Dissertations / Theses on the topic 'Career changes'
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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.
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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.
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.
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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.
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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.
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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/.
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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.
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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.
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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.
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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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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.
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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.
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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.
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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).
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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.
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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
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SILVA, ALESSANDRA VIDAL SOARES DA. "STRATEGIES IN TRANSITIONS CONNECTED TO CAREER CHANGES: DIFFERENT PATHS FOR DIFFERENT ONES." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2016. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=27205@1.
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Considerando que transições devem ter atenção especial por serem as
pontes para a mudança na vida profissional e social, este trabalho se propõe a
investigar as estratégias utilizadas pelos indivíduos, bem como a forma de acesso
aos recursos psicológicos empregados por eles. Pesquisar este tema entre
profissionais de meia-idade tem como objetivo oferecer uma contribuição
diferenciada, pois acredita-se que, nesta fase da vida, os indivíduos sofram
mudanças psicológicas e comportamentais impactantes que poderão afetar a
trajetória profissional, produzindo o que se chama de Reinvenção de carreira.
Desta forma, sete sujeitos entre 40 e 65 anos foram entrevistados e as narrativas
de carreira resultantes dessas entrevistas foram analisadas à luz de cinco
construtos a saber: auto-eficácia, foco pessoal versus relacional, motivação de
carreira, risco e controle. Informações importantes como estratégias utilizadas,
conquistas obtidas, facilitadores e barreiras foram identificadas, resultando em um
mosaico que proporciona ao leitor reflexões sobre sua própria realidade.Considering that transitions must have special attention as they could represent the bridges for changes in professional and social life, this research has the purpose of investigating the strategies used by individuals and the way psychological resources were accessed by them as well. Researching this theme among middle age professionals, has a view to contribute in a very differential way, particularly because these individuals are going through psychological and behavioral impacting changes that probably will affect their professional life, giving birth to the so called career Reinvention. Therefore, seven subjects with ages around 40 and 65 years old were interviewed and their career narratives, were analyzed according to five constructs: self-efficacy, self versus relational focus; motivation; risk taking and control. Very important information such as: achievements, barriers, facilitators were identified in order to allow the readers to think thoroughly about the theme.
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Tan, Claire Lee-Fang. "The communication and management of career change a study of individuals' experiences or the social process of voluntary downward career change in Singapore /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2008. http://hdl.handle.net/10355/6095.
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Thesis (Ph. D.)--University of Missouri-Columbia, 2008.The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 4, 2009) Vita. Includes bibliographical references.
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Merrill, Henry S. "A multicase study of the employment and career patterns and intentional change strategies of adults who completed a nontraditional bachelors degree." Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/861392.
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This multicase study investigated the educational, employment, and career patterns and intentional change strategies of twelve adults, ages mid-20s through early 50s, who completed a nontraditional bachelor's degree. The purposes were to examine the employment and career patterns of graduates and assess if degree completion was part of an intentional change strategy. Research was guided by the assumptions and principles of naturalistic inquiry.Most participants graduated from high school in traditional pattern, did not attend college immediately, and were first generation college graduates. Before earning degree, participants worked in varied employment, with about half employed in labor and service industry jobs for majority of employment history. Three youngest participants were establishing careers.Three to five years after completing the degree, nine of twelve participants were in executive or management positions or professional specialty occupations. Three participants were in administrative support jobs. Increases in income ranged from 10% -220%. Participants reported degree helped, but was not necessarily primary reason for career change. Degree was necessary credential to enter graduate school or qualify for a promotion for some. Participants reported degree was part of larger intentional change process.Conclusions from study: 1) Review of literature showed recent emphasis on interactionist life span development models as important to understanding adult development. 2) Study demonstrated usefulness of a bachelor's degree in terms of employment up-grading. 3) Participants described increased empowerment and self-directedness in their lives. 4) Inclusion of specific static and dynamic variables selected from the Systems Matrix Model of Adult Learning was verified. 5) Three learner-career development patterns emerged from research. a) Career Pattern - Establishing a Professional Career; b) Career Pattern - Career Change/ Development with Intervening Circumstances; c) Personal Interest in Learning Pattern. Patterns appeared similiar to Houle's goal-oriented and learning-oriented categories.Further study recommended in the areas of transitions and careers using interactionist life span model to understand adult development. Additional research with refined version of the interview guide used would be useful to investigate the tentative learner-career typology developed from study.Department of Educational Leadership
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Halladay, Patrick. "Mid-career changers an investigation of non-traditional entrants into teaching /." Diss., Connect to online resource - MSU authorized users, 2008.
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Thesis (Ph. D.)--Michigan State University. K-12 Education Administration, Dept. of Education Administration, 2008.Title from PDF t.p. (viewed on July 8, 2009) Includes bibliographical references (p. 287-297). Also issued in print.
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Parker, Colin. "A study of changes in self reported personality following a major career decision." Thesis, Open University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.262553.
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Swain, Derek A. "The experience of withdrawing from professional sport." Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/31099.
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A case study approach was used to generate a description and an understanding of the experience of withdrawal from a career in professional sport. The informants were ten males who had withdrawn from their careers during the years from 1976 to 1987 inclusive. The informants were selected from team and individual sports, involving four key informants from each of hockey and thoroughbred horse racing, plus one subsidiary informant from each of football and racquetball. Narratives rich in description were derived from personal interviews and were validated by the respective informants. These narratives were synthesized into a general story of voluntary withdrawal from sport which reflects both common experience and turning points for varying plots. This general story was validated by the informants as well as an expert authority who has been professionally involved in sport for some thirty-six years.
