Basic Values, Career Orientations,

and Career Anchors: Empirical

Investigation of Relationships

Benich Mihad
Oumaima Abache
Boutaina bentaher
Jamai Hiba
Anass Benlarbi
Abderrahmane Nafia
 Introduction

Plan
Introduction
SCHWART’z values
Boundryless career • The purpose of this study is to empirically examine the relationships, structural correspondences, and
Career anchors
common differences between core values, career orientations, and career anchors. The aim of this study,
Relationships among
basic values career therefore, is to empirically examine the relationship between Schwartz's core values, the changing
orientation and career infinite career orientations, and provide a more appropriate and accurate picture of the relationships and
anchors
correspondences between these structures. We recruited a heterogeneous sample of employees to obtain
Methods and
measurement To assess the extent to which these structures overlap.
Discussion
Limitation
Implication for
managers
 Basic values

Plan
Introduction
SCHWART’z values • The most comprehensive theory of value was proposed by Schwartz, working with Blisky, to identify
five common characteristics of value in the literature:
Boundryless career
Career anchors (1)Concepts or beliefs
Relationships among (2)Desired Ability or Present Behavior
basic values career (3)Overcoming specific situations
orientation and career
anchors (4)Direct the selection and evaluation of actions and events
Methods and (5)Rank by relative importance
measurement
Discussion
Limitation
Implication for
managers
 Basic values
• Schwartz's theory of value remains the most comprehensive of Schwartz's ten conceptualized universal or fundamental values,
and his It satisfies three universal biological needs:
Plan
1) Social Interaction
Introduction
2) Functioning groups
SCHWART’z values
3) Survival groups
Boundryless career
Career anchors
Relationships among
basic values career
orientation and
career anchors
Methods and
measurement
are complement of the biological needs and they are organized into a circular motivational structure along two bipolar dimensions:
Discussion
• Openness to change and stimulation (core values) vs. preservation (including safety, tradition
Limitation
• Affirmation (core values)) and self-improvement (including achievement and power cores) vs. Self-transcendence (including
Implication for compassion and universal core values).
managers
 Protean and Boundaryless Career
Orientations
Plan
Introduction • Changes in the global economy and organizational structures have resulted in increased uncertainty in careers, job
SCHWART’z values insecurity , and part-time and self-employment . Thus, contemporary workers can no longer rely on their organizations
Boundryless career to manage their careers. Instead, workers are required to manage their own careers be more flexible and acquire
Career anchors resilience and employability
Relationships • Being “protean” in one’s career involves the pursuit of one’s personal values and career priorities and the active
among basic values management of one’s career by continuously learning, training and anticipating opportunities and changes in the labor
career orientation market
and career anchors Thus, a protean career is operationalized along the two dimensions of
Methods and value-driven : means that you make decisions based on your values
measurement
self-directed career management : driving the career planning on your own, without help from outside sources
Discussion
Limitation
Implication for
managers
 Protean and Boundaryless Career
Orientations
Plan
Introduction
SCHWART’z values
Boundryless career
Career anchors • Being “boundaryless” involves the willingness to pursue opportunities and relationships across organizations. Thus, a
Relationships among boundaryless career orientation is characterized in terms of both
basic values career
orientation and • organizational mobility preference : Conduct moves between different occupations, job and organization
career anchors
• boundaryless mindset: Enjoy working on projects with people across many organizations and feels energized and
Methods and
measurement enthusiastic about engaging in new experiences and situations outside of the organization.
Discussion
Limitation
Implication for
managers
 Career anchors

