Land Survey Bureau, Ministry of Interior is mainly in charge of planning and execution of national cadastral maps, assessment commissioned by judicial and prosecutorial institutes, and inspection on disputes of survey and drawing, etc. The nature of work is external survey. Jobs of surveyors vary on different locations of survey plans and cannot be fixed. Moreover, cadastral maps making by surveyors has a significant influence on the interests of people. In the past years, public voices are getting higher and higher and people have higher demands on service quality of civil servants, brining more pressure to civil servants who want to change jobs as a result. To find out the factors affecting pressure of surveyors and the seriousness of pressure in order to understand surveyors¡¦ tendency to change jobs will not only help improvement of individual work and life but also helps organization development and human resource management. The study targets the Land Survey Bureau and surveyors of the six Survey Teams and is made in questionnaires. A total of 570 copies are issued with 400 valid ones collected and analyzed in SPSS. To begin, descriptive statistics are used to analyze basic data characteristics of the variables. One-way ANOVA is then used to examine distinctive differences on work pressure, work satisfaction and career change tendency of different demographic statistics. Relevant analysis and level regression analysis are adopted to discuss between relevancy of variables and whether there are distinctive influences. The results are: 1.Partial constructs of work pressure, work satisfaction and career change tendency pose distinctive differences from partial demographic statistics. 2.Work pressure has significant negative relevancy with work satisfaction; work pressure has significant positive relevancy with career change tendency; work satisfaction has significant negative relevancy with career change tendency. 3.Work pressure show substantial negative influence over work satisfaction. 4.¡§Social work satisfaction,¡¨ ¡§sense of achievement in work,¡¨ ¡§work remuneration¡¨ and ¡§department transference¡¨ in work satisfaction have negative influence over ¡§leaving public office.¡¨ ¡§Sense of achievement in work,¡¨ ¡§work remuneration¡¨ and ¡§development of work¡¨ have negative influence over ¡§leaving office.¡¨ ¡§Social work satisfaction,¡¨ ¡§sense of achievement in work,¡¨ and ¡§development of work¡¨ have negative influence over ¡§leaving current professional field.¡¨ 5.¡§Working conditions,¡¨ ¡§role conflict¡¨ and ¡§work performance¡¨ of work pressure have significant positive influence over career change tendency. ¡§Working conditions,¡¨ and ¡§role conflict¡¨ have significant positive influence over ¡§leaving public office.¡¨ ¡§Role conflict¡¨ and ¡§work performance¡¨ have significant positive influence over ¡§departing from current professional occupation.¡¨ 6.¡§Role conflict¡¨ and ¡§work performance¡¨ of work pressure pose indirect positive influences over career change tendency through work satisfaction as the intermediary variable.

There is currently a phenomenon of young people changing jobs in our country. This research looks at the reasons why mechanics leave the workshop environment to pursue a career as a technical advisor in the call centre. The technical advisors all make the transition at a particular stage in their lives and this will be looked at in terms of Super’s (1980) developmental theory, with a particular focus on the stage of establishment. The dissertation takes the reader on a journey through the lives of five technical advisors at a particular organisation, and compares and contrasts the two work environments and the quality of work life associated with both. The study will also focus on stress that they experience while making the transition from mechanic to technical advisor and how this impacts on their work and personal lives. The study was exploratory in nature and was investigated through the qualitative method of interviewing.

This article investigates the process of moving on from redundancy in the Welsh steel industry among individuals seeking new careers. It identifies a spectrum of career change experience, ranging from those who had actively planned their career change, prior to the redundancies, to those ‘at a career crossroads’, for whom there were tensions between future projects, present contingencies and past identities. It suggests that the process of moving on from redundancy can be better understood if we are able to identify, not just structural and cultural enablers and constraints but also the temporal dimensions of agency that facilitate or limit transformative action in the context of critical life events. Where individuals are located on the spectrum of career change experience will depend on the balance of enabling and constraining factors across the four aspects considered, namely temporal dimensions of agency, individuals’ biographical experience, structural and cultural contexts.

