Gotowe bibliografie tematyczne / Careers

Gotowa bibliografia na temat „Careers”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 29 lipca 2024

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Artykuły w czasopismach na temat "Careers"

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McKenna, Steve, i Amanda Peticca-Harris. "Globalization, academic knowledge interests and the global careers discourse". critical perspectives on international business 12, nr 4 (3.10.2016): 331–47. http://dx.doi.org/10.1108/cpoib-02-2015-0007.

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Purpose This paper aims to present two objectives. The first objective is to identify the academic knowledge interests (managerial, agentic, curatorial and critical) prevalent in research on global careers. The second objective is to consider and critique the discourse constructed and perpetuated in academic texts on global careers concerning globalization, global careers and the global careerist. Design/methodology/approach Using a critical discourse analysis, the paper analyzes 66 articles and book chapters and one book on the subject of a global career. The authors positioned the texts into one of the four academic knowledge interests – managerial, agentic, curatorial and critical. The texts were also analyzed with respect to the discourse manifested in relation to globalization, global careers and the global careerist. Findings The authors found that the texts were driven by primarily managerial academic knowledge interests, followed by agentic and curatorial interests. Very few reflected critical knowledge interests. In addition, texts on global careers accept the globalization of business as natural and unproblematic and, consequently, construct a discourse about the global career and the global careerist which fits the idea that global business expansion in its current form is inevitable and inescapable. Originality/value This paper is the first to analyze the academic knowledge production and discourse on “global careers” and the “global careerist” as it is emerging among career scholars. It is also one of the very few articles offering a more critical perspective on global careers specifically and careers more generally.
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Bridgstock, Ruth. "Australian Artists, Starving and Well-Nourished: What Can we Learn from the Prototypical Protean Career?" Australian Journal of Career Development 14, nr 3 (październik 2005): 40–47. http://dx.doi.org/10.1177/103841620501400307.

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Recent literature documents the demise of traditional linear careers and the rise of protean, boundaryless, or portfolio careers, typified by do-it-yourself career management and finding security in ongoing employability rather than ongoing employment. This article identifies key attributes of the ‘new career’, arguing that individuals with careers in the well-established fields of fine and performing arts often fit into the ‘new careerist’ model. Employment/career data for professional fine artists, performing artists and musicians in Australia is presented to support this claim. A discussion of the meta-competencies and career-life management skills essential to navigate the boundaryless work world is presented, with specific reference to Australian artists, and recommendations for future research.
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Trevisan, Laís Viera, Patrícia Böck Bandeira, Eliane Alves da Silva, Angela Beatriz Busato Scheffer i Eugênio Ávila Pedrozo. "Creating sustainable businesses and careers: analysis of entrepreneurs’ life stories through the lens of career sustainability". Revista de Administração da UFSM 15, nr 3 (22.10.2022): 469–90. http://dx.doi.org/10.5902/1983465970062.

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Purpose: This study aimed to analyze how the career-building process of sustainable entrepreneurs occurs from the perspective of sustainable careers and how the influential factors in their career decisions are related to the dimensions and characteristics of sustainable careers. Design/methodology/approach: This is a qualitative study carried out by analyzing three Brazilian entrepreneurs’ life stories. Subsequently, the data were submitted to narrative analysis using the Atlas.ti software and then interpreted using sustainable career’s dimensions and characteristics. Findings: The study corroborates the literature on entrepreneurship, sustainability, and careers, shedding new light on the career decision process of sustainable entrepreneurs from the assumptions of the sustainable career perspective. We identified the emergence of influential categories as a disorienting dilemma, the importance of agency and meaning dimensions and the career coherence with values, quality of life, and self-fulfillment. In addition, sustainable entrepreneurship appears to be in line with the ideals of decent work, allowing for individual well-being, matching life and career values, and long-term employability. Originality: The sustainable career perspective offers an innovative, dynamic, and systemic perspective to understanding the professional trajectories of sustainable entrepreneurs, considering their learning along their trajectory, crossing different social spaces, experiences, and creations, which allow them to improve the adaptability necessary for the sustainability of their careers.
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Khasanah, Faizatul, Ni�matin Muyassaroh i Muhamad Rifa�i Subhi. "Penerapan Teori Sosial Kognitif Karir pada Bimbingan Karir dalam Upaya Membantu Pengambilan Keputusan Karir". Jurnal Inovatif Ilmu Pendidikan 2, nr 1 (10.02.2021): 65–72. http://dx.doi.org/10.23960/jiip.v2i1.21813.

