Whilst it is recognised that the organisational career is still prevalent within today's career landscape, there is a lack of research exploring the career capital needed to ease intra-organisational transitions. This thesis reviews this gap and explores the career capital required by business leaders to facilitate their own voluntary, sideward or upward macro work role transitions. The research questions include: 1. What aspects of career capital facilitate such role transitions? 2. How and to what extent are these role moves supported by career capital? 3. What barriers inhibit such role transitions? 4. What are the implications for business leaders and organisations of these role transition experiences? Drawing upon an interpretivist research approach, with a social constructionist stance and using event-based narrative interviews, this study explores the experiences of 36 business leaders who have undertaken a role transition within a UK business within the previous three years. This case organisation operates within the construction sector and is part of an international establishment. This research study enhances our appreciation of career capital; it offers unique contributions to knowledge from theoretical, empirical and practice perspectives. By developing a new career capital theoretical framework, our understanding of the career capital aspects that ease organisational role transitions is deepened. Such findings reaffirm the relevance of context and emphasise the importance of the Bourdieusian notion of the field and symbolic capital. Moreover, the insights offered by this research study recognise the relevance of Bourdieu's capital convertibility within the context of career capital. Furthermore, this research study identifies new characteristics, including where career capital can: act as a barrier, overcome barriers, be eroded, be influenced by the role holder's levels of personal agency and organisational attachment, and connect together to increase impact. Conclusively, this research study confirms the relevance of career capital within transition management. Additionally, given the importance of transitions within career theories, career capital is an important concept for the career management field as a whole.

A multiple case study approach was used to investigate the pattern of experience in a career transition. The participants were five men and five women who had completed a career change. The participants were selected to represent a variety of occupations. The study produced ten rich, detailed narrative accounts of career transition. Each one is told from the perspective of the individual who went through the experience. The accounts were based on in depth descriptions of the experience, and a charting of the transition using terms drawn from relevant transition models. Each account was reviewed and validated by the case study participant, who was the subject of the narrative, and by an independent reviewer. A comparison of the individual accounts revealed a pattern of experience that was common to all ten cases of career transition. It can be best represented as a three phase process, with each phase involving a distinctive character and each subsequent phase building on the preceding one. Furthermore, in each case the career transition reflected a process that was cyclical rather than linear in nature. Several theoretical implications arise from this study. First, it supports those models that describe career transition as a three stage process. The common pattern bears a remarkable resemblance to the rites of passage process described by Van Gennep (1908/1960). Second, the accounts suggest that the meaning of one’s work can change over the course of one’s life and that a career change be considered a change in a person’s life path. Third, the accounts support rejecting the notion of career transition having to be a crisis or traumatic event. From a practical standpoint, the pattern of transition can serve as a guide for those who are going through a career transition and for those who counsel them.

Thesis (M.S.)--University of Wisconsin. School of Nursing, 1976. / eContent provider-neutral record in process. Description based on print version record.

A multiple case study approach was used to investigate the pattern of experience in a career transition. The participants were five men and five women who had completed a career change. The participants were selected to represent a variety of occupations. The study produced ten rich, detailed narrative accounts of career transition. Each one is told from the perspective of the individual who went through the experience. The accounts were based on in depth descriptions of the experience, and a charting of the transition using terms drawn from relevant transition models. Each account was reviewed and validated by the case study participant, who was the subject of the narrative, and by an independent reviewer. A comparison of the individual accounts revealed a pattern of experience that was common to all ten cases of career transition. It can be best represented as a three phase process, with each phase involving a distinctive character and each subsequent phase building on the preceding one. Furthermore, in each case the career transition reflected a process that was cyclical rather than linear in nature. Several theoretical implications arise from this study. First, it supports those models that describe career transition as a three stage process. The common pattern bears a remarkable resemblance to the rites of passage process described by Van Gennep (1908/1960). Second, the accounts suggest that the meaning of one’s work can change over the course of one’s life and that a career change be considered a change in a person’s life path. Third, the accounts support rejecting the notion of career transition having to be a crisis or traumatic event. From a practical standpoint, the pattern of transition can serve as a guide for those who are going through a career transition and for those who counsel them. / Education, Faculty of / Educational and Counselling Psychology, and Special Education (ECPS), Department of / Graduate

