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1
Lambrechts, Maryke. "Patriarchy and female career progression : do women maintain the status quo?" Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80453.
Testo completoAbstract (sommario):
This journal focusses on gendered interactions in both society and in organisations, and publishes empirical articles using both qualitative and quantitative methodologies. This journal houses topics such as gender and work, feminist identities and masculinities. The article encompasses all three of these topics and builds on a published article in the journal ““Women in Power: Undoing or Redoing the Gendered Organization? (Stainback, Kleiner, & Skaggs, 2016). The research conducted builds on the published article by analysing, through lived experiences, how women have experienced the enforcement of patriarchal principles by another woman and the effect this has on their career progression. Additionally, the research highlights how the participants themselves have internalised and socialised gender roles and inferiority due to patriarchal upbringings, and how they are perpetuating it in their own lives. The research aims to contribute to the building body of research on whether women are in part responsible for the persisting gender inequality in the workplace and largely in society.Mini Dissertation (MBA)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
2
Busby, Nicole Ellen. "Access to employment and career progression for women in the European labour market". Thesis, University of Glasgow, 2006. http://theses.gla.ac.uk/3749/.
Testo completoAbstract (sommario):
The growing complexity in working arrangements has made it difficult to target employment legislation effectively. Utilisation of the existing provisions of Community law requires a reorientation of the traditional conceptualisation of gender relations. This is possible through the application of broad principles, as provided for by the Treaty and the general scheme of Community law, to specific circumstances. The Court of Justice occupies a unique institutional position in this respect as the only authority capable of undertaking such a task coherently and consistently. This thesis considers the Court’s reasoning in a group of cases concerning the right to equal treatment of women workers classified as ‘atypical’ on account of their working arrangements. The purpose of the thesis is to uncover the extent to which the Court’s adjudications on cases referred under the Article 234 procedure can be characterised as having a common output amounting to an identifiable jurisprudence on gender relations. In order to accomplish this task, a systematic analysis of a range of cases conforming to certain specified criteria is undertaken through which the Court’s application of certain key principles is examined. The findings reveal inconsistencies in terms of the Court’s theoretical dogma and its conceptualisation of the basic tenets of equality which are not discernible from an assessment of its judgements alone. It is concluded that a reassessment of the relative positions and roles of women and men within contemporary society is required in order to enable a more effective application of the law in this respect, starting with the standardisation of ‘atypical’ working arrangements.
3
Hlophe, Duduzile Rosemary. "The perception of women regarding career barriers within a municipality in the KwaZulu-Natal region". Thesis, University of the Western Cape, 2014. http://hdl.handle.net/11394/4001.
Testo completoAbstract (sommario):
Magister Commercii (Industrial Psychology) - MCom(IPS)The aim of this research study was to assess the existence and impact of career barriers on women in a municipal environment and to understand whether career salience explains some of the differences in the perception of career barriers. To answer the research hypothesis, permission was obtained from the municipal management to embark on the study and the respondents were notified in writing of the purpose and benefits of the study. A cross-sectional, convenience sample of 89 female employees in post levels one to ten was used. The survey questionnaire consisted of a demographical questionnaire, The Career Barriers Inventory-Revised (CBI-R) (Swanson, Daniels & Tokar, 1996) and a career salience scale. The statistical analyses included descriptive, inferential statistics and analysis of variance. The data was also subjected to a Scheffe’s test to determine the differences in perceptions. The results (N = 89) of this study do not support the hypothesis that there is a significant difference between age and women’s experiences of sex discrimination as a career barrier. The first and second hypothesis, which meant to prove a significant relationship between career salience and career barriers and a significant difference in women’s perceptions of career barriers based on their career salience, was partially accepted
4
Ballard, Velma J. "Gender and representative bureaucracy| The career progression of women managers in male-dominated occupations in state government". Thesis, Virginia Commonwealth University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3703956.
Testo completoAbstract (sommario):
The tenets of representative bureaucracy suggest that the composition of the bureaucracy should mirror the people it serves including women in order to influence the name, scope, and implementation of public policies. Women account for the largest segment of the workforce and have attained more education and advanced education than men. Although there have been steady increases in executive leadership positions, management positions, professional and technical positions in most occupations, women are still underrepresented in mid-to-upper management in male-dominated occupations. When women are under-represented in mid-to-upper levels of management in government, there are implications regarding representative bureaucracy.
Through the use of qualitative methods, this study examined the career progression experiences of women who were successful in reaching mid-to-upper levels of management in male-dominated occupations in state government. Specifically, the study explored how women perceive various occupational factors including their rates of participation, experiences, gender, roles within the bureaucracy, interactions with their coworkers, leaders and organizational policies, personal influence, and decision-making abilities.
The findings revealed that women experience various barriers to career progression in male-dominated occupations, but find mechanisms to navigate obstacles imposed by the negative consequences of tokenism. The findings indicate that although women have been successful in reaching mid-to-upper level management in male-dominated occupations, they do so in institutions, regional, district, field or offices with fewer overall employees where they have less opportunity to have influence on overall agency-wide policy decisions. The decision-making power is limited to implementation strategies of agency-wide policies within their smaller domains or geographical area of responsibility.
5
Nesbitt, Amy, e Adrienne Evertson. "The glass ceiling effect and its impact on mid-level female officer career progression in the United States Marine Corps and Air Force". Thesis, Monterey California. Naval Postgraduate School, 2004. http://hdl.handle.net/10945/1711.
Testo completoAbstract (sommario):
Approved for public release, distribution is unlimitedWomen in the military are considered a minority population. Recent numbers reflect a 16% representation by women in the total Armed Forces population, with the Air Force displaying the largest proportion (17%), while the Marine Corps has the smallest proportion (6%). Multiple Defense organizations have expressed concern about the progression of women officers into senior leadership positions and the barriers they face to their continued success in the military. This thesis explores the officer career path experienced by women officers progressing through the ranks, primarily during the mid-level grades of Captain (O-3) through Lt Colonel (O-5). It specifically examines women in the United States Marine Corps and Air Force because these two branches of service currently maintain the smallest and largest proportion of women, respectively. The researchers examined the demographic composition of the individual service communities and conducted personal interviews with mid-level (O-3 to O-5) and senior (O-6 and above) officers to investigate any commonalities paralleling the military to the civilian sector. Specifically, this inquiry looks at the "glass ceiling" effect and any strong similarities or differences that may exist between the Marine Corps and the Air Force. Resulting information is expected to reveal a better understanding of military women's career progression and factors that may exist in today's Armed Services, which influence their decision to continue or separate from the military.
Captain, United States Air Force
Major, United States Marine Corps
6
Pryce, Patricia. "Banking on a level playing field : the role of social capital in the promotion process to MD in a major investment bank : is it different for women?" Thesis, Cranfield University, 2013. http://dspace.lib.cranfield.ac.uk/handle/1826/8271.
Testo completoAbstract (sommario):
This thesis analyses individual experiences of the promotion process to Managing Director within a global bank to identify the contribution made by social capital. Using Nahapiet and Ghoshal’s (1998) three-dimension framework as the theoretical lens, the thesis extends social capital research beyond its largely quantitative focus on network analysis (structural dimension) to understand more clearly the relative importance and impact of the relational and cognitive dimensions. Semi-structured interviews were conducted with 34 men and women in an investment bank and a template-based analysis of their accounts was made. The findings make visible, the invisible mechanisms which enable or constrain the creation, development and use of social capital and, therefore, its contribution to securing the position of Managing Director. The findings highlight the need to consider the importance of agency, relationship level and gender in this context.
