Career Development, Occupational Choice, and Organizational Culture

2013 ◽  
pp. 136-165
Keyword(s):  
Organizational Culture ◽  
Career Development ◽  
Career Choice ◽  
Occupational Choice ◽  
Occupational Segregation ◽  
Organisational Culture ◽  
External Factors ◽  
The Self ◽  
Career Motivation ◽  
Women In The Workplace

This chapter aims to: discuss the concept of career motivation; outline the dominant theories for career development and occupational choice; debate how organisational culture can disadvantage women in the workplace and maintain gendered occupational segregation; identify how organisational culture, career motivation, organisational identity, and organisational commitment interlink; review how the interplay between the self, environment, and other external factors reinforces and perpetuates gendered occupational segregation; and discuss how women’s career choice is constrained by societal and cultural expectations, based on gender.

Work Life Balance Issues

2013 ◽  
pp. 167-191 ◽  
Keyword(s):  
Career Development ◽  
Occupational Segregation ◽  
Work Life ◽  
Work Environments ◽  
Work Life Balance ◽  
Work Practices ◽  
Life Balance ◽  
Elderly Parents ◽  
Women In The Workplace ◽  
Working Lives

This chapter aims to: provide an overview of the issue of work life balance through a look at the masculine work practices of the long hour’s culture, inflexibility work environments, and presenteeism as a cultural norm; demonstrate how work and career development is structured around men and men’s lives without taking into account how work practices impact individuals (predominantly women) with caring responsibilities such as childcare or looking after elderly parents/relatives; it explores how parenthood in particular impacts the careers and career development of women, especially those in male dominated occupations; and discusses the research on women who do not have children. Women who do not have children are often overlooked when looking at women in the workplace. The decision whether or not to have children due to career aspirations is much more of an issue for women than men as having children is more likely to impact on the working lives of women. The chapter also shows how ‘choice’ between career and parenthood perpetuates gendered occupational segregation and certain occupations and industries are less sympathetic to the needs of working mothers.

Influence of external factors on the self-assembly of two structurally related antidepressant drugs: a thermodynamic study

2003 ◽  
Vol 101 (23-24) ◽  
pp. 3455-3465 ◽  
Author(s):  
MANUEL GUTIÉRREZ-PICHEL ◽  
DAVID ATTWOOD ◽  
PABLO TABOADA ◽  
VÍCTOR MOSQUERA
Keyword(s):  
Self Assembly ◽  
Antidepressant Drugs ◽  
External Factors ◽  
The Self ◽  
Thermodynamic Study

Pengaruh budaya organisasi, pengembangan karir dan self efficacy terhadap kinerja karyawan pada PT. Pos Padang

2021 ◽  
Vol 5 (3) ◽  
pp. 539
Author(s):  
Putri Azizi ◽  
Ai Elis Karlinda ◽  
Mardhatila Fitri Sopali
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Career Development ◽  
Data Collection ◽  
Correlation Analysis ◽  
Multiple Regression ◽  
Analytical Method ◽  
Self Efficacy ◽  
Employee Performance ◽  
Performance Development

This study aims to determine how much influence Organizational Culture, Career Development, and Self Efficacy have on Employee Performance. The analytical method used is correlation analysis and multiple regression. The method of data collection in this study is to use a questionnaire filled out by respondents, namely employees of PT. Padang Post. From the results of multiple regression analysis, it shows that: (a) organizational culture has a partially significant effect on employee performance, (b) career development has a partially significant effect on employee performance, (c) self-efficacy has a partially significant effect on employee performance development, (d) ) organizational culture, career development and self-efficacy together on career development, (e) the contribution of organizational culture, career development, and self-efficacy variables together on employee performance is 71.4% while the remaining 28.6 % influenced by other variables not examined in this study. 

Promoting Self-Determination and Integrated Employment Through the Self-Determined Career Development Model

2017 ◽  
Vol 1 (2) ◽  
pp. 55-62 ◽  
Author(s):  
Evan E. Dean ◽  
Kathryn M. Burke ◽  
Karrie A. Shogren ◽  
Michael L. Wehmeyer
Keyword(s):  
Career Development ◽  
The Self ◽  
Self Determination ◽  
Development Model ◽  
Integrated Employment

scholarly journals The responsibility of television programme planners

Comunicar ◽  
2005 ◽  
Vol 13 (25) ◽  
pp. 243-246
Author(s):  
Rafael Quintana-Garzón
Keyword(s):  
Self Regulation ◽  
External Factors ◽  
The Self ◽  
Television Programme

The discussion about the quality of television contents, which has so strongly arisen in recent years, provides both elements for optimism and aspects that foster a sceptical position at the same time. The good intentions of improving programmes and of protecting children and youngsters, which were stated in the self-regulation rules signed in Spain in December of 2004, have come to nothing in the first months. The breaches of the code are frequent. Programme planners do not fully assume their responsibility and they blame external factors (such as the audience, the necessity of income from advertising or the lack of creativity) for the low quality of television products. It is appropriate to introduce the falsehood of such arguments on this point of the debate and to recall that television companies are the owners of the television that we consume. The possibilities of change will depend on the pressure that we, the users, are capable of exerting. El debate acerca de la calidad de los contenidos televisivos, que con tanta fuerza se ha generado en los últimos años, aporta elementos para el optimismo a la vez que aspectos que alimentan una posición escéptica. Los buenos propósitos de mejorar la programación y proteger a la infancia y la juventud, expresados en el Código de Autorregulación firmado en España en diciembre de 2004, se han visto frustrados en los primeros meses. Los incumplimientos del Código son numerosos. Los programadores no acaban de asumir su responsabilidad y echan la culpa a factores externos (audiencia, necesidad de ingresos publicitarios o falta de creatividad) para justificar la baja calidad de los productos televisivos. Resulta oportuno introducir en este punto del debate la falsedad de tales argumentaciones y recordar que los emisores son los dueños de la televisión que consumimos. Las posibilidades de cambio dependerán de la presión que seamos capaces de ejercer los usuarios.