Withdrawal from sport was a process which frequently began soon after the athletes became engaged in the career. When confronted with a variety of catalytic events which reminded them that the career was short-term, they addressed the potential for withdrawal in varying fashion and typically re-immersed themselves in the career. The potential eventually became more immediate, more urgent but frequently arose in the context of an enlarged perspective on the self and the profession. Thus, they were confronted with both internal and external pressures for change. As they began to
assess their prospects for life after sport, they often became concerned about perceived limitations. They experienced a period of great confusion and indecision which was the most difficult and trying component of the story.
In the middle of the story, the athletes frequently sought direction in their careers, scrutinized the profession more carefully, and uncharacteristically reached out to others for ideas and support. Eventually, a culmination point arose, resulting in a decision to withdraw. The athletes were typically relieved by this decision because they were weary of their confusion and often were weary of the physical and emotional demands of the career. A variety of new career opportunities were available to them. Some were planned and some were unexpected. Chance encounters played an important part in the process of leaving sport.
The story ended with the establishment and acceptance of a post-sport career and lifestyle. In reflecting on the decision to withdraw, the athletes were typically glad that they quit when they did, even though they were reluctant to do so at the time. Their withdrawal allowed them to preserve health, self-respect, and the regard of others. It also allowed them to develop other competencies and to express a more nurturant dimension of themselves as their interests had turned toward their emerging family lives. Most have found the transition to a new career and lifestyle relatively easy, frequently accepting a more modest lifestyle than they had experienced as professional athletes and usually finding some
means to continue their participation in sport in a recreational or leadership capacity.
The study includes several theoretical implications which reinforce the importance of contextual considerations, the significance of chance encounters, and the changing personal meaning of work in life paths. The study supports criticisms of the traditional expectations that a career should follow a rising trajectory, as well as criticisms of the application to this topic of theoretical perspectives borrowed from social gerontology and thanatology. Furthermore, the study finds no evidence to support the contention that this experience is extraordinary and traumatic. Rather, the experience seems to be characteristic of transitions in general. The study supports and offers extensions to Schlossberg's (1984) model of transitions.
The practical implications of the study include the utility of the general story as a model, knowledge base, and alternative perspective for individuals experiencing similar transitions and their helping practitioners. Recommendations for interventions include the use of Schlossberg's content-process model as a framework to assist individuals through a transitional experience such as leaving professional sport.Education, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate
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Ramdass, Vic Grafton Carl. "An examination of the factors influencing the decisions of United States Army aviation officers to leave the army." Auburn, Ala., 2005. http://hdl.handle.net/10415/1285.
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Lai, Pak-sang. "Job satisfaction and turnover intention : a study on teachers of sub-standard secondary schools in Guangzhou /." Hong Kong : University of Hong Kong, 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19738353.
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Gilmore, Orla. "Leaving competitive sport : Scottish female athletes' experiences of sport career transitions." Thesis, University of Stirling, 2008. http://hdl.handle.net/1893/496.
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Over the last three decades, the sports research community has demonstrated a growing interest in the process of sport retirement. The majority of the sport retirement research has focused on male professional athletes, traditionally those in the popular spectator sports. Yet, the process of leaving sport applies to thousands of individuals, both male and female, who engage in competitive sport. To date very little consideration has been given to the retirement experiences of female athletes. Three separate studies have been undertaken to address this identified gap in the literature. Studies One and Two aimed to explore the experiences of sport retirement for elite female athletes in Scotland, using a mixture of quantitative and qualitative methodologies. In Study One questionnaire data was collected from 92 former Scottish elite female athletes. Questionnaire sections were designed to examine what were felt to be the major elements of the Taylor and Ogilvie (1994; 2001) conceptual model of adaptation to retirement from sport, in order to explore the applicability of this model to female athletes in Scotland. The results of the study provide support for the use of this model to assist in our understanding of the retirement transition. The findings highlighted the importance of athletic identity, reason for retirement, and perceptions of control in predicting the level of difficulty and adjustment that an athlete may experience upon their retirement. The most significant finding was the effect that athletic identity had on the retirement process, with those identifying strongly with the athletic role reporting significantly higher levels of difficulty, emotional adjustment, and social adjustment. 29 of these athletes participated in an in-depth interview within Study Two, enabling a more in-depth analysis of their retirement experiences. In this study particular attention was paid to the effect of athletic identity on this transition. In support of the findings of Study One, athletes with a strong and exclusive athletic identity were found to be more likely to experience difficulties when they retire. In comparison, athletes with lower levels of athletic identity generally experience some mild negative emotions after initially retiring, followed by a relatively smooth transition into their life after sport. The second part of this thesis examines formal programmes available to support female athletic retirement in Scotland. Study Three provides an evaluation of the Performance Lifestyle programme offered by the Scottish Institute of Sport, focusing in particular on the services related to preparation for life after sport. The perspectives of a number of different groups with an interest or involvement in the programme were examined and comparisons made with the delivery of Performance Lifestyle to other athlete groups in Great Britain. The results show that Performance Lifestyle is a very valuable source of support for athletes who are part of the Institute Network. The programme does deal with the issue of the end of the career, but it is definitely a weaker aspect, largely due to lack of resources. Performance Lifestyle in Scotland compares favourably with programmes offered by the Institute Network in England and by Welsh Rugby. However other professional sports are currently offering superior programmes due to higher levels of investment and resources.
