Artykuły w czasopismach: „Career and family”

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Achtenhagen, Leona, Kajsa Haag, Kajsa Hultén i Jen Lundgren. "Torn between individual aspirations and the family legacy – individual career development in family firms". Career Development International 27, nr 2 (3.01.2022): 201–21. http://dx.doi.org/10.1108/cdi-06-2020-0156.

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PurposeThe purpose of this paper is to explore individual career management by family members in the context of their family firms.Design/methodology/approachThe interpretative interview study of family members active in family businesses explores how this context affects the choice, planning, goals and development of family members' careers in their family business.FindingsThe authors find that career management in the family business setting focuses on fulfilling the family business goals rather than the personal goals of family members. Career management is rather reactive and less self-directed than current literature on career development recommends. Based on the results, the authors develop a process model for individual career management in the family business context.Originality/valueLittle is known about individual career management of family members in a family business context, as research on careers in family firms has so far focused mainly on transgenerational succession. The authors explore how in family firms, the trend towards self-directed, individual career planning is in tension with a commitment to the family business and its legacy.

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Tamoliūnė, Giedrė, Elena Trepulė i Ilona Tandzegolskienė. "Family and Career Reconciliation: Family, Employer and Career Counsellor Perspectives". Applied Research In Health And Social Sciences: Interface And Interaction 15, nr 1 (1.12.2018): 29–42. http://dx.doi.org/10.2478/arhss-2018-0004.

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Abstract The discussions about work and family reconciliation have revealed the fact that it is essential to talk about division of roles and agreements in the family, the skills important for career management, “here and now” search for the solutions to various problematic situations, flexibility and ability to get involved in work activity at the same time respecting family needs. Seeking reconciliation of family and career, family needs have been linked to positive parenthood and at the same time work tendencies and career opportunities have been estimated. Here we face some obstacles which are common to the aspiration of harmony and satisfaction in family, work or while developing career opportunities. The goal of this empirical study – to discuss common grounds and distinguish needs and challenges of young families, employers and career counsellors for successful reconciliation of family and career. A qualitative research included narratives of young parents, interviews with employers and a focus group interview with career counsellors. The data received from the narrative has been interpreted according to thematic analysis method and the interview data of focus group has been presented by dividing the data into categories and subcategories. Results have demonstrated that young parents’ experiences intertwine with employers’ experiences in some cases while career counsellors are expected to provide guidance and support to facilitate the potential conflict although there are still gaps in this service provision.

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Gaugler, Joseph. "The Family Caregiving Career:". Journal of Aging & Social Policy 18, nr 3/4 (21.11.2006): 141–54. http://dx.doi.org/10.1300/j038v18n03_10.

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ARCHER, SALLY L. "Career and/or Family". Youth & Society 16, nr 3 (marzec 1985): 289–314. http://dx.doi.org/10.1177/0044118x85016003003.

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Gaugler, Joseph E., i Pamela Teaster. "The Family Caregiving Career". Journal of Aging & Social Policy 18, nr 3-4 (21.11.2006): 141–54. http://dx.doi.org/10.1300/j031v18n03_10.

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Burke, Ronald J., i Yuet Peng Kong. "Career-Priority Patterns among Managerial and Professional Women in Singapore". Psychological Reports 78, nr 3_suppl (czerwiec 1996): 1304–6. http://dx.doi.org/10.2466/pr0.1996.78.3c.1304.

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This study examined correlates of career-priority patterns, anchored at the extremes by career-primary and career-family orientations, among 104 managerial and professional women in Singapore. Data were collected using anonymously completed questionnaires. Career-family women were more likely to have worked part-time in their careers, were at lower organizational levels, and reported less job involvement than did career-primary women. There were no differences on a variety of individual demographic and work-situation characteristics in job and career satisfaction and measures of psychological well-being.

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Dua Nurak, Lusia Adinda, Armanu Thoyib, Noermijati Noermijati i I. Gede Riana. "The Relationship between Work-Family Conflict, Career Success Orientation and Career Development among Working Women in Indonesia". INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 4, nr 2 (2018): 49–56. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.42.1006.

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This study is aimed to analyze the relationship between work-family conflict on career success orientation and career development. This study used 180 career women respondents in the governor’s office in East Nusa Tenggara Province, Indonesia. Qualitative and quantitative data from primary and secondary sources were collected by distributing questionnaires to the respondents. Purposive sampling was applied, and the data were analyzed using descriptive and inferential analysis of Partial Least Square. The result shows that work-family conflict does not significantly affect women’s’ career development but significantly affects the career success orientation. Also, career success orientation significantly affects woman’s career development. This study further reveals that career success is a strategic orientation as a mediation role between work-family conflict and woman’s career development. Based on the models, this study indicates that 50.06% (Q2-predictive relevance) in the variation of the career development can be explained by career success orientation and work-family conflict. Wo

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Valk, Reimara, Marloes L. van Engen i Mandy van der Velde. "International Careers and Career Success of Indian Women in Science and Technology: The Importance of Career Capital and Organizational Capital". South Asian Journal of Human Resources Management 1, nr 2 (28.11.2014): 175–205. http://dx.doi.org/10.1177/2322093714549107.

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This article presents a study on international careers and career success of Indian women in Science & Technology (S&T). We conducted interviews with 30 (upper) middle class Indian women in New Delhi and Bangalore (India) who pursued careers abroad as self-initiated expatriates (SIEs). Important elements of career capital competencies in international career pursuits and career success of Indian women SIEs in S&T were: (a) families who value higher education and careers of their female children, which motivated women to pursue international careers to elevate family class status (knowing-why); (b) the motivation to gain knowledge and skills in science and technology (knowing-how) and (c) the encouragement and support from family for women’s international career pursuits, and international networks (knowing-whom). Furthermore, findings show that patriarchy entrenched in Indian society and culture resulted in a lack of organizational capital, which impede career success of women in S&T. We advise organizations in India to implement HR policies and practices embracing the development of career capital to empower Indian women in S&T to be successful in their international careers.