Com o advento de mudanças estruturais e tecnológicas no mundo pós-moderno, a partir de meados da década de 1970, expressas pela flexibilização do trabalho, globalização, reestruturação produtiva e a ruptura do padrão do vínculo empregatício, os conceitos e a intervenção no domínio das carreiras estão sendo redesenhados. Novos paradigmas têm possibilitado às pessoas a compreensão de seu projeto de carreira vinculado ao projeto de vida. Velozes mudanças no mundo requerem adaptações, atualizações e estratégias para lidar com as constantes transições. Investigações sobre técnicas e instrumentos para a intervenção em aconselhamento de carreira são relevantes. Assim, este estudo se propôs a adaptar um instrumento que objetiva avaliar os recursos psicológicos de adultos em processo de transições na carreira. O objetivo geral consistiu em verificar as evidências de validade do Career Transitions Inventory. Para uso no Brasil passou a ser denominado Inventário de Transições na Carreira (ITC-Br). O estudo objetivou secundariamente descrever possíveis relações entre as variáveis do instrumento com as variáveis demográficas e profissionais. Os participantes são profissionais com nível superior de escolaridade, que se autodeclararam em situação de mudanças na vida laboral ou que tivessem recentemente passado por transições e ainda estivessem se adaptando à nova fase da carreira. Dessa forma, a pesquisa se enquadra em um estudo aplicado, exploratório e descritivo com o uso de métodos quantitativos. A coleta de dados ocorreu via plataforma online, por meio de acessibilidade específica e efeito bola de neve. Os dados foram tratados e analisados através de software estatístico. A amostra de 533 profissionais é composta majoritariamente por mulheres (69,6%) e a idade média é de 34,6 anos (DP=9,529). Por meio da Análise Fatorial Confirmatória, o ITC-Br reteve 4 fatores (prontidão, confiança, controle e apoio) e um total de 19 itens. Os profissionais da amostra apresentam médios escores em todas as subescalas do ITC-Br. Diferenças entre grupos foram constatadas e discutidas: jovens são mais confiantes; indivíduos em transições dentro da profissão, em transições de profissão e em transições universidade-trabalho apresentam maior prontidão; pessoas em transições involuntárias possuem mais confiança e controle, porém menos prontidão e apoio; indivíduos com titulação de mestrado declaram perceber ter mais apoio àqueles que possuem apenas a graduação; pessoas que estão mais dedicadas às estratégias de enfrentamento das transições revelam mais prontidão e apoio, todavia, estão menos confiantes e a avaliação satisfatória sobre as transições mostra índices maiores de prontidão e apoio, porém menos confiança e controle. Sugestões para o refinamento do instrumento, bem como para abarcar outras variáveis pertinentes às transições na carreira em futuros estudos são recomendados. / With the advent of structural and technological changes in the postmodern world, from the mid-1970s, expressed by the flexibilization of labor, globalization, productive restructuring and the breaking of the pattern of employment contracts, concepts and interventions in the field of careers are being redesigned. New paradigms have enabled people to comprehend their career project linked to their life project. Rapid changes in the world require adaptations, updates, and strategies to deal with the constant transitions. Investigations into techniques and instruments for intervention in career counseling are important. Thus, this study proposed to adapt an instrument that aims to evaluate the psychological resources of adults in the career transition process. The overall goal was to verify evidence of validity of the Career Transitions Inventory. For use in Brazil, it has been called the Inventário de Transições na Carreira (ITC-Br). The study also aimed to describe possible relationships between the variables of the instrument and the demographic and professional variables. Participants were professionals with higher level education, who reported being in a situation of change in the working life or who had recently undergone transitions and were still adapting to the new phase in their career. Thus, the study was an applied, exploratory and descriptive study, with the use of quantitative methods. The data collection took place via an online platform, through specific accessibility and the snowball effect. Data were processed and analyzed using statistical software. The sample of 533 professionals was mainly composed of women (69.6%), with the mean age being 34.6 years (SD=9.529). Through Confirmatory Factor Analysis, the ITC-Br retained 4 factors (readiness, confidence, control and support) and a total of 19 items. The professionals of the sample presented medium scores in all the ITC-Br subscales. Differences between groups were found and discussed: young people were more confident; individuals in transitions within the profession, in transitions of profession and university-to-work transitions presented greater readiness; people in involuntary transitions had more confidence and control, however, less readiness and support; individuals with masters degrees reported feeling support more than those that only had undergraduate degrees; people who were more focused on coping strategies revealed more readiness and support, however, were less confident, and the satisfactory assessment of the transitions showed higher indices of readiness and support, however, less confidence and control. Future studies for the refinement of the instrument, as well as the consideration of other variables relevant to career transitions are suggested.

