Dissertations / Theses: 'Career in police'

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Shililifa, Wycliff. "An Exploratory Study on the Career Stages and the Career Development Needs of the Namibian Police." Thesis, University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_3408_1283516272.

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This exploratory study seeks to critically explore human resources development with regard to the career needs and stages of the Namibian Police (NAMPOL). Documents were perused on the issue of the current human resources development and its relevancy to the training and development within the Namibian Police. Questionnaires were completed by a representative sample of NAMPOL officials from different departments of the police. Interviews were also conducted with selected officials on training and development of personnel. Recommendations are given as a model for improving the Namibian Police human resources development system as an effective training and capacity building system for members of the police force to perform their tasks effectively.

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2

Steele, Catherine A. "Measuring career anchors and investigating the role of career anchor congruence." Thesis, Coventry University, 2009. http://curve.coventry.ac.uk/open/items/4d808ce0-304f-08e3-36e3-c12a4460c409/1.

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This thesis empirically examines the career orientations inventory (COI) as a measure of career anchors and then, using this measure, it goes on to investigate the relationship between career anchor congruence and work related outcomes, specifically job satisfaction and organisational commitment. The psychometric properties of the 40 item COI (presented by Igbaria and Baroudi, 1993) were explored by the administration of the measure to a sample of 658 individuals from 27 organisations in the UK. Through factor analysis an eight factor structure was demonstrated in line with that proposed by Schein (1993). The factor structure was replicated with a second sample. The COI demonstrated good levels of internal consistency (.59-.83) and test retest reliability (.68-.90). Similarly it was deemed to have acceptable levels of face validity and construct validity when compared to Mantech’s (1983) Work Values Questionnaire (WVQ). An analysis of the prevalence of career anchors and the demographic differences within the current sample was undertaken. This analysis provided evidence to suggest that certain career anchors may be increasing in prevalence while others are decreasing. These findings are in line with current research on the way in which workplace changes are impacting upon careers (Baruch, 2004). Evidence was found that indicated gender differences in scores on the COI subscales. Specifically women were found to score higher on the lifestyle anchor and men to score higher on the general management anchor. Differences were also found between the age groups considered in this study in the general management, creativity, pure challenge and lifestyle anchors. Interaction effects for age and gender were found for the general management and sense of service anchors. The COI was then used to develop a commensurate measure of job career anchors. This job career anchor measure discriminated between jobs within one police organisation. The measure was then used to explore the relationship between career anchors, career anchor congruence (congruence between individual and job career anchors), job satisfaction and organisational commitment. Evidence was found to suggest that career anchors and career anchor congruence have a direct effect on job satisfaction (predicting 10% and 4% of the variance respectively). The analysis also showed support for the role of career anchor congruence as a moderator to the relationship between career anchors and job satisfaction. This thesis makes full consideration of the academic contributions and practical implications of the research presented whilst also considering its limitations. A number of suggestions for the direction of future research have been made.

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3

Everts, Gail Lynn. "A study of career development programs in Wisconsin municipal police agencies." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001evertsg.pdf.

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4

Van, Sittert Vanessa. "The relationship between personality preference and career anchors amongst police officers within the Western Cape." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_8837_1255683696.

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The objective of this study was to determine whether a relationship exists between the personality preference and career anchors of police officers. The idea that personality relates meaningfully to the kinds of careers people choose and how they perform in these careers, has a long history in career psychology.

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5

Bragg, Daniel Joseph. "The seasons of a police officer's life : an analysis of the influence of career stage on the job satisfaction and work commitment of Queensland police officers." Thesis, Queensland University of Technology, 2003. https://eprints.qut.edu.au/16628/1/Daniel_Bragg_Thesis.pdf.

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Recent decades have witnessed a wealth of research into the concept of career stages and the relationship between these stages and the needs, attitudes and behaviours of individuals in the workforce. This high level of research interest has been fuelled by the belief that the human factor is the most critical factor in the success of organisations today and if organisations are to remain competitive in a rapidly changing environment they need to better understand the development needs, work-related attitudes and career concerns of their employees. Whilst a diverse range of career stage models have been put forward over the past fifty years, the models proposed by Super, Crites, Hummel, Moser, Overstreet and Warnath (1957) (psychological fit) and Levinson, Darrow, Klein, Levinson and McKee (1978) (age) have received considerable research attention and are generally considered to be the most useful in explaining the needs, attitudes and behaviours of individuals over the course of their career. Research into career stages has been conducted using a wide range of occupational groups. Only a limited number of researchers, however, have sought to test the utility of career stage concepts using a police sample. Despite their popularity and strong theoretical and empirical grounding, there is no known research that has tested the utility of Super et al. (1957) and Levinson et al.’s (1978) models of career stage using a police sample. The purpose of this study therefore was to contribute to the literature on career stage theory by testing the utility of these models of career stage in explaining the job satisfaction and work commitment of Queensland police officers. The study also explored the influence of other background variables that may also impact on job satisfaction and work commitment. The sample consisted of 246 police officers from the Metropolitan South Region of the Queensland Police Service. A cross sectional design was used to gather the data for the study. The Adult Career Concerns Inventory (ACCI) was used to group respondents into a career stage according to Super et al.’s conceptualisation of career stage. Respondents were also grouped into age-based career stages according to Levinson et al.’s conceptualisation of career stage. The study used established survey instruments to collect data on five facets of job satisfaction, these being satisfaction with pay, promotion, supervision, co-workers and work and five facets of work commitment, these being organisational commitment, job involvement, Protestant work ethic, career commitment and union commitment. Data was also collected on the background variables of organisational and occupational tenure, rank, gender, education level and type, type of duty performed, marital status, completion of the Queensland Police Service’s Management Development Program and membership of an Equal Employment Opportunity target group. A series of MANOVAs were used to explore the relationship between the career stage and other background variables and the various facets of job satisfaction and work commitment. Multiple regression analyses were used to determine if the results were being confounded by relationships with other independent variables. The current study failed to find any evidence to support the utility of Levinson et al.’s model in explaining job satisfaction and work commitment for Queensland Police officers. Whilst some significant differences in job satisfaction and work commitment between Levinson et al.’s age groupings were identified, none of the findings were consistent with the assumptions of their model. In fact, there was some evidence of differences in job-related attitudes across age groupings that directly contradict the assumptions of the Levinson et al. model. The current study also found no support for the utility of Super et al.’s model in explaining the job satisfaction of police officers. Some limited support, however, was found for the utility of Super et al.’s model in predicting work commitment, most notably with respect to organisational commitment, job involvement and career commitment. Differences in mean organisational commitment, job involvement and career commitment scores generally supported the propositions of Super et al., however, only the results for the exploration and disengagement stages reached statistical significance. Statistically significant relationships were found for the background variables of organisational tenure, rank, gender and type of duty. Statistically significant relationships were found for several facets of job satisfaction and work commitment. Work-related attitudes were generally found to peak in the first two years of a police officer’s tenure and then decline as tenure increased. The reason for this decline is complex and not completely clear, but may be at least partially explained by: the structural characteristics of police services; the distinct lack of support and confidence in officers; the influence of the police sub-culture; and the existence of a phenomenon known as police ‘bullshit’. Commissioned officers were found to be significantly more satisfied with promotions and constables were found to have significantly higher levels of organisational commitment than senior constables and sergeants and significantly higher levels of career commitment than sergeants. Other statistically significant relationships found in the current study include female officers reporting significantly higher levels of satisfaction with promotions than male officers and general duties officers reporting significantly higher levels of satisfaction with promotions than officers performing specialist duties and significantly higher levels of loyalty to the union than plain-clothes officers. The study concluded by highlighting the pioneering nature of the current study. It was suggested that considerably more research is necessary in order to clarify and refine the conceptualisation and measurement of police career stages and the relationship between these stages and work-related attitudes. It was recommended that future research should verify and extend the results of the current study, particularly with respect to the influence of tenure as a career stage variable and the nature and role of disengagement in any conceptualisation of career stage for police.

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6

Bragg, Daniel Joseph. "The seasons of a police officer's life : an analysis of the influence of career stage on the job satisfaction and work commitment of Queensland police officers." Queensland University of Technology, 2003. http://eprints.qut.edu.au/16628/.

