Dissertations / Theses: 'Career factors'

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Nanji, Michelle Mojgan. "South Asian Muslim Americans' career development: factors influencing their career decision-making process." Diss., University of Iowa, 2017. https://ir.uiowa.edu/etd/5818.

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The Muslim population in the United States has faced numerous challenges in the aftermath of September 11th, including increased negative portrayal of Muslims in the media. While there is increased understanding that the social environment in the US has become more Islamophobic, there is little research in applied psychology fields to understand how this is influencing the life choices of young Muslims in the United States. This investigation focuses on South Asian Muslim Americans and the factors that influence their career decision-making process. Lent and Colleagues’ (1994) Social Cognitive Career Theory career choice model was used to develop a better understanding of these factors. This study investigated how the variables of gender, ethnicity, religiosity, perceived discrimination, and family involvement relate to career decision-making self-efficacy and outcome expectations for South Asian Muslim college students. A hierarchical regression analysis was used to understand the relationships among the variables. The goal of this study was to provide initial understandings of the factors influencing South Asian Muslim Americans career decision-making process. The study did not find a significant relationship among the variables or the applicability of the SCCT career choice model to this population. These findings demonstrate a need to learn more about the career process for this population and other factors specific to the population that may be involved in the career development process. The results provide valuable information for counseling psychologists in university counseling centers to broaden their understanding and support the needs of South Asian Muslim American students during the career choice process.

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Adams, Gretchen. "The factors that influence career choice." University of the Western Cape, 2014. http://hdl.handle.net/11394/4671.

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Magister Artium - MA
The primary aim of the study was to examine factors that influence career choices such as the individual, situational and environmental variables. The study was conducted in the motor retail industry whereby 223 respondents participated in the study by completing the questionnaire. Participants indicated that parents’ or relatives’ advice, association with others in the field, talent, skills and abilities, business opportunities and personal interests as significant influences on their career choices. The participants also identified perceived benefits such as employment security, potential for personal growth and development and opportunity to use skills and abilities as influential factors on career choice. The study also found that in the motor retail industry participants indicated that their gender has influenced their career choice; however educational levels were not seen as an influential factor on career choice. Furthermore, the study also examined participants’ perception of organisational career support with regards to utilisation of career support activities and management’s support for career development purposes. Even though participants indicated that the organisation has exposed them to career support activities, the participants’ use of career support activities were limited to training and mentoring within the organisation or externally to assist them with career development. It is the hope of the researcher that the identified factors influencing career choice and the examination of the organisational career support systems would be helpful to human resources practitioners and career counsellors, in order to assist individuals with career decision making as well as career development within the organisation as well as externally.

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Hunter, Claire. "Exploring career change through the lens of the intelligent career framework." Thesis, Cranfield University, 2016. http://dspace.lib.cranfield.ac.uk/handle/1826/10013.

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This study explores what motivates engineers in their early-mid career to change careers. It first establishes the definition of a career change from the perspective of those who have changed careers, and then examines what drives, influences and facilitates a career change, as well as how a career change is enacted physically and emotionally. This has been looked at through the contemporary lens of the ‘intelligent career framework’. This research adopted a qualitative, abductive approach following an initial inductive small-scale exploratory study. The fieldwork consisted of a pilot and main study using semi-structured interviews. For the main study, 22 interviews were conducted within one organisation in order to elicit the subjective experiences of engineers who had undertaken a career change. The findings show how the driving factors relate predominantly to knowing-why and knowing-where. The influencing and facilitating factors vary by individual, and relate to knowing-what, knowing-how knowing-when and knowing-whom. Six clusters of interacting factors were observed with knowing-why, knowing-how and knowing-when at the core. Whilst the process of career change was complex and long, differing pathways through which individuals changed careers were evident, as well as emotions that needed to be managed. This study contributes to knowledge in the area of contemporary career theory by exploring career change through a new lens: the intelligent career framework. It demonstrates how individuals use their ‘career capital’ to effect a career change and the ways in which the six knowings interact to bring about a career change. It extends the understanding of the process of career change and discovers some of the organisational factors that influence or facilitate individuals making a career change. All of these contributions address identifiable gaps in the literature.

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Drew-Nord, Dana C. "Cardiovascular risk factors in career firefighters." Diss., Search in ProQuest Dissertations & Theses. UC Only, 2009. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3359546.

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Sorapuru, Wylene M. "Factors Impacting Principals' Career Decision Making." ScholarWorks@UNO, 2012. http://scholarworks.uno.edu/td/1486.

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Abstract Federal legislation and educational programs such as No Child Left Behind (2001) and Race to the Top (2009) identify school leaders as one of the major catalysts to improving academic achievement. Increasing accountability demands call for replacement of the principal when adequate gains in student achievement are not met, yet research indicates that it takes at least five years to affect change (Fullan, 2006). Why then would any principal remain in an appointment as principal in a chronically low-performing school? New principals generally stay no more than five to ten years in any one position (Dancy, 2007; NAESP, 1998). In several states, the average tenure rate for a new principal is just 4.5 years (Fuller, 2009). One of the key reasons principals leave is the stress related to the job responsibilities (Groff, 2001; National Association of Elementary School Principals, 2007; Ponder & Crow, 2005). Moreover, principal vacancies are expected to increase vastly within the next three to five years as more than a third of our nation’s teachers and school leaders are ready for retirement(U. S. Department of Education, 2010. With looming principal shortages, regular job turnover, and threat of replacement for current principals, who will lead the nation’s lowest-performing schools and what are the characteristics of those who intentionally seek to do so? The purpose of this study is to examine the impact of four factors associated with Krumboltz’s (1996) social learning theory of career decision making-- (1) personal characteristics, (2) work environment, (3) learning experience, and (4) task skills – on principals’ intent to stay or leave the profession of principalship when employed in a low-performing school. This study used data from 135 school administrators throughout the state of Louisiana who currently serve in schools considered “failing” by state standards in order to answer the following general questions: To what extent do the four factors of Krumboltz’s social learning theory of career decision making (personal characteristics, environment, formal learning experiences and task skills) combine to predict principals’ intent to stay in the role of principal in a low-performing school in Louisiana? What is the relative contribution of each of these factors in predicting principals’ intent to stay? A quantitative, correlational survey design was used to assess the factors that influence principals’ intent to leave or stay in the position of principal in low-performing schools throughout Louisiana. A modified version of the Principal Shortage Survey utilized in a previous study to analyze the principal shortage in Massachusetts (2006) was used. The surveys were administered electronically. Multiple regression was used to analyze results, using SPSS version 19.0. In general, the study supported Krumboltz’s theory, with district training a significant predictor of principal’s intent to stay. Principals who perceived their professional development as most effective were more likely to indicate a desire to remain in the principalship. Implications for accountability, principal training, and leadership in low-performing schools are discussed.