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Muscat, Anne Carolyn. "Elite athletes' experiences of identity changes during a career-ending injury : an interpretive description." Thesis, University of British Columbia, 2010. http://hdl.handle.net/2429/24452.
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The purpose of the present study was to investigate patterns of identity change in elite athletes after a career ending injury. A qualitative study examined 9 retired athletes two to five years after their international competitive experience. An interpretive description analysis involved four levels of data analysis. The first level of data analysis identified a pattern of over identification with the elite athlete role and a clear pattern of more balanced identity contrasted with a less balanced identity prior to injury. The second level of analysis described smooth versus ineffective transitions after injury. At a third level of analysis, four factors (internal resources, cognitive coping style, relational connections and continuity with sport) emerged and were associated with smooth versus ineffective/turbulent retirement experiences. Finally, at the fourth level of analysis the study found four identity styles. These four styles (termed balanced identity, lost identity, intensification of identity and living for sport identity) are congruent with descriptions of adolescent identity and suggest that, for some athletes, tasks associated with identity development are delayed until retirement from sport. A pattern of positive adaptation was also identified, indicating that over commitment to an athletic identity does not preclude normative identity development or a positive retirement transition. Athlete autonomy and confidence, as well as relationships with coach, teammates and parents, were associated with the experience of a smooth versus turbulent retirement. Implications for practice are discussed in relation to factors that could promote adaptation in the event of sport injury or sport career termination.
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Vitalis, Janet Keefe. "The experience of completing a midlife career change: a phenomenological study." Diss., Virginia Polytechnic Institute and State University, 1987. http://hdl.handle.net/10919/80193.
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The phenomenon addressed in this dissertation is the experience of completing a midlife career change. This experience is reported by many as they reach the ages between thirty-five and fifty-five. All research was conducted in response to the question: What is the meaning of the experience of completing a midlife career change?
The data collection process followed the model of Barritt, Beekman, Blecker, and Mulderij (1983). It is known as the descriptive phenomenological approach which uses in-depth personal interviews and includes participants as co-researchers. Ten men and women referred by family, friends, and colleagues who had completed a midlife career change participated in the study.
The phenomenological analysis of the protocols proceeded by first determining the elements and then establishing the themes into a structural whole--the individual description. These individual descriptions were reviewed and validated by the co-researchers. Following confirmation, the individual descriptions were integrated into a comprehensive Fundamental Description of the experience, again reviewed and validated by the co-researchers. The Fundamental Description identified six major themes which were common to each co-researcher's experience. The themes were: Preliminary Conditions for Change, Active Changing Process, Decision Making and Risk Taking, Outside-the-Self Assistance, Commitment to the Self, and Assessment of the Change.
The analysis suggests that midlife career change is part of the continuum of normal adult development. The pejorative nature of the term "midlife crisis" is seen as inaccurate in the context of the present study, and needs to be reframed to reflect the "opportunity plus danger" that the Chinese definition of crisis suggests. That midlife career change reflects a personal instability is not supported by this study. Rather, the midlife career change is found to be a time of becoming free of enmeshed values in order to complete a successful career change.
The implications of the disconfirmation of an instability model and the finding of an enmeshment-to-individuation process in the midlife career changer is discussed as it affects adult educators, counselors, and program planners.Ed. D.
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Marthinus, Jantjie M. "Psychological effects of retirement on elite athletes." Thesis, Link to the online version, 2007. http://hdl.handle.net/10019.1/1133.
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Hensler-McGinnis, Nancy Felicity. "A qualitative study of changes in career orientation exploring the contributions of life meaning and role modeling/mentoring to women's life/career paths /." College Park, Md. : University of Maryland, 2004. http://hdl.handle.net/1903/2090.
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Thesis (M.A.) -- University of Maryland, College Park, 2004.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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Theiss, Deborah A. "The impact of critical friends' groups on changes in teacher perceptions and practice /." free to MU campus, to others for purchase, 1998. http://wwwlib.umi.com/cr/mo/fullcit?p9924934.
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Akçali, F. Özge. "An exploration of the relationship between spirituality and the career-transition process in middle-aged women's lives /." Thesis, McGill University, 2000. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=36864.
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This study is an exploration of the relationship between spirituality and the career-transition process in middle-aged women's lives. The sample of this study consisted of 20 women who were in or went through a career-transition process. The research data were collected through in-depth interviews. Grounded theory methodology (Strauss & Corbin, 1990) was used to analyse the data and to generate frameworks for the interaction between the career-transition process and spirituality. The results indicated three different frameworks to explain the interaction between the two research variables for three different patterns of career-transition process. These frameworks included five major themes related to spirituality and the career-transition process: (a) reflection, (b) belief in a transcendent dimension of reality, (c) principles and morals to live by, (d) reciprocity, and (e) life outside work.
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McKnight, Kerbi, and University of Lethbridge Faculty of Education. "Athletic career transition and transferable skills." Thesis, Lethbridge, Alta. : University of Lethbridge, Faculty of Education, 2007, 2007. http://hdl.handle.net/10133/660.
