The primary objective of this study was to investigate the relationship between archetypal values (measured by the PMAI), career orientations (measured by the COI), perceived career success and meaningfulness (measured by open-ended questions) in a sample of 207 participants employed in the science and engineering sector. The secondary objective was to qualitatively assess the core themes underlying individuals‟ perceptions of their career success and meaningfulness. The tertiary objective was to determine whether demographic groups differ in terms of their archetypal values and career orientations. The research findings indicated significant relationships between participants‟ archetypal values, career orientations, their perceptions of career success and meaningfulness. The findings further revealed a number of core themes underlying individuals‟ perceptions of their career success and meaningfulness. Significant differences were observed between demographic groups in terms of their archetypal values and career orientations. The findings contributed valuable new knowledge to inform career counselling and decision-making practices. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

A transição da universidade para o mundo do trabalho, bem como o sucesso na carreira, são temas de interesse dos pesquisadores da psicologia vocacional. Contudo, pouca atenção tem sido dedicada ao estudo do sucesso nessa importante transição na perspectiva de recém-formados. Buscando preencher tal lacuna, esta investigação teve como objetivo geral descrever e explicar o sucesso na transição universidade-trabalho. Foram conduzidos três estudos. O primeiro, de natureza qualitativa, buscou explorar as definições de sucesso na transição universidade-trabalho. No segundo estudo, foi construído, a partir dos dados qualitativos, um instrumento multifatorial que avalia diferentes indicadores de sucesso na transição universidade-trabalho. Essa medida se mostrou psicometricamente adequada e foi utilizada como variável dependente no terceiro estudo, de natureza longitudinal, sobre os determinantes do sucesso na carreira depois da conclusão da graduação. Para cada estudo, os participantes foram recrutados por conveniência. Para o primeiro estudo, qualitativo, colaboraram nove recém-formados, organizados em dois grupos focais. Para o segundo estudo, de validação da medida, utilizou-se o procedimento de validação cruzada com duas amostras independentes, totalizando 377 recém-formados. Para o terceiro estudo, de natureza longitudinal, obteve-se a colaboração de 195 participantes que responderam à pesquisa em dois momentos: durante o último ano da graduação e quando já tinham finalizado a formação superior (follow-up). Os pressupostos da análise do discurso e da epistemologia construcionista social subsidiaram as análises do estudo qualitativo. Os dados quantitativos foram analisados por meio de programas estatísticos SPSS for Windows e AMOS, versão 22. Foram realizadas análises descritivas e análises fatoriais exploratórias e confirmatórias. Os resultados da investigação qualitativa indicaram que o sucesso na transição universidade-trabalho pode ser descrito por uma multiplicidade de sentidos que refletem resultados de natureza subjetiva (confiança no futuro de carreira, conquista gradativa dos objetivos traçados, construção da identidade profissional, adaptação ao papel de trabalhador e satisfação com o percurso profissional) e objetiva (conseguir um trabalho na área, remuneração compatível com o mercado e com os pares, independência financeira e reconhecimento social pelo desempenho profissional). Outro resultado dessa pesquisa foi a construção e a validação da Escala de Avaliação do Sucesso na Transição Universidade-Trabalho (ESTUT). O estudo longitudinal, por sua vez, evidenciou que tanto variáveis individuais associadas à identidade, à decisão, à exploração de carreira e à autoeficácia profissional, quanto as contextuais, relacionadas às percepções do apoio social e das oportunidades do mercado de trabalho, são necessárias para predizer o sucesso nessa etapa da carreira. Porém, as variáveis individuais se mostraram mais significativas, ressaltando o papel da agência pessoal no processo de transição universidade-trabalho. De modo geral, os estudos realizados ressaltaram a inter-relação entre os aspectos objetivos/contextuais e subjetivos/individuais da carreira. As conclusões apontam para a necessidade de se adotar uma visão psicossocial e interdisciplinar para a compreensão do sucesso na transição universidade-trabalho. Implicações teóricas, práticas e para futuras pesquisas são discutidas. / University-to-work transition and career