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Dissertations / Theses on the topic 'Career orientations'
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Steele, Catherine A. "Measuring career anchors and investigating the role of career anchor congruence." Thesis, Coventry University, 2009. http://curve.coventry.ac.uk/open/items/4d808ce0-304f-08e3-36e3-c12a4460c409/1.
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This thesis empirically examines the career orientations inventory (COI) as a measure of career anchors and then, using this measure, it goes on to investigate the relationship between career anchor congruence and work related outcomes, specifically job satisfaction and organisational commitment. The psychometric properties of the 40 item COI (presented by Igbaria and Baroudi, 1993) were explored by the administration of the measure to a sample of 658 individuals from 27 organisations in the UK. Through factor analysis an eight factor structure was demonstrated in line with that proposed by Schein (1993). The factor structure was replicated with a second sample. The COI demonstrated good levels of internal consistency (.59-.83) and test retest reliability (.68-.90). Similarly it was deemed to have acceptable levels of face validity and construct validity when compared to Mantech’s (1983) Work Values Questionnaire (WVQ). An analysis of the prevalence of career anchors and the demographic differences within the current sample was undertaken. This analysis provided evidence to suggest that certain career anchors may be increasing in prevalence while others are decreasing. These findings are in line with current research on the way in which workplace changes are impacting upon careers (Baruch, 2004). Evidence was found that indicated gender differences in scores on the COI subscales. Specifically women were found to score higher on the lifestyle anchor and men to score higher on the general management anchor. Differences were also found between the age groups considered in this study in the general management, creativity, pure challenge and lifestyle anchors. Interaction effects for age and gender were found for the general management and sense of service anchors. The COI was then used to develop a commensurate measure of job career anchors. This job career anchor measure discriminated between jobs within one police organisation. The measure was then used to explore the relationship between career anchors, career anchor congruence (congruence between individual and job career anchors), job satisfaction and organisational commitment. Evidence was found to suggest that career anchors and career anchor congruence have a direct effect on job satisfaction (predicting 10% and 4% of the variance respectively). The analysis also showed support for the role of career anchor congruence as a moderator to the relationship between career anchors and job satisfaction. This thesis makes full consideration of the academic contributions and practical implications of the research presented whilst also considering its limitations. A number of suggestions for the direction of future research have been made.
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Shlasky, S. "Occupational choice and career orientations of residential care workers in Israel." Thesis, University of Sussex, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.372057.
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Watts, Gale. "Identifying career orientations of female, non-managerial employees at Virginia Tech." Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54805.
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The purpose of this study was to examine the career orientations of women employed at lower levels of an organizational hierarchy in occupations not usually considered professions. Career orientations are constructs for those values, attitudes and motivations inside the person which develop through accumulated work experience, and which serve to guide, constrain, stabilize and integrate the person's career. According to the career anchor/career orientation model of adult career development, an individual's career orientation greatly affects the career decisions that person makes. Individuals’ career orientations have been hypothesized to influence their willingness to participate in specific career development activities.
The sample for this study was 156 women employed at Virginia Tech who had participated in the University's Employee Career Development Program between 1980 and 1988. Career orientations of these women were identified using Derr's (1986) Career Success Map Questionnaire. The women also completed a survey which provided demographic information and required them to rank specific career development activities according to their personal preferences. Selected women from each career orientation identified by Derr's (1986) Career Success Map Questionnaire were interviewed and questioned about their values, attitudes and motivations toward work.
Inferential statistics were used to determine that the career orientations Derr's Career Success Map Questionnaire identified these women as having, were not differentiated by their: (a) ages; (b) years in the paid work force; (c) education levels; or (d) occupations. Nor did career orientations identified for these women by Derr's Career Success Map Questionnaire differentiate their preferences for specific career development activities. Structured interviews with selected women having different high intensity career orientations identified by Derr's (1986) Career Success Map Questionnaire did not indicate distinct differences in their attitudes, values and motivations toward work. Structured interviews with these women indicated they may have career orientations other than those identified by the Career Success Map Questionnaire. It was hypothesized some of these career orientations might include: (a) a family orientation; (b) a service orientation; (c) a variety orientation; (d) a creative orientation; (e) a technical competence orientation; and (f) a social/religious orientation.Ed. D.
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Speight, Hilary. "Career orientations and turnover intentions of information systems professionals in South Africa." Master's thesis, University of Cape Town, 2004. http://hdl.handle.net/11427/5655.
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Bibliography: leaves 93-103.Managing Information Systems (IS) personnel has frequently been cited as a major challenge for organisations, particularly with respect to reducing and controlling the high rate of turnover that IS personnel have historically displayed. In the past, with demand for qualified IS personnel outstripping supply, alternative job openings were plentiful and organisations found it difficult to attract and retain sufficient staff. However, the last few years have seen significant cutbacks in IS spending, resulting in declining growth rates and a reduced demand for IS personnel. Although the South African IS job market does not appear to be as severely affected as in other parts of the world, and there are still pockets of high demand worldwide, it seems unlikely that the IS industry will return to its former glory in the foreseeable future. Despite these stringent market conditions, organisations continue to be plagued with high, and even more surprisingly, increasing turnover rates. This trend is particularly perturbing for organisations that are highly dependent on IS because of its negative implications. Employee turnover is costly and disrupting, often leading to delays in project completion, there is a loss of valuable expertise and productivity of the IS department is reduced. Although, this research project only considered IS personnel turnover at the individual level, there are many other factors related to the work and external environments that are believed to affect IS personnel turnover in South Africa. However, these factors which include organisational structure, perceived job market and government policy, are very difficult to measure and are often beyond the control of organisations endeavouring to reduce and control turnover; and as such were not explicitly studied.
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Gubler, Martin. "Protean and boundaryless career orientations - an empirical study of IT professionals in Europe." Thesis, Loughborough University, 2011. https://dspace.lboro.ac.uk/2134/8938.
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One of the key themes in current career research is the debate regarding the prevalence of so-called 'new' careers and the assumed decline of 'old', organizationally driven careers. Yet, new career concepts characterized by increasing mobility, boundary crossing and self-directedness often suffer from a rather vague conceptualization, as well as from a lack of empirical evidence, especially outside the US cultural context from where most of these models originate. This study critically examines, conceptually refines, and empirically applies two frequently quoted new career models, namely the protean career and the boundaryless career. In addition, the two concepts are linked with career success, career anchors and career management three other relevant areas in career research. These themes are explored in a large empirical study in the context of the Information Technology (IT) industry in Europe. Careers of IT professionals have often been considered as prototypical for new careers. Hence, this study makes it possible to examine empirically the two American career concepts in a European context. It further addresses relevant topics for IT organizations in Europe, where many employers struggle to attract new talent whilst retaining and developing their existing workforce. The study applies a mixed-method approach, combining quantitative and qualitative, cross-sectional and longitudinal elements. Whilst it predominantly focuses on individuals and their careers, the study also takes into account more general perspectives, namely the organizational, industrial/professional and economic/societal levels, in order to provide a more encompassing view of individual careers. The findings suggest that the protean and the boundaryless career concepts are helpful tools to examine and understand individual careers. Based on the two concepts, three clusters of individuals with different career orientations are identified. These clusters differ significantly with regard to a wide range of characteristics. Yet, the results also show that both concepts require further conceptual clarification and that they cannot provide an all-encompassing perspective on career orientations. By taking career success, career anchors and career management tools into account, several additional aspects of individual careers are revealed. Also, the results demonstrate that only by looking at the complex interplay of various levels of analysis can individuals and their careers be understood more holistically. Finally, the study contributes to a better understanding of IT professionals and their careers and it provides a variety of practical implications which can support IT organizations in Europe in creating a more attractive, motivating work environment for their workforces.
