The purpose of the present study was to examine the role of gender and perceived career barriers in career commitment of university students. Participants were 437 (231 females, 206 males) volunteered students from the five faculties of Middle East Technical University (METU). A pilot study was carried out with 285 (122 males and 163 females) volunteered students of METU for the adaptation of Commitment to Career Choices Scale (CCCS). The results of exploratory factor analysis yielded a 28&ndash / item scale with two factors / Vocational Exploration and Commitment (VEC) and Tendency to Foreclose (TTF). As for the main purpose of the present study, CCCS was administered to the students together with the Perceived Career Barriers Qustionnaire measured by 11 barriers identified by the researcher as personality characteristics, interests, ability, gender effect, vocational knowledge, economic gain opportunity, employment opportunity, work conditions, other life choices (e.g., marriage, child, etc.), expectations of family and expectations of partner. The results of multiple regression analysis revealed that VEC scores as measured by CCCS were predicted by three independent variables of vocational knowledge, employment opportunities and personality characteristics. This result indicated that the students who had high perception of barrier on vocational knowledge, employment opportunity and personality characteristics had low commitment to their career choices. The second regression analysis revealed that TTF scores as measured by CCCS were predicted only by employment opportunities, indicating that the students who had higher perception of employment opportunity as a barrier also had lower level of tendency to foreclose and they had a tendency to evaluate different career options. Findings are discussed within the framework of career counseling research and practice.

Magister Commercii - MCom / Research indicates that approximately fifteen years ago there were over three (3) million dualcareer couples representing 20% of dual-worker couples. It is expected that the amount of dual-career couples will continue to increase, as most college students, both men and women, anticipate participating in a career as well as in a family (Spiker- Miller & Kees, 1995).Individuals and organizations are confronted with a hyper turbulent environment and individuals are also faced with a myriad of challenges and adversity in their work and personal lives. Due to the economy and the changing needs of individuals, today very few families reflect the configuration of a typical family (a husband who worked outside the home, a wife who fulfilled the duties of homemaker and child-carer), as both partners are normally employed. The dual-career couple phenomenon has added to the pressure of managing multiple demands and has a considerable impact on the nature of people's careers(Greenberg & Baron, 2003). Dual-career couples‘ career advancement is largely affected by the career barriers they perceive to encounter. The perceptions of career barriers encountered differ from one couple to another based on factors such as: age, race and parental demand(children). Differences may also exist between partners in a dual-career relationship based on their gender.Most studies that have been conducted have looked at work-life balance of dual-career couples or have focused on the problems dual-career couples face solely from the woman‘s perspective. The aim of this study is to look at dual-career couples not only from female‘s perspective and to tap into their perceptions regarding career barriers encountered in the workplace. The findings could help organisations realize the importance of assisting dualcareer couples and how they could improve their career development. Dual-career couples therefore warrant attention as a special group seeing as the career salience, strategies and transitions of one partner inevitably affects those of the other, which could also have repercussions for their employers (Smith, 1997).A self-developed Demographic Questionnaire and the Career Barriers Inventory (Revised) was used to gather the data. The research was conducted within a large retail organisation. The sample comprised of men and women, permanent and contract employees within the following departments: Human Resources, Marketing, Logistics, Finance, Group Merchandise Procurement (GMP), Buying, Sourcing, Audit, Planning and Group Services.The sampling procedure that was utilised was non-probability sampling. Statistical analyses involved descriptive statistics (Frequencies, Means and Standard deviations) and inferential statistics (T-Test and Analysis of variance). The study revealed that the most highly rated career barriers which respondents perceived to experience or which affected their career advancement were multiple-role conflict, decisionmaking difficulties, sex discrimination and racial discrimination. Whilst, the career barriers which were rated the lowest by respondents included disapproval by significant others, disability/health concerns and discouraged from choosing non-traditional careers.Furthermore, the findings indicated that the perceptions of dual-career couples based on gender regarding career barriers in the workplace is partially accepted because there are statistically significant differences regarding the perceptions amongst females and males in terms of lack of confidence as a career barrier. The hypothesis proposing that there are significant differences in the perceptions of dual-career couples who have and those who do not have children, is partially accepted, as there was a statistically significant difference regarding disapproval by significant others. The findings for the perceptions of dual-career couples based on race regarding career barriers in the workplace is partially supported because significant differences were found for the following career barriers: difficulties with network/socialisation, lack of confidence and race discrimination based on employees‘ race.Lastly, significant differences in the perceptions of dual-career couples based on age regarding career barriers in the workplace was rejected, as no significant differences regarding career barriers based on employees‘ age were found.Amongst others, a limitation of this study is evident. The study may lack generisability as the sampling procedure used was non-probability sampling and only included those employees who were easily accessible. Additionally, a quantitative study was used by making use of questionnaires, but no observation or interviews were used. The present study also only focuses on the differences in perceptions of dual-career couples, based on biographical factors such as; gender, age, number of children (parental demands), race and age. Ideally all research should have a broad speck of people or participants, to ensure higher generalizability.In an effort to deal with the limitations of the current study, the following are recommended, future research should use a large proportionate stratified random sample as this would allow the findings to be reliably generalised to the population. A combination of both quantitative and qualitative methodology would help to develop detailed understanding of dual-career couple‘s and their differences in perceptions of career barriers.It is important for organisations to have continuous negotiations with employees in order to integrate the demands of the organisation and the career needs of its employees. Furthermore,they should respond to the shifting demographics by adopting voluntary policies such as alternative work schedules and child and elder care assistance to help workers meet family needs, which in turn will be beneficial to the organisation by attracting and retaining the best talent.

