A manager¡¦s growth can reflect the type of culture, environment, and institution of an organization. In addition, great career progresses contribute to a positive growth of both the company and the manager. In the past, most research focuses on how to build up a succession planning and some studies investigate how a manager¡¦s behavior, personnel traits, and style of leadership can influence the organization. With Narrative Inquiry, this article focuses on career development of some senior managers to investigate their learning progress to help researchers remodel (review) the managers¡¦ career experiences. This research expects to reveal the managers¡¦ roles and styles. Besides, the findings will lay bare their behavior and cognition with the organization through their own narratives. The environment and opportunities created by the organization motivate the managers to keep learning in their careers. Furthermore, the managers usually make good use of the challenges they have faced to experiment their concepts in action so as to obtain experiences for transforming their opinions and action. The managers¡¦ learning progresses, which have a great impact on their cognition and construction of the roles they play, also shows that learning behavior and construction of role will be interactive. The research purports to illustrate the forces and factors that will impact the managers in their careers in the organization and help the organization to build an appropriate environment beneficial both to the managers and the companies they work for.

The purpose of this study was twofold: (1) to identify the successful experiences and strategies implemented by Hispanic administrators who have a successful career in higher education and (2) to take a futuristic look at the careers of Hispanic administrators in higher education by identifying recommendations and strategies proposed by a panel of successful Hispanic administrators to help Hispanics in the future. To focus on the career development of Hispanic administrators, a Delphi panel of 11 administrators who serve in the role of Vice-Presidents, Presidents and Chancellors from across the country was utilized. This research used a computer-based Delphi technique. A portion of the three-round study was sponsored by the Center for Distance Learning Research (CDLR) at Texas A&M University. The first round was open-ended. Panelists were asked to answer four research questions. Those items were then put into common themes and sent out for rankings on a 4 point Likert scale for Round 2. Panelists were also given another opportunity to add items to the list during Round 2. Round 3 asked panelists to review their rankings, group rankings and standard deviations. Then they were given an opportunity to change their rankings or keep them the same. Panelists also ranked items that were added during Round 2. A consensus was established on items that were rated either a 3 (agree) or a 4 (strongly agree) by all panelists. Through this study, a total of 48 items met consensus on the four research questions. Many of the items that met consensus addressed the need of inter- and intrapersonal skills as well as leadership abilities. Among the highest ranking items were obtaining a doctoral degree, personal motivation, ability to work with others, communication skills and people skills. Among the recommendations, based on the consensus items, are the creation of a University Minority Graduate Identification Program and the development of an Executive Leadership Program for Minorities.

The purpose of this study was to understand the experiences of women who have children and work in mid-level student affairs positions. The study of this phenomenon was driven by four problems: (a) women face barriers in rising to upper-level leadership positions, (b) women are more likely than men to leave the field of student affairs, (c) there is a dearth of research related to women who have children and work in student affairs, and (d) the mid level has received inadequate research attention. These issues for women in student affairs called for further examination of career development strategies and work-life balance support and initiatives. Without meaningful support for career development and work-life balance, women professionals may continue to leave the field at a higher rate than men. Within the naturalistic inquiry research paradigm, I adopted a phenomenological approach. Fifteen women at colleges and universities in Texas, who held mid-level student affairs administrator positions and were mothers, were interviewed. Data were analyzed using the content analysis method. The findings indicated that the dual roles of being a mother and an administrator presented challenges and rewards for each participant. The women often experienced overlap or collision between the two roles and the navigation of the role collision prompted the women to develop strategies to address these challenges. The five most common strategies that participants used were (a) building support systems, (b) defining boundaries, (c) managing time efficiently, (d) focusing on family, and (e) taking care of self. An analysis of the women's experiences related led to five major conclusions: (a) mother + administrator = a potentially rewarding challenge, (b) acknowledging role interconnectedness is important, (c) combining the two roles comes at a cost, (d) career path is shaped by dual identifies, and (e) personalized strategies are key to success. Based on the findings, a new conceptual framework was developed to capture the essence of women administrators in student affairs. Implications for human resource development were drawn to address career development and work-life balance issues in the field of student affairs.

