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Paula
Joyce S. Phillips
Delta State University
C. William Roe
University of Southwestern Louisiana
Introduction
Journal
of Career Development,
273
274
paper, &dquo;career&dquo; is defined as stability within a closely connected vocational field (Van Maanen & Schein, 1977). As theoretically developed
below, &dquo;entrenchment&dquo; is described as immobility resulting from substantial economic and psychological investments in a career that
make
change
difficult.
or
275
Figure
(cf. Bretz & Judge, 1994). In contrast to those entrenched, othersbecause of low investments, few emotional or interpersonal attachments, or other opportunities-may perceive themselves as mobile.
Those not entrenched but career dissatisfied are likely to make career
changes. Alternatively, those not entrenched but career satisfied are
likely to voluntarily remain in their careers. Figure 2 depicts these
four career profiles.
In the subsequent section, hypotheses predicting outcomes associ-
profiles
are
developed.
Hypothesis Development
Hypotheses are developed for the main effects of career satisfaction,
the main effects of career entrenchment, and the interactive effects of
both these variables.
276
Figure 2
2 x 2 for Career Entrenchment and Career Satisfaction
Main Effects
of Career Entrenchment
Because of the similarities of career entrenchment and calculative organizational commitment, it is expected that these two loyalties will
be intertwined. For example, the sacrificing of an organizational sidebets such as a coworker relationship may also result in the loss of a
professional colleague.
#1: Those high in career entrenchment (entrapped and contented immobiles) will report higher levels of calculative organizational
commitment as compared to those low in career entrenchment (career
changers and voluntary careerists).
Hypothesis
277
Those who are not entrenched have avoided becoming &dquo;calculatively&dquo; bound to their chosen careers. This flexibility may result
from a lack of side-bets (such as tenure) or a willingness to sacrifice
side-bets while perceiving alterative career choices as attractive. The
unentrenched, then by definition, are more likely to think about and
execute career changes. However, those who are entrenched, and
hence are knowingly unable to self-select out of their careers, are
likely to become resigned to the situation. Because of this process, the
desire to change careers diminishes as career tenure accumulates
(Carson & Bedeian, 1994; Teger, 1980).
Those high in career entrenchment (entrapped and contented immobiles) will report lower levels of career withdrawal intentions and longer career tenure as compared to those low in career entrenchment (career changers and voluntary careerists).
Hypothesis #2:
Main
Following career selection, an individual initiates the process of investment. Increasing amounts of time, money and effort are being devoted to training and preparing for demanding careers (Osherson, 1980).
But, investments do not stop with education. After initial schooling, career motivated individuals continue to put a great deal of energy into
their vocations. This effort frequently results in enriched work opportunities, higher compensation, and increased authority-factors related
(Aryee, Chay, & Chew, 1994; Zeitz, 1990).
278
Interaction
Effects
While many workers aspire to either ascend the organizational hierarchy or to just maintain their professional skills, there are some
who predictably engage in career change in pursuit of personal
growth, variety, or stimulation (Driver, 1979). These individuals are
likely to have a short time perspective regarding feelings of entrenchment. In fact, the possibility of becoming entrenched may be a powerful force stimulating career change for these individuals, strengthening withdrawal intentions, and weakening career commitment (Hall,
1986). This salient desire to avoid entrenchment may further discourage transient careerists from investing too heavily in educational
ports that individuals engage in rationalization to reconcile inconsistencies between attitudes and behaviors. Cognitive dissonance allows
the individual to modify beliefs about a less than ideal situation, such
as entrenchment, which the person cannot or is unwilling to change.
Therefore, contented immobiles will engage in cognitive gymnastics to
convince themselves of the adequacy of their career choice (cf.
Brockner, 1992).
#6: Contented immobiles will report higher levels of career
commitment and lower levels of career withdrawal intentions as compared to entrapped, voluntary careerists, and career changers.
Hypothesis
279
Method
Sampling Procedure
66% were married, and 61% were women. Average respondent age was 43 years old and average tenure in career was 15 years.
The sample was composed of 141 employees at a small southern
23.8%; example vocation types
teaching university (response rate
and
129
counselor);
being teaching faculty
employees at a large southeastern research university, including 21 employees of food service
14.5%; example vocation types being
departments (response rate
dietician and supervisor), 14 employees of engineering services (re60.9%; example vocation types being computer analyst
sponse rate
and clerk), and 94 Doctors of Veterinary Medicine (response rate
55.0%; example vocation types being lecturing faculty and clinician);
22 employees from a nursing home (response rate
44.0%; example
vocation types being practical nurse and nursing assistant); 6 employees from a packaging plant (response rate 26.1%; example vocation types being truck loader and driver); 8 employees from a public
school system computer service (response rate
66.7%; example vocation types being data entry operator and clerk); 137 members of a
state library association, academic section (response rate
66.5%;
example of vocation types being reference librarian and circulation
librarian); and 33 members of an area personnel association (response
rate
47.8%; example vocation types being personnel manager and
human resource specialist).
Surveys were accompanied by a cover letter assuring confidentiality. The following prefatory instructions introduced the first section of the survey: &dquo;This survey begins with statements about your
LINE OF WORK or CAREER FIELD in which you are currently employed. You may consider line of work/career field as having the same
meaning as occupation, profession, or vocation.&dquo; The middle sections
contained questions tapping perceptions about the respondents em-
graduates,
280
ploying organizations
measure
Measures
Career
the scale to demonstrate adequate reliability. With regards to construct validity, McGee and Ford (19887) suggest that the measure
may gauge two aspects of calculative commitment: (a) existence of few
employment alternatives and (b) personal sacrifice associated with
281
with
McGee and Ford (1987) found this measure to be reliable and offer
support for its construct validity. A sample item is &dquo;I really feel as if
this organizations problems are my own.&dquo;
satisfaction. Job satisfaction was measured using an 18-item instrument developed by Brayfield and Rothe (1951; a
.90). The instrument has been described as possessing adequate validity and reliability (Price & Mueller, 1986). A sample item is &dquo;I feel fairly well
Job
Results
analysis. To
=
282
Hypothesis Testing
planned comparisons analysis indicated that all hypothsupported. Hypothesis 1-~--entrapped and contented immobile groups report higher levels of calculative organizational commitment (t(396) = 9.66, p ~ .01) than do career changer and voluntary
careerist groups (Hypothesis 1). Entrapped and contented immobile
Results of
eses were
Discussion
Respondents (n
to test
career
Table 1
Planned
of
Career Entrenchment
* =p~.01
Planned
Table 2
Results
for the Main Effects of
Comparisons
Career Satisfaction
*=p-=.05
**=
p !5 .01
284
Table 3
Planned Comparisons Results for the Interactive Effects
Note: An underline connecting groups indicates that they were combined and compared
to the remaining group for the purposes of planned comparisons.
*=p-=.01
285
present study
performance
outcomes.
The researchers in this
1990).
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