The study makes three key contributions. First, it extends Nahapiet and Ghoshal’s (1998) theory of social capital, in the context of career progression, by demonstrating how each social capital dimension is operationalized and interdependent. Second, the research explicitly demonstrates the crucial role social capital plays in an executive-level promotion process, thereby revealing a complex and multi-layered system. Third, the study extends our knowledge of the gendered nature of senior-level career progression by identifying the particular barriers women face, compared to men, in their efficacious use of social capital for promotion in a global bank.
7
Evertson, Adrienne Nesbitt Amy. "The glass ceiling effect and its impact on mid-level female officer career progression in the United States Marine Corps and Air Force /". Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2004. http://library.nps.navy.mil/uhtbin/hyperion/04Mar%5FEvertson.pdf.
Testo completo
8
Watson, Kimberly Ann. "The Role of Mentoring, Family Support and Networking in the Career Trajectory of Female Senior Leaders in Health Care and Higher Education". Bowling Green State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1205778756.
Testo completo
9
Horsford, Bernard I. "Career progression of black managers". Thesis, Cranfield University, 2003. http://hdl.handle.net/1826/4275.
Testo completoAbstract (sommario):
This research programme examined the factors that affect the
career progression of Black managers in the United Kingdom.
The research comprised two distinct but related studies. The first
study was a qualitative investigation of the factors affecting the
career progression of Black managers (n = 64).
The main finding from the first study was that for some the
achievement of high salaries and senior positions may be at the
expense of one's positive Black racial identity attitudes and wellbeing.
The second study was a quantitative examination of aspects
revealed as important correlates of career success in study 1.
Two hundred and sixty-one respondents (97 Black and 163 White
respondents) across all major industry sectors participated. The
results of the second study confirmed that Black managers were
more disadvantaged than their White peers. The proposition that
for some Black managers a "sell out" effect occurs was supported.
10
Dexter, Barbara. "Career progression and the first line manager". Thesis, University of Derby, 2003. http://hdl.handle.net/10545/292113.
Testo completoAbstract (sommario):
This study focuses on career progression and the first line manager (flm). There is an acknowledged lack of literature on the contemporary flm (Hirsh, 2000; Owen, 2001), which this research helps to address. The main aim of the study is 'to reach a greater understanding of the factors involved in an individual's ability to progress into, through and from the first level of management' . The study offers a meta-analysis of the literature on first line management throughout the twentieth century and into the twenty-first, identifying five contemporary issues affecting the role. These are organisational changes; team-working; management styles and skills; the impact of new technology; changing employment patterns and managing diversity. These and associated issues have also affected the modem career, which is examined from a flm perspective. Pertinent factors are highlighted as career responsibility; career motivation; pro-activity and entrepreneurial careers; career competence; and career resilience and adaptability. Issues of choice, luck and timing in careers are also examined. The lack of qualitative research into careers has been recognised by many writers in this field (Young & Collin, 1992; Bimrose, 2001). The concept of energy suffuses this research. The consideration of energy in organisations has become more prevalent in the literature on both management and careers (Tosey, 1994, 1999; Wheatley, 1992; Arthur et ai, 1999). This study adopts, with amendments, Tosey's (1994) model, based on seven energy centres and their associated meanings, as an analytical framework. The framework supports an examination of aspects of the flm role and career, to enhance understanding of an individual's ability to progress into, through and from the first level of management. A qualitative approach has been taken to the study, based on Lincoln and Guba's (1985) Naturalistic Inquiry. In-depth, semi-structured interviews were undertaken with 23 participants. These were selected across sectors, private and public, and across a broad range of characteristics. Some were working at the flm level at the time of interview, some had moved from the level, either to middle management or to nonmanagement roles. The interviews made use of Critical Incident Technique (Flanagan, 1954; Chell, 1998), to explore critical junctures in a flm career. The analysis allowed a clear delineation between progression into the flm level, and progression through and from the flm level and into middle management. A model of career progression is presented, incorporating three contextual levels, together with the salient themes of connectivity and timing. The study'S contribution to knowledge surrounds four key areas: (1) the identification and examination of five contemporary issues for the modem flm; (2) the contribution to the understanding of career progression, through the use of qualitative research, at the flm level; (3) the development of a new model relating to career progression, and (4) the recognition of the importance of energy in examining career progression, together with the use of the Tosey (1994) model of energy centres. Implications of the findings from this study are presented at societal, organisational and individual levels.
11
Birney, Lindy R. "Charles Chesnutt Racial Relation Progression Throughout Career". Cleveland State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=csu1304522393.
Testo completo
12
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.
Testo completoAbstract (sommario):
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.
13
Menara, Barbara. "Career progression and professional conflict in Great Britain". Thesis, University of Essex, 2012. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.589543.
Testo completoAbstract (sommario):
The first part of the thesis focuses on the effect of the attitude towards interaction and the strength of family ties on career progression, .analysing both the attainment of managerial responsibility and the achievement of managerial and professional status. The contribution of this research is the focus on the inclination to develop social networks, the attempt to measure people's attitude towards interacting more with strangers and acquaintances, whereas previous research analysed social networks people had already established. To test any change over time, random-effect logistic regression models and multinomial regressions were run using longitudinal data (British Household Panel Survey 1998-2008). The research examines both internal and external careers, III order to explore the peculiarities of each career path. The second part of the thesis investigates the changing nature of professional relationships through the examination of intra- and inter-professional conflict. The data come from the Cambridge Centre for Business Research Survey 2000-2001, and focus on four professions from Great Britain: pharmacists, human resource managers, solicitors, and counselling psychologists. The contribution of this research is the development of the concept of role disrespect; in the thesis I discuss this concept and give evidence to show it may be one of the main causes of inter-professional conflict. This idea is based on the different levels of occupational prestige associated with professions. Using income as a proxy for occupational prestige (the most prestigious professions are likely to be those that are better paid), this research examines the relationship between income and intra- and inter-professional conflict.
14
Kurtz, Kristel (Kristel Edith Elaine). "Sponsorship and career progression in the consulting industry". Thesis, Massachusetts Institute of Technology, 2012. http://hdl.handle.net/1721.1/72890.
Testo completoAbstract (sommario):
Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 2012.Cataloged from PDF version of thesis.
Includes bibliographical references (p. 39).
For people of equal aptitude and accomplishment, differences in career progression to the senior ranks of a professional services firm are often attributed to the presence or absence of sponsorship from senior executives. Senior advocates play a critical role in career advancement by identifying opportunities and by giving proteges the chance to compete for those opportunities. My hypothesis is that people who desire advancement need a clear sponsor within an organization in order to plan a path forward and to bring visibility to their past accomplishments and their future potential. The hypothesis was evaluated in the consulting industry. The basis for the research was a combination of field study interviews and an experimental survey. The field study involved interviewing Senior Executives in the consulting industry who have chosen to make a long-term career in the industry and those who have moved onto other industries. Vignettes of the interviewee's description of their career progression were developed and survey tested with mid-career executives. The survey participants rated the competency, level of sponsorship, and promotion readiness of the candidate. Varying the candidate's gender across the surveys also tested the effect of gender on promotion rating. From the survey results, competency was the most significant predictor of promotion with female gender having a negative, but smaller, yet still statistically significant effect. Sponsorship did not have a statistically significant effect on promotion within the survey study. However, sponsorship was identified in addition to competence and opportunity as a key factor to interviewee's success. This difference in sponsorship indicates discontinuity between described practice and observed interpretation.
by Kristel Kurtz.