Abstract The objective of this research is to develop a greater understanding of the career development of software developers in different generations. This research applies qualitative method by using intensive interviews to form the propositions and put forward the proposals. There are two groups, the first group is referred to the software developers over 40 years of age (includes 40) and the second group is referred to the ones between 30 and 40 years old. The study concluded six propositions. First, the reasons why software developers want to work in Software Industry. Second, the time when they start to study the professional skills in information technology. Third, the timing for software developers is working in Software Industry. The forth, what is really reason they change their careers from Research and Development to management. Fifth, they are many different ideas when they choice to organizations scale. Six, the domination of the career development is very different. The detail results listed below as¡G 1.The reasons between two groups entering in Software Industry are similar, but there are difference between the graduate courses and non-undergraduate courses. 2.The timing both for undergraduate courses and non-undergraduate courses in two group starts to study the professional skills in information technology is similar but the location is slightly different. 3.The timing of entering in Software Industry between two groups is dissimilar. 4.The reasons for software developers that changed their careers from software research and development to management between groups one and groups are slide swift. 5.The choices of the organizations scale between groups one and groups two are various. 6.The domination of the career development between groups one and groups two are different.

The role of military instructor was quite important in the early age of development in Taiwan.Military instructor dedicate much of their time and efforts for keeping safty and harmony inside school,but their social status has been queried by Taiwan society. It is important for education administration and military instructor to understand the career anchor. The purpose of this study are to find the relationship between recognition of changing in external environment,career anchor & job change intention-An example of military instructor in college.This research uses t test,single variance analysis,pearson analysis and step-by-step regression to study the relations of variance.800 questionnaires were released.419 are available.The results of this research result from the statistical analysis of three variables.They are recognition of changing in external environment,career anchor & job change intention. According to the analysis of the research data,we can get the findings of the study as follows¡G 1.The recognition for social support of organization has negative influence to turnover. 2.The recognition for development of organization in the future has negative influence to outbound after resign. The recognition for social surpport of organization has positive influence to outbound after resign. 3.The interaction between the recognition for social surpport of organization and anchor of service/challange has negative influence to turnover. 4.The interaction between the recognition for development of organization in the future and anchor of service location has negative influence to outbound after resign. It is hoped that this results will provide useful information to the policy and decision makers as well as education administrations on how to manage and improve the quality of a military instructor's service on a campus.

In this dissertation, we focus on what the core competencies the manager should have before they take the international assignment and what kind of assessment process and development path they should go through to become a international manager. We interviewed several current international managers in the DaimlerChrysler Group and get their input and also interviewed the HR in the head office to get the clear pictures of the international manager developing program.

Land Survey Bureau, Ministry of Interior is mainly in charge of planning and execution of national cadastral maps, assessment commissioned by judicial and prosecutorial institutes, and inspection on disputes of survey and drawing, etc. The nature of work is external survey. Jobs of surveyors vary on different locations of survey plans and cannot be fixed. Moreover, cadastral maps making by surveyors has a significant influence on the interests of people. In the past years, public voices are getting higher and higher and people have higher demands on service quality of civil servants, brining more pressure to civil servants who want to change jobs as a result. To find out the factors affecting pressure of surveyors and the seriousness of pressure in order to understand surveyors¡¦ tendency to change jobs will not only help improvement of individual work and life but also helps organization development and human resource management. The study targets the Land Survey Bureau and surveyors of the six Survey Teams and is made in questionnaires. A total of 570 copies are issued with 400 valid ones collected and analyzed in SPSS. To begin, descriptive statistics are used to analyze basic data characteristics of the variables. One-way ANOVA is then used to examine distinctive differences on work pressure, work satisfaction and career change tendency of different demographic statistics. Relevant analysis and level regression analysis are adopted to discuss between relevancy of variables and whether there are distinctive influences. The results are: 1.Partial constructs of work pressure, work satisfaction and career change tendency pose distinctive differences from partial demographic statistics. 2.Work pressure has significant negative relevancy with work satisfaction; work pressure has significant positive relevancy with career change tendency; work satisfaction has significant negative relevancy with career change tendency. 3.Work pressure show substantial negative influence over work satisfaction. 4.¡§Social work satisfaction,¡¨ ¡§sense of achievement in work,¡¨ ¡§work remuneration¡¨ and ¡§department transference¡¨ in work satisfaction have negative influence over ¡§leaving public office.¡¨ ¡§Sense of achievement in work,¡¨ ¡§work remuneration¡¨ and ¡§development of work¡¨ have negative influence over ¡§leaving office.¡¨ ¡§Social work satisfaction,¡¨ ¡§sense of achievement in work,¡¨ and ¡§development of work¡¨ have negative influence over ¡§leaving current professional field.¡¨ 5.¡§Working conditions,¡¨ ¡§role conflict¡¨ and ¡§work performance¡¨ of work pressure have significant positive influence over career change tendency. ¡§Working conditions,¡¨ and ¡§role conflict¡¨ have significant positive influence over ¡§leaving public office.¡¨ ¡§Role conflict¡¨ and ¡§work performance¡¨ have significant positive influence over ¡§departing from current professional occupation.¡¨ 6.¡§Role conflict¡¨ and ¡§work performance¡¨ of work pressure pose indirect positive influences over career change tendency through work satisfaction as the intermediary variable.