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This study investigated how active female hockey players at the high school, university/college, and national/elite levels perceive that the skills acquired in sport transfer to another career or other facets of their lives. One hundred and seventeen athletes were surveyed. The Transferable Skills Survey was comprised of four parts. Athletes provided responses that included general information, identity, career transition, and transferable skills. The findings indicate that there is a need for psychologists to be involved in the athletic career transition and that the best way to help female hockey players represented in this study may be to teach their parents the skills to assist their daughters through the career transition. Further, the findings reveal that transferable skills aid in successful career transition out of sport.142 leaves ; 29 cm. --
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Roach, Cleatis L. "Developing a local church ministry with those in career transition." Theological Research Exchange Network (TREN), 1994. http://www.tren.com.
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Haddad, Raymond J. "The career maturity of graduate students identified as enhancers or changers." Diss., Virginia Tech, 1990. http://hdl.handle.net/10919/37742.
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The role of work in one's life, especially as it is represented by experienced workers, has been the focus of many studies; the role of education in relation to the traditional college age student's life has also been studied extensively. However, there is limited research concerning the role of education in relation to the career development of the more mature graduate student who is a member of both the educational and the work community.
The primary purpose of this study was to determine if graduate students were mature in their career development and whether there was a difference in the career maturity stages of students who attended graduate school with the intention of changing their occupations as compared with those who intended to enhance them. A secondary purpose was to determine whether age, gender, major field of study, or years worked in current occupation had a relationship to the career maturity of these graduate students.
A descriptive design was used in the study. Instruments used to collect data were demographic data sheets and the Adult Career Concerns Inventory of Super, Thompson, and Lindeman (1988). The subjects were 200 randomly selected graduate students from one private and one public university in the Washington metropolitan area. Data were collected by survey and analyzed by descriptive statistics, chi-square analysis, t tests, and regression.
The results showed a statistically significant difference between Career Enhancers and Career Changers in the Exploration Stage of the ACCI. Age in relation to career maturity was found to be statistically significant. No statistically significant relationships were found between gender, major field of study, or years worked in current occupation and the career maturity of graduate students.Ed. D.
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Hong, Hee Jung. "A psycho-educational curriculum for sport career transition practitioners : development and evaluation." Thesis, University of Stirling, 2016. http://hdl.handle.net/1893/25589.
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The aim of this thesis is to extend sport career transition knowledge by developing and evaluating a psycho-educational curriculum for sport career transition practitioners. Study 1 provides an extensive overview of organisational intervention programmes for sport career transition, as well as of training and development programmes for sport career transition practitioners from 19 countries worldwide. The purpose of Study 1 was to examine the following five features of sport career transition organisational intervention programmes and training and development programmes for sport career transition practitioners: 1) At the government level, which organisation is responsible for the delivery of sport career transition organisational intervention programmes? 2) What is the typical strategy of sport career transition organisational intervention programmes? 3) Which activities and events are included in sport career transition organisational intervention programmes? 4) Who is responsible for the delivery of sport career transition organisational intervention programmes? and 5) Do sporting organisations have training and development programmes for sport career transition practitioners? Findings from Study 1 were used to inform Study 2 and to supplement the literature review. According to the literature, training and development programmes for sport career transition practitioners remain scarce, while the number of sport career transition organisational intervention programmes is gradually increasing. The purpose of Study 2 was to develop and evaluate a novel psycho-educational curriculum for sport career transition practitioners. There were three stages of development and evaluation: (1) content development, (2) curriculum design and (3) curriculum evaluation. To achieve the goal of Study 2, a focus group and a two-round Delphi method were implemented. The final version of the psycho-educational curriculum is presented in Chapter 5. The purpose of Study 3 was to test a key aspect of the psycho-educational curriculum developed in Study 2 concerning 38 competences of sport career transition practitioners. A curriculum package consisting in the key parts from the overall curriculum was developed for Study 3. The findings revealed that the curriculum package positively affected the confidence of the study participants in 38 competences concerning sport career transition. This demonstrates that the curriculum is effective for the development of sport career transition practitioners, as the study participants exhibited greater confidence on all four factorsDual Career Transition Management, Skill Transfer, Social Support, and Career Planningwhen completing the curriculum package. The discussion in Chapter 7 focuses on both the theoretical and practical implications of the research, limitations and future research directions. In conclusion, the findings presented here deepen the knowledge of sport career transition in the areas of organisational intervention programmes for high performance athletes and training and development programmes for sport career transition practitioners. In addition, a novel psycho-educational curriculum for sport career transition practitioners is developed and evaluated.
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Connelly, James Timothy. "Ordained ministry as a second career : a study of attitudes and practices within the Anglican Church in Victoria and Tasmania." Monash University, Faculty of Arts, 2004. http://arrow.monash.edu.au/hdl/1959.1/5325.
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Milton-Feasby, Christine. "An exploration of the domains of work insecurity /." Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=84532.
