Dissertations / Theses on the topic 'Career roles'
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Wilkey, Brian Mize. "Gender Role Flexibility: An Account of Its Effects on Career Role Projections." Miami University Honors Theses / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=muhonors1272047704.
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Broers, Catharina Maria, and n/a. "Career and Family: The Role of Social Support." Griffith University. School of Psychology, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070110.095525.
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Balancing a successful career with a family life can be challenging and impact on a person's satisfaction in their work and family roles, affecting not only the person but their partner and children as well. This study examined the influence of social support from family and work associates on the role satisfaction of female and male managers, and their children's adjustment. Participants were 96 male and 100 female managers and their families. The first aim of this study was to examine the relative importance of work and family support for satisfaction in the roles of paid worker, spouse and parent. Findings showed that social support had a domain-specific effect, with work support associated with job satisfaction, and family support associated with marital and parenting satisfaction. The second aim of the study was to evaluate gender differences in perceived social support, and the association of support with role satisfaction. Although there were considerable differences in the managers' work and family arrangements, female managers and male managers reported receiving similar levels of work and family support, and the strength of the relationship between social support and role satisfaction was similar for both genders. The final aim of the study was to examine the role of social support in the larger family system, as research has mainly focussed on the influence of social support on the support recipient. This study extended research on the relationship between social support and role satisfaction, by showing that family support was not only associated to managers' role satisfaction, but also to managers' interactions with their children, and their children's adjustment. Work support on the other hand, was related to job satisfaction, but not to parent-child interactions and child adjustment. The findings from this study could inform clinicians' treatment of families with children experiencing problems by addressing the relationship of family support with child adjustment. Findings could also inform governments' work and family agendas, which generally focus on providing assistance to employers with the development of workplace policies to improve work-family balance. Governments should also promote the role of family support, and provide information for families on how to arrange household and childcare tasks and provide support to each other to facilitate work-family balance. Furthermore, the current study showed that work support is positively related to employee's job satisfaction, which is important for employees as well as employers. Employers can promote supportive relationships among employees through establishing networking opportunities for their employees, such as breakfast meetings, workshops and seminars, and business planning days. This study showed that some people can have it all - a satisfying and successful career, a happy marriage, and fulfilling parenthood - and social support appears to play a significant role in achieving this.
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Broers, Catharina Maria. "Career and Family: The Role of Social Support." Thesis, Griffith University, 2006. http://hdl.handle.net/10072/366785.
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Balancing a successful career with a family life can be challenging and impact on a person's satisfaction in their work and family roles, affecting not only the person but their partner and children as well. This study examined the influence of social support from family and work associates on the role satisfaction of female and male managers, and their children's adjustment. Participants were 96 male and 100 female managers and their families. The first aim of this study was to examine the relative importance of work and family support for satisfaction in the roles of paid worker, spouse and parent. Findings showed that social support had a domain-specific effect, with work support associated with job satisfaction, and family support associated with marital and parenting satisfaction. The second aim of the study was to evaluate gender differences in perceived social support, and the association of support with role satisfaction. Although there were considerable differences in the managers' work and family arrangements, female managers and male managers reported receiving similar levels of work and family support, and the strength of the relationship between social support and role satisfaction was similar for both genders. The final aim of the study was to examine the role of social support in the larger family system, as research has mainly focussed on the influence of social support on the support recipient. This study extended research on the relationship between social support and role satisfaction, by showing that family support was not only associated to managers' role satisfaction, but also to managers' interactions with their children, and their children's adjustment. Work support on the other hand, was related to job satisfaction, but not to parent-child interactions and child adjustment. The findings from this study could inform clinicians' treatment of families with children experiencing problems by addressing the relationship of family support with child adjustment. Findings could also inform governments' work and family agendas, which generally focus on providing assistance to employers with the development of workplace policies to improve work-family balance. Governments should also promote the role of family support, and provide information for families on how to arrange household and childcare tasks and provide support to each other to facilitate work-family balance. Furthermore, the current study showed that work support is positively related to employee's job satisfaction, which is important for employees as well as employers. Employers can promote supportive relationships among employees through establishing networking opportunities for their employees, such as breakfast meetings, workshops and seminars, and business planning days. This study showed that some people can have it all - a satisfying and successful career, a happy marriage, and fulfilling parenthood - and social support appears to play a significant role in achieving this.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Psychology
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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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Hren, Stephen Frank. "A Multicase Study of the Impact of Perceived Gender Roles on the Career Decisions of Women in Science-Related Careers." DigitalCommons@USU, 2012. https://digitalcommons.usu.edu/etd/1415.
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The purpose of this study was to determine how perceived gender roles developed throughout childhood and early adulthood impacted the career decisions of women in science-related career fields. An additional purpose was to determine if my experiences as I analyzed the data and the propositions discovered in the study would become a transformative agent for me. A multicase framework was utilized so that within and between case analyses could be achieved. Four women who showed early promise in science were chosen as the case study participants.
The relationship of gender roles to the career decisions made by the four cases were arbitrated through three areas: (a) supports, which came from parents, immediate family members, spouses, teachers, mentors, and collaborators; (b) opportunities, which were separated into family experiences and opportunities, school and community opportunities, and postsecondary/current opportunities; and (c) postmodern feminism, which was the lens that grounded this study and fit well with the lives of the cases. As seen through a postmodern feminist lens, the cases’ social class, their lived experiences tied to their opportunities and supports, and the culture of growing up in a small rural community helped them develop personas for the professions they chose even where those professions did not necessarily follow from the early promise shown for a sciencerelated career. In addition, as related to my transformation as a male researcher, being a male conducting research in a realm most often shared by women, I was able to gain greater empathy and understanding of what it takes for women to be successful in a career and at the same time maintain a fruitful family life.
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Hollihan, Kimberly A. "Exploring equity in dual-career families, men's perceptions of life roles." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0001/NQ41073.pdf.
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Cannard, Kelly. "National Board Certification: A Career Imprint That Transfers to Teacher Leadership Roles." Thesis, Harvard University, 2017. http://nrs.harvard.edu/urn-3:HUL.InstRepos:33052845.
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Since its inception in 1987, the National Board for Professional Teaching Standards has certified over 112,000 accomplished teachers in its effort to professionalize teaching. During this same period, districts have added teacher leadership positions to improve the instructional practice of teachers and meet the complex needs of students, something the Board envisioned for National Board Certified Teachers (Carnegie Forum on Education and the Economy, 1986). However, there is a lack of research about if and how NBCTs holding formal teacher leadership roles utilize their expertise to improve instruction among their peers. This qualitative study sought to examine this issue through semi-structured interviews with forty-three teacher leaders who are National Board Certified Teachers in four public school districts and one state context.
In this dissertation, I make the case that National Board Certification served as a career imprint (Higgins, 2005) that National Board Certified Teachers subsequently transferred to their work as teacher leaders and encouraged in their peers. The imprint consisted of capabilities in knowing one’s students, constructivist and differentiated instruction, and observing, describing, and reflecting continuously on instructional practice The cognitive aspects of the imprint included a belief that understanding one’s students was central to instruction, a commitment to assuming internal responsibility for student learning, and an assumption that reflecting continuously on their instruction would lead to improved teaching and learning. The participants indicated that, although National Board Certification prepared them as excellent teachers, they still needed organizational supports to extend what they learned through the process to other teachers. In the absence of some supports, they said that they could not fully transfer the imprint. In a few unique cases, NBCTs reported that they were able to alter the policy context in order to create a more favorable environment for the principles and practices from National Board Certification to take hold among other teachers.
