This study examined the career development experiences of one African American man, a former student-athlete in a Division I revenue generating football team. This study focused on his experiences as a student-athlete who participated in football as he transitioned out of elite athletics. Division I collegiate athletics represents a highly sought opportunity (NCAA, 2015h). However, this opportunity may reduce college completion and disrupt maximal career development (Hartman, 2014; Van Rheenen, 2013). This qualitative case study of one participant explored the nuanced influences and pathways the participant used to enter his current career after completing college. Mark Savickas’s (2002) Career Construction Theory (CCT), a constructivist non–a priori narrative theory, served as the theoretical framework. Qualitative interview data were collected during a progressive series of three separate in-depth, face-to-face interviews. Data were first analyzed using an inductive, open-coding process. Four patterns emerged from the data relative to the participant’s career development experiences: ambivalence, performance prioritization/competitive spirit, practical mind-set/good judgment, and value of selected communities, which helped him decide on the ideal career environments. Findings were then analyzed via the Savickas CCT tenets of successful career construction that include life themes, self-concepts, and life design. Findings include (a) the participant executed a largely linear pathway developing his career since retirement from elite athletics, (b) the participant experienced minimal challenges to reaching his current level, and (c) that participation in collegiate football provided valuable career development experiences. Additionally, the findings demonstrated a positive career development based on the participant’s alignment of CCT tenets life themes, self-concepts, and life design.

The objective of the present study was to explore whether individuals' career anchors are dependent on their personality types. The Career Orientation Inventory (COI) and the Myers-Briggs Type Indicator (MBTI) were administered to a sample of honours students in the subject field of Industrial and Organisational Psychology in order to measure the relationship between the two constructs. For statistical purposes only the female participants were included in the final sample analysis (N=117) because of the underrepresentation of males. Statistically significant differences were established with regard to the security/stability career anchor and the ESFJ, ENFP, ESFP and INFP personality types. It is recommended that future studies include larger samples that are more representative of all possible sixteen (16) personality types and a broader range of occupations. The findings contribute new knowledge regarding the career anchors and personality preferences of females pursuing further studies in the field of IO-Psychology. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The objectives of the research were: (1) to establish the relationship between individuals’ emotional affect, career resilience and their career orientations, (2) to explore the moderating role of emotional affect in the career resilience-career orientations relationship, and (3) to determine if employees from different years of service, occupational level, gender, age and race groups differ significantly in relation to their emotional affect, career resilience and career anchors. A convenience sample (N = 143) of predominantly black African people (86%) and staff level (80%) employees with more than 10 years of service (60%) participated in the study (mean age: 41 years; men: 52%; women: 48%). Correlational analysis showed significant associations between the variables. Hierarchical moderated regression analysis indicated high positive affect as a significant moderator of the career resilience-managerial competence career anchor relationship. High negative affect and low negative affect significantly weakened the career resilience-entrepreneurial creativity, career resilience-pure challenge and career resilience-lifestyle relationships. Significant differences were detected between the years of service, age and race groups regarding the variables. The findings may potentially inform the career development of employees in the Public Service / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The research focuses on investigating the relationship between individuals’ career adaptability, employability attributes and retention factors within the context of talent retention in the 21st century workplace. A quantitative research approach was followed, and a probability sample of (N = 337) of single (42.7%), African (53.4%), female (65.9%), individuals between the ages of 26-40 years (57.4%), who are part time employees (50.7%), mostly at staff level (54.0%) were utilised. Correlational analysis indicated differences between the variables of CAI, EAS and RFMS. Inferential statistics showed a strong relationship between the variables of career adaptability, employability attributes and retention factors. Stepwise hierarchical regression analysis showed that age, gender, race, marital status and job level, their career adaptability and employability attributes significantly and positively predict retention factors. Test for mean differences revealed that males and females differed significantly in terms of their career adaptability, employability attributes and retention factors. Recommendations are suggested for use by human resource professionals in terms of retention practices. / Business Management / M. Com. (Business management)

