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Academic literature on the topic 'Research careers'

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Published: 4 June 2021
Last updated: 19 February 2022

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Journal articles on the topic "Research careers"

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Inkson, Kerr, Dale Furbish, and Polly Parker. "Fast Forward: Careers Research in New Zealand." Australian Journal of Career Development 11, no. 3 (October 2002): 36–45. http://dx.doi.org/10.1177/103841620201100315.

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This article describes and discusses developments in careers research in the past few years in New Zealand. While detailing some important mainstream research in the ‘career development’ tradition, it focuses on research conducted largely in New Zealand business schools, which may have been prompted by the country's rapid deregulation in the 1980s and 1990s. Particular attention is paid to the destabilisation of careers and the development of ‘boundaryless’ and other new forms of career. This work provides a framework enabling us to understand career adaptation, and ‘mobile career’ phenomena such as careers based on project work and the role of overseas experience in career development.
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Akkermans, Jos, Anne Keegan, Martina Huemann, and Claudia Ringhofer. "Crafting Project Managers’ Careers: Integrating the Fields of Careers and Project Management." Project Management Journal 51, no. 2 (November 7, 2019): 135–53. http://dx.doi.org/10.1177/8756972819877782.

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Project managers experience unique careers that are not yet sufficiently understood, and more people than ever before are pursuing such careers. The research on project management and careers is therefore urgently needed in order to better understand the processes and systems shaping the careers of project managers. We address this gap by reviewing several key career theories and constructs and examining how these are mobilized to understand project managers’ careers in existing research. Our main conclusion is that boundaryless career theory has been the dominant career perspective in project management research, whereas other career theories—specifically protean career theory, social cognitive career theory, career construction theory, and sustainable career theory—are far less often mobilized as a basis for studies. We also find that some of the most popular constructs in careers research, such as career success and employability, have been used in recent project management research. However, their use in these studies is often implicit and does not necessarily leverage existing work from the careers field. We argue that there is strong potential for further and more systematic integration between project management and careers research in order to enrich both fields, and we offer a research agenda as a starting point.
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Tomlinson, Jennifer, Marian Baird, Peter Berg, and Rae Cooper. "Flexible careers across the life course: Advancing theory, research and practice." Human Relations 71, no. 1 (November 13, 2017): 4–22. http://dx.doi.org/10.1177/0018726717733313.

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This introductory article sets out a framework for conceptualizing flexible careers. We focus on the conditions, including the institutional arrangements and the organizational policies and practices, that can support individuals to construct flexible and sustainable careers across the life course. We ask: What are flexible careers? Who are the (multiple) actors determining flexible careers? How do institutions and organizational settings impact upon and shape the career decisions and agency of individuals across the life course? We begin our review by providing a critique of career theory, notably the boundaryless and protean career concepts, which are overly agentic. In contrast, we stress the importance of institutions, notably education and training systems, welfare regimes, worker voice, working-time and leave regulations and retirement systems alongside individual agency. We also emphasize the importance of various organizational actors in determining flexible careers, particularly in relation to flexible work policies, organizational practices, culture and managerial agency. Finally we argue for the importance of a life course framing taking into account key transition points and life stages, which vary in sequence and significance, in the analysis of flexible careers. In concluding remarks, we urge researchers to use and refine our model to the concept of flexible careers conceptually and empirically.
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McKenna, Steve, and Amanda Peticca-Harris. "Globalization, academic knowledge interests and the global careers discourse." critical perspectives on international business 12, no. 4 (October 3, 2016): 331–47. http://dx.doi.org/10.1108/cpoib-02-2015-0007.

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Purpose This paper aims to present two objectives. The first objective is to identify the academic knowledge interests (managerial, agentic, curatorial and critical) prevalent in research on global careers. The second objective is to consider and critique the discourse constructed and perpetuated in academic texts on global careers concerning globalization, global careers and the global careerist. Design/methodology/approach Using a critical discourse analysis, the paper analyzes 66 articles and book chapters and one book on the subject of a global career. The authors positioned the texts into one of the four academic knowledge interests – managerial, agentic, curatorial and critical. The texts were also analyzed with respect to the discourse manifested in relation to globalization, global careers and the global careerist. Findings The authors found that the texts were driven by primarily managerial academic knowledge interests, followed by agentic and curatorial interests. Very few reflected critical knowledge interests. In addition, texts on global careers accept the globalization of business as natural and unproblematic and, consequently, construct a discourse about the global career and the global careerist which fits the idea that global business expansion in its current form is inevitable and inescapable. Originality/value This paper is the first to analyze the academic knowledge production and discourse on “global careers” and the “global careerist” as it is emerging among career scholars. It is also one of the very few articles offering a more critical perspective on global careers specifically and careers more generally.
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Collins, Mary B., William D. Lipe, and Diane C. Curewitz. "Curating Research Careers." Heritage Management 3, no. 2 (September 2010): 233–54. http://dx.doi.org/10.1179/hma.2010.3.2.233.