The findings suggest that NBPTS could work collaboratively with other organizations and policymakers to more explicitly advance the principles and practices underlying National Board Certification imprint as well as promote NBCTs as teacher leaders beyond their classrooms. Steps that NBPTS, districts, states, and teacher leaders could take to strengthen the extension of the Board imprint in order to improve instruction and learning in schools are outlined. Avenues for further research are explored.
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Bowles, Susan S. "The perceived influence of the STARR teacher program on professional growth of program participants and their subsequent career roles." Diss., Columbia, Mo. : University of Missouri-Columbia, 2008. http://hdl.handle.net/10355/5575.
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Thesis (Ed. 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 July 22, 2009) Includes bibliographical references.
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Providence, Cheryl Jepsen. "Effects of instrumentality and expressiveness on women's preferences for multiple life-career roles." Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/897474.
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Based on Super's (1990) developmental model of career development and Spence and Helmreich's (1978) gender identity theory, this study examined the relationship between the gender-related traits of instrumentality and expressiveness and women's preferences for multiple life-career roles. Super (1990) suggested that a career, as represented by the major life roles of student, worker, citizen, homemaker, and leisurite, is influenced by sex role stereotyping and individual differences. It was hypothesized in this project that gender role orientation (levels of instrumentality and expressiveness) would have an effect on women's role preferences.Adult women (N = 100) from three medium-sized midwestern communities were recruited from churches and community sororities. The women ranged in age from 20 to 82, with a mean age of 44.8 years. A response rate of 53%% was obtained. Role preferences, as expressed by women's participation, commitment, and value expectations, were measured by Nevill and Super's (1986) Salience Inventory (SI). Gender role orientation was assessed by Spence and Helmreich's (1974) Personal Attributes Questionnaire (PAQ). Scores on the PAQ were grouped into the categories ofandrogynous, instrumental, expressiveness, and undifferentiated by the median split technique. A demographic questionnaire was also administered.The demographic variables were grouped conceptually into five categories: personal, occupational, role satisfaction, parental influence, and spousal support for the purpose of preliminary analyses. Results of these analyses (Pearson Productmoment correlations, canonical correlations, and discriminant function analyses) revealed that personal and role satisfaction variables may moderate women's gender role orientation and role preferences. The main analyses were then conducted with three separate between-subjects MANOVAs. Although the results of the MANOVAs involving women's participation and commitment to multiple life-career roles were nonsignificant, another MANOVA involving women's value expectations was significant. Post-hoc procedures indicated that androgynous women had greater expectations of achieving their values in their work role than did instrumental women. It was also found that androgynous women had higher value expectations in the community and home roles than did undifferentiated women.A number of theoretical, empirical, and counseling implications were discussed. Limitations of the study were discussed in terms of the sample characteristics and the statistics employed.Department of Counseling Psychology and Guidance Services
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Hildenbrand, Mary Elizabeth. "Gender roles and future possible selves related to career and work/family balance /." Available to subscribers only, 2007. http://proquest.umi.com/pqdweb?did=1407689601&sid=2&Fmt=2&clientId=1509&RQT=309&VName=PQD.
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Conforti, Alexandra. "Planning for Family and Career: Whose Job is it Anyway?" Scholarship @ Claremont, 2017. http://scholarship.claremont.edu/scripps_theses/1012.
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This correlational study investigates traditional gender roles, self-efficacy for career and parenting, and socioeconomic status (SES), as they relate to university undergraduates’ planning for career and family and anticipation of work-family conflict regarding their future families. Unmarried, undergraduate women and men of varying socioeconomic status will complete an online survey consisting of several scales. Proposed results predict that women must often choose between career goals and family care, whereas men usually do not. Expectedly, women will show higher self-efficacy for parenting and increased anticipation of work-family conflict and planning for career and family compared to men. It is proposed that men will exhibit greater self-efficacy for career. Women of lower SES and women who aspire to obtain leadership positions at work will likely report higher anticipated work-family conflict. Those of lower SES will likely hold more traditional gender beliefs than the middle and upper SES groups, and men whose fathers helped in the home will likely have higher self-efficacy for their own parenting. The anticipated results indicate a discrepancy between men’s and women’s and those of differing SES’s planning for work and family. Women will tend to undertake an increased burden; however, a switch to more family-friendly workplace policies for men and women would likely help couples become more egalitarian in their division of family and career labor and planning.
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Smith, Rhianna M., Ben Blackford, Gwendolyn Combs, Lynn Harland, Deborah Wells, Shannon Juergens, C. Allen Gorman, and Angela Miles. "Considering Administrative Roles and Alternative Career Paths in Academia: Is One Right for You?" Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/7764.
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In academia there are many ways to have a successful and meaningful career, but one—research -- often gets the bulk of the attention. This panel was assembled with the theme of the conference, “Developing the Whole Professor to Change the Organizational World,” to create a space for the conversation about alternative roles in academia, specifically administrative career options and choices. Sometimes an administrative career is part of a strategic career plan to advance outside of the traditional research-teaching-service role; for others, a situation arises and leadership is needed when a position needs to be filled. Whichever way you are called into administrative assignments, participants in this panel will share with you their motivations and concerns as they entered into administrative assignments. The panel includes current and former Dean’s, School Directors, Department Chairs, and Center Directors and was assembled to provide faculty and doctoral students at all career stages an opportunity to think beyond the traditional academic role as they consider their career in academia.
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Mak, Yau-kay Winnie. "The roles and training needs of staff in the Hong Kong Polytechnic : perceptions and implications for staff development /." Hong Kong : University of Hong Kong, 1989. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18114325.
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Saldanha, Marcelo Bravo Cassales. "Adaptabilidade de carreira em trabalhadores-estudantes do ensino superior." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2013. http://hdl.handle.net/10183/98291.
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Este estudo objetivou investigar qualitativamente a adaptabilidade de carreira de trabalhadores-estudantes, descrevendo como percebem seus recursos de adaptabilidade e os expressam no dia-a-dia. Entendeu-se que este público vivencia uma situação de transição de carreira ao desempenhar simultaneamente os papeis de trabalhador e de estudante, o que exige mais de sua capacidade de adaptação e consequentemente gera maior ativação de sua adaptabilidade de carreira. Participaram deste nove trabalhadores estudantes de nível superior de graduação de universidades particulares da cidade de Porto Alegre. A coleta de dados foi feita utilizando uma entrevista semiestruturada aplicando a estratégia teaching the test proposta por Savickas e Porfeli (2011), que consiste em aplicar uma escala e discutir as respostas com o participante. Foi utilizada a versão brasileira da Escala de Adaptabilidade de Carreira como objetivo de abordar aspectos relacionados aos construtos investigados, sendo o material verbal produzido analisado através de análise temática. Os resultados são apresentados em duas seções: percepções sobre o manejo dos papeis de trabalhador e estudante e percepções sobre a adaptabilidade de carreira. Cada tema ou subtema foram ilustrados com excertos representativos. Discutem-se as limitações do estudo e sugerem-se possibilidades para estudos futuros.This study aimed to investigate qualitatively the career adaptability working-students, describing how they perceive their adaptability resources and express daily. It was understood that the public experiences a situation of career transition to simultaneously play the roles of worker and student, which requires more of your adaptability and consequently generates greater activation of their career adaptability. Participated in this nine workers postsecondary students graduate of private universities in the city of Porto Alegre. Data collection was done using a semistructured interview applying the strategy teaching the test proposed by Savickas e Porfeli (2011), which consists of applying a scale and discuss the answers with the participant. We used the Brazilian version of the Scale of Career Adaptability aimed to address issues related to the constructs investigated and verbal material produced analyzed using thematic analysis. The results are presented in two sections: perceptions about the management of student and worker roles and perceptions of career adaptability. Each theme or subtheme were illustrated with excerpts representative. We discuss the limitations of the study and suggest up possibilities for future studies.
