Dissertations / Theses: 'Managerial careers'

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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.

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.

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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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
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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Clyde, Anne M. "Managerial careers and expertise in the retailing industry." Thesis, University of Manchester, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.632646.

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There is a common assumption in much management literature that a manager's past work experience influences the way in which he performs his current job. However there is not a great deal of empirical evidence to support this assumption. The objective of this thesis is to examine the relationship between the type of careers that managers experience and their perceptions of the skills needed to perform their jobs. Ninety-four managers were interviewed from five retailing organisations. The theory of organisational career logics developed by Gunz (1989) was used as a framework to examine the degree of novelty which each firm's modal career shape provides for its managers. In accordance with organisational career logic theory two organisational features, type of growth and structure, were found to influence the type of career that managers experience. It was found that firms in the same industry which vary in structure and growth patterns will offer their managers different degrees of novelty during, and at different stages throughout their careers. The managers were interviewed about their perceptions of what skills they needed to perform their current post. In three of the firms evidence was found to support the view that the amount of novelty a manager has experienced during his career influences the way in which he perceives his job. In addition, there was evidence from managers in two of the firms that the managers' future career expectations, the way in which their performance is measured and their observations of the career routes successful managers have followed in the past influences the skills they emphasise. In this way the dominant career culture within the firm reproduces itself, reinforcing the existing expertise in the organisation.

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Gunz, H. P. "The structure of managerial careers : Organisational and individual logics." Thesis, University of Manchester, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.371910.

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Ivanova, Olga. "Essays on the Role of Functional Diversity in Managerial Careers." Thesis, Jouy-en Josas, HEC, 2022. http://www.theses.fr/2022EHEC0005.

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La littérature classique en économie du travail et en sociologie économique a documenté la manière dont les carrières managériales sont façonnées par les marchés du travail internes et la division organisationnelle du travail. Pourtant, les trois dernières décennies ont été marquées par une augmentation spectaculaire de l'embauche externe, la prolifération de nouvelles formes d'emploi et l'émergence de parcours professionnels couvrant plusieurs employeurs, industries et professions. Cela signifie que notre compréhension de la mobilité intra- et inter- entreprises des cadres sur les marchés du travail modernes pourrait être incomplète. Dans ma thèse, j'explore comment les cadres changentd'emploi, comment les organisations font leurs choix pour pourvoir les postes vacants et comment les intermédiaires du marché façonnent les flux de talents et les carrières individuelles. Je me concentre sur la dimension fonctionnelle (professionnelle) de l'expérience managériale. Je vise à démontrer comment l'expérience dans de nombreuses fonctions par rapport à une (ou peu) influence les résultats de carrière des cadres sur les marchés du travail internes et externes. Je me concentre sur deux mécanismes par lesquels le dépassement des limites fonctionnelles pourrait façonner sa mobilité ultérieure: (1) l'acquisition et la transférabilité des compétences et (2) les parcours professionnels en tant que dispositif signalant. Mon travail s'adresse à la recherche interdisciplinaire sur les carrières et la mobilité de la main-d'œuvre. Il étend notre compréhension de la dynamique de carrière managériale sur les marchés du travail modernes et fournit de nouvelles perspectives pour les études de spécialisation de carrière
Classic literature in labor economics and economic sociology has documented how managerial careers are shaped by internal labor markets and organizational division of labor. Yet the last three decades have been marked by a dramatic increase in external hiring, proliferation of new forms of employment, and the emergence of career histories that span multiple employers, industries, and occupations. This means that our understanding of intra- and inter-firm mobility of managerial workers in modern labor markets might be incomplete. In my dissertation, I explore how managers move between jobs and assignments, how organizations make their choices in filling vacant positions, and how market intermediaries shape talent flows and individual careers. I focus on functional (occupational) dimension of managerial experience. I aim at demonstrating how experience in many vs. one (or few) functions influences career outcomes for middle managers in internal and external labor markets. I concentrate on two mechanisms by which spanning functional boundaries might shape one’s subsequent mobility: (1) skills acquisition and transferability and (2) career history as a signaling device. My work speaks to the interdisciplinary research on careers and labor mobility. It extends our understanding of managerial career dynamics in modern labor markets and provides new insights for the studies of career specialization

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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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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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Shaikh, Sarah. "Managerial Career Concerns and Earnings Forecasts." Diss., The University of Arizona, 2015. http://hdl.handle.net/10150/556588.

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Using a novel setting, I examine the relation between a CEO's career concerns and the provision of an annual earnings forecast. Specifically, I exploit staggered changes in non-compete enforcement laws in three U.S. states as a source of exogenous variation in a CEO’s career concerns. Consistent with theory suggesting that career concerns increase a manager's aversion to risk, I find that a CEO is less likely to issue an earnings forecast in periods of stricter non-compete enforcement. Further, cross-sectional analyses indicate that the lower probability of forecast issuance is more pronounced for a CEO who has greater concern for his reputation, faces more risk in forecasting, and is more vulnerable to dismissal.

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Mallon, Mary. "From managerial career to portfolio career : making sense of the transition." Thesis, Sheffield Hallam University, 1988. http://shura.shu.ac.uk/3093/.

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This study is rooted in the question about the changing nature of career. The notion of career tends to be conflated with rising up through an organisational or occupational hierarchy. It is widely assumed that the traditional form cannot be sustained in today's downsized, delayered and flexible organisations and attention switches to alternative forms and ways of understanding career. One prediction is that more people will look to developing a mixed pattern of employment, self employment and other activities which do not depend on full time contractual employment with any one employer. This is the notion of the portfolio career popularised by Charles Handy (1989, 1994).Kanter(1989)suggests that such individual moves add up to a macro transition in career forms. However, while there is much debate about changing career, there is a dearth of qualitative studies which seek to explore the issue from the view-point of situated individuals. In particular, there is little empirical evidence available about individuals who make their career outside of exclusive organisational employment. Drawing inductively on in depth interviews with 25 ex-NHS managers now operating various portfolio arrangements, the study set out to explore how individuals are making sense of this transition. This research contributes a qualitative, interpretative study of individual transitions from a managerial position, which may well have embodied the principles of the traditional career, to portfolio work. While focusing on individual interpretation, the study recognises that career is about both its objective features and individual's subjective interpretation of them. Barley's (1989) model of the role of career in the structuring process which draws on Giddens' structuration theory is used as the theoretical base for the study. Hence the particular contribution of the study is in providing a contextualised account of sense making about a personal career transition thought to mirror wider change in career within an explicit recognition of the link between individual action and social structures. The study contributes empirical data about organisational exit which was prompted in this case by a dynamic interaction of push and pull factors. It explores understanding of the concept, parameters and experience of portfolio working focusing, in particular on issues of training and development, social networks and revised views of career outside of employment. The theoretical contribution primarily focuses around a model of the transition which places it within the structuring process. The transition is theorised as less of a disjunctive move than as a shading from one context to another, as individuals bring forward to portfolio work many of the material and discursive practices of their managerial carccr. Several interpretative schemes are identified as relevant to the sense making process, not least the notion that individuals can maintain more personal integrity outside organisational employment. There is less evidence of a desire for instrumental relationships with organisations than the career literature might suggest and more evidence of constraints on development and growth outside of employment. The effects of the actions and perceptions of other people in individual's interpretations of their new career is highlighted. A major theme of the study is continuity within the change as individuals seek to maintain a congruence between the objective features of their new career and how they make sense of the notion of career.

