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Early career development in the sport industry: factors affecting employmentHutchinson, Michael Daniel 15 May 2009 (has links)
The purpose of this study is to identify the processes and factors contributing to
employment in the sport industry. In order to completely address the sport industry as a
whole, sport management has been pragmatically divided into five sub disciplines,
including professional practitioner, recreational, Olympic, collegiate athletic
administration, and high school athletic administration. Academia has been specifically
excluded from this study as a category, since its purpose is to focus on those with
experiences outside the educational setting. Recognized professionals in each of the
above mentioned areas were interviewed to establish their individual views and
perceptions. These candidates have been drawn from a cross-section of both educational
(bachelor’s and/or graduate) degree programs and several different university
institutions. Individual phone interviews were utilized to establish the primary
contributors for each participant in their career development. The data has been analyzed
to answer research questions and form recommendations that will provide guidance for
current students and practitioners in developing their career aspirations.
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Investigating college athletes' role identities and career developmentFinch, Bryan Lewis 15 May 2009 (has links)
This study investigated the relationships between student identity, athlete
identity, and career development among National Collegiate Athletic Association
(NCAA) Division I college athletes. In Study 1, participants completed measures of
student identity, athlete identity, career self-efficacy, and demographic information
including race, sex, and sport played. Results indicated that student identity of the
college athletes in Study 1 was a significant predictor of career decision-making selfefficacy
(β=.33, t=3.86, p<.001). Study 2 included in-depth individual interviews with
twelve college athletes. The goal of Study 2 was to better understand the conflict of
student and athlete identities and how this conflict affected career planning for college
athletes. Several themes emerged from the interviews, including adjustments the
athletes undertook to cope with the conflicting roles. A conceptual model was
developed to illustrate the complex and fluid nature of the role conflict and the athlete’s
management strategies. The results from both studies provide insight into the nature of
the relationships between these identities and career development. Suggestions for
future research on influences to career development for college athletes are included.
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Study on Trainning education and career Development of Vajrayana Wikipedia SanghaChen, Ming-ru 28 July 2006 (has links)
Human Resource Management is the applied science that enables the enterprises to promptly control the trend direction through the integration of strategic training education. It can also have the manpower quality upgraded and the personal career development and company growth synchronized to ensure the Sustainable Development of Business.
In recent 40 years under the stable development of economics, the numbers of Taiwan temples, Viharas & Buddhist Associations grow speedily and the numbers of monks and priests also increase. As many as the folk temples are, yet no integrated education system for monks and priests and checking system have been established. Due to this reason, a numerous of temples are lack of the monks in similar standards and the major Buddhist activities are limited to the personal benefits such as to vanish calamity, to pray for blessings, fortune or deeds instead of human heart purification and concerns for the world.
In comparison with the deficiency of career development for the monks in Taiwan, Tibetan Buddhism owns a traditional system for monks training education and checking system. Among which, Dge-lugs-pa is most famous for its complete system and strict regulations of the temple management, scripture teaching and inheritance as well as personal practice. Through the periodic examinations, argumentation and practical training, etc., to reinforce the experiences, capabilities and missions of monks for an effective and expectable career development. On the other side, Taiwan Religious Education has never been systematically subsumed and less academic researches regarding the human resources of religious groups have been done. The majority of the public has the incomplete cognition about the religions all along and only limited to the impressions as magic, regulations and exorcism, etc. Therefore, how to upgrade the quality of monks by adopting the application of human resource is to become the lesson for temples in order to have the sustainable development.
The focus of this research is to analyze the issues of monk education and their career development for Dge-lugs-pa of Tibetan Buddhism under the framework of Human Resource Management. The researcher actually visited many temples and Buddhist Institutes in India and has collected the preliminary data regarding Dge-lugs-pa Human Development from the selected temples and monks. The researcher also interviewed the temples in Taiwan with institutes under recording and later turned into the transcript for literature comparison. The organization management and training education system of Dge-lugs-pa have been analyzed to explain how the monks reach their own career development through daily lives and practice under the guidance of the education system. At last, with the suggestion of having the multiple capabilities of monks reinforced, the researcher hopes to make certain contributions to the organization development and human resource application of Buddhist Temples.
