Thesis (Ph. D.)--University of Texas at Austin, 2003. / Supervisor: Kamala Visweswaran. Vita. Includes bibliographical references. Available also from UMI Company.

Thesis (Ph. D.)--University of California, San Diego, 2001. / Vita. Includes bibliographical references.

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.

Thesis (Ph.D.)--University of Adelaide, School of Social Sciences, Discipline of Geographical and Environmental Studies, 2004. / "November 2003" Includes bibliographical references (leaves 307-334).

Submitted by Renata Lopes (renatasil82@gmail.com) on 2016-06-02T15:48:39Z No. of bitstreams: 1 veronicadecastrolameira.pdf: 1250198 bytes, checksum: af0c0263e3fc8188a4d53c8627567747 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2016-07-02T13:16:07Z (GMT) No. of bitstreams: 1 veronicadecastrolameira.pdf: 1250198 bytes, checksum: af0c0263e3fc8188a4d53c8627567747 (MD5) / Made available in DSpace on 2016-07-02T13:16:07Z (GMT). No. of bitstreams: 1 veronicadecastrolameira.pdf: 1250198 bytes, checksum: af0c0263e3fc8188a4d53c8627567747 (MD5) Previous issue date: 2012-12-20 / CAPES - Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / A análise da mobilidade de trabalhadores exerce papel fundamental na tomada de decisões em políticas públicas. O primeiro ensaio aborda a questão da mobilidade de curta e longa distância, e ainda os fatores regionais da atração de trabalhadores entre as microrregiões do Brasil, utilizando modelo binomial negativo. Houve a constatação da preferência dos trabalhadores por destinos com maior atratividade relativa, admissão de trabalhadores frente aos desligados, densidade, proporção de graduados, menor criminalidade e congestionamento. Para o modelo de longa distância os fluxos são orientados para destinos com menor densidade populacional, menor grau de industrialização, menor criminalidade e maior atração relativa. O congestionamento se mostrou irrelevante na mobilidade de longa distância. A distância figura como fator inibidor para a mobilidade, independente dos cortes de distância. O segundo ensaio adota o modelo logit multinível espacial com o objetivo de identificar os condicionantes individuais e regionais da mobilidade de trabalhadores qualificados nas microrregiões brasileiras. Foi possível verificar que a experiência do trabalhador figura como fator inibidor da mobilidade, a expectativa salarial reflete menor propensão à mudança para trabalhadores em geral, e maior probabilidade para qualificados. Algumas variáveis de contexto também se mostram importantes para explicar a mobilidade, como PIB per capita, proporção de trabalhadores com ensino superior completo, taxa de homicídio, veículos por habitantes, grau de industrialização e rede de migrantes. / The analysis of labor mobility plays a fundamental role in decision-making in public policy. The first essay addresses the issue of mobility by long and short distance, and the regional factors of attraction for workers among Brazilian microregions, by means of negative binomial model. There was the realization of the preferred destinations for workers with higher relative attractiveness, employment of workers off against, density, proportion of graduates, less crime and congestion. To model long-distance flows are oriented destinations with lower population density, lower degree of industrialization, less crime and greater relative attractiveness. Congestion proved irrelevant in the long-distance mobility. The distance appears as an inhibiting factor for mobility, regardless of the cuts away. The second essay adopts a spatial multilevel logit model in order to identify the determinants of individual and regional mobility of skilled workers in the Brazilian microregions. The results indicate that the worker seniority figures as inhibitory factor of mobility, and expected wage decrease the propensity of mobility for workers in general, though it increases the propensity of the more skilled ones. The context variables also show important to explain mobility, such as GDP per capita, proportion of workers with higher education, rate of homicide by vehicle inhabitants, degree of industrialization and net migrants.