O presente estudo teve como objetivo principal avaliar as relações da personalidade e da Auto-eficácia Profissional com o comportamento de planejamento de carreira de universitários. Participaram do estudo 213 alunos de graduação, de ambos os sexos, com idade média de 24,8 anos (dp=4,14). Os instrumentos utilizados foram um Questionário Sociodemográfico, as Escalas de Desenvolvimento de Carreira de Universitários e a Bateria Fatorial de Personalidade. Para a análise dos dados, foram realizadas correlações de Pearson, testes t e análises de regressão. Os resultados indicaram que a Auto-eficácia e a personalidade atuaram como preditores do Planejamento de Carreira. A Auto-eficácia Profissional esteve positivamente correlacionada com o Planejamento de Carreira. Ainda, o Neuroticismo (correlação negativa), a Extroversão e a Realização mostraram-se positivamente correlacionados com esta variável. Discute-se sobre a importância de se considerar as diferenças individuais e de se promover a auto-eficácia no contexto de aconselhamento de carreira. / This study examined the role of personality and Professional Self-efficacy on university student’s career planning behavior. The sample was composed of 213 participants, male and female, with mean age of 24,8 years (sd=4,14). Three instruments were used: Factorial Battery of Personality, University Students Career Development Scales and Social Demographic Questionnaire. Data was submitted to Pearson correlation analysis, t-tests and regression analysis. Professional Self-efficacy and personality were found to have unique contributions on prediction of Career Planning. Moreover, Professional Self-efficacy was positively associated with Career Planning. Conscientiousness, low Neuroticism and Extraversion were positively associated with Career Planning. Results are discussed relatively to the importance of individual differences for self-efficacy promotion and consideration in career counseling context.

O estudo proposto nessa Tese busca verificar como uma intervenção de carreira não presencial pode auxiliar o participante em sua planificação de metas em relação à carreira, relacionando os resultados às características de personalidade e aos estados afetivos. A motivação para o desenvolvimento deste trabalho interdisciplinar (Educação, Psicologia e Computação Afetiva) advém da dinamicidade do atual contexto do mercado de trabalho e da necessidade de ampliar o acesso a esse tipo de intervenção. As principais teorias que suportam a pesquisa são as de Super, Savickas, Holland, Scherer e o modelo dos Cinco Grandes Fatores da Personalidade (Big Five). Para fins de validação do estudo foi, inicialmente, desenvolvido o CarreiraEAD, um Objeto para apoio ao planejamento, suportado em um Ambiente Virtual de Ensino e Aprendizagem, o Moodle, que é dividido em introdução, aplicação do teste psicológico online L.A.B.E.L. (Lista de Adjetivos Bipolares e em Escala Likert), Inventário Pessoal do Passado, Observando o Presente e Planejando o Futuro. Entre todos os módulos foi aplicada uma Roda de Estados Afetivos (REA) a fim de verificar os estados afetivos durante o processo de planejamento de carreira. Neste experimento, alunos de graduação foram distribuídos em um de três diferentes grupos de análise. Todos os grupos foram realizados pelo mesmo Orientador de carreira. A diferença existente entre as intervenções baseou-se no modo como o Orientador mediou cada grupo. Os resultados demonstraram evidências de que os comportamentos que caracterizam o planejamento de carreira estão relacionados a estados afetivos e a traços de personalidade, como a conscienciosidade, a estabilidade emocional, o lócus de controle interno, a autonomia, a persistência, a criatividade/abertura a experiências e a tomada de risco. Foi realizada uma ANOVA fatorial de medidas repetidas com o objetivo de avaliar se houve mudança nos escores na Escala de Decisão de Carreira (EDC) para todo o grupo e para as diferentes formas de mediação. Os resultados demonstraram que houve uma variação significativa dos escores da EDC considerando todos os participantes [F(1, 36) = 10,23, p =0,003; Eta2 = 0,221; Poder = 0,88), sendo que, globalmente, os escores em T2 (Depois) foram maiores do que em T1 (Antes). O resultado do tamanho de efeito (Eta2) sugere que a diferença entre pré-teste e pós- teste, considerando os três grupos conjuntamente, foi relevante. Tal resultado é