No description available.

This thesis explores gender-related barriers in CEO successions. Only 4% of Fortune 500 CEOs are female despite the fact that women have held the majority of college degrees in the US since the late 1990's and now comprise almost half of the workforce and the majority of managerial positions. Their representation is low even in comparison to the other two top management positions from which CEOs are typically sourced. It is less than one-third of the percentage of both female executive officers (15%) and board directors (17%). A holistic and qualitative research approach was utilized. Data were gathered on societal, individual and organizational factors through one-on-one, semi-structured interviews with board directors, executive search consultants and female CEOs, and analyzed using computer-assisted coding software. This thesis challenges the perception that women's individual barriers are the main reason why there are so few female CEOs. While all three types of barriers were found, organizational barriers appear to be the most important. The convergence of predominately male board directors, CEOs and top executive search consultants with informal, subjective, secretive and disparate talent management and CEO successions programs effectively results in the CEO position being a better fit for men than women. While moderating factors were beneficial to the women who have become CEOs, many factors were found for why they cannot be relied upon to greatly increase the number of female CEOs. A deliberate and comprehensive effort by society, individuals and organizations is required.

Background. The study was prompted by observation that failure to obtain a positive postsecondary destination is significantly more prevalent in young people living in areas of greater social deprivation, and in males rather than females. Previous studies have shown that this could be linked to differences in social cognitive factors. However, these studies have been mainly correlational and no comprehensive assessment instrument was found to assess preparedness for the postsecondary transition. Aims. The present study examines senior high school student’s perceptions of the personal, behavioural and environmental factors that affect them as they prepare to leave school. It reveals the structure of these factors and how they vary with regard to social deprivation and gender. Sample. The participants were 1044 senior high school students (573 males and 471 females) who attended six urban high schools. Method. A pre-empirical, 50-item assessment instrument was constructed based on the literature review to identify the wide range of factors previously shown to be relevant to achievement of a positive postsecondary destination. This was then administered to participants. Results. Factor analysis indicated that young people’s perceptions about leaving school were best represented by thirteen factors. An ANOVA model indicated that young people living in areas of higher deprivation reported significantly lower levels of positive postsecondary destination self-efficacy belief, less experience of vicarious career success, less performance of career development tasks, greater perception of career barriers, greater endorsement of a fixed career mindset, and fewer career scaffolding attachments. Males, compared to females, reported less experience of past career success, and fewer career scaffolding attachments. However, despite being at greater risk of a negative