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Dissertations / Theses on the topic 'Career management'
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Haase, Sandra. "Applying career competencies in career management." Thesis, Coventry University, 2007. http://eprints.worc.ac.uk/525/.
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The thesis critically examines the use of competencies in career management, and introduces career competencies as an approach to sustainable career management. An 87-item measure of career competency (CC) was tested on a sample of 632 individuals from different backgrounds. From this, the Career Competencies Indicator (CCI) was developed. The CCI comprises 43 items, measuring seven subscales: goal setting and career planning, self-knowledge, job-related performance effectiveness, career-related skills, knowledge of (office) politics, networking and mentoring and feedback-seeking and self-presentation. Sub-scale alphas were of acceptable level and the factor structure was replicated with two other samples. The impact of CCs on objective career success (OCS) and subjective career success (SCS) was explored, administering the CCI to a sample of 269 police officers and 110 university employees. SCS was measured using Gattiker and Larwood’s (1986) five SCS scales and Greenhaus, Parasuraman and Wormley’s (1990) career satisfaction scale. OCS was assessed as income and number of promotions. The control variables included personality (Saucier, 1994), career salience (Allen & Ortlepp, 2002) and demographics. Discriminant validity was demonstrated between most of the CCI sub-scales and the personality variables. Above-chance similarity between the CCI sub-scales indicated convergent validity. The CCs contributed to SCS and OCS. For four of the SCS variables, this contribution added to the contribution of the control variables. The CCs further mediated the relationship between career salience and career outcomes. To generalise these results, future work should focus on a longitudinal approach considering a range of organisations. The CCI was used as a framework for informal career discussions with twenty-one police officers. The intervention was highly valued by participants. Behavioural changes were reported three months after the intervention. A pre-post approach found no significant differences in the increase of CCs, SCS and OCS between the control and the intervention group, apart from life success which was reportedly higher for the intervention group. However, the interaction plots showed an increase in CCs, SCS and OCS from time1 to time2 for the intervention group, which reached significance for the OCS and some of the SCS variables. The thesis considers the implications of the present findings and suggests avenues for future work. The role of CCs in dealing with the requirements of the new career realities and different ways of promoting CCs are also considered.
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Evans, Maggi J. "Workplace career conversations : aligning organizational talent management and individual career development?" Thesis, Loughborough University, 2017. https://dspace.lboro.ac.uk/2134/27036.
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PURPOSE. This thesis takes a contextualised stakeholder approach to exploring alignment between organizational talent management and individual career development. The contribution and nature of career conversations as an opportunity for alignment is considered. DESIGN. This qualitative study was conducted in two phases. Phase one involved semi-structured interviews with Human Resources and Organizational Development professionals (n = 30). Phase two involved semi-structured interviews using career narratives with line managers and individuals from five case study organizations which were also involved in phase 1 (n = 40). Data were analysed thematically by stakeholder group and within each case study. LIMITATIONS. The sample used within the study were not selected to be representative. The conversations described by participants may not be representative of all of the conversations they have experienced. The case study organizations were all UK based. FINDINGS. For most HR professionals, talent management was driven by organizational goals with little reference to individual needs, hence, alignment was not a priority for them. In contrast, individuals and line managers described a commitment to seeking overlap between organizational and individual goals, with some line managers describing their role as brokers . Career conversations were seen by all stakeholders as an important part of talent management and career development, with the potential to be a vehicle for alignment. Detailed analysis of the career conversations described by individuals identified a broad range of helpful conversations, the majority of which took place informally. Additional categories of career shaper (from Bosley et al, 2009) were also identified as collaborators and catalysts . A variety of contextual features were found to influence the enactment of talent management and career development. These were summarised as a contextual map indicating local, organisational and environmental dynamics. ORIGINALITY/VALUE. The research reinforced the value of taking a contextualised perspective of both organizational talent and individual career (e.g. Cohen et al 2004; Sparrow, 2014). It also captured the voices of different stakeholder groups (e.g. Collings, 2014; Thunnissen et al, 2013).
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Швіндіна, Ганна Олександрівна, Анна Александровна Швиндина, Hanna Oleksandrivna Shvindina, and O. Y. Eric Etongwe. "Recruitment and career management." Thesis, Видавництво СумДУ, 2012. http://essuir.sumdu.edu.ua/handle/123456789/26628.
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Growth and profitability are permanently engraved in each strategic plan to describe its performance potential.Without growth in turnover to create value and profitability without pay for the capital investment, no salvation.
When you are citing the document, use the following link http://essuir.sumdu.edu.ua/handle/123456789/26628
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Alhaddad, Masalek. "Career self-management in ascription culture." Thesis, Brunel University, 2014. http://bura.brunel.ac.uk/handle/2438/8746.
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The main aim of this thesis is to investigate whether theories of career self-management, developed in the USA and Western countries, apply in cultures which are different, such as ascription cultures, giving an example of the Kingdom of Bahrain. Career self-management, here, is conceptualized based on independence and having control in organising career management through setting a strategy and collecting information about career opportunities to achieve personal goals. Although there is increasing emphasis on the ‘new’ career, very few studies offer systematic information about whether careers are perceived in the new or traditional form and which is more appropriate for people in developing countries (for example, the Kingdom of Bahrain). On the other hand, scholars argue that although there is a need for career self-management the notion, yet, lacks critical evaluation where the promoting or limiting factors to its enactment lack research, particularly in developing countries (for example, the Kingdom of Bahrain). The country chosen for study is the Kingdom of Bahrain because its culture is characterised as 'ascription' and no career self-management research has been conducted in this context. The study adopts a qualitative approach to uncover the research questions. The semi-structured interviews are designed to collect and analyse data for two organisations (i.e. EWA and GARMCO) where each organisation’s findings are compared with the other. To cover a fair population and sampling in a country small in size and population, two organisations in two sectors have been selected that are the main sectors in the Kingdom of Bahrain which consist of large workforce populations. Each organisation encompasses 19 managers from different departments and one Human Resources manager (total of 20 managers in each case). The forty managers from the two sectors are randomly selected, taking into consideration the managers’ occupations and functions.
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Young, B. A. "Career development in construction management." Thesis, University of Manchester, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.335722.
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Zhou, Wenni. "Build : The Pathway of Career Management." Research Showcase @ CMU, 2014. http://repository.cmu.edu/theses/78.
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Career management is not a singular event but a continuing process that includes establishing self-awareness, building skills and finally implementing plans to achieve career goals. Though today the activity of career management is supported by various technologies and services, the information gap between job seekers and companies still situates job seekers in a grey box: job seekers’ needs of learning about industries, learning about companies and getting specific career suggestions are yet to be supported by the current information system. The intention of this thesis is to examine different types of job seekers as well as their concerns, study how well the current tools or services are helping them in different ways, and finally create a design solution that can fulfill job seekers’ hidden needs, empowering job seekers’ career management activities in a long run. I dived into the multiple levels of challenges that job seekers face. My research included literature reviews, interviews, surveys, competitive analysis and speed dating. Corresponding to the problems I identified, my solution is a platform that enables job seekers to get insights of industry and company, and that supports job seekers with personally tailored career advice from senior employees by means of career mentorship.
