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Tesis sobre el tema "Career progression for women"

Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 4 de febrero de 2022

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1

Lambrechts, Maryke. "Patriarchy and female career progression : do women maintain the status quo?" Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80453.

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This journal focusses on gendered interactions in both society and in organisations, and publishes empirical articles using both qualitative and quantitative methodologies. This journal houses topics such as gender and work, feminist identities and masculinities. The article encompasses all three of these topics and builds on a published article in the journal ““Women in Power: Undoing or Redoing the Gendered Organization? (Stainback, Kleiner, & Skaggs, 2016). The research conducted builds on the published article by analysing, through lived experiences, how women have experienced the enforcem

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2

Busby, Nicole Ellen. "Access to employment and career progression for women in the European labour market." Thesis, University of Glasgow, 2006. http://theses.gla.ac.uk/3749/.

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The growing complexity in working arrangements has made it difficult to target employment legislation effectively. Utilisation of the existing provisions of Community law requires a reorientation of the traditional conceptualisation of gender relations. This is possible through the application of broad principles, as provided for by the Treaty and the general scheme of Community law, to specific circumstances. The Court of Justice occupies a unique institutional position in this respect as the only authority capable of undertaking such a task coherently and consistently. This thesis considers

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3

Hlophe, Duduzile Rosemary. "The perception of women regarding career barriers within a municipality in the KwaZulu-Natal region." Thesis, University of the Western Cape, 2014. http://hdl.handle.net/11394/4001.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>The aim of this research study was to assess the existence and impact of career barriers on women in a municipal environment and to understand whether career salience explains some of the differences in the perception of career barriers. To answer the research hypothesis, permission was obtained from the municipal management to embark on the study and the respondents were notified in writing of the purpose and benefits of the study. A cross-sectional, convenience sample of 89 female employees in post levels one to ten was used. The surv

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4

Ballard, Velma J. "Gender and representative bureaucracy| The career progression of women managers in male-dominated occupations in state government." Thesis, Virginia Commonwealth University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3703956.

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<p> The tenets of representative bureaucracy suggest that the composition of the bureaucracy should mirror the people it serves including women in order to influence the name, scope, and implementation of public policies. Women account for the largest segment of the workforce and have attained more education and advanced education than men. Although there have been steady increases in executive leadership positions, management positions, professional and technical positions in most occupations, women are still underrepresented in mid-to-upper management in male-dominated occupations. When wome

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5

Nesbitt, Amy, and Adrienne Evertson. "The glass ceiling effect and its impact on mid-level female officer career progression in the United States Marine Corps and Air Force." Thesis, Monterey California. Naval Postgraduate School, 2004. http://hdl.handle.net/10945/1711.

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Approved for public release, distribution is unlimited<br>Women in the military are considered a minority population. Recent numbers reflect a 16% representation by women in the total Armed Forces population, with the Air Force displaying the largest proportion (17%), while the Marine Corps has the smallest proportion (6%). Multiple Defense organizations have expressed concern about the progression of women officers into senior leadership positions and the barriers they face to their continued success in the military. This thesis explores the officer career path experienced by women offic

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6

Pryce, Patricia. "Banking on a level playing field : the role of social capital in the promotion process to MD in a major investment bank : is it different for women?" Thesis, Cranfield University, 2013. http://dspace.lib.cranfield.ac.uk/handle/1826/8271.

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This thesis analyses individual experiences of the promotion process to Managing Director within a global bank to identify the contribution made by social capital. Using Nahapiet and Ghoshal’s (1998) three-dimension framework as the theoretical lens, the thesis extends social capital research beyond its largely quantitative focus on network analysis (structural dimension) to understand more clearly the relative importance and impact of the relational and cognitive dimensions. Semi-structured interviews were conducted with 34 men and women in an investment bank and a template-based analysis of

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7

Evertson, Adrienne Nesbitt Amy. "The glass ceiling effect and its impact on mid-level female officer career progression in the United States Marine Corps and Air Force /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2004. http://library.nps.navy.mil/uhtbin/hyperion/04Mar%5FEvertson.pdf.

