Syftet med studien är att undersöka hur individer upplever den frivilliga omställningsprocessen. För att besvara syftet genomförs kvalitativa intervjuer med åtta respondenter. Respondenterna upplever sin omställningsprocess som tillfälligheter och möjligheter, begränsningar och hinder samt framtidstro. Skälen som anges tematiseras utifrån livspusslet, flykt och självförverkligande. Respondenterna beskriver och reflekterar vidare om det stöd de haft och behövt under omställningsprocessen. Resultatet analyseras mot teorierna, planned happenstance, life-span och sociodynamisk vägledning, för att öka vår förståelse kring hur respondenterna påverkas och hanterar den frivilliga omställningen. I och med den föränderliga arbetsmarknaden ökar omställningsprocesser i samhället vilket innebär att behovet av vägledning ökar. Resultatet i vår studie visar dock att det finns stor okunskap kring vad studie- och yrkesvägledning innebär. Vi avslutar studien med att ställa oss frågan; vart vänder man sig om man varken är arbetslös eller student? / The purpose of the study is to examine how individuals experience the voluntary career changeprocess. To answer the purpose, qualitative interviews are conducted with eight respondents. The respondents experience their voluntary career change process as happenstances and opportunities, limitations and obstacles, and faith in the future. The reasons given are thematicized based on the life challenges, flight and self-realisation. The respondents describe and reflect further on the support they had and needed during the career change process. The results are analysed against the theories of planned happenstance, life-span and sociodynamic counselling to increase our understanding of how the respondents are affected and manage the voluntary career change. With the changing labour market, career change processes in society increase, which means that the need for guidance increases. However, the results of our study show that there is great ignorance about the means of guidance counsellors. We conclude the study by asking the question, where do you turn if you are neither unemployed nor a student?

This thesis deals with the beginning phase of career manager for organization non- formal education. The work examines the process that precedes the onset school manager to executive positions primarily in terms of motivation, expectations and subsequent reality. It describes the initial phase of his work in a new role in life from the perspective of the management of school facilities and other activities associated with this process . The work is mapped to what extent the entrance to the Director and his previous preparation reflects on the development of controlled organization and quality of education provided . It also describes how to correspond to the expectations of the individual manager of educational facilities with a daily reality in the context of changing conditions providing non-formal education, based on education legislation and the overall development of society in the approach to the use of leisure time. KEY WORDS: headmaster, informal education, professional careers, personnel management, career change, lifelong learning, competency, anticioation, reality

Made available in DSpace on 2010-04-20T20:14:45Z (GMT). No. of bitstreams: 1 61070100632.pdf: 803607 bytes, checksum: 4edf2893151ee60872af84e8d9e27e4b (MD5) Previous issue date: 2009-04-24T00:00:00Z / O presente estudo busca entender como profissionais técnicos, cuja opção inicial de carreira não era o empreendedorismo, efetuaram uma transição ao longo do tempo e se tornaram empreendedores. A pesquisa é de caráter qualitativo e exploratório, utilizando-se o método de investigação de Estória de Vida, por meio de entrevistas em profundidade com três empreendedores com formação universitária em cursos técnico-científicos. Identificaram-se experiências durante toda a vida do indivíduo capazes de desenvolver características e conhecimentos inerentes a um empreendedor, e que ao longo de suas carreiras pressionaram uma mudança de suas escolhas profissionais iniciais. / The present study search to understand how professionals graduated in technical-scientific courses, which initial career choice was thus not entrepreneurship, were instead taken to this transition along time and became entrepreneurs. The present study starts from the principle that a career choice is not the result of only one but of a complex whole of experience, that are related to each other during all the development of individual’s life. This research has a qualitative and exploratory character, making use of Story of Life method, through deep interviews with three entrepreneurs undergraduate in technical-scientific courses. Experiences along all the individual's life have been identified. These experiences were able to develop entrepreneur’s characteristics and knowledge on them, and that during their lives made pressure for a change on their initial career choices. These experiences were related within five groups of influence: familiar, personal, academic and professional, moment of transition and motivations.