success are themes of interest among vocational psychology researchers. Nevertheless, little attention has been devoted to the study of career success at this important transition from the new graduates perspective. Aiming to fill this gap, the objective of this research was to describe and explain career success during university-to-work transition. Three studies were conducted. The first study, qualitative, sought to explore the definitions of success during university-to-work transition. In the second study, based on previous qualitative data, was developed a multifactorial instrument that assesses different indicators of university-to-work success. This measure proved to be psychometrically adequate and was used as a dependent variable in the third study, longitudinal, which investigated the determinants of career success after graduation. For each study participants were recruited by convenience methods. For the first study, qualitative, collaborated nine new graduates, organized in two focus groups. For the second study, measurement validation, was used a cross-validation procedure with two independent samples, totaling 377 college graduates. For the third study, longitudinal, 195 participants responded to the survey in two times: during the final year of college education and when they had already graduated (follow-up). Discourse analysis approach and social constructionist epistemology was used for the qualitative analyzes. Quantitative data were analyzed using SPSS for Windows and AMOS, version 22. Descriptive statistics and exploratory and confirmatory factor analyzes were performed. The results of qualitative research indicated that success in university-to-work transition could be described by a multiplicity of meanings that reflect subjective (confidence in the career future, goal progress and career plans, construction of professional identity, work adjustment, and career path satisfaction) and objective (work in the degree area and good salary, financial independence, and social recognition) career outcomes. Another contribution of this research was the development and validation of the University-to-Work Success Scale (UWSS). In addition, the longitudinal study showed that individual variables associated with career identity, career decision, career exploration and professional self-efficacy, as well as contextual variables related to perceptions of social support and labor market opportunities were necessary to explain the success at this career stage. However, the individual variables were more significant, emphasizing the role of personal agency in the university-to-work transition process. Overall, the studies highlighted the interrelationship between objective/contextual and subjective/individual aspects of a career. The findings pointed out the need to adopt a psychosocial and interdisciplinary approach to understanding university-to-work transition success. Implications for theory, research and practice are discussed

Šiame magistratūros baigiamajame darbe nagrinėjama darbuotojų, dirbančių klinikinės medicinos srityje, asmeninės karjeros valdymas. / The present paper evaluates personal career management of the professionals working in clinical research.

Tyrimo tikslas – nustatyti sąsajas tarp Vytauto Didžiojo universiteto psichologijos absolventų iniciatyvumo, nuostatų dėl karjeros tikslų, profesinio saviveiksmingumo ir objektyvaus bei subjektyviai suvokiamo karjeros sėkmingumo. Tyrime dalyvavo 121 Vytauto Didžiojo universiteto psichologijos absolventai (2 vyrai ir 119 moterų), psichologijos bakalauro arba magistro studijas baigę 2004-2012 metais. Iš 370 gavėją pasiekusių elektroninių laiškų, klausimyną užpildė 121 tiriamasis (33 proc.). Asmens iniciatyvumui įvertinti buvo naudojamas Bateman ir Crant (1993) asmens iniciatyvumo klausimynas, nuostatoms dėl karjeros tikslų įvertinti naudojama Mu karjeros tikslų skalė (Creed, Patton, Bartrum, 2002), o profesiniam saviveiksmingumui – Schens, Collani (2010) profesinio saviveiksmingumo klausimynas. Subjektyviai suvokiamas karjeros sėkmingumas buvo matuojamas Grennhaus, Parasuraman ir Wormley (1990) pasitenkinimo karjera klausimynu, o objektyvus karjeros sėkmingumas buvo vertinamas klausimu apie gaunamą atlyginimą. Tyrimo rezultatai parodė, jog labiau iniciatyvūs psichologijos absolventai pasižymi aukštesniu profesiniu saviveiksmingumu ir stipresnėmis nuostatomis dėl karjeros tikslų. O aukštesniu profesiniu saviveiksmingumu ir stipresnėmis nuostatomis dėl karjeros tikslų pasižymintys absolventai išreiškia didesnį objektyvų ir subjektyviai suvokiamą karjeros sėkmingumą. Taip pat didesniu objektyviu ir subjektyviai suvokiamu karjeros sėkmingumu