Relevant bibliographies by topics / Career changes

Academic literature on the topic 'Career changes'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 August 2024

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Contents

Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Career changes.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Journal articles on the topic "Career changes"

1

Nayee, Shalini, Alice P. Calvert, and Jennifer E. Gallagher. "Dental careers: changes, choices and challenges." Faculty Dental Journal 5, no. 4 (October 2014): 164–71. http://dx.doi.org/10.1308/204268514x14096686726201.

Full text
Abstract:
Dentists in the United Kingdom have a wide range of career choices available, with opportunities in primary care, community/salaried/public dental services, hospital and academia. This luxury of choice is often touted as desirable but is the multitude of career pathways, in combination with frequently changing recruitment processes, structures and systems, a source of confusion? If you’re at the start of your career (or could do with an update), read on for a straightforward explanation of the dizzying world of dental careers.
APA, Harvard, Vancouver, ISO, and other styles
2

Mihajlović, Dubravka, and Aleksandra Popović. "Karijerno vođenje i savetovanje u evropskim dokumentima." Obrazovanje odraslih/Adult Education 12, no. 2 2012 (2012): 27–46. http://dx.doi.org/10.53617/issn2744-2047.2012.12.2.27.

Full text
Abstract:
Traditionally understood careers, are now being opposed to the concept of modern careers which brings along a great number of changes in the process of carrer guidance and counseling. Career guidance and counseling thus becomes recognized as an instrument of change on a personal and social level. Also, the process is recognized as a lifelong process. The paper discusses the career guidance and counseling. in the terms of European documents. Research of European documents was conducted to examine the main characteristics of carrer guidance an counseling for adults, which are listed in these documents, more accurately, identification of the activies and the holders of career guidance and counseling, and also identification of the target groups which are included in the process. Identification of these aspects is recognized as an important resource in the understanding of the new tendencies in this area.
APA, Harvard, Vancouver, ISO, and other styles
3

Chang, Christina Ling-Hsing, Victor Chen, Gary Klein, and James J. Jiang. "Information system personnel career anchor changes leading to career changes." European Journal of Information Systems 20, no. 1 (January 2011): 103–17. http://dx.doi.org/10.1057/ejis.2010.54.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Cybal-Michalska, Agnieszka. "Constructing a career as a process of investing in its portfolio." Studia Edukacyjne, no. 40 (June 15, 2016): 7–19. http://dx.doi.org/10.14746/se.2016.40.1.

Full text
Abstract:
Multicontextual social changes imply definitely new ways of interpretation and determine reflections about the condition of contemporary humans, including the human being as “a manager” of his own career. A society has become an area where individuals can show their initiative. A contemporary study of careers demands the inclusion of multicontextual changes in the job world. These changes face employees with new requirements. The most important ones are the increase of the role attached to a career and the ability to plan, manage and monitor one’s own career in a lifelong perspective. Considerations about a career cannot leave out the issue of the subjective sense that an individual finds in one’s own career in the context of possibilities that a man can have a satisfactory career. The world of careers is a world of numerous micro-changes. In the “portfolio” of micro-changes, the time between changes is reduced and after a period of stability renewed separation comes increasingly quickly.
APA, Harvard, Vancouver, ISO, and other styles
5

Iida, Saea. "Changes in Career Consciousness with Career Interview." Proceedings of the Annual Convention of the Japanese Psychological Association 81 (September 20, 2017): 2C—086–2C—086. http://dx.doi.org/10.4992/pacjpa.81.0_2c-086.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Haase, Sandra, Erica Thomas, and Jan Francis-Smythe. "Applying career competencies in career management." Assessment and Development Matters 5, no. 1 (2013): 2–5. http://dx.doi.org/10.53841/bpsadm.2013.5.1.2.

Full text
Abstract:
Changes in the labour market mean that individuals are increasingly required to take more responsibility for their own careers. In order to do so, they have to develop the skills and abilities necessary to secure employability. However, many employees need help in managing their careers (Kidd et al., 2004). One effective way of supporting individuals in their career development is though career guidance emphasising competencies. This article follows a previous article (Haase at al; ADM, 2012) and presents a recent study into the development of career competencies in police officers.
APA, Harvard, Vancouver, ISO, and other styles
7

Bimrose, Jenny, Antje Barabasch, Alan Brown, and Rachel Mulvey. "Mid-career changes symposium." British Journal of Guidance & Counselling 43, no. 3 (May 11, 2015): 255–62. http://dx.doi.org/10.1080/03069885.2015.1037098.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Masdonati, Jonas, Geneviève Fournier, and Imane Zineb Lahrizi. "The Reasons Behind a Career Change Through Vocational Education and Training." International Journal for Research in Vocational Education and Training 4, no. 3 (November 22, 2017): 249–69. http://dx.doi.org/10.13152/ijrvet.4.3.4.