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Alston, Linda-Anne. "Career management strategies of part-time lecturers in Humanities." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/24768.
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There is a global trend towards using part-time lecturers to reduce unit labour costs and raise institutional efficiency. At the same time there is pressure on academics to develop their skills in an academic career path. The use of part-time lecturers is a recognised phenomenon at the University of Pretoria. This study set out to determine how part-time academics in Humanities manage and sustain their careers. The conceptual framework for this study juxtaposes key aspects of the part-time academic career with features of the traditional career model on the one hand, and those of the boundaryless and protean career on the other. This study was undertaken as a quantitative survey designed for self-completion. The aim was to describe trends in the data provided about the sample. It was found that the boundaryless and protean career models have relevance in describing the careers of part-time academics in Humanities. These lecturers measure career success by accumulated knowledge, a developed skills portfolio as well as psychologically meaningful work leading to an inner feeling of achievement. They respond to the tenuous nature of their employment situation by working across organisational boundaries and developing networks of career contacts, so as to sustain a career. Aspects that are not conducive to a part-time academic career such as early career stage, experience of positional insecurity and lack of inclusion into the collegium were identified. Those aspects that support a part-time academic career are flexibility and work-family balance. Recommendations for improvements at individual and institutional level were drawn from current literature and relevant research findings. These include the need for institutional planning, inclusion of part-time lecturers into the collegium, investment in the part-time human resource and consideration of improved contractual arrangements. Part-time lecturers need to invest in their transferable skills and maintain a career network as part of a planned strategy for obtaining their career objectives. They may need to function in boundaryless fashion in multiple positions. The significant priority accorded by respondents to the accumulation of knowledge and the development of skills may hold a key to a mutually beneficial work relationship between the institution and these part-time lecturers.Dissertation (MEd)--University of Pretoria, 2010.
Education Management and Policy Studies
unrestricted
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Gruner, Jana [Verfasser]. "An investigation of antecedents and consequences of career choice and career advancement / Jana Gruner." Magdeburg : Universitätsbibliothek Otto-von-Guericke-Universität, 2019. http://d-nb.info/1219966452/34.
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Riordan, Sarah. "Career psychology factors as antecedents of career success of women academics in South Africa." Doctoral thesis, University of Cape Town, 2007. http://hdl.handle.net/11427/5873.
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Word processed copy.Includes bibliographical references (p. 168-180).
The difference in career success among male and female academics is welldocumented and a number of qualitative studies have offered explanations about the challenges faced by women academics. This study provided an empirical investigation into the relationship between selected career psychology variables and the career success of women academics in South Africa. This research employed organisational theory to explain career success. The impact of work centrality, motivation, career anchors and self-efficacy on career success was examined. Care-giving responsibility was included as a moderating variable on work centrality. The examination of career theory and the testing of these particular career variables in relation to the career success of academic women have not been conducted before in South Africa. Other studies in the field have typically been qualitative in nature or have focused on explanations why women are often unsuccessful in academia. Those few studies that address success amongst academic women have been conducted outside of South Africa and thus offer findings from a different context. This study builds on this previous body of knowledge by examining the constructs empirically.
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Dingle, Caroline Elisabeth. "Career expectations and aspirations of management students /." Title page, contents and abstract only, 1993. http://web4.library.adelaide.edu.au/theses/09AR.PS/09ar.psd584.pdf.
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Horton, Kimberley. "A hospitality management student career planning guidebook." Thesis, California State University, Long Beach, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1600054.
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The purpose of this project is to create a career planning guidebook for undergraduate hospitality management students. This guidebook will allow students to determine what their interests are in various hospitality careers. Students’ interests will be determined by performing a self assessment via the web based O*Net Interest Profiler™ instrument. The Interest Profiler report will identify students’ interests based on the six personality types adapted from John Holland’s typology of personality types and work environments.
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Bramley, Andrew Charles. "Career management : the key to peak performance." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52156.
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Thesis (MBA)--Stellenbosch University, 2001.In the rapidly changing job environment, and the pressure for productivity, career management is becoming a required core competency for all career occupants. The writer has provided a performance management framework in which to understand the key role of career management, and then provided both theoretical and operational models for managing career choice and management optimally, from both an individual and an organisational perspective. Career management has for many years been an appendage to performance appraisal systems. With a steady move away from formal employment to employability, it is increasingly important that both individuals and organisations address this area if they are to get the best out of people, and if career occupants are to find optimal job satisfaction and make an optimal contribution.
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Hako, Vuyani Wellington. "Delivering peak performance through focused career management." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53348.
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Thesis (MBA)--Stellenbosch University, 2003.ENGLISH ABSTRACT: Wealth today cannot be merely measured by material acquisition but also by depth of knowledge, wisdom and understanding. This knowledge, wisdom and understanding lie in the human capital of the organisation. The dynamic nature of business today demands a constant renewal in the aspirations of the employee. Therefore, the performance of the employee in any organisation becomes the most important component. If an organisation is to gain competitive advantage, it must understand how people think, feel and act and then utilize that understanding to increase human performance. The study argues that one of the important feelings that must be understood in order to increase people effectiveness in an organisation is career management. Career management is investing in the minds of the people. The minds of the people are the source of wealth. Developing people to improve their knowledge, skills and capabilities is fundamental to the overall performance of an organisation. Career management helps identify specific talents and behaviours an individual must bring to the job. Career management also brings prosperity and job satisfaction to the individual. Career management as a system to capitalize on the employee's talents and potential should begin with a strong emphasis on personal empowerment and the elimination of self-directed negativity. Against this background, the study looks very deeply into the importance of self management. Further, the organisation itself needs to understand that peak performance is not an event but the life of the business. Whenever the results are announced the competitor listens to establish ways of doing the best. To keep up with the spirit of competitive advantage and gaining peak performance all the time, the organisation must constantly devise means to engage the emotional commitment of the employee. Such means must include career management strategies as also an attempt for employee retention. The organisation must position itself to be a facilitator of career coaching. As a facilitator of career coaching the organisation is able to plan the career success and happiness of the employee.
