The purpose of the proposed study was to understand the process of career identity development among women immigrants arriving as applicants with dependent status, where career identity refers to a generalized perception of one’s career-related interests and potential in terms of acceptable career roles. Previous research has shown that the majority of dependent applicants under the economic class of immigrants are women and constitute a group of talented persons, possessing the skills to contribute positively to Canada’s economy. However, immigrant women who arrive on a dependent visa to Canada have largely been ignored within immigrant literature. Exploring their career-related experiences upon immigration may assist in understanding the effect of these experiences on their developing career identity. This in turn may lead to useful information in terms of how to tap into their potential and help them realize their career goals, within an evolving process of career development. Adopting a constructivist approach, a qualitative enquiry inspired by a grounded theory methodology was carried out to identify some of the key themes relevant to immigrant women’s career identity development and possible interactions between those themes. Purposive and snowball sampling were used to recruit six participants for the study. Semi-structured interviews with open-ended questions were conducted with each participant. Data were analyzed using Braun and Clarke’s (2012) six-phase method of conducting thematic analysis to generate themes and subthemes. Eight main themes were generated and include: On board the Canadian dream, Coming to terms with “dependent” status, Maintaining equilibrium, Tipping point, Grieving the loss of preferred career trajectory, Taking agency, Redirecting one’s career path, and Emergence of a strengthened career identity. Findings from the study shed light on some of the gender-specific experiences that women immigrants undergo in their career journey, and may provide useful information to career counsellors who play a critical role in helping immigrants navigate through career transitions in a new country.

In the post-industrial society, career management has become vitally important for assisting workers to be employable. This study aimed to investigate the relationship between career anchors and employability. The effort of researching these concepts is geared towards adding to the knowledge base in the field of Industrial and Organisational Psychology, so that the current organisation from which the sample was chosen and other organisations in South Africa can adopt a strong career management culture. A quantitative survey using primary data was conducted on a convenience sample (N=108) of full-time employees in a South African financial company. The Career Anchors Inventory (COI) and the Employability Attribute Scale (EAS) were used to gather data. The study found a statistically significant positive relationship between career anchors and employability. In addition, there were significant correlations between the sub-constructs of career anchors and employability, while significant differences in career anchor preferences and employability perceptions between males and females emerged. The only differences in career anchor preferences were detected between racial and age groups. The results indicate a mutual and positive relationship between career anchors and employability, which can be useful in career guidance in the 21st century. / Industrial & Organisational Psychology / M. A. (Industrial and Organisational Psychology)

Abstract In recent years, the government has implemented several policies to lower the unemployment rate. In this insecure environment, the concept of employability has emerged as a key contributor to career success and job search success. Past researches show lack of attention on the relationship between employability and job search success, furthermore, most researches about employability were taking college students as examples. Thus, this research tries to proceed an empirical study of general job seekers and find out the effect of employability on job search success. Besides, it also comprehends the exploration of the mediating effect of the job search self-efficacy. After statistical analyses, the results are summarized as the following. 1. Adaptability has no effect on job search self-efficacy. 2. Adaptability has no effect on job search success. 3. Career identity has positive effect on job search self-efficacy. 4. Career identity has positive effect on job search success. 5. Human capital and social capital have positive effect on job search self-efficacy. 6. Human capital and social capital have positive effect on job search success. 7. Job search self-efficacy has positive effect on job search success.

