The purpose of this study is to identify the processes and factors contributing to employment in the sport industry. In order to completely address the sport industry as a whole, sport management has been pragmatically divided into five sub disciplines, including professional practitioner, recreational, Olympic, collegiate athletic administration, and high school athletic administration. Academia has been specifically excluded from this study as a category, since its purpose is to focus on those with experiences outside the educational setting. Recognized professionals in each of the above mentioned areas were interviewed to establish their individual views and perceptions. These candidates have been drawn from a cross-section of both educational (bachelor’s and/or graduate) degree programs and several different university institutions. Individual phone interviews were utilized to establish the primary contributors for each participant in their career development. The data has been analyzed to answer research questions and form recommendations that will provide guidance for current students and practitioners in developing their career aspirations.

This study investigated the relationships between student identity, athlete identity, and career development among National Collegiate Athletic Association (NCAA) Division I college athletes. In Study 1, participants completed measures of student identity, athlete identity, career self-efficacy, and demographic information including race, sex, and sport played. Results indicated that student identity of the college athletes in Study 1 was a significant predictor of career decision-making selfefficacy (β=.33, t=3.86, p<.001). Study 2 included in-depth individual interviews with twelve college athletes. The goal of Study 2 was to better understand the conflict of student and athlete identities and how this conflict affected career planning for college athletes. Several themes emerged from the interviews, including adjustments the athletes undertook to cope with the conflicting roles. A conceptual model was developed to illustrate the complex and fluid nature of the role conflict and the athlete’s management strategies. The results from both studies provide insight into the nature of the relationships between these identities and career development. Suggestions for future research on influences to career development for college athletes are included.

Human Resource Management is the applied science that enables the enterprises to promptly control the trend direction through the integration of strategic training education. It can also have the manpower quality upgraded and the personal career development and company growth synchronized to ensure the Sustainable Development of Business. In recent 40 years under the stable development of economics, the numbers of Taiwan temples, Viharas & Buddhist Associations grow speedily and the numbers of monks and priests also increase. As many as the folk temples are, yet no integrated education system for monks and priests and checking system have been established. Due to this reason, a numerous of temples are lack of the monks in similar standards and the major Buddhist activities are limited to the personal benefits such as to vanish calamity, to pray for blessings, fortune or deeds instead of human heart purification and concerns for the world. In comparison with the deficiency of career development for the monks in Taiwan, Tibetan Buddhism owns a traditional system for monks training education and checking system. Among which, Dge-lugs-pa is most famous for its complete system and strict regulations of the temple management, scripture teaching and inheritance as well as personal practice. Through the periodic examinations, argumentation and practical training, etc., to reinforce the experiences, capabilities and missions of monks for an effective and expectable career development. On the other side, Taiwan Religious Education has never been systematically subsumed and less academic researches regarding the human resources of religious groups have been done. The majority of the public has the incomplete cognition about the religions all along and only limited to the impressions as magic, regulations and exorcism, etc. Therefore, how to upgrade the quality of monks by adopting the application of human resource is to become the lesson for temples in order to have the sustainable development. The focus of this research is to analyze the issues of monk education and their career development for Dge-lugs-pa of Tibetan Buddhism under the framework of Human Resource Management. The researcher actually visited many temples and Buddhist Institutes in India and has collected the preliminary data regarding Dge-lugs-pa Human Development from the selected temples and monks. The researcher also interviewed the temples in Taiwan with institutes under recording and later turned into the transcript for literature comparison. The organization management and training education system of Dge-lugs-pa have been analyzed to explain how the monks reach their own career development through daily lives and practice under the guidance of the education system. At last, with the suggestion of having the multiple capabilities of monks reinforced, the researcher hopes to make certain contributions to the organization development and human resource application of Buddhist Temples. This research consists of 5 chapters and the brief introduction is as follows: Chapter 1 ¡V Preface: To introduce the research background, motives and purposes. Chapter 2 ¡V Literatures Review: To study on the opinions of local and international academics regarding training education and career development and to elaborate the relevant academic researches about the history and development of Tibetan Buddhism Dge-lugs-pa. Chapter 3 ¡V Research Methods: To explain the research framework, selection of research subjects and the practice of research methods. Chapter 4 ¡V Temple Interview and Results: To generalize the training education plan, practice and checking system of individual temple from the interview result and to further analyze the career planning, system operation and management as references for future development of temples. Chapter 5 ¡V Conclusion and Suggestions: This chapter includes the suggestions for the religious groups as well as for the follow-up researches. Combined with the guiding principle for training education and career planning from Chapter 2, to present with the even more specific plans and suggestions that enable this research a more complete one.