M.B.A.
15
Clancy, Madelaine. "Women and Employment| Housewives First, Career Women Second". Thesis, Southern Illinois University at Edwardsville, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=1568388.
Testo completoAbstract (sommario):
This study investigates women's future family and work expectations and anticipations. It uses data gathered from the Inter-University Consortium for Political and Social Research (ICPSR), specifically from the Washington Post: DC-Region Moms Poll, April 2005 dataset. Focusing on women and their expectations for future family and work life, the study aspires to examine what motherhood has to offer women as well as how women experience employment. Regarding workplace suitability for women who are also mothers, it was hypothesized that attitudes in agreement with workplaces being set up to handle the needs of mothers would be higher for (1) white women than women of racial minority, (2) women who are currently married than women who are not currently married, (3) women who report that they have a paid job in addition to being a mother than women who report that they do not have a paid job in addition to being a mother, (4) women aged thirty through thirty-nine years than for women of other ages, and (5) women who have attended college than for women who have not attended college. The dependent variable is attitude about whether workplaces are set up to handle the needs of mothers; the independent variables are race, marriage status, paid job in addition to motherhood, age, and education level. My findings suggest that race and education level significantly predict one's attitudes about whether workplaces are set up to handle the needs of mothers. However, marital status, paid job in addition to motherhood, and age did not significantly predict one's attitudes about whether workplaces are set up to handle the needs of mothers. This study is consistent with previous research and suggests there are differences between individuals in terms of their future family and work expectations.
16
Raiff, Gretchen Wade. "The Influence of Perceived Career Barriers on College Women's Career Planning". Thesis, University of North Texas, 2004. https://digital.library.unt.edu/ark:/67531/metadc4685/.
Testo completoAbstract (sommario):
Research has indicated that balancing work and family is on the minds of college-age women long before they are married. At the same time, women continue to choose occupations that do not fully utilize their abilities and often fail to follow their original career goals. The purpose of this study was to examine the influence of perceived career barriers and supports on young women's career planning. Utilizing Social Cognitive Career Theory (SCCT) and recent literature as a basis, this study conceptualized career goals using the two constructs career salience and career aspirations. Based on information garnered in this student's thesis and on studies examining pathways in the SCCT model, the current study used a hierarchical regression model and hypothesized that barriers related to work and family conflict and sex discrimination would have the most impact on the career aspirations and career salience of young women. Career supports were hypothesized to add significantly to the prediction of these variables, and coping self-efficacy for these types of barriers were hypothesized to depend on the level of these types of barriers perceived and the interaction effect was in turn expected to add significantly to the prediction of career aspirations and career salience. None of the hypotheses were supported in predicting career salience. Career aspirations were found to be predicted by barriers other than those hypothesized, career supports were found to add significant variance, and coping self-efficacy for work and family conflict was found to have a unique, unpredicted relationship with career aspirations. Implications of the findings are discussed as are suggestions for directions of new research utilizing SCCT.
17
Rosenthal, Patrice. "Women's managerial career progression : an attributional analysis in three organisations". Thesis, London School of Economics and Political Science (University of London), 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.320330.
Testo completoAbstract (sommario):
The aim of the research is to test whether an attribution approach from social/organisational psychology can illuminate the problem of women's unequal status in managemenL It has been suggested that within organisations, the process of causal attribution devalues women's performance in two ways. First, women managers compared to men may interpret their own performance less favourably, attributing its cause in ways likely to sustain lower self-confidence and expectations of success. Second, gender may affect superiors' perceptions of the reasons subordinates perform well or badly, tending to be more favourable when the subordinate is male. These perceptions would then negatively affect judgements about women's suitability for promotion. However, the support for the hypothesised gender differences and gender bias in performance attribution is based almost entirely on laboratory studies and student samples. There are numerous reasons to question its generalisability to real-world organisations. The purpose of the thesis is to move research on these issues into applied settings. The research sample was comprised of 180 managers in three diverse organisations: a local health authority, a civil engineering finn and a financial services company. Data was collected via semistructured interviews. A number of relevant hypotheses were tested, concerning 1) the existence of gender differences ancVor bias in attributions for successful and unsuccessful managerial performance and 2) whether the strength of any attributional gender effects differs across organisational settings. The results indicated support for the hypothesis that compared to men, women managers attribute their own successful performance less favourably. There were no gender differences in managers' explanations for their own unsuccessful performance. No support was found for the predicted gender bias in attribution for the performance of subordinates. Nor was there clear support for the hypothesis that the strength of attributional gender effects would be mediated by the sex-typing of organisations. The research findings and their implications for theory, research method and practice am discussed.
18
McGregor, Roberta J. "Expert practice and career progression in selected clinical nurse specialists". Diss., This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-07282008-135236/.
Testo completo
19
Shapiro, Gillian. "A gender analysis of the career progression of IT managers". Thesis, University of Brighton, 1997. https://research.brighton.ac.uk/en/studentTheses/aef31807-d8f1-4fea-b3dc-46b4e42151c8.
Testo completoAbstract (sommario):
This thesis presents a gender analysis of the IT managerial career progression process. The research includes case studies conducted within the IT division of four companies and survey results of IT managers carried out in the U K. The case studies include the collection of documentary evidence, observation and a total of fifty interviews conducted with IT managers and Personnel representatives. The case companies comprise the financial services, utility, retail and IT manufacturing sectors. This study builds on and extends existing knowledge within three areas of literature - women in management, gender and IT and career progression. Despite arguments within and between these fields of literature this study demonstrates how, due to gaps and weaknesses within each of the areas, it is necessary for them to be brought together under a single theoretical framework. Additionally, on an organisational level, by seeking out and analysing both formal and informal factors that influence the career progression of IT managers, aspects of this process that may inhibit women's IT managerial career progression are identified. This study concludes that there are aspects of both the IT management role and the associated career progression process that may be identified as gendered. Such aspects influence the career choices made by IT managers, leading to some identifiable differences in the approaches men and women adopt in progressing their careers. In addition, it is suggested that the gendered aspects have greater negative influence on the career progression opportunities and potential of women than men IT managers.
20
NORTHCUTT, CECILIA ANN. "PERSONALITY CHARACTERISTICS OF SUCCESSFUL CAREER WOMEN". Diss., The University of Arizona, 1987. http://hdl.handle.net/10150/184089.
