension and evaluation of his or her career, across any dimensions that are perceived relevant by the individual. It has beneficial consequences on several individual and organizational outcomes, such as job performance, employee commitment, occupational retention as well as organizational retention. Given the pervasive result that women are subjected to gender discrimination in the workplace, we first wanted to check whether the level of perceived discrimination they report having faced is related to their subjective career success. We also wanted to check whether individual priorities, as evidenced in the concept of career anchor, have an influence on the relationship between perceived discrimination and career success.Using a sample of 300 women employees working in a large French company, we therefore investigated the relationship between perceived gender discrimination, subjective career success and career anchors. We found that perceived gender discrimination was negatively related to subjective career success overall. However, the relationship between the two variables was moderated by career anchors. Some anchors (i.e. managerial, technical and lifestyle) enhanced the impact of perceived gender discrimination, while other anchors (i.e. security and autonomy) lessened it.Our results show how individual expectations, reflected in the notion of career anchor, have an influence on how the work environment is interpreted. In addition, they provide a potential explanation for the apparently contradictory findings of the literature on gender and career success. Finally, our results suggest that organizations should pay special attention not only to the work experiences of women who aspire to move up the hierarchy, but also to the women who aspire to achieve a high level of competency at their job, or seek balance between their work life and their home life.Le succès de carrière subjectif reflète l’évaluation globale par un individu de sa carrière en utilisant pour ce faire différents critères qu’il juge pertinents. Il a des conséquences bénéfiques sur plusieurs phénomènes individuels et organisationnels, tels que la performance, l’engagement au travail, le maintien dans la profession ou la fidélisation organisationnelle. Face au constat largement répandu que les femmes sont sujettes à de la discrimination au travail, la présente recherche a pour objectif d’étudier s’il existe une relation entre la discrimination sexuelle perçue et le succès de carrière subjectif. Elle s’attache également à vérifier si les priorités individuelles, telles qu’elles se manifestent dans la notion d’ancre de carrière, ont une influence sur la relation entre la discrimination et le succès de carrière perçus.En nous appuyant sur un échantillon de 300 femmes employées dans une grande entreprise française, nous montrons ainsi qu’il existe un lien négatif entre la discrimination sexuelle perçue et le succès de carrière subjectif. Toutefois la relation qui existe entre ces deu...

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“…Cependant la théorie des ancres est remise en question par des travaux plus récents, dont ceux de Lévy-Leboyer et al (2006) et Martineau et al, (2005), qui considèrent que les individus peuvent changer d'ancres au cours de leur vie professionnelle et que plusieurs ancres peuvent exister pour un même individu. Super (1957) introduit le concept d'étape de carrière fondé sur des groupes d'âge reflétant l'évolution régulière des individus de l'entrée à la sortie de la vie professionnelle.…”

Section: Les Théories Des Carrièresunclassified

Travailler plus longtemps ? Les pratiques de conciliation-emploi-famille/vie personnelle dans la perspective d'une diversité de parcours de vie

Dodeler¹,

Tremblay²

2014

Question(s) De Management

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Dodeler, Nadia et Diane-Gabrielle Tremblay (2015).Travailler plus longtemps ? Les pratiques de conciliation-emploi-famille/vie personnelle dans la perspective d'une diversité de parcours de vie. A paraître dans Questions de Management 2015 no 6. RésuméDans la perspective du parcours de vie, cet article permet de constater l'imbrication des trajectoires professionnelles et familiales/personnelles chez les jeunes individus mais aussi chez les plus âgés en deuxième partie de carrière et en fin de parcours professionnel. Ceci confirme que la problématique de l'articulation ou de la conciliation travail-famille s'étend tout au long du parcours de vie et non seulement en présence d'enfants. Le modèle de parcours de vie de type normatif, en trois temps (études-travailretraite) semble reculer, voire disparaître. En effet, un quatrième ou un troisième tournant (selon le genre) est envisagé par la construction d'une nouvelle carrière après la prise de la retraite ; nous avons qualifié ceci de renouveau de carrière. Nos résultats confirment aussi l'importance de prendre en compte au moins deux sources de diversité, l'âge et le genre, dans les analyses de parcours de carrières. En lien avec la théorie des ancres de carrière, nous mettons en évidence l'importance de la diversité des ancres de carrière chez une même personne, et la persistance de ces ancres (dévouement à une cause, qualité de vie), mais parfois aussi le changement de la prédominance d'une ancre ou une autre, tout au long du parcours de vie. Ici encore, la prise en compte simultanée de la diversité des âges et du genre est importante. Working longer ? work-life measures for a diversity of lifecourses AbstractIn a life course perspective, this article shows the strong imbrication of professional and family/personal trajectories for young people, but also for the aging, in the second half and end of career trajectories. this confirms that the issue of work-family concerns all of the life course and not only the period when people have children. The typical normative life course model which is based on three stages (studies-work-retirement) seems to be less frequent if not altogether disappearing. A third or fourth period (depending on the gender) is envisaged through the construction of a new career after retirement; we refer to this as a career renewal. Our results confirm the importance of taking into account at least two sources of diversity, age and gender in the analyses of career trajectories. In relation to the career anchors theory, we show the importance of diversity of career anchors for a given person, and the persistence of these anchors (devotion to a cause, quality of life) over time, but also sometimes the change in dominant anchor over the life course. Here again, the simultaneous integration of diversity of ages and gender is important.

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La multiplicité des ancres de carrière chez les ingénieurs québécois

Cited by 19 publications

References 21 publications

Revisiting the Career Anchor Model: A Proposition and an Empirical Investigation of a New Model of Career Value Structure

Revisiting the Career Anchor Model: A Proposition and an Empirical Investigation of a New Model of Career Value Structure

Perceived Gender Discrimination and Women’s Subjective Career Success: The Moderating Role of Career Anchors

Travailler plus longtemps ? Les pratiques de conciliation-emploi-famille/vie personnelle dans la perspective d'une diversité de parcours de vie

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