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Theodora, Berta Dian, i Siti Marti'ah. "The Difference of KTSP and Kurikulum 2013 Implementation, Family Environment Toward Career Choosing Readiness". Dinamika Pendidikan 12, nr 2 (1.03.2018): 159–69. http://dx.doi.org/10.15294/dp.v12i2.13564.

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This research aims to prove: 1) the differences of students’ readiness in choosing a career in students in schools that apply KTSP curriculum with students in schools that apply kurikulum 2013; 2) the differences of the influences of supporting family environment with unsupporting family environment for students’ career choosing; 3) the influence of curriculum that receives family support for students’ career choices. The samples of the study were 355 students from 12 schools in Depok. Data analysis tool used two way anova with interaction. The prerequisite test used normality test and homogenity test. The result of the research shows that: 1) there is no significant difference of curriculum used in school to the students’ career choice readiness, 2) there are significant differences between students who have supporting family environment with students who have less supporting family environment to students’ career choice readiness, 3) there is a significant difference when schools with curriculum work together with family environments to support students in choosing their careers.

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Kost, Amanda, Julie P. Phillips, Molly E. Polverento, Iris Kovar-Gough, Christopher P. Morley, Jacob Prunuske, Andrea L. Wendling i Tomoko Sairenji. "The Influence of Role Modeling and Mentorship on Primary Care Career Choice: What Can Be Gleaned From 30 Years of Research?" Family Medicine 54, nr 7 (5.07.2022): 555–63. http://dx.doi.org/10.22454/fammed.2022.980735.

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Background and Objectives: Role modeling and mentoring are key aspects of identity formation in medical school and likely influence student specialty choice. No reviews have examined the ways that mentorship relationships impact primary care career choice. Methods: We conducted a systematic literature search to identify articles describing the influence of role models and mentorship on primary care interest, intention, or choice. A content analysis of the included articles determined which articles focused on mentorship versus role modeling and the definitions of each. We coded articles as groundwork, effectiveness, or impact depending on the methodology and outcomes of each study. Results: Searches yielded 362 articles, of which 30 met inclusion criteria. Three offered definitions of role modeling, and one compared and contrasted definitions of mentoring; 17 articles laid groundwork that indicated that role modeling and mentorship are important factors in career choice and specifically in primary care. Thirteen articles reported the effectiveness and impact of role modeling and mentoring in influencing intent to enter primary care or actual career choice. Primary care and non-primary care physicians influenced student interest, intent, and choice of primary care careers; this influence could be positive or negative. Conclusions: Role modeling and mentorship influence primary care career choice. Very few articles defined the studied relationships. More work on the impact of mentorship and role modeling on career choice is needed.

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Карабанова, Ольга Александровна, Елена Игоревна Захарова i Юлия Андреевна Старостина. "FEATURES OF THE MOTIVATIONAL AND MEANING SPHERE OF YOUNG ADULTS WITH DIFFER-ENT TYPES OF CAREER PLANS COORDINATION IN THE PROFESSIONAL AND FAMILY SPHERE". Pedagogical Review, nr 5(39) (8.10.2021): 173–85. http://dx.doi.org/10.23951/2307-6127-2021-5-173-185.

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Формирование жизненных планов в отношении карьеры в профессиональной и семейной сфере составляет задачу развития возрастного периода вхождения во взрослость. Транзитивность современного общества и трансформация института семьи определяют актуальность исследования типов согласования планов современной молодежи в сфере профессии и семьи. Исследована мотивационно-смысловая сфера молодых людей при различных типах согласования ими планов семейной и профессиональной карьер. Выявлены типы согласования карьерных планов в семейной и профессиональной сферах, изучены особенности мотивации при различных типах согласования карьерных планов, смысложизненных ориентаций молодых людей при различных типах согласования карьерных планов. Были использованы авторский опросник «Жизненные планы – семейная и профессиональная карьеры» и методика смысложизненных ориентаций (Д. А. Леонтьев). Выборку составили 167 студентов в возрасте от 17 до 22 лет. Выделены эмпирические типы согласования планов профессиональной и семейной карьеры (согласованность профессиональной и семейной карьеры при их высокой значимости, эгоцентрация при ориентации на профессиональную карьеру, приоритет семейной карьеры, приоритет профессиональной карьеры, негативное/незаинтересованное отношение к профессиональной и семейной сферам). Выявлены особенности мотивации для профессиональной сферы: возрастание значения социальной востребованности профессии и социального признания при согласованности карьерных планов и приоритет личных интересов при эгоцентрации. Для семейной сферы: возрастание мотивации избегания одиночества и воспитания детей при приоритете семейной карьеры, низкая мотивация воспитания детей – при приоритете профессиональной карьеры, негативном отношении к карьерным планам и эгоцентрации. Согласованность карьерных планов в профессиональной и семейной сфере связана с высокой осмысленностью жизни, переживанием ее наполненности событиями и достижениями. Formation of life plans for a career in the professional and family sphere is the development task of emerging adulthood. The transitivity of modern society and the transformation of the family institution determine the relevance of studying the types of coordination of plans of modern youth in the field of profession and family. The goal is to study the motivational and meaning sphere of young people with various types of coordination of plans for family and professional careers. Tasks: 1) identification of the types of career plans coordination in the family and professional spheres; 2) study of the features of motivation for various types of coordination of career plans; 3) the study of the life-meaning orientations of young people with various types of coordination of career plans. We used the author’s questionnaire «Life plans - family and professional careers» and the life-meaning orientations technique (D.A. Leontiev). The sample consisted of 167 students aged 17 to 22 years. Results. Empirical types of coordination of professional and family career plans (consistency of professional and family careers with their high significance, ego-centering in focusing on a professional career, priority of family career, priority of professional career, negative/disinterested attitude to professional and family spheres) are highlighted. The features of motivation for the professional sphere are revealed: the increase in the importance of the social relevance of the profession and social recognition motives with the coordination of career plans and the priority of personal interests in ego-centering. For the family sphere: an increase in motivation for avoiding loneliness and raising children with the priority of a family career, low motivation for raising children with a priority of a professional career, a negative attitude towards career plans and ego-centering. The consistency of career plans in the professional and family spheres is associated with a high meaningfulness of life, the experience of its fullness with events and achievements.