Testo completoAbstract (sommario):
This study used a questionnaire designed to identify personal characteristics that successful career women have in common across career fields. Information was elicited on self-esteem, achievement motivation, self-descriptive words, ethnicity, age, income level and occupational field, among other things. Subjects were women publicly recognized as successful by their peers. Twenty three of the sample (n = 249) were randomly selected for interviews. The questionnaire responses were analyzed to identify differences in self-esteem and achievement motivation between occupational fields, age, income levels, ordinal positions and other independent variables. Collectively, the results identified a high degree of self-esteem as the strongest characteristic shared by these successful career women. Additionally, self-esteem was affected by ordinal position of the subjects and related to the level of the women's perceived success and emotional compensation satisfaction. The career women defined the major components of success as: (1) achieving one's personal goals, (2) receiving recognition from others, (3) enjoying one's work, and (4) contributing to the community, to others, etc. The career women generally described themselves as responsible, competent, and hardworking. Non-traditional career women described themselves somewhat differently, as responsible, enthusiastic and confident. There was no statistical support for a relationship to achievement motivation. This finding, combined with the career women's definition of success, shows that items used in the questionnaire did not measure achievement motivation for this group. Several conclusions were drawn from the data analysis: (1) career women who have been publicly recognized by their peers have a high level of self-esteem; (2) women have a unique pattern of career development; (3) women focused more on "contributing to society/to others" than on "earning a high salary," and (4) women defined themselves as "hardworking" rather than "achievement oriented." Hypotheses made on the basis of previous research on career women and on Individual Psychology theory were generally supported. Future research on career women would be appropriate.
21
Gragg, Krista Marie. "Women, domestic violence, and career counseling : an experimental examination of the effectiveness of two career intervention programs /". view abstract or download file of text, 2003. http://wwwlib.umi.com/cr/uoregon/fullcit?p3095246.
Testo completoAbstract (sommario):
Thesis (Ph. D.)--University of Oregon, 2003.Typescript. Includes vita and abstract. Includes bibliographical references (leaves 192-199). Also available for download via the World Wide Web; free to University of Oregon users.
22
Phinithi, Isaac Kgaohelo. "The impact of career progression on employee retention / by I.K. Phinithi". Thesis, North-West University, 2008. http://hdl.handle.net/10394/2629.
Testo completoAbstract (sommario):
Employee retention, especially of the best, most desirable employees is a key challenge at Sasol Nitro. Employers are trying to find ways to motivate employees to stay with their organisations for a longer period, but the efforts seem not to be working as challenges with employee retention are complex to comprehend. Different employees have different needs within the work environment and in their social relations. In this study, the writer studied variables of career progression as it impacts on employee retention. Attachment was measured in terms of personal embedding: an employee is attached to the organisation due to opportunities available within the organisation as well as the climate and work conditions prevailing within the organisation. Career opportunities seem a threat at Sasol Nitro. Voluntary resignation due to career progression factors is on the increase, as observed from the previous separations and turnover intent of the pilot study.
The reasons employees leave organisations can vary widely, and as noted throughout the study, career opportunities play a major role. Remuneration/pay has consistently cited the most important factor to employee satisfaction. Although salary increases are often perceived as the most valuable incentive for employees to stay with the organisation, these are difficult to provide due to the present world recession in 2008. It is also difficult to personalise individual incentives to cater for those individuals that companies cannot afford to lose. Salaries, like other conditions of employment are no longer confidential as it used to be before the enactment of the Basic Conditions of Employment Act (Act 75 of 1997).Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2009.
23
Mikhail, Anne. "Career development of second-generation immigrant women". Thesis, McGill University, 2010. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=95106.
Testo completoAbstract (sommario):
Second-generation immigrants represent a significant subgroup of the Canadian population and workforce; however, the career development of adult second-generation immigrant women has not been examined. In order to understand the career development of second-generation women, an integration of Gottfredson and the feminist-multicultural career development theories was used. According to this integrated framework, it was important to understand: 1) sex-roles and gender and occupational stereotypes; 2) the effect of culture (i.e., familial, social class, and societal); 3) the effect of socio-cultural factors and systemic institutions (e.g., occupational stereotypes and discrimination); and 4) the effect that immigrant mothers had on the career development of second-generation immigrant women. A phenomenological approach was used to examine the career development experiences of second-generation immigrant women. Participants were 21 second-generation immigrant women between the ages of 24 and 39 years old, who had been working for at least 2 years. The women participated in an individual interview and co-created two pictorial representations of their own and their family's career development experiences. Participants were asked to describe their career aspirations, interests, values, and decision-making process as well as the influence of gender, family, culture and other societal factors on their career development. Results showed that the career development of second-generation immigrant women was very similar to that of North American women, indicating that the struggles that North American women faced seemed to be a cross-cultural phenomenon that transcended cultural and immigration status boundaries. Additionally, findings suggested that participants were influenced by their family and culture to pursue post-secondary education and culturally acceptable careers. It was also found that school programs (e.g., co-operative education program) were influential becausLes immigrants de deuxième génération constituent un sous-groupe important de la population Canadienne et des travailleurs canadiens; toutefois, le développement de carrière des immigrantes de deuxième génération d'âge adulte n'a jamais été examiné. Afin de comprendre le développement de carrière des immigrantes de deuxième génération, une synthèse de la théorie de Gottfredson et du développement de carrière féministe multiculturelle ont été utilisés. Selon ce cadre de travail, il était important de comprendre ce qui suit : 1) les rôles sexuels et les stéréotypes; 2) les influences culturelles (p. ex. famille, classe sociale et société); 3) les incidences des facteurs socioculturels et des institutions systémiques (p. ex. stéréotypes et discrimination professionnels); et 4) l'influence des mères immigrantes sur le développement de carrière des immigrantes de deuxièmes génération. Une approche phénoménologique a été utilisée pour étudier le développement de carrière des immigrantes de deuxième génération. Le groupe de participantes était constitué de 21 immigrantes de deuxièmes génération âgées entre 24 et 39 ans, et qui travaillaient depuis au moins deux ans. Les femmes ont passé une entrevue individuelle et elles ont créé en collaboration deux représentations graphiques, l'une de leur propre développement de carrière et l'autre du développement de carrière de leur famille. Les participantes ont décrit leurs aspirations professionnelles, leurs intérêts, leurs valeurs et leur processus décisionnel ainsi que l'influence du sexe, de la famille, de la culture et d'autres facteurs sociaux sur leur développement de carrière. Les résultats ont démontré que le développement de carrière des immigrantes de deuxième génération était très semblable à celui des femmes nord américaines, ce qui indique que les obstacles auxquels ces dernières font face semblent constituer un phénomène interc
24
Geddes, Jean. "Women in management : barriers to career progress". Thesis, London Metropolitan University, 2002. http://repository.londonmet.ac.uk/1428/.