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Boutros, Nashaat. "Building Research Careers." Psychiatric News 38, no. 17 (September 5, 2003): 26. http://dx.doi.org/10.1176/pn.38.17.0026a.

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Carpenter, S. "SCIENCE CAREERS: Carving a Career in Translational Research." Science 317, no. 5840 (August 17, 2007): 966–67. http://dx.doi.org/10.1126/science.317.5840.966.

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Kahn, James S., and Ruth M. Greenblatt. "Mentoring Early-Career Scientists for HIV Research Careers." American Journal of Public Health 99, S1 (April 2009): S37—S42. http://dx.doi.org/10.2105/ajph.2008.135830.

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Smith, Theresa, and Alison Sheridan. "Organisational careers versus boundaryless careers: Insights from the accounting profession." Journal of Management & Organization 12, no. 3 (November 2006): 223–34. http://dx.doi.org/10.1017/s1833367200003977.

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ABSTRACTMuch of careers research in recent times has focused on the so called move away from traditional ‘organisational careers’ to what Arthur (1994) coined the ‘boundaryless career’. This paper discusses research that challenges the applicability of the boundaryless career and the claim that ‘organisational careers are dead’. Drawing on interviews with nearly 60 accountants in Australia, the research demonstrates that employees are pursuing an organisational career. For this occupational group, the lack of proactive HR involvement in career development and the emphasis on self-direction was not appreciated. Rather, the research highlighted that the lack of organisational career management had negative implications for employee attitudes and motivation. The issues raised by the participants suggest it is timely to consider whether the unique characteristics of the accounting profession represent an ideal environment for the maintenance of an ‘organisational career’.
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Smith, Theresa, and Alison Sheridan. "Organisational careers versus boundaryless careers: Insights from the accounting profession." Journal of Management & Organization 12, no. 3 (November 2006): 223–34. http://dx.doi.org/10.5172/jmo.2006.12.3.223.

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ABSTRACTMuch of careers research in recent times has focused on the so called move away from traditional ‘organisational careers’ to what Arthur (1994) coined the ‘boundaryless career’. This paper discusses research that challenges the applicability of the boundaryless career and the claim that ‘organisational careers are dead’. Drawing on interviews with nearly 60 accountants in Australia, the research demonstrates that employees are pursuing an organisational career. For this occupational group, the lack of proactive HR involvement in career development and the emphasis on self-direction was not appreciated. Rather, the research highlighted that the lack of organisational career management had negative implications for employee attitudes and motivation. The issues raised by the participants suggest it is timely to consider whether the unique characteristics of the accounting profession represent an ideal environment for the maintenance of an ‘organisational career’.
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Dissertations / Theses on the topic "Research careers"

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Ravasi, Claudio. "Internationalization of managerial careers : three research articles." Thesis, Paris 10, 2015. http://www.theses.fr/2015PA100032.

