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Barham, 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/.
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This study arose from an 'intellectual puzzle' (Mason, 2003) that careers advisers, when faced with personal career dilemmas, found little apparent attraction in seeking career guidance for themselves. This puzzle resonated with the concern, often mentioned in the literatures on career and career guidance, that practitioners continue to espouse outdated, positivist methods of working with their clients. The research set out to explore how careers advisers think about 'career' in their personal and their professional lives. The study was conducted from a social constructionist metaperspective, which took worldviews and ways of knowing to be individually shaped by relationships and social experience. Data collection was through a storied approach to explore participants' retrospective accounts of their own careers to date, putting considerable effort into hearing stories rather than engaging in professional discourse. A second stage of each interview sought accounts of their ways of working with specific, recent clients. Analysis focused on attending to unique personal voices, and particularly the possibility that people may construe a single idea in different ways in different arenas of their life, exploring ideas of 'conceptual dispersion' (Linder and Marshall, 2003), contrapuntal voices (Gilligan et aI., 2003) and 'I-positions' (Hermans et aI., 1992). Differences emerged in the implicit concepts of career underlying personal career stories, both amongst the sample group of careers advisers, and intrapersonally when comparing personal career stories with discussions of their work with clients. Careership theory proved a powerful explanatory tool, but has not given adequate attention to the subjective nature of turning points alongside their visible manifestations in changes of status or occupation. The findings include identification of aspects of careers advisers' ways of working , which are inadequately recognised and celebrated. They also include an emergent understanding, framed within Careership theory and Bourdieu's work, of how careers advisers could better conceptualise their ways of relating with clients. The Listening Guide, a central tool in analysis of the data, was indentified as having potential in this conceptual development. Preparatory work for the study discovered that a remarkable lack of attention has been paid to the careers of careers advisers themselves. The study makes a contribution to this neglected field, as well as offering a firmly qualitative contribution to a research field noted by Stead et al. (20 11) to be strongly biased towards work in quantitative and positivist approaches.
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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.
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SOUZA, FILIPE AUGUSTO SILVEIRA DE. "BOUNDED CAREERS: RECONSTRUCTING WORKING-CLASS CAREERS." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2018. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=35737@1.
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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIROCOORDENAÇÃO DE APERFEIÇOAMENTO DO PESSOAL DE ENSINO SUPERIOR
PROGRAMA DE SUPORTE À PÓS-GRADUAÇÃO DE INSTS. DE ENSINO
PROGRAMA DE SUPORTE À PÓS-GRADUAÇÃO DE INSTITUIÇÕES COMUNITÁRIAS DE ENSINO PARTICULARES
O objetivo central desta pesquisa foi compreender a influência dos múltiplos contextos e da agência sobre a construção das carreiras de trabalhadoras das classes populares, especificamente as que atuam em serviços terceirizados de limpeza. A abordagem neobourdieusiana proposta assumiu como ponto de partida e influência central o arcabouço conceitual proposto pelo sociólogo brasileiro Jessé Souza (2012a, 2009, 2012b), cujo intuito declarado foi desvelar o ancoramento institucional das ideias subjacentes à persistente desigualdade social no Brasil. Objetivou-se, igualmente, atender às demandas, recorrentes no âmbito do campo de estudos de carreira, pela realização de pesquisas voltadas às trajetórias ocupacionais de trabalhadores das classes populares (GUEST; STURGES, 2007; THOMAS, 1989; WALTON; MALLON, 2004). A relevância atribuída às influências contextuais sobre as carreiras individuais resultou na aproximação dos contornos teóricos propostos por Bourdieu (1990) com elementos da sociologia psicológica de Bernard Lahire (2002, 2016); com vistas a caminhar para além das cercanias de uma abordagem disposicionalista, optou-se por contemplar a dimensão reflexiva da atividade humana a partir do conceito de conversações internas, introduzido pelo pragmatismo norte-americano e retomado pela socióloga britânica Margareth Archer (2003, 2007). Ao fim e ao cabo, acredita-se que os resultados desta pesquisa apontam para a necessidade de relativização das teses em favor da crescente individualização (BECK, 1997, 2010; GIDDENS, 1997, 2002; DUBAR, 2010) e destradicionalização experimentadas na alta modernidade (GIDDENS, 1991). Contrapõe-se, assim, à tendência dominante de homogeneização, a partir de um processo abstrato de generalização, das condições de possibilidade dos estratos superiores para o conjunto da população (MATTOS, 2006), dissociada de uma análise contextualizada das múltiplas condicionantes sociais e simbólicas. A priorização do foco das novas carreiras, sobretudo as ‘carreiras sem fronteiras’, em trajetórias profissionais em áreas de atividade econômica específicas, com destaque para os setores criativos e intensivos em tecnologia, e sua universalização para toda e qualquer trajetória ocupacional é assumido aqui como um caso concreto desta tendência. Na visão de alguns autores (ROPER; GANESH; INKSON, 2012), essa representação voluntarista de carreira flerta com a ideologia neoliberal, legitimando, assim, a transferência de responsabilidades e riscos do empregador para o empregado. Todavia, a aproximação de casos concretos, a exemplo das histórias de vida das interlocutoras desta pesquisa, é capaz de revelar uma realidade dissonante de tais pressupostos. A abordagem multicontextual e multinível adotada nesta tese permitiu que se verificassem a existência de múltiplas fronteiras interpostas ao longo das narrativas das interlocutoras, segmentadas em múltiplas trajetórias – familiar, social, de lazer, habitacional, educacional, profissional, moral e religiosa. Pôde-se observar a influência exercida pelos múltiplos contextos sobre a construção de um habitus precário, correspondente à posse de baixos volumes de capital familiar, social, cultural e econômico, e a níveis limitados de reflexividade − bounded agency (MACDONALD; MARSH, 2005; SCHOON; PETER; ROSS, 2012) −, com impactos sobre a inserção e o desenvolvimento das carreiras dessas mulheres em posições subalternas no mercado de trabalho.