pasižymi absolventai išreiškiantys... [toliau žr. visą tekstą] / The aim of the study was to assess the proactivity, career goals settings, occupational selfefficacy links to objective and subjective career success among Vytautas Magnus University graduates of psychology. The subjects of the study were 121 man and women, psychology graduates of Vytautas Magnus University. Respondents were bachelor or master graduates those who finish their studies in 2004 – 2012. Of 370 e-mails with questionnaire witch have reach respondents, 121 participants (33 percent) complete the questionnaire. In order to evaluate proactivity, it was used self-report measure of proactive personality (Bateman, Crant, 1993). To measure attitude towards career goals it was used Mu career goals settings questionnaire (Creed, Patton, Bartrum, 2002). Additionally it was used occupational self-efficacy scale (Schyns, Collani, 2010) and career satisfaction scale (Greenhaus, Parasuraman & Wormley, 1990) which was used to evaluate subjective career success. In order to evaluate objective career success it was used question about respondents’ salary. The results of the study showed that psychology graduates’ higher proactivity are related to higher occupational self-efficacy, stronger career goals settings, bigger objective and subjective career success. Stronger career goals settings and higher occupational self-efficacy are also related to bigger objective and subjective career success. And objective career success are related to subjective career success. The best... [to full text]

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: Since the 1970s, economic recession, industrial restructuring, technological changes, and intensified global competition has changed the nature of work. Consequently, employees have changed, many organisations are changing and jobs are minimized to keep up with global demands. However, military organisations and jobs seem to be lagging behind. Although the military is recruiting young generations, many of its jobs are still traditional military jobs that pose heavy demands and dangerous circumstances on the soldiers, hence, the purpose of this particular study. The aim of this study is to explore the relationship between subjective career success (SCS), work circumstances (WC) and personality factors (PF) of soldiers in the South African National Defence Force (SANDF). The existence of the relationship between the variables was explored through a non-experimental controlled inquiry. The variables under study were defined as follows: subjective career success is characterised by increase in the level of skills, increase in self-esteem, increased autonomy and responsibility in the position the person holds, and working with interesting colleagues; WC is defined as working conditions in which physical, mental, and emotional activities are directed towards accomplishing a specific task. Work circumstances encompass job demands, job characteristics, salary, and job security of soldiers; and PF includes locus of control in the workplace, self-efficacy and assertive behaviour in the workplace. A sample of 57 participants was selected from officers (Second Lieutenant – Captain and equivalent rank) studying at the South African Military Academy (here referred to as SAMA), Faculty of Military Sciences, Stellenbosch University. Another sample of 113 Non-Commissioned Officers (NCOs) (Leading-Seamen – Chief Petty Officers) was selected from SAS SALDANHA (South African Naval Gymnasium). In total, a sample of 170 was drawn for this research. Correlation analysis was used to determine the relationship between independent variables and dependent variable; and multiple regression analysis was used to determine factors that explain SCS of soldiers in the SANDF. The results showed a significant partial relationship between job characteristics and SCS. Furthermore, a significant correlation emerged between salary satisfaction and satisfaction with job security. Insignificant relationship emerged between job demands and SCS. Insignificant results also emerged in the relationship between locus of control, self-efficacy and assertive behaviour (PF) and SCS respectively. As a result, it was concluded that WC have a partial relationship with SCS; and PF does not have any relationship with SCS. However, the results of the multiple regressions analysis provided that only job security satisfaction, salary satisfaction, locus of control and self-efficacy explain SCS, concluding that WC and PF in this research partially explain SCS of soldiers. / AFRIKAANSE OPSOMMING: geen opsomming