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Cette thèse de doctorat examine la carrière des managers dans un contexteinternational. Plus précisément, elle s’intéresse aux parcours et modèles de carrièredans un contexte en évolution en prenant comme exemple le cas des managersinternationaux. Nous nous focalisons sur la nature évolutive des carrièresmanagériales, les environnements organisationnels et globaux dans lesquels lescarrières se développent, et la relation réciproque qui existe entre des carrières etdes environnements en évolution. Tous ces aspects sont explorés à travers troisarticles qui reposent sur trois terrains empiriques distincts.Le premier article analyse les profils de carrière des top managers européens dansun contexte d’internationalisation accrue. Des données sur le profil et la carrière deplus de 900 top managers dans quatre pays ont été collectées et analysées. Le butest de vérifier l’hypothèse d’une stabilité des modèles nationaux de carrière etd’identifier les éléments nouveaux liés à l’internationalisation.Le deuxième article se focalise sur les profils des dirigeants des plus grandesentreprises suisses. Nous nous sommes intéressés à l’évolution historique sur 30ans (1980–2010) des profils et des carrières d’environ 600 top managers. Cet articlemet en évidence le développement en Suisse d'une communauté internationale detop managers étrangers et analyse les changements dans leurs profils et dans leurscarrières.Le troisième article s’intéresse à l'adaptation interculturelle d'une population de 152employés étrangers (expatriés traditionnels, expatriés volontaires, migrants qualifiés)et 126 conjoints. Cet article étudie différents aspects de l'adaptation, en seconcentrant sur la maîtrise de la langue locale et les pratiques organisationnelles desoutien à l’expatriation
This doctoral dissertation examines the career of managers in an international context. Specifically, this research focuses on careers patterns in a changing environment using the case of international managers (i.e. managers with a career that develops globally). More broadly, the research looks at the evolving nature of managerial careers, the organizational and global environments in which careers develop, and the reciprocal relationship between changing careers and changing environments, specifically in the context of those with global careers. All these aspects are explored in this doctoral dissertation with three research articles that use three different sets of empirical data.The first article analyzes the career profiles of top European managers in the context of increased internationalization. Data on profiles and careers of more than 900 top managers in four countries has been collected and analyzed. The purpose is to verify the hypothesis of stability in national career models and identify new elements related to internationalization. The second article focuses on the profiles of top managers at the biggest Swisscompanies. We focused on the evolution of profiles and careers of about 600 topmanagers over a 30-years period (1980–2010). This article highlights the development of an international community of foreign top managers in Switzerland and analyzes the changes in their profiles and careers.The third article focuses on the cross-cultural adjustment of a population of 152foreign employees (traditionally-assigned expatriates, self-initiated expatriates, skilled migrants) and 126 spouses. This article studies different aspects of adjustment, focusing on local language proficiency and relocation support practices
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Poloyac, Samuel M., Kristen F. Block, Daniel R. Touchette, Nicholar E. Hagemeier, Rick Bertz, Stephanie F. Gardner, and Daniel A. Ollendorf. "Suit Up: Power Skills for Successful Research Careers." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/5420.

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“Soft skills” are soft no longer; when it comes to leading research endeavors in academic or industry settings, the most successful researchers are those who can harness their ability to mentor, advocate, manage and adapt to enhance their scientific skills. This session for graduate program faculty, administrators and trainees will showcase the universal nature of “power skills” across job sectors and explore how colleges of pharmacy can incorporate these skills into their research training programs.
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Loney, Timothy J. "More than Cracking Backs| Exploring Patient-Careers in Chiropractic Care." Thesis, Minnesota State University, Mankato, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10979096.

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The popularity of the concept of patient-career rose at the same time as more people were using chiropractic care in the United States. Yet, patient-career has yet to be applied in a sociological manner to those who seek out chiropractic care. Semi-structured in-depth interviews with 19 patients of chiropractic care reveal that pain, to the point of interference with daily-life, is what drove them to seek out help outside traditional medicine. This research investigates how holding preconceived notions of chiropractic care (positive or negative), the influence of social networks, and beliefs surrounding health and pain influence the direction of the individual careers in chiropractic care. Several key findings emerged throughout the interview process such as understanding the impact of pain on daily-life, the validation of this pain from a caregiver, the importance of connections and shared understandings in healthcare, and the paradox of a chiropractic adjustment as a blend of science, religion, and magic.

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Haukka, Sandra, and s. haukka@qut edu au. "Research training and national innovation systems in Australia, Finland and the United States: a policy and systems study supported by 30 case studies of research students in the fields of geospatial science, wireless communication, biosciences, and materials science and engineering." RMIT University. Education, 2006. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20061109.120913.

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Reforms to the national research and research training system by the Commonwealth Government of Australia sought to effectively connect research conducted in universities to Australia's national innovation system. Research training has a key role in ensuring an adequate supply of highly skilled people for the national innovation system. During their studies, research students produce and disseminate a massive amount of new knowledge. Prior to this study, there was no research that examined the contribution of research training to Australia's national innovation system despite the existence of policy initiatives aiming to enhance this contribution. Given Australia's below average (but improving) innovation performance compared to other OECD countries, the inclusion of Finland and the United States provided further insights into the key research question. This study examined three obvious ways that research training contributes to the national innovation systems in the three countries: the international mobility and migration of research students and graduates, knowledge production and distribution by research students, and the impact of research training as advanced human capital formation on economic growth. Findings have informed the concept of a research training culture of innovation that aims to enhance the contribution of research training to Australia's national innovation system. Key features include internationally competitive research and research training environments; research training programs that equip students with economically-relevant knowledge and the capabilities required by employers operating in knowledge-based economies; attractive research careers in different sectors; a national commitment to R&D as indicated by high levels of gross and business R&D expenditure; high private and social rates of return from research training; and the horizontal coordination of key organisations that create policy for, and/or invest in research training.
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Fotiadou, Maria. "The discourse of careers services : a corpus-based critical discourse analysis of UK university websites." Thesis, University of Sunderland, 2017. http://sure.sunderland.ac.uk/10127/.