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J. Burke, Ronald, i Parbudyal Singh. "Correlates of career priority and family priority among hospital-based nursing staff". Gender in Management: An International Journal 29, nr 2 (25.02.2014): 91–107. http://dx.doi.org/10.1108/gm-05-2013-0050.

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Purpose – This study explored the relationship of measures of career priority and family priority with a number of other variables including personal demographics, work situation characteristics, work motivations, work outcomes and indicators of extra-work outcomes such as affluence and psychological well-being. The paper aims to discuss these issues. Design/methodology/approach – Data were collected from 290 nursing staff, the vast majority female, working in Ontario, Canada, using anonymously completed questionnaires. Findings – Career priority and family priority were significantly and positively correlated in this sample. Nursing staff also rated family priority significantly higher than career priority. Personal demographics were associated with levels of both career priority and family priority such that married nursing staff, nursing staff with children, and nursing staff working part time reported lower levels of career priority, while married nurses and nursing staff having children rated family priority higher. Nursing staff having higher levels of work motivation also rated career priority higher. Career priority was significantly correlated with several work outcomes. Nursing staff indicating a higher career priority were more satisfied and engaged in their jobs. Somewhat surprisingly, family priority was generally unrelated to these work and well-being outcomes. Research limitations/implications – Recent writing on women in organizations has raised the question of can women “have it all”, a successful and demanding career and a satisfying home and family life. The findings contribute to this debate. Practical implications – Suggestions for both women and organizations to facilitate career and family facilitation are offered. Social implications – Increasing interest has been shown in women in the workplace, and whether they should “lean in” to advance their careers. The authors suggest that this strategy may be at odds with what women, and men, increasingly want. Originality/value – The paper highlights differences in the antecedents and consequences of career priority and family priority in a predominately female sample bringing work and family issues into the forefront once again.

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Maharjan, Sarita. "Individual, Family Factors and Career Development of Female School Teachers". Journal of Nepalese Business Studies 14, nr 1 (20.12.2021): 108–17. http://dx.doi.org/10.3126/jnbs.v14i1.41497.

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In Nepalese society, female people feel that they are facing many obstacles in their career development such as individual, family, organization barriers, etc. In this regard, this study is conducted to analyze barriers in female career development. So, the study's main objective is to analyze the impact of individual and family barriers on female school teachers' career development. ausal effect research design has been employed in this study to analyze the impact of the barriers on female career development. The study used a judgmental sampling technique to gather the real picture of data from female school teachers in Kathmandu valley. Multiple regression analysis techniques has been adopted to analyze the data. From the result of data analysis, it is concluded that the family issue has hampered the career development of female school teachers. This means that Nepalese female teachers have to do their office duty along with giving time for their family members, housework and child-caring, etc. This could be beneficial to school administrators, trainers, and human resource professionals who want to help female teachers for the advancement of their careers.

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Gordon, Judith R., i Karen S. Whelan-Berry. "Contributions to Family and Household Activities by the Husbands of Midlife Professional Women". Journal of Family Issues 26, nr 7 (październik 2005): 899–923. http://dx.doi.org/10.1177/0192513x04273590.

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This article presents an exploratory study that furthers our understanding of the functioning of two-career couples at midlife and, in particular, our understanding of the husband’s contributions to family and household activities. More specifically, it addresses the following questions regarding dual-career couples: (a) Whose career has precedence? (b) What is the nature of the husband’s contributions to the family and household? and (c) What types of support result? This study is part of a larger research project that focuses on the professional and personal lives of a group of midlife professional women who were married, had children, and had enduring careers. The results presented here describe the women’s perceptions of support (or lack of support) provided by their spouses in their family and household. It discusses the implications of such support for family functioning and for the ability of midlife women to pursue full-time careers.

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Koçak, Orhan, Namık Ak, Sezer Seçkin Erdem, Mehmet Sinan, Mustafa Z. Younis i Abdullah Erdoğan. "The Role of Family Influence and Academic Satisfaction on Career Decision-Making Self-Efficacy and Happiness". International Journal of Environmental Research and Public Health 18, nr 11 (31.05.2021): 5919. http://dx.doi.org/10.3390/ijerph18115919.

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Careers are a reality of life that need to be considered as multi-dimensional in today’s modern societies. Choosing a career is a complex process that coincides with high school and university ages, creating psycho-social stress. Considering the literature, the effects of different environmental factors have been revealed in separate studies. This study examines both individual and environmental factors together. By adopting a quantitative research method, we collected cross-sectional data through online questionnaires from 1130 university students. The association of family influence and academic satisfaction with happiness through career decision self-efficacy was meaningful using gender, age, income, and parents’ education as control variables. Family influence and academic satisfaction were positively correlated with career decision self-efficacy and happiness. In conclusion, we found that family influence and support, students’ work, and academic satisfaction are positively significant in terms of the career process and happiness. It was understood that the career reality should be considered with a holistic view that includes family, school, and work experience.