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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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Made available in DSpace on 2016-04-25T16:45:01Z (GMT). No. of bitstreams: 1 Eduardo Soares da Costa Faro.pdf: 3139532 bytes, checksum: 8e1a3a586ef05a1c4cd4efa988b69ec5 (MD5) Previous issue date: 2007-12-03
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
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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Makin, P. J. "Career development, personality, and commitment to the organisation." Thesis, University of Bradford, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.376690.

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Galhena, Bandula Lanka. "Managerial career plateaue : determinants, consequences and coping strategies /." Agder : Department of Economics and Business Administration, Universitetet i Agder, 2008. http://brage.bibsys.no/hia/bitstream/URN:NBN:no-bibsys_brage_5932/1/master_okad_2008_galhena.pdf.

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Rosenthal, Patrice. "Women's managerial career progression : an attributional analysis in three organisations." Thesis, London School of Economics and Political Science (University of London), 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.320330.

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The aim of the research is to test whether an attribution approach from social/organisational psychology can illuminate the problem of women's unequal status in managemenL It has been suggested that within organisations, the process of causal attribution devalues women's performance in two ways. First, women managers compared to men may interpret their own performance less favourably, attributing its cause in ways likely to sustain lower self-confidence and expectations of success. Second, gender may affect superiors' perceptions of the reasons subordinates perform well or badly, tending to be more favourable when the subordinate is male. These perceptions would then negatively affect judgements about women's suitability for promotion. However, the support for the hypothesised gender differences and gender bias in performance attribution is based almost entirely on laboratory studies and student samples. There are numerous reasons to question its generalisability to real-world organisations. The purpose of the thesis is to move research on these issues into applied settings. The research sample was comprised of 180 managers in three diverse organisations: a local health authority, a civil engineering finn and a financial services company. Data was collected via semistructured interviews. A number of relevant hypotheses were tested, concerning 1) the existence of gender differences ancVor bias in attributions for successful and unsuccessful managerial performance and 2) whether the strength of any attributional gender effects differs across organisational settings. The results indicated support for the hypothesis that compared to men, women managers attribute their own successful performance less favourably. There were no gender differences in managers' explanations for their own unsuccessful performance. No support was found for the predicted gender bias in attribution for the performance of subordinates. Nor was there clear support for the hypothesis that the strength of attributional gender effects would be mediated by the sex-typing of organisations. The research findings and their implications for theory, research method and practice am discussed.

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Watts, Gale. "Identifying career orientations of female, non-managerial employees at Virginia Tech." Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54805.

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The purpose of this study was to examine the career orientations of women employed at lower levels of an organizational hierarchy in occupations not usually considered professions. Career orientations are constructs for those values, attitudes and motivations inside the person which develop through accumulated work experience, and which serve to guide, constrain, stabilize and integrate the person's career. According to the career anchor/career orientation model of adult career development, an individual's career orientation greatly affects the career decisions that person makes. Individuals’ career orientations have been hypothesized to influence their willingness to participate in specific career development activities. The sample for this study was 156 women employed at Virginia Tech who had participated in the University's Employee Career Development Program between 1980 and 1988. Career orientations of these women were identified using Derr's (1986) Career Success Map Questionnaire. The women also completed a survey which provided demographic information and required them to rank specific career development activities according to their personal preferences. Selected women from each career orientation identified by Derr's (1986) Career Success Map Questionnaire were interviewed and questioned about their values, attitudes and motivations toward work. Inferential statistics were used to determine that the career orientations Derr's Career Success Map Questionnaire identified these women as having, were not differentiated by their: (a) ages; (b) years in the paid work force; (c) education levels; or (d) occupations. Nor did career orientations identified for these women by Derr's Career Success Map Questionnaire differentiate their preferences for specific career development activities. Structured interviews with selected women having different high intensity career orientations identified by Derr's (1986) Career Success Map Questionnaire did not indicate distinct differences in their attitudes, values and motivations toward work. Structured interviews with these women indicated they may have career orientations other than those identified by the Career Success Map Questionnaire. It was hypothesized some of these career orientations might include: (a) a family orientation; (b) a service orientation; (c) a variety orientation; (d) a creative orientation; (e) a technical competence orientation; and (f) a social/religious orientation.
Ed. D.

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Ross, Frances M. "Managerial career development for women in health contexts : metamorphosis from quandary to confidence." Thesis, Curtin University, 1997. http://hdl.handle.net/20.500.11937/523.