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Abstract:

Recent decades have witnessed a wealth of research into the concept of career stages and the relationship between these stages and the needs, attitudes and behaviours of individuals in the workforce. This high level of research interest has been fuelled by the belief that the human factor is the most critical factor in the success of organisations today and if organisations are to remain competitive in a rapidly changing environment they need to better understand the development needs, work-related attitudes and career concerns of their employees. Whilst a diverse range of career stage models have been put forward over the past fifty years, the models proposed by Super, Crites, Hummel, Moser, Overstreet and Warnath (1957) (psychological fit) and Levinson, Darrow, Klein, Levinson and McKee (1978) (age) have received considerable research attention and are generally considered to be the most useful in explaining the needs, attitudes and behaviours of individuals over the course of their career. Research into career stages has been conducted using a wide range of occupational groups. Only a limited number of researchers, however, have sought to test the utility of career stage concepts using a police sample. Despite their popularity and strong theoretical and empirical grounding, there is no known research that has tested the utility of Super et al. (1957) and Levinson et al.’s (1978) models of career stage using a police sample. The purpose of this study therefore was to contribute to the literature on career stage theory by testing the utility of these models of career stage in explaining the job satisfaction and work commitment of Queensland police officers. The study also explored the influence of other background variables that may also impact on job satisfaction and work commitment. The sample consisted of 246 police officers from the Metropolitan South Region of the Queensland Police Service. A cross sectional design was used to gather the data for the study. The Adult Career Concerns Inventory (ACCI) was used to group respondents into a career stage according to Super et al.’s conceptualisation of career stage. Respondents were also grouped into age-based career stages according to Levinson et al.’s conceptualisation of career stage. The study used established survey instruments to collect data on five facets of job satisfaction, these being satisfaction with pay, promotion, supervision, co-workers and work and five facets of work commitment, these being organisational commitment, job involvement, Protestant work ethic, career commitment and union commitment. Data was also collected on the background variables of organisational and occupational tenure, rank, gender, education level and type, type of duty performed, marital status, completion of the Queensland Police Service’s Management Development Program and membership of an Equal Employment Opportunity target group. A series of MANOVAs were used to explore the relationship between the career stage and other background variables and the various facets of job satisfaction and work commitment. Multiple regression analyses were used to determine if the results were being confounded by relationships with other independent variables. The current study failed to find any evidence to support the utility of Levinson et al.’s model in explaining job satisfaction and work commitment for Queensland Police officers. Whilst some significant differences in job satisfaction and work commitment between Levinson et al.’s age groupings were identified, none of the findings were consistent with the assumptions of their model. In fact, there was some evidence of differences in job-related attitudes across age groupings that directly contradict the assumptions of the Levinson et al. model. The current study also found no support for the utility of Super et al.’s model in explaining the job satisfaction of police officers. Some limited support, however, was found for the utility of Super et al.’s model in predicting work commitment, most notably with respect to organisational commitment, job involvement and career commitment. Differences in mean organisational commitment, job involvement and career commitment scores generally supported the propositions of Super et al., however, only the results for the exploration and disengagement stages reached statistical significance. Statistically significant relationships were found for the background variables of organisational tenure, rank, gender and type of duty. Statistically significant relationships were found for several facets of job satisfaction and work commitment. Work-related attitudes were generally found to peak in the first two years of a police officer’s tenure and then decline as tenure increased. The reason for this decline is complex and not completely clear, but may be at least partially explained by: the structural characteristics of police services; the distinct lack of support and confidence in officers; the influence of the police sub-culture; and the existence of a phenomenon known as police ‘bullshit’. Commissioned officers were found to be significantly more satisfied with promotions and constables were found to have significantly higher levels of organisational commitment than senior constables and sergeants and significantly higher levels of career commitment than sergeants. Other statistically significant relationships found in the current study include female officers reporting significantly higher levels of satisfaction with promotions than male officers and general duties officers reporting significantly higher levels of satisfaction with promotions than officers performing specialist duties and significantly higher levels of loyalty to the union than plain-clothes officers. The study concluded by highlighting the pioneering nature of the current study. It was suggested that considerably more research is necessary in order to clarify and refine the conceptualisation and measurement of police career stages and the relationship between these stages and work-related attitudes. It was recommended that future research should verify and extend the results of the current study, particularly with respect to the influence of tenure as a career stage variable and the nature and role of disengagement in any conceptualisation of career stage for police.

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7

Hill, Stephen C. "Identity and Later-Life Work Behaviors Among Retired Police Officers." University of Akron / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=akron1374234330.

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8

Labaky, Elie. "Women in Policing: Their Disillusion Phase at Work." Thèse, Université d'Ottawa / University of Ottawa, 2013. http://hdl.handle.net/10393/26274.

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Studies on the career paths of municipal police officers have revealed an emergence of four distinct phases which officers pass through during their professional careers, phases where the perception of their profession changes. These phases are more constant at the patrol officer level where most officers begin and finish their career. Among these four phases is the disillusion phase (between 6 and 13 years), where the expectations at work are not met. The perception of the police administration, the public and the criminal justice system, all become negative and the hope for promotions diminish. These studies were mainly conducted in a period where there were very few or no women in policing. Through a feminist perspective and a social constructionist theoretical framework, this thesis makes the hypothesis that because women have different expectations at work, a varying work/life balance and a contrasting aspiration to attain positions of power, women will live this second phase differently. To explore this hypothesis, data was collected from ten semi-structured interviews with female patrol officers having worked between 6 and 13 years in municipal police departments. A discourse analysis effectively shows significant differences for the reasons underlying our hypotheses. Even if they have some frustrations about certain aspects of their work, we did not see any disillusionment from any women in this phase.

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9

Buckley, Leslie Brian. "The influence of level of education and career orientation on police attitudes toward higher education." Thesis, University of Ottawa (Canada), 1989. http://hdl.handle.net/10393/5729.

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10

Kasselman, Joachim Petrus Hermanus. "Loopbaanontwikkeling in verhouding tot Bedryfsmaatskaplikewerk : 'n teoretiese Fundering." Thesis, University of Pretoria, 2000. http://hdl.handle.net/2263/68860.

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Die kemdoel van die werk wat die Suid-Afrikaanse Polisiediens verng, IS misdaadvoorkoming en die ondersoek van misdaad. Hulleuse "Ons beskerm en ons dien" sluit direk by hierdie kemdoel aan. In die Suid-Afrikaanse Polisiediens, soos in enige ander organisasie, word mense benodig om die kemdoel te laat realiseer. Die spesifieke aard van die werk wat gedoen moet word het egter 'n direkte invloed op die maatskaplike funksionering van die mense wat moet verseker dat die kemdoel van die organisasie realiseer. Die laasgenoemde feit is die rede waarom die organisasie reeds in 1972 besluit het om 'n maatskaplike werk diens aan werknemers beskikbaar te stel. Die veronderstelling waarvan uitgegaan is, is dat indien die organisasie die individu bystaan in die hantering en moontlike voorkoming van maatskaplike probleme, die kemdoel van die organisasie beter sal realiseer, dit wil se dat produksie sal verbeter. Navorser, wat 'n bedryfsmaatskaplike werker in die organisasie was, het egter gevind dat die spesifieke loopbaankeuse en plasing van werknemers emstige maatskaplike probleme tot gevolg het en dat die organisasie ; nie aan die loopbaankeuses en plasings van werknemers aandag skenk nie. Die ervaring van die navorser is met 'n groep bedryfsmaatskaplike werkers wat tans in v die Suid-Afrikaanse Polisiediens werksaam is getoets en hulle het oorweldigend saamgestem. Loopbaanontwikkeling as funksie van menslike hulpbronbestuur is deur navorser geYdentifiseer as 'n moontlike werknemerhulpprogram intervensie wat die spesifiekev probleem proaktief kan aanspreek. 'n Studie is van die funksie gemaak en dit is in konteks van die Suid-Afrikaanse Polisiediens beskryf en teoreties gefundeer. Die ondersoek verskaf 'n duidelike funksionele skeiding en verskil tussen wat met Loopbaanbestuur en Loopbaanbeplanning onder die oorkoepelende term van Loopbaanontwikkeling bedoel word. Die loopbaanontwikkelingsfunksie is ook in konteks van die organ1sas1e bespreek om die toepassingswaarde daarvan te verduidelik. Die toepassing van loopbaanontwikkeling as funksie van die werknemerhulpprogram is in detail bespreek aan die hand van die bestaande teorie en die praktykervaring van die navorser. Die studie is verder ondemeem met die doel om 'n spesifieke teoretiese fundering te verkry om loopbaanpatrone van werknemers te bepaal. Loopbaanpatrone word beskou as 'n integrale deel van die loopbaanbeplanningsfunksie. Navorser het vanuit die teorie en praktyk 'n instrument ontwikkel wat vier kern dimensies integreer en wat die loopbaanpatroon van werknemers in die spesifieke organisasie bepaal. Navorsing is ten opsigte van die tipe en voorkoms van loopbaanpatrone in die SuidAfrikaanse Polisiediens gedoen en navorser kon twee bykomende loopbaanpatrone identifiseer wat nie in die teorie voorkom nie. Die waarde van die bepaling van loopbaanpatrone in veral die assessering en bantering van werknemers met werkverwante probleme is in konteks van die werknemerhulpprogram bespreek. Die toepassingswaarde van loopbaanbeplanning as funksie van die werknemerhulpprogram is met bedryfsmaatskaplike werkers wat tans in die Suid-Afrikaanse Polisiediens werksaam is getoets. Dit is van belang om te begryp dat hierdie studie van twee teikenpopulasies gebruik gemaak het. Eerstens was werknemers wat reeds 'n loopbaankeuse gemaak het gebruik om die tipe en voorkoms van loopbaanpatrone te bepaal. Tweedens is die bedryfmaatskaplike werkers in die organisasie gebruik om die toepassingswaarde en kennis van loopbaabeplanning te bepaal. Die bevindinge, gevolgtrekkings en aanbevelings moet in die lig beskou word om nie net sin te maak vir professionele deskundiges nie, maar ook vir die werknemer van die Suid-Afrikaanse Polisiediens.
The core business of the South African Police Service is the prevention and the investigation of crime. Their motto, 'We protect and we serve', is directly linked to their core business. In the South African Police Service, as in any other organisation, people play a key role in the realisation of the core business. The specific nature of the work that needs to be done has a direct influence on the social functioning of those who must ensure that the core business of the organisation is carried out successfully. As a result of this, the South African Police Service decided in 1972 to introduce a social work service for employees. It was assumed that, should the organisation assist individuals by addressing and possibly preventing social problems, the core business of the organisation would be realised, in other words, production would improve. The researcher, who worked as an occupational social worker in the organisation, had however noted that certain career choices and the placement of employees had created social problems and that the organisation had not paid attention to these issues. The findings of the researcher have been tested with a group of social workers in the South African Police Service, who agreed wholeheartedly with him. Career development, as a function of human resource management, has been identified by the researcher as a possible employee assistance programme intervention which will pro actively address this specific problem. A study of this function was undertaken and was subsequently theoretically grounded and described in context of the South African Police Service. The investigation supplied a clear, functional differentiation between the meanings of the terms career management and career planning, which are jointly referred to as career development. The career development function is also discussed in the context of the organisation in order to explain its applicability. The use of career development as a function of the employee assistance programme is discussed in detail in terms of existing theory and the practical experience of the researcher. The research was also undertaken with the aim of obtaining the specific theoretical grounding required to establish employee career patterns. Career patterns are regarded as an integral part of the career planning function. The researcher has developed an instrument that integrates four dimensions and determines the career patterns of employees in the organisation under discussion. Research relating to the type and appearance of career patterns in the South African Police Service was conducted and the researcher was able to discern two additional career patterns which are not identified in the existing theory. The value of the assessment of career patterns, especially with regard to the assessment and assistance of employees with work-related problems, is discussed in the context of the employee assistance programme. The value of the application of career planning as a function of the employee assistance programme was tested with occupational social workers employed by the South African Police Service. It is important to understand that in this study two target population groups were used. The first group consisted of employees who had already made their career choices, which enabled the researcher to obtain information about the type and appearance of career patterns. The second group consisted of occupational social workers and their involvement made it possible to determine the potential and applicability of career planning. The results and recommendations should be viewed with this in mind to ensure that they will be meaningful to professionals and employees of the South African Police Service.
Thesis (DPhil)--University of Pretoria, 2000.
Social Work and Criminology
DPhil

