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Evans, Maggi J. "Workplace career conversations : aligning organizational talent management and individual career development?" Thesis, Loughborough University, 2017. https://dspace.lboro.ac.uk/2134/27036.
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PURPOSE. This thesis takes a contextualised stakeholder approach to exploring alignment between organizational talent management and individual career development. The contribution and nature of career conversations as an opportunity for alignment is considered. DESIGN. This qualitative study was conducted in two phases. Phase one involved semi-structured interviews with Human Resources and Organizational Development professionals (n = 30). Phase two involved semi-structured interviews using career narratives with line managers and individuals from five case study organizations which were also involved in phase 1 (n = 40). Data were analysed thematically by stakeholder group and within each case study. LIMITATIONS. The sample used within the study were not selected to be representative. The conversations described by participants may not be representative of all of the conversations they have experienced. The case study organizations were all UK based. FINDINGS. For most HR professionals, talent management was driven by organizational goals with little reference to individual needs, hence, alignment was not a priority for them. In contrast, individuals and line managers described a commitment to seeking overlap between organizational and individual goals, with some line managers describing their role as brokers . Career conversations were seen by all stakeholders as an important part of talent management and career development, with the potential to be a vehicle for alignment. Detailed analysis of the career conversations described by individuals identified a broad range of helpful conversations, the majority of which took place informally. Additional categories of career shaper (from Bosley et al, 2009) were also identified as collaborators and catalysts . A variety of contextual features were found to influence the enactment of talent management and career development. These were summarised as a contextual map indicating local, organisational and environmental dynamics. ORIGINALITY/VALUE. The research reinforced the value of taking a contextualised perspective of both organizational talent and individual career (e.g. Cohen et al 2004; Sparrow, 2014). It also captured the voices of different stakeholder groups (e.g. Collings, 2014; Thunnissen et al, 2013).
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Broadbridge, Adelina. "Window dressing? : women, careers and retail management." Thesis, University of Stirling, 2010. http://hdl.handle.net/1893/3029.
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Via the submission of six published papers, this thesis draws together the body of work by Broadbridge on retail management and women’s careers. It reveals the factors that continue to be problematic for women’s careers and why in 2010 they continue to be under-represented in the retail management hierarchy. A contextual background to the selected papers is provided in three chapters which summarise some wider issues for the non specialist reader: an introduction to career development models, the gendered processes in management and a contemporary overview of retail employment in the UK. Of the six papers presented, each adopts a different theoretical perspective and so cumulatively a comprehensive understanding of the reasons for women’s continued under-representation in retail management positions is gained. The overall findings from the papers indicated that the main reasons for women’s and men’s differential experience in the retail management hierarchy can be located in issues of male control. Retail management is male dominated, male identified and male centred. This can present itself in a variety of different ways, and through overt or covert means of behaviour and underlying organisational cultures. Key theoretical contributions to the thesis are located in three sets of theory: the sexual division of labour and the organisation of retail work; the gendered retail career, and work-life balance and multiple role demands. Empirical and methodological contributions come from the corpus of data and the use and refinement of a mixed methods approach to understanding the subject area.
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Price-Rhea, Kelly. "How Motherhood Affects Professional Golf Careers." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/5533.
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Nicholson, M. Paul. "Architectural management : from Higgin to Latham." Thesis, University of Nottingham, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.318299.
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Mitterreiter, Simon [Verfasser]. "International top managers’ careers : essays on career variety, tenure on the board and time to the top / Simon Mitterreiter." Berlin : ESCP Europe Wirtschaftshochschule Berlin, 2021. http://d-nb.info/1227873743/34.
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Epstein, Karen A. "The dual ladder : realities of technically-based careers." Thesis, Massachusetts Institute of Technology, 1986. http://hdl.handle.net/1721.1/14938.
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Thesis (Ph. D.)--Massachusetts Institute of Technology, Sloan School of Management, 1987.<br>MICROFICHE COPY AVAILABLE IN ARCHIVES AND DEWEY.<br>Bibliography: leaves 238-242.<br>by Karen Ann Epstein.<br>Ph.D.
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Hoffmann, Patrick [Verfasser], Martin [Mitwirkender] Högl, and Andreas [Mitwirkender] Hack. "Innovators´ careers / Patrick Hoffmann. Bearb.: Martin Högl ; Andreas Hack." Vallendar : WHU - Otto Beisheim School of Management, 2013. http://d-nb.info/1035257904/34.
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Melero, Martín Eduardo. "Careers, human capital and managerial styles." Doctoral thesis, Universitat Pompeu Fabra, 2005. http://hdl.handle.net/10803/7422.
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The study of career paths within organizations is an issue that has received strong attention in the theoretical literature of organizational economics and management1. From the empirical point of view, however, research in this topic is scarcer and less comprehensive. The gap has been caused to a large extent by the unavailability of data tracking worker's career moves in employee-level surveys and by the lack of information about career management policies in firm-level data. This thesis contributes to fill such hole. It investigates how workers' careers and their behavior as managers depend on the characteristics of the firms where they work and their own personal characteristics, with a strong emphasis in the role of human capital. The research is carried out using micro data at both worker and firm level, available only in relatively recent data sets.<br/><br/> <br/><br/>The interaction between accumulation of human capital and workers' employment horizons has been frequently recognized as a key issue in explaining why some firms maintain long-term relationships with their employees while others remain closer to what it could be considered spot-market labor contracting. There are nonetheless important factors that have been usually absent in the literature of organizations. This is the case of internal firm structures that may improve or discourage the interactions between different hierarchical levels, affecting eventually to the costs of job change involved in promotions. Both human capital and organization-relational aspects of career paths are objects of study of this thesis. First, it is analyzed how the characteristics of employers and the markets where they work affect the general or firm-specific nature of employees' human capital and, therefore, to the type of employment relationship held. Second, it is investigated how differences in employees' personal characteristics affect their career horizons, the management of their human capital and the type of career moves done. Finally, the effects of these factors on career path outcomes are examined, in terms of leadership behavioral differences among those arriving at managerial levels. A particular attention is paid the important differences between the careers of men and women that are also found in their managerial style.<br/><br/> <br/><br/>Overall, the research presented here sheds light on what career management schemes adapt better to different product and labor market circumstances. It opens as well a number of challenges for the study of human resources management and shows that population-wide surveys can be very useful tools to carry out empirical investigations in this area, usually dominated by narrower and less representative surveys.
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Briscoe, Forrest. "Bureaucratic flexibility : large organizations and the restructuring of physician careers." Thesis, Massachusetts Institute of Technology, 2003. http://hdl.handle.net/1721.1/17603.
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Thesis (Ph. D.)--Massachusetts Institute of Technology, Sloan School of Management, 2003.<br>Includes bibliographical references (p. 195-206).<br>This thesis contributes to theory and research at the intersection of professions, labor markets, and careers. To do so, it draws on longitudinal and cross-sectional data on physicians in different organizational arrangements. Physicians have been migrating into larger medical practice organizations over the past three decades, creating a valuable research opportunity. Previous writing on the professions and on careers implies that large, bureaucratic organizations constrain autonomy and are therefore anathema to professionals. Instead, I observe that many physicians find these larger structures to be emancipating because such organizations provide unique access to highly-valued career options. These career options are possible because large organizations have scale and systems that address a fundamental temporal problem for doctors: availability whenever the patient requires attention. With a pool of substitutes for the individual physician, and systems that facilitate patient hand-offs, the large organization offers a predictable schedule and moderate hours when compared with traditional private practice. As a result, large organizations open up an expanded portfolio of career options, including part-time clinician, and facilitate transitions between different roles. These career options are greatly valued within the current physician workforce, particularly among the growing ranks of female physicians and those physicians in dual-career families. The dissertation is organized into three papers. The first paper asks which types of physicians are employed in large organizations, testing two competing accounts from professions theory and careers research using national survey data.<br>(cont.) The second paper uses a longitudinal survey conducted by the author in order to investigate how different career options are utilized over time within one large medical practice organization. Finally, the third paper draws on detailed interview data from that same setting to document how the large organization enables schedule restructuring and, as a consequence, provides an expanded range of career options. Taken together, this work contributes to a new understanding of professionals, one that emphasizes heterogeneity in career interests and the possibility of meeting those interests through individually-tailored careers inside large organizations. By neglecting this individual heterogeneity, we risk assuming that the movement of professionals into large organizations will result only in dispirited practice. In contrast, through the lens of career diversity, bureaucracies actually take on a liberating character for many doctors. Similarly, while the careers literature has emphasized the flexibility of independent practice arrangements, I find physicians to value bureaucratic employment precisely because it accommodates their temporal career interests.<br>by Forrest Scott Briscoe.<br>Ph.D.
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Lambert, Stephanie. "Navigating professional careers in new organisational forms." Thesis, Loughborough University, 2015. https://dspace.lboro.ac.uk/2134/21910.
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The notion of professional work is changing from the traditional learned occupations in which an exclusive body of knowledge and access to practice was controlled by a privileged minority. Nowadays, many more vocational groupings enjoy professional status, although the locus of control over standards and behaviours is moving from professional bodies to organisations in which access to, and use of, knowledge is embedded in information systems. Such changes are epitomised by a new organisational form the shared service centre (SSC) where business support functions are aggregated into business process centres so that efficiency and quality of service can be improved through task simplification, automation and the adoption of multidisciplinary process working. A consequence of the new factory-style environment is that work becomes polarised between a small number of senior professional personnel who design and monitor work systems, and the vast majority of workers who perform low-level, transactional tasks. In the hollowed out middle, a career bottleneck develops meaning that workers have little chance of progression and, moreover, the nature of lower level work may not equip them for senior roles potentially dulling aspirations of a long-term professional career. The purpose of this research is to explore the impact of these changes for the careers of finance professionals working in the SSC. Within the careers literature, there is a tendency to explain individual career orientations of today through theories constructed much earlier. For example, Schein s (1978) concept of career anchors aims to provide a stable framework of influence throughout an individual s work life, yet despite changes in organisational and technological landscapes, these original anchors remain unchallenged. This exploratory enquiry gathers data from finance professionals working in SSCs through interviews and an adapted survey instrument based on Schein s career anchor inventory (COI; 1990) to ask how do those working in professional roles in SSCs understand and navigate their careers? The fundamental contributions of this thesis are as follows: 1) theoretically, a classification which provides a novel frame of reference for understanding types of SSC and the work within them; 2) identification of pertinent skills that both guide and potentially enable careers for finance professionals in this context these extend beyond previous suggestions of soft skills into new business skills for global, multidisciplinary and organisationally focused professional work; 3) evidential support for a refreshed approach to career theory, especially for boundary-focused career scholarship (Inkson et al, 2012) and clarification of new dimensions in multidirectional careers (Baruch, 2004); 4) a proposal for a new set of six career anchors that challenge the relevance of old theory in new contexts and provide meaningful insight into the navigation of careers in new organisational forms. This work serves as a founding and original investigation into careers within finance SSCs. There are practical implications for individual career management, the role and relevance of professional accrediting bodies in new contexts, and also for organisational HR strategy and their function in supporting individual skills development for contemporary professionals in new organisational forms.