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Xin, Lu, Fangcheng Tang, Mengyi Li i Wenxia Zhou. "From School to Work: Improving Graduates’ Career Decision-Making Self-Efficacy". Sustainability 12, nr 3 (22.01.2020): 804. http://dx.doi.org/10.3390/su12030804.

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As boundaryless careers become mainstream, individuals need to enhance career decision-making self-efficacy (CDSE) during career transitions to secure better employment outcomes and sustainable career development, especially when moving from a school to a work environment. Drawing on social cognitive career theory, this study empirically proposed a moderated mediation model to examine whether proactive personality (measured at Time 1), career success criteria clarity (CSCC, measured at Time 2), and family socioeconomic status (including family income, parents’ educational level, and parents’ occupational level; measured at Time 1) would contribute to CDSE (measured at Time 2). Results based on a two-wave survey of 235 college students showed that: (1) proactive personality positively predicted CDSE; (2) CSCC positively predicted CDSE; (3) CSCC partly mediated the relation between proactive personality and CDSE; (4) the positive effect of CSCC on CDSE was stronger among students with a lower family socioeconomic status. Individuals with strong proactive personalities were more likely to develop salience in career success criteria and in turn became more confident in making career decisions. Therefore, vocational educators in higher education could help to improve students’ CDSE by promoting training programs for proactive thinking, providing successful role models, and encouraging family involvement, especially for students with a lower family socioeconomic status.

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Barhate, Bhagyashree, i Malar Hirudayaraj. "Emerging Career Realities during the Pandemic: What Does it Mean for Women’s Career Development?" Advances in Developing Human Resources 23, nr 3 (26.05.2021): 253–66. http://dx.doi.org/10.1177/15234223211017851.

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The Problem Women must often overcome inequitable workplace policies and unsupportive family for career development. Although remote work allows women the freedom to manage both work and family domains, stigma rooted in gender-stereotypes dissuades women from utilizing remote work policies and working flexibly. The Solution Working from home during the pandemic, has led to some erosion of the stigma attached to remote work. Through the work/family border theory, we explore the new realities for employees working remotely and its positive impact on women’s career development. We argue, organizations can promote women’s careers by capitalizing on employee’s positive experiences with remote work during the pandemic, and support women’s career development even after the pandemic. The Stakeholders Stakeholders for this article include colleagues, supervisors, partners, and spouses, who have the power to influence women’s career development, as well as HRD professionals and organizational leaders who implement policies and practices supporting women’s career development.

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Gill, Angela, i Juanita Muller. "Role Strain and Psychological Distress in Late Career Mothers". Australian Journal of Career Development 7, nr 2 (listopad 1998): 27–33. http://dx.doi.org/10.1177/103841629800700208.

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Balancing a career and family is difficult for mothers of young children. The cumulative demands of multiple roles can result in role strain (i.e. role overload, interference from work to family, and interference from family to work) and psychological distress as measured by the General Health Questionnaire-12 (GHQ-12). One strategy used by women to overcome such difficulties is to delay having children until their careers are established. Recent Australian Bureau of Statistics (ABS; 1997) reflect this trend. Research by Higgins, Duxbury and Lee (1994) has suggested, contrary to previously held views, that late career women who are at peak visibility in their work roles, and who are also having children at this time, are at greater risk of role strain and psychological distress than early career mothers. The aim of this study is to examine work to family interference, family to work interference, role overload and psychological distress in early and late career mothers with pre-school aged children. Early and late career stages are defined using Levinson's (1986) model of adult development. Participants were 75 women with children aged 6 years and younger, sampled from 12 local day care centres, who completed a brief questionnaire examining role strain, psychological distress and career stage. The findings reported in this study found that late career mothers experience greater role strain and psychological distress than early career mothers.

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Burke, Ronald J., Tatyana Kotzeva, Irina Todorova i Carol A. McKeen. "Patterns of Priority in Careers among Managerial and Professional Women in Bulgaria: Costs of the Mommy Track?" Psychological Reports 75, nr 2 (październik 1994): 1019–26. http://dx.doi.org/10.2466/pr0.1994.75.2.1019.

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This study examined correlates of patterns of priority in careers, anchored at the extremes by career-primary and career-family orientations, among 218 managerial and professional women in Bulgaria. Data were collected using anonymously completed questionnaires to replicate similar research conducted in Canada. Career-family women were more likely to be married, have more children, work fewer extra hours per week, been with a present employer for a longer period of time and reported less job involvement than did career-primary women. There were no differences on job and career satisfaction or on measures of psychological well-being. Many of the relationships present in the Canadian sample were absent in the Bulgarian sample.

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Vess, Logan, i Tracy Lara. "Career Counseling and Family Therapy". Family Journal 24, nr 1 (25.11.2015): 85–94. http://dx.doi.org/10.1177/1066480715615822.

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Anderson, Elaine A., i Jane W. Spruill. "The Dual-Career Commuter Family:". Marriage & Family Review 19, nr 1-2 (2.10.1993): 131–47. http://dx.doi.org/10.1300/j002v19n01_08.

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KINNIER, RICHARD T., S. LEELLEN BRIGMAN i FRANK C. NOBLE. "Career lndecision and Family Enmeshment". Journal of Counseling & Development 68, nr 3 (2.01.1990): 309–12. http://dx.doi.org/10.1002/j.1556-6676.1990.tb01379.x.