In the post-industrial society, career management has become vitally important for assisting workers to be employable. This study aimed to investigate the relationship between career anchors and employability. The effort of researching these concepts is geared towards adding to the knowledge base in the field of Industrial and Organisational Psychology, so that the current organisation from which the sample was chosen and other organisations in South Africa can adopt a strong career management culture. A quantitative survey using primary data was conducted on a convenience sample (N=108) of full-time employees in a South African financial company. The Career Anchors Inventory (COI) and the Employability Attribute Scale (EAS) were used to gather data. The study found a statistically significant positive relationship between career anchors and employability. In addition, there were significant correlations between the sub-constructs of career anchors and employability, while significant differences in career anchor preferences and employability perceptions between males and females emerged. The only differences in career anchor preferences were detected between racial and age groups. The results indicate a mutual and positive relationship between career anchors and employability, which can be useful in career guidance in the 21st century. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Recent college graduates are clearly facing significant labor market challenges and statistics show that college graduates will more likely find themselves unemployed or underemployed rather than gainfully employed in the current job market. The purpose of this study was to examine the career identity development of non-public high school seniors taking a career preparation program involving internships within all career pathways, not just those requiring a bachelor’s degree or higher. Individual interviews were conducted with ten students, the program director, and four site coordinators to gain the insight from their experiences with the career development course. Results from this study indicated that students experienced a high level of student engagement in the program, exposure to real-world experience in careers, and meaningful relationships with adults who participated in the program. Findings in this study also indicated how self-awareness and self-confidence gained from participating in the program lead to the development of a positive career identity. This study can be used to inform schools and school districts of the value of internships on the development of career identity.

This mixed methods study investigated the influence of a career development program attended by low income, first generation, college bound students. Phase I took place in 2006 and 2007 when the students participated in the Upward Bound summer Bridge program. During Phase II in 2009, follow up interviews were conducted. Phase III was completed in 2014 and also included follow-up interviews. Career Identity (CI) scores from My Vocational Situation and Holland codes from the Self Directed Search were obtained during each phase. Changes in measured career identity scores and codes were interpreted by taking into account the students’ experiences. Interviews examined common themes demonstrating the career development of the participants.

Globalisation, technological advancements and changing social needs result in virtual work arrangements becoming more prominent. Virtual work is conducted away from the traditional office setting and usually occurs in employees’ personal home environments. Virtual work has been called virtualling in this study, and virtual employees are referred to as virtuallers. A phenomenological orientation was adopted in studying completely virtual workers in a completely virtual context; sourcing of participants and data collection were also conducted completely virtually. This study presented new ways of conducting research in the modern, virtual world of work. An autoethnography was included, as the researcher is also a virtualler and insider of virtualling. Four key case studies are presented to provide a holistic picture of virtualling and virtuallers. Thematic results indicate key influencing factors that originate from virtualling, as well as factors and mindset requirements that pertain to the virtualler personally. It was further found and proposed that the resulting virtual environment changes virtuallers’ ways of doing things and viewing the world, hence results in changes in their lifestyle and career identity. The abstract psychological structure as it resulted from the thread of meanings was presented as virtualness. Authentic psychological identification with virtualling and adopting a boundarylessness employability mindset oriented towards psychological success are highlighted as key requirements in order to experience virtualness. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)

Globalisation, technological advancements and changing social needs result in virtual work arrangements becoming more prominent. Virtual work is conducted away from the traditional office setting and usually occurs in employees’ personal home environments. Virtual work has been called virtualling in this study, and virtual employees are referred to as virtuallers. A phenomenological orientation was adopted in studying completely virtual workers in a completely virtual context; sourcing of participants and data collection were also conducted completely virtually. This study presented new ways of conducting research in the modern, virtual world of work. An autoethnography was included, as the researcher is also a virtualler and insider of virtualling. Four key case studies are presented to provide a holistic picture of virtualling and virtuallers. Thematic results indicate key influencing factors that originate from virtualling, as well as factors and mindset requirements that pertain to the virtualler personally. It was further found and proposed that the resulting virtual environment changes virtuallers’ ways of doing things and viewing the world, hence results in changes in their lifestyle and career identity. The abstract psychological structure as it resulted from the thread of meanings was presented as virtualness. Authentic psychological identification with virtualling and adopting a boundarylessness employability mindset oriented towards psychological success are highlighted as key requirements in order to experience virtualness. / Industrial and Organisational Psychology / M.Comm. (Industrial and Organisational Psychology)

