Dissertations / Theses on the topic 'Career'
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Bennet, C. "Art teachers' careers and career perceptions." Thesis, University of Oxford, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.381777.
Full textBown-Wilson, Dianne. "Career progression in older managers : motivational and gender differences." Thesis, Cranfield University, 2011. http://dspace.lib.cranfield.ac.uk/handle/1826/6840.
Full textEvans, Maggi J. "Workplace career conversations : aligning organizational talent management and individual career development?" Thesis, Loughborough University, 2017. https://dspace.lboro.ac.uk/2134/27036.
Full textBarendse, Tasneem. "The levels of career maturity amongst final year undergraduate students, within a department, at a higher education institution, in the Western Cape." University of the Western Cape, 2015. http://hdl.handle.net/11394/4672.
Full textTertiary education is becoming increasingly costly for many students. According to Pieterse (2005), young people can barely afford to make mistakes in their career decisions, as this could cost them too much in time and money. According to Coertse and Schepers (2004), one of the most important decisions adolescents will ever face is choosing what career to pursue. Coertse and Schepers (2004) propose that an adolescent’s career has significant consequences on their identity, values and aspirations. The most efficient way to develop young persons’ abilities, and assist them in realising their true potential, is through the educational and vocational training offered in schools (Lens, Herrera & Lacante, 2004). Many students do not receive proper career guidance at secondary schooling and they find themselves in their final year graduating, and unsure in terms of the career they are going to pursue. Hence, there exists a great need in the South African context for career guidance and for additional research in the levels of career maturity amongst final year undergraduate students. Career maturity has important implications for career development and decision-making practices (Schreuder & Coetzee, 2014). The term career maturity represents a readiness to engage in and the ability to master certain career developmental tasks appropriate to the age and level of an individual (Langley, Du Toit & Herbst, 1996). In previously disadvantaged communities in South Africa, career and educational planning was characterised by under- development, marginalisation, and under-resourcing (Pieterse, 2005). This could negatively impact students’ motivation towards, and perspectives of, their future careers. The present study aimed to assess the career maturity levels among final year students at a tertiary institution. Specifically, how students’ age, gender, stated certainty of career and type of secondary school influenced their career maturity levels. The sample group (N=149) consisted of final year undergraduate students, who were conveniently drawn to voluntarily partake in the research. Participants completed a biographical questionnaire as well as the Career Development Questionnaire (CDQ). Anonymity was ensured and the students were informed that all the information would be treated with strict confidentiality and used only for the stated research purposes. Statistical analyses involved descriptive and inferential statistics (Pearson correlation, T-test and Analysis of variance). The results indicated no significant relationship between the age, stated certainty of career, type of secondary school students attended and their career maturity. However, a significant relationship was found between gender and career maturity.
Carden, Lila Lenoria. "Pathways to success for moderately defined careers: a study of relationships among prestige/autonomy, job satisfaction, career commitment, career path, training and learning, and performance as perceived by project managers." Texas A&M University, 2003. http://hdl.handle.net/1969.1/5817.
Full textBosley, 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.
Full textBarham, Lyn. "Talking about careers : personal and professional constructions of career by careers advisers." Thesis, University of the West of England, Bristol, 2013. http://eprints.uwe.ac.uk/20237/.
Full textHaase, Sandra. "Applying career competencies in career management." Thesis, Coventry University, 2007. http://eprints.worc.ac.uk/525/.
Full textConnell, Kathleen R. "Investigating Performance Career Making and Career Transition through the Lens of Australia's Elite Classical Singers." Thesis, Griffith University, 2020. http://hdl.handle.net/10072/398418.
Full textThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Queensland Conservatorium
Arts, Education and Law
Full Text
Baker, Karen Cardell Parrish. "Academic dual-career couples lifetyle affects [sic] on careers in academe." The Ohio State University, 2004. http://rave.ohiolink.edu/etdc/view?acc_num=osu1092673677.
