Thesis (MA)--University of Stellenbosch, 2011. / ENGLISH ABSTRACT: It has become evident over the past several years that there are a substantial number and a variety of career-related barriers that individuals perceive and experience in the workplace and that consequently interfere with their career development. Up to date, a vast amount of studies have investigated and reported on this topic world wide, yet little research has been gathered regarding the career-related barriers that South African citizens, especially students from higher educational institutions, perceive or experience. The aim and purpose of this quantitative research study was therefore to explore the diverse barrier perceptions and experiences of South African university students by means of determining the degree to which a range of internal and external barriers would hinder or has hindered their career development and whether these barriers (a) vary by gender, (b) vary by race/ethnicity and (c) vary by course level or academic year of study. In order to meet the study objectives and answer the three primary research hypotheses (a, b and c), respondents were invited via electronic mail to participate in a once-off online survey which consisted of a demographic questionnaire and the Career Barriers Inventory-Revised (CBI-R) (Swanson, Daniels, & Tokar, 1996). The results of the three primary research hypotheses indicated that the nature or type of career-related barriers perceived and experienced by the sample of South African university students (N = 1897) differed significantly among gender, racial-ethnic groups and course level or academic year of study. Significant gender differences were found on all 13 CBI-R scales, racial-ethnic differences on 9 of the 13 CBI-R scales (both assessed by means of a one-way independent ANOVA) and course level or academic year of study differences on 3 of the 13 CBI-R scales (measured by Spearman’s correlation coefficient). The present research study therefore revealed descriptive and exploratory baseline data regarding the perceived career barriers among South African university students and clearly demonstrated the CBI-R’s validity and applicability in the South African student context. Awareness of these students’ barrier perceptions can be a useful tool in planning and developing future intervention strategies for coping with and overcoming obstacles to their career progress. / AFRIKAANSE OPSOMMING: Oor die afgelope paar jaar het dit aan die lig gekom dat daar ‘n groot aantal en ‘n verskeidenheid loopbaanverwante hindernisse is wat individue waarneem en ondervind in die werksplek en wat gevolglik inmeng met hul loopbaanontwikkeling. Tot op hede is daar ‘n groot aantal studies wat hierdie onderwerp wêreldwyd ondersoek en daaroor berig het, tog is daar slegs ‘n klein hoeveelheid navorsing gedoen met betrekking tot die loopbaanverwante hindernisse wat Suid-Afrikaanse burgers, veral studente in hoëronderwys opvoedkundige instellings, waarneem en ondervind. Die doel en voorneme van hierdie kwantitatiewe navorsingstudie was gevolglik om die diverse hindernispersepsies en -ervarings van Suid-Afrikaanse universiteitstudente te bestudeer deur die graad te bepaal waartoe ‘n verskeidenheid interne en eksterne hindernisse hul loopbaanontwikkeling sal bemoeilik (of reeds het) en of hierdie hindernisse (a) verskil van geslag, (b) verskil van ras/etnisiteit en (c) verskil van kursusvlak of akademiese jaar van studie. Om aan die doel van hierdie studie te voldoen en die drie primêre navorsingshipoteses (a, b en c) te beantwoord, is respondente deur middel van elektroniese pos uitgenooi om aan ‘n eenmalige aanlyn-opname deel te neem wat die voltooing van ‘n demografiese vraelys en die Career Barriers Inventory-Revised (CBI-R) (Swanson, Daniels, & Tokar, 1996) behels het. Die resultate van die drie primêre navorsingshipoteses het aangedui dat die aard of tipe loopbaanverwante hindernisse wat deur die steekproef Suid-Afrikaanse studente (N = 1897) waargeneem en ondervind word, beduidend verskil ten op sigte van geslag, ras/etniese groep en kursusvlak of akademiese jaar van studie. Beduidende geslagsverskille is gevind op al 13 CBI-R skale, ras/etniese verskille op 9 van die 13 CBI-R skale (albei geassesseer deur middel van ‘n eenrigting onafhanklike ANOVA) en kursusvlak of akademiese jaar van studie verskille op 3 van die 13 CBI-R skale (gemeet deur Spearman se korrelasie koëffisiënt). Die huidige navorsingstudie het dus beskrywende en ondersoekende grondslag-data aangaande die waargenome loopbaanhindernisse van Suid Afrikaanse studente onthul en het duidelik die CBI-R se geldigheid en toepaslikheid in die Suid-Afrikaanse studente-konteks gedemonstreer. Bewustheid van hierdie studente se hindernispersepsies kan ‘n nuttige maatstaf wees in die beplanning en ontwikkeling van toekomstige intervensiestrategieë vir die hantering en oorwinning van struikelblokke tot hul loopbaanvordering.