The main objective of this research is to understand the influence of multiple contexts and the agency about the construction of the working class individuals careers, specifically those working in outsourced cleaning services. The proposed neobourdieusian approach took as a starting point and central influence the conceptual framework proposed by the Brazilian sociologist Jessé Souza (2012a, 2009, 2012b), whose declared intention was to unveil the institutional anchoring of the ideas underlying the persistent social inequality in Brazil. It was also intended to meet the recurrent demands in the field of career studies, for the realization of research focused on the careers of working class individuals (GUEST; STURGES, 2007; THOMAS, 1989; WALTON MALLON, 2004). The relevance attributed to contextual influences on careers resulted in the approximation of the theoretical framework proposed by Bourdieu (1990) with elements of Bernard Lahire s psychological sociology (2002, 2016); in order to go beyond a disposicionalist approach, this research contemplated reflexivity from the concept of internal conversations, introduced by American pragmatism and taken up by British sociologist Margaret Archer (2003, 2007). It is believed that the results of this research point to the need to relativize theses in favor of increasing individualization (BECK, 1997, 2010; GIDDENS, 1997, 2002; DUBAR, 2010) and distraditionalization experienced in high modernity (GIDDENS, 1991). It represents a counterpoint to the dominant trend of homogenizing the conditions of possibility of the upper strata for the whole of the population (MATTOS, 2006), thus, undervaluing the multiple social and symbolic constraints. The prioritization of the focus of the new careers, especially the boundaryless careers, on specific economic sectors, with prominence for the creative and intensive sectors in technology, and the universalization of findings for all occupational trajectories is assumed here as a concrete case of this trend. According to some authors (ROPER; GANESH INKSON, 2012), this voluntarist view of career flirts with neoliberal ideology, thus legitimizing the transfer of employers responsibilities and risks to the employees. However, concrete cases such as the life stories of the respondents in this research reveal a dissonant reality of the assumptions usually portrayed in the research associated with the new careers. The multi-contextual and multilevel approach adopted in this thesis revealed the existence of multiple boundaries interposed throughout the life stories of the respondents, which were segmented in multiple trajectories – family, social, leisure, housing, educational, professional, moral and religious. As a result, it was observed the decisive influence exerted by multiple contexts on the construction of a precarious habitus, corresponding to the possession of low volumes of family, social, cultural and economic capital, and at limited levels of reflexivity − bounded agency (MACDONALD; MARSH, 2005; SCHOON; PETER ROSS, 2012) −, which conditions the insertion and development of these women s careers in subordinated positions in the labor market.
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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.
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New emerging career paths for professionals are often non-linear, dynamic, and
boundary-less (Baruch, 2004) and have resulted in undefined professional advancement
opportunities for managers and employees in a variety of contexts. Career paths help
individuals make meaning in their job contexts and provide avenues to meet intrinsic and
extrinsic rewards, including economic and social status (Adamson, 1997; Callanan,
2003). As a result, individual perceptions of career paths may impact job satisfaction,
career commitment, and performance.
The purpose of this study was to test a career development model examining the
path of relationships amongst autonomy/prestige, career path, training and learning, job
satisfaction, career commitment, and performance for moderately defined career
professionals. Based on a systematic categorization of careers, from well defined to less
well defined, project managers were determined to have moderately defined careers. The
researcher employed a survey resulting in 644 project manager respondents. Path analysis was effectuated as a modeling technique to determine whether there was a
pattern of intercorrelations among variables.
A career development model framing the relationship between project managersâÂÂ
perceptions of their career paths on their respective performance was explored. The
direct path relationships included: (a) frequency of participation in training and learning
activities was negatively related to performance, (b) career path was positively related to
performance, (c) autonomy/prestige was positively related to performance, and (d)
career commitment was negatively related to performance. The indirect path
relationships included (a) autonomy/prestige was mediated by career commitment and
performance; (b) the connection between career path and performance was mediated by
frequency of participation in training and learning (c) career path to performance, was
mediated by job satisfaction and career commitment, and (d) career path to performance
was mediated by job satisfaction, career commitment, and autonomy/prestige.
Study findings supported the tested model and contributed to increased
understanding regarding the importance of career paths to individual job satisfaction,
career commitment, and performance. Opportunities for new research and implications
for individuals and organizations are outlined.
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Harris, Susan M. F. "Careers teachers and their teaching careers : a study of careers teachers, their routes into careers education and positions within schools." Thesis, University of Nottingham, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.281121.
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Ericksen, 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.
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Willis, 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.
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Informed by a sociological approach, this thesis provides an account of the theoretical and empirical context of pharmacy students' undergraduate careers, beginning with the decision to enter higher education and ending with the final undergraduate year of a pharmacy student's education. The main aim of the published work and of the academic field that it contributes to is to advance understanding of why young people choose to study pharmacy (and thus choose pharmacy as a career), and career aspirations and influences over the course of their pharmacy school career. By establishing what influences and shapes pharmacy students' choices this thesis also provides an account of the degree to which career preferences are limited initially by awareness of opportunities, by socialisation and habitus, and how these are related to undergraduate career success.The thesis reports findings from studies using a range of methods including focus groups, surveys, and secondary analysis of pharmacy student data from a number of sources. Subjects investigated by the work are British undergraduate MPharm students and graduates. Numbers applying to study pharmacy, numbers accepted, and numbers entering the MPharm are compared and the relative risk of attrition from the MPharm, are also examined. Findings reported here are relevant to undergraduate pharmacy education policy-makers, heads of pharmacy schools, pharmacist employers, the General Pharmaceutical Council (GPhC) and to those responsible for pharmacy workforce planning.While the primary aim of the thesis is to improve understanding of (undergraduate) pharmacy careers through the application of a number of sociological theories and perspectives, the thesis also considers the ways that findings can usefully inform pharmacy education and policy agendas.
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Barendse, 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.
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Magister Commercii (Industrial Psychology) - MCom(IPS)Tertiary 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.
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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.
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Evans, Maggi J. "Workplace career conversations : aligning organizational talent management and individual career development?" Thesis, Loughborough University, 2017. https://dspace.lboro.ac.uk/2134/27036.
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PURPOSE. This thesis takes a contextualised stakeholder approach to exploring alignment between organizational talent management and individual career development. The contribution and nature of career conversations as an opportunity for alignment is considered. DESIGN. This qualitative study was conducted in two phases. Phase one involved semi-structured interviews with Human Resources and Organizational Development professionals (n = 30). Phase two involved semi-structured interviews using career narratives with line managers and individuals from five case study organizations which were also involved in phase 1 (n = 40). Data were analysed thematically by stakeholder group and within each case study. LIMITATIONS. The sample used within the study were not selected to be representative. The conversations described by participants may not be representative of all of the conversations they have experienced. The case study organizations were all UK based. FINDINGS. For most HR professionals, talent management was driven by organizational goals with little reference to individual needs, hence, alignment was not a priority for them. In contrast, individuals and line managers described a commitment to seeking overlap between organizational and individual goals, with some line managers describing their role as brokers . Career conversations were seen by all stakeholders as an important part of talent management and career development, with the potential to be a vehicle for alignment. Detailed analysis of the career conversations described by individuals identified a broad range of helpful conversations, the majority of which took place informally. Additional categories of career shaper (from Bosley et al, 2009) were also identified as collaborators and catalysts . A variety of contextual features were found to influence the enactment of talent management and career development. These were summarised as a contextual map indicating local, organisational and environmental dynamics. ORIGINALITY/VALUE. The research reinforced the value of taking a contextualised perspective of both organizational talent and individual career (e.g. Cohen et al 2004; Sparrow, 2014). It also captured the voices of different stakeholder groups (e.g. Collings, 2014; Thunnissen et al, 2013).
