In contrast with Schein's theory, which presumes a single dominant career anchor, this study proposes an original model based on a career value structure that could explain why some individuals have several dominant career anchors. Career values, which are organized according a circular logic, are grouped into four large clusters of values which are opposed by pairs: bureaucratic self-concept opposed to the protean self-concept and careerist self-concept opposed to social self-concept. Using a new career value inventory, the model was tested on a sample of 240 employees and 155 managers in a health care organization. Construct validity was demonstrated by linking career values with career anchors, proactivity and collectivism. For instance, of the four career self-concepts, only the careerist self-concept is significantly related to the managerial competence. This study proposes an original model of career values organized in a circular logic. The new career value structure consists of four quadrants opposed in pairs (bureaucratic self-concept versus protean self-concept, and careerist self-concept versus social self-concept). Contrary to Schein's model, which rests on the dominance of a single career anchor, our model organizes career anchors according to attraction and repulsion, which may explain the existence of several dominant anchors. Based on a sample of 240 employees and 155 managers in the healthcare sector, a new instrument to measure career values was validated. Four quadrants emerged from the multidimensional analysis. Hypotheses regarding the links between quadrants of career values and career anchors were largely supported by multiple regression analysis. Notably, the managerial career anchor is significantly linked to the careerist self-concept, whereas the service anchor is significantly associated with the social self-concept. The study also affirmed hypotheses linking the quadrants to other variables like collectivism and proactive behaviors. Accordingly, collectivism is significantly linked to the social self-concept, whereas proactive behaviors are connected to the protean self-concept. Not only was the structure model verified empirically, but the construct validity of the new instrument was also demonstrated. This study also clarifies several problems related to career anchors, such as career anchor structures or ambiguity inherent in some career anchor measurement indicators. KEYWORDS: career value structure, career anchors, proactivity, individualism/ collectivism. La presente etude propose un modele original de valeurs de carriere qui est organise selon une logique circulaire. Cette nouvelle structuration des valeurs de carriere se compose de quatre quadrants qui s'opposent deux a deux (une representation bureaucratique de soi contre une representation proteenne de soi et une representation carrieriste de soi contre une representation sociale de soi). Contrairement au modele de Schein qui repose sur la dominance d'une seule ancre de carriere, le modele permet d'organiser les ancres de carriere selon leur attirance et leur repulsion, ce qui peut d'expliquer l'existence de plusieurs ancres dominantes. A partir d'un echantillon compose de 240 employes et de 155 cadres issus du secteur de la sante, un nouvel instrument de mesure des valeurs de carriere a ete valide. Quatre quadrants ont emerge de l'analyse multidimensionnelle. Les hypotheses relatives aux liens entre les quadrants de valeurs de carriere et les ancres de carriere ont ete, en grande partie, confortees par l'analyse de regression multiple. Par exemple, l'ancre de gestion manageriale est reliee significativement a la representation carrieriste de soi alors que l'ancre de service est associee significativement a la representation sociale de soi. L'etude a egalement conforte des hypotheses reliant les quadrants a d'autres variables comme le collectivisme et les comportements proactifs. Ainsi, le collectivisme est significativement relie a la representation sociale de soi alors que les comportements proactifs le sont a la representation proteenne de soi. Non seulement le modele de structuration a-t-il pu etre verifie empiriquement, mais la validite de construit du nouvel instrument a ete aussi demontree. L'etude contribue egalement a clarifier plusieurs problemes relies aux ancres de carriere comme la structuration des ancres de carriere ou l'ambiguite de certains indicateurs de mesure des ancres de carriere. MOTS-CLES : structuration des valeurs de carriere, ancres de carriere, proactivite, individualisme/collectivisme. Este estudio propone un modelo original de valores de Carrera organizados bajo una logica circular. Esta nueva estructuracion de valores consiste en cuatro cuadrantes opuestos en pares (auto-evaluacion de burocratico versus autoevaluacion de versatil, y auto-evaluacion de carrerista versus auto-evaluacion social). Contrariamente al modelo de Schein, que se queda en la preponderancia de un anclaje unico de carrera, nuestro modelo organiza los anclajes de carrera segun la atraccion o la repulsion que pueden explicar la existencia de varios anclajes dominantes. Basado en una muestra de 240 empleados y 155 directivos del sector de la salud, un nuevo instrumento de medida de los valores de carrera es validado. Cuatro cuadrantes emergen del analisis multidimensional. Las hipotesis con respecto a los vinculos entre los cuadrantes de valores de carrera y los anclajes de carrera son ampliamente confirmadas por los analisis de regresion multiple. Especialmente, el anclaje de carrera de dirigente es significativamente vinculado al auto-concepto de carrerista, mientras que el servicio de anclaje es significativamente asociado al auto-concepto social. El estudio confirma tambien las hipotesis sobre el vinculo entre los cuadrantes y las otras variables tales como colectivismo y auto-concepto de proactividad. En concordancia a esto, colectivismo es significativamente vinculado al auto-concepto social, mientras que los comportamientos proactivos son conectados al auto-evaluacion de versatil. El modelo de estructuracion de los valores de carrera fue confirmado empiricamente, y se demostro la validez de construccion de un nuevo instrumento. Este estudio clarifica tambien varios problemas relacionados a los anclajes de carrera tales como la estructuracion de los anclajes de carrera o la ambiguedad inherente de algunos indicadores de medida de los anclajes de carrera. PALABRAS CLAVES: Estructuracion de valores de carrera, anclaje de carrera, proactividad, individualismo/colectivismo., Introduction Career anchors are key concepts in the field of career management. Although research on career anchors has enriched the field of career management considerably, serious problems remain. For example, [...]