Gotowe bibliografie tematyczne / Career roles

Gotowa bibliografia na temat „Career roles”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 20 lutego 2023

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Artykuły w czasopismach na temat "Career roles"

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Hoekstra, Hans A. "A career roles model of career development". Journal of Vocational Behavior 78, nr 2 (kwiecień 2011): 159–73. http://dx.doi.org/10.1016/j.jvb.2010.09.016.

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Gordon, George. "University Roles and Career Paths". Higher Education Management and Policy 15, nr 3 (17.12.2003): 89–103. http://dx.doi.org/10.1787/hemp-v15-art25-en.

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Hennequin, Emilie, Bérangère Condomines i Nouchka Wielhorski. "Career transition consultants’ perceived roles". Career Development International 22, nr 6 (9.10.2017): 683–702. http://dx.doi.org/10.1108/cdi-09-2016-0156.

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Purpose Employment transitions are an integral part of an individual’s career path. However, not every individual can cope with these changes. Some may not know how to mobilise their capacities in order to return to work. Consequently, various countries have devised policies aimed at supporting the unemployed, in programmes that are led by consultants. The purpose of this paper is to present a case study of career transition consultants who work for a private consulting firm. It examines how consultants perceive their role and how these perceptions influence the support they provide to beneficiaries. Design/methodology/approach In total, 20 French career transition consultants took part in the interviews. Qualitative data were gathered through semi-structured interviews. Findings Ideal types of career consultants were drawn up, based on the distinction between the agent model and the community model. Depending on their perceived role, consultants set up different career transition strategies and develop different capacities among their beneficiaries. Research limitations/implications Consultants advocate for flexible support for people seeking employment. This research aims to question the policy of distributing beneficiaries among consultants’ portfolios. In France, the approach is made without considering the beneficiary’s profile. A better approach would be to find common ground between the consultant’s profile and the beneficiary’s expectations (e.g. help with business start-up, a career plan, or psychological support). Further, the differentiation of profiles and practices opens up other research opportunities (in corporate coaching, tutoring, and vocational guidance). Practical implications From a managerial point of view, this research questions the policy of distribution of the beneficiaries in consultants’ portfolios. Indeed, in France, the approach is made a priori (without exact knowledge of the beneficiary’s profile). Yet, it seems that the approach would be more effective if consulting firms looked for common ground between the consultant’s profile and the beneficiary’s specific expectation (e.g. help with a new business start-up, the creation of a career plan, or a specific need for psychological support). Originality/value This research investigates a little known and important fact in career transition management: the heterogeneous nature of consultancy service and the capacities consultants highlight as being helpful to beneficiaries in career transition.
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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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O’Neil, Deborah A., Margaret E. Brooks i Margaret M. Hopkins. "Women’s roles in women’s career advancement: what do women expect of each other?" Career Development International 23, nr 3 (11.06.2018): 327–44. http://dx.doi.org/10.1108/cdi-10-2017-0196.

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Purpose The purpose of this paper is to better understand women’s working relationships and career support behaviors, by investigating expectations women have of other women regarding senior women’s roles in (and motivations for) helping junior women succeed, and junior women’s engagement in their own career advancement behaviors. Design/methodology/approach The authors surveyed self- and other-reports of senior women’s engagement in career assistance behaviors on behalf of junior women colleagues, and junior women’s engagement in their own career advancement behaviors. One sample of respondents indicated to what extent they believed senior women did engage in career assistance toward junior women, and to what extent they believed junior women did engage in career advancement. Another sample indicated to what extent they believed senior women should engage in career assistance, and to what extent they believed junior women should engage in their own career advancement. Findings Results suggest a disconnect between the expectations and perceptions junior and senior women have of each other. Junior women expect senior women to engage in career assistance behaviors to a greater degree than they believe senior women are engaging in such behaviors, and junior women think they are doing more to advance their careers than senior women are expecting them to do. The authors examine individual and organizational implications of these unmet expectations and perception mismatches. Originality/value Women-to-women working relationships are under-studied, and typically viewed in either/or terms – good or bad. The findings provide a more nuanced understanding of women’s perceptions and expectations and offer suggestions for how women can influence female career advancement.
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Sheath, Janet. "education and training of career coaches: A psychological model". Journal of the National Institute for Career Education and Counselling 30, nr 1 (1.03.2013): 39–45. http://dx.doi.org/10.20856/jnicec.3007.

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The educational and professional development needs of career coaches are changing. These changes are discussed within a psychologically and contextually informed model. The model identifies a spectrum of career activities in which coaches work. The skills which career coaches need to support them in these range of roles is also presented. An argument is made that the changing nature of careers and career provision demands a broader and deeper range of career coaching skills. This view is supported by a psychological and contextual approach to career coach education.
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Sholikah, Mar'atus, i Muhyadi Muhyadi. "Roles of career maturity mediating the effects of locus of control and socioeconomic status on career readiness". International Journal of Evaluation and Research in Education (IJERE) 10, nr 3 (1.09.2021): 781. http://dx.doi.org/10.11591/ijere.v10i3.21127.

