Syftet med studien är att undersöka hur 18–19-åringar värderar karriär. Detta görs utifrån de tre begreppen; autenticitet, balans och utmaning och det mångriktade karriärbegreppet. För att kartlägga och förstå värderingen av karriär används en kvantitativ och en kvalitativ undersökningsmetod. Urvalsgruppen är gymnasieelever i södra Sverige. Studien bidrar till karriärforskning i svensk kontext och bland unga som är på väg in på arbetsmarknaden, vilket inte i stor utsträckning har undersökts tidigare. Begreppen autenticitet, balans och utmaning i KCM var relevanta för urvalsgruppen, där autenticitet värderas högst. Studien presenterar nya infallsvinklar som nyanserar 18-19-åringars värdering av karriär i förhållande till KCM. Studien visar att 18–19-åringars definition av karriär är i linje det mångriktade karriärbegreppet. / The purpose of this study is to examine how 18-19-year-olds assess career based on three parameters, authenticity, balance and challenge, and the protean career concept. To identify and understand the assessment of career quantitative and qualitative research methods are used. The sample are high school students in southern Sweden. The study contributes to career research in a Swedish context and among young adults who are about to enter the labor market, which has not been examined to a large extent. The concepts authenticity, balance and challenge in KCM were relevant to the sample, and authenticity was valued most highly. The study contributes with new approaches to 18-19-year-olds assessment of career in relation to KCM. The study shows that 18-19-year-olds’ definition of career is similar with the protean career concept.

This thesis conceptualises the careers of women in the developing country context of Malawi. A range of 'new' career theories, namely boundaryless, protean, kaleidoscope have been developed in response to the limitations of using traditional theories for studying careers and women's careers in particular. However, these theories have been mostly based on women with interrupted careers in western contexts due to child care reasons. These have also assumed that women have preferences in terms of whether to be career oriented or family oriented. Yet, women in developing and indeed some women in the developed countries have constrained choices and do not pursue interrupted careers. Despite having family responsibilities, they work continuously and mostly full-time. Therefore, there have been calls for more context-specific career studies, especially targeting developing countries. Based on this literature gap, this thesis adopted a qualitative approach to conceptualise the careers of women in Malawi, drawing on the experiences of women in the formal economy, specifically in education and finance and insurance industries. The study finds that the careers of women in Malawi and indeed other women in similar contexts do not fit the existing career perspectives and the proposed 'makeshift' career orientation better explains the studied women's careers. This proposed career concept recognises that careers are a result of compromises that women make when faced with tensions emanating from both the employment and family contexts which simultaneously influence women's careers. The research therefore provides the basis for broadening the existing career perspectives to more adequately reflect the experiences of women, particularly in the developing world. Additionally, the study has adopted an intersectionally-sensitive approach to analysing the employment contexts in two very different sectors. The evidence presented in this thesis gives weight to the intersectional perspective as not only does it find that the actual form of inequality varies but also that the various practices that contribute to inequalities in the different sectors affect different groups of people differently by gender, class and in certain cases region. This contributes to the embryonic literature on intersectionality in terms of both its practice and theory, and understanding how gender and class issues in Malawi may be different from the way these are conceptualised in western contexts.

<p>Protean career är en av de nya karriärerna och en ny syn på karriär. Den bygger på att individen själv i hög grad styr över sin karriär och dennes utveckling och baserar denna främst utifrån sina värderingar. För att undersöka förekomsten av Protean career orientation och dennes eventuella samband med kompetensutveckling genomfördes en enkätundersökning på en arbetsplats som resulterade i 134 deltagare. Korrelations- och regressionsberäkningar utfördes på insamlad data. Resultaten visade att det fanns ett samband mellan Protean career orientation och kompetensutveckling och att det förstnämnda var en stark prediktor för kompetensutveckling. Vidare erhölls resultat för att det fanns en måttligt hög grad av Protean career orientation och att det således finns en ny syn på karriär även i Sverige. Det banar väg för vidare forskning angående ämnet och att detta även belyses ur andra perspektiv.</p>