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This thesis examines the discourse of careers services in UK university websites. The notion of employability has been presented and promoted by powerful groups, such as governments, organisations, the media, employers, and higher education institutions, as the remedy to the social problem of unemployment. Careers services in UK universities were given the role of ‘expert’ professionals who are there to support and guide students towards developing their employability and skills. This study examined the ideas and messages reproduced and promoted by the careers services, which could affect the students’ understanding of the ‘job market’ and their role in it. The chosen methodology, that is corpus-based critical discourse analysis, combined qualitative and quantitative methods and tools for the analysis of 2.6 million words deriving from 58 UK universities’ websites, and more specifically the careers services sections. In general, this thesis highlights some of the problematic, common-sense ideas that are being promoted by these services and encourages the denaturalisation of the careers services’ discourse. The main argument is that the language used by the careers services in UK universities reproduces and promotes neoliberal ideology. The analysis shows that higher education students are encouraged to develop ‘job-hunting techniques’ and are presented as responsible for their own ‘survival’ in a ‘fiercely competitive job market’. The notion of employability is promoted as the main solution to this highly problematic ‘reality’. The services advertise that they ‘know’ what employers are looking for from prospective employees and claim that they can ‘help’ students with their job search. The close analysis of linguistic data reveals that these services act as the ‘enablers’ of the students’ self-beneficiary action. In addition, besides their role as careers counsellors, the services’ use of language demonstrates their involvement in the therapeutic field. Finally, the language used by post-1992 and Russell Group universities was found to be quite similar. There are, however, some differences that could be viewed as signs of competition between these two university ‘groups’ and a preference of the job market towards a particular ‘group’ of graduates from elite institutions.
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Lord, Kay Elizabeth, University of Western Sydney, and Faculty of Social Inquiry. "The personal growth and career development of organisational change agents : a narrative study of the careers of experienced practitioners in an Australian setting." THESIS_FSI_SEL_Lord_K.xml, 2000. http://handle.uws.edu.au:8081/1959.7/317.

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This study was initiated by the need to develop change agent skills in a group of consultants from a large government organisation facing major challenge from a competitive market. In order to develop a program, a group of mature and experienced change agents, with around 20 years experience in a variety of different organisations in each case, was asked, through the medium of an unstructured interview, to tell the story of their own growth and development. A model of 12 factors was developed, based on recent studies of leadership, the researcher's own career experience and an analysis of a well known practitioner's biography. This model was used to analyse the content of the interview material. The study found that there were a small number of factors which distinguished the development of this group from that of leaders who had been the subject of earlier studies. These were, firstly, the primary influence of the mother as role model. for both men and women. Secondly, the influence of early confrontations with established systems of power being employed in abusive ways, which developed a commitment to preserve the freedom of individuals to participate in decisions which affect their lives. Finally, a belief in the critical part ethics, integrity and the continual practice of learning for self-awareness, plays in maintaining a sustainable career as a change agent. The conclusions for a program of development for change agents are, firstly, that prospective participants should self assess their personal experiences from childhood, their attitudes to learning and the maintenance of an integrated self as an essential for mediating between stakeholder groups. Secondly, the influence of practical experience far outweighs that of schooling or academic studies. Thirdly, change agents employ what Bateson describes as type III learning, more than any particular theoretical approach, when designing organisational interventions. The study concludes that further research into the nature of the attachment bonds formed by change agents in childhood is needed to better understand the psychological dynamics which support excellent and sustainable practice.
Master of Science (Hons)
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Obers, Nöelle Marie Thérèse. "A case study of the research careers of women academics: constraints and enablements." Thesis, Rhodes University, 2013. http://hdl.handle.net/10962/d1001575.

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The purpose of this research is to investigate constraints that women academics experience in their research careers and how enablements, particularly in the form of mentoring relationships and support structures, can impact on their research career development in the context of the new knowledge economy of Higher Education. The research was a case study of one South African Institution and used a mixed method approach. Social realism underpinned the research. Data was collected and analysed within the spheres of structure, culture and agency, using critical discourse analysis, interpretation and abstraction strategies. I investigated how women researchers understand and experience career success and what they perceive and experience as enablements and constraints to their research careers. Institutional support structures and cultures were examined with a focus on the role of the Head of Department. I explored mentoring and questioned whether the agency of women academics is empowered by mentoring and supportive structures to overcome constraints to their research productivity and the development of their careers. Gender-based issues of inequity, low self-esteem and accrual of social capital appear to be the underlying factors affecting how women perform in the research arena and advance within the institution. It was found that mentoring is a generative mechanism that has a favourable impact on women academics as it enables them to overcome obstacles to research productivity and career advancement.
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Mazzola, Bridget T. "The Neurosociologial Approach to Gender Bias in STEM Careers." Kent State University Honors College / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=ksuhonors1525709719265255.

