Relationship Between Career Anchor, Job Selection And Job Satisfaction For White Collar Employees In Shanghai MNCs

Schein designed the concept of Career Anchor for the purpose of suggesting individual's stable career self- percipience after long term real work experience through the interaction with the working environment. Schein developed career anchor as 8 types, which belongs to 3 different dimensions: Talent-based, Need-based or Value-based.The main attribute of career anchor drives Schein's Model is Congruence. Those stable identities have significant consequences for those work outcomes such as job satisfaction, job stability and psychological well-being.This study explores the career anchor type distribution in different functions in the NA & European based Multi-National Companies in Shanghai, and the effect of congruence between career anchor and factors considered in job selection on job satisfaction. Through the different means including literature survey, tel-interview, in-depth interview, questionnaire, case study and SPSS software, the study concludes the following results:1) Career Anchor in different function groups such as HR, Finance, R&D, Marketing & Sales, Production & Technical, has the different distribution.2) The Congruence between Career Anchor and Job Selection Factors has significant consequences for the overall Job Satisfaction.3) The Congruence between Caree Anchor and Job Selection Factors has greater consequences for the Internal Job Satisfaction dimensions than that for External Job Satisfaction dimentions.4) The Congruence between Talent-based Career Anchors and Job Selection Factors has greater consequences for the Job Satisfaction than that of Value-based and Need-based career anchors.5) The Personal Life Constraints has the impact on the overall Job Satisfaction.