Dissertations / Theses on the topic 'Career and family'
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Saleem, Nazish. "Career choices of family members and immigrant´s career decisions in family businesses." Thesis, Jönköping University, Internationella Handelshögskolan, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53040.
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Reinert, Leah. "Lesbian academics: Negotiating career and family." OpenSIUC, 2011. https://opensiuc.lib.siu.edu/theses/588.
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This study explores the experiences lesbian academics have in making decisions in the areas of family life and career. While the area of queer studies is a continuously growing field, the literature and discussions often group lesbians with gay men and as a result push them as a group to the side. Lesbian identified faculty members are in a unique position of being women and facing the pressures and expectations that all women academics face while also encountering additional obstacles and experiencing added advantages due to their sexuality. In exploring the consequences, advantages and choices lesbian academics make related to career development, expectations, decisions on family creation, and challenges with the public/private spheres through in-person interviews, several themes emerged. The goal of this study is to identify the decision-making process of lesbian identified academics within the higher education setting and how those decisions are related to the academic environment's specific pressures and expectations. The implications of this study could inform higher education policies in terms of inclusion, recruitment, and retention of lesbian identified faculty.
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Lundgren, Jen, and Kajsa Hultén. "Growing Your Own Branch While Pruning the Family Tree : An Exploratory Study of Individual Career Management in the Context of Family Business." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-43866.
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Michael, Le. "The Effects of Provincial Policies on Early Career Family Physicians’ Career Choices." Thesis, Université d'Ottawa / University of Ottawa, 2021. http://hdl.handle.net/10393/41861.
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Over the past decade, the healthcare landscape has shifted for Ontario’s family physicians as government policies changed the availability of practice and compensation models. The most impacted population are early career family physicians. Given this changing healthcare environment, the factors that drive early career family physicians practice choices are unclear and not well-studied. Therefore, this thesis sought to answer the following research questions:
1. What factors shape family physician choice of practice and compensation models in Ontario?
a. How do early career family physicians perceive the availability of practice and compensation models in Ontario?
2. From the perspective of Ontario family medicine residency administrators, how does residency influence family physician practice choices?
This study was a part of a broader, cross-provincial study examining family medicine resident and early career family physician practice patterns in British Columbia, Nova Scotia, and Ontario. Nineteen early career physicians and 7 family medicine residency administrators were interviewed for their perceptions and understanding of the factors and policies affecting their (or in the case of administrators, residents’) career choices.
In this thesis, I used thematic analysis as described by Braun and Clarke to answer the research questions. Patton and McMahon’s Systems Theory Framework (STF) provided a systems perspective that was used to model and assess the interactions between emergent themes.
The factors that shaped family physician choice of practice and compensation models were divided into micro- and macro-level factors as described by the STF. Micro-level factors were ‘gender’, ‘health’, ‘interests’, and ‘world of work knowledge.’ Macro-level factors included ‘educational institutions’, ‘geographical location’, ‘historical trends’, ‘peers’, ‘family’, ‘community groups’, ‘workplace’, and ‘employment market.’ Finally, two additional factors were found: ‘flexibility’, and ‘financial considerations.’ The interaction between these factors was complex, where many linked themes gave rise to career decisions made by family physicians. A second perspective in the form of residency administrators helped develop a holistic description of these factors. Furthermore, a gap between physician training and practice opportunities after graduation was identified.
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Rodriguez, Kristina. "Family and Cultural Influences on Latino Emerging Adults' Career Development." Thesis, University of North Texas, 2016. https://digital.library.unt.edu/ark:/67531/metadc955116/.
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There is an extensive amount of research on career development, but most of the constructs studied have focused on content-oriented variables rather than process-oriented variables. While some of the studies have examined samples from ethnic minority populations, the majority of studies use ethnic minority populations as comparison groups, studying between-group differences as opposed to within-group differences. The literature is especially deficient in the are of Latino career development. The current study will examine how family and culture influence the career development of Latino emerging adults. This study will explore the influence of socioeconomic status and acculturation on the career salience and career maturity of Latino emerging adults. The quality of the parent-emerging adult relationship will also be explored for its influence on career development outcomes in this population. One hundred fifty Latino undergraduate students ages 18-24 will be recruited for participation in this study. The participants will complete questionnaires regarding demographic information, acculturation, the quality of the parent-emerging adult relationship, career salience, and career maturity.
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Broers, Catharina Maria, and n/a. "Career and Family: The Role of Social Support." Griffith University. School of Psychology, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070110.095525.
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Balancing a successful career with a family life can be challenging and impact on a person's satisfaction in their work and family roles, affecting not only the person but their partner and children as well. This study examined the influence of social support from family and work associates on the role satisfaction of female and male managers, and their children's adjustment. Participants were 96 male and 100 female managers and their families. The first aim of this study was to examine the relative importance of work and family support for satisfaction in the roles of paid worker, spouse and parent. Findings showed that social support had a domain-specific effect, with work support associated with job satisfaction, and family support associated with marital and parenting satisfaction. The second aim of the study was to evaluate gender differences in perceived social support, and the association of support with role satisfaction. Although there were considerable differences in the managers' work and family arrangements, female managers and male managers reported receiving similar levels of work and family support, and the strength of the relationship between social support and role satisfaction was similar for both genders. The final aim of the study was to examine the role of social support in the larger family system, as research has mainly focussed on the influence of social support on the support recipient. This study extended research on the relationship between social support and role satisfaction, by showing that family support was not only associated to managers' role satisfaction, but also to managers' interactions with their children, and their children's adjustment. Work support on the other hand, was related to job satisfaction, but not to parent-child interactions and child adjustment. The findings from this study could inform clinicians' treatment of families with children experiencing problems by addressing the relationship of family support with child adjustment. Findings could also inform governments' work and family agendas, which generally focus on providing assistance to employers with the development of workplace policies to improve work-family balance. Governments should also promote the role of family support, and provide information for families on how to arrange household and childcare tasks and provide support to each other to facilitate work-family balance. Furthermore, the current study showed that work support is positively related to employee's job satisfaction, which is important for employees as well as employers. Employers can promote supportive relationships among employees through establishing networking opportunities for their employees, such as breakfast meetings, workshops and seminars, and business planning days. This study showed that some people can have it all - a satisfying and successful career, a happy marriage, and fulfilling parenthood - and social support appears to play a significant role in achieving this.
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Yamada, Ken. "Essays on career and family decisions of women." Thesis, University College London (University of London), 2008. http://discovery.ucl.ac.uk/16783/.