That minorities face a greater risk of career barriers is a problem that has been discussed and studied for a long time. A concept which is continuously used to describe the problems minoritoes face is the so-called glass ceiling effect. It describes how minorities are prevented to reach top positions in particular in an organization because of their gender, sexuality or ethnicity. As there are only about 2.5% of the accountants in Sweden that belongs to the ethnic minority, a interest was brough to our attention to investigate the ethnic minorities career advancement from a different perspective; How do auditors reason regarding career advancement in relation to ethnicity. The purpose of the study is to create a deeper understanding of how the auditors construct career advancement in relation to ethnicity. We have used theories about diversity, socialization, organizational culture, identity theory, intersectionality, social networking and mentoring to achieve the purpose of the study. The empirical data were collected through a qualitative approach in which semi-structured telephone interviews and questionnaires via email were conducted with 13 experienced accountants with a foreign background. The auditors were considered to have valuable experiences and perceptions of how their career advancement have worked out for them. This study has contributed to a deeper understanding of how auditors with foreign background in Sweden construct career advancement in relation to ethnicity. Since previous research has focused on minority structures in organizations and not how auditors constructs career advancement in relation to ethnicity, this study may be considered to have contributed to fill a research gap. The conclusion of this study is that the authorized public accountants have different opinions about how they design career advancement. A suggestion for further research is to investigate the phenomenon surrounding the accounting assistants’ perspectives that are of foreign origin. / Att minoriteter löper större risk att drabbas av karriärsbarriärer är ett problem som har diskuterats och studerats länge. Ett begrepp som kontinuerligt används för att beskriva minoriteternas karriärsproblem är den så kallade glastakeffekten. Begreppet beskriver hur minoriteter hindras att i synnerhet nå toppositioner i en organisation på grund av deras kön, sexualitet eller etnicitet. Då det endast är cirka 2,5 % av Sveriges auktoriserade revisorer som tillhör den etniska minoriteten väcktes intresset om att undersöka den etniska minoritetens karriärsavancemang ur ett annat perspektiv; hur resonerar revisorer kring deras karrärsavancemang i relation till deras etnicitet. Syftet med studien är att skapa en djupare förståelse kring hur revisorerna konstruerar karriärsavancemang i relation till etnicitet. Vi har i denna studie använt oss av teorier som behandlar mångfald, socialisation, organisationskultur, identitetsteori, intersektionalitet, socialt nätverk, och mentorskap för att kunna uppnå syftet med studien. Empirin har samlats in via en kvalitativ metod där semistrukturerade telefonintervjuer och frågeformulär via e-post genomförts med 13 erfarna auktoriserade revisorer med utländsk bakgrund. Revisorerna ansågs ha värdefulla erfarenheter och upplevelser kring hur karriärsavancemanget har sett ut för dem. Studien har bidragit till en djupare förståelse kring hur revisorer med utländsk bakgrund i Sverige konstruerar karriärsavancemang i relation till etnicitet. Då tidigare forskning fokuserat på minoritetsstrukturer i organisationer och inte hur en revisor konstruerar karriärsutveckling i relation till dennes etnicitet kan denna studie anses ha bidragit till att fylla en forskningslucka. Slutsatsen av denna studie är att de auktoriserade revisorerna har skilda meningar kring hur de konstruerar karriärsavancemang. Förslag till vidare forskning är att undersöka fenomenet kring redovisningsassistenters perspektiv som är av utländsk bakgrund.