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Machida-Kosuga, Moe, John M. Schaubroeck, Daniel Gould, Martha Ewing i Deborah L. Feltz. "What Influences Collegiate Coaches’ Intentions to Advance Their Leadership Careers? The Roles of Leader Self-Efficacy and Outcome Expectancies". International Sport Coaching Journal 4, nr 3 (wrzesień 2017): 265–78. http://dx.doi.org/10.1123/iscj.2016-0120.

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The purpose of the current study was to examine the influences of leader self-efficacy and coaching career outcome expectancies on intentions for advancement in leadership careers of collegiate assistant coaches in the United States. We also investigated psychosocial antecedents of these factors and explored gender differences. Female and male collegiate assistant coaches (N = 674) participated in an online survey consisting of measurements of leadership career advancement intentions, leader self-efficacy, and coaching career outcome expectancies, and their putative antecedents (i.e., developmental challenges, head coach professional support, family-work conflicts, and perceived gender discrimination). Results showed that leader self-efficacy and coaching career outcome expectancies were related to coaches’ leadership career advancement intentions. Developmental challenges and head coach professional support were positively related to leader self-efficacy, while family-work conflicts and perceived gender discrimination were negatively related to coaching career outcome expectancies. Findings also suggested that female assistant coaches may have higher coaching career outcome expectancies, but lower intentions toward leadership career advancement, leader self-efficacy, and developmental challenges than male assistant coaches. The study findings suggest ways to advance junior coaches’ leadership careers.

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Higgins, Christopher Alan, Linda Elizabeth Duxbury i Richard Harold Irving. "Work-family conflict in the dual-career family". Organizational Behavior and Human Decision Processes 51, nr 1 (luty 1992): 51–75. http://dx.doi.org/10.1016/0749-5978(92)90004-q.

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Powell, Gary N., i Barry Z. Posner. "Commitment to Career versus Family/Home Life: Effects of Sex, Sex-Role Identity, and Family Status". Psychological Reports 64, nr 3 (czerwiec 1989): 695–98. http://dx.doi.org/10.2466/pr0.1989.64.3.695.

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This study examined commitment to career, as opposed to family or home life, for a sample of 154 working MBA students. In contrast to previous results for middle managers, men were more committed to their careers than women. However, the effect of sex was largely explained by individuals' sex-role identity. Family status had no effect on commitment.

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Ahmad, Seher. "Family or Future in the Academy?" Review of Educational Research 87, nr 1 (9.07.2016): 204–39. http://dx.doi.org/10.3102/0034654316631626.

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This article critically reviews recent literature on the relationship between family formation and academic-career progression, emphasizing obstacles women face seeking a tenured position and beyond. Evidence indicates that the pipeline model is dominated by “ideal worker” norms. These norms impose rigid, tightly coupled, sequential, time-bound requirements on aspiring academics, making the raising of young children and advancing an academic career incompatible. Studies indicate that women with PhDs and young children are disproportionately more likely to leak out of the tenure-track pipeline. Lack of family friendliness is one of the chief reasons why women opt out of tenure-track careers. One way to increase the proportion of tenured women is to adapt the pipeline model by bolstering institutional work–family policies and providing child care centers. Departmental leaders can ensure that making use of work–family policies does not negatively affect tenure decisions. Collecting longitudinal data to evaluate how well policies are working is critical.

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Suyanto i Setyadi Ary. "Family Responsibilities and Career Rhythms for Female Lecturers of Diponegoro University: Patriarchal Culture Hegemony". E3S Web of Conferences 202 (2020): 07007. http://dx.doi.org/10.1051/e3sconf/202020207007.

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This paper aims to explain the relationship between family formation and family responsibilities with the career rhythms of female lecturers. The sampling technique is cluster sampling, followed by the stratified random sampling technique. This study selected a sample of Diponegoro University. The sample size calculation uses the Krejcie and Morgan technique. The number of study respondents was 156 female lecturers. The results showed that family formation was related to career rhythms. The shorter the age of marriage, the more children they have, the lower the age of the first and last child, the slower the career rhythm. The relationship between family responsibility and career rhythm is negative, meaning that the higher the allocation of time, energy, and mind for the family, the lower the rhythm of his career. Most female lecturers work on their own various domestic activities. These activities include service to all family members, especially the preparation of food and work or school (for their children), maintenance of cleanliness and beauty of the house, and the provision of raw materials and consumption for all family members. Although institutional support is not gender discriminatory, female lecturers in developing careers with male lecturers do not equivalent. This shows that Undip female lecturers cannot take advantage of the various opportunities and opportunities available for career development. This is more due to the outpouring of energy, mind and attention to domestic activities (family) because children and families are more valuable than work for female lecturers. This is inseparable from the hegemony of patriarchal culture which is fertile and well-established in Indonesia in general and in Undip in particular.

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Mutter, Joanne, i Kaye Thorn. "Global mobility and the career of the stay-at-home partner". Journal of Global Mobility: The Home of Expatriate Management Research 7, nr 1 (15.04.2019): 88–102. http://dx.doi.org/10.1108/jgm-08-2018-0042.

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Purpose Contemporary global mobility and dual careers are two key features of working life today. Little is known, however, about where they intersect, where one partner travels for their career, while the other partner is left behind, caring for the family and attempting to manage their own career. The purpose of this paper is to explore how the partner’s career is impacted by the traveller’s absence, and the strategies employed to enable their continued career development. Design/methodology/approach The paper employs a qualitative methodology, drawing on semi-structured interviews with the partners of international yachtsmen. Findings The findings highlight the prioritisation of the traveller’s career, for reasons of finance and their passion for their career. The implications of this could be detrimental to the partner’s career. Personalised, flexible working arrangements are essential in order for the partner to achieve a sustainable career of their own. Research limitations/implications The gendered nature of the sample provides an opportunity for further research examining the implications of the female being the traveller and the male the stay at home partner. Practical implications The paper examines a range of alternative strategies for maintaining or developing the career when also faced with additional family responsibilities. Originality/value This paper gives consideration to the career of the stay at home partner. A new dual-career strategy is identified – the entrepreneurial secondary career strategy, which has the potential to deliver the flexibility required to manage both work and family demands, and allow partners to enact their authentic career.