AFRIKAANSE OPSOMMING: Vandag se rykdom kan nie net slegs deur middel van materiële geskat word nie maar asook deur diepsinningheid van wetenskap, wysheid en begrip. Hierdie kennis, wysheid en verstand rus in die menslike kapitaal van die organisasie. Die dinamiese soort van besighede deesdae verlang 'n gedurige hernuwing in die strewe van die werknemer. Daarom is dit die prestasie van die werknemer in enige organisasie wat die mees belangrikste komponent is. As die organisasie 'n mededingende voordeel wil bereik,moet die organisasie verstaan hoe mense dink, voel en optree,dan daardie verstand aanwend om menslike vermoëte verbeter. Die studie dui aan dat een van die belangrikste gevoelenswaardes wat begryp moet word om mense se vermoë te verbeter in 'n organisasie, is loopbaanbestuur. Loopbaanbestuur belê in die mense se verstandelike vermoë omdat dit 'n bron van rykdom is. Ontwikkeling van mense om hulle kennis, vermoë en bekwaamhede te verbeter is die grondbeginsel tot die totale prestering van die organisasie. Loopbaanbestuur help om spesifieke talente en houdings te identifiseer wat 'n individu aan die werk moet bring. Loopbaanbestuur bring asook voorspoed en werksbevrediging aan die individu. Loopbaanbestuur as 'n stelsel wat kapitaliseer op die werknemers se talent en potensiaal moet begin met 'n sterk klem op selfbestuur en die verwydering van persoonlike negatiewe. Teen hierdie agtergrond, kyk die studie baie diep na die belangrikheid van selfbestuur. Verder, behoort die organisasie te begryp dat topprestasies nie 'n gebeurtenis is nie, maar die siel van die besigheid is. Wanneer die uitslae aangekondig word, luister die mededinge en doen sy beste om aan nuwe maniere te dink om sy beste voor te lê. Om by te bly met die mededingende voordeel en om die hoë prestasie te bereik teen alle tye moet die organisasie aanhoudelik met metodes voorendag kom sodat die werknemer emosioneel verbind is tot die organisasie. Sulke middelweë moet loopbaan beheer strategies insluit asook 'n poging om werknemer te behou. Die organisasie moet homself so plaas dat hy 'n fasiliteerder van loopbaan afrigting is. Deur as fasiliteerder van loopbaan afrigting op te tree word dit moontlik om loopbaansukses en gelukkigheid van die werknemer te bewerkstellig.
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Geddes, Jean. "Women in management : barriers to career progress." Thesis, London Metropolitan University, 2002. http://repository.londonmet.ac.uk/1428/.
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This study of women in management was initiated to explore, through women managers themselves, the barriers they thought were hindering their progress up the management hierarchies in BT. To facilitate this study the first former utility organisation to be privatised was approached to be the case study. At the time the organisation, which was undergoing a major organisational change programme aimed at taking it from the utility provider it had been to the dynamic private company it wanted to be, was gaining a reputation for enlightened equal opportunity policies. It had a vigorous gender champion and an equal opportunities department that had ensured circulation of the organisation's equal opportunities policies to all members of staff. BT employed a large number of women managers in different functions, working in different locations throughout the UK and in a number of positions in the management hierarchy short of the most senior management or director levels. It therefore presented a unique opportunity to study women in the management pipeline from across a broad spectrum of jobs and backgrounds, women who were not being promoted in the same proportions as their male counterparts. To examine their circumstances a mixed methodology was used drawing on aspects of feminist, positivist and pragmatic models because each offered an essential element of the mix needed to satisfy the requirements for undertaking the study. As the researcher was both a manager employed by the case study organisation and a woman there were elements of feminist methodology that guided involvement and personal interest in the study. The culture of the case study organisation was such that it was driven by the quantitative measures offered by positivism. An implicit element of the agreement between researcher and case study organisation was therefore that elements of the findings should reflect this requirement. Finally, a pragmatic approach to undertaking the study underpinned the dialogue between researcher and case study organisation as ways were explored for carrying out the investigation. While it cannot be assumed that the same barriers to progress for women managers found in the case study organisation exist for women managers in other organisations, the findings of this study have nevertheless highlighted issues beyond the borders of the organisation. Firstly, they confirm the conclusions of previous research that women have been both horizontally and vertically segregated in areas of organisations from which progress into top management positions is more difficult to achieve. Secondly, the study casts new light on the pressures that women face when trying to reconcile the needs of work and caring responsibilities. Women's ambitions are still tempered by their place in the home as carer and partner and many are prepared to subordinate their career opportunities to the needs of their family. Most crucially, the study highlights the extent to which women's aspirations are bounded by their work experiences. It has been assumed that organisational cultures have been becoming more sympathetic towards the inclusion of women managers and more prepared to encourage women to progress but the evidence of this study is that this operates at the level of rhetoric instead of action. The organisational structures and management styles presented barriers that flattened the ambition of women and exposed them to bullying, intimidation and harassment. Nurtured by an uncompromisingly macho company culture underpinned by an old boys' network, the barriers that women encountered served to suppress initiative and detain them at lower levels of management. Many women felt that because of this they were stifled, inhibited from improving their own or the organisation's performance. Furthermore, this study demonstrates that the nebulous nature of these insidious discriminatory practices renders them almost impenetrable. Just as BT shares a history and culture similar to several other former utility organisations so it is probable that these practices are mirrored in other organisations. Finally, the assumptive base of some recent analysts question the ways in which women are likely to progress in management. It has been assumed that the excellent educational achievements of women in recent years will automatically translate into increased opportunities for high office in organisations. However the findings of this study show that the organisational climate in which women find themselves has a larger impact on their progress. In this study the women with the highest qualifications were clustered in the lowest ranks in the division of the organisation that showed most resistance to gender diversity. Therefore while education may enhance a woman's opportunities, it does not automatically position her for higher office. The other assumption that women are increasingly limiting their own career opportunities by making positive decisions to remain at the lowest positions in the management pipeline, through positive lifestyle choices, are challenged by the findings here. It was only when women found themselves hampered and unlikely to progress or thought that the harmony of their home lives was threatened that they decided to limit their options. Otherwise, many of them stated, they would have relished the challenge of higher office. As this study shows, it would clearly be a disservice to these women managers to confuse their forfeiture of ambition because of the prevailing hostile organisational climate or for family reasons, with their positively deciding to limit their careers.
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Sauer, Kevin L. "Job and career satisfaction of management dietitians." Diss., Manhattan, Kan. : Kansas State University, 2009. http://hdl.handle.net/2097/1373.
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Stickland, Rob. "Dawn of the career warrior : career self management as a new millennium crusade." Thesis, University of Salford, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.395848.
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Hopkins, Tracy Hui Ling. "Sustaining Career Success: Senior Management Women Careers in the Resources Sector of Western Australia." Thesis, Curtin University, 2017. http://hdl.handle.net/20.500.11937/76039.
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This study explores the work experiences of thirty-one successful senior women in the resources sector of Western Australia. Career success was found to be contingent on a) believing in oneself, b) the belief of others in you, and c) overcoming barriers. Mentoring, sponsorship, professional development and networking facilitated the navigation of challenging workplace cultures. Senior women’s career success has been captured in the 3C’s Weaving Model.
