Adaptation of career goals to self and opportunities in early adolescence

Development of career goals that are adapted to self and opportunities is a central component of adolescent career preparation. The present longitudinal study (conducted throughout the eighth grade with three assessment points) investigated how 330 Swiss adolescents simultaneously adapt career goals to interests, scholastic achievement and environmental opportunities. Results demonstrated that students increasingly adapt their goals to the environment. Mean adaptation to environment related positively to degree of adaption to interests and achievement. Increased adaptation to environment over time related to increased adaptation to achievement but to decreased adaptation to interests. Gender, attended school type and nationality moderated adaptation processes. Structurally disadvantaged students (girls, lower requirements school track, immigrant students) reported more conflict in aligning adaptation to environment with adaptation to interests.

Gender, Professional Networks, and Subjective Career Success within Early Academic Science Careers: The Role of Gender Composition in Inside and Outside Departmental Support Networks

The present study analyzed (a) gender differences in the gender composition (i.e., the proportion of male to female contacts) of professional support networks inside and outside an individual’s academic department and (b) how these differences in gender composition relate to subjective career success (i.e., perceived career success and perceived external marketability). Results showed that the networks’ gender composition is associated with subjective career success. Men’s networks consist of a higher proportion of male to female supporters, which, in turn, was positively related to subjective career success. Additional analyses revealed that the findings could not be accounted for by alternative factors, such as network size, networking behaviors, and career ambition.

Thomas Pelham Holles, duke of Newcastle; his early political career, 1693-1724,

Issued also as thesis (Ph.D.) University of Pennsylvania.

The early literary career of Robert Browning; four lectures.

From the library of T. L. Hood, with his marginal notes.

Life of Abraham Lincoln, presenting his early history, political career, and speeches in and out of Congress; also a general view of his policy as president of the United States; with his messages, proclamations, letters, etc., and a concise history of the war.

Preface dated May 14, 1864.

Early life and public career of Hon. James G. Blaine.

Mode of access: Internet.

Randolph Caldecott : a personal memoir of his early art career /

Cover title: Randolph Caldecott: his early art career.

The life of Ulysses S. Grant, ex-president of the United States and general of the United States army, comprising his early training, military career, presidential administrations, travels round the world, sufferings and death.

Mode of access: Internet.

Life of Abraham Lincoln : presenting his early history, political career, and speeches in and out of Congress ; also a general view of his policy as president of the United States ; with his messages, proclamations, letters, etc., and a history of his eventful administration, and of the scenes attendant upon his tragic and lamented demise /

Mode of access: Internet.

Mike Wallace in television studio, early in