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Hughes, Cathy, i Trang Thomas. "The Family's Influence on Adolescent and Young Adult Career Development: Theory, Research and Practice". Australian Journal of Career Development 12, nr 2 (lipiec 2003): 38–46. http://dx.doi.org/10.1177/103841620301200206.

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A large volume of research has been stimulated by theories that acknowledge the influence of family characteristics on career development. Family background and family processes are two dimensions on which the family influences career development. This paper discusses the influence of family processes on adolescent and young adult career development. Two career development theories that acknowledge the influence of family process factors on career development are described, followed by a review of studies that have investigated relationships between a broad range of family process variables and various aspects of adolescent-young adult career development. Finally, a range of career counselling and career education interventions to assist career counsellors and career education professionals to integrate theory, research and practice are described and critiqued.

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Akrivos, Christos, Adele Ladkin i Panayiotis Reklitis. "Hotel managers' career strategies for success". International Journal of Contemporary Hospitality Management 19, nr 2 (13.03.2007): 107–19. http://dx.doi.org/10.1108/09596110710729229.

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PurposeThe purpose of this paper is to explore career strategies used by Greek hotel managers in order to advance their careers successfully.Design/methodology/approachUsing a case study sample of 65 hotel general managers working in deluxe hotels in Greece, data on career strategies were collected using a postal questionnaire.FindingsIt is revealed that the managers use a range of different strategies in order to advance their careers. The most commonly used are in relation to career opportunities, skills, mobility, interpersonal relations and handling diverse situations. The least commonly used ones relate to family contacts, job search techniques and pay.Practical implicationsThe strategies are discussed in terms of recruitment, training and retention of managers in the hotel industry.Originality/valueThis paper builds on the knowledge of careers strategies used for career success.

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Afdal, Afdal, M. Suya, Syamsu Syamsu i Uman Uman. "Bimbingan Karir Kolaboratif dalam Pemantapan Perencanaan Karir Siswa SMA". Jurnal Konseling dan Pendidikan 2, nr 3 (30.11.2014): 1. http://dx.doi.org/10.29210/110000.

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Individual career development along the life span is integrated in each role, setting, events in life and is influenced by many factors. One of the factors that affect the development of the individual's career is a family environment. At issue now is the development of a career is not a major concern for parents. Parents consider issues relating to the development of careers is the responsibility of the teacher at the school, particularly teachers of guidance and counseling. The problem becomes when the teacher/counselor who understands the BK and understand deeply about children and career progression does not perform activities of collaboration/cooperation with parents to jointly realize the optimal child development careers so it is able to take decisions appropriately and independently with regard to education and career in the future. This paper discusses the basic concept of collaborative career guidance, career guidance principles and collaborative implementation of collaborative career guidance to establish career planning high school students.

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Saleh, Muhamad. "WOMEN’S PROFESSIONAL CAREER THROUGH AL-QUR’AN’S PERSEPECTIVES". Interdisciplinary Social Studies 1, nr 9 (15.06.2022): 1133–49. http://dx.doi.org/10.55324/iss.v1i9.231.

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Women's careers are still a constant topic discussed. As if a career becomes an expensive thing for women, especially women who still want to devote themselves to the family, for this type of woman, a career really becomes an expensive item. To find out how the meaning of women's professional career in the perspective of the Qur'an, the opinions of commentators and feminists regarding careers women's professionals in the perspective of the Qur'an, the history of women's professional careers from the time of the Prophet to modern times, and the meaning of leadership in the family (Domestic-public) related to women's professional careers in the perspective of the Qur'an. Judging from the purpose of this research, it is an expolative research which is still included in the category of qualitative approach. Data collection was carried out by browsing commentaries, books, both primary and secondary which were relevant to the discussion of the research theme. This study analyzes the substance of the mufassir's thoughts on the concept of the creation of air in the Qur'an and then draws it on the present context. Meanwhile, to analyze the data with certain words and terms from the verses of the Qur'an. It is true that Islam forbids women from pursuing careers outside the home but neglecting their responsibilities as housewives. Prioritizing a career in order to pursue a life that exceeds its nature is actually contrary to the values of Islamic teachings.

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Venter, Cobus J., i Jacobus G. Maree. "Life-design counselling for survivors of family violence in resource-constrained areas". South African Journal of Education 40, Supplement 2 (31.12.2020): S1—S12. http://dx.doi.org/10.15700/saje.v40ns2a1845.

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The purpose of this study was to explore and assess the feasibility of counselling based on life-design principles in enhancing the career resilience of children who are exposed to family violence. The research project involved a QUALITATIVE–quantitative mode of inquiry with 6 participants chosen based on certain characteristics. Life-design-related intervention strategies, together with various (postmodern) qualitative and quantitative techniques, were used to gather data, while data analysis was done using thematic content analysis. Quantitative data were collected from parents as well as the participants before and after the intervention. Certain themes, sub-themes and sub-sub-themes that all contributed to participants’ career resilience were identified. Following the intervention, findings obtained from a qualitative perspective indicated that the outcomes of the life-design-related counselling intervention were substantial. The findings showed that various narrative techniques could be used to enhance the career resilience of children exposed to family violence. Future research could assess the value of life-design counselling in enhancing the career resilience of survivors of family violence in diverse group contexts. A greater focus could be placed on the (unforeseen) external trauma that had an impact on participants’ ability to (re-)construct their career-life narratives to enhance their future selves and careers.

