This research aimed to investigate the internal and external factors influencing career choice and development over a period of approximately ten years and subsequently the variation in, or development of, these factors over this time. In addition, further investigations aimed to understand the extent to which broader economic and global shifts have influenced career trajectory or the experience of careers. The participants in this research were five males, aged between twenty-eight and fortyone, currently completing their Master of Business Administration (MBA). The participants, from different race groups, were interviewed twice using semi-structured interviews and their information recorded and analysed. The analysis, making use of inductive thematic analysis, realised approximately 17 themes that aided in the following findings being confirmed: Firstly, both internal and external factors influenced initial career choice with external factors being somewhat predominant. Secondly, findings suggested a strong relationship between these two sets of factors, with initial internal factors increasing considerably with time, becoming strongly dependant on an entirely new, different set of external factors. Thirdly, findings suggested that career direction and trajectory has become more dynamic and diversified as a result of immense changes in the actual job, resulting in individuals recognising the need to acquire more specialised skills and knowledge to adapt to the current job. In terms of the acquisition of skills, findings suggest that there is no need to change/move jobs; instead it is more important to acquire skills necessary to grow and develop within their current job and company. Results conclude that employees would only be inclined to move/ change jobs only if there was no room for growth and development. Finally, considerable emphasis is being placed on the self, i.e.: self-management of one's career, one's quality oflife and emphasis on personal development (such as the enrolment for an MBA). / Thesis (M.Soc.Sc.)-University of Kwazulu-Natal, Durban, 2006.

No description available.

Fatal attraction is defined as those qualities which initially attract, but are later deemed unattractive and repellent. Fatal attraction has been predominantly examined and supported to exist in the area of romantic relationships. The current study extended a theory of love and applied this idea to work, and represents the first application of this concept in relation to careers. In Study 1, the fatal matches between attractive and unattractive qualities of jobs (e.g. ‘challenging’ fatally matched with ‘stressful’) were obtained. Study 2 asked 110 participants who had either left a job or were contemplating leaving it to complete a questionnaire in which they nominated attractive and unattractive qualities of the job. Study 1’s matches were used to examine whether fatal attraction to careers occurred. The results supported the existence of fatal attraction to jobs. Fatal attraction was found to vary significantly with occupation and the nature of the attractive quality sought in a job. These findings add to both the understanding of career and job decision processes; and the knowledge of fatal attraction as a construct. Further exploration is encouraged due to the relevance for both organisations and individuals.

This thesis reports on an investigation into teacher commitment in secondary schools in Seychelles. The overarching aim was to gain an insight into the experiences and perceptions of teacher commitment in order to get a better understanding of teachers’ career trajectories and issues relating to teacher retention. Another aim was to explore the experiences and perceptions of the participating teachers, headteachers and policymakers on the factors that influence commitment and trajectories of secondary teachers at the different stages of their teaching careers. In order to achieve these aims a qualitative methodology was chosen with a combination of three different approaches: phenomenography, phenomenology and multiple case studies. The use of multiple-approaches was considered appropriate in order to enhance the results of the investigation of such a complex phenomenon like teacher commitment. The case studies focused on four teacher groups representing newly qualified teachers, mid-career teachers, experienced teachers and teachers who had left the profession. Data were sought from different participant groups in relation to teacher commitment, experiences and career trajectories. The exploration involved semi-structured interviews with secondary teachers, headteachers and policymakers. The findings show that participants describe teacher commitment in relation to altruism, personal qualities, pedagogical content knowledge and connectedness. The ideas of what constitutes a committed teacher for these participants reveal complexity in the phenomenon of teacher commitment. Personal, organisational and contextual factors are found to influence these participants’ understandings. The findings identify a complex interplay of personal and contextual spheres of influence on teacher commitment. Another level of complexity that the findings revealed relate to the interconnection between teacher commitment, teachers’ career stages and retention. The commitment of beginning teachers is found to be more at risk than that of mid-career and experienced teachers. Education stakeholders hold different views to those of teachers on the factors that impact on teacher commitment and retention. The study concludes by proposing a conceptual model for teacher commitment that illustrates its complex nature. Teacher commitment is multifaceted and the nature and level of commitment held by teachers involves the constant negotiation between these different factors. The findings of the study contribute to a nuanced understanding of teacher commitment and have the potential to generate more in-depth and extensive studies of this phenomenon. These findings may inform policymakers both in Seychelles and in other national and international contexts about issues relating to teacher recruitment, development and retention, which are worldwide concerns.

No description available.