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Thambar, Nalayini Pushpam. "What is the professional identity of Careers Advisers in Higher Education? Challenges and opportunities for careers service leaders and managers." Thesis, University of Bradford, 2016. http://hdl.handle.net/10454/14566.
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This aim of this study is to understand the professional identity of careers advisers in UK universities, at a time of unprecedented interest in employability across the sector following an increase in undergraduate tuition fees in England. The research question is “What is the professional identity of careers advisers in higher education in the ‘new’ employability climate? Opportunities and challenges for careers service leaders and managers.” Here, professional identity is defined as ‘the experience and self-understanding of those fulfilling a particular occupational role’. The study is qualitative, using the methodological approach of Interpretative Phenomenological Analysis. The areas of literature that have been reviewed relate to the nature and development of the professions and the development of individual and collective professional identity. The history of the careers adviser role within the UK education system also provides context. Data was collected in summer 2012 through interviews with 21 careers advisers from 14 universities across England, Wales and Scotland using a stratified sample based on league table data. This study makes a contribution to knowledge by suggesting a professional identity for careers advisers which is Undefined, Parochial, Unrecognised and Unconfident yet Dedicated, and by making recommendations for leaders and managers, and careers advisers themselves, to consider in their approaches to staff development, (self-) advocacy and connection with broader institutional priorities. Such approaches do not conflict with a primary purpose of ‘helping students’ and can serve to strengthen the impact and influence of careers advisers as experts who address the increasingly critical employability agenda.
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Jackson, LaTayna. "A Study of Women, Their Careers, Mentoring, and the Barriers in Management." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6441.
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Women all across the United States who work for public housing authorities greatly desire to have more career advancement opportunities. As the number of women in the workforce and moving into management positions continues to increase yearly, current cross-gender mentorship programs, even if available are often outdated and unresponsive to the demographic change. This study focused on women's careers, mentoring, and the barriers to their career progression. The purpose of this qualitative case study was to explore participant perceptions perception of mentoring and its effects on career advancement for women who work in public housing management to open a deeper dialogue about women and gender bias in management in traditionally male-dominated workplaces. Participants consisted of 10 senior property management managers currently employed in Florida and Georgia public housing authorities. Data collection was accomplished via an open-ended semi-structured interview protocol and recorded to ensure validity and integrity of the interview; NVivo 11 software was used to assist with the coding, categorization, and identification of recurrent patterns. In depth analysis of the coded data further revealed three essential themes of mentoring, professional leadership training programs, and access to those opportunities were critical to career progression but often unavailable or ineffective. The participants revealed that same-gender mentoring relationships were more successful than cross-gender. Participants almost unanimously agreed that mentoring and advance leadership training opportunities are critical to employee career progression for any employee, and particularly to women in male-dominated industries. Increasing the dialogue to develop more comprehensive and available cross-gender mentoring programs could be the catalyst for meeting the challenges of leading in the midst of the changing workforce.
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Yu, Kyoung-Hee Ph D. Massachusetts Institute of Technology. "Between bureaucracy and social movements : careers in the justice for janitors." Thesis, Massachusetts Institute of Technology, 2008. http://hdl.handle.net/1721.1/42420.
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Thesis (Ph. D.)--Massachusetts Institute of Technology, Sloan School of Management, 2008.<br>Includes bibliographical references (p. 182-189).<br>Industrial relations scholars and organizational sociologists have long argued that American trade unions adopted bureaucratic structures and practices in order to survive in the economic and political environment of the United States. Scholars drew a sharp dichotomy between bureaucratic unionism, which they viewed as the dominant institutional form of American unions, and social movement unionism. But more recently, scholars have argued that the environment has shifted, leading American unions to move away from traditional policies and practices toward social movement unionism. This research examines the organizational change process and current practices of the largest and most successful of such unions, the Service Employees International Union (SEIU). The dissertation starts with a puzzle: while the union is ideologically progressive and strategically innovative, it is also extremely centralized and bureaucratic; furthermore, bureaucratization and centralization have both increased during the period in which the union adopted social movement elements in its practice. Earlier theories on institutional change in the labor movement have not adequately captured the dynamic coexistence of opposing elements. This study develops a theory of institutional change based on the political process. The thesis introduces the concept of movement careers and identifies these careers as a mechanism that mitigates the tension between bureaucracy and idealism in the union. Part I of the thesis examines historical change in the union during the period 1950s - mid-1990s. It shows that the adoption of social movement elements by the union was the product of a contentious political process. Political battles and the urgency of reform felt by ideologically progressive staff further centralized control in the national union.<br>(cont.) These findings contrast with previous research that has depicted institutional change in the labor movement as rational organizational responses to environmental change. Part II introduces and develops the concept of movement careers. It defines these careers as careers motivated by ongoing personal transformations triggered by an initial politicizing experience. It identifies the structural and ideological features that set movement careers apart from conventional organizational careers. Movement career builders think of their work in the union primarily in terms of changing the existing social order. Thus, they choose not to ascend the hierarchy of the organization. Part III uses observational data from four local sites of the union and shows that sustaining idealism in a bureaucratic structure has posed a dilemma in three out of the four sites. This part of the thesis develops a theory of the organizational and environmental contexts that can foster movement careers in formal organizations.<br>by Kyoung-Hee Yu.<br>Ph.D.
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Bartel, Jan-Niklas [Verfasser], Alwine [Akademischer Betreuer] Mohnen, Alwine [Gutachter] Mohnen, and Nicola [Gutachter] Breugst. "A New Perspective on Managerial Careers: Three Sequence Analyses of Executive Career Paths / Jan-Niklas Bartel ; Gutachter: Alwine Mohnen, Nicola Breugst ; Betreuer: Alwine Mohnen." München : Universitätsbibliothek der TU München, 2019. http://d-nb.info/1202922589/34.
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Bartel, Jan-Niklas Verfasser], Alwine [Akademischer Betreuer] [Mohnen, Alwine Gutachter] Mohnen, and Nicola [Gutachter] [Breugst. "A New Perspective on Managerial Careers: Three Sequence Analyses of Executive Career Paths / Jan-Niklas Bartel ; Gutachter: Alwine Mohnen, Nicola Breugst ; Betreuer: Alwine Mohnen." München : Universitätsbibliothek der TU München, 2019. http://nbn-resolving.de/urn:nbn:de:bvb:91-diss-20191210-1509857-1-6.
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Cox, R. M. "A study of a cohort of entrants to the Careers Service." Thesis, University of Reading, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.255829.
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Mlinar, Sharyn Elizabeth. "A Delphi Study of the Potential Influence of Women in STEM Careers." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/522.
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American businesses are working with educational institutions to attract women into technical and scientific professions. However, less than one quarter of the people working in science, technology, engineering, and mathematics (STEM) are women. The educational system as-a-pipeline model is not supplying business with skilled workers, specifically female STEM employees. Organizational change must occur and this process begins with the organization's leadership. Guided by the the conceptual frameworks of Kotter & Rathgeber and Kouzes & Posner, this Delphi study asked 54 female professionals, in various locations across the United States, about what influenced them in their education and career choices. Responses were collected from an internet survey and the emergent themes were deduced by graphical means using word clouds and word counts. The evaluation indicated that early interests in science were generated through networking experiences that occurred both in and out of the educational environment. Pro-male bias and lack of encouragement 'influenced the women's decision making while studying and working. To obtain the female professionals they need for the future, business leaders need to fund research, and provide internships, networking, and shadowing opportunities with current professionals. Leaders and managers also need to provide unbiased and supportive educational and workplace environments where women study and work. These social and organizational changes will allow women to become the needed workers for American businesses to maintain a technological presence in the world marketplace.
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Farrar, Angela L. "It's All About Relationships: African-American and European-American Women's Hotel Management Careers." Diss., Virginia Tech, 1996. http://scholar.lib.vt.edu/theses/public/etd-195610359611541.
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Diyab, A. H. A. "Working in ministries or public organizations in Saudi Arabia : A study of career development and job satisfaction of the Saudi Arabian middle managers." Thesis, University of Kent, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.379268.
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Crawshaw, Jonathan R. "Managing careers and managing fairness : an organisational justice theory perspective on employee evaluations of, and reactions to, organisational career management practices." Thesis, Aston University, 2005. http://publications.aston.ac.uk/10784/.
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This thesis presents the results of a multi-method investigation of employee perceptions of fairness in relation to their career management experiences. Organisational justice theory (OJT) was developed as a theoretical framework and data were gathered via 325 quantitative questionnaires, 20 semi-structured interviews and the analysis of a variety of company documents and materials. The results of the questionnaire survey provided strong support for the salience of employee perceptions of justice in regard to their evaluations of organisational career management (OCM) practices, with statistical support emerging for both an agent-systems and interaction model of organisational justice. The qualitative semi-structured interviews provided more detailed analysis of how fairness was experienced in practice, and confirmed the importance of the OJT constructs of fairness within this career management context. Fairness themes to emerge from this analysis included, equity, needs, voice, bias suppression, consistency, ethicality, respect and feedback drawing on many of the central tenants of distributive, procedural, interpersonal and information justice. For the career management literature there is empirical confirmation of a new theoretical framework for understanding employee evaluations of, and reactions to, OCM practices. For the justice literatures a new contextual domain is explored and confirmed, thus extending further the influence and applicability of the theory. For practitioners a new framework for developing, delivering and evaluating their own OCM policies and systems is presented.