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This thesis explores insecurity about four types of involuntary work transition. These are labeled here domain insecurities and include job facet insecurity, job loss insecurity, occupation insecurity and employment insecurity. The primary purpose was to distinguish the insecurities conceptually and demonstrate their independence empirically. The domain insecurities were defined and their features identified from a review of literature on various work attitudes. Viable cognitive and affective measures of insecurity were suggested from the conceptual discussion. Data were collected through a self-report questionnaire distributed using a snowball methodology. Validation of the proposed insecurity measures against reliable correlates of insecurity (pessimism and anxiety) supported operationalizing insecurity by affect alone. Correlation analysis clearly distinguished the domain insecurities. The secondary purpose of the thesis was to explore the content and nomological network of the domain insecurities. To this end, key features of the domain insecurities were scrutinized. This analysis particularly set employment insecurity apart from the other insecurities. Data were collected on antecedents and coping with the insecurities. Multiple regression analysis using a repeated-measures design yielded common antecedents of the four insecurities. A significant interaction emerged between age and domain, reflecting different occupational and employment concerns across age groups. Factor analysis with varimax rotation of the coping checklist developed for this thesis supported the formation of four coping scales: palliation, job search, self-development through education, and withdrawal. Multiple regression analysis using a repeated-measures design revealed that people cope with all insecurities through palliation, withdrawal and self-development activities. Significant interactions emerged that confirmed the targeted use of job search activities in
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Wall, Sharron. "Careers of freelance creative and performing artists : implications for education." Thesis, McGill University, 1988. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=64100.
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Baker, Meredith. "Transition from Craftsperson to Career and Technical Education Teacher: A Qualitative Study of Prior Mentoring Experiences." Honors in the Major Thesis, University of Central Florida, 2003. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/407.
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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucfBachelors
Education
Vocational Education and Industry Training; Occupational Education
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Gresham, Jennifer L. "The Transition Experience of Second Career Respiratory Faculty: a Phenomenological Study." Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc500217/.
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This phenomenological study investigated the transition experiences of clinical respiratory therapists who pursued second careers as respiratory faculty. Situated Learning Theory and Workplace Learning Theory were the frameworks for interviews with 11 second career respiratory faculty who had taught fewer than five years in baccalaureate degree programs. The goal of this study was to identify the major themes of their experiences. Thematic analysis revealed five common experiences: under-preparation, challenges, overwhelmed feelings, personal responsibilities, and rewards. The common theoretical framework for all participants was the critical need to understand their communities of practice within their organizations. From this study, respiratory department chairs and administrators may better understand the challenges and needs of clinical therapists as they transition into faculty positions. Positive experiences such as improved orientations and continued effective faculty support may promote a more rewarding and long-term practice.
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Bouleau, Chloé. "Migrant women entrepreneurship in Sweden: A life-course approach to contextualize gendered career trajectories." Thesis, Stockholms universitet, Kulturgeografiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-182384.
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Emerging from discussions within gender, contextual embeddedness, and migration, this research addresses the issue of the labor market integration of highly educated migrant women in Sweden. The thesis seeks to broaden the understanding of the gender gap in entrepreneurship by contextualizing the decisions of starting a business, analyzing the different strategies employed by migrant women to develop their businesses as well as the role of entrepreneurship in their lives in relation to gender norms. The study uses the life course approach and methods as well as a gendered multi-context framework (Welter et al., 2014) to investigate the following research questions: 1) Under what circumstances do migrant women turn to entrepreneurship in their life course and what are the associated changes on their career? 2) How do they mobilize social ties across different spatial contexts and business stages? 3) How do migrant women make sense of entrepreneurship in relation to gendered societal norms from the country of origin and destination? The results suggest that complex temporal, spatial, social, and institutional dynamics condition the decision to start a business, and the different strategies employed. Furthermore, entrepreneurship appears as a way to challenge and overcome gender norms.
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Redmond, Georgine Richardson. "Deans of nursing: pathways to the deanship." Diss., Virginia Polytechnic Institute and State University, 1987. http://hdl.handle.net/10919/49874.
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The purpose of this study was to describe dean's perspectives on the life/career relationships and experiences which were significant in their pathways to their first nursing deanship. A developmental model guided this inquiry and was used to explain the development of these women's personal and professional identity.
The study design was naturalistic. Data were collected by survey, life history interviews, and through document search of curriculum vitae. Field notes were recorded throughout the data collection period. Data were analyzed using Spradley's (1979) ethnographic analysis techniques consisting of domains, taxonomies, components, and themes.
The study yielded the following themes: (1) a strong valuing by the participants of (a) education and (b) achievement; (2) a pattern of female-female relationships which provided the deans with role modeling of important leadership behaviors, support, encouragement, and information for making educational and career choices; (3) a pattern of early leadership behavior which included an enjoyment of/or a desire to be in charge.
Conclusions of the study were: (1) the Erikson-Levinson model was generally descriptive of the women studied; (2) people and relationships were extremely important in the lives and the careers of the women studied; (3) the early socialization experiences and relationships of these women contributed to the development of leadership behaviors and positive ego development; (4) through the supportive relationships of their husbands and their own organizational abilities, the married deans were able to accomplish their career goals; (5) through early family and educational experiences and relationships, in this study developed strong values related to the importance of achievement and education.Ed. D.
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Young, Kasperi Martina, and Annette Mäkelä. "Ombytliga kvinnor : Kvinnors karriärbyten via akademiska studier." Thesis, Stockholms universitet, Institutionen för pedagogik och didaktik, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-78695.