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8

Watson, Kimberly Ann. "The Role of Mentoring, Family Support and Networking in the Career Trajectory of Female Senior Leaders in Health Care and Higher Education." Bowling Green State University / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1205778756.

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9

Horsford, Bernard I. "Career progression of black managers." Thesis, Cranfield University, 2003. http://hdl.handle.net/1826/4275.

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This research programme examined the factors that affect the career progression of Black managers in the United Kingdom. The research comprised two distinct but related studies. The first study was a qualitative investigation of the factors affecting the career progression of Black managers (n = 64). The main finding from the first study was that for some the achievement of high salaries and senior positions may be at the expense of one's positive Black racial identity attitudes and wellbeing. The second study was a quantitative examination of aspects revealed as important correlates of career

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10

Dexter, Barbara. "Career progression and the first line manager." Thesis, University of Derby, 2003. http://hdl.handle.net/10545/292113.

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This study focuses on career progression and the first line manager (flm). There is an acknowledged lack of literature on the contemporary flm (Hirsh, 2000; Owen, 2001), which this research helps to address. The main aim of the study is 'to reach a greater understanding of the factors involved in an individual's ability to progress into, through and from the first level of management' . The study offers a meta-analysis of the literature on first line management throughout the twentieth century and into the twenty-first, identifying five contemporary issues affecting the role. These are organis

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11

Birney, Lindy R. "Charles Chesnutt Racial Relation Progression Throughout Career." Cleveland State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=csu1304522393.

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12

Bown-Wilson, Dianne. "Career progression in older managers : motivational and gender differences." Thesis, Cranfield University, 2011. http://dspace.lib.cranfield.ac.uk/handle/1826/6840.

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This study explores what UK managers aged 50 and over perceive as career progression at a time in life when opportunities for further promotion may have ceased. It examines motivational drivers and subjectively significant personal and organizational influences on career progression. It also investigates whether motivation for career progression is perceived to have changed over the career and the extent to which it may differ between male and female older managers. The research adopted a qualitative, inductive approach using a phenomenological methodology. Fieldwork comprised semi-structured

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13

Menara, Barbara. "Career progression and professional conflict in Great Britain." Thesis, University of Essex, 2012. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.589543.

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The first part of the thesis focuses on the effect of the attitude towards interaction and the strength of family ties on career progression, .analysing both the attainment of managerial responsibility and the achievement of managerial and professional status. The contribution of this research is the focus on the inclination to develop social networks, the attempt to measure people's attitude towards interacting more with strangers and acquaintances, whereas previous research analysed social networks people had already established. To test any change over time, random-effect logistic regressio

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14

Kurtz, Kristel (Kristel Edith Elaine). "Sponsorship and career progression in the consulting industry." Thesis, Massachusetts Institute of Technology, 2012. http://hdl.handle.net/1721.1/72890.

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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 2012.<br>Cataloged from PDF version of thesis.<br>Includes bibliographical references (p. 39).<br>For people of equal aptitude and accomplishment, differences in career progression to the senior ranks of a professional services firm are often attributed to the presence or absence of sponsorship from senior executives. Senior advocates play a critical role in career advancement by identifying opportunities and by giving proteges the chance to compete for those opportunities. My hypothesis is that people who desi

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15

Clancy, Madelaine. "Women and Employment| Housewives First, Career Women Second." Thesis, Southern Illinois University at Edwardsville, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=1568388.

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<p> This study investigates women's future family and work expectations and anticipations. It uses data gathered from the Inter-University Consortium for Political and Social Research (ICPSR), specifically from the Washington Post: DC-Region Moms Poll, April 2005 dataset. Focusing on women and their expectations for future family and work life, the study aspires to examine what motherhood has to offer women as well as how women experience employment. Regarding workplace suitability for women who are also mothers, it was hypothesized that attitudes in agreement with workplaces being set up to h

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16

Raiff, Gretchen Wade. "The Influence of Perceived Career Barriers on College Women's Career Planning." Thesis, University of North Texas, 2004. https://digital.library.unt.edu/ark:/67531/metadc4685/.

