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This thesis examines some of the antecedents and consequences of career decision status (i.e., being decided about and comfortable with career decisions). Antecedents investigated included: age, university level, work experience (quality and quantity), and accuracy of self-ratings. Work outcomes (as measured by job satisfaction, organisational commitment and performance) were the consequences of career decision status explored in this thesis. When the antecedents of age, university level and quantity of work experience were reviewed cross-sectionally all contributed to career decision status. It was concluded that age best predicted decidedness suggesting that the development of career decision status is part of a maturation process. Volume measured by the number of hours worked rather than pattern of work (i.e., full-time vs. part-time vs. casual) determined variability in scores on the career measures. Breadth of work experience (measured by number of jobs and employers) did not influence career decision status. When explored longitudinally it was found that decidedness decreased after participating in the work force and work experience programs. Quality rather than quantity of work experience was a more significant predictor of decidedness. Work experience and graduate programs should focus on the quality of experience provided, rather than quantity of time spent, if the purpose is to contribute to career decision making. In comparing the self-ratings of decided and undecided students it was found that decided students were no more perceptive about their capabilities than those who were undecided. This suggests that self-rating measures should be used in conjunction with objective measures if this information is to be used for the purpose of vocational assessments, even when students claim to be decided about their career choice. Some evidence exists to suggest that students rating themselves higher on comfort with career decisions were more capable of matching their career interests with job advertisements rather than on occupational titles alone. Comfort levels in career decision making may have an important role in evaluating available opportunities. In examining the relationship between work outcomes and career decision status in a longitudinal design it was concluded that job satisfaction promotes career comfort, decidedness predicts organisational commitment and this relationship is moderated by met expectations, and that neither being decided or comfortable predicts performance. Some evidence was found to suggest that those employees claiming high self-clarity (i.e., knowledge of their abilities, skills, and personality) were rated as higher performers. It may be beneficial for organisations to direct their efforts towards promoting comfort by providing quality work experience, and helping employees to clarify their strengths in terms of interests, abilities and attributes. It was concluded that career decidedness is still relevant to a contemporary work environment, but that comfort with career decisions has the potential for far greater impact.

Dissertation (PhD)--University of Stellenbosch, 2007. / Bibliography. Also available via the Internet.

<p>The purpose of this study was to retrospective investigate perceived demands and barriers for</p><p>golf juniors in their transition from regional to national junior elite competitions, and to find</p><p>out what resources and coping strategies the juniors used to succeed with this transition. The</p><p>developmental model (Wylleman & Lavallee, 2004), The analytical career model</p><p>(Stambulova, 2003) and The athletic career transitions model (Stambulova, 1997; 2003) were</p><p>used as theoretical framework for this study. The interviews were conducted with nine junior</p><p>golf players. A semi-structured interview guide was used consisting of five main themes:</p><p>background information, changes/demands experienced in the transition, resources that helped</p><p>the golf juniors to adjust to the new level, strategies the golf juniors used to adjust to the new</p><p>level and an evaluation of the transition. The result showed that the players perceived the</p><p>practice as more serious with an overall higher quality when they started to compete in</p><p>national competitions. The players increased their training time and started to use a variation</p><p>of exercises that were similar to the different parts of a competition. The competitions were</p><p>also perceived as more challenging with stronger opponents and an increased rivalry between</p><p>the players. Confidence and self-esteem, the will to practice and win are characteristics that</p><p>many players consider to be important internal resources in order to adapt to the national</p><p>junior level. The players observed other players to learn from them and to see what they</p><p>needed to improve. Many players changed their golf coaches around the same time as they</p><p>started to compete at national junior level. The coaches and parents were seen as the most</p><p>important external resources in order to adapt to the national junior level. Many players</p><p>experienced that it would have been hard to play and compete in golf without their parents’</p><p>financial help and support. During the time of the transition, outside golf the players learned</p><p>how to take responsibility and how to take care of themselves through traveling alone,</p><p>meeting new people and living by themselves. The players experienced that the school didn’t</p><p>have any understanding for their need to be free from school. The players also had to give a</p><p>lower priority to some other things in their life in order to have enough time for golf. The</p><p>biggest change was that they had to spend less time with their friends and the different</p><p>activities that they used to do before.</p>

Thesis (Ph. D.)--Texas A&M University, 2006. / "Major Subject: Career Development Education" Title from author supplied metadata (automated record created on Sep. 15, 2006.) Vita. Abstract. Includes bibliographical references.

The purpose of this study was to retrospective investigate perceived demands and barriers for golf juniors in their transition from regional to national junior elite competitions, and to find out what resources and coping strategies the juniors used to succeed with this transition. The developmental model (Wylleman & Lavallee, 2004), The analytical career model (Stambulova, 2003) and The athletic career transitions model (Stambulova, 1997; 2003) were used as theoretical framework for this study. The interviews were conducted with nine junior golf players. A semi-structured interview guide was used consisting of five main themes: background information, changes/demands experienced in the transition, resources that helped the golf juniors to adjust to the new level, strategies the golf juniors used to adjust to the new level and an evaluation of the transition. The result showed that the players perceived the practice as more serious with an overall higher quality when they started to compete in national competitions. The players increased their training time and started to use a variation of exercises that were similar to the different parts of a competition. The competitions were also perceived as more challenging with stronger opponents and an increased rivalry between the players. Confidence and self-esteem, the will to practice and win are characteristics that many players consider to be important internal resources in order to adapt to the national junior level. The players observed other players to learn from them and to see what they needed to improve. Many players changed their golf coaches around the same time as they started to compete at national junior level. The coaches and parents were seen as the most important external resources in order to adapt to the national junior level. Many players experienced that it would have been hard to play and compete in golf without their parents’ financial help and support. During the time of the transition, outside golf the players learned how to take responsibility and how to take care of themselves through traveling alone, meeting new people and living by themselves. The players experienced that the school didn’t have any understanding for their need to be free from school. The players also had to give a lower priority to some other things in their life in order to have enough time for golf. The biggest change was that they had to spend less time with their friends and the different activities that they used to do before.