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The aim of this study was to construct a theory for women's managerial career development that explained how women in health care services and health science faculties achieved senior management positions and developed their careers. It sought to discover the main barriers to career progress and achievement of senior level positions by women in health related organisations and to identify how women managers dealt with obstacles. In-depth interviews with 35 women managers in senior positions in 19 different organisations from three different cultural regions formed the major data source; observations, field notes, personal and operational journals, documents, and literature supplemented this data.This research was conducted in two phases. In phase one a descriptive approach was used to develop propositions about women managers and their careers. These propositions formed the guidelines for phase two. The second phase used grounded theory methods, incorporating feminist and interpretative perspectives to identify the previously inarticulated core problem shared by participants. The barriers that women encountered were the contradictory, inconsistent and incompatible assumptions about their potential to have long term careers and ability to move into senior level management positions.These assumptions had been received during their life and educational experiences, as well as from their organisations. The gendered context of health care organisations and university educational institutions contributed to the limited career aspirations and career progress of women with health professional qualifications. By applying grounded theory strategies for analysis of the data, it was discovered that the women managers dealt with this problem through a core process, labelled metamorphosis, a four stage process for overcoming assumptions. This core variable was the way these women managers moved from managing without confidence to managing with confidence and assurance.This process occurred over time having four stages, each involving different activities and strategies. The progressive spiral stages were: being in a quandary (struggling with incompatible and contradictory assumptions); observing, examining and reflecting (on the impact of internal and external assumptions on their behaviour in organisational contexts, then realising that opportunities existed); learning and reframing (the managerial skills in order to re-frame their assumptions about the traditional characteristics of a manager); and finally change and transformation into being confident managers, so developing women's presence in management.The findings generated a theory which proposed a managerial career development model for enabling women to manage with confidence and assurance. The outcome was a theoretical model which recognised the dynamic interaction between contexts (professional, organisational, political, economic, cultural, and research); a picture of women managers (personal beliefs, skills, characteristics, attributes of life long learning, relationship between life and career roles, and ways of changing contexts); and the inner energy force creating women's presence in health related organisations (core process and power of their metamorphosis).Contributing to the development of this theory of metamorphosis was the recognition that being and doing research with women involved valuing the personal learning process. This thread has been integrated into the research fabric to strengthen the reflective and personal experiences of research. Using and valuing women's stories enabled their voices and visibility to be taken out of the shadows and demonstrated that they can be pioneers in their own lives. The sense of collaboration in research, education, and community healing will gain from encouraging women to aspire to leadership and management positions.

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Kurdoglu, Rasim Serdar. "Managerial legitimation of allegedly unfair decisions : studying arguments in career advancement disputes." Thesis, University of Leicester, 2018. http://hdl.handle.net/2381/43073.

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This study offers a new theoretical view of organizational justice and empirically applies it to study the fairness of career advancement decisions in organizations. Theoretically, the study challenges the concept of procedural justice in organizations by drawing on Hayek's liberal justice theory. This study advocates that it is inappropriate to transfer societal procedural justice expectations to organizations where the rule of authority is dominant. The study subsequently introduces a new understanding of interactional justice derived from Perelman and his colleague's argumentation theory along with an economic understanding of interactional justice as a constituent of distributive justice. Accordingly, eristic modes of legitimation (preposterous reasoning to win the argument) are considered to be a breach of interactional justice, which is crucial to enable economic exchanges without deception. The framework is applied empirically to explore how disputes concerning allegedly unfair career advancement appointments are susceptible to eristic modes of legitimation. 15 independent interviews were conducted with former employees who claimed that their promotions were denied unfairly. These interviews were accompanied by 21 interviews with HRM (Human Resources Management) professionals who had experience addressing employee complaints. The consequent rhetorical analysis indicates that raising unfairness concerns can be futile and destructive when managerial authorities are in an eristic mode of discussion that instigates malevolent political strife within organizations. This study reveals the following three major consequences of eristic legitimation attempts: (1) Because eristic attitudes hinder the possibility of resolution through argumentation, the gap is filled by organizational politics and impression management as civilised forms of aggression to defeat the other party. (2) Eristic uses of poor managerial justifications and legitimations by non-argumentation can deteriorate the certainty of future incentives and impair employee motivation and performance, which can consequently make managerial legitimation arguments a self-fulfilling reality. (3) Abusive use of dissociation arguments can conceal managerial mediocracy and inefficiencies, as hinted by employees' unfairness arguments appealing to meritocracy.

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

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

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Ross, Frances M. "Managerial career development for women in health contexts : metamorphosis from quandary to confidence." Curtin University of Technology, School of Nursing, 1997. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=10880.

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The aim of this study was to construct a theory for women's managerial career development that explained how women in health care services and health science faculties achieved senior management positions and developed their careers. It sought to discover the main barriers to career progress and achievement of senior level positions by women in health related organisations and to identify how women managers dealt with obstacles. In-depth interviews with 35 women managers in senior positions in 19 different organisations from three different cultural regions formed the major data source; observations, field notes, personal and operational journals, documents, and literature supplemented this data.This research was conducted in two phases. In phase one a descriptive approach was used to develop propositions about women managers and their careers. These propositions formed the guidelines for phase two. The second phase used grounded theory methods, incorporating feminist and interpretative perspectives to identify the previously inarticulated core problem shared by participants. The barriers that women encountered were the contradictory, inconsistent and incompatible assumptions about their potential to have long term careers and ability to move into senior level management positions.These assumptions had been received during their life and educational experiences, as well as from their organisations. The gendered context of health care organisations and university educational institutions contributed to the limited career aspirations and career progress of women with health professional qualifications. By applying grounded theory strategies for analysis of the data, it was discovered that the women managers dealt with this problem through a core process, labelled metamorphosis, a four stage process for overcoming assumptions. This core variable was the way these women ++
managers moved from managing without confidence to managing with confidence and assurance.This process occurred over time having four stages, each involving different activities and strategies. The progressive spiral stages were: being in a quandary (struggling with incompatible and contradictory assumptions); observing, examining and reflecting (on the impact of internal and external assumptions on their behaviour in organisational contexts, then realising that opportunities existed); learning and reframing (the managerial skills in order to re-frame their assumptions about the traditional characteristics of a manager); and finally change and transformation into being confident managers, so developing women's presence in management.The findings generated a theory which proposed a managerial career development model for enabling women to manage with confidence and assurance. The outcome was a theoretical model which recognised the dynamic interaction between contexts (professional, organisational, political, economic, cultural, and research); a picture of women managers (personal beliefs, skills, characteristics, attributes of life long learning, relationship between life and career roles, and ways of changing contexts); and the inner energy force creating women's presence in health related organisations (core process and power of their metamorphosis).Contributing to the development of this theory of metamorphosis was the recognition that being and doing research with women involved valuing the personal learning process. This thread has been integrated into the research fabric to strengthen the reflective and personal experiences of research. Using and valuing women's stories enabled their voices and visibility to be taken out of the shadows and demonstrated that they can be pioneers in their own lives. The sense of collaboration in research, education, and community ++
healing will gain from encouraging women to aspire to leadership and management positions.