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Ravasi, Claudio. "Internationalization of managerial careers : three research articles." Thesis, Paris 10, 2015. http://www.theses.fr/2015PA100032.
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Cette thèse de doctorat examine la carrière des managers dans un contexteinternational. Plus précisément, elle s’intéresse aux parcours et modèles de carrièredans un contexte en évolution en prenant comme exemple le cas des managersinternationaux. Nous nous focalisons sur la nature évolutive des carrièresmanagériales, les environnements organisationnels et globaux dans lesquels lescarrières se développent, et la relation réciproque qui existe entre des carrières etdes environnements en évolution. Tous ces aspects sont explorés à travers troisarticles qui reposent sur trois terrains empiriques distincts.Le premier article analyse les profils de carrière des top managers européens dansun contexte d’internationalisation accrue. Des données sur le profil et la carrière deplus de 900 top managers dans quatre pays ont été collectées et analysées. Le butest de vérifier l’hypothèse d’une stabilité des modèles nationaux de carrière etd’identifier les éléments nouveaux liés à l’internationalisation.Le deuxième article se focalise sur les profils des dirigeants des plus grandesentreprises suisses. Nous nous sommes intéressés à l’évolution historique sur 30ans (1980–2010) des profils et des carrières d’environ 600 top managers. Cet articlemet en évidence le développement en Suisse d'une communauté internationale detop managers étrangers et analyse les changements dans leurs profils et dans leurscarrières.Le troisième article s’intéresse à l'adaptation interculturelle d'une population de 152employés étrangers (expatriés traditionnels, expatriés volontaires, migrants qualifiés)et 126 conjoints. Cet article étudie différents aspects de l'adaptation, en seconcentrant sur la maîtrise de la langue locale et les pratiques organisationnelles desoutien à l’expatriation<br>This doctoral dissertation examines the career of managers in an international context. Specifically, this research focuses on careers patterns in a changing environment using the case of international managers (i.e. managers with a career that develops globally). More broadly, the research looks at the evolving nature of managerial careers, the organizational and global environments in which careers develop, and the reciprocal relationship between changing careers and changing environments, specifically in the context of those with global careers. All these aspects are explored in this doctoral dissertation with three research articles that use three different sets of empirical data.The first article analyzes the career profiles of top European managers in the context of increased internationalization. Data on profiles and careers of more than 900 top managers in four countries has been collected and analyzed. The purpose is to verify the hypothesis of stability in national career models and identify new elements related to internationalization. The second article focuses on the profiles of top managers at the biggest Swisscompanies. We focused on the evolution of profiles and careers of about 600 topmanagers over a 30-years period (1980–2010). This article highlights the development of an international community of foreign top managers in Switzerland and analyzes the changes in their profiles and careers.The third article focuses on the cross-cultural adjustment of a population of 152foreign employees (traditionally-assigned expatriates, self-initiated expatriates, skilled migrants) and 126 spouses. This article studies different aspects of adjustment, focusing on local language proficiency and relocation support practices
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Gonzalez, M. F., Y. Cohen-Charash, K. Busse, et al. "Psych’d Up for Business School: Preparing I-O Psychologists for Business School Careers." Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/etsu-works/8310.
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Tse, Ka-ki Kit. "Common careers, different experiences an investigation of women surveyors' under-representation in senior management levels /." Click to view the E-thesis via HKU Scholars Hub, 2004. http://lookup.lib.hku.hk/lookup/bib/B37933668.
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McAloon, Patrick O. "Chinese at Work: Evaluating Advanced Language Use in China-related Careers." The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1218548897.
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Rodgers, Helen Marie. "Gender and post bureaucracy : the impact of organisational transformation upon female careers and gender relations." Thesis, University of Kent, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.310268.
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Kappia, Joseph Gaiva. "Career dynamics within the construction industry : a trade and craft perspective." Thesis, Loughborough University, 2006. https://dspace.lboro.ac.uk/2134/14090.
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Recruiting and retaining an adequate share of the UK workforce is vital to meeting the construction industry's demands and sustaining its current growth. This requires the industry to attract new employees, adopt a proactive approach to Human Resource Development (HRD) and the formulation of effective retention strategies. Career development programmes are required which can align the industry's needs with the career expectations of the individual employee. However, despite the importance of such schemes to the trade and craft occupations, most research devoted to career development has a professional and managerial focus. A need to redress this imbalance has been compounded by a variety of factors such as the scarcity of skilled people, falling recruitment levels and high employee turnover rates. The overall aim of the work reported in this thesis is to develop an understanding of trade and craft career dynamics. The information can be used as a framework for supporting specific career management and career development initiatives, which in turn will serve to actively encourage skill development, attract new employees and retain the services of the current workforce. Drawing on the conceptual languages of extant "Careers" and "Human Resource Management" theory, the research adopted an ethnographic research approach. An iterative multiphase research design framework was utilised, involving a combination of research paradigms. These quantitative and qualitative methods included: a questionnaire of 563 informants; discussions with 54 groups of trainees; and 88 indepth interviews with both New Entrant Trainees (NETs) and Qualified and Experienced (QE) construction workers. By encouraging systematic narrative accounts of the attitudes, behaviours and idea systems of the actors involved a better understanding of the nature of trade and craft employment was developed. Combining and comparing the fmdings of both datasets (NETs and QEs) and relating this to the outlined theoretical perspectives sheds new light on the career dynamics within the industry. The resear_c~-. found that although employees are not comprehensive in their information and search of career options; they do place a high priority on career development. However, career development is limited due to the realities (opportunities and operational conditions) of the industry; which influence attitudes of individuals and their peers. Employees often further encounter a series of career decision errors which affect the employment relationship. The fmdings suggest that good career development practice is capable of helping to attract, recruit and retain a sustainable share of the UK workforce. As such, the fmdings provide a platform from which effective employment strategies can be developed in the future.
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Johnson, William Raymond. "Undergraduate Perceptions of Music Degree Program Value, Pertaining to Future Careers." The Ohio State University, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=osu1397643828.
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Salama, Alzira. "The impact of cultural change on managerial careers : four case studies of British organisations undergoing the process of privatisation." Thesis, Lancaster University, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.315207.
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Munnelly, Karen Patricia. "Understanding Career & Degree Expectations of Undergraduate Music Majors." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1490135404312177.
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Vitorino, Margarida Alexandra Carmo. "Gestão de carreiras : estratégias de desenvolvimento na Força Aérea Portuguesa." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/12832.
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Mestrado em Gestão de Recursos Humanos<br>As carreiras proteanas refletem um novo paradigma na gestão de carreiras e baseiam-se numa atitude pró-ativa por parte dos indivíduos na gestão da sua própria carreira. Para isso, estes indivíduos desenvolvem atitudes que caracterizam o seu empenhamento ativo na autogestão de carreiras, as denominadas atitudes proteanas. Para manter estes colaboradores as organizações devem moldar-se a este novo paradigma desenvolvendo estratégias aliadas à auto-gestão de carreiras.
A Força Aérea Portuguesa (FAP) apesar de ter as suas carreiras maioritariamente orientadas para a gestão tradicional, tem no seu ativo militares que demonstram atitudes proteanas. O presente estudo pretende identificar as atitudes mais praticadas pelos militares e aferir em que estratégias pode a FAP apostar ou dar mais visibilidade de modo a que os seus colaboradores percecionem o apoio proporcionado pela organização.
Através de uma amostra composta por 309 inquiridos, os resultados demonstraram que os indivíduos não aparentam praticar praticamente estratégias de carreira orientadas para a auto-gestão de carreiras. Das atitudes praticadas, o networking é o que mais se destaca. Relativamente ao apoio de carreira, os inquiridos aparentam não o percecionar. De destacar que em ambos os casos, os militares do Regime de Contrato e da categoria de Praças são os que apresentam valores mais positivos praticando mais a auto-gestão de carreiras e percecionando mais o apoio proporcionado pela organização ao desenvolvimento das suas carreiras.<br>Protean careers present a new model on career management and are based on a proactive attitude of an individual towards the management of his own career. In order to do so, individuals develop behaviors that show their active commitment in managing their own careers, called protean attitudes. To retain these employees, organizations should shape themselves to this new model and develop strategies to allow for the self-management of careers.
The Portuguese Air Force (FAP), despite having the majority of its careers oriented towards traditional management, has active duty military personnel manifesting protean attitudes. This study intends to identify the most commons attitudes taken by these soldiers and determine what strategies should be applied by FAP in order to make this organizational support more perceivable by its personnel.
Based on a sample of 309 inquires, the results have shown that the individuals do not exhibit high averages in terms of strategies oriented towards the self-management of their careers. Networking stands out as the most practiced attitude. Career support perception presents low averages. It is important to emphasize that the non-permanent personnel and the lower ranked enlisted were the subjects with the most positive averages, doing more to self-manage their careers and perceiving more support from the organization to do so.<br>N/A
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Carvalho, Luiza Maria Pinto de. "Carreira caleidoscópio: um estudo qualitativo sobre as decisões de carreira de mulheres executivas." Universidade de São Paulo, 2018. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-04022019-143813/.