interessante na medida em que sugere a eficácia da intervenção. Um teste de comparações de médias (teste t de Student) indicou haver diferenças estatisticamente significativas no escore geral de estado afetivo entre participantes persistentes e desistentes, no CarreiraEAD, o que proporcionou a verificação de que os participantes que persisitiram apresentaram estados afetivos mais positivos. Em síntese, através dessa pesquisa foi possível perceber que o CarreiraEAD é uma forma eficaz de, considerando as características de personalidade e os estados afetivos, realizar o planejamento de carreira na modalidade virtual. / The study proposed on this thesis aims to verify how a career intervention in a virtual environment can assist the participants in planning his or her objectives regarding career, relating the outcome to personality traits and emotional states. The motivation for the development of this interdisciplinary work (Education, Psychology and Affective Computing) arises from the dynamics of the current context of the employment market and the need to increase the accessibility to this type of intervention. Super, Savickas, Holland, Scherer and the Five Factor Model of Personality (Big Five) are the main theories underpinning this research. CarreiraEAD, an instrument to support the planning, based on in a Virtual Teaching and Learning Environment, the Moodle, was initially developed to help in the validation of this study. CarreiraEAD is divided in introduction, application of the online psychological test L.A.B.E.L. (list of Bipolar Adjectives and Likert Scale), Personal Inventory of Past, Observing the Present and Planning the Future. Between the modules the Wheel of Affective States (WAS) was applied to verify affective states during the career planning process. Undergraduate students were assigned to one of three different analysis groups in this experiment. All groups were coordinated by the same career advisor. The difference between the interventions was based on the advisor approach to each group. The outcome showed evidences that the behaviors that characterize the career planning are related to affective states and personality traits such as conscientiousness, emotional stability, internal control locus, autonomy, persistence, creativity/openness to experience and risk taking. Factorial repeated measures ANOVA was performed with the aim of assessing whether there was a change in the scores of the Career Decision Scale (CDS) for the whole group and for different forms of mediation. Results showed that there was a significant variation in CDS scores considering all participants [F(1, 36) = 10.23, p =0.003, Eta2 = 0.221, Power =0.88), whereas globally the T2 scores (After) were higher than in T1(Before). Effect size (Eta2) results suggest that the difference between pretest and posttest was significant, considering the three groups jointly. This outcome is relevant since it suggests the intervention effectiveness. Mean test comparison (Student t test) showed a statistically significant difference in affective state total score between persistent participants and dropouts in CarreiraEAD, which elicited verification regarding the persistent participants, which showed more positive affective states. In summary, the present research enabled to validate that CarreiraEAD, considering the personality characteristics and emotional states, is an effective instrument to perform the career planning in a virtual environment.

The aim of this thesis is to design career plans in the IT and projects department in Česká spořitelna a.s. The theoretical part provides basic background and methodological section describes the methods used in the practical part. The practical part begins with the introduction of Česká spořitelna a.s. and more detailed description of the IT department. The next chapter deals with the description of job positions, starting with current job descriptions and following with job descriptions, which originated from semi-standardized interview with individual managers in the IT department. Next chapter is devoted to the career pyramid, which shows seniority of job positions in the IT department from two perspectives: managerial and expertise. At the end of the practical part, there are designed three career maps for selected positions together with specific methods of developing the required competencies.

No description available.