ABSTRACT This study aims to explore, the nature and the extent of parental involvement in the career development of young adolescents through the perceptions of disadvantaged young adolescents. The two-fold goals were to identify the role of parents and the awareness of other barriers in the career development of young adolescents. Therefore, qualitative research method of semi-structured interviews was applied to fourteen volunteers (eight boys and six girls) from a Secondary School at Mabopane Township in the North West Province. In accordance with previous trends, parental involvement was revealed by young adolescents to be an important factor and was further categorised as constructive and destructive parental involvement. Furthermore, the effects of parental involvement in the development of the young adolescents’ career self-concept and self-efficacy were revealed. Destructive parental involvement and low household incomes were identified as career barriers. Most young adolescents demonstrated a strong resilience in overcoming these barriers. The study also illustrated a dire need for attention to and funding of career programmes aimed at empowering disadvantaged parents and young adolescents. Keywords: Parents, parental involvement, career, career development, young adolescents, disadvantaged communities, career barriers, career counselling, career self-concept and self-efficacy.

In Australia, as in most English-speaking countries, increasing numbers of children with significant hearing loss are being educated in regular classes with the support of itinerant teachers of the deaf, rather than in segregated settings. These students primarily use their amplified residual hearing and communicate orally, and may be functionally defined as hard of hearing. This thesis reports on a study investigating the career development of hard of hearing high school students attending regular Year 10, 11, and 12 classes with itinerant teacher support in the Australian states of Queensland and New South Wales. The students had bilateral sensorineural hearing losses ranging from mild to profound. The study sought to identify and analyse the key factors that influence the career development of this population. The design of the study was informed by Social Cognitive Career Theory (Lent, Brown, & Hackett, 1994), with its emphasis on cognitive variables, personal agency, diversity, and contextual influences, and the developmental theory of Donald Super and its associated concept of career maturity (Super, 1980; Super, Savickas, & Super, 1996). The study also investigated the social participation of hard of hearing adolescents and the relationship among the students' perceptions of their social participation, their social self-concept, and their career decision-making. The research was conducted using a three-phase, mixed methods approach incorporating two major phases, one quantitative and one qualitative, preceded by a minor, preliminary phase. The preliminary, exploratory phase of the study was included in order to guide the design of the survey instrument, and in particular the section covering perceived career barriers, an area not discussed in the literature for this population. Interviews were conducted with four hard of hearing Year 12 school students and four hard of hearing first-year university students who were recent school-leavers. In phase two, sixty-five hard of hearing students were compared with a matched group of normally hearing peers on measures of career maturity, career indecision, perceived career barriers, social participation and three variables associated with Social Cognitive Career Theory: career decision-making self-efficacy, outcome expectations, and goals. In addition, predictors of career maturity were tested for both groups. Phase three comprised the collection and analysis of qualitative data from interviews with a proportion of the survey respondents to explore the quantitative results in greater depth. Twelve students with hearing losses ranging from moderate to profound participated in these interviews. Results of the quantitative analysis indicated that (a) the two groups did not differ on measures of career maturity or social participation, (b) the Social Cognitive Career Theory variables were less predictive of career behaviours for the hard of hearing students than for the normally hearing students, and (c) perceived career barriers related to hearing loss predicted lower scores on the measure of career development attitudes for the hard of hearing students. The quantitative data also showed that survey respondents reported high levels of anticipation of some hearing-related barriers to achieving their educational or career goals, particularly 'people not understanding my hearing loss.' The results of the qualitative analysis extended many of the quantitative findings, yielding information and insights inaccessible through traditional quantitative methods. The qualitative findings revealed ways in which students perceived potential barriers, how they felt about them, and ways in which their perceptions of barriers influenced their career choice and decision-making. In addition, the qualitative findings revealed a complex interaction among students' social participation with their peers, their experiences of other people's negative reactions, their self-consciousness about their hearing loss, their fears about mishearing people, and their career decision-making. In sum, the study identified potential career barriers as a key factor influencing the career development of this group of hard of hearing students, and clarified understanding of the way in which their social self-concept interacted with their career development. The study's findings contribute to current knowledge and understanding of the career development of adolescents with significant hearing loss who attend regular classes with itinerant teacher support in two states of Australia. The thesis discusses implications for theory and for practice that have arisen from the study, and sets out recommendations for ways in which the career development and transition of this population might be improved.

