This study examined the motivation of outdoor staff working in multi-activity residential centres. The study took place against the background of an outdoor industry undergoing major legislative and cultural changes. These changes were discussed at length. Notable amongst the outcomes of the discussed changes was a need to improve staff retention within multi-activity residential centres. The motivation of staff was studied with this in mind. Following an initial pilot study, there were three major phases to the research. These were, a mail-shot questionnaire, focus group interviews and an investigation of personal constructs using a repertory grid (rep grid) technique. Structuring the study in this way allowed for quantitative data to be given depth and developed through qualitative techniques. Following a discussion of the major motivational theories, Herzberg's Two-Factor Theory was nominated as the grounding theory upon which the study was structured. This motivational theory a spect of the study was balanced with consideration of the social and cultural aspects of working in the outdoor industry. The major finding of the study was that outdoor staff are heavily motivated by autonomy, responsibility, challenge, altruism and variety. They are most strongly de-motivated by external factors, notably poor centre administration and inadequate resources. A multilayered motivational model was developed to give structure and synthesis to these findings. It was also found that outdoor staff are less interested in linear career progression in the conventional understanding than in progression through personal and professional development. It was noted, however, that this progression was subject to lifestage changes. Although outdoor staff were found to be transitory it was put forward as a recommendation that challenge and variety could be found from within a stable employment situation and that, as a result, the outdoor industry needed to adopt a different approach to career structure. A second model, the redeveloped career pyramid, was suggested to demonstrate these recommendations.

D. Litt. et Phil. / Factor analytic techniques were used to investigate the psychometric properties of three measuring instruments, namely the Adult Career Concerns Inventory (Super, Thompson & Lindeman, 1988), the Career Attitudes and Strategies Inventory (Holland & Gottfredson, 1994), and the Career Resilience Questionnaire (Fourie & Van Vuuren, 1998). The analyses served the purpose of elucidating the conceptual meanings of the constructs of career concerns, career status and career resilience in adult vocational adjustment. In an exploratory factor analysis of the Adult Career Concerns Inventory theoretical considerations suggested the extraction of four factors which explained 74% of the variance in the correlation matrix. The communalities of the variables were determined by means of squared multiple correlations of the subscales. On oblique rotation by means of Promax, a four factor solution was supported, reflecting the underlying dimensions of Exploration, Establishment, Maintenance and Disengagement. High correlations among the factors suggested the presence of a general factor, which may be termed career concerns. A factor extension analysis indicated the high quality of the test items, and a high level of correspondence between the Maintenance and Establishment factors. Maximum likelihood confirmatory factor analyses of the Adult Career Concerns Inventory were subsequently performed to test four and three factor measurement models. The estimated standardised factor pattern coefficients of both the models were found to be statistically significant. High correlations between the Maintenance and Establishment factors from the four factor model however favoured the three factor model, which allows for the merging of these two latent dimensions. In an exploratory factor analysis of the Career Attitudes and Strategies Inventory use were made of constructed item parcels. Theoretical considerations suggested the extraction of nine factors, which accounted for 54% of the variance in the correlation matrix. The squared multiple correlations of the Career Attitudes and Strategies Inventory item parcels were used to determine the initial communalities, and the nine factors were obliquely rotated by means of Promax. With the exception of two of the parcels, the factor pattern coefficients indicated that all the item parcels could be explained by nine factors that correspond with the Career Attitudes and Strategies Inventory subscales, namely Job Satisfaction, Career Worries, Family Commitment, Interpersonal Abuse, Skill Development, Geographical Barriers, Risk-taking Style, Work Involvement, and Dominant Style. The relative independence of these factors were inferred from the interfactor correlation matrix. A factor extension analysis indicated the overall high quality of the test items. A maximum likelihood confirmatory factor analysis of the Career Attitudes and Strategies Inventory at item parcel-level was based on a measurement model in accordance with the nine factors mentioned above. This analysis supported the nine factor model and revealed interesting relations among the dimensions of the Career Attitudes and Strategies Inventory. An exploratory factor analysis of the Career Resilience Questionnaire at item-level was also performed. Although the Kaiser criterion suggested the extraction of as many as 15 factors, and the MAP values suggested six factors, the initial communalities based on the squared multiple correlations were also considered. The initial communalities were reiterated twice, and the residual four factors accounted for 27% of the variance. An oblique rotation of the factors by means of Promax resulted in the tentative labelling of four latent dimensions, namely Leadership, Sense of Security in One’s Career, Acceptance of Uncertainty, and Values. These factors had satisfactory reliability coefficients, but no significant intercorrelations. Due to the theoretical inadequacies of this analysis, an oblique multiple groups factor analysis of the Career Resilience Questionnaire was performed in an attempt to cross-validate the factor solution reported by Fourie and Van Vuuren (1998). Low reliability coefficients of the factors were however obtained, an the postulated measurement model could not be supported. In an interbattery factor analysis of the Adult Career Concerns Inventory and the Career Attitudes and Strategies Inventory both theory and reliability coefficients of various factor solutions were considered, which resulted in the extraction of six factors. The factors were rotated obliquely by means of Direct Quartimin. The resultant factor solution met theoretical expectations by indicating several shared dimensions of the two instruments. Implementation, Advancing, Holding and Updating were grouped with Career Worries and Risk-taking Style. Job Satisfaction related negatively in a shared dimension with Crystallisation, Specification, Implementation, Retirement Planning and Retirement Living. Innovation was associated with Work Involvement, Skill Development and Dominant Style. Stabilisation, Risk-Taking Style and Geographical Barriers formed a shared dimension. Deceleration and Interpersonal Abuse were likewise associated. Lastly, Family Commitment and Updating shared a negative relation within another dimension. In essence, these factor analyses support the construct validity, theoretical generalisability, and usefulness of both the Adult Career Concerns Inventory and the Career Attitudes and Strategies Inventory, but fails to support the construct validity of the Career Resilience Questionnaire. Moreover, a foundation has been laid for the theoretical integration of the constructs of career concerns and career status.

