Browsing by Subject "career development"
Now showing 1 - 10 of 10
Results Per Page
Sort Options
Item Benefits of a career development program(Law Enforcement Management Institute of Texas (LEMIT), 2005) Ward, StevenItem Investigating college athletes' role identities and career development(2009-05-15) Finch, Bryan LewisThis study investigated the relationships between student identity, athlete identity, and career development among National Collegiate Athletic Association (NCAA) Division I college athletes. In Study 1, participants completed measures of student identity, athlete identity, career self-efficacy, and demographic information including race, sex, and sport played. Results indicated that student identity of the college athletes in Study 1 was a significant predictor of career decision-making selfefficacy (?=.33, t=3.86, p<.001). Study 2 included in-depth individual interviews with twelve college athletes. The goal of Study 2 was to better understand the conflict of student and athlete identities and how this conflict affected career planning for college athletes. Several themes emerged from the interviews, including adjustments the athletes undertook to cope with the conflicting roles. A conceptual model was developed to illustrate the complex and fluid nature of the role conflict and the athlete?s management strategies. The results from both studies provide insight into the nature of the relationships between these identities and career development. Suggestions for future research on influences to career development for college athletes are included.Item Making sense of divergent career test scores(2009-05-15) Rodriguez, StevenThe purposes of this study were to discover patterns in test scores when both the Myers-Briggs Type Indicator and the Strong Interest Inventory are used simultaneously and to offer career counselors practical ways to interpret the scores when counseling their clients. To do this, the researcher conducted one study using canonical correlation to study the relationships and interrelationships between scores on the MBTI dichotomies and the SII GOTs. A second study utilized MANOVA to increase our understanding of age and gender differences in scores on these two instruments. Another study sought to use case examples of clients who had completed both tests to explain practical ways that career counselors can help their clients understand and apply results of both tests in ways that most benefit the clients? career decision making. From the results of these studies, it would appear that the most common scores to occur simultaneously on both tests at once are MBTI Intuition, and SII Artistic. One could conclude from this that the personality characteristic of enjoying working in settings that allow for creative endeavor is particularly strong relative to other personality characteristics measured by these tests. We could also conclude that as individuals age, they are more likely to prefer working in settings that allow them to pursue creative endeavors. Another conclusion supported by this data indicates that men are more comfortable with career fields that are unstable and entrepreneurial than women throughout the lifespan.Item Relationships between career resilience and career beliefs of employees in Taiwan(Texas A&M University, 2004-09-30) Liu, Yu-ChingThe purpose of this study was to explore the relationships between career resilience and career beliefs among employees in Taiwan. This study also examined whether selected demographic variables had effects on career resilience and career beliefs. A pilot study involving 178 participants was conducted in Taiwan to validate the instruments used in the main study. Twenty items were selected for measuring career resilience. These items were taken from London's Career Motivation Inventory (1993b), Noe, R. A., Noe, A. W., and Bachhuber's measures of career motivation (1990), and Michigan's Career Resilience Scale (Bice, 1999, January 24-30). Forty-nine items consisting of 10 subscales in the Career Beliefs Scale were adopted from Yang's Chinese Career Beliefs Inventory-Form B (1996). The study had 578 current employees from diverse work settings in Taiwan. Career resilience scores were negatively correlated with the total career beliefs scores (r = -.22, p less then .01), which indicated that participants who were higher on career resilience tended to possess fewer irrational career beliefs. Career resilience scores were negatively correlated with belief in fate, avoidance of decision making, the belief that some occupations are more prestigious than others, possessing sex role stereotypes, assuming other's help can determine the best choice, and the belief that salary is the primary concern when making career choices. Career resilience scores were positively correlated with the belief that one should find the best-fit career and that work is very important in one's life. However, the magnitudes of coefficients were small (the absolute r values were all less than .40). The results of ANOVA showed that gender, education, type of institution, recent participation in training/educational activities, and supervisory experience yielded statistically significant main effects in career resilience scores. Additionally, there was a significant interaction effect on career resilience for gender by education. MANOVA results showed that gender, age, educational levels, types of institutions, supervisory experience, career change, and recent participation in training activities yielded statistically significant differences among career beliefs. Discriminant analyses were applied to further investigate the differences among the 