Protean career är en av de nya karriärerna och en ny syn på karriär. Den bygger på att individen själv i hög grad styr över sin karriär och dennes utveckling och baserar denna främst utifrån sina värderingar. För att undersöka förekomsten av Protean career orientation och dennes eventuella samband med kompetensutveckling genomfördes en enkätundersökning på en arbetsplats som resulterade i 134 deltagare. Korrelations- och regressionsberäkningar utfördes på insamlad data. Resultaten visade att det fanns ett samband mellan Protean career orientation och kompetensutveckling och att det förstnämnda var en stark prediktor för kompetensutveckling. Vidare erhölls resultat för att det fanns en måttligt hög grad av Protean career orientation och att det således finns en ny syn på karriär även i Sverige. Det banar väg för vidare forskning angående ämnet och att detta även belyses ur andra perspektiv.

There is a global trend towards using part-time lecturers to reduce unit labour costs and raise institutional efficiency. At the same time there is pressure on academics to develop their skills in an academic career path. The use of part-time lecturers is a recognised phenomenon at the University of Pretoria. This study set out to determine how part-time academics in Humanities manage and sustain their careers. The conceptual framework for this study juxtaposes key aspects of the part-time academic career with features of the traditional career model on the one hand, and those of the boundaryless and protean career on the other. This study was undertaken as a quantitative survey designed for self-completion. The aim was to describe trends in the data provided about the sample. It was found that the boundaryless and protean career models have relevance in describing the careers of part-time academics in Humanities. These lecturers measure career success by accumulated knowledge, a developed skills portfolio as well as psychologically meaningful work leading to an inner feeling of achievement. They respond to the tenuous nature of their employment situation by working across organisational boundaries and developing networks of career contacts, so as to sustain a career. Aspects that are not conducive to a part-time academic career such as early career stage, experience of positional insecurity and lack of inclusion into the collegium were identified. Those aspects that support a part-time academic career are flexibility and work-family balance. Recommendations for improvements at individual and institutional level were drawn from current literature and relevant research findings. These include the need for institutional planning, inclusion of part-time lecturers into the collegium, investment in the part-time human resource and consideration of improved contractual arrangements. Part-time lecturers need to invest in their transferable skills and maintain a career network as part of a planned strategy for obtaining their career objectives. They may need to function in boundaryless fashion in multiple positions. The significant priority accorded by respondents to the accumulation of knowledge and the development of skills may hold a key to a mutually beneficial work relationship between the institution and these part-time lecturers. / Dissertation (MEd)--University of Pretoria, 2010. / Education Management and Policy Studies / unrestricted

