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|Title:||The relationship between career anchors with satisfaction, commitment and AWE : a survey of the auditing profession in Singapore.||Authors:||Chia, Serene Seok Cheng.
Lee, Myra Choong Yi.
Ong, Siong Hong.
|Keywords:||DRNTU::Business::Accounting||Issue Date:||1996||Abstract:||After Schein’s 1978 work on the Career Anchor Theory, very little research has been carried out in this area, except for his recent update in 1992 where three additional anchors were introduced. Intuitively, this theory makes reasonable sense and some researchers have suggested its relevance and application in career development and management programs. In the field of professional commitment, very limited research has been carried out. In a 1983 study, AWE was identified as a strong moderating factor towards satisfaction. It is likely that career anchors, AWE and commitment wil affect satisfaction, which in turn can affect turnover, performance and absenteeism. This research attempts to extend the Career Anchor Theory and establish its application in career development and management of professional accountants. The research seeks to find causal relationships between the anchors and the three outcomes (satisfaction, commitment and AWE) and to determine the strength of any existing relationship. The research was conducted through surveys with professional accountants. Results obtained were analyzed using statistical methods. Multiple regression was the main instrument used. The analysis indicated inconclusive results for satisfaction and commitment outcomes. However, relationship between AWE and career anchors was established The analysis aLso demonstrated the general trends and inclinations of professional accountants in Singapore. Finaly, the overall research is evaluated. And on the basis of the theories and our results, we recommend that firms, employers or the profession have an understanding of the Career Anchor Theory. Using this theory, they can tailor the career development and management program to meet the needs of professional staff by identifying their anchors. In addition, the profession may like to increase their profile so that professionals can identify more strongly with their profession.||URI:||http://hdl.handle.net/10356/51768||Rights:||Nanyang Technological University||Fulltext Permission:||restricted||Fulltext Availability:||With Fulltext|
|Appears in Collections:||NBS Student Reports (FYP/IA/PA/PI)|
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Updated on Dec 4, 2020
Updated on Dec 4, 2020
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