Testo completoAbstract (sommario):
This study of women in management was initiated to explore, through women managers themselves, the barriers they thought were hindering their progress up the management hierarchies in BT. To facilitate this study the first former utility organisation to be privatised was approached to be the case study. At the time the organisation, which was undergoing a major organisational change programme aimed at taking it from the utility provider it had been to the dynamic private company it wanted to be, was gaining a reputation for enlightened equal opportunity policies. It had a vigorous gender champion and an equal opportunities department that had ensured circulation of the organisation's equal opportunities policies to all members of staff. BT employed a large number of women managers in different functions, working in different locations throughout the UK and in a number of positions in the management hierarchy short of the most senior management or director levels. It therefore presented a unique opportunity to study women in the management pipeline from across a broad spectrum of jobs and backgrounds, women who were not being promoted in the same proportions as their male counterparts. To examine their circumstances a mixed methodology was used drawing on aspects of feminist, positivist and pragmatic models because each offered an essential element of the mix needed to satisfy the requirements for undertaking the study. As the researcher was both a manager employed by the case study organisation and a woman there were elements of feminist methodology that guided involvement and personal interest in the study. The culture of the case study organisation was such that it was driven by the quantitative measures offered by positivism. An implicit element of the agreement between researcher and case study organisation was therefore that elements of the findings should reflect this requirement. Finally, a pragmatic approach to undertaking the study underpinned the dialogue between researcher and case study organisation as ways were explored for carrying out the investigation. While it cannot be assumed that the same barriers to progress for women managers found in the case study organisation exist for women managers in other organisations, the findings of this study have nevertheless highlighted issues beyond the borders of the organisation. Firstly, they confirm the conclusions of previous research that women have been both horizontally and vertically segregated in areas of organisations from which progress into top management positions is more difficult to achieve. Secondly, the study casts new light on the pressures that women face when trying to reconcile the needs of work and caring responsibilities. Women's ambitions are still tempered by their place in the home as carer and partner and many are prepared to subordinate their career opportunities to the needs of their family. Most crucially, the study highlights the extent to which women's aspirations are bounded by their work experiences. It has been assumed that organisational cultures have been becoming more sympathetic towards the inclusion of women managers and more prepared to encourage women to progress but the evidence of this study is that this operates at the level of rhetoric instead of action. The organisational structures and management styles presented barriers that flattened the ambition of women and exposed them to bullying, intimidation and harassment. Nurtured by an uncompromisingly macho company culture underpinned by an old boys' network, the barriers that women encountered served to suppress initiative and detain them at lower levels of management. Many women felt that because of this they were stifled, inhibited from improving their own or the organisation's performance. Furthermore, this study demonstrates that the nebulous nature of these insidious discriminatory practices renders them almost impenetrable. Just as BT shares a history and culture similar to several other former utility organisations so it is probable that these practices are mirrored in other organisations. Finally, the assumptive base of some recent analysts question the ways in which women are likely to progress in management. It has been assumed that the excellent educational achievements of women in recent years will automatically translate into increased opportunities for high office in organisations. However the findings of this study show that the organisational climate in which women find themselves has a larger impact on their progress. In this study the women with the highest qualifications were clustered in the lowest ranks in the division of the organisation that showed most resistance to gender diversity. Therefore while education may enhance a woman's opportunities, it does not automatically position her for higher office. The other assumption that women are increasingly limiting their own career opportunities by making positive decisions to remain at the lowest positions in the management pipeline, through positive lifestyle choices, are challenged by the findings here. It was only when women found themselves hampered and unlikely to progress or thought that the harmony of their home lives was threatened that they decided to limit their options. Otherwise, many of them stated, they would have relished the challenge of higher office. As this study shows, it would clearly be a disservice to these women managers to confuse their forfeiture of ambition because of the prevailing hostile organisational climate or for family reasons, with their positively deciding to limit their careers.
25
McLean, Joan Elizabeth. "Strategic choices: career decisions of elected women /". The Ohio State University, 1994. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487849377294632.
Testo completo
26
Perista, Heloisa Maria Pereira. "Living with science : Time for Care and Career Progression- A Gendered Balance?" Thesis, University of Leeds, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.515383.
Testo completo
27
Reamy, Stephen. "Optimal Career Progression of Ground Combat Arms Officers in the Marine Reserve". Thesis, Monterey, California. Naval Postgraduate School, 2012. http://hdl.handle.net/10945/6859.
Testo completoAbstract (sommario):
The purpose of this thesis is to examine career progression for ground combat arms officers in the Marine Corps Reserve, and to identify gaps between current and optimal career progression. Recent policy changes provide the catalyst for this thesis. On 4 December 2006, the Marine Corps announced the implementation of the Officer Candidate Course-Reserve. At the time, active component manpower practices and historically high retention rates resulted in reduced numbers of officers leaving active duty following their initial service obligation. Those officers who transitioned into the Reserve Component did so at grades more senior than required to fill junior officer billets. These factors combined to create a gap between RC junior company grade leadership requirements and the inventory of junior company grade officers. As the Marine Corps begins to staff reserve ground combat arms and engineer platoon and company commanders at 100% of manning, the requirement exists to develop a career path that provides the breadth of experience and expertise desired in its future leaders. However, challenges arise regarding the early to mid-stages of career progression due to training opportunities and PME requirements being less readily available to reserve officers than to their active component counterparts.
28
Wiley, Jennilyn M. "No Librarian Is an Island: A Network Analysis of Career Motivation and Progression in U.S. Librarians". Kent State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=kent1574692237760493.
Testo completo
29
Southern, Annie Roma. "Career, Interrupted?: Psychiatric illness and Women's Career Development in Aotearoa/New Zealand". Thesis, University of Canterbury. Health Sciences Centre, 2010. http://hdl.handle.net/10092/4118.
Testo completoAbstract (sommario):
This thesis explores the experiences of a group of women in Aotearoa/New Zealand who have been diagnosed with a psychiatric illness, with the aim of gaining some understanding about how they negotiate issues around diagnosis, recovery and resilience-development and employment.
A qualitative methodology was used to encourage the women to relate their vocational and life experiences. Fifteen women, whose ages ranged from 17 to their late 60s, with a range of psychiatric diagnoses, were interviewed across ten months. One woman identified as having Māori ancestry and several identified as lesbian. Each interview, which was semi-structured, was transcribed and then verified by the women, and all data were analysed using thematic content analysis and symbolic interactionist and discourse/narrative analyses. Salient issues provided a focus for later interviews and generated theory.
The thesis is organised according to major themes that were generated from the data: ‘Getting unwell and getting help,’ ‘Getting well’ and ‘Getting back to work.’ Within these broad themes, key ideas emerged around the women’s views on the difference between ‘madness’ and ‘mental illness’, the biological basis for mental distress, the impact of labelling, the importance of having a ‘literacy’ around psychiatric illness that helps foster agency, the importance of workplace accommodations and mentors in vocational settings, and the process of renegotiating vocational identity when one has a psychiatric illness.
Data analysis revealed how participants make ‘sense’ of their psychiatric ill health and recovery/resilience-development experiences, create a vocational self-concept and view themselves as social beings in the current socio-political and cultural context of being New Zealanders. The women’s narratives exhibited negligible explicit gender role identification and the present research uncovered very little explicit data relevant to lesbian and bisexual women’s lives, apart from data on sexual identity disclosure. Rather the women spoke as members of a group that accepted Western diagnoses and used various strategies to reclaim what had been lost and grow new social and vocational roles.
The thesis, therefore, provides a platform for understanding the experiences of women living with psychiatric illness in Aotearoa/New Zealand. It provides new information on service-users’ views of medical models of psychiatric illness and the efficacy of their alliances with mental health professionals. It also provides evidence of the needs women have for gaining and maintaining employment after diagnosis with psychiatric illness.
30
Yamada, Ken. "Essays on career and family decisions of women". Thesis, University College London (University of London), 2008. http://discovery.ucl.ac.uk/16783/.