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11

Rezaie, Munib. "Neutered Dragon: A Critical Look at the Career of Jackie Chan." Scholarly Repository, 2010. http://scholarlyrepository.miami.edu/oa_theses/22.

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Jackie Chan has had a long and consistently successful career in the entertainment industry, becoming the most universally recognized Chinese performer, second only perhaps, to Bruce Lee. His rags-to-riches path to stardom has been well documented and oft quoted. At a time when all the up-and-coming martial arts actors felt the pressure to be carbon copies of Bruce Lee, Chan made his mark on the screen by making his persona everything that Lee?s wasn?t. With 1978?s Snake in the Eagle?s Shadow and Drunken Master, Chan?s revolutionary comic and realistic persona was firmly established with audiences. Throughout the 80s and 90s, Chan remained undeniably the biggest star in the East, demonstrating wild popularity in not only Asia, but throughout Europe and Africa as well. After several failed attempts at breaking into the American market, Chan finally achieved success with 1998?s Rush Hour. Unfortunately, success in the West has come with strict limitations placed on the characters he has been allowed to play. These limitations most often manifest themselves in the sexuality and morality of the characters, as well as the dramatic opportunities available to Chan within the films. In order to keep Chan?s vast filmography ? which has recently seen him sign on to his 100th leading role ? I have separated it into three distinct stages. The first stage of his career begins with his groundbreaking turn in Snake in the Eagle?s Shadow and ends with his last Asian film before successfully breaking into Hollywood, 1998?s Who am I?. From this point on, his career takes two distinct paths: the path in Hollywood, beginning with Rush Hour, and the path in Asia, which begins with 1999?s Gorgeous. Each stage features distinct characteristics and trends with rare digression. I will provide examples from a selection of films within each stage of his career in order to clarify the traits and characteristics of the roles he has taken in each one. The purpose of this thesis is twofold. First and foremost, it will reveal the extent to which Chan faces negative stereotyping in the United States by clearly offering the contrasting positive representations he is able to achieve overseas. The second aim, which has naturally arisen from the workings of the first, is a critical look at a career that has found its actor bored with the kinds of films that have brought him worldwide fame.

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Jones, Matthew Leonard. "Cultures of difference : examining the career experiences and contributions of lesbian, gay and bisexual police officers post-Macpherson." Thesis, Cardiff University, 2014. http://orca.cf.ac.uk/59333/.

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This thesis examined the occupational experiences of lesbian, gay and bisexual (LGB) police officers in post-Macpherson police constabularies across England and Wales. It reports the findings of a qualitatively-driven mixed method study conducted between September 2010 and November 2011 combining a national online survey of LGB police officers (n = 836) with 43 semi-structured qualitative interviews. The research found that the workplace experiences of LGB police officers have been radically transformed since last empirically explored on this scale, now twenty years ago. These changes have been brought about by new political, social and economic climates of inclusivity and protection for LGB individuals that collectively induced a new policing ‘field’ in England and Wales at the turn of the new millennium, one that placed diversity and difference at its core. Drawing upon police cultural, symbolic interactionist and organisational perspectives, the thesis highlights how despite still being psychologically saddled by a complex cauldron of identity management strategies, LGB officers make legitimate contributions to the contemporary policing mission as internal agents of cultural change and as intermediaries between the public police and LGB communities. However, the research also highlights small pockets of resistance towards the inclusion of LGB officers evidenced by continued episodes of discrimination and prejudice. Similarly, the research identified anxieties and insecurities amongst LGB officers themselves related to the longevity of police diversity reform efforts. Although predominantly looking at the experiences and contributions of LGB officers in England and Wales as a collective, this research promotes the need for a heterogeneous and malleable understanding of policing by providing examples of how the experiences of LGB officers differ according to rank, area of police work and constabulary type.

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Riggins, Earl. "Career Goals for Joining Law Enforcement and Subsequent Stress." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1861.

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Police officers experience stress from operational and organizational demands which are extrinsic in nature. Officers may also experience stress from not being able to attain their personal goals for becoming a police officer, which is referred to as goal negation. The purpose of this mixed model, exploratory study was to examine if stress from goal negation is an intrinsic moderating factor of police officers' overall experience of career-related stress that may be adding to the health risks of the profession. The framework for the study included the concept of goal negation and the theory of operational and organizational or intrinsic and extrinsic stressors. The study was conducted in a Southern state with a sample of 52 acting police officers with 1 to 6 years of field experience. Two online survey questionnaires were modified from McCreary and Thompson's PSQ-Org and PSQ-Op and used to measure organizational and operational stressors. In-depth interviews added to the exploration of the lived experiences of officers in assessing their personal goal attainment. Results from the exploratory multivariate factor analysis of variance (MANOVA) of operational and organizational survey scores indicated that goal negation played a significant role in moderating stress for police officers in their duties. In addition, the content analysis of the interviews revealed a theme of conflict between police officers' personal goals and the operational role of police in the public context today. The results of this study will contribute to social change by informing police agencies, police training centers, and mental health treatment facilities of possible job sources of stress for new hires and career-oriented police personnel.

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Daveiko, Alina. "Moters policininkės profesijos pasirinkimas ir karjeros galimybės." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2010. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20100707_104833-51182.

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Profesija ir karjera - tai socialiniai ir psichologiniai reiškiniai, turintys giminingų sampratų, kurios visos apima žmogaus asmenybės charakteristikas kaip gebėjimai, interesai ar vertybinės orientacijos. Pagrindinis šių sampratų skirtumas, kad profesijos pasirinkimas dažniausiai vienkartinis momentas, o karjera – trunkantis visą asmens gyvenimą. Mano darbas susideda iš dviejų dalių, tai yra iš teorinės ir praktinės dalies. Teorinėje dalyje siekiama apibrėžti motyvacijos, karjeros sampratas, policininko profesijos ypatumus, policininko karjeros tobulėjimo galimybes, studijuotą literatūrą, analizuoti valstybės tarnybą reglamentuojantys dokumentai, suformuluotas darbo tikslas. Tyrimo tikslas - atskleisti moters policininkės profesijos pasirinkimo motyvaciją ir karjeros tobulėjimo galimybes. Praktinėje dalyje atlikta būsimųjų policininkių anketinė apklausa. Remiantis mokslinės literatūros analize ir konstatuojamo tyrimo duomenimis, atlikta statistinė duomenų analizė, formuluojamos išvados. Tyrime dalyvavo tik moteriškos lyties atstovės, nes tiriama buvo moters policininkės profesijos pasirinkimas ir karjeros tobulėjimo galimybės. Tyrimas išryškino policininko profesijos studenčių ir kursančių požiūrį į moters policininkės profesijos pasirinkimo motyvus ir karjeros tobulėjimo galimybes.
Profession and career are social and psychological phenomena with kindred concepts that cover various properties of a human personality, such as skills, interests or value-orientation. The principal difference of the said concepts lies in the fact that choosing a profession usually is a single moment and the career is life-long lasting. My Paper consists of two parts, i.e. the theoretical and the practical ones. In the theoretical part, it is strived to define the motivations, the concepts of the career, the peculiarities of the profession of a policeman, the opportunities for improvement of the career of a policeman, and the studied references, to analyze the documents for regulating civil service and to formulate the goal of the Paper. The goal of the Paper – to disclose the motivation for choosing the profession of a policewoman and the opportunities of improvement of the career. In the practical part, interviewing of future policewomen under a questionnaire was carried out. On the base of an analysis of scientific references and the data of the research, the statistical data analysis was carried out and the conclusions were formulated. In the research, only females were involved, because choosing of the profession of policeman by a woman and the opportunities of improvement of career were discussed upon. The research cleared up the attitude of students in the programme of the profession of policeman towards the motivations for choosing the profession of a policewoman... [to full text]

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15

Felix, Alison. "An investigation into the perceptions of internal and external career barriers amongst female South African police officers in the Western Cape." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/10481.