As transformações do ambiente de negócios nas últimas décadas, e principalmente nos últimos anos, têm se mostrado muito intensas no setor Saúde globalmente, com reflexos significativos também no Brasil, e tem alterado profundamente o modo como os profissionais da Saúde desenvolvem suas carreiras em um cenário de competitividade. Cada vez mais o diferencial competitivo das organizações de cuidados à Saúde se baseia em capacidades organizacionais fundamentadas em fatores intangíveis diretamente relacionados às atitudes e competências desempenhadas pelos recursos humanos da organização. Por isso, como ocorre com outras organizações de serviços, as organizações de cuidados à Saúde podem desenvolver vantagem competitiva através de uma administração eficaz dos seus recursos humanos, especialmente dos seus líderes. Pesquisas que ampliem o conhecimento sobre as atitudes de carreiras dos gestores das organizações de Saúde podem ser críticas para o aperfeiçoamento dessas organizações na nova economia, que é o ambiente no qual ocorre o desenvolvimento das novas carreiras. A carreira proteana é um dos modelos de carreira subjetiva mais difundidos entre estudiosos das novas carreiras e corresponde a duas dimensões fundamentais de atitudes de carreira: atitudes de carreira autodirigida e atitudes de carreira dirigida por valores pessoais. Adicionalmente, o capital psicológico é uma forma de capital intangível que tem despertado a atenção de acadêmicos da Psicologia Positiva e do Comportamento Organizacional Positivo, devido às evidências de associação do mesmo com indicadores de desempenho organizacional. Considerando a relevância e a necessidade de estudos nacionais empíricos, tanto sobre atitudes de carreira proteana, quanto sobre capital psicológico de gestores da Saúde, a presente dissertação tem como objetivo investigar a influência das atitudes de carreira proteana no capital psicológico dos gestores da Saúde. Para tanto, foi realizada a pesquisa em uma organização de cuidados à Saúde, caracterizada como uma federação de cooperativas médicas. O estudo foi descritivo, quantitativo e a coleta de dados foi realizada através de uma survey eletrônica que teve como base escalas validadas nos Estados Unidos e no Brasil (escala de atitudes de carreira proteana e questionário de capital psicológico). A amostra não probabilística e intencional foi formada por 250 gestores. Os resultados das análises fatoriais e dos alfas de Cronbach afirmaram a validade e a confiabilidade dos instrumentos utilizados para amostra estudada. Os resultados da ANOVA e da análise discriminante demonstraram que as atitudes de carreira autodirigida são um preditor para o capital psicológico. Com isso, esta pesquisa contribui para a literatura sobre carreira proteana de gestores da Saúde de várias maneiras: ao testar o impacto das atitudes de carreira proteana no capital psicológico, oferecendo suporte empírico que demonstra a influência das atitudes de carreira autodirigida no capital psicológico de gestores de uma organização de cuidados à Saúde no Brasil; ao estudar as atitudes de carreira proteana em gestores da Saúde, contextualizando-as no âmbito da Saúde na nova economia; ao adaptar e validar o questionário de capital psicológico para o português do Brasil; ao validar a escala de atitudes de carreira proteana e o questionário de capital psicológico para uso em gestores da Saúde; e, por fim, ao refletir sobre o referencial da Psicologia Positiva na pesquisa sobre atitudes de carreira proteana. / Changes in the business environment in the last decades, and especially in the recent years, have been very intense in the Health sector globally, with significant impact also in Brazil, and has changed deeply how Health sector workers develop their careers in a competitive scenario. Increasingly, competitive advantage of Health care organizations is based on organizational capabilities related to intangible factors directly linked to the attitudes and skills performed by human resources of the organization. Therefore, as with other service organizations, Health care organizations can develop competitive advantage through effective human resources management, especially of their leaders. Researches that advance the scientific knowledge about the Health care managers\' career attitudes can be critical to the improvement of these organizations in the new economy, which is the environment where new careers develop. Protean career is one of the most widespread subjective career model among new careers scholars and corresponds to two fundamental dimensions of career attitudes: self-directed career attitudes and values-driven career attitudes. Additionally, psychological capital is a form of capital that has attracted scholars\' attention from Positive Psychology and Positive Organizational Behavior, due to evidences of its association to organizational performance indicators. Considering the importance and the need for empirical national studies on both Health sector managers\' protean career attitudes and psychological capital, this thesis was aimed to investigate the influence of protean career attitudes on psychological capital of Health sector managers. For this purpose, research was carried in a Health care organization, characterized as a federation of medical cooperatives. This study was descriptive and quantitative; data collection was carried out through an electronic survey that was based on validated scales for American and Brazilian populations (protean career attitudes scale and psychological capital questionnaire). The probabilistic and intentional sample was formed by 250 managers. Results of the factor analysis and Cronbach\'s alphas confirmed validity and reliability of the instruments for the studied sample. ANOVA and discriminant analysis results showed self-directed career attitudes are a predictor of psychological capital. Thus, this study contributes to the literature on Healthcare managers\' protean career in several ways, by: testing the impact of protean career attitudes on psychological capital, providing empirical support that demonstrates the influence of self-directed career attitudes on Healthcare managers\' psychological capital; studying Healthcare managers\' protean career attitudes, contextualizing them within the Healthcare sector in the new economy; adapting and validating the psychological capital questionnaire for Brazilian Portuguese; validating protean career attitudes scale and psychological capital questionnaire for use in Healthcare sector managers; and, finally, by reflecting on the Positive Psychology framework applied to the research on protean career attitudes.