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Carnahan, Diane A. "Teachers in California partnership academies: Roles, relationships and student success." Scholarly Commons, 2012. https://scholarlycommons.pacific.edu/uop_etds/20.
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The problem for this study is positioned in exploring how four high school academic (two science, one English, one history) teachers change their curricular, pedagogical, and assessment practices from traditional high school environments to career-oriented program settings, such as California Partnership Academies (CPAs). The participants were from four different school sites and districts and represented industry sectors related to energy, green engineering, or environmental science. This was a qualitative, collective case study using classroom observations, interviews. and document review of lessons as the data sources. This study found that participants provide an instructionally stable and efficient learning environment in the CPA academic classroom setting, one in which teachers get to know students well and have the flexibility to modify their instructional practices to meet the needs and goals of the academy program. The findings provided evidence that participants' instructional practices with their academy students are different from the instructional practices in their traditional non-academy classrooms. Differences include how participants plan for instruction, the curriculum materials and teaching strategies they use, how they assess student learning, and what classroom culture is established. It is reasonable to infer from the findings that it is not any single strategy or approach that provides an effective and stable curricular instructional program for students in California Partnership Academies. Rather, it is a combination of teacher's actions (e.g. classroom culture they establish), behaviors (e.g. role and teacher-student relationships), and beliefs (e.g. self-efficacy) that contribute to their ability to move from a traditional instructional setting to a career-oriented environment. In addition, the collaborative nature of the academy team of teachers and the commitment they make to implement the goals of the academy to ensure student success constitute significant findings that compliment the current research. These findings also build on or expand the research by presenting examples of the curriculum, pedagogical, and assessment practices found in career academy settings. Findings are significant for practitioners who seek to understand what is needed from teachers, administrators and teacher educators to improve the environment of high school programs and close the instructional gap currently found in our nation's secondary schools.
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Dupuis, Sherry L. "The roles of adult daughters in long-term care facilities, alternative caregiver career paths." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ27450.pdf.
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Råsbrant, Tika. "Employees’ experiences of work-life balance." Thesis, Södertörns högskola, Sociologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30983.
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In recent years, the interest in work-life balance within organizations has increased to a great extent due to the high technology development such as smartphones, laptops, tablets etc. The existing high technology work equipment has generated a possibility for employees to be more available and work more if needed and expected by the employer. The extended availability has caused a lot of employees to increase their working time, which in turn has induced increased stress and pressure (Yarnall, 2008, 121). The consequences have led to that the dichotomy work-life and private life adopts more blurred borders and often develops into a situation like the ”role-overload” (Allvin et al., 2013, 107) and a conflict between these two life spheres becomes a fact. Nowadays, several Swedish organizations have work-life balance practices for their employees. Some of these practices are regulated under Swedish legislation, for instance parental leave and the possibility for parents with small children to work part-time. This study investigates the employees’ actual experiences of work-life balance practices and how these practices affect the employees and indirectly the employer. There is a general assumption that organizations that offer different work-life balance practices do so to attract and keep employees, which is the reason why such practices are being viewed as a positive measure (Doherty, 2004, 447). This study investigates if and in what way there are positive and/or negative experiences or consequences of work-life balance practices for the employees, which in turn also could be affecting the employers. The study is qualitative and empirical. Eight Swedish officials employed in different Swedish organizations (one informant works for an American organization) have been interviewed. The theoretical models that have been used to specify and define the research method are “The Career Active System Triad, CAST” (Baruch, 2004, 100) and “The pros and cons of alternative work arrangements” (B.H. Gottlieb, E.K. Kelloway and E. Barham 1998) and to explain the result “The role expansion theory” (Nordenmark, 2004, 47). This study reveals the informants’ reality and experiences, which shows how society through companies and organizations (mezzo level) forms and guides the individuals (micro level) to act in certain ways. This phenomenon illustrates how society generates a “collective conscience” (Durkheim in Andersen & Kaspersen, 2007, 64). This study shows that organizations and societies implicitly through legislation, rules, practices and policies generate “value rational social action” (Weber in Andersen & Kaspersen, 2007, 74-75) among the individuals, which make them act in a certain way in accordance with the value rational social action, whether or not it fits in their individual life at the moment. Nevertheless, the result also demonstrates the positive attitudes towards the work-life balance practices offered by organizations and society through legislation. These practices allow employees regardless of gender to make choices that enables them to have several roles in life, which has been verified in previous research to be beneficial for well-being and health in general.
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Williams, Christine M. "Gender in the Development of Career Related Learning Experiences." University of Akron / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=akron1278702627.
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Kerekes, Kendall Teague. "An investigation of sex roles and locus of control that influence female leadership career intentions." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2090.
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This thesis attempted to uncover whether leadership career intentions and masculine sex-role orientation were mediated by internal locus of control. The intangible "glass ceiling" has continued to be a barrier for women in business. Research has repeatedly attempted to uncover the justification for sexual discrimination in the workforce, striving to find where the "weaknesses" of women in management ranks resided.
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Mak, Yau-kay Winnie, and 麥幼姬. "The roles and training needs of staff in the Hong Kong Polytechnic: perceptions and implications for staffdevelopment." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B31955861.
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Tomlinson, Diane C. "Perceptions of Selected Stakeholders Regarding Enrollment in Career and Technical Education Courses and Programs that are Non-traditional by Gender." Diss., Virginia Tech, 2019. http://hdl.handle.net/10919/90786.
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The Career and Technical Center in Coalfield County School Division (pseudonym) has maintained a history of student enrollment in career and technical education (CTE) courses and programs that are traditional by gender. That history has changed very little over the years, and students, both male and female, continue to enroll in CTE courses at the career center that are traditional for their gender. This trend persists despite Virginia Department of Education support for non-traditional enrollment and Carl D. Perkins Act legislation which encourages non-traditional enrollment in CTE.
The purpose of this qualitative research was to explore the perceptions of students, parents, teachers, administrators and counselors about student enrollment at the career center in CTE courses that are non-traditional. Through the use of individual interviews, the researcher gathered information from participants regarding their perceptions about barriers to non-traditional enrollment in CTE and also obtained participants' ideas about strategies for increasing non-traditional enrollment in CTE courses, courses that have the potential to positively impact students' career opportunities along with successful entrance into the work force. The results of this research will be shared with the school division as a potential resource for increasing non-traditional enrollment in CTE courses and programs at the career center.Doctor of Philosophy
The Career and Technical Center in Coalfield County School Division (pseudonym) has maintained a history of student enrollment in career and technical education (CTE) courses and programs that are traditional by gender. That history has changed very little over the years, and students, both male and female, continue to enroll in CTE courses at the career center that are traditional for their gender. This trend persists despite Virginia Department of Education support for non-traditional enrollment and Carl D. Perkins Acts legislation which encourages nontraditional enrollment in CTE. The purpose of this qualitative research was to explore the perceptions of students, parents, teachers, administrators and counselors about student enrollment at the career center in CTE courses that are non-traditional. Through the use of individual interviews, the researcher gathered information from participants regarding their perceptions about barriers to nontraditional enrollment in CTE and also obtained participants’ ideas about strategies for increasing non-traditional enrollment in CTE courses, courses that have the potential to positively impact students’ career opportunities along with successful entrance into the work force. The results of this research will be shared with the school division as a potential resource for increasing nontraditional enrollment in CTE courses and programs at the career center.