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<span>This study aimed to analyze students' readiness for careers out of their professions by considering the effect of locus of control and socioeconomic status. Career maturity acted as the variable intervening. The quantitative method was chosen to test the hypothesis. A total of 80 students were selected to be respondents based on purposive sampling. Model testing was done by using PLS-SEM. The findings of this study found that the locus of control influenced student career readiness. Conversely, socioeconomic status had no significant effect on their career readiness. On the other hand, this study's career maturity partially mediates between locus of control and career readiness. Regarding the effect of socioeconomic status on career readiness, career maturity in this study was known to have a role as an explanatory or predictor. This study concluded that if students wanted to improve their career readiness, they should pay attention to the locus of control and achieve career success. This study's results contribute to institutions, educators, students, and counselling, informing that individual career maturity is an effective way to facilitate students' readiness in their career decision-making process. Future studies should adopt essential variables related to career readiness that is not examined in this study.</span>
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Matsunobu, Hiromi. "Marital Roles of Dual-Career Couples". Kazoku syakaigaku kenkyu 7, nr 7 (1995): 47–56. http://dx.doi.org/10.4234/jjoffamilysociology.7.47.

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Strickland, W. Jay. "A Typology of Career Wife Roles". Human Relations 45, nr 8 (sierpień 1992): 797–811. http://dx.doi.org/10.1177/001872679204500803.

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Kutner, Nancy G., i Donna Brogan. "Gender Roles, Medical Practice Roles, and Ob-Gyn Career Choice". Women & Health 16, nr 3-4 (21.11.1990): 99–117. http://dx.doi.org/10.1300/j013v16n03_06.

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Rozprawy doktorskie na temat "Career roles"

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Wilkey, Brian Mize. "Gender Role Flexibility: An Account of Its Effects on Career Role Projections". Miami University Honors Theses / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=muhonors1272047704.

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Broers, Catharina Maria, i n/a. "Career and Family: The Role of Social Support". Griffith University. School of Psychology, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070110.095525.

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Balancing a successful career with a family life can be challenging and impact on a person's satisfaction in their work and family roles, affecting not only the person but their partner and children as well. This study examined the influence of social support from family and work associates on the role satisfaction of female and male managers, and their children's adjustment. Participants were 96 male and 100 female managers and their families. The first aim of this study was to examine the relative importance of work and family support for satisfaction in the roles of paid worker, spouse and parent. Findings showed that social support had a domain-specific effect, with work support associated with job satisfaction, and family support associated with marital and parenting satisfaction. The second aim of the study was to evaluate gender differences in perceived social support, and the association of support with role satisfaction. Although there were considerable differences in the managers' work and family arrangements, female managers and male managers reported receiving similar levels of work and family support, and the strength of the relationship between social support and role satisfaction was similar for both genders. The final aim of the study was to examine the role of social support in the larger family system, as research has mainly focussed on the influence of social support on the support recipient. This study extended research on the relationship between social support and role satisfaction, by showing that family support was not only associated to managers' role satisfaction, but also to managers' interactions with their children, and their children's adjustment. Work support on the other hand, was related to job satisfaction, but not to parent-child interactions and child adjustment. The findings from this study could inform clinicians' treatment of families with children experiencing problems by addressing the relationship of family support with child adjustment. Findings could also inform governments' work and family agendas, which generally focus on providing assistance to employers with the development of workplace policies to improve work-family balance. Governments should also promote the role of family support, and provide information for families on how to arrange household and childcare tasks and provide support to each other to facilitate work-family balance. Furthermore, the current study showed that work support is positively related to employee's job satisfaction, which is important for employees as well as employers. Employers can promote supportive relationships among employees through establishing networking opportunities for their employees, such as breakfast meetings, workshops and seminars, and business planning days. This study showed that some people can have it all - a satisfying and successful career, a happy marriage, and fulfilling parenthood - and social support appears to play a significant role in achieving this.
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Broers, Catharina Maria. "Career and Family: The Role of Social Support". Thesis, Griffith University, 2006. http://hdl.handle.net/10072/366785.

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Balancing a successful career with a family life can be challenging and impact on a person's satisfaction in their work and family roles, affecting not only the person but their partner and children as well. This study examined the influence of social support from family and work associates on the role satisfaction of female and male managers, and their children's adjustment. Participants were 96 male and 100 female managers and their families. The first aim of this study was to examine the relative importance of work and family support for satisfaction in the roles of paid worker, spouse and parent. Findings showed that social support had a domain-specific effect, with work support associated with job satisfaction, and family support associated with marital and parenting satisfaction. The second aim of the study was to evaluate gender differences in perceived social support, and the association of support with role satisfaction. Although there were considerable differences in the managers' work and family arrangements, female managers and male managers reported receiving similar levels of work and family support, and the strength of the relationship between social support and role satisfaction was similar for both genders. The final aim of the study was to examine the role of social support in the larger family system, as research has mainly focussed on the influence of social support on the support recipient. This study extended research on the relationship between social support and role satisfaction, by showing that family support was not only associated to managers' role satisfaction, but also to managers' interactions with their children, and their children's adjustment. Work support on the other hand, was related to job satisfaction, but not to parent-child interactions and child adjustment. The findings from this study could inform clinicians' treatment of families with children experiencing problems by addressing the relationship of family support with child adjustment. Findings could also inform governments' work and family agendas, which generally focus on providing assistance to employers with the development of workplace policies to improve work-family balance. Governments should also promote the role of family support, and provide information for families on how to arrange household and childcare tasks and provide support to each other to facilitate work-family balance. Furthermore, the current study showed that work support is positively related to employee's job satisfaction, which is important for employees as well as employers. Employers can promote supportive relationships among employees through establishing networking opportunities for their employees, such as breakfast meetings, workshops and seminars, and business planning days. This study showed that some people can have it all - a satisfying and successful career, a happy marriage, and fulfilling parenthood - and social support appears to play a significant role in achieving this.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Psychology
Full Text
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Chusid, Hanna S. "The meaning of career change in relation to family roles". Thesis, University of British Columbia, 1987. http://hdl.handle.net/2429/27660.