The primary objective of this study was to investigate the relationship between archetypal values (measured by the PMAI), career orientations (measured by the COI), perceived career success and meaningfulness (measured by open-ended questions) in a sample of 207 participants employed in the science and engineering sector. The secondary objective was to qualitatively assess the core themes underlying individuals‟ perceptions of their career success and meaningfulness. The tertiary objective was to determine whether demographic groups differ in terms of their archetypal values and career orientations. The research findings indicated significant relationships between participants‟ archetypal values, career orientations, their perceptions of career success and meaningfulness. The findings further revealed a number of core themes underlying individuals‟ perceptions of their career success and meaningfulness. Significant differences were observed between demographic groups in terms of their archetypal values and career orientations. The findings contributed valuable new knowledge to inform career counselling and decision-making practices. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Made available in DSpace on 2016-08-02T21:42:24Z (GMT). No. of bitstreams: 1 PAULA AGAPITO.pdf: 799943 bytes, checksum: bfce1897e126e6eae01bb6a329b0c2fd (MD5) Previous issue date: 2012-06-29 / The aim of this study was to analyze, interpret and discuss the relationship between perceptions of career success, well-being at work and turnover intention of workers in Southeast Brazil. The study gathered 500 employees working in the state of Sao Paulo in non-governmental organizations, public and private. As an instrument for data collection used a self-administered questionnaire composed of five scales measuring the variables of the research. This study aimed to present, interpret and discuss the relationships between variables, but also test the hypotheses concerning the proposed conceptual model through a cross-cutting research with a quantitative approach, whose data were analyzed by applying techniques parametric statistics (calculation of descriptive statistics: mean, standard deviation, t test and correlations; calculations multivariate regression analysis and stepwise multiple linear test of normality of the variables, using the Kolmogorov-Smirnov test). Treatment and analysis were performed by the statistical software Statistical Package for Social Sciences - SPSS version18.0 for Windows. The results showed that the dimensions of well-being at work have a strong and significant impact on turnover intention of professionals, while the perception of career success has contributed to low values in this impact, due to the shape of the hypothetical model. The research led us to conclude that the more the company is concerned with providing a work environment that is exciting, interesting, and that causes excitement, fewer professionals think of leaving her. / O objetivo geral deste estudo foi analisar, interpretar e discutir as relações entre as percepções de sucesso na carreira, bem-estar no trabalho e a intenção de rotatividade em trabalhadores da Região Sudeste do Brasil. Participaram desta pesquisa 500 trabalhadores que atuam no estado de São Paulo em organizações não governamentais, públicas e privadas. Como instrumento para coleta de dados foi utilizado um questionário de autopreenchimento composto de cinco escalas que mediram as variáveis da pesquisa. A presente pesquisa se propôs a apresentar, interpretar e discutir as relações entre as variáveis, como também, testar as hipóteses referentes ao modelo conceitual proposto, por meio de uma pesquisa de natureza transversal com abordagem quantitativa, cujos dados coletados foram analisados por aplicação de técnicas estatísticas paramétricas (cálculos de estatísticas descritivas: médias, desvio padrão, teste t e correlações; cálculos de estatísticas multivariadas: análise de regressão linear múltipla stepwise e teste da normalidade das variáveis, por meio do teste de Kolmogorov-Smirnov). O tratamento e análise dos dados foram realizados pelo software estatístico Statistical Package for the Social Science SPSS, versão 18.0 para Windows. Os resultados obtidos demonstraram que as dimensões de bem-estar no trabalho exercem forte e significativo impacto sobre a intenção de rotatividade dos profissionais, enquanto que a percepção de sucesso na carreira contribuiu com valores baixos neste impacto, devido ao formato do modelo hipotético. A pesquisa possibilitou concluir que quanto mais a empresa se preocupa em proporcionar um ambiente de trabalho que seja animador, interessante e que cause entusiasmo, menos os profissionais pensarão em deixá-la.