The present research introduces a framework for multiplex developmental partnerships. First, using a qualitative case study methodology, I found that developmental partnerships are dyadic multiplex relationships involving flexible and permeable intra-relational role boundaries, comprised of interdependent dyad partners. I integrated role theory and social interdependence theory to help understand the affective, behavioral, and cognitive interdependence dimensions present in developmental partnerships. Analysis of interviews revealed that each dimension of interdependence is associated with a specific intra-relational role: companion, collaborator, and balanced developer. Second, I created a measure, the Developmental Partnerships Inventory. Results indicate the new measure demonstrates adequately reliability and validity (e.g., construct, convergent, and discriminant validity. This research proposed a theoretical process model of potential antecedents and outcomes of developmental partnerships. I proposed that partners’ trustworthiness, propensity to trust others, and individual authenticity shape the approach dyad members will take towards the relationship. The model also examined the potential for developmental partnerships to influence performance through positive psychological capital and thriving. Finally, I offer a discussion of the contributions of the process model presented in moving research on developmental relationships forward, and potential directions for future research. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2014. / FAU Electronic Theses and Dissertations Collection

Thesis (M.A.)--Boston University / Economic specialization manifests itself in many forms, so that it will be desirable at the outset to distinguish between the various ways in which producing units may be specialized or diversified. Specialization, as the term is used in economics, is the functional differentiation of production, or the division of the various operations of production into various parts performed by individual units of production. It follows from the definition that specialization can be divided into several different classifications, according to (1) the type of differentiation, and (2) the unit of production under conaideration. Two types of differentiation can be distinguished, one of which we shall call "technical specialization" and the other which we shall call "product specialization". Technical specialization is specialization in one or a few operations in the production of one good or of a number of goods, while product specialization may be defined as specialization in all of the operations in the production of a single good. Three units of production are considered in this paper: (a) the region, (b) the firm, and (c) the individual worker [TRUNCATED]