Full text
Abstract:
We report the results of qualitative research on adults who enrolled in a vocational and education training (VET) program with the intention of changing their careers. The participants were 30 adults aged between 25 and 45 years. A modified version of the consensual qualitative research method was applied to transcriptions of semi-structured interviews with the participants. There appeared to be two main reasons underlying the decision to enrol in a VET program with the aim of initiating a career change. Based on the reasons given, two groups (career changers and proactive changers) and five distinct categories were recognized. The career changers included individuals who wished to change careers due to dissatisfaction with their current situation. In this group, the decisions were motivated by either health problems or personal dissatisfaction. The proactive changers included individuals who wished to reorient their career because of a desire to undertake new projects. In this group, there were three categories of reasons: a wish to attain better working conditions, a search for personal growth and a desire to have an occupation that fitted the person’s vocation. Thus, the participants reoriented their careers according to various motivations, pointing to the existence of a heterogeneous population and the complexity of the phenomenon. The results highlight the importance of understanding the subjective reasons behind career changes and the need to adjust career interventions accordingly.
APA, Harvard, Vancouver, ISO, and other styles
9

Biegańska, Katarzyna. "Professional Career Breakthrough and Its Determinants." Kwartalnik Ekonomistów i Menedżerów 40, no. 2 (April 1, 2016): 29–44. http://dx.doi.org/10.5604/01.3001.0009.4424.

Full text
Abstract:
Changes in the modern labor market and changes in human motives resulting from the development in the course of life, contribute to the profound changes in their careers. It is necessary to continuous education and openness to new experiences. The presented article includes a theoretical discussion on determinants of decision‑making process concerning a career breakthrough. The author formulates the concept of career breakthrough and reviews empirical research into the tendency to make changes in the course of one’s career with particular emphasis on subjective causes. There are also important growth factors, environmental, individuality – environment. Also included is the role of trade unions and the preferred type of career.
APA, Harvard, Vancouver, ISO, and other styles
10

Törn-Laapio, Anne, Marianne Ekonen, and Pia Heilmann. "Tourism and Hospitality Industry Employees' Experiences of Career Shocks and Career Resilience." International Conference on Tourism Research 7, no. 1 (March 11, 2024): 419–25. http://dx.doi.org/10.34190/ictr.7.1.2197.

Full text
Abstract:
Employees in the tourism and hospitality industry (THI) have experienced a wide range of sudden changes that have had various impacts on their careers. Career shocks are disruptive and extraordinary events often caused by factors outside the focal individual’s control and that trigger a deliberate thought process concerning one’s career. Although career shocks are usually difficult to predict, we can prepare ourselves in advance by developing career resilience. Career resilience refers to an individual's ability to adapt to new situations, overcome negative ones and recover from changes. Research is exceptionally important, especially from the perspective of the THI, which has suffered from a wide range of crises which have caused a significant decrease in workforce engagement and labour shortages. This research aimed to study the experiences of THI employees in career shock situations and how career resilience has affected these situations. The research questions were: What kind of career shocks have employees experienced during their careers? What kind of consequences have these career shocks had on employees’ careers? How have career shock situations strengthened their career resilience? This study was conducted based on a narrative approach and the data consisted of 30 career narrative writings of the students of the Tourism and Hospitality Management master’s degree programme. A three-phase qualitative inductive content analysis was used as an analysis method. The results suggest that employees have experienced a wide range of career shocks during their careers, partly because the THI and workplaces have been sensitive to change. According to the data, career shocks could be categorised into global, organisational, and individual level shocks. Employees experienced career shocks and their consequences mainly positively. In addition, the experiences of surviving career shock situations strengthened individuals’ career resilience in many ways. This study highlights the importance of understanding individuals' experiences of career shocks and the ways to prevent uncertainty to retain employees in the workplaces and an industry suffering from labour shortages.
APA, Harvard, Vancouver, ISO, and other styles
More sources

Dissertations / Theses on the topic "Career changes"

1

Sumner, Lesley. "Life cycle changes and career development: an exploration of influences on career change decisions." Thesis, Cranfield University, 1993. http://hdl.handle.net/1826/3563.