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Holms, Valerie L., i Lillian M. Esses. "Factors Influencing Canadian High School Girls' Career Motivation". Psychology of Women Quarterly 12, nr 3 (listopad 1988): 313–28. http://dx.doi.org/10.1111/j.1471-6402.1988.tb00946.x.

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The need to prepare adolescent girls for the reality of labor market participation prompted this study investigating the factors influencing female career motivation. Questionnaires were completed by 317 female students from grades 8, 10, and 12. Four criterion variables were used to assess overall career motivation: career commitment, occupational aspirations, educational aspirations, and vocational certainty. The relationship between the criterion measures and a set of predictor variables (socioeconomic status, school marks, grade level, masculine/feminine trait dimensions, attitudes toward women, and marriage/family commitment) was explored. A canonical correlation analysis, used to test the relationship between the predictor and criterion variables, revealed two significant sets of relationships. First, girls who obtained higher marks in school, identified with either masculine or androgynous trait dispositions, had more liberal attitudes toward women, and were from higher socioeconomic backgrounds aspired to higher levels of education, were more highly committed to a career, and aspired to more highly prestigious occupations. The second relationship showed that older girls from a lower socioeconomic background with high commitment to marriage and a family have high career commitment and certainty about their careers, yet lower educational and occupational aspirations. The study highlights the importance of (a) examining career and family commitment independently, (b) studying the impact of psychological variables on career motivation, and (c) combining a number of factors to represent career motivation.

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Nyarko-Sampson, Eric. "Relationships among self-knowledge, family influence, career knowledge and senior high school students’ aspirations for entrepreneurial careers in Ghana". Ghana Journal of Education: Issues and Practice (GJE) 1 (1.12.2015): 64–85. http://dx.doi.org/10.47963/gje.v1i.469.

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Making a career choice is a major turning point in the lives of adolescents in senior high schools. For it is in the senior high schools that students are advised or counselled on future worthwhile occupations. The study set to establish the relationship among self-knowledge, family influence, career knowledge level and senior high school students’ aspirations for entrepreneurial careers. Four hypotheses were tested, whilst 1,004 Form 3 senior high school students were selected from 27 senior high schools nationwide using the multi-stage sampling approach. A 71-item questionnaire with an overall reliability of 0.79 was used to collect data. The three dependent variables were found to be significantly related to students’ aspirations for entrepreneurial careers. Again, a positive relationship was found between self-knowledge and aspirations for entrepreneurial careers. It was, therefore, concluded that senior high school students in Ghana rank high regarding their self-knowledge, family influence and career knowledge levels in their aspirations to entrepreneurial careers. It was recommended that students should be equipped with skills or assisted to know and understand themselves well with respect to making career choices, and also entrepreneurship education should be introduced in senior high school curriculum in Ghana. Implications of the study for counsellor education include taking the variables (personal and contextual) into consideration in counselling students on careers..

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Nulhakim, Lukman, i Malik Ibnukhalilulloh. "KONSEP BIMBINGAN KARIR KOLABORATIF MELALUI PENGUATAN EFIKASI DIRI". AL-TAZKIAH 7, nr 2 (1.12.2018): 124–41. http://dx.doi.org/10.20414/altazkiah.v7i2.657.

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This paper aims to discuss career guidance services from collaborative intervention approaches between institutions and students, as well as families by looking at and practising cognitive aspects, strengthening student self-effcacy or high self-effcacy learners determine students’ positive perspectives on career planning. Strengthening self-effcacy consists of three levels of diffculty, generality and strength. Someone is said to have self-effcacy, if faced with the three aspects above, the higher the self-effcacy possessed by individuals or students, the higher the likelihood that individuals will gain achievements in their careers and prepare for their careers, but in the implementation of career guidance it involves more the family member also participates in the intervention or as a supporter of career planning through collaborative career guidance that emphasizes the basic concepts of collaborative career guidance, principles of collaborative career guidance and implementation that can be done by counsellors with parents in an effort to help strengthen student career planning.

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Merrett, Alexandra, Daniel Jones, Kim Sein, Trish Green i Una Macleod. "Attitudes of newly qualified doctors towards a career in general practice: a qualitative focus group study". British Journal of General Practice 67, nr 657 (30.03.2017): e253-e259. http://dx.doi.org/10.3399/bjgp17x690221.

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BackgroundA key element of the NHS is universal access to a GP. Recently, UK general practice has been described as being in crisis, with training places unfilled and multiple practices reporting vacancies or facing closure. The recruitment of GPs continues to be a key focus for both the Royal College of General Practitioners (RCGP) and the government.Aim To understand the attitudes of newly qualified doctors towards a career in general practice, to appreciate potential reasons for the crisis in GP recruitment, and to recommend ways to improve recruitment.Design and setting A qualitative study comprising five focus groups with 74 Foundation Year 1 (FY1) doctors from one Yorkshire deanery.MethodAudio recordings were transcribed verbatim and thematic analysis undertaken.ResultsFoundation Year 1 doctors’ thoughts towards a career in general practice were summarised in four themes: quality of life, job satisfaction, uncertainty surrounding the future of general practice, and the lack of respect for GPs among both doctors and the public. Participants felt that general practice could provide a good work–life balance, fair pay, and job stability. Job satisfaction, with the ability to provide care from the cradle to the grave, and to work within a community, was viewed positively. Uncertainties around future training, skill levels, pay, and workload, together with a perceived stigma experienced in medical schools and hospitals, were viewed as a deterrent to a career in general practice.ConclusionThis study has gathered the opinions of doctors at a critical point in their careers, before they choose a future specialty. Findings highlight areas of concern and potential deterrents to a career in general practice, together with recommendations to address these issues.

