The role of military instructor was quite important in the early age of development in Taiwan.Military instructor dedicate much of their time and efforts for keeping safty and harmony inside school,but their social status has been queried by Taiwan society. It is important for education administration and military instructor to understand the career anchor. The purpose of this study are to find the relationship between recognition of changing in external environment,career anchor & job change intention-An example of military instructor in college.This research uses t test,single variance analysis,pearson analysis and step-by-step regression to study the relations of variance.800 questionnaires were released.419 are available.The results of this research result from the statistical analysis of three variables.They are recognition of changing in external environment,career anchor & job change intention. According to the analysis of the research data,we can get the findings of the study as follows¡G 1.The recognition for social support of organization has negative influence to turnover. 2.The recognition for development of organization in the future has negative influence to outbound after resign. The recognition for social surpport of organization has positive influence to outbound after resign. 3.The interaction between the recognition for social surpport of organization and anchor of service/challange has negative influence to turnover. 4.The interaction between the recognition for development of organization in the future and anchor of service location has negative influence to outbound after resign. It is hoped that this results will provide useful information to the policy and decision makers as well as education administrations on how to manage and improve the quality of a military instructor's service on a campus.

The Effects of Career Anchor, Personal Characteristics, Job Satisfaction, Turnover Intention of the Managing Staff in the Service Industry. Abstract According to not only the frequent communication between Mainland China and Taiwan, but also the advanced development of international enterprise, the structure of industries in Taiwan has been put into changes. The traditional industries are moving out due to the increasing cost, so that which business can stay in Taiwan ? That will be the service industry and the R&D department. The purpose of this study is to explore the correlation among Career Anchor, Personal Characteristics, Job Satisfaction, and Turnover Intention of the managing staff in the service industry. Based on 171 questionnaires collecting from more than 50 service companies in Taiwan, this research finds several important results. Findings¡G ¡]1¡^ Biographical Characteristics will have the significant influence in Career Anchor, Personal Characteristics, Job Satisfaction ,and Turnover Intention. ¡]2¡^ Job Satisfaction has the significant influence in Turnover Intention. ¡]3¡^ Different Career Anchor has found the positive relationships with Turnover Intention . ¡]4¡^ Different Career Anchor has found the positive relationships with Job Satisfaction ¡]5¡^ Employees with different Biographical Characteristics and Job Satisfaction have found the positive relationships with Turnover Intention . ¡]6¡^ Employees with different Biographical Characteristics, Job Satisfaction, and Personal Characteristics have found the positive relationships with Turnover Intention. ¡]7¡^ Employees with different Biographical Characteristics, Job Satisfaction, Career Anchor and Personal Characteristics have found the positive relationships with Turnover Intention. According to the results of this research, the suggestions to service industry: (1) Choose the right people in the right position based on their Career Anchor and Personal Characteristics. (2) Emphasize on the dimensions of employees¡¦ Job Satisfaction. (3) Stress the importance of the environment in service industry

Abstract Title of dissertation¡GThe research of relationship between recognition of changing in external environment, career anchor and willing to resign from job. An example of credit department of farmers¡¦ association in Taipei county. Outline of dissertation¡G The role of credit department of farmers¡¦ association was quite important in the early age of agricultural development in Taiwan. However, the survival opportunity of those organizations has been affected by revolution of ages, changing in society and external environment in Taiwan. This research will focus on the point of view of employees who work for credit department of farmers¡¦ association. Their viewpoints are influenced by the establishment of sixteen private banks which resulted in strong competition in banking industry in 1991 to depositors who wanted to withdraw their money eagerly from fundamental financial institutions because those organizations were in the edge of bankruptcy until Taiwan joins World Trade Organization ¡]WTO¡^. It conducts 203 questioners from employees who work for 10-credit department of a farmers¡¦ associations, which locate on Taipei County. The results of this research result from the statistical analysis of four variables. They are the cognition of changing in external environment; career anchor, willing to resign and the outbound after resign. According to the results of statistic, there are eight features: 1¡B Different employees have obvious differences in recognition of changing environment, career anchor, resigned willing and outbound after resign. 2¡B There is positive relation between the level of business environment crisis recognition and resigned willing. 3¡B There is negative relation between cognition of future development of organization and resigned willing. 4¡B The level of business environment crisis recognition has a little bit of positive relation with outbound after resign. 5¡B Career anchor has obvious affect to resign willing and outbound after resign. 6¡B The interaction between level of business environment crisis recognition and anchor of security of job and service/challenge has a little bit of influence to resigned willing. 7¡B The interaction between level of recognition for development of organization in the future and gender has a little bit of influence to resigned willing. 8¡B Different dimensions in cognition of environmental variation have obvious difference with career anchor. According to the results of research, there are six suggestions to credit department of farmers¡¦ association as follows¡G1.reposition the strategies of organization. 2. Re-examine core products and core competence. 3. Breed the human resource that has knowledge management ability. 4. Breed the people who have ability to select strategy. 5. Carry out the demand in training. 6. Respect the career development and career anchor of employees. Keywords: business environment, career anchor, resign, outbound after resign, farmers¡¦ association