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This article explores the notion of the cognitive social theory of careers. The social theory of cognitive careers is a theory about a career that adopts the behavioral theory of bandura to take a career decision. The purpose of the social in this theory is the client's expectations of career decisions taken, while the intent of cognitive is the belief of the client. To help one's career decision making can be done by using a career's social cognitive theory, because this theory can assist clients in developing, transforming, teaching the careers that their clients demand. This theory also relates to self efficacy, ie individual beliefs about his ability to perform tasks or actions necessary to achieve certain results. This article focuses on individuals who are still in their early adolescence. The career guidance done by the author succeeds in assisting clients in making career decisions in accordance with the client's belief. The client decides to make a career as a doctor, the client is sure to be able to live his career well because the client has a lot of experience in the field of medicine. Keywords: social cognitive social theory, career decision making, early adolescence, career guidande results
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Akkermans, Jos, Anne Keegan, Martina Huemann i Claudia Ringhofer. "Crafting Project Managers’ Careers: Integrating the Fields of Careers and Project Management". Project Management Journal 51, nr 2 (7.11.2019): 135–53. http://dx.doi.org/10.1177/8756972819877782.

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Project managers experience unique careers that are not yet sufficiently understood, and more people than ever before are pursuing such careers. The research on project management and careers is therefore urgently needed in order to better understand the processes and systems shaping the careers of project managers. We address this gap by reviewing several key career theories and constructs and examining how these are mobilized to understand project managers’ careers in existing research. Our main conclusion is that boundaryless career theory has been the dominant career perspective in project management research, whereas other career theories—specifically protean career theory, social cognitive career theory, career construction theory, and sustainable career theory—are far less often mobilized as a basis for studies. We also find that some of the most popular constructs in careers research, such as career success and employability, have been used in recent project management research. However, their use in these studies is often implicit and does not necessarily leverage existing work from the careers field. We argue that there is strong potential for further and more systematic integration between project management and careers research in order to enrich both fields, and we offer a research agenda as a starting point.
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Bal, P. Matthijs, i Roxana Alhnaity. "A Psychology of Sustainable Career Development: Hypernormalized Ideology or Inherently Sustainable?" Sustainability 16, nr 2 (9.01.2024): 578. http://dx.doi.org/10.3390/su16020578.

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Sustainable career development is a great priority for organizations, governments and individuals alike. Facing the grand challenges of our global world, careers and their development have to be re-designed to incorporate more sustainable ways of living and working. However, most work around sustainable careers is centered around neoliberal modes of organizing, amplifying individual responsibility of individuals for their careers, while treating careers merely as an instrumental ‘tool’ towards organizational performance and viability. Hence, sustainable careers are a hypernormalized ideology. In the current paper, a psychology of sustainable career development is introduced that deviates from earlier, more conservative models, of career development towards a more radical interpretation and recognition of truly sustainable ways of organizing and developing careers. Anchored in an interpretation of sustainable careers as promoting dignity and capabilities of people, this conceptual paper formulates a new psychology of the sustainable career, towards integration rather than individualization.
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Mattozzi, Andrea, i Antonio Merlo. "Political careers or career politicians?" Journal of Public Economics 92, nr 3-4 (kwiecień 2008): 597–608. http://dx.doi.org/10.1016/j.jpubeco.2007.10.006.

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Hoffmann, Heath C. "Recovery Careers of People in Alcoholics Anonymous: Moral Careers Revisited". Contemporary Drug Problems 30, nr 3 (wrzesień 2003): 647–83. http://dx.doi.org/10.1177/009145090303000306.

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The concept of the “moral career” has been used to study the normative sequence of statuses that the mental patient (Goffman, 1959), the marijuana user (Becker, 1953), and the psychiatric resident (Light, 1980) experience as they develop a new identity. This work is limited, though, because these three authors do not discuss variations from the normative model of the moral careers they describe. In this paper I reexamine the moral career looking at participants in Alcoholics Anonymous (AA). While a wealth of research has been devoted to studying the recovery careers of AA participants, the primary focus has been on the moral career of the member who abstains from alcohol, commits herself to AA activities, and embeds herself in social networks that largely consist of other AA members. As a result, we learn mostly about the ideal career path that people should follow in recovery, and not the range of moral careers that members actually exhibit. I compensate for this shortcoming by analyzing the range of roles and statuses occupied by AA Insiders, including AA Regulars, Rank and File members, Bleeding Deacons, Elder Statesmen, and Circuit Speakers. I also discuss the alternative moral careers that depart from the ideal Insider recovery career, including the Tourist, the Relapse career, and the Graduate career. These moral careers reflect variation in AA members' commitment to and participation in AA-related activities.
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Smith, Theresa, i Alison Sheridan. "Organisational careers versus boundaryless careers: Insights from the accounting profession". Journal of Management & Organization 12, nr 3 (listopad 2006): 223–34. http://dx.doi.org/10.1017/s1833367200003977.

