Thesis (Ph.D.)--Ohio University, June, 2009. / Title from PDF t.p. Release of full electronic text on OhioLINK has been delayed until June 1, 2014. Includes bibliographical references (leaves 98-111)

Thesis (M.S. in Operations Research)--Naval Postgraduate School, September 1990. / Thesis Advisor(s): Milch, Paul R. Second Reader: Halwachs, Thomas E. "September 1990." Description based on title screen as viewed on December 18, 2009. DTIC Identifier(s): Naval Personnel, Career Planning, General Unrestricted Line Officer, Officer Personnel, Computerized Simulation, Forecaster Model, Billets (Personnel), Gen Url, Theses, Women, Community. Author(s) subject terms: General Unrestricted Line Officer Community, GEN URL, Career Paths, Forecaster Model. Includes bibliographical references (p. 112). Also available in print.

Thesis (Ph. D.)--University of Oklahoma, 1995. / Includes bibliographical references.

Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2009. / Includes bibliographical references.

This research aimed to investigate the internal and external factors influencing career choice and development over a period of approximately ten years and subsequently the variation in, or development of, these factors over this time. In addition, further investigations aimed to understand the extent to which broader economic and global shifts have influenced career trajectory or the experience of careers. The participants in this research were five males, aged between twenty-eight and fortyone, currently completing their Master of Business Administration (MBA). The participants, from different race groups, were interviewed twice using semi-structured interviews and their information recorded and analysed. The analysis, making use of inductive thematic analysis, realised approximately 17 themes that aided in the following findings being confirmed: Firstly, both internal and external factors influenced initial career choice with external factors being somewhat predominant. Secondly, findings suggested a strong relationship between these two sets of factors, with initial internal factors increasing considerably with time, becoming strongly dependant on an entirely new, different set of external factors. Thirdly, findings suggested that career direction and trajectory has become more dynamic and diversified as a result of immense changes in the actual job, resulting in individuals recognising the need to acquire more specialised skills and knowledge to adapt to the current job. In terms of the acquisition of skills, findings suggest that there is no need to change/move jobs; instead it is more important to acquire skills necessary to grow and develop within their current job and company. Results conclude that employees would only be inclined to move/ change jobs only if there was no room for growth and development. Finally, considerable emphasis is being placed on the self, i.e.: self-management of one's career, one's quality oflife and emphasis on personal development (such as the enrolment for an MBA). / Thesis (M.Soc.Sc.)-University of Kwazulu-Natal, Durban, 2006.

No description available.

The primary purpose of this study is focused on gender differences in the career development of managers in Nigeria. It specifically explored why managers perceived they were promoted and what strategies they perceived were effective in achieving their career advancement. / The study also examined gender differences in motivational factors that would lead Nigerian managers to a higher level of performance. It explored how women managers are motivated to perform better on their jobs as compared to their male counterparts. This study finally explores the career progression of women managers. It focused on the barriers and strategies for career advancement of women managers in Nigeria. Data were obtained by both qualitative and quantitative methodology. Survey questionnaires were employed with a sample comprising 220 male and female managers in frontline, middle and top management levels working in a Nigerian gas company as a case study. / The main answers to research problems, questions, and objectives reveal that there were differences as well as similarities in the career advancement process of male and female managerial employees in Nigeria. Results also showed that there were similarities in the job motivators identified by Nigerian male and female managers; however there were gender differences in the importance of job motivators perceived by Nigerian managers. More women managers considered intrinsic factors as their important job motivators to achieve a high level of performance, while male managers in this study preferred extrinsic (hygiene) factors. / The study affirmed that advancing ones career in Nigeria depends largely on performance of individual managers as well as their competence. The findings also supported other research which confirmed that women's career path is different from men's (Truss, 1999; Lyness & Thompson, 2000). / The findings explore the career advancement of women managers and also in examining some obstacles, barriers and challenges women managers in Nigeria encounter as well as strategies they perceive as being important and effective in their career progression. Thus this research enhances our understanding of career advancement of women executives in Nigeria and sheds light on research into women in management. Various challenges and barriers to women's career advancement were highlighted: however the major obstacle to women's career advancement identified is work-family dual role conflict. Limitations of the study and directions for future research are also discussed / Thesis (DBA(DoctorateofBusinessAdministration))--University of South Australia, 2006.

Thesis (M.Ed.)--Regis University, Denver, Colo., 2008. / Title from PDF title page (viewed on Mar. 11, 2008). Includes bibliographical references.

Thesis (M.S.)--Air Force Institute of Technology, 2007. / AFIT/GLM/ENV/07-M6. Title from title page of PDF document (viewed on: Nov. 15, 2007). "March 2007." Includes bibliographical references (leaves 48-51).

Thesis (M. Ed.(Opvoedkundige sielkunde))-University of Pretoria, 2006. / Includes bibliographical references. Available on the Internet via the World Wide Web.