جستجوی مقالات مرتبط با کلیدواژه « لنگرگاه شغلی » در نشریات گروه « روانشناسی »

present study aims to test the conceptual model in which job stressors mediate the relationship between Career anchors and job satisfaction. The method of this research was descriptive-correlation and its statistical population included 502 managers and supervisors of ten operating regions of Iran Gas Transmission Company. The sampling method was done in cluster. The participants answered the Career anchors, job descriptive index (JDI) and industrial unit job stressors scale (IUJSS) questionnaires. Data analysis was done using AMOS software. Data analysis using the bootstrapping method showed that the job stressors variable partially mediates the relationship between the Career anchors of service, independence, and security. No such correlation was obtained for the other five anchors. Based on the findings of this research, if organizations consider the unique abilities of each person according to the characteristics of the job and the organization, job stress and pressure will be reduced, and this will create different outputs such as higher job satisfaction. Also, the Career anchor as a variable that shows the suitability of the job and the employee, can be used as one of the main factors in the selection, recruitment, and succession planning.

The purpose of this research was to compare job stressors and the turnover intention based on career anchors in the managers of the Iranian Gas Transmission Company.

A cross-sectional study which statistical population consists of all managers of gas transmission companies. 494 managers of this company were selected using the Cluster sampling proportional to volume sample method and answered these questionnaires: job stress questionnaires of the industrial unit (Saffarzadeh,1998), the career anchors (Schein,1985) & the Turnover Intention (O'Reilly, Chatman & Caldwell,1991).

There is a statistically significant difference in the amount of job stressors between people whose predominant anchor is independence compared to the service anchor. In other words, job pressures in independence anchor are higher than service anchors. In addition, there is a statistically significant difference in the turnover intention between individuals whose dominant anchor is independence compared to the group with a dominant anchor of service, diversity and management.

Career anchor has an important role in job satisfaction and the turnover intention of managers. It is suggested that other organizations provide the necessary conditions for the dynamic activity of managers in the direction of their dominant anchor.

Career management is a process by which employees design and evaluate their own career plans. This article examines the Career Anchors Inventory (CSI) psychometric properties among the manager of Iran Transmission Gas Company.

The sample includes 505 managers who were conveniently selected from ten districts of the Iran Transmission Gas Company and answered Schein career anchors inventory. The CSI has been designed by Edgar Schein and concludes 48 items. Answers to these items then can lead to determination of the anchors which are originally classified into 8 categories: Autonomy and independence, pure challenge, entrepreneurship and creativity, general managerial competence, lifestyle, security and stability, service and dedication and technical/functional competence.

After collecting data, LISREL was used to statistically fit the measurement model. The model fitted well with the data. Cronbach alpha calculated for the whole scale and Guttmann reliability coefficient for the inventory were 0.89 and 0.85. Testing questionnaire’s reliability using these two coefficients testified stability and reliability. Results (Discussion): The Farsi version of the CSI has sufficient validity and reliability too and can be used to demonstrate a satisfactory image of an individual’s career orientations.