Full text
Abstract:
The purpose of this research was to identify factors which influence decisions concerning significant career moves among older workers and women returners. A questionnaire survey of older workers was conducted in order to elicit the salient attitudes to, experience of, and satisfaction with work of job changers and non-changers aged 50 years and over, employed within a nationwide retail organisation. Results were based on 228 questionnaires. Respondents ranged in age from 50 to 73 years, 54% were female, 46% male. Respondents demonstrated a significant increase in self-perception the perceived benefits of working far outweighed perceived difficulties. There were differences between men and women in the prompts to change employment and in salient attitudes to work. A questionnaire survey of women returners was conducted to explore items women considered when embarking on college courses, their experience of these same items while at college, and the relationship between the decision considerations and subjective well-being. The results of 336 questionnaires were analysed. Respondents ranged in age from 16 to 62 years. The expected benefits of attending college were given greater consideration than expected risks, confirming work by Janis and Mann (1977). Actual benefits and actual problems were overall the most useful predictors of college related well-being. There were differences between young and mature students, women with and without partners, and those with and without dependents in terms of items on the motivator for college attendance, expected benefit and risk and actual benefit and problem scales. The Warr Subjective Well Being (SWB) scale was shown to be a reliable measure of college related well-being. The wide age range and life experience of respondents in both studies confirms the utility of life event models of development and the desirability of developing a flexible person-centred counselling model for decision making.
APA, Harvard, Vancouver, ISO, and other styles
2

Gerstman, Regina Lee. "Multiple career identities : the key to career development and career transitions of second advanced degree seekers /." Digital version accessible at:, 1998. http://wwwlib.umi.com/cr/utexas/main.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Norton, Judith Ann 1947. "A phenomenological exploration of the motivational factors underlying the career transitions of midlife career women /." Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=84536.

Full text
Abstract:
This research project explores the motivations of women's voluntary career transitions at midlife. Participants for this study consisted of 14 women who at the time of their transition were between 40 and 51 years of age. All women had maintained an active career throughout their adult life and were either negotiating or had already experienced a career transition. This voluntary transition was initiated for reasons other than an upward mobility within the same occupation. The data were analysed and reported using the six step phenomenological approach described by Moustakas (1994). Themes important to transition that emerged from the data were: self-actualization, generativity, authenticity, self-care, timing, and the changing role of work.
APA, Harvard, Vancouver, ISO, and other styles
4

Assaad, Elizabeth A. "Early Second-career Faculty: a Phenomenological Study of Their Transition Into a New Profession." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc804875/.

Full text
Abstract:
In this phenomenological study I investigated the experiences of early second-career, tenure-track faculty members who entered academe after working in a position outside of higher education for at least five years. The purpose of this study was to learn about experiences and factors that contributed or impeded to the success of second-career faculty members. Eight early second-career faculty members, from a four-year university located in the Dallas Metroplex area, were interviewed. Participants demographics were ages 34 to 68 with the average age being 45; 50% male and 50% female; and one African American, six Caucasian, and one Hispanic and/or Latino. Participants’ previous professional experience was a benefit in teaching and relating to students, in understanding the complex university bureaucracy, and in setting goals. The participants reported that mentoring, whether formally assigned by the institution or through informal means such as departmental colleagues or professional organizations, was a benefit to all of the participants. A primary area of concern for the participants was collaboration and collegiality with other faculty members. Participants stated that traditional faculty members lack the skills and training to collaborate effectively in researching and in joint teaching endeavors. Participants reported that they had to monitor and restrain their opinions during interactions with departmental colleagues during the probationary period leading up to tenure decisions because the participants fear retaliation by co-faculty members who will vote on whether to grant them tenure. These participants bring a wealth of industry experience and knowledge to the university. Administrators, departmental chairs, and future early second-career faculty members will find that this research provides recommendations that, if heeded, will ensure a long and productive mutually beneficial affiliation.
APA, Harvard, Vancouver, ISO, and other styles
5

Lee, William Darrell. "Non-traditional entrants to the teaching profession a hermeneutic phenomenological study of the motivations, experiences, and reflections of second-career teachers /." Lynchburg, Va. : Liberty University, 2010. http://digitalcommons.liberty.edu.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Browne, Peters Lisa. "Early career transition among education graduates." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ64770.pdf.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

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.

Full text
Abstract:
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
APA, Harvard, Vancouver, ISO, and other styles
8

Håkanson, Christina. "Changes in Workplaces and Careers." Doctoral thesis, Stockholms universitet, Nationalekonomiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-87761.