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Boster, Mark. "Gender equity of Traditional and Non-Traditional Career Roles in Newbery Award-Winning and Honor Books." Lynchburg, Va. : Liberty University, 2005. http://digitalcommons.liberty.edu.
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Shelley, Louise. "Research managers and research administrators in higher education : an exploration of changing roles and career experiences." Thesis, University of the West of England, Bristol, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.444519.
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Gay, Janet Olson. "The influence of dual-career, dual-earner, and single-earner family lifestyles on sex roles, attitudes toward sex stereotypes, and career-related decisions of young adults." The Ohio State University, 1995. http://rave.ohiolink.edu/etdc/view?acc_num=osu1387449775.
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Seethamraju, Ravi C. M., of Western Sydney Nepean University, and Faculty of Commerce. "Transition of engineers into management roles : an exploratory study in Australia." THESIS_FCOM_XXX_Seethamraju_R.xml, 1997. http://handle.uws.edu.au:8081/1959.7/679.
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A significant number of engineers move into management positions, their numbers increasing with their length of service. However, engineers are not considered to be effective managers and are generally considered inadequate in soft skills. Given the centrality of engineers and management, understanding this transition is essential in order to develop strategies for managing. This research is an exploratory field-based study of the transition of professional engineers into management roles (engineer-managers) in Australia, from the perspective of the individual engineer. The study investigates the attitudes of engineers towards such areas as engineering education, towards managerial transition, status, organizational support systems, and strategies for managing transition, and examines their influence on the process of transition. Importantly, this research examines the influence of factors such as job nature, management qualifications, age, employing organizations, and other variables on their attitudes, and studies the differences between various subgroups of engineers. This research is based on the results of a case study and a questionnaire survey. An important outcome of this research is the focus on the process of engineering education. This research concludes that different emphases in the process of teaching and learning would contribute, in the long run, to engineers developing soft skills, and so make their transition into management easier. The study found that electrical engineers are more proactive than civil or mechanical engineers and that it is necessary to develop different strategies for different groups of engineers. The study observed that the higher the status of professional engineers within an organization, the greater was the likelihood of success. Supporting the anecdotal evidence from the case study, it is noted that the more engineers there are in management positions, the better the perception of senior management about their capabilities. This study found that management education for engineers has a strong influence, both in terms of their acquiring managerial skills as well as enhancing their status within their organization. Experiential learning, though, is the most common method by which engineers acquire managerial skills. The study also found that this is the least-managed strategy in Australian organizations; learning is left entirely to the individual. For engineers to be able to take advantage of experiential learning, better management is necessaryDoctor of Philosophy (PhD)
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Mihailescu, Mara. "How Early-Career Female Physicians Experience Workplace Mental Health and Leaves of Absence In Ontario." Thesis, Université d'Ottawa / University of Ottawa, 2021. http://hdl.handle.net/10393/42384.
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The intersection of gender and early-career stage on the mental health of physicians is emerging and evident. This qualitative, interview-based study explores the perspectives of early-career female physicians regarding their mental health in the context of their work, their experiences with taking a leave of absence from work, and promising practices and supports that can support early-career female physicians in the workplace with regards to mental health and leaves of absence. Nine interviews with female physicians in the first ten years of practice in Ontario were conducted and analyzed thematically. A conceptual framework borrowed from the Healthy Professional Worker (HPW) Partnership was employed and revised based on the findings. The findings suggest that increased awareness of the challenges faced by early-career female physicians may contribute to the destigmatization of mental health and leaves of absence and foster supports at work. Policy makers and regulatory bodies should consider developing equitable leave of absence policies for physicians and reframing how seeking mental health care is viewed to contribute to positive culture change.
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Fischer, Sarah Hope. "Career Intentions and Experiences of Pre- and In-Service Female Band Teachers." The Ohio State University, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=osu1365793694.
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Leavitt, Lisa Michelle. "Facing the Caree/Family Dichotomy: Traditional College Women's Perspectives." BYU ScholarsArchive, 2005. https://scholarsarchive.byu.edu/etd/593.
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This qualitative study explored the experience of 32 traditional college freshmen women as they sought to choose a career with the idea of balancing career and family in the future. A traditional woman was defined as a woman whose central value system and cultural mores emphasize homemaking and childrearing as their primary role. Guided interviews were conducted to obtain in-depth descriptions of participants' experience. The interviews were transcribed and interpreted using a synthesis of qualitative methods based on Kvale's method. The six themes were as follows: 1. The concept of balancing careers and family life is not being discussed or addressed. 2. Participants saw their mothers' influence as the most significant in helping them come to their present decision about career and motherhood. 3. Education and a career are viewed as separate entities. 4. Participants reported experiencing both guilt and ambivalence over wanting both a career and a family. 5. Participants saw career and motherhood as mutually exclusive. 6. Participants thought of their ideas as being mainstream whether they wanted to work or stay at home while raising a family. The findings suggested that much more needs to be done in terms of encouraging discussion and providing forums for further exploration, to help resolve some of the ambivalence and confusion traditional women experience in trying to balance family and career.
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Le, Roux Tanya. "Practitioner's constraints in advancing to more senior corporate communication roles an exploratory study in the South African banking industry /." Pretoria : [s.n.], 2003. http://upetd.up.ac.za/thesis/available/etd-03022005-142609.
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Range, Regina Christiane. "Positioning Gina Kaus: a transnational career from Vienna novelist and playwright to Hollywood scriptwriter." Diss., University of Iowa, 2012. https://ir.uiowa.edu/etd/3515.
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This dissertation evaluates the career and work of the underappreciated Austrian-Jewish-American novelist, dramatist, essayist and screen writer Gina Kaus (1894 - 1985). The dissertation's approach is interdisciplinary in nature, drawing from the fields of German, American, exile, literary, feminist, performance, global, cultural as well as film studies. The unusually diverse corpus of Kaus's work in both the literary and filmic medium makes such an interdisciplinary approach indispensable. The dissertation argues that Kaus's specific female and little visible exile experience was shaped and accompanied by a significant, social, cultural, political, linguistic and geographical change. It reconstructs and consciously reinserts Kaus' transatlantic accomplishments into the larger exile history.
My dissertation offers close reading of Gina Kaus's second play Toni (1928) and positions her piece within the larger landscape of the Weimar Republic and Vienna during the 1920s. The analysis incorporates a feminist reading, which focuses on the performances of gender and the representation of femininity and illustrates the destabilization of gender and sexual identities during the Weimar period. The analysis of Die Überfahrt (1932), Kaus's second bestseller novel, discusses her novel as a Zeitroman (novel of the times). It contextualizes her book in terms of its readership and the literary market while examining it as a comment on the political, financial and social circumstances of 1920s Weimar culture.
A thorough investigation of two films for which Kaus invented the story and collaborated on the screenplay, namely The Wife Takes a Flyer (directed by Richard Wallace, USA, 1942), an Anti-Nazi comedy, and Three Secrets (directed by Robert Wise, USA, 1950), a melodrama, challenges the persistent idea that Kaus's work for Hollywood was incapable to live up to her earlier literary and theatrical successes as an author of the Weimar period. My particular focus on the representation of femininity and female agency sheds light on how the émigrée Kaus, who had been known as an ardent feminist in Europe, successfully managed to subvert ideas of heteronormative gender and power discourses even within the restrictive limits of the Hollywood apparatus.