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Borchert, Michael. "Career choice factors of high school students." Online version, 2002. http://www.uwstout.edu/lib/thesis/2002/2002borchertm.pdf.

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Shezi, Siphesihle Elton. "Factors that influence university students’ career decisions." Thesis, University of Zululand, 2013. http://hdl.handle.net/10530/1490.

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A dissertation submitted to the Faculty of Arts in partial fulfilment of the requirements for the Degree of Master of Arts (Clinical Psychology) in the Department of Psychology at the University Of Zululand, South Africa, 2013
The study used a mixed methods methodology to investigate the factors that influence university students’ career decisions. This was motivated by the fact that students in disadvantaged communities are challenged by the negative socio-political conditions that resulted from the South African Apartheid system and these conditions limited the resources for people in disadvantaged communities. As more opportunities became available, it is vital that students entering tertiary education are equipped with the necessary skills and support to make informed career decisions. The sample consisted of 155 third year students from four faculties at the University of Zululand. Data was collected using a questionnaire. The data was analysed using a systematic approach. The results indicated that the factors influencing influence university students’ career decisions are the students’ educational background, home background, parental marital status parental occupation socio- economic status, the love for their careers, financial aid and high employment opportunities. The dissertation concludes that appropriate career education and guidance are essential for previously disadvantaged tertiary education students in order for them to maximize the opportunities available to them.

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Greer, William. "Male teachers' perceptions of factors influencing career progress : a study of career-passage strategies." Thesis, Open University, 1988. http://oro.open.ac.uk/57043/.

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This study is located in the time period of 198 to 1987, a time of change and disruption in teaching, and focuses upon men teachers' perceptions of their past and present career. It suggests that reduced promotion opportunities have led teachers to a preoccupation with strategic presentations of self for the advancement of their professional career, and examines the detail of this through the utterances of teacher-respondents in the course of tape-recorded interviews with the researcher. Attention is given to respondents' accounts of factors which, in terms of achieved rank, they perceive to have influenced career both favourably and unfavourably. The study examines teachers' understandings of the opportunities, in various areas of their work, where effective self-presentations may be made, but also shows the importance of the promotion interview as the crucial 'rite of passage' which transports the teacher to higher levels of rank. The data consist of the accounts which respondents have provided; these have been tape-recorded, and selected passages are presented verbatim and analysed. Thirty-one respondents have been involved in the production of the data, some of these providing several interviews each, and developing the role of 'key respondent'. The methodology of the study is presented in some detail . with particular attention being given to methods of conversation-type interviewing and the influence upon this of factors within the setting. In its conclusion the study attempts to draw attention to some under-examined areas of teacher research, and particularly to the-need for additional information on the perceptions of selection-panel members - and other 'gatekeepers' - and of the role of the 'sponsor' in the promotion of teachers at various bureaucratic levels.

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Riordan, Sarah. "Career psychology factors as antecedents of career success of women academics in South Africa." Doctoral thesis, University of Cape Town, 2007. http://hdl.handle.net/11427/5873.

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Word processed copy.
Includes bibliographical references (p. 168-180).
The difference in career success among male and female academics is welldocumented and a number of qualitative studies have offered explanations about the challenges faced by women academics. This study provided an empirical investigation into the relationship between selected career psychology variables and the career success of women academics in South Africa. This research employed organisational theory to explain career success. The impact of work centrality, motivation, career anchors and self-efficacy on career success was examined. Care-giving responsibility was included as a moderating variable on work centrality. The examination of career theory and the testing of these particular career variables in relation to the career success of academic women have not been conducted before in South Africa. Other studies in the field have typically been qualitative in nature or have focused on explanations why women are often unsuccessful in academia. Those few studies that address success amongst academic women have been conducted outside of South Africa and thus offer findings from a different context. This study builds on this previous body of knowledge by examining the constructs empirically.

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Sumner, Lesley. "Life cycle development and career change : an exploration of factors influencing career change decisions." Thesis, Cranfield University, 1993. http://dspace.lib.cranfield.ac.uk/handle/1826/3563.

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The purpose of this research was to identify factors which influence decisions concerning significant career moves among older workers and women returners. A questionnaire survey of older workers was conducted in order to elicit the salient attitudes to, experience of, and satisfaction with work of job changers and non-changers aged 50 years and over, employed within a nationwide retail organisation. Results were based on 228 questionnaires. Respondents ranged in age from 50 to 73 years, 54% were female, 46% male. Respondents demonstrated a significant increase in self-perception the perceived benefits of working far outweighed perceived difficulties. There were differences between men and women in the prompts to change employment and in salient attitudes to work. A questionnaire survey of women returners was conducted to explore items women considered when embarking on college courses, their experience of these same items while at college, and the relationship between the decision considerations and subjective well-being. The results of 336 questionnaires were analysed. Respondents ranged in age from 16 to 62 years. The expected benefits of attending college were given greater consideration than expected risks, confirming work by Janis and Mann (1977). Actual benefits and actual problems were overall the most useful predictors of college related well-being. There were differences between young and mature students, women with and without partners, and those with and without dependents in terms of items on the motivator for college attendance, expected benefit and risk and actual benefit and problem scales. The Warr Subjective Well Being (SWB) scale was shown to be a reliable measure of college related well-being. The wide age range and life experience of respondents in both studies confirms the utility of life event models of development and the desirability of developing a flexible person-centred counselling model for decision making.

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Claudia, Kubiak. "Perceived factors influencing athletic performance across career stages." Thesis, Högskolan i Halmstad, Akademin för hälsa och välfärd, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-21983.