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Includes bibliographical references (leaves 134-145).
This research explores the perceptions of internal and external career barriers from the perspective of female South African police officers in the Western Cape. This research is primarily informed by Swanson and Woitke's (1997) translation of career assessment theory into practice for women; Swanson, Daniels and Tokar's (1996) focus on the perceptions of career-related barriers and Bandura's (1977, 1986, 1988, 1995 & 1997) research findings that relate to the construct of self-efficacy and beliefs that individuals hold about their own capabilities. The research provides an overview of Career Development theories.

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Collins, Joshua C. "A Critical Examination of the Experience of being a Gay Officer in the Masculinized Industry of Law Enforcement." FIU Digital Commons, 2014. http://digitalcommons.fiu.edu/etd/1447.

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The overarching purpose of this collected papers dissertation was to examine the experience of being a gay officer in the masculinized industry of law enforcement (LE). In general, in LE careers, gay men are less accepted, perceived as less capable and less masculine, and typecast or pigeonholed into certain roles. Yet, research on the lived experiences of gay male law enforcement officers (LEOs) is scant. This dissertation unfolded across three studies and four collected papers. Study #1, a structured literature review of masculinized industries, supported a forward-looking understanding of what makes an industry masculinized, namely that these industries perpetuate implicit division between heterosexual and gay officers as a form of symbolic privilege and homo-resistance. Study #2, an explanatory and instrumental case study of gay former police officer Mike Verdugo, elucidated the possibility that LE, as a masculinized industry, may inhibit the experiences of gay LEOs by placing a greater value on the perspectives and opinions of heterosexual officers than on those of gay LEOs. Study #3.1, a phenomenology utilizing inductive analysis, articulated five tacit rules of engagement that 12 gay LEOs perceived and followed as a part of a survival consciousness developed to enable them to cope with LE as a heterosexual context that dictates dissimilar experiences across the domains of gender and sexual orientation. Study #3.2, a phenomenology utilizing deductive analysis, was based on Derlega and Grzelak’s (1979) five functions of self-disclosure (expression, self-clarification, social validation, relationship development, and social control). Study #3.2 shed light on some important aspects of the disclosure experiences of the 12 gay LEO participants, among these aspects that coming out is not always an option and that heteronormativity and microagressions limit control over disclosure processes and decisions. Overall, the insights from the data reported across all four collected papers provide clues for human resource and other professionals employed in law enforcement, who wish to be inclusive of gay officers but are not sure how to be so. The studies each provide hints that further understandings of how gay LEOs experience work as frequent exceptions to male privilege and gendered rules on the job.

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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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18

Salters, Gregory A. "A Phenomenological Exploration of Black Male Law Enforcement Officers' Perspectives of Racial Profiling and Their Law Enforcement Career Exploration and Commitment." FIU Digital Commons, 2013. http://digitalcommons.fiu.edu/etd/877.

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This phenomenological study explored Black male law enforcement officers’ perspectives of how racial profiling shaped their decisions to explore and commit to a law enforcement career. Criterion and snow ball sampling was used to obtain the 17 participants for this study. Super’s (1990) archway model was used as the theoretical framework. The archway model “is designed to bring out the segmented but unified and developmental nature of career development, to highlight the segments, and to make their origin clear” (Super, 1990, p. 201). Interview data were analyzed using inductive, deductive, and comparative analyses. Three themes emerged from the inductive analysis of the data: (a) color and/or race does matter, (b) putting on the badge, and (c) too black to be blue and too blue to be black. The deductive analysis used a priori coding that was based on Super’s (1990) archway model. The deductive analysis revealed the participants’ career exploration was influenced by their knowledge of racial profiling and how others view them. The comparative analysis between the inductive themes and deductive findings found the theme “color and/or race does matter” was present in the relationships between and within all segments of Super’s (1990) model. The comparative analysis also revealed an expanded notion of self-concept for Black males – marginalized and/or oppressed individuals. Self-concepts, “such as self-efficacy, self-esteem, and role self-concepts, being combinations of traits ascribed to oneself” (Super, 1990, p. 202) do not completely address the self-concept of marginalized and/or oppressed individuals. The self-concept of marginalized and/or oppressed individuals is self-efficacy, self-esteem, traits ascribed to oneself expanded by their awareness of how others view them. (DuBois, 1995; Freire, 1970; Sheared, 1990; Super, 1990; Young, 1990). Ultimately, self-concept is utilized to make career and life decisions. Current human resource policies and practices do not take into consideration that negative police contact could be the result of racial profiling. Current human resource hiring guidelines penalize individuals who have had negative police contact. Therefore, racial profiling is a discriminatory act that can effectively circumvent U.S. Equal Employment Opportunities Commission laws and serve as a boundary mechanism to employment (Rocco & Gallagher, 2004).

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Lima, Susana Rezende. "Representações de gênero sobre o trabalho, a qualificação e as novas competências no COE - Comando de Operações Especiais da PM/SE." Pós-Graduação em Educação, 2013. https://ri.ufs.br/handle/riufs/4876.

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This research aims to examine gender representations built by professionals Special Operations Command of the Military Police of the State of Sergipe - COE, having as parameter the sexual division of labor, the value of professional qualifications and new skills, assigning special attention to the advances made by women in the organization, with respect to rights and citizenship. The approach adopted is based on the historical-critical design, with the option methodological qualitative research through case study developed in the Organization. The research population includes the effective of 98 professionals (93 men and five women) group of specialized police COE. Ten interviews were conducted semistructured with five women and five men. The Military Police is an organization that still has strong brands of conservatism in its structure, with a strict hierarchy, which has hampered over the years, access and retention of women in the workplace associated with various social representations, between which highlights the image of a physically demanding and risky activity, contact with violent situations and environments socially devalued. In the process of inclusion of women in the military police unit, to assume new positions in the hierarchy of living circles, the subject of sex workers becomes a source of status and power, leading the way in introducing and positioning jobs, a fact that sets the process of exclusion and domination within the police apparatus. The interviewees consider that there are barriers to progress more effective participation of women in the space of the Military Police, however, indicate dimensions of positive work done by them, this is because these dimensions have provided expand democratization in the corporation, as well as between the Police and society. In Special Operations Command, despite the small number of women exist, they develop functions and actions that have always been seen as suitable only for men. Education, training on gender issues for the individuals involved and included in the Corporation become important elements for changing the forms of management, organizational culture and the deconstruction of stereotypes disadvantageous for women prevailing in the organization.
Esta pesquisa tem como objetivo analisar as representações de gênero construídas por profissionais do Comando de Operações Especiais da Polícia Militar do Estado de Sergipe COE, tendo como parâmetro a divisão sexual do trabalho, a valorização da qualificação profissional e de novas competências, atribuindo-se especial destaque aos avanços obtidos por mulheres na Organização, com relação aos direitos e à cidadania. A abordagem adotada apoia-se na concepção histórico-crítica, tendo como opção metodológica a pesquisa qualitativa, por meio do estudo de caso desenvolvido na Organização. A população da pesquisa abrange o efetivo de 98 profissionais (93 homens e cinco mulheres) policiais do grupo especializado do COE. Foram realizadas dez entrevistas semiestruturadas com cinco mulheres e cinco homens. A Polícia Militar é uma organização que ainda possui fortes marcas do conservadorismo em sua estrutura, com uma hierarquia rígida, o que tem dificultado, ao longo dos anos, o acesso e a permanência das mulheres no contexto de trabalho associado a diversas representações sociais, entre as quais se destaca a imagem de uma atividade fisicamente exigente e arriscada, em contato com situações de violência e com ambientes socialmente desvalorizados. No processo de inserção feminina no aparelho policial militar, ao assumir novos postos na hierarquia dos círculos de convivência, o sexo dos sujeitos trabalhadores torna-se fonte de status e poder, implicando o modo de introdução e posicionamento nos postos de trabalho, fato que define o processo de exclusão-dominação no interior do aparelho policial. As entrevistadas consideram que existem barreiras para avanços mais efetivos na participação da mulher no espaço da Polícia Militar, contudo, indicam dimensões de positividade no trabalho realizado por elas, isto porque essas dimensões têm proporcionado ampliar a democratização na corporação, assim como entre a Polícia e a sociedade. No Comando de Operações Especiais, apesar do pequeno número de mulheres existentes, elas desenvolvem funções e ações que sempre foram vistas como adequadas apenas para homens. A educação, a capacitação em questões de gênero para os sujeitos envolvidos e inseridos na Corporação tornam-se elementos importantes para mudar as formas de gestão, a cultura organizacional e a desconstrução de estereótipos desvantajosos para as mulheres ainda vigentes na organização.