The present study was focused on higher education settings and the implementation of career education programs to promote the career development of their students. The major purpose of this study was to determine if the course, Career Planning and Decision-Making (1980), which was developed by Appalachia Educational Laboratory, was effective in assisting Freshmen community college students in developing their career planning and decision-making skills and enhancing their career decision-making behavior. The secondary purpose of the study was to obtain the students' evaluations of the course. The Career Planning and Decision-Making Student Surveys, the Assessment of Career Decision- Making (ACDM), the end-of-unit evaluations, and a structured interview were used to gather data. Analysis of variance was utilized to determine the significance of the difference between the groups on the pretest scores at the -05 level of significance. The differences following treatment were determined by repeated measures analysis of variance using the .05 level of significance. The course, Career Planning and Decision-Making (CPDM) was taught during the Winter Quarter, 1981, at a small rural community college in Virginia. The population consisted of forty five freshmen in transfer programs who volunteered to enroll in the course. From this group assignment was made to the experimental group (N=18) and the control group (N=18). Analysis of the results revealed: (1) significant differences between CPDM and non-CPDM students at the .05 level of significance on achievement of course objectives as measured by the Student Surveys and (2) significant differences at the .05 level of significance between CPDM and non-CPDM students on the Rational style of decision-making, as measured by the ACDM. There were no significant differences at the .05 level on (a) progress made with regard to implementation of the decision to go to college, (b) progress made with regard to selecting a major, and (c) progress made with regard to selecting an occupation to pursue after college completion, as measured by the ACDM. A review of the structured interview and end-of-unit responses indicated that the students felt they had been stimulated by the course, in a positive way, in their career planning. They recommended that the course become a permanent course offering at the freshmen level. Through a comprehensive analysis of the findings, the conclusion was reached that overall the course, Career Planning and Decision-Making was effective in assisting college students in developing their career planning and decision-making skills as well as enhancing their career decision making behavior. / Ed. D.

Выпускная квалификационная работа “ Cравнительный анализ учебной и профессиональной мотивации российских и китайских студентов” в форме магистерской диссертации выполнена на 107 листах (формат А4, шрифт Times New Roman, размер шрифта 14, интервал между строками 1,5). Количество таблиц – 0 (без учета вложений). Количество рисунков – 66 (без учета вложений). Ключевые термины: мотивация к обучению; профессиональная мотивация; уровень обучения; поведение при обучении; образовательный подход; культурные различия; планирование карьеры; и курсы планирования карьеры. Представленная магистерская диссертация состоит из введения, трех глав, заключения, библиографического списка и приложений. Во введении описывается актуальность темы магистерской диссертации, рассматриваются цель и основные задачи исследования, определяются объект и предмет исследования, формируется гипотеза исследования, а также устанавливается перечень методов, участвующих в исследовании. В первой главе диссертации будут рассмотрены теоретические основы учебной и профессиональной мотивации современных студентов вузов и связь между ними; влияние различных культурных традиций и образовательных подходов на студентов. Во второй главе определяются цель и методология исследования, а также подробное описание выборки для исследования. В третьей главе результаты представлены в виде графиков и диаграмм в последовательном порядке, а результаты анализируются индивидуально, с личными мнениями и рекомендациями. В заключение рассмотрена существующая система образования и профессиональной подготовки университета, и предложены решения для улучшения, а также решения проблем в контексте текущей ситуации. / Final qualifying work “Comparative characteristics of learning and professional motivation of Russian and Chinese students” in the form of Master thesis is performed on 107 sheets (A4 format, font Times New Roman, font size 14, 1,5 line spacing), excluding attachments. Number of tables – 0 (excluding attachments). The number of figures – 66 (excluding attachments). Key terms: learning motivation; professional motivation; learning level; learning behavior; educational approach; cultural differences; career planning; and career planning courses. The submitted master's thesis consists of an introduction, three chapters, a conclusion, a bibliographical list, and appendices. The introduction describes the relevance of the topic of the master's thesis, considers the purpose and main objectives of the research, defines the object and subject of the research, forms the hypothesis of the research, as well as establishes a list of methods involved in the research. In the first chapter of the dissertation, the theoretical foundations of learning and professional motivation of modern university students and the connection between them; the influence of different cultural backgrounds and educational approaches on students will be considered. In the second chapter, the purpose and methodology of the study are determined, as well as a detailed description of the sample for the study. In the third chapter, the findings are produced in the form of graphs and charts in a sequential manner, and the results are analyzed individually with personal opinions and recommendations. In the conclusion, the existing education and the training system of the university as well as the vocational training system are considered, and solutions for improvement as well as solutions to the problems also are proposed in the context of the current situation.