Full text
Abstract:
Organizational Change and Productivity Growth − Evidence from Sweden This paper uses two different firm level surveys matched with employer-employee data to investigate both determinants and effects of different types of organizational change. The results support the competition hypothesis for inducing organizational change. Among the four measures of organizational change investigated in this paper, only delayering shows significant effects on subsequent productivity growth. Firms and Skills: The Evolution of Worker Sorting We document a significant increase in sorting by both cognitive and non-cognitive skill from 1986 to 2008 using data for 28 cohorts of Swedish men. The skill differences within firms have fallen in all major industries while differences in skill between firms have increased. Two main factors drive the increase in sorting. First, workers in high-skilled occupations, such as engineers, have moved to the IT and telecom industries. Second, assortative matching of workers by skill has become more positive. Trading Off or Having it All? Completed Fertility and Mid-career Earnings of Swedish Men and Women Earnings in mid-career and children are two fundamental outcomes of the life-choices of men and women. This paper explores how these outcomes have changed for Swedish men and women born 1945−1962 by documenting changes in education, assortative mating patterns, completed fertility and mid-career earnings and also how the association between children and earnings has changed over time. Solving the Puzzle − Hours Constraints, Technical Change and Female Labor Supply This paper extends the standard theory of labor supply to incorporate an important ingredient in the labor supply decision of today's women: the role of flexibility and time constraints. Using a life-cycle model, I formalize the notion that as technology allows jobs to become more flexible, time constrained individuals can supply more hours and may therefore find it attractive to opt for a more demanding career.
APA, Harvard, Vancouver, ISO, and other styles
9

Wiehe, Rebecca L. "Second career teachers' perceptions of their profession." [Kent, Ohio] : Kent State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=kent1258121456.

Full text
Abstract:
Thesis (Ph.D.)--Kent State University, 2009.
Title from PDF t.p. (viewed Apr. 28, 2010). Advisor: Alicia Crowe. Keywords:second career teachers; perceptions of profession. Includes bibliographical references (p. 180-191).
APA, Harvard, Vancouver, ISO, and other styles
10

Gowdy, Eileen Frances. "Teaching as a second career choice : a study of industrial education students." Thesis, University of British Columbia, 1987. http://hdl.handle.net/2429/27663.

Full text
Abstract:
The study explored the career change made by a population of 37 tradesmen enrolled in a teacher education program. A semi-structured interview schedule was constructed and face-to-face interviews were tape-recorded. The four areas of investigation included positive propositions put forward in the social learning principles of career decision making, facilitators and barriers to career change, the career histories and expectations of participants and their socio-demographic backgrounds. Responses tended to support propositions dealing with former instructional experiences and interactions with people, but gave little indication, that exposure to print or visual media had influenced the career change decision. The importance of having sufficient finances and personal support of participants' wives was stressed. Potential barriers most readily identified were lack of support or finances. There was little evidence of frequent career change in the work histories of participants. The most common pattern was a series of short term jobs followed by several years in one career path. Future career plans indicated an intent to remain in the teaching field. All the men were employed prior to entering the program. Socio-demographic information indicated that just over half of the participants were around 30 years of age and over two-thirds were married. Wives tended to be not only more highly educated (64%) but in higher status occupations (76%) than their husbands. Over 80% of the men had entered tertiary education prior to current involvement and five men had completed bachelor's degrees. By entering a trade, 57% of participants were in lower status jobs than their fathers. Their entry into teaching resulted in a rebound movement rather than direct upward inter-generational mobility.
Education, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate
APA, Harvard, Vancouver, ISO, and other styles
More sources

Books on the topic "Career changes"

1

Borchard, David C. Your career: Choices, chances, changes. 5th ed. Dubuque, Iowa: Kendall/Hunt Pub. Co., 1992.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
2

Piotrowski, Katy. Career Coward's Guide to Changing Careers. Indianapolis: JIST Publishing, 2007.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
3

Brown, Bettina Lankard. Career resilience. Columbus, OH: ERIC Clearinghouse on Adult, Career, and Vocational Education, Center on Education and Training for Employment, College of Education, the Ohio State University, 1996.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
4

Finkelmeier, Robert L. Career transitiion. Englewood, Colo. (6200 S. Syracuse Way, Suite 123, Englewood 80111-4738): Finkelmeier & Associates, 1993.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
5

Lynch, John. Making and taking career changes: A Grosvenor Career Services handbook. [London]: Grosvenor Career Services, 1996.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
6

Banning, Kent B. Planning your career change. Lincolnwood, Ill., U.S.A: VGM Career Horizons, 1987.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
7

Kaplan, Robbie Miller. The whole career sourcebook. New York: Amacom, 1991.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
8

Hawes, Gene R. The career-changer's sourcebook. New York, N.Y: Facts on File, 1986.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
9

Smart, Doug. Thriving in the midst of change: Leading authorities share their best secrets for discovering opportunity, prosperity and peace in your hyper-changing life, both personally and professionally. Roswell, GA: James & Brookfield Publishers, 2002.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
10

ERIC Clearinghouse on Adult, Career, and Vocational Education., ed. Changing career patterns. Columbus, OH: ERIC Clearinghouse on Adult, Career, and Vocational Education, Center on Education and Training for Employment, College of Education, the Ohio State University, 2000.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
More sources