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Osborn, Jones Tim. "Managerial attitudes to work, employment & career : exploring the form of psychological contract." Thesis, Henley Business School, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.413579.

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Gu, Yi. "Mutual fund managerial working experience, career concern, new fund opening and fund performance." Thesis, Durham University, 2018. http://etheses.dur.ac.uk/12766/.

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This thesis comprises three essays on mutual fund performance which provide new insights into different aspects of the mutual fund industry. The first essay examines the relationship between the mutual fund manager’s past experience and mutual fund performance. The skills and knowledge acquired from the prior working experience may be transferred to the current working context, thereby influencing the current job performance (Schmidt et al., 1986). Using data on U.S. mutual fund managers’ work experience ranging from 1993 to 2012, we introduce a new method to evaluate mutual fund performance from the perspective of the manager’s lifetime working experience. Specifically, the method involves using the Principal Component Analysis to construct a Managerial Experience Index (MEI) based on 3 professional experience factors from the past career history of each manager: (i) investment objectives of the funds that s/he has managed (Zambrana and Zapatero, 2017), (ii) fund companies that s/he has worked for and (iii) industries of stocks in which s/he has invested (Kacperczyk et al., 2005). The MEI would increase along with the experience accumulation for each mutual fund manager. We group the sample based on the MEI into 5 quintiles from the lowest MEI score (most concentrated experience) to the highest MEI score (most diversified experience). The findings suggest that managers with more specialised experience outperform managers with more diversified experience. In addition, the “Specialist” managers tend to exhibit stock-picking ability while the “Generalist” managers tend to exhibit market-timing ability. The second essay analyzes the performance patterns of new funds during the early stage after their creation, and provides potential explanations for their short-lived outperformance. Using a sample of incubation-free mutual fund data from 1996 to 2015, we address the questions of (i) whether new mutual funds outperform the market and (ii) if they do what may explain their superior performance. We find evidence of out performance for the new funds during their emerging period defined here as the first 6 months of their existence, both before and after fund expenses are taken into account. This outperformance, however, only lasts for a short term and disappears soon after the emerging period. This short-lived outperformance can be explained by the small size effect and IPO stock allocation, but is only weakly associated with managerial characteristics such as team managers and prior experience in equity fund management. Our analysis also provides evidence on a flow-performance relationship. The results suggest that IPO allocation is an effective strategy that enhances investment flows during the emerging period of a new fund. In addition, we find that funds created by team managers attract more flows than funds created by individual managers. The third essay examines if fund managers would take into account turnover risk from a tournament when adjusting the risk of portfolios under their management, where the tournament is defined as the competition in a group with the purpose of being rewarded on their relative performance Conyon et al. (2001). In addition to exploring a statistical correlation between a manager’s discharge from a fund and the realized volatility of the fund that she had been managing, we use an instrumental variable (IV) approach to study whether one may infer causality from such a correlation. Using the instrumental variable (IV) measured as the peer flow pressure in the tournament following the “Rank-of-Ranks” approach in Kempf and Ruenzi (2008), we find that peer flow pressure is a highly statistically significant determinant of manager replacement. Further, the risk of replacement is significantly linked to the fund’s realized idiosyncratic volatility. The finding is robust to the use of an alternative instrumental variable (Segment Flow Rank), an alternative measure of realized risk (Carhart-adjusted Idiosyncratic Risk), and finite distributed lag specifications that incorporate one-period lags of explanatory factors.

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Doherty, Noeleen. "Managerial perceptions of the personal and career transitions of redundant executives and suvivors of redundancy." Thesis, Cranfield University, 2000. http://hdl.handle.net/1826/3678.

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Although redundancy became widespread in the late 2Wh century, research was lacking on the perceived impact of redundancy and redundancy management policies on the individual. During the 1980s redundancy became more prevalent for managerial populations and outplacement was used increasingly for redundant executives. Survey data gathered in 1990 indicated that, the practical nature of outplacement, and the help in overcoming personal and career transitions, were valued by redundant executives. Redundant executives were dissatisfied with the fact that outplacement did not always secure them a job. Another survey in 1992 identified the corporate rationale for outplacement policies. Perceived benefits included professional, objective help to facilitate the transition for redundant individuals and a potentially ameliorating effect on the survivors of redundancy. However, a survey in 1994 indicated that companies were more focussed on managing organisational needs than the personal or career transition issues of survivors. The research suggested that outplacement had become a normative HR policy response which may have been instrumental in setting new parameters for the psychological contracts of redundant executives, such as re-balancing work and non-work life, and reviewing commitment and attachment to a corporate entity. For the survivors of redundancy, a psychological contract based on a looser association appeared to be the corporate offer. As highlighted by the study of the employment deal for graduates in the mid 1990s, against the backdrop of large scale redundancy, companies were quite ekplicitly offering developmental opportunities rather than a career, even to those destined for senior management levels. These combined data signalled shifts in the employment relationship. This thesis describes and analyses some of the apparent ambiguities between theory and practice relating to redundancy management, and outcomes at the individual level. It seeks clarification through the development of a model of redundancy management.

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Bukarica, Marija, and marijab@unimelb edu au. "The technical expert assumes managerial responsibilities: an Interpretivist perspective on transition in Australia." RMIT University. Graduate School of Business, 2009. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20091005.140123.

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In this study, Interpretivist epistemology and abductive research strategy were used to examine transcripts of sixteen two-hour focused interviews. The research sample was a group of technical experts who assumed managerial responsibilities within their organisations (transitional managers). The subjectively perceived experiences of the transition were examined as well as the respondents' intersubjective interpretations of the transition from the organisational perspective. The aim was to explore the perceived characteristics of the transitional experience. The main findings of this study could be summarised as follows: firstly, it was found that there were three main types of transitional managers: the unwilling, the pragmatic and the eager managers. Secondly, the key motivations to take the manager role for all three categories were higher remuneration, technical peer respect and the respondent's new role as an organisational decision-maker. The third finding of this study was that there were two types of transitions, the complete transition which the majority of the eager managers went through and the technical transition which was experienced by the unwilling and the pragmatic managers. Related to that finding was the link between the type of organisation, its culture and the leadership skills required in that organisation. The fourth finding was that, irrespective of the amount of time in the manager role (six months to eleven years) or the type of transition (complete or technical), all respondents in this study continued to identify themselves as technical experts with the respondents who underwent a complete transition also seeing themselves as managers. Related to this finding was the respondents' continued identification as technical experts being largely due to their need to identify with their peers (other technical experts). The fifth major finding of this study related to a lack of career planning by the respondents and little or no succession and management development planning by the respondents' organisations. In a contribution to the theory of leadership studies, this study examined leadership as a social process, building on the existing leadership concepts and theories and putting them in a social context of subjective efforts by the researcher to interpret the respondents' transitional experiences through typification of the leadership characteristics into seven themes. The need to apply an individual contextualisation was seen as essential to understanding the transitional managers' response to their own transition. In doing so, the study has contributed towards narrowing the existing empirical literature gap on the transition processes. The contributions of this study need to be seen in the context that explorative research such as the one carried out here is not considered generalisable, as its aim was to explore and describe particular phenomena. Nevertheless, insights from this study were eight