Submitted by Joana Azevedo (joanad@id.uff.br) on 2017-07-03T13:05:49Z No. of bitstreams: 1 Dissert CLAUDIA DO CANTO WILKOSZYNSKI.pdf: 1883905 bytes, checksum: b5ef42c03534a405658ca7885eaf5547 (MD5) / Rejected by Biblioteca da Escola de Engenharia (bee@ndc.uff.br), reason: Item rejeitado, pois a ficha catalográfica está fora do padrão. Atenciosamente, Catarina Ribeiro Bibliotecária BEE - Ramal 5992/5993/5994 on 2017-07-07T12:46:41Z (GMT) / Submitted by Joana Azevedo (joanad@id.uff.br) on 2017-07-25T19:57:40Z No. of bitstreams: 1 Dissert CLAUDIA DO CANTO WILKOSZYNSKI.pdf: 1743726 bytes, checksum: e45f6674c4e72ab4c8e4ca6a1a088568 (MD5) / Rejected by Biblioteca da Escola de Engenharia (bee@ndc.uff.br), reason: Bom dia, Joana! Você pode dar uma olhada na ficha deste trabalho, pois ficou fora do formato (sobrenome em itálico e alinhamento). Obrigada! 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No. of bitstreams: 1 Dissert CLAUDIA DO CANTO WILKOSZYNSKI.pdf: 1883526 bytes, checksum: 6b0faa198b73c09ad5649f7383d9666a (MD5) Previous issue date: 2012-04-11 / A presente pesquisa teve como objetivo elucidar quais são as percepções e comportamentos usuais dos profissionais no que tange à gestão de carreira na atualidade. Para tal, realizou-se um estudo com alunos de cursos de pós-graduação do LATEC/UFF, em curso durante o ano de 2011, e com duas profissionais que atuam na área de gestão de carreira. Neste estudo buscou-se identificar como os indivíduos vêm reagindo frente às mudanças do mundo do trabalho nas últimas duas décadas. Metodologicamente adotou-se diferentes técnicas - tanto para coleta, quanto para análise dos resultados - numa abordagem quanti-qualitativa, a saber: 1) uma survey com os alunos dos cursos de pós-graduação do LATEC/UFF, em 2011; 2) entrevistas com profissionais que atuam na área de gestão de carreira; 3) revisão da literatura, nacional e internacional, sobre o tema. Nesse contexto, os objetivos específicos do estudo foram analisar a possibilidade dos profissionais adotarem predominantemente três posicionamentos frente à gestão de suas carreiras: o primeiro, mais alinhado aos pressupostos dos modelos emergentes de carreira - com especial foco nos modelos de Carreira Proteana (HALL, 1995; MARTINS, 2001; BARUCH, 2006), Carreira sem Fronteiras e Inteligente (ARTHUR, 1994 e ARTHUR e ROUSSEAU, 1996; DEFILLIPPI e ARTHUR, 1994) e Carreira Caleidoscópica (MAINIERO e SULLIVAN, 2005); o segundo, mais alinhados aos pressupostos do modelo de carreira tradicional - CHANLAT, 1995; SULLIVAN, 1999; MARTINS, 2001; SULLIVAN e BARUCH, 2009; ou o terceiro, numa perspectiva mista frente aos pressupostos dos modelos de carreira analisados – tradicional e emergentes. A análise e discussão dos resultados exploraram quantitativa e qualitativamente as percepções e comportamentos sobre gestão de carreira, na ótica dos alunos, das profissionais entrevistadas e da revisão da literatura sobre o tema. Isto permitiu concluir que, no que tange a gestão da carreira, os indivíduos pesquisados evidenciam alinhamento aos pressupostos dos modelos emergentes de carreira no campo da racionalidade e do discurso. Entretanto, não foi possível confirmar comportamentos e práticas que demonstrem que esses indivíduos estejam dedicando-se a um planejamento ativo de seus projetos de carreira ou empreendendo ações intencionais, objetivas e consistentes para sua construção e desenvolvimento. Identificou-se, inclusive que, frente a alguns construtos relativos à gestão de carreira, conservam posicionamentos indefinidos, ou mesmo, mais alinhados aos pressupostos do modelo de carreira tradicional. / This research aimed to identify how individuals have been reacting to the changes in the world of labor during the past two decades. To this end, it was performed a case study with students from postgraduate courses of LATEC / UFF, in progress during the year 2011, and with two professionals working in the area of career management. This research sought to elucidate what were usual behaviors and perceptions of these professionals regarding the management career nowadays. Regarding the methodology, it were adopted different techniques, both for the collection and analysis of the results, into a quantitative-qualitative approach, namely: 1) a survey with postgraduate students from LATEC / UFF in 2011; 2) interviews with professionals working in the area of career management; 3) conducting a national and international literature review on the subject. In this context, the specific objectives of the study were to analyze the possibility of adopting predominantly three professional positions, before managing their careers: 1) more in line with the assumptions of the models emerging career - with special focus on models Protean Career (HALL, 1995; MARTINS, 2001; BARUCH, 2006), Boundaryless Career and Intelligent Career (ARTHUR, 1994, and ROUSSEAU ARTHUR, 1996; DEFILLIPPI and ARTHUR, 1994) and Kaleidoscope Career (MAINIERO e SULLIVAN, 2005); 2) more closely aligned to the assumptions of traditional career model (CHANLAT, 1995; SULLIVAN, 1999; MARTINS, 2001; SULLIVAN e BARUCH, 2009); or 3) in a mixed outlook facing the assumptions of the analyzed career models - traditional and emergent. The analysis and discussion of the results have quantitatively and qualitatively explored the perceptions and behaviors on career management from the perspective of students, interviewed professionals and literature revision on this subject. That allowed to conclude that, when it comes to career management, surveyed individuals have showed significant alignment to the assumptions of the emerging career models, both in the field of rationality and discourse. However, it was not possible to confirm behaviors and practices that demonstrate that these individuals are engaging in an active planning of their career´s project or undertaking actions intentional, objective and consistent in its construction and development. It was identified, including that against some constructs relating to career management, retain positions undefined, or even more in line with the assumptions of the traditional career model.