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Xue, Xiao. "Career Behaviors of Tourism Management Students in China." Kent State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=kent1352090573.
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Tedder, Derek. "Effective management of an information technology professional's career." Thesis, Rhodes University, 2005. http://hdl.handle.net/10962/d1004543.
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The human resource is constantly cited as an organisation's greatest asset. In a rapidly changing technological environment this is most applicable to the Information Technology (IT) function. Organisations are experiencing IT human resource problems such as low satisfaction, early plateauing, high turnover, burnout, limited advancement potential, nominal corporate commitment, supervisory aversion, poor organisational culture, and exceptional compensation. These problems are directly related to the IT professional's career. There is a lack of information and awareness surrounding IT careers to deal effectively with these problems. The research aims to create increased awareness of IT careers and the inherent problems through the development of a career management model. The research aims to identify the factors that influence IT careers, provide career management with a means to measure compatibility of the factors, and suggest solutions to incompatibility. The solving of this problem will be of mutual benefit to both organisations and individuals as they seek to better manage IT careers. After reviewing research literature relating to career anchors, IT job types, IT skills portfolios, and career dynamics a model for Effective IT Career Management (EITCM) has been constructed. The model represents the dynamic interactions between individual, organisational, and dependent factors. The model examines the compatibility of these interacting factors by measuring the levels of relevant career variables. The model suggests appropriate career management techniques to increase the compatibility of the interacting factors. An empirical study was designed and launched online to provide data that would confirm the seven Critical Success Factors (CSF) relating to the proposed model. The responses from the members of the Computer Society of South Africa (CSSA) allowed the seven hypotheses derived from the CSFs to be tested. The results of the empirical study were positive but required modification to five of the CSFs before they could be confirmed. The EITCM model was modified to reflect the improved CSFs. An awareness of career influencing factors combined with active career management is advantageous to both IT professionals and their organisations.
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Lubbe, Chantell. "Career advancement enablers for women in senior management." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52431.
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Women are playing in a world where the rules of the game were not designed with them in mind. As a result, women continue to remain underrepresented at senior and top management levels. Progress has been made to elevate women, however to contribute to the change in pace that is required it is important for women, through the process of introspection, to decipher what is required to help them to succeed in this corporate environment. It is no longer enough for governments and businesses to restore gender parity at senior leadership levels, it is imperative for aspiring women to take the necessary action to equip themselves for leadership by taking ownership of their career development.Mini Dissertation (MBA)--University of Pretoria, 2015.
zk2016
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Ruddy, Nicholas Joseph. "The career development of hotel managers : towards a model of individual career planning and management." Thesis, University of Salford, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.284442.
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Liu, Yu-Ching. "Relationships between career resilience and career beliefs of employees in Taiwan." Texas A&M University, 2003. http://hdl.handle.net/1969.1/474.
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The purpose of this study was to explore the relationships between career resilience and career beliefs among employees in Taiwan. This study also examined whether selected demographic variables had effects on career resilience and career beliefs. A pilot study involving 178 participants was conducted in Taiwan to validate the instruments used in the main study. Twenty items were selected for measuring career resilience. These items were taken from London's Career Motivation Inventory (1993b), Noe, R. A., Noe, A. W., and Bachhuber's measures of career motivation (1990), and Michigan's Career Resilience Scale (Bice, 1999, January 24-30). Forty-nine items consisting of 10 subscales in the Career Beliefs Scale were adopted from Yang's Chinese Career Beliefs Inventory-Form B (1996). The study had 578 current employees from diverse work settings in Taiwan.
Career resilience scores were negatively correlated with the total career beliefs scores (r = -.22, p less then .01), which indicated that participants who were higher on career resilience tended to possess fewer irrational career beliefs. Career resilience scores were negatively correlated with belief in fate, avoidance of decision making, the belief that some occupations are more prestigious than others, possessing sex role stereotypes, assuming other's help can determine the best choice, and the belief that salary is the primary concern when making career choices. Career resilience scores were positively correlated with the belief that one should find the best-fit career and that work is very important in one's life. However, the magnitudes of coefficients were small (the absolute r values were all less than .40).
The results of ANOVA showed that gender, education, type of institution, recent participation in training/educational activities, and supervisory experience yielded statistically significant main effects in career resilience scores. Additionally, there was a significant interaction effect on career resilience for gender by education.
MANOVA results showed that gender, age, educational levels, types of institutions, supervisory experience, career change, and recent participation in training activities yielded statistically significant differences among career beliefs. Discriminant analyses were applied to further investigate the differences among the 10 career belief subscales for the significant demographic variables.
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Liang, Yuan. "Career Decision Making among Young Generations in China." Kent State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=kent147896836419709.
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Harris, Octavia A. "Exploring General Career Barriers and Self-Constructed Career Impediments of Minority Women Managers and Leaders." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4448.
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In 2016, the U.S. Census Bureau indicated only 39.1% of women occupied management and leadership occupations. The absence of women in leadership roles minimizes career aspirations, reduces the benefits of gender diversity, and lowers growth opportunities for women. The purpose of this interpretive hermeneutical phenomenological study was to unveil the lived experiences of a sample of minority women managers and leaders in the finance and insurance sector in Central Florida who encountered general career barriers and self-imposed career impediments that hindered them from advancing. The conceptual framework that guided this study was the social cognitive career theory coupled with the self-efficacy theory. Data were collected through semistructured interviews with 8 minority mid-level managers and leaders in the finance and insurance industry in Central Florida. Data were analyzed using the modified van Kaam method reformed by Moustakas. Five themes emerged from the data: General career barriers, self-imposed career impediments, career challenges, career management strategies, and career barrier counsel. These results may contribute to social change by raising awareness about career impediments that can discourage career paths of women and illuminating strategies regarding how to maneuver through interferences. Women can take control of their lives and modify their career paths. When organizational managers and leaders become more self-aware of the perceived career obstructions, they can initiate the appropriate training to help their employees maneuver, overcome, and navigate through difficulties.
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Ervin, Shaina Marie. "Exploring the Career Needs of Intercollegiate Head Coaches: A Kaleidoscope Career Perspective." The Ohio State University, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=osu1427314451.
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Gebbels, Maria. "Career paths in hospitality : a life history approach." Thesis, University of Brighton, 2016. https://research.brighton.ac.uk/en/studentTheses/da8d2704-9844-4269-8318-562d1072ae7c.