Problem: Many women experience problems when trying to enter the construction industry and perceive several barriers in professional practice. As a result, day by day women are losing their interest in building their career within this male-dominated industry and diverting towards other professions. The fact that women are showing less interest to work within construction industry and leaving the industry has been found as a major problem. Since in this male dominated industry around ninety percent labour are men and expecting a large numbers of retirement in the future, therefore today’s construction industry has a strong demand for labour. The construction industry’s representatives want to increase the number of women in this trade, but because of the previous reputation and discriminatory work environment it’s become difficult to attract more women. Therefore, to enhance the participation of women in construction trades, it is necessary to understand women’s perceptions about the nature of work and level of satisfaction or dissatisfaction with the job. It is also important to know what kind of changes in the work environment can motivate women not to leave this industry? How to eliminate the barriers in professional practice?                      Purpose: This thesis explores the current position of women in construction industry, and seeks to identify the reasons of women’s disinterest about the industry, job satisfaction and the barriers (professional and social) that compel women to think to change career and leave the construction industry.   Method: This study has been performed through a qualitative interview study based on themes, on the subject of women in male-dominated industry. The research data is collected by conducting semi-structured interviews with professionals from Sweden, the USA, Canada, Latvia, Greece, The Netherlands and Bangladesh. The participants were active within the construction industry, and had the designation of project manager, construction engineer or structural engineer. To analysis the data in this research the Thematic Analysis approach has been adopted.   Findings: The interviewed women stated that the unpleasant work environment, gender discriminatory behaviours from the male colleagues, less career development opportunities, unfair promotion system and unequal salary compel them to rethink about their career choice and leave the construction industry. The results of this study showed that the barriers women face in professional practice also depends on the geographical position and societal culture.

Com o advento de mudanças estruturais e tecnológicas no mundo pós-moderno, a partir de meados da década de 1970, expressas pela flexibilização do trabalho, globalização, reestruturação produtiva e a ruptura do padrão do vínculo empregatício, os conceitos e a intervenção no domínio das carreiras estão sendo redesenhados. Novos paradigmas têm possibilitado às pessoas a compreensão de seu projeto de carreira vinculado ao projeto de vida. Velozes mudanças no mundo requerem adaptações, atualizações e estratégias para lidar com as constantes transições. Investigações sobre técnicas e instrumentos para a intervenção em aconselhamento de carreira são relevantes. Assim, este estudo se propôs a adaptar um instrumento que objetiva avaliar os recursos psicológicos de adultos em processo de transições na carreira. O objetivo geral consistiu em verificar as evidências de validade do Career Transitions Inventory. Para uso no Brasil passou a ser denominado Inventário de Transições na Carreira (ITC-Br). O estudo objetivou secundariamente descrever possíveis relações entre as variáveis do instrumento com as variáveis demográficas e profissionais. Os participantes são profissionais com nível superior de escolaridade, que se autodeclararam em situação de mudanças na vida laboral ou que tivessem recentemente passado por transições e ainda estivessem se adaptando à nova fase da carreira. Dessa forma, a pesquisa se enquadra em um estudo aplicado, exploratório e descritivo com o uso de métodos quantitativos. A coleta de dados ocorreu via plataforma online, por meio de acessibilidade específica e efeito bola de neve. Os dados foram tratados e analisados através de software estatístico. A amostra de 533 profissionais é composta majoritariamente por mulheres (69,6%) e a idade média é de 34,6 anos (DP=9,529). Por meio da Análise Fatorial Confirmatória, o ITC-Br reteve 4 fatores (prontidão, confiança, controle e apoio) e um total de 19 itens. Os profissionais da amostra apresentam médios escores em todas as subescalas do ITC-Br. Diferenças entre grupos foram constatadas e discutidas: jovens são mais confiantes; indivíduos em transições dentro da profissão, em transições de profissão e em transições universidade-trabalho apresentam maior prontidão; pessoas em transições involuntárias possuem mais confiança e controle, porém menos prontidão e apoio; indivíduos com titulação de mestrado declaram perceber ter mais apoio àqueles que possuem apenas a graduação; pessoas que estão mais dedicadas às estratégias de enfrentamento das transições revelam mais prontidão e apoio, todavia, estão menos confiantes e a avaliação satisfatória sobre as transições mostra índices maiores de prontidão e apoio, porém menos confiança e controle. Sugestões para o refinamento do instrumento, bem como para abarcar outras variáveis pertinentes às transições na carreira em futuros estudos são recomendados. / With the advent of structural and technological changes in the postmodern world, from the mid-1970s, expressed by the flexibilization of labor, globalization, productive restructuring and the breaking of the pattern of employment contracts, concepts and interventions in the field of careers are being redesigned. New paradigms have enabled people to comprehend their career project linked to their life project. Rapid changes in the world require adaptations, updates, and strategies to deal with the constant transitions. Investigations into techniques and instruments for intervention in career counseling are important. Thus, this study proposed to adapt an instrument that aims to evaluate the psychological resources of adults in the career transition process. The overall goal was to verify evidence of validity of the Career Transitions Inventory. For use in Brazil, it has been called the Inventário de Transições na Carreira (ITC-Br). The study also aimed to describe possible relationships between the variables of the instrument and the demographic and professional variables. Participants were professionals with higher level education, who reported being in a situation of change in the working life or who had recently undergone transitions and were still adapting to the new phase in their career. Thus, the study was an applied, exploratory and descriptive study, with the use of quantitative methods. The data collection took place via an online platform, through specific accessibility and the snowball effect. Data were processed and analyzed using statistical software. The sample of 533 professionals was mainly composed of women (69.6%), with the mean age being 34.6 years (SD=9.529). Through Confirmatory Factor Analysis, the ITC-Br retained 4 factors (readiness, confidence, control and support) and a total of 19 items. The professionals of the sample presented medium scores in all the ITC-Br subscales. Differences between groups were found and discussed: young people were more confident; individuals in transitions within the profession, in transitions of profession and university-to-work transitions presented greater readiness; people in involuntary transitions had more confidence and control, however, less readiness and support; individuals with masters degrees reported feeling support more than those that only had undergraduate degrees; people who were more focused on coping strategies revealed more readiness and support, however, were less confident, and the satisfactory assessment of the transitions showed higher indices of readiness and support, however, less confidence and control. Future studies for the refinement of the instrument, as well as the consideration of other variables relevant to career transitions are suggested.

