This study examines the relationship between career management and career advancement, and the moderating effects of mentoring support. Organizational career management practices (OCM) includes four dimensions (e.g. potential, feedback, succession, and development), which improve employees¡¦ skills and abilities, prepare them for higher level responsibility within the organization and contribute to career advancement. In addition, individuals, who are willing to manage their careers, have better awareness of themselves, developing appropriate strategies (e.g. networking, self nomination, increase visibility) to attain the opportunities of career advancement. Furthermore, mentoring support, such as providing challenging assignments, suggesting strategies for accomplishing work objectives, would enhance proteges¡¦ networking strength, and increase their visibility to powerful decision maker within the organization. It may moderate the relationship career management and career advancement. In this research, we use empirical data taken from 225 employees and through further data analysis we draw some research conclusions as follows. 1. The experiences of organizational career management facilitate the development of employees, and help them more realized their potential, which is related to career advancement. 2. Individual career management is positive related to career advancement. 3. Though hierarchical regression analysis, the results reveal that mentoring support is a moderator of organization career management, individual career management, career advancement.

M.Com. (Industrial Psychology) / The objective which career of this study advancement is was to investigate the extent to contingent on the personality construct locus of control. In order to achieve this, empirical research was conducted in a South African organisation. A survey questionnaire measuring career advancement and locus of control was completed by 152 subjects. The hypothesis which was formulated was that people with higher rates of career advancement would be more internal and those with lower rates would be more external. This hypothesis was tested via a one-way analysis of variance, and was consequently supported. Secondary findings relating to contingency analyses of the effects of biographical variables on career advancement revealed that career advancement was also contingent on education. Whilst the results of this research indicate that personality issues play a role in career advancement, it is not possible to infer conclusively that internals advance at faster rates than externals, as internality may arise as a consequence of career success. of careers in findings research. Tentative explanations are provided for the research, and suggestions are made for further alleviate the short-coming of the current enhance the understanding of the nature organisations.

This sociological study investigates how the process of vertical occupational segregation by sex is maintained at the end of the 20th century. It explores the secretarial role and opportunities for career advancement beyond this "pink-collar" occupation within four organizations in England that were self-identified as promoting equal opportunities. The evidence stems from case studies conducted at the BBC in 1992 and at the BBC, Channel Four, Rank Xerox, and Unilever in 1994. Data were collected in three forms: (i) semi-structured interviews; 18 with mid- to senior-level secretaries, 10 with managers, and 13 with personnel representatives; (ii) office observations; and (iii) materials related to the individual companies, Opportunity 2000, and the European Community. Secretaries' opportunities for advancement were found to be rare. A pink-collar wall, rather than a glass ceiling, was discovered, due to a combination of structural constraints and the actions, or agency, of secretaries. This research extends the dual-systems model of occupational segregation by using the case study methodology and by including women's experiences and behaviour within the theoretical framework. This study expands current knowledge about the lives of ordinary working women and the persistent phenomenon of occupational segregation.

Despite government polices and organisational practices intended to redress this imbalance, women in business continue to face what they have faced for many years already: under-representation. More specifically, under-representation in the upper echelons of higher management, under-representation on company boards, under-representation in senior positions within firms. Despite more years in the workforce, more woman systematically entering previously labelled “male” fields, despite more years receiving higher education, women still don’t often find the road to senior positions a road easily travelled.This research seeks to explore one very specific approach to advancing women’s careers—women’s leadership development programmes designed for women identified as potential senior managers, leaders and board members. As a number of these programmes exist, this research sought to explore the programmes’ strengths and weaknesses, to explore ways to improve such programmes to the increased benefit of women in business, and finally, to investigate ways that businesses themselves can support such programmes to the benefit of their female employees: more representation in higher positions.Findings showed that women’s leadership development programmes do in fact provide a safe and supportive environment for nurturing confidence, acquiring new business skills, and learning from the experiences of successful women role models. They are a useful addition to other strategies designed to increase the number of women in senior positions, as factors such as organisational culture and commitment from CEOs also impact on a woman’s career progression. This research proposes a model to organisations that can be used to design and position future women’s development programmes. For maximum benefit, programmes should be strategically positioned, taking into account the environmental context and should help women identify and tap into existing networks and access suitable mentors. Further, elements unique to women must be inherent in the design of these programmes in order to facilitate career advancement, with the goal at hand: equal representation in senior positions / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

This study focuses on the negative impact that family supportive supervisor behaviors may have on career advancement for women in addition to the positive impact of family supportive supervisor behaviors in reducing work-family conflict. Data was collected using an online questionnaire through a university research management system including student participants and snowball sampling through email and social media platforms for a combined sample of 154 participants. Our results showed that increases in family supportive supervisor behaviors is associated with decreases in work-family conflict in agreement with findings in the literature. More specifically, the study showed that family supportive supervisor behaviors are only related to work-family conflict when supervisor’s hold primarily egalitarian gender beliefs. Contrary to our hypotheses, family supportive supervisor beliefs were positively related to a predictor of career advancement: Career mentoring. While our findings provide clarity for subordinate outcomes when supervisors hold primarily egalitarian beliefs, future research should further examine the potentially negative impacts of family supportive supervisor behaviors in the context of subordinates who have supervisors that hold primarily traditional gender beliefs.