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ABSTRACTMuch of careers research in recent times has focused on the so called move away from traditional ‘organisational careers’ to what Arthur (1994) coined the ‘boundaryless career’. This paper discusses research that challenges the applicability of the boundaryless career and the claim that ‘organisational careers are dead’. Drawing on interviews with nearly 60 accountants in Australia, the research demonstrates that employees are pursuing an organisational career. For this occupational group, the lack of proactive HR involvement in career development and the emphasis on self-direction was not appreciated. Rather, the research highlighted that the lack of organisational career management had negative implications for employee attitudes and motivation. The issues raised by the participants suggest it is timely to consider whether the unique characteristics of the accounting profession represent an ideal environment for the maintenance of an ‘organisational career’.
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Smith, Theresa, i Alison Sheridan. "Organisational careers versus boundaryless careers: Insights from the accounting profession". Journal of Management & Organization 12, nr 3 (listopad 2006): 223–34. http://dx.doi.org/10.5172/jmo.2006.12.3.223.

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

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Barham, Lyn. "Talking about careers : personal and professional constructions of career by careers advisers". Thesis, University of the West of England, Bristol, 2013. http://eprints.uwe.ac.uk/20237/.

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This study arose from an 'intellectual puzzle' (Mason, 2003) that careers advisers, when faced with personal career dilemmas, found little apparent attraction in seeking career guidance for themselves. This puzzle resonated with the concern, often mentioned in the literatures on career and career guidance, that practitioners continue to espouse outdated, positivist methods of working with their clients. The research set out to explore how careers advisers think about 'career' in their personal and their professional lives. The study was conducted from a social constructionist metaperspective, which took worldviews and ways of knowing to be individually shaped by relationships and social experience. Data collection was through a storied approach to explore participants' retrospective accounts of their own careers to date, putting considerable effort into hearing stories rather than engaging in professional discourse. A second stage of each interview sought accounts of their ways of working with specific, recent clients. Analysis focused on attending to unique personal voices, and particularly the possibility that people may construe a single idea in different ways in different arenas of their life, exploring ideas of 'conceptual dispersion' (Linder and Marshall, 2003), contrapuntal voices (Gilligan et aI., 2003) and 'I-positions' (Hermans et aI., 1992). Differences emerged in the implicit concepts of career underlying personal career stories, both amongst the sample group of careers advisers, and intrapersonally when comparing personal career stories with discussions of their work with clients. Careership theory proved a powerful explanatory tool, but has not given adequate attention to the subjective nature of turning points alongside their visible manifestations in changes of status or occupation. The findings include identification of aspects of careers advisers' ways of working , which are inadequately recognised and celebrated. They also include an emergent understanding, framed within Careership theory and Bourdieu's work, of how careers advisers could better conceptualise their ways of relating with clients. The Listening Guide, a central tool in analysis of the data, was indentified as having potential in this conceptual development. Preparatory work for the study discovered that a remarkable lack of attention has been paid to the careers of careers advisers themselves. The study makes a contribution to this neglected field, as well as offering a firmly qualitative contribution to a research field noted by Stead et al. (20 11) to be strongly biased towards work in quantitative and positivist approaches.
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Bennet, C. "Art teachers' careers and career perceptions". Thesis, University of Oxford, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.381777.

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SOUZA, FILIPE AUGUSTO SILVEIRA DE. "BOUNDED CAREERS: RECONSTRUCTING WORKING-CLASS CAREERS". PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2018. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=35737@1.

