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Economic changes have resulted in a new contextual spectrum for career development with relatively secure, hierarchical, organizational structures at one end and flatter, de-layered, insecure environments at the other. This narrative review explores the literature relating to the psychological determinants of career plateauing in older managers against such a background. The body of literature informing this issue was analysed using the systematic review method. This is designed to produce a transparent and replicable account of how pertinent studies are located and the basis on which they are either included or rejected through use of explicit relevance, generalisability, and quality criteria. The overall outcome is a synthesis and summary of what is known about the topic, the limitations of the review, and identification of gaps in knowledge - the latter forming recommendations for future research. The findings of this review indicate that a range of subjective determinants may play a part in career plateauing in older managers including fairly stable attributes such as personality, and individual and social identity, and more fluid factors such as attitudes, and motivation. Motivation may be driven by one or more goals including future success, present job satisfaction or ongoing personal development. Numerous other determinants may play a role but little evidence is available as to how the range of potential influences operates at an individual level. Further qualitative research is needed into individual older managers’ experiences and how they may differ according to gender.

In recent years, in order to adjust to the global trend, the financial policy and development in Taiwan change rapidly. With constant transformation and mergers, the banking industry attempted to upgrade the advantages of competition. The employees have to face diverse financial products and the compression and alternation of the personnel. The enterprises value the employees¡¦ satisfaction of psychological contract and the employees hold the attitude of professional commitment. Thus, the employees can explore better direction of prospect and the enterprises can also manage appropriate arrangement of work force. In addition, financial professional capacity is the capital and core value of banking industry. In this environment with severe competition and with the concern of personal development, the employees would contribute differently in terms of their specialty. In order to keep the excellent employees, the enterprises remain mutually beneficial relationship with the employees with mutual respect and commitment. The employees also value the professional cultivation which will be beneficial for the maintenance of the talents and developmental management of the organization. This research regarded the employees of local banking industry as the targets and distributed 510 questionnaires and there were 398 returned. As to the analysis of data, the researcher used reliability analysis, factor analysis, t-test analysis of independence, analysis of variance (ANOVA), Pearson¡¦s product-moment correlation analysis and multiple regression analysis. Based upon the empirical survey, the researcher obtained the following significant findings: 1.Seniority of current position revealed difference with regard to salary of psychological contract. 2.Gender and educational degree revealed larger gap upon professional identification. 3.Gender, age, marital status, educational degree, type of company, service seniority in the company revealed prominent difference with regard to development of prospect. 4.In Psychological contract, appropriateness at work, degree of learning satisfaction and inclination of staying revealed prominent negative correlation. Professional identification revealed prominent positive correlation with pursuing secure life, challenging life, professional life and promotional life. Inclination of staying revealed prominent positive correlation with pursuing secure life, challenging life and promotional life.

Abstract Due to the variation of industrial structure and the downing of economical prosperity, the issues and news of ¡umid-age unemployment¡v were continuous spread widely by medium and spoken communication recently. ¡uunemployment¡vwas not the monopoly for mid-age worker, but the influence of mid-age unemployment will be the ¡uproblem of problems¡v. Normally mid-age worker got ten or twenty more years work experience, his or her work contents and habitual behavior were deep rooted. It¡¦s not easy to get with the variation of external environment within a day. Because of the fast moving of science and technology with each passing day, a kind of new work mould was forming. It¡¦s e-work mould. To the mid-age worker, the e-work mould was totally different from the traditional work mould. The influence it brings was appeared, it¡¦s¡uthe career of uncertain¡v. How will the mid-age worker face the possibility of unemployment, uncertain career, getting with the work mould transition, even the entire alter of work career form, and this will affect individual¡¦s living and destiny. In this research, we will learn the viewpoint of mid-age worker of their career status¡Bplanning¡Bdevelopment and the career transition or changing. And how they treat the career variation and how they adjust the way they get with it. Most of all we would like to find out the result of how attitude of career rated in organizational commitment and professional commitment of mid-age worker comparatively. And offer suggestion to who need to be advised. The result of this research were¡G 1. Unmarried¡Bsuperintendent¡Band college-educated level were rated in low traditional and high prospective attitude of career comparatively. Subordinate was rated in high traditional and low prospective attitude of career comparatively. 2. Married¡Byounger children to raise¡Bhigh school educated¡Bsenior worker¡Bpublic officer and without unemployment experience worker were rated in high organizational commitment comparatively. 3. Older children to raise¡Btechnical worker, and few of family members who got job to do were rated in high professional commitment comparatively. 4. High traditional low future attitude of career were rated in less confidence, lower self-awake ness and highly organizational commitment comparatively.

The study was designed to obtain information that would be of value to secondary school personnel who provide career counseling and guidance to high school students preparing for post-secondary education, training, and employment. The study attempted to determine if African-American, Anglo, and Hispanic students varied significantly on characteristics that could potentially inhibit career decision-making. The characteristics investigated included career indecision and self-efficacy. Participants included 74 sophomore and senior students from three rural high schools in South Central Texas. Two research questions were investigated to determine if there were significant differences among Anglo, African-American, and Hispanic students on measures of career indecision and self-efficacy. A third research question was investigated to determine if significant differences existed on measures of career indecision and self-efficacy by ethnicity, gender, and grade level, as well as for the interaction of ethnicity, gender, and grade level. A supplementary analysis of the three research questions was conducted including school as an independent variable. The Career Decision Scale and Career Decision Self-Efficacy Scale were administered to the participants and the data were analyzed with ANOVA and MANOVA statistical tests. No significant differences were obtained for the three research questions. When the school variable was included in the data analysis, significant main effects differences were found for grade level on self-efficacy and for school on career indecision. The combination of ethnic groups, genders, and grade levels indicated significant differences for the interaction of gender and grade level on self-efficacy and for the interaction of ethnicity and gender on self-efficacy. Middle to high levels of career indecision were reported by 90% of the seniors and 79% of all students in the study. The researcher recommended that career interventions would be valuable to sophomores and seniors in helping them prepare for post-secondary career choices.

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<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>

Thesis (Ph. D.)--University of Chicago, Dept. of Psychology, Committee on Human Development, 2001. / Includes bibliographical references. Also available on the Internet.

Thesis (Ed.D.)--University of West Florida, 2009. / Submitted to the School of Education. Title from title page of source document. Document formatted into pages; contains 148 pages. Includes bibliographical references.

Thesis (M. Ed.)--University of Hong Kong, 1983.