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Michael, Le. "The Effects of Provincial Policies on Early Career Family Physicians’ Career Choices." Thesis, Université d'Ottawa / University of Ottawa, 2021. http://hdl.handle.net/10393/41861.

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Over the past decade, the healthcare landscape has shifted for Ontario’s family physicians as government policies changed the availability of practice and compensation models. The most impacted population are early career family physicians. Given this changing healthcare environment, the factors that drive early career family physicians practice choices are unclear and not well-studied. Therefore, this thesis sought to answer the following research questions: 1. What factors shape family physician choice of practice and compensation models in Ontario? a. How do early career family physicians perceive the availability of practice and compensation models in Ontario? 2. From the perspective of Ontario family medicine residency administrators, how does residency influence family physician practice choices? This study was a part of a broader, cross-provincial study examining family medicine resident and early career family physician practice patterns in British Columbia, Nova Scotia, and Ontario. Nineteen early career physicians and 7 family medicine residency administrators were interviewed for their perceptions and understanding of the factors and policies affecting their (or in the case of administrators, residents’) career choices. In this thesis, I used thematic analysis as described by Braun and Clarke to answer the research questions. Patton and McMahon’s Systems Theory Framework (STF) provided a systems perspective that was used to model and assess the interactions between emergent themes. The factors that shaped family physician choice of practice and compensation models were divided into micro- and macro-level factors as described by the STF. Micro-level factors were ‘gender’, ‘health’, ‘interests’, and ‘world of work knowledge.’ Macro-level factors included ‘educational institutions’, ‘geographical location’, ‘historical trends’, ‘peers’, ‘family’, ‘community groups’, ‘workplace’, and ‘employment market.’ Finally, two additional factors were found: ‘flexibility’, and ‘financial considerations.’ The interaction between these factors was complex, where many linked themes gave rise to career decisions made by family physicians. A second perspective in the form of residency administrators helped develop a holistic description of these factors. Furthermore, a gap between physician training and practice opportunities after graduation was identified.

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Bengtsson, Anki. "Governance of Career Guidance : an enquiry into European policy." Doctoral thesis, Stockholms universitet, Institutionen för pedagogik och didaktik, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-130810.

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The overall aim of this thesis is to enquire into and problematize the governance of career guidance and how individuals’ career management is constructed within EU policy. The empirical material consists of European policy documents produced during 2000-2015. The two central research questions explore (1) how European career guidance is made governable, and (2) how individuals’ career management is constructed and governed. The Foucauldian governmentality perspective and the analytic method of problematization is utilized. The analysis focuses on the compositions of normative forms of reason, discursive practices and techniques by which governing is exercised and knowledge is produced. The thesis is based on four articles, three of which concern career guidance and career management. The fourth article concerns education of citizenship. The analysis shows that the formation of a policy space for comparison of national systems of career guidance is significant for making European career guidance amenable to governance. It is mobilized by governing practices for involvement of institutional actors and the construction of standards of performance. This form of governance becomes effective on the condition that institutional actors use and produce knowledge and practices about what works in career guidance, and this implies self-control and constant monitoring. It is a complex process of producing self-regulation of career guidance adjustable to change and innovation in which both standardization and modulation are inbuilt. Moreover, this is dependent on the interplay of governance and self-government. Knowledge and practices shape career management as an individual competence, which each individual is assumed to achieve. The use of guidance techniques supporting this design and self-regulating practices contributes to responsibilizing individuals to achieve this competence. Knowledge of individuals’ management of their careers includes civic competence. This led me to extend my use of the theoretical framework to investigate how knowledge of civic competence is constructed in European policy documents concerning teacher education from 2000 to 2012. My analysis shows that presumptions of teaching civic competence support the production of the active and learning subject.

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22

Urheim, Therése, and Louise Äärlaht. ""Jag tror inte att vi kvinnor behöver mer uppmärksamhet än någon annan men vi behöver lika mycket" : En kvalitativ studie om kvinnors upplevelser av att arbeta som minoritet inom Polismyndigheten." Thesis, Högskolan i Borås, Akademin för vård, arbetsliv och välfärd, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-21499.

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Ändamålet med den här studien har varit att undersöka kvinnors karriärmöjligheter och upplevelser av att arbeta på Polismyndigheten som är en mansdominerad organisation. I presentationen av studien har vi valt att redogöra empiri utifrån respondenternas egna perspektiv och sedan kopplat ihop framställningarna med teorier om organisations- och könsstrukturer som kan förklara Polismyndighetens hierarkier och arbetsfördelningar. Uppsatsen är gjord utifrån en kvalitativ ansats och det insamlade materialet är framställt utifrån intervjuer som vi har gjort med sex stycken kvinnor som arbetar på olika platser inom Polismyndigheten. Resultatet indikerar att kvinnornas upplevelser inom Polisen liknar varandra även då de befinner sig på olika avdelningar och hierarkiska nivåer. Kvinnornas upplevelser påvisar att det finns hinder och svårigheter för dem i organisationen. De är underrepresenterade och utgör inte är den ideala polisen som baseras på manlighet. De ska kunna verka och accepteras i organisationen på ett liknande sätt som sina manliga kollegor. Kvinnorna tar ofta ett större ansvar för familj som därmed påverkar deras karriärer och yrkesstatus. Resultatet i studien har kunnat styrka vår egen förförståelse och påvisat att manlighet är normen inom myndigheten.
The purpose of this study has been to investigate women's career opportunities and experiences of working at the police authority, which is a male-dominated organization. In the presentation of the study, we have chosen to describe empirical data from the respondents own perspective and then link the representations with theories of organizational and gender structures that can explain the police authorities' hierarchies and division of labor. The essay is based on a qualitative approach and the collected material is presented on the basis of interviews that we have done with six women who work in different places within the police authority. The result indicates that women's experiences within the Police are similar to each other even when they are at different departments and hierarchical levels. The women's experiences show that there are obstacles and difficulties for them in the organization. They are underrepresented and do not constitute the ideal police based on masculinity. They should be able to work and be accepted in the organization in a similar way to their male colleagues. The women often take a greater responsibility for the family, which thus affects their careers and professional status. The result of the study has been able to strengthen our own understanding and demonstrated that masculinity is the norm within the authority.

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23

Young, Michael David. "Foreign policy problem representation and President Carter." The Ohio State University, 1994. http://rave.ohiolink.edu/etdc/view?acc_num=osu1234962194.

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24

Webster, David Neil. "Human rights and U.S. policy in Central America : a classical realist view." Thesis, University of Southampton, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285777.

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25

Kim, Hyosun. "Linkages Between Career Development And Career Technical Education Outcomes Among High Schools In New Jersey." The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1204776604.

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26

Keeler, Rebecca L. "A Career of Research in Public Administration." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/652.

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27

Kinoshita, Timothy Jon. "An Exploration of the Enrollment and Outcomes of the Virginia Governor's STEM Academies." Diss., Virginia Tech, 2020. http://hdl.handle.net/10919/99899.