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Depois de algumas décadas da entrada das mulheres no mercado de trabalho, esperava-se que a equidade de gênero já fosse uma realidade nas organizações. Porém, os números mostram que os homens ainda são maioria e que quanto mais alto o cargo, menor a quantidade de mulheres. No Brasil, segundo pesquisa do Instituto Brasileiro de Geografia e Estatística (IBGE), em 2016, 60,9% dos cargos gerenciais, tanto no poder público quanto na iniciativa privada, eram ocupados por homens e 37,8% por mulheres. As mulheres continuam ganhando menos com salários em torno de 75% inferiores ao dos homens. A questão do aumento da presença das mulheres nas organizações deve ser vista como um problema econômico, pois elas representam talentos que podem contribuir para o aumento da produtividade e dos resultados financeiros das organizações, gerando impactos positivos em toda a economia. De fato, a maioria das mulheres possui carreiras não lineares e realizam mudanças de trajetórias em suas carreiras. O termo \"opt out\" foi utilizado para explicar a saída de mulheres altamente qualificadas das organizações. Acreditava-se que o principal motivo desta mudança de carreira era em função da maternidade e da família. Porém, Mainiero e Sullivan (2005) fizeram uma extensa pesquisa e descobriram que os motivos do \"opt out\" eram muito mais complexos. Necessidade de oportunidades interessantes, reconhecimento e equilíbrio entre vida pessoal e profissional são fundamentais para as mulheres. Desenvolveram, então, um novo modelo de carreira chamado de modelo da carreira caleidoscópio. Baseado no funcionamento do caleidoscópio, considera que as decisões de carreira dependem de três pilares: autenticidade, balanço e desafio. As pessoas ajustam suas carreiras de acordo com a importância de cada um desses pilares ao longo de suas vidas. Com base no modelo da carreira caleidoscópio, esta pesquisa de natureza qualitativa analisou os fatores que influenciam as decisões de carreira de mulheres executivas. No referencial teórico, foram considerados 3 construtos principais: carreira, gênero e ambiente corporativo. Foram realizadas 18 entrevistas não estruturadas com 2 grupos de mulheres na fase intermediária de carreira e com pelo menos 1 filho: mulheres que permanecem na carreira corporativa e mulheres que mudaram de carreira. A análise dos resultados foi feita em 2 partes: a análise cronológica das carreiras dessas mulheres e a análise de conteúdo com a categorização e análise das respostas obtidas. As conclusões mostraram que as decisões de carreira das mulheres são extremamente complexas e dependem de inúmeros fatores. Vida pessoal e profissional devem ser analisadas de forma integrada e a maternidade não é o fator decisivo para as mudanças de carreira das mulheres. O modelo da carreira caleidoscópio mostrou-se bastante aderente à análise efetuada e os pilares autenticidade, balanço e desafio foram priorizados de acordo com cada momento. Clima organizacional e liderança positivos, políticas corporativas, suporte da família e do parceiro e equilíbrio nos pilares autenticidade, desafio e balanço são alguns dos fatores que contribuem diretamente para a permanência na carreira corporativa. Diante de dificuldades, insatisfação e desequilíbrios nos pilares da carreira caleidoscópio, as mulheres tomam suas decisões de carreira e em alguns casos, fazem o \"opt out\" total.<br>After a few decades of women entering the labor market, it was expected that gender equity would already be a reality in organizations. However, men are still the majority and the differences are worse at the top positions. In Brazil, according to IBGE, in 2016, women represented only 37,8% of the management positions in the state and private companies and their wages were 25% lower than men\'s. To increase the presence of women in organizations should be seen as an economic problem, since they represent talents that can contribute to the increase of productivity and financial results of the organizations, generating positive impacts throughout the economy. In fact, most women have non-linear careers and make career changes. The \"opt out\" term was used to explain the evasion of highly skilled women from organizations. Maternity and family reasons were considered the main reasons for these career changes. However, Mainiero and Sullivan (2006) found out that the opt out reasons were more complex. Interesting opportunities, recognition and balance between personal and professional life were considered very important factors for women\'s lives. As a result of this research, they developed the kaleidoscope career model. Based on the kaleidoscope\'s system, it considers that career decisions depend on three pillars: authenticity, balance and challenge. People adjust their careers according to the importance of each of these pillars throughout their lives. Based on the kaleidoscope career model, this qualitative research examined the factors that influence the career decisions of executive women. In the theoretical reference, 3 main constructs were considered: career, gender and corporate environment. There were 18 unstructured interviews with 2 mid-career women groups and at least 1 child: women who remained in the corporate career and women who changed their careers. The analysis of the results was done in two parts: the chronological analysis of the careers of these women and the content analysis with the categorization and analysis of the answers obtained. The findings showed that women\'s career choices are extremely complex and depend on a number of factors. Personal and professional life should be analyzed in an integrated way and motherhood is not the decisive factor for women\'s career changes. The kaleidoscope career model showed to be quite adherent to the analysis performed and the authenticity, balance and challenge pillars were prioritized according to each moment. Positive organizational climate and leadership, corporate policies, family and partner support and the pillars of authenticity, challenge and balance are some of the factors that directly contribute to the permanence in the corporate career. Difficulties, dissatisfaction and imbalances in the cornerstones of the kaleidoscope career can lead women to make significant career decisions and, in some cases, opt out.
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Akcakoca, Seda. "Gendered inequality regimes in Turkish banking : a multi-case study of women managers' careers in the context of restructuring in the Turkish banking sector." Thesis, University of Warwick, 2011. http://wrap.warwick.ac.uk/38085/.
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Sutton, Kyra Leigh. "Parenthood and organizational networks a relational view of the career mobility of working parents /." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1155663728.
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Castro, Fernanda Cássia de. "Dual career family e as decisões de carreira de casais hetero e homoafetivos." Universidade de São Paulo, 2015. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-19062015-133025/.
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Nas últimas décadas, foi possível observar mudanças na forma como as pessoas estão lidando com as decisões de carreira nas organizações. Além da dimensão profissional, aspectos de âmbito pessoal e familiar estão sendo considerados, evidenciando a importância da integração entre vida e trabalho no contexto contemporâneo. Muitos fenômenos sociais, culturais e políticos têm proporcionado debates relevantes sobre carreira e trabalho no cenário mundial e brasileiro, destacando-se o crescente aumento da participação feminina no processo produtivo, a ressignificação do papel masculino no casamento, o modelo familiar homoafetivo se fundamentando enquanto instituição legal, social e política, e os novos desenhos de carreira que buscam suprir necessidades pessoais e organizacionais. Considerando tais temas, estudos sobre dual career family (famílias em carreira dual) têm sido retomados de forma mais intensa pela academia, buscando investigar como os casais estão gerenciando os domínios do trabalho e da vida familiar, concomitantemente às suas aspirações de carreira. As pesquisas sobre a carreira dual no cenário mundial abordam o relacionamento, os dilemas, os conflitos e as influências na carreira e na família para casais hetero e homoafetivos. Este estudo buscou determinar os fatores que influenciam a carreira dual para casais heteroafetivos, casais de lésbicas e casais de gays, em função das aspirações de carreira profissional e das demandas familiares. Para tanto, foram realizadas doze entrevistas com homens e mulheres em união hetero e homoafetiva da Grande São Paulo, com nível superior e união conjugal de mais de dois anos. Os dados foram coletados e analisados de acordo com a técnica de análise de conteúdo proposta por Bardin (1977). Para os heteroafetivos, constatou-se o crescente compromisso com a carreira dual, fundamentado nos ajustes que ambos os cônjuges realizam para conciliar as demandas profissionais e familiares por meio da busca de interações equitativas de poder. Os homoafetivos direcionam seus esforços à progressão na carreira. Entre os gays, o foco na carreira individual influencia o nível de compromisso com a carreira dual, observando-se relações de poder menos igualitárias na interação do casal. As lésbicas vivenciam o compromisso compartilhado com a carreira dual, baseado em interações igualitárias e em ajustes que ambas realizam para conciliar as demandas profissionais e familiares, e crescerem juntas na carreira. Constatou-se também diferença na tomada de decisões entre o casal baseada no papel de gênero associado ao sexo, construindo socialmente.<br>In recent decades, changes were observed in the way how people are dealing with career decisions in organizations. In addition to the professional dimension, personal and family context aspects are considered, highlighting the importance of integration between life and work in the contemporary context. Many social, cultural and political phenomena have provided relevant discussions on career and work in the world and Brazilian scenario, emphasizing the increasing female participation in the production process, the redefinition of the male role in marriage, homosexual family model is basing as a legal institution, social and political, and the new career designs that seek to fulfill personal and organizational needs. Studies on dual career family have been taken up more fully in the academy, trying to investigate couples are managing the domains of work and family life, concomitantly to their career aspirations. Research on dual career on the world stage approach the relationship, dilemmas, conflicts and influences on career and family for heterosexual and homosexual couples. This study aimed to determine the factors that influence the dual career for heterosexual couples, lesbian couples and gay couples, according to the career aspirations and family demands. Twelve interviews were conducted with men and women in union hetero and homosexual of São Paulo, with higher education and marital union of more than two years. Data were collected and analyzed according to the content analysis technique proposed by Bardin (1977). For heterosexuals, there was the growing commitment to dual career, based on the settings that both spouses hold to reconcile work and family demands by seeking equitable interactions power. The homosexuals direct their efforts to career progression. Among gays, focus on individual career influences the level of commitment to dual career, observing least equal power relations in the interaction of the couple. Lesbians experience the shared commitment to dual career, based on egalitarian interactions and adjustments that both perform to reconcile work and family demands, and grow together in their careers. It was also difference in decision making between the couple based on gender role associated with sex, building socially
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Alisic, Aida [Verfasser], Bettina S. [Akademischer Betreuer] Wiese, and Malte [Akademischer Betreuer] Persike. "Self-management competencies in the context of academic careers: differences between and within individuals / Aida Alisic ; Bettina Simone Wiese, Malte Persike." Aachen : Universitätsbibliothek der RWTH Aachen, 2021. http://d-nb.info/1232497436/34.
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Veloso, Elza Fatima Rosa. "Carreiras sem fronteiras na gestão pessoal da transição profissional: um estudo com ex-funcionários de uma instituição com características de empresa pública." Universidade de São Paulo, 2009. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-11092009-101742/.