postsecondary destination, males reported higher levels of positive postsecondary destination self-efficacy belief, greater experience of positive career-related emotional arousal, greater ability to set career goals, and greater levels of career optimism. Conclusion. Twelve significant main effects on the measured social cognitive factors have the potential to contribute to an explanation of why failure to obtain a positive postsecondary destination is more prevalent in young people living in areas of greater social deprivation, and in males rather than females. A new assessment instrument has been produced to inform an ongoing exploratory process to design, target and evaluate educational interventions to improve postsecondary destinations for all. Increasing internal consistency, external validity and generalisability of findings are all desirable. Some future interventions are proposed on the basis of the results, including greater use of positive career role models in career development programmes, career mindset retraining for high school students, and psycho-education on attachment-fostering behaviours for parents and professionals.

No description available.

本研究旨在探討年輕女性工作者的生涯阻隔、生涯動機和因應策略之關係。以台北地區25至34歲的年輕女性工作者為研究對象，以立意方式取樣，正式施測後共得326份有效問卷，使用的研究工具為「生涯阻隔因素量表」、「生涯動機量表」和「因應策略量表」，所得資料以描述統計、獨立樣本t考驗、單因子變異數分析、二因子多變量變異數分析及典型相關分析等統計方法進行處理。 本研究的主要發現為：第一，年輕女性工作者的生涯阻隔偏低，生涯動機偏高，較常採取問題解決和邏輯思考的因應策略，而較少採情緒逃離策略。第二，不同年齡、職業類型、總工作年資和婚姻狀況等背景變項的年輕女性工作者，在生涯阻隔、生涯動機與因應策略上達顯著差異，其中尤以職業類型最為顯著。第三，生涯阻隔高的年輕女性工作者較會採取情緒逃離策略，生涯動機高的年輕女性工作者則較會採取各種因應策略，而不同的生涯阻隔和生涯動機在情緒逃離策略上有交互作用效果。第四，生涯復原力和生涯洞察力愈高的年輕女性工作者，愈會採取正向因應策略，其中尤以企業型年輕女性工作者更為明顯；而事務型的年輕女性工作者總工作年資愈長，即使個人條件的阻隔較高，若擁有較大的外在支持，也較會採取正向因應策略。 最後，根據研究發現提出對年輕女性工作者、女性生涯諮商工作，以及未來相關研究之建議。 / The purpose of this study was to investigate the relationships among career barriers, career motivation and coping strategies of young female employees. By using the purposes sampling, there are 326 young female employees from 25 to 34 years old sampled in Taipei. The measure instruments include Career Barriers Inventory, Career Motivation Inventory and Coping Strategies Inventory. Data obtained were analyzed by descriptive statistics, t-test, one-way ANOVA, two-way MANOVA and canonical correlation. The major findings are as follows：first, young female employees had low career barriers and high career motivation, and they were more likely to use problem-solving and logic-thinking coping strategies. Second, young female employees with different age, total working years, occupational type and marriage situation were different in career barriers, career motivation and coping strategies, especially the occupational type. Third, young female employees with high career barriers were more likely to use emotion-escape coping strategies, and young female employees with high career motivation were more likely to use all kinds of coping strategies. There were interaction effect on emotion-escape coping strategies with different career barriers and career motivation. Fourth, young female employees with high career resilience and career insight were more likely to use positive coping strategies, especially enterprising young female employees. Conventional young female employees with long total working years, high barriers on individual conditions and good external support, they were more likely to use positive coping strategies. According to the findings, implications and suggestions for young female employees, career counseling for women and future researches were provided.