Bakgrund: Studien fokuserar på personalomsättningen i små och medelstora revisionsbyråer. Den fokuserar också på vilka anledningar det finns till att vissa revisorer arbetar kvar medan andra slutar inom revisionsbyråerna. Personalomsättningen är en viktig aspekt att belysa inom revisionsbranschen eftersom branschen ligger på höga nivåer jämfört med andra branscher. Både en hög och en låg personalomsättning kan medföra olika typer av problem. Syfte: Syftet är att bidra med ny och fördjupad kunskap om personalomsättningen i små och medelstora revisionsbyråer.  Metod: Studien är uppbyggd med en deduktiv ansats och en kvalitativ forskningsmetod. Utöver den tidigare forskningen kring för- och nackdelar med små företag har vi identifierat tre teorier; psykologiska anknytningsteorin, rollteorin och mentorskapsteorin som mest används för att studera detta inom revisionsforskningen. Vi kommer därför att ha dessa som utgångspunkt. I studien kommer kvalitativa intervjuer i form av semistrukturerade intervjuer att användas som en teknik för att samla in den data som behövs. Intervjuer genomförs med fem revisorer som har valt att lämna yrket och med fem revisorer som fortfarande arbetar kvar inom revisionsbranschen. Slutsats: Det har framkommit av studien att personalomsättningen inom revisionsbranschen upplevs vara hög. Åsikterna skiljer sig en aning mellan revisorerna som slutat och revisorerna som arbetar kvar i revisionsbranschen gällande personalomsättningen i små och medelstora revisionsbyråer. Utifrån framtagandet av en modell har studien kunnat identifiera ett antal faktorer som anses vara extra viktiga för dem som fortfarande arbetar kvar, likaså har det framkommit faktorer som kan påverka revisorers intentioner till att sluta. Det har även upptäckts nya faktorer som kan påverka revisorerna utöver de faktorer som har framkommit i teorierna. / Background: The study focuses on staff turnover in small and medium-sized auditing firms. It also focuses on the reasons why there are some auditors who continue to work while others leave the audit firms. Staff turnover is an important aspect to highlight in the auditing industry, as the industry is at high levels compared to other industries. Both high and low staff turnover can cause different types of problems. Purpose: The purpose is to contribute with new and in-depth knowledge of staff turnover in small and medium-sized auditing firms. Method: The study is structured with a deductive approach and a qualitative research method. In addition to previous research on the pros and cons of small business, we have identified three theories; psychological attachment theory, role theory and mentorship theory are most commonly used to study this in audit research. We will therefore have these as a starting point. In the study, qualitative interviews in the form of semi-structured interviews will be used as a technique to collect the data needed. Interviews are conducted with five auditors who have chosen to leave the profession and with five auditors who still work in the auditing industry. Conclusion: It has emerged from the study that staff turnover in the auditing industry is perceived to be high. Opinions differ slightly between the retired auditors and the auditors who remain in the auditing industry regarding staff turnover in small and medium-sized auditing firms. Based on the development of a model, the study has been able to identify a number of factors that are considered to be extra important for those who are still working, as well as factors that may influence auditors' intentions to quit. New factors have also been discovered that can affect the auditors in addition to the factors that have emerged in the theories.

