Questions related to Career Management
This is a two (2) part question specifically for <Students> but Professional please chime in. I humbly believe that no matter what the stage we are all students and constantly learn from each other.
We are working on study that seeks to understand the effect of work to family issues on the the career development of working mothers especially those within a higher education setting. We would appreciate the following (in addition to what we already have):
1. Any recommendations of scales specific to the career development of working mothers or women in general.
2. Any recommendations of studies that explore work to family issues and career development.
Your assistance will be greatly appreciated
I’m disillusioned by the emphasis on the frantic continuously changing rat race work culture. In my remote job search now, I’m looking for alternative models that fit with people, like myself, who work better in a steady environment. I’m compiling a list of companies that embrace this , or at least tolerate it .
Would you suggest any companies that fit this description?
I found literature of and about J. O. Crites' Career Maturity Inventory. I cannot find the inventory tool /items.
May someone shares their experiences and ideas on this topic with me? Which measuring instrument would you recommend? Where can I find the tools?
Dear Colleagues! As far as, from your point of view, it is possible (and justified) to implement the concept of Life Long Learning in a professional academic career by completely withdrawing from a successful scientific (teaching) activity, including with a defended doctoral thesis activity in a professional business activity (possibly with a corresponding new education / degree), not connected in any way with research and teaching activities? Do you know and can you give examples of such personal career development?
Dear Colleagues! How, from your point of view, is possible (and justified) the implementation of the concept of Life Long Learning in a professional (non-academic) business career through the complete withdrawal from a successful business activity, including with the preparation and defense of a doctoral dissertation with subsequent teaching (research) activities? Do you know and can you give examples of such personal career development?
Dear Colleagues! In your opinion, how possible (and justified) is the implementation of the concept of Life Long Learning in the academic field by preparing and defending a second (third, etc.) doctoral dissertation in a new direction for a scientist? Do you know and can you give examples of such a scientific career development?
Dear Colleagues! Is it possible to consider, from your point of view, taking into account the concept of Life Long Learning, a person of the age category 40+ "young scientists", if at that age he only defended his doctoral thesis? And if 50+? And more? Why?
I am looking for data of the following variables:
(i) average age of employees at firm level for US firms
(ii) average education level of employees at firm level for US firms.
Till now I can get data only at industry level from US Labor department ; however, I need data at firm level.
Could you please suggest me where to look for the above mentioned variables. Thank you for reading my question.
Hello ResearchGate Community,
I really need your help for my Master Thesis. I am writing about dual career considerations in international assignments and want to find out if there are differences between Self-Initiated and Company-Assigned Expatriates.
I want to conduct interviews with dual career couples; six couples that relocated abroad on their own and six couples that went abroad within their organisations. If you have an idea how to find these interviewees or if you personally know someone that suits the criteria please let me know!
If you need more information on the exact interview format or anything else I am happy to provide you with more information.
Thank you in advance for any support you are able to provide!
I want know how the family bonding/interaction impact the career development decision or indecision. If anyone have empirical research paper (based on a good theory) will be of benefit.
What is the impact of work family strain and gain in the career growth of a professional women? Definitely, there will be strain and gain in work family / family-work.
Dual career couples/families are those couples in which each of them is engaged with professional, managerial or administrative work. Research show that dual career issues like children's education are seen as obstacles to international assignment and hinders career development plans of multinationals. My question is, in what ways do these set of people pose a challenge to the organization?
My colleagues and I are studying antecedents of pre-career salary expectations among university students and we need a valid but brief measure that assesses the relative importance of work as a life domain. The Life Role Inventory (Nevill & Super) is too long and the Life-Role Salience Scale (Amatea et al., 1986) is ill-suited to college students. I cannot locate the work centrality measure validated by Paullay et al (1994). Suggestions are appreciated.
Obtaining grants and "high impact" publications are obviously among the primary concerns during postdoctoral research, and from there further on. There is no doubt that access to grant money is facilitated by achieving high impact publications and working in prestigious labs. Best case scenario: these two circumstances co-occurr. Worst case scenario: none of the two. Given the actual state of the things - and the strong bias on research credibility and quality often implicated in the former case - I would like to know your opinions on healthy alternatives that are conceivable or available to compensate when the latter case is presented.
Research and practice show that generally counsellors must be resilient, have deep knowledge of their field and experience on working with various types of clients implementing different theories. However, as far as I am concerned little is known about specific characteristics, skills, training and attitudes career counsellors should have to be effective at their work with clients, especially within the context of globalization, career uncertainty and complexity. What do you think about these issues according to bibliography and your experience?
Is it just me or are career researchers facing a dilemma? We love what we do so we stick to it. The disadvantages of course are permanent uncertainty over our future, and constantly writing grants to fund our employment, activities that take up valuable research time. Want a mortgage? "You've gotta be kidding, right? Your contract runs out at the end of the year!" Surely we deserve better!
UPDATE 28 Feb, 2014: The Global Young Academy has initiated an international study to better understand the “Global State of Young Scientists”.
"A major aim of the project is to enhance the current knowledge about young scholars’ career paths and prospects in different parts of the world by conducting the first systematic, global study on the challenges and opportunities that young scholars face in today’s system of science."
What are your insights about the job market, industry and recruitment strategies in order for the graduating student to get on the go?
From your experience or perhaps, related research are career counseling programs valuable for businesses? If yes, which type of program among coaching, mentoring or career workshops could be more effective? Finally, Is career counseling applied widely in businesses in your country?
Scientists mature / age at varying rates yet age is a limiting factor in attempting to continue a productive career. How does one mitigate age as a factor in continuing a career in science?