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Research has indicated that balancing work and family is on the minds of college-age women long before they are married. At the same time, women continue to choose occupations that do not fully utilize their abilities and often fail to follow their original career goals. The purpose of this study was to examine the influence of perceived career barriers and supports on young women's career planning. Utilizing Social Cognitive Career Theory (SCCT) and recent literature as a basis, this study conceptualized career goals using the two constructs career salience and career aspirations. Based on in

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17

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

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18

McGregor, Roberta J. "Expert practice and career progression in selected clinical nurse specialists." Diss., This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-07282008-135236/.

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19

Shapiro, Gillian. "A gender analysis of the career progression of IT managers." Thesis, University of Brighton, 1997. https://research.brighton.ac.uk/en/studentTheses/aef31807-d8f1-4fea-b3dc-46b4e42151c8.

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This thesis presents a gender analysis of the IT managerial career progression process. The research includes case studies conducted within the IT division of four companies and survey results of IT managers carried out in the U K. The case studies include the collection of documentary evidence, observation and a total of fifty interviews conducted with IT managers and Personnel representatives. The case companies comprise the financial services, utility, retail and IT manufacturing sectors. This study builds on and extends existing knowledge within three areas of literature - women in managem

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20

NORTHCUTT, CECILIA ANN. "PERSONALITY CHARACTERISTICS OF SUCCESSFUL CAREER WOMEN." Diss., The University of Arizona, 1987. http://hdl.handle.net/10150/184089.

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This study used a questionnaire designed to identify personal characteristics that successful career women have in common across career fields. Information was elicited on self-esteem, achievement motivation, self-descriptive words, ethnicity, age, income level and occupational field, among other things. Subjects were women publicly recognized as successful by their peers. Twenty three of the sample (n = 249) were randomly selected for interviews. The questionnaire responses were analyzed to identify differences in self-esteem and achievement motivation between occupational fields, age, income

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21

Gragg, Krista Marie. "Women, domestic violence, and career counseling : an experimental examination of the effectiveness of two career intervention programs /." view abstract or download file of text, 2003. http://wwwlib.umi.com/cr/uoregon/fullcit?p3095246.

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Thesis (Ph. D.)--University of Oregon, 2003.<br>Typescript. Includes vita and abstract. Includes bibliographical references (leaves 192-199). Also available for download via the World Wide Web; free to University of Oregon users.

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22

Phinithi, Isaac Kgaohelo. "The impact of career progression on employee retention / by I.K. Phinithi." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2629.

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Employee retention, especially of the best, most desirable employees is a key challenge at Sasol Nitro. Employers are trying to find ways to motivate employees to stay with their organisations for a longer period, but the efforts seem not to be working as challenges with employee retention are complex to comprehend. Different employees have different needs within the work environment and in their social relations. In this study, the writer studied variables of career progression as it impacts on employee retention. Attachment was measured in terms of personal embedding: an employee is attached

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23

Mikhail, Anne. "Career development of second-generation immigrant women." Thesis, McGill University, 2010. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=95106.

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Second-generation immigrants represent a significant subgroup of the Canadian population and workforce; however, the career development of adult second-generation immigrant women has not been examined. In order to understand the career development of second-generation women, an integration of Gottfredson and the feminist-multicultural career development theories was used. According to this integrated framework, it was important to understand: 1) sex-roles and gender and occupational stereotypes; 2) the effect of culture (i.e., familial, social class, and societal); 3) the effect of socio-cultu

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24

Geddes, Jean. "Women in management : barriers to career progress." Thesis, London Metropolitan University, 2002. http://repository.londonmet.ac.uk/1428/.

