A Research Companion
Edited by Mustafa F. Özbilgin and Ayala Malach-Pines
Chapter 4: Family Influences on the Career Life Cycle
4. Family inﬂuences on the career life cycle T. Alexandra Beauregard In an era when 49 per cent of UK workers report that balancing work and family responsibilities is an issue of signiﬁcant concern to them (JP Morgan Fleming, 2003), the inﬂuence of family and personal life on career decisions is receiving increasing amounts of media attention. Today’s business school graduates are ‘looking for a workstyle to go with their lifestyle’, claims the HR consultancy Hay Group (The Economist, 2006). ‘Generation X and Generation Y workers, who are younger than 40, are more likely than boomers to say they put family before jobs’, says an article in USA Today (Elias, 2004). ‘Today’s younger employees are working to live rather than living to work’, states a newspaper manager in the journalism newsletter Fusion (Williamson, 2006). These media sound bites are supported by ongoing research conducted by Schein (1978, 1993, 1996) on the construct of career anchors. An individual’s career anchor can be described as his or her self-concept, incorporating perceived career-related abilities and talents, values, and motivations and needs (Schein, 1996). The ﬁve original career anchors consisted of technical/functional competence, managerial competence, security and stability, creativity, and autonomy and independence. More recently, however, the ‘lifestyle’ anchor has emerged as an oﬀshoot of the ‘security and stability’ anchor, and is concerned not with economic stability like its predecessor, but with the stability of one’s general life pattern. An employee identifying lifestyle as his or her career anchor values...
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