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Carvalho, Júnior Orlando Lyra de. "Media visibility and electoral careers: research comparing members of parliament in Brazil and Germany." Universidade Federal de Juiz de Fora, 2014. https://repositorio.ufjf.br/jspui/handle/ufjf/609.

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Objetivo: Este trabalho baseia-se em uma pesquisa de campo realizada com deputados brasileiros e alemães e visa comparar estratégias de comunicação e comportamento eleitoral nos dois países. A hipótese de trabalho é que as estratégias de comunicação de parlamentares variam de acordo com o padrão de votação, o tipo de voto e as conexões eleitorais. Metodologia: entrevistas semiabertas e fechadas foram conduzidos para avaliar as percepções e práticas de parlamentares do Brasil e da Alemanha como um exercício inicial para explora a relação entre visibilidade na mídia e carreiras eleitorais. O desenho da pesquisa utilizou uma amostra de saturação que proporcionou um número suficiente de inquiridos para análise. Foram estabelecidas correlações estatísticas (tabulação-cruzada, logit e FA) entre as respostas e as variáveis concentração de votos, tipo de candidatura, magnitude do distrito e nível de competitividade. Resultados: A pesquisa comparou um país altamente desenvolvido (Alemanha) com um em desenvolvimento (Brasil) que apresenta um grande déficit em infraestrutura. No entanto, o estudo constatou semelhanças entre tipos de políticos que usam os meios de comunicação de massa, no nível nacional e regional, para se comunicar com os seus eleitores, trabalham em comitês e fazem discursos em plenário, mas cujas atividades parlamentares não estão principalmente voltadas a trazer benefícios e a atender os interesses locais dos distritos onde foram eleitos. A pesquisa também descobriu um tipo de político que usa intensamente a mídia eletrônica e impressa regional, e cujas atividades estão focadas principalmente no fornecimento de serviços e vantagens a seus distritos eleitorais. Quanto à política on-line, a pesquisa constatou que a Internet não é vista como decisiva na arena política: ela é usada em ambos os países como uma alternativa complementar aos meios de comunicação de massa, e como uma estratégia adotada principalmente por deputados que pertencem a partidos pequenos e com poucos recursos. Parlamentares filiados a grandes partidos tendem a utilizar a Internet principalmente para afirmar certa independência face às burocracias partidárias. No Brasil, a estratégia de Internet não é vista como principal meio de comunicação com os eleitores, mas com outras elites políticas. Como instrumento de comunicação política, a pesquisa descobriu que a Internet é usada pelos políticos brasileiros e alemães de diferentes formas e para diferentes fins. Não se constatou o uso da Internet como uma força de globalização, ou seja, com uma tecnologia que produz um uso pasteurizado e inelutável em todo o mundo. Em vez disso, a Internet é usada em contextos locais para atender interesses locais. Conclusão: Os dados coletados na pesquisa de campo confirmaram parcialmente a hipótese que sugere uma associação entre as variáveis concentração de votos, magnitude distrital e nível de competitividade com os diferentes níveis de preocupação com a presença nos meios de comunicação e com a construção de uma boa reputação política. Na Alemanha, o sistema misto gera incentivos para candidatos adotarem estratégias de campanha diferentes, dependendo do tipo de voto (majoritário ou proporcional). Esses incentivos definem a estrutura da concorrência a nível distrital e as estratégias de comunicação dos políticos. Os aspectos multifacetados das conexões eleitorais se revelaram capazes de compensar a ausência de uma cobertura adequada na mídia de massa, podendo até coroar de sucesso as carreiras eleitorais de candidatos a cargos proporcionais no Brasil e na Alemanha.
Objective: This dissertation draws upon field research conducted with Brazilian and German members of parliament. It aims to compare communication strategies and electoral behavior in both countries. The working hypothesis is that the communication strategies of members of parliament vary with the voting pattern, the type of vote and the electoral connections. Methodology: semi-open and closed interviews were conducted to assess the perceptions and practices of parliamentarians of both countries as an initial exercise in exploring the relationship between media visibility and parliamentary careers. The research design draws upon a saturation sample to provide a sufficient number of respondents for analysis. Statistical correlations (cross-tabulation, logit and FA) between the responses to the survey and the independent variables concentration and type of votes, magnitude and competitiveness were established. Results: The research compares a developed country (Germany) with a very good infrastructure, and a developing country (Brazil) with a great deficit in infrastructure. Yet, the study found similar stablished politicians, who uses national and regional media to communicate with voters, works in committees, deliver speeches at the House’s floor, whose activities are not primarily related to district interests. The research also found a type of politician who heavily uses the local broadcasting and print media, whose activities are primarily focused on delivering services and pork to constituencies. As for the online politics, the research found that the Internet is not seen as a "game-changer": it is used in both countries as a complementary alternative to the mass media, and as a strategy adopted mostly by MPs who belong to small parties with few resources. Big-party MPs uses the Internet mostly to gain some independence from the party bureaucracy. In Brazil, the Internet is not seen as a valuable means of communication with voters, but with other political elites. As an instrument of political communication, the research found that the Internet is used by Brazilian and German politicians in different ways and for different purposes. It emerged not as a globalizing force, i.e., with a technological power to produce a pasteurized and ineluctable usage all across the globe. Instead, the Internet is used in local contexts to suit local interests. Conclusion: The field research partially confirmed the hypotheses that suggest an association between the variables concentration of votes, district magnitude and level of competitiveness with different levels of concern on positive coverage in the mass media, and on the construction of a good political reputation. In Germany, the mixed electoral system generates incentives for candidates to adopt different campaign strategies, depending on the type of vote (majority or proportional). These incentives shape the structure of competition at the district level, and the MPs’ communication strategies. The multifaceted aspects of the electoral connection proved to compensate for the absence of adequate coverage in the mass media, and may even crown with success the election of candidates for proportional seats in Brazil and Germany.
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Hodson, Laura Lynn Marie. "Evaluating the Surgical Scientist Program, an examination of the satisfaction and careers of research trainees." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq29283.pdf.