Book chapters on the topic "Career changes"

1

Fetzer, John. "Career Changes." In Career Management for Chemists, 191–260. Berlin, Heidelberg: Springer Berlin Heidelberg, 2004. http://dx.doi.org/10.1007/978-3-662-06216-6_4.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Yates, Julia. "Unplanned career changes." In The Career Coaching Handbook, 81–96. 2nd ed. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003104827-8.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Yates, Julia. "Planned career changes." In The Career Coaching Handbook, 67–80. 2nd ed. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003104827-7.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Goodwin, Graham C., and Stefan F. Graebe. "Job and Career Changes." In A Doctorate and Beyond, 171–74. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-45877-9_21.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Heller, Daniel. "Changes." In Building a Career in Software, 39–50. Berkeley, CA: Apress, 2020. http://dx.doi.org/10.1007/978-1-4842-6147-7_4.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Laszlo, Pierre. "Meaningless Fads, Meaningful Changes." In A Life and Career in Chemistry, 149–57. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-82393-1_18.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Raeder, Sabine, and Gudela Grote. "Career Changes and Identity Continuities—A Contradiction?" In Identities at Work, 147–82. Dordrecht: Springer Netherlands, 2007. http://dx.doi.org/10.1007/978-1-4020-4989-7_6.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Draaisma, Aniek, Frans Meijers, and Marinka Kuijpers. "Innovating Towards Career Learning Environments: Changes in Teachers’ Role Perception Regarding Career Guidance." In Handbook of Innovative Career Counselling, 711–30. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-22799-9_39.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Ternullo, Joseph L., and Steven E. Locke. "Tackling Changes in Mental Health Practice: The Impact of Information-Age Healthcare." In Career Paths in Telemental Health, 3–14. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-23736-7_1.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Vilhjálmsdóttir, Guðbjörg. "Career Changes on the Horizon: The Importance of Group Norms in Interpreting Results of Career Adaptability Measures." In Psychology of Career Adaptability, Employability and Resilience, 375–96. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-66954-0_22.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Conference papers on the topic "Career changes"

1

Oolbekkink, Helma. "Changes in Early Career Teachers' Professional Identity Tensions." In 2020 AERA Annual Meeting. Washington DC: AERA, 2020. http://dx.doi.org/10.3102/1577340.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Babić, Lepa, and Sandra Sojkić. "Changes in environment, company positioning and career development." In FINIZ 2023. Belgrade, Serbia: Singidunum University, 2023. http://dx.doi.org/10.15308/finiz-2023-81-87.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Cybal-Michalska, Agnieszka. "A world of diverse opportunities – on the need for proactive career capital renewal in the globalizing society." In 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001852.

Full text
Abstract:
Contemporary discourse on such issues as the quality of the globalizing world providing diverse opportunities, factors determining changes in the social system, and the condition of the human being seeking their place in the reality undergoing permanent change, is one of the most important research orientations. The contemporary social context opens up a wide range of opportunities for individuals to build their own careers. Thus, it seems justified to inquire about the proactivity in the career planning process and to determine whether and how an individual can be prepared to develop, manage, and monitor his/her career to ensure a satisfying experience of oneself and one’s place in the reality of the globalizing world. Contemporary career studies advocate taking into account the process of investing in career capital, the immanent characteristic of which is the subject’s orientation towards proactivity.What becomes an important feature of the individual’s mind is the prospective temporal orientation towards the following: the anticipation of events and their unintended effects, the ability to forecast and plan future actions and to assess the consequences, but above all, the ability to create future desired states of affairs, creating new options of participation and action. Undoubtedly, an important issue that requires inclusion in the course of a person’s life is career development and renewal of career capital. The research on careers means the study of both changes of individuals and changes of organizations, as well as transformations in society. In the discontinuous space-time and heterogeneous system of cultural meanings in the world of global change, career development and the formation of an individual’s own professional identity becomes a cognitive practice based on individual experimentation. The contemporary social configuration in which the search for identity has become a flexible point of reference opens up a range of numerous possibilities for an individual to create his/her own career in the course of life. Continuous development has become an inherent property of career capital renewal. The multiplicity, fragmentation, variability, and complexity, which characterize the organization of social life in the globalizing society, determine changes in the perception of career development and overcoming the tension between the experiences of the past and the possibilities of the future.
APA, Harvard, Vancouver, ISO, and other styles
4

Cybal-Michalska, Agnieszka. "Globalization, cultural pluralism and the formation of vocational identity in the world of “boundaryless” careers." In 15th International Conference on Applied Human Factors and Ergonomics (AHFE 2024). AHFE International, 2024. http://dx.doi.org/10.54941/ahfe1005324.