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Wee, Belinda Peck Lian. "Career orientations of Singaporean expatriates based in the People's Republic of China and their perceptions of the determinants of their career success." online access from Digital Dissertation Consortium access full-text, 2006. http://libweb.cityu.edu.hk/cgi-bin/er/db/ddcdiss.pl?3235430.
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Koessl, Gerald. "The temporalities of working lives : orientations to time in career portraits and in the London banking industry." Thesis, Goldsmiths College (University of London), 2013. http://research.gold.ac.uk/10153/.
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By elaborating a Bourdieusian methodological framework, this thesis explores the temporalities of working lives in two different empirical settings. First, in portraits of people’s careers featured in contemporary newspapers, and second, for two different kinds of workers associated with the banking industry in London. These two workforces consist of a group of people in their early and mid-careers who are involved in the ‘core’ activities of banks and a group of cleaning workers in the subcontracted ‘periphery’ of the banking industry. In regard to these empirical settings this thesis explores the interconnectedness between economic structures and individual working life temporalities. It does so by considering in particular two pervasive processes, namely individualisation and precarisation and it shows that these processes both operate at the level of time and narrative. The analysis of career portraits shows that such portraits of (usually unknown) people’s career in newspapers have a role model function and they serve as a technique of individualisation as they convey an individualised understanding of working lives, an individualisation which is in alignment with the neoliberal values of self-determination and individual autonomy. While career portraits enact de-temporalised and de-socialised notions of individual agency, my analysis of the two workforces in banking provide evidence for the socially and economically grounded nature of individual agency, in particular with regard to people’s work biographies and their working futures. It is shown that although individualised understandings of work biography were an important feature among the group of people in their early and mid-careers in banking, the precariousness of the working conditions of cleaners force many of these workers to ‘stabilise the present’ whilst future plans and ambitions remain out of individual reach. However, in recent years, many of the cleaning workers have joined trade unions aiming to collectively improve their future.
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Herranz, Joaquin. "Innovating with institutions : how strategic orientations among one-stop career centers influence labor matching, adaptation, and performance." Thesis, Massachusetts Institute of Technology, 2003. http://hdl.handle.net/1721.1/16619.
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Thesis (Ph. D.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, February 2004.Includes bibliographical references (v. 2, leaves 312-317).
This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.
Set in the context of labor market restructuring, public policy reform, and blurring government/nonprofit boundaries, this study examines the functions, adaptation, and performance of Boston's three One-Stop Career Centers between 1996 and 2002-a time period encompassing distinct eras of changing policy and labor market conditions. Along with other types of labor market intermediaries (LMIs), One-Stop Career Centers have arisen as sites of organizational and institutional innovation in mediating the labor matching process. However, compared to other LMIs, much less is known about career centers' employment brokering operations. This study helps address this research gap by providing a detailed analysis of three career centers. This investigation answers three research questions related to the 1) functions; 2) adaptation; and 3) performance of career centers with differing organizational sponsorships. In doing so, the study develops a conceptual framework based on three strategic orientations-community, bureaucratic, and entrepreneurial-that helps to clarify and categorize organizational processes, change, and outcomes.
(cont.) The study finds that different strategic orientations are related to variation in organizational planning, practice, networks, and performance. Strategic orientation is also found to influence organizational adaptability during both a tight labor market and an economic recession, as well as during implementation of major federal policy changes related to welfare reform and workforce development reform. The study contributes to scholarship on employment brokering and labor market institutional change by offering an empirical analysis and theoretical framework that highlights the emergent role of One-Stop Career Centers as publicly-funded labor market intermediaries. The study is also immediately relevant to policymakers and practitioners involved in the more than 1,900 career centers across the country. For them, this study provides a better understanding of the programmatic trade-offs associated with career center operations and therefore may help them improve the labor matching process for both employers and job-seekers--especially those with barriers to employment.
by Joaquín Herranz, Jr.
Ph.D.
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Hall, Janice Leshay. "Disaggregating the Monolith: A Case Study on Varied Engineering Career Orientations and Strategies of Black Women in Tech." Diss., Virginia Tech, 2021. http://hdl.handle.net/10919/103708.
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Diversifying the engineering workforce has been a national imperative for several decades. The increased participation of Black students in engineering is commonly identified as a crucial area for improvement. Yet, the rates of engineering degree completion are slowing for Black women in particular. In 2015, less than one percent of all U.S. engineering bachelor's degrees were awarded to Black women. To support broadening participation efforts, I use an anti-deficit approach to examine the career orientations and mobility patterns of Black women working in computing and engineering roles in the tech industry. By
characterizing the different career motivations, strategies, and points of transition in the careers of a diverse sample of Black women, I sought to disaggregate the Black women's engineering and computing career experiences—particularly as it relates to how and why they move into, around and out of roles in the tech industry. Using a qualitative multi-case study, I conducted a multi-level career mobility analysis on secondary data and user-generated social media artifacts to extend theory on career orientations and talent management to help normalize "non-traditional" career trajectories. The study findings are useful to inform the next generation of Black women interested in tech on the different ways to approach and achieve
subjective career success and satisfaction in engineering and computing fields. In this dissertation work, I
discuss how the varied insights of Black women's career experiences in tech can be leveraged for practitioners and industry leaders to broaden the participation (e.g., to attract, retain and better support) of students and employees by identifying their career orientations and then using that to inform career preparation and development that aligns with different engineering and computing career outlooks.Doctor of Philosophy
The lack of role models is a hindrance for aspiring Black women engineers and their decisions to continue choosing engineering. The lack of representation of Black women in industry similarly presents obstacles for their career advancement. Because neither role models or representation can be increased in retrospect, it is imperative to study and highlight the visibility of the Black women engineers currently practicing engineering and bring awareness to their career experiences in industry to better inform recruitment and retention efforts. The purpose of this qualitative multi-case study is to describe the varied career orientations of Black women working as engineers in Tech and to link their career orientations to their career outcomes. To support broadening participation efforts, this research uses an anti-deficit approach to examine the career mobility patterns of Black women working in computing and engineering roles in the Tech industry. Using a curated secondary data set based on social media artifacts and user generated data, this study characterizes the different career motivations, strategies, and points of transition in the careers of a diverse sample of Black women. In efforts to disaggregate Black women's engineering and computing career experiences, ten perspectives on how and why Black women move into, around and out of roles in the tech industry were examined. The analysis revealed that participants' career orientations were differentially motivated by needs, talents and or values which influenced how participants made career related decisions. Additionally, both physical and psychological mobility of participants was examined and then compared in the cross-case analysis to derive six unique career archetypes that were useful in characterizing the career challenges and aspirations in participants' lived career experience. This study aims to normalize "non-traditional" career trajectories and inform the next generation of Black women interested in Tech on the different way(s) to approach and achieve career success and satisfaction in engineering and computing fields. In addition, study findings can be leveraged by human resource personnel and career managers to anticipate common career challenges based on individual employee career orientations, and align better reward structures and policies to support a wider range of employee career outlooks. The study emphasizes the strategies and outlooks critical for Black women's success and satisfaction to support their continued participation in the engineering and computing workforce.
