This thesis explored careers within Australian tourism with the aim of developing a model of influences on career development in the tourism industry. As tourism is still an emerging profession, careers have yet to be clearly defined and career paths are not easily identifiable. In addition, there is evidence to suggest that the industry is prone to high turnover, low retention rates, is often viewed as a low skilled industry and has difficulty attracting employees with a view to serious career development. While some research into careers into hotel management is available, in depth career studies in the tourism industry have yet to emerge. This thesis addresses this gap in the literature and provides industry stakeholders with information to assist in human resource management and policy development. The researcher drew finding from an electronic survey that was designed from information collected from an exploratory study conducted by the researcher, from literature available on both career development and research on the tourism industry, and from earlier research projects. This electronic survey was designed to collect primarily qualitative data and was disseminated to the Australian tourism industry. Results from this study suggest that careers in the tourism industry are influenced by a variety of mentoring relationships. Both formal education and on-the-job training was found to be increasingly important for those wanting to advance in the industry and remaining mobile between jobs, between organisations, within industries and geographically was advantageous. A motivation to work in tourism and a "passion" for the industry was found to be a strong influence on career development in the current study. This study should add to our understanding of careers in Australian tourism and, more specifically to our understanding of the role of formal education and on-the-job training in career development and the perceived value of such training. The current study reinforces previous knowledge of high levels of mobility within the tourism industry and suggests the need to change job, organisation, industry or geographical location is influential on career development in Australian tourism. In addition, the results suggest that although structured mentorship programs are currently unavailable to many in the tourism industry, mentorship in the form of informal and networking relationships assists career development. While this thesis has contributed to our understanding of career development in the tourism industry, because of inevitable limitations with the sample obtain for this study, it would be useful to replicate this survey with other sectors of the tourism, to explore influences on careers in tourism in other countries, to investigate gender issues in the industry and to further explore the influences of education, mobility and mentorship.

The career development theory of Holland (1985) maintains that people whose vocational interests have congruence (or "fit") with their work environments will be more satisfied than those whose interests are incongruent. This study investigated whether this theory held for a group of 120 unskilled workers, and for 54 teachers. The key issues were whether interest-job congruence correlated with job satisfaction, and whether the congruence-satisfaction relationship was a function of the congruence measure used. While previous studies showed positive correlations between person-job congruence and satisfaction, most of these used professionallyemployed subjects, and some used students; few researchers investigated the experiences of unskilled workers. A meta-analysis of previous research, carried out in this study revealed an overall mean correlation between congruence and satisfaction of .16, which was very low. Structured interviews in workplaces were used to gather data from the unskilled subjects, and a questionnaire was devised for use with the skilled subject group. The interviews and questionnaires used a card-sort procedure to ascertain subjects' vocational interests, asked questions about subjects' L jobs, collected details on education levels and job tenure, and concluded with a job satisfaction measure. The data gathered were analysed in various ways. Two different interest coding systems, and four congruence measures were applied, to see whether different measures gave differing results. Congruence levels were significantly higher in the skilled subjects than the unskilled subjects when one set of interest codings were used, but were low for both groups when the other codings were applied. Average job satisfaction levels were similar in each group of subjects. When congruence and job satisfaction were correlated, no significant correlations were found, using either subject group, either interest coding method,'or any congruence measure. Similarly, when certain factors (tenure, education levels and gender) were statistically controlled, there were still no significant correlations between congruence and total job satisfaction scores. Certain individual items on the job satisfaction questionnaires showed significant correlation with congruence levels, however, indicating that congruent people were happier than incongruent people with certain aspects of their jobs. On the whole, the results did not support Holland's (1985) theory of vocational choice. The current study suggests that interest may not be a strong predictor of satisfaction, at least in the group of Australian workers sampled. There are implications for career guidance with less academically-inclined people; careers advisers must address other needs as well as interests, in assisting clients to make work and study decisions.

Thesis (M.A.)--University of North Carolina at Wilmington, 2006. / Vita. Includes bibliographical references and index.

Thesis (Ph. D.)--Ohio State University, 2006. / Title from first page of PDF file. Includes bibliographical references (p. 326-338).

Career indecision is one of the key aspects that professionals in career guidance counselling are interested in assessing. Career indecision, in the context of university students has been defined as the “inability to select a university major or occupation” (Borgen & Hiebert, 2006, p. 58). Thus, with the purpose of addressing career indecision, the proposed study would examine the nature thereof amongst prospective university students. The prevalence of specific aspects of career maturity (namely, self-information, decision-making, career information, integration of self-information and career information, and career planning) underlying career indecision will be investigated, as well as the correlations between these aspects. In addition, the correlations between the aspects of career maturity and certain biographical variables such as gender, home language, declared career choice, differentiation of interests, and self-reported level of career indecision will be examined.

Purpose - The purpose of this study is to increase knowledge about the nature of personal connections that board members on top corporate boards in Sweden hold with the contacts that have been of most importance for their board appointment. As a consequence this study explores similarities and differences in career background, skills, expertise and networking structure of women and men on board positions. Method - To fulfill the purpose we conduct an explorative quantitative study of qualitative nature using a survey to gather data. The survey concerns the relationship that is of self-perceived importance for the board member’s board appointment and address their experience and background. The population in our study is limited to board members from corporations that are traded on Nasdaq OMX Stockholm, with a stock market value over 150 million Euros Results – We find that board members hold weak ties with contacts that have played the most important role for their board appointment and both women and men mainly choose men as these contacts. Women on average have a higher educational level than men, while a higher proportion of men come from a professional background as an executive.  Research Limitation - We limit our study to include self-perceived importance of contacts rather than the actual importance. Practical Implications – Our study contribute to the debate of the slow progress of gender equality on corporate boards by acknowledging that the preference among women and men to merely socialize with other men it can be a factor that increases the barriers for women to gain a position in the top corporate boards of Sweden. By acknowledging this underlying preference more board members may actively include women in their network. Additionally, successful board appointments are derived from contacts that are located outside the close personal network. This holds especially true for women who have made it into the boardroom despite the fact that they do not socialize for leisure activities.

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.

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.