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Books on the topic "Research careers"

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Hatt, Sue, Julie Kent, Carolyn Britton, and Jo Campling, eds. Women, Research and Careers. London: Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1057/9780230389090.

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Goldberg, Jan. Opportunities in research and development careers. Lincolnwood, Ill: VGM Career Horizons, 1997.

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Vos, Ans De, and Beatrice van der Heijden. Handbook of Research on Sustainable Careers. Cheltenham, UK: EE/Edward Elgar Publishing, 2015.

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Technology, Great Britain Parliament House of Lords Select Committee on Science and. Academic research careers for graduate scientists: Report. London: HMSO, 1995.

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Center, Lewis Research. Accessible careers at NASA Lewis Research Center. Cleveland, Ohio: The Center, 1995.

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Cheng, H. N., Agnes M. Rimando, Bradley D. Miller, and Diane Grob Schmidt, eds. Chemistry without Borders: Careers, Research, and Entrepreneurship. Washington, DC: American Chemical Society, 2016. http://dx.doi.org/10.1021/bk-2016-1219.

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Exploring careers in research and information retrieval. New York: Rosen Pub. Group, 1986.

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Center, Lewis Research. Accessible careers at NASA Lewis Research Center. Cleveland, Ohio: The Center, 1995.

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Watson, Andrew. Action research: The expereience of Pathfinder careers services. Sheffield: Employment Department, 1996.

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Latta, Sara L. Lava scientist: Careers on the edge of volcanoes. Berkeley Heights, N.J: Enslow Publishers, 2009.

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Book chapters on the topic "Research careers"

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Lee, Anne. "Supporting careers." In Successful Research Supervision, 217–30. Second edition. | Abingdon, Oxon ; New York : Routledge, 2020.: Routledge, 2019. http://dx.doi.org/10.4324/9781351234986-10.

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Durdon, Kathi G. "Clinical Research Careers." In Series in Biomedical Engineering, 198–207. New York, NY: Springer New York, 2008. http://dx.doi.org/10.1007/978-0-387-76495-5_19.

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Mustajoki, Henriikka, and Arto Mustajoki. "Managing research careers." In A New Approach to Research Ethics, 201–12. Abingdon, Oxon ; New York, NY : Routledge, 2017.: Routledge, 2017. http://dx.doi.org/10.4324/9781315545318-10.

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Kent, Julie, and Anna Palmer. "The Research Context." In Women, Research and Careers, 11–31. London: Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1057/9780230389090_2.

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Cai, Sheng F., and Rebecca L. Aft. "Careers in Academic Research." In Physicians’ Pathways to Non-Traditional Careers and Leadership Opportunities, 167–76. New York, NY: Springer New York, 2011. http://dx.doi.org/10.1007/978-1-4614-0551-1_16.

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Jackson, Marion, and Stella Maile. "Developing a Research Agenda." In Women, Research and Careers, 51–68. London: Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1057/9780230389090_4.

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Britton, Carolyn. "Supporting Women in Research." In Women, Research and Careers, 69–88. London: Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1057/9780230389090_5.