Full text
Abstract:
The global transformations of the contemporary world, to which all aspects of social and individual existence are subjected, seem inevitable and their complexity difficult to grasp. New opportunities and new possibilities, but also fears and anxieties, are emerging on a micro and macro scale. The specific nature of qualitatively new transformations is not irrelevant to the multicontextual changes in the world of work, which place new demands on workers. This vision implies fundamentally new ways of interpreting the world and making judgements about the condition of the contemporary human being – including the human being as a “manager” of his or her own career. In the knowledge-based economy, it becomes crucial to develop the careers of its members and to invest in a career “portfolio”. Changes in the world of “boundaryless” careers bring the issue of proactive career behaviour of the subject up to date. A distinctive feature of proactive career planning, leadership and management is the awareness of being a subject who takes action in the direction desired for him/herself and influences the reality around him/her by initiating change. Identity is formed in the context of social and cultural influences of the reality undergoing permanent change. Identity styles determined by socio-cognitive processes refer to the individual’s preferences in processing information about the subjective “I”, in making decisions, in choosing strategies to construct or avoid shaping one’s identity and the quality of career decision-making in the world of “boundaryless careers”. In a situation where no a priori career scenario brings a guarantee of success, the investment in a career identified as the “property” of an individual becomes a necessity and demands proactive planning, direction and management. Commitment to an internally defined career can be an important source of crystallisation of the (vocational) identity, which seems to be essential for the development of an individual’s career in the universe of “boundaryless” careers in the reality of the globalising world.
APA, Harvard, Vancouver, ISO, and other styles
5

Alexander, P. M., and H. Twinomurinzi. "Changing career choice factors as the economic environment changes." In the South African Institute for Computer Scientists and Information Technologists Conference. New York, New York, USA: ACM Press, 2012. http://dx.doi.org/10.1145/2389836.2389872.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Cybal-Michalska, Agnieszka. "Globalisation, cultural pluralism - on the need for (meta)analytical assumptions of career theory for cross-cultural career counseling practice." In 14th International Conference on Applied Human Factors and Ergonomics (AHFE 2023). AHFE International, 2023. http://dx.doi.org/10.54941/ahfe1003080.

Full text
Abstract:
The qualitative aspects of the evolution of relations between globality and locality, society and the individual, and their links, are not without consequence for the multicontextual changes in the labour market, which present new challenges to employees. This vision implies completely new ways of interpreting the world in which “a career makes a career” – they are problems of „a borderless career”, „a varied career”, „a post-corporate career” as a novum, of sorts, in the planning of a broadly understood career, the rise in importance of having a career and the ability to plan, manage and monitor one’s own career in the perspective of one’s whole life.The consideration discusses the need for (meta)analytical career theory assumptions for the practice of cross-cultural career counseling. The author emphasizes that there is a need to generate new approaches, which will cross the boundaries defined by partial paradigms so that they will be relevant in the 21st century. Moreover, she raises the question of how to "manage" the rich heritage of career theories of the late 20th century, while at the same time increasing their theoretical-cognitive value. Another aspect that justifies the need for critical reflection on the reliability of theoretical perspectives is the study of methodological instrumentation that takes into account culturally shaded social and professional aspects. A special place is given to the constructivist school of thought and theory of career construction by Mark L. Savickas, which is said to focus on the nature of the social world and refer to the domain of life involving career and its proactive construction, by simultaneously presenting a new perspective on the participation in the global changes. Changes in the world of “borderless” careers shine a new light on the problem of individual proactivity – an individual’s proactive behaviours in their career.
APA, Harvard, Vancouver, ISO, and other styles
7

Vostrikova, Tatiana, Iraida Sorokina, Sania Akhmedova, and Irina Bezrukavova. "Potential of digital learning environment in student career guidance." In "The Caspian in the Digital Age" within the framework of the International Scientific Forum "Caspian 2021: Ways of Sustainable Development". Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.hwyj4577.

Full text
Abstract:
The article describes the potential of the digital learning environment in student career guidance. The authors study the factors that influence the design of students’ professional careers according to the changes in the digital environment and technology. The article considers the experience of student career guidance in the context of the digital learning environment. Particular attention is drawn to the practical and individualized approach of student career guidance in the higher school context. Examining the university’s experience resulted in arranging the challenges of student career guidance and proposing their solutions.
APA, Harvard, Vancouver, ISO, and other styles
8

Waggoner, Jacqueline. "Tracking Changes in Principal Perceptions of Preparation of Early Career Teachers." In 2023 AERA Annual Meeting. Washington DC: AERA, 2023. http://dx.doi.org/10.3102/2007794.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Smith, Mary. "Career and Technical Education Finance: Impact of State-Level Policy Changes." In 2024 AERA Annual Meeting. Washington DC: AERA, 2024. http://dx.doi.org/10.3102/2101490.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Iversen, Eric James, and Richard Woolley. "International mobility and career progression of European academics." In 27th International Conference on Science, Technology and Innovation Indicators (STI 2023). International Conference on Science, Technology and Innovation Indicators, 2023. http://dx.doi.org/10.55835/64426b96e3a90677102e2622.