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Tandzegolskienė, Ilona, Elena Trepulė, Aušra Rutkienė, Giedrė Tamoliūnė i Vaida Jurgilė. "A MODEL OF FAMILY AND CAREER RECONCILIATION". SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 2 (26.05.2017): 539. http://dx.doi.org/10.17770/sie2017vol2.2415.

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The article focuses at these elements of family, work and career reconciliation which are relevant for seeking harmony and satisfaction in family and work settings. Presented theme refers to the analysis of work-family or family-work conflict, causes for role conflicts, facilitation strategies, conception of dual and individual career within a family, internal and external factors which influence start-up of conflicts and reconciliation strategies. This article presents results of data, collected during conduction of narrative interviews with young parents (both mother and father), semi-structured interviews with employers, focus group with career guide/human resources specialists and quantitative research with young families. The aim of research was to determine the needs and opportunities of young families who seek to balance family and career by highlighting influence of work activities. Research results identicated reconciliation for young families and career, possibilities for facilitation that is closely linked to dual and single career design couples, trends for career development, aware ness of parent hood and changing roles.

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Burke, Ronald J. "Alternative Family Structures: A Career Advantage?" Psychological Reports 81, nr 3 (grudzień 1997): 812–14. http://dx.doi.org/10.2466/pr0.1997.81.3.812.

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This research examined the presence of homemakers among spouses of men and women at four hierarchical levels within a single large professional services firm. Men at the most senior level were significantly more likely to have spouses as homemakers than were men at lower levels and women at any hierarchical level. Men were generally more likely than women to have spouses as homemakers, thus family structures may create potential career disadvantages for women.

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Larmour, Lisse. "Juggling a career and family commitments". Nursing Standard 7, nr 9 (8.11.1992): 42. http://dx.doi.org/10.7748/ns.7.9.43.s52.

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Tinsley, Diane J. "Commentary on the Dual-Career Family". Counseling Psychologist 15, nr 1 (styczeń 1987): 134–39. http://dx.doi.org/10.1177/0011000087151007.

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Hancke, K., B. Toth, W. Igl, B. Ramsauer, A. Bühren, A. Wöckel, K. Jundt i in. "Career and Family – Are They Compatible?" Geburtshilfe und Frauenheilkunde 72, nr 05 (maj 2012): 403–7. http://dx.doi.org/10.1055/s-0031-1298393.

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Purpose: Nowadays, most gynaecologists are female and the compatibility of job-related career and family life is an upcoming issue. The working group “Gender and Career” of the German Society for Gynaecology and Obstetrics (DGGG) designed a survey to reflect the present situation with a focus on the compatibility of career and family. Material and Methods: A web-based 74-item survey was filled out by members of the DGGG. In total, there were 1037 replies, 75 % female (n = 775) and 25 % male (n = 261) gynaecologists. Results: 62 % of the female and 80 % of the male respondents had already finished their doctoral theses and 2 % female and 13 % male had finished their PhD. Mean number of children was 1.06 (SD 1.08) in female and 1.68 (SD 1.34) in male gynaecologists. The majority of females desired day care for their children, but only 5 to 13 % of employers offer any day care. 88 % of the female and 72 % of the male physicians think that job-related career and family are not compatible. Conclusion: The majority of female gynaecologists wished to have professional child care, but most employers or other institutions do not offer this. This might be one of the reasons why career and family appear incompatible.

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Sancetta, Connie. "Career and family: Making it work". Eos, Transactions American Geophysical Union 66, nr 11 (1985): 124. http://dx.doi.org/10.1029/eo066i011p00124-02.

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London, Harlan, i Katherine R. Allen. "Chapter 13: Family Versus Career Responsibilities". Marriage & Family Review 9, nr 3-4 (24.04.1986): 199–208. http://dx.doi.org/10.1300/j002v09n03_13.

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Verlander, G. "Female Physicians: Balancing Career and Family". Academic Psychiatry 28, nr 4 (1.12.2004): 331–36. http://dx.doi.org/10.1176/appi.ap.28.4.331.

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Evans, Kathy M., i Joseph C. Rotter. "Multicultural Family Approaches to Career Counseling". Family Journal 8, nr 1 (styczeń 2000): 67–71. http://dx.doi.org/10.1177/1066480700081010.

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Lara, Tracy. "Family of Origin and Career Counseling". Family Journal 15, nr 2 (kwiecień 2007): 152–58. http://dx.doi.org/10.1177/1066480706298304.

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Essary, Alison C., Bettie H. Coplan, James F. Cawley, Eugene S. Schneller i Robert L. Ohsfeldt. "Women, family medicine, and career choice". Journal of the American Academy of Physician Assistants 29, nr 9 (wrzesień 2016): 44–48. http://dx.doi.org/10.1097/01.jaa.0000490949.02814.bc.

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Rotman, Anita. "Female Social Workers: Career or Family?" Affilia 4, nr 4 (grudzień 1989): 81–90. http://dx.doi.org/10.1177/088610998900400406.

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Fouad, Nadya A., Shin-ye Kim, Arpita Ghosh, Wen-hsin Chang i Catia Figueiredo. "Family Influence on Career Decision Making". Journal of Career Assessment 24, nr 1 (6.01.2015): 197–212. http://dx.doi.org/10.1177/1069072714565782.

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