Le nuove carriere (senza confini e mutevoli) e le numerose transizioni di ruolo che ne conseguono sollevano domande sulla stabilità nel tempo dei lavoratori e la loro identità. Il concetto di àncora di carriera di Schein sembra utile in questo contesto, ma necessita ancora di ricerca empirica. Per studiare il loro ruolo è stato spedito un questionario strutturato a 173 lavoratori in transizione in un'azienda italiana di servizi, 1 e 3 mesi dopo la transizione. Al t1 sono state misurate àncore di carriera, self-efficacy e conseguenze della transizione (innovazione di ruolo, cambiamento personale, capacità di prestazione, benessere affettivo e soddisfazione per la carriera). Le conseguenze sono state misurate anche al t2. 70 persone hanno risposto sia al t1 che al t2, 32 neoassunti e 38 lavoratori in mobilità interna. I risultati mostrano che le conseguenze della transizione per le due sotto popolazioni sono determinate da àncore di carriera diverse. Più significativo è il risultato che i lavoratori in mobilità interna con almeno un'àncora di carriera percepiscono meno cambiamento personale al t2 rispetto ai lavoratori senza àncore, come predetto dalla teoria di Schein. Le differenze nelle conseguenze della transizione per neoassunti e lavoratori in mobilità possono essere spiegate sia dalla teoria della socializzazione che da quella delle àncore di carriera.
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