The objective of the present study was to explore whether individuals' career anchors are dependent on their personality types. The Career Orientation Inventory (COI) and the Myers-Briggs Type Indicator (MBTI) were administered to a sample of honours students in the subject field of Industrial and Organisational Psychology in order to measure the relationship between the two constructs. For statistical purposes only the female participants were included in the final sample analysis (N=117) because of the underrepresentation of males. Statistically significant differences were established with regard to the security/stability career anchor and the ESFJ, ENFP, ESFP and INFP personality types. It is recommended that future studies include larger samples that are more representative of all possible sixteen (16) personality types and a broader range of occupations. The findings contribute new knowledge regarding the career anchors and personality preferences of females pursuing further studies in the field of IO-Psychology. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

The objectives of the research were: (1) to establish the relationship between individuals’ emotional affect, career resilience and their career orientations, (2) to explore the moderating role of emotional affect in the career resilience-career orientations relationship, and (3) to determine if employees from different years of service, occupational level, gender, age and race groups differ significantly in relation to their emotional affect, career resilience and career anchors. A convenience sample (N = 143) of predominantly black African people (86%) and staff level (80%) employees with more than 10 years of service (60%) participated in the study (mean age: 41 years; men: 52%; women: 48%). Correlational analysis showed significant associations between the variables. Hierarchical moderated regression analysis indicated high positive affect as a significant moderator of the career resilience-managerial competence career anchor relationship. High negative affect and low negative affect significantly weakened the career resilience-entrepreneurial creativity, career resilience-pure challenge and career resilience-lifestyle relationships. Significant differences were detected between the years of service, age and race groups regarding the variables. The findings may potentially inform the career development of employees in the Public Service / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

La carrière des cadres est un objet de recherche toujours d’actualité. Que la carrière soit appréhendée dans un contexte organisationnel ou hors organisation, la carrière est diverse, influencée par les contextes et les transitions professionnelles.Cette thèse aborde par une démarche qualitative les trajectoires de carrière des cadres qui ont connu de nombreuses transitions professionnelles. Les hommes et les femmes interrogés ont tous participé à un programme d’accompagnement de leur dernière transition professionnelle au sein d’une association à but non lucratif.Nous les avons rencontrés après cette transition : ils ont tous retrouvé un emploi. Notre recherche a cherché à comprendre leurs trajectoires professionnelles, la manière dont ils ont rebondi, leurs transitions professionnelles successives.Cette recherche présente plusieurs intérêts tant pour le chercheur que pour le manager. Tout d’abord, nous avons identifié les déterminants des transitions professionnelles dans les trajectoires. Ensuite, l’utilisation d’un questionnaire sur les ancres de carrière nous a permis de distinguer des groupes de cadres selon leurs ancres dominantes.Un autre intérêt de notre recherche est l’utilisation de la typologie de Driver appliquée à nos groupes.Le dernier intérêt de notre travail de recherche est la mise en évidence de l’interdépendance du sentiment de réussite, des ancres de carrière et de la typologie de Driver pour l’étude des trajectoires professionnelles actuelles / The careers of executives are a recurring subject of research. Wether career is apprehended in an organizational context or outside organization, it is diverse, influenced by the contexts and professional transitions.This thesis uses a qualitative approach of career paths of executives who experienced many professional career transitions. Men and women interviewed were all involved in an accompanying program offered by a non-profit organization during their last professional transition.We met them after this transition: they all found jobs. Our research sought to understand their career paths, the way they rebounded from career setbacks, their successive professional career transitions.This research has several advantages for both the researcher and the manager. First, we identified the main determinants of professional transitions in the trajectories. Then, by using a questionnaire on career anchors we defined groups of executives based on their dominant anchors

Diploma thesis is focused on system of career guidance in the Czech Republic and Germany. The aim of this thesis is to analyze system of career guidance for adults in the Czech Republic and compare it with current situation in Germany. The first part of the thesis deals with definition of career and its development. Thesis then deals with guidance and with theoretical approaches in career guidance. The second part of thesis is dedicated to framework of comparative study and determines criteria, which are going to be use in the thesis. Another part is focused on description of career guidance system in the Czech Republic and Germany. In last part of the thesis is described comparation with list of recommendations and project suggestions for implementation in the Czech Republic.