The harmonious meshing of employee career development needs and corporate missions, goals, and objectives is a necessity for the growth and maintenance of both the individual and the organization. This study was designed to investigate Taiwan Power Company (TPC) white-collar employees?? perceptions of career development program needs. The purposes of the study were (a) to identify the perceptions of career development program needs; (b) to explore the underlying constructs among current and future positions in regard to the employee??s perceptions of career development program needs; (c) to investigate the differences among perceptions of career development needs; (d) to determine whether or not differences among perceptions of career development program needs exist among respondents who differ in terms of gender, age, and education; and (e) to discover if individuals who differ in terms of job functions and job roles have different opinions on whether the selected career development programs were already provided or should be provided by the company.This study was conducted using a questionnaire. The data were collected from a stratified random sample of 1,636 white-collar employees in the TPC. A response rate of 82.5% resulted in a final sample of 1,351 respondents. The content validity of the questionnaire was established via expert opinion and the internal consistency of the instrument was calculated using Cronbach??s ??. Frequency counts, central tendencies and standard deviations were used in the descriptive analysis of the current and future position data. Principle factor analysis with Varimax rotation revealed six constructs for the current position data. Similar factor analytical results were obtained for the future position data. Two-way MANOVAs with Descriptive Discriminant Analysis and univariate ANOVAs, with REGWF when appropriate, were used to probe significant main effects. Chi-square tests were employed to answer the research questions regarding the perceptions of whether the 33 career development programs were already provided or should be provided by the company. Differences in terms of current and future positions were obtained for individuals who were classified by job function, job role, gender, age, and education. Twelve conclusions were generated and specific career development practices were suggested.

New emerging career paths for professionals are often non-linear, dynamic, and boundary-less (Baruch, 2004) and have resulted in undefined professional advancement opportunities for managers and employees in a variety of contexts. Career paths help individuals make meaning in their job contexts and provide avenues to meet intrinsic and extrinsic rewards, including economic and social status (Adamson, 1997; Callanan, 2003). As a result, individual perceptions of career paths may impact job satisfaction, career commitment, and performance. The purpose of this study was to test a career development model examining the path of relationships amongst autonomy/prestige, career path, training and learning, job satisfaction, career commitment, and performance for moderately defined career professionals. Based on a systematic categorization of careers, from well defined to less well defined, project managers were determined to have moderately defined careers. The researcher employed a survey resulting in 644 project manager respondents. Path analysis was effectuated as a modeling technique to determine whether there was a pattern of intercorrelations among variables. A career development model framing the relationship between project managers’ perceptions of their career paths on their respective performance was explored. The direct path relationships included: (a) frequency of participation in training and learning activities was negatively related to performance, (b) career path was positively related to performance, (c) autonomy/prestige was positively related to performance, and (d) career commitment was negatively related to performance. The indirect path relationships included (a) autonomy/prestige was mediated by career commitment and performance; (b) the connection between career path and performance was mediated by frequency of participation in training and learning (c) career path to performance, was mediated by job satisfaction and career commitment, and (d) career path to performance was mediated by job satisfaction, career commitment, and autonomy/prestige. Study findings supported the tested model and contributed to increased understanding regarding the importance of career paths to individual job satisfaction, career commitment, and performance. Opportunities for new research and implications for individuals and organizations are outlined.

The purposes of this study were to: (a) provide a recent analysis of technology infusion in career services offices (CSOs) in the southwest region of the United States, (b) address the three recommendations from the 1998 Charoensri study of technology infusion in CSOs, and (c) provide an empirical examination of the impact of selected technologies in CSOs since 1998. Field survey methods were adopted and modified for use with electronic distribution of the survey. A pilot study was conducted and suggestions were incorporated into the final version of the survey. CSO members of the Southwest Association of Colleges and Employers were electronically surveyed in the summer of 2004. The overall usable response rate achieved was 72.62%, nearly mirroring the 1998 response rate. There are several findings from this study. First, significant differences existed in CSO use of computer and communication technology in the 2004 national study compared to the 1998 regional study. The majority of the uses of technology by CSOs increased significantly over time. Second, significant differences were found in the use of selected technologies/uses of technology from the 2002 national study to the 2004 regional study. Third, institutional size and type were significantly different related to the use of one-way and two-way methods of communication and 15 selected uses of technology between CSOs, other CSO staff, faculty, staff, students, alumni, and employers. Fourth, CSOs have not increased the number of computer workstations from 2002 to 2004. Fifth, newer national vendor technology products used for job search assistance tasks were slow to be utilized in the southwest region, but regionally developed products were used more often. Finally, technology used to provide many of the services provided to students, alumni, and employers received above average satisfaction ratings (although varied) by CSOs. Overall, the data gathered and analyzed through this study further support previous research and confirm significant changes in CSO technology use from 1998 to 2004. CSOs have also experienced significantly higher technology use from 2002 to 2004. CSOs are satisfied with technology products used in a variety of ways in their offices.

Thesis (M. Ed. (Educational Psychology))--University of Pretoria, 2002. / Includes bibliographical references.

Thesis (Ph. D.)--Open University. BLDSC no. D68520/86.

Thesis (Ph. D.)--University of Chicago, Committee on Human Development, 2002. / Includes bibliographical references. Also available on the Internet.

Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2009. / Includes bibliographical references.