The dissertation further investigates the understudied text form screenplay and the practice of screenwriting. It examines for the first time various unpublished film script versions of the The Wife Takes a Flyer and Three Secrets and thus promotes the film script as a textual form worthy of investigation and integration in both literary and film studies. The script analysis pays attention to the collaborative nature, considers the various versions and revisions the script underwent, offers a comparison to the movies and evaluates the script in its multi-functionality, style, and aesthetics. The scripts also give insight into the ways in which Kaus's exilic consciousness permeates her scriptwriting.
My close analysis of Kaus's autobiography, which was published in 1979 and targeted at a German-speaking readership, uncovers the ways in which exile is reflected in the practice of autobiographical writing. The dissertation focuses foremost on the narrative strategies as well as omissions in Kaus's attempt to re-inscribe herself into the literary and artistic scene of Vienna and Berlin; and her effort to position herself among the prominent and predominantly male German-Jewish diaspora in Hollywood. I also shed light on her ability to adapt to the United States and her decision to remain and become a citizen. Her perception of exile as an opportunity, rather than as a limitation is an important new aspect in the existing exile research. Among the Jewish-German exile community in Hollywood, Gina Kaus had a truly transnational career and deserves more credit for her filmic works.
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Clayton, Kaylene. "The Influence of Metropolitan Brisbane Middle-School ICT Experience on Girls' ICT Study and Career Choices." Thesis, Griffith University, 2009. http://hdl.handle.net/10072/365481.
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The under-representation of women entering into Information and Communication Technology (ICT) programs is a long-standing and increasing problem, commonly referred to as the shrinking IT pipeline. Over the past two decades, numerous studies have investigated the low and declining female participation in the ICT educational and vocational pipeline and have identified various factors that may influence female ICT career decisions. Some of the factors identified include national and organisational culture, lack of, or poor quality ICT career information, societal influences, discriminatory work environments, practices and policies, along with the need for appropriate ICT role models. If you add to this mixture the changing and individual needs of the students, the problem becomes increasingly complex. While some studies in this area have contributed by identifying issues and making recommendations for change, some of which have been instituted, many of the efforts have centred on senior secondary school and tertiary students. However, many of the decisions that affect future career choices have already been made by this stage and there is a lack of research exploring Australian primary and lower secondary student ICT experiences and attitudes, prior to their elective subject selections. This thesis, conducted in the emerging transdisciplinary field of Social Informatics, involves an embedded single case study of metropolitan Brisbane middle-school students. It explored the ICT attitudes and perceptions of Year 4 and Year 8 students, their ICT experiences at home and at school and the influence that these ICT perceptions, attitudes and experiences have on girls’ ICT study and career choices. This study drew on literature from a variety of research disciplines including IS and computer science, education and educational psychology, career psychology, psychology, gender science and sociology. The setting for the case study involved three school types, with strong links between the Year 4 and Year 8 levels, including a government (free tuition) coeducational school, a private (tuition charged) female single-sex school and a private (tuition charged) coeducational school. In total, 58 Year 4 and Year 8 classroom visits took place. The classroom observations lasted from one lesson block (approximately 1 hour) up to a full day, depending on the availability of the students and the type of activities planned. Eleven semi-structured group interviews were held involving 49 Year 4 students and 20 Year 8 students, and individual semi-structured interviews were conducted with six teachers. These interviews generally took place at the end of the respective school term and lasted for approximately thirty minutes each. Information about classroom ICT artefacts and documents that provided information about curriculum, subject availability and subject selection options were also collected as they became available. The main findings were that middle-school girls' study and career choices take place in an environment specific to the culture in which the choices are made, in this case the Australian context, and involve social and structural factors and individual attributes. Socioeconomic factors further shaped ICT access, ICT resources and teaching to impact on the middle-school girls’ interest in ICT study and careers. The social factors included socialisers such as family and peer groups who act as positive and negative role models and share gender and ICT stereotypes. Parents also offered career advice to the students, but none of the parents encouraged the students to be involved in ICT pathways. The girls were enthusiastic and confident users of ICT, but some of the Year 8 girls were observed downplaying their scholastic ability, possibly to fit in with their peers. The media was also found to influence and reinforce the negative perceptions of gender roles and ICT stereotypes. Structural factors, including the teacher's interest and training in ICT, the curriculum content and teaching practice, and reliability of ICT resources, had a positive or negative influence on the students' ICT experiences. These experiences were important to the students’ motivation to choose ICT study and career paths. The Year 8 Computer Studies classes seemed to be used as a form of electronic babysitting, with the content and delivery given little importance. Moreover, this research confirmed that ICT subjects are regarded as being synonymous with computer literacy, and low-level skills are being taught in these classes. This study also demonstrated how the teachers’ ICT interest and enthusiasm influenced the implementation of ICT in their classroom and the enthusiasm of their students. All of the students in this study had access to computers at school and most had at least shared access at home. However, poor quality and unreliable ICT resources had a strong negative impact on the students’ desire to engage in ICT study or career paths. These ICT resources differed between schools, with low socioeconomic status schools having unreliable and poorly maintained ICT resources. Individual attributes, such as personality, aptitude and attitudes; goals and general schemata; subjective task value and interpretations of experience, were identified as being influential to girls’ ICT study and career choices. This study demonstrated that, by encouraging peer support and allowing exploration, the teachers increased the girls’ confidence and enthusiasm for ICT. Unlike the boys, the girls did not explore the computer, were generally compliant with the rules and concentrated on completing their work. However, the girls’ demonstrated compliance with classroom expectations and being careful with resources may discourage tinkering, which has been linked to increasing ICT interest and preparation for future ICT studies. While the girls were interested in using ICT, they expressed an ‘I can, but I don’t want to’ attitude towards ICT or being involved in the ICT field. Finally, the girls did not enrol in the ICT subjects as they felt that they did not fit the stereotypical image of someone who was interested in ICT. This research has shown that interest in ICT wanes in the late middle-school years and it is highly probable that most of the students in this study will not pursue an ICT career. As a result of this research, a Model of Girls’ ICT Study and Career Choices has been developed to illustrate the factors, and their interrelationships, that influence middle-school girls’ study and career choices. Furthermore, a number of recommendations for education authorities, schools and teachers have been proposed to address the problem.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Information and Communication Technology
Faculty of Science, Environment, Engineering and Technology
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Striukienė, Audronė. "Moterų profesinę karjerą lemiantys veiksniai." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2012. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2012~D_20120703_152641-60279.
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Magistro baigiamojo darbo "Moterų profesinę karjerą lemiantys veiksniai"objektas: moterų profesinę karjerą lemiantys veiksniai. Tyrimo tikslas:remiantis teorinio ir empyrinio tyrimo duomenimis, išanalizuoti moterų profesinę karjerą lemiančius veiksnius ir jų ypatumus.Uždaviniai:1)aptarti moters profesinės karjeros vystymosi raidą, motyvaciją, kliūtis;2)išnagrinėti moterų karjerossėkmę lemiančius vidinius ir išorinius veiksnius;3)apžvelgti socialinės pagalbos galimybes profesinės karjerossiekiančioms moterims;4)atskleisti moterų požiūrį į karjerą ir ją lemiančius veiksnius.Darbe naudoti pagrindiniai metodai:mokslinės literatūros analizė,kiekybinis metodas(anketinė apklausa).The object of the Master's final thesis "The determiningfactors of women's professional career"is women'sapproach towards the factors that determine their professional career. Aim of investigation:to analyse the determiningfactors of women's professional career and theirfeatures based upon theoretical and empirical analysis data.Tasks:1)to discuss the developmen, motivation and bariers of women'sprofessional career;2)to analyse the inner and external factors that determine the success of women'scereer; 3)to review the possibilities of social aid for women who are seeking professional career; 4)to reveal women's approach to career and its determining factors.The main methods used in the thesis:analysis of scientific literature, quantitative method (survey).