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Bown-Wilson, Dianne. "Career progression in older managers : motivational and gender differences." Thesis, Cranfield University, 2011. http://dspace.lib.cranfield.ac.uk/handle/1826/6840.
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This study explores what UK managers aged 50 and over perceive as career progression at a time in life when opportunities for further promotion may have ceased. It examines motivational drivers and subjectively significant personal and organizational influences on career progression. It also investigates whether motivation for career progression is perceived to have changed over the career and the extent to which it may differ between male and female older managers.
The research adopted a qualitative, inductive approach using a phenomenological methodology. Fieldwork comprised semi-structured interviews with 27 male and 13 female managers aged 50 and over from two large, UK financial services organizations. The findings show how motivation for career progression in managers aged over 50 is driven by individually diverse patterns of career drivers, personal and work-related influences, and attitudes towards career opportunities. These can be classified into a number of career progression orientations.
The study contributes to knowledge in the area of subjective psychological career mobility in late career and the balance which individuals maintain between the organizational and personal aspects of their career. It demonstrates that motivational drivers of career progression are perceived to change over the career and that career progression is linked, on an individual basis, to past, current and future career mobility which may extend past the traditional retirement transition. It also reveals that, in general, older female managers may exhibit a greater drive for self-realisation through later life career renewal than their male counterparts.
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Nieken, Petra. "Tournaments, risk and careers /." Aachen : Shaker, 2009. http://d-nb.info/993053238/04.
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Reid, J. "Medical careers and coaching." Thesis, Oxford Brookes University, 2011. http://radar.brookes.ac.uk/radar/items/517a6f41-b964-9430-d4ae-03235f1b3713/1.
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Research in the medical careers field in the UK tends to concentrate on career destinations for doctors and is used as an input into workforce planning by the Department of Health. Changes to medical career pathways, introduced by the Modernising Medical Careers programme, have brought into focus the need for medical schools and postgraduate deaneries to provide career support to medical students and postgraduate doctors. This study considers the practical aspects of how coaching can support these doctors to make career choices. The research is a qualitative case study that considers medical careers within a medical education context. Interviews were carried out with 13 coaches; five clients were either interviewed or asked to complete a qualitative questionnaire, and I kept my own reflexive diary. Thematic analysis was used to develop the findings from the research. Four key areas were identified in the data: what doctors bring to coaching, what coaches need to work with doctors, the coaches’ approaches to coaching, and the coaching conversation. They have been combined into a framework that can be used by coaches, and also by trainers and supervisors who work with postgraduate doctors. From a wider perspective, career coaching seems to encompass the aims of career support as well as go beyond it into other aspects of doctor’s lives, such as work–life balance. Additionally, coaches used stories and metaphors in their work: one metaphor described doctors as being surrounded by the ‘medical bubble’. The issues of the coaches’ expertise and self-disclosure in coaching are discussed. Trainers and supervisors who provide career support may wish to consider their own development needs.
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Flynn, Emma. "Building careers, managing capitals." Thesis, University of St Andrews, 2015. http://hdl.handle.net/10023/9393.
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I sought to find out whether this was a tension between artistic and commercial in the career of visual artists, and if so, how this tension was managed. In attempting to uncover information which could address the research question I undertook in-depth career history interviews with artists which covered their time at art school through to their current practice. The career history method was deliberately chosen in order to address the research question at a tangent as both the literature, and my own personal experience of the field of contemporary visual art, had suggested that the topic of artistic and commercial was a sensitive one. By framing the interviews around the experiences the artists had through the time period of their training and career, I was able to approach the research questions indirectly from the perspective of the artists. Through analysis of the interview transcripts the framework of Bourdieu's capitals arose as one that would capably explain the activities which the artists were undertaken and I used this as a framing device for the empirical chapters in the thesis. In exploring ideas of cultural, social and economic capitals in relation to how artists describe the activities they undertake during their career it became apparent that the broad structures of cultural capital needed further refinement in their application to the careers of visual artists. In the thesis I chose to elaborate further on the concept of artistic capital which has, until now, been unexplored by scholars. I have developed an understanding of artistic capital as a subcategory of cultural capital with particular application to the field of contemporary visual art – with the potential for wider application beyond the thesis. The three capitals of artistic, social and economic proved a capable structure for understanding whether there was a tension between artistic and commercial and how artists managed this. Through this research I have found that artists come to believe, during their early career and training through art school, that there is a tension between artistic and commercial as this is perpetuated by institutions and art world participants through their exclusion or dismissal of commercial aspects of the visual art field. Through their careers they come to realise that this tension is less prevalent than they thought and that they are able to manage these two aspects of artistic and commercial more effectively. However, artists continue to be faced with instances where this tension is imposed upon them by other art world players who perpetuate the belief that there is an inherent, unresolvable tension between artistic and commercial. These individuals attempt to shield artists from this perceived tension later in their careers when artists are already adept at managing the competing priorities of artistic and commercial without the two creating tension.
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Nieken, Petra. "Tournaments, risk and careers." Aachen Shaker, 2008. http://d-nb.info/993053238/04.
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Tabassum, N. "GENDER IN MEDICAL CAREERS." Doctoral thesis, Università degli Studi di Milano, 2016. http://hdl.handle.net/2434/366992.
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Gender in Medical Careers: Role of Gender in Stereotypes and Research in Doctors’ Professional Lives
Gender relations constitute an important aspect of the contemporary labour market. With rising numbers of women in the work force, they have had to negotiate their gendered identities in the career advancement of their work lives. This thesis seeks to explore the role of gender in medical careers by looking at its impact in two dimensions; on the formation and perpetuation of gender-based stereotypes, and on the role of gender in research activity and scientific productivity. A mixed method approach, employing both qualitative and quantitative research methods, has been used to study the research objectives.