Full text
Abstract:
The international mobility of academic researchers is a topic of sustained scholarly and policy interest. International mobility has come to be seen as something of a ‘rite of passage’ for early career researchers. Many early career grants require international visits of significant duration. In many national science systems, access to tenured positions and/or mid-career support grants requires or values previous international experience. International mobility can thus be understood as an important contributing factor in the transition to independence in academic careers. This paper uses data from surveys of the mobility of European university researchers to consider the role of international scientific mobility (job changes and long stays) in the transition to career independence. Results suggest that whilst overall mobility appears to have a positive effect on competence acquisition and career progress, this finding varies according to epistemic (disciplinary) and institutional (national system) factors, and gender.
APA, Harvard, Vancouver, ISO, and other styles

Reports on the topic "Career changes"

1

Choi-Allum, Lona. Career Changes: Annotated Questionnaire. AARP Research, April 2020. http://dx.doi.org/10.26419/res.00304.002.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Jeske, Ronald D. Required Comptroller Career Program Changes. Fort Belvoir, VA: Defense Technical Information Center, April 1995. http://dx.doi.org/10.21236/ada292888.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Cao, Larry, Rebecca Fender, and Ryan Munson. The Future of Work in Investment Management: The Future of Skills and Learning. CFA Institute, July 2022. http://dx.doi.org/10.56227/22.1.7.

Full text
Abstract:
This report identifies gaps between the supply and demand for skills, outlines strategies for career development, and proposes structural changes to investment teams to better leverage diverse talent.
APA, Harvard, Vancouver, ISO, and other styles
4

Fotta, Martin, Mariya Ivancheva, and Raluca Pernes. THE ANTHROPOLOGICAL CAREER IN EUROPE: A complete report on the EASA membership survey. NomadIT, November 2020. http://dx.doi.org/10.22582/easaprecanthro.

Full text
Abstract:
This report presents the results of the survey conducted among EASA members in 2018. The survey was a collaboration between EASA and the PrecAnthro Collective, whose members have worked together and mobilised since 2016 to raise awareness about the challenges of developing an academic career in anthropology. The themes explored in the survey reflect existing academic research on changes to the academic profession and the casualisation of labour in Europe and beyond. The survey enquired into the extent to which and how trends already documented in other disciplines, and in academia as a whole, affect anthropologists. These trends include a growing division between research and teaching, the deprofessionalisation of academic labour through multiple contract types, the imperatives of international mobility and cyclical fundraising, and weak labour unions. This report captures overall trends as well as regional differences in the anthropological profession in Europe.
APA, Harvard, Vancouver, ISO, and other styles
5

Cordero, Eugene, and Kiana Luong. Promoting Interest in Transportation Careers Among Young Women. Mineta Transportation Institute, November 2021. http://dx.doi.org/10.31979/mti.2021.2028.

Full text
Abstract:
Transportation remains the largest source of U.S.-based carbon emissions, and reducing emissions from this source continues to challenge experts. Addressing challenging problems requires diverse modes of thinking—and at present the transportation workforce is not diverse in terms of gender, with women occupying only about 14% of the transportation workforce. This research developed and tested a school-based intervention that uses pro-environmental framing and exposure to women transportation role models to help attract more women to transportation careers. To investigate the efficacy of the intervention, the research team studied control and treatment groups of university students using pre- and post-surveys to measure changes in student understanding and interest in transportation fields and careers. Students in both groups were enrolled in a climate change course, and students in the treatment group completed an additional transportation learning module designed to stimulate interest in transportation careers. The results showed that by the end of the semester, student awareness that the transportation industry can provide green and sustainable careers increased by 39.7% in the treatment group compared to no change in the control group. In addition, student openness to working in a transportation related career increased by 17.5% for females in the treatment group compared to no change in the male treatment group and no change in the control group. Given the success of this intervention, similar educational modules at various educational levels could increase the number of women working in transportation. Should such approaches be successful, society will be better prepared to respond to environmental challenges like climate change.
APA, Harvard, Vancouver, ISO, and other styles
6

Benton, Allyson Lucinda. Institutional Analysis of the Mexican Civil Service System. Inter-American Development Bank, November 2002. http://dx.doi.org/10.18235/0011015.