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This thesis consists of three essays on career and family decisions of women over the life cycle. The trade-offs surrounding career and family are paramount. ‘Fertility dip’ or ‘honeymoon dip’ in employment rates has been present in Japan. The fall in employment rates coincides with the timing of marriage and fertility. The proportion of part-time workers increases in the marriage duration whereas the proportion of full-time workers is stably low among married women. Changes in family structure alter an individual’s tax liability. In particular, households with a low-income secondary earner are eligible for tax deduction and exemption. Therefore, the current tax system may be suspected to cause lower female employment, especially in full-time job. The goal of the thesis is to qualify conceivable policy impacts on career and family decisions of women. The first essay is ‘Labor Supply Responses to the 1990s Japanese Tax Reforms’. This essay extends a canonical labor supply model and estimates labor supply elasticity with respect to net-of-tax rates using a series of tax reforms in Japan during the 1990s. The second essay is ‘Heterogeneity in Return to Work Experience: A dynamic Model of Female Labor Force Participation.’ This essay considers a dynamic model of labor force participation and provides structural estimates of heterogeneous returns to work experience. The third essay is ‘Marital and Occupational Choices of Women: A Dynamic Model of Intra-household Allocations with Human Capital Accumulation’. This essay develops a dynamic discrete-choice model of marital and employment status and estimates occupational earnings equations. The share of household budget allocated to an individual is endogenously determined in the structural model. Occupational earning equations account for the effects of work experience on current earnings, future earnings, marital status, and intra-marital bargaining power.
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Eze, Ngozi. "Balancing Career and Family: The Nigerian Woman's Experience." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4055.
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Nigerian women have become more integrated into the workforce, but this integration has led to conflicts between work and family responsibilities. The purpose of this phenomenological study was to explore the lived experiences of Nigerian women regarding challenges and strategies in management and leadership positions in relation to their domestic lives and responsibilities. Liberal and social feminist theory and gendered leadership theory were used as the conceptual framework of the study. The findings of this study came from data obtained from semistructured interviews with 15 Nigerian women in leadership and management positions regarding their perceptions and lived experiences of balancing work and family responsibilities. The data analysis consisted of using a modified Van Kaam process, which resulted in 7 themes including multiple roles make balance difficult, supportive husband as a key to balance, and the role of God in supporting and guiding the women. The findings of this study could contribute to positive social change by providing necessary information regarding how Nigerian women perceive their roles in management and leadership positions as they grapple with the challenges of pursuing a career and maintaining their families, leading to more informed organizations and policymakers. This study includes findings about how women perform and are evaluated as managers, which could eventually influence hiring practices by highlighting the barriers and strategies to overcome them as experienced by Nigerian women in management positions.
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Broers, Catharina Maria. "Career and Family: The Role of Social Support." Thesis, Griffith University, 2006. http://hdl.handle.net/10072/366785.
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Balancing a successful career with a family life can be challenging and impact on a person's satisfaction in their work and family roles, affecting not only the person but their partner and children as well. This study examined the influence of social support from family and work associates on the role satisfaction of female and male managers, and their children's adjustment. Participants were 96 male and 100 female managers and their families. The first aim of this study was to examine the relative importance of work and family support for satisfaction in the roles of paid worker, spouse and parent. Findings showed that social support had a domain-specific effect, with work support associated with job satisfaction, and family support associated with marital and parenting satisfaction. The second aim of the study was to evaluate gender differences in perceived social support, and the association of support with role satisfaction. Although there were considerable differences in the managers' work and family arrangements, female managers and male managers reported receiving similar levels of work and family support, and the strength of the relationship between social support and role satisfaction was similar for both genders. The final aim of the study was to examine the role of social support in the larger family system, as research has mainly focussed on the influence of social support on the support recipient. This study extended research on the relationship between social support and role satisfaction, by showing that family support was not only associated to managers' role satisfaction, but also to managers' interactions with their children, and their children's adjustment. Work support on the other hand, was related to job satisfaction, but not to parent-child interactions and child adjustment. The findings from this study could inform clinicians' treatment of families with children experiencing problems by addressing the relationship of family support with child adjustment. Findings could also inform governments' work and family agendas, which generally focus on providing assistance to employers with the development of workplace policies to improve work-family balance. Governments should also promote the role of family support, and provide information for families on how to arrange household and childcare tasks and provide support to each other to facilitate work-family balance. Furthermore, the current study showed that work support is positively related to employee's job satisfaction, which is important for employees as well as employers. Employers can promote supportive relationships among employees through establishing networking opportunities for their employees, such as breakfast meetings, workshops and seminars, and business planning days. This study showed that some people can have it all - a satisfying and successful career, a happy marriage, and fulfilling parenthood - and social support appears to play a significant role in achieving this.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Psychology
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Bostock, Natalie Jean. "Work/family conflict across various life and career stages." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020157.
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This study examines Work Family Conflict including Work Interferes with Family (WIF) conflict, Family Interferes with Work (FIW) conflict, role overload, role interference and the impact of children across various life and career stages. Much of the research in this area focuses on the differences in the way the genders experience Work Family Conflict. Research has shown that various life and career stages can have a marked impact on this type of conflict and this study aims to determine how individuals in the various life and career stages experience this conflict. A correlational research design was used for this study. Using a five point likert scale, participants were asked to score their responses to seventeen items. The instrument was based on Duxbury and Mills Measure of Work Family Conflict (1990) (in Handbook of Quality-of-Life Research: An Ethical Perspective by Sirgy, 2001) with the inclusion of two additional items due to their high face validity. The questionnaire was distributed to human resources managers in organisations, friends, family members and colleagues and friends, family members and colleagues of theirs. Most of the responses were scored using a pencil and paper technique and the remainder was distributed using a Surveymonkey application on social media platforms like Facebook and Linkedin. The overall sample size of respondents was 175. The raw data was entered on an excel spreadsheet and analysed using Statistica version 12 and Microsoft Excel applications with VBA macros developed by a consultant for the Nelson Mandela Metropolitan University Unit for Statistical Consultation. . Statistics such as means, Cronbach alpha’s, relationships between factors, descriptive statistics, MANOVA and Chi-squared tests were used to analyse the data. The results of this study demonstrate the need for organisations to take heed of the various challenges that individuals face in both the workplace and home environment and the different ways in which these are experienced across various life and career stages. This will enable them to design specific interventions to mitigate the effects of Work Family Conflict and improve employee’s level of performance.
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Heyat, Farideh. "Career, family and femininity : sovietisation among Muslim Azeri women." Thesis, SOAS, University of London, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.314069.
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Bergen, Rebecca June-Schapeler. "Family Influences on Young Adult Career Development and Aspirations." Thesis, University of North Texas, 2006. https://digital.library.unt.edu/ark:/67531/metadc5480/.