Gender inequality in the form of exclusionary processes and marginalisation mechanisms exist in all the medical specialisations in the composition and decision-making of research teams or collaborations and its subsequent consequences on research activity and scientific productivity. The formation of a research team, research collaboration, marginalisation of women from research groups, restriction of women from performing important research tasks or presence of informal ‘men’s club’ where men support each other’s interests are the invisible exclusionary processes and mechanisms which affect research activity and scientific productivity of male and female doctors. Significant gender differences also exist when it comes to first-authored publications. Additionally, a complex inter-relationship of these outlined issues with a doctor’s job position, specialisation and age can have implications on the scientific productivity of a medical doctor.
Gender roles and gender stereotypes are prevalent in the medical profession where conflicting roles can create tension between hospital personnel. Gender roles are differentiated for men and women in some aspects whereas in other aspects, significant differences between men and women were observed. Gender stereotypes are deeply embedded in a person’s mind-set and many actions, and even the very speech of doctors, show that sexist attitudes have been internalised by doctors and nurses. Female doctors consider themselves ‘lucky’ and rarely credit their own hard work for their successes or achievements. Female doctors try to ‘become like men’ in order to be successful in their careers. It is interesting that understanding and compassion, which are seen as traditionally feminine traits or ‘communal’ traits, are displayed by both men and women and not by women alone in the medical profession. Decisiveness and assertiveness, traditionally ‘masculine’ traits, are displayed more by men than women for low to medium levels of the traits. However, women exhibiting ‘masculine’ traits such as ambitiousness or aggressiveness may be judged harshly. It is not just gender, but a cross-section of age and gender too that affects stereotypes and relationships between doctors, in the doctor-nurse or doctor-patient relationship in the hospital work space.
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Hanappi, Doris. "Early careers of managers and young professionals : an integrative approach to contemporary careers /." München ; Mering : Hampp, 2007. http://deposit.d-nb.de/cgi-bin/dokserv?id=2992991&prov=M&dok_var=1&dok_ext=htm.
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Tan, Jonathan E. C. "Careers guidance and the process of careers choosing of young people 14-16." Thesis, University of York, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.362023.
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Lee, Kim Kiew. "Careers and career-stages of mainland Chinese school principals : a life-history approach." Thesis, University of Leicester, 2010. http://hdl.handle.net/2381/8989.
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This study aims to clarify the major influences shaping the careers of Mainland Chinese school principals. In so doing, it further seeks to explore the part played by the PRC’s societal culture in the process of career shaping, and to explore whether stages are recognisable by which their careers can be framed. The study is directed by two main research questions: First, what factors influence the careers of primary and secondary school principals in the PRC? Second, can their careers be conceptualised into stages? Methodologically, the study adopts an interpretivist paradigm and a qualitative approach, using the social theory of symbolic interactionism to underpin its assumptions. Life-history data in relation to their careers were collected from eleven middle and four primary school PRC school principals through semi-structured interviews. Participant principals were selected on the basis of purposive sampling. Coding of the data was followed by categorisation of the generated codes into career-influencing themes. Four main career-influencing themes emerged from the data. The first is Family Background, especially aspects of family socio-economic standing, and familial environment and expectations with regard to education. The second is Political Dimension - with the sub-themes of politically-driven contexts, Party-membership, subservience towards Party dictates, and a strong presence of a politically charged environment. The third is Significant Strategies/Means/Competencies with the sub-themes of Guanxi, qualifications (academic and professional); Nengli (teaching-cum-managing competency), and harmonious working relationships with others. The fourth is Circumstances, with the aspect of institutional enrolment processes, and a combination of factors that include a proclivity for book learning, timely opportunities and limited options, as its subthemes. The role of the PRC’s societal culture as mediated by the above themes and their effects on the careers of the respondents were identified using the dimensions in Walker and Dimmock’s framework for gauging the impact of societal culture on school management. Finally, a model of the influences on the careers of PRC school principals, and three frameworks on their career-stages were generated from the data.
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Zanasi, Francesca. "Carers and Careers. Grandparental care investment and its labour market consequences in Europe." Doctoral thesis, Università degli studi di Trento, 2020. http://hdl.handle.net/11572/258594.
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As life expectancy increases, grandparents spend a longer part of their life with grandchildren, which opens opportunities for sharing time, resources, and affection. The present dissertation aims at investigating the content of the grandparent-grandchild relationship and, at the same time, the consequences that becoming a grandmother could have on mid-life women’s labour market participation. It revolves around three main contributions. First, it approaches grandparenting from a stratification perspective, putting forward that grandparents could perform different activities with grandchildren according to their educational levels. Second, it investigates grandmothers’ transition to retirement as driven by the institutional context, which shapes both the extent to which grandparental childcare is needed as support for the younger generations (measured through the availability of childcare services) and the extent to which it is easy and attractive to withdraw early from the labour force for old-age individuals (measured through the generosity of the pension system). Finally, it considers grandmothers’ labour market withdrawal as enabled, or constrained, by women’s previous work history, with two case-studies: England and Italy. In fact, decisions taken earlier in life on work-family reconciliation, on the one hand, could be reproduced in late-life upon the grandchild’s birth; on the other hand, years worked, and kind of job held open different routes for retirement. Taken together, the present dissertation unveils that grandparenthood is a multifaceted phenomenon, which must be studied in a multi-generational framework and by considering demographic, social, and institutional trends of current European societies.
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Zanasi, Francesca. "Carers and Careers. Grandparental care investment and its labour market consequences in Europe." Doctoral thesis, Università degli studi di Trento, 2020. http://hdl.handle.net/11572/258594.
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As life expectancy increases, grandparents spend a longer part of their life with grandchildren, which opens opportunities for sharing time, resources, and affection. The present dissertation aims at investigating the content of the grandparent-grandchild relationship and, at the same time, the consequences that becoming a grandmother could have on mid-life women’s labour market participation. It revolves around three main contributions. First, it approaches grandparenting from a stratification perspective, putting forward that grandparents could perform different activities with grandchildren according to their educational levels. Second, it investigates grandmothers’ transition to retirement as driven by the institutional context, which shapes both the extent to which grandparental childcare is needed as support for the younger generations (measured through the availability of childcare services) and the extent to which it is easy and attractive to withdraw early from the labour force for old-age individuals (measured through the generosity of the pension system). Finally, it considers grandmothers’ labour market withdrawal as enabled, or constrained, by women’s previous work history, with two case-studies: England and Italy. In fact, decisions taken earlier in life on work-family reconciliation, on the one hand, could be reproduced in late-life upon the grandchild’s birth; on the other hand, years worked, and kind of job held open different routes for retirement. Taken together, the present dissertation unveils that grandparenthood is a multifaceted phenomenon, which must be studied in a multi-generational framework and by considering demographic, social, and institutional trends of current European societies.