scholarly journals Testing the Mediating Role of Career Development in Affecting Intellectual Capital and Organizational Culture on Employee Performance: Evidence of Local Banks in Yogyakarta, Indonesia

2021 ◽  
Vol 23 (1) ◽  
pp. 16-32
Author(s):  
Titi Laras ◽  
Rutha Mathilde Santana ◽  
Bambang Jatmiko ◽  
Tiyas Puji Utami
Keyword(s):  
Organizational Culture ◽  
Career Development ◽  
Intellectual Capital ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Study Results ◽  
And Performance ◽  
Branch Office

Research aims: This study aims to examine the role of career development in mediating the relationship between intellectual capital and organizational culture on employee performance.Design/Methodology/Approach: This study used a proportional stratified random sampling method with 126 permanent employees of local banks in Yogyakarta, Indonesia, as research respondents. The respondents included Head Office, Main Branch Office, and Senopati Branch Office. The data were collected by distributing a questionnaire, and the secondary data were in the form of data or documents that supported and strengthened the primary information from books, magazines, journals, and other documents. Then, the analytical tool utilized in this study was SEM (Structural Equation Modeling) to test the research hypotheses.Research findings: The results showed that intellectual capital and organizational culture had a positive and significant effect on career development and performance, but career development had no positive and significant effect on performance. Meanwhile, career development could not mediate the effect of intellectual capital and organizational culture on performance.Theoretical contribution/Originality: The study results contribute to the literature (body of knowledge), especially as additional discussion toward theory and literature related to intellectual capital, organizational culture, career development, and performance in local banks, which is still very limited.

Study of Emotional Intelligence Patterns with Teachers Working in Public Education

2015 ◽  
Vol 10 (1) ◽  
pp. 46-56 ◽  
Author(s):  
László Balázs
Keyword(s):  
Emotional Intelligence ◽  
Organizational Culture ◽  
Secondary School ◽  
Primary Schools ◽  
Organisational Culture ◽  
Major Question ◽  
Training Institutions ◽  
The Given ◽  
Primary And Secondary School

AbstractThe data necessary for the empirical research presented it this study were provided by 572 people, from altogether 26 schools. The schools included 18 primary schools, 7 secondary training institutions and 1 primary and secondary school. The major question of the study related to the pedagogues' emotional intelligence, more precisely if the teachers of different institutions showed any individual differences in their emotional intelligence patterns according to the given type of their school's organisational culture. We also examined if the nature of the organizational culture had any influence on the development the individual's emotional intelligence pattern. On the basis of the results we can declare that the teachers of different institutions having their own particular organizational cultures evolve different emotional intelligence patterns. Accordingly, we can come to the conclusion that in the long term the organizational culture affects the evolution of the individual's emotional intelligence pattern and vice versa.

Location Value

2012 ◽  
pp. 87-100
Keyword(s):  
Organizational Culture ◽  
Career Development ◽  
Critical Factor ◽  
Organizational Agility ◽  
Organizational Flexibility ◽  
Capital Expense

Understanding that location value is a critical factor to organizations with regards to people and technology is what this chapter strives to achieve. Location value can be synonymous with power. It can represent power of position, power to generate revenue, power to leverage resources, and power to serve as a catalyst for change. As with any source of power, it has the ability to provide an asset or to be a liability. The location value of people and technology in the workplace can serve as asset or liability depending upon placement. Maidique and Hayes (1984) also noted that “organizational agility seems to be associated with organizational flexibility–frequent realignments of people and responsibilities as the firm attempts to maintain its balance on shifting competitive sands” (p.21). Making the necessary realignments of people requires knowledge of their location value within the organization. This chapter addresses examples of technology location value, which includes capital expense, engineering expertise, and infrastructure changes against people location value, which includes cohesiveness in assigned environment, organizational culture, and career development. The author suggests that there seems to be reluctance on part of the organizations to fully commit the same resources for people location value as they do for technology location value.

A Dialogic Synthesis of the Career Development

2021 ◽  
pp. 197-210
Author(s):  
Grace Ukasoanya
Keyword(s):  
Career Development ◽  
Doctoral Students ◽  
The Self ◽  
Self Management ◽  
Application Process ◽  
Training Experience ◽  
International Doctoral Students ◽  
Career Construction ◽  
Management Orientation ◽  
Life Career

With an increase in precarity globally, there is a need to emphasize proactive self-management of the PhD process for international doctoral students. They may better manage their PhD training journeys if approached as a quest for life career construction. This chapter contributes to research that situates PhD training experience in self-construction of career. The author highlights the self-work that international doctoral students undertake as they construct life careers through a PhD process. She concludes that international doctoral students begin to design their careers from the PhD application process and continue throughout the space and span of the training. She recommends that the counseling field explore different ways to use self and career design approaches to develop self-management orientation resources for international doctoral students.

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