The purpose of this study is to identify the processes and factors contributing to employment in the sport industry. In order to completely address the sport industry as a whole, sport management has been pragmatically divided into five sub disciplines, including professional practitioner, recreational, Olympic, collegiate athletic administration, and high school athletic administration. Academia has been specifically excluded from this study as a category, since its purpose is to focus on those with experiences outside the educational setting. Recognized professionals in each of the above mentioned areas were interviewed to establish their individual views and perceptions. These candidates have been drawn from a cross-section of both educational (bachelor’s and/or graduate) degree programs and several different university institutions. Individual phone interviews were utilized to establish the primary contributors for each participant in their career development. The data has been analyzed to answer research questions and form recommendations that will provide guidance for current students and practitioners in developing their career aspirations.

First of all, the study is aimed at individual career plans being affected by various factors. Among which, we would like to research the relations and interactions between environment factors, such as organization conditions, and individual career development. Owing to keen market competition, a large number of businesses have to dispatch some employees abroad to achieve global stronghold strategy and economic arrangement. Also in Taiwan within ten years, there are more and more business employees being sent to Mainland China on a mission. They are in the main charge of operating the overseas subsidiary; therefore, they need to get used to the local customs and lifestyle as soon as possible. In the meantime, the support of the organization plays quite an important role. According to employee relations, organization and individual factors combining different cultural backgrounds, cross-cultural adaptation and self-anticipation, we design a questionnaire classified by ages and positions and even exercise actual case studies to come to the conclusion of the study. We find that the more the employees recognize their company¡¦s development and arrangement, the more successful and smoother interaction between them and their organization would exist. As well, the high-level employees could better realize what parts they must play and do their utmost to accomplish any challenge even though they might be not well-prepared in advance. To sum up, those international staff not only take such opportunity as a kind of ability training and international outlook extension, but also believe that the favorable conditions offered by the parent company will greatly lower their insecurity on the career development and promote the positive employee relations.

The analysis of data collected from 15 employment counselors from Chietze Coordination Association, Tiausepan Association, Tzebezen Coordination Association, Southern Hsinlu Welfare Foundation, Seehaner Welfare Foundation, and Luyue Chietze Center displayed a different phenomenon from our expectation¡C The employment counselors can play a pivotal role in employment opportunity development for mentally retarded. However, the current job target of the employment counselors is obviously emphasized on personal counseling rather than on the development of employment opportunity¡CIn addition to work attitude and job allocation, our observations also included job stress, work satisfaction, work alienation, and work commitment¡C But, these variables were not significantly differentiated by gender, age, education, study majors, relevant certificates, work experiences, vocational training, and seniority. Relatively speaking¡Awomen and those graduated from counseling and guidance and relevant fields were more likely to emphasize on personal counseling, while men and those graduated from other fields were more likely to employment opportunity development. Finally, seniority and education were found to motivate work satisfaction and commitment.

Thesis (M.L.H.R.)--Ohio State University, 2009. / Title from first page of PDF file. Includes vita. Includes bibliographical references (p. 27-29).

Thesis (M.S.)--Central Connecticut State University, 2002. / Thesis advisor: Glynis Fitzgerald. " ... in partial fulfillment of the requirements for the degree of Master of Science in Organizational Communication." Includes bibliographical references (leaves 61-67). Also available via the World Wide Web.

Thesis (Ph. D.)--University of Washington, 2002. / Vita. Includes bibliographical references (leaves 73-91).

Thesis ( Ph.D.) -- University of Texas at Arlington, 2008.

Inaug.-Diss.--Basel. / Bibliography: p. [154]-155.

Thesis (M.A.)--Guo li zheng zhi da xue zheng zhi yan jiu suo. / Cover title. Includes bibliographical references.

Thesis--University of Washington. / Vita. Bibliography: leaves [83]-90.