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Although originally conceived as an educational intervention for at-risk students, modern career academies have expanded their scope to programs designed to promote critical thinking, problem solving, and analytical skills to be successful in an advanced career path. Through the integration of career and technical education courses and a rigorous, college preparatory academic curriculum, career academies serve as a key piece of a larger strategy for developing a well- prepared STEM workforce. This study focuses on the Virginia Governor's STEM Academies, a state-wide initiative containing programs designed to expand options for the general student population to acquire STEM literacy and other critical skills, knowledge and credentials that will prepare them for high-demand, high-wage, and high-skill careers. Currently, 22 Academies exist serving students across 36 Virginia School Divisions. Using educational administrative data housed within the Virginia Longitudinal Data System, I examined the Virginia Governor's STEM Academies regarding characteristics of student participation and the relationship between Academy participation and high school and postsecondary outcomes. Using multi-level regression modeling, I found that male students, Asian and Hispanic students, and non-economically disadvantage students have a higher rate of Academy participation. After matching students with propensity score matching on demographic and early academic characteristics, I find that Academy participants are more likely to take Algebra II at an earlier grade, enroll in more Career and Technical Education and dual enrollment courses, and declare a STEM major after enrolling at a postsecondary institution. This research provides a valuable new contribution to the study of career academies after such educational programs have undergone a paradigm shift to preparing students for high-demand, high-wage, and high-skill careers. By incorporating propensity score matching and multi-level regression model, I employ a statistically rigorous approach that can serve as important benchmarking of the enrollment and academic outcomes of the Virginia Governor's STEM Academies.
Doctor of Philosophy
Although originally conceived as an educational intervention for at-risk students, modern career academies have expanded their scope to programs designed to promote critical thinking, problem solving, and analytical skills to be successful in an advanced career path. Through the integration of career and technical education courses and a rigorous, college preparatory academic curriculum, career academies serve as a key piece of a larger strategy for developing a well- prepared STEM workforce. This study focuses on the Virginia Governor's STEM Academies, a state-wide initiative containing programs designed to expand options for the general student population to acquire STEM literacy and other critical skills, knowledge and credentials that will prepare them for high-demand, high-wage, and high-skill careers. Currently, 22 Academies exist serving students across 36 Virginia School Divisions. Using educational administrative data housed within the Virginia Longitudinal Data System, I examined the Virginia Governor's STEM Academies regarding characteristics of student participation and the relationship between Academy participation and high school and postsecondary outcomes. Using multi-level regression modeling, I found that male students, Asian and Hispanic students, and non-economically disadvantage students have a higher rate of Academy participation. After matching students with propensity score matching on demographic and early academic characteristics, I find that Academy participants are more likely to take Algebra II at an earlier grade, enroll in more Career and Technical Education and dual enrollment courses, and declare a STEM major after enrolling at a postsecondary institution. This research provides a valuable new contribution to the study of career academies after such educational programs have undergone a paradigm shift to preparing students for high-demand, high-wage, and high-skill careers. By incorporating propensity score matching and multi-level regression model, I employ a statistically rigorous approach that can serve as important benchmarking of the enrollment and academic outcomes of the Virginia Governor's STEM Academies.

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28

Schmidt, Elena S. "Determinants of Beginning Teacher Career Outcomes| Who Stays and Who Leaves?" Thesis, Temple University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10265327.

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Beginning teacher attrition is a problem that exacerbates the inequity of opportunities for all students, especially for those in schools that are already challenged by poverty. This study makes use of the Beginning Teacher Longitudinal Survey (covering the period between 2008 and 2012) and U.S. Census data to identify which teachers leave and to explain why. Beyond that, it also offers a look into the characteristics of those teachers who stay at the same school for five years. The empirical investigation is embedded in a conceptual framework that draws from motivation and identity theories and brings in insights about the importance of geography and of neighborhood effects from works on poverty and education.

The study utilizes a dataset with survey responses from approximately 1,800 full-time teachers from a sample designed to represent the overall population of beginning teachers in the United States. By combining individual-level longitudinal data with information about communities, it makes an important contribution to the study of new teacher placement, attrition, and retention. The evidence is presented using a variety of descriptive and inferential statistics, and the analysis includes factor analysis and logistic regression models.

The results show that indicators of leaving the profession before the fifth year become apparent early on, as factors measured at the end of year one have significant effects on early career outcomes. Most prominently, higher degrees of burnout reported by teachers, which includes factors such as decreased enthusiasm and increased fatigue, are associated with increased risks for leaving the profession without the prospect to return to it and with transferring to a different school district. Several other factors on the individual and school-level emerge as relevant to career outcomes. Teachers who have Highly Qualified Teacher credentials and report a supportive school climate are at less risk to leave the profession. On the other hand, teachers with alternative certification and master’s degrees are more likely to move to a different school or districts in the first five years.

In terms of socio-geographic factors that help explain teacher retention and attrition, the only significant variable in the regression models used in the analysis is the percentage of White residents at the Census tract of the Year 1 school. When everything else is held constant, decreasing this percentage from 100 to 0 increases the predicted probability of leaving the profession by approximately 20%. Considering that a vast majority of beginning teachers both in the sample and in the overall population are White, this findings fits in with theories about “the pull of home” and cultural habitus. The magnitude and significance of this finding suggest that it warrants further exploration, as racial composition of the communities is likely a measurement proxy for complex processes of inequality.

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Hall, Jona S. "Identifying the Variables that Impact the Nontraditional Career Choices of Women." Ohio University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou147871185473825.

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30

Ifah, S. S. "Expectancy theory and career decision-making : A decision-theoretic and policy-capturing approach." Thesis, Cardiff University, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.372343.

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Spears, Lachlan T. "Early career teachers’ experiences with assessment for learning in Western Australian secondary schools." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2022. https://ro.ecu.edu.au/theses/2608.

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International research suggests that when teachers enact Assessment for Learning (AfL) they can greatly improve student outcomes. In Australia, the Australian Institute for Teaching and School Leadership’s Professional Standards for Teachers mandates that teachers regularly engage with assessment, reporting and ongoing professional learning (PL). However, little is known about the perspectives and practices of early career teachers (ECTs) who are challenged to enact AfL and develop assessment literacy (AL) in complex policy and school contexts within Western Australia (WA). In this study, ECTs are defined as teachers within the initial four years of their teaching career. This research project was an interpretive study that employed a case study methodology to generate in-depth understandings of how four ECTs in two WA independent secondary schools were engaging with AfL and developing it as a component of professional practice. The study was guided by four research questions: (1) How are ECTs in WA developing their knowledge and understanding of AfL? (2) What factors are influencing WA ECTs’ choices to variously engage with AfL and develop it as a component of their practice? (3) How are ECTs in WA using AfL in their teaching and assessment? (4) How do contextual dimensions affect early career teachers’ policy roles and enactment of AfL? The policy enactment work of Braun et al. (2011) informed exploration of ECTs’ enactment of AfL in relation to the professional, situated, material and external contexts and the positioning of ECTs as policy actors (Ball et al., 2011) who were challenged, through various enabling and constraining contextual dimensions, to enact assessment policy in their classrooms. This enactment, and ECTs’ associated development of AL, were considered in terms of Marshall and Drummond’s (2006) guiding work on the ‘spirit and letter’ and analysed alongside a PL continuum in AfL (DeLuca et al., 2019). Data collection for each teacher involved classroom observations, documentary analysis and semi-structured interviews over 15 months. As the study took place from 2019 to 2021, it also captured school responses to the COVID-19 pandemic, and ECTs’ reactions to the sudden policy shifts. Results report the ways in which each of the contextual dimensions affected the teachers’ enactment of AfL. Findings reveal how various aspects of each dimension enabled or inhibited the ECTs’ enactment of AfL and the significance of interrelations between the contextual dimensions. Mapping the ECTs’ enactment of AfL to the PL continuum revealed that these ECTs were engaging with practices more closely aligned to the letter, than the spirit, of AfL. Factors limiting application of AfL, including the effect of COVID-19 in WA, are discussed. The insights from this thesis contribute to the current understanding of AfL enactment and extend knowledge about the opportunities, benefits and values of an AfL approach, particularly in WA. It contributes to the existing literature on contemporary teaching and learning practices in AfL as well as initial responses and pedagogical approaches to COVID-19 school closures. A series of reflections and implications from this study will assist initial teacher education institutions, systems, schools and departments to support ECTs to enact AfL to improve teacher AL and, therefore, their use of AfL.

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Cooper, Antonio. "Stakeholder Perceptions of Factors That Limit Career and Technical Education Course Offerings." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3342.

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This study addressed the problem of the lack of Career and Technical Educational (CTE) courses offered at 3 high schools located in a rural Alabama county. Guided by Bourdieu's cultural capital theory, this study examined cultural capital in reference to the transference of knowledge that each high school in this study provides its students throughout their high school education. The research questions explored the stakeholders' perceptions of the factors that prevent the schools from offering more CTE programs and how CTE programs should be expanded in each school. A collective case study design was used for this study, with the data collected through transcribed interviews of 9 educators from the study schools and the examination of archival documents. The data were coded and categorized into a case study spreadsheet. According to the stakeholders, the major factors that prevented the schools from offering more CTE programs were lack of funding, proximity, and conflicts within the schedule. The stakeholders believed that the school system needed to create regional CTE centers that offered more courses with hands-on learning experiences that matched the students' interests. These findings led to a policy recommendation to the Board of Education to create a section under the current CTE policy which addresses program expansion. The policy recommendation and results from this study may effect positive social change by informing the creation and implementation of CTE courses that match students' interests, which may aid in those students being more college-and-career-ready upon graduation. The results from this study are also of interest to researchers examining problems in other school districts with similar deficits.

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Dean, Geoffrey Sholes. "Strategies for the Development of Integrated Career and Technical Education Program Evaluation Systems." Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/27807.