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This study of women in management was initiated to explore, through women managers themselves, the barriers they thought were hindering their progress up the management hierarchies in BT. To facilitate this study the first former utility organisation to be privatised was approached to be the case study. At the time the organisation, which was undergoing a major organisational change programme aimed at taking it from the utility provider it had been to the dynamic private company it wanted to be, was gaining a reputation for enlightened equal opportunity policies. It had a vigorous gender champ

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25

McLean, Joan Elizabeth. "Strategic choices: career decisions of elected women /." The Ohio State University, 1994. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487849377294632.

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26

Perista, Heloisa Maria Pereira. "Living with science : Time for Care and Career Progression- A Gendered Balance?" Thesis, University of Leeds, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.515383.

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27

Reamy, Stephen. "Optimal Career Progression of Ground Combat Arms Officers in the Marine Reserve." Thesis, Monterey, California. Naval Postgraduate School, 2012. http://hdl.handle.net/10945/6859.

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The purpose of this thesis is to examine career progression for ground combat arms officers in the Marine Corps Reserve, and to identify gaps between current and optimal career progression. Recent policy changes provide the catalyst for this thesis. On 4 December 2006, the Marine Corps announced the implementation of the Officer Candidate Course-Reserve. At the time, active component manpower practices and historically high retention rates resulted in reduced numbers of officers leaving active duty following their initial service obligation. Those officers who transitioned into the Reserve Com

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28

Wiley, Jennilyn M. "No Librarian Is an Island: A Network Analysis of Career Motivation and Progression in U.S. Librarians." Kent State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=kent1574692237760493.

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29

Southern, Annie Roma. "Career, Interrupted?: Psychiatric illness and Women's Career Development in Aotearoa/New Zealand." Thesis, University of Canterbury. Health Sciences Centre, 2010. http://hdl.handle.net/10092/4118.

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This thesis explores the experiences of a group of women in Aotearoa/New Zealand who have been diagnosed with a psychiatric illness, with the aim of gaining some understanding about how they negotiate issues around diagnosis, recovery and resilience-development and employment. A qualitative methodology was used to encourage the women to relate their vocational and life experiences. Fifteen women, whose ages ranged from 17 to their late 60s, with a range of psychiatric diagnoses, were interviewed across ten months. One woman identified as having Māori ancestry and several identified as lesb

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30

Yamada, Ken. "Essays on career and family decisions of women." Thesis, University College London (University of London), 2008. http://discovery.ucl.ac.uk/16783/.

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This thesis consists of three essays on career and family decisions of women over the life cycle. The trade-offs surrounding career and family are paramount. ‘Fertility dip’ or ‘honeymoon dip’ in employment rates has been present in Japan. The fall in employment rates coincides with the timing of marriage and fertility. The proportion of part-time workers increases in the marriage duration whereas the proportion of full-time workers is stably low among married women. Changes in family structure alter an individual’s tax liability. In particular, households with a low-income secondary earner ar

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31

Huq, Afreen. "Entrepreneurial career aspirations of educated women in Bangladesh." Thesis, University of Stirling, 2000. http://hdl.handle.net/1893/3549.

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This thesis explores the factors affecting the aspirations for, and the perceptions of acceptability and feasibility of business-ownership as an economic/career option by middle-income, educated urban women in Bangladesh. In response to the world-wide growth of women's entrepreneurship, there has been increased attention given to women's businesses, both from a practical development perspective and a research point of view. The group of women who has attracted researchers attention in the developed economies is educated, with access to resources and contact networks and therefore in principle,

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32

Lubbe, Chantell. "Career advancement enablers for women in senior management." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/52431.

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Women are playing in a world where the rules of the game were not designed with them in mind. As a result, women continue to remain underrepresented at senior and top management levels. Progress has been made to elevate women, however to contribute to the change in pace that is required it is important for women, through the process of introspection, to decipher what is required to help them to succeed in this corporate environment. It is no longer enough for governments and businesses to restore gender parity at senior leadership levels, it is imperative for aspiring women to take the necessa

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33

De, la Rey Cheryl Merle. "Career Narratives of Women Professors in South Africa." Doctoral thesis, University of Cape Town, 1999. http://hdl.handle.net/11427/7859.