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An intensive case study design was utilized, integrating data from the application of Q-technique and subject interviews, to examine the meaning of career change from a family perspective. Ten subjects, identified through an informal network of referrals, were selected as diverse examples of career changers (6 men, 4 women). Subjects Q-sorted 46 items drawn from Holland's (1966) typology of personalities for 19 to 23 Salient Role Figures identified from three domains of dramatic enactment: Family, Self, and Vocation. Q-sort results for each subject were developed into a correlation matrix, then submitted to a principal components analysis. Results were analyzed to identify shifts or maintenance of themes and role enactments as indications of lived-out dramas. The empirical findings and suggested themes were presented to each subject to stimulate subject elaboration. Quantitative and qualitative data were synthesized to develop portraits pointing to the meaning of career change for each subject. Results support previous research that suggests individuals displace role enactments from family-of-origin onto the vocational arena. This study also provides support for the thesis that the phenomenon of role displacement from the family to vocational arenas occurs across differing vocational contexts. Additionally, while the meaning of career change as reflected in patterns of dramatic enactment appears idiosyncratic, the shifts in role displacement from family-of-origin to vocational arena appear to virtually define the subject's sense of the meaning of the career change itself. Thus, when viewed in the context of the individual's life as it is lived out, there appears to be regularity in the meaning of career change.
Education, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate
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Hren, Stephen Frank. "A Multicase Study of the Impact of Perceived Gender Roles on the Career Decisions of Women in Science-Related Careers". DigitalCommons@USU, 2012. https://digitalcommons.usu.edu/etd/1415.

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The purpose of this study was to determine how perceived gender roles developed throughout childhood and early adulthood impacted the career decisions of women in science-related career fields. An additional purpose was to determine if my experiences as I analyzed the data and the propositions discovered in the study would become a transformative agent for me. A multicase framework was utilized so that within and between case analyses could be achieved. Four women who showed early promise in science were chosen as the case study participants. The relationship of gender roles to the career decisions made by the four cases were arbitrated through three areas: (a) supports, which came from parents, immediate family members, spouses, teachers, mentors, and collaborators; (b) opportunities, which were separated into family experiences and opportunities, school and community opportunities, and postsecondary/current opportunities; and (c) postmodern feminism, which was the lens that grounded this study and fit well with the lives of the cases. As seen through a postmodern feminist lens, the cases’ social class, their lived experiences tied to their opportunities and supports, and the culture of growing up in a small rural community helped them develop personas for the professions they chose even where those professions did not necessarily follow from the early promise shown for a sciencerelated career. In addition, as related to my transformation as a male researcher, being a male conducting research in a realm most often shared by women, I was able to gain greater empathy and understanding of what it takes for women to be successful in a career and at the same time maintain a fruitful family life.
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Hollihan, Kimberly A. "Exploring equity in dual-career families, men's perceptions of life roles". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0001/NQ41073.pdf.

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Cannard, Kelly. "National Board Certification: A Career Imprint That Transfers to Teacher Leadership Roles". Thesis, Harvard University, 2017. http://nrs.harvard.edu/urn-3:HUL.InstRepos:33052845.

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Since its inception in 1987, the National Board for Professional Teaching Standards has certified over 112,000 accomplished teachers in its effort to professionalize teaching. During this same period, districts have added teacher leadership positions to improve the instructional practice of teachers and meet the complex needs of students, something the Board envisioned for National Board Certified Teachers (Carnegie Forum on Education and the Economy, 1986). However, there is a lack of research about if and how NBCTs holding formal teacher leadership roles utilize their expertise to improve instruction among their peers. This qualitative study sought to examine this issue through semi-structured interviews with forty-three teacher leaders who are National Board Certified Teachers in four public school districts and one state context. In this dissertation, I make the case that National Board Certification served as a career imprint (Higgins, 2005) that National Board Certified Teachers subsequently transferred to their work as teacher leaders and encouraged in their peers. The imprint consisted of capabilities in knowing one’s students, constructivist and differentiated instruction, and observing, describing, and reflecting continuously on instructional practice The cognitive aspects of the imprint included a belief that understanding one’s students was central to instruction, a commitment to assuming internal responsibility for student learning, and an assumption that reflecting continuously on their instruction would lead to improved teaching and learning. The participants indicated that, although National Board Certification prepared them as excellent teachers, they still needed organizational supports to extend what they learned through the process to other teachers. In the absence of some supports, they said that they could not fully transfer the imprint. In a few unique cases, NBCTs reported that they were able to alter the policy context in order to create a more favorable environment for the principles and practices from National Board Certification to take hold among other teachers. The findings suggest that NBPTS could work collaboratively with other organizations and policymakers to more explicitly advance the principles and practices underlying National Board Certification imprint as well as promote NBCTs as teacher leaders beyond their classrooms. Steps that NBPTS, districts, states, and teacher leaders could take to strengthen the extension of the Board imprint in order to improve instruction and learning in schools are outlined. Avenues for further research are explored.
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Bowles, Susan S. "The perceived influence of the STARR teacher program on professional growth of program participants and their subsequent career roles". Diss., Columbia, Mo. : University of Missouri-Columbia, 2008. http://hdl.handle.net/10355/5575.

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Thesis (Ed. D.)--University of Missouri-Columbia, 2008.
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 July 22, 2009) Includes bibliographical references.
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Providence, Cheryl Jepsen. "Effects of instrumentality and expressiveness on women's preferences for multiple life-career roles". Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/897474.

