This study sought to determine the impact of perceived career motivation on workplace engagement for new managers. By using the Career Orientation Inventory (Schein, 1990b) in determining an individual’s career anchor and the Utrecht Work Engagement Survey (Schaufeli & Bakker, 2003), the study investigates the impact and influence of career motivation on engagement. An explanatory sequential approach was taken using mixed methods and two survey instruments. Quantitative analysis using multiple regression was used to assess the impact of the career anchor differential between desired and perceived use of the career anchor on the work engagement level. Grounded theory then further explored through semi-structured interviews to understand the research question of whether the new manager has a higher workplace engagement level if he/she is placed in a job that matches his or her career anchor. The quantitative analysis estimated approximately 25% of a new manager’s engagement could be determined by perceived inclusion of the career anchor in the current work. The qualitative interviews supported the element of the new manager’s need for control of the career anchor at work and also developed into a two-part New Manager Engagement framework of Influencing Factors. Finally, this study designated a definition and direction for Career Engagement, building on both previous frameworks and the proposed New Manager Engagement framework.
|Commitee:||Durso, Joan C., Faulkenburg, Marilyn|
|Department:||Human Resource Leadership|
|School Location:||United States -- Kentucky|
|Source:||DAI-A 77/03(E), Dissertation Abstracts International|
|Subjects:||Management, Organizational behavior|
|Keywords:||Career anchor, Career motivation, Constructivist grounded theory, Mixed methods, New manager, Work engagement|
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