The healthcare workforce throughout the world is experiencing a shortage of healthcare workers and various strategies, processes and programs exist today of which nursing manager’s use to not only recruit nursing staff, but to retain these scarce resources. This research aims specifically to examine how career anchors and job compatibility influences the levels of job satisfaction of professional nurses. This study measured career anchors and job satisfaction to determine whether those whose job type and career anchor matched reported higher satisfaction than those whose job type and career anchor did not match. Results suggested that significant differences exist between functional nurses and managerial nurses. Specifically, the nursing group placed importance on lifestyle and service/dedication to a cause, while the managerial group places importance on functional competence and lifestyle. Finally, results indicated that job type and career anchor compatibility on their own might not be adequate predictors of job satisfaction. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

The career anchors concept is an approach to understanding career orientation and motivation. The original career anchor model was introduced by Schein in 1974. Several investigators have created revisions of the model to make it more useful. This dissertation is a continuation of the quest to evaluate the original model and the revised models with respect to empirical support. This study is the first of two studies in which measurement methods are devised to solve the psychometric problems of previous measures. In this study we create and test an "economic exchange" model to correct the problem of acquiescent bias. We test five career anchor models and this new scaling method against two sets of data. The first consists of data from 330 participants we collect in the present study, and the other is a set of correlation matrices from Barclay's dissertation meta-analysis of six previous studies from the literature. We find that the economic exchange method creates greater variances in the ratings (both within each person and across persons) as predicted, but the hypothesis of predicted increase in the range of correlation coefficients for this method is not supported. In its present form the economic exchange method is not found to be superior to the standard Likert scale method. In addition, the oppositionality of career anchor choices does not increase for older respondents as expected. From a confirmatory factor analysis test of goodness of fit of the five models against the six datasets of this dissertation and the six studies from Barclay's meta-analysis, we find no evidence for one best career anchors model. That is, the five competing theoretical models seem to each be "best" in some situations or populations.

Le concept de carrière, autrefois considéré comme étant un chemin linéaire au sein d'une même entreprise dont les perspectives d'évolution étaient tenues pour acquis, semble aujourd'hui évoluer vers de nouveaux concepts de carrière. La rhétorique organisationnelle depuis la fin des années 1980 a progressivement évolué a d'un concept d'emploi long terme et permanent vers une nécessité claire de prise de responsabilité individuelle en vue d'assurer sa propre progression et son propre développement de carrière (Bolton & Gold, 1994; Baruch, 2006). En outre, les différences générationnelles et les avancées technologiques ont considérablement modifié l'environnement et le marché du travail, facilitant ainsi les échanges au-delà des frontières géographiques et introduisant la nécessité de gérer les différences culturelles (Crepeau et al., 2006). Nous analysons deux concepts de carrière afin de comprendre la vision contemporaine de carrière : en premier lieu, nous avons utilisé la théorie d'ancres de carrière développée par Schein (1978) qui a donné lieu à une compréhension plus large des différences individuelles ainsi que de la culture organisationnelle selon une perspective interdisciplinaire. Schein a défendu le point de vue que l'individu développe un « concept de soi » associé à sa carrière, qui devient une ancre stabilisant et influençant ses décisions liées à sa carrière. Dans une nouvelle conceptualisation de cette analyse, Feldman & Bolino (1996) défendent le point de vue que les ancres de carrière ont des associations les unes avec les autres. Ils proposent un modèle de compatibilité ou d'opposition basé sur le concept des huit ancres de carrière de Schein / Careers that were once conceptualized as life-long linear paths with frequent upward mobility within one organization have increasingly given way to new models of how careers unfold. The organizational rhetoric since the late 1980's has progressively changed from offering long-term and life-long employment, to clear messages concerning the imperative of individual career responsibility for one's progression and development (Bolton & Gold, 1994; Baruch, 2006). In addition, generational differences and technological advances have greatly changed the face of the work place, easily allowing the crossing of borders and the necessity to deal with cultural differences (Crepeau et. al., 2006). To understand how contemporary workers navigate in their careers, we mobilized two main career concepts. First, we used the theory of career anchors developed Schein (1978), which gave rise to wider understanding of both individual differences and organizational culture from an interdisciplinary perspective. Schein postulated that individuals develop a career “self-concept” which becomes an “anchor”, stabilizing and directing individual career decision-making. A re-conceptualization of his work by Feldman & Bolino (1996) postulated that career anchors could be associated with each other, proposing a model of compatibility or opposition in the relationships between the eight career anchors of Schein. Second, we used the boundaryless career concept, which suggested a change from the traditional career ideal of one single employer for the entirety of one's professional life (Arthur & Rousseau, 1996; Sullivan & Arthur, 2006)