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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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Bennett, Sarah. "Criminal careers and restorative justice." Thesis, University of Cambridge, 2008. https://www.repository.cam.ac.uk/handle/1810/252102.
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In 2004, the Justice Research Consortium (JRC) completed a randomised controlled trial testing the crime reduction effects of restorative justice conferences. Burglary and robbery offenders and victims who agreed to participate in the trial were randomly assigned to either a face to face conference (experimental) in addition to normal court proceedings or to a control condition where their case proceeded as usual through London’s Crown Courts. Restorative justice has been shown to be effective at reducing reoffending in some contexts. More research is needed, however, to determine why some individuals taking part in restorative justice desist from offending whilst others reoffend quickly. Research suggests individual characteristics such as gender, race and age, criminal history features such as frequency, seriousness, and custody, and ancillary factors such as drug use and victimization can have an impact on offending, and this thesis investigates the extent to which these variables predict time to reoffending. Using survival analysis, this thesis also explores whether, in a sample of serious adult offenders, the effects of restorative justice on time to reoffending are different at different values of these variables. Key findings include: In the burglary experiment, female offenders reoffended significantly faster than males, and females in the control condition reoffended twice as fast as females in the experimental condition. The higher the frequency of arrests or convictions, and/or the greater the seriousness of offending prior to random assignment, the faster project offenders reoffended. Highly frequent and highly serious offenders (based on criminal history prior to random assignment) took significantly longer to reoffend in the experimental condition than the control condition. Offenders who were identified as using crack, heroin, or crack and heroin, reoffended at a faster rate if they were in the experimental conference group. This effect was significant in the robbery experiment.
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Roche, Teresa Ann. "Women in non-traditional careers." [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001720.
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Håkanson, Christina. "Changes in Workplaces and Careers." Doctoral thesis, Stockholms universitet, Nationalekonomiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-87761.
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Organizational Change and Productivity Growth − Evidence from Sweden This paper uses two different firm level surveys matched with employer-employee data to investigate both determinants and effects of different types of organizational change. The results support the competition hypothesis for inducing organizational change. Among the four measures of organizational change investigated in this paper, only delayering shows significant effects on subsequent productivity growth. Firms and Skills: The Evolution of Worker Sorting We document a significant increase in sorting by both cognitive and non-cognitive skill from 1986 to 2008 using data for 28 cohorts of Swedish men. The skill differences within firms have fallen in all major industries while differences in skill between firms have increased. Two main factors drive the increase in sorting. First, workers in high-skilled occupations, such as engineers, have moved to the IT and telecom industries. Second, assortative matching of workers by skill has become more positive. Trading Off or Having it All? Completed Fertility and Mid-career Earnings of Swedish Men and Women Earnings in mid-career and children are two fundamental outcomes of the life-choices of men and women. This paper explores how these outcomes have changed for Swedish men and women born 1945−1962 by documenting changes in education, assortative mating patterns, completed fertility and mid-career earnings and also how the association between children and earnings has changed over time. Solving the Puzzle − Hours Constraints, Technical Change and Female Labor Supply This paper extends the standard theory of labor supply to incorporate an important ingredient in the labor supply decision of today's women: the role of flexibility and time constraints. Using a life-cycle model, I formalize the notion that as technology allows jobs to become more flexible, time constrained individuals can supply more hours and may therefore find it attractive to opt for a more demanding career.
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Gupta, Aditi. "Director careers and firm performance." Thesis, Lancaster University, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.441827.
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Brosamle, Klaus. "Careering bureaucrats und bureaucrats' careers." Thesis, University of Oxford, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.543712.
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Broesamle, Klaus Johannes. "Careering bureaucrats and bureaucrats' careers." Thesis, University of Oxford, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.669951.
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Raburu, Pamela. "Women academics' careers in Kenya." Thesis, Lancaster University, 2010. http://eprints.lancs.ac.uk/54644/.
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This thesis examined the experiences of women academics in relation to their family contribution, educational experiences and, factors that motivated them towards academia, while highlighting strategies that they have employed to reach their present professional and academic ranks. In addition, any challenges experienced by the women academics were explored. The study is a contribution to knowledge and the extant literature on women academics’ career experiences which has been under-researched, especially in Kenya. It claims to have made a contribution to a wider understanding of women academics’ experiences, exposing a significant impact of culture, family, work tensions, gender role expectations, male-dominated university cultures, and a lack of role models and mentors, which contribute to the slow progress of women academics’ careers in Kenyan universities. Using a qualitative research approach, the researcher used a face- to- face in- depth interviewing technique with sixteen women academics from three universities in Kenya while drawing from a feminist perspective. My aim was to create a dialogue on the lived experiences while at the same time using theory to inform and reflect on those experiences. With the use of thematic analysis, the data generated five themes; family socialisation, educational attributes, motivational factors, challenges and strategies. The findings of this research demonstrated that very few women have progressed into senior academic and professional ranks and that, the pace is slow. They continue to be hampered by socio-cultural attitudes towards women and their roles in Kenyan society. This is not the full story as some of the women interviewed reported that they had to put off marriage for career and likewise, others put on hold or postponed career for family responsibilities. To maintain their positions or climb the professional ladder, they therefore, had to employ a range of strategies such as; working hard, focusing on research and publication for promotion purposes. The wider implications of these findings are discussed.
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Gaiaschi, C. "GENDER INEQUALITIES IN MEDICAL CAREERS." Doctoral thesis, Università degli Studi di Milano, 2016. http://hdl.handle.net/2434/370117.