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This research effort was designed to analyze the current federal career and technical education legislation to determine methods of â operationalizingâ the policy at the state and local levels. In performing the policy analysis, organizational and systems viewpoints were consistently used in determining the intent of the legislation and then how to structure a program evaluation system to fulfill the policy goals. The research methodology is a hybrid interdisciplinary method that combined policy and system analyses. Secondary career and technical education legislation served as a test case to develop the program evaluation system strategies and requirements because the researcher was familiar with this segment of education and the policies associated with it. Program evaluation theoretical foundations were presented as means to understand the policy intentions and to develop a conceptual system model. The resulting system model was presented with actual examples of system constructs. Detailed process flowcharts were developed to show the system structure and functions. Organizational responsibilities and requirements were addressed in the system model development. An additional component of the systems analysis was to determine the system implementation sequence. The implementation sequence is based on a longitudinal program evaluation design that spans a five-year interval for each graduation year cohort. The system model resulting from this research is one of many possible variations that could be developed to satisfy the requirements of the federal Carl D. Perkins Vocational and Applied Technology Education Act of 1998. The system analysis and model development strategies can be applied to other education and socioeconomic policies that deliver human services with accountability requirements. No attempt was made to perform a system cost analysis in this research effort.
Ph. D.

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Fahr, René. "Occupational mobility and occupational matching: some implications for career choice and labor market policy /." Berlin : Dissertation.de, 2003. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=010562284&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.

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Donaldson, Sherry. "A policy analysis of a private sector company's response to the career start traineeship." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1995. https://ro.ecu.edu.au/theses/1165.

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During 1994 BHP Iron Ore is investigating the costs benefits and possibilities of introducing a new Traineeship scheme called Career Start for the Metals and Engineering sector of its workforce. This study explores the factors which impact upon the introduction of the new competency based training scheme. It provides BHP with information for determining whether to adopt the Traineeship scheme as the sole entry level training program for the company, whether to reject the Traineeship scheme altogether, whether to run the Traineeship scheme side by side with the Apprenticeship scheme or to integrate it with the current Apprenticeship scheme in some form or other, within the Metals and Engineering sector. In order to make this determination BHP needs to decide upon a policy making process that is rational, comprehensive, objective, considered and that presents a range of alternatives with means to defined ends. A variation of the rational model for policy making is used to provide a broad framework for developing an answer to the major research question which is: What considerations does BHP need to take Into account to determine whether or not to introduce the Career Start Traineeship scheme? To answer the major research question several subsidiary questions based on the five steps of the rational model were pursued.

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Manley, Robert Adam. "The intended and unintended consequences of the 1990 Carl D. Perkins Vocational and Applied Technology Act Within-state Funding Formula Change: A Modified Policy Delphi Study." Diss., Virginia Tech, 2010. http://hdl.handle.net/10919/26730.

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The purpose of this study was to identify the impact the 1990 amendments to Carl D. Perkins Career and Applied Technology Act within-state allocation of federal funds had on the operational infrastructure of career and technical education (CTE) in Virginia as specifically related to the overall quality of secondary CTE programs. In the 1990 Perkins Act, Section 102 mandated that 75% of the within-state allotment go directly to local secondary and postsecondary institutions that offered CTE programs. The remaining 25% of funding was divided among the following state-administered programs and agencies: (a) state administration (5%), (b) state leadership (8.5%), (c) corrections (1%), and (d) equity programs (10%) (AVA, 1992; U.S. Congress, 1984). This change to the within-state allocation formula was significantly different from previous Perkins Acts as well as the trends in educational policy at that time (NCRVE, 1991). In the 1998 reauthorization of Perkins, the localities allotment increased to 85% of within-state funding. A three round modified Policy Delphi technique was used to identify and rate the consequences of the within-state allocation amendments from a panel of CTE local administrators, state administrators, and university researchers and/or teacher educators. These participants worked within their CTE positions in Virginia before and after the enactment of 1990 Perkins Act. A total of 54 participants began Round 1 and 30 completed Round 3 for a 56% participation rate. A total of 223 unique consequences were identified and rated for relevancy to the within-state funding formula change and effect on the operation of CTE in Virginia. One hundred sixty-one consequences were deemed relevant within and/or between all position levels (local, state, and university). All position levels deemed 42 consequences as relevant to the within-state funding formula change. Of those 42 consequences, 35 received the same effect (positive or negative) among all position levels. The findings of this study suggest that the changes to the within-state funding formula and its accompanying amendments did have a negative effect on the operation of secondary CTE in Virginia. More specifically, the changes to the Perkins Act this study examined seemed to adversely effect CTE teacher education, state-level CTE research initiatives, and state-level CTEâ s ability to provide localities with hands-on technical assistance, professional and leadership development, and coordination. The findings also suggest the legislative changes negatively altered the manner in which program evaluation occurred within the state by decreasing the state-level assistance for developing methods of program evaluation. In other words, the findings of this study seem to suggest there is a lack of leadership, development, and direction within Virginiaâ s CTE program. The researcher recommends that members of Congress charged with reauthorizing the Perkins legislation should review the current within-state funding formula to determine if it is the most effective funding formula for helping local and state-level CTE carry out the purpose of the legislation.
Ph. D.

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Bergmo-Prvulovic, Ingela. "Social representations of career and career guidance in the changing world of working life." Doctoral thesis, Högskolan för lärande och kommunikation, Högskolan i Jönköping, HLK, Livslångt lärande/Encell, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-26292.

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This thesis explores the meaning of career as a phenomenon and its implication for career guidance. In 1996, career as a phenomenon was more or less considered to be an obsolete or even extinct phenomenon. Since then, career guidance has received increased attention along with the increased interest in lifelong learning strategies. This thesis is motivated by the paradoxical message of career as an extinct yet living phenomenon. Career is outlined as a bridging issue that involves several contexts and is characterized by a number of dominating discourses in tension with one another. Two educational fields linked by career are of particular interest: the field of education and training in working life and the educational field of career guidance counselling. This thesis explores the meaning of career among a triad of various interested parties in this time of transition in the world of working life, and it explores the sense in which such understanding(s) of career influence policies and practices of career guidance. The thesis is based upon four separate studies. The first study explores, in order to disclose underlying views on career, how the language of European policy documents on career guidance characterize career and career development. Qualitative content analysis is used as the basic method to approach the subject in the texts, with an inductive development of categories. The analysis then conducts a sender-oriented interpretation, based upon a textual model for analyzing documents. The results revealed that underlying perspective on career in the documents derive from economic perspective, learning perspective and political science perspective, and communicate career as subordinated to market forces. The second study pays attention to the receiving side of the ideational message, disclosed in the first study. The second study extends the analysis of the first study with an exploration of ethical declaration documents for the profession. The exploration focuses on significant key principles, the profession's role and mission, and significant changes between the initial and the revised ethical declaration. Similarities and differences were compared, combined with the first study’s results as an interpretive frame for analyzing what consequences and significance the core meaning of career at structural level will have for career guidance practice. The results revealed an implicit shift of emphasis in the career guidance mission, which creates uncertainty regarding on behalf of whom the guidance counsellor is working. The third study explores common-sense knowledge of career, among a group of people influenced by changing conditions in working life. This study explores what social representations people have about career. The study also explores how people's anchored thoughts reflect scientifically shaped thoughts, and how they relate to thoughts currently dominating on structural level. Results disclose how the group explored has stable social representations of career that are anchored in the past, in previous working life conditions, and that contrasts with perspectives dominating in the structural context. The group also has dynamic representations, which provide space for negotiation of the meaning of career. The fourth study explores guidance counsellors' social representations of their mission and of careertherein. Results generated four social representations expressed in argumentative pairs of opposites. The first pair is concerned with their professional mission and reveal their professional identity. The second is concerned with career. Their view on their mission and their professional identity is in sharp contrast with how they experience others' interpretation of their mission, as being a matching practice on behalf of the business sector. Guidance counsellors reject the general view of career among others' and they regard career in the context of guidance as something other than the common view. At the same time guidance counsellors reveal difficulties in really clarifying the meaning they ascribe to career. The empirical findings of each of the four studies are finally interpreted as a whole in the final section of this thesis. With support from social representations theory, the empirical findings illuminate the sources as bearers of social representations of career, which both meet and clash.

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Chaudhry, Sara. "Managerial career development in foreign multinationals in Pakistan : perceptions, policies and practices." Thesis, University of Manchester, 2012. https://www.research.manchester.ac.uk/portal/en/theses/managerial-career-development-in-foreign-multinationals-in-pakistan-perceptions-policies-and-practices(fc49b7f4-4583-42c0-99ce-042110ff7d48).html.

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This thesis analyses the career orientations of locally recruited host country managers in the specific organizational context of foreign multinationals operating in a culturally and institutionally distant developing economy like Pakistan. The key research objective is a pluralistic consideration of the individual, organizational and institutional/societal levels of analysis. To this end the project focuses on the uptake of distinctly Anglo-Saxon protean and boundaryless career concepts as well as the international career orientations of a pre-internationalized employee group within the MNCs’ international operations. Existing ‘new’ careers literature is limited in its consideration of different organizational and cultural/institutional contexts. Moreover, international HRM literature discusses the diffusion of HRM but fails to adequately highlight that this process is complex, incomplete and likely to lead to hybridization in deinstitutionalizing, yet culturally distinct, countries like Pakistan. With the purpose of addressing these specific research gaps a qualitative case study approach was applied and interviews were conducted with employers/senior managers as well as managerial employees in four foreign subsidiaries operating in Pakistan. Analysis reveals that the combined application of Western and traditional work values in these four Pakistani subsidiaries leads to a hybridized and contested employment relationship whereby ‘marketization’ is evident but subject to implicit societal pressures and transmutations. Secondly, these host country managers’ career mobility perceptions and patterns highlighted the need to take a more nuanced approach to physical and psychological mobility that simultaneously considers increased ‘boundary-crossing’ and ‘boundary-creation’. The results highlighted the importance of recognizing the differential impact of individual, organizational and institutional/societal factors on the transfer, implementation and internalization processes and the implicit and explicit inter-linkages between these factors.