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Stehlíková, Tereza. "Mapa profesních příležitostí: Využití managementu na různých pracovních pozicích." Master's thesis, Vysoká škola ekonomická v Praze, 2015. http://www.nusl.cz/ntk/nusl-203743.
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The aim of this thesis is to define the concept of the career opportunity map. This map shows first-year students at economic universities the real functions at selected positions in companies. Profiles positions should also point out where management skills are applied in practise. The theoretical part of the thesis is devoted to the definition of basic concepts and techniques of Design Thinking. The next step is to outline methods that are used in the practical part. Likewise, the reader will find here the selected management approach by various authors. The practical part presents a plan of research, outputs of research with experts, outputs of the workshop with the students and the samples of profile jobs. Result of this work will define specific forms of the concept and recommendations for future extension.
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Mosimege, Keolebogile Betty. "Multiplicity of roles experiences of mature women students in a higher education setting /." Diss., Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-09182007-115401.
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Persson, Sara, and Leila Goletic. "Den duktiga flickan : En sociologisk kvantitativ undersökning." Thesis, Karlstads universitet, Institutionen för sociala och psykologiska studier (from 2013), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-68201.
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Detta examensarbete ämnar belysa “duktig flicka”- fenomenet som kommit att bli ett omtalat begrepp som är baserat på den nya moderna samhällsstrukturen. Den nya samhällsstrukturen handlar om att kvinnor förväntas kunna satsa på karriären samtidigt som de fortfarande kopplas till huvudansvaret för hemarbete. Syftet med denna uppsats är att beskriva förekomsten av “duktiga flickor” bland studerande kvinnor på Karlstads universitet. Vi vill fördjupa oss i begreppet “duktig flicka” och förklara hur kvinnor kan kopplas till de egenskaper som associeras med begreppet. Studien grundar sig på en kvantitativ undersökningsmetod där 60 kvinnor på Karlstads universitet har deltagit i studien. Resultatet visar att majoriteten av kvinnorna kan kopplas till “duktiga flicka”-fenomenet och dess egenskaper.This master thesis aims to highlight the "good girl" - phenomenon that has become a featured term based on a new modern social structure. The new social structure is about women expected to focus on making a career while still being linked to the main responsibility for homework. The purpose of this study is to describe the presence of "good girls" among student women at Karlstad University. We want to immerse ourselves in the term "good girl" and explain how women can be linked to the attributes associated with the concept. The study is based on a quantitative survey in which 60 women at Karlstad University participated in the study. The result shows that the majority of women can be linked to the "good girl" phenomenon and its characteristics.
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Sohlman, Marie. "”Måste man vara rädd som kvinna, att passa sig liksom?” : En studie om kvinnors upplevelser av föräldraledighetens påverkan på karriären." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-79425.
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Hubbard, Melinda G. "Where Are the Women?: An Investigation into Why Women are Not Attaining Top Leadership Roles in the Financial Services Industry." Diss., Temple University Libraries, 2018. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/493124.
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Business Administration/InterdisciplinaryD.B.A.
According to a 2016 report by Catalyst, women in the United States make up 46.8% of the workforce and 51.1% of management and professional positions, but only a startling 4% of top leadership positions in S&P 500 companies. There are many reasons for this phenomenon, and this paper will consider the major theories behind it. Through the lens of the financial services industry and using both the qualitative research technique of semi-structured interviews, and quantitative techniques to measure the findings from the qualitative research, this paper endeavors to show which factors impact female leaders’ ability to reach the senior levels of management from their own perspective, and illustrate how these may differ from the challenges their male colleagues experience. The goal of this research is to provide insights to help direct future research and offer guidance to the financial services industry regarding steps to take to ensure women are afforded equal advancement opportunities. The research shows that both harassment and social role conflict impact women to a greater extent than men in the financial services industry.
Temple University--Theses
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Forh, Edward S. "Stakeholders' Roles in Prioritizing Technical Vocational Education and Training in Postconflict Liberia." Thesis, Walden University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3665850.
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Postconflict governments and counterparts have collaborated to provide skills training to communities as a critical postconflict development strategy. In these undertakings, the role of community members remains largely undefined. The purpose of this qualitative descriptive case study was to understand the perceptions held by rural community members regarding the role they played in influencing government's policy priority for technical and vocational education and training (TVET) as a local human development strategy in postconflict Liberia. The conceptual framework was based on human capital theory and concepts of motivation and achievement. Fourteen participants were purposefully selected for the study. Data were collected from interviews, focus group discussion, and documents and analyzed using constant comparison. Results indicated that increasing human capital, restoring self-esteem, encouraging civic participation, and building peace were among the community members' motivations for establishing a skills training institution. Leadership, advocacy, and ownership were major roles community stakeholders played in establishing their local skill training institution; voluntarism and collaboration were found to be strategies for support to the local TVET initiatives. Findings have positive social change implications for facilitating community-initiated TVET programs for youth employment as well as informing TVET policies in countries transitioning from conflict to development.
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Kaseste, Malin, and Alice Levén. "”Bra jobbat working mama!” : En studie i hur genus, föräldraskap och karriär reproduceras och konstrueras på Instagram." Thesis, Högskolan i Gävle, Avdelningen för humaniora, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-26917.
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Instagram grundades 2010 och är idag ett av de mest populära sociala medierna med över 800 miljoner användare. Instagramanvändare publicerar över 95 miljoner bilder om dagen, alla poster gör intryck och avtryck på användarnas liv då media är en stor del i konstruktionen av verkligheten.Vår kvalitativa studie har sin grund i den kritiska diskursanalysen, världen får sin mening genom språket och språket skapar en bild av verkligheten genom de sociala praktikerna. I studien har vi undersökt Instagram och hur genus, föräldraskap och karriär reproduceras och konstrueras. I studien har två Instagram konton undersökts, Isabella Löwengrip (@isabellalowengrip) och Rachel Brathen (@yoga_girl) som är entreprenörer och föräldrar. Genom en multimodal textanalys har vi undersökt deras bilder, bildtexter och kommentarer från följarna utifrån genusteorin.Resultatet har visat att de båda kontona reproducerar och konstruerar genus. Både Löwengrip och Brathen ler ofta på bilderna vilket är ett typiskt kvinnligt drag. Brathenär mer stereotypisk med en mycket “moderlig” framtoning medan Löwengrip är merprofessionell i sin framtoning, en roll som ofta tillskrivs män. Följarna har en del i konstruktionen och reproduktionen av genus. De ifrågasätter de val som Löwengrip och Brathens gör som mammor och entreprenörer. Följarna konstruerar också genus då de blir glada över Löwengrips och Brathens framgångar, genom att, precis som män gjort i årtionden, hålla varandra om ryggen, hjälpa och stötta varandra.Instagram was founded in 2010 and is now one of the most popular social media platforms with over 800 million users worldwide; Instagram users are publishing over 95 million posts every day thereby influencing the daily lives of each other, as the media contributes to users navigating in the world as well as taking part in the constructing of our reality. Our qualitative approach depart from critical discourse analysis, according to which the world gets its meaning from the language and the language helps to construct reality through social practices. In this study we have analysed the topic of gender roles by looking at how Instagram is helping to constructing and changing images of gender roles, careers and parenthood. Our main task in this study is to analyse two Instagram entrepreneurs who are constructing and changing gender roles regarding career and parenting; Isabella Löwengrip (@isabellalowengrip) and Rachel Brathen (@yoga_girl) are our two selected Instagram entrepreneurs. We have conducted a qualitative multimodal text analysis of these two accounts and comments from followers between 1 - 31 March 2018 and the results show that these two account both produce and reproduce gender roles. Brathen and Löwengrip have both created social media platforms and businesses and are still contributing to the reproduction of gender roles, but both are also producing new roles through their choice of words and pictures on their social media platform. Both accounts portray a typical female behaviour as where they are smiling and giving the followers a chance to study them without demanding their attention. However, Brathen is more stereotypical with a very “motherly” approach while Löwengrip has more of a businesslike professional in her approach to her Instagram account which could be seen as a more masculine role. The followers take part in reproducing a female role when they ask questions about Brathen and Löwengrip ́s choice as mothers and career women, but they are also creating a new way of looking at a working mum when they, like men, are helping and cheering each other to success.