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PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO
COORDENAÇÃO DE APERFEIÇOAMENTO DO PESSOAL DE ENSINO SUPERIOR
PROGRAMA DE SUPORTE À PÓS-GRADUAÇÃO DE INSTS. DE ENSINO
PROGRAMA DE SUPORTE À PÓS-GRADUAÇÃO DE INSTITUIÇÕES COMUNITÁRIAS DE ENSINO PARTICULARES
O objetivo central desta pesquisa foi compreender a influência dos múltiplos contextos e da agência sobre a construção das carreiras de trabalhadoras das classes populares, especificamente as que atuam em serviços terceirizados de limpeza. A abordagem neobourdieusiana proposta assumiu como ponto de partida e influência central o arcabouço conceitual proposto pelo sociólogo brasileiro Jessé Souza (2012a, 2009, 2012b), cujo intuito declarado foi desvelar o ancoramento institucional das ideias subjacentes à persistente desigualdade social no Brasil. Objetivou-se, igualmente, atender às demandas, recorrentes no âmbito do campo de estudos de carreira, pela realização de pesquisas voltadas às trajetórias ocupacionais de trabalhadores das classes populares (GUEST; STURGES, 2007; THOMAS, 1989; WALTON; MALLON, 2004). A relevância atribuída às influências contextuais sobre as carreiras individuais resultou na aproximação dos contornos teóricos propostos por Bourdieu (1990) com elementos da sociologia psicológica de Bernard Lahire (2002, 2016); com vistas a caminhar para além das cercanias de uma abordagem disposicionalista, optou-se por contemplar a dimensão reflexiva da atividade humana a partir do conceito de conversações internas, introduzido pelo pragmatismo norte-americano e retomado pela socióloga britânica Margareth Archer (2003, 2007). Ao fim e ao cabo, acredita-se que os resultados desta pesquisa apontam para a necessidade de relativização das teses em favor da crescente individualização (BECK, 1997, 2010; GIDDENS, 1997, 2002; DUBAR, 2010) e destradicionalização experimentadas na alta modernidade (GIDDENS, 1991). Contrapõe-se, assim, à tendência dominante de homogeneização, a partir de um processo abstrato de generalização, das condições de possibilidade dos estratos superiores para o conjunto da população (MATTOS, 2006), dissociada de uma análise contextualizada das múltiplas condicionantes sociais e simbólicas. A priorização do foco das novas carreiras, sobretudo as ‘carreiras sem fronteiras’, em trajetórias profissionais em áreas de atividade econômica específicas, com destaque para os setores criativos e intensivos em tecnologia, e sua universalização para toda e qualquer trajetória ocupacional é assumido aqui como um caso concreto desta tendência. Na visão de alguns autores (ROPER; GANESH; INKSON, 2012), essa representação voluntarista de carreira flerta com a ideologia neoliberal, legitimando, assim, a transferência de responsabilidades e riscos do empregador para o empregado. Todavia, a aproximação de casos concretos, a exemplo das histórias de vida das interlocutoras desta pesquisa, é capaz de revelar uma realidade dissonante de tais pressupostos. A abordagem multicontextual e multinível adotada nesta tese permitiu que se verificassem a existência de múltiplas fronteiras interpostas ao longo das narrativas das interlocutoras, segmentadas em múltiplas trajetórias – familiar, social, de lazer, habitacional, educacional, profissional, moral e religiosa. Pôde-se observar a influência exercida pelos múltiplos contextos sobre a construção de um habitus precário, correspondente à posse de baixos volumes de capital familiar, social, cultural e econômico, e a níveis limitados de reflexividade − bounded agency (MACDONALD; MARSH, 2005; SCHOON; PETER; ROSS, 2012) −, com impactos sobre a inserção e o desenvolvimento das carreiras dessas mulheres em posições subalternas no mercado de trabalho.
The main objective of this research is to understand the influence of multiple contexts and the agency about the construction of the working class individuals careers, specifically those working in outsourced cleaning services. The proposed neobourdieusian approach took as a starting point and central influence the conceptual framework proposed by the Brazilian sociologist Jessé Souza (2012a, 2009, 2012b), whose declared intention was to unveil the institutional anchoring of the ideas underlying the persistent social inequality in Brazil. It was also intended to meet the recurrent demands in the field of career studies, for the realization of research focused on the careers of working class individuals (GUEST; STURGES, 2007; THOMAS, 1989; WALTON MALLON, 2004). The relevance attributed to contextual influences on careers resulted in the approximation of the theoretical framework proposed by Bourdieu (1990) with elements of Bernard Lahire s psychological sociology (2002, 2016); in order to go beyond a disposicionalist approach, this research contemplated reflexivity from the concept of internal conversations, introduced by American pragmatism and taken up by British sociologist Margaret Archer (2003, 2007). It is believed that the results of this research point to the need to relativize theses in favor of increasing individualization (BECK, 1997, 2010; GIDDENS, 1997, 2002; DUBAR, 2010) and distraditionalization experienced in high modernity (GIDDENS, 1991). It represents a counterpoint to the dominant trend of homogenizing the conditions of possibility of the upper strata for the whole of the population (MATTOS, 2006), thus, undervaluing the multiple social and symbolic constraints. The prioritization of the focus of the new careers, especially the boundaryless careers, on specific economic sectors, with prominence for the creative and intensive sectors in technology, and the universalization of findings for all occupational trajectories is assumed here as a concrete case of this trend. According to some authors (ROPER; GANESH INKSON, 2012), this voluntarist view of career flirts with neoliberal ideology, thus legitimizing the transfer of employers responsibilities and risks to the employees. However, concrete cases such as the life stories of the respondents in this research reveal a dissonant reality of the assumptions usually portrayed in the research associated with the new careers. The multi-contextual and multilevel approach adopted in this thesis revealed the existence of multiple boundaries interposed throughout the life stories of the respondents, which were segmented in multiple trajectories – family, social, leisure, housing, educational, professional, moral and religious. As a result, it was observed the decisive influence exerted by multiple contexts on the construction of a precarious habitus, corresponding to the possession of low volumes of family, social, cultural and economic capital, and at limited levels of reflexivity − bounded agency (MACDONALD; MARSH, 2005; SCHOON; PETER ROSS, 2012) −, which conditions the insertion and development of these women s careers in subordinated positions in the labor market.
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Carden, Lila Lenoria. "Pathways to success for moderately defined careers: a study of relationships among prestige/autonomy, job satisfaction, career commitment, career path, training and learning, and performance as perceived by project managers". Texas A&M University, 2003. http://hdl.handle.net/1969.1/5817.

