Browsing by Subject "Career Development"
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Item Early career development in the sport industry: factors affecting employment(2009-05-15) Hutchinson, Michael DanielThe purpose of this study is to identify the processes and factors contributing to employment in the sport industry. In order to completely address the sport industry as a whole, sport management has been pragmatically divided into five sub disciplines, including professional practitioner, recreational, Olympic, collegiate athletic administration, and high school athletic administration. Academia has been specifically excluded from this study as a category, since its purpose is to focus on those with experiences outside the educational setting. Recognized professionals in each of the above mentioned areas were interviewed to establish their individual views and perceptions. These candidates have been drawn from a cross-section of both educational (bachelor?s and/or graduate) degree programs and several different university institutions. Individual phone interviews were utilized to establish the primary contributors for each participant in their career development. The data has been analyzed to answer research questions and form recommendations that will provide guidance for current students and practitioners in developing their career aspirations.Item Family Careers Reloaded: Lessons for the 21st Century Workforce(2014-10-23) Jackson, PorschaIn the United States, family businesses are at the heart of entrepreneurship, accounting for approximately 59% of the country?s gross domestic product (GDP) and employing 58% of the workforce. Given their overwhelming significance in the economy, few studies have captured the levels of familial influence on the career decisions of those involved in the family business. The dynamic of the familial influence on career decisions and the development of individuals had been researched for 58 years; however, research from a HRD perspective had not been considered, especially with the move towards seeking career development interventions geared toward accomplishing life goals, having purposeful careers, and family development. Therefore, the purpose of this study was to understand the nature of family career legacies from the personal experiences of family members who sought positions in the family?s business. This study uses a narrative analysis guided by the conceptual framework of career construction theory with a generative lens and the legacy model (an emerging competency model) to understand the career stories of 15 participants from six racially diverse families involved in their family career legacy. Purposeful sampling, semi-structured interviews, and career genograms were used to explore how family career legacies were created, experienced, and maintained, and how the familial influence affected feelings, thoughts, and outlooks toward career decisions. The findings from this study suggested access to role models, a sense of belonging and community, and a desire to continue the family legacy were instrumental in the career decision making of family members. This resulted in a standard process, explained by the legacy model, where major life turning points, thoughts of immortality, and aspirations to provide for future generations initiated a need to become involved in the family business. An individual?s vicarious experience of careers from the perspective of their role models, the development of their career identity, and eagerness to make a greater impact in the community were reasons for involvement in the family business. Results from this study provide knowledge on the development of individuals through the utilization of postmodern career development theory in the setting of family dynamics. The study further implicates an understanding of the factors affecting the career decision making process for the enhancement of the 21st century workforce.Item Pathways to success for moderately defined careers: a study of relationships among prestige/autonomy, job satisfaction, career commitment, career path, training and learning, and performance as perceived by project managers(Texas A&M University, 2007-09-17) Carden, Lila LenoriaNew emerging career paths for professionals are often non-linear, dynamic, and boundary-less (Baruch, 2004) and have resulted in undefined professional advancement opportunities for managers and employees in a variety of contexts. Career paths help individuals make meaning in their job contexts and provide avenues to meet intrinsic and extrinsic rewards, including economic and social status (Adamson, 1997; Callanan, 2003). As a result, individual perceptions of career paths may impact job satisfaction, career commitment, and performance. The purpose of this study was to test a career development model examining the path of relationships amongst autonomy/prestige, career path, training and learning, job satisfaction, career commitment, and performance for moderately defined career professionals. Based on a systematic categorization of careers, from well defined to less well defined, project managers were determined to have moderately defined careers. The researcher employed a survey resulting in 644 project manager respondents. Path analysis was effectuated as a modeling technique to determine whether there was a pattern of intercorrelations among variables. A career development model framing the relationship between project managers?????? perceptions of their career paths on their respective performance was explored. The direct path relationships included: (a) frequency of participation in training and learning activities was negatively related to performance, (b) career path was positively related to performance, (c) autonomy/prestige was positively related to performance, and (d) career commitment was negatively related to performance. The indirect path relationships included (a) autonomy/prestige was mediated by career commitment and performance; (b) the connection between career path and performance was mediated by frequency of participation in training and learning (c) career path to performance, was mediated by job satisfaction and career commitment, and (d) career path to performance was mediated by job satisfaction, career commitment, and autonomy/prestige. Study findings supported the tested model and contributed to increased understanding regarding the importance of career paths to individual job satisfaction, career commitment, and performance. Opportunities for new research and implications for individuals and organizations are outlined.Item Person-environment congruence and the identity development of young adults: converging two theories of career development(Texas A&M University, 2006-08-16) Lancaster, Brian PaulAccording to Erik Erikson (1950), adolescents and young adults are highly engaged in the process of identity development with intentions to avoid a state of diffusion and role confusion. Several researchers (e.g., Bordin, 1990; Krumboltz, 1979; Lofquist & Dawis, 1991; Super, 1957) in the area of career development have attempted to explain how identity relates to the career selection process for young adults, all seeming to describe a similar construct, that of self identity. Perhaps the most popular theory of career development, Holland??s (1959) theory, clarified the identity construct by Holland's Vocational Identity is first compared to Marcia's four ego identity statuses (Diffusion, Foreclosure, Moratorium, and Achieved), indicating a positive relationship to ego identity development. Second, person-environment (P-E) congruence was compared to Erikson's/Marcia's four identity statuses and Vocational Identity, revealing no relationship between the variables. However, strong relationships were apparent for P-E Congruence and well-being measures, including satisfaction with academic major, stability in academic major, and academic achievement. In further investigation of the identity formation process, identity variables were compared to measures of well-being. Using canonical correlation analysis, the