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Chiang, Linda Hsueh-Ling. "A comparative study of impacts of the beginning teacher internship program on self concepts and career orientations of beginning teachers." Virtual Press, 1990. http://liblink.bsu.edu/uhtbin/catkey/720293.
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The main purpose of the study was to explore the relationships between self concepts of beginning teachers as measured before and after an internship year. The second purpose of the study was to examine whether there were significant differences between beginning elementary teachers' expectations/experiences, attitudes and views before and after a year of participation in the Beginning Teacher Internship Program. A comparison of differences in perceptions between the findings obtained from the beginning elementary teachers and their cooperating principals was also conducted.The populations for the study included 138 beginning elementary teachers and 120 cooperating principals.Nine research questions were developed and tested using the data from participants who responded to this research. The t test at the .05 level of significant difference was administered in this study.The following results were obtained:1. There were no significant differences in the self concepts of beginning teachers from before participation in comparison to those self concepts held after a year's participation in the Beginning Teacher Internship Program as measured by the Self-perception Inventory. Within the instrument, three items of 36 yielded significant differences.2. There were significant differences before the start of the internship year between the expectations (7 of 12 items), attitudes (6 of 10 items), and views (3 of 3 items) held by beginning teachers and those held by their cooperating principals. Beginning teachers held more positive expectations, attitudes and views than did their cooperating principals.3. There were significant differences in 11 of 12 items after a year's experience with BTIP between the reported experiences of beginning teachers and the observed experiences of beginning teachers as reported by their principals. Beginning teachers reported more positive experiences than their principals.4. There were significant differences between the expectations/experiences (11 of 13 items), and attitudes (6 of 10 items) held by beginning teachers before and after participation in the BTIP.The educational implications of these findings were presented. Recommendations for further research and replication were also presented.Department of Educational Leadership
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Toofanian, Maryam. "Development and Validation of a Two Factor Model of Adult Career Orientation." Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc279120/.
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Subjects in this study were 5,523 respondents from a survey which was sent to households throughout the United States. The purpose of this study was to examine two basic components of career orientation: career indecision and career insight. Correlational analyses found relationships between career indecision and average job tenure, industry leaving intentions, industry staying intentions, and job satisfaction. Correlational analyses found relationships between career insight, industry staying intentions and job satisfaction. Multiple regression analyses were run using both career indecision and career insight as independent variables found that they had useful levels of incremental validity in predicting industry leaving intentions and job satisfaction. Potential uses of the two-dimensional career indecision - career insight model are discussed.
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Fakir, Zaida. "The relationship between career anchors and job satisfaction amongst employees within a leading Retail organisation in the Western Cape." Thesis, University of the Western Cape, 2010. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_7220_1361367676.
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In the current recessionary cycle in which individuals finds themselves, it is interesting to see whether organisations and individuals have changed their strategies or whether they pursued their tried and tested inherent mechanisms of recruitment/work selection. In recessionary times, organisations would usually have a bigger pool to select from whilst employees, in turn, would try to position themselves in a stable work environment. From an organisational perspective, organisations have also undergone major transitions such as downsizing, merges and acquisitions, right sizing, restructuring, and reengineering. These changes have a direct impact on employees&rsquo
level of motivation and job satisfaction (Ellison &
Schreuder, 2000). The concept of a traditional career that an employee occupies for a lifetime performing one type of work in an organisation no longer exists. Instead, employees now work for more than one organisation in their lifetime. These changes entail that employees need to be flexible and adaptive in making career decisions (Schreuder &
Coetzee, 2006). Career anchors can be operationalized as a representation of self- perceived talents, motives, values and abilities that guide employees to make career decisions. Schreuder and Coetzee (2006), are of the opinion that if employees are not familiar with their
career anchors, they could find themselves trapped in work environments that are not satisfactory and would continually be questioning themselves. Suutari and Taka (2004) emphasize the fact that there needs to be a fit between the careers of employees and the work environment. If there is no fit between the career anchors of employees and the work environment then employees are likely to become dissatisfied which may result in a high turnover of staff with a corresponding low productivity rate. This study investigates and explores the phenomenon of career anchors based
on Schein&rsquo
s 1978 career anchor theory and how these career anchors affect employees level of job satisfaction. The Career Anchor Inventory and the Job Descriptive Index were administered to a sample of 154 employees at a leading retail organisation who completed the questionnaires. The results of this research study indicate that there are significant relationships between biographical factors and career anchors as well as between biographical factors and job satisfaction and similarly between typology of career anchors and dimensions of job satisfaction.
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O'Regan, Maura. "Career pursuit : towards an understanding of undergraduate students' orientation to career." Thesis, University of Reading, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.553128.
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This thesis is based on a longitudinal research project conducted at the University of Reading to learn more about the career development of undergraduate students. The research is timely because we have entered a new era in higher education. Government targets and the widening participation agenda leading to increased third level participation have resulted in the growth of a diverse undergraduate population, with differing needs and expectations. The research also comes at a time when universities and employers are concerned with enhancing graduate employability to ensure success in an increasingly competitive labour market. For these reasons, it is important to understand more about how undergraduates approach their careers. The research study is based on a series of interviews and diary entries involving a group of thirty second-year undergraduates from two disciplinary areas, one business-orientated and the other more traditionally Arts based. The findings are described and analysed from an interpretive perspective and presented in the form of quotations, vignettes and career narratives. The factors that have influenced career ideas, including the role of career-related activities, are explored in terms of how they impact on students' pursuit of career. The analysis of the information gathered over the period of an academic year, reveals a complex and incisive picture of undergraduate conceptualisation and orientation to career. This research makes theoretical, methodological and practical contributions to our knowledge of the career development of young people. From the perspective of theory, it has implications for career theory as a new typology for explaining undergraduate students' career development is proposed. Methodologically, this research challenges positivist designs and has implications for researchers engaging in qualitative projects in general, as questions of reflexivity and ethical boundaries are raised. From a practical perspective, the findings suggest that as students are oriented to pursue their education, future and careers in different ways, different approaches to implementing careers support and the employability agenda are required. As a result of these findings, suggestions for possible future research and practice are proposed.
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Hunter, Claire. "Exploring career change through the lens of the intelligent career framework." Thesis, Cranfield University, 2016. http://dspace.lib.cranfield.ac.uk/handle/1826/10013.
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This study explores what motivates engineers in their early-mid career to change careers. It first establishes the definition of a career change from the perspective of those who have changed careers, and then examines what drives, influences and facilitates a career change, as well as how a career change is enacted physically and emotionally. This has been looked at through the contemporary lens of the ‘intelligent career framework’.