Full textNanji, Michelle Mojgan. "South Asian Muslim Americans' career development: factors influencing their career decision-making process." Diss., University of Iowa, 2017. https://ir.uiowa.edu/etd/5818.
Full textGwynne, Marla. "Adult career transitions : measures of career development /." [St. Lucia, Qld.], 2002. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe16930.pdf.
Full textEricksen, Julia A. "Women pursuing nontraditional careers: A social cognitive career theory perspective." Cleveland State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=csu1392656839.
Full textWillis, Sarah Caroline. "Understanding pharmacy careers : from undergraduate education to future career plans." Thesis, University of Manchester, 2010. https://www.research.manchester.ac.uk/portal/en/theses/understanding-pharmacy-careers-from-undergraduate-education-to-future-career-plans(67b29e67-08e0-49f3-bba1-be8a4eb347e3).html.
Full textBrown, Samantha Danielle. "Sociopolitical development and career interventions: comparing two conditions of a career intervention with rural middle school students." Diss., University of Iowa, 2018. https://ir.uiowa.edu/etd/6376.
Full textLiubyvy, Y. O. "It career." Thesis, Sumy State University, 2015. http://essuir.sumdu.edu.ua/handle/123456789/40489.
Full textScannell, Michael Francis. "The modelling of career options and Continuing Professional Development." Thesis, University of Bedfordshire, 1998. http://hdl.handle.net/10547/333009.
Full textAshton, Stacy. "Career self-efficacy in making and implementing career decisions." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0022/MQ51289.pdf.
Full textWinters, Katherine Elaine. "Career Goals and Actions of Early Career Engineering Graduates." Diss., Virginia Tech, 2012. http://hdl.handle.net/10919/26550.
Full textPh. D.
Pitre, Sneha J. Pitre. "INTERNATIONAL STUDENTS CAREER DEVELOPMENT: ACCULTURATIVE STRESS AND CAREER OUTCOMES." Cleveland State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=csu1502890313639405.
Full textFeehan, Patrick. "Attachment and career agency : an investigation of career exploration /." free to MU campus, to others for purchase, 2004. http://wwwlib.umi.com/cr/mo/fullcit?p3137696.
Full textBeinicke, Andrea [Verfasser], and Wolfgang [Gutachter] Schneider. "Career Construction Across the Life Span: Career Choice and Career Development / Andrea Beinicke ; Gutachter: Wolfgang Schneider." Würzburg : Universität Würzburg, 2017. http://d-nb.info/1138566446/34.
Full textGerstman, Regina Lee. "Multiple career identities : the key to career development and career transitions of second advanced degree seekers /." Digital version accessible at:, 1998. http://wwwlib.umi.com/cr/utexas/main.
Full textArvinen-Muondo, Raisa J. "Career development and understanding consequences of context : Angolan perspectives from the oil industry." Thesis, University of Bedfordshire, 2012. http://hdl.handle.net/10547/322171.
Full textNewton, Sunni Haag. "Gender differences in STEM academic career paths." Diss., Georgia Institute of Technology, 2013. http://hdl.handle.net/1853/49095.
Full textPunch, Renee J., and n/a. "Career Development and Adolescents Who are Hard of Hearing: Career Maturity, Career Decision-Making and Career Barriers Among High School Students in Regular Classes." Griffith University. School of Education and Professional Studies, 2005. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20060608.124321.
Full textPunch, Renee J. "Career Development and Adolescents Who are Hard of Hearing: Career Maturity, Career Decision-Making and Career Barriers Among High School Students in Regular Classes." Thesis, Griffith University, 2005. http://hdl.handle.net/10072/366624.
Full textThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Education and Professional Studies
Full Text
Kundi, Yasir Mansoor. "The role of career orientations, career and personal resources, and personality traits in predicting subjective career success." Electronic Thesis or Diss., Aix-Marseille, 2021. http://theses.univ-amu.fr.lama.univ-amu.fr/211021_KUNDI_521hgegb717gjgxv827scog96woorym_TH.pdf.