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The purpose of this study was to examine family influences on career development and aspirations of young adults. Theories and research have examined the influence parents have on children's career development, but because of the multiple factors that influence career choices, understanding the family's influence is complex. The current study utilized ideas from self-determination, attachment, and career development theories to develop a framework for understanding how families influence young adult career development and aspirations. Rather than directly influencing career decisions, the family was proposed to influence processes within individuals that directly influence successful career development. This study used hierarchical regression analyses to test whether different aspects of family relationships and the family environment affect processes within young people, which in turn influence career development. A sample of 99 female and 34 male undergraduate students between 18 and 20 (mean age 18.67) completed questionnaires. Results support the idea that different aspects of the family influence diverse factors of career development and future aspirations. The achievement orientation of the family was predictive of career salience and extrinsic aspirations. Conflict with mothers was predictive of career salience, yet support and depth in the relationship with mothers and low amounts of conflict in the relationship with fathers were predictive of career maturity. High career salience was also predictive of career maturity. The hypothesis that factors play a mediating role between the family and career development variables was not supported. These findings suggest future research should assess multiple aspects of the family and multiple facets regarding career development to more fully understand this process. In addition, findings support the idea that career counselors should assess family functioning when helping young people in their career development journey.
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Ganginis, Heather Victoria. "Planning for career and family an instrument development study /." College Park, Md. : University of Maryland, 2008. http://hdl.handle.net/1903/8066.
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Thesis (M.S.) -- University of Maryland, College Park, 2008.Thesis research directed by: Dept. of Psychology. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Leavitt, Lisa M. "Facing the career/family dichotomy : traditional college women's perspectives /." Diss., CLICK HERE for online access, 2005. http://contentdm.lib.byu.edu/ETD/image/etd959.pdf.
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Sandifer, Dan Markham. "Family ties and growing up to be: late adolescent career development and intergenerational family relationships." Diss., Virginia Tech, 1993. http://hdl.handle.net/10919/40471.
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Chusid, Hanna S. "The meaning of career change in relation to family roles." Thesis, University of British Columbia, 1987. http://hdl.handle.net/2429/27660.
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An intensive case study design was utilized, integrating data from the application of Q-technique and subject interviews, to examine the meaning of career change from a family perspective. Ten subjects, identified through an informal network of referrals, were selected as diverse examples of career changers (6 men, 4 women). Subjects Q-sorted 46 items drawn from Holland's (1966) typology of personalities for 19 to 23 Salient Role Figures identified from three domains of dramatic enactment: Family, Self, and Vocation. Q-sort results for each subject were developed into a correlation matrix, then submitted to a principal components analysis. Results were analyzed to identify shifts or maintenance of themes and role enactments as indications of lived-out dramas. The empirical findings and suggested themes were presented to each subject to stimulate subject elaboration. Quantitative and qualitative data were synthesized to develop portraits pointing to the meaning of career change for each subject.
Results support previous research that suggests individuals displace role enactments from family-of-origin onto the vocational arena. This study also provides support for the thesis that the phenomenon of role displacement from the family to vocational arenas occurs across differing vocational contexts. Additionally, while the meaning of career change as reflected in patterns of dramatic enactment appears idiosyncratic, the shifts in role displacement from family-of-origin to vocational arena appear to virtually define the subject's sense of the meaning of the career change itself. Thus, when viewed in the context of the individual's life as it is lived out, there appears to be regularity in the meaning of career change.Education, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate
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Murray, Kathryn Anne. "Georgia Agricultural Teachersâ Perceived Ability to Balance Family and Career." NCSU, 2010. http://www.lib.ncsu.edu/theses/available/etd-03102010-140121/.
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The purpose of this study was to examine the issue of career and family balance for Georgia agricultural teachers by gender. The research objectives included describing career and family responsibilities, exploring barriers to fulfilling career and family responsibilities, and perceived abilities of teachers to maintain the balance of career and family expectations. The study was conducted as a census of all Georgia agricultural teachers on an extended day/extended year contract via an online survey. It was determined that Georgia agricultural teachers are working an average of 57 hours per week and 39 days per summer, with both genders being similar in the amount of time spent on the job. Teachers carried out traditional gender roles in family responsibilities, with females handling the majority of the housework and childcare and males handling the majority of farm and yard work. Both males and females viewed their job responsibilities to be significant barriers to fulfilling family responsibilities and one third of respondents found it was always difficult to balance career and family. It was concluded that Georgia agricultural teachers are feeling torn between meeting job expectations and spending adequate time with their families, with females feeling the strain slightly more than males.
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Joseph, Latashia L. "The Impact of Family Influence and Involvement on Career Development." Doctoral diss., University of Central Florida, 2012. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5331.
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Career decidedness at early stages produces positive effects on student performance, college completion, and professional development. Emerging adults are taking 5 to 10 years longer to make career decisions than non-emerging adults (Lehmann & Konstam, 2011). The purpose of this study will be to use quantitative and qualitative research methods to obtain a deeper understanding of parental involvement in college students' career decision-making and its influences on their career readiness and development. College students will provide information on their parents' involvement and influence during their secondary education. Ultimately, this research will identify how family influences the career decision-making processes and will educate professionals about how to incorporate the family as a way to avoid delays in the desired career paths of emerging adults. This mixed methods study investigated the influence of family on the career decision- making process among emerging adults attending a metropolitan university in the southeastern United States. It also sought to identify the nature of parental involvement in activities, academic achievement, choosing a major, and career choice in college students. The first two questions formulated the basis for quantitative research methods, and qualitative methods aided in exploring the third question. The Career Involvement and Influence Questionnaire (CIIQ) and the Career Development Inventory (CDI) provide the source of data collection for this study. The study yielded no significant relationship or differences among caregivers' (mothers, fathers, and other caregivers) involvement in career decisions (CIIQ) or future influences and level of career decidedness (CDI). The qualitative results provided clarity as to some of the commonalities and differences that existed among responses of the participants. Implications of the findings refer to counselor education, clinical practice, and future research.ID: 031001432; System requirements: World Wide Web browser and PDF reader.; Mode of access: World Wide Web.; Adviser: Andrew P. Daire.; Title from PDF title page (viewed June 24, 2013).; Thesis (Ed.D.)--University of Central Florida, 2012.; Includes bibliographical references (p. 164-179).
Ed.D.
Doctorate
Education and Human Performance
Education
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Sharp, Mary Anne Rainey. "Career development in academic family medicine: An experiential learning approach." Case Western Reserve University School of Graduate Studies / OhioLINK, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=case1055438296.
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Conforti, Alexandra. "Planning for Family and Career: Whose Job is it Anyway?" Scholarship @ Claremont, 2017. http://scholarship.claremont.edu/scripps_theses/1012.
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This correlational study investigates traditional gender roles, self-efficacy for career and parenting, and socioeconomic status (SES), as they relate to university undergraduates’ planning for career and family and anticipation of work-family conflict regarding their future families. Unmarried, undergraduate women and men of varying socioeconomic status will complete an online survey consisting of several scales. Proposed results predict that women must often choose between career goals and family care, whereas men usually do not. Expectedly, women will show higher self-efficacy for parenting and increased anticipation of work-family conflict and planning for career and family compared to men. It is proposed that men will exhibit greater self-efficacy for career. Women of lower SES and women who aspire to obtain leadership positions at work will likely report higher anticipated work-family conflict. Those of lower SES will likely hold more traditional gender beliefs than the middle and upper SES groups, and men whose fathers helped in the home will likely have higher self-efficacy for their own parenting. The anticipated results indicate a discrepancy between men’s and women’s and those of differing SES’s planning for work and family. Women will tend to undertake an increased burden; however, a switch to more family-friendly workplace policies for men and women would likely help couples become more egalitarian in their division of family and career labor and planning.
