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

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.