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Hatt, Sue. "Establishing a Research Career." In Women, Research and Careers, 89–107. London: Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1057/9780230389090_6.

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Brewer, Ann M. "Career Research Literature." In Encountering, Experiencing and Shaping Careers, 47–65. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-96956-5_3.

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Frigerio, Gill. "Making connections through practitioner research." In Graduate Careers in Context, 179–92. Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9780203732281-14.

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Conference papers on the topic "Research careers"

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Hoplin, Herman P. "Trends in computing careers." In the twenty-second annual computer personnel research conference. New York, New York, USA: ACM Press, 1986. http://dx.doi.org/10.1145/317210.317232.

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Downey, Jack. "Careers in software." In the 2010 Special Interest Group on Management Information System's 48th annual conference on Computer personnel research. New York, New York, USA: ACM Press, 2010. http://dx.doi.org/10.1145/1796900.1796912.

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Head, T. Blake, Robynne M. Lock, Raina Khatri, Zahra Hazari, and Geoff Potvin. "Student response to a careers in physics lesson." In 2019 Physics Education Research Conference. American Association of Physics Teachers, 2020. http://dx.doi.org/10.1119/perc.2019.pr.head.

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Zwickl, Benjamin M., Javier Olivera, Kelly Norris Martin, and Kirk M. Winans. "Preparing students for physics-intensive careers in optics and photonics." In 2015 Physics Education Research Conference. American Association of Physics Teachers, 2015. http://dx.doi.org/10.1119/perc.2015.pr.093.

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Close, Hunter G. "Meaning and purpose in the pursuit of physics teaching careers." In 2019 Physics Education Research Conference. American Association of Physics Teachers, 2020. http://dx.doi.org/10.1119/perc.2019.pr.close.

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Bian, Jing, and Chao Lu. "Work careers of Chinese Republic Peers women." In The 2013 International Conference on Applied Social Science Research (ICASSR-2013). Paris, France: Atlantis Press, 2013. http://dx.doi.org/10.2991/icassr.2013.64.

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Dorn, Brian. "Session details: Papers: Perceptions of CS Study and Careers." In ICER '16: International Computing Education Research Conference. New York, NY, USA: ACM, 2016. http://dx.doi.org/10.1145/3254579.

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Tataru, Dragos, Dragos Toma-Danila, Eduard Nastase, Bogdan Zaharia, and Bogdan Grecu. "EMPOWERING STEM CAREERS AWARENESS THROUGH SEISMOLOGY EDUCATIONAL RESEARCH PROJECTS." In International Technology, Education and Development Conference. IATED, 2016. http://dx.doi.org/10.21125/iceri.2016.2076.

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Outlay, Christina N., and Poornima Krishnan. "Skill gaps and careers in IS compliance." In the 2010 Special Interest Group on Management Information System's 48th annual conference on Computer personnel research. New York, New York, USA: ACM Press, 2010. http://dx.doi.org/10.1145/1796900.1796953.

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Ronen, Boaz, and Jack K. Baroudi. "The selection, training, tasks and careers of microcomputer support personnel." In the twenty-second annual computer personnel research conference. New York, New York, USA: ACM Press, 1986. http://dx.doi.org/10.1145/317210.317231.

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Reports on the topic "Research careers"

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Harris, Beverly C., Kathryn Wochinger, Jeffrey P. Schwartz, and Larry Parham. Longitudinal Research on Officer Careers: Volume 5. Codebook for the 1992 Survey. Fort Belvoir, VA: Defense Technical Information Center, September 1993. http://dx.doi.org/10.21236/ada271103.

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Griffith, Jeffrey K. University of New Mexico Undergraduate Breast Cancer Training Program: Pathway to Research Careers. Fort Belvoir, VA: Defense Technical Information Center, April 2005. http://dx.doi.org/10.21236/ada436908.

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Harris, Beverly C., Kathryn Wochinger, Jeffrey P. Schwartz, and Larry Parham. Longitudinal Research on Officer Careers: Volume 1. Technical Manual for 1988-1992 Surveys. Fort Belvoir, VA: Defense Technical Information Center, September 1993. http://dx.doi.org/10.21236/ada273187.

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Dorr, Andrea, Eva Heckl, and Joachim Kaufmann. Evaluierung des Förderschwerpunkts Talente. KMU Forschung Austria, December 2020. http://dx.doi.org/10.22163/fteval.2020.495.