Full textCareer researchers are increasingly recognizing the need to expand their focus to advance the field. One question still needs to be addressed by career researchers is what leads to subjective career success ? In addition, organizational career scholars have largely neglected the underlying mechanisms and boundary conditions that might affect one’s subjective career success. Accordingly, this dissertation aims to answer this question with a quantitative study of business professionals working in various industries in France. To do so, we conducted three studies to examine the unaddressed and unexplored factors that might enhance individuals subjective career success. In study 1, we examined the relationship between protean and boundaryless career orientations and subjective career success, as mediated by employee job crafting. In study 2, we examined the relationship between career adaptability resources and subjective career success, as moderated by lone wolf personality and positive perfectionism and mediated by employee job crafting. In study 3, we examined the relationship between motivational career resources and subjective career success, as mediated by employee job crafting. Across three studies, we found general support for our theoretical predictions, which contribute to the careers, personality, and job crafting literatures and provide practical implications for both the manager and the employee
Stringer, Kate Joanna Kerpelman Jennifer. "Career decision-making implications for emerging adults' career identity development /." Auburn, Ala, 2008. http://repo.lib.auburn.edu/EtdRoot/2008/SPRING/Human_Development_and_Family_Studies/Thesis/Stringer_Kate_49.pdf.
Full textPeters, Sue Ellen. "Career/home conflict, career indecision, and Holland Type : an exploration /." The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487688973684678.
Full textRussell, Kimberly A. "Virginia Carter Smith: Her Career and Contributions to Advancement in Higher Education." Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2449/.
Full textGibson, Paul S., and paul gibson@rmit edu au. "Identity and career." Swinburne University of Technology. School of Management, 2001. http://adt.lib.swin.edu.au./public/adt-VSWT20050712.081722.
Full textBowes, Karen Elizabeth. "Poor career choices." Thesis, Boston University, 1999. https://hdl.handle.net/2144/41378.
Full textGulledge, Brenda T. "The Perceptions of Career Ladder I, Career Ladder Ii, and Career Ladder Iii Elementary Principals Regarding Instructional Leadership." Digital Commons @ East Tennessee State University, 1994. https://dc.etsu.edu/etd/2917.
Full textToofanian, Maryam. "Development and Validation of a Two Factor Model of Adult Career Orientation." Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc279120/.
Full textSugeng, Bambang. "Attitudes of state senior high school students of Yogyakarta toward career choice, factors of career choice, career guidance program, and career guidance package outcomes in Indonesia /." The Ohio State University, 1989. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487676261009022.
Full textLiu, Yu-Ching. "Relationships between career resilience and career beliefs of employees in Taiwan." Texas A&M University, 2003. http://hdl.handle.net/1969.1/474.
Full textO'Regan, Maura. "Career pursuit : towards an understanding of undergraduate students' orientation to career." Thesis, University of Reading, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.553128.
Full textMallon, Mary. "From managerial career to portfolio career : making sense of the transition." Thesis, Sheffield Hallam University, 1988. http://shura.shu.ac.uk/3093/.
Full textSteele, 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.
Full textHunter, Claire. "Exploring career change through the lens of the intelligent career framework." Thesis, Cranfield University, 2016. http://dspace.lib.cranfield.ac.uk/handle/1826/10013.
Full textRaiff, Gretchen Wade. "The Influence of Perceived Career Barriers on College Women's Career Planning." Thesis, University of North Texas, 2004. https://digital.library.unt.edu/ark:/67531/metadc4685/.
Full textDaniels, Dandi. "Career and Technical Education Completers' Perspectives of College and Career Readiness." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3088.
Full textNdzube, Fezeka. "The relationship between career anchors and employability." Diss., 2013. http://hdl.handle.net/10500/11906.