Made available in DSpace on 2016-04-25T16:44:29Z (GMT). No. of bitstreams: 1 Monica Maria Neves.pdf: 1219836 bytes, checksum: ae983b88a35bdb67e5d2c7aa0ff040d2 (MD5) Previous issue date: 2012-06-05 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This work aims at researching which is relevant in people s career choice and the set of values that drive such decisions. The relevance of this subject is supported by the changes happening in the work market for the last decades that began demanding for new types of relations between companies and employees, as well as the professional s career planning, being such changes recognized by contemporary literature on career. The arisen propositions took in consideration that career decisions are influenced both by the characteristics of new career concepts and by aspects of the traditional/lineal career, as well as that the possibility of those decisions are bond to a self-concept that considers each individual s values, motivations, and talents in his/her career options. In order to test the propositions, a case study was performed with a sample of 62 civil engineers who participated in an exploratory and descriptive survey. The research results point that there is a trend for the new career approaches to more and more influencing the choices of those professionals, although aspects of the traditional/lineal career are important variables in decision taking. How much one or the other approach is prevalent, it may be linked to the professional identity of each professional, that is, the concept of Career Anchor, which will direct each one s career choices / Este trabalho tem como objetivo pesquisar o que é relevante na tomada de decisão de carreira das pessoas e o conjunto de valores que impulsionam tais decisões. A relevância do tema está suportada nas mudanças ocorridas no mercado de trabalho nas últimas décadas que passaram a demandar novas formas de relacionamento entre empresas e empregados, bem como o planejamento da carreira dos profissionais, sendo tais mudanças reconhecidas pela literatura contemporânea sobre carreira. As hipóteses suscitadas levaram em consideração que as decisões de carreiras são influenciadas tanto pelas características dos novos conceitos de carreira, quanto por aspectos da carreira tradicional/linear, bem como a possibilidade de as decisões estarem vinculadas a um autoconceito que considera valores, motivações e talentos de cada indivíduo nas suas opções de carreira. Para o teste das hipóteses, foi realizado um estudo de caso com uma amostra de 62 engenheiros civis que participaram de uma pesquisa exploratória e descritiva do tipo survey. Os resultados da pesquisa apontam que há uma tendência de que as novas abordagens de carreira influenciem cada vez mais as escolhas desses profissionais, embora aspectos da carreira tradicional/linear sejam variáveis importantes na tomada de decisão. O quanto uma ou outra abordagem é preponderante, pode estar atrelado à identidade profissional de cada profissional, ou seja, o conceito de Âncora de Carreira, que irá direcionar as escolhas de carreira de cada um

As mudanças tecnológicas, sociais e econômicas que ocorreram nas últimas décadas trouxeram alterações para o mundo do trabalho, modificando a relação entre empresas e empregados. Uma posição impactada por essas mudanças foi a do executivo, que, para responder de maneira constante e rápida a essas mudanças, tem uma rotina de trabalho permeada por excesso de trabalho, superficialidade e baixa autonomia. Acredita-se que esse cenário tenha distanciando os executivos do modelo contemporâneo de carreira proteana caracterizado pelo autogerenciamento da carreira e pela orientação para valores pessoais. Supõe-se que o job crafting - construção autônoma do trabalho por meio da modelagem das tarefas, cognição e relações - e engajamento no trabalho - estado mental positivo caracterizado por vigor (energia), dedicação (significância) e absorção (envolvimento) - podem estar relacionadas à atitude de orientação para a carreira proteana. O objetivo do estudo foi realizar uma pesquisa quantitativa para identificar a relação entre as três variáveis - orientação para a carreira proteana; job crafting; e engajamento no trabalho - em amostra de 361 executivos brasileiros, por meio de instrumentos já validados para o contexto do país. Por meio da aplicação de uma survey e da análise dos dados com a técnica de modelagem de equações estruturais, comprovou-se o modelo conceitual proposto de que a atitude de carreira proteana (através da dimensão autodirecionamento) prediz comportamentos cognitivos de job crafting e, consequentemente, um estado mental positivo de engajamento no trabalho. / Technological, social and economic transformations that have taken place in the last decades have brought changes to the work life that have also modified the relationship between companies and employees. The executive position was also impacted so that its work routine has become permeated by overwork, superficiality and low autonomy to respond to these changes constantly and rapidly. We argue that this scenario has held off executives from the contemporary protean career characterized by career self-management and personal values orientation. We also believe that job crafting - autonomous construction of work through the modeling of tasks, cognition and relationships - and work engagement - a positive mental state characterized by vigor (energy), dedication (significance) and absorption (involvement) - may be related to the orientation attitude toward the protean career. The objective of the present study was to conduct a quantitative research to identify the relationship between the three variables - protean career, job crafting and work engagement - in a sample of 361 Brazilian executives through research instruments validated to the national context. Through the application of a survey and structural modeling analysis, we proved the proposed conceptual model in which the individual protean career attitudes (through its self-direction dimension) predicts cognitive behaviors of job crafting and consequently a positive mental state of work engagement