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Studien syftar till att undersöka orsakerna till kvinnors karriärbyten genom akademiska studier. Med undersökningen försöker vi ge ett nytt perspektiv på samhällsvetenskaplig forskning om kvinnors karriärvalsprocesser. I studien används både en kvantitativ och en kvalitativ metod i syfte att besvara våra forskningsfrågor. Den kvantitativa metoden med enkätundersökningar riktas till kvinnliga studenter vid Stockholms universitet. Den kvalitativa studien baseras på intervjuer med sex respondenter från enkätstudien. Analys och slutsats baseras på de resultat vi fått från enkätundersökningen och de enskilda intervjuerna med stöd i lämpliga karriärvalsmetoder och teorier. Resultatet visar att orsakerna till kvinnornas karriärbyte är brytpunkter av såväl frivillig som påtvingad karaktär. Kvinnornas handlingshorisont och de brytpunkter och rutiner som de utsätts är påverkade av kvinnornas habitus, tidigare erfarenheter och var i livscykeln de befinner sig vilka styr deras beslut och deras handlingar. Vår slutsats är att kvinnornas studie- och yrkesval framför allt är ett intresse och en karriärstrategi samt en strävan att öka livskvaliteten.The study aims to investigate the reasons underlying women's career changes through academic studies. We try to give a new perspective on women’s career choice processes in social science research. Both a quantitative and a qualitative method were used in order to answer our research questions. The two methods complement and reinforce each other while providing a more nuanced picture of the problem area. The quantitative method consisting of a questionnaire addressed a number of selected female students at StockholmUniversity. The qualitative study is based on interviews with six respondents selected from the survey. Processing and analysis are based on the results from the survey and the individual interviews with the support of appropriate career choice methods and theories. The results show that the causes of women's career changes are the turning points of either a volunteer or forced character. Women's action horizon, the turnings points and routines are influenced by their habitus, previous experiences and were they are in life. Our conclusion is that women's educational and career choices primarily are an interest and a career strategy as well an effort to increase the quality of life.
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Isom, Margaret Smith. "Radical career changes of middle-aged professional, technical, and managerial workers in the New River Valley area of Virginia." Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54202.
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The specific problem of this study was to determine common characteristics of midlife professional, technical, and managerial workers who have made voluntary radical career changes, to identify positive and negative experiences faced by these individuals, and to identify coping strategies used by the career changer and families of the career changers.
Data were gathered by the participant observation method of qualitative research. Twenty purposively selected career changers were interviewed using semi- structured interview questions. Questions were categorized as follows: personal background, schooling, career history, the career change, and after the career change. The interview sessions were tape recorded. Responses to the interview questions were assembled, codified, and examined for similarities. A profile of a middle-aged professional who has made a radical career change was developed. Excerpts from the profile follow. This individual: (a) is about 43 years old, (b) has worked in the same career for about 13 years prior to the change, (c) experienced no major traumatic event before the change, (d) received no assistance from a "help" agency during the time of change, (e) had few barriers to overcome in making the transition, (f) adjusted to the change with a minimum of effort, and (g) remained financially stable after the change. A major finding of the study was that 17 of the 20 subjects said they were better off psychologically after making the career change.Ed. D.
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Bazyler, Caleb D., Jacob R. Goodin, George Beckham, H. Santana, M. Swartz, and Ashley A. Kavanaugh. "Analysis of Changes in Strength, Explosiveness, and Agility Performance over an NCAA Division I Tennis Career: A Case Study." Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu-works/3840.
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Donohue, Ross D. "An examination of Holland's constructs in relation to career change and persistence." Thesis, Queensland University of Technology, 2001. https://eprints.qut.edu.au/36663/1/36663_Digitised%20Thesis.pdf.
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Holland's (1997) constructs in relation to career change/persistence were examined using a mixed-method design. The quantitative phase involved 153 career persisters and 150 career changers (intent on career change and had taken action to activate the transition) who completed the Self-Directed Search (SDS), Career Attitudes and Strategies Inventory (CASI), Vocational Identity Scale (VIS), and a Research Questionnaire. Follow-up interviews were conducted with representative persisters (n = 14) and changers (n = 14) to confirm and expand the quantitative findings. In the quantitative study, persisters were more congruent (C-Index; Brown & Gore, 1994) than changers. Changers also contemplated moving to careers that were more congruent than their current careers. In accord with Holland's theory, there was no difference between the current work environment congruence of persisters and the pursued work environment congruence of changers. However, contrary to expectations, congruence did not increase with successive changes. In the qualitative phase, consistent with the quantitative findings, congruence was more important for persisters than changers in choosing their current career. Persisters were more likely than changers to identify ways in which their career afforded expression of congruence. Congruence was important in the decision to persist, while incongruence influenced the decision to change. In terms of Holland's secondary constructs, persisters had higher vocational identity than changers, however, there were no differences in consistency or differentiation. Vocational identity was the only secondary construct to add to the prediction of career change/persistence, with congruence held constant. No secondary construct moderated the relationship between congruence and career change/persistence. With regard to the CASI scales, persisters had higher job satisfaction than changers, which was confirmed qualitatively. Job satisfaction influenced the decision to persist in career, while dissatisfaction influenced the decision to change career. In the quantitative study, persisters had higher career worries than changers and qualified support was obtained qualitatively. Career worries influenced persistence, while they were uninfluential in the decision to change career. Quantitatively, changers were higher than persisters in their skill development. Interview responses provided some support and suggested changers often viewed their transition as an opportunity to acquire skills, while many persisters reported that aversion to training/study influenced their decision to remain.