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The objectives in the study were to examine: (1) factors that contributes to successful athletic performance across career stages; (2) factors that contributes to poor athletic performance across career stages. The theoretical frameworks included: model of psychological preparation for peak performance (Hardy, Jones, & Gould, 1996); the developmental model on transitions faced by athletes (Wylleman & Lavallee, 2004). Ten participants took part of the study (N=10) and consisted of five individual sport athletes and five team sport athletes from local to international competitive level. Semi-structured interviews were conducted derived from the semi-structured interview guide specially created for this study, which was based on the theoretical frameworks. The results are presented in three parts, and 8 category profiles describing the factors contributing to successful and poor athletic performance on the initiation-, development-, mastery- and maintenance stage. The results showed a list of factors contributing to both successful and poor athletic performance across different career stages for example, social support, family, coach, teammates, athletic ability, athletic experience and, athletic achievements. The results also showed that the factors seems to play a different role depending on the different athletic career stage for instance, supportive significant others and sporting environment turned out to be a more important contributing factor to athletes successful athletic performance on the initiation stage, where athletic ability turned out to be a more important contributing factor to athletes successful athletic performance on the mastery stage. The results are discussed based on the theoretical frameworks and previous research. Suggestions on future research and implications are given.
Syftena med föreliggande studie var att undersöka: (1) faktorer som bidrar till framgångsrika idrottsprestationer genom idrottskarriären, (2) faktorer som bidrar till dåliga idrottsprestationer genom idrottskarriären. De teoretiska ramverk som ingår i studien är: model of psychological preparation for peak performance (Hardy, Jones, & Gould, 1996); the developmental model on transitions faced by athletes (Wylleman & Lavallee, 2004). Tio deltagare deltog i studien (N=10) och bestod av fem individuella idrottare och fem lag idrottare från lokal till internationell tävlingsnivå. Semi-strukturerade intervjuer genomfördes utifrån en framtagen intervjuguide speciellt skapad för denna studie, som byggde på teoretiska ramverk. Resultaten presenteras i tre delar, och 8 kategori profiler beskriver de faktorer som bidrar till framgångsrika och dåliga idrottsprestationer i inledningsstadiet-, specialiseringsstadiet-, toppstadiet- och underhållsstadiet. Resultaten visade att faktorer som bidrar till både framgångsrik och dåliga idrottsprestationer förekom under olika skeden av idrottskarriären som, t.ex. socialt stöd, familj, tränare, lagkamrater, idrottslig förmåga, idrottsliga erfarenheter och idrottsprestationer. Resultaten visade också att de olika faktorerna verkade spela olika betydelse beroende på det specifika karriärsteget inom idrotten. Ett exempel är stödjande närstående och idrottsmiljö som visade sig ha störst betydelse för bidragandet av framgångsrika idrottsprestationer i inledningsfasen. Idrottslig förmåga visade sig ha störst betydelse för bidragandet av framgångsrika idrottsprestationer i toppfasen av idrottskarriären. Resultaten diskuteras utifrån teoretiska ramverk och tidigare forskning. Förslag på framtida forskning samt implikationer ges.

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Bolibol, Christy Lyn. "Factors influencing undergraduate students' career choice in dietetics /." View online, 2003. http://repository.eiu.edu/theses/docs/32211131132796.pdf.

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Sinz, Amber A. "Factors that influence career uncertainty in college freshmen." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003sinza.pdf.

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Pickard, Juana. "Repatriation : factors related to individuals' expectations of international assignments." Thesis, Cranfield University, 1999. http://dspace.lib.cranfield.ac.uk/handle/1826/5766.

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This thesis is concerned with understanding the expectations that corporate employees form about the work- and career-related outcomes of an international assignment. Such expectations are frequently cited as being "unreasonable" and a major source of problems in the repatriation and reintegration of international returnees. There is, however, a lack of research evidence to indicate when these expectations form, how they change with time, or what factors influence their formation. The research takes a UK perspective in view of the comparatively low levels of research into British international assignees in general and their motivations and expectations in particular. The author believes this to be the first study devoted exclusively to the expectations of international assignees. The main stage of this research comprised of a postal survey to collect information about international assignees, about their work-related and career- related expectations, and about a number of factors which might prove to be precursors or predictors of expectations. Data were captured from a comparatively homogeneous population comprising British employees of profit-making companies. The main contribution of this thesis is an increase in our understanding of the work-related and career-related expectations that corporate employees form when assigned overseas. In particular, the thesis increases our knowledge of when these expectations form; how they vary with time; and what personal characteristics, actions taken by the employing organisation, and characteristics of the assignment itself affect those expectations during the course of an international assignment. A secondary contribution of this thesis is to identify a number of classes or categories of assignment that appear to be intrinsically associated with different types and degrees of expectation.

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Norton, Judith Ann 1947. "A phenomenological exploration of the motivational factors underlying the career transitions of midlife career women /." Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=84536.

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This research project explores the motivations of women's voluntary career transitions at midlife. Participants for this study consisted of 14 women who at the time of their transition were between 40 and 51 years of age. All women had maintained an active career throughout their adult life and were either negotiating or had already experienced a career transition. This voluntary transition was initiated for reasons other than an upward mobility within the same occupation. The data were analysed and reported using the six step phenomenological approach described by Moustakas (1994). Themes important to transition that emerged from the data were: self-actualization, generativity, authenticity, self-care, timing, and the changing role of work.

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Nguyen, Vivian, Justin Cole, and Nick Porter. "Factors that Influence Pharmacy Students when Choosing Career Paths." The University of Arizona, 2008. http://hdl.handle.net/10150/624273.