This research consists of 5 chapters and the brief introduction is as follows:
Chapter 1 ¡V Preface: To introduce the research background, motives and purposes.
Chapter 2 ¡V Literatures Review: To study on the opinions of local and international academics regarding training education and career development and to elaborate the relevant academic researches about the history and development of Tibetan Buddhism Dge-lugs-pa.
Chapter 3 ¡V Research Methods: To explain the research framework, selection of research subjects and the practice of research methods.
Chapter 4 ¡V Temple Interview and Results: To generalize the training education plan, practice and checking system of individual temple from the interview result and to further analyze the career planning, system operation and management as references for future development of temples.
Chapter 5 ¡V Conclusion and Suggestions: This chapter includes the suggestions for the religious groups as well as for the follow-up researches. Combined with the guiding principle for training education and career planning from Chapter 2, to present with the even more specific plans and suggestions that enable this research a more complete one.
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Needs assessment for career development programs in the Taiwan Power Company (TPC)Lee, Yi-Hsuan 29 August 2005 (has links)
The harmonious meshing of employee career development needs and corporate
missions, goals, and objectives is a necessity for the growth and maintenance of both the
individual and the organization. This study was designed to investigate Taiwan Power
Company (TPC) white-collar employees?? perceptions of career development program
needs. The purposes of the study were (a) to identify the perceptions of career
development program needs; (b) to explore the underlying constructs among current and
future positions in regard to the employee??s perceptions of career development program
needs; (c) to investigate the differences among perceptions of career development needs;
(d) to determine whether or not differences among perceptions of career development
program needs exist among respondents who differ in terms of gender, age, and
education; and (e) to discover if individuals who differ in terms of job functions and job
roles have different opinions on whether the selected career development programs were
already provided or should be provided by the company.This study was conducted using a questionnaire. The data were collected from a
stratified random sample of 1,636 white-collar employees in the TPC. A response rate of
82.5% resulted in a final sample of 1,351 respondents.
The content validity of the questionnaire was established via expert opinion and the
internal consistency of the instrument was calculated using Cronbach??s ??. Frequency
counts, central tendencies and standard deviations were used in the descriptive analysis
of the current and future position data. Principle factor analysis with Varimax rotation
revealed six constructs for the current position data. Similar factor analytical results were
obtained for the future position data. Two-way MANOVAs with Descriptive
Discriminant Analysis and univariate ANOVAs, with REGWF when appropriate, were
used to probe significant main effects. Chi-square tests were employed to answer the
research questions regarding the perceptions of whether the 33 career development
programs were already provided or should be provided by the company. Differences in
terms of current and future positions were obtained for individuals who were classified
by job function, job role, gender, age, and education. Twelve conclusions were generated
and specific career development practices were suggested.
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Pathways to success for moderately defined careers: a study of relationships among prestige/autonomy, job satisfaction, career commitment, career path, training and learning, and performance as perceived by project managersCarden, Lila Lenoria 17 September 2007 (has links)
New emerging career paths for professionals are often non-linear, dynamic, and
boundary-less (Baruch, 2004) and have resulted in undefined professional advancement
opportunities for managers and employees in a variety of contexts. Career paths help
individuals make meaning in their job contexts and provide avenues to meet intrinsic and
extrinsic rewards, including economic and social status (Adamson, 1997; Callanan,
2003). As a result, individual perceptions of career paths may impact job satisfaction,
career commitment, and performance.