In the quantitative study, changers were more likely to take risks than persisters and this was confirmed qualitatively. Risk aversion influenced the decision to persist in career, while risk seeking influenced the decision to change career. Consistent with Holland's (1996b) proposition, selected CASI scales (Job Satisfaction, Career Worries, Skill Development, Risk-Taking Style, and Dominant Style) contributed additional explanatory power, over and above congruence, in predicting career change/persistence. In fact, these scales were substantially better predictors of career change/persistence than congruence. Theoretical and practical implications are also discussed.
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Southwood, David. "For the State or for the Student: Changes in Career Advice in New South Wales Secondary Schools in the Twentieth Century David Hugh Southwood A thesis submitted in partial fulfilment of the requirements of the degree of B.A. (Hons) in History. University of Sydney October." Thesis, Department of History, 2012. http://hdl.handle.net/2123/8838.
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This thesis looks at how changes in the Australian Federal Government’s economic policy have affected career advice practices in New South Wales Secondary Schools. From 1927 – 75, career advice practices were primarily used to assist the nation in the process of industrialisation. However, from 1975 – 96 careers advice in schools has become increasingly marginalised as a result of the professionalisation of the role during the 1970s. The process of professionalisation had the effect of estranging Careers Advisers from the educational establishment and reducing their utility in facilitating the economic ambitions of the Federal Government.
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Klag, Malvina. "Understanding the individual turnover decision as a temporal process : an interpretive study of physicians." Thesis, McGill University, 2008. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=115627.
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Though turnover researchers have called for a deeper understanding of the temporal and contextualized process of individual voluntary turnover, little empirical progress in this direction has been made. Adopting Price's (1977) dynamic conceptualization of turnover as moving from one social system to another, and drawing upon knowledge across organizational, social psychological and psychological domains, this exploratory thesis uses in-depth topical life histories to examine individual experiences with stay/leave decision processes in their construed context.Findings challenge longstanding assumptions of linearity and continuity in turnover decision processes, as well as the conventional wisdom that utility-maximizing logic underlies these decisions. The data suggest that the pursuit of context-self congruence is a driving force in stay/leave decision processes, and that self-concept, emotions and psychological states may be under-studied influencers of these decisions. Results further uncover decision process characteristics previously rendered inaccessible to researchers, due to the predominant use of correlational studies in turnover research. These characteristics include: a) pivotal points of transition; b) the story lines that underlie influencing factors; c) the nature and role of context; and d) the consequences of engaging in these decision processes, for participants and for their workplaces, regardless of the outcome.
This idiographic study, using a purposive sample from a single population of Quebec physicians, is intended to provide turnover researchers with a starting point for cross-group retrospective and longitudinal comparisons. It also aims to stimulate hypothesis generation that accounts for time and the contextual conditions under which particular factors are likely to affect the turnover decision. From a practical viewpoint, this thesis begins to answer the call from Canadian and Quebec Health Care Human Resource specialists for a deeper understanding of the psychosocial aspects of Canadian healthcare worker turnover and retention (British Columbia Office of the Auditor General, 2004; Dubois & Dussault, 2002).
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Harwood, Ann. "Lifelong learning the integration of experiential learning, quality of life work in communities, and higher education /." CONNECT TO THIS TITLE ONLINE, 2007. http://etd.lib.umt.edu/theses/available/etd-05272008-140513/.
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Brosnan, Audrey M. "Discernment of ministerial transition the Acta of professional lay ministers /." Theological Research Exchange Network (TREN), 1999. http://www.tren.com.
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Rachel, Jason. "EVALUATION OF A TRAINING INTERVENTION FOR PERSONAL CARE ASSISTANTS AND THE EFFECT OF AGE AND EXTRINSIC JOB SATISFACTION: CHANGES IN CAREER COMMITMENT AND JOB SATISFACTION." VCU Scholars Compass, 2011. http://scholarscompass.vcu.edu/etd/2351.
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Home care is a vital component of the United States healthcare delivery system. The demand for home care has steadily increased over the past decade and it is projected that this increase will continue over the next several decades. Moreover, the utilization of Medicaid waiver home and community-based care services has expanded to provide an alternative to the more costly institutional placement. In order to meet this growing demand while maintaining the cost-savings, the system relies primarily on the minimally trained, healthcare paraprofessionals known as Personal Care Assistants (PCAs). The present study examined the career commitment and job satisfaction of PCAs who provide Medicaid waiver home and community-based care services and participated in a 40-hour training intervention. Specifically, the study evaluated differences in pre- and post-training levels of career commitment as measured by the Career Commitment Measure (CCM), in terms of overall career commitment and the three subscales: career identity, career planning, and career resilience; and job satisfaction as measured by the Minnesota Satisfaction Questionnaire (MSQ), in terms of overall job satisfaction and the two subscales: extrinsic job satisfaction and intrinsic job satisfaction, between age groups and groups based on extrinsic job satisfaction. Additionally, the study examined the interaction of age and extrinsic job satisfaction as a moderator on the influence of the training intervention to produce a change in career commitment and the three subscales of career commitment, career identity, career planning, and career resilience job satisfaction. The results of analyses were varied across groups and measures. Specifically, there were no statistically significant differences across age group in terms of changes in career commitment or job satisfaction as a consequence of the training; however, post-hoc examinations revealed statistically significant within group changes. A decrease in the overall, intrinsic, and extrinsic job satisfaction score from pre- to post-training for the 40-49 age group was found. Likewise, the 50-59 age group showed a statistically significant decrease in the extrinsic job satisfaction scores from pre- to post-training. The PCA’s level of extrinsic job satisfaction did have a statistically significant differential effect on changes in overall career commitment and career planning scores as a consequence of the training. The exploration of the interaction of age and extrinsic job satisfaction to influence changes in career commitment as a consequence of the training found statistically significant main effects with respect to levels of extrinsic job satisfaction for overall career commitment, career identity, career planning, and career resilience. However, no main effects for age and no interaction effects were obtained. These study findings have important implications for future research, and the development of training curricula and evaluation. Results provide critical information about this largely overlooked group of healthcare paraprofessionals, which have practical application in more effectively improving job satisfaction through training initiatives, thereby increasing the recruitment and retention of the paraprofessional healthcare workforce.