As mudanças tecnológicas, sociais e econômicas que ocorreram nas últimas décadas trouxeram alterações para o mundo do trabalho, modificando a relação entre empresas e empregados. Uma posição impactada por essas mudanças foi a do executivo, que, para responder de maneira constante e rápida a essas mudanças, tem uma rotina de trabalho permeada por excesso de trabalho, superficialidade e baixa autonomia. Acredita-se que esse cenário tenha distanciando os executivos do modelo contemporâneo de carreira proteana caracterizado pelo autogerenciamento da carreira e pela orientação para valores pessoais. Supõe-se que o job crafting - construção autônoma do trabalho por meio da modelagem das tarefas, cognição e relações - e engajamento no trabalho - estado mental positivo caracterizado por vigor (energia), dedicação (significância) e absorção (envolvimento) - podem estar relacionadas à atitude de orientação para a carreira proteana. O objetivo do estudo foi realizar uma pesquisa quantitativa para identificar a relação entre as três variáveis - orientação para a carreira proteana; job crafting; e engajamento no trabalho - em amostra de 361 executivos brasileiros, por meio de instrumentos já validados para o contexto do país. Por meio da aplicação de uma survey e da análise dos dados com a técnica de modelagem de equações estruturais, comprovou-se o modelo conceitual proposto de que a atitude de carreira proteana (através da dimensão autodirecionamento) prediz comportamentos cognitivos de job crafting e, consequentemente, um estado mental positivo de engajamento no trabalho. / Technological, social and economic transformations that have taken place in the last decades have brought changes to the work life that have also modified the relationship between companies and employees. The executive position was also impacted so that its work routine has become permeated by overwork, superficiality and low autonomy to respond to these changes constantly and rapidly. We argue that this scenario has held off executives from the contemporary protean career characterized by career self-management and personal values orientation. We also believe that job crafting - autonomous construction of work through the modeling of tasks, cognition and relationships - and work engagement - a positive mental state characterized by vigor (energy), dedication (significance) and absorption (involvement) - may be related to the orientation attitude toward the protean career. The objective of the present study was to conduct a quantitative research to identify the relationship between the three variables - protean career, job crafting and work engagement - in a sample of 361 Brazilian executives through research instruments validated to the national context. Through the application of a survey and structural modeling analysis, we proved the proposed conceptual model in which the individual protean career attitudes (through its self-direction dimension) predicts cognitive behaviors of job crafting and consequently a positive mental state of work engagement

This thesis proposes that an investigation into the phenomenon of doubling may engage architecture with a type of desire that has deep rooted connections with the complexities of human nature, with the very human condition of desiring to know who/what/where/when/how we are. It proposes that an experience of doubling is suggestive of a specific kind of affective space that tests this relationship, expanding into the interval we have formed between our body, its being and space. The proposal is to explore the material, spatial, and psychological characteristics of such a phenomenon - to understand the virtual space created through this doubling and its architectonic characteristics. The design ambition of this thesis is to construct an architectural fiction that engages with this doubling. If architecture has the capacity to embody the ambitions and anxieties of society, the work produced attempts to invoke, through choreographed doublings manifested by the movement of figure and light through constructions in time, that human condition of desire that is concerned with finding/defining itself in the unknown, not to provide an answer for what the unknown is, but to engage with its enigmatic nature. By engaging in the protean dynamics of doubling and desire, this thesis attempts to poeticize the interval between the body and its built environment.