Labour Studies Index

Updated: 2019-04-26

Revisiting the Career Anchor Model: A Proposition and an Empirical Investigation of a New Model of Career Value Structure

Document type Article
Author Wils, Laura
Author Tremblay, Michel
Author Wils, Thierry
Journal Relations Industrielles / Industrial Relations
Volume 69
Date 2014 Fall
ISSN 0034-379X
Pages 813-838


In contrast with Schein's theory, which presumes a single dominant career anchor, this study proposes an original model based on a career value structure that could explain why some individuals have several dominant career anchors. Career values, which are organized according a circular logic, are grouped into four large clusters of values which are opposed by pairs: bureaucratic self-concept opposed to the protean self-concept and careerist self-concept opposed to social self-concept. Using a new career value inventory, the model was tested on a sample of 240 employees and 155 managers in a health care organization. Construct validity was demonstrated by linking career values with career anchors, proactivity and collectivism. For instance, of the four career self-concepts, only the careerist self-concept is significantly related to the managerial competence.