Career success has become one of the most central issues in the 21st century as the nature of careers has undergone major changes over the past two decades. The change in perception that has taken place in terms of the nature of work has led to increased uncertainty about career development as a construct and as a practice. Career success has therefore become not only of interest and concern for individuals, but also a priority to organisations as the realisation of employees’ personal goals and success can eventually contribute to the realisation of the organisation’s goals and successes. Therefore the general objective of this study was to explore the experience and conceptualisation of career success among South African executives. This study utilised a qualitative research design with an exploratory approach to investigate executives’ conceptualisation and experience of career success. A non-probability purposive, voluntary sample of 24 participants was drawn from two seperate international financial organisations with offices located in Johannesburg. The data collection process was performed through semi-structured individual interviews and the verbatim transcriptions that were captured from these interviews, were analysed using content analysis. The twelve main themes that were extracted from the interviews are set out as follow: general conceptualisation of career success; executives’ personal meaning associated with career success; transformation of perceptions; future goals of executives; factor’s influencing executives’ career success; personality attributes related to career success; contributing factors to the career success of executives; hindering factors in career success; potential for experiencing turnover intention; consequences of career success; role of the organisation; and prerequisites for career success. It is crucial that organisations be made more aware of the significance of executives’ conceptualisation and experience of career success (as highlighted within this research).This is especially the case when considering future career and succession planning and mapping. Organisations should be familiar with the potential influencing and hindering factors (e.g. lack of opportunities, lack of support, organisational culture, etc.). They should be prepared to address the adverse impact that these factors could have as obstacles to employees and particularly for executives to attain career success. If these hindrances are not addressed it could lead to increased job dissatisfaction and consequently increased turnover intention. They should also be alert to the contributing factors and other factors conducive to career development (e.g. support and buy-in from organisation, or being given challenges and opportunities) that facilitate career success. By providing an environment that helps career development along, the experiece of career success is increased. This can lead to various positive outcomes, such as increased job performance, organisational commitment, employee engagement, career satisfaction and talent retention. Talent retention is particularly important as one can gather from the data collected among the executives. Thus, in order to retain them as valuable employees, it is crucial to address and fulfil their career needs accordingly. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

Career success has become one of the most central issues in the 21st century as the nature of careers has undergone major changes over the past two decades. The change in perception that has taken place in terms of the nature of work has led to increased uncertainty about career development as a construct and as a practice. Career success has therefore become not only of interest and concern for individuals, but also a priority to organisations as the realisation of employees’ personal goals and success can eventually contribute to the realisation of the organisation’s goals and successes. Therefore the general objective of this study was to explore the experience and conceptualisation of career success among South African executives. This study utilised a qualitative research design with an exploratory approach to investigate executives’ conceptualisation and experience of career success. A non-probability purposive, voluntary sample of 24 participants was drawn from two seperate international financial organisations with offices located in Johannesburg. The data collection process was performed through semi-structured individual interviews and the verbatim transcriptions that were captured from these interviews, were analysed using content analysis. The twelve main themes that were extracted from the interviews are set out as follow: general conceptualisation of career success; executives’ personal meaning associated with career success; transformation of perceptions; future goals of executives; factor’s influencing executives’ career success; personality attributes related to career success; contributing factors to the career success of executives; hindering factors in career success; potential for experiencing turnover intention; consequences of career success; role of the organisation; and prerequisites for career success. It is crucial that organisations be made more aware of the significance of executives’ conceptualisation and experience of career success (as highlighted within this research).This is especially the case when considering future career and succession planning and mapping. Organisations should be familiar with the potential influencing and hindering factors (e.g. lack of opportunities, lack of support, organisational culture, etc.). They should be prepared to address the adverse impact that these factors could have as obstacles to employees and particularly for executives to attain career success. If these hindrances are not addressed it could lead to increased job dissatisfaction and consequently increased turnover intention. They should also be alert to the contributing factors and other factors conducive to career development (e.g. support and buy-in from organisation, or being given challenges and opportunities) that facilitate career success. By providing an environment that helps career development along, the experiece of career success is increased. This can lead to various positive outcomes, such as increased job performance, organisational commitment, employee engagement, career satisfaction and talent retention. Talent retention is particularly important as one can gather from the data collected among the executives. Thus, in order to retain them as valuable employees, it is crucial to address and fulfil their career needs accordingly. / Thesis (MCom (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013.

Over the past fifteen years, Manitoba’s aggressive immigration strategy has brought thousands of newcomers to the province, many of whom relocated with spouses and families. The proposed study aims to explore the struggles and successes that immigrant women face when they relocate to Manitoba primarily for their partners’ work opportunities, with the intention of informing education and settlement services for these women. The study adopts gender role theory as the main theoretical framework, exploring assumptions and the impact they might have on the relationships and decision making of couples who immigrate to Manitoba (Mincer, 1978). Data collection techniques include a semi-structured interview and email communication. The findings will illuminate the experiences and perspectives of immigrant women who relocate with their partner or spouse to Manitoba, and may inform the work of educators, policy makers, settlement services, and dual-career consultants who support this population.

No description available.

Flexible employment patterns is a fast growing organisational policy. The enormous growth of temporary employment suggests that time spent in temporary employment may increasingly characterise typical career paths. For individuals building a career within a temporary employment environment may mean something very different from building a career in a world of permanent and stable employment relationships. It is anticipated that those on temporary or otherwise precarious contracts will conceivably display lower levels of commitment to the work organisation than those enjoying job security and career advancement within the ladder of hierarchy. Indeed, the combined promise of job security and career advancement within corporate hierarchies as linked with incremental increases in authority status and pay have constituted the major rewards through which organisations have been able to elicit organisational attachment and commitment from their employees. The popularity of the concept appears to stem from its linkage with several desirable employee behaviours contributing to organisational effectiveness and efficiency. However, the HRM goals of improved employee commitment will potentially be undermined by the introduction of flexible work and employment patterns. The purpose of this study was to identify the degree the nature and antecedents of organisational commitment for short term professionals. The main argument of the present research is that the new forms of job security rest on the base of employability security. Employability security comes from the chance to accumulate human capital - skills reputation that can be invested in new opportunities as they arise. Our findings supported this argument and explained significant amount of variance in commitment. Additionally our findings reveal the changing nature of commitment. The emergence of "reflective" commitment put forward a new type of commitment. According to "reflective" commitment individuals develop primarily "commitment to self' which is projected to the organisation and reflects the realisation of individual and organisational pursuits.