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As atuais tendências econômicas e sociais propiciam o surgimento de carreiras condicionadas não somente às oportunidades profissionais oferecidas pelas organizações, mas também às necessidades pessoais e familiares dos trabalhadores. Os indivíduos, atualmente, são chamados à responsabilidade pela própria carreira e a assumir sua evolução profissional. Porém, para parte das pessoas, as atuais opções de carreira são diferentes das vislumbradas no planejamento original da vida profissional, esse é o caso dos ex-funcionários do Banespa uma Sociedade de Economia Mista, que tinha forma do setor privado, mas conservava características de empresa pública por ter o Estado de São Paulo como seu maior acionista e controlador da instituição. Tinha um quadro de 22,3 mil funcionários em novembro de 2000, no auge do processo de privatização, quando foi vendido ao Grupo Espanhol Santander. Entre as abordagens que consideram as mudanças enfrentadas por esses trabalhadores, as carreiras sem fronteiras surgem como contraponto às teorias tradicionais e consideram fatores de flexibilidade e de independência entre a pessoa e a empresa. Tal conceito foi utilizado neste trabalho como base para a investigação da gestão pessoal da carreira dos ex-funcionários do Banespa; como objetivo geral do estudo, buscou-se identificar as formas de manifestação desse tipo de carreira no gerenciamento pessoal da transição profissional desses trabalhadores. Os procedimentos metodológicos adotados no estudo foram: o quantitativo, operacionalizado por meio da aplicação de um questionário fechado a uma amostra aleatória estratificada proporcional, e o qualitativo, operacionalizado mediante entrevistas abertas padronizadas, aplicadas a uma sub-amostra sorteada aleatoriamente. A decisão de estratificação da amostra deu-se em função da necessidade de divisão dos respondentes em dois grupos: os que permaneceram trabalhando na instituição após a privatização e os que foram desligados após a adesão ao Programa de Desligamento Voluntário de 2001, oferecido pelo novo controlador da instituição. A suposição levantada na sub-hipótese 3 de que as respostas desses dois grupos apresentariam diferenças foi negada. Da mesma forma, a suposição de que as decisões da transição profissional desses trabalhadores seriam norteadas pelo valor Estabilidade/Segurança, representada pela sub-hipótese 2, também foi negada. Os resultados, que levaram à aceitação da sub-hipótese 1 deste trabalho, apontaram que a maneira como a pessoa gerencia sua carreira enquanto trabalha na empresa estável influencia a gestão pessoal da sua transição profissional, influenciando também a manifestação das carreiras sem fronteiras que, nas atitudes profissionais desses trabalhadores, se manifestaram das seguintes formas: Responsabilidade sobre a própria carreira; Compatibilidade entre valores pessoais e trabalho; Influência de necessidades pessoais e familiares em decisões profissionais; Aprendizado constante para valorização profissional; Iniciativa para o aprendizado constante. Apesar da identificação dessas formas de manifestação das carreiras sem fronteiras, os resultados não permitiram estabelecer um padrão para essa manifestação durante a transição profissional, portanto, aceitou-se a hipótese geral do estudo. Constata-se, ao final do trabalho, que as carreiras sem fronteiras podem não corresponder à realidade absoluta das carreiras atuais, mas certamente ajudam na compreensão dessa realidade.<br>Current economic and social trends have led to the development of careers conditioned not only by the professional opportunities provided by organizations, but also by the personal and family needs of workers. People are now called upon to take responsibility for their own careers and take charge of their professional evolution. To some, however, current career options are different from those that were envisioned when first planning their professional lives, as is the case with former employees of Banespa, a quasi-governmental corporation that operated as a privately held company but was owned (and controlled) mostly by the state of São Paulo. Banespa employed around 22.300 people by November 2000, at the height of a privatization process at the end of which it was sold to the Spanish Santander Group. Of several approaches that may be used to consider the changes faced by these employees, the concept of boundaryless careers arises as a counterpoint to traditional theories that takes into account the factors of flexibility and independence between the person and the firm. In the present work, this concept was used as a basis for investigating the personal career management of former Banespa employees; the general study objective sought to identify the manners in which this type of career is manifested in the personal management of professional transition among this workforce. The present study was carried out by means of quantitative and qualitative methods. The former consisted of a closed-ended questionnaire applied to a proportionate stratified random sample, while the latter consisted of a set of standardized open interviews conducted with a randomly selected subsample. Stratification of the sample was chosen in light of the need to divide respondents into two groups: those who remained with the firm after privatization and those who left after the Voluntary Redundancy Program offered by the firms new controllers in 2001. Sub-hypothesis 3 of the study, which assumed that the two groups responses would differ, was rejected. Likewise, sub-hypothesis 2 that employees decisions on professional transition would be guided by the Stability/ Security factor was rejected. Leading to acceptance of sub-hypothesis 1, results showed that the way in which one manages ones career while employed by a stable organization influences the personal management of ones professional transition, and also influences the manifestation of boundaryless careers, which, in this sample of workers, occurred as follows: Responsibility for ones own career; Compatibility between personal values and work; Influence of personal and family needs in professional decisions; Constant learning for professional appreciation; Initiative for constant learning. Although these manifestations of boundaryless careers were identified, results did not permit the establishment of a pattern for such manifestation during the professional transition phase; the general study hypothesis was therefore accepted. In closing, the boundaryless career concept may not correspond to the absolute reality of current careers, but certainly aids its understanding.
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Hong, Hee Jung. "A psycho-educational curriculum for sport career transition practitioners : development and evaluation." Thesis, University of Stirling, 2016. http://hdl.handle.net/1893/25589.
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The aim of this thesis is to extend sport career transition knowledge by developing and evaluating a psycho-educational curriculum for sport career transition practitioners. Study 1 provides an extensive overview of organisational intervention programmes for sport career transition, as well as of training and development programmes for sport career transition practitioners from 19 countries worldwide. The purpose of Study 1 was to examine the following five features of sport career transition organisational intervention programmes and training and development programmes for sport career transition practitioners: 1) At the government level, which organisation is responsible for the delivery of sport career transition organisational intervention programmes? 2) What is the typical strategy of sport career transition organisational intervention programmes? 3) Which activities and events are included in sport career transition organisational intervention programmes? 4) Who is responsible for the delivery of sport career transition organisational intervention programmes? and 5) Do sporting organisations have training and development programmes for sport career transition practitioners? Findings from Study 1 were used to inform Study 2 and to supplement the literature review. According to the literature, training and development programmes for sport career transition practitioners remain scarce, while the number of sport career transition organisational intervention programmes is gradually increasing. The purpose of Study 2 was to develop and evaluate a novel psycho-educational curriculum for sport career transition practitioners. There were three stages of development and evaluation: (1) content development, (2) curriculum design and (3) curriculum evaluation. To achieve the goal of Study 2, a focus group and a two-round Delphi method were implemented. The final version of the psycho-educational curriculum is presented in Chapter 5. The purpose of Study 3 was to test a key aspect of the psycho-educational curriculum developed in Study 2 concerning 38 competences of sport career transition practitioners. A curriculum package consisting in the key parts from the overall curriculum was developed for Study 3. The findings revealed that the curriculum package positively affected the confidence of the study participants in 38 competences concerning sport career transition. This demonstrates that the curriculum is effective for the development of sport career transition practitioners, as the study participants exhibited greater confidence on all four factorsDual Career Transition Management, Skill Transfer, Social Support, and Career Planningwhen completing the curriculum package. The discussion in Chapter 7 focuses on both the theoretical and practical implications of the research, limitations and future research directions. In conclusion, the findings presented here deepen the knowledge of sport career transition in the areas of organisational intervention programmes for high performance athletes and training and development programmes for sport career transition practitioners. In addition, a novel psycho-educational curriculum for sport career transition practitioners is developed and evaluated.
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Borges, Jacquelaine Florindo. "Quando o empreendedorismo gera o empreendedor: as microfundações da carreira empreendedora." Universidade de São Paulo, 2012. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-08082012-182316/.
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Carreira e empreendedorismo são dois campos de conhecimento que assumiram papel central em estudos de Administração a partir do final do século XX. Todavia, a predominância do paradigma funcionalista e da pesquisa quantitativa nos estudos acadêmicos de ambos os campos tem sido criticada. Também o conhecimento oriundo da prática de consultoria, fortemente disseminado em ambos os campos, é avaliado como superficial e pouco rigoroso pelos cânones científicos. Apenas uma minoria dos estudos, em ambos os campos, analisa a carreira e o empreendedorismo como processos de interação social. Carreira e empreendedorismo desenvolveram-se como campos separados de estudos, o que tem impedido a produção de um vigoroso diálogo entre esses dois campos. Nós elegemos esse espaço de interseção entre carreira e empreendedorismo como nosso tema de pesquisa: a carreira empreendedora. Nós buscamos respostas para uma questão que problematiza o diálogo entre carreira e empreendedorismo: por que e como o empreendedorismo gera o empreendedor? O objetivo geral é fazer avançar o conhecimento sobre a carreira empreendedora a partir do estudo de suas microfundações no âmbito privado (individual) e no âmbito público (coletivo e estrutural). Para a condução da pesquisa, nós empregamos a triangulação de paradigmas e teorias: o paradigma interpretativo, que caracteriza igualmente estudos da Sociologia filiados ao interacionismo simbólico e à teoria dramatúrgica e os estudos da Psicologia Social sobre as interações cotidianas; o paradigma estruturalista, que caracteriza a abordagem do mito do herói em estudos de Mitologia; e os paradigmas crítico e pós-estruturalista nos campos da Sociologia, da Psicologia Social e dos Estudos Organizacionais, que problematizam a relação entre o público e o privado na carreira empreendedora. A pesquisa foi realizada em duas etapas: na primeira, nós utilizamos o método de análise de conteúdo para estudar as histórias de 21 empreendedores de uma cidade do interior do país, relatadas pela mídia impressa, visando ao estudo de hipóteses sobre os mitos da carreira empreendedora; na segunda etapa, nós utilizamos elementos do método da história de vida temática e a técnica de entrevista semiestruturada para coletar dados sobre a participação de mitos, emoções e identidades na carreira de 18 empreendedores que estavam presentes na primeira etapa da pesquisa. A partir da triangulação dos dados das duas etapas da pesquisa, nós propusemos uma definição para a carreira empreendedora, descrevemos suas microfundações e oferecemos uma definição de empreendedorismo. A identidade empreendedora é analisada como um processo de interações do indivíduo com ele mesmo e de interações do indivíduo com os outros indivíduos e com as instituições. Desse modo, nossa pesquisa amplia os estudos de um campo ainda pouco compreendido - a carreira empreendedora - bem como dos próprios conceitos de carreira e de empreendedorismo.<br>Career and entrepreneurship are two fields of knowledge that took over the main role in Management studies at the end of the 20thcentury. Yet, predominance of the functionalist paradigm and quantitative research in academic studies of both fields have been criticized. Also, the knowledge that comes from consultancy practices, strongly disseminated in both fields, is seen as superficial and lacking strictness by the canons of science. Only a few of the studies in both fields analyze career and entrepreneurship as processes of social interaction. Career and entrepreneurship developed as separate fields of study and this has not permitted strong dialogue between both fields. We chose the intersection between career and entrepreneurship as our theme for research: the entrepreneurial career. We sought answers for an issue that problematizes the dialogue between career and entrepreneurship: why and how entrepreneurship generates the entrepreneur? The general objective is to make advances on the knowledge on entrepreneurial career based on the studies of its microfoundations in the private field (individual) or the public field (collective and structural). In order to conduct the research, we used the triangulation of paradigms and theories: the interpretive paradigm that equally characterizes Sociological studies related to symbolic interaction and dramaturgical theory, and studies of Social Psychology on daily interaction; the structuralist paradigm that characterizes the approach to the hero myth in Mythological studies; and the critical and poststructuralist paradigms in the areas of Sociology, Social Psychology and Organizational Studies that problematize the relation between public and private in entrepreneurial career. The research was carried out in two phases: in the first, we used content analysis methodology to study the trajectory of 21 entrepreneurs from a city in the interior as documented in printed media, aiming to study the hypotheses of the myths of the entrepreneurial career. In the second phase, we used elements of the thematic life-history method and semi-structured interview technique to collect data on the participation of myths, emotions and identities in the careers of the 18 entrepreneurs present in the first stage of the research. Based on the triangulation of data from the two phases of the study, we suggest a definition for entrepreneurial career, describe its micro-foundations, and offer a definition of entrepreneurship. Entrepreneurial identity is analyzed as a process of interactions of the individual with himself and his interaction with other individuals and institutions. In this way, our research broadens the studies of a field that is little understood -- the entrepreneurial career -- as well as the concepts on career and entrepreneurship.
