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Dissertations / Theses on the topic 'Career management'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

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-pres

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2

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

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3

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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4

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 caree

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5

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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6

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 differen

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7

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 boundaryl

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8

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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9

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.<br>Includes bibliographical references (p. 168-180).<br>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

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10

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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11

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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<p> 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.</p>

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12

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.<br>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 s

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13

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.<br>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 utiliz

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14

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 champ

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15

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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16

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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17

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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18

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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19

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

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20

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 necessa

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21

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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22

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 Care

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23

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 concept

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24

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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25

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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26

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 hos

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27

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 organis

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28

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 depa

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29

Pierce, Jennifer. "The dual career couple : a human resource management perspective." Thesis, Queensland University of Technology, 1998.

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30

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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31

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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32

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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33

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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34

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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35

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 relativ

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36

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 finding

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37

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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38

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, 2014<br>ENGLISH 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, creati

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39

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

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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.<br>Cataloged from PDF version of thesis.<br>Includes bibliographical references (p. 39).<br>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 desi

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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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<p>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 Polic

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42

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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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 phenomenologic

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44

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 d

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45

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.<br>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, 2015<br>The 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 S

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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 platf

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48

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<br>國立高雄應用科技大學<br>人力資源發展系<br>97<br>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, emp

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49

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<br>國立臺灣師範大學<br>國際人力資源發展研究所<br>99<br>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; a

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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.

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博士<br>國立彰化師範大學<br>工業教育與技術學系<br>96<br>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 dimension

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