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Howard, Gino. "THE DARK SIDE OF FAMILY SUPPORTIVE SUPERVISOR BEHAVIORS: IS GETTING HELP WITH FAMILY NEEDS DETRIMENTAL TO WOMEN'S CAREERS?" CSUSB ScholarWorks, 2019. https://scholarworks.lib.csusb.edu/etd/952.
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This study focuses on the negative impact that family supportive supervisor behaviors may have on career advancement for women in addition to the positive impact of family supportive supervisor behaviors in reducing work-family conflict. Data was collected using an online questionnaire through a university research management system including student participants and snowball sampling through email and social media platforms for a combined sample of 154 participants. Our results showed that increases in family supportive supervisor behaviors is associated with decreases in work-family conflict in agreement with findings in the literature. More specifically, the study showed that family supportive supervisor behaviors are only related to work-family conflict when supervisor’s hold primarily egalitarian gender beliefs. Contrary to our hypotheses, family supportive supervisor beliefs were positively related to a predictor of career advancement: Career mentoring. While our findings provide clarity for subordinate outcomes when supervisors hold primarily egalitarian beliefs, future research should further examine the potentially negative impacts of family supportive supervisor behaviors in the context of subordinates who have supervisors that hold primarily traditional gender beliefs.
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Castro, Fernanda Cássia de. "Dual career family e as decisões de carreira de casais hetero e homoafetivos." Universidade de São Paulo, 2015. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-19062015-133025/.
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Nas últimas décadas, foi possível observar mudanças na forma como as pessoas estão lidando com as decisões de carreira nas organizações. Além da dimensão profissional, aspectos de âmbito pessoal e familiar estão sendo considerados, evidenciando a importância da integração entre vida e trabalho no contexto contemporâneo. Muitos fenômenos sociais, culturais e políticos têm proporcionado debates relevantes sobre carreira e trabalho no cenário mundial e brasileiro, destacando-se o crescente aumento da participação feminina no processo produtivo, a ressignificação do papel masculino no casamento, o modelo familiar homoafetivo se fundamentando enquanto instituição legal, social e política, e os novos desenhos de carreira que buscam suprir necessidades pessoais e organizacionais. Considerando tais temas, estudos sobre dual career family (famílias em carreira dual) têm sido retomados de forma mais intensa pela academia, buscando investigar como os casais estão gerenciando os domínios do trabalho e da vida familiar, concomitantemente às suas aspirações de carreira. As pesquisas sobre a carreira dual no cenário mundial abordam o relacionamento, os dilemas, os conflitos e as influências na carreira e na família para casais hetero e homoafetivos. Este estudo buscou determinar os fatores que influenciam a carreira dual para casais heteroafetivos, casais de lésbicas e casais de gays, em função das aspirações de carreira profissional e das demandas familiares. Para tanto, foram realizadas doze entrevistas com homens e mulheres em união hetero e homoafetiva da Grande São Paulo, com nível superior e união conjugal de mais de dois anos. Os dados foram coletados e analisados de acordo com a técnica de análise de conteúdo proposta por Bardin (1977). Para os heteroafetivos, constatou-se o crescente compromisso com a carreira dual, fundamentado nos ajustes que ambos os cônjuges realizam para conciliar as demandas profissionais e familiares por meio da busca de interações equitativas de poder. Os homoafetivos direcionam seus esforços à progressão na carreira. Entre os gays, o foco na carreira individual influencia o nível de compromisso com a carreira dual, observando-se relações de poder menos igualitárias na interação do casal. As lésbicas vivenciam o compromisso compartilhado com a carreira dual, baseado em interações igualitárias e em ajustes que ambas realizam para conciliar as demandas profissionais e familiares, e crescerem juntas na carreira. Constatou-se também diferença na tomada de decisões entre o casal baseada no papel de gênero associado ao sexo, construindo socialmente.In recent decades, changes were observed in the way how people are dealing with career decisions in organizations. In addition to the professional dimension, personal and family context aspects are considered, highlighting the importance of integration between life and work in the contemporary context. Many social, cultural and political phenomena have provided relevant discussions on career and work in the world and Brazilian scenario, emphasizing the increasing female participation in the production process, the redefinition of the male role in marriage, homosexual family model is basing as a legal institution, social and political, and the new career designs that seek to fulfill personal and organizational needs. Studies on dual career family have been taken up more fully in the academy, trying to investigate couples are managing the domains of work and family life, concomitantly to their career aspirations. Research on dual career on the world stage approach the relationship, dilemmas, conflicts and influences on career and family for heterosexual and homosexual couples. This study aimed to determine the factors that influence the dual career for heterosexual couples, lesbian couples and gay couples, according to the career aspirations and family demands. Twelve interviews were conducted with men and women in union hetero and homosexual of São Paulo, with higher education and marital union of more than two years. Data were collected and analyzed according to the content analysis technique proposed by Bardin (1977). For heterosexuals, there was the growing commitment to dual career, based on the settings that both spouses hold to reconcile work and family demands by seeking equitable interactions power. The homosexuals direct their efforts to career progression. Among gays, focus on individual career influences the level of commitment to dual career, observing least equal power relations in the interaction of the couple. Lesbians experience the shared commitment to dual career, based on egalitarian interactions and adjustments that both perform to reconcile work and family demands, and grow together in their careers. It was also difference in decision making between the couple based on gender role associated with sex, building socially
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Akhmedova, Anna. "Family business daughter:motivation, barriers and position in famiy firms." Doctoral thesis, Universitat Internacional de Catalunya, 2017. http://hdl.handle.net/10803/525817.
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Family businesses play important role in economy of all countries. The research on the family business, since it became a separate discipline, continue to grow. It was found that family firms have many aspects that distinguish them from non-family organizations. Despite of the seeming career attractiveness of family business, women, and specifically family business daughters, are underrepresented in high-level management positions in family firms. Although, some external factors based on negative gender stereotyping contribute to this gender imparity, recent streams of research suggest that internal factors, such as lack of motivation, might also be related to the problem. To date, no attempt has been made to bring together barriers and motivation of family business daughters and their position in the company. This research closes this gap, providing an extensive study of the situation of family business daughters in family firms. Mixed methodology was used to view different aspects of interrelation between motivation, barriers and position. Contributions to family firm literature, theory and practice are discussed.
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Rodriguez, Kristina. "Family and Cultural Influences on Latino Career Development and Academic Success." Thesis, University of North Texas, 2018. https://digital.library.unt.edu/ark:/67531/metadc1248375/.