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The statistics on the gender profile of academics in South African universities show that women are concentrated at the lower levels of the hierarchy with very few women at the uppermost level of professorship. At the time that this study was conducted women comprised only eight percent of the total number of professors in South Africa. The central aim of the study was to tell the story behind these statistics on gender inequalities by examining the subjective experiences of women academics. Twenty-five women professors from a diversity of universities, academic disciplines, race groups and ag

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34

Smith, Joan Margaret. "Life histories and career decisions of women teachers." Thesis, University of Leeds, 2007. http://etheses.whiterose.ac.uk/2051/.

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This thesis reports on a life history study of forty women secondary school teachers in England. The aim of the study was to seek women's perceptions of the factors affecting their career decisions, and, as a part of this, to gain insights into the factors affecting the likelihood of women aspiring to, applying for, and achieving headship posts. Interviews were conducted with ten newly qualified teachers, twenty experienced teachers and ten headteachers. Life history was chosen for the scope it offers for allowing participants to define the factors of significance for them, in the context of t

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Norton, Judith Ann 1947. "A phenomenological exploration of the motivational factors underlying the career transitions of midlife career women /." Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=84536.

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This research project explores the motivations of women's voluntary career transitions at midlife. Participants for this study consisted of 14 women who at the time of their transition were between 40 and 51 years of age. All women had maintained an active career throughout their adult life and were either negotiating or had already experienced a career transition. This voluntary transition was initiated for reasons other than an upward mobility within the same occupation. The data were analysed and reported using the six step phenomenological approach described by Moustakas (1994). The

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Riordan, Sarah. "Career psychology factors as antecedents of career success of women academics in South Africa." Doctoral thesis, University of Cape Town, 2007. http://hdl.handle.net/11427/5873.

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Word processed copy.<br>Includes bibliographical references (p. 168-180).<br>The difference in career success among male and female academics is welldocumented and a number of qualitative studies have offered explanations about the challenges faced by women academics. This study provided an empirical investigation into the relationship between selected career psychology variables and the career success of women academics in South Africa. This research employed organisational theory to explain career success. The impact of work centrality, motivation, career anchors and self-efficacy on career

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Scott, Christopher M. "Career counselor's assessment of client problems toward the development of a career development problem taxonomy for women /." Diss., Columbia, Mo. : University of Missouri-Columbia, 2006. http://hdl.handle.net/10355/5892.

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Thesis (Ph. D.)--University of Missouri-Columbia, 2006.<br>The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (May 2, 2007) Vita. Includes bibliographical references.

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Finck, Ruth Ann Charles. "Project Success : a career counseling intervention program for economically disadvantaged women /." free to MU campus, to others for purchase, 1996. http://wwwlib.umi.com/cr/mo/fullcit?p9712799.

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Montgomery, Amanda Brooke. "KENTUCKY WOMEN TEACHERS' EDUCATION AND CAREER CHOICE DECISIONS: AN APPLICATION OF SOCIAL COGNITIVE CAREER THEORY." Lexington, Ky. : [University of Kentucky Libraries], 2009. http://hdl.handle.net/10225/1166.

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Thesis (M.S.)--University of Kentucky, 2009.<br>Title from document title page (viewed on May 26, 2010). Document formatted into pages; contains: vii, 76 p. Includes abstract and vita. Includes bibliographical references (p. 73-75).

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Harris, Octavia A. "Exploring General Career Barriers and Self-Constructed Career Impediments of Minority Women Managers and Leaders." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4448.

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In 2016, the U.S. Census Bureau indicated only 39.1% of women occupied management and leadership occupations. The absence of women in leadership roles minimizes career aspirations, reduces the benefits of gender diversity, and lowers growth opportunities for women. The purpose of this interpretive hermeneutical phenomenological study was to unveil the lived experiences of a sample of minority women managers and leaders in the finance and insurance sector in Central Florida who encountered general career barriers and self-imposed career impediments that hindered them from advancing. The concept

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Schlosser, Grace A. "Facilitation of career success, Canadian and Finnish eminent women." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/nq39589.pdf.