本研究旨在探討年輕女性工作者的生涯阻隔、生涯動機和因應策略之關係。以台北地區25至34歲的年輕女性工作者為研究對象，以立意方式取樣，正式施測後共得326份有效問卷，使用的研究工具為「生涯阻隔因素量表」、「生涯動機量表」和「因應策略量表」，所得資料以描述統計、獨立樣本t考驗、單因子變異數分析、二因子多變量變異數分析及典型相關分析等統計方法進行處理。 本研究的主要發現為：第一，年輕女性工作者的生涯阻隔偏低，生涯動機偏高，較常採取問題解決和邏輯思考的因應策略，而較少採情緒逃離策略。第二，不同年齡、職業類型、總工作年資和婚姻狀況等背景變項的年輕女性工作者，在生涯阻隔、生涯動機與因應策略上達顯著差異，其中尤以職業類型最為顯著。第三，生涯阻隔高的年輕女性工作者較會採取情緒逃離策略，生涯動機高的年輕女性工作者則較會採取各種因應策略，而不同的生涯阻隔和生涯動機在情緒逃離策略上有交互作用效果。第四，生涯復原力和生涯洞察力愈高的年輕女性工作者，愈會採取正向因應策略，其中尤以企業型年輕女性工作者更為明顯；而事務型的年輕女性工作者總工作年資愈長，即使個人條件的阻隔較高，若擁有較大的外在支持，也較會採取正向因應策略。 最後，根據研究發現提出對年輕女性工作者、女性生涯諮商工作，以及未來相關研究之建議。 / The purpose of this study was to investigate the relationships among career barriers, career motivation and coping strategies of young female employees. By using the purposes sampling, there are 326 young female employees from 25 to 34 years old sampled in Taipei. The measure instruments include Career Barriers Inventory, Career Motivation Inventory and Coping Strategies Inventory. Data obtained were analyzed by descriptive statistics, t-test, one-way ANOVA, two-way MANOVA and canonical correlation. The major findings are as follows：first, young female employees had low career barriers and high career motivation, and they were more likely to use problem-solving and logic-thinking coping strategies. Second, young female employees with different age, total working years, occupational type and marriage situation were different in career barriers, career motivation and coping strategies, especially the occupational type. Third, young female employees with high career barriers were more likely to use emotion-escape coping strategies, and young female employees with high career motivation were more likely to use all kinds of coping strategies. There were interaction effect on emotion-escape coping strategies with different career barriers and career motivation. Fourth, young female employees with high career resilience and career insight were more likely to use positive coping strategies, especially enterprising young female employees. Conventional young female employees with long total working years, high barriers on individual conditions and good external support, they were more likely to use positive coping strategies. According to the findings, implications and suggestions for young female employees, career counseling for women and future researches were provided.

South African learners transitioning into the world of work are currently lacking adequate career education in schools. It is well documented that preparedness for the world of work sets learners in a locus of control. The main aim of this case study was to interpret learners’ reflections of selfconstructing a career with the psychosocial construct of career adaptability as an instructional scaffold. The study leaned on the life design for career construction theory, a combination of the career construction theory of Savickas, and the selfconstruction theory of Guichard. I utilised interpretivism as a research paradigm and a single case study design. Following purposeful convenience sampling, sixteen Grade 11 learners in a South African public school participated in Phase 1: a workshop comprising five sessions. Phase 2 consisted of a focus group interview with eight learners selected from the original group on their level of contribution and commitment. Data collection included group reflection, reflective writing, observation, researcher reflective field notes, and a focus group interview. Six themes emerged from the thematic analysis of the data. Learners successfully initiated career planning activities by reflecting on the career adaptability construct. The research results suggest a need for an alternative approach in the manner career education is presented in schools. This study hopes to provide insight into career selfconstruction initiatives learners employ when using the career adaptability construct as an instructional scaffold. / Psychology of Education / M. Ed. (Psychology of Education)