No

Background: The most important resource of today’s companies is human resources. This has lead to a vast literature in the field of Human Resource Management, and within that are the fields of motivation and career management. Given the importance of technology intensive companies’ and the fact that engineers are increasingly dissatisfied and recognized as being difficult to manage a part of the literature have focused upon management of engineers. In this it is widely ac-cepted that engineers need special treatment, however, literature is not complete and a part which, up until now, has gained little attention is the one concerning career mobility. Purpose: The purpose of this thesis is to identify the inducements and obstacles to the career mobility of engineers. Frame of Reference: The first part of the theoretical framework covers motivation, in which the authors focus on McClelland’s Content Theory of Motivation, given its close connection to need for achievement, a central aspect in career mobility. The second part deals with previous research on management of engineers. Based on the Frame of Reference the authors construct the Career Mobility Model, which serve as a foundation for subsequent structure and interpretation. Method: In order to fulfill the purpose of the thesis the authors chose a qualitative research method, and conducted twelve semis structured interviews. The results were then analyzed in the light of the theoretical framework. Empirical Findings: The empirical findings consist of interviews with engineers of different ages, employment time and stages of their career. The interview results are organized based on the theoretical framework to aid forthcoming interpretation. Analysis: In the analysis the authors apply the empirical findings on the Career Mobility Model, thus interpret the different obstacles and inducements to career mobility. The authors’ interpretations reveal a clear excess of obstacles compared to inducements at the company participating in the study. Conclusions: By creating a challenging work situation and offering continuous education companies can create a good foundation for career mobility. However, without a uniform career management program combined with visible career routes and established communication channels a company will lack critical aspects of in-ducements to career mobility. Moreover, technical companies need to remember that the best specialist may not always be the best manager, given the many ob-stacles a specialist focused manager can induce. / Bakgrund: Den idag viktigaste resursen för företag är människor. Detta har lett till en omfattande litteratur inom ämnet Human Resource Management, och inom det återfinns ämnena motivation och karriär management. Givet betydelsen av teknologi intensiva företag och det faktum att missnöjet bland ingenjörer ökar samt att de är erkända som svåra att hantera har en del av litteraturen inom detta ämne fokuserat på hur man leder ingenjörer. Inom denna är det vida erkänt att ingenjörer behöver specialhantering, ändock är litteraturen inte fullständig och ett ämne, vilken det fram tills nu det givits lite uppmärksamhet åt, är karriärsrörlighet. Syfte: Syftet med denna uppsats är att identifiera hinder och incitament till ingenjö-rers karriärsrörlighet. Referensram: Den första delen av det teoretiska ramverket hanterar motivation, inom vilken författarna fokuserar på McClellands behovsteori, givet dess nära koppling till behovet av presentation, en central aspekt inom karriärs rörlighet. Den andra delen handlar om tidigare forskning vad gäller management av ingenjörer. Ba-serat på Referensramen skapar författarna Karriär Rörlighets Modellen vilken fungerar som en bas för kommande struktur och analys. Metod: För att fullgöra syftet med uppsatsen valde författarna en kvalitativ undersökningsmetod, och genomförde tolv semistrukturerade intervjuer. Resultatet analyserade sen i ljuset av det teoretiska ramverket. Resultat: De empiriska resultaten består av intervjuerna gjorda med ingenjörer i olika åldrar, med olika anställningslängd och i olika stadier av sin karriär. Intervju resultaten är organiserade baserat på det teoretiska ramverket för att underlätta inför den kommande analysen. Analys: I analysen applicerar författarna den empiriska undersökningen på Karriär Rörlighets Modellen, vilket betyder att de analyserar hinder och incitament för karriärsrörlighet. Författarnas analys visar att det finns ett klart överskott av hinder jämfört med främjande faktorer på företaget i studien. Slutsats: Genom att skapa en utmanande arbetssituation och erbjuda konstant utbildning kan företag skapa en bra bas för karriärsrörlighet. Likväl, utan ett övergripande program för karriärplanering kombinerat med synliga karriärvägar och etablerade kommunikationskanaler kommer företag att sakna kritiska aspekter som främjar karriärsrörlighet. Dessutom måste tekniska företag komma ihåg att den bästa specialisten inte alltid är den bästa ledaren, givet de många hinder en specialist fokuserad ledare kan skapa.

This study explores what UK managers aged 50 and over perceive as career progression at a time in life when opportunities for further promotion may have ceased. It examines motivational drivers and subjectively significant personal and organizational influences on career progression. It also investigates whether motivation for career progression is perceived to have changed over the career and the extent to which it may differ between male and female older managers. The research adopted a qualitative, inductive approach using a phenomenological methodology. Fieldwork comprised semi-structured interviews with 27 male and 13 female managers aged 50 and over from two large, UK financial services organizations. The findings show how motivation for career progression in managers aged over 50 is driven by individually diverse patterns of career drivers, personal and work-related influences, and attitudes towards career opportunities. These can be classified into a number of career progression orientations. The study contributes to knowledge in the area of subjective psychological career mobility in late career and the balance which individuals maintain between the organizational and personal aspects of their career. It demonstrates that motivational drivers of career progression are perceived to change over the career and that career progression is linked, on an individual basis, to past, current and future career mobility which may extend past the traditional retirement transition. It also reveals that, in general, older female managers may exhibit a greater drive for self-realisation through later life career renewal than their male counterparts.