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New emerging career paths for professionals are often non-linear, dynamic, and boundary-less (Baruch, 2004) and have resulted in undefined professional advancement opportunities for managers and employees in a variety of contexts. Career paths help individuals make meaning in their job contexts and provide avenues to meet intrinsic and extrinsic rewards, including economic and social status (Adamson, 1997; Callanan, 2003). As a result, individual perceptions of career paths may impact job satisfaction, career commitment, and performance. The purpose of this study was to test a career development model examining the path of relationships amongst autonomy/prestige, career path, training and learning, job satisfaction, career commitment, and performance for moderately defined career professionals. Based on a systematic categorization of careers, from well defined to less well defined, project managers were determined to have moderately defined careers. The researcher employed a survey resulting in 644 project manager respondents. Path analysis was effectuated as a modeling technique to determine whether there was a pattern of intercorrelations among variables. A career development model framing the relationship between project managers’ perceptions of their career paths on their respective performance was explored. The direct path relationships included: (a) frequency of participation in training and learning activities was negatively related to performance, (b) career path was positively related to performance, (c) autonomy/prestige was positively related to performance, and (d) career commitment was negatively related to performance. The indirect path relationships included (a) autonomy/prestige was mediated by career commitment and performance; (b) the connection between career path and performance was mediated by frequency of participation in training and learning (c) career path to performance, was mediated by job satisfaction and career commitment, and (d) career path to performance was mediated by job satisfaction, career commitment, and autonomy/prestige. Study findings supported the tested model and contributed to increased understanding regarding the importance of career paths to individual job satisfaction, career commitment, and performance. Opportunities for new research and implications for individuals and organizations are outlined.
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Harris, Susan M. F. "Careers teachers and their teaching careers : a study of careers teachers, their routes into careers education and positions within schools". Thesis, University of Nottingham, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.281121.

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Ericksen, Julia A. "Women pursuing nontraditional careers: A social cognitive career theory perspective". Cleveland State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=csu1392656839.

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Willis, Sarah Caroline. "Understanding pharmacy careers : from undergraduate education to future career plans". Thesis, University of Manchester, 2010. https://www.research.manchester.ac.uk/portal/en/theses/understanding-pharmacy-careers-from-undergraduate-education-to-future-career-plans(67b29e67-08e0-49f3-bba1-be8a4eb347e3).html.

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Informed by a sociological approach, this thesis provides an account of the theoretical and empirical context of pharmacy students' undergraduate careers, beginning with the decision to enter higher education and ending with the final undergraduate year of a pharmacy student's education. The main aim of the published work and of the academic field that it contributes to is to advance understanding of why young people choose to study pharmacy (and thus choose pharmacy as a career), and career aspirations and influences over the course of their pharmacy school career. By establishing what influences and shapes pharmacy students' choices this thesis also provides an account of the degree to which career preferences are limited initially by awareness of opportunities, by socialisation and habitus, and how these are related to undergraduate career success.The thesis reports findings from studies using a range of methods including focus groups, surveys, and secondary analysis of pharmacy student data from a number of sources. Subjects investigated by the work are British undergraduate MPharm students and graduates. Numbers applying to study pharmacy, numbers accepted, and numbers entering the MPharm are compared and the relative risk of attrition from the MPharm, are also examined. Findings reported here are relevant to undergraduate pharmacy education policy-makers, heads of pharmacy schools, pharmacist employers, the General Pharmaceutical Council (GPhC) and to those responsible for pharmacy workforce planning.While the primary aim of the thesis is to improve understanding of (undergraduate) pharmacy careers through the application of a number of sociological theories and perspectives, the thesis also considers the ways that findings can usefully inform pharmacy education and policy agendas.
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Barendse, Tasneem. "The levels of career maturity amongst final year undergraduate students, within a department, at a higher education institution, in the Western Cape". University of the Western Cape, 2015. http://hdl.handle.net/11394/4672.