Full text
Abstract:
The Mexican public sector has undergone a dramatic reorganization and professionalization since the initiation of economic crisis and reform in 1982. Though such reforms appear to have improved efficiency in the provision of public services, administrative changes did not include the implementation of a national career civil service. (Note: The title in this original document is in Spanish, but the document itself is in English.)
APA, Harvard, Vancouver, ISO, and other styles
7

Lotz, Amanda, Anna Potter, Marion McCutcheon, Kevin Sanson, and Oliver Eklund. Australian Television Drama Index, 1999-2019. Queensland University of Technology, 2021. http://dx.doi.org/10.5204/rep.eprints.212330.

Full text
Abstract:
This report examines changes in the production and commissioning of Australian television drama from 1999–2019, a period marked by notable changes in the business of television in Australia and globally. More production companies now make drama in Australia; however, the fact that more companies share less than half the annual hours once produced raises concerns about sustainability. Several major Australian production companies have been acquired by foreign conglomerates and challenge the viability of domestic companies that lack access to international corporate capital and distribution. The decrease in adult drama hours commissioned by commercial broadcasters has reshaped Australian television drama more than any other change. The national broadcasters have increased their role in commissioning, particularly in children’s drama. Titles have not decreased nearly as significantly as the number of episodes per series. Commercial broadcasters’ drama decreased from an average of 21 episodes per title in 1999 to seven in 2019, a 60 per cent decrease that, along with the increasing peripheralization of soaps, has diminished available training grounds and career paths in the Australian scripted production industry.
APA, Harvard, Vancouver, ISO, and other styles
8

Gehlhaus, Diana, Ron Hodge, Luke Koslosky, Kayla Goode, and Jonathan Rotner. The DOD’s Hidden Artificial Intelligence Workforce: Leveraging AI Talent at the U.S. Department of Defense. Center for Security and Emerging Technology, September 2021. http://dx.doi.org/10.51593/20210013.

Full text
Abstract:
This policy brief, authored in collaboration with the MITRE Corporation, provides a new perspective on the U.S. Department of Defense’s struggle to recruit and retain artificial intelligence talent. The authors find that the DOD already has a cadre of AI and related experts, but that this talent remains hidden. Better leveraging this talent could go a long way in meeting the DOD’s AI objectives. The authors argue that this can be done through policies that more effectively identify AI talent and assignment opportunities, processes that incentivize experimentation and changes in career paths, and investing in the necessary technological infrastructure.
APA, Harvard, Vancouver, ISO, and other styles
9

Dalay, Satinder, Kathleen Ferguson, Sally El-Ghazali, Katy Miller, Felicity Corcoran, Matthew Tuck, Jessica Wiggins, Hannah Theobald, and Elizabeth H. Shewry. Trainee Handbook 2021. Association of Anaesthetists, July 2021. http://dx.doi.org/10.21466/g.th2.2021.

Full text
Abstract:
I am delighted to welcome you to the 13th edition of the Association of Anaesthetists’ Trainee Handbook. The main objective of the handbook is to offer trainees a comprehensive resource as you navigate your way through your career. A vast array of high-quality authors have been commissioned to write about their specialist field or area of knowledge. Whatever path you choose to take, I believe you will find useful sections within this handbook. Training within anaesthesia is constantly evolving. As I write this foreword, a new training curriculum is being implemented. To reflect the changes ahead, this handbook is not only fully interactive but also a live document. Thus, it will be updated at regular intervals to ensure information remains accurate and relevant. Although this handbook is designed for you to dip in and out of, I strongly encourage you to read the chapters about taking care of yourself. Training is a challenging time, but here at the Association of Anaesthetists we are dedicated to supporting our trainee members. I would like to personally thank all the authors who contributed to this handbook. A special mention of thanks to my fellow Trainee Committee members, Sally El-Ghazali and Rhys Clyburn, as well as the countless Association staff who have made this publication possible. I welcome any feedback you may have, therefore please feel free to contact the Trainee Committee via email trainees@anaesthetists.org or Twitter @Anaes_Trainees Finally, good luck in your career – I hope this handbook helps you along the way! Satinder Dalay Elected Member, Association of Anaesthetists Trainee Co
APA, Harvard, Vancouver, ISO, and other styles
10

Choi-Allum, Lona. Career Change Omni: Annotated Questionnaire. AARP Research, April 2020. http://dx.doi.org/10.26419/res.00304.005.

Full text
APA, Harvard, Vancouver, ISO, and other styles
You might also be interested in the extended bibliographies on the topic 'Career changes' for particular source types:
Journal articles Dissertations / Theses Books
We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!

To the bibliography