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Class of 2008
Objectives: The purpose of this study was to determine factors that influence the career aspirations of first and third year pharmacy students from the University of Arizona. We hypothesized that greater than 50% of first year Doctor of Pharmacy students from UA will plan on pursuing residencies upon graduation, more first year students will prefer clinical practice when compared to third year students, and the factor that contributes most to pharmacy students going into community practice is compensation. Methods: Surveys were administered during regularly scheduled classes to first and third year students. The questions contained in the data collection form consisted of demographic information and motivating factors that were implemented into the survey in the format of the Likert scale. Results: Questionnaires were completed by 83 1st year pharmacy students and 58 3rd year students. Seventeen students (29%) from the Class of 2009 and 19 students (23%) from the Class of 2011 stated that they would like to pursue a residency. First year students felt that applying clinical knowledge was the most important factor, while the third year students considered ideal geographical location to be the most important. However, the data was not statistically significant when the two groups were compared. Conclusions: The data demonstrated that pharmacy students’ preferences do not change drastically as they progress through pharmacy school. The similarity in responses from both groups may suggest that the students have not had adequate exposure to a variety of pharmacy practice settings. Both groups of students gave similar responses on their plans to pursue a residency, therefore, it did not support our hypothesis that a majority of the first year students would focus on this career path. The data does support our hypothesis of first year students’ preference of a clinical setting when compared to third year students. Salary compensation was not ranked in the top 4 most important factors, therefore, we concluded that it is not a significant aspect for students regardless of what career setting they would pursue.

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Leahy, Catherine. "Some factors contributing to a career choice in medicine /." Title page, table of contents and abstract only, 1997. http://web4.library.adelaide.edu.au/theses/09ARPS/09arpsl434.pdf.

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Schmidt, Lisa M. "Factors that influence career uncertainty in high school students." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001schmidtl.pdf.

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MacCorkle, Mary Lu. "Factors that influence the career stability of assistant principals." Huntington, WV : [Marshall University Libraries], 2004. http://www.marshall.edu/etd/descript.asp?ref=442.

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Mhlongo, Peniel. "Factors impacting womens’ career development in the hospitality industry." Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2781.

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Thesis (MTech (Tourism and Hospitality Management))--Cape Peninsula University of Technology, 2018.
Factors that impact female managers in career development in the hospitality industry The hospitality industry is growing fast with the result there is a demand for more employees to assist in the various aspects of the industry. Together with this there is a noticeable increase in the number of females occupying management positions within the industry. The phenomenon that women are still restricted in career advancement is still evident. Several Studies show that the number of women in managerial positions is unbalanced compared to the percentage of women in the workforce including the hospitality industry. What does it take for female managers to attain and retain managerial positions? What challenges or obstacles are female managers confronting that are hindering their career development? This research project presented the general profile of female managers in Cape Town’s five and four star hotels, and examined the different factors that impact the female manager’s advancement in career development within the hospitality industry. The purpose was to identity the different factors that hinder female manager’s career development in hospitality industry. And the factors formulated are social, personally, cultural, economical, and professional or industry related and evaluate what the hospitality industry is doing in promoting and encouraging women’s career advancement. The target population for this study was female managers in Cape Town’s five and four star hotels. The criteria used included all female managers, in different departments within the selected Cape Town’s five or four star establishments. The research design consists of self administered questionnaires sent to a sample of five and four star hotels. Ethical consideration was considered important in the process of the research study. The results demonstrate that there are different factors hindering women in maintaining, obtaining and sustaining managerial postions within the hospitality industry. The significance of the research study will assist the female managers and the industry identity the different factors that interrupt women’s career development in the industry and identity different and appropriate strategies to promote and enhance women’s progression in the hospitality industry.

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Buelow, Kristine Leigh. "The Relation of Personal-Emotional Factors to Career Indecision." OpenSIUC, 2010. https://opensiuc.lib.siu.edu/theses/231.

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Research on career indecision has ranged from studying its relation to anxiety and other emotional concerns, to career choice type and locus of control. Although studies have been conducted examining the relationship between career indecision and personality, all have focused on the Big Five personality traits without delving into the facets of personality. This study examined relationships between career indecision and the constructs of personality facets, trait anxiety and depression, and state anxiety and depression. Personality facets including trait anxiety and depression were studied using the Big Five facets measured by the International Personality Item Pool (Goldberg, 1999). Career indecision was studied using the Career Decision Scale (Osipow, Carney, Winer, Yanico, & Koschier, 1976). Finally, state anxiety and depression were studied using the Depression Anxiety Stress Scale (Lovibond & Lovibond, 1995a). The results reported herein indicate that personality facets, state anxiety, and state depression are all significantly related to career indecision, with state anxiety and depression contributing a significant amount of incremental variance in career indecision above and beyond trait anxiety and depression. Future research and clinical implications are also discussed.

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Sugeng, Bambang. "Attitudes of state senior high school students of Yogyakarta toward career choice, factors of career choice, career guidance program, and career guidance package outcomes in Indonesia /." The Ohio State University, 1989. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487676261009022.

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Gilliam, Kimberly A. "Effects of Professional Socialization Factors on Career Counseling Self-Efficacy and Interest." University of Cincinnati / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1353088238.

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Visagie, Suné. "The experience of career success |ban exploratory study among South African executives / S. Visagie." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9242.

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Career success has become one of the most central issues in the 21st century as the nature of careers has undergone major changes over the past two decades. The change in perception that has taken place in terms of the nature of work has led to increased uncertainty about career development as a construct and as a practice. Career success has therefore become not only of interest and concern for individuals, but also a priority to organisations as the realisation of employees’ personal goals and success can eventually contribute to the realisation of the organisation’s goals and successes. Therefore the general objective of this study was to explore the experience and conceptualisation of career success among South African executives. This study utilised a qualitative research design with an exploratory approach to investigate executives’ conceptualisation and experience of career success. A non-probability purposive, voluntary sample of 24 participants was drawn from two seperate international financial organisations with offices located in Johannesburg. The data collection process was performed through semi-structured individual interviews and the verbatim transcriptions that were captured from these interviews, were analysed using content analysis. The twelve main themes that were extracted from the interviews are set out as follow: general conceptualisation of career success; executives’ personal meaning associated with career success; transformation of perceptions; future goals of executives; factor’s influencing executives’ career success; personality attributes related to career success; contributing factors to the career success of executives; hindering factors in career success; potential for experiencing turnover intention; consequences of career success; role of the organisation; and prerequisites for career success. It is crucial that organisations be made more aware of the significance of executives’ conceptualisation and experience of career success (as highlighted within this research).This is especially the case when considering future career and succession planning and mapping. Organisations should be familiar with the potential influencing and hindering factors (e.g. lack of opportunities, lack of support, organisational culture, etc.). They should be prepared to address the adverse impact that these factors could have as obstacles to employees and particularly for executives to attain career success. If these hindrances are not addressed it could lead to increased job dissatisfaction and consequently increased turnover intention. They should also be alert to the contributing factors and other factors conducive to career development (e.g. support and buy-in from organisation, or being given challenges and opportunities) that facilitate career success. By providing an environment that helps career development along, the experiece of career success is increased. This can lead to various positive outcomes, such as increased job performance, organisational commitment, employee engagement, career satisfaction and talent retention. Talent retention is particularly important as one can gather from the data collected among the executives. Thus, in order to retain them as valuable employees, it is crucial to address and fulfil their career needs accordingly.
Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