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Tharmaseelan, Nithiyaluxmy. "Careers in cross-cultural context : a study of Sri Lankan immigrants in New Zealand : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Management at Massey University, Albany, New Zealand." Massey University, 2005. http://hdl.handle.net/10179/1189.
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This study considered migrants’ career outcomes as the result of their adjustments in terms of culture and career adaptation along with other positive attributes they brought on their arrival as well as developing in their new country. It considered that career is the property of individuals and managing it successfully is the responsibility of individuals themselves. Prior research into migrants’ issues and careers was used as the basis of this study and a model for analysis was developed using such issues. The resultant model included the wider life of migrants. A questionnaire including reliable measures of key variables was developed based on the literature. Two hundred and twenty-one Sri Lankan migrants completed the pilot tested survey. The results were analysed using factor analysis, tests of association and multiple regression analysis at the first stage to formulate a less complex model. Structural equation modelling was then used to confirm the relationships assumed between different variables. Although some of the relationships and/or variables assumed initially were removed from the model, the final model explained strong links between the variables that remained. Qualification gained before migration and career self-efficacy were found to be the most significant variables in explaining job satisfaction before migration. Usefulness of prior knowledge, skills and habits, efforts made towards career, education in New Zealand, information seeking, length of time in New Zealand and overseas experience had the greatest influence on current job level. Current job level, length of time in New Zealand and overseas experience were found to be the most significant variables explaining subjective career success after migration. Adapting to New Zealand culture was found to be significant in explaining only the career satisfaction after migration. It was also found that migrants’ career outcomes (success and satisfaction) after migration were significant variables in explaining overall career satisfaction of this migrant group: however, with the exception of job satisfaction, career outcomes before migration did not play a significant role in determining overall career satisfaction. The implications of the present study were considered, from both migrants’ perspective and that of New Zealand as the host society. A number of possible practical strategies relevant to migrants, community organisations and policy makers and authorities were suggested. Several potential avenues for future researches were identified and discussed. Thus, it is expected that this study will contribute to better career outcomes of migrants in New Zealand.
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Nunes, Ana Rita Sobral. "A gestão e o desafio de uma carreira internacional : uma perspetiva de género." Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/6272.
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Mestrado em Gestão de Recursos Humanos<br>A experiência internacional é percecionada como um recurso valioso que pode assumir grande importância no desenvolvimento profissional, no entanto, várias pesquisas indicam que o número de mulheres que desenvolvem carreiras internacionais na área da Gestão é ainda muito inferior ao número de homens. Reflexo desta disparidade, as mulheres continuam a estar sub-representadas nos lugares de topo da gestão – discrepância que resulta de um conjunto de barreiras que dificultam o acesso das mulheres à mobilidade e reforçam a desigualdade de género na tomada de decisão económica.
Este estudo pretende conhecer as motivações, experiências e desafios enfrentados pelas mulheres que participam em processos de mobilidade internacional e ainda compreender o efeito de género nas suas experiências. Com este intuito, foram realizadas vinte entrevistas a gestoras que durante o seu percurso profissional participaram em experiências internacionais.
As experiências partilhadas pelas entrevistadas ilustram a influência dos elementos socioculturais no desenvolvimento destes processos. Como efeito dos estereótipos de género e escassez de mulheres em posições de liderança, foram partilhadas algumas situações em que as entrevistadas se sentiram discriminadas por serem mulheres. Além disso, em alguns contextos registaram-se situações de isolamento e também de maior visibilidade. Por fim, as conclusões desta pesquisa enfatizam a centralidade assumida pela dimensão familiar, condicionando as decisões de mobilidade e o desenvolvimento de uma carreira internacional.<br>International experience is seen as a valuable asset that can be critical to career advancement, however, several studies indicate that the number of women pursuing international management careers is still lower than men's. As a reflection of this disparity, women continue to be underrepresented at senior-management levels. These discrepancies are created by a set of barriers that, simultaneously, hinder women’s access to global mobility and reinforce gender inequalities in economic decision-making.
The aim of this study is to understand the motivations, experiences and challenges faced by women participating in international mobility processes and also to understand the gender effect in these practices. With this intent, twenty interviews were conducted with managers that during their career path have participated in international experiences.
The experiences shared by the interviewees illustrate the impact of sociocultural elements in international experiences. As an effect of gender stereotypes and of women's scarcity in leadership roles, some interviewees experienced discrimination because of social representations attached to their gender. It is also described a sense of isolation and of greater visibility in some situations. Finally, the study findings emphasise the centrality of the family dimension, as a constraint to women’s availability and in the development of their international careers.
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Apolinário, Patrícia. "Relatório sobre gestão de recursos humanos numa empresa de redes e telecomunicações." Master's thesis, Universidade de Évora, 2013. http://hdl.handle.net/10174/15604.
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Ao longo do relatório de estágio relata-se e analisa-se, do ponto de vista técnico e de eficácia organizacional, as actividades mais importantes realizadas ao longo de um ano numa empresa, no sector de redes e telecomunicações.
Tendo em conta as actividades em que a estagiária esteve afecta, é objecto de descrição, e análise do seu funcionamento, os processos de selecção, recrutamento e integração na empresa, incluindo o processo de estágio através do IEFP.
Foi ainda objecto de análise o modo como funciona o processo de formação, formação complementar e e-learning e o porquê da entrevista de saída.
Os processos de gestão de carreiras também foram explorados, nomeadamente, quais os métodos de avaliação ligados à gestão da carreira.
Neste contexto, é ainda considerada a actividade de realizar posters para a divulgação do programa traineeships e contactos com Universidades para dar a conhecer a empresa.
O trabalho recorreu, sendo um trabalho de estágio, às metodologias de investigação-ação e observação participante.
De modo a permitir uma análise crítica do estágio, procedeu-se a análise documental sobre as matérias em causa, permitindo um enquadramento teórico da ação e no fim, realizar comparações entre a prática e as teorias.
Não é feita a identificação da empresa do estágio, bem como a explicitação de documentação específica consultada, por razões de confidencialidade; ABSTRACT:Along the internship report, I reported and analyzed from the point of view of technical and organizational effectiveness, the most important activities made along one year in a company in the sector of telecommunications and networks.
Taking into account the activities that was affect, is the subject of description and analysis of its operation, processes of selection, recruitment and integration into the company, including the process stage by IEFP.
It also object of analysis how the process works training, additional training and e-learning and why the exit interview.
The career management processes were also explored, including the methods of assessment connected to career management.
In this context, it is also considered the activity to make posters to the diffusion of program Traineeships and contacts with the universities to make know the company.
The work used, as a work internship, action-research methodologies and participation observation.
Allow a critical analysis of traineeship, proceeded to the analysis of documents on the matters in question, allowing a theoretical framework of action and in the end, make comparisons between practice and theory.
Is not made identification the internship of the company, as well as the clarification of specific documentation consulted, for reasons of confidentiality.
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Buse, Kathleen Relihan. "Women Persisting in the Engineering Profession: A Paradoxical Explanation Adapting Intentional Change Theory." Case Western Reserve University School of Graduate Studies / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=case1333586402.
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Santos, Rafael Lucas da Silva. "Desenvolvimento de carreiras e formação profissional dos alunos da Universidade Federal de Juiz de Fora: um estudo de caso da graduação." Universidade Federal de Juiz de Fora (UFJF), 2018. https://repositorio.ufjf.br/jspui/handle/ufjf/8080.