Human resource management is the main part of enterprises competitive ability recently. It is also prized by global famous enterprises. Human resource management function should aggressively participate in the core planning in twenty-first century. Because it is that human resource professional personnel are emphasized, we should pay more attention on personality traits and career orientations which human resource professional personnel have. Therefore, we take human resource office detail analysis for an example at first. The target of this study is to realize the relationship between personality traits and career orientations of human resource professional personnel. We hope that enterprises can be good of using personality traits, and plan career orientations well. This research is grounded on the theoretical basis derived from related literature. Then, questionnaire investigation is adopted with the human resource professional personnel taken as the targets. Use simple sampling investigation approach to get the sample, then taking questionnaire survey. The number of valid questionnaires obtained is 255.The followings are concluded after conducting quantitative analysis in statistic method with the information obtained. 1. Personality traits of human resource professional personnel integrally trend to conscientiousness and agreeableness, followings are extraversion¡Bopenness to experience, and neuroticism. 2. Career orientations of human resource professional personnel integrally trend to occupational and stable, following types are management and promotion. 3. For the group belongs to agreeableness, the career orientations is stable. 4. For the group belongs to conscientiousness, the career orientations is management. 5. For the group belongs to extraversion, the career orientations is promotion. 6. For the group belongs to neuroticism, the career orientations is management. 7. For the group belongs to openness to experience, there is no evidence to say that the career orientations have significant relationship. It is discovered that the personality trait of human resource professional personnel have certain tendency and normality, and career orientations are related with personality traits. Enterprises and organization should emphasize the relationship between personality traits and career orientations of human resource professional personnel. To choose correct human resource workers can help the development of the enterprises and organization, so does set stable profits. When choosing appropriate human resource professional personnel, enterprises and organization can take this study as a reference to help themselves recruit develop, select, employ, educate, etc. Then bring the most profits and growth to enterprises and organization.

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To enhance the competitive advantage of Taiwanese companies in global market and search consuming market and decrease production cost, Taiwanese companies tend to invest in Mainland China. The rapidly increase importance of overseas operations can place the success or failure of multinational corporation in the hands of their expatriate workers. In the other hand, international assignment would impact on expatriates¡¦ career development and life a lot. Thus, this subject of this research is to examine the influence of organizational career development programs on expatriate¡¦s entrepreneurship. The results of this research indicate that¡G 1.Personal characteristics have discrepancy on career strategies, self-development management and entrepreneurship, the hypothesis above is supported partially. 2.The characteristics of expatriate have discrepancy on the organizational career development programs and expatriate¡¦s entrepreneurship, the hypothesis above is supported partially. 3.Career strategies have discrepancy on self-development management. 4.Career strategies have discrepancy on expatriate¡¦s entrepreneurship. 5.Self-development. Management have discrepancy on expatriate¡¦s entrepreneurship. 6.Organizational career development. programs have discrepancy on expatriate¡¦s entrepreneurship. 7.There are significant correlation between career strategies and self-development management. 8.There are significant correlation between organizational career development. programs expatriate¡¦s entrepreneurship To sum up, expatriate perceptions of organizational career development. Programs for expatriate would increase entrepreneurship efficiently.