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High labour turnover and associated costs have been subjects of considerable debate in the hospitality industry. Central to this ongoing discussion is understanding why hospitality management graduates leave the industry. Research studies suggest some answers, such as the nature of work conditions in the industry or a lack of career planning by hospitality students. This doctoral thesis is concerned with the process of leaving the hospitality industry. It explores the interplay between self-efficacy and career inheritance, and its influence on career commitment by gaining insights into how hospitality management graduates arrived at the decision to leave the hospitality industry. In the context of the changing nature of careers, from traditional linear to flexible protean, this interdisciplinary research provides insights into the process that leads to the individual leaving the hospitality industry. Career commitment, conceptualised as a psychological contract between the individual and a chosen career, informs this process of leaving, which is further explored using the interplay between the concepts of self-efficacy and career inheritance. Drawing on life history methodology, which allows for an exploration of unique life experiences and an in-depth understanding of academic and career decisions, semi-structured interviews were conducted with hospitality management graduates no longer employed in the hospitality industry. Underpinning and informing data collection and analysis was critical realism, with its unique perspective on epistemology as constructed, and ontology as realist yet stratified. The interview data were analysed thematically, which involved coding participants’ responses into pre-assigned and emergent themes. Empirical evidence reveals that the decision to leave the hospitality industry is a result of a cumulative power of events. The concept of the leaving process is the original theoretical contribution of this thesis, which explains the interaction between the three concepts indicated above. It demonstrates that exiting the industry is a developmental journey punctuated by significant career turning points. The speed of decline in commitment, which is representative of the duration of leaving, is dependent on the interaction between career inheritance and self-efficacy. Alongside an integrative definition of career, characteristics of a career manager and the principles of the legacy of hospitality as further research findings, this doctoral thesis concludes by proposing a collaborative approach to career management. Limitations of this study are evaluated and avenues to further research are also proposed.
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Dexter, Barbara. "Career progression and the first line manager." Thesis, University of Derby, 2003. http://hdl.handle.net/10545/292113.
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This study focuses on career progression and the first line manager (flm). There is an acknowledged lack of literature on the contemporary flm (Hirsh, 2000; Owen, 2001), which this research helps to address. The main aim of the study is 'to reach a greater understanding of the factors involved in an individual's ability to progress into, through and from the first level of management' . The study offers a meta-analysis of the literature on first line management throughout the twentieth century and into the twenty-first, identifying five contemporary issues affecting the role. These are organisational changes; team-working; management styles and skills; the impact of new technology; changing employment patterns and managing diversity. These and associated issues have also affected the modem career, which is examined from a flm perspective. Pertinent factors are highlighted as career responsibility; career motivation; pro-activity and entrepreneurial careers; career competence; and career resilience and adaptability. Issues of choice, luck and timing in careers are also examined. The lack of qualitative research into careers has been recognised by many writers in this field (Young & Collin, 1992; Bimrose, 2001). The concept of energy suffuses this research. The consideration of energy in organisations has become more prevalent in the literature on both management and careers (Tosey, 1994, 1999; Wheatley, 1992; Arthur et ai, 1999). This study adopts, with amendments, Tosey's (1994) model, based on seven energy centres and their associated meanings, as an analytical framework. The framework supports an examination of aspects of the flm role and career, to enhance understanding of an individual's ability to progress into, through and from the first level of management. A qualitative approach has been taken to the study, based on Lincoln and Guba's (1985) Naturalistic Inquiry. In-depth, semi-structured interviews were undertaken with 23 participants. These were selected across sectors, private and public, and across a broad range of characteristics. Some were working at the flm level at the time of interview, some had moved from the level, either to middle management or to nonmanagement roles. The interviews made use of Critical Incident Technique (Flanagan, 1954; Chell, 1998), to explore critical junctures in a flm career. The analysis allowed a clear delineation between progression into the flm level, and progression through and from the flm level and into middle management. A model of career progression is presented, incorporating three contextual levels, together with the salient themes of connectivity and timing. The study'S contribution to knowledge surrounds four key areas: (1) the identification and examination of five contemporary issues for the modem flm; (2) the contribution to the understanding of career progression, through the use of qualitative research, at the flm level; (3) the development of a new model relating to career progression, and (4) the recognition of the importance of energy in examining career progression, together with the use of the Tosey (1994) model of energy centres. Implications of the findings from this study are presented at societal, organisational and individual levels.
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Braches, Birgit. "Gender in career transitions from corporate management to entrepreneurship." Thesis, Durham University, 2015. http://etheses.dur.ac.uk/10972/.
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This dissertation aims to explore the gendered element in women’s career transitions from corporate management to entrepreneurship. Women’s organizational careers are frequently affected by boundaries that are commonly referred to as glass ceiling constraints. This study is rooted in the boundaryless career literature and uses a feminist perspective lens to analyse gendered entrepreneurial motivations and perceptions of entrepereneurship as a gendered activity. The research methodology includes semi-structured in-depth interviews and focus groups with a sample of 17 women from Germany who departed from a corporate career to entrepreneurship. The Kaleidoscope Career Model is used for adressing the gendered drivers in career decision making. For the purpose of data analysis, I use ‘interpretative repertoires’, an approach that is rooted in discursive psychology, to uncover the experiences of those women. Findings of this study suggest that the lack of alternatives in the labour market frequently pushes women towards entrepreneurship. This study indicates that despite the strong inclusive environment in Germany providing for equal treatment of women and men, gender discrimination is still plaguing working women. Their entrepreneurial motivations are largely influenced by gendered elements such as the sociocultural status of women and their roles as mothers and caretakers. Entrepreneurship is recognized by the participants in this study as a career that sits alongside the traditional mainstream careers; however, gendered dimensions similar to the ones experienced in organizational careers kept re-emerging. The findings of the study provide support for a redefinition of boundaryless careers by recognizing the important and partly enabling and mobilizing role of boundaries. The findings further indicate that the seeming boundarylessness is the outcome of a boundary-crossing process. This study has several practical implications for an institutional audience dealing with equality and gender diversity by exemplifying that law does not seem to determine behaviour.
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Pierce, Jennifer. "The dual career couple : a human resource management perspective." Thesis, Queensland University of Technology, 1998.
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Mitterreiter, Simon [Verfasser]. "International top managers’ careers : essays on career variety, tenure on the board and time to the top / Simon Mitterreiter." Berlin : ESCP Europe Wirtschaftshochschule Berlin, 2021. http://d-nb.info/1227873743/34.
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Lundgren, Jen, and Kajsa Hultén. "Growing Your Own Branch While Pruning the Family Tree : An Exploratory Study of Individual Career Management in the Context of Family Business." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-43866.
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Ross, Mary J. "A study of personal career management beliefs of working adults in northwestern Wisconsin." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008rossm.pdf.
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Gerst, Benedikt Maximilian Verfasser], Christian [Akademischer Betreuer] [Grund, and Christine [Akademischer Betreuer] Harbring. "Discontinuous career patterns and manager remuneration : exploring the role of career interruptions and experience abroad / Benedikt Maximilian Gerst ; Christian Grund, Christine Harbring." Aachen : Universitätsbibliothek der RWTH Aachen, 2021. http://d-nb.info/1235069478/34.