10 career belief subscales for the significant demographic variables.Item Session 3E | Leadership Academy Roundtable: So You Wanna Be a Librarian(Texas Digital Library, 2021-05-26) Kellum, Christina; Jones, Jerrell; Holmes, Ramona; Deforest, Lea; Hight, Alexa; Votang, ThaoSo You Wanna Be a Librarian will be the culmination of the Leadership Academy months-long webinar series. Geared towards iSchool / LIS students though open to anyone, this informal roundtable discussion will center on lived experiences of librarians and archivists working in libraries. Presenters will share their experience interrogating the hierarchy, politics, and bureaucracy attendant to working in academic libraries and higher education. Our intention is to provide pathways for students and early career staff to become successful in the field of librarianship and archives while preserving their authentic selves.Item Spirituality and Race in Career Decision Making: Perspectives of Blacks Who Recently Graduated from Undergraduate Programs(2014-06-30) Turner-Driver, TonyaThe purpose of this study was to examine how racial and spiritual identities influenced career decision making among a select group of Blacks who recently graduated from undergraduate programs at a Predominately White Institution (PWI) in the southwest region of the US. This study used career decision making, Black racial identity, spiritual development, and career calling concepts as its conceptual framework. Semi-structured life story interviews were conducted, transcribed, and analyzed for nine Black individuals, who recently graduated from college and identified themselves as being spiritual. Interview data were analyzed using performative analysis. Two themes, Black racial identity and spiritual identity, emerged from the analysis of the data as the most prominent influences of career decision making. Familial relationships, purpose, values, passions and gifts also emerged as bi-directionally influential to Black racial identity and spiritual identity. From the participants' perspectives, racial and spiritual identities served as a guide in influencing the participants? ways of making sense of and interacting with the world. As a result of this study, a career purpose framework was proposed for use with Blacks as they work through life and career. The findings from this study imply that given the importance participants attributed to Black racial identity and spiritual identity in their decision making, the intersection of these identities should be considered for inclusion in career approaches. Recommendations for further research involve studying Blacks through constructivist career approaches, career concepts of mattering, and examining the proposed career purpose framework are provided.Item The benefits of implementing a rotating detective position(Law Enforcement Management Institute of Texas (LEMIT), 2010) Barnes, JamesItem The Development of Career Maturity and Career Decision Self-Efficacy Among High-School Aged Youth Enrolled in the Texas 4-H Healthy Lifestyles Program(2013-08-01) Dodd, Courtney FelderThe purpose of this study was to assess the career aspirations, career maturity and career decision-making self-efficacy among youth in the Texas 4-H Healthy Lifestyles Program. While career development is a life-long process, the adolescent years are a critical time for youth to explore and confirm their career choices, which is seen as a major turning point in one?s life. A random sample of 350 was used to gather information from senior 4-H members who participate in the 4-H healthy lifestyles program. Data were collected with the use of an online survey instrument and resulted in a total of 170 responses (48.6%) with 127 of the responses (36.3%) being complete and usable. A scale developed by the researcher was used to measure the impact involvement in the 4-H healthy lifestyles program had on youths? career development. Very low, positive relationships were discovered between the healthy lifestyles program impact statements and years in 4-H; however, they were not significant. The Career Maturity Inventory (CMI) was incorporated into the online research instrument. The career maturity of the 4-H members was found to be greater than the high school norms. Significant differences were discovered based upon age. Very low, positive correlations were found for the CMI scores based upon years in 4-H; however, correlations were not significant. No significant differences were found for career maturity based upon gender. The Career Decision Self-Efficacy ? Short Form (CDSE-SF) was also used in the data collection process to reveal the confidence in youth to make career decisions. Results indicate the 4-H members have good confidence in making career decisions. Females outscored males on the total mean score and four of the five sub-scales; however, the only significant difference based on gender was for problem solving. Significant differences were also discovered based upon age. When compared to years in 4-H, very low, positive correlations were found for the CDSE-SF mean score and all five sub-scales; however, only some were found to be significant. The results indicate that participation in the 4-H healthy lifestyles program has had an impact on career choice and development. Youth have a readiness to make career decisions, and high levels of confidence in completing tasks necessary to make decisions about careers. However, years in 4-H and the highest level of participation in healthy lifestyles program activities did not have a statistically significant impact on youths? career development. Feedback provided by youth on what the 4-H program