This research adopted a qualitative, abductive approach following an initial inductive small-scale exploratory study. The fieldwork consisted of a pilot and main study using semi-structured interviews. For the main study, 22 interviews were conducted within one organisation in order to elicit the subjective experiences of engineers who had undertaken a career change.
The findings show how the driving factors relate predominantly to knowing-why and knowing-where. The influencing and facilitating factors vary by individual, and relate to knowing-what, knowing-how knowing-when and knowing-whom. Six clusters of interacting factors were observed with knowing-why, knowing-how and knowing-when at the core. Whilst the process of career change was complex and long, differing pathways through which individuals changed careers were evident, as well as emotions that needed to be managed.
This study contributes to knowledge in the area of contemporary career theory by exploring career change through a new lens: the intelligent career framework. It demonstrates how individuals use their ‘career capital’ to effect a career change and the ways in which the six knowings interact to bring about a career change. It extends the understanding of the process of career change and discovers some of the organisational factors that influence or facilitate individuals making a career change. All of these contributions address identifiable gaps in the literature.
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Matulytė, Žydrūnė. "Profesinės orientacijos renkantis pirmąją profesiją ir persikvalifikuojant." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2014. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2014~D_20140616_111018-15901.
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Tyrimo objektas. Profesinės orientacijos
Tikslas. Išnagrinėti pirmą profesiją pasirinkusių ir persikvalifikuojančių asmenų profesines orientacijas
Tyrimo uždaviniai:
1. Išnagrinėti profesines orientacijas ir jų pasireiškimo formas įvairaus amžiaus tarpsniuose.
2. Atskleisti asmenų pirmosios profesijos rinkimosi motyvus ir profesines orientacijas.
3. Ištirti persikvalifikuojančių asmenų poreikius, motyvus ir profesines orientacijas.
4. Palyginti profesines orientacijas asmenų, kurie renkasi pirmąją profesiją ir persikvalifikuoja.
Hipotezės:
1. Asmenų pirmosios profesijos rinkimąsi labiau įtakoja išoriniai veiksniai, jų profesinės orientacijos mažiau išreikštos asmeniniais motyvais
2. Persikvalifikuojančių asmenų profesinėse orientacijose labiau išreikšti asmeniniai motyvai
Tyrimo metodika
1. Mokslinės literatūros ir kitų informacijos šaltinių analizė
2. Anketinė apklausa
3. Matematinė tyrimo rezultatų analizė
Tyrimo vietos: profesinė mokykla; kolegija; universitetas; suaugusiųjų mokymo centras.
Tyrimo rezultatai:
Lyginant persikvalifikuojančių ir besimokančių pirmosios profesijos asmenų profesines orientacijas, nerasta statistiškai reikšmingų skirtumų tarp grupių. Persikvalifikavimo priežastis yra dvejopo pobūdžio: vidinės (savirealizacijos ir karjeros) bei išorinės (didesnio užmokesčio ir darbo susiradimo). Tyrimo pradžioje iškelta hipotezė, kad asmenų pirmosios profesijos rinkimąsi labiau įtakoja išoriniai veiksniai, jų profesinės orientacijos mažiau išreikštos... [toliau žr. visą tekstą]Purpose: to examine professional orientationst of the persons, who have chosen their first professions and who are in retraining. Objectives of the study: 1. to examine professional orientations and their expression in a variety of age groups. 2. to reveal motives and professional orientations for the first careers. 3. to analyse needs, motives and professional orientations of persons in retraining. 4. to compare professional orientations of individuals who are choosing their first occupation and who are in re-training. Hypotheses: 1. The first choice of profession more influenced by external factors, their professional orientations are less expressed by personal reasons. 2. Personal motives are stronger expressed in professional orientations of persons in retraining. Research Methods: 1. Analysis of scientific literature and other sources of information 2. A questionnaire-based survey 3. Mathematical analysis of the survey results Test site: a vocational school; College; University; adult education center. The results : Comparison of professional orientations of persons in retraining and those studying for their first profession has found no statistically significant differences between the groups. The reasons for retraining are of two types: internal (self-realization and career) and external (higher wage and employment). The hypothesis that individuals' first choice of profession is more influenced by external factors, their professional orientations are less... [to full text]
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Robinson, Gary W. "Career orientation analysis of selected Indiana middle level principals." Virtual Press, 1999. http://liblink.bsu.edu/uhtbin/catkey/1159149.
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The literature on middle level education addresses teaching and learning in great detail. While research on elementary and high schools consistently supports the importance of the school principal, the middle level principal is not readily addressed. Relatively little empirical evidence exists that addresses the career orientation of the middle level principal. Knowing the career orientation of middle level principals is important for principal-training programs, school corporations who hire middle level administrators, and educators who are contemplating or preparing for entry into the middle level principalship.This study examined the career orientation of Indiana middle level principals, grades six (6) through eight (8), during the 1998-1999 school year. The population consisted of 215 principals; 194 (90.2%) participated in the study. The purpose of the study was to determine the career orientation of practicing middle level principals by examining three strands: career aspirations, focusing on career path and career goals; professional preparation, focusing on licensing, educational background, and perceptions of preparedness; and job satisfaction, focusing on work preference and satisfaction. The demographic variables of age, gender, school size, experience as an assistant principal, years of professional experience, geographic location, highest degree earned, and employment of middle school constructs were considered in light of the three strands.Research questions examined four areas of the Indiana middle level principal's career orientation: the extent to which the individuals 1) aspired to be a middle level principal, 2) followed a career path that included middle level experience, 3) were prepared for the middle level principalship, and 4) were satisfied being a middle level principal.Findings of the study indicated that Indiana's middle level principals did aspire to the middle level principalship. Prior to their first middle level principalship, the career path for most middle level principals included middle level experience. Although middle level courses were part of most degree programs, most of the participants believed that preparation for middle level administration was not adequate. Finally, Indiana's middle level principals were satisfied with their work and most considered the middle level principalship to be their ultimate career goal.Recommendations for further study are included.Department of Educational Leadership
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Landström, Nanna. "Vad är Protean career orientation och kan detta predicera kompetensutveckling?" Thesis, Stockholm University, Department of Psychology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-8049.
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Protean career är en av de nya karriärerna och en ny syn på karriär. Den bygger på att individen själv i hög grad styr över sin karriär och dennes utveckling och baserar denna främst utifrån sina värderingar. För att undersöka förekomsten av Protean career orientation och dennes eventuella samband med kompetensutveckling genomfördes en enkätundersökning på en arbetsplats som resulterade i 134 deltagare. Korrelations- och regressionsberäkningar utfördes på insamlad data. Resultaten visade att det fanns ett samband mellan Protean career orientation och kompetensutveckling och att det förstnämnda var en stark prediktor för kompetensutveckling. Vidare erhölls resultat för att det fanns en måttligt hög grad av Protean career orientation och att det således finns en ny syn på karriär även i Sverige. Det banar väg för vidare forskning angående ämnet och att detta även belyses ur andra perspektiv.
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Schabram, Kira Franziska. "The impact of work orientation on career, compassion, and creativity." Thesis, University of British Columbia, 2016. http://hdl.handle.net/2429/57931.