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Anderson, Steven Leroy. "An investigation into factors influencing career choice among professional pilots /." Diss., ON-CAMPUS Access For University of Minnesota, Twin Cities Click on "Connect to Digital Dissertations", 2001. http://www.lib.umn.edu/articles/proquest.phtml.

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Cheng, Mun-yee Sandra, and 鄭敏儀. "Factors influencing adolescents' career aspirations: a perspective from Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2012. http://hub.hku.hk/bib/B50179238.

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This study was designed to explore adolescents’ educational and career aspirations. The Social Cognitive Career Theory (SCCT) was used as a framework, and the variables were selected with empirical and theoretical support for their possible significance to the career aspirations of Hong Kong high school students. Two separate studies were conducted. In study I, the Chinese Career Aspiration Scale (CAS) and Career-Related Parent Support Scale (CRPSS) were developed. In addition, the existing Academic Development Self-Efficacy Inventory (AD-SEI) and Career Development Self-Efficacy Inventory (CD-SEI) were simplified for this study. The four measures were validated using a sample of 677 Secondary Four students. The sample was randomly divided into two sub-sets. The first sub-set was used to explore the construct validity, while the second sub-set was used for further validation. The results of the exploratory factor analysis and confirmatory factor analysis suggested that the Chinese CAS was an adequate indicator for assessing Chinese high school students’ educational and career aspirations. The Chinese CRPSS also could provide an adequate indicator for assessing career-related parental support of Chinese high school students. It was also found that the AD-SEI and CD-SEI measures could be adequately represented by the simplified versions. The reliability analyses showed that the total scale and subscales were internally consistent. In study II, data were collected from 729 Secondary Four students who were asked to complete the four measures developed and tested in study I, and to provide demographic information. Correlation analysis was conducted to examine the relationships between predictor and outcome variables. Hierarchical regression analyses were performed to determine the significance of each predictor variable on students’ continuing education and career achievement aspirations. The results indicated that gender and family socio-economic status were not associated with continuing education aspirations or career achievement aspirations. The students’ perceived academic achievement influenced continuing education both directly and indirectly through academic self-efficacy or career self-efficacy. However, perceived academic achievement was not associated with career achievement aspirations. Career-related parental support influenced continuing education and career achievement aspirations both directly and indirectly through academic self-efficacy or career self-efficacy. The results of this study provided an in-depth view of the perceived influences on adolescents’ continuing education and career achievement aspirations. This knowledge can help educators design better targeted and individualized career interventions. The results also provide empirical evidence in support of Social Cognitive Career Theory, in terms of the impact of contextual factor (career-related parental support) and self-efficacy, in predicting continuing education and career achievement aspirations with a Chinese sample. In addition, the Chinese versions of Career-Related Parent Support Scale and Career Aspiration Scale are viable assessment tools for researchers and guidance professionals working in the careers field. Implications for future research and career guidance practices within the Hong Kong education context are also discussed.
published_or_final_version
Education
Doctoral
Doctor of Education

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Whiteman, Jo Ann. "FACTORS ASSOCIATED WITH RETENTION RATES IN CAREER AND TECHNICAL EDUCAT." Doctoral diss., University of Central Florida, 2004. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3070.

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There is a recognized state and national shortage of Career and Technical (CTE) teachers; in certain school districts or by subject area, it is defined as a "Critical Shortage". At the same time, both statewide and nationally, the number of teacher preparation programs for Career and Technical Education (CTE) teachers has decreased. To alleviate the shortage and increase access many Career and Technical Education (CTE) teacher preparation programs use the web. This study examined retention rates in courses from Fall 1997 through Fall 2003 within web-based courses in a CTE teacher preparation program at the University of Central Florida to identify factors associated with student retention. Three research questions emerged from the primary question: Are there factors associated with retention rates in web-based Career and Technical Education (CTE) teacher preparation courses? (a) Is gender associated with retention rates in web-based Career and Technical Education (CTE) teacher preparation courses? (b) Is ethnicity associated with retention rates in web-based Career and Technical Education (CTE) teacher preparation courses? and (c) Is age associated with retention rates in web-based Career and Technical Education (CTE) teacher preparation courses? Enrollees were non-admitted students seeking initial Career and Technical Education (CTE) school district certification as well as admitted students seeking state certification and/or a Bachelors degree. Of the 2371 enrollees in eleven (11) web-based courses during 74 course offerings from Fall 1997 through Fall 2003in a Career and Technical Education (CTE) teacher preparation program at the University of Central Florida, a large metropolitan public university, 92.1% were retained. Three demographic variables, gender, ethnicity and age were compared, to evaluate retention. The categorical data were analyzed using Chi Square Test of Independence.
Ed.D.
Department of Teaching and Learning Principles
Education
Curriculum and Instruction

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Jeffords, Charles W. "Personal and Institutional Factors Affecting School Administrators' Career Advancement Decisions." Connect to resource online, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=ysu1220625880.

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Dorji, Jigme Arisara Leksansern. "Factors affecting career aspirations of secondary school leavers in Bhutan /." Abstract, 2008. http://mulinet3.li.mahidol.ac.th/thesis/2551/cd412/4938011.pdf.

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Hoover, Carole J. "Sociological Factors Affecting Career Aspiration Level of High School Seniors." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/11279.