Full textIndustrial & Organisational Psychology
M. A. (Industrial and Organisational Psychology)
Ngokha, Moira Gugu. "The relationship between career anchors and personality preferences." Diss., 2008. http://hdl.handle.net/10500/1354.
Full textIndustrial and Organisational Psychology
M.A. (Industrial and Organisational Psychology)
Chiu, Mei-Ying, and 邱美櫻. "A Study of Teacher's Career Calling, Career Adaptability and Career Satisfaction." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/21569006306769412760.
Full text國立臺灣師範大學
教育心理與輔導學系
105
The purpose of the study was to explore the differences and relations among career calling, career adaptability, and career satisfaction of teachers under different demographic backgrounds. In addition, the study aimed to construct a career adaptability model and to validate the appropriateness of the model applied on teachers in Taiwan. The study adopted a survey research design. Participants were 615 teachers from 29 primary and high schools in Taiwan. They completed the Adult-Calling Scale, Career Adaptability Subscale, Job Satisfaction Scale, and The Satisfaction With Life Scale. Data collected was analyzed by descriptive statistics, MANOVA, Pearson’s r , and SEM. The findings indicated that (1) there were significant differences in teachers’ calling under different ages, years of teaching, school levels, career transfering experiences, and religions, (2) there were significant differences in teachers’ career adaptability under different ages, education levels, years of teaching, positions, and religions, (3) there were significant differences in teachers’ career satisfaction under different ages, genders, years of teaching, career transfering experiences, and religions, (4) there were significant relationship between career calling and career adaptability, career adaptability and career satisfaction, and career calling and career satisfaction in the Pearson’s γ, (5) the model proposed to describe the causal relationship among career calling, career adaptability, and career satisfaction was confirmed by the data in this study. The findings were discussed and implications for practice and further research were also provided.
Beinicke, Andrea. "Career Construction Across the Life Span: Career Choice and Career Development." Doctoral thesis, 2017. https://nbn-resolving.org/urn:nbn:de:bvb:20-opus-117447.
Full textDiese Promotion trägt dazu bei, unser Verständnis jener Konstrukte zu vertiefen, die eine entscheidende Rolle bei der beruflichen Karriereplanung von Individuen spielen. Viele bisherige Studien haben sich in dieser Hinsicht ausschließlich auf eine spezielle Karrierephase konzentriert. Jedoch verlangt die moderne Gesellschaft, dass Individuen kontinuierlich in ihre Karriere investieren, um sich über die Lebensspanne hinweg an die ständig verändernden Umweltbedingungen anpassen zu können. Demzufolge wählt diese Promotion einen umfassenden Ansatz mit dem Ziel, ein breiteres Spektrum an Prozessen der Karriereplanung zu erfassen. Laut des Entwicklungsstufenkonzepts über die Lebensspanne von Super (1990) müssen Individuen in jeder der Entwicklungsstufen berufliche Entwicklungsaufgaben meistern, um der Karriere ‐ über die Lebensspanne ‐ gewachsen zu sein. Da die beiden Stufen Exploration und Erhaltung zukünftige Karrierewege bahnen, sind diese bei der beruflichen Karriereplanung von Individuen besonders wichtig und stehen deshalb im Fokus dieser Promotion. Durch die Beantwortung offener Forschungsfragen, die sowohl für die Berufswahl in frühen Karrierestufen als auch für die Karriereentwicklung in späteren Karrierestufen relevant sind, trägt diese Promotion zu dem übergeordneten Ziel