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Based on Super's (1990) developmental model of career development and Spence and Helmreich's (1978) gender identity theory, this study examined the relationship between the gender-related traits of instrumentality and expressiveness and women's preferences for multiple life-career roles. Super (1990) suggested that a career, as represented by the major life roles of student, worker, citizen, homemaker, and leisurite, is influenced by sex role stereotyping and individual differences. It was hypothesized in this project that gender role orientation (levels of instrumentality and expressiveness) would have an effect on women's role preferences.Adult women (N = 100) from three medium-sized midwestern communities were recruited from churches and community sororities. The women ranged in age from 20 to 82, with a mean age of 44.8 years. A response rate of 53%% was obtained. Role preferences, as expressed by women's participation, commitment, and value expectations, were measured by Nevill and Super's (1986) Salience Inventory (SI). Gender role orientation was assessed by Spence and Helmreich's (1974) Personal Attributes Questionnaire (PAQ). Scores on the PAQ were grouped into the categories ofandrogynous, instrumental, expressiveness, and undifferentiated by the median split technique. A demographic questionnaire was also administered.The demographic variables were grouped conceptually into five categories: personal, occupational, role satisfaction, parental influence, and spousal support for the purpose of preliminary analyses. Results of these analyses (Pearson Productmoment correlations, canonical correlations, and discriminant function analyses) revealed that personal and role satisfaction variables may moderate women's gender role orientation and role preferences. The main analyses were then conducted with three separate between-subjects MANOVAs. Although the results of the MANOVAs involving women's participation and commitment to multiple life-career roles were nonsignificant, another MANOVA involving women's value expectations was significant. Post-hoc procedures indicated that androgynous women had greater expectations of achieving their values in their work role than did instrumental women. It was also found that androgynous women had higher value expectations in the community and home roles than did undifferentiated women.A number of theoretical, empirical, and counseling implications were discussed. Limitations of the study were discussed in terms of the sample characteristics and the statistics employed.
Department of Counseling Psychology and Guidance Services
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Hildenbrand, Mary Elizabeth. "Gender roles and future possible selves related to career and work/family balance /". Available to subscribers only, 2007. http://proquest.umi.com/pqdweb?did=1407689601&sid=2&Fmt=2&clientId=1509&RQT=309&VName=PQD.

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Książki na temat "Career roles"

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Downey, Jack. Career paths for programmers: Skills in senior software roles. Newcastle upon Tyne: Cambridge Scholars, 2009.

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Josephson, Hal. Careers in multimedia: Roles and resources. Belmont, Calif: Integrated Media Group, 1996.

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Opening shots: The unusual, unexpected, potentially career-threatening first roles that launched the careers of 70 hollywood stars. New York: Workman Pub., 1994.

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Barnett, Rosalind C. Men's job and partner roles: Spillover effects and psychological distress. Wellesley, Mass: Wellesley College, 1991.

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Barnett, Rosalind C. Men's multiple roles and their relationship to men's psychological distress. Wellesley, Mass: Wellesley College, 1991.

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Committee for Economic Development., red. Employer roles in linking school and work: Lessons from four urban communities. New York: Committee for Economic Development, 1998.

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Pathways to success: Today's business leaders tell how to excel in work, career, and leadership roles. San Francisco: Berrett-Koehler, 1994.

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Key roles in the revolution of work: Keynote address presented to career development and employment counselling specialists. Ottawa: Canadian Career Development Foundation, 1999.

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Grubb, W. Norton. The roles of evaluation for vocational education and training: Plain talk on the field of dreams. London: Kogan Page, 1999.

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Trisha, Gorman, red. Careers in multimedia: Roles and resources. Belmont, Ca: Wadsworth Publishing, 1996.

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Części książek na temat "Career roles"

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Lucas, Ray. "Academic Career Roles and Responsibilities". W Succeeding in Academic Medicine, 15–24. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-33267-9_2.

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Leftwich, Michael J. T., i Warren W. Tryon. "Managing Multiple Roles". W Your Career in Psychology, 187–99. Chichester, UK: John Wiley & Sons, Ltd, 2012. http://dx.doi.org/10.1002/9781444315929.ch14.

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Downs, Jace. "Production Roles and Departments". W The Photographer's Career Guide to Shooting Production Stills for Film and Television, 39–53. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003183129-11.

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Harrington, Brad. "The New Dad: The Career-Caregiving Conundrum". W Engaged Fatherhood for Men, Families and Gender Equality, 197–212. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-75645-1_11.

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AbstractThis chapter draws mainly from “The New Dad” studies, a decade long research series done by the Boston College Center for Work & Family which studied the changing role of primarily college-educated, white-collar fathers working in large US-based corporate settings. The series explored the experiences of these fathers on a wide range of issues including their transition to fatherhood, work roles, definitions of success, attitudes on paternity leave and caregiving, and work-family issues.
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Biebighauser, John G., Douglass L. Jackson i Raymond Lucas. "What Is Academia All About? Academic Career Roles and Responsibilities". W Health Professions and Academia, 7–19. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-94223-6_2.

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Real-Dato, José. "In Search of Relevance: The Advisory Roles of Political Scientists in Spain". W The Advisory Roles of Political Scientists in Europe, 253–77. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-86005-9_12.

