An information acquisition and use approach to perceived career uncertainty, transitional events, and career tracks

Patrice Marie Buzzanell, Purdue University

Abstract

Career information acquisition and use is a neglected area in organizational communication literature but one which deserves attention based on the fascination career conversations hold for organizational members and the central role careers play in defining who individuals are in Western culture. Although there are many reasons and uses for career information, one purpose of career talk is to alleviate uncertainty. The goals of this investigation were to: (1) develop a new construct, perceived career uncertainty (PCU); (2) determine which of the many information, career, and contextual variables best predict PCU; and, (3) uncover relationships between PCU and information acquisition and use, career track, and transitional events. PCU was defined as the perceived unpredictability of career outcomes, or the difficulty individuals have in defining or predicting their organizational careers. Contrary to current career and uncertainty research, the most significant correlates of PCU were information and individual-level constructs, not structural or contextual variables. The best predictors in a stepwise regression with 30 independent variables were: information adequacy/quality; ability to interpret information; and, perceived effects. These variables accounted for 37%, 27%, and 31% of PCU's variance, respectively. The three predictors displayed possible conceptual interdependence and similar nonlinear graphs. Individuals who acquired only moderately adequate, interpretable, and useful information recognized that important information elements were absent and maintained their PCU. Only when they perceived that they obtained the most complete career picture did they experience the least PCU. Thus, information itself and the manner in which bits of data were woven into coherent wholes were critical. A cluster of eight crucial sources seemed to provide essential information. Other findings were that: information search was conducted through environmental surveillance; information adequacy aligned with information quality rather than amount; and, career track and transitional events were peripheral to PCU's core. High PCU individuals displayed low job satisfaction, organizational commitment, and self-worth and high propensity to leave their organizations. Job satisfaction may have accounted for much of PCU's variance. Practical implications centered on how organizations could assist individuals in acquiring and interpreting relevant career data and in establishing realistic career goals.

Degree

Ph.D.

Advisors

Putnam, Purdue University.

Subject Area

Communication|Academic guidance counseling

COinS