A transição da universidade para o mundo do trabalho, bem como o sucesso na carreira, são temas de interesse dos pesquisadores da psicologia vocacional. Contudo, pouca atenção tem sido dedicada ao estudo do sucesso nessa importante transição na perspectiva de recém-formados. Buscando preencher tal lacuna, esta investigação teve como objetivo geral descrever e explicar o sucesso na transição universidade-trabalho. Foram conduzidos três estudos. O primeiro, de natureza qualitativa, buscou explorar as definições de sucesso na transição universidade-trabalho. No segundo estudo, foi construído, a partir dos dados qualitativos, um instrumento multifatorial que avalia diferentes indicadores de sucesso na transição universidade-trabalho. Essa medida se mostrou psicometricamente adequada e foi utilizada como variável dependente no terceiro estudo, de natureza longitudinal, sobre os determinantes do sucesso na carreira depois da conclusão da graduação. Para cada estudo, os participantes foram recrutados por conveniência. Para o primeiro estudo, qualitativo, colaboraram nove recém-formados, organizados em dois grupos focais. Para o segundo estudo, de validação da medida, utilizou-se o procedimento de validação cruzada com duas amostras independentes, totalizando 377 recém-formados. Para o terceiro estudo, de natureza longitudinal, obteve-se a colaboração de 195 participantes que responderam à pesquisa em dois momentos: durante o último ano da graduação e quando já tinham finalizado a formação superior (follow-up). Os pressupostos da análise do discurso e da epistemologia construcionista social subsidiaram as análises do estudo qualitativo. Os dados quantitativos foram analisados por meio de programas estatísticos SPSS for Windows e AMOS, versão 22. Foram realizadas análises descritivas e análises fatoriais exploratórias e confirmatórias. Os resultados da investigação qualitativa indicaram que o sucesso na transição universidade-trabalho pode ser descrito por uma multiplicidade de sentidos que refletem resultados de natureza subjetiva (confiança no futuro de carreira, conquista gradativa dos objetivos traçados, construção da identidade profissional, adaptação ao papel de trabalhador e satisfação com o percurso profissional) e objetiva (conseguir um trabalho na área, remuneração compatível com o mercado e com os pares, independência financeira e reconhecimento social pelo desempenho profissional). Outro resultado dessa pesquisa foi a construção e a validação da Escala de Avaliação do Sucesso na Transição Universidade-Trabalho (ESTUT). O estudo longitudinal, por sua vez, evidenciou que tanto variáveis individuais associadas à identidade, à decisão, à exploração de carreira e à autoeficácia profissional, quanto as contextuais, relacionadas às percepções do apoio social e das oportunidades do mercado de trabalho, são necessárias para predizer o sucesso nessa etapa da carreira. Porém, as variáveis individuais se mostraram mais significativas, ressaltando o papel da agência pessoal no processo de transição universidade-trabalho. De modo geral, os estudos realizados ressaltaram a inter-relação entre os aspectos objetivos/contextuais e subjetivos/individuais da carreira. As conclusões apontam para a necessidade de se adotar uma visão psicossocial e interdisciplinar para a compreensão do sucesso na transição universidade-trabalho. Implicações teóricas, práticas e para futuras pesquisas são discutidas. / University-to-work transition and career success are themes of interest among vocational psychology researchers. Nevertheless, little attention has been devoted to the study of career success at this important transition from the new graduates perspective. Aiming to fill this gap, the objective of this research was to describe and explain career success during university-to-work transition. Three studies were conducted. The first study, qualitative, sought to explore the definitions of success during university-to-work transition. In the second study, based on previous qualitative data, was developed a multifactorial instrument that assesses different indicators of university-to-work success. This measure proved to be psychometrically adequate and was used as a dependent variable in the third study, longitudinal, which investigated the determinants of career success after graduation. For each study participants were recruited by convenience methods. For the first study, qualitative, collaborated nine new graduates, organized in two focus groups. For the second study, measurement validation, was used a cross-validation procedure with two independent samples, totaling 377 college graduates. For the third study, longitudinal, 195 participants responded to the survey in two times: during the final year of college education and when they had already graduated (follow-up). Discourse analysis approach and social constructionist epistemology was used for the qualitative analyzes. Quantitative data were analyzed using SPSS for Windows and AMOS, version 22. Descriptive statistics and exploratory and confirmatory factor analyzes were performed. The results of qualitative research indicated that success in university-to-work transition could be described by a multiplicity of meanings that reflect subjective (confidence in the career future, goal progress and career plans, construction of professional identity, work adjustment, and career path satisfaction) and objective (work in the degree area and good salary, financial independence, and social recognition) career outcomes. Another