Magister Commercii (Industrial Psychology) - MCom(IPS) / The aim of this research study was to assess the existence and impact of career barriers on women in a municipal environment and to understand whether career salience explains some of the differences in the perception of career barriers. To answer the research hypothesis, permission was obtained from the municipal management to embark on the study and the respondents were notified in writing of the purpose and benefits of the study. A cross-sectional, convenience sample of 89 female employees in post levels one to ten was used. The survey questionnaire consisted of a demographical questionnaire, The Career Barriers Inventory-Revised (CBI-R) (Swanson, Daniels & Tokar, 1996) and a career salience scale. The statistical analyses included descriptive, inferential statistics and analysis of variance. The data was also subjected to a Scheffe’s test to determine the differences in perceptions. The results (N = 89) of this study do not support the hypothesis that there is a significant difference between age and women’s experiences of sex discrimination as a career barrier. The first and second hypothesis, which meant to prove a significant relationship between career salience and career barriers and a significant difference in women’s perceptions of career barriers based on their career salience, was partially accepted

Women's participation in the labor market has increased significantly since the 1970s, but thediscussion about their absence from several top positions has long been relevant. The financialsector performs second-worst from a gender equality perspective. The study therefore aims toexamine female managers’ experiences of career barriers in the banking sector and how they areexpressed. We also want to investigate the ways in which female managers navigate careerbarriers. Previous research in the field has shown that women's advancement in the labor market,specifically in the banking sector, is limited due to various reasons. Women's limitations depend,among other things, on societal and organizational gender structures, which enable both verticaland horizontal gender segregation. This study, which is based on qualitative interviews withfemale bank managers from different cities in Sweden, has been analyzed on the basis of atheoretical framework containing Hirdman's gender system and Kanter and Acker'sgender-related organizational theories. The result shows that women are excluded frommanagerial positions partly because recruitment is characterized by homosociality, and partlybecause men are given the opportunity to advance early in their careers. The study also showsthat stereotypical gender norms contribute to female managers being questioned. Furthermore,the results show that women navigate career barriers by having greater performancerequirements and wanting to be more educated than their male colleagues. Finally, the studyshows that female managers navigate career barriers by competing with each other. / Kvinnors deltagande på arbetsmarknaden har ökat avsevärt sedan 1970-talet, men diskussionenkring deras frånvaro på åtskilliga toppositioner har länge varit aktuell. Finansbranschen presterarnäst sämst utifrån ett jämställdhetsperspektiv. Studien syftar därför till att undersöka kvinnligachefers upplevelser av karriärhinder inom banksektorn och hur de kommer till uttryck. Vi önskaräven att undersöka på vilka sätt kvinnliga chefer navigerar karriärhinder. Tidigare forskninginom ämnesområdet har visat att kvinnors avancemang på arbetsmarknaden, specifikt inombanksektorn, begränsas på grund av olika anledningar. Kvinnors begränsningar beror bland annatpå samhälleliga och organisatoriska könsstrukturer, vilka möjliggör såväl vertikal och horisontellkönssegregering. Denna studie, som baseras på kvalitativa intervjuer med kvinnliga bankcheferfrån olika städer i Sverige, har analyserats utifrån ett teoretiskt ramverk innehållande Hirdmansgenussystem samt Kanter och Acker genusrelaterade organisationsteorier. Resultatet visar attkvinnor upplever karriärhinder genom uteslutning från chefspositioner. Dels på grund av attrekrytering präglas av homosocialitet, dels på grund av att män tidigt i karriären ges möjlighet tillavancemang. Studien visar även att stereotypiska könsnormer bidrar till att kvinnliga cheferifrågasätts. Vidare visar resultatet att kvinnor navigerar karriärhinder genom att de har störreprestationskrav och vill vara mer pålästa än sina manliga kollegor. Slutligen visar studien attkvinnliga chefer navigerar karriärhinder genom att de konkurrerar med varandra.