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This study was conducted to determine the significant factors that affected career aspirations for high school seniors in a suburban school. It also analyzed differences in females' and minorities' college plans, diploma type, and changes in career aspirations from 1986 to 1996. The research design was a causal comparative statistical analysis replicating a 1986 study at the same school. In-depth investigations into female and minority aspirations were also expanded in this 1996 study. The population (N = 577) was 81% Caucasian, 9.5% Asian, 4.5% African American, 4% Hispanic and 1% American Indian. A preliminary survey established the ratings of the occupations based on societal prestige. Data on career aspiration, ethnicity, gender, parents' education, grade-point average, diploma type and college plans were collected from the seniors using the Harrington-O'Shea career cluster form and two other surveys. The researcher operationally defined student aspiration levels by assigning the mean occupational rank from the preliminary survey to each student's choice of career. The seniors' aspiration data were analyzed using Chi-square Tests of Association, One-Way Analyses of Variance, Pearson Correlation and Scheffe comparisons. There was a significant correlation between the 1996 seniors' career aspirations and two variables: grade-point average (p=.000) and fathers' education (p=.003). There was a significant relationship between the female seniors' career aspiration and their graduation years, 1986 and 1996 (p=.000); the 1996 females had higher career aspirations. Both the 1996 female and minority seniors achieved significantly higher percentages of Advanced Studies Diplomas with the Governor's seal (p=.000) and significantly higher percentages of aspirations for college (p=.000) than their 1986 peers. Another important finding was that the means of female seniors' career aspirations were just as high as their 1996 male counterparts; this was not true in 1986. Also, the 1996 minority seniors had slightly higher career aspiration means than their Caucasian peers. This study suggests that educators can reflect on what has been done during the last decade to empower females and minorities. It also challenges educators to continue to seek better curriculum and career opportunity programs to overcome the institutional sexism and racism that may interfere with students' aspirations.
Ed. D.

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Chalfin, Shawn M. "Identification of Factors Critical to Students Choosing Penta Career Center." Bowling Green State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1206320411.

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McCord, Kara E. "Factors Influencing Career Advancement Potential for Mothers in the Workplace." Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1534413635130894.

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Lindmark, Emily, and Sabine Lif. "Successful and less successful athletic retirement in Swedish female elite athletes : Contributing factors." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-21587.

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Handley, Megan, and Kevin Boesen. "Factors That Determine Career Choice in Pharm.D. Candidates: a Focus Group Study." The University of Arizona, 2015. http://hdl.handle.net/10150/614111.

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Class of 2015 Abstract
Objectives: The objective of the study is to describe which factors influence career choice in Pharm.D. candidates, and determine what makes a potential employer attractive to graduating students. Methods: A descriptive focus group study was conducted to describe opinions of Pharm.D. candidates regarding factors that determine career choice. Subjects were recruited via email. All participants were required to have a scheduled graduation date in 2015 or 2016. Demographic data was collected anonymously. Focus group conversations were recorded. Results: There were 13 participants, 8 female (61.5%) and 5 male (38.5%). Six (46.2%) hope to work in the retail setting after graduation, and 5 (38.5%) wish to work in an institutional setting. Four participants (30.1%) plan to complete a PGY1 residency after graduation. Ten participants (76.8%) agree that they would consider working for their current employer after graduation from pharmacy school. The majority of participants changed their mind throughout their education in regards to their future career choice. Rotations, professors, employers, and family seem to be the most common factors that helped determine career choice in participants. All participants agreed that clinical pharmacy and residency are promoted career paths at University of Arizona. Conclusions: The clinical pharmacy career path is believed to be strongly promoted at the University of Arizona. Rotations, professors, family, and employers during pharmacy school appear to be determining factors in career choice for Pharm.D. candidates. Many students pursue a career with the same employer they had during their education.

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Muller, Karl, and n/a. "Career choice : drift, desire or decision. Factors influencing career choice of year 12 students in A.C.T. catholic schools." University of Canberra. Education, 1987. http://erl.canberra.edu.au./public/adt-AUC20061024.091105.

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Year 12 has been identified as a critical decision point in the career decision making process for students. Students have been found to make decisions in different ways some having already defined goals for the future others are doubtful and make tentative goals. At the end of Year 12 students are faced with the task of career decision. During the final two weeks of year 12 these students will have to make choices about their imminent future that is whether to do tertiary studies/seek apprenticeships look for immediate employment or defer studies for a time and seek employment. A review of major theories relating to career determination was undertaken. Decision-making theories have identified twelfth grade/age range 16 - 18 years, as being one of the critical decision periods for an adolescent. 355 A.C.T. Year 12 students from Catholic Colleges were given a questionnaire designed to probe students' self awareness in relation to study habits coping abilities, as well as a description of some of their personal qualities relating to school life, subject interest, and career benefits derived from the future career considered. The information gained from the Questionnaire was reduced to a number of sets of relationships by factor analysis. The personal factors of subject interest, career benefits and further study interests were examined by canonical correlation techniques with Career Types. Students with an interest in scientific careers exhibited an interest in the physical science subjects. Those with an expressed interest in a blend of science and expressive arts career were a group of students with creative ideas / leadership aspirations,an interest in cultural and physical science subject, and a desire for further- studies. Another group of year 12 students involving more girls than boys showed an interest in a cluster of careers with a social involvement component but a rejection of routine activities. Students with an interest in environmental subjects with a possession of management and living skills looked towards careers that provided out of doors activities involving social work and selling. There was a positive correlation between these personal factors and the students' choice of a career.

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Compton, Jonathan I. "Factors influencing the postcollege earnings of Iowa community college career and technical education students from three career clusters." [Ames, Iowa : Iowa State University], 2008.

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Johansson, Jennie, and Leni Andersson. "To move or not to move : Factors affecting the career mobility of engineers." Thesis, Jönköping University, JIBS, EMM (Entrepreneurship, Marketing, Management), 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-753.

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Background: The most important resource of today’s companies is human resources. This has lead to a vast literature in the field of Human Resource Management, and within that are the fields of motivation and career management. Given the importance of technology intensive companies’ and the fact that engineers are increasingly dissatisfied and recognized as being difficult to manage a part of the literature have focused upon management of engineers. In this it is widely ac-cepted that engineers need special treatment, however, literature is not complete and a part which, up until now, has gained little attention is the one concerning career mobility.