La carrière des cadres est un objet de recherche toujours d’actualité. Que la carrière soit appréhendée dans un contexte organisationnel ou hors organisation, la carrière est diverse, influencée par les contextes et les transitions professionnelles.Cette thèse aborde par une démarche qualitative les trajectoires de carrière des cadres qui ont connu de nombreuses transitions professionnelles. Les hommes et les femmes interrogés ont tous participé à un programme d’accompagnement de leur dernière transition professionnelle au sein d’une association à but non lucratif.Nous les avons rencontrés après cette transition : ils ont tous retrouvé un emploi. Notre recherche a cherché à comprendre leurs trajectoires professionnelles, la manière dont ils ont rebondi, leurs transitions professionnelles successives.Cette recherche présente plusieurs intérêts tant pour le chercheur que pour le manager. Tout d’abord, nous avons identifié les déterminants des transitions professionnelles dans les trajectoires. Ensuite, l’utilisation d’un questionnaire sur les ancres de carrière nous a permis de distinguer des groupes de cadres selon leurs ancres dominantes.Un autre intérêt de notre recherche est l’utilisation de la typologie de Driver appliquée à nos groupes.Le dernier intérêt de notre travail de recherche est la mise en évidence de l’interdépendance du sentiment de réussite, des ancres de carrière et de la typologie de Driver pour l’étude des trajectoires professionnelles actuelles / The careers of executives are a recurring subject of research. Wether career is apprehended in an organizational context or outside organization, it is diverse, influenced by the contexts and professional transitions.This thesis uses a qualitative approach of career paths of executives who experienced many professional career transitions. Men and women interviewed were all involved in an accompanying program offered by a non-profit organization during their last professional transition.We met them after this transition: they all found jobs. Our research sought to understand their career paths, the way they rebounded from career setbacks, their successive professional career transitions.This research has several advantages for both the researcher and the manager. First, we identified the main determinants of professional transitions in the trajectories. Then, by using a questionnaire on career anchors we defined groups of executives based on their dominant anchors

The study was designed to provide further empirical data on the career anchor construct. An individual in todays times is likely to make more than one career choice. If the career anchor construct can be used to accurately predict a person environment fit, the construct could prove useful as a diagnostic tool for midcareer individuals. In the study, 300 midcareer employees (managerial and non-managerial) completed questionnaires etermining their dominant career anchor, domi.nant perception of occupational type and levels of general, intrinsic and extrinsic job satisfaction. Specific aims of the study were, firstly, to determine whether in midcareer there is a relation between career anchor and occupational type (For the purposes of the study, occupational type was measured in terms of the individuals perception of the main aspect that dominates his occupation) and secondly, to determine whether there is a difference in general, intrinsic and extrinsic job satisfaction between midcareer employees with a fit between career anchor and occupational type and midcareer employees with no such fit. Results of the study indicated a significant relation between career anchor and occupational type for the total sample as well as for the managerial and the non-managerial groups, for almost all of the eight career anchors. A significantly higher level of general and intrinsic job satisfaction was found for the fit group than for the non-fit group, however no such difference was found in extrinsic job satisfaction. No significant differences were found between the managerial and non­ managerial groups. On the basis of the results the conclusion can be made that the career anchor construct can be used effectively to assist midcareer managers and non-managers to make career choices. Career choices based on a fit between career anchor and occupational type are likely to yield a higher level ofeneral and intrinsic job satisfaction. / Industrial and Organisational Psychology / MCom (Industrial Psychology)

The thesis deals with the career management from the perspective of the organization. The theoretical part concerns the definition and explication of the terminology (basic terms), approaches and methods in the process of the career management. The separate chapter is dedicated to the current issue of talent management and also to the interpretation of the research of career counseling in the workplace, which compares the approaches of employers to the career management of their employees in 25 states of the European Union. The incorporation of the domain of career management to the set of other HR activities in the organization makes also part of this thesis. The practical part of thesis describes the concrete example of work with prospective employees of the organization, i.e. the presentation of implementation of the development program for talented and key employees. The conclusion of the thesis comprises the evaluation of the effectiveness of the program, including the recommendations for its potential continuation in the future.

The study was designed to provide further empirical data on the career anchor construct. An individual in todays times is likely to make more than one career choice. If the career anchor construct can be used to accurately predict a person environment fit, the construct could prove useful as a diagnostic tool for midcareer individuals. In the study, 300 midcareer employees (managerial and non-managerial) completed questionnaires etermining their dominant career anchor, domi.nant perception of occupational type and levels of general, intrinsic and extrinsic job satisfaction. Specific aims of the study were, firstly, to determine whether in midcareer there is a relation between career anchor and occupational type (For the purposes of the study, occupational type was measured in terms of the individuals perception of the main aspect that dominates his occupation) and secondly, to determine whether there is a difference in general, intrinsic and extrinsic job satisfaction between midcareer employees with a fit between career anchor and occupational type and midcareer employees with no such fit. Results of the study indicated a significant relation between career anchor and occupational type for the total sample as well as for the managerial and the non-managerial groups, for almost all of the eight career anchors. A significantly higher level of general and intrinsic job satisfaction was found for the fit group than for the non-fit group, however no such difference was found in extrinsic job satisfaction. No significant differences were found between the managerial and non­ managerial groups. On the basis of the results the conclusion can be made that the career anchor construct can be used effectively to assist midcareer managers and non-managers to make career choices. Career choices based on a fit between career anchor and occupational type are likely to yield a higher level ofeneral and intrinsic job satisfaction. / Industrial and Organisational Psychology / MCom (Industrial Psychology)