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Sjöstrand, Julia, and Mårten Stålnacke. "Kvinnlig chefskarriär i ”gubbväldet” : - En studie om kvinnliga chefers upplevelser av möjligheter och hinder i karriären, i en mansdominerad organisation." Thesis, Högskolan i Skövde, Institutionen för hälsa och lärande, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-9986.
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Syftet med denna studie är att skapa en djupare förståelse för kvinnliga chefers upplevelser av möjligheter och hinder i sin karriär i en mansdominerad organisation. Vi vill även undersöka inom vilka livssfärer dessa hinder och möjligheter uppstår. Vi ställer frågor om hur kvinnliga chefer upplever sin karriär i en mansdominerad organisation samt vilka möjligheter och hinder de upplevt och stött på under sin karriär och hur kvinnliga chefer kan skapa en balans mellan de olika livssfärerna, arbetsliv och privatliv. Studien är av kvalitativ art och tar sig an syftet med inspiration från ett narrativt synsätt för att på bästa möjliga sätt förstå deltagarnas personliga berättelser. Datainsamlingsmetoden har skett genom ett tiotal semistrukturerade intervjuer där resultatet visade att möjligheter och hinder främst konstitueras i arbetsorganisationen, att betydelsen av stöd, både från chefer och från privatlivet visade sig vara betydelsefullt och att privatlivet inte påverkar karriären negativt i lika hög grad som karriären påverkar privatlivet.The purpose of this study is to create a deeper understanding for women managers and how they have experience opportunities and obstacles during their career in a male-dominated organization. We would also examine in which part of life this opportunities and obstacles really exist. We are investigating questions about how women managers experience their career in a male-dominated industry, what opportunities and obstacles they met during their career and also how women managers create a work life balance. This study is based on qualitative data and aims to describe the purpose from a narrative approach. The data have been collected from ten unstructured interviews, the result showed that opportunities and obstacles mainly occurs inside the work organization, and that the support from managers, but also from the private life is very important. The result also showed that the private life does not affect the career negatively as much as career affect the private life.
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Bosley, Sara. "Career helpers and career hinderers : a qualitative study exploring the role of others in shaping individuals' careers." Thesis, Loughborough University, 2004. https://dspace.lboro.ac.uk/2134/10732.
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This study identifies, characterises and contextualises the role of others in shaping the careers of non-managerial employees. Seeking individuals' perspectives, the qualities and characteristics that employees value in their helpers are identified and discussed in relation to those expected of professional careers advisers. In so doing the study addresses limitations that arise from: the dominance of traditional differentialist theories; philosophical differences between positivist career research and constructivist guidance practice; and the division between sociological and psychological perspectives. From a constructionist perspective, qualitative data were gathered using semi-structured interviews with 28 non-managerial employees in 6 different organisations. Participants were asked to give accounts of their career from the time they left school to the present day. Particular attention was paid to their sense-making about the role of others. Both narrative and thematic analysis were used in order that the role of career helpers and hinderers could be understood in both the diachronic and synchronic context. Two conceptual frameworks that develop understanding of career help and career helpers, along with the paired concepts of career self-view and career world-view are proposed. First, a typology of career helpers distinguishes and contrasts helper categories according to their roles and impact on individuals' career world-view and career selfview. Second, an 'anatomy of credibility' shows the interrelationship between valued qualities and characteristics of career helpers. In discussing credibility, knowledge and impartiality are conceptualised, a distinction proposed between power and influence, and the concept of 'care' is introduced. It is suggested that valued careers helpers are those who are aware of their subjective frame of reference, their position on partiality, and of external pressures and internal beliefs that may shape their practice.
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Mbatha, Mbalenhle. "A qualitative investigation of gendered perspectives on, maternity leave/family responsibility duties/social roles and access to career development, in the Johannesburg branch of a Multination Corporation (MNC): the case of company A, S.A. Johannesburg branch." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/5657.
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In recent years, there has been increasing concern that gender bias has prevented women from advancing as rapidly and as frequently as men into management positions. Although the number of women managers has increased, they may experience difficulty moving into upper management positions. The purpose of our research was to study employee gender perception of key variables of women and the positions held in high technology companies. In this research, phenomenological research method was chosen, because the aim of it is to determine what the experience means for the people who have experienced it. Based on the collected data, answers and experiences, structural analysis was done in order to find out the major phenomena of gender perceptions. A number of variables uncover the perception of aspects of policy and gender and barriers that may affect female employees' opportunities for advancement. Using a sample of 30 full-time employees from Company A, the results indicated that position held was significantly different for male and female employees. The results also indicated that neither male nor female employees appeared to notice the apparent perceptions apparently as a glass ceiling within their company and the Implications discussed and recommendations provided. With reference to the Empirical research, this paper increases the knowledge about women’s career development and provides recommendations how to deal with it. It is also expected that this thesis will be helpful to all women who are in the labour market for their career development and advancement.
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Arán, Paula Daniella. "Overcoming Gender Stereotypes: A Depiction of Six Swedish Students in Non-Traditional Fields." Thesis, Malmö universitet, Fakulteten för lärande och samhälle (LS), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-33422.
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The study investigates the factors that encouraged six Swedish students to choose a femaleor male-dominated field of study in higher education. This is of interest as gender normsand stereotypes may inflict and limit students' educational choices. The purpose is likewiseto elucidate the educational choices from a gender perspective. The study explores twoquestions: “Which factors may have encouraged the students to opt for a non-traditionalcareer?” “How can the students’ educational choices be understood from a genderperspective?”. To fulfil the purpose and question of issue a qualitative method was used,including female and male students aged 22–36. For the analyse of the interviews, the studyrelies on the theoretical framework of Linda Gottfredson – The Theory of Circumscription,Compromise and Self-Creation, Social Cognitive Career Theory (SCCT) by Lent, Brown &Hackett and The Stereotypical Gender Contract by Hirdman. The results indicate thatstudents' non-traditional educational choices consist of both internal and external factors.On the one hand, it is possible to find explanations in upbringings that have been moretolerant regarding gender roles. It has also been shown that several of the students invarious ways have been exposed to the profession through past experiences. Nevertheless,there are also personal motives that led to the choice of education as well as a supportivenetwork in form of family members and significant persons in the environment. From agender perspective, this means that the students, through their upbringing, where it appearsto have been less strict attitudes concerning gender roles, also contributed to lessrestrictions on their educational choice. On the other hand, the results imply that harmfulgender norms and stereotypes still affect students’ choice of occupation why more work isneeded in order to stop these negative patterns.