bei, Konstrukte zu beleuchten, die für den Prozess der individuellen Karriereplanung über die Lebensspanne bedeutsam sind. Neben den Ergebnissen, die im Rahmen der Studien präsentiert wurden, beabsichtigt diese Promotion Karriereberatern, Lernenden und Personalentwicklern praktische Hilfestellungen zu geben. Karriereberater und Personalentwickler sind an der Lenkung von Prozessen der beruflichen Karriereplanung über die Lebensspanne beteiligt. Deshalb versucht diese Promotion einerseits die Arbeit von Karriereberatern zu unterstützen, damit sie unentschlossenen Individuen dabei helfen können, optimale und effektive Karriereentscheidungen zu treffen. Andererseits versucht diese Promotion Personalentwicklern Unterstützung zu bieten, damit sie Umgebungen für E‐Learning und Präsenztrainings im Unternehmen effektiv gestalten und bewerten können. Die Identifikation individueller beruflicher Interessen zusammen mit kognitiven Fähigkeiten mittels adäquater Testverfahren und die Maximierung des Lern‐ und Transfererfolgs mittels Implementierung evidenzbasierter transferförderlicher Maßnahmen sollen dabei helfen, sich schnell an die Veränderungen der Arbeitsumgebungen des 21. Jahrhunderts anzupassen, und eine erfolgreiche Karriere über die Lebensspanne zu durchlaufen
Lin, Jui-Jung, and 林瑞蓉. "The Relationship of Career Self-Efficacy, Career Resilience and Career Satisfaction:The Mediating Role of Career Management Behavior." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/41960273415077873106.
Full text國立高雄應用科技大學
人力資源發展系
97
Organization is formed by employees and employees are the most valuable treasure to organization; therefore, whether employees are satisfied with their career is a critical key for an organization’s growth for the reason that career satisfaction has been linked to several important organizational outcomes, such as organizational commitment, intentions to leave, or “turnover intentions”, and support for orgniazaiotnal change. Consequently, organization should make efforts to find out the approached to reinforce employees’ career satisfaction; meanwhile, employees should endeavor to build the right skills, attitude and adaptability to keep pace with the rapid rate of change in the world of work, which is an essential prerequisite for employees today. The purpose of this study was to explore the relationships among career self-efficacy, career resilience, career management behavior, and career satifiscation. Based on total 414 completed surveys from enterprise employees, the findings indicate that: 1.Employees who were higher on career self-efficacy tended to possess higher career satisfaction. 2.Employees who were higher on career resilience tended to possess higher career satisfaction. 3.Employees who were higher on career management behavior tended to possess higher career satisfaction. 4.Career management behavior mediated the relationship between career self-efficacy and career satisfaction. 5.Career management behavior mediated the relationship between career resilience and career satisfaction. 6.Education, type of institution, and position yielded statistically significant main effects on career self-efficacy; education, type of institution, position and having changed jobs yielded statistically significant main effects on career resilience; education, position and years of current work yielded statistically significant main effects on career management behavior; age, education, type of institution, position and period of current work yielded statistically significant effects on career satisfaction.
September, Lynn. "Dual-career couples’ perceptions of career barriers." Thesis, 2010. http://hdl.handle.net/11394/3487.
