Intention to Change Careers: Determinants and Process

Abstract

Based on reasearch involving a sample of 180 school teachers, the determinants and process associated with the intention to change careers was examined using path analysis on data from public school teachers. Overall, the empirical analysis provided support for the model and its causal ordering. However, lack-of-fit components suggested that a more complex model with additional paths might be more appropriate. Implications of the findmgs for research are discussed.The intention to change careers has received very little research attention. In fact, our search of the literature found only two studies that specifically examined it, and neither one did so in a comprehensive manner (Parker, 1982;Schneider, 1976). Thus, at this time, we have limited theoretical understanding of the factors affecting the intention to change careers. Therefore, this study examined the determinants and process of the intention to change careers. Addressing the need for comprehensive studies, we considered organizational, environmental, and personal factors associated with the career change decision.Studying the intention to change careers is also important for pragmatic reasons. Using Fishbein and Ajzen's (1975) theory of reasoned action, we would expect intentions to change careers to be the imSusan R. Rhodes and Mildred M , Doering are associate professors in the

Changing careers: the effects of social context

“…The present research adds to these newer studies by focusing on a more complex form of career change ± change that is de®ned by a change in employer, a change in job function, and the individual's perception that the aforementioned constitute a`career change. ' Further, the empirical work presented here tests hypotheses that are grounded in prior career theory that links an individual's alternatives and con®dence to the likelihood of career change (Lent et al, 1996;Rhodes and Doering, 1993). Hence, this study offers empirical methods as well as theory, for exploring the mechanisms underlying the effects of social context on career change.…”

“…Having a greater number of career alternatives increases the possibility that some of those will be attractive enough to the individual to motivate him or her to change careers. As careers scholars have suggested, having attractive alternatives increases the desire or intention to change careers, and hence the probability of doing so (Greenhaus and Callanan, 1994;Rhodes and Doering, 1993;Neapolitan, 1980). Thus, the exposure and visibility that a diverse set of instrumental relations yields may increase the number of alternative opportunities an individual has, affecting his or her thoughts and motivation to change careers and so, the probability of doing so.…”

“…The control variables used in this study are based upon prior theoretical work on career change (e.g., Greenhaus and Callanan, 1994;Rhodes and Doering, 1993). Prior work satisfaction was measured in two ways ± ®rst, as the respondents' average satisfaction with his or her work before business school.…”

“…Re¯ecting these many perspectives, there have been many approaches to studying an individual's career. Some scholars have focused on an individual's occupation (e.g., Rhodes and Doering, 1993) or the work roles experienced during a person's lifetime (e.g., Hall, 1976). Others have called for a more expansive perspective that encompasses both work and non-work role activities and behaviors (e.g., Bateson, 1989).…”

A comparative study of organizational context factors for managerial career progress: focusing on Chinese state-owned, Sino-foreign joint venture and Japanese corporations

“…Past studies have identified two broad categories of variables that influence managerial career progress: demographic and organizational variables (Rhodes and Doering, 1993). Chen and Wakabayashi (1997) found a significant correlation between the quality of the career development environment and the level of managerial skill practices.…”