Purpose: The purpose of this thesis is to identify the inducements and obstacles to the career mobility of engineers.

Frame of Reference: The first part of the theoretical framework covers motivation, in which the authors focus on McClelland’s Content Theory of Motivation, given its close connection to need for achievement, a central aspect in career mobility. The second part deals with previous research on management of engineers. Based on the Frame of Reference the authors construct the Career Mobility Model, which serve as a foundation for subsequent structure and interpretation.

Method: In order to fulfill the purpose of the thesis the authors chose a qualitative research method, and conducted twelve semis structured interviews. The results were then analyzed in the light of the theoretical framework.

Empirical Findings: The empirical findings consist of interviews with engineers of different ages, employment time and stages of their career. The interview results are organized based on the theoretical framework to aid forthcoming interpretation.

Analysis: In the analysis the authors apply the empirical findings on the Career Mobility Model, thus interpret the different obstacles and inducements to career mobility. The authors’ interpretations reveal a clear excess of obstacles compared to inducements at the company participating in the study.

Conclusions: By creating a challenging work situation and offering continuous education companies can create a good foundation for career mobility. However, without a uniform career management program combined with visible career routes and established communication channels a company will lack critical aspects of in-ducements to career mobility. Moreover, technical companies need to remember that the best specialist may not always be the best manager, given the many ob-stacles a specialist focused manager can induce.

Bakgrund: Den idag viktigaste resursen för företag är människor. Detta har lett till en omfattande litteratur inom ämnet Human Resource Management, och inom det återfinns ämnena motivation och karriär management. Givet betydelsen av teknologi intensiva företag och det faktum att missnöjet bland ingenjörer ökar samt att de är erkända som svåra att hantera har en del av litteraturen inom detta ämne fokuserat på hur man leder ingenjörer. Inom denna är det vida erkänt att ingenjörer behöver specialhantering, ändock är litteraturen inte fullständig och ett ämne, vilken det fram tills nu det givits lite uppmärksamhet åt, är karriärsrörlighet.

Syfte: Syftet med denna uppsats är att identifiera hinder och incitament till ingenjö-rers karriärsrörlighet.

Referensram: Den första delen av det teoretiska ramverket hanterar motivation, inom vilken författarna fokuserar på McClellands behovsteori, givet dess nära koppling till behovet av presentation, en central aspekt inom karriärs rörlighet. Den andra delen handlar om tidigare forskning vad gäller management av ingenjörer. Ba-serat på Referensramen skapar författarna Karriär Rörlighets Modellen vilken fungerar som en bas för kommande struktur och analys.

Metod: För att fullgöra syftet med uppsatsen valde författarna en kvalitativ undersökningsmetod, och genomförde tolv semistrukturerade intervjuer. Resultatet analyserade sen i ljuset av det teoretiska ramverket.

Resultat: De empiriska resultaten består av intervjuerna gjorda med ingenjörer i olika åldrar, med olika anställningslängd och i olika stadier av sin karriär. Intervju resultaten är organiserade baserat på det teoretiska ramverket för att underlätta inför den kommande analysen.

Analys: I analysen applicerar författarna den empiriska undersökningen på Karriär Rörlighets Modellen, vilket betyder att de analyserar hinder och incitament för karriärsrörlighet. Författarnas analys visar att det finns ett klart överskott av hinder jämfört med främjande faktorer på företaget i studien.

Slutsats: Genom att skapa en utmanande arbetssituation och erbjuda konstant utbildning kan företag skapa en bra bas för karriärsrörlighet. Likväl, utan ett övergripande program för karriärplanering kombinerat med synliga karriärvägar och etablerade kommunikationskanaler kommer företag att sakna kritiska aspekter som främjar karriärsrörlighet. Dessutom måste tekniska företag komma ihåg att den bästa specialisten inte alltid är den bästa ledaren, givet de många hinder en specialist fokuserad ledare kan skapa.

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Rodrigues, Natasha Irene. "A study of the factors influencing adolescent Singaporean students' career decisions." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ36075.pdf.

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Shigley, Elenor M. "An analysis of factors affecting the career plans of military nurses." Thesis, Monterey, California. Naval Postgraduate School, 1988. http://hdl.handle.net/10945/22887.

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Lee, Soon Min. "ASIAN AMERICAN SOCIAL WORKERS: EXPLORING RELATIONSHIPS AMONG FACTORS INFLUENCING CAREER CHOICES." VCU Scholars Compass, 2008. http://hdl.handle.net/10156/2307.

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Flores, Lisa Y. "Factors contributing to the career orientation of Mexican American adolescent women /." free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9953858.

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Kweyama, Nqobile Immaculate. "Factors influencing career choice among students at the University of Zululand." Thesis, University of Zululand, 2016. http://hdl.handle.net/10530/1488.

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A mini-dissertation submitted to the Faculty of Education in partial fulfilment of the requirements for the degree of Master of Education in the Department of Educational Psychology and Special Education at the University of Zululand, 2016
This study examined the factors influencing career choice. The objectives of this study were to determine factors influencing career choice among the University of Zululand students. Secondly, to find out whether there are any relations between career choice and the following variables; gender, age and race and, finally, to determine the agreement among ranks assigned by students to social institutions. The methodology of the study comprised of field and case study research design. SPSS was used to analyse data which consisted of 200 participants who correctly responded to the questionnaires. The sample was selected from the first year students at the University Of Zululand (UNIZULU). The findings indicated that mothers and the media played a role in influencing students in their career choice. Students agreed that the home played the greatest role in choosing their careers. Most students had a positive perception of their chosen career. Finally, variables such as age, gender and race did not play a significant role in choosing a career amongst this particular group of students.

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Barrow, Clark Eugene. "An examination of factors that influence career decision-making certainty in high school students." [Pensacola, Fla.] : University of West Florida, 2009. http://purl.fcla.edu/fcla/etd/WFE0000171.

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Thesis (Ed.D.)--University of West Florida, 2009.
Submitted to the School of Education. Title from title page of source document. Document formatted into pages; contains 148 pages. Includes bibliographical references.