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Harper, Daniel J. "Career Choice and Career Construction of Undergraduate Students at For-Profit Institutions: The Effect of Institutional Marketing on Students." Ohio University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1540382329306359.

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Moulthrop, Dorothy Russo. "Retaining and Sustaining Mid-Career Teachers: The Middle Years Matter." The Ohio State University, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=osu1521788878644674.

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Boakye-Yiadom, Dahl Herta. "Career Challenges Faced by Professional Black Women in Sweden." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5678.

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Academically and professionally qualified Black women who immigrated to Sweden from the United States and the continent of Africa encounter barriers that may hinder their career opportunities. The unstable labor market position of foreigners required efforts by the Swedish government to address the problem. Little is known about the unique and specific challenges that qualified Black immigrant women experience when integrating into the Swedish labor market with foreign qualifications and professional experience. Guided by Durkheim's social integration theory, the purpose of this phenomenological study was to evaluate the lived experiences of Black immigrant women as they integrated into the Swedish labor market with foreign education and professional experience. Using a Facebook group and an organization promoting Black women in Europe, data were collected through 9 semistructured, open-ended interviews with Black immigrant women who lived in Sweden for at least 7 years. Data were then coded and analyzed using Moustakas' framework. Using thematic analysis produced the following themes: reevaluation of labor market policy and Swedish language, networking, and discrimination. Results from this research provide a framework for the Swedish government, public, and private organizations to direct future research, enhance labor market integration opportunities for academically and professionally qualified Black women and other immigrants, and inform the public about current debates and propositions for modifications to labor integration policies.

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Ralenkoane, Martin Makhube. "An examination of factors that influence the choice of teaching as a career in Lesotho." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/3644.

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Includes bibliographical references (leaves 99-106).
Teacher shortage in schools is the current subject of interest among academics worldwide. Prospects of teacher supply and demand have declared imminently high teacher shortage in the developing and developed world alike. Based on the theories of occupational choice and other studies on the choice of teaching as a career, this study attempts to address this worldwide teacher shortage problem by examining factors that influence people in choosing teaching as a career in Lesotho.

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Adegbite, Adenrele Jonathan. "Exploring Regulatory Framework Guiding Bank Employees' Career Advancement in Nigeria." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7781.

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The current global labor market tends to be knowledge based and workers are consistently required to develop new competencies and adapt to changing environments. Bank employees in Nigeria do not have training that sustains future employment in other sectors, largely as a result of regulatory requirements that impede the development of soft skills and life-long learning opportunities. Little attention has been given to the lived experiences of these bank employees who are currently faced with the challenges posed by globalization and technology adoption. Guided by institutional analysis and development theory (IAD), this exploratory study examined the regulatory framework guiding bank employee career advancement in Nigeria. Qualitative data were collected from a total of 57 participants using semi-structured interviews administered on the three population samples drawn from the regulatory institutions, a pool of ex and current bank staff with a minimum of 8 years in the banking sector. Transcribed data were open coded, and then subjected to a thematic analysis procedure. The results offered a correlative effect and social cost of poor employee training to national development. The results indicated that competitive edge of Nigerian bank workers can be enhanced through acquisition of skills and training that will boost post-banking career transition opportunities. The positive social change implications of this study include recommendations to the three critical demographic blocks; the regulators, the banks and the bank employees. Recommendations of this study can improve the lives of many bank employees including those in other sectors, the economy, and the lives of those in the community.

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Apinyavesporn, Suteera. "President Carter, US foreign policy and the Iranian Hostage Crisis, 1979-1981 /." [St.Lucia, Qld.], 2003. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17058.pdf.

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Birkenthal, Sara M. "Grand Strategy in U.S. Foreign Policy: The Carter, Bush, and Obama Doctrines." Scholarship @ Claremont, 2013. http://scholarship.claremont.edu/cmc_theses/598.

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This paper seeks to determine under what conditions a U.S. president can implement a grand strategy given the nature of domestic and international opportunities and constraints. It will examine three comparative case studies: Jimmy Carter, George W. Bush, and Barack Obama, with the goal of determining what conditions are necessary at the individual, domestic, and systemic levels of analysis for grand strategy implementation. At the individual level, it will apply operational code analysis, as well as an examination of personal characteristics for each case study. At the domestic level, it will apply a five-prong test for examining factors that are key to grand strategy implementation: (1) unity of foreign policy team; (2) strength of presidency; (3) party alignment between Congress and the president; (4) public opinion; and (5) strength of domestic economy. At the systemic level, it will examine significant events faced by each president that tested whether his grand strategy could respond effectively to international imperatives. Ultimately, it will assess the success of each president's attempt at grand strategy implementation based on: (1) how closely U.S. policies aligned with his grand strategy; and (2) whether policies put in place that aligned with his grand strategy improved the global standing of the U.S. Through this analysis, it will assess the larger implications of having a grand strategy on U.S. foreign policy.

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Wright, G. V. "A case study of U.S. foreign policy : The Carter administration and Angola." Thesis, University of Leeds, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.379061.

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Mahamid, Mohammad Sami. "Understanding the practice of career guidance in the Palestinian community inside Israel: Concepts and challenges." University of the Western Cape, 2017. http://hdl.handle.net/11394/6796.

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Masters of Commerce
The practice of career guidance in the Palestinian community inside Israel is a relatively recent phenomenon which became prominent after the emergence of approximately 30 career guidance centres across the country. The development of career guidance in a context that is characterised by continuous social underdevelopment, injustice and discrimination raises many questions around the effectiveness of career guidance and its role in fighting unemployment as well as the extent to which career guidance services can deliver results on the ground – within the Palestinian community. In the twenty-first century, we need to consider the changing social structures and contexts in which career guidance is practiced (Arthur, Collins, McMahon & Marshall, 2009). Such challenging environment interferes with the practice and its deliverables making it more difficult for Palestinian practitioners. Hence, in the light of such challenges, there exists a great need to determine the effectiveness of the services by focusing on a number of areas such as; the types of career guidance interventions used; the kind of challenges Palestinian practitioners are faced with; the theoretical framework for career guidance; the future needs and skills of career guidance practitioners. To achieve these objectives, the study interviewed a sample consisting of (N=8) Palestinian career guidance practitioners, who were drawn using convenience and snowballing sampling, using a qualitative approach; semistructured interviews. The results showed that Palestinian career guidance practitioners understood the role and function of career guidance and used a wide range of useful interventions that correspond to those in international literature. However, they were critical of Holland-based assessment that was used considering it to be incompatible with the Arab community. Participants further reported that they were faced with a spectrum of challenges that are multi-faceted in nature and felt that the key to having effective career guidance with concrete outcomes, is by dealing with it on a policy level.

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Kovacs, Katherina Antonia. "Student participation in Career and Life Management, policy and program analysis and educational reform in Alberta." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0011/NQ59614.pdf.

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Craig, Erin McKenzie. "An examination of the Oregon State college and career education investment and the Eastern Promise program." Thesis, University of Southern California, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3628143.

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The purpose of this study is to focus on the Obeys college and career investments and determine: Obeys expectation for a plan to address Oregon college and career readiness; how these investments align to high school students' successful completion of at least nine college credits prior to high school graduation; how successful Eastern Promise as. non-Eastern Promise high school students are in completing at least nine college credits prior to high school graduation; and how scalable the Eastern Promise early college program is statewide. The study investigated a purposeful sample of high schools participating in Eastern Promise compared to a purposeful sample of non-Eastern Promise high schools in an effort to determine how many students acquired at least nine college credits prior to high school graduation, graduate from high school in four years, and enroll in a post-secondary institution the following semester.

After a single year of pilot data, the Eastern Promise is lacking substantial and adequate quantitative data to determine how effective the Eastern Promise is in students completing at least nine credits prior to high school graduation, graduating from high school, and enrolling in a post-secondary institution as compared to a control group of Eastern Oregon high school students. Eastern Promise data availability for 2012-2013 is strictly limited to credit by proficiency overall performance by college course and only represented by academic grade and pass/withdraw rates.

The OB investments for the Eastern Promise have been allocated so $2,000,000 will support the existing program in Eastern Oregon, and another $2,000,000 will be allocated to scale the Eastern Promise across Oregon through the RIP process. Structured and operative supports for diverse students' needs to ensure that all students have the opportunity to take college courses through the Eastern Promise could address at-risk student access.

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Van, Dyke Ruth Marie. "Secondary school careers advice, examination choices and adult aspirations : the maintenance of gender stratification." Thesis, London School of Economics and Political Science (University of London), 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.283821.

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Dissertations / Theses on the topic 'Career in police'

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