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Magister Commercii (Industrial Psychology) - MCom(IPS)
Tertiary education is becoming increasingly costly for many students. According to Pieterse (2005), young people can barely afford to make mistakes in their career decisions, as this could cost them too much in time and money. According to Coertse and Schepers (2004), one of the most important decisions adolescents will ever face is choosing what career to pursue. Coertse and Schepers (2004) propose that an adolescent’s career has significant consequences on their identity, values and aspirations. The most efficient way to develop young persons’ abilities, and assist them in realising their true potential, is through the educational and vocational training offered in schools (Lens, Herrera & Lacante, 2004). Many students do not receive proper career guidance at secondary schooling and they find themselves in their final year graduating, and unsure in terms of the career they are going to pursue. Hence, there exists a great need in the South African context for career guidance and for additional research in the levels of career maturity amongst final year undergraduate students. Career maturity has important implications for career development and decision-making practices (Schreuder & Coetzee, 2014). The term career maturity represents a readiness to engage in and the ability to master certain career developmental tasks appropriate to the age and level of an individual (Langley, Du Toit & Herbst, 1996). In previously disadvantaged communities in South Africa, career and educational planning was characterised by under- development, marginalisation, and under-resourcing (Pieterse, 2005). This could negatively impact students’ motivation towards, and perspectives of, their future careers. The present study aimed to assess the career maturity levels among final year students at a tertiary institution. Specifically, how students’ age, gender, stated certainty of career and type of secondary school influenced their career maturity levels. The sample group (N=149) consisted of final year undergraduate students, who were conveniently drawn to voluntarily partake in the research. Participants completed a biographical questionnaire as well as the Career Development Questionnaire (CDQ). Anonymity was ensured and the students were informed that all the information would be treated with strict confidentiality and used only for the stated research purposes. Statistical analyses involved descriptive and inferential statistics (Pearson correlation, T-test and Analysis of variance). The results indicated no significant relationship between the age, stated certainty of career, type of secondary school students attended and their career maturity. However, a significant relationship was found between gender and career maturity.
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Baker, Karen Cardell Parrish. "Academic dual-career couples lifetyle affects [sic] on careers in academe". The Ohio State University, 2004. http://rave.ohiolink.edu/etdc/view?acc_num=osu1092673677.

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Evans, Maggi J. "Workplace career conversations : aligning organizational talent management and individual career development?" Thesis, Loughborough University, 2017. https://dspace.lboro.ac.uk/2134/27036.

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PURPOSE. This thesis takes a contextualised stakeholder approach to exploring alignment between organizational talent management and individual career development. The contribution and nature of career conversations as an opportunity for alignment is considered. DESIGN. This qualitative study was conducted in two phases. Phase one involved semi-structured interviews with Human Resources and Organizational Development professionals (n = 30). Phase two involved semi-structured interviews using career narratives with line managers and individuals from five case study organizations which were also involved in phase 1 (n = 40). Data were analysed thematically by stakeholder group and within each case study. LIMITATIONS. The sample used within the study were not selected to be representative. The conversations described by participants may not be representative of all of the conversations they have experienced. The case study organizations were all UK based. FINDINGS. For most HR professionals, talent management was driven by organizational goals with little reference to individual needs, hence, alignment was not a priority for them. In contrast, individuals and line managers described a commitment to seeking overlap between organizational and individual goals, with some line managers describing their role as brokers . Career conversations were seen by all stakeholders as an important part of talent management and career development, with the potential to be a vehicle for alignment. Detailed analysis of the career conversations described by individuals identified a broad range of helpful conversations, the majority of which took place informally. Additional categories of career shaper (from Bosley et al, 2009) were also identified as collaborators and catalysts . A variety of contextual features were found to influence the enactment of talent management and career development. These were summarised as a contextual map indicating local, organisational and environmental dynamics. ORIGINALITY/VALUE. The research reinforced the value of taking a contextualised perspective of both organizational talent and individual career (e.g. Cohen et al 2004; Sparrow, 2014). It also captured the voices of different stakeholder groups (e.g. Collings, 2014; Thunnissen et al, 2013).
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Książki na temat "Careers"

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Marcotte, Paul. Careers and career development. The Hague: International Service for National Agriculture Research, 1990.

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Mattozzi, Andrea. Political careers or career politicians? Cambridge, MA: National Bureau of Economic Research, 2007.

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Alfred, Blumstein, i National Research Council (U.S.). Panel on Research on Criminal Careers., red. Criminal careers and "career criminals". Washington, D.C: National Academy Press, 1986.

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Piotrowski, Katy. Career Coward's Guide to Changing Careers. Indianapolis: JIST Publishing, 2007.

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United States. Forest Service. Alaska Region. Career paths II: Forest service careers. Ketchikan, AK?]: The Region, 1990.

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Hanna, Sharon L. Career by design: Communicating your way to success. Wyd. 3. Upper Saddle River, N.J: Pearson/Prentice Hall, 2005.