This study tried to emphasize the differences between Sweden and the US when it comes to women’s career advancement to leading positions within the academic world. The differences between the countries were examined by studying women in leadership positions in universities in both countries. The three main research questions that this study was supposed to answer were: -          What are the different barriers women in leadership positions in the academic world encounter when advancing in Sweden and the US? -          How high is the importance of and different ways of networking, necessity of past experience, primary obstacles and other qualities or factors for career advancement in Sweden and the US? -          What stimulates and inspires a woman in Sweden versus a woman in the US to make career advancements to leading positions in academia? The main method that was used in this study was interviews and comparison of the answers from the interviews with earlier research and theories within the subject. Seven women with some kind of leading position within academia were interviewed; three in Sweden and four in USA. The results showed that the main differences and similarities in factors between the participants in Sweden and the participants in the US were (1) balancing family and work, (2) sex discrimination, (3) working conditions and promotions, (4) networking and mentorship and the last unexpected factor was (5) culture. The last factor, the cultural factor, was not processed in this study because this factor was a result of our research and was not researched about prior to the interviews. To conclude, the results showed that gender equality is higher in Sweden according to the responds of the participants.

The existence of informal male networks, sometimes referred to as "old boys' networks", tends to exclude women from top jobs. More and more women have come to realize that they need professional contacts for a successful career and that they also needed each other’s support. Therfore many women are joining women-only networks or trying to create there own informal networks. The purpose is to establish useful contacts, learn new things, and be able to share their concerns with other women in the same situation. For some it gives an opportunity to find a mentor who can guide them. The aim of this bachelor thesis is to study if women’s lacking access to male networks is an obstacle for career advancement and to give an insight into women-only networks and their effectiveness to support women leaders and managers and increase women's representation in senior positions. The empirical findigs were conducted in Växjö, Sweden; in the networks “Fröken” and “Rotary”, and one women-only network in Linz, Austria; the BPW, “Business & Professional Women”.

<p>The existence of informal male networks, sometimes referred to as "old boys' networks", tends to exclude women from top jobs. More and more women have come to realize that they need professional contacts for a successful career and that they also needed each other’s support. Therfore many women are joining women-only networks or trying to create there own informal networks. The purpose is to establish useful contacts, learn new things, and be able to share their concerns with other women in the same situation. For some it gives an opportunity to find a mentor who can guide them.</p><p>The aim of this bachelor thesis is to study if women’s lacking access to male networks is an obstacle for career advancement and to give an insight into women-only networks and their effectiveness to support women leaders and managers and increase women's representation in senior positions. The empirical findigs were conducted in Växjö, Sweden; in the networks “Fröken” and “Rotary”, and one women-only network in Linz, Austria; the BPW, “Business & Professional Women”.</p>

As a result of the chronic nursing shortage, the ongoing retirements of an aging generation, and a general lack of interest from nurses to become nurse managers, there is valid concern around the development and sustainability of future nurse managers. The purpose of this qualitative study was to explore nurse managers’ perceptions and experiences of assuming a nurse manager position. In addition, the study highlights the organizational leadership practices that influenced nurses to become nurse managers. Using a modified version of Collings and Mellahi’s (2009) strategic talent management framework, two major themes emerged from the data giving insight into nurses becoming nurse managers. Broadening a nurse’s professional lens was considered by nurse managers to be an important theme relevant to understanding factors that motivated participant’s to become nurse managers. Shaping a nurse’s career path was the second theme that captured the leadership practices of existing leaders that influenced nurse’s becoming a nurse manager. The findings of this research were consistent with the literature related to understanding work motivations, as well as effective leadership practices believed to support career aspirations in nursing leadership. Implications for nursing leadership and practice were shared; recommendations for further research were discussed.

In recent years, many married women have not only entered the working world, but are also rapidly climbing the career ladder. This has given rise to an increasing number of dual-career couples who have to constantly navigate between work and family life. Being in this position, coupled with Indians – generally regarded as one of the more traditional cultural groups in South Africa, with an emphasis on male dominance – provides a unique and interesting context for the study. In this study, the perceptions of Indian dual-career couples towards the wives’ career advancement are explored. The study places a specific focus on the role of the husband in the dual-career arrangement by determining the impact that the spouse has on the balancing of work and family life and, ultimately, the impact he has on the wife’s career progression. I embarked on this study from an interpretivist stance in terms of which a qualitative research strategy, using in-depth, semi-structured life-story interviews, was employed in order to gain a greater understanding of the various factors that mould the perceptions that couples currently hold with regard to the career advancement of women. Purposive as well as snowball sampling strategies were used to identify nine dual-career Indian couples, who constituted the sample for this study. A comprehensive analysis was conducted that involved thematic analysis. This process was aided by using the qualitative analysis software Atlas.ti. The results of this study reveal that, although there is a shift towards greater acceptance of career women, the spouses have not reached a level of parity as Indian women are not completely emancipated from their duties in the home domain. In addition, masculinity and the male ego were running threads throughout this study, tying in with various aspects of the study. My thesis contributes to the growing research on dual-career couples by focusing on an under-researched, but crucial aspect of the dual-career arrangement, and therefore opens avenues for further research. / Dissertation (MCom)--University of Pretoria, 2013. / Human Resource Management / Unrestricted