Testo completoAbstract (sommario):
This thesis consists of three essays on career and family decisions of women over the life cycle. The trade-offs surrounding career and family are paramount. ‘Fertility dip’ or ‘honeymoon dip’ in employment rates has been present in Japan. The fall in employment rates coincides with the timing of marriage and fertility. The proportion of part-time workers increases in the marriage duration whereas the proportion of full-time workers is stably low among married women. Changes in family structure alter an individual’s tax liability. In particular, households with a low-income secondary earner are eligible for tax deduction and exemption. Therefore, the current tax system may be suspected to cause lower female employment, especially in full-time job. The goal of the thesis is to qualify conceivable policy impacts on career and family decisions of women. The first essay is ‘Labor Supply Responses to the 1990s Japanese Tax Reforms’. This essay extends a canonical labor supply model and estimates labor supply elasticity with respect to net-of-tax rates using a series of tax reforms in Japan during the 1990s. The second essay is ‘Heterogeneity in Return to Work Experience: A dynamic Model of Female Labor Force Participation.’ This essay considers a dynamic model of labor force participation and provides structural estimates of heterogeneous returns to work experience. The third essay is ‘Marital and Occupational Choices of Women: A Dynamic Model of Intra-household Allocations with Human Capital Accumulation’. This essay develops a dynamic discrete-choice model of marital and employment status and estimates occupational earnings equations. The share of household budget allocated to an individual is endogenously determined in the structural model. Occupational earning equations account for the effects of work experience on current earnings, future earnings, marital status, and intra-marital bargaining power.
31
Huq, Afreen. "Entrepreneurial career aspirations of educated women in Bangladesh". Thesis, University of Stirling, 2000. http://hdl.handle.net/1893/3549.
Testo completoAbstract (sommario):
This thesis explores the factors affecting the aspirations for, and the perceptions of acceptability and feasibility of business-ownership as an economic/career option by middle-income, educated urban women in Bangladesh. In response to the world-wide growth of women's entrepreneurship, there has been increased attention given to women's businesses, both from a practical development perspective and a research point of view. The group of women who has attracted researchers attention in the developed economies is educated, with access to resources and contact networks and therefore in principle, capable of starting up more significant businesses. The corresponding category of women in the developing countries, however, has received little attention either from the development planners or from the academic researchers. In Bangladesh, since the existence of middle-income, educated urban women in business appear to be small compared to that of un/less educated, poor, rural women in income-generating type of enterprises, the women business-owners have not only been unrecognised in statistics and policy documents, but also in academic research. In order to fill this research gap, and to identify some of the possible reasons for the relative paucity of women business-owners in Bangladesh, this thesis addresses the research question, "Is Entrepreneurship/Business-Ownership an Attractive/Desirable, Acceptable and Feasible Option for Middle-Income Educated Urban Women in Bangladesh". To address the research issues about business-ownership by middle-income, educated urban women in Bangladesh, a conceptual framework was developed incorporating the major factors affecting the aspirations, the acceptability and the feasibility of business-ownership as well as those influencing the process of business start-up. This study has examined the research issues based on the data collected through interviews with 154 potential and 75 actual women business-owners, and 10 CEOs of support agencies in the Dhaka city, which has the highest concentration of middle-income, educated urban population, and is the heart of all commercial activities. Overall, the findings of the study indicate that it is the "family roles" or the "gender roles" and not family entrepreneurial role models that influence the aspirations of women to set-up their own businesses in Bangladesh. The study also indicates that 'gender', demographics of the women concerned, and the type of business are the key explanatory factors determining the acceptability of business-ownership. It further shows that years of formal education, work experience, socio-economic class, network and supporters, and the type of business influence the feasibility of business ownership as an economic option for women in the context of Bangladesh. The findings highlight negative social attitude towards women in business, lack of security and freedom of mobility, and exposure of role models by media and promotional agencies as some of the major hindrances to women's business-ownership. This thesis demonstrates that women entrepreneurs in developing countries are not a homogenous group, that the aspirations, the acceptability and the feasibility of business-ownership by women are highly interactive, and that business-ownership by women is a combination of motivation, personal characteristics as well as environmental factors. In particular, it highlights that 'gender' definitely plays a role not only in enabling or hindering women in starting own business, but also in women's choice of business in the developing country context, as opposed to studies on women entrepreneurs in Western countries, which present conflicting results about the extent to which gender is an issue in women's business-ownership. This study emphasises the importance ofpolicy and legislative initiatives for bringing about the needed change in the environment in order to augment women's business-ownership. In doing so, the implications of the research are that efforts should be made to encourage wide spread media exposure of role models, ideas for product and market development, and gender sensitivity training for the personnel of agencies working for the promotion of entrepreneurship.
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Lubbe, Chantell. "Career advancement enablers for women in senior management". Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52431.
Testo completoAbstract (sommario):
Women are playing in a world where the rules of the game were not designed with them in mind. As a result, women continue to remain underrepresented at senior and top management levels. Progress has been made to elevate women, however to contribute to the change in pace that is required it is important for women, through the process of introspection, to decipher what is required to help them to succeed in this corporate environment. It is no longer enough for governments and businesses to restore gender parity at senior leadership levels, it is imperative for aspiring women to take the necessary action to equip themselves for leadership by taking ownership of their career development.Mini Dissertation (MBA)--University of Pretoria, 2015.
zk2016
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
33
De, la Rey Cheryl Merle. "Career Narratives of Women Professors in South Africa". Doctoral thesis, University of Cape Town, 1999. http://hdl.handle.net/11427/7859.
Testo completoAbstract (sommario):
The statistics on the gender profile of academics in South African universities show that women are concentrated at the lower levels of the hierarchy with very few women at the uppermost level of professorship. At the time that this study was conducted women comprised only eight percent of the total number of professors in South Africa. The central aim of the study was to tell the story behind these statistics on gender inequalities by examining the subjective experiences of women academics. Twenty-five women professors from a diversity of universities, academic disciplines, race groups and ages were interviewed for about two hours each. The general areas of questioning were: family background, educational history, trajectory of career development, professional experiences, and relation between personal life and professional life. All interviews were audio-taped and then transcribed. Using narrative analysis, the interview transcripts were then analysed. The processes of analysis and interpretation were informed by the theoretical underpinnings of the study, which was located within the ambit of feminist post-structuralism and social constructionism. Central to the conceptualisation of the study was the idea of self as constructed through narrative with narrative viewed as an inherently social process. Thus the analysis of the narratives moved between attention to the particular and the general examining how broader historical and social processes of stratification are given form in the narratives of self. The unfolding of the narratives of the 25 women professors illuminated complex articulations between the legacy of apartheid and processes of gender organisation both inside and outside the academy. Both gender and race were pointed to as salient factors in the subjective representations of academia, but neither of these manifested as unitary and fixed. Instead gender and race shifted in and out of focus along with other axes of difference such as age, relationship status, family status and career stage in shaping the narratives of self. There were multiple and shifting intersections. Consequently, there were no straightforward, continuous lines of commonality and difference. Constructions of gender were shown to shift within a complex matrix of relations relevant to academia in South Africa. Albeit complex and multidimensional, the significance of gender in shaping academic careers was confirmed. The gendered implications of performing as an academic pervaded the narratives in diverse ways at the level of both form and content. While all the narratives followed a progressive form, the analysis showed that the career lines of most participants did not follow the standard linear model of career. The frequency of regressive micro-narratives nested in the larger progressive narrative drew attention to late beginnings and interruptions to career development. The analysis gave visibility to the interconnectedness of subjective experiences of being multiply positioned as academics, women, mothers and wives. Tension, ambivalence and contradiction permeated the accounts of having to perform multiple tasks. There was a shared representation of academic life as a battle to be fought. Achieving success in moving up the academic hierarchy was constituted as involving varied shifts in self-construction such as a change from the naive self to the ambitious, competitive self. Self-management, loneliness and isolation were commonly noted as features of academic life. A shared sense of gender consciousness and solidarity was largely absent from the narratives. Feminism was claimed as self-relevant in very few narratives whereas in others it was positioned as a reference point from which the self could be distinguished. Juxtaposed against feminism was the discourse of women's issues, which was framed as less militant and more womanly. These representations of feminism were interpreted in relation to the fissures that mark the historical development of feminism in South Africa. In sum, the study succeeded in producing a complex account of the subjective experiences of women professors in South Africa, giving visibility to the diverse ways in which social processes of gender are given form at the level of self-narrative. The varied narratives of what it means to be a woman professor in South Africa in the late 1990s were seen to be shaped by past policies, as well as current practices and policies. Finally, noting the diversity in the narratives, the importance of theorising difference was affirmed, the need for a complex change agenda was signalled and the need for a scholarship that is comfortable with the notion that our analyses are always limited, in process and constantly in need of modification was noted.