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AbstractThis chapter analyses the involvement of academic political scientists in Spain in political and policy advisory tasks and the factors that account for such engagement. This is done by using data from the ProSEPS COST Action survey collected among political scientists working in Spanish academic institutions during 2018. After describing both the contextual opportunities and limitations affecting the demand and supply of policy and political advice in Spain, the chapter investigates the factors that could explain the frequency and causes of the engagement of political scientists in policy advice activities. Results show that the structure of the state as well as professional norms, the stage in professional career (seniority and tenure), and the level of specialisation influence the participation in advisory tasks. The chapter ends with a reflection about the possibilities to further expand the advisory influence of Spanish political scientists.
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Linehan, Debora. "Intercultural Leadership: Variations in Chinese Canadian Perspectives of Career Mobility into Senior Leadership Roles". W Applied Interdisciplinarity in Scholar Practitioner Programs, 151–77. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-64453-0_8.

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Mitch, David. "George Stigler’s Career Moves: The Roles of Contingency, Self-Interest, Ideology, and Intellectual Commitment". W George Stigler, 235–79. London: Palgrave Macmillan UK, 2020. http://dx.doi.org/10.1057/978-1-137-56815-1_8.

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Lang, Christine, Andreas Pott i Jens Schneider. "Context Matters: The Varying Roles of Social Ties for Professional Careers of Immigrants’ Descendants". W IMISCOE Research Series, 61–81. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-94972-3_4.

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AbstractResearch on social networks of immigrants and their descendants usually starts from the distinction between ‘ethnic’ ties and ties to members of the population without migration background. In migration studies ‘ethnic’ ties are repeatedly associated with ‘strong ties’, whereas ‘weak ties’ – that are found to be essential for the access to jobs in the wider society – are associated with contacts to members of the ‘majority population’. Building on existing criticism of this narrowing dichotomy and looking at upward social mobility careers of immigrants’ descendants we question this group-related understanding of weak and strong ties. Examining professional trajectories of immigrants’ descendants in Germany, this chapter suggests shifting the focus to occupational contexts in order to understand better how and why different types of social ties can play an important role for their professional mobility. We argue that both the quality of ties and their ‘ethnic dimension’ are dependent on the occupational context with its specific institutionalized modes of access and recruitment. Moreover, different forms of ‘ethnic’ or ‘cross-ethnic’ ties develop a changing significance in the course of a career and over time; this makes it necessary to also look at the dynamics in careers and the occupational contexts. The chapter compares the role of social ties for the inclusion into two occupational fields: law and public administration. It draws on interviews with (mainly Turkish) immigrants’ descendants working in these sectors. While in the law sector mainly ‘weak ties’, which had been built up during university studies and in the course of later careers, proved important, in public administration ‘strong ties’ to relatives and friends were most crucial for the access to jobs. In both sectors, we can observe that ties to ‘co-ethnics’ become increasingly relevant for professional careers as people of immigrant descent gradually achieve higher positions.
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Molnár, Gábor Tamás. "Coping with a Closed and Politicized System: The Advisory Roles of Political Scientists in Hungary". W The Advisory Roles of Political Scientists in Europe, 181–203. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-86005-9_9.

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AbstractThis chapter provides a first look at the policy advisory system of an illiberal-populist democracy, Hungary, asking how can we explain the low level of advisory engagement of Hungarian political scientists? and how can we apply our theoretical framework to describe the patterns of policy advisory activities of Hungarian political scientists? Based on an overview of Hungarian policymaking, we expect a closed, politicized policy advisory system dominated by the central government and its externalized structures of advice. Access is expected to be selective, based on personal connections. We find that policy advice is neither especially restricted nor incentivized by professional norms and academic career considerations, but there is a general lack of fit between knowledge demand from policymakers and traditional areas of political science. The decisive factor in explaining the low level of engagement in Hungary seems to be demand from the potential recipients and the selective access to the policymaking process. Advice is institutionalized outside of academia and the internal governmental arena, with (consulting) firm membership being the strongest predictor of advisory engagement and think tanks being the most frequent recipient. The advisory strategies observable are often highly informal, while those lacking personal connections utilize alternative, more formal means.
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Streszczenia konferencji na temat "Career roles"

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Arazy, Ofer, Felipe Ortega, Oded Nov, Lisa Yeo i Adam Balila. "Functional Roles and Career Paths in Wikipedia". W CSCW '15: Computer Supported Cooperative Work and Social Computing. New York, NY, USA: ACM, 2015. http://dx.doi.org/10.1145/2675133.2675257.

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Marinelli, Melissa Jane, Linley Lord i Sally Male. "Early career patterns, experiences, and influences: reflections from women engineers in senior roles". W SEFI 50th Annual conference of The European Society for Engineering Education. Barcelona: Universitat Politècnica de Catalunya, 2022. http://dx.doi.org/10.5821/conference-9788412322262.1361.

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Early career experiences provide the foundation for career progression and inform career choices and decisions. For women in the engineering profession, positive early career experiences have been linked to persistence and retention within the profession A recent focus on early careers within engineering has provided insight into early career role types and related competencies, competency and capability gaps experienced by novice engineers, and their perceptions of meaningful engineering work. There is opportunity to diversify and contextualise this understanding by exploring early career experiences of women working within the engineering profession, and by considering the influence of gender on early career experiences and decisions. This paper reports on an empirical investigation of the career experiences of 22 women engineers in senior roles within engineering organisations in the Australian context. Phenomenological and temporal analysis of their career reflections provides evidence of three early career patterns of varied sequence and focus. The influences shaping these career paths are described. By making explicit possible, diverse early career paths, determinants and outcomes, this paper aims to continue to bridge the engineering education-practice gap and to contribute to greater equality, diversity, and inclusion within the profession.
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Al Mandhari, Sumaiya Mohamed, i Khalid Salim Al Ghammari. "The Professional Career Path; A Structured and Transparent Guide for Career Progression and Strengthening Professional In-House Capabilities". W ADIPEC. SPE, 2022. http://dx.doi.org/10.2118/210829-ms.