Dans le contexte d'incertitude de nos sociétés contemporaines, les questions d'orientation renvoient de plus en plus à celles du « sens » (Bernaud, 2014). La nature même des carrières se trouve modifiée, caractérisée par de nombreux changements et ruptures (Savickas et Pouyaud, in press). Si la conceptualisation et la mesure du sens du travail font l'objet d'une littérature scientifique croissante, peu d'études ont été conduites sur ses relations avec des événements de vie. L'objectif de la thèse est d'analyser les relations réciproques entre le sens du travail et la mobilité professionnelle. La première partie de nos résultats est consacrée à l'étude de validité d'une nouvelle échelle du sens du travail auprès de salariés français, l'Inventaire du Sens du Travail. La seconde partie des résultats montre globalement l'existence de liens significatifs entre le sens du travail et la mobilité professionnelle, à travers trois études distinctes. Une première étude qualitative exploratoire vise, à partir d'entretiens semi-directifs d'agents administratifs, à mieux comprendre la manière dont l'individu construit du sens suite à une mobilité. Dans le cadre d'une deuxième étude quantitative menée auprès de 501 agents d'universités françaises, les analyses de régression hiérarchique indiquent que la personnalité et les indicateurs subjectifs de la mobilité professionnelle expliquent respectivement 17% et 21% de la variance du sens du travail. Ces résultats soulignent plus particulièrement l'importance de la perception qu'a l'individu de son expérience de mobilité professionnelle dans la compréhension du sens du travail. Une troisième étude quantitative auprès d'un échantillon de 336 salariés issus d'horizons professionnels diversifiés, permet de montrer l'influence du sens du travail sur les intentions de quitter son emploi et/ou sa structure, de même que le rôle de médiateur du sens du travail entre certains facteurs d'insatisfaction professionnelle et ces mêmes intentions de quitter. A partir de nos résultats et de l'analyse de la littérature, nous proposons un modèle dynamique du sens du travail ainsi que le modèle d'une mobilité dite « signifiante », c'est-à-dire en interaction réciproque avec le sens du travail. / In the context of uncertainty in our contemporary society, guidance issues relate more to those of the "meaning" (Bernaud, 2014). The nature of careers is modified, characterized by many changes and ruptures (Savickas and Pouyaud, in press). Despite the conceptualization and the measurement of the meaning of work being the subject of a growing scientific literature, little research has been conducted on its relationship with life events. This thesis aims to analyze the relationships between the meaning of work and career changes. The first part of our results is devoted to the validation of a psychometric instrument among French workers for assessing meaning of work (IST – Inventaire du Sens du Travail). The second part of overall results shows significant reciprocal links between the meaning of work and career changes, through three separate studies. An initial exploratory qualitative study based on semi-structured interviews with administrative staff, aims to better understand how the individual constructs meaning after an employment change. In the framework of a second quantitative study conducted with 501 administrative staff working in French universities, hierarchical regression analyzes indicate that personality and subjective indicators of professional mobility explain respectively 17% and 21% of the variance of the meaning of work. These results specifically highlight the importance of the individual's perception of the experienced career change in the understanding of the meaning of work. A third quantitative study with a sample of 336 employees working in diversified professional fields, shows the influence of the meaning of work on withdrawal intentions, as well as the role of mediator of the meaning of work between job dissatisfaction factors and the withdrawal intentions. Based on our literature review and results, we propose a dynamic model of the meaning of work as well as a model of a “meaningful” career change, that is to say, in reciprocal interaction with the meaning of work.