Plan
Introduction
SCHWART’z values
Boundryless career • Career Anchors is tool that can be used by a company to identify the expectations and needs of an employee, as well as
Career anchors by the employee himself to assess his motivations
Relationships among • Schein talks about each of us having an internal career and external career.
basic values career • Internal career : a subjective and personal sense and definition of one’s career, so for example for one person it might be
orientation and money / security – for another it will be achievement, depending on what his career anchor(s) is, or are, there are things
career anchors that he cannot do without – that he would not give
Methods and • External career : is the objective view of how you progress through an organization and / or occupation
measurement • Schein suggested that each and every individual possessed specific and unique ‘anchors
Discussion
Limitation
Implication for
managers
 Career anchors
Generally, individuals are considered to manifest just one of the eight anchors, However, other researchers
have suggested the existence of multiple dominant career anchors, that might emerge from changes
workers needs and preferences
Plan
Introduction
SCHWART’z values
Boundryless career
Career anchors
Relationships among
basic values career
orientation and
career anchors
Methods and
measurement
Discussion
Limitation
Implication for
managers
 Relationships among Basic Values,
Career Orientations, and Career Anchors
Plan
Introduction
SCHWART’z values These recent studies were Based on Schwartz’s structural model of values and empirical findings of relationships among
Boundryless career career anchors .
Career anchors • It showed that Schwartz’ self-enhancement values were related to the managerial competence and identity career
Relationships among anchors. and that self-transcendence values were related to the service/dedication to a cause and technical functional
competence career anchors.
basic values career
orientation and • In reverse and other hand , Schwartz’s view to change values were positively related to pure challenge and
entrepreneurial creativity, and conservation values associated with the security/stability and lifestyle career anchors.
career anchors
Methods and • Wils et al. criticized this theoretical and structural model due to : its lack of representativeness of Schein’s career
measurement anchors. The author proposed a theoretical structural model that rearranged Schein’s career anchors into four
quadrant . by Using a sample of 313 graduates in the and notices that their structural model was superior to other
Discussion models using a scale of career anchors and statistical analysis.
Limitation
Implication for
managers
 Relationships among Basic Values, Career
Orientations, and Career Anchors
Plan
Introduction
SCHWART’z values
Boundryless career
Career anchors • The result of it showed that the careerist quadrant was correlated with the managerial competences career anchor;
Relationships among and the protean quadrant was associated with the technical/functional competence, entrepreneurial creativity. the
basic values career social quadrant was associated with the life style and service dedication to cause career anchors; and the
orientation and bureaucratic quadrant was associated with the security/stability career anchor.
career anchors • This study helped with the understanding of the comparison between basic values, career orientations, and career
Methods and anchors.
measurement
Discussion
Limitation
Implication for
managers
 Relationships among Basic Values,
Career Orientations, and Career Anchors
Plan
Introduction
SCHWART’z values • 4 assumptions and expectations were made :
Boundryless career
Assuming a positive associations with the technical/functional competence, entrepreneurial, creativity, pure
Career anchors challenge, autonomy/independence, and international career anchors . Values that emphasize self-enhancement
Relationships should be positively associated with the managerial competences .Values that emphasize conservation should
among basic values be positively related to the security/stability career anchors. Values that emphasize self-transcendence should
career orientation be positively associated with the life style and service/dedication .
and career anchors
Methods and
Theses 4 assumptions were taken as 4 hypotheses to be confirmed .
measurement
Discussion
Limitation
Implication for
managers
 Materials and methods

Plan
Introduction
SCHWART’z values
Boundryless career
Career anchors • Procedure and Participants
Relationships among Participants were recruited by email invitations or invitations posted on social media websites (e.g.,
basic values career Facebook).
orientation and 310 individuals who started the survey, 238 (77%) completed all questionnaires.
career anchors
Thus, the sample included 238 employees aged 16 to 65 years
Methods and
measurement
Discussion
Limitation
Implication for
managers
 Measures
• Portrait Values Questionnaire

Plan we used a validated French translation of Schwartz’s portrait values questionnaire which consisted of 51
items measuring the ten basic values of self-direction
Introduction
SCHWART’z values “Being creative is important to him/her”
Boundryless career Excitement in life is important to him/her
Career anchors Having a good time is important to him/her
Relationships among Being very successful is important to her or him
basic values career
He/She pursues high status and power security
orientation and
career anchors It is important to him/her to live in secure surroundings tradition
Methods and It is important to him/her to maintain traditional values or beliefs”
measurement Obeying all the laws is important to him/her
Discussion It’s very important to him/her to help the people dear to him/her”
Limitation
Protecting society’s weak and vulnerable members is important
Implication for
managers to him/her”)
 Protean career

Plan
Introduction
SCHWART’z values
Boundryless career • We used a validated French translation of the protean career attitudes scale
Career anchors • which consisted of 14 items that measured the self-directed career
Relationships among • management (8 items; e.g., “I am responsible for my success or failure in my career”) and value-driven
basic values career
orientation and • (6 items; e.g., “I navigate my own career based on my personal priorities as opposed to my employer’s
priorities”) dimensions of the PCO.
career anchors
Methods and • The response format consisted of a five-point Likert scale ranging from 1 (little or no extent) to 5 (to a
great extent).
measurement
Discussion
Limitation
Implication for
managers
 Boundaryless