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Abstract Through the project we built a solid professional foundation beyond the Graduate Development Program, implemented competence assurance vetted through internal & external accreditation, provided a structured and transparent development route for professional staff, provided employees with more flexibility in career growth and strengthened Petroleum Development Oman's (PDO) professional in-house capabilities. In addition, we will be able to report on overall competency levels across PDO's functions to better determine focus areas for capability development. This paper presents how a uniform Competency Framework was created across the company linked with development plans in 70:20:10 approach. In addition to the development of a structured, transparent, and auditable accreditation process and the creation of corporate competencies relevant to all roles such as HSE, leadership and continuous improvement competencies to ensure standardization across the entire organization. Furthermore, the paper will showcase the new integrated talent management process enabled by an IT solution (SAP-Success Factor) which integrates the following processes: Development & Assessment Competency Management, Coaching & Mentoring, Performance Management, High Potential Identification, Employee profile, and Succession Planning. Additionally, it will present the governance structure with an effective change management plan to ensure effective roll-out. The project resulted in a new competency framework for all functions linked to competency development plans; it also resulted in structured development and assessment processes. Automation paved the way for HR data analytics, and visualization and was key to ensuring compliance and sustainability. An effective change management process was incorporated from the beginning of the project. With the Technical Director as project sponsor, the project team obtained management steer through monthly steering committee meetings attended by Managing Director Committee (MDC) members. To ensure the project outcome would meet customer needs the team held more than 200 engagements with stakeholders over the last 2 years. We have built world-class documentation and audio-visual communication package to simplify the process of guiding employees, supervisors, and Corporate Functional Discipline Heads (CFDHs) in using the system. Within the first year of the project's launch, we had more than 60% of our employees start their self-assessments and development plans which indicates a positive adoption by the users. The SAP-Success Factors integrates all the talent management processes on one platform. Through the introduction of this world class IT system, an innovative competency development process was built that assures continuous development and gap closure, hardwired with different stakeholders' roles & responsibilities. Furthermore, an accreditation point system and external assessment was introduced for progression to senior roles to ensure consistency in professionalism across PDO.
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Yamada, Yasuyuki, Yukari Kinooka, Takeshi Ebara i Motoki Mizuno. "Descriptive Evidence of the Work-Family Compensation among Japanese Midwives: Using the Multiple Role Map Program". W Applied Human Factors and Ergonomics Conference. AHFE International, 2020. http://dx.doi.org/10.54941/ahfe100353.

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Working midwives actively perform various roles including midwife, manager, mother, marital partner and friend. From the “compensation” perspective, they try to cope with dissatisfaction caused in one role (e.g. midwife role) by obtaining satisfaction in other roles (e.g. mother role). Although the episodes about compensation were useful information for the practical career support, the previous studies didn’t show enough evidence. Hence, this study aimed to collect compensation episodes from Japanese working midwives and to show the descriptive evidence by using Multiple Role Map (MRM) program. The participants were female midwives working in a university hospital in Japan. We conducted the MRM program to all of the midwives working in the hospital and collected eighteen MRM sheets from them (recovery rate = 100%). According to the spreadsheet and descriptive episodes, major contents of compensable dissatisfactions were fatigue, frustration, pressure, distress and job stressors caused in the midwife and manager roles. Meanwhile, these dissatisfactions were compensated by satisfactions received in the friend, marital partner and mother roles and the private time. To obtain more practical findings for the career support, we will develop a statistical scoring method with the MRM data and conduct a validation study comparing the scores and external criterion for standardized health outcomes.
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Esterlita, Haiti Maria, i Debora Eflina Purba. "Organizational Embeddedness Dimensions’ Roles in Perceived Career Opportunities: Turnover Intention of Indonesian Millennials". W Proceedings of the 2nd International Conference on Intervention and Applied Psychology (ICIAP 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/iciap-18.2019.70.

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Abu Bakar, Abu Yazid, M. I. Mahmud i S. Amat. "STUDENTS’ CAREER DETERMINATION: THE ROLES OF PARENTS AND TEACHERS IN MALAYSIAN EDUCATIONAL SYSTEM". W 13th annual International Conference of Education, Research and Innovation. IATED, 2020. http://dx.doi.org/10.21125/iceri.2020.1885.

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Miroshnyk, Zoia, i Yuliia Maier. "The Correlation of the Main Circle of Roles and Career Anchors of the Modern Woman". W V International Scientific Congress SOCIETY OF AMBIENT INTELLIGENCE. SCITEPRESS - Science and Technology Publications, 2022. http://dx.doi.org/10.5220/0011357300003350.

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Hamdani, Yusuf, Lisnawati i Fitriana Widyastuti. "The Roles of Spiritual Intelligence and Social Comparison Over Career Anxiety of Final Year Students". W Annual International Conference on Social Sciences and Humanities (AICOSH 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.200728.031.

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Capello, Maria Angela, C. Susan Howes i Eve Sprunt. "Capitalizing on Mentoring, Sponsoring and Networking for your Career Success". W SPE Annual Technical Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/206063-ms.

