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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.

Thesis (Ed. D.)--Virginia Polytechnic Institute and State University, 1992. / Vita. Abstract. Includes bibliographical references (leaves 211-230). Also available via the Internet.

Master's thesis. / Format: PDF. Bibl.

The development of work self-efficacy in people with life-long physical disabilities was investigated using qualitative methods. A series of three semi-structured interviews were conducted with a purposive sample of three participants between the ages of 23 and 44. Research participants included two males with cerebral palsy and a female with rheumatoid arthritis. Developmental comparisons were made between the two participants that grew up expecting to go to work as adults and the one participant who did not. All of the participants were working at the time of the interviews. Each of the semi-structured interviews focused on a separate topic: (1) the childhood developmental events that contributed to their becoming adult workers, (2) how these events contributed to their work self-efficacy, and (3) how they described their work self-efficacy. Qualitative analysis of the interview data was guided by Bandura's (1997) social cognitive theory and Lent and Brown's (1996) social cognitive career theory. Results indicate that the mastery experiences of performing household chores, vicarious learning acquired by having working parents as role models, and verbal persuasion in the form of parental encouragement and teacher support all contributed positively to the participants' sense of work self-efficacy. The most common inhibitors of work self-efficacy were parental overprotection, negative school experiences related to being placed in special education, and having people with disabilities as poor role models for working. How the participants cognitively processed developmental experiences also played a role in work self-efficacy development, as they each described actively resisting inhibiting events and readily accepting positive events. A model of work self-efficacy development is proposed that shows that children with disabilities need support for their future work goals in order for the formation of outcome expectations of working as adults. Finally, 12 characteristics of work self-efficacy were identified in the areas of work cognitions (intrinsic rewards, self-confidence, service-orientation, and job-specific knowledge), work behaviors (maintaining a schedule, possessing the physical ability to do essential tasks, possessing required job skills, and ability to meet job performance requirements), and socio-environmental supports (social support from family and loved ones, customer or client positive feedback, coworker support, and supervisor support).

New professional immigrants, who come to Canada with significant education and work experience, often find themselves underemployed after immigration. As a result, many immigrants undergo some form of re-training post-immigration. This study was a sub-study of a larger Canada Research Chair project exploring the career development and re-training experiences of new professional immigrants to Canada. This particular study focused on exploring such experiences from an existential perspective. Within a qualitative research framework, 10 semi-structured, in-depth interviews were conducted with new professional immigrants to Canada. A grounded theory approach was adopted for data analysis. Several themes emerged and key findings, including participants’ relationship with the core existential concepts of death, freedom, and meaning are introduced. Results also compare how existential considerations were related to participants’ level of career satisfaction in Canada. Results have theoretical implications for career and vocational psychology and implications for practice, including professional and self-helping.

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.

Unemployment is on the rise in South Africa. Learners who attend special schools are marginalised in the labour market. As an educator in a special-needs school (‘special school’), I noticed many learners returning to school to ask for my assistance to find them jobs. This inspired me to ask: to what extent does the special school that they attended prepare its learners for adulthood? What were the learners’ experiences and how did the curriculum prepare them for work and socialising? In order to answer this question, I used a case study methodology within an interpretative paradigm using semi-structured interviews with three educators and 17 former learners of a special school which is referred to as School X. The study was analysed through a theoretical framework that explored medical and social models of disability, curriculum (especially the enacted curriculum) and transformative learning. The analysis revealed that the learners’ transition to adulthood was problematic. They experienced their schooling and subsequent employment prospects predominantly through a medical model of disability which labelled and defined them, rather than environmental factors, as the problem. This was evident in the enacted curriculum in terms of content and educator responses, though there were some exceptions. Their social life rarely developed beyond family connections. Their experiences of contributing to transformative learning were often negative in that raised vocational prospects on entry to the school resulted in disillusionment by the time they left. Again there were exceptions, however, as some former learners highlighted individual educator efforts to positively reinforce their self-esteem and thus keep their hopes up for a brighter future. Recommendations are made for special schools to have a more appropriately designed curriculum that meets learners’ context specific needs. This curriculum both for the technical and the academic learning areas must work in conjunction with work programmes followed by industry so that these learners can fit into the work programme when seeking employment. Lessons must be designed taking the learners’ learning pace into consideration. Society, and prospective employers in particular, must be conscientised about the merits of the school and special schools in general. It is recommended that there be integration between special schools and industry, and other mainstream schools. This would make people aware of the capabilities of learners with special needs and highlight the fact that they have a place and an equal chance in society. The teachers who are involved with special education should have the appropriate training so as to be able to understand the nature of these learners and deal with them in an appropriate manner. Their training should be constantly upgraded in order to keep abreast with the latest demands of industry and employment agencies. Post-school follow-up support must be made available to former learners to offer them career guidance and to afford them the opportunity to brush up on their technical skills and familiarise themselves with the latest trends in industry. All stereotyped thinking must be removed from the school, starting with co-ed workshops rather than separate workshops for boys and girls. This would help to remove the one aspect of negativity that appears within the hidden curriculum. / Thesis (M.Ed.)-University of KwaZulu-Natal, Pietermaritzburg, 2012.

Everyday and in all facets of industry some people are motivated to seek promotion. The reasons behind this motivation to succeed are vague and very little information exists to explain why people seek promotion. It was on this basis that this study was undertaken; to add to knowledge of what motivates people to seek promotion. The common thought or belief is that people seek promotion so as to earn more and to increase their living standards and to be financially “better off” than their current circumstances. However, this study has shown that not to be the case. People are not only driven by financial gains but instead have a deeper desire to succeed. A probability sample of 123 was drawn from people who work within industry and hold various positions from senior management to those at the bottom of the organisational hierarchy. The sample was made up of 43.9% in management, 29.27% in administrative positions, and 26.83% working within the factory environment. The gender making up this sample was 21.95% female and 78.05% male. The majority of the data collected was through an online survey web page and the balance through respondents completing a paper based questionnaire. Statistical analysis software called SPSS was used to subject the data collected to statistical scrutiny. The salient feature of this study is that people displayed high levels of confidence in either being a manager or belief that they would do well as a manager. The study also shows that people are not motivated through financial rewards as a precursor for promotion, but instead seek promotion to better their non-financial lives. Personal satisfaction, job satisfaction and the desire for a challenge are the main factors for promotional desires. This dissertation has added to knowledge of what motivates people to seek promotion. The information can be used by organisations to assess their staff for promotional abilities and gives a broader understanding of why their people seek promotion. / Thesis (MBA)-University of KwaZulu-Natal, 2009.

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. / Magister Commercii (Industrial Psychology) - MCom(IPS)