ANY PROCEEDINGS OVER 3 PAGES WILL BE CHARGED AN ADDITIONAL$100 PER PAGEA Preliminary Psychometric Assessment of the Short-Form Measure of CareerOrientations in a Malaysian Sample
Ali Yusob bin Md ZainFaculty of Business, Economics and Policy StudiesUniversiti Brunei DarussalamJalan Tungku Link, Gadung BE1410Brunei Darussalamaliyusob@gmail.com; +673-2463001
This paper reports a factor analytic study which wasconducted to determine the dimensionality of theshort-form measure of career orientations developed by Ria and Baroudi . The
“Short-Form Measure of Career Orientations” by Ria and Baroudi consists of seven dimensions or career anchors: security,autonomy, managerial competence, technicalcompetence, creativity and entrepreneurship, sense of service, and life style integration. In this study, 196university students in Malaysia responded to the short-form measure of career orientations. A factor analysisusing varimax rotation produced seven factors whichare quite similar to the original factors as proposed byRia and Baroudi. The seven factors account for about57% of the explained variance. The findings providereasonable indications that the short-form measure of career orientations has acceptable psychometric properties that can be used to identify career orientations of university students in Malaysia.
An important aspect in an organization’s humanresource management (HRM) is human resource planning. HR planning helps the organization todetermine the right mix of people with the necessaryskills and attitudes. One aspect of research in HR planning is “internal careers” which focuses on theindividual’s self-concept and career values . Career anchor  or career orientation , which refer toself-perceived needs, values, and talents, shape anindividual’s career decisions . Career orientation isconsidered as a significant factor in an individual’scareer decisions because it influences career choice,affects decisions to move from one job to another,shapes what one is looking for in life, determines anindividual’s views of the future, influences theselection of specific occupations and work settings,and affects the individual’s reactions to his/her work experiences . Information about an individual’scareer orientations may be useful for the organizationto formulate career development programs that suitindividual needs.
eople vary in terms of their internal career orientations, forexample in terms of motives, gettingahead persons have a high need forachievement while getting secure,getting high, getting free and gettingbalance people have high needs forsecurity, challenge, autonomy, andwork-life balance, respectively. Theseorientations exist among employees inorganizations [
1]. To uncover this information, areliable and valid measure of career orientation isnecessary. This paper reports preliminary results of a psychometric assessment of the short-form measure of career orientation developed by Ria and Baroudi .The scale was tested in a Malaysian sample.
Career orientations can be defined as attitudesexpressed by superordinate intentions of an individualthat will influence career-related decisions [Gerbera].Schein , who pioneered work into individual career orientations, has identified eight career anchors thatguide the career decisions of individuals:•
This anchor deals with both geographicalsecurity (e.g., individuals who link themselves to a particular geographic area — putting down roots in thecommunity, investing in a house and stable life-style),and organizational/job security.•
Autonomy-oriented individuals seek work situations in which they will be maximally freeof organizational constraints and restrictionsto pursue their professional competence.•
Managerially orientedemployees, who wish to supervise, influence, and leadothers, seek promotions to general manager positionsas a vehicle to achieve feelings of success.•
Employees with strongtechnical orientations focus primarily on the intrinsic,technical content of the work, and the functional arearepresented by the work.•
Creativity and entrepreneurship.
These individualsneed to create something on their own by developing anew product or service, by building a new businessenterprise through financial manipulation, or
bystarting and building a business of their own.•
Sense of service.
Employees who have a serviceorientation are dedicated to serve other people and tomake the world a better place in which to live andwork.•
This anchor assesses the preferencefor overcoming impossible obstacles, solving
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