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Janse, van Rensburg A. H. "Human resource management as a profession in South Africa." Pretoria : [S.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-10262009-160146.
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Väyrynen, T. (Tuure). "Faith in career fulfillment and the decision to leave company." Master's thesis, University of Oulu, 2014. http://urn.fi/URN:NBN:fi:oulu-201402131104.
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The Goal of this thesis was to gain an understanding of why people decided to leave an ICT subcontracting and consultancy company. The study was conducted by analyzing roughly 300 employment ending interview transcripts written by an employee supervisor as notes for the company HR department. Later in the theory creation process also company annual reports were used to gain statistical information on employees, such as their background education and length of career.
The research is qualitative in nature and the research method used was grounded theory. The chosen research approach is relativist and constructivist, meaning that the goal is to understand the subjective truth of the employee. The reason for this is to gain theory with explanatory power from the field with mixed and sometimes even contradictory results.
The transitory theory built on top of empirical data during early phase of analysis directed research towards trust discussion in an organizational setting. At the same time, contemporary career discussion was examined to find further explanations to solve contradictions in the theory created by the data alone. In the end, it was found that faith in career fulfillment was the crucial component for the employees to leave the company. Scientifically faith creates, I would argue, a long yearned bridge between trust and career discussions. Faith works inside the career context where it determines if the employee will leave a company or not. If the employee does not have faith that his envisioned career can be fulfilled in the current organization he most likely makes the decision to leave.
As a qualitative study this thesis cannot be generalized into the wider population, but can be generalized into the current career and trust discussions. It supplements both of them with an insight of why people decide to change work places.
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Xu, Wei Wei. "Career management : a study of the Chinese film production industry." Thesis, Kingston University, 2012. http://eprints.kingston.ac.uk/23025/.
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This thesis presents the results of a multi-method investigation into how individuals in the film production industry manage their careers using China as a case study. Three rich hypotheses were tested against 14 in-depth interviews with inner-core decision makers and a survey questionnaire to which 119 actors and crew responded. The qualitative analysis confirmed that: (i) social networks provide vital functions for finding jobs in the film industry; (ii) personal reputation is vital for a long-term career in the film industry; and (iii) professional talent is socially determined. The findings present an alternative approach to project-based career theory. Social networks convey information on reputation and talent to facilitate the matching of people to jobs and may substitute for labour market institutions such as casting. The thesis proposes an individual career management model which links the key factors of: academic/training, professional talent, teamwork, social networks, reputation, film project, box office, career longevity, job security, self-development and career satisfaction. The model may be applicable to other countries and also to project-based creative industries.
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Lee, Hee Young. "An expert system for career management within an army structure." Thesis, University of Hertfordshire, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.303407.
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Hattingh, Elize. "Career opportunities in sustainability-related fields." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/86577.
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Thesis (MPhil)--Stellenbosch University, 2014ENGLISH ABSTRACT: The impact of the econom ic turndown in 2008, brought sustainability issues to the forefront of public debate as the realities of climate change, and society’s response to it, gain higher visibility. As a result, t he green economy is gaining global traction as it is evident i n South African policy frameworks and investment. In this new environment, human or social capital is fast becoming the foundation of sustainable businesses. The pursuit of green jobs is seen as a key economic driver in the 21st century, creating a green pathway out of poverty. Shifting the economy from business as usual to a low carbon, resource efficient, resilient and inclusive sustainable economy will involve large scale investment in new technologies, equipment, buildings, and infrastructure, research and development and skills training and could thus be a major stimulus for much-needed employment (UNEP, 2008:3). The focus of this to study is to investigate, career opportunities for graduates of the programme in Sustainable Development, offered by the School of Public Leadership (SPL) at Stellenbosch University. The question is asked if future careers in sustainability-related fields are secured for these graduates. The problem statement was formulated to determine possible challenges that graduates might face from advancing in their careers. I have aimed to address this problem by exploring the prospects for employment in various sustainability-related fields. The re search objectives are to: a) attain clarity regarding graduates` understanding and awareness of available careers in sustainability-related fields; b) to investigate attempts, tools and processes through which graduates could develop careers in the sustainability-related fields; and c) To confirm the graduates` employment status, pre-and post-graduation. My study will aim to demonstrate that more research needs to be conducted related to career guidance to prepare a new workforce, with skills and career knowledge to enter career opportunities in green economy.
AFRIKAANSE OPSOMMING: Die impak van die wêreld ressessie in 2008 het volhoubare ontwikkelingskwessies skerper na vore gebring. Dit het die noodsaaklikheid van `n groen ekonomie verder beklemtoon. In hierdie omgewing word menslike kapitaal belangriker vir be sighede wat wil oorskakel na die groen ekonomie. Die soektog na groen werk word gesien as `n hoof ekonomiese aandrywer in the twintigste eeu, wat `n uitweg uit armoede kan bied. Die skuif van `n huidige besigheidsmodel na `n lae koolstof, effektiewe hulpbron gebruik, weerstandige en inklusiewe, volhoubare ekonomie vereis `n besondere gro ot investering in nuwe tegnologie, toerusing, geboue, infrastruktuur, navorsing en onwikkeling, en vaardigheidsopleiding. Hierdie beweging kan moontlik `n stimuli wees vir broodnodige werkskepping (UNEP, 2008:3). Hierdie studie ondersoek die onderlinge verband tussen die ontstaan en ontwikkeling van die groen ekonomie in Suid Afrika en werksgeleenthede wat moontlik daaruit mag voortvloei vir gegradueerdes van die program in volhoubare ontwikkeling by die Skool vir Publieke Leierskap by die Universiteit van Stellenbosch. Die vraag wat ek gestel het is of toekomstige beroepe in volhoubare ontwikkelingsgebiede bestendig is vir hierdie gegradueerdes. Die probleemstelling was geformuleer om die volgende navorsings doelstellings te ondersoek: a) gegradueerdes se huidige en toekomstige beroeps verwagtinge, begrip en bewustheid van beskikbare beroepe in volhoubare onwikkelings verbandte velde b) pogings, gereedskap, en metodes waarmee gegradueerdes hulle beroepe in volhoubare ontwikkelings velde sou kon ontwikkel; en c) om gegradueerdes se werksnemings status vas te stel voor en nadat gegraduering plaasgevind het. My studie poog om te demonstreer dat meer navorsing gedoen moet word rakende beroeps opleiding om so`n nuwe werksmag voor te berei met vaardighede en kennis wat hulle in staat stel om werksgeleenthede in die groen ekonomie te kan betree.
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Eze, Ngozi. "Balancing Career and Family: The Nigerian Woman's Experience." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4055.