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Hanna, Sharon L. Career by design: Communicating your way to success. Wyd. 4. Upper Saddle River, N.J: Pearson Prentice Hall, 2009.

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Too, Lillian. Careers. Shaftesbury, Dorset: Element, 1997.

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United States. Dept. of the Interior, red. Careers. [Washington, D.C.?]: U.S. Dept. of the Interior, 1987.

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United States. National Park Service, red. Careers. Washington, D.C: The Service, 1991.

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Części książek na temat "Careers"

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Broom, Leonard, F. L. Jones, Patrick McDonnell i Trevor Williams. "Careers and career contingencies". W The Inheritance of Inequality, 79–118. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003367048-4.

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Khan, Fahd, i Noman Saghir. "Careers". W Introduction to Surgery for Students, 361–71. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-43210-6_29.

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Lucey, Thomas A., Mary Frances Agnello i James Duke Laney. "Careers". W A Critically Compassionate Approach to Financial Literacy, 41–64. Rotterdam: SensePublishers, 2015. http://dx.doi.org/10.1007/978-94-6300-130-4_3.

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Chandler, E. M. "Careers". W Educating Adolescent Girls, 179–98. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003344216-17.

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Fisher, Thomas. "Careers". W The Architecture of Ethics, 15–18. New York : Routledge, 2019.: Routledge, 2018. http://dx.doi.org/10.4324/9781351065740-4.

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Hirsch, Robert, i Edward Bateman. "Careers". W Light and Lens, 427–34. Wyd. 4. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003174592-15.

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Allsobrook, David Ian. "Later Careers". W Liszt: My Travelling Circus Life, 176–98. London: Palgrave Macmillan UK, 1991. http://dx.doi.org/10.1007/978-1-349-12647-7_5.

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Fumasoli, Tatiana. "Academic Careers". W The International Encyclopedia of Higher Education Systems and Institutions, 16–22. Dordrecht: Springer Netherlands, 2020. http://dx.doi.org/10.1007/978-94-017-8905-9_287.

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Szűcs, Nóra. "Global Careers". W Personalmanagement, 453–74. Wiesbaden: Springer Fachmedien Wiesbaden, 2017. http://dx.doi.org/10.1007/978-3-658-15170-6_24.

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Fumasoli, Tatiana. "Academic Careers". W Encyclopedia of International Higher Education Systems and Institutions, 1–7. Dordrecht: Springer Netherlands, 2018. http://dx.doi.org/10.1007/978-94-017-9553-1_287-1.

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Streszczenia konferencji na temat "Careers"

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"Seventh Biennial IEEE-USA Careers Conference- Change & Competitiveness & Careers". W IEEE-USA Seventh Biennial Careers Conference 'Change & Competitiveness & Careers. IEEE, 1991. http://dx.doi.org/10.1109/career.1991.631639.

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"Author index". W IEEE-USA Seventh Biennial Careers Conference 'Change & Competitiveness & Careers. IEEE, 1991. http://dx.doi.org/10.1109/career.1991.631641.

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Hiebert, M., i J. Hanson. "Effective engineers are internal consultants". W IEEE-USA Seventh Biennial Careers Conference 'Change & Competitiveness & Careers. IEEE, 1991. http://dx.doi.org/10.1109/career.1991.631642.

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Grosewald, P. "IBM University Level Technical Education 1992/2000". W IEEE-USA Seventh Biennial Careers Conference 'Change & Competitiveness & Careers. IEEE, 1991. http://dx.doi.org/10.1109/career.1991.631646.

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Schwarz, R. A. "Licensure: a way to upgrade your career". W IEEE-USA Seventh Biennial Careers Conference 'Change & Competitiveness & Careers. IEEE, 1991. http://dx.doi.org/10.1109/career.1991.631649.

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Wilson, D. ""Compulsory Corporate Chapel" Must Professional Development be "Politically Correct"?" W IEEE-USA Seventh Biennial Careers Conference 'Change & Competitiveness & Careers. IEEE, 1991. http://dx.doi.org/10.1109/career.1991.631665.

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"Author/Moderator Address List". W IEEE-USA Seventh Biennial Careers Conference 'Change & Competitiveness & Careers. IEEE, 1991. http://dx.doi.org/10.1109/career.1991.631853.

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Koons, Heather. "Career Readiness: Mathematical Demands of Careers as Reported by Early Career Professionals". W AERA 2022. USA: AERA, 2022. http://dx.doi.org/10.3102/ip.22.1888548.

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Berro, Michael. "Career Readiness: Mathematical Demands of Careers as Reported by Early Career Professionals". W 2022 AERA Annual Meeting. Washington DC: AERA, 2022. http://dx.doi.org/10.3102/1888548.