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Abstract Mentors, sponsors, and networks increase your chances of having a successful career. Mentors provide valuable guidance and advice on career alternatives, while sponsors support candidates selected for highly desirable roles by serving as a reference that they can perform well in positions of increasing responsibility and importance. Networking increases the number of people who are familiar with your abilities and is a powerful way to sustain and enhance your reputation and circle of influence. Networking is about making the right connections and building beneficial relationships. In this article, we showcase how the combination of mentoring, sponsoring, and networking produces advisors who can enable us to have a rewarding and successful professional career. We share our three-component system for optimizing your chances of career success. – Mentoring and the "Critical Listening" model: Intelligent questioning, ranking of options or preferences, and attentive listening are used during mentoring sessions. The balance between these modes as you progress through your career from fresh graduate to mid-career to experienced professional. This model includes practical examples to guide you in your approach mentoring loops whether for either the first or for the nth time with the aim of maximizing the value you can gain from mentoring. – Sponsoring and the "BET" model: BET is our acronym for Building a Network, Equal Priorities, and Tactics (BET). We explain how individuals can acquire and tactically leverage sponsors throughout their careers. The approaches of sponsors and protégées evolves with career stage, that changes priorities and focus. – Networking Development and Optimization: Networking for mentoring and sponsoring is essential to career success. A diverse network enhances innovation and problem solving. We benefit from both deep and shallow connections. Networking built on a foundation of reciprocity includes an exchange of mutually beneficial information that establishes long-lasting professional relationships. Methods to diagnose and address network gaps help professionals to achieve career objectives. Strong networking skills build collaborative relationships that add value for both one's career and employer. Understanding how to maximize the value of mentoring, sponsoring, and networking is essential to career success. We encourage self-analyses throughout your career and provide guidelines on how to leverage mentors and sponsors and utilize best practices to expand your professional network. In an era where COVID has drastically changed how most of us work, understanding how to thrive with these three key instruments for career success is challenging, given the additional hurdle of having to do it in a virtual ecosystem with fewer or no opportunities to meet face to face. This article raises awareness and provides practical guidance for individuals on building beneficial relationships from mentoring, sponsoring, and networking. Keeping networks alive and strong in a reduced mobility world requires new strategies.
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Emasealu, Helen, i Susan Nnadozie Umeozor. "Training Librarians for 21st Century Repository Services: Emerging Trends". W InSITE 2016: Informing Science + IT Education Conferences: Lithuania. Informing Science Institute, 2016. http://dx.doi.org/10.28945/3430.

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[The final form of this paper was published in the journal Issues in Informing Science and Information Technology.] The paper reviewed the emerging roles of the 21st century librarians, charged with the responsibility to manage repository services across libraries in present-day information technology environment. Librarians need to be trained and empowered with requisite skills and knowledge needed for successful management of the ICT driven repository initiatives that the 21st century demands. Literature was reviewed on the roles and responsibilities of librarians, training needs and opportunities, career path and recruitment of librarians, and community support necessary for effective and efficient implementation and management of repository initiatives. This entails the ability to comprehend trends and change patterns which are essential for providing research focused and user-friendly models in open repository services that are based on thorough analytical understanding of the challenges of emerging trends. To achieve this requires the training and retraining of librarians to reposition them as information specialists in their career path. The role of the library as an integral part of its social environment is to educate the community about the existence of an open repository by building partnership with community-oriented research centres through seminars, workshops, symposium, training, and awareness programmes. The study recommends that librarians should strategize and collaborate with researchers to make open repository an essential research tool.
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Raporty organizacyjne na temat "Career roles"

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Backstrand, Barbara. A study of the relationship between attitudes toward woman's roles and career choices of women graduate students. Portland State University Library, styczeń 2000. http://dx.doi.org/10.15760/etd.2056.

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Des Camp, B. Michael. An Analysis of Professional Roles & Career Patterns of Portland State University School of Social Work graduates, 1964-1975. Portland State University Library, styczeń 2000. http://dx.doi.org/10.15760/etd.1923.

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Fedasiuk, Ryan, i Jacob Feldgoise. The Youth Thousand Talents Plan and China’s Military. Center for Security and Emerging Technology, sierpień 2020. http://dx.doi.org/10.51593/20200041.

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CSET research sheds light on the backgrounds and career paths of nearly 3,600 awardees in China’s Youth Thousand Talents Plan. While concerns over China’s recruitment of science and technology experts for military-supporting roles are legitimate, this brief finds that the vast majority of YTTP awardees receive civilian-oriented job offers.
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Pritchard, Michael. Final report for DOE Early Career Award # DE-SC0012152: Understanding the Roles of Cloud Microphysics and Land Surface Coupling Feedbacks in Multi-Scale Predictions of Central US Summer Hydroclimate. Office of Scientific and Technical Information (OSTI), listopad 2020. http://dx.doi.org/10.2172/1828967.

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Orning, Tanja. Professional identities in progress – developing personal artistic trajectories. Norges Musikkhøgskole, sierpień 2018. http://dx.doi.org/10.22501/nmh-ar.544616.