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Letlape, Lesego Hellen. "Life Stories of Managerial and Professional Women in the South African Mining Industry." Diss., University of Pretoria, 2014. http://hdl.handle.net/2263/37277.

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This study explores the life stories of eight women in the South African mining industry; four older women in senior managerial positions and four younger women who have recently acquired a technical mining-related qualification that should place them on the path to management. A major goal was to understand how the women came to their careers in mining, the field being a non-traditional choice for women. The study also aimed to explore how working in a male-dominated industry affected their current life experiences and future aspirations. Life story interviews were conducted to trace the journeys they took to their present positions. The stories collected were then analysed using qualitative thematic analysis through Atlas.ti, to derive patterns in the accounts collected, as well as any differences that may exist between the two groups of women. The results indicate that each woman’s life story is unique. However, significant patterns were found during the analysis. Both the younger and older women were raised in nuclear family structures, consisting of two parents and one or more siblings. Both groups of women also displayed a high affinity towards academics and performed well throughout their basic education years, while displaying a specific interest in the scientific- and technically-related fields. This was then followed by attendance of a higher education institution, with continued high performance. At this point most of the women entered the mining industry, through a bursary from a mining company requiring them to work back the bursary as an employee of the company. The participants all have a high level of ambition and desire to succeed in their respective professions. The results provided insight on how early life and other influences shaped the women’s career choices. Although the participants were diverse in their method of entry into the mining industry and the motivations or factors that have thus far kept them there, their workplace experiences have been similar, even though their reactions to them varied. They faced challenges related to being respected professionals despite their gender, career delays, sacrificing femininity to conform to a masculine environment, and exposure to overt sexual harassment. These challenges and experiences have been a source of growth for some, mainly in the older cohort, and a signal to exit the industry for others, mainly in the younger cohort. This explains to an extent why the technically qualified women-miner statistics have remained stagnant, since half the women are leaving the industry as fast as they are entering. Overall, the results of the research paint a bleak picture of the leadership and professional pipeline for women in mining. The implications of these findings for research and organisations in South Africa are discussed.
Dissertation MCom--University of Pretoria, 2014.
Human Resource Management
unrestricted

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Cable, Donald Alfred James. "The Psychological Contract: The Development and Validation of a Managerial Measure." The University of Waikato, 2008. http://hdl.handle.net/10289/2661.

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The research objective was to develop, through two phases involving development and validation, a measure of the psychological work contract for managerial level employees. The psychological contract is the unwritten implicit contract that forms in the minds of employees and contains the obligations and expectations that they believe exists between themselves and the organization. In the first and qualitative phase of the study, a structured interview procedure resulted in the collection of 651 responses from a convenience sample of 35 managers from seven New Zealand organizations. Responses related to what these managers believed they were obligated to provide the organization (perceived organizational expectations), and what they believed the organization was obligated to provide them (their expectations). Content analysis of these 651 statements resulted in the development of two initial measures of the psychological contract (employee obligations, organization obligations). The employee obligations measure (perceived organizational expectations of the employee) contained 16 items, and the organization obligations measure (employee expectations of the organization) contained 23 items. In the second and quantitative phase of the study, and using the same criteria for participation as for phase one, a convenience sample of 124 managers from 13 New Zealand organizations completed questionnaires. The questionnaires included the measures of psychological contract content developed in phase one of the study, and 8 organizational psychology variables to be included in a nomological network. The nomological network included intention to quit, perceived organizational support, work and job involvement, job satisfaction, career plateau, organizational commitment, person-organization fit, and 2 performance measures. A separate questionnaire covering job performance and organizational citizenship behaviour was completed by 94 of the participants' managers. Of the 54 relationships predicted in the nomological network, 41 were significant. Of the 13 non-significant relationships, 10 involved relationships with the two performance measures. The measures of the psychological contract were subjected to a construct validation process involving two steps. The first step involved item and factor analysis. Factor analysis of the two measures of the psychological contract revealed two factors in each. One factor, termed relational obligations and reflecting a collective interest between the employee and the organization, included the items that were believed to influence more directly the relationship between managers and the organization. This factor included items such as be committed to the job (an employee obligation) and provide a physically and socially safe environment (an organizational obligation). The other factor, termed transactional obligations and reflecting a self/other interest on the part of the employee, included the items that were believed to be of a more direct employment transactions nature. This factor included items such as stay true to your own values and beliefs (an employee obligation) and provide professional and personal support (an organizational obligation). In the second step of the validation process, the measures of the psychological contract were embedded into the nomological network and their relationships with the ten variables in that network were tested. Of the ten hypothesised relationships, only one emerged as significant, that being the relationship between the organization obligations component of the psychological contract and person-organization fit. Minimal support for construct validity of the measures of the psychological contract was provided confirming that further effort will be required before complete construct validity may be claimed for the measured. Although the contribution the research makes to the field of knowledge may be limited, it does provide some validation of existing measures of the psychological contract, developed in other studies using different samples. The present findings increase our knowledge of the content of the psychological contract for managers. Additionally, a methodological framework has been established for continuing research into the content of psychological contracts, including an exploration of the relationship between content and fulfilment, along with a structure for comparing the psychological contract of disparate occupational groups. The most likely explanation for the hypotheses not being fully supported is that it is fulfilment (or conversely breach or violation) of the psychological contract, rather than the content of the contract per se, that is related to the variables in the nomological network. Whilst the hypotheses were based on research that considered fulfilment of the contract, this study focussed on the content of psychological contracts. The reasons for basing the hypotheses on research that considered fulfilment, the influence of this decision on hypothesis testing, and other possible explanations for the hypotheses not finding greater support, are explored. The limitations of the study, and possible directions for future research, are discussed.