The present study examines the effects of characteristics of perceived career boundaries (permeability, stability, legitimacy) on immigrant professionals’ subjective career outcomes in a longitudinal design. Based on social identity theory framework, I propose a model that examines how immigrant professionals’ perceptions of career boundaries influence two important areas for establishing a satisfying career and successful social integration in Canada: (1) perceptions of career-based success (career satisfaction and career anxiety) and (2) subjective well-being (life satisfaction and regret for immigrating to Canada). I further propose that perceptions of career boundaries act on subjective career outcomes through the quality of employment individuals obtained and the salience of immigrant professional identity. Perceived characteristics were assessed (N = 227) at Time 1, and measures of subjective career outcomes, employment quality, and immigrant professional identity salience were obtained (N = 101) at Time 2, six months later. In addition to the survey study, 12 immigrant professionals were interviewed for an in-depth understanding of the career experiences of immigrant professionals and immigrant professional identity salience. The longitudinal design of the study provides support for the temporal dimension of perceived characteristics; immigrant professionals’ initial perceptions about the career boundaries still predicted their beliefs about career-based success and subjective well-being six months later. Also, the findings provided some support for the mediating effects of employment quality and immigrant professional identity salience on the relationship between perceived characteristics and subjective career outcomes. This study sheds light on the relationship between the perceptions formed by immigrant professionals of the obstacles that they face in integrating into their new labour market, the employment decisions they take, and the impact this has on their sense of career and life well-being. It also reveals the way in which subjects invoke the intersectional identity of “immigrant professional” as a result of their experiences, and of the effect that this has on them. The findings can inform the practice of the various parties assisting the integration of immigrant professionals into the workforce, an ever-growing and not well-understood group of workers that populate many of today’s workplaces.

Aboriginal peoples are the fastest growing population in Canada (Statistics Canada, 2008). Over half of the Aboriginal population is under the age of 24 and, according to Human Resources and Skills Development Canada (2008), Aboriginal young adults are two to three times more likely to be unemployed than their non-Aboriginal counterparts. Although well defined statistically, little is known about the career-related experiences of Aboriginal young adults. The study addresses the question: “What are the career-related experiences of Aboriginal young adults living in an urban setting?” The study employed a narrative inquiry method to explore the work-life narratives of five Aboriginal young women living in Toronto. The results of this study identified three metathemes that were evident across participant interviews: carer journey, community and importance of education. This study describes implications of the results on employment supports, education and government policy while identifying areas for future research.

Aboriginal peoples are the fastest growing population in Canada (Statistics Canada, 2008). Over half of the Aboriginal population is under the age of 24 and, according to Human Resources and Skills Development Canada (2008), Aboriginal young adults are two to three times more likely to be unemployed than their non-Aboriginal counterparts. Although well defined statistically, little is known about the career-related experiences of Aboriginal young adults. The study addresses the question: “What are the career-related experiences of Aboriginal young adults living in an urban setting?” The study employed a narrative inquiry method to explore the work-life narratives of five Aboriginal young women living in Toronto. The results of this study identified three metathemes that were evident across participant interviews: carer journey, community and importance of education. This study describes implications of the results on employment supports, education and government policy while identifying areas for future research.

The present study examines the effects of characteristics of perceived career boundaries (permeability, stability, legitimacy) on immigrant professionals’ subjective career outcomes in a longitudinal design. Based on social identity theory framework, I propose a model that examines how immigrant professionals’ perceptions of career boundaries influence two important areas for establishing a satisfying career and successful social integration in Canada: (1) perceptions of career-based success (career satisfaction and career anxiety) and (2) subjective well-being (life satisfaction and regret for immigrating to Canada). I further propose that perceptions of career boundaries act on subjective career outcomes through the quality of employment individuals obtained and the salience of immigrant professional identity. Perceived characteristics were assessed (N = 227) at Time 1, and measures of subjective career outcomes, employment quality, and immigrant professional identity salience were obtained (N = 101) at Time 2, six months later. In addition to the survey study, 12 immigrant professionals were interviewed for an in-depth understanding of the career experiences of immigrant professionals and immigrant professional identity salience. The longitudinal design of the study provides support for the temporal dimension of perceived characteristics; immigrant professionals’ initial perceptions about the career boundaries still predicted their beliefs about career-based success and subjective well-being six months later. Also, the findings provided some support for the mediating effects of employment quality and immigrant professional identity salience on the relationship between perceived characteristics and subjective career outcomes. This study sheds light on the relationship between the perceptions formed by immigrant professionals of the obstacles that they face in integrating into their new labour market, the employment decisions they take, and the impact this has on their sense of career and life well-being. It also reveals the way in which subjects invoke the intersectional identity of “immigrant professional” as a result of their experiences, and of the effect that this has on them. The findings can inform the practice of the various parties assisting the integration of immigrant professionals into the workforce, an ever-growing and not well-understood group of workers that populate many of today’s workplaces.