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Employees can espouse one of three work orientations: They may see their work as a job, as a necessity to support meaningful life experiences, as a career, a channel for advancement, or as a calling, a fulfilling vocation that provides personal, moral, and social significance. To date, little research has systematically compared behaviors associated with the three work orientations or sought to explain their underlying mechanisms. In this three-paper dissertation, I consider the impact of one or more work orientation on three types of employee behaviors. Study 1 is a qualitative study of 50 employees with a calling orientation that outlines how these individuals negotiate the challenges of their work. In study 2, a two-period survey of 182 social-service employees, I provide evidence that only the calling orientation is associated with greater compassionate action (kindness, help) towards coworkers because such employees operate at a higher cognitive construal level. Finally, the results of study 3, a cross-sectional survey of 283 employees across nine organizations, indicate a significant relationship between the job and career orientation and the two regulatory foci (promotion- and prevention focus), but do not support the baseline hypothesis that such regulatory foci would impact subsequent creative behavior. Theoretical and practical implications are discussed.Business, Sauder School of
Graduate
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Flores, Lisa Y. "Factors contributing to the career orientation of Mexican American adolescent women /." free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9953858.
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Williams, Theodore W. "The relationship between career self-efficacy and degree of feminist orientation." The Ohio State University, 1993. http://rave.ohiolink.edu/etdc/view?acc_num=osu1299095288.
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Ituma, Afam Nnanna. "An exploratory study of the internal career orientation and the external career pattern of information technology workers in Nigeria." Thesis, Brunel University, 2005. http://bura.brunel.ac.uk/handle/2438/5400.
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This study sets out to explore the internal career orientations and the external career patterns of information technology (IT) workers in Nigeria. The theoretical framework guiding this research is that societal context (social structure and institutions) has an influence on the career orientations and career patterns exhibited by individuals (Derr and Laurent, 1989; Lam, 2000; Baruch, 2004). To date, understanding the development of mainstream career theory has focused more on individual choice and life-span development, than on the complex interplay between individuals and their environment. There appears to be a relative neglect of the influence of institutional and social structure in much of the career literature. In a departure from previous career studies, which have focused largely on the individual level of analysis in developed economies of North America and Europe, this research focused on exploring both the internal and external careers of IT workers in the context of a developing economy-Nigeria. This research adopted a two-pronged methodological approach, which involved the use of qualitative and quantitative methods in addressing the research questions raised in this study. The result of this research shows that IT workers enact four different career patterns, which conform to the traditional view of careers as hierarchical and progressive, as well as to the recent models of the boundaryless careers. IT workers in Nigeria also hold six career orientations, which can be closely matched to Schein's (1978) career anchors and Derr's (1986) career success orientations. In addition, economic conditions, perception of educational qualification, sexual discrimination and ethnic allegiance were identified as the main societal factors that shape and constrain the careers of IT workers in Nigeria. Overall, the findings of this research support the notion that careers unfold through the interplay between individuals and larger societal structures (Baruch, 2004). The implication of the findings for human resource management and research is discussed.
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Rowe, Kate Penelope. "Psychological capital and employee loyalty: The mediating role of protean career orientation." Thesis, University of Canterbury. Psychology, 2013. http://hdl.handle.net/10092/7621.
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Evidence that positively disposed employees are inclined to experience greater loyalty to the organisation and fewer intentions to quit may be underestimated. The present study
investigated the role that the individual’s career attitude plays in the relationship between positive psychological capital (a composite variable based on hope, self-efficacy, resilience,
and optimism) and subsequent loyalty to the organisation. An online survey was administered to New Zealand employees across five distinct industries. Regression analyses on a sample of 518 confirmed that a self-directed and values-driven approach to career management mediates the relationship between psychological capital and affective commitment to the organisation and turnover intentions. Results are discussed in terms of their implications for individual and organisational activities and recommendations for future research are provided.
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Fogle, Elizabeth M. "Understanding instructor onboarding practices at career colleges." University of Dayton / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=dayton154187749441259.
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Modiba, Matabe Rosa. "Experiences of Life Orientation teachers in teaching career guidance in rural high schools." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/62890.
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In South Africa, there are various stakeholders involved in career guidance services (Stead & Watson, 2006, P.160). The teaching of career guidance within the context of Life Orientation (LO) at schools is the responsibility of Life Orientation teachers. This study explores the experiences of Life Orientation teachers in teaching career guidance in rural high schools at Lephalale Municipality. The study used qualitative approach to obtain rich information about the experiences of Life Orientation teachers in teaching career guidance at rural high schools. The study was conducted in two rural high schools in the Palala North Circuit of Lephalale Municipality. The sample comprised of two Further Education and Training (FET) Phase Life Orientation teachers from two rural high schools (one from each school). The participants were purposefully and conveniently selected. The data was collected by means of the semi-structured interviews. The data was analysed using the inductive thematic data analysis where themes, subthemes and categories emerged. The findings of the study reflected both the negative and positive experiences of Life Orientation teachers in respect of their teaching of careers and career choices, training and support needs, and the career- related activities such as career exhibitions in which both the learners and LO teachers participate. The results of the study will be shared with the two schools in the Palala North Circuit and the Department of Education, Waterberg District in the Limpopo province. It is hoped that the results generated by the study might assist the training personnel or facilitators (education or subject specialists) to know the type of training and support that LO teachers require and to also inform policy makers to develop a model of teaching career guidance at rural high schools.Dissertation (MEd)--University of Pretoria, 2017.
Educational Psychology
MEd
Unrestricted
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Hoffshire, Michael D. "Examining the Impact of Sexual Orientation on the Career Development of LGBQ+ Students." ScholarWorks@UNO, 2017. https://scholarworks.uno.edu/td/2328.
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College is a significant stage that heavily contributes to who and what citizens become after degree attainment. During career development, college students’ interests develop through taking part in coursework and employment based occupational exploration. It has been speculated that because sexual identity development and vocational identity development are active during the same phase of life, these processes might exert influence on each other (Chen, Stacuzzi, Ruckdeschel, 2004; Fassinger, 1996; Morrow, 1997). With the changing socioeconomic climate over the past decade, individuals of varying sexual orientation identities have found it necessary or desirable to be more open regarding their identity in their career. Currently, a lack of research exists that examines LGBQ+ students’ career development (Datti, 2009; Degges-White & Shoffner, 2002; Chung, 1995; Morrow, 1997; Schneider & Dimito, 2010).
The purpose of this research study was to examine the career development of LGBQ+ students. Through a qualitative, phenomenological approach utilizing nine participants, the researcher examined how a LGBQ+ sexual orientation impacts a student’s career development. Four themes emerged from the study: the participant coming out process, awareness of intersectionality of identities, navigating their career as an LGBQ+ individual, identifying potential employers, and the role of career counselors. Recommendations are shared to further support LGBQ+ individuals in their career development. As a result of this study, leaders in post-secondary education as well as policymakers are able to gain insight into the career development of this population.
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Hayden, Lewell Patrick. "Factors influencing the career orientation of junior officers in the United States Army." Thesis, Monterey, California. Naval Postgraduate School, 1985. http://hdl.handle.net/10945/21333.