Denna studie riktar ljus mot militära kvinnors karriärupplevelser. Således ämnar studien tillatt synliggöra faktorer som möjliggör och hindrar militära kvinnor i karriärutvecklingen inomFörsvarsmakten. Den metodologiska utgångspunkten är en kvalitativ ansats bestående avsamtalsintervjuer, kompletterat med en sekundäranalys. Den teoretiska referensramenutnyttjas som förklaringsverktyg för forskningens olika problemområden. Teorierna är,Yvonne Hirdmans teori om genuskontraktet, Rosabeth Moss Kanters organisationsmodell ochJoan Ackers organisationsteori. Studien mynnar ut i åtta faktorer som önskar att öka förståelseför vad som påverkar militära kvinnors karriärer inom Försvarsmakten. De identifieradekarriärmöjligheterna är således val av utbildning, chans till utveckling och utmaning. De femkarriärhindren är organisationskultur, kontrakt, brist på flexibilitet, chans till utveckling ochutmaning. / This study sheds light on military women's career experiences. The study aims to highlightfactors that enables and creates barriers for military women in the Swedish Armed Forces.The methodological approach is based on a qualitative method with interviews, along with asecondary analysis. The theoretical frame is used to seek an explanation for the research area.The theories are, Yvonne Hirdman’s theory of the gender contract, Rosabeth Moss Kanter’sorganizational model and Joan Acker’s organizational theory. The study formulates eightfactors that affects military women’s careers within the Swedish Armed Forces with the wishto increase an understanding. The identified career opportunities are therefore option ofeducation, chance for development and the last is challenge. Furthermore, five career barrierswas also identified, organizational culture, contract, lack of flexibility, chance fordevelopment and challenge.

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<div> <p>In the last several years, it has become apparent that racial/ethnic minority graduate students face an increased risk for mental health issues (Clark, Mercer, Zeigler-Hill, & Dufrene, 2012; Paradies et al., 2015). Contextualizing their experiences and determining what factors play a role in increasing this risk specifically for racial/ethnic minority graduate students could help provide information about areas for intervention. However, there is a lack of literature on the experiences of racial/ethnic minorities in graduate school and the implications of those experiences for their mental health. It is important to understand their experience in the context of minority status stress through the use of Stress Process Theory (Pearlin, Menaghen, Lieberman, & Mullan, 1981). As such I hypothesized several positive and unique contributions to depressive symptoms by career and education barriers and minority status stress. Additionally, I hypothesized that minority status stress would mediate the relationship between career and education barriers and depressive symptoms, and that perceived family social support would moderate the relationships between career and education barriers, minority status stress, and depressive symptoms. To this end I used this regression-based, quantitative study to examine the associations between the perception of career and education barriers, minority status stress, perceived family social support, and depressive symptoms among a sample (<i>N</i> = 311) of domestic racial/ethnic minority graduate students currently enrolled in degree granting programs. The results revealed that the perception of career barriers uniquely contributed to depressive symptoms, although not in the hypothesized direction with career barriers being a negative predictor of depressive symptoms. Minority status stress uniquely contributed to depressive symptoms in the hypothesized directions and serves as a mediator between the perception of career barriers and depressive symptoms. The perception of education barriers did not uniquely contribute to depressive symptoms. Additionally, perceived family social support moderated only the relationship between the perception of career barriers and depressive symptoms; a moderator effect was not found in any other relationship. Implications for future research and practice, as well as the study’s limitations are discussed<b></b></p> </div> <b><br></b>

In 2016, the U.S. Census Bureau indicated only 39.1% of women occupied management and leadership occupations. The absence of women in leadership roles minimizes career aspirations, reduces the benefits of gender diversity, and lowers growth opportunities for women. The purpose of this interpretive hermeneutical phenomenological study was to unveil the lived experiences of a sample of minority women managers and leaders in the finance and insurance sector in Central Florida who encountered general career barriers and self-imposed career impediments that hindered them from advancing. The conceptual framework that guided this study was the social cognitive career theory coupled with the self-efficacy theory. Data were collected through semistructured interviews with 8 minority mid-level managers and leaders in the finance and insurance industry in Central Florida. Data were analyzed using the modified van Kaam method reformed by Moustakas. Five themes emerged from the data: General career barriers, self-imposed career impediments, career challenges, career management strategies, and career barrier counsel. These results may contribute to social change by raising awareness about career impediments that can discourage career paths of women and illuminating strategies regarding how to maneuver through interferences. Women can take control of their lives and modify their career paths. When organizational managers and leaders become more self-aware of the perceived career obstructions, they can initiate the appropriate training to help their employees maneuver, overcome, and navigate through difficulties.