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With the funding programme Talents, the Federal Ministry for Climate Action, Environment, Energy, Mobility, Innovation and Technology (BMK) supports people in applied research throughout their entire career. The overarching goal is to increase the utilisation of human potential in the application-oriented, scientific and technical RTI sector. The programme objectives are 1) to inspire young people for research and development, 2) to connect researchers with the economic sector, 3)to guarantee equal opportunities for all. Within the framework of three fields of intervention, there are various programme lines: 1) Intervention field Young Talents with the programme lines Internships for Students and Talents Regional, 2) Intervention field Female Talents with the programme lines FEMtech Internships for Female Students, FEMtech Career and FEMtech Career Check for SMEs (2015 and 2016), as well as FEMtech Research Projects; and 3) Intervention field Professional Talents with the programme lines The Austrian Job Exchange for Research, Development and Innovation as well as Career Grants for Interviews, Relocation and Dual Careers in Applied Research. After an interim evaluation in 2014, a final evaluation took place at the end of the programme period (end of 2020). The programme was analysed with regard to its conception, implementation, achievement of objectives and impact. Furthermore, conclusions and recommendations for the further development of the Talents programme have been drawn. The methodological basis of the evaluation is a document analysis, secondary data analysis (FFG monitoring data), interviews with experts, online surveys of funding recipients (FEMtech Career / FEMtech Career Check for SMEs and Career Grants), case studies (FEMtech Career projects) and workshops.
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Turner, Jr, J. C. Programs for attracting under-represented minority students to graduate school and research careers in computational science. Final report for period October 1, 1995--September 30, 1997. Office of Scientific and Technical Information (OSTI), October 1997. http://dx.doi.org/10.2172/763986.

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Turner, James C. Jr, Thomas Mason, and Bruno Guerrieri. Programs for attracting under-represented minority students to graduate school and research careers in computational science. Final report for period October 1, 1995 - September 30, 1997. Office of Scientific and Technical Information (OSTI), October 1997. http://dx.doi.org/10.2172/764609.

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Hedge, Jerry, and Jennifer R. Rineer. Improving career development opportunities through rigorous career pathways research. RTI Press, March 2017. http://dx.doi.org/10.3768/rtipress.2017.op.0037.1703.

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Sampson, James P., Debra S. Osborn, Emily Bullock-Yowell, Janet G. Lenz, Gary W. Peterson, Robert C. Reardon, V. Casey Dozier, Stephen J. Leierer, Seth C. W. Hayden, and Denise E. Saunders. An Introduction to Cognitive Information Processing Theory, Research, and Practice. Florida State University Libraries, August 2020. http://dx.doi.org/10.33009/fsu.1593091156.

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The primary purpose of this paper is to introduce essential elements of cognitive information processing (CIP) theory, research, and practice as they existed at the time of this writing. The introduction that follows describes the nature of career choices and career interventions, and the integration of theory, research, and practice. After the introduction, the paper continues with three main sections that include CIP theory related to vocational behavior, research related to vocational behavior and career intervention, and CIP theory related to career interventions. The first main section describes CIP theory, including the evolution of CIP theory, the nature of career problems, theoretical assumptions, the pyramid of information processing domains, the CASVE Cycle, and the use of the pyramid and CASVE cycle. The second main section describes CIP theory-based research in examining vocational behavior and establishing evidence-based practice for CIP theory-based career interventions. The third main section describes CIP theory related to career intervention practice, including theoretical assumptions, readiness for career decision making, readiness for career intervention, the differentiated service delivery model, and critical ingredients of career interventions. The paper concludes with regularly updated sources of information on CIP theory.
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Nassar, Sylvia C., and Aisha Al-Qimlass. Career Builders: Key Components for Effective Global Youth Career and Workforce Development. RTI Press, September 2017. http://dx.doi.org/10.3768/rtipress.2017.op.0045.1709.

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Global youth unemployment is a significant cause of poverty, resulting in the persistent marginalization of populations. Education and career counseling professionals and professionals in policy, research, and practice concur that the consequences of global youth unemployment are dire. But leaders in these domains have not yet come to an agreement on the best ways to face this global challenge. Our analysis of interdisciplinary literature on global youth unemployment is a first step in identifying and formalizing best practices for culturally appropriate career and workforce development worldwide. This research will support education and career counseling professionals in developing appropriate career and psychosocial support interventions, establishing empirical intervention efficacy and other program evaluation protocols, and creating a capacity-building infrastructure for knowledge-sharing across policy, research, and practitioner stakeholder groups. We also include a proposal for next steps to establish rigorous empirical support for these future initiatives.
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Glanville, Tom, Mark Hanna, and Mark S. Honeyman. Richard VanDePol, A Career Example of High-Quality Field Research. Ames: Iowa State University, Digital Repository, 2017. http://dx.doi.org/10.31274/farmprogressreports-180814-1753.

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