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Isom, Margaret Smith. "Radical career changes of middle-aged professional, technical, and managerial workers in the New River Valley area of Virginia." Diss., Virginia Polytechnic Institute and State University, 1989. http://hdl.handle.net/10919/54202.

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The specific problem of this study was to determine common characteristics of midlife professional, technical, and managerial workers who have made voluntary radical career changes, to identify positive and negative experiences faced by these individuals, and to identify coping strategies used by the career changer and families of the career changers. Data were gathered by the participant observation method of qualitative research. Twenty purposively selected career changers were interviewed using semi- structured interview questions. Questions were categorized as follows: personal background, schooling, career history, the career change, and after the career change. The interview sessions were tape recorded. Responses to the interview questions were assembled, codified, and examined for similarities. A profile of a middle-aged professional who has made a radical career change was developed. Excerpts from the profile follow. This individual: (a) is about 43 years old, (b) has worked in the same career for about 13 years prior to the change, (c) experienced no major traumatic event before the change, (d) received no assistance from a "help" agency during the time of change, (e) had few barriers to overcome in making the transition, (f) adjusted to the change with a minimum of effort, and (g) remained financially stable after the change. A major finding of the study was that 17 of the 20 subjects said they were better off psychologically after making the career change.
Ed. D.

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Ödvall, Elina, and Charlotte Heikkinen. "Kvinnans resa till chefsposition : Vad har bidragit till chefspositionen?" Thesis, Jönköping University, Högskolan för lärande och kommunikation, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48557.

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Kvinnliga chefer är ett omdiskuterat ämne i samhället i relation till jämställdhet. Diskussionerna kring vad som bidragit under kvinnans resa för att lyckas nå chefspositioner kan beskrivas utifrån individuella egenskaper och olika organisatoriska faktorer. Utifrån en problemdiskussion landade vi in i studiens syfte som är att beskriva individuella egenskaper och organisationens bidrag till kvinnans resa till chefsposition. Studiens har genomförts via en kvalitativ datainsamling i form tre steg. Steg ett semistrukturerade intervjuer med kvinnlig chef. Steg två telefonintervju med kvinnlig chefs respektive samt steg tre uppföljning via mail med kvinnlig chef. Datainsamlingen ledde till en empirisk dataanalys som i sin tur bidrog till identifiering av individuella egenskaper i form av motivation, organisations kompetensförsörjning samt den kollektiva resan. Genom en analys resulterade de individuella egenskaper i form av motivation utifrån tre former som samspelar med varandra vilka är intern motivation, extern motivation och motivation som rörelse/energi. Samspelet vi identifierat är för att motivation skall uppstå krävs en rörelse/energi mellan individen och intern/extern motivation. Om bara en rörelse/energi finns men ingen riktning är utstakad ser vi att motivationen inte leder till ett resultat. Samt att organisationens kompetensförsörjning utifrån tre faser. Fas ett attrahera och rekrytera, fas två behålla och utveckla samt fas tre avveckla och omställning bidrar till kvinnans resa. Utifrån analysen resulterade det i svar på studiens syfte som visar att kvinnans individuella egenskaper i form av motivation tillsammans med organisationen kompetensförsörjning bidrar till kvinnans resa till chefsposition.
Female managers are a debated topic in society in relation to gender equality. The discussions about what contributed during the women's journey to succeed in reaching managerial positions can be described on the basis of individual characteristics and different organizational factors. From a problem discussion, we landed in the purpose of the study, which is to describe individual characteristics and the organization's contribution to the women's journey to managerial position. The study has been conducted through a qualitative data collection in form of three steps. Step one semi-structured interviews with female managers. Step two telephone interview with female managers partner and step three follow-up by mail with female managers. The data collection led to an analysis, which in turn contributed to the identification of individual characteristics in the form of motivation, organizational competence provision and the collective journey. Through an analysis, the individual characteristics resulted in motivation based on three forms that interact with each other which are internal motivation, external motivation and motivation as movement/energy. The interaction we have identified is that for motivation to arise, a movement/energy between the individual and internal/external motivation is required. If only movement/energy exists but no direction is outlined, we see that motivation doesn´t lead to a result. And that the organization's competence provision is based on three phases. Phase one is attracting and recruiting, phase two retaining and developing and phase three dismantling and conversion contributing to the women's journey. Based on the analysis, it resulted to the study's purpose which show that the women's individual characteristics in the form of motivation together with the organization's competence provision contribute to the women's journey to the managerial position.

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Hubinger, Adriaan Johannes. "An appropriate leadership model for the banking industry / Hubinger A.J." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7362.

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This study aims to measure the managerial skills of managers working in the banking industry. To do so, the newly developed managerial skills measuring instrument of Thekiso (2011) was used by to determine skills for managerial competence in the banking industry. The seven managerial skills that are covered in the questionnaire are: Self awareness skills; Self directed career planning; Integrative skills; Planning and controlling skills; Organizing skills; Leading skills; and Managing change skills. Even though some skills may appear on a less frequent basis, six of the seven skills were rated to be of a high importance, with their means ranging between 4.008 and 4.480 on the 5–point Likert scale. Training in the form of mentoring and stewardship programs, to transfer knowledge and introduce existing relationships to up and coming leaders, would be of great value for companies in the banking industry to foster these seven managerial competency skills. By implementing training and mentoring programs on a much broader scale, organisations can train and use their leaders’ abilities to gain competitive advantage in the market.
Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

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Moreau, Fabien. "La bifurcation des cadres vers l'activité de coach : un processus de subjectivation microémancipatoire." Thesis, Rennes 1, 2017. http://www.theses.fr/2017REN1G017/document.