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Perera, Agnella Katrise. "Perceptions of Females in Virginia Regarding the Personal and Professional Factors Impacting Their Career Paths to the Superintendency." Diss., Virginia Tech, 2014. http://hdl.handle.net/10919/64244.

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Females currently represent the largest number of teachers in the United States but yet they represent the smallest number of superintendents (Miller, 2009). While female students and educators are increasing, few of them have attained the superintendency positions within school divisions (Hopkins, 2012). This phenomenon was examined in the Commonwealth of Virginia through a mixed methods study, which provided an understanding of the career development experiences of female superintendents in public K-12 school divisions. The researcher utilized Schein's career anchor theory (1990), which examined the personal and professional values and dimensions that influence career choices. Results of the study found that attaining the superintendency among female leaders has not been primarily influenced by career anchors, but rather by their own commitment and dedication to public service. While the main barrier for females to achieve the superintendent's position was related to familial roles, they coping mechanisms of these include emulating the abilities of males or employing the nurturing qualities of females. The study recommends that school boards should design and implement policies that provide an enabling working environment for rising female leaders. Further, educational leadership organizations may explore establishing affinity groups to improve networking among education professionals with diverse genders and cultures.
Ed. D.

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Johnson, Earle McClain. "Factors influencing secondary students' attitudes towards agriculture in New Providence, The Bahamas." Thesis, University of Reading, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.321881.

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Posholi, Motheba Rosemary. "An examination of factors affecting career advancement of women into senior positions in selected parastatals in Lesotho." Thesis, Cape Peninsula University of Technology, 2012. http://hdl.handle.net/20.500.11838/1738.

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Thesis (MTech(Human Resource Management))-- Cape Peninsula University Of Technology, 2012
Presently, in Lesotho women form a larger percentage of the workforce as compared to the previous years. Even though, there seems to be several factors, which affect their progress up the corporate ladder, one of them being the glass ceiling. The purpose of this research was to examine factors that affect career advancement of women into senior positions in selected parastatals in Lesotho; to determine the cause of under-representation of women in top management positions and their reluctance to advance their careers once they make it to the top; to identify if what women feel would help to improve their career advancement from their perspective; to determine whether women who are mentored face the same challenges as those who are not mentored; to identify whether selected biographical characteristics such as age and marital status play a role in career advancement; to propose a career advancement strategy for women in Lesotho’s public service; and to determine what challenges women in senior positions face. To accomplish this aim, questionnaires were distributed to women in senior positions at selected parastatals in Lesotho. In addition, a method to conduct the research was carefully and logically planned and then implemented. A comprehensive literature study was undertaken in order to obtain views from different authors concerning the phenomenon. Once the questionnaires were collected and the data analysed, the researcher was able to draw conclusions and propose a range of recommendations based on the findings in order to assist women and organisations. The findings revealed that existing laws and legislation in Lesotho have contributed massively towards the promotion of women’s rights. Conversely, quite a number of women in their organisations still face significant challenges in terms of career advancement as a result of the existing glass ceiling phenomenon and other factors, which are discussed in this study.

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Garza, Raul P. "United States Marine Corps career designation board: significant factors in predicting selection." Thesis, Monterey, California: Naval Postgraduate School, 2014. http://hdl.handle.net/10945/41381.

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Approved for public release; distribution is unlimited.
The United State Marine Corps (USMC) re-implemented the competitive Career Designation (CD) board starting in FY 2010 to select and retain the most competitive junior officers. From 2010 to 2013, 4,723 out of 6,732 officers were offered CD. Utilizing a Probit model and the dataset of the 6,732 officers, we provide statistical analysis of what factors impact the officer's likelihood of being CD in each of the competitive subcategories of: combat arms, combat service support, aviation-ground, law, and aviation. We find that Reviewing Officer Relative Value Average is the most significant factor for most of the officers, as it increases the marginal probability of being CD by an average of 60 percentage points. Surprisingly, combat deployments were not consistently significant throughout the competitive categories. Finally, we develop an Excel-based interactive CD counseling tool, which provides the probability of the officer being CD, given the officer's individual characteristics.

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Hendricks, Mary Beth. "Factors influencing urban special education teachers' commitment, job satisfaction, and career plans." Diss., This resource online, 1992. http://scholar.lib.vt.edu/theses/available/etd-06062008-171830/.

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Hoebbel, Don. "Women at work motivational factors to career advancement in a production setting /." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998hoebbeld.pdf.

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Chen, Ia-chin, and 陳雅勤. "The Study of the Relationship Among Career Self- Efficacy, Career Barrier Factors and Career Transition." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/49151167640482652689.

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碩士
國立雲林科技大學
技術及職業教育研究所碩士班
95
The study aims to investigate the correlations on Career Self-efficacy, Career Barrier Factors and Career Transition of Secondary Teacher Education Program. There are 194 subjects sampled from Changhua、Yunlin、Chiayi area in Taiwan. All subjects were asked to respond to all of the “Career Self-efficacy Scale”, “Career Barrier Factors Scale” and “Career Transition Scale”. Data were analyzed by oneway Anova, Pearson product-moment correlation and multiple regression analysis. The main findings of this study were followings: 1. Career Self-efficacy of Secondary Teacher Program was found medium. 2. Secondary Teacher Program’s Career Barrier Factors was found medium; hesitate action barriers were especially considered by students as Career Barrier Factors. 3. Career Transition of Secondary Teacher Program’s was fairly high, means students will change their Career Development. 4. Secondary Teacher Program’s major in Design have better Career Self-efficacy. 5. Secondary Teacher Program’s major in Management and Liberal Arts perceived more direct selection barriers than Secondary Teacher Program’s major in Design. 6. Secondary Teacher Program’s Career Self-efficacy and Career Barrier Factors were negative correlated. Secondary Teacher Program’s Career Self-efficacy and Career Transition were negative correlated. Secondary Teacher Program’s Career Barrier Factors and Career Transition were positive correlated. 7. Between Secondary Teacher Program’s Career Self-efficacy and Career Barrier Factors, Career Self-efficacy showed more predictive capability for Career Transition. According to the findings, some recommendations were provided for studies.

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Dissertations / Theses on the topic 'Career factors'

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