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Souza, Ana Maria dos Santos Pereira de. "Comprometimento organizacional em contexto de fusões & aquisições: estudo de caso em trajetória de organização bancária." Universidade Federal da Bahia, 2003. http://www.adm.ufba.br/sites/default/files/publicacao/arquivo/dissertacao_ana_maria.pdf.
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O presente estudo buscou analisar os impactos das fusões e aquisições sobre o comprometimento organizacional dos empregados, que vêm participando na trajetória dessas mudanças: focaliza Intervenção do Banco Central do Brasil em agosto de 1995, no Banco Econômico S/A, que passou pela fusão com o Banco Excel S/A - Excel Econômico, pela aquisição do Banco Bilbao Vizcaya, espanhol, até a última aquisição pelo Bradesco. Compara as distintas estratégias de enfrentamento desse fenômeno e, adicionalmente avalia os impactos das constantes mudanças que a empresa enfrentou nos últimos 8 anos. Assim, ao investigar efeitos de aquisições e mudanças sobre o comprometimento organizacional, utilizou-se o modelo tríplice de Meyer; Allen (1991), com suas bases afetiva, normativas e instrumentais. Aplicou-se um questionário aos empregados – entrevista estruturada, com tratamentos estatístico das respostas e a preocupação na análise dos dados em articular as mudanças de um banco para outro com os níveis de comprometimento. Os resultados apontam níveis altos tanto do comprometimento instrumental quanto do afetivo, e reforçam a importância cada vez maior do comprometimento com a carreira (consigo mesmo) no que diz respeito à qualificação, empregabilidade e visão de mercado. A ênfase no comprometimento com a carreira, revelou a dimensão que o trabalho e o emprego assumem na vida das pessoas, reafirmada principalmente a partir do momento em que os “sobreviventes” vão permanecendo no processo. Espera-se que esta pesquisa dentro dos limites previstos, contribua para outras discussões que aprofundem o comprometimento com o trabalho.
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Hennicke, Maria Vladimirovna [Verfasser]. "How the past influences the future : Essays on founding team characteristics, start-up team changes, entrepreneurial career paths and future performance / Maria Vladimirovna Hennicke." Frankfurt am Main : Frankfurt School of Finance & Management gGmbH, 2021. http://d-nb.info/1236776917/34.
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Hoffmann, Arthur J. Jr. "An analysis of the impact of changes in the officer education system on the Army's transient, holdee, and student account." Thesis, Monterey, California. Naval Postgraduate School, 2004. http://hdl.handle.net/10945/1571.
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Approved for public release, distribution is unlimitedThe United States Army is making changes in the Officer Education System for 2nd lieutenants to majors. These changes affect the size of Transient, Holdee and Student account (THS). The current Officer Basic Course changes to a two-phased system called Basic Officer Leadership Course (BOLC II and III). A twenty-week Captains' Career Course (CCC) replaces the current CCC and Combined Arms and Service Staff School (CAS3). Currently, Command and General Staff College (CGSC), where 50% of a year group attends resident CGSC, shifts to a two-phased approach with a Common Core Course and a Career Field Qualification Course. This thesis includes an Excel simulation model producing monthly predictions for six years for officers in THS account because of schooling. Assignments are Permanent Change of Station (PCS), Temporary Duty (TDY) Enroute, or TDY and Return. Therefore, if 30% of majors attend Officer Education System (OES) as a PCS or TDY Enroute, the THS account sees a man-year increase of between 166 and 552 personnel. For CCC, if 30% of captains attend CCC as PCS/TDY Enroute, THS shows a man-year decrease of between 1162 and 1171. When the new BOLC education system was simulated, the THS account showed a man-year increase of between 172 and 242 when compared to the current OBC.
Army Deputy Chief of Staff, G-1
Major, United States Army
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Zdrojewski, Simone Verfasser], and Hans-Peter [Akademischer Betreuer] [Blossfeld. "Patterns and changes of young people’s labor market entry and early career establishment in France since the early 1990s / Simone Zdrojewski. Betreuer: Hans-Peter Blossfeld." Bamberg : Otto-Friedrich-Universität Bamberg, 2012. http://d-nb.info/1058436252/34.
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Zdrojewski, Simone [Verfasser], and Hans-Peter [Akademischer Betreuer] Blossfeld. "Patterns and changes of young people’s labor market entry and early career establishment in France since the early 1990s / Simone Zdrojewski. Betreuer: Hans-Peter Blossfeld." Bamberg : Otto-Friedrich-Universität Bamberg, 2012. http://nbn-resolving.de/urn:nbn:de:bvb:473-opus4-6195.
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