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Previous issue date: 2018-10-09<br>A gestão de pessoas ressurge, na perspectiva das organizações, com papel estratégico de gerar de vantagem competitiva a partir das relações interpessoais e das competências dos colaboradores que compõem os quadros funcionais. Por outro lado, as pessoas também passaram a perceber, por meio do fortalecimento das suas redes de relacionamento e do acesso cada vez mais rápido ao conhecimento e experiências, que suas carreiras não se limitam às fronteiras dos quadros funcionais de uma única organização e que, portanto, cada vez mais, é necessário haver uma identificação entre os objetivos e motivações pessoais do indivíduo e a cultura de uma organização. Nesse contexto, a partir da evidência sobre a preparação para o exercício profissional propiciada pela UFJF aos alunos de graduação, apurada no Questionário do Estudante do Enade aplicado nas edições de 2009 e 2012, o presente trabalho surge com o objetivo geral de investigar a percepção dos graduandos em Ciência da Computação, Sistemas de Informação, Geografia, Educação Física, Direito e Engenharia Civil e também dos gestores da UFJF quanto à preparação proporcionada pela Universidade, para o exercício profissional e desenvolvimento de carreiras dos alunos de graduação. Tal objetivo geral também pode ser compreendido como uma resposta à seguinte questão norteadora: como a UFJF tem contribuído na preparação para o exercício profissional e para o desenvolvimento de carreira dos alunos de graduação? Além do levantamento da percepção dos atores envolvidos, o presente trabalho também possui os seguintes objetivos específicos: i) apresentar a UFJF e suas transformações ocorridas na última década; ii) analisar os programas e ações desenvolvidos na UFJF que podem contribuir na preparação para o exercício profissional e desenvolvimento de carreiras dos graduandos; iii) levantar a percepção dos atores envolvidos quanto à formação para o exercício profissional e desenvolvimento de carreira dos alunos de graduação desde os primeiros períodos; iv) pesquisar a existência de política institucional de articulação entre esses programas de ensino, pesquisa, extensão e inovação e sua importância para formação profissional dos alunos; v) investigar se existe uma rede institucionalizada que busque a integração profissional entre os atuais alunos e egressos da UFJF e, por fim, vi) levantar se as características de carreira almejada pelos alunos se alinham às teorias mais tradicionais ou mais modernas. Quanto aos aspectos metodológicos, ressalta-se que o presente trabalho constitui um estudo de caso, de cunho qualitativo, no qual utilizou-se pesquisa documental, bibliográfica e de campo. Em relação aos instrumentos utilizados nessa última, destaca-se a aplicação de questionário aos graduandos, bem como a realização de entrevistas com gestores da Universidade com o fito de levantar a visão dos atores acerca do fenômeno estudado. Este trabalho se justifica pelo seu alinhamento com a missão e os objetivos institucionais estabelecidos no Estatuto da UFJF e no Plano de Desenvolvimento Institucional (PDI-UFJF), respectivamente. Por fim, salienta-se que, a partir das informações apuradas nas pesquisas empíricas, nas referências teóricas e também na inspiração oriunda do Escritório de Desenvolvimento de Carreiras e da Plataforma Alumni, ambos da Universidade de São Paulo, foi possível estabelecer as estratégias iniciais para o desenvolvimento futuro de um plano de ação que possa atender as necessidades dos alunos e as particularidades da UFJF.<br>The management of people resurges, in the perspective of the organizations, with strategic role of generating competitive advantage as from the interpersonal relationships, as well as the competences of the collaborators that compose the functional frameworks. On the other hand, people have also become aware, by means of the strengthening of their relationship networks and of the increasingly faster access to knowledge and experiences, that their careers are not limited to the frontiers of the functional frameworks of a single organization and that, therefore, more and more, it is necessary there to be an identification between the objectives and personal motivations of the individual and the culture of an organization. In this context, as from the evidence about the preparation for the professional exercise provided by the UFJF to the undergraduate students, verified in the Questionnaire of the Student of Enade applied in the 2009 and 2012 editions, this paper arises with the general objective of investigating the perception of the undergraduate students in Computer Science, Information Systems, Geography, Physical Education, Law and Civil Engineering and also of the managers of UFJF about the preparation provided by the University, for the professional exercise and career development of undergraduate students. This general objective can also be understood as a response to the following guiding question: how has UFJF been contributing in the preparation for professional practice and for the career development of undergraduate students? Besides the survey of the perception of the actors involved, this paper also has the following specific objectives: i) present UFJF and its transformations occurred in the last decade; ii) analyze the programs and actions developed in UFJF that can contribute in the preparation for the professional practice and the career development of the undergraduate students; iii) raise the perception of the actors involved about the formation for professional practice and career development of undergraduate students since the earliest periods; iv) to investigate the existence of an institutional policy of articulation between these teaching programs, research, extension and innovation and their importance for students' professional formation; v) to investigate if there is an institutionalized network that look for the professional integration between the current students and egresses from UFJF and, finally, vi) to raise if the career characteristics desired by the students are aligned to the more traditional or more modern theories. As for the methodological aspects, it should be emphasized that this paper constitutes a case study, of a qualitative nature, in which it was uses documentary, bibliographic and field research. In relation to the instruments used in this last one, it is worth mentioning the application of questionnaire to the undergraduate students, as well as the accomplishment of interviews with managers of the University with the purpose of raising the view of the actors about the studied phenomenon. This paper is justified by its alignment with the mission and institutional objectives established in the UFJF Statute and in the Institutional Development Plan (PDIUFJF), respectively. Finally, it should be pointed out that, as from the information evidenced in the empirical researches, from the theoretical references and also from the inspiration arising from the Office of Career Development and of Alumni Platform, both of University of São Paulo, it was possible to establish the initial strategies for the future development of a plan of action that can meet the needs of the students and the particularities of UFJF.
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Haase, Sandra. "Applying career competencies in career management." Thesis, Coventry University, 2007. http://eprints.worc.ac.uk/525/.
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The thesis critically examines the use of competencies in career management, and introduces career competencies as an approach to sustainable career management. An 87-item measure of career competency (CC) was tested on a sample of 632 individuals from different backgrounds. From this, the Career Competencies Indicator (CCI) was developed. The CCI comprises 43 items, measuring seven subscales: goal setting and career planning, self-knowledge, job-related performance effectiveness, career-related skills, knowledge of (office) politics, networking and mentoring and feedback-seeking and self-presentation. Sub-scale alphas were of acceptable level and the factor structure was replicated with two other samples. The impact of CCs on objective career success (OCS) and subjective career success (SCS) was explored, administering the CCI to a sample of 269 police officers and 110 university employees. SCS was measured using Gattiker and Larwood’s (1986) five SCS scales and Greenhaus, Parasuraman and Wormley’s (1990) career satisfaction scale. OCS was assessed as income and number of promotions. The control variables included personality (Saucier, 1994), career salience (Allen & Ortlepp, 2002) and demographics. Discriminant validity was demonstrated between most of the CCI sub-scales and the personality variables. Above-chance similarity between the CCI sub-scales indicated convergent validity. The CCs contributed to SCS and OCS. For four of the SCS variables, this contribution added to the contribution of the control variables. The CCs further mediated the relationship between career salience and career outcomes. To generalise these results, future work should focus on a longitudinal approach considering a range of organisations. The CCI was used as a framework for informal career discussions with twenty-one police officers. The intervention was highly valued by participants. Behavioural changes were reported three months after the intervention. A pre-post approach found no significant differences in the increase of CCs, SCS and OCS between the control and the intervention group, apart from life success which was reportedly higher for the intervention group. However, the interaction plots showed an increase in CCs, SCS and OCS from time1 to time2 for the intervention group, which reached significance for the OCS and some of the SCS variables. The thesis considers the implications of the present findings and suggests avenues for future work. The role of CCs in dealing with the requirements of the new career realities and different ways of promoting CCs are also considered.
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Faro, Eduardo Soares da Costa. "Âncoras de carreira e o modelo de administração gerencial: um estudo de caso do Tribunal de Contas da União." Pontifícia Universidade Católica de São Paulo, 2007. https://tede2.pucsp.br/handle/handle/1253.
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Previous issue date: 2007-12-03<br>While setting the principles of the public managerial model, little energy was
deposited in understanding the needs and values of civil servants. Many agreed that the
managerial model would be a feasible way to increase the efficiency of the public
organizations, but would the civil servants be willing to adopt its practices and
underlying values and behaviours? Would they recognize the value of the rewards
offered by these new careers? And still, would they abdicate from the traditional
rewards that were conquered after decades in a bureaucratic career? These questions
lead us to the discussion of the implications of the needs and values of civil servants in
the implementation of managerial practices. One way of understanding this
relationship is through the study of the career anchors and how they relate to the
organizational career management model. For such, a case study at the Brazilian Court
of Auditors Tribunal de Contas da União (TCU) was conducted, with the objective
of deepening the comprehension of the implications of civil servants career anchors in
the implementation of managerial practices. The result of the survey identified that the
intention of adopting these practices will have to face three main obstacles. The first
refers to the incompatibility between the desire of overcoming a bureaucratic model
and the presence of a career management model that, fundamentally, satisfies the
needs of typical bureaucratic individuals. This obstacle suggests the need for
interventions in the career management model characteristics, so to reward managerial
behaviours and not only those associated with security. The second obstacle refers to
the apparent incompatibility between the behaviours and values advocated by the
managerial model and the career anchors of TCU s civil servants. The overcoming of
this obstacle will require some degree of integration between TCU s need to implement
these practices and the needs and values of it s civil servants. The third obstacle is in
the incompatibility between the civil servants career anchors and the rewards
emphasized by the current career management model. This obstacle suggests the
presence of a perception of career stagnation among the civil servants, what could
impact upcoming intervention initiatives in TCU s career management model. The
understanding of these obstacles can contribute to the discussion about the
construction of these new careers and the role of the civil servants in the context of the
modernization of the public civil sector<br>Ao serem propostos os princípios do modelo de administração gerencial pouco
se aprofundou sobre as necessidades e valores dos servidores públicos. Muitos
concordaram que a administração gerencial seria um caminho viável para o aumento
da eficiência e eficácia das organizações públicas, mas estariam os servidores dispostos
a adotarem estas práticas, valores e comportamentos subjacentes? Reconheceriam eles
o valor das recompensas que seriam oferecidas por estas novas carreiras? E ainda,
estariam eles dispostos a abrir mão de recompensas tradicionais conquistadas após
décadas em uma carreira burocrática? Estas questões nos levam à reflexão sobre as
implicações das necessidades e valores presentes entre servidores públicos para a
implementação de práticas gerenciais. Uma forma de compreendermos esta relação é
por meio do estudo das âncoras de carreira e como elas se articulam com o modelo de
gestão de carreiras. Para tal, foi realizado um estudo de caso no Tribunal de Contas da
União (TCU) com o objetivo de aprofundarmos o estudo das implicações das âncoras de
carreira dos servidores no contexto de implementação de práticas do modelo gerencial.
Como conclusão da pesquisa foi identificado que a intenção de adotar estas práticas
deverá enfrentar três obstáculos. O primeiro refere-se à incompatibilidade entre o
desejo de superação de um modelo burocrático e a presença de um modelo de gestão de
carreiras que, fundamentalmente, enfoca a satisfação das necessidades de indivíduos
típicos de um modelo burocrático. Este obstáculo sugere a necessidade de que sejam
efetivadas intervenções nas características do modelo de gestão de carreiras, de forma a
recompensar comportamentos mais gerenciais e não somente associados à segurança.