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Hamel, Rachel. "Diversity Goals, Stereotypical Career Orientation, and Facial Attractiveness: Perceptions of Female Leader Competence." OpenSIUC, 2014. https://opensiuc.lib.siu.edu/dissertations/983.
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Females face many challenges when filling leadership roles or roles that are seen as stereotypically masculine. Many factors come into play which can impact perceptions of competency of a female leader. In an experimental study of 219 university students, raters were asked to rate a female leader on two competency outcomes, after viewing the female leader engage in a group interaction task. There were eight possible experimental conditions in which the rater was told that the leader was in the ROTC or Nursing program (career orientation), was chosen for the role of leader based on a need to increase diversity in the program or based on her own experience and expertise (rationale for leader selection), and shown either an attractive or unattractive female, based on previous ratings (attractiveness). Participants also rated the leader on agentic and communal traits, as these traits often impact perceptions of females in leadership positions (Rosette & Tost, 2010). The results of MANOVA and regression analyses comparing the competency ratings between these different conditions indicated that the leader that was viewed as more attractive was consistently rated as more competent on the perceptions of competency (POC) outcome measure. Attractive female leaders, regardless of their program affiliation and the reason they were chosen to lead the group, were rated as more competent than leaders who were less attractive, even when shown to equally contribute to the group interaction task. Suggestions are offered for managing this attractiveness bias in the workplace.
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Salgado, Susana Ortiz. "Influence of feminist orientation & family connectedness on adolescent Latino/a students' career aspirations /." view abstract or download file of text, 2007. http://proquest.umi.com/pqdweb?did=1404354681&sid=1&Fmt=2&clientId=11238&RQT=309&VName=PQD.
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Thesis (Ph. D.)--University of Oregon, 2007.Typescript. Includes vita and abstract. Includes bibliographical references (leaves 199-212). Also available for download via the World Wide Web; free to University of Oregon users.
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Liu, Fangfei, and Bingran Yang. "Career Orientation : A comparative study between Swedish and Chinese undergraduates attending an International Social Work Program at the University of Gävle." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-10719.
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This article is a quantitative research analysis that aims to compare the career orientations of Swedish and Chinese undergraduates involved in an International Social Work Program as an effort to provide insight for social work educators. Use of the Social Cognitive Career Theory (SCCT) was applied to analyze the data. A mail questionnaire was issued to 51 students studying at the University of Gävle (Sweden). The results show that fifty percent of Swedish students and fifty percent Chinese students would prefer to work in the government and/or public sector. Also, the study participants agree that they will be influenced by career development opportunities in future work, and that the most substantial difference between the nationalities is that Chinese students tend to be more influenced by the social expectations of immediate parents, relatives, and friends, than their Swedish counterparts. Finally, this article lists a few recommendations geared towards helping social work educators provide more relevant links between the school’s curriculum and anticipated job requirements, and bridging more opportunities for student internship positions.
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Meyer, Debbie. "Goal setting orientation and the level of career preparations for senior high school students." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998meyerd.pdf.
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Hensler-McGinnis, Nancy Felicity. "A qualitative study of changes in career orientation exploring the contributions of life meaning and role modeling/mentoring to women's life/career paths /." College Park, Md. : University of Maryland, 2004. http://hdl.handle.net/1903/2090.
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Thesis (M.A.) -- University of Maryland, College Park, 2004.Thesis research directed by: Dept. of Psychology. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Ransom, Janice. "Influences of personal orientation variables on the selection of science and non-science career pathways." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0015/MQ46500.pdf.
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Ha, Tae Hwan. "An analysis of the factors affecting the career orientation of junior male U.S. Army officers." Thesis, Monterey, California. Naval Postgraduate School, 1989. http://hdl.handle.net/10945/26861.
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Smit, Clive Walter. "Using personal orientation and career anchors to predict commitment and performance in life insurance salespeople." Master's thesis, University of Cape Town, 1992. http://hdl.handle.net/11427/13450.
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Includes bibliographical references leaves 25-29.The present study investigated the feasibility of using a specific set of personality dimensions, as measured by the Personal Orientation Profile (POP), and certain career anchors, to predict organizational commitment, job performance and tenure in life insurance salespersons. The Career Orientation Inventory (COI) and the Organizational Commitment Scale (OCS) were used to identify the respective career anchors and the commitment dimensions. A series of factor analyses confirmed the original OCS scale constructs, but not those of the POP and the cor. The factorial scales of the POP and COI were subsequently used in the remainder of the research. Intercorrelations and canonical correlation analysis revealed significant associations between the respective POP and COI subscales, but the relationship between POP and COI covariates was too weak for either scale to have any moderating effect on the other. These findings suggested that career anchors would have very little, if any, influence on personal orientation dimensions, and vice versa, in the prediction of criterion variables. A second canonical correlation indicated a significant relationship between the achievement-striving dimension of the POP and number of policies sold, but this association was too weak to be predictive any of the job performance criteria. Further investigation yielded no significant relations between career anchors and job performance. Likewise, no significant relationship was found between the any of the measuring scales and organizational tenure. The results of this study suggested that personal orientation and career anchors, as measured by the POP and COI respectively, are not stable predictors of job performance in life insurance salespeople. Both the POP and the COI were found to be lacking in construct validity and, as a result to confirm the existence of predictive qualities. Further research is required, using larger and different samples, before any conclusions can be drawn regarding the predictability of these instruments. Two major conclusions can be drawn from this study. Firstly, life insurance salespersons tend to be committed to the organization that provide them with both the opportunity to express their sense of service or dedication to life insurance sales, and the autonomy to do their job in an independent fashion. Secondly, of all the personality dimensions, achievement-striving or competitiveness appears to be the most stable and only valid predictor of job performance in life insurance salespeople. If the salesperson has the knowledge, skill and the opportunity to do the job, then it is purely effort or work ethic that distinguishes the achiever from the poor performer.
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Smith, Amadeus. "Associations Between Career-orientation, Secularism and Gender, and Marital Beliefs and Expectations Among Emerging Adults." Kent State University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=kent1578937285536935.
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Buckley, Leslie Brian. "The influence of level of education and career orientation on police attitudes toward higher education." Thesis, University of Ottawa (Canada), 1989. http://hdl.handle.net/10393/5729.
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Van, Sittert Vanessa. "The relationship between personality preference and career anchors amongst police officers within the Western Cape." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_8837_1255683696.
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The objective of this study was to determine whether a relationship exists between the personality preference and career anchors of police officers. The idea that personality relates meaningfully to the kinds of careers people choose and how they perform in these careers, has a long history in career psychology.
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Lindner, Thomas Edward, and Mark Edward Davis. "A comparative analysis of factors affecting the career orientation of Naval officers and federal civilian engineers." Thesis, Monterey, California. Naval Postgraduate School, 1989. http://hdl.handle.net/10945/25744.
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Sheikh, Shariq Zia. "Socialisation effects on potential inheritors' career orientation and succession in South Asian family businesses in Scotland." Thesis, University of Edinburgh, 2014. http://hdl.handle.net/1842/10429.