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Women have made a significant progress in the medical profession. In 2013, they accounted for 46.8% of total physicians in OECD countries, a 10% increase from 2003. In Italy, women account for almost 40% of the medical work-force in 2013 and their increase has been very strong in years, up to +34% in the decade 2001-2011 and up to +3% from 2012 to 2013. Notwithstanding the strong feminization of the medical workforce, gender inequalities still persist. Empirical research has shed light on gender inequalities in pay, leadership and specialty fields. It is widely acknowledged that women physicians earn less than men, cluster in less remunerative specialties and progress more slowly through ranks. Most of these studies have taken place in the United States, where cross-sectional and longitudinal dataset are available. This research is part of the wider European project S.T.A.G.E.S. (Structural Transformation to Achieve Gender Equality in Science) at the University of Milan and it aims to fill the gap in the literature – with respect to the European context – on gender inequalities in medical careers. Data on more than one thousand physicians working in five hospitals in the Lombardy Region have been collected through an online survey with a rate of response of 48.7%. Data have been analysed through descriptive statistics and through regression analysis. The results point out that women earn 15% less than men, controlling for human capital, work and family characteristics, while they are 44.4% less likely to be promoted to the intermediate levels of the career ladder. Female physicians tend to cluster in medical specialties, while surgery still remains a male-dominated specialty area. Moreover, they do less private practice than their male colleagues, which is highly remunerative. Compared to private institutions, public hospitals seem to guarantee a stronger equality in earnings. The division of paid and unpaid work appears strongly unbalanced, with women as the main responsible for the care of children and the elderly. As a consequence, they tend to solve their work-life conflict by outsourcing care activities while reducing the number of children or renouncing to motherhood (39% of women in the dataset are childless). Regression analysis show that mechanisms of gender discrimination take place both in pay and promotions. Moreover, the same attributes are differently “rewarded” whether they refer to women or men. Hence, being father significantly increase men’s income and their likelihood to promotion. The pay penalty for motherhood is significant at 90% level from the third child, while it negatively affects promotion from the second child. Overall, the fatherhood premium appears stronger than the motherhood penalty. Being married positively increases male’s income but it doesn’t have any effect on female colleagues. Educational credential “pays” more for men than for women in terms of pay, as well as being a surgeon and a head of a unit. Doing private practice is more rewarding, controlling for work hours, for men than for women. The amount of time spent at work and the years of work experience are also differently rewarded in terms of career outcomes, suggesting that gender inequalities are not only a matter of “being like men are”. Overall, these results fill a gap in knowledge and argue that structural constraints – preventing female physicians to earn as much as men do and to have the same chances of career than men have – are taking place.
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Armö, Jakob. "Expatriation and careers in global organisations : How can we understand expatriate employees' experience of international assignment in the context of globalisation?" Thesis, Stockholms universitet, Sociologiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-94128.
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A common practice in multi-national enterprises is to staff important managerial roles in overseas operations with personnel from the company’s country of origin: expatriate managers. Homecoming expatriates often experience that the competence they have acquired abroad is not recognized when returning home. The purpose of this thesis is to explore how expatriates experience that international assignments affect their careers. The theoretical framework used includes sociological theories from neo-Marxist theory, Bourdieuan career theory and expectancy theory. This thesis uses qualitative methodology and a phenomenological approach to investigate the purpose and the research questions. The empirical part of the thesis has been conducted in two phases where five international mobility managers have been interviewed in the first phase. In the second phase interviews where held at a multi-national Swedish headquartered company where five interviews were conducted. The results indicate that there is a discrepancy between how company representatives (managers) and employees consider international assignments and expatriation in relation to employee careers. There seems to be a lack of clear understanding of the impact of expatriation on employee careers and also of the career value of an international assignment for an employee.
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Toofanian, 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/.
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Subjects in this study were 5,523 respondents from a survey which was sent to households throughout the United States. The purpose of this study was to examine two basic components of career orientation: career indecision and career insight. Correlational analyses found relationships between career indecision and average job tenure, industry leaving intentions, industry staying intentions, and job satisfaction. Correlational analyses found relationships between career insight, industry staying intentions and job satisfaction. Multiple regression analyses were run using both career indecision and career insight as independent variables found that they had useful levels of incremental validity in predicting industry leaving intentions and job satisfaction. Potential uses of the two-dimensional career indecision - career insight model are discussed.
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Smith, Janice Louisa. "Taking care of careers: The working-lives of professional women in the careers guidance sector." Thesis, University of Warwick, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.526230.
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Ip, Chung Yan. "The end of careers? : changes of males' employment careers in Britain between 1955 and 2004." Thesis, University of Oxford, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.504028.
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Millar, Robert. "Client and careers officer perceptions of careers guidance and their relationships to models and outcomes." Thesis, University of Ulster, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.242169.
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Zhang, Weiyuan. "Young people and careers : a comparative study of school careers guidance in Shanghai and Edinburgh." Thesis, University of Edinburgh, 1996. http://hdl.handle.net/1842/21631.
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This study involved 1068 pupils in seven selected secondary schools, 48 guidance teachers and careers officers in Shanghai and Edinburgh. It employed the research methods of questionnaire survey, unstructured interviews, and observation. The purpose of this study was to examine careers guidance through comparative studies in Shanghai and Edinburgh. Points of comparison between the two cities include criteria for choosing a career, occupational preferences, people who influence pupils' choice of careers, variables that influence pupils' higher education and job expectations, and the changing process of pupils' occupational aims during their secondary school years. Results demonstrate that pupils' careers development is influenced by their personal psychological development (interests and abilities), by the culture of the school, by their school academic achievements, by their family, by the prevailing political, economic and cultural climate, by public opinion and by the labour market. None of the existing careers guidance models sufficiently encompasses all these important factors. Therefore, although some aspects of each of the careers guidance models appear to be relevant to the situation in Shanghai and Edinburgh, no one single model adequately informs careers guidance in either country. The survey also examined pupils' careers guidance needs and the main careers guidance methods. The results show that careers guidance is a high priority amongst pupils in Shanghai and Edinburgh. It is hoped that this study might help schools in Shanghai and Edinburgh to improve upon existing careers guidance practice.
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Bouette, Martin. "An investigation into art and design graduate careers : towards developing a career progression tool." Thesis, Robert Gordon University, 2003. http://hdl.handle.net/10059/533.
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The aim of this research was to develop a comprehensive body of research about the careers of art and design graduates, and to utilise the findings in the development of a concept multimedia 'career progression tool'. A critical contextual review of key research highlighted a lack of data about 'actual' art and design graduate careers. Existing research suggests that the models of practice promoted within art and design courses are based predominantly upon suppositions, which are out dated and unrealistic. A 'naturalistic' methodology was developed in which the researcher conducted a quantitative longitudinal survey and case studies, using his prior experiences as a practitioner to promote an 'empathetic' approach. A questionnaire survey was used to discover the perceptions of recent design graduates about future careers. These findings were used as contextual information in the development of a case study strategy, which revealed primary accounts of personal experiences about higher education and subsequent career progression for art and design graduates. Analysis of the data identified the occupational realities experienced by graduates trying to develop specialist careers. These included 'being lost' following graduation, initial career failure due to limited business and sector knowledge and the relevance of technology to contemporary practice. A 'career progression tool' concept was developed as a possible way to disseminate the research findings. An evaluation ofthis tool by selected students, staff and a careers advisor from the Robert Gordon University highlighted its usefulness as a strategy for disseminating bespoke careers information based on graduates' real experiences.