can do to promote youth career interests and choice, guided some of the recommendations provided by the researcher.Item The influence of Contextual Barriers and coping efficacy on the Career interest/ choice goal relationship(2011-12-12) Netterville, Amanda; Arbona, Consuelo; Watson, Margaret; Coleman, Nicole; Armsworth, MaryDue to the significant role that careers play in the lives of many individuals, understanding the career developmental process is of particular importance. Interests and goals are key components in the process of career choice and implementation. Social Cognitive Career Theory (SCCT; Lent, Brown, & Hackett, 1994) proposes that under optimal conditions, career interests give rise to congruent career choice goals; goals, in turn lead to actions directed at implementing the chosen goals. Among college students, having established goals that correspond to their interests has been associated with desired career and academic outcomes, such as college achievement in terms of GPA (Tracey & Robbins, 2006) and college major persistence (Allen & Robbins, 2008; Schaefers, Epperson, & Nauta, 1997). Original hypotheses of SCCT state that contextual barriers have a direct relation to goals. However, studies have shown that contextual barriers are more likely to relate to goals indirectly through self-efficacy (Lent, Brown, Nota, et al., 2003; Lent, Brown, Schmidt, et al., 2003; Lent et al., 2001; Smith, 2001) suggesting that SCCT may need some modification (Lent, Brown, Nota, et al., 2003; Lent et al., 2001). It has also been proposed that self-efficacy related to coping with barriers, or coping efficacy, may moderate the barrier-goal relation (Lent, Brown, and Hackett, 2000). In other words, there may be a direct correlation between barriers and goals only when coping efficacy is low. It has also been suggested that contextual barriers may moderate the relation of interests to goals; that is, the relation of interest to goals will be stronger when perceived barriers are low. The purpose of this study was to examine these moderation and mediated effects. Specifically this study examined (1) if barriers moderate the relation of career interests to career goals, (2) if coping efficacy moderates the relation of barriers to career goals, and (3) to what extent coping efficacy mediates the relation of barriers to career goals. Hierarchical regression analyses were used to examine these effects in the relation of interests, perceived barriers, and coping efficacy to academic and career goals. Participants in the study were community college students. The following instruments were used to assess the constructs of interest: (1) Perception of Barriers scale (Luzzo and McWhirter, 2001), (2) Coping with Barriers (CWB) scale (Luzzo and McWhirter, 2001), (3) a measure of career interest developed by Lent, Brown, Nota, et al. (2003), (4) and a measure of career consideration (goals) developed by Lent et al. (2003). For the overall sample, coping efficacy was not found to moderate or mediate the relation of educational barriers to choice goals. Also, educational barriers did not moderate the interest/goal relation. However, there was a direct positive correlation between educational barriers and academic goals for Holland’s Artistic, Social, and Conventional themes. Because the primary analyses offered very few findings as expected, exploratory analyses were conducted with career barriers and coping efficacy that are specifically relevant for females and African Americans. Analyses with only the African American females and with both African American and Caucasian females revealed that coping efficacy did not have a moderating or mediating effect on the career barrier/ goal relation nor was there evidence for a moderating effect of career barriers on the interest/ goal relation. For the African American participants (both male and female) no evidence was found for a mediating effect of coping efficacy on the career ethnic discrimination barrier/ goal relation. However, coping efficacy moderated the relation of career ethnic discrimination barriers to choice goals only for the Social theme. Also, career ethnic discrimination barriers moderated the relation of interests to goals only for the Enterprising theme.Item Toward a multilevel theory of career development: advancing human resource development theory building(Texas A&M University, 2006-10-30) Upton, Matthew GlenCareer development (CD) is a multilevel topic involving both the individual and the organization and influencing outcomes at the individual, group and organization level. The established limitations in current CD theory and human resource development (HRD) theory building can be addressed by examining the topic of CD through a multilevel lens. Using multilevel theory building (MLTB) to bridge the theoretical gap between individuals and organizations, this approach to theory building provides an opportunity for HRD professionals to address goals important to both individuals and organizations. Based on the CD and HRD interests described above, the threefold purpose of this study is to develop a multilevel theory of CD as a means of strengthening the theoretical connection between CD and HRD, advancing theory building in HRD, and contributing to meaningful convergence amongst existing CD theory. A new MLTB framework is developed and subsequently used to develop a multilevel theory of CD. Finally, future research options are suggested in order to make the appropriate theory refinements, continue the dialogue about MLTB and multilevel considerations in HRD, and add to the convergence of CD theory by providing a multilevel perspective of CD.