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There is an extensive amount of research on academic success and career development, but most of the literature has focused on the process of White participants. While some of the studies have examined samples from ethnic minority populations, the majority of studies use these populations as comparison groups, studying between-group differences as opposed to within-group differences. The literature is especially lacking in the area Latino academic success and career development. The current study examined how family and culture, specifically socioeconomic status, acculturation, and the quality of the parent-emerging adult relationship, influence the academic success and career development of Latino emerging adults. Eighty-three Latino undergraduate students ages 18 – 24 were recruited for participation in this study. Results indicated that valuing the role of work (career salience) significantly predicted the maturity and positivity of attitudes toward work (career maturity) in Latino emerging adults. Additionally, while family demographic and cultural variables did not seem to have a significant impact on academic success and career development, first-generation college student status, career salience, and conflict in the parent-emerging adult relationship lent some insight into the variation of levels of career maturity in a Latino sample. Furthermore, first-generation student status also impacted the relationship between career maturity and GPA.
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Law, Hau Yee. "The impact of work, family, and internal attributes on career advancement." HKBU Institutional Repository, 2002. http://repository.hkbu.edu.hk/etd_ra/440.
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Hatchman, Bartie Gartrell Pipes Randolph Berlin. "Women's gender role attitudes, career salience, and paid work family conflict." Auburn, Ala., 2009. http://hdl.handle.net/10415/2027.
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McCord, Kara E. "Factors Influencing Career Advancement Potential for Mothers in the Workplace." Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1534413635130894.
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Clancy, Madelaine. "Women and Employment| Housewives First, Career Women Second." Thesis, Southern Illinois University at Edwardsville, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=1568388.
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This study investigates women's future family and work expectations and anticipations. It uses data gathered from the Inter-University Consortium for Political and Social Research (ICPSR), specifically from the Washington Post: DC-Region Moms Poll, April 2005 dataset. Focusing on women and their expectations for future family and work life, the study aspires to examine what motherhood has to offer women as well as how women experience employment. Regarding workplace suitability for women who are also mothers, it was hypothesized that attitudes in agreement with workplaces being set up to handle the needs of mothers would be higher for (1) white women than women of racial minority, (2) women who are currently married than women who are not currently married, (3) women who report that they have a paid job in addition to being a mother than women who report that they do not have a paid job in addition to being a mother, (4) women aged thirty through thirty-nine years than for women of other ages, and (5) women who have attended college than for women who have not attended college. The dependent variable is attitude about whether workplaces are set up to handle the needs of mothers; the independent variables are race, marriage status, paid job in addition to motherhood, age, and education level. My findings suggest that race and education level significantly predict one's attitudes about whether workplaces are set up to handle the needs of mothers. However, marital status, paid job in addition to motherhood, and age did not significantly predict one's attitudes about whether workplaces are set up to handle the needs of mothers. This study is consistent with previous research and suggests there are differences between individuals in terms of their future family and work expectations.
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Metheny, Jennifer R. "Family of origin influences on the career development of young adults: The relative contributions of social status and family support." Thesis, University of Oregon, 2009. http://hdl.handle.net/1794/10349.
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xiv, 116 p. : ill. A print copy of this thesis is available through the UO Libraries. Search the library catalog for the location and call number.The family of origin plays a pivotal role in the career development process. The purpose of this study was to better understand the role of both family social status and family process (e.g., parenting behaviors) in the career development of young adults. Social status was measured using both a traditional, objective index (Socioeconomic Index) and a more recently developed subjective measure (Differential Status Identity Scale). Family process was examined using the variables of perceived and enacted family support. A model capturing the relationship among these variables was proposed based upon Social Cognitive Career Theory, with career decision-making self-efficacy and career-related outcome expectations serving as the social-cognitive outcome variables. A path analysis was conducted to explore the fit of the model and the relative contributions of the status and process variables to the career development outcomes. Participants were 279 male and female undergraduate students, aged 18 to 22 years, from 2- or 4-year community colleges, colleges, and universities. The sample was randomly split into a calibration sample and a validation sample. The hypothesized model was modified based on results with the calibration sample, and a multiple group analysis was used to test for model invariance across the two groups for the revised model. The results of this study suggest that both family of origin social status and family support influence career development outcomes. Specifically, results indicated that the influence of family status, enacted family support, and perceived family support on outcomes was primarily indirect; these variables operated through subjective status. Results also indicated a moderate, direct relationship between subjective social status and career decision-making self-efficacy. The findings suggest that prevention and intervention efforts should focus on both increasing family support and increasing access to the other types of resources implicated in shaping subjective status. Additional implications for both research and practice are discussed.
Committee in charge: Ellen McWhirter, Chairperson, Counseling Psychology and Human Services; Krista Chronister, Member, Counseling Psychology and Human Services; Christopher Murray, Member, Special Education and Clinical Sciences; Jocelyn Hollander, Outside Member, Sociology
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Polaha, Jodi. "Career Innovation Workshop: Developing an Integrated Practice: The Nuts and Bolts of It." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/6679.
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Sutton, Kyra Leigh. "Parenthood and organizational networks a relational view of the career mobility of working parents /." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1155663728.
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Allen, Elizabeth Jean. "An Examination of the Relationship between Work Involvement and Family Involvement and Work-family Conflict in Dual-career Families." PDXScholar, 1993. https://pdxscholar.library.pdx.edu/open_access_etds/4988.
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The present study examined the relationship between work involvement and family involvement and work-family conflict in dual-career families. Four hundred thirty-six couples (436 females; 436 males; N = 872) in dual-career relationships were recruited from a bank organization in the Northwest United States. The survey questionnaire contained three sections to measure work and family involvement, work-family conflict, and sociodemographic information. Data analyses were conducted using multiple regression analysis and a 1 X 4 ANOV A to examine the proposed relationships among the study variables. Results demonstrated the following: across study participants, work involvement accounted for a significant amount of variance in work-family conflict; family involvement accounted for a significant amount of variance in work-family conflict; the number of dependents accounted for a significant amount of variance in work-family conflict; work-family conflict was significantly higher for females than for males; and couples who were symmetric in both work involvement and family involvement experienced lower levels of work-family conflict than couples who were asymmetric in both work involvement and family involvement. The test of the effects of one's spouse/partner's work involvement and one's spouse/partner's family involvement on the individual's work-family conflict was not significant. An examination of the moderating effects of the number of dependents and age of youngest (or only) child on the relationships between work involvement and family involvement and work-family conflict was not significant. Implications of the study and future research ideas are discussed.
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Clutter, Chance. "The effects of parental influence on their children’s career choices." Kansas State University, 2010. http://hdl.handle.net/2097/3951.