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Brown, Cathy. "Business leaders : career capital and role transitions." Thesis, University of Derby, 2019. http://hdl.handle.net/10545/623531.
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Whilst it is recognised that the organisational career is still prevalent within today's career landscape, there is a lack of research exploring the career capital needed to ease intra-organisational transitions. This thesis reviews this gap and explores the career capital required by business leaders to facilitate their own voluntary, sideward or upward macro work role transitions. The research questions include: 1. What aspects of career capital facilitate such role transitions? 2. How and to what extent are these role moves supported by career capital? 3. What barriers inhibit such role transitions? 4. What are the implications for business leaders and organisations of these role transition experiences? Drawing upon an interpretivist research approach, with a social constructionist stance and using event-based narrative interviews, this study explores the experiences of 36 business leaders who have undertaken a role transition within a UK business within the previous three years. This case organisation operates within the construction sector and is part of an international establishment. This research study enhances our appreciation of career capital; it offers unique contributions to knowledge from theoretical, empirical and practice perspectives. By developing a new career capital theoretical framework, our understanding of the career capital aspects that ease organisational role transitions is deepened. Such findings reaffirm the relevance of context and emphasise the importance of the Bourdieusian notion of the field and symbolic capital. Moreover, the insights offered by this research study recognise the relevance of Bourdieu's capital convertibility within the context of career capital. Furthermore, this research study identifies new characteristics, including where career capital can: act as a barrier, overcome barriers, be eroded, be influenced by the role holder's levels of personal agency and organisational attachment, and connect together to increase impact. Conclusively, this research study confirms the relevance of career capital within transition management. Additionally, given the importance of transitions within career theories, career capital is an important concept for the career management field as a whole.
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Steele, Catherine A. "Measuring career anchors and investigating the role of career anchor congruence." Thesis, Coventry University, 2009. http://curve.coventry.ac.uk/open/items/4d808ce0-304f-08e3-36e3-c12a4460c409/1.
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This thesis empirically examines the career orientations inventory (COI) as a measure of career anchors and then, using this measure, it goes on to investigate the relationship between career anchor congruence and work related outcomes, specifically job satisfaction and organisational commitment. The psychometric properties of the 40 item COI (presented by Igbaria and Baroudi, 1993) were explored by the administration of the measure to a sample of 658 individuals from 27 organisations in the UK. Through factor analysis an eight factor structure was demonstrated in line with that proposed by Schein (1993). The factor structure was replicated with a second sample. The COI demonstrated good levels of internal consistency (.59-.83) and test retest reliability (.68-.90). Similarly it was deemed to have acceptable levels of face validity and construct validity when compared to Mantech’s (1983) Work Values Questionnaire (WVQ). An analysis of the prevalence of career anchors and the demographic differences within the current sample was undertaken. This analysis provided evidence to suggest that certain career anchors may be increasing in prevalence while others are decreasing. These findings are in line with current research on the way in which workplace changes are impacting upon careers (Baruch, 2004). Evidence was found that indicated gender differences in scores on the COI subscales. Specifically women were found to score higher on the lifestyle anchor and men to score higher on the general management anchor. Differences were also found between the age groups considered in this study in the general management, creativity, pure challenge and lifestyle anchors. Interaction effects for age and gender were found for the general management and sense of service anchors. The COI was then used to develop a commensurate measure of job career anchors. This job career anchor measure discriminated between jobs within one police organisation. The measure was then used to explore the relationship between career anchors, career anchor congruence (congruence between individual and job career anchors), job satisfaction and organisational commitment. Evidence was found to suggest that career anchors and career anchor congruence have a direct effect on job satisfaction (predicting 10% and 4% of the variance respectively). The analysis also showed support for the role of career anchor congruence as a moderator to the relationship between career anchors and job satisfaction. This thesis makes full consideration of the academic contributions and practical implications of the research presented whilst also considering its limitations. A number of suggestions for the direction of future research have been made.
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Ruddick, Lindsay. "Women : their husbands, their careers and their families." Thesis, Manhattan, Kan. : Kansas State University, 2007. http://hdl.handle.net/2097/520.
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Dorval, Cynthia E. "Relational values in women's career role." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0019/MQ47998.pdf.
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Turner, Sherri. "Native American adolescent career development : initial validation of a computerized career exploration and assessment instrument /." free to MU campus, to others for purchase, 2000. http://wwwlib.umi.com/cr/mo/fullcit?p9988704.
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Esteca, Fabiana Mara. "A mãe que trabalha fora: a criança e a família em relação ao trabalho materno." Universidade de São Paulo, 2012. http://www.teses.usp.br/teses/disponiveis/47/47131/tde-26102012-151021/.
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Este estudo pretendeu investigar como a variável trabalhar fora interfere na constituição do lugar da mãe para o filho. Utilizamos uma metodologia de pesquisa de campo, de natureza qualitativa a partir do estudo comparativo de seis famílias da classe média paulistana. Foram realizadas entrevistas semi-dirigidas com os casais e com as crianças aplicamos o Procedimento de Desenhos de Família com Estórias, proposto por Walter Trinca (1997). Nosso estudo procurou articular o conhecimento advindo da história da trajetória da família burguesa, com os aportes oferecidos pela análise dos desenhos e entrevistas com as famílias inseridas nesse contexto, contando também com o auxilio do substrato teórico da psicanálise. Nossos dados apontaram que o fato da mãe trabalhar fora, enquanto fator isolado, não parece discriminar entre os dois grupos. Verificamos que os fatores mais importantes têm relação com a constituição da conjugalidade e da parentalização. Outro aspecto identificado esteve associado à possibilidade de um pai participativo, esse aspecto demonstrou ter forte relação com a satisfação conjugal, igualmente influente na percepção da criança sobre seu lugar na famíliaThis study aimed to investigate how the variable \"out-of-home work\" affects the constitution of the place of the mother to the child. We used a methodology of field research, qualitative in nature, from the comparative study of six middle-class families in São Paulo. We executed semi-directed interviews with the couples and applied the Procedure of Family Drawings with Stories, proposed by Walter Trinca (1997), with the children. Our study sought to articulate the knowledge gained from the history of the trajectory of the bourgeois family, with contributions offered by the analysis of drawings and interviews with the families inserted within this context, also counting on the help of the theoretical basis of psychoanalysis. Our data showed that the mothers that work out of home, as an insulated factor, does not seem to discriminate between the two groups. We found that the most important factors are related to the establishment of conjugality and parenthood. Another aspect identified was associated with the possibility of the participation of the father. This aspect has demonstrated a strong relationship with marital satisfaction, equally influential in the child´s perception of his place in the family
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Coon, Kristin L. "Predicting career decision-making difficulties among undergraduate students : the role of career decision making self efficacy, career optimism, and coping /." Available to subscribers only, 2009. http://proquest.umi.com/pqdweb?did=1895040731&sid=2&Fmt=2&clientId=1509&RQT=309&VName=PQD.
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Thesis (Ph. D.)--Southern Illinois University Carbondale, 2009."Department of Psychology." Keywords: Vocational psychology, Counseling psychology, Career decision-making difficulties, Career decision-making self-efficacy, Career optimism, Coping, Career decision-making, Undergraduate, Optimism Includes bibliographical references (p.113-128). Also available online.