Using the career  orientations inventory  (COI) for measuring  internal career orientations in the South African organisational context

Coetzee, Melinde; Schreuder, Dries

doi:10.4102/sajip.v35i1.806

Cited by 23 publications

(35 citation statements)

References 28 publications

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“…According to Schein ( 1990 ), career anchors are the significant components of an individual's career self-concept, including concerns, needs, and values, and when confronted with an important and difficult career choice, individuals will not compromise their career anchors (Coetzee and Schreuder, 2009 ). Career anchors reflect the concept of “internal career,” which is defined as a subjective and personal sense and definition of one's career, and contrast with the concept of “external career,” which involves the formal and objective career stages and roles defined by organizations and related institutions (Schein, 1990 ).…”

Section: Introductionmentioning

confidence: 99%

Basic Values, Career Orientations, and Career Anchors: Empirical Investigation of Relationships

2017

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In today's dynamic and uncertain career context, values play an important role for career choice and lifelong career self-management. Values are desirable goals that are sought by individuals to satisfy their needs and are important for understanding career orientations in terms of protean and boundaryless career orientations and career anchors. However, how career orientations or career anchors fit into a well-established and supported model and into the structure of basic human values remains an important and under-investigated question. The aim of this study was to use Schwartz's model of structural values to empirically explore the relationships and structural correspondences among basic values, career orientations, and career anchors. A heterogeneous sample of 238 employees from French-speaking Switzerland (Mage = 35.60, SD = 13.03) completed the Portrait Values Questionnaire (PVQ5X), the Protean and Boundaryless Career Attitudes Scales (PCAS, BCAS), and the Career Orientation Inventory (COI) via an anonymous and confidential survey questionnaire. The results showed that it was possible to meaningfully position both career orientations and career anchors in Schwartz's values structure. The protean and boundaryless career orientations were positively related to Schwartz's basic values that emphasized openness to change and career anchors meaningfully followed the motivational continuum of these basic values. Overall, the overlap among the basic values, career orientations, and career anchors appeared relatively important, suggesting that these basic values, orientations, and anchors should be considered simultaneously to understand and address the factors and processes underlying individuals' career choices and paths.

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Section: Introductionmentioning

confidence: 99%

Basic Values, Career Orientations, and Career Anchors: Empirical Investigation of Relationships

2017

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“…Similarly, people with a lifestyle career anchor also prefer to have the freedom and autonomy to balance family matters with their career and work demands (Suutari & Taka, 2004). An exploratory factor analysis of the COI (Delong, 1982a;1982b) conducted by Coetzee and Schreuder (2009), found in this regard that the lifestyle career anchor showed to be related to two underlying dimensions: developing and maintaining a lifestyle that balances one's career and family needs, and having the freedom and autonomy to choose and maintain a certain lifestyle. The findings further suggest that a strong need for the lifestyle career anchor is positively related to participants' self-management and relationship skills.…”

Section: Discussionmentioning

confidence: 99%

Psychological career resources as predictors of working adults’ career anchors: An exploratory study

Coetzee

Schreuder

2009

SA j ind psychol

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This study explored the relationship between the psychological career resources and career anchors of a sample of 2 997 working adults at predominantly managerial and supervisory levels in the service industry. The Psychological Career Resources Inventory and the Career Orientations Inventory were applied. Stepwise regression analyses indicated dimensions of psychological career resources as signifi cant predictors of participants' career anchors. The fi ndings add valuable new knowledge that can be used to inform organisational career development support practices as well as career counselling and guidance services concerned with promoting individuals' employability and experiences of intrinsic career success.

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“…This operationalization of career goal is further supported by Coetzee and Schreuder (2009) who state that career orientations (career fields and habitus) are closely related to the notion of career goal as career orientations activate and guide one's intention and commitment towards achieving his/her future careers. Specifically, company world is the career field of organizational careers within companies.…”

Section: Career Goal Definedmentioning

confidence: 94%

Cultural Values and Career Goal of Gen-x and Gen-y Employees: Evidence From Selected Malaysian Companies

Ismail

Rahim

Lee

et al. 2016

OMEE

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This paper seeks to compare the influence of dimensions of cultural values of self-enhancement, self-transcendence, conservation, and openness to change on career goal among Gen-X and Gen-Y employees in selected Malaysian industrial companies. This study used the Social Cognitive Career Theory as its underlying theoretical framework. A total of 264 personnel from oil and gas, information, communication and technology (ICT), as well as banking and insurance companies participated in the study of whom 48 and 216 are Gen-X and Gen-Y employees, respectively. The multiple linear regression analysis found self-enhancement and conservation predicted significantly the career goal of Gen-X; while self-enhancement, self-transcendence, conservation predicted significantly the career goal of Gen-Y, with the explanatory power of the former (33%) being greater than the latter (28%). Recommendations for human resource management and future research are discussed.

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Using the career orientations inventory (COI) for measuring internal career orientations in the South African organisational context

Cited by 23 publications

References 28 publications

Basic Values, Career Orientations, and Career Anchors: Empirical Investigation of Relationships

Basic Values, Career Orientations, and Career Anchors: Empirical Investigation of Relationships

Psychological career resources as predictors of working adults’ career anchors: An exploratory study

Cultural Values and Career Goal of Gen-x and Gen-y Employees: Evidence From Selected Malaysian Companies

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