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The aim of this thesis is to understand the phenomenon of succession among South Asian small family businesses based in Scotland. It explores the reluctance of the younger generation towards choosing family businesses as their careers. The thesis aims to understand the career orientation of potential inheritors leading to succession or a lack of succession by understanding their socialisation process. Thereby it integrates the literatures of family business succession, socialisation and career development. The thesis presents a conceptual framework of the nature/interaction of factors such as personal factors, familial, cultural, those pertaining to the economic environment, education and family business factors, its effects on Career Orientation and choice of Career pathways leading to succession or not among ethnic minority small family enterprises. This is presented in the context of the changing economic, social and cultural environment in which these businesses operate. Research questions focus on understanding the process of socialisation in a dual cultural context i.e. Asian as well as British, its effects on career orientations and most importantly on Asian family business succession. Although family business succession is presented as a widely researched subject area, this thesis particularly highlights the gaps arising due to an understanding that has specifically developed in the past from the founder or incumbent owners’ perspective. This thesis researched from the perspective of the potential inheritor, to understand the process of socialisation and its effects on career orientation leading to succession in Asian family businesses and contributes to fulfilling the theoretical gap in the literature. The focus of the empirical research is the Scotland based Asian community owned small retail businesses that are family owned. Succession is important for continuity and failure to succeed are seen to have adverse effects on the long term inter-generational continuity. At the same time succession among the second generation is looked at as a career choice which is influenced by a career decision making process. Hence a conceptual framework is necessary that looks at the concepts of socialisation, career decision making and succession together. Having the family and business interdependent in this complex system, it is not just the economic environment that shapes these factors, but also the dynamics within the family, society and community pressures, religion, a conflicting multigeneration perspective on business, culture and life in the UK. These demand a qualitative methodology, using personal interviews with both old and young generations and key informants as well as informal conversations with members of the community for sample selection, data collection and theory generation. The data collection process was guided by the newly formulated theoretical framework. Data was categorised as per themes from the framework and coded into categories in order to understand the process of socialisation and career orientation. This was then used to draw out the various career pathways that the individuals selected providing an understanding of reluctance towards joining the family business. The findings revealed that integrating the concepts of socialisation, career development and orientation provided a greater understanding of the process of decision making about succession among potential inheritors from Asian small family businesses. However, a number of other themes emerged from the findings, these are an emphasis on work-life balance as key to decision making. In addition, other themes that emerged were increased desire for paternal bonding, status and prestige from chosen careers, boundedness due to Asian stereotype, and parental or societal pressure and expectations. Moreover, trans-generational entrepreneurial continuity emerged as an important theme in which the older as well as the younger generation realised alternatives to continuing the existing family business and that true succession possibly is the transfer of entrepreneurial skills and abilities, something that the older generation developed and utilised when starting their own businesses as migrants. The thesis makes a contribution to the theoretical understanding of succession among South Asian family businesses. The findings emphasise the understanding of the succession process as a career decision making process particularly when looked at from the potential inheritors’ perspective. It also contributes to the socialisation literature by developing the multi-dimensional understanding of bi-cultural identity formation due to the dual impact of factors such as culture, religion, peers, family and broader society. This thesis also makes recommendations to policy by suggesting a conscious shift in policy orientation from the traditional first generation migrant to the young generation British Asian child of a migrant who due to their different socialisation has unique needs and orientations. The thesis recommends, on the basis of findings, for policy to be sensitive to the needs of the younger generation and for it to be focused on developing self-employment among this new generation of Asians.
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Medin, Jonas. "Career- And Vocational Guidance At Beijing Normal University : A Minor Field Study." Thesis, Stockholms universitet, Institutionen för pedagogik och didaktik, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-80827.
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The field study explores the experiences that Chinese students at Beijing Normal University have fromCareer Orientation (CO) and examines the purpose that career teachers at the university have in theCO-work. Interviews with three career teachers and five students were done.The results show that all of the students had experiences from CO in different forms. However, mostof the experiences that the students had from CO were connected to lectures about work possibilitiesand preparations rather than one-on-one career guiding sessions with a career teacher. Furthermore,the experiences also showed that the work that was done by the career teachers was much focused tothe end of the student’s education and the transmission from education to labor market.
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Crimaldi, Christie Lynn. "Organizational policies, organizational social support, and work-family conflict: The mediating role of motivation orientation." CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3303.
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The current study examines the relationship between organizational support and work-family/family-work conflict. This study hopes to add to the literature by looking at individual differences as a possible mediator in the relationship between various sources of support and conflict between work and family.
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Koch, Kathryn E. "Dress-related attitudes of employed women differing in feminist orientation and work status : emphasis on career apparel /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487259580260971.
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Cartwright, Pamela LeeAnn. "The effects of emotional intelligence and self-esteem on undergraduate college student academic involvement and career orientation." Scholarly Commons, 2006. https://scholarlycommons.pacific.edu/uop_etds/636.
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This study investigated the relationship between emotional intelligence and selfesteem on undergraduate college students' academic involvement and career preparation. In addition, the effects of emotional intelligence and self-esteem on problem-solving skills and group skills were also examined. Correlation and regression analyses were conducted to explore the relationship between the different variables. The survey instrument employed had been previously tested and reliability tests were run to ensure alpha levels were appropriate
A sample of 292 undergraduate college students voluntarily completed surveys that measured emotional intelligence, self-esteem, academic involvement, group skills, problem-solving skills, and career goals. Data was collected from four different academic institutions in Northern California-two community colleges, and two universities.
Consistent with hypotheses, it was found that emotional intelligence and selfesteem were both positively correlated to academic involvement (defined as participation in academic activities) and career preparation (defined as career orientation) .. Both emotional intelligence and self-esteem were significant predictors of academic involvement and career preparation.
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Bogush, Meredith Leigh. "The Perspectives of Core Academic Middle School Teachers regarding Career Education under Different School Settings." Scholar Commons, 2016. http://scholarcommons.usf.edu/etd/6469.
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The purpose of this study was to quantify core academic middle school teachers’ (English/language arts, mathematics, science, and social science) perspectives of career education. Prior research denotes that if career education exposure and awareness is provided in middle school grades, then students have the potential to develop a valuable understanding of various occupations available in the future (Akos, Konold, & Niles, 2004). Students observe what the work accomplishes and the effort required for the employee to be successful. If the occupation interests the students, then an increased motivation to complete their studies is likely to develop as they see the connection between what is taught in class and the opportunity for the desired career (Schaefer, & Rivera, 2012). In order to achieve that, the first step is to understand the teaching community’s viewpoint on career education and to use that knowledge to build successful programs. Teachers employed in a large school district in southeastern United States at the time of the study indicated their understanding of the concepts of future career orientation and career integration in its present state of use. The researcher distributed the tested CareerStart Teacher Perspective Survey (CTPS) and a selection of teacher related variables from charter, magnet, and traditional public middle schools to populate the study (n=199). Using ANOVA and regression analysis, the study found a significant difference in the value of future orientation and overall career education factors from males versus females. In addition, teachers ages 25-44 had a higher mean value for all factors than teachers of other age groups. There were no significant differences amongst teachers’ value of career education between the three different types of schools. This study contributes to the body of research pertaining to teacher perspectives of career education at the middle school level.
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Du, Toit Didi-Mari. "Archetypal values, career orientations, perceived career success and meaningfulness." Diss., 2010. http://hdl.handle.net/10500/4856.