first canonical function showed Vocational Identity as a strong indicator of well-being. Canonical correlation analysis was also used to compare measures of career development with Erikson's/Marcia's ego identity development. Results revealed a strong statistical relationship with the first canonical root, indicating Vocational Identity and career decision making both appear to be strongly related to the Achieved identity status. These findings further support the theoretical connection between ego identity and career development process. Considering limitations of the study, implications for theory and practice and recommendations for future research are provided. describing Vocational Identity as the possession of a clear and stable picture of one??s goals, interests, and talents. This study sought to clarify similarities between Erikson??s theory of identity development and Holland??s theory of vocational choice. To assess the relationship between identity formation and career development, 206 college students completed scales measuring ego identity formation, using Marcia??s (1966) empirical representation of Erikson??s theory, Vocational Identity, measures of congruence, measures of well-being, and Career Indecision.Item The career development of successful Hispanic administrators in higher education: a Delphi study(2009-06-02) Silva, Rito , Jr.The purpose of this study was twofold: (1) to identify the successful experiences and strategies implemented by Hispanic administrators who have a successful career in higher education and (2) to take a futuristic look at the careers of Hispanic administrators in higher education by identifying recommendations and strategies proposed by a panel of successful Hispanic administrators to help Hispanics in the future. To focus on the career development of Hispanic administrators, a Delphi panel of 11 administrators who serve in the role of Vice-Presidents, Presidents and Chancellors from across the country was utilized. This research used a computer-based Delphi technique. A portion of the three-round study was sponsored by the Center for Distance Learning Research (CDLR) at Texas A&M University. The first round was open-ended. Panelists were asked to answer four research questions. Those items were then put into common themes and sent out for rankings on a 4 point Likert scale for Round 2. Panelists were also given another opportunity to add items to the list during Round 2. Round 3 asked panelists to review their rankings, group rankings and standard deviations. Then they were given an opportunity to change their rankings or keep them the same. Panelists also ranked items that were added during Round 2. A consensus was established on items that were rated either a 3 (agree) or a 4 (strongly agree) by all panelists. Through this study, a total of 48 items met consensus on the four research questions. Many of the items that met consensus addressed the need of inter- and intrapersonal skills as well as leadership abilities. Among the highest ranking items were obtaining a doctoral degree, personal motivation, ability to work with others, communication skills and people skills. Among the recommendations, based on the consensus items, are the creation of a University Minority Graduate Identification Program and the development of an Executive Leadership Program for Minorities.Item The Influence of Birth Order and Gender on Narcissism as it Relates to Career Development(2011-08-09) Duffy, Clare 1978-This study explored the relationship between self-development as evidenced in the domain of narcissism and the process of vocational development as evidenced in career values, planning, and decisiveness/self-efficacy. It was suggested that this relationship would be impacted by family birth order and gender. Heinz Kohut's theory of self-psychology was utilized to understand narcissism from both an adaptive and maladaptive, developmental perspective. A review of narcissism and self-development theories was included to provide a comparative and comprehensive approach. Literature indicated that the development of narcissism was influenced by birth order and gender. Additionally, a review of the literature suggested a connection between Kohut's theory of the self and narcissism and aspects of the career development process, such as planning, decision-making, and occupational values. The sample consisted of 346 undergraduate students. Structural Equation Modeling was performed to test causal hypotheses. The major findings of the current study were that superiority (a measure of grandiosity) predicts altruistic career values and career decisiveness. Superiority is a slightly better predictor of altruistic career values than decisiveness. Additionally, goal instability (idealizing) predicts altruistic career values and career decisiveness. Goal instability had a predictive value that was nearly three times stronger for decisiveness. The results indicated that birth order and gender were not moderator variables in examining the relationship between goal instability and superiority. This study provided insight into the relationship between narcissism and the vocational/career development processes. These relationships may be important for career counselors and other related professionals. These findings may encourage counselors to assess and understand a client's narcissistic tendencies and individual representations when assisting in the career development process. A client's values regarding career options, along with his/her associated self-efficacy and ability to make important decisions, appear to be factors to consider when counseling an individual through vocational/career development. Limitations of the study were addressed and directions for further research discussed.Item Women in Student Affairs: Navigating the Roles of Mother and Administrator(2012-02-14) Bailey, Krista JorgeThe purpose of this study was to understand the experiences of women who have children and work in mid-level student affairs positions. The study of this phenomenon was driven by four problems: (a) women face barriers in rising to upper-level leadership positions, (b) women are more likely than men to leave the field of student affairs, (c) there is a dearth of research related to women who have children and work in student affairs, and (d) the mid level has received inadequate research attention. These issues for women in student affairs called for further examination of career development strategies and work-life balance support and initiatives. Without meaningful support for career development and work-life balance, women professionals may continue to leave the field at a higher rate than men. Within the naturalistic inquiry research paradigm, I adopted a phenomenological approach. Fifteen women at colleges and universities in Texas, who held mid-level student affairs administrator positions and were mothers, were interviewed. Data were analyzed using the content analysis method. The findings indicated that the dual roles of being a mother and an administrator presented challenges and rewards for each participant. The women often experienced overlap or collision between the two roles and the navigation of the role collision prompted the women to develop strategies to address these challenges. The five most common strategies that participants used were (a) building support systems, (b) defining boundaries, (c) managing time efficiently, (d) focusing on family, and (e) taking care of self. An analysis of the women's experiences related led to five major conclusions: (a) mother + administrator = a potentially rewarding challenge, (b) acknowledging role interconnectedness is important, (c) combining the two roles comes at a cost, (d) career path is shaped by dual identifies, and (e) personalized strategies are key to success. Based on the findings, a new conceptual framework was developed to capture the essence of women administrators in student affairs. Implications for human resource development were drawn to address career development and work-life balance issues in the field of student affairs.