Submitted by Divanete Paiva (divanete.paiva@utp.br) on 2018-06-04T14:12:32Z No. of bitstreams: 1 COACHING DE CARREIRA.pdf: 839626 bytes, checksum: 1e42f976cfa8489548ec4a4aaeea63c2 (MD5) / Made available in DSpace on 2018-06-04T14:12:32Z (GMT). No. of bitstreams: 1 COACHING DE CARREIRA.pdf: 839626 bytes, checksum: 1e42f976cfa8489548ec4a4aaeea63c2 (MD5) Previous issue date: 2013-12-09 / This article presents the analysis of the initial interviews with a group of students of a private higher education institution, located in Curitiba / PR . The analysis focused on the issues of perspective that students have regarding their employability and professional career. These interviews prior an intervention group in which some of the students who participated answered interviews. The intervention occurred through the use of coaching methodology and epistemology of community social psychology . Twelve students participated in the interviews, the courses of administration, accounting, psychology and physiotherapy from different periods and ages, who volunteered to participate on. The interviews were conducted, consisting of 19 questions. The responses from the interviews were transcribed and linked to the categories: (a) vocational choice, (b) perceptions of the labor market, (c) employability, (d) life project , and (e) preparation for the job market. Content analysis was used as a form of assessment. It was observed that students know 9 little about the subject employability and seek to develop their career through studies, contact with other people, languages and professional courses, practical experiences, such as internships, and seek to improve their personal skills and competencies. Thinking about career and professional future generates contradictions in students. Some feel anxiety and anguish and others have feelings of happiness and achievement. The professional future is now thought, however inarticulate with reality and concrete plans. / Esta pesquisa teve como objetivo analisar uma intervenção de coaching de carreira em um grupo de alunos de cursos de graduação de uma faculdade particular, na cidade de Curitiba/PR. Buscou-se averiguar uma diferente forma de trabalho voltado para conscientização, o planejamento de carreira e a empregabilidade dos participantes, utilizando-se das ferramentas do coaching. Teve como abordagem epistemológica a psicologia social comunitária, que compreende o homem em suas relações, com o intuito de conscientizar e facilitar a relação das pessoas em um contexto grupal. Para buscar compreender e analisar a intervenção do coaching de carreira em grupo, foram realizadas oito sessões de coaching de carreira com os alunos e entrevistas individuais antes e depois da intervenção, assim como a observação da mesma, caracterizando esta pesquisa como qualitativa. Participaram desta pesquisa-ação 12 alunos nas entrevistas iniciais e 6 nas sessões de coaching e entrevistas finais, sendo que estes são dos cursos de administração, ciências contábeis, psicologia e fisioterapia de diferentes períodos e idades, de ambos os sexos e que se dispuserem voluntariamente a participar da pesquisa. Os dados dos relatos dos participantes e das observações cursivas foram tratados por meio da análise de conteúdo. Com este estudo, buscou-se contribuir para o incentivo de uma nova metodologia, que se utiliza de ferramentas de coaching e pode contribuir para uma maior conscientização e aperfeiçoamento da empregabilidade dos participantes. Serão apresentados nesta dissertação de mestrado dois artigos, com os títulos Empregabilidade e Planejamento de Carreira: uma Análise da Perspectiva de Alunos de Graduação e Coaching de Carreira: Desenvolvimento e Análise de uma Intervenção em um Grupo de Alunos de Graduação. O primeiro artigo foca nas perspectivas que os alunos têm a respeito da sua empregabilidade e de sua carreira, a partir da análise da primeira entrevista individual realizada com eles. Já o segundo artigo aborda o processo e os resultados do coaching de carreira realizado com os alunos participantes desta pesquisa.