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The primary objective of this study was to investigate the relationship between archetypal values (measured by the PMAI), career orientations (measured by the COI), perceived career success and meaningfulness (measured by open-ended questions) in a sample of 207 participants employed in the science and engineering sector. The secondary objective was to qualitatively assess the core themes underlying individuals‟ perceptions of their career success and meaningfulness. The tertiary objective was to determine whether demographic groups differ in terms of their archetypal values and career orientations.
The research findings indicated significant relationships between participants‟ archetypal values, career orientations, their perceptions of career success and meaningfulness. The findings further revealed a number of core themes underlying individuals‟ perceptions of their career success and meaningfulness. Significant differences were observed between demographic groups in terms of their archetypal values and career orientations. The findings contributed valuable new knowledge to inform career counselling and decision-making practices.Industrial and Organisational Psychology
M. Com. (Industrial and Organisational Psychology)
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Mogale, Phillemon Matsapola. "Exploring emotional affect and career resilience in relation to career orientations in public service." Diss., 2015. http://hdl.handle.net/10500/20101.
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The objectives of the research were: (1) to establish the relationship between individuals’ emotional affect, career resilience and their career orientations, (2) to explore the moderating role of emotional affect in the career resilience-career orientations relationship, and (3) to determine if employees from different years of service, occupational level, gender, age and race groups differ significantly in relation to their emotional affect, career resilience and career anchors. A convenience sample (N = 143) of predominantly black African people (86%) and staff level (80%) employees with more than 10 years of service (60%) participated in the study (mean age: 41 years; men: 52%; women: 48%). Correlational analysis showed significant associations between the variables. Hierarchical moderated regression analysis indicated high positive affect as a significant moderator of the career resilience-managerial competence career anchor relationship. High negative affect and low negative affect significantly weakened the career resilience-entrepreneurial creativity, career resilience-pure challenge and career resilience-lifestyle relationships. Significant differences were detected between the years of service, age and race groups regarding the variables. The findings may potentially inform the career development of employees in the Public ServiceIndustrial and Organisational Psychology
M. Com. (Industrial and Organisational Psychology)
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Hsieh, Chia-Chung, and 謝家忠. "Exploring the Relationships of Contemporary Career Orientations and Creativity." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/63100277841007844077.
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碩士國立聯合大學
管理碩士學位學程
101
Today’s competitive climate requires organizations to maintain their advantages in the face of environmental stresses. Speed and complexity are the two key qualities of organizational transformation in the modern business world. Organizational innovation is based on individual creativity. Because organizations seek more innovative ways to compete, the ability of their employees to generate new and valuable ideas becomes a fundamental survival skill. Individuals’ increasing concern for the work life balance should be considered as another source of the career context change. One of the important factors influencing creativity is individual career orientation. Two metaphorical conceptions of the career have dominated the careers literature: the protean career and the boundaryless career. The protean career involves self-directed and values-driven; the boundaryless career involves physical and psychological mobility. This study investigated the relationships among boundaryless career, protean career, creative self-efficacy and creativity. We used questionnaire survey to collect data. In a sample of 213 employees, as hypothesized, employees with high boundaryless career and high protean career exhibited the highest creative self-efficacy. The creativity was positively influenced by creative self-efficacy. In addition, the results indicated that employee creativity also had significant relationships with age, gender, marital status, educational background and serving industry. Gender and age were also significant factors for creative self-efficacy. This study may reveal trends on the creativity that affected by relations between the contemporary career variables. This study results are also useful not only to researchers but also to Human Resource Deapartemnt (HRD) practitioners. With regard to the implications of the research results, HRD practitioners may use the study results to gain a greater understanding of the existence of the protean career and boundaryless career, organizational responsibility for supporting the protean career and boundaryless career, and the way to encourage workers to take responsibility for supporting.
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Sithole, Ntombizodwa. "Career anchors of engineers in managerial positions in the South African power utility." Diss., 2012. http://hdl.handle.net/2263/28665.
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Due to the introduction of the Employment Equity Act of 1998, the structure of management in South African companies has dramatically changed. This emphasizes the need for managerial generalists, especially now where we are faced with a competitive business environment and rapid changes in technology. Edgar Schein (1978) in the (Academy of Management Journal 1996) maintains that these changes have resulted in people forming what he called “internal careers”. He described an “internal career” as a subjective sense of where one is going in one’s working life. He continued to describe the external career as something that is more about formal stages and roles, well defined by organisational policies and societal concepts regarding what an individual can expect in an occupational structure”. The complexities in the occupational environment have implications for career development, and it has obviously become crucial that people form what Edgar Schein regarded a self-concept, to be a ““career anchor” that holds a person’s internal career together even if they experience intense changes in their external career”. An individual’s “career anchor”, as defined by Schein (1978; 1985; 1990; 1993), comprises of a person’s 1) “self-perceived aptitudes and capacities; 2) basic values; and most important, 3) the evolved sense of motives and desires as they apply to the career”. Using the instrument called the Career Orientations Inventory (COI) developed by Edgar Schein, the objective of this study to systematically examine the primary career anchors of a sample of engineers in management positions at one of the utilities in South Africa. This is a quantitative study which uses a statistical analysis to substantiate engineers’ motivation for pursuing managerial positions instead of remaining specialists. The results from this study will have a major contribution in the field of Psychology and in particular, Career Psychology.Dissertation (MCom)--University of Pretoria, 2012.
Human Resource Management
unrestricted
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Liu, Shiang-Shyr, and 劉湘石. "EXPLORING THE CAREER ORIENTATIONS OF R&D PROFESSIONALS OF TAIWAIN." Thesis, 1994. http://ndltd.ncl.edu.tw/handle/51593404980594234560.
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Chia-Chi, Chang, and 張佳琪. "Exploring the Relationships of Contemporary Career Orientations and Atypical Employment Willingness." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/26636553535120578985.
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碩士國立聯合大學
管理碩士學位學程
102
This study was based on the Theory of Reasoned Action (TRA) to explore the relationships between new types of contemporary career orientation and atypical employment willingness. Survey research strategy was used to conduct this research, and online survey and personal distribution of data collection, 455 valid questionnaires returned. According to the PLS results, students’ boundaryless career orientation has a negative influence on their attitude toward atypical employment, but protean career orientation has a positive influence on their atypical employment. Employees’ psychological mobility and self-value have a positive influence on their attitude toward atypical employment; atypical employment attitude and subjective norm will influence students’ and employees’ behavioral intention to be engaged in atypical employment. Moreover, the results indicated that employees’ self-directed and values were higher than students’; students had a higher willingness to be temporary workers and work abroad than employees’; employees, who had been engaged in atypical employment, have a better psychological mobility, attitude toward atypical employment and behavioral intention than individuals who have never engaged in atypical employment. In addition, individuals who had been engaged in atypical employment have a higher willingness to be contracted workers, dispatched workers and work abroad. Typical employees have a higher physical mobility and a better behavior of engaging in atypical employment. Furthermore, students’ years in school will influence seniority their career orientation. Employees’ gender, age, work seniority, marital status and education background will partially influence career orientation and behavioral intention to be engaged in atypical employment.