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Nigerian women have become more integrated into the workforce, but this integration has led to conflicts between work and family responsibilities. The purpose of this phenomenological study was to explore the lived experiences of Nigerian women regarding challenges and strategies in management and leadership positions in relation to their domestic lives and responsibilities. Liberal and social feminist theory and gendered leadership theory were used as the conceptual framework of the study. The findings of this study came from data obtained from semistructured interviews with 15 Nigerian women in leadership and management positions regarding their perceptions and lived experiences of balancing work and family responsibilities. The data analysis consisted of using a modified Van Kaam process, which resulted in 7 themes including multiple roles make balance difficult, supportive husband as a key to balance, and the role of God in supporting and guiding the women. The findings of this study could contribute to positive social change by providing necessary information regarding how Nigerian women perceive their roles in management and leadership positions as they grapple with the challenges of pursuing a career and maintaining their families, leading to more informed organizations and policymakers. This study includes findings about how women perform and are evaluated as managers, which could eventually influence hiring practices by highlighting the barriers and strategies to overcome them as experienced by Nigerian women in management positions.
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Kurtz, Kristel (Kristel Edith Elaine). "Sponsorship and career progression in the consulting industry." Thesis, Massachusetts Institute of Technology, 2012. http://hdl.handle.net/1721.1/72890.
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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 2012.Cataloged from PDF version of thesis.
Includes bibliographical references (p. 39).
For people of equal aptitude and accomplishment, differences in career progression to the senior ranks of a professional services firm are often attributed to the presence or absence of sponsorship from senior executives. Senior advocates play a critical role in career advancement by identifying opportunities and by giving proteges the chance to compete for those opportunities. My hypothesis is that people who desire advancement need a clear sponsor within an organization in order to plan a path forward and to bring visibility to their past accomplishments and their future potential. The hypothesis was evaluated in the consulting industry. The basis for the research was a combination of field study interviews and an experimental survey. The field study involved interviewing Senior Executives in the consulting industry who have chosen to make a long-term career in the industry and those who have moved onto other industries. Vignettes of the interviewee's description of their career progression were developed and survey tested with mid-career executives. The survey participants rated the competency, level of sponsorship, and promotion readiness of the candidate. Varying the candidate's gender across the surveys also tested the effect of gender on promotion rating. From the survey results, competency was the most significant predictor of promotion with female gender having a negative, but smaller, yet still statistically significant effect. Sponsorship did not have a statistically significant effect on promotion within the survey study. However, sponsorship was identified in addition to competence and opportunity as a key factor to interviewee's success. This difference in sponsorship indicates discontinuity between described practice and observed interpretation.
by Kristel Kurtz.
M.B.A.
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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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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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Munnelly, Karen Patricia. "Understanding Career & Degree Expectations of Undergraduate Music Majors." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1490135404312177.
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Sosic, S., C. Mörlin, A.-L. Olsson, and R. Lindgren. "Universitetsexamen eller arbetslivserfarenhet : Vad premieras inom hotellbranschen?" Thesis, Örebro universitet, Restaurang- och hotellhögskolan, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-33335.
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Akademisk examen är något som värderats högt och har lett till chefspositioner inom många branscher. Akademiska utbildningsprogram inom hotellbranschen är relativt nya. Detta har lett till att företagsledare inom branschen har fått arbeta sig uppåt i hierarkin, och att det ansetts som den rätta vägen för att nå en chefsposition. Nu när allt fler har en akademisk examen inom ämnet är frågan vad som premieras av branschen. Syftet är att belysa om en akademisk examen värdesätts vid rekrytering i hotellbranschen. Uppsatsen är en litteraturstudie baserad på fem vetenskapliga artiklar hämtade från databasen Summon. Artiklarna var utvalda för att överensstämma med uppsatsens syfte. Resultatet av undersökningen belyste vad branschen premierar vid rekrytering av personal. Artiklarna visade på att arbetslivserfarenhet värderas högre än en akademisk examen men att flera företagsledare ansåg att anställda med en examen bidrar till företagets utveckling. I diskussionen övervägdes de vidare om vilka problem som uppstått på grund av denna värdering. Några av dessa var att de anställda känt sig understimulerade och valde därför att börja arbeta i en annan bransch. Vilket har lett till att hotellbranschen har brist på personal med en akademisk examen. Slutsatsen av uppsatsen poängterar att arbetslivserfarenhet värderas högre än en akademisk examen. Det krävs därför en förändring av branschens syn på akademisk examen för att branschens status ska höjas samt för att detta kommer att leda till en framgångsrikare bransch.B-uppsatser
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Медведєва, С. О., and Т. М. Степанова. "Career in IT: Team Leader." Thesis, ВНТУ, 2019. http://ir.lib.vntu.edu.ua//handle/123456789/24783.
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В даній роботі розглядаються професійні обов`язки командного керівника, визначаються особливості даної професії, і надаються поради щодо вдосконалення професійних навичок.This work studies the professional duties of a Team Leader, it outlines the features of this profession, and gives tips how to improve professional skills.
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Sekole, Mohlatlego Glostine. "The career progression of masters in business administration (MBA) graduates: the case of university of Limpopo graduates between 2007 and 2011." Thesis, University of Limpopo, 2015. http://hdl.handle.net/10386/2596.
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Thesis (MBA.) -- University of Limpopo, 2015The contribution of an MBA degree on career mobility in South Africa is of importance and exhibits strong interest from academics, business and public space. Many people believe that an MBA can help for any managerial position especially in cooperate business set up in terms of upward career mobility and skills acquisition. This study wanted to find out if indeed qualifying with an MBA degree helps graduates to move upward, get better salaries and benefits and feel more skilled.This study was conducted using graduates from the Turfloop Graduate School of Leadership, University of Limpopo, who graduated between 2007 and 2011. A total of 44 participants responded. The results mainly indicated that the MBA qualification does help in helping graduates feel better capacitated and ready for managerial positions. The qualification also helps with higher positions and/or salaries. However, for candidates to realise those better positions they mostly need to move to other organisations or even other provinces.The study recommends that another study focused on more universities that offer MBA in South Africa be carried out to compare the career advancement of graduates from all these universities. Another one that focuses on the reasons why career progression is not mostly realised in organisations within which candidates worked prior to getting an MBA degree is also recommended.
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Dias, Diana Rodrigues. "RIT Evolution - Career Management Platform." Master's thesis, 2021. http://hdl.handle.net/10400.6/11846.
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Business world experiences a continuous evolution, so it is also needed an adjustment in
enterprise career. This way, ReadinessIT developed a new career model, arising the need of
a suitable platform to management the model, the Evolution platform. Thus, the main goal
of this internship is the development of Evolution platform and its availability to
ReadinessIT community.
The Evolution is developed in Outsystems technology, and displays two main components,
the Backoffice to support the model management and configuration, and also, the End User
component, available to all employees. The platform supports all the included flows in the
model, such as appraisals, recognitions, trainings and approvals.