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En difficulté dans un système économique et managérial qui ne leur convient plus, certains cadres choisissent de quitter leur organisation pour devenir coach. Par-delà la normativité des transitions de carrière en sciences de gestion, nous montrons qu’il s’agit d’une bifurcation. Au sein du courant des Critical Management Studies et à partir d’une perspective foucaldienne du pouvoir, nous interprétons la bifurcation comme un processus de saturation lié aux effets de subjectivation de la gouvernementalité managériale. La bifurcation constitue une distanciation critique, notamment chez les jeunes managers et les managers à mi-vie, et amorce une microémancipation vers et par le coaching, via une réappropriation subjective de techniques de souci de soi. Cette recherche est basée sur un protocole de Grounded Theory et sur la méthode des récits de vie. L’attitude analytique mobilise des énoncés phénoménologiques, une thématisation a posteriori et une analyse critique de discours. Notre modèle théorique repose sur une population de 25 cadres devenus coachs et met en évidence un processus générique qui s’exprime différemment selon l’âge lors de la transition, selon le vécu de l’expérience professionnelle, le sexe ou encore le poste avant la transition (manager, consultant)
Some executives, facing an economical and managerial system that doesn’t suit them anymore, chose to leave their position in a structure to become coaches. Beyond the managerial norms of career change, we explain that it is a turning point. This change of career, within the Critical Management Studies movement, and with a Foucauldian power perspective, is interpreted here as them reaching saturation point, due to the effects of subjectivation related to managerial governmentality. Those former executives, especially young and middle-aged managers, find themselves gaining a critical detachment. Furthermore, we notice a phenomenon of microemancipation through being coached … in the training of becoming a coach, by reappropriating the techniques of the care of the self. This research process involves Grounded Theory and life narratives. Firstly, we worked on phenomenological texts, then on an a posteriori coding by themes, and finally on a critical discourse analysis. Our resulting theoretical framework is anchored on a population of 25 former executives who have become coaches. It underlines a generic process with differences related to criteria such as gender, age when the career change happens, previous professional experience and position (manager or consultant)

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Sithole, Ntombizodwa. "Career anchors of engineers in managerial positions in the South African power utility." Diss., 2012. http://hdl.handle.net/2263/28665.

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Due to the introduction of the Employment Equity Act of 1998, the structure of management in South African companies has dramatically changed. This emphasizes the need for managerial generalists, especially now where we are faced with a competitive business environment and rapid changes in technology. Edgar Schein (1978) in the (Academy of Management Journal 1996) maintains that these changes have resulted in people forming what he called “internal careers”. He described an “internal career” as a subjective sense of where one is going in one’s working life. He continued to describe the external career as something that is more about formal stages and roles, well defined by organisational policies and societal concepts regarding what an individual can expect in an occupational structure”. The complexities in the occupational environment have implications for career development, and it has obviously become crucial that people form what Edgar Schein regarded a self-concept, to be a ““career anchor” that holds a person’s internal career together even if they experience intense changes in their external career”. An individual’s “career anchor”, as defined by Schein (1978; 1985; 1990; 1993), comprises of a person’s 1) “self-perceived aptitudes and capacities; 2) basic values; and most important, 3) the evolved sense of motives and desires as they apply to the career”. Using the instrument called the Career Orientations Inventory (COI) developed by Edgar Schein, the objective of this study to systematically examine the primary career anchors of a sample of engineers in management positions at one of the utilities in South Africa. This is a quantitative study which uses a statistical analysis to substantiate engineers’ motivation for pursuing managerial positions instead of remaining specialists. The results from this study will have a major contribution in the field of Psychology and in particular, Career Psychology.
Dissertation (MCom)--University of Pretoria, 2012.
Human Resource Management
unrestricted

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Ting, Tsung-ping, and 丁宗平. "The relationship between subordinates perceived managerial coaching skills and subordinates’ career self-management- career resilience as a mediator." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/03822850214761726337.

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碩士
國立中央大學
人力資源管理研究所
100
Over recent decades, because of the rapid pace of change in the business environment, the issue of subordinates’ career self-management becomes more and more important (Kossek, Roberts, Fisher, & Demarr, 1998). By managing career self-management activities, subordinates would keep improving their performance in their current job and get ready for the future job opportunities. For employees, career self-management activities not only strengthen their competitiveness, but cut non-structural unemployment risk. For companies, career self-management activities provide benefits regarding to their subordinates'' continuous improvement in their current job. 　　Managerial coaching differs from the traditional way to manage subordinates. By utilizing managerial coaching skill, manager can help subordinates develop themselves and maximize their potential through their daily interaction. The major purpose of this study is to understand the effect of managerial coaching on career self-management, moreover, we use career resilience as our mediator to explore whether career resilience has mediating effect between managerial coaching and career self-management. Furthermore, this study would demonstrate the relationship of those three variables "managerial coaching", "career resilience" and "career self-management" through scaffolding learning theory which is seldom discussed in the literature of managerial coaching. 　　This study focuses on high-tech workers who pay much attention to career development (Gomez-Meijia, 1990). The surveys are collected from 274 respondents via internet and paper questionnaires in Taiwan. Each research hypotheses are tested by using structural equation modeling (SEM) in this study. This study has discovered: 1.When the subordinates perceived higher level of managerial coaching skills, they will have the higher level of career resilience. 2.The higher level of career resilience subordinates have, the more career self-management activities they display. 3.Career resilience fully mediates the relationship between managerial coaching skills and career self-management. 　　Finally, the implications for theory and management were suggested based on the results of this study may contribute to relevant academic research fields. We suggest: 1.Managers should be aware of subordinates’ needs and give them appropriate support in the appropriate time. 2.Managers should pay attention to subordinates’ career resilience. 3.Organizations should pay attention to managerial coaching skills. 4.Organizations should pay attention to subordinates’ career self-management in the perspective of talent retention.

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CHI, PANG, and 龐琪. "The relationship between subordinates perceived managerial coaching skills and subordinates’ career self-management- career resilience as a mediator." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/93171984422699523521.

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碩士
國立中央大學
人力資源管理研究所在職專班
101
The managerial coaching skill has been recognized as a key factor in improving employee productivity and performance. Consequently, managerial coaching has drawn attention in performance-driven organization. As there is little empirical research investigating the impact of employee workload capability in the coaching relationship, this study aims to examine the link in more detail. The findings based on 266 surveys reveal managerial coaching skills are negatively related to employee’s workload capability. Implications suggest managerial coaching is not an organization fix-all. Instead of thinking that coaching is the cure-all for everything in organizations, we have to reiterate the fact that different people have different needs and this is one of the fundamental challenges of leadership. The best way to align an employee’s efforts with the needs of the organization is to identify what motivate the employee and to foster their motivation. Subsequently suggestion for future research it is still at the heart of the organization’s best interest to find out what can really motivate and inspire the employee, and identify the real factor which drives the employee workload capability. Keywords: Managerial Coaching Skills, Workload Capability

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Huang, Pin-Zhen, and 黃品蓁. "The Study of the Relationship between Managerial Coaching Skill and Career Self-management – The mediating Effect of Perceived Organizational Support." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/89715022723526746606.