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Master of ScienceDepartment of Family Studies and Human Services
Anthony Jurich
An exploration of parents’ critical role in their children’s career choices and aspirations was the primary focus of this paper. This includes a brief history of past career counseling techniques, which began in its formative years by assessing the client’s personality to determine proper occupational fit. It has now progressed to the postmodernist view that bases vocational interest and aspirations on constantly changing life roles. Previous research that examined parental influence on adolescent’s career choices, as well as research on the effects of socioeconomic status, gender, and race was included. The paper concluded with how career counselors and parents may use the strength of parental influence upon young adults to provide more effective career development techniques and create stronger partnerships with the young adult’s primary stakeholders.
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Whiting, Rosalind Heather, and n/a. "Gender, family responsibilities and career success in the New Zealand accountancy profession." University of Otago. Department of Accountancy and Business Law, 2007. http://adt.otago.ac.nz./public/adt-NZDU20070214.145101.
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This study contributes to an understanding of the causes, consequences and complexities of gender inequity in career success (high levels of status and salary) in the New Zealand accounting profession. Sixty-nine (twenty-seven male and forty-two female) experienced Chartered Accountants were interviewed about their career histories. A feminist, interpretative and qualitative approach was followed and NVIVO was used for analysis. The first significant contribution of the study was the identification of five work/family strategies based on levels of family and work involvement (Traditional Men, Traditional Women, Family Balancers, Stepping Stone Men and Work First Women).
Secondly, the level of family responsibilities explained career success much better than gender alone, although these two factors were commonly (but not always) directly related.
The third contribution was the revision of the three-pronged model previously offered by Whiting & Wright (2001) to explain gender inequities in salary and status in the New Zealand accounting profession. Because the original model was derived from quantitative data, using qualitative data to revise the model constituted a sequential mixed method (pragmatic) approach. In the revised model, gender centrality and the three explanatory categories (Attributes, Structure and Attitudes) were removed. Career success was enhanced by high career aspirations (related to perceptions of stress, managerial and responsibility requirements and remuneration), long working hours and availability to clients, hard work, high technical competence and skills (enhanced by overseas experience), networking (less attractive to women), self-confidence (enhanced by mentoring for the least self-confident), flexibility to relocate if required (decreased by family and lifestyle ties) and large size and growth of the employing organisation.
Most influential were career aspirations and a long hours/available work ethic. This demonstrated the pervasiveness of the male linear career model (derived from the male breadwinner-female carer family structure), that rewarded (in terms of progression) unilateral allegiance to the firm. Career aspirations, desire for responsibility, perceived ability to handle pressure, long hours, availability to clients, networking and possibly technical skills (if there were periods of extended leave) were all influenced by the Chartered Accountant�s level of family responsibilities. Those with the least family responsibilities (childless, Traditional Men and Work First Women) demonstrated unswerving commitment to the firm and were equally the most successful career wise.
The impact of family responsibilities on career progression could be ameliorated by organisational cultural change. There were some indications of cultural change, being most prevalent in public sector and educational organisations. Enhancing conditions included a culture of flexibility and a concurrent atmosphere of trust, a less competitive work culture, absence of constant overtime demands and on-call work, encouraging top management who worked positively to retain and foster top performers over a longer period, and high level part-time positions supported by well-trained subordinate teams. To achieve these conditions provides an imminent challenge to organisations which employ Chartered Accountants, because the profession is increasing its proportion of females, has a younger generation more interested in work-life balance, and is losing many of its members overseas.
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Johnson, Vanessa Olivia. "Stress and overload on the woman in the dual career Navy family." Thesis, San Diego State University, 1987. http://hdl.handle.net/10945/22507.
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Pankow, Shannon Anderson. "Career Practices and Training Perspectives of Marriage and Family Therapy Program Graduates." Diss., Virginia Tech, 2000. http://hdl.handle.net/10919/28961.
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Using survey data gathered by both Internet and mailed questionnaires, 125 graduates of
COAMFTE-accredited marriage and family therapy (MFT) programs imparted information about
their perspectives on their MFT training, their current and desired career practices, and their
advice to MFT trainees and graduates about maximizing career options. The results demonstrated
that MFT graduates attach many different meanings to the training and career experiences
they've had. Marriage and family therapists work in a variety of settings, including agency
and administrative work, private practice, academia, pastoral settings, school settings,
medical administration and education, and residential treatment settings. Some graduates have
left the MFT field to pursue other career avenues. The average income for MFT graduates in this
sample was approximately $52,000 for doctoral-level graduates and $36,000 for masters-level
graduates.
Although approximately 72% of the participants reported satisfaction with their current
professional position, several themes emerged in the data which indicate areas in which graduates
felt unprepared when they entered the work force. Those areas include: information about the
contemporary mental health marketplace, such as working with managed care and insurance companies
and the political ramifications of being a marriage and family therapist in a professional climate
dominated by other mental health disciplines. MFT graduates also reported lacking
sufficient training in diagnosis and use of the DSM. Among the most valuable training experiences
for participants were the clinical internship/practicum and the associated supervision received.
Implications for the training and socialization of MFTs into the world of professional practice
are discussed, along with suggestions for future research.Ph. D.
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Winters, Della J. "The Perceived Impact of Parenthood on Faculty Career Trajectory." Ohio University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1307109468.
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Saxbe, Darby Elizabeth. "Stress, mood, and social engagement in everyday family life." Diss., Restricted to subscribing institutions, 2007. http://proquest.umi.com/pqdweb?did=1973896511&sid=1&Fmt=2&clientId=1564&RQT=309&VName=PQD.
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Langner, Laura Antonia. "What makes dual career couples successful?" Thesis, University of Oxford, 2014. http://ora.ox.ac.uk/objects/uuid:daa0c907-f537-4b40-9411-e70e9e3ce189.
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I use the German Socio-Economic Panel to explore three dimensions of couples' career success: career input (hours), career output (wages) and happiness. I focus on West German parents because, until recently, they faced low levels of state-level childcare support and adverse attitudes towards maternal employment. I investigate the extent to which couples specialize in paid work in the long term. Previous approaches – even those using couple-level longitudinal data – failed to explore this fully, instead examining men and women separately, or a single transition. I develop a “dual curve” approach and find that even among the 1956-65 female birth cohort (which faced low state-level support for dual employment) only a fifth of all couples adopt full specialization in later life. A sizable proportion – a third – moves into dual fulltime employment, while half of highly educated couples adopt such employment. Highly educated women are not only less likely to permanently specialize but also more likely to try working full-time, possibly because their partners' comparative advantages are lower. I explore whether the take-up of work hour flexibility relates to rises in both the respondent’s and their partner’s wages. Men and women benefit from working flexibly, even when controlling for selection into work hour flexibility with growth-curve and fixed effects analysis. Moreover, there is a positive cross-partner wage effect, which is particularly pronounced for mothers, suggesting that men – the main users of the policy – use this measure to support their wives' careers. Are dual career couples (equal human capital investment) happier than specializing couples? I create a human capital measure to account for differential human capital during periods of non-employment, which has been ignored in past analyses. I find that women in dual career couples are unhappier when the child is young but happier later in life. Conversely, women who give precedence to their partner’s career in terms of human capital investment grow unhappier.
