This study examines the relationship between international fee-paying students and career pathways through courses of study in Science and Engineering. International education is a significant endeavour in Australia in terms of any measure (students, dollars, associated employment). Over the last two decades it has grown in scope, beyond international fee-paying students, so that it now crosses all sectors of education and training (schools, vocational education and training, and higher education). Australian institutions have expanded their enrolment offshore and engaged in a variety of joint venture activities to capitalise on this surge of interest. The study examined international fee-paying students and career pathways shortly after the Organisation of Economic Co-operation and Development (OECD) conducted two major studies in 2004 into career education and transnational education amongst member countries. The links between course and career intentions were investigated by focusing on the subject fields of Science and Engineering. The term career pathway is used as a metaphor to describe the way students move through the Australian education and training system, with such movements possibly occurring through sequential levels or by sectors. A literature review was conducted initially, and a mixed research methodology (involving both quantitative and qualitative approaches) was adopted for the study. A survey instrument was used with a sample of 110 international fee-paying students drawn from students studying Science and/or Engineering at nine institutions across sectors of Australian education and training, then a further sample of 22 students was interviewed in order to gain an understanding of the underlying reasons for students making the decisions, in relation to courses and careers that they do. / These samples provide the opportunity to evaluate international students' understandings of the Australian education and training system, especially the entry procedures into Science and/or Engineering courses. As part of the methodology the preliminary results were shared with the institutions involved to gain their input. Major findings were that 68 percent of the sample did not have career preparation or advice before coming to Australia; 52 percent of the sample was able to explain the term 'credit-transfer'; 53 percent of the sample had researched the recognition of their course in their home country, and careers advice was sought by 58 percent of the sample whilst studying in Australia. Resulting from the study are a number of recommendations for major stakeholders associated with international education (Australian Educational International, the Graduate Careers Council of Australia, government policy makers, institutions, the related professional bodies in the fields of Science and Engineering, and international fee-paying students). The findings of this study have implications for the way in which careers services are provided to international fee-paying students at Australian institutions. The outcome of this study is presented in two volumes. Volume One contains the body of the thesis in 6 Chapters. Volume Two (on disk) includes the associated documents of this study, presented in twelve Appendices.

Brytpunkter innebär skiften mellan olika sysselsättningar och områden på utbildnings- och arbetsmarknaden. För att hantera en brytpunkt använder individen olika rutiner. Syftet med studien är att studera sex kvinnors berättelser om brytpunkter och rutiner i karriären. Sex semistrukturerade intervjuer har genomförts. Vid bearbetningen och analysen av kvinnornas berättelser har en hermeneutiskt ansats använts. Resultatet visar att de sex kvinnorna har upplevt ett flertal brytpunkter i sina karriärer samt att de har använt olika rutiner för att hantera dessa brytpunkter. De flesta brytpunkter är svåra att klassificera som frivilliga eller påtvingade, samt svåra att skilja från rutiner och tidigare brytpunkter. En slutsats blir att karriär kan beskrivas som en livslång process av brytpunkter och rutiner. / Turning points involves shifts between different occupations and areas of education and labor. The individual processes turning points using various routines. The purpose of this study is to examine six women's stories of turning points and routines in their careers. Six semi structured interviews were conducted. A hermeneutic approach has been used in processing and analyzing the stories. The results show that the six women have experienced several turning points in their career and that they have used several different routines to deal with these turning points. Most turning points have been difficult to classify as self-initiated or forced, as well as difficult to distinguish from routines and previous turning points. One conclusion is that career can be described as a lifelong process of turning points and routines.

Academic administrators at historically Black colleges and universities (HBCUs) are faced with multiple challenges regarding retention of students, funding, and maintaining status as an HBCU, yet little is understood about how and why leaders choose a particular career pathway. This lack of understanding creates opportunities for failure related to turnover in leadership, funding discrepancies, and lower rates of retention and persistence for students. Using Maslow's needs theory as the foundation, the purpose of this descriptive study was to better understand the career pathways of established executive level leaders atin HBCUs in order to determine attributes of success among leaders with the rank of provost and higher. Data were collected using open-ended surveys from 30 HBCU executives at the rank of provost or higher. These data were analyzed using descriptive statistics, inductive coding, and thematic analysis. Findings indicated that academic administrators tend to move between private and public institutions frequently, and over 20 percent began an academic career as a faculty member at an institution of higher education. The other key finding is that executives tend to plot a path to higher level, executive positions and this transition occurs over a period of several years and t and that those who maintain a focus on achieving executive status also participate in a variety of seminars and workshops to build peripheral skill in communication, financial management, and collaboration. The social change implications stemming from this study include recommendations to HBCUs to engage in leadership training opportunities for faculty and academic managers to encourage internal promotion of executive positions as a mechanism to preserve the unique organizational attributes of HBCUs.

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