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SA, PATRICIA FREITAS DE. "CAREERS AND NEW GENERATION OF WORKERS: WHAT ARE THE CAREER EXPECTATIONS OF YOUNG PROFESSIONALS?" PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2011. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=19733@1.
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O ambiente corporativo tornou-se multigeracional e o entendimento do perfil de
cada geração passou a ser primordial para as empresas. As experiências vivenciadas
por cada uma das gerações influenciam a forma como estas encaram o papel do
trabalho em suas vidas e nas suas expectativas de carreira. A transformação pela qual
vem passando o ambiente de trabalho, através de novas formas de comunicação,
relacionamento, realização de negócios e gestão de pessoas, vem sendo
potencializada pela inserção de um grande contingente de jovens pertencentes à
geração Y. De acordo com a literatura que caracteriza a geração Y, estes jovens
possuem aspirações e interesses particulares em relação ao trabalho. Todavia, ainda
não existem muitos estudos que exploram as expectativas desses jovens em relação à
carreira. Desta forma, o propósito deste trabalho foi analisar as expectativas de
carreira destes jovens entrantes no mercado de trabalho, a denominada geração Y ou
geração milênio. Para tanto, foi realizada uma pesquisa qualitativa, baseada em
entrevistas semiestruturadas com jovens entre 21 e 30 anos de idade, que possuem
formação superior completa e com pelo menos um ano de experiência profissional no
mundo corporativo, sendo que esta experiência profissional não inclui o período de
estágio. O objetivo das entrevistas foi identificar as expectativas de carreira da
geração Y. Os conteúdos das entrevistas foram categorizados e analisados segundo o
referencial teórico de carreiras e sobre as características do perfil da geração Y. O
resultado da análise sugere que estão presentes, nas expectativas dos jovens dessa
geração, elementos tanto das carreiras tradicionais quanto das novas configurações de
carreira.The corporate environment has become multigenerational and understanding each generation has become essential for companies. The experiences of each generation influence how they deal with the role of work in their lives and with their career expectations. The transformation that comes through the workplace, through new forms of communication, relationships, business operations and personnel management has been enhanced by the inclusion of a large contingent of young people from Y Generation into the labor market. According to the literature that characterizes the Y Generation, these young people have aspirations and interests about their jobs. However there aren’t many studies that explore the expectations of young people concerning their careers. Thus, this research analyzed the career expectations of young entrants into the labor market, the so-called Y Generation or Millennial Generation. For this purpose, a qualitative study was developed, based on semi-structured interviews with young people between 21 and 30 years old, who have completed graduation and have worked for at least one year in the corporate world, not including internships. The interviews aim was to identify the career expectations of Y Generation. The interview’s contents were categorized and analyzed according to theoretical background and on the career profile and characteristics of Y Generation. As a result, the analysis suggests that elements of both traditional and new career settings characterize the expectations of the younger generation.
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Janes, Kirsty. "Queering careers : exploring difference in relation to Lesbian, Gay, Bisexual and Transgender career progression." Thesis, University of Exeter, 2017. http://hdl.handle.net/10871/28617.
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This thesis explores the relationship between sexual orientation and gender identity (SOGI) and career progression (CP) by applying a performative, post-structuralist, and queer theory influenced approach to career theory. It analyses how, that is to say in what ways and by what means, homosexual and transgender difference is produced through the processes associated with CP. It is based on 36 interviews with individuals of diverse ages and occupations who identify as Lesbian, Gay, Bisexual or Transgender (LGBT) and are based in the south-west of England. Hitherto career theory has based its understanding of CP on individual differences and/or category based explanations. The contribution of this thesis comes from using an anti-categorical understanding of difference to show how SOGI and CP are interacting disciplinary regimes. SOGI not only affects CP through assumptions about capability and suitability, but difference is constituted through CP – as the associated acts and interactions shape the way we think of ourselves, our possibilities, our becoming. Responsibility for achieving SOGI and CP is devolved to the individual, who is then often forced to prioritise one or the other. The findings show some shared patterns (which are argued to be based on situational, performative, embodied experiences not identity categories), such as minimising or compensating for difference, femininity as a locus for limiting discourse and self-employment as a mode of exclusion. Trajectories, choices and aspirations are affected, though not necessarily disadvantageously, leading to the conceptualisation of careers as queered by homosexual and transgender difference. This research contributes by arguing that rather than consider CP in terms of category based ceilings, CP and the production of difference can be understood as multiplicitous, emergent, and co-productive processes. This thesis forms a timely contribution to understanding LGBT experience during a period of intense change in social recognition, which includes discourses of normalisation, by suggesting that we still need to recognise the often subtle internal and external reiterations of heteronormative discourse that produce difference.
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Hopkins, Tracy Hui Ling. "Sustaining Career Success: Senior Management Women Careers in the Resources Sector of Western Australia." Thesis, Curtin University, 2017. http://hdl.handle.net/20.500.11937/76039.
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This study explores the work experiences of thirty-one successful senior women in the resources sector of Western Australia. Career success was found to be contingent on a) believing in oneself, b) the belief of others in you, and c) overcoming barriers. Mentoring, sponsorship, professional development and networking facilitated the navigation of challenging workplace cultures. Senior women’s career success has been captured in the 3C’s Weaving Model.
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Kosmidou, Chysoula. "Successful careers teachers in Greece : collaborative enquiry for a critical approach to careers education and guidance." Thesis, University of Southampton, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.316020.
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Lewis, Jenifer Mary. "Flexibility in graduate careers : an exploratory study ; the work careers of a sample of 1970 graduates." n.p, 1985. http://ethos.bl.uk/.
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Melero, Martín Eduardo. "Careers, human capital and managerial styles." Doctoral thesis, Universitat Pompeu Fabra, 2005. http://hdl.handle.net/10803/7422.