Som en följd av Försvarsmaktens brist på officerare har Försvarsmakten skapat ett snabbspår in till officersyrket via en särskild officersutbildning (SOFU). SOFU har funnits sedan 2017. I dagsläget finns det begränsat med forskning på vad som lockar människor att söka utbildningen. Syftet med denna studie var att undersöka vad som attraherar människor med en akademisk examen att karriärväxla och utbilda sig till officer, samt vad som sedan motiverar dem att stanna i officersyrket. Metoden för studien är en kvalitativ metod baserad på fyra semistrukturerade intervjuer. Analysen av resultatet är genomförd via en kvalitativ innehållsanalys. Resultatet blev tre kategorier vilka kronologiskt presenterar respondenternas; attraktion till officersyrket, deras beslut till karriärväxling samt deras motivation till att stanna i officersyrket i framtiden. Militär bakgrund var en avgörande faktor till att respondenterna fick kännedom om, och sökte till utbildningen. För att nå efterfrågad kompetens behöver Försvarsmakten öka kännedomen om SOFU både tidigt hos soldater under grundutbildning, men även riktat mot det civila. Det som attraherade till yrket var att Försvarsmakten erbjöd något som respondenterna saknade i sina civila arbeten i form av främst; bra gemenskap, roliga arbetsuppgifter och goda utvecklingsmöjligheter. Slutsatsen är att i dagsläget är en militär bakgrund grunden för att hitta utbildningen, och faktorerna som attraherar till yrket är även de faktorer som sedan motiverar dem att stanna. / The Swedish armed forces (SAF) have shortage of officers, as a result of that, the SAF have created a fast-track to the officer profession through a special officers program.  The special officers program started in 2017 and there is not much research to find in what attracts individuals to apply to the program. The purpose of this study is to research what attracts individuals with a higher academic degree, to change profession and study to become an officer, and what later motivates them to continue in the profession. The method of the study is through a qualitative method based on four semi structured interviews. The analysis of the result is based on a qualitative content analysis. The result of the study is three categories, which in a chronologically order presents; the respondents attraction to the profession, their decision to change career and what motivates them to continue in the profession. Today military background is a vital factor for the respondents to find knowledge of, and to apply for the education. In order to reach the competence required the SAF need to increase the knowledge of the special officers program in an early stage with the conscripts and direct it outside the SAF towards the civilian world. What attracted respondents to the profession was that the SAF could offer something that they could not find in their civilian jobs in form of; a community, enjoyable duties and good professional development opportunities. The conclusion of the study is that today a military background is a key factor towards the special officers program and what motivates to the profession is also what motivates to stay in the profession.

The thesis deals with the personality of a primary school teacher for which teaching is a second career. The theoretical part is focused on general demands placed on teacher's personality, defines the term 'second career teacher', describes professional development of a teacher, gives potential motivators influencing the choice to become a teacher and also briefly introduces the system of professional training of primary school teachers in Czech Republic and some other European countries. The aim of qualitative survey performed by deep semi- structured discussions with 5 teachers about their live stories was to answer the research question: "What is the second career teacher like?" By means of partial questions the survey has uncovered the reasons that brought those teachers to career change, which benefits and difficulties following their decision they perceived, which gains from previous profession they can use in their new teaching career. Finally, the thesis brings the point of view of the respondents on their studies at pedagogical faculty. The analysis of the data enabled to investigate the decision-making process about changing the career from non-teaching to teaching one and identify the key moments which can influence the decision. It was found that internal and external motivators play a...

The personnel are said to be the most valuable asset of the Swedish Armed Forces. The efficiency of the organisation is nevertheless challenged by lack of personnel. This in times of deteriorating stability in the Baltic region and one of renaissance of the mission of national defence. In order to meet these challenges, it is imperative to attract, develop and to keep the personnel. This study aims to answer the question of what the main causes of turnover focusing on the officers and non-commissioned officers. The methodical approach has been that of a qualitative interview study, using Frederick Herzberg´s Two-Factor theory as a theoretical lens. The main factors emerging in this study are those of the impact of family-work conflict, uncertainty of the career development and the lack of a leadership to manage these factors to a positive outcome. As of this it is recommended by the authors of this study to more strongly emphasize the role of the employer in the training and the profession of the modern officer. This in order to cope more efficiently with the above challenges in order to maintain the most valuable asset of the armed forces, namely the officers, non-commissioned officers, and last but not least, the rank and file.

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