近年來，臺灣因社會觀念、經濟狀況等大幅改變，生育率急速下降；人口結構失衡除了生育數應由政策面加以著手改善，更應藉此提升人口素質，此時負責人口素質第一線的國小教育體系越發重要。觀諸各層級學校之業務運作上，行政業務乃為校務工作成功與否的幕後推手，故學校行政人員的心理感受及行為舉措將間接影響國民小學教學品質，此議題值得深究。本研究旨在探究偏遠地區六班國小行政人員在少子化衝擊下，其工作滿足及生涯規劃之影響，藉由多個面向瞭解受訪者工作滿足程度，並從「個人特質」、「心理動機」及「價值觀」等三種取向分析受訪者生涯之規劃，俾作為後續研究者瞭解此一議題的參考。 本研究採質性研究之深度訪談法。研究對象總數為8人，均為現仍服務於偏遠地區國民小學之專任行政人員。經分析訪談資料後，所得研究發現綜述如下： 一、偏遠地區小型國小因編制員額有限，故絕大部份行政人員業務範圍皆為一般中大型學校行政人員多樣工作複合，易有不滿足感產生。 二、小校因人員有限，同ㄧ處室之行政人員，常常需共同協力完成業務，若其中有人怠惰或拖延，其他人員勢必承擔多出的業務，才能使事情順利完成，此時易有怨言產生。 三、學校之存廢裁併政策應該整體性作考量，並針對偏遠地區訂定例外規定，畢竟學校規模小不是原罪，是否廢校要視多方的指標來善加評估。 四、無論是對於教學工作的支援，使教師及學童無後顧之憂；或者建置完善教學環境，皆指明行政人員係維持校務持續運作的幕後功臣。 五、學生人數下降並非單純因學校教學不佳，而係各種因素交錯產生的結果，少子化僅是因素之一，另學校地理位置偏僻與否、學區內學校多寡、居民經濟狀況…等皆是原因。 本研究根據研究發現，提出以下建議： 一、部份公務機關對於學校行政人員觀感為：抗壓性不足、工作輕鬆、業務單純；為避免年輕有抱負之公務人員視國小行政人員為畏途，且強化國小教育行政力量，應暢通國小行政人員之升遷管道。 二、工友或校園警衛等可使用外包或派遣人力之職務，宜考慮委由民間辦理，不但可節省國小人事經費，亦可藉此導入民間經營效率。 三、偏遠地區國小之業務主管應對於複合工作較繁重之同仁多加溝通，適時紓解其累積之不滿足感；另應定期輪調，使工作不致分配不均。 四、偏遠地區國民小學應積極發展學校特色，結合社區資源，或營造生態校園…等，提升學校價值，可讓學童感受課本外的環境，豐富教育內涵。 關鍵字：少子化、工作滿足、生涯規劃 / In the recent years, the birth rate in Taiwan has been declining rapidly due to the concepts in the society and the economic statuses. The population structure has become unbalanced. Besides increasing the number of newborns, it is more important to improve the quality of the population. And the front line of improving the quality of the population is the elementary school education system. Whether affairs in schools of different levels can be done smoothly depends on administrative works. Thus, school administrative personnel’s mental perception and behaviors may indirectly influence teaching quality in elementary schools. It is worthy to further explore this issue. This study discussed the impact of declining birth rate on the job satisfaction and career planning of the administrative personnel from an elementary school with six classes in a remote area. From different views, this study explored the degrees of job satisfaction of the interviewees and analyzed their career plans from the aspects of “individual characteristics”, “psychological motivation”, and “values”. This study can be used as a reference for future studies regarding this issue. This study adopted a qualitative research method – in-depth interviewing. There were a total of 8 research subjects, who were full-time administrative personnel serving in an elementary school in a remote area. The data obtained from the interviews were analyzed and the findings of this study are listed below: 1. Because the number of personnel in a small elementary school in a remote area is limited, most of the administrative personnel have to cover more complex works than those working in middle or large sized schools. Therefore, it is very common that these personnel are dissatisfied. 2. Because the number of personnel in a small elementary school is limited, the administrative personnel who work in the same department often have to complete tasks together. In case one of them being lazy or delaying, others have to shoulder more burdens to make sure things go smoothly. This is when complaints started to surface. 3. The consideration for the policies of school abolishment must be broad and general. There should be additional regulations for remote areas. After all, being small is not a sin for schools. Whether a school should be abolished should depend on evaluations with indexes of different aspects. 4. The success of supporting teaching works, which relieve teachers’ and children’s worries, and constructing a perfect teaching environment should be attributed to administrative personnel who school affairs on track. 