contribution of this research was the development and validation of the University-to-Work Success Scale (UWSS). In addition, the longitudinal study showed that individual variables associated with career identity, career decision, career exploration and professional self-efficacy, as well as contextual variables related to perceptions of social support and labor market opportunities were necessary to explain the success at this career stage. However, the individual variables were more significant, emphasizing the role of personal agency in the university-to-work transition process. Overall, the studies highlighted the interrelationship between objective/contextual and subjective/individual aspects of a career. The findings pointed out the need to adopt a psychosocial and interdisciplinary approach to understanding university-to-work transition success. Implications for theory, research and practice are discussed

Work values, defined as the end states people desire and expect to realize through work, appear to play a role in career success, but the small number of past studies have reported conflicting results, some of which may be attributed to research methodology. Using a person-centered approach to model the conjoint effects of intrinsic and extrinsic work values, the present study inductively investigated the association between work-value profile and career success using a three-panel longitudinal dataset consisting of 905 lawyers from the After the Juris Doctorate (AJD) study. Latent profile analysis identified five work-value profiles: (i) Neither Intrinsic nor Extrinsic (NIE); (ii) Moderately Intrinsic and Extrinsic (MIE); (iii) Highly Intrinsic (HI); (iv) Highly Intrinsic, also Extrinsic (HI[E]); and (v) Highly Extrinsic, also Intrinsic (HE[I]). Measurement invariance was established across gender, but gender was an antecedent to profile assignment, with males being more likely to belong to the NIE, MIE, or HE[I] profiles compared to the HI profile. The work-value profile construct displayed intuitive and meaningful relationships with objective and subjective career success indicators over time. The results exposed the inadequacies of methods that examine the effects of intrinsic and extrinsic work values separately. The two sets of values appeared to interact in a non-linear fashion in their associations with career variables, such that modelling them simultaneously, but only linearly, might also be misleading. Contrary to claims made by studies based on the self-determination theory, the HI profile was not positively associated with subjective career success. Generally, the more successful lawyers from early to mid-career also tended to report high intrinsic and high extrinsic work values i.e., those with the HI[E] and HE[I] profiles; the former enjoyed higher subjective career success while the latter exhibited the highest objective career success. The absence of the highly extrinsic profile among this sample of lawyers reinforced past calls to restructure the transactional rewards systems in large law firms.

La carrière des cadres est un objet de recherche toujours d’actualité. Que la carrière soit appréhendée dans un contexte organisationnel ou hors organisation, la carrière est diverse, influencée par les contextes et les transitions professionnelles.Cette thèse aborde par une démarche qualitative les trajectoires de carrière des cadres qui ont connu de nombreuses transitions professionnelles. Les hommes et les femmes interrogés ont tous participé à un programme d’accompagnement de leur dernière transition professionnelle au sein d’une association à but non lucratif.Nous les avons rencontrés après cette transition : ils ont tous retrouvé un emploi. Notre recherche a cherché à comprendre leurs trajectoires professionnelles, la manière dont ils ont rebondi, leurs transitions professionnelles successives.Cette recherche présente plusieurs intérêts tant pour le chercheur que pour le manager. Tout d’abord, nous avons identifié les déterminants des transitions professionnelles dans les trajectoires. Ensuite, l’utilisation d’un questionnaire sur les ancres de carrière nous a permis de distinguer des groupes de cadres selon leurs ancres dominantes.Un autre intérêt de notre recherche est l’utilisation de la typologie de Driver appliquée à nos groupes.Le dernier intérêt de notre travail de recherche est la mise en évidence de l’interdépendance du sentiment de réussite, des ancres de carrière et de la typologie de Driver pour l’étude des trajectoires professionnelles actuelles / The careers of executives are a recurring subject of research. Wether career is apprehended in an organizational context or outside organization, it is diverse, influenced by the contexts and professional transitions.This thesis uses a qualitative approach of career paths of executives who experienced many professional career transitions. Men and women interviewed were all involved in an accompanying program offered by a non-profit organization during their last professional transition.We met them after this transition: they all found jobs. Our research sought to understand their career paths, the way they rebounded from career setbacks, their successive professional career transitions.This research has several advantages for both the researcher and the manager. First, we identified the main determinants of professional transitions in the trajectories. Then, by using a questionnaire on career anchors we defined groups of executives based on their dominant anchors