The career anchor (CA) is a metaphor created by Edgar Schein to illustrate the role of patterns of self-perceived talents, motives, and values in guiding, stabilizing (i.e., anchoring), and integrating a person’s work career. With the early years of work experience, this pattern tends to stabilize into one of the possible CAs and plays two main roles: guiding the selection of specific occupations and work environments; shaping individual reactions to the actual occupation and work environment. Since Schein’s initial conceptualization, theoretical refinements have been proposed, suggesting that CAs can change over time and that multiple CAs can coexist. Although substantial evidence supports the theory’s key predictions, the available literature appears fragmented, with a primary focus on descriptive concerns. Actual measurement issues also limit the development of theoretical knowledge. This entry provides an updated overview of the central predictions related to CAs, aiming at promoting greater integration and coherence in research and practice.
Toderi et al. (Mon,) studied this question.