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碩士
國立中央大學
人力資源管理研究所
100
The technology industry is in a situation of rapid change, mergers and acquisitions. Personal work experience tends to vary across employers, scope of work, types of functions and different countries. Therefore, career self-management behavior is becoming gradually important, and developmental feedback seeking behavior is contributive to personal development and performance improvement. Managerial coaching skill refers to the interaction with subordinators by means of empowerment, encouragement and feedback. This study examines the mediating effect of perceived organizational support with respect to employee perception on managerial coaching skill and career self-management based on social exchange theory. Empirical data is collected from employees who have the direct supervisors in the industry of technology. A total of 291 valued samples including 146 online surveys and 149 paper questionnaires were returned in April 2012. The results analyzed through SPSS 19.0 and AMOS 19.0 are as follows: 1. The managerial coaching skill had positive effects on perceived organizational support. The more managerial coaching skill that employees perceived, the higher degree of organizational support he/she perceived. 2. The perceived organizational support had positive effects on developmental feedback seeking behavior in career self-management. The more organizational support that employees perceived, the higher degree of developmental feedback seeking behavior in career self-management he/she act. 3. Perceived organizational support is an mediating variable and fully mediates the relationship between managerial coaching skill and career self-management on developmental feedback seeking behavior. According to the result, our findings reveal that organization should pay attention to employees’ perception of organizational support, and use the concepts of managerial coaching as the basis of training programs. In the future research, it is suggested that approaches of stratified sampling and cross-section in data collection can be considered to obtain better result.

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Hwang, Sunjoo. "Three essays on contract theory and applications." Thesis, 2015. http://hdl.handle.net/2152/30936.

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This dissertation consists of three essays. The first essay examines a general theory of information based on informal contracting. The measurement problem—the disparity of true and measured performances—is at the core of many failures in incentive systems. Informal contracting can be a potential solution since, unlike in formal contracting, it can utilize a lot of qualitative and informative signals. However, informal contracting must be self-enforced. Given this trade-off between informativeness and self-enforcement, I show that a new source of statistical information is economically valuable in informal con- tracting if and only if it is sufficiently informative that it refines the existing pass/fail criterion. I also find that a new information is more likely valuable, as the stock of existing information is large. This information theory has implications on the measurement problem, a puzzle of relative performance evaluation and human resources management. I also provide a methodological contribution. For tractable analysis, the first-order approach (FOA) should be employed. Existing FOA-justifying conditions (e.g. the Mirrlees-Rogerson condition) are so strong that the information ranking condition can be applied only to a small set of information structures. Instead, I find a weak FOA- justifying condition, which holds in many prominent examples (with multi- variate normal or some of univariate exponential family distributions). The second essay analyzes the effectiveness of managerial punishments in mitigating moral hazard problem of government bailouts. Government bailouts of systemically important financial or industrial firms are necessary ex-post but cause moral hazard ex-ante. A seemingly perfect solution to this time-inconsistency problem is saving a firm while punishing its manager. I show that this idea does not necessarily work if ownership and management are separated. In this case, the shareholder(s) of the firm has to motivate the manager by using incentive contracts. Managerial punishments (such as Obama’s $500,000 bonus cap) could distort the incentive-contracting program. The shareholder’s ability to motivate the manager could then be reduced and thereby moral hazard could be exacerbated depending on corporate governance structures and punishment measures, which means the likelihood of future bailouts increases. As an alternative, I discuss the effectiveness of shareholder punishments. The third essay analyzes how education affect workers’ career-concerns. A person’s life consists of two important stages: the first stage as a student and the second stage as a worker. In order to address how a person chooses an education-career path, I examine an integrated model of education and career-concerns. In the first part, I analyze the welfare effect of education. In Spence’s job market signaling model, education as a sorting device improves efficiency by mitigating the lemon market problem. In my integrated model, by contrast, education as a sorting device can be detrimental to social welfare, as it eliminates the work incentive generated by career-concerns. In this regard, I suggest scholarship programs aimed at building human capital rather than sorting students. The second part provides a new perspective on education: education is job-risk hedging device (as well as human capital enhancing or sorting device). I show that highly risk-averse people take high education in order to hedge job-risk and pursue safe but medium-return work path. In contrast, lowly risk-averse people take low education, bear job-risk, and pursue high-risk high-return work path. This explains why some people finish college early and begin start-ups, whereas others take master’s or Ph.D. degrees and find safe but stable jobs.
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HU, CHENG-FANG, and 胡正芳. "The Study of the Influence of the Proactive Personality of Female Managerial Staffs of Foodservice Business on their Career Development: Examine the Effect of Work-family Conflict and Wellbeing as the Interfering Factors." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/23hw89.

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碩士
輔仁大學
餐旅管理學系碩士在職專班
106
According to the labor force survey of Directorate-General of Budget, Accounting and Statistics, Executive Yuan on May, 2016, the female labor participation rate (FLFP) is raising 3.78% (50.66%) to compare with 46.88% in 2003. During the period, FLFP is increasing gradually. In current competitive market, the enterprises keep looking for new talents with self-motivated and creative mind to develop new business intelligence for increasing job efficiency. Based on the study, female plays better role on active care and attention, listening, and communication. Those characters are advantages on leaderships and customer relationship managements for competent manager. However, society has different standards influencing the female labors for their career development. Due to the lack of female management study, we would like to use quantitative research methods to discover the female management in hospitality industry and analyze the relations among enthusiastic mindset, happiness, work-family conflict, and career development. The results of the research found that the female managerial staff in catering industry with active personality traits had a significant influence on career needs, and the expectation of the demand for the company was greater than the development the company could give. Occupational conflicts have a significant impact on the target programs given by the tenure organizations, and the organization's supportive resources and friendly family policies need to be valued. There is a significant positive correlation between the happiness of staff in the catering industry and the career development program, which has a positive and positive meaning. Finally, the author puts forward the suggestions of research restriction and future research, and provides the direction that the follow-up researchers can further explore.

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Dissertations / Theses on the topic 'Managerial careers'

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