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Cheung, Nga-yan Rebecca. "Dilemma of working mothers in Hong Kong and Japan : career and family 1945-1990s /." Hong Kong : University of Hong Kong, 1999. http://sunzi.lib.hku.hk/hkuto/record.jsp?B21240942.
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Rose, Kelly Ann 1967. "The decision-making processes of dual-career couples." Thesis, The University of Arizona, 1992. http://hdl.handle.net/10150/291461.
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Dual-career couples are a rapidly growing population who face many challenges due to their complicated lifestyle. The qualitative case study method was employed to specifically explore the decision-making processes of three dual-career couples in order to broaden the knowledge base about these couples and to yield information that would facilitate the development of educational and counseling programs to better serve this population. The following methods were used to elicit information from the participants: audiotaped discussions of four career-related scenarios and individual responses to a short values survey. Factors identified in the couples' decision-making processes included money, geography (location), opportunities for career advancement, satisfactory job opportunities for both partners, family, future children, opportunity costs, career and personal happiness, and financial security. Recommendations for future research and suggestions for counselors, educators, and employers were made.
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Connors-Kellgren, Alice. "TheRole of Caregiver Work Experience and Social Class in the Development of Young Adults' Vocational Expectations:." Thesis, Boston College, 2017. http://hdl.handle.net/2345/bc-ir:107228.
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Thesis advisor: David L. BlusteinThis study sought to better understand the complex relationship between family, social class, and career development. Social class, which is largely influenced by family of origin, contributes to work opportunities and work, in turn, can determine social class (Diemer & Ali, 2009). As such, work has the potential to promote social mobility among individuals from low-income backgrounds (Blustein, 2006; Matthys, 2012). For young people who have not yet entered the workforce, career expectations, which have been shown to lead to positive outcomes in work and overall wellbeing (Koen et al., 2012; Perry, 2008; Taber & Blankenmeyer, 2015; Zacher, 2014), provide a promising entry point for understanding and influencing the relationship between social class, career development, and social mobility (Perry & Wallace, 2013). Previous research has shown that family, a crucible for the development of social class identity (Brown, 2004), is also a significant predictor of career expectations (Whiston & Keller, 2004). Given the intergenerational nature of social class (Wagmiller & Adelman, 2009), the current study postulates that family, social class identity, and career expectations interact to perpetuate social inequality. The purpose of the present study was to tease apart these interactions through the lens of Social Cognitive Career Theory (Lent, Brown & Hackett, 2002). Broadly, it was hypothesized that one of the ways in which family influences both social class identity and career development is through vicarious learning; children integrate information about class and the world of work through observing their parents’ work experience. This relationship was examined by surveying 298 young adults online and in person. Individuals responded to a survey asking about their caregivers’ work experiences, as well as their own social class identity, parent support, mentoring experiences, and career expectations. Data were analyzed using structural equation modeling and findings revealed that, overall, the hypothesized model describing social class as partially mediating the relationship between caregiver work experiences and work expectations was an excellent fit to the data. Results of the model also suggested that the quality of caregiver work experiences and work expectations is more important to overall work experience than actual occupation. Gender differences were found in the overall fit of the model, as well as the influence of specific variables, such as mentoring. The results are discussed in the context of their contribution to existing literature on intergenerational social mobility and career development. Theoretical and practical implications, as well as limitations of the study, are considered
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Sandhu, Gurminder. "The Influence of Family and Cultural Values on the Career Development of Asian Americans." Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc799461/.
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Factors influencing the career development of Asian Americans have included family influences, including parental expectations and parent-young adult relationship, and adherence to Asian cultural values. Variables such as interests and values have been shown to be important factors in the career-related decisions of western, European American culture individuals, although interests have been found to be less important for Asian Americans. Research suggests that parental expectations and adherence to traditional Asian values have more influence on career development among this population. Sandhu found in 2011 that parental expectations are highly linked with career choice of a specific Asian subgroup. The current study examined the relationship between parental expectations, acculturation, career values, adherence to Asian cultural values, the parent-young adult relationship, and career choice in the Asian American population. The values gap between the parents’ and young adults’ cultural values as well as the gap’s effects on the parent-child relationship were assessed. A sample of 173 self-identified Asian Americans aged 18 to 25 were recruited from across the US to complete an Internet survey consisting of demographic questions, career choice questions, a measure of acculturation, an assessment of career-related values, an assessment of adherence to Asian cultural values, and an assessment of the parent-young adult relationship. Results from hierarchical multiple regression analyses showed that the prestige of parents’ career expectations was a significant predictor of the prestige of young adults’ expected career choices. Although other family and process variables were not found to be significant predictors of young adults’ career choices, interesting correlations were noted among many of these variables.
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Zwysen, Wouter. "Socio-economic inequality in the early career : the role of family and community." Thesis, University of Essex, 2016. http://repository.essex.ac.uk/17429/.
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In this thesis I study how socio-economic background – seen as the socio-economic conditions while growing up and the resources someone has access to – affects the labour market outcomes of young adults. Through three distinct chapters I show that young adults from a disadvantaged background are substantially less likely to be employed and when employed tend to find worse jobs than their more advantaged peers, even when keeping education constant. I first discuss how being out of work is transmitted over generations in the UK. Children whose father did not work are substantially less likely to be employed themselves and tend to work fewer hours, but are no different in earnings or contract. I show how this may be partly due to differences in how work is experienced. A disadvantaged background does not always pose the same limits to labour market opportunity. I show that in Germany background does not negatively affect labour market outcomes during good economic times, but becomes more important as labour market conditions worsen. In the final chapter I study ethnic penalties in the labour market. Ethnic minorities in the UK are highly qualified but even among British university graduates there are ethnic penalties in employment and – to a lesser extent – in earnings. Having access to support and assistance through socio-economically advantaged parents or a highly-skilled co-ethnic community can shelter young ethnic minority graduates. Those who lack these resources are at a substantial disadvantage. It is important to recognise the different ways in which disadvantage affects young adults and that differences exist even among those with similar qualifications. The main hurdle the disadvantaged face is finding employment which is where additional help could be offered to the disadvantaged.
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Shah, Shalaka Sharad. "The role of work-family enrichment in work-life balance & career success." Diss., Ludwig-Maximilians-Universität München, 2014. http://nbn-resolving.de/urn:nbn:de:bvb:19-166344.