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42

Marton, Jacqueline Vick. "Indentifications sources of career choice in successful young women /." Click here for text online. The Institute of Clinical Social Work Dissertations website, 1991. http://www.icsw.edu/_dissertations/marton_1991.pdf.

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Dissertation (Ph.D.) -- The Institute for Clinical Social Work, 1991.<br>A dissertation submitted to the faculty of the Institute of Clinical Social Work in partial fulfillment for the degree of Doctor of Philosophy.

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McDaid, Carolyne. "Job sharing : the career experiences of women primary teachers." Thesis, University of Stirling, 1998. http://hdl.handle.net/1893/2591.

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This study is an investigation of the career experiences of women primary teachers who job share. It explores how job sharing fits into overall working patterns and examines whether it fulfils the personal and professional needs of teachers. It investigates how successful job sharing is seen as being in practice and explores the potential advantages and disadvantages of job sharing for teachers and for schools. The study examines the claims made for job sharing as a means of advancing the cause of equality in the workplace. Data were gathered through in-depth interviews with twenty women prima

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44

Chik, Tsan-ming, and 植燦明. "Career barriers of newly arrived women in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31250919.

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45

Heyat, Farideh. "Career, family and femininity : sovietisation among Muslim Azeri women." Thesis, SOAS, University of London, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.314069.

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46

Boakye-Yiadom, Dahl Herta. "Career Challenges Faced by Professional Black Women in Sweden." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5678.

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Academically and professionally qualified Black women who immigrated to Sweden from the United States and the continent of Africa encounter barriers that may hinder their career opportunities. The unstable labor market position of foreigners required efforts by the Swedish government to address the problem. Little is known about the unique and specific challenges that qualified Black immigrant women experience when integrating into the Swedish labor market with foreign qualifications and professional experience. Guided by Durkheim's social integration theory, the purpose of this phenomenologic

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Mandeville, V. Ann. "The Scriptural validity of working women." Theological Research Exchange Network (TREN), 1986. http://www.tren.com.

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48

Waller, Steven D. "Engineers as managers : a comparative study of the career experiences of graduate engineers." Thesis, Loughborough University, 1998. https://dspace.lboro.ac.uk/2134/7163.

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The theme of the research stemmed from the generally held conviction that engineers are not found populating the managerial levels of UK based companies to the extent that is the case in most of continental Europe. Put simply, in the UK engineering is not considered to be the 'royal route' to management. In 1978 through a funding initiative by the then University Grants Committee, management enhanced 4 year engineering degree courses known as 'Dainton' courses after the then Chain-nano f the committee, Sir Frederick Dainton, were launched to attract some of the most able candidates to engineer

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Sekole, Mohlatlego Glostine. "The career progression of masters in business administration (MBA) graduates: the case of university of Limpopo graduates between 2007 and 2011." Thesis, University of Limpopo, 2015. http://hdl.handle.net/10386/2596.

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Thesis (MBA.) -- University of Limpopo, 2015<br>The contribution of an MBA degree on career mobility in South Africa is of importance and exhibits strong interest from academics, business and public space. Many people believe that an MBA can help for any managerial position especially in cooperate business set up in terms of upward career mobility and skills acquisition. This study wanted to find out if indeed qualifying with an MBA degree helps graduates to move upward, get better salaries and benefits and feel more skilled.This study was conducted using graduates from the Turfloop Graduate S

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Bouette, Martin. "An investigation into art and design graduate careers : towards developing a career progression tool." Thesis, Robert Gordon University, 2003. http://hdl.handle.net/10059/533.

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The aim of this research was to develop a comprehensive body of research about the careers of art and design graduates, and to utilise the findings in the development of a concept multimedia 'career progression tool'. A critical contextual review of key research highlighted a lack of data about 'actual' art and design graduate careers. Existing research suggests that the models of practice promoted within art and design courses are based predominantly upon suppositions, which are out dated and unrealistic. A 'naturalistic' methodology was developed in which the researcher conducted a quantitat

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