The career counselling services industry is currently being challenged by a unique set of conditions which has resulted in calls for a greater client orientation in the delivery of career services. The current study takes up this challenge by using marketing concepts to explore the relationship between the expectations (desired) people in career transition have of a career counselling service and the perceptions career counselling service providers have of client expectations. In the process, it also examines variables (career transition group membership, career decision-making self-efficacy, age, gender, and previous experience with a career counselling service) that may impact on the expectations people in career transition have of a career counselling service. The study used a three-phased mixed method approach to gather expectation and perception data. In Phase 1, focus group interviews were conducted with participants from three career transition groups - Year 12 students, final year university students, and adults in midcareer transition. A series of one-to-one interviews with three groups of career counsellors (those in schools, tertiary institutions, and private practice) was undertaken in Phase 2. Phase 3 consisted of a questionnaire, which was administered to broader populations of people in career transition and career counsellors. The people in career transition subject group completed a three-part questionnaire consisting of the Expectations About Career Counselling measure (developed by the researcher), the Career Decision-Making Self-Efficacy-Short Form (an existing measure), and demographic questions. Career counsellors completed a two-part questionnaire, which included the Expectations About Career Counselling (EACC) and demographic questions. The people in career transition subject group were asked to respond to the EACC according to what they wanted from a career counselling service. Career counsellors were asked to respond to the same measure as if they were one of their clients attending their first career counselling interview. In the development of the EACC, an existing measure (the Expectations About Counselling-Brief Form; Tinsley, 1982), was modified using career counselling expectation themes derived from the analysis of data collected in Phases 1 and 2. Factor analysis of the data obtained from the EACC identified four clear factors. These factors were named Career Counsellor Responsibility, Client Responsibility, Quality Outcome and Realism. The findings from Phase 3 indicated that people in career transition had high to very high expectations for the EACC subscales Career Counsellor Responsibility and Quality Outcome, moderate expectations for Realism, and moderate to high expectations for Client Responsibility. Significant differences were found based on transition group membership, gender, age, and previous experience with a career counselling service. In addition, it was found that people in career transition had moderate to high career decision-making self-efficacy and that respondents with higher self-efficacy scores also had higher expectations of a career counselling service. The findings also indicated that there was a significant difference or gap between the expectations of people in career transition and the perceptions of career counsellors concerning client expectations of career counselling. Career counsellors perceived that clients were less committed and more unrealistic about the career counselling process and the counsellor's role than was indicated by the results from the people in career transition subject group. Recommendations based on the findings of this research study were made for career counsellors, professional associations, education and training organisations, education institutions and systems and government policy makers. Specifically, the recommendations addressed the importance of acknowledging, clarifying, and managing client expectations, providing interventions to educate people in career transition about the career decision-making process and the role of the career counsellor, and the implementation of processes to promote ongoing professional development in the career counselling services industry.

Since the beginning of 2000 the media have often referred to the decrease in the number of teachers in South Africa. In the light of the discrepancy between the supply and demand of teachers, I have explored some factors that possibly contribute to the career choice of teachers. I departed from a positivist as well as an interpretevist approach. The research included the implementation of a First-year Teacher Questionnaire. Some career development theories are discussed as the theoretical grounding for the career choice of first-year teaching students. First-year teaching students generally have a positive perception of teaching, based mainly on their belief that teaching offers ample opportunities for potential-facilitation, selffulfilment, self-discovery, as well as fringe benefits. It seems that where negative perceptions existed, they were based on observable hindrances and personal issues. My research complements the Social Cognitive Career Theory and confirms the concern for the fact that a relatively small percentage African language-speaking students, especially males, choose teaching as a field of study / Dissertation (MEd (Educational Psychology))--University of Pretoria, 2007. / Educational Psychology / unrestricted