The purpose of this study was to test a career development model examining the
path of relationships amongst autonomy/prestige, career path, training and learning, job
satisfaction, career commitment, and performance for moderately defined career
professionals. Based on a systematic categorization of careers, from well defined to less
well defined, project managers were determined to have moderately defined careers. The
researcher employed a survey resulting in 644 project manager respondents. Path analysis was effectuated as a modeling technique to determine whether there was a
pattern of intercorrelations among variables.
A career development model framing the relationship between project managersâÂÂ
perceptions of their career paths on their respective performance was explored. The
direct path relationships included: (a) frequency of participation in training and learning
activities was negatively related to performance, (b) career path was positively related to
performance, (c) autonomy/prestige was positively related to performance, and (d)
career commitment was negatively related to performance. The indirect path
relationships included (a) autonomy/prestige was mediated by career commitment and
performance; (b) the connection between career path and performance was mediated by
frequency of participation in training and learning (c) career path to performance, was
mediated by job satisfaction and career commitment, and (d) career path to performance
was mediated by job satisfaction, career commitment, and autonomy/prestige.
Study findings supported the tested model and contributed to increased
understanding regarding the importance of career paths to individual job satisfaction,
career commitment, and performance. Opportunities for new research and implications
for individuals and organizations are outlined.
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An analysis of technology infusion in college and university career services offices in the southwest region of the United States in the twenty-first centuryVinson, Bonita Desiree McClain 17 September 2007 (has links)
The purposes of this study were to: (a) provide a recent analysis of
technology infusion in career services offices (CSOs) in the southwest region
of the United States, (b) address the three recommendations from the 1998
Charoensri study of technology infusion in CSOs, and (c) provide an empirical
examination of the impact of selected technologies in CSOs since 1998.
Field survey methods were adopted and modified for use with electronic
distribution of the survey. A pilot study was conducted and suggestions were
incorporated into the final version of the survey. CSO members of the
Southwest Association of Colleges and Employers were electronically
surveyed in the summer of 2004. The overall usable response rate achieved
was 72.62%, nearly mirroring the 1998 response rate.
There are several findings from this study. First, significant differences
existed in CSO use of computer and communication technology in the 2004
national study compared to the 1998 regional study. The majority of the uses of technology by CSOs increased significantly over time. Second, significant
differences were found in the use of selected technologies/uses of technology
from the 2002 national study to the 2004 regional study. Third, institutional size
and type were significantly different related to the use of one-way and two-way
methods of communication and 15 selected uses of technology between
CSOs, other CSO staff, faculty, staff, students, alumni, and employers. Fourth,
CSOs have not increased the number of computer workstations from 2002 to
2004. Fifth, newer national vendor technology products used for job search
assistance tasks were slow to be utilized in the southwest region, but regionally
developed products were used more often. Finally, technology used to provide
many of the services provided to students, alumni, and employers received
above average satisfaction ratings (although varied) by CSOs.
Overall, the data gathered and analyzed through this study further
support previous research and confirm significant changes in CSO technology
use from 1998 to 2004. CSOs have also experienced significantly higher
technology use from 2002 to 2004. CSOs are satisfied with technology
products used in a variety of ways in their offices.
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The development of an intervention strategy for career education in BushbuckridgeMbetse, David Jackson. January 2002 (has links)
Thesis (M. Ed. (Educational Psychology))--University of Pretoria, 2002. / Includes bibliographical references.
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Flexibility in graduate careers : an exploratory study ; the work careers of a sample of 1970 graduates.Lewis, Jenifer Mary. January 1985 (has links)
Thesis (Ph. D.)--Open University. BLDSC no. D68520/86.
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Divergent paths after high school : transitions to college and work /Hoogstra, Lisa A. January 2002 (has links)
Thesis (Ph. D.)--University of Chicago, Committee on Human Development, 2002. / Includes bibliographical references. Also available on the Internet.
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Analyzing student experiences in the Green Bay Area School District's Engineering and Manufacturing AcademyBelongia, Andrew. January 2009 (has links) (PDF)
Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2009. / Includes bibliographical references.
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