34
Smith, Joan Margaret. "Life histories and career decisions of women teachers". Thesis, University of Leeds, 2007. http://etheses.whiterose.ac.uk/2051/.
Testo completoAbstract (sommario):
This thesis reports on a life history study of forty women secondary school teachers in England. The aim of the study was to seek women's perceptions of the factors affecting their career decisions, and, as a part of this, to gain insights into the factors affecting the likelihood of women aspiring to, applying for, and achieving headship posts. Interviews were conducted with ten newly qualified teachers, twenty experienced teachers and ten headteachers. Life history was chosen for the scope it offers for allowing participants to define the factors of significance for them, in the context of their lives, rather than responding to a researcher-led agenda. Three spheres of influence on women's career decisions were discernible in the narratives: societal factors, institutional factors and individual factors. These form the basis for the literature review and analysis sections of the thesis. At societal level, key influences included women's maternal and relational roles. The impact of motherhood on career was a particularly strong theme. At institutional level, evidence emerged of endemic sexism and discrimination in the educational workplace. At the individual level, factors influencing career decisions included the women's values and motivation, aspirations and perceptions of school leadership, and personal agency. Relational values and an ethic of care underpinned the women's motivation and influenced their career decisions. Most women teachers derived satisfaction from pupils' achievements and positive relationships with pupils and colleagues. For many, this translated into a preference for classroom teaching rather than school leadership careers. Most teachers would not consider headship as a career and harboured a set of negative perceptions of the post, which contrasted starkly with the very positive view of it painted by the headteachers themselves. Headteachers perceived themselves as agents of change, ideally placed to promote pupil-centred values and ensure school effectiveness through positive relationships. Two types of narrative were identifiable. Some women saw their careers as defined largely by factors external to themselves, whilst others positioned themselves as agent in the narrative, seeing their careers as self-defined and self-powered. Again, headteachers differed from other teachers in having politicised identities, which drove career decisions. I argue that women's awareness of their own potential for agency, and the degree to which they exert it in their approach to career, within the constraints and limitations of their lives, emerge as key factors influencing both career decisions and personal satisfaction.
35
Norton, Judith Ann 1947. "A phenomenological exploration of the motivational factors underlying the career transitions of midlife career women /". Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=84536.
Testo completoAbstract (sommario):
This research project explores the motivations of women's voluntary career transitions at midlife. Participants for this study consisted of 14 women who at the time of their transition were between 40 and 51 years of age. All women had maintained an active career throughout their adult life and were either negotiating or had already experienced a career transition. This voluntary transition was initiated for reasons other than an upward mobility within the same occupation. The data were analysed and reported using the six step phenomenological approach described by Moustakas (1994). Themes important to transition that emerged from the data were: self-actualization, generativity, authenticity, self-care, timing, and the changing role of work.
36
Riordan, Sarah. "Career psychology factors as antecedents of career success of women academics in South Africa". Doctoral thesis, University of Cape Town, 2007. http://hdl.handle.net/11427/5873.
Testo completoAbstract (sommario):
Word processed copy.Includes bibliographical references (p. 168-180).
The difference in career success among male and female academics is welldocumented and a number of qualitative studies have offered explanations about the challenges faced by women academics. This study provided an empirical investigation into the relationship between selected career psychology variables and the career success of women academics in South Africa. This research employed organisational theory to explain career success. The impact of work centrality, motivation, career anchors and self-efficacy on career success was examined. Care-giving responsibility was included as a moderating variable on work centrality. The examination of career theory and the testing of these particular career variables in relation to the career success of academic women have not been conducted before in South Africa. Other studies in the field have typically been qualitative in nature or have focused on explanations why women are often unsuccessful in academia. Those few studies that address success amongst academic women have been conducted outside of South Africa and thus offer findings from a different context. This study builds on this previous body of knowledge by examining the constructs empirically.
37
Scott, Christopher M. "Career counselor's assessment of client problems toward the development of a career development problem taxonomy for women /". Diss., Columbia, Mo. : University of Missouri-Columbia, 2006. http://hdl.handle.net/10355/5892.
Testo completoAbstract (sommario):
Thesis (Ph. D.)--University of Missouri-Columbia, 2006.The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (May 2, 2007) Vita. Includes bibliographical references.
38
Finck, Ruth Ann Charles. "Project Success : a career counseling intervention program for economically disadvantaged women /". free to MU campus, to others for purchase, 1996. http://wwwlib.umi.com/cr/mo/fullcit?p9712799.
Testo completo
39
Montgomery, Amanda Brooke. "KENTUCKY WOMEN TEACHERS' EDUCATION AND CAREER CHOICE DECISIONS: AN APPLICATION OF SOCIAL COGNITIVE CAREER THEORY". Lexington, Ky. : [University of Kentucky Libraries], 2009. http://hdl.handle.net/10225/1166.
Testo completoAbstract (sommario):
Thesis (M.S.)--University of Kentucky, 2009.Title from document title page (viewed on May 26, 2010). Document formatted into pages; contains: vii, 76 p. Includes abstract and vita. Includes bibliographical references (p. 73-75).
40
Harris, Octavia A. "Exploring General Career Barriers and Self-Constructed Career Impediments of Minority Women Managers and Leaders". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4448.
Testo completoAbstract (sommario):
In 2016, the U.S. Census Bureau indicated only 39.1% of women occupied management and leadership occupations. The absence of women in leadership roles minimizes career aspirations, reduces the benefits of gender diversity, and lowers growth opportunities for women. The purpose of this interpretive hermeneutical phenomenological study was to unveil the lived experiences of a sample of minority women managers and leaders in the finance and insurance sector in Central Florida who encountered general career barriers and self-imposed career impediments that hindered them from advancing. The conceptual framework that guided this study was the social cognitive career theory coupled with the self-efficacy theory. Data were collected through semistructured interviews with 8 minority mid-level managers and leaders in the finance and insurance industry in Central Florida. Data were analyzed using the modified van Kaam method reformed by Moustakas. Five themes emerged from the data: General career barriers, self-imposed career impediments, career challenges, career management strategies, and career barrier counsel. These results may contribute to social change by raising awareness about career impediments that can discourage career paths of women and illuminating strategies regarding how to maneuver through interferences. Women can take control of their lives and modify their career paths. When organizational managers and leaders become more self-aware of the perceived career obstructions, they can initiate the appropriate training to help their employees maneuver, overcome, and navigate through difficulties.