This phenomenological study explores the lived experiences of five individuals who shifted their work and career from the business world to the nonprofit service sector. Through in-depth personal accounts, I show how the research participants made sense of "work" and "career" as they moved through, and after they completed the transition out of the business setting; and the degree to which their subjective experiences in the nonprofit work environment transformed their prior perspectives on "work life" and "career" that had been shaped by their experiences in the business world. According to the literature of subjective career development (how people shape their personal identity through their work over a lifetime) and transformative learning (how people change their worldview perspective to accommodate significant changes in their life circumstances), people who shift from business careers to nonprofit jobs are likely to be confounded by certain realities in the nonprofit world that cannot be readily understood or explained through past experience in the business workplace. The real-life personal stories of five such career shifters manifest clear differences in the "discourse of work and career" across the two sectors, resulting in an apparent disorienting paradox between the profit-driven "business mindset" (where the fundamental motivation is survival of the enterprise and objective personal advancement) and the mission-driven "nonprofit worldview" (where the fundamental motivation is service for a better world and subjective personal meaning-making). An analysis of these paradoxes of discourse suggests that the mission-driven nonprofit discourse ("we work for a better world") offers a valuable and constructive counterpoint to the more dominant enterprise-driven business discourse ("we work to sustain the company") that pervades the organizational landscape of our society. The implications of these findings as reviewed in the last chapter are significant for policy, practice and research in both nonprofit management and business organizational development. The work concludes with the suggestion that the nonprofit mindset opens the possibility for re-orienting one's "career" to a life-long process of self-actualization, where one works to find meaning and purpose through making a difference toward improving quality of life for a better world.

The purpose of the current study was to examine whether older job applicants are discriminated against relative to younger job applicants when changing careers, and to investigate whether an intervention designed to reduce stereotyping and prejudice could alleviate such unfair discrimination, if it was found. A between-subjects laboratory experiment with three factors was conducted, including age (young vs. old job applicant), career-transition type (within- vs. between-career transition), and a dual-identity based recategorization intervention (control vs. intervention), totaling 8 experimental conditions. Data were collected and analyzed from 157 undergraduate student participants. Participants were informed that they would be evaluating the viability of using video-resumes as a potential organizational selection tool, and were randomly assigned to watch a video-resume depicting a White male job applicant applying for the job of mechanical engineer. The job applicant was either younger or older and was either making a career change that was more similar to his previous career (i.e., naval architect) or less similar to his previous career (i.e., chiropractor). In the intervention conditions, the job applicant emphasized his age and the fact that he graduated from UCF; in the control conditions, he only emphasized his age and his educational background from a generic university. An actor in his early twenties played the role of the job applicant. Make-up was applied to age his face, and computer software was used to age his voice. After viewing the video-resumes, participants judged his suitability for hire, competence, warmth, loyalty, and suitability for training. A Multivariate Analysis of Covariance (MANCOVA) was conducted and a significant 3-way interaction was found between age, career-transition type, and intervention on both ratings of suitability for hire and on competence ratings. Counter to theory, the older job applicant was negatively impacted relative to the younger applicant when attempting to build a common ingroup identity with the younger decision-maker. These findings were discussed within the context of theories on attribution and impression management, and discussed relative to prior research utilizing the dual-identity based recategorization intervention method. Implications for older workers making career transitions are discussed.

The primary goal of this study was to examine the effects of mentoring during the first teaching year of high school Second Career Teachers. The teachers’ perception of this aspect of their professional career was studied. The practice has been that school district administration assigns new teachers a mentor to support them in their success. They will be following an Induction Plan created by the district. This study takes into account the value of teachers coming into the teaching field after having been in one or more previous careers. Considerable challenge awaits the Second Career teacher as the states adopt rigorous Common Core Standards and standardized testing becomes required for graduation. The mentoring experience is meant to provide support that may be needed to help teachers be successful. The development of this perception as an effective teacher is rooted in Social Cognitive Theory (Bandura, 1986). Their competitive workplace is the site of this support. Therefore, William Glasser’s Control Theory, in conjunction with W. Edwards Deming’s Quality Control Theory (1950), could be applied for efficient teaching and learning to take place. While lead-managers or administration may act differently in the school environment, school environments and school cultures can also be very competitive. Both Bandura’s Social Cognitive Theory (1986) and Glasser’s Control Theory and Deming’s Quality Control Theory (1950) informed this study. Second Career research and my own experience as a teacher and administrator yielded five assumptions. These assumptions informed the interview protocol. Research data were gathered from eight high school Second Career teachers during two interview sessions. Themes became evident from the overlapping data. Recommendations are given for both school administration and those educators who develop district Induction Plans. Implications for further research of Second Career teachers’ perceptions of their mentor experience is offered. / Educational Administration