5. The decreasing number of students is a result of various factors and their interactions, not just bad teaching in schools. The factors include declining birth rate, geographic locations of schools, number of schools in the same school district, economic statuses of residents, etc. According to the research findings, this study came up with the following suggestions: 1. Some of the public sectors have the following impressions on school administrative personnel: unable to handle pressure, without heavy burdens, and with simple tasks. In order to avoid the situation that public servants with ambitions being unwilling to serve the posts of elementary school administrative personnel, it is important to improve administrative power of elementary school administration and ensure promotions of elementary school administrative personnel. 2. The works of fellow workers and campus guards can be outsourced or contracted to private companies. This way, personnel expenses of elementary schools can be reduced and efficiencies of private companies can be introduced to schools. 3. Superintendents in elementary schools in remote areas should help their colleagues with heavy tasks to communicate in order to release their dissatisfaction in time. Also, a rotation system should be implemented so that job arrangement can be fairer. 4. Elementary schools in remote areas should actively develop their own features and integrate them with community resources or build ecological campuses, in order to increase values of schools. This way, children can experience environments outside their text books. These experiences are very educational. Key words: declining birth rate, job satisfaction, career planning

現今台灣社會由於出生率不斷的下降因素，導致人口銳減，不僅危及國家競爭力，同時也相對嚴重影響國民小學校園內的教師生態，面對此種情勢，衝擊到的是各國民小學必須調整原有教師編制人數，例如減班調動以為因應，超額的問題讓這些資淺教師人心惶惶，讓教師對學校產生不安定感，且使教師無心教學。 本研究採質性研究之深度訪談法。研究對象總數為8人，為某國小6位恐面對減班超額之教師及2位近期已調動至他校之教師。經分析訪談資料後，所得研究發現綜述如下： 一、教師們十分擔憂超額的問題，甚至影響教學及生活品質，因此超額教師在知覺超額問題已對他們產生嚴重衝擊，令教師感到不安。 二、超額教師認為這樣的辦法對年資較淺之教師不公平，因為即使他們再怎麼努力，似乎都無法改變被超額的命運，且令教師擔心如何面對減班超額之未來去向。 三、教師認為即使想要努力改變什麼，僅靠自己努力也無法改變被超額之命運；所以教師仍然希望仰賴政府制定完善的政策，才能讓大環境有所改變。 四、超額的問題使超額教師們的規劃受到環境的衝擊，使得教師必須調整原先的生涯規劃，超額教師認為這樣的改變，與原先的生涯存在很大的落差。 五、本研究發現教師們認為自己的專長就是教學，從師資培育時，就認為自己一生要從事教職，另外也認為政府一定會積極介入處理，即使調離原校也不至於被資遣，寧願等待政府的政策改變，並不積極去採用其他因應方式。 本研究根據研究發現，提出以下建議： 一、對國小教師的建議：教師必須用積極的心態，來面對減班超額的挑戰，應該設法培養第二專長，增加自己的積分競爭力，掌握生涯主控權，做好生涯規畫。 二、對學校的建議：重新檢討「超額教師辦法」配分方式，積極協助可能被超額的教師培養其他專長能力及疏導不安感。 三、對教育當局的建議：教育局應積極採取策略，以面對教師超額的問題，增進教師生涯轉換能力及提供國小教師相關進修管道。 關鍵字：減班超額、工作壓力、生涯規劃 / Nowadays, due to the decreasing birth rate in Taiwan, the population has been declining, endangering the competitiveness of the country and seriously influencing the ecology for teachers in elementary schools. Under this circumstance, elementary schools being impacted have to adjust their arrangements of teachers. For example, numbers of classes in schools may be reduced. This surplus problem has made junior teachers worried. They don’t believe their jobs are stable in schools, and therefore their minds are not in teaching. This study adopted a qualitative research method – in-depth interviewing. There were a total of 8 research subjects, including 6 teachers from an elementary school who worried about possible class reduction and 2 teachers who had been transferred to other schools recently. The data obtained from the interviews were analyzed, and the findings of this study are listed below: 1. Teachers were worried very much about the problem of a surplus of teachers. Their worries influenced their teaching and quality of life. Thus, redundant teachers’ perception of this problem had had a serious impact on them, making them feel unsecured. 2. Redundant teachers thought this solution was not fair for junior teachers. No matter how hard they had tried, they still couldn’t escape the fate of becoming redundant. And they were worried about their future after class reduction. 