<p>Background: The most important resource of today’s companies is human resources. This has lead to a vast literature in the field of Human Resource Management, and within that are the fields of motivation and career management. Given the importance of technology intensive companies’ and the fact that engineers are increasingly dissatisfied and recognized as being difficult to manage a part of the literature have focused upon management of engineers. In this it is widely ac-cepted that engineers need special treatment, however, literature is not complete and a part which, up until now, has gained little attention is the one concerning career mobility.</p><p>Purpose: The purpose of this thesis is to identify the inducements and obstacles to the career mobility of engineers.</p><p>Frame of Reference: The first part of the theoretical framework covers motivation, in which the authors focus on McClelland’s Content Theory of Motivation, given its close connection to need for achievement, a central aspect in career mobility. The second part deals with previous research on management of engineers. Based on the Frame of Reference the authors construct the Career Mobility Model, which serve as a foundation for subsequent structure and interpretation.</p><p>Method: In order to fulfill the purpose of the thesis the authors chose a qualitative research method, and conducted twelve semis structured interviews. The results were then analyzed in the light of the theoretical framework.</p><p>Empirical Findings: The empirical findings consist of interviews with engineers of different ages, employment time and stages of their career. The interview results are organized based on the theoretical framework to aid forthcoming interpretation.</p><p>Analysis: In the analysis the authors apply the empirical findings on the Career Mobility Model, thus interpret the different obstacles and inducements to career mobility. The authors’ interpretations reveal a clear excess of obstacles compared to inducements at the company participating in the study.</p><p>Conclusions: By creating a challenging work situation and offering continuous education companies can create a good foundation for career mobility. However, without a uniform career management program combined with visible career routes and established communication channels a company will lack critical aspects of in-ducements to career mobility. Moreover, technical companies need to remember that the best specialist may not always be the best manager, given the many ob-stacles a specialist focused manager can induce.</p> / <p>Bakgrund: Den idag viktigaste resursen för företag är människor. Detta har lett till en omfattande litteratur inom ämnet Human Resource Management, och inom det återfinns ämnena motivation och karriär management. Givet betydelsen av teknologi intensiva företag och det faktum att missnöjet bland ingenjörer ökar samt att de är erkända som svåra att hantera har en del av litteraturen inom detta ämne fokuserat på hur man leder ingenjörer. Inom denna är det vida erkänt att ingenjörer behöver specialhantering, ändock är litteraturen inte fullständig och ett ämne, vilken det fram tills nu det givits lite uppmärksamhet åt, är karriärsrörlighet.</p><p>Syfte: Syftet med denna uppsats är att identifiera hinder och incitament till ingenjö-rers karriärsrörlighet.</p><p>Referensram: Den första delen av det teoretiska ramverket hanterar motivation, inom vilken författarna fokuserar på McClellands behovsteori, givet dess nära koppling till behovet av presentation, en central aspekt inom karriärs rörlighet. Den andra delen handlar om tidigare forskning vad gäller management av ingenjörer. Ba-serat på Referensramen skapar författarna Karriär Rörlighets Modellen vilken fungerar som en bas för kommande struktur och analys.</p><p>Metod: För att fullgöra syftet med uppsatsen valde författarna en kvalitativ undersökningsmetod, och genomförde tolv semistrukturerade intervjuer. Resultatet analyserade sen i ljuset av det teoretiska ramverket.</p><p>Resultat: De empiriska resultaten består av intervjuerna gjorda med ingenjörer i olika åldrar, med olika anställningslängd och i olika stadier av sin karriär. Intervju resultaten är organiserade baserat på det teoretiska ramverket för att underlätta inför den kommande analysen.</p><p>Analys: I analysen applicerar författarna den empiriska undersökningen på Karriär Rörlighets Modellen, vilket betyder att de analyserar hinder och incitament för karriärsrörlighet. Författarnas analys visar att det finns ett klart överskott av hinder jämfört med främjande faktorer på företaget i studien.</p><p>Slutsats: Genom att skapa en utmanande arbetssituation och erbjuda konstant utbildning kan företag skapa en bra bas för karriärsrörlighet. Likväl, utan ett övergripande program för karriärplanering kombinerat med synliga karriärvägar och etablerade kommunikationskanaler kommer företag att sakna kritiska aspekter som främjar karriärsrörlighet. Dessutom måste tekniska företag komma ihåg att den bästa specialisten inte alltid är den bästa ledaren, givet de många hinder en specialist fokuserad ledare kan skapa.</p>

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