Made available in DSpace on 2016-04-25T16:44:14Z (GMT). No. of bitstreams: 1 Carlos Eduardo S Tieppo.pdf: 2067293 bytes, checksum: 14717d74f219e6960bfd665be46cf02b (MD5) Previous issue date: 2010-11-18 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / In recent decades, changes in labor relations, caused by a new social paradigm have led to the emergence of new career models. Nowadays, the old psychological contract marked by the promise of a long-term job can no longer be held. In this new scenario, people are urged to take responsibility for their own career and new approaches of personal development are, therefore, arising. Among them, the approach of Boundaryless Careers takes into account factors of flexibility and independence between the organization and the individual and also considers aspects of personal fulfillment. Such concept has been used in this piece of work to investigate the personal management of one s career by physicians who have been enrolled in medical specialization through residency training program; and the general goal of this study was the identification of the manifestation of Boundaryless Careers in the management of the medical career, recognizing the values that guide professional decisions in this professional category. The methodological approach adopted in this study was quantitative, presented through a survey conceived for professionals who have acquired a degree of medical specialization at a teaching hospital in the City of São Paulo and have concluded their undergraduate degree at most 10 years ago. The assumption of this study s basic hypothesis that the Boundaryless Career Model explains the Model of the Medical Career in Brazil was accepted. The results that lead to this acceptance show that the values and competences that such individuals apply to build their careers are expressed in the following patterns: strong identity with the sense of work; constant learning; low degree of dependence of an organization and psychological success. Besides this identification with forms of manifestation of Boundaryless Careers, the fact that such professionals, when achieving progress in their careers, start to show characteristics of protean careers. Despite this identification, the results have not allowed the complete establishment of a pattern for all physicians. Therefore, the findings show that Boundaryless Careers can t be generalized or even explain the totality of today s careers; however, it helps the comprehension of a significant part of professionals that make use of it to build and manage their careers / Nas últimas décadas, transformações nas relações de trabalho, ocasionadas por um novo paradigma social, propiciaram o surgimento de novos modelos de carreira. Atualmente, o antigo contrato psicológico caracterizado pela promessa de emprego de longo prazo não se sustenta. Nesse novo cenário, as pessoas são chamadas a assumir a responsabilidade da própria carreira. Surgem, então, novas abordagens de desenvolvimento profissional, entre elas, a das carreiras sem fronteiras, que consideram fatores de flexibilidade e independência entre indivíduo e organização e que, além disso, incorporam aspectos de realização pessoal. Tal conceito foi utilizado nesse trabalho para a investigação da gestão pessoal da carreira por médicos que cursaram especialidade médica através de residência. Como objetivo geral do estudo, buscou-se identificar a manifestação das carreiras sem fronteiras na gestão da carreira médica, identificando os valores que norteiam as decisões profissionais dessa categoria profissional. O procedimento metodológico adotado no estudo foi o quantitativo, apresentado através de questionário do tipo survey para profissionais que possuíssem especialidade médica cursada num hospital-escola da cidade de São Paulo e com até dez anos de formação acadêmica da graduação. A suposição da hipótese básica desse estudo de que O Modelo de Carreiras sem Fronteiras explica o Modelo de Carreira Médica no Brasil foi aceita. Os resultados, que levam a essa aceitação, mostram que os valores e competências que tais indivíduos empregam para construir suas carreiras são manifestados da seguinte forma: forte identidade com o sentido do trabalho; aprendizado constante; baixa dependência de uma organização e sucesso psicológico. Além da identificação dessas formas de manifestação das carreiras sem fronteiras, foi constatado que, ao evoluir na carreira, tais profissionais passam a apresentar também características das carreiras proteanas. Apesar da identificação dessas formas de manifestação das carreiras sem fronteiras e das carreiras proteanas no grupo estudado, os resultados não permitiram estabelecer por completo um padrão para todos os profissionais de Medicina. Constata-se, então, que o modelo das carreiras sem fronteiras não pode ser generalizado, nem mesmo explicar a totalidade das carreiras atuais, entretanto, ajuda a compreender uma significativa parte dos profissionais que fazem uso dele para construir e gerir suas carreiras