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We have seen drastic changes in the music profession during the last 20 years, and consequently an increase of new professional opportunities, roles and identities. We can see elements of a collective identity in classically trained musicians who from childhood have been introduced to centuries old, institutionalized traditions around the performers’ role and the work-concept. Respect for the composer and his work can lead to a fear of failure and a perfectionist value system that permeates the classical music. We have to question whether music education has become a ready-made prototype of certain trajectories, with a predictable outcome represented by more or less generic types of musicians who interchangeably are able play the same, limited canonized repertoire, in more or less the same way. Where is the resistance and obstacles, the detours and the unique and fearless individual choices? It is a paradox that within the traditional master-student model, the student is told how to think, play and relate to established truths, while a sustainable musical career is based upon questioning the very same things. A fundamental principle of an independent musical career is to develop a capacity for critical reflection and a healthy opposition towards uncontested truths. However, the unison demands for modernization of institutions and their role cannot be solved with a quick fix, we must look at who we are and who we have been to look at who we can become. Central here is the question of how the music students perceive their own identity and role. To make the leap from a traditional instrumentalist role to an artist /curator role requires commitment in an entirely different way. In this article, I will examine question of identity - how identity may be constituted through musical and educational experiences. The article will discuss why identity work is a key area in the development of a sustainable music career and it will investigate how we can approach this and suggest some possible ways in this work. We shall see how identity work can be about unfolding possible future selves (Marcus & Nurius, 1986), develop and evolve one’s own personal journey and narrative. Central is how identity develops linguistically by seeing other possibilities: "identity is formed out of the discourses - in the broadest sense - that are available to us ..." (Ruud, 2013). The question is: How can higher music education (HME) facilitate students in their identity work in the process of constructing their professional identities? I draw on my own experience as a classically educated musician in the discussion.
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Bukauskas, Linas, Agnė Brilingaitė, Kęstutis Ikamas, Aušrius Juozapavičius i Daiva Lepaitė. Cybersecurity competence map of Lithuania. Vilnius University, Lithuania, sierpień 2022. http://dx.doi.org/10.15388/cibersek.2022.

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This work aims to prepare the first Lithuanian cyber competence map together with recommendations on how to attract specialists to the CS sector and how to advance their competencies. During the research phase, we explored the demand for CS specialists in Lithuania and the world, surveyed the opinions of CS professionals, management and specialists from private and public sector organizations, including national defence sector. Also, we determined the career path of the specialists, analysed job offers, distinguished work roles, and gathered findings and recommendations from scientific research papers and similar reports of other countries. The results of the work include a publicly available database of collected data, expert findings of the research and recommendations for stakeholders, and a submitted scientific article to promote the results.
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Jolin, Annette. Growing old and going straight: examining the role of age in criminal career termination. Portland State University Library, styczeń 2000. http://dx.doi.org/10.15760/etd.66.

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Hiller Connell, Kim Y., i Joy M. Kozar. The Role of a Formal Internship Experience in the Career Ambitions of Apparel and Textile Undergraduate Students. Ames: Iowa State University, Digital Repository, listopad 2015. http://dx.doi.org/10.31274/itaa_proceedings-180814-60.

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Cordero, Eugene, i Kiana Luong. Promoting Interest in Transportation Careers Among Young Women. Mineta Transportation Institute, listopad 2021. http://dx.doi.org/10.31979/mti.2021.2028.

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Transportation remains the largest source of U.S.-based carbon emissions, and reducing emissions from this source continues to challenge experts. Addressing challenging problems requires diverse modes of thinking—and at present the transportation workforce is not diverse in terms of gender, with women occupying only about 14% of the transportation workforce. This research developed and tested a school-based intervention that uses pro-environmental framing and exposure to women transportation role models to help attract more women to transportation careers. To investigate the efficacy of the intervention, the research team studied control and treatment groups of university students using pre- and post-surveys to measure changes in student understanding and interest in transportation fields and careers. Students in both groups were enrolled in a climate change course, and students in the treatment group completed an additional transportation learning module designed to stimulate interest in transportation careers. The results showed that by the end of the semester, student awareness that the transportation industry can provide green and sustainable careers increased by 39.7% in the treatment group compared to no change in the control group. In addition, student openness to working in a transportation related career increased by 17.5% for females in the treatment group compared to no change in the male treatment group and no change in the control group. Given the success of this intervention, similar educational modules at various educational levels could increase the number of women working in transportation. Should such approaches be successful, society will be better prepared to respond to environmental challenges like climate change.
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MacArtney, John I., Joanna Fleming, Abi Eccles, Catherine Grimley, Helen Wesson, Catriona Mayland, Sarah Mitchell i in. Impact of Covid-19 pandemic on Hospices (ICoH): Staff Cohort Report. University of Warwick Press, maj 2022. http://dx.doi.org/10.31273/978-1-911675-04-4.

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This report describes the diversity of experiences of hospice staff who worked in operational roles in hospices in the West Midlands during the Covid-19 pandemic. It is one of four cohort reports – the others focus on patients, carers, and senior managers respectively – that form the evidence base for a Policy Report into the impact of Covid-19 on hospices. In these reports we address the nine key themes that were identified as potentially important in our previous collaborative knowledge synthesis (MacArtney et al., 2021) and seek to address some of the policy gaps we identified in our review of recommendations for hospice practice and policy (van Langen-Datta et al., 2022). Together these outputs are the result of an Economic and Social Research Council funded study (grant number: ES/W001837/1). This is one of the first studies to contribute an in-depth exploration of hospice-based experiences of the pandemic to the growing body of knowledge about the effectiveness and effects of changes to hospice services, at regional and national levels in response to Covid-19. The aim of this report is therefore to explore the effects the Covid-19 pandemic had on the experiences of hospice staff as they sought to provide care and support to people with life-limiting conditions and those that cared for them so that we can identify recommendations for clinical practice and healthcare policy. Drawing on these findings, this report offers recommendations for hospices and clinicians who continue to provide care and support for people with life limiting conditions and those that care them during the ongoing pandemic. These recommendations will also be of interest to local commissioners who will need to work with hospices in their region to ensure informal carers receive the support they need, and national policymakers who will need to ensure the necessary resources and guidance are available.
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