O segundo obstáculo refere-se à aparente incompatibilidade entre os comportamentos
e valores preconizados pelo modelo de administração gerencial e as âncoras de carreira
dos servidores. A superação deste obstáculo irá requerer algum grau de integração
entre a necessidade do TCU em implementar estas práticas e as necessidades e valores
dos servidores. O terceiro obstáculo está na incompatibilidade entre as âncoras de
carreira dos servidores e as recompensas enfatizadas pelo modelo de gestão de
carreiras. Este obstáculo sugere a presença de uma percepção de estagnação na
carreira, podendo dificultar iniciativas de intervenção no modelo de gestão de carreiras
do TCU. A compreensão destes obstáculos pode abrir caminhos para a reflexão sobre a
construção destas novas carreiras e o papel dos servidores no contexto da
modernização do setor público
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Alhaddad, Masalek. "Career self-management in ascription culture." Thesis, Brunel University, 2014. http://bura.brunel.ac.uk/handle/2438/8746.
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The main aim of this thesis is to investigate whether theories of career self-management, developed in the USA and Western countries, apply in cultures which are different, such as ascription cultures, giving an example of the Kingdom of Bahrain. Career self-management, here, is conceptualized based on independence and having control in organising career management through setting a strategy and collecting information about career opportunities to achieve personal goals. Although there is increasing emphasis on the ‘new’ career, very few studies offer systematic information about whether careers are perceived in the new or traditional form and which is more appropriate for people in developing countries (for example, the Kingdom of Bahrain). On the other hand, scholars argue that although there is a need for career self-management the notion, yet, lacks critical evaluation where the promoting or limiting factors to its enactment lack research, particularly in developing countries (for example, the Kingdom of Bahrain). The country chosen for study is the Kingdom of Bahrain because its culture is characterised as 'ascription' and no career self-management research has been conducted in this context. The study adopts a qualitative approach to uncover the research questions. The semi-structured interviews are designed to collect and analyse data for two organisations (i.e. EWA and GARMCO) where each organisation’s findings are compared with the other. To cover a fair population and sampling in a country small in size and population, two organisations in two sectors have been selected that are the main sectors in the Kingdom of Bahrain which consist of large workforce populations. Each organisation encompasses 19 managers from different departments and one Human Resources manager (total of 20 managers in each case). The forty managers from the two sectors are randomly selected, taking into consideration the managers’ occupations and functions.
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Ferreira, Ana Regina. "Comprometimento organizacional e comprometimento com a carreira de profissionais geradores de conhecimento das instituições de C&T da Aeronáutica Brasileira." Universidade de Taubaté, 2010. http://www.bdtd.unitau.br/tedesimplificado/tde_busca/arquivo.php?codArquivo=536.
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Este estudo descreve o comprometimento dos profissionais geradores de conhecimento das Instituições de Ciência e Tecnologia (C&T) da Aeronáutica Brasileira. Em uma abordagem empírico-analítica e com uma amostra de 202 respondentes, esse comprometimento é analisado quanto ao seu foco (organização ou carreira), com relação às dimensões constitutivas do comprometimento organizacional (afetiva, instrumental e normativa) e no que se refere às intenções comportamentais do comprometimento organizacional. Para tanto, foi utilizado um instrumento constituído por três partes. A primeira refere-se ao perfil dos respondentes; a segunda procura avaliar o foco do comprometimento, conforme proposto por Eckert (2006) e identificar as dimensões do comprometimento organizacional, conforme propõem Meyer, Allen e Smith (1993), e a terceira se propõe a mensurar as ações de intencionalidade do comprometimento organizacional, conforme proposto por Bastos (2003). A intencionalidade do comprometimento organizacional não pode ser encontrada devido ao baixo índice de confiabilidade que o instrumento (terceira parte do questionário) apresentou neste estudo. A percepção quanto ao foco do comprometimento dos servidores das três carreiras (Militar, C&T e Magistério Superior) concentra-se no alto comprometimento com a organização e com a carreira, caracterizando o padrão Cosmopolitalocalista. Quanto às dimensões do comprometimento organizacional, foram
encontrados equilíbrio entre comprometimento afetivo, instrumental e normativo. Os resultados também revelam associação entre o comprometimento com a organização e o tempo de serviço e o comprometimento com a organização e os cargos ocupados. Revelam ainda, associação entre a categoria comprometimento organizacional instrumental e a variável sexo.<br>This study describes the compromise of knowledge providing professionals of the Science and Technology (S & T) Institutions of the Brazilian Air Force. In an empirical-analytical approach, with a scope of 202 participants, this compromise is analyzed with regard to its focus (organization or career), referring to the constitutive dimensions of the compromise with the organization (affective, instrumental and normative), and also referring to the behavioral intentions of the compromise with the organization. For this purpose, a three-part questionnaire was used. The first part refers to the profile of the participants, the second part aims to evaluate the focus of the compromise, as proposed by Eckert (2006), and to identify the dimensions of the compromise with the organization, as proposed by Meyer, Allen and Smith (1993), and the third part seeks to measure the actions of the intentionality of the compromise with the organization, as proposed by Bastos (2003). It was not possible to define the intentionality of the compromise with the organization, due to the low liability level
the tool (third part of the questionnaire) showed in this study. The perception with regard to the focus on compromise of the servants of the three careers (Military, S & T and High Level
Teachers) is concentrated on the strong compromise with the organization and with their careers, characterizing the model Cosmopolite localist. With relation to the dimensions of the compromise with the organization, we found a balance between affective, instrumental and normative compromise. The results also reveal associations between the compromise with the organization and time on the job, and the compromise with the organization and posts occupied. Furthermore, they reveal associations between the category instrumental compromise with the organization and the variable gender.
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Souza, Gustavo Henrique de. "MaxMentor: Sistema de Tutoria Pessoal de Carreira." Universidade do Vale do Rio dos Sinos, 2017. http://www.repositorio.jesuita.org.br/handle/UNISINOS/6701.
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Previous issue date: 2017-07-18<br>Nenhuma<br>O assunto carreira passou por significativas evoluções nas últimas décadas, trazendo uma nova perspectiva da proeminência do indivíduo sobre a organização. A carreira passa a ser compreendida como uma sequência constituída por todas as experiências profissionais do indivíduo ao longo de sua vida. Esta dissertação propõe um modelo ontológico e um sistema de tutoria para gestão de carreiras voltado à aprendizagem de estratégias meta-cognitivas de gestão da carreira. O modelo formaliza as variáveis causais descritas por King para a gestão pessoal de carreiras e está orientado para a carreira de Tecnologia de Informação (TI). Para tanto foi necessário uma análise empírica do mercado de trabalho em TI a fim de elicitar o plano de carreiras desta área, posteriormente formalizada por uma ontologia especificada em OWL. A abordagem pedagógica do sistema de orientação de carreiras MaxMentor, construído para demonstrar à aplicabilidade do modelo, utiliza o conceito de situação problema discutido por Perrenoud (2000). Após apresentar as principais características tecnológicas e arquiteturais do sistema MaxMentor, a dissertação se encerra com a apresentação dos resultados preliminares da avaliação empírica e da usabilidade do sistema, que mostram boas evidências da utilidade do sistema para auxiliar na vida profissional e no pensamento crítico sobre como gerir a própria.<br>The subject career has undergone significant evolutions in the last decades, bringing a new perspective of the prominence of the individual on the organization. The career begins to be understood as a sequence consisting of all the professional experiences of the individual throughout his life. This dissertation proposes an ontological model and a mentoring system for career management aimed at learning meta-cognitive strategies of career management. The model formalizes the causal variables described by King for personal career management and is career oriented in Information Technology (IT). For this, an empirical analysis of the labor market in IT was necessary to elicit the career plan of this area, later formalized by an ontology specified in OWL. The pedagogical approach of the MaxMentor career guidance system, built to demonstrate the applicability of the model, uses the problem situation concept discussed by Perrenoud (2000). After presenting the main technological and architectural characteristics of the MaxMentor system, the dissertation concludes with the presentation of the preliminary results of the empirical evaluation and the usability of the system, which show good evidence of the usefulness of the system to assist professional life and critical thinking about how to manage their own.
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Paturel, Marie-Hélène. "Les mutations stratégiques du sport professionnel : managament des clubs marques et nomadisation des carrières : les exemples du football et du rugby en France." Thesis, Aix-Marseille, 2012. http://www.theses.fr/2012AIXM1121/document.
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L'objectif de cette thèse est de mettre en relation deux éléments caractéristiques des sports collectifs professionnels : la nomadisation croissante des carrières et la stratégie marketing des clubs qui tendent de plus en plus à devenir des marques. D'un point de vue théorique, cette recherche s'appuie, d'une part, sur la stratégie classique de marque et d'image qui, appliquée au club sportif professionnel, permet de définir le concept de « club marque » et, d'autre part, sur le courant des carrières nomades. Grâce au croisement de ces deux dimensions, émerge la question de l'influence de la stratégie de marque des clubs sportifs professionnels sur la volatilité des ressources humaines dans le sport spectacle. Emblématiques de ce dernier, le football et le rugby français constituent le terrain de la recherche. Deux cas sont étudiés : le FC Grenoble Rugby et l'Olympique Lyonnais. En recourant à une méthode qualitative et exploratoire (entretiens semi-directifs, analyse de contenu), les discours des acteurs des deux clubs choisis permettent de débattre des trois propositions de recherche, d'envisager les implications managériales à la fois pour le club et pour le joueur et, enfin, d'élaborer une typologie des joueurs nomades qui favorise l'appréhension du caractère subi ou voulu de la mobilité<br>The object of the present thesis is to establish the relationship between two characteristic features of professional collective sports: namely the rise in boundaryless careers and marketing strategies in sports clubs which are increasingly becoming brands. From a theoretical point of view, the research is based on the one hand on traditional brand and image strategy which, when applied to professional sport clubs, outlines the concept of "brand-clubs", and, on the other, on the development of boundaryless careers. At the intersection of these two dimensions comes the question of what influence professional sports club marketing strategy has on the volatility of human resources in entertainment sports. French soccer and rugby, as illustrative examples, constitute the basis for the research through the following two case-studies : "FC Grenoble Rugby" and "Olympique Lyonnais". Applying both qualitative and exploratory methods (semi-directive interviews, content analysis) and drawing on the comments made by actors from both clubs, the three research proposals can be discussed, managerial implications for both club and players explored and a typology of boundaryless players developed in view of assessing the volontary or compulsory character of such mobility
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Young, B. A. "Career development in construction management." Thesis, University of Manchester, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.335722.
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