Thesis (Ph.D.)--Baylor University, 2005. / Includes bibliographical references (p. 135-139).

This study sought to understand how individuals come to be educational developers, specifically, their individual and collective journeys toward entry to the profession, the drivers and conditions that shape developer pathways, a sense of how practitioners characterize their developer role and conceive the field overall, and, finally, the point at which they come to associate with the field and identify with what they do. To explore and examine these questions, a qualitative study was undertaken with a subset of the development community. Eighteen Canadian university educational developers, all formally associated with a campus-wide or discipline-based teaching and learning unit, were invited to share their stories. Drawing upon the metaphor of journey to conceptualize the research and storytelling process, and framing the analysis and discussion from a career development and community of practice perspective, the process of becoming an educational developer was revealed. Two trajectories to educational development were identified: (1) those coming from outside higher education and (2) those transitioning from within their academic institution. Various conditions, situational factors, social encounters, or drivers, often serendipitous in form, influenced their journeys, with some participants experiencing more direct paths to the profession and others encountering more twists and turns. Select types of individuals (gatekeepers, distractors, mentors, enablers) also significantly impacted their pathways. Participants characterized their developer role broadly (facilitator, connector, consultant, champion, change agent) and conceived educational development along service, professional, and academic lines. Commitment to the profession and their role solidified within two to four years upon entry. Currently, the field of educational development operates without any formalized career structures to guide entry to or facilitate advancement within the profession. As the community continues to grow and situate itself within the higher education landscape, identifying what attracts developers to the field, their individual pathways, as well as how and when they come to associate with the profession, especially in the absence of socialization and induction strategies, is crucial. With limited research examining the process of becoming a developer and the attraction of working in the field, this study provides a basis from which to continue to examine questions associated with growing and sustaining an emergent profession.

This study presents the investigation of the career transition experience of immigrant skilled workers with a focus on their experiences with career compromise and the coping strategies that they used. The grounded theory approach of qualitative analysis method was used to analyze 20 interview transcripts with participants who had received their education/training and had at least 1 year of work experience prior to immigrating to Canada. The interviews revealed that the career transition journeys of immigrant skilled workers were thwarted with acculturation and career-seeking barriers, which made their career transition experiences quite compromising. The findings support the notion of positive compromise whereby the participants utilized their human agency and open-mindedness to deal with their career compromise. An immigrant vocational theory and an immigrant career compromise theory are proposed. Practical implications and future research directions are discussed.

This study presents the investigation of the career transition experience of immigrant skilled workers with a focus on their experiences with career compromise and the coping strategies that they used. The grounded theory approach of qualitative analysis method was used to analyze 20 interview transcripts with participants who had received their education/training and had at least 1 year of work experience prior to immigrating to Canada. The interviews revealed that the career transition journeys of immigrant skilled workers were thwarted with acculturation and career-seeking barriers, which made their career transition experiences quite compromising. The findings support the notion of positive compromise whereby the participants utilized their human agency and open-mindedness to deal with their career compromise. An immigrant vocational theory and an immigrant career compromise theory are proposed. Practical implications and future research directions are discussed.