3. Teachers believed that even if they had the intention to make difference, their efforts alone couldn’t change the fate of them becoming redundant. Therefore, teachers still hoped that the government could come up with complete policies to change the environment. 4. The problem of a surplus of teachers had caused redundant teachers’ plans being impacted by the environment. Teachers had to change their life plans. And redundant teachers thought this kind of change was not what they expected for their careers. 5. This study found that teachers believed their specialty was simply teaching. Since they were trained, they had believed that they were destined to be teachers all their lives. On the other hand, they believed that the government would intervene actively, so even if they were transferred to other schools, they wouldn’t be laid off. Thus, they’d rather wait for the government to change policies than adopt other measures actively. According to the research findings, this study came up with the following suggestions: 1. Suggestions for elementary school teachers: Teachers shall face the challenge of class reduction with an aggressive attitude, develop another specialty to improve their competitiveness, take control of their careers, and make a good plan for their careers. 2. Suggestions for schools: The arrangement in the “Guidelines for Redundant Teachers” shall be reviewed, in order to actively help possible redundant teachers develop other specialties and ease their worries. 3. Suggestions for the education authority: The Department of Education shall actively take measures to resolve the problem of a surplus of teachers, improve teachers’ abilities to change their careers, and provide elementary school teachers some related channels for further study. Key words: class reduction, surplus of teachers, working pressure, career planning.

Expatriates working in a foreign environment with very different political, cultural and economic conditions often face both job-related and personal problems, which may lead to expatriate dissatisfaction. ¡@Previous research suggests that if expatriates are not satisfied while on assignment, the motivation to perform well and/or to remain abroad for the specified length of times is diminished. As a result, this study tries to do investigations to Taiwanese expatriates in China to experiment if certain determinants (training, mentoring, repatriate positing, long-term career planning, environmental factors, and individual career management strategies) can lead to expatriate job satisfaction. The result of this study suggests that among corporate career development plans, training and long-term career planning can facilitate expatriate job satisfaction, while mentoring and repatriate positing have no significant influence on job satisfaction. Besides, environmental factors and individual career management strategies both have significant positive effect on job satisfaction. This gives multinational companies (MNCs) some inspirations: -MNCs should do some investigations to previous expatriates to figure out the problems they¡¦ve encountered and design corresponding training programs for new expatriates. -MNCs should select expatriates with positive attitudes towards expatriate assignments or train their expatriates to become more problem-focused. -MNCs should help expatriates plan their future career paths. -MNCs should design sound mentoring and repatriate positing policies for their expatriates. -MNCs should make the environments surrounding expatriates become as benevolent as possible.