Full textResearch indicates that approximately fifteen years ago there were over three (3) million dualcareer couples representing 20% of dual-worker couples. It is expected that the amount of dual-career couples will continue to increase, as most college students, both men and women, anticipate participating in a career as well as in a family (Spiker- Miller & Kees, 1995).Individuals and organizations are confronted with a hyper turbulent environment and individuals are also faced with a myriad of challenges and adversity in their work and personal lives. Due to the economy and the changing needs of individuals, today very few families reflect the configuration of a typical family (a husband who worked outside the home, a wife who fulfilled the duties of homemaker and child-carer), as both partners are normally employed. The dual-career couple phenomenon has added to the pressure of managing multiple demands and has a considerable impact on the nature of people's careers(Greenberg & Baron, 2003). Dual-career couples‘ career advancement is largely affected by the career barriers they perceive to encounter. The perceptions of career barriers encountered differ from one couple to another based on factors such as: age, race and parental demand(children). Differences may also exist between partners in a dual-career relationship based on their gender.Most studies that have been conducted have looked at work-life balance of dual-career couples or have focused on the problems dual-career couples face solely from the woman‘s perspective. The aim of this study is to look at dual-career couples not only from female‘s perspective and to tap into their perceptions regarding career barriers encountered in the workplace. The findings could help organisations realize the importance of assisting dualcareer couples and how they could improve their career development. Dual-career couples therefore warrant attention as a special group seeing as the career salience, strategies and transitions of one partner inevitably affects those of the other, which could also have repercussions for their employers (Smith, 1997).A self-developed Demographic Questionnaire and the Career Barriers Inventory (Revised) was used to gather the data. The research was conducted within a large retail organisation. The sample comprised of men and women, permanent and contract employees within the following departments: Human Resources, Marketing, Logistics, Finance, Group Merchandise Procurement (GMP), Buying, Sourcing, Audit, Planning and Group Services.The sampling procedure that was utilised was non-probability sampling. Statistical analyses involved descriptive statistics (Frequencies, Means and Standard deviations) and inferential statistics (T-Test and Analysis of variance). The study revealed that the most highly rated career barriers which respondents perceived to experience or which affected their career advancement were multiple-role conflict, decisionmaking difficulties, sex discrimination and racial discrimination. Whilst, the career barriers which were rated the lowest by respondents included disapproval by significant others, disability/health concerns and discouraged from choosing non-traditional careers.Furthermore, the findings indicated that the perceptions of dual-career couples based on gender regarding career barriers in the workplace is partially accepted because there are statistically significant differences regarding the perceptions amongst females and males in terms of lack of confidence as a career barrier. The hypothesis proposing that there are significant differences in the perceptions of dual-career couples who have and those who do not have children, is partially accepted, as there was a statistically significant difference regarding disapproval by significant others. The findings for the perceptions of dual-career couples based on race regarding career barriers in the workplace is partially supported because significant differences were found for the following career barriers: difficulties with network/socialisation, lack of confidence and race discrimination based on employees‘ race.Lastly, significant differences in the perceptions of dual-career couples based on age regarding career barriers in the workplace was rejected, as no significant differences regarding career barriers based on employees‘ age were found.Amongst others, a limitation of this study is evident. The study may lack generisability as the sampling procedure used was non-probability sampling and only included those employees who were easily accessible. Additionally, a quantitative study was used by making use of questionnaires, but no observation or interviews were used. The present study also only focuses on the differences in perceptions of dual-career couples, based on biographical factors such as; gender, age, number of children (parental demands), race and age. Ideally all research should have a broad speck of people or participants, to ensure higher generalizability.In an effort to deal with the limitations of the current study, the following are recommended, future research should use a large proportionate stratified random sample as this would allow the findings to be reliably generalised to the population. A combination of both quantitative and qualitative methodology would help to develop detailed understanding of dual-career couple‘s and their differences in perceptions of career barriers.It is important for organisations to have continuous negotiations with employees in order to integrate the demands of the organisation and the career needs of its employees. Furthermore,they should respond to the shifting demographics by adopting voluntary policies such as alternative work schedules and child and elder care assistance to help workers meet family needs, which in turn will be beneficial to the organisation by attracting and retaining the best talent.
Danariah, Devandhran. "Influence of career education on career choices." Thesis, 2004. http://hdl.handle.net/10530/749.
Full textThis study investigates the influence of career education on career choices. The aim was to find out if there is any significant difference amongst learners in their career choices. The second aim was to establish the relationship, if any between gender and career choices. To this end, a questionnaire was administrated to a representative sample of high school learners from Aquadene Secondary and Richards Bay Secondary in the Empangeni District of Education. The present study revealed that there is a significant relationship between learners' fields of study and their career choice. Findings also reveal that there is no relationship between learners' gender and their career choice. This shows that there is very little difference between male and female learners choice of careers. As a result learners are choosing careers across various fields irrespective of gender.