All the tasks related to planning, design, definition, implementation, testing and
deployment of the application were carried out during this project, and are presented and
discussed in this document. Currently, some functionalities are in used by all ReadinessIT
collaborators according to its priorities, and the remaining are completed developed.Com a constante evolução do mundo empresarial, é necessária também uma adaptação nas carreiras empresariais. Desta forma, a ReadinessIT desenvolveu um novo modelo de carreira, surgindo a necessidade de criar uma plataforma adequada à gestão deste novo método, a plataforma Evolution. Posto isto, o principal objetivo deste estágio é o desenvolvimento da plataforma Evolution e a sua disponibilização para a comunidade ReadinessIT. O Evolution é desenvolvido na tecnologia Outsystems, e apresenta dois componentes principais, uma parte de Backoffice para dar suporte à gestão e configuração do modelo e, ainda um componente para o utilizador final, disponibilizado a todos os colaboradores. A plataforma suporta todos os fluxos que o modelo de carreira detém, desde avaliações, reconhecimentos, formações e aprovações. Ao longo de todo o projeto, foram desenvolvidas todas as tarefas de planeamento, design, definição, implementação, teste e subida a produção da plataforma que estão descritas e discutidas neste documento. Atualmente, algumas funcionalidades encontram-se já em utilização por todos os colaboradores da ReadinessIT, conforme as suas prioridades, e as restantes estão inteiramente desenvolvidas.
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Lin, Jui-Jung, and 林瑞蓉. "The Relationship of Career Self-Efficacy, Career Resilience and Career Satisfaction:The Mediating Role of Career Management Behavior." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/41960273415077873106.
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碩士國立高雄應用科技大學
人力資源發展系
97
Organization is formed by employees and employees are the most valuable treasure to organization; therefore, whether employees are satisfied with their career is a critical key for an organization’s growth for the reason that career satisfaction has been linked to several important organizational outcomes, such as organizational commitment, intentions to leave, or “turnover intentions”, and support for orgniazaiotnal change. Consequently, organization should make efforts to find out the approached to reinforce employees’ career satisfaction; meanwhile, employees should endeavor to build the right skills, attitude and adaptability to keep pace with the rapid rate of change in the world of work, which is an essential prerequisite for employees today. The purpose of this study was to explore the relationships among career self-efficacy, career resilience, career management behavior, and career satifiscation. Based on total 414 completed surveys from enterprise employees, the findings indicate that: 1.Employees who were higher on career self-efficacy tended to possess higher career satisfaction. 2.Employees who were higher on career resilience tended to possess higher career satisfaction. 3.Employees who were higher on career management behavior tended to possess higher career satisfaction. 4.Career management behavior mediated the relationship between career self-efficacy and career satisfaction. 5.Career management behavior mediated the relationship between career resilience and career satisfaction. 6.Education, type of institution, and position yielded statistically significant main effects on career self-efficacy; education, type of institution, position and having changed jobs yielded statistically significant main effects on career resilience; education, position and years of current work yielded statistically significant main effects on career management behavior; age, education, type of institution, position and period of current work yielded statistically significant effects on career satisfaction.
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Riveros, Andrea Mariana Moscoso. "The Impact of Career Path, Career Management Satisfaction and Career Commitment on Organizational Commitment." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/70544119939169477125.
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碩士國立臺灣師範大學
國際人力資源發展研究所
99
In this study, the major purpose was to explore the impact of some situational variables: demographic data, career path and career management satisfaction; on organizational commitment. The study also aimed to investigate the impact of career commitment on this relationship. Demographic data was studied to find the differences between demographic groups on the three dimensions of career commitment: identity, planning and resilience. Career path was explored to determine whether the mobility patters: movements along organizations, projects and positions; and the intention to work full time in the chosen career field; generate some differences on career commitment. This study also investigated the impact of employees‟ satisfaction towards career management satisfaction on career commitment. Finally, the study explored the impact of career commitment on the relationship between the situational variables, as independent variables, and organizational commitment, as the dependent variable. The target of this study was the employees of private nationals or internationals companies in Bolivia. A quantitative approach was adopted. The statistical methods utilized were reliability analysis, factor analysis, descriptive analysis, independent t-test, one–way ANOVA, correlation analysis, regression analysis and canonical correlation analysis. The results are concluded as follows: 1. Age, marital status, job position and educational degree present differences on career planning and career identity. The type of industry also affects career identity and career resilience. 2. Employees who get promoted present higher level of career commitment; and those who changed along projects might increase their organizational commitment. 3. Career management satisfaction towards practices on groups CMS-Strategies 1 and 2 predict career commitment, but CMS-Strategy 3 has a significant relation with both career and organizational commitment. 4. Career identity and career resilience predict 12.1% of organizational commitment. 5. Statistical analysis proved that some aspects of career path and employees‟ satisfaction towards organizational career management practices are significantly related to career commitment and therefore might increase organizational commitment.
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SHYU, CHI-LIH, and 徐其力. "The Impact of Employee’s Career Competencies and Organizational Career Management on Employee"s Career Success." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/70777653231140728933.
Full textAbstract:
博士國立彰化師範大學
工業教育與技術學系
96
According to boundaryless career and human capital theories, the main purpose of this study was to explore the impact of employee’s career competencies and organizational career management on employee’s career success. Followed the perspective of Defillippi and Arthur (1994), we divided career competencies into three following dimensions: knowing-why, knowing-how, and knowing-whom. According to the perspective of Orpen (1994), we divided organizational career management into human resource practices, career information, and career counseling three dimensions. We also employed the following four indicators to evaluate career success: career satisfaction, career growth, marketability, and salary. We surveyed 665 employees in twenty-nine manufacturing companies in Taiwan in the individual level. The total returned valid questionnaires were 604 in twenty-four companies. Besides, we also surveyed 260 questionnaires in the organizational level, its total returned valid questionnaires were 217. Employed hierarchical multiple regression and Hierarchical Linear Modeling (HLM) to analyze our data, we have obtained the following eight conclusions: 1. This study built up a career competencies model that was dynamic, long-term view, and continuous. 2. Knowing-why had a positive and direct impact on knowing-whom. Career insight and career resilience were the key factors that affected knowing-whom. 3. Knowing-whom had a positive and direct impact on knowing-how. External network was the key factor that affected knowing-how. 4. Knowing-why had positive and direct impacts on career identity, career skills, and career self-management. 5. Employee’s career competencies were the important and key factors that affected employee’s career success. 6. Knowing-why and knowing-how were the key factors that affected employee’s career success in the individual level. Career insight, career identity, and career impatience had greater impacts on career success. 7. Organizational career management could significantly affect career success, career counseling was the key factor that affected career success. 8. Career information and human resource practices could moderate the relationship between career competencies and career success positively.