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The study of career paths within organizations is an issue that has received strong attention in the theoretical literature of organizational economics and management1. From the empirical point of view, however, research in this topic is scarcer and less comprehensive. The gap has been caused to a large extent by the unavailability of data tracking worker's career moves in employee-level surveys and by the lack of information about career management policies in firm-level data. This thesis contributes to fill such hole. It investigates how workers' careers and their behavior as managers depend on the characteristics of the firms where they work and their own personal characteristics, with a strong emphasis in the role of human capital. The research is carried out using micro data at both worker and firm level, available only in relatively recent data sets.The interaction between accumulation of human capital and workers' employment horizons has been frequently recognized as a key issue in explaining why some firms maintain long-term relationships with their employees while others remain closer to what it could be considered spot-market labor contracting. There are nonetheless important factors that have been usually absent in the literature of organizations. This is the case of internal firm structures that may improve or discourage the interactions between different hierarchical levels, affecting eventually to the costs of job change involved in promotions. Both human capital and organization-relational aspects of career paths are objects of study of this thesis. First, it is analyzed how the characteristics of employers and the markets where they work affect the general or firm-specific nature of employees' human capital and, therefore, to the type of employment relationship held. Second, it is investigated how differences in employees' personal characteristics affect their career horizons, the management of their human capital and the type of career moves done. Finally, the effects of these factors on career path outcomes are examined, in terms of leadership behavioral differences among those arriving at managerial levels. A particular attention is paid the important differences between the careers of men and women that are also found in their managerial style.
Overall, the research presented here sheds light on what career management schemes adapt better to different product and labor market circumstances. It opens as well a number of challenges for the study of human resources management and shows that population-wide surveys can be very useful tools to carry out empirical investigations in this area, usually dominated by narrower and less representative surveys.
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Draper, Janet. "Reflections on teachers' work and careers." Thesis, University of Edinburgh, 2006. http://hdl.handle.net/1842/29090.
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This commentary reflects upon a set of papers relating to teachers’ work which are significant for a number of reasons. Firstly they begin to fill a gap in the understanding of the experience of Scottish teachers, and how they see their work and careers in teaching. Secondly the research has impacted, with other forces, upon policy at national level, by raising awareness of teachers’ experiences of employment and support within a context where the focus of rhetoric is long-term professional development. Arrangements for the support of new teachers have now changed. The analysis presented here sets the papers’ findings in a wider context of the changing nature of work and of career, and of the shape these take in teaching, and questions assumptions made about the current and future nature and length of teachers’ careers. Teachers’ work is work, public sector work and professional work and each additional characteristic shapes its nature. Contextually, globalisation and new managerial agendas have brought changes in work and career and the findings of the papers are analysed within this framework. The Scottish context, with its educational history, ways of working and recent changes in teachers’ work, provides its own unique setting for understanding teachers’ work and the impact of modernisation. It is concluded that while some common effects of modernisation are clearly identifiable for Scottish teachers’ work, satisfaction with autonomy unusually remains high. The new arrangements for teachers following from the implementation of the McCrone agreement are considered as a force for sustaining that satisfaction.
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Humphreys, Leslie. "The criminal careers of recidivist deceptors." Thesis, Lancaster University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.420556.
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Litke, Graham Ross. "Perceptions of women in agronomy careers." Thesis, Tarleton State University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1589553.
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There are an insufficient number of university students, specifically women, graduating with an education in agronomy to fill work force demands. This need, driven partially by population growth, is increasing due to growing rates of industrialization and consequential environmental issues. Agronomy pays special attention to the supply and demand of resources from the environment. Though there is an apparent regression in students choosing an education in agronomy, there is a need for their skill set. This study hypothesized that urban and rural women have different perceptions that influence them towards agronomy careers. To quantify these perceptions, a survey was issued to women at the 2014 American Society of Agronomy, Crop Science Society of America, and Soil Science Society of America Joint Annual Meetings in Long Beach, CA, USA. Rural and urban women had significantly different (p < 0.05) perceptions about their birthplace environment's influence on career choice, proving the hypothesis. Rural women were more influenced by this setting than their urban counterparts, which could prove to be a major issue if urban encroachment progresses. This study defines the rural urban birthplace population break at 25,000 for women in agronomy careers. This population break knowledge should be helpful for revisions of marketing, recruitment, and retainment programs. Other trends presented are helpful because together they disclose potential future investigations into agronomy women's perceptions, their decision-making processes, and what influences their career choice.
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Carlsson, Christoffer. "Continuities and Changes in Criminal Careers." Doctoral thesis, Stockholms universitet, Kriminologiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-100696.
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The best predictor of future criminal behavior is past criminal behavior. At the same time, the vast majority of people who engage in crime are teenagers and stop offending with age. Explaining these empirical findings has been the main task of life-course criminology, and contributing to an understanding of how and why offenders continue their criminal careers once they have started, and how and why they stop, is also the purpose of this dissertation. To do this, the dissertation studies a number of facets of the criminal career: the importance of childhood risk factors (Paper I), the notions of turning points (Paper II) and intermittency (Paper III), and the connection between masculinities and criminal careers (Paper IV). In contrast to much life-course criminological research, the dissertation mainly relies on qualitative life history interviews, collected as part of The Stockholm Life Course Project. The findings suggest a need for increased sensitivity to offenders’ lives, and their complexity. Whereas continuity and change can be understood within a frame of age-graded social control, this perspective needs to be extended and developed further, in mainly three ways. First, the concept and phenomenon of human agency needs closer study. Second, lived experiences of various forms of social stratification (e.g. gender, ethnicity, and so on) must be integrated into understandings of continuity and change in crime, seeing as phenomena such as social control may be contingent on these in important ways. Third, this dissertation highlights the need to go beyond the transition to adulthood and explore the later stages of criminal careers. In closing, the dissertation suggests that we move toward a focus on the contingencies of criminal careers and the factors, events, and processes that help shape them. If we understand those contingencies in more detail, possible implications for policy and practice also emerge.At the time of the doctoral defence the following paper was unpublished and had a status as follows: Paper 1: Submitted
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Price-Rhea, Kelly. "How Motherhood Affects Professional Golf Careers." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/5533.
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Nieken, Petra [Verfasser]. "Tournaments, Risk and Careers / Petra Nieken." Aachen : Shaker, 2009. http://d-nb.info/116131167X/34.
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Khapova, Svetlana Nikolaýevna. "Careers in the knowledge economy and the web-based career support new challenges and opportunities /." Enschede : University of Twente [Host], 2006. http://doc.utwente.nl/57123.
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