Microsoft Word 2007 ichrie conference Proceedings Final-Final 06-06-07. doc

 
 
Career Phase 
 
Factor 
Loading 
Items 
Mean* 
Aggregated Factor 
Factor 
 Aggregated 
Mean* 
Std. Dev. 
 
Cronbach’s 
Alpha 
.580 
.598 
.764 
.616 
It was an exciting 
career choice 
I wanted to use my 
artistic abilities 
Cookery requires 
creativity 
The work would have 
variety 
 
5.13 
5.13 
5.68 
5.34 
Creativity 
Occupational 
Selection
5.34 
1.44 
.764 
 
It is a well paid 
occupation 
3.08 
Pay 
3.08 
1.80 
- 
Occupational 
Selection (
q
1)
 
 
It seemed like an 
easy job 
2.66 
Working Conditions 
2.66 
1.57 
- 
.750 
.627 
.625 
Cooking is an 
exciting occupation 
Creativity is 
encouraged 
The work has a lot of 
variety 
 
5.13 
5.13 
5.68 
Creativity 
Occupational 
Socialisation 
5.29 
1.47 
.735 
 
The pay is good 
2.81 
Pay 
2.81 
1.67 
- 
Occupational 
Socialisation (
q
2)
 
 
The working 
conditions are hard 
1.08# 
Working Conditions 
1.08# 
1.21 
- 
.662 
.688 
.793 
.840 
.749 
My tasks have good 
variety 
I am learning new 
things 
The menu is exciting 
I can express my 
artistic ability 
My creativity is 
encouraged 
4.64 
4.38 
3.99 
4.45 
5.08 
Creativity Job 
Satisfaction 
4.34 
1.57 
.863 
 
The pay is good 
3.60 
Pay 
3.60 
1.70 
- 
Current Job 
Satisfaction (
q
13)
 
 
My work and 
personal lives are 
balanced 
3.87 
Working Conditions 
3.87 
1.99 
- 
.785 
.807 
.764 
The work is generally 
varied 
Cookery satisfies my 
creative urges 
Cookery challenges 
me 
4.74 
4.75 
4.91 
Creativity 
Occupational 
Satisfaction 
4.72 
1.48 
.845 
 
The pay is fair 
3.71 
Pay 
3.71 
1.75 
- 
Current 
Occupational 
Satisfaction (
q
14) 
 
The working 
conditions are good 
3.80 
Working Conditions 
3.80 
1.72 
- 

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2007 Annual International CHRIE Conference & Exposition 
370
0
1
2
3
4
5
6
Phase 1
Phase 2
Phase 3
Phase 4
Mean
Pay
Working Conditions
Creativity
Two clear trends are apparent in Figure 3. First, the moving trends for the three factors of pay, working 
conditions and creativity across the four phase career design differ. Satisfaction with pay seems to increase from the 
occupational selection and occupational socialisation phases through to the organisational and occupational 
satisfaction phases. The same general trend is evident for working conditions, although the phrasing of the phase 2 
‘working condition’ item has convoluted this trend pattern. Conversely, the creativity factors appear to show a 
downward decline across the four phase career design. Figure 3. shows a second pattern. While both the working 
conditions and pay factors register modest means across the career phase design, the creativity factors consistently 
score high means. This is also highlighted by the individual means, prior to grouping, shown in Table 1. To further 
illustrate this point the data was transformed again to create cumulative scores for the three constructs of pay, 
working conditions and creativity. Factor loaded the 15 creativity items returned a reliability alpha of .911. Hence, a 
cumulative creativity/ artistic construct (C/A) was created. The four pay factors were loaded to gain a reliability 
alpha of .790 for the cumulative pay construct. However, the working condition factors presented a challenge. The 
item from phase 2, ‘
the working conditions are hard
’ was deleted, but still a low alpha of .388 for cumulative 
working conditions resulted. Nonetheless, these cumulative constructs were retained for two comparative exercises. 
First, the three cumulative scores were split by gender and the results are. Interestingly, the data suggest 
that there may be differences between the genders on these constructs. The cumulative C/A measure is higher for 
females (5.15) than for males (4.99). There also appears a gender difference for the cumulative pay and working 
condition scores. For working conditions males recorded 3.38 as against 3.59 for the females in the sample, and for 
pay males registered a mean of 3.09 compared to 3.65 for females. These findings suggest that females in the sample 
may be more satisfied with working conditions and pay than males, and also place a higher value on the C/A 
construct. The second comparative exercise investigated the relationship between creativity and ‘intention to quit’. 
When the cumulative creativity score was cross-tabulated with ‘intention to quit’ some interesting findings 
presented. Respondents that scored 
m
≥
5 on their cumulative creativity score and indicated either a ‘very unlikely’ or 
‘unlikely’ ‘intention to quit’ their current job, in the near future represented 46% of the sample. For ‘intention to 
quit’ their occupation those respondents that scored 
m
≥
5 on their cumulative creativity score and indicated either a 
‘very unlikely’ or ‘unlikely’ represented 50% of the sample. A Chi-square significance of .003 was found for 
‘intention to quit’ current job but given the small cell counts when reducing the data no significance was found for 
current occupation (.106). These findings suggest there may be a positive relationship between creativity and job 
and occupational satisfaction.