41
Schlosser, Grace A. "Facilitation of career success, Canadian and Finnish eminent women". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/nq39589.pdf.
Testo completo
42
Marton, Jacqueline Vick. "Indentifications sources of career choice in successful young women /". Click here for text online. The Institute of Clinical Social Work Dissertations website, 1991. http://www.icsw.edu/_dissertations/marton_1991.pdf.
Testo completoAbstract (sommario):
Dissertation (Ph.D.) -- The Institute for Clinical Social Work, 1991.A dissertation submitted to the faculty of the Institute of Clinical Social Work in partial fulfillment for the degree of Doctor of Philosophy.
43
McDaid, Carolyne. "Job sharing : the career experiences of women primary teachers". Thesis, University of Stirling, 1998. http://hdl.handle.net/1893/2591.
Testo completoAbstract (sommario):
This study is an investigation of the career experiences of women primary teachers who job share. It explores how job sharing fits into overall working patterns and examines whether it fulfils the personal and professional needs of teachers. It investigates how successful job sharing is seen as being in practice and explores the potential advantages and disadvantages of job sharing for teachers and for schools. The study examines the claims made for job sharing as a means of advancing the cause of equality in the workplace. Data were gathered through in-depth interviews with twenty women primary teachers who job shared. The role of job sharing in their careers was examined and the extent to which it satisfied personal and professional expectations explored. The career experiences of job sharing teachers were further investigated through a questionnaire sent to a sample of teachers who had previously job shared. This provided a retrospective and longer term account. All of these experiences were then situated within the wider contexts in which teaching operates. For this, documentary and policy analysis were undertaken, and semistructured interviews were conducted with headteachers and parents, and key informants at local and national level. The research found that job sharing is successful in meeting the personal needs of the women primary teachers. Teachers spoke of the balance in their lives which this working arrangement helped them to achieve. In terms of the professional dimension, the study found that experiences of job sharing in practice were positive. For teachers the affective rewards of being with children and feeling competent and skilled in daily work were high. Feelings of acceptance within the workplace culture were positive; building and sustaining relationships with parents and, in particular, with colleagues, which was viewed as a salient part of the job of primary teaching, was possible whilst job sharing. As a result, schools were seen to be gaining by employing experienced and motivated individuals who were able to make positive contributions. However, some difficulties were found with the professional and career development of job sharing teachers. The study concludes that job sharing is not deleterious to women teachers' careers. It is far less harmful than other forms of part-time teaching although, as yet, it is not challenging full-time teaching as the dominant work model.
44
Chik, Tsan-ming, e 植燦明. "Career barriers of newly arrived women in Hong Kong". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31250919.
Testo completo
45
Heyat, Farideh. "Career, family and femininity : sovietisation among Muslim Azeri women". Thesis, SOAS, University of London, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.314069.
Testo completo
46
Boakye-Yiadom, Dahl Herta. "Career Challenges Faced by Professional Black Women in Sweden". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5678.
Testo completoAbstract (sommario):
Academically and professionally qualified Black women who immigrated to Sweden from the United States and the continent of Africa encounter barriers that may hinder their career opportunities. The unstable labor market position of foreigners required efforts by the Swedish government to address the problem. Little is known about the unique and specific challenges that qualified Black immigrant women experience when integrating into the Swedish labor market with foreign qualifications and professional experience. Guided by Durkheim's social integration theory, the purpose of this phenomenological study was to evaluate the lived experiences of Black immigrant women as they integrated into the Swedish labor market with foreign education and professional experience. Using a Facebook group and an organization promoting Black women in Europe, data were collected through 9 semistructured, open-ended interviews with Black immigrant women who lived in Sweden for at least 7 years. Data were then coded and analyzed using Moustakas' framework. Using thematic analysis produced the following themes: reevaluation of labor market policy and Swedish language, networking, and discrimination. Results from this research provide a framework for the Swedish government, public, and private organizations to direct future research, enhance labor market integration opportunities for academically and professionally qualified Black women and other immigrants, and inform the public about current debates and propositions for modifications to labor integration policies.
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Mandeville, V. Ann. "The Scriptural validity of working women". Theological Research Exchange Network (TREN), 1986. http://www.tren.com.
Testo completo
48
Waller, Steven D. "Engineers as managers : a comparative study of the career experiences of graduate engineers". Thesis, Loughborough University, 1998. https://dspace.lboro.ac.uk/2134/7163.
Testo completoAbstract (sommario):
The theme of the research stemmed from the generally held conviction that engineers are not found populating the managerial levels of UK based companies to the extent that is the case in most of continental Europe. Put simply, in the UK engineering is not considered to be the 'royal route' to management. In 1978 through a funding initiative by the then University Grants Committee, management enhanced 4 year engineering degree courses known as 'Dainton' courses after the then Chain-nano f the committee, Sir Frederick Dainton, were launched to attract some of the most able candidates to engineering. Designed to "fast track" engineers into management these courses have been running now for nearly 20 years and the research set out to answer whether their graduates have become managers, professional engineers, both or neither and how their background in technology and management may have influenced their subsequent career progression and migration into management. The study is based on 575 usable responses to a postal questionnaire sent to 1,838 'Dainton' graduate engineers and comparable control groups from Birmingham, Brunel, Cambridge, Impenal, Oxford and Strathclyde Universities. The responses to the questionnaire are supplemented by an ethnographical study of documentary course literature and discussions with staff responsible for the courses. Contrasts were found between the groups of engineers and the thesis explores these differencesa nd discussesth e possible reasonsf or them. By developing an insight into the role and influence of management training in engineering degrees the thesis concludes bv examining the consequences for the management of careers.
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Sekole, Mohlatlego Glostine. "The career progression of masters in business administration (MBA) graduates: the case of university of Limpopo graduates between 2007 and 2011". Thesis, University of Limpopo, 2015. http://hdl.handle.net/10386/2596.
Testo completoAbstract (sommario):
Thesis (MBA.) -- University of Limpopo, 2015The contribution of an MBA degree on career mobility in South Africa is of importance and exhibits strong interest from academics, business and public space. Many people believe that an MBA can help for any managerial position especially in cooperate business set up in terms of upward career mobility and skills acquisition. This study wanted to find out if indeed qualifying with an MBA degree helps graduates to move upward, get better salaries and benefits and feel more skilled.This study was conducted using graduates from the Turfloop Graduate School of Leadership, University of Limpopo, who graduated between 2007 and 2011. A total of 44 participants responded. The results mainly indicated that the MBA qualification does help in helping graduates feel better capacitated and ready for managerial positions. The qualification also helps with higher positions and/or salaries. However, for candidates to realise those better positions they mostly need to move to other organisations or even other provinces.The study recommends that another study focused on more universities that offer MBA in South Africa be carried out to compare the career advancement of graduates from all these universities. Another one that focuses on the reasons why career progression is not mostly realised in organisations within which candidates worked prior to getting an MBA degree is also recommended.
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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.
Testo completoAbstract (sommario):
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.