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Cybal-Michalska, Agnieszka. "Globalization, cultural pluralism and the formation of vocational identity in the world of “boundaryless” careers". W 15th International Conference on Applied Human Factors and Ergonomics (AHFE 2024). AHFE International, 2024. http://dx.doi.org/10.54941/ahfe1005324.

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The global transformations of the contemporary world, to which all aspects of social and individual existence are subjected, seem inevitable and their complexity difficult to grasp. New opportunities and new possibilities, but also fears and anxieties, are emerging on a micro and macro scale. The specific nature of qualitatively new transformations is not irrelevant to the multicontextual changes in the world of work, which place new demands on workers. This vision implies fundamentally new ways of interpreting the world and making judgements about the condition of the contemporary human being – including the human being as a “manager” of his or her own career. In the knowledge-based economy, it becomes crucial to develop the careers of its members and to invest in a career “portfolio”. Changes in the world of “boundaryless” careers bring the issue of proactive career behaviour of the subject up to date. A distinctive feature of proactive career planning, leadership and management is the awareness of being a subject who takes action in the direction desired for him/herself and influences the reality around him/her by initiating change. Identity is formed in the context of social and cultural influences of the reality undergoing permanent change. Identity styles determined by socio-cognitive processes refer to the individual’s preferences in processing information about the subjective “I”, in making decisions, in choosing strategies to construct or avoid shaping one’s identity and the quality of career decision-making in the world of “boundaryless careers”. In a situation where no a priori career scenario brings a guarantee of success, the investment in a career identified as the “property” of an individual becomes a necessity and demands proactive planning, direction and management. Commitment to an internally defined career can be an important source of crystallisation of the (vocational) identity, which seems to be essential for the development of an individual’s career in the universe of “boundaryless” careers in the reality of the globalising world.
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Raporty organizacyjne na temat "Careers"

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Mattozzi, Andrea, i Antonio Merlo. Political Careers or Career Politicians? Cambridge, MA: National Bureau of Economic Research, luty 2007. http://dx.doi.org/10.3386/w12921.

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Gertsch, Brian, i Jonathan Wust. SNSF Datastory - Ambizione: Funded researchers recognise boost for their careers. Swiss National Science Foundation, grudzień 2023. http://dx.doi.org/10.46446/datastory.ambizione-grantees-career-boost.

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The SNSF has been monitoring the impact of Ambizione grants on researchers’ careers via yearly surveys. Grantees highly value the positive effects on their scientific profile and recognise a career boost.
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Pecos, James Michael. Careers in the Sciences. Office of Scientific and Technical Information (OSTI), kwiecień 2016. http://dx.doi.org/10.2172/1250721.

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Wendelberger, Joanne Roth. Insights on STEM Careers. Office of Scientific and Technical Information (OSTI), listopad 2014. http://dx.doi.org/10.2172/1163633.

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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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Meyers, Carol A. 101 Careers in Mathematics Profile. Office of Scientific and Technical Information (OSTI), lipiec 2016. http://dx.doi.org/10.2172/1289374.

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Gibbons, Robert. Incentives and Careers in Organizations. Cambridge, MA: National Bureau of Economic Research, sierpień 1996. http://dx.doi.org/10.3386/w5705.

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Gadek, Chauncey. Careers in biology: an insider perspective. Office of Scientific and Technical Information (OSTI), maj 2022. http://dx.doi.org/10.2172/1868188.

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Malhoa, Sara, Hugo Sarmento, João Lameiras i António Rosado. Dual Careers – reconciling sporting and academic success: systematic review of the literature. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, maj 2023. http://dx.doi.org/10.37766/inplasy2023.5.0032.

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Review question / Objective: A systematic review carried out intends to carefully analyze the literature on the relationship between demographic and psychosocial determinants and the conciliation of studies with sports life. It aims to analyse, synthesize and update existing research on career management and development, namely, the dual careers of high-performance sports athletes who, at the same time, attend secondary education, starting from the research question - What is the profile of European students-athletes who simultaneously practice high performance sport and study in secondary education?. Condition being studied: The educational experience facilitates sports development and the skills trained in a sports context are transferable to the world of education and work. Being an elite athlete becomes more and more demanding as the number of training hours increases (20-30h/week) and the frequency of competitions, which has immediate implications for lifestyle and time management, requiring greater effort and commitment to fulfill your role as a student and athlete. Succeeding in both careers is highly demanding and challenging.
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Ganguli, Ina, Patrick Gaulé i Danijela Vuletić Čugalj. Biased Beliefs and Entry into Scientific Careers. W.E. Upjohn Institute, wrzesień 2020. http://dx.doi.org/10.17848/wp20-334.

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