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The issue of work-life balance is becoming increasingly important for employers and employees globally. The clearer becomes our understanding about this issue; the better it will be for an effective and positive integration of these dynamic domains of our lives. Work-family enrichment is a positive way of integrating work and family and it helps to achieve work-life balance. In this Indo-German study, work-life balance, work-family enrichment, work-family culture and career success are analysed on a cross-cultural level using quantitative as well as qualitative methods. The findings uncovered the similarities and differences that lie between Germany & India; which give insights into (a) the enriching experiences related to work-family (b) career success and (c) work-life balance related aspects of German and Indian managers. A few gender differences were observed when the data for both countries was analysed collectively. The results partially support a relationship between work-life balance & career success as well as a relationship between work-family enrichment/family-work enrichment & career success.Weltweit wird Work-life Balance immer wichtiger, sowohl für Arbeitgeber als auch für Arbeitnehmer. Je klarer unser Verständnis für das Thema und die Einflussfaktoren wird; desto besser kann eine effektive und symbiotische Integration dieser dynamischen Lebensbereiche gelingen. Work-family enrichment ist bisher ein wenig erforschter positiven Ansatz zur Integration von Arbeit und Familie. Work-life Balance, Work-family enrichment, Work-family culture und beruflicher Erfolg werden auf interkultureller Ebene mithilfe von quantitativen auch qualitativen Methoden analysiert. Die Untersuchungsergebnissen ermöglichen einen Einblick in Ähnlichkeiten und Unterschiede des Zugangs zum Thema work-life Balance zwischen Deutschland & Indien. Die Ergebnisse zeigen die bereichernden Erfahrungen der deutschen und indischen Managers im Zusammenhang mit verschieden Aspekten der Integration von Beruf und Familie, von beruflichem Erfolg und Work-life Balance. Einige geschlechtsspezifische Unterschiede konnten bei der Analyse, der gemeinsamen Daten für beide Länder festgestellt werden. Die Ergebnisse unterstützen die Beziehung zwischen Work-life Balance und beruflichem Erfolg zum Teil und auch zwischen Work-family/Family-work enrichment und beruflichem Erfolg.
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Hildenbrand, Mary Elizabeth. "Gender roles and future possible selves related to career and work/family balance /." Available to subscribers only, 2007. http://proquest.umi.com/pqdweb?did=1407689601&sid=2&Fmt=2&clientId=1509&RQT=309&VName=PQD.
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Aceves, Lorena. "Self-Identity: How URiM Students Navigate Between their Academic Career, Culture, and Family." Thesis, The University of Arizona, 2015. http://hdl.handle.net/10150/578963.
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Previous research on medical school experiences for students focuses on how to holistically admit underrepresented students in medicine (URiM) into medical school, but does not clearly understand their experiences once in medical school. The long-term influence of family for URiM students was explored to determine whether the influence of family had an impact on the students' academic success throughout adolescence into their current academic standing within a premedical program. These findings suggest that culture and family within medical education and how they connected to the self-identity is critical to explore. Studies like this one provide insight into how to improve educational outcomes for URiM students. A cohort of 10 URiM students in the Pre-medical Admissions Pathway Program (PMAP) at the University of Arizona participated in semi-structured interviews in fall of 2014 and was followed up the subsequent spring semester. A qualitative research approach was chosen to collect rich descriptive data on the student's experiences that could not be assessed through other forms of research (Dicicco-Bloom & Crabtree, 2006). Each interview lasted one hour and consisted of questions about the students' personal experiences in their education and how these connect to culture and family. The symbolic interaction and attachment theories were used to analyze the experiences shared by the participants. From this framework, coding themes and key terms were identified to better understanding the data gathered. In the preliminary interviews, family was identified as an important factor in being successful academically (even when students identified themselves as their motivation for education) because of the different types of support families offered this cohort of students. This study identifies how URiM students navigate within their academic, cultural, and familial identities and how these tie into their success within medical school.
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Sima, Ayanda Smangele Lucricia. "The influence of family birth order on the career choices of students at the University of Zululand." Thesis, University of Zululand, 2017. http://hdl.handle.net/10530/1612.
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A dissertation submitted in the Faculty of Education in partial fulfilment of requirements for a Master’s degree in Educational Psychology at the University of Zululand, 2017.The current study examines the influence of family birth order on the career choices of students at the University of Zululand. The objectives of the study were: • To establish the extent to which family birth order influence students’ career choices. • To determine whether there is a relationship between the students’ characteristics such as age, gender, race and their career choices. Data was collected using both qualitative and quantitative methodology. The convenience sampling was employed in selecting the thirty students for the study. To collect data unstructured, semi-structured interview questions were formulated and a self-administered questionnaire to address objective number two, Interview questions consisted of close-ended and open-ended questions-which were conducted to the students in determining the influence of their family birth order on their career choices. Qualitative data analysis was employed in order to draw conclusion about the influence of the students’ family birth order on their career choices. Research findings led to the following inferences: Family birth order of students has an influence on their career choices. Some students believed that had they been born before or after their original birth order in the family, they would have chosen a different career. Others believed their birth order position had somehow pressured them to choose different a career from what they had always wanted to do. Other students mentioned that even though their birth order was that of a youngest child in the family, they somehow felt the pressure that is said to be expected by the first born in the family; hence they chose careers that were typically assumed by the first-borns. The findings also revealed that some participants chose their careers because their siblings had followed the same career paths and so they felt it was better to pursue similar a career path as their siblings. Age was one of the factors that might have had an influence on their career choices, the students revealed that their age did play a significant role on their career choices, that if it was not for their age they would have chosen their seemingly “dream careers”. The findings revealed that most students felt their race had an influence on their career choices and that they still felt that if they were a different race, more opportunities were going to be offered to them to choose the careers they wanted. The results revealed that there is a gap between career orientation and the students’ career choices. The findings also revealed that there is a need for psycho-career education for students at the university right from before they enroll in their first year. Based on the findings, recommendations for career counseling, psycho-career education, a more active career guidance center were put forward in order to empower students with career guidance and development.
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Graf, Carrie A. Driskell Robyn Bateman. "Gender differences in work and family conflict." Waco, Tex. : Baylor University, 2007. http://hdl.handle.net/2104/5055.
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Perry, QuaVaundra A. "African American Father Influences on the Career Development of Emerging Adults." Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc700069/.
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The current study examined the paternal influences on the career development of African American emerging adults. While statistics have shown that many African Americans remain in the lower socioeconomic status bracket and have worse academic and career outcomes, still many African Americans are successful. The literature seems to attribute lack of success to low socioeconomic status, but attributes success to close family relationships. However, most of these studies have focused on maternal relationships and have neglected to include the influence of paternal relationships. Studies that have examined African American fathers have emphasized their negative attributes. Previous studies have also failed to consider the influence of other factors on the career development process such as ethnic identity and psychological adjustment. This study explored the influence of contextual, family, and developmental factors on the career process of African American emerging adults. One hundred sixty-seven African American undergraduate students ages 18 to 25 were recruited for participation in this study. Regression analyses indicated that the quality of the father-child relationship influenced career development, though not in the manner expected. High levels of father support enhanced well-being for individuals with high ethnic identity, but did not produce the same results for individuals with low ethnic identity. Well-being was a significant predictor of career maturity. Explanations, implications, and future directions are discussed.