Plan
Introduction
SCHWART’z values
Boundryless career
Career anchors • A validated French translation of the boundaryless career attitudes scale was used, which consisted of
13 items that measured the two dimensions of boundaryless mindset (8 items; e.g., “I seek job
Relationships among
assignments that allow me to learn something new”) and mobility preference
basic values career
orientation and • (5 reversed items; e.g., “In my ideal career, I would work for onlyone organization”).
career anchors • The response format consisted of a five-point Likert scale ranging from 1 (little or no extent) to 5 (to
Methods and a great extent).
measurement
Discussion
Limitation
Implication for
managers
 Career orientation inventory

Plan
Introduction
SCHWART’z values
Boundryless career
Career anchors
Relationships among • It consisted of 45 items that measured the eight career anchors of autonomy/independence,
basic values career • Creativity, entrepreneurial, lifestyle, international,managerial competence, pure challenge, security/Stability ,
orientation and service/dedication to a cause and technical/functional competence The response format consisted of a five-point
career anchors Likert scale ranging from 1 : totally disagree to 5 completely agree.
Methods and
measurement
Discussion
Limitation
Implication for
managers
 Discussion

Plan
• Introduction
• SCHWART’z values
• Boundryless career • our findings show that Schwartz’s values emphasizing openness to change share similarities and a
• Career anchors common variance with the autonomy/independence,
• Relationships
• individuals who portray these attitudes and anchors are likely to value and pursue autonomy,
among basic values stimulation, and hedonism in their careers and are likely to reject security, conformity, and tradition
career orientation values
and career anchors
• Methods and • these individuals are likely to be regulated primarily by their self-interest than those of others, to cope
more easily with anxiety
measurement
• Discussion • and to focus on promotions, gains, and growth.
• Limitation
• Implication for
managers
 Discussion

Plan
Introduction
SCHWART’z values
Boundryless career
Career anchors
• our findings show similarities between Schwartz’s values that emphasizes conservation (i.e., security,
Relationships among conformity, and tradition) and the stability/security career anchor.
basic values career
• the opposed to openness and change motivational values, individuals anchored in security would be more
orientation and focused on and affected by others, experience more anxiety when confronted with uncertainty, and be more
career anchors likely to prevent professional loss and threats by complying with rules and norms.
Methods and
measurement
Discussion
Limitation
Implication for
managers
 Discussion

Plan
Introduction
SCHWART’z values
Boundryless career
• Another opposition exists between Schwartz’s values that emphasize self-enhancement and those that
Career anchors emphasize self transcendence. Our results show that the former shared similarities and variance with
Relationships among managerial competence and technical/functional competence career anchors,
basic values career • express their personal interest and pursue values of power and achievement and would rather prefer to work
orientation and in wellstructured and organized environments that leave little room for uncertainty.
career anchors
Methods and
measurement
Discussion
Limitation
Implication for
managers
 Discussion

Plan
Introduction
SCHWART’z values
Boundryless career
Career anchors
Relationships among
• our results show that those who endorse the self-transcendent motivational values of universalism and
basic values career benevolence expressed the lifestyle and service/dedication to cause career anchors. Thus, these individuals
orientation and are more likely to be opposed to the expression of selfish interests and pursue goals to grow
career anchors
Methods and
measurement
Discussion
Limitation
Implication for
managers
 Limitation

Plan
• Introduction
• SCHWART’z values
• Boundryless career
• Career anchors • The use of self-reported measures (not free of bias)
• Relationships
• The use of a cross-sectional design, which does not provide information regarding stability and change in
among basic values the relationships over time.
career orientation
and career anchors • The use of a sample that is specific to a particular culture (it may limit the generalizability of these
• Methods and relationships and correspondences to other cultures)
measurement • This study was conducted only in one region and it’s not a global study
• Discussion
• Limitation
• Implication for
managers
 Implication for managers

Plan
Introduction
SCHWART’z values • managers pay attention to both employees’ working climate and perceived organizational support
Boundryless career
• managers should provide employees with clear performance standards and reward system as well as
Career anchors adequate and continuous support
Relationships among
• enable employees to clarify their own career value preferences and to increase their knowledge about
basic values career available career options and situations.
orientation and
• interventions (e.g., workshops) and tools (e.g., online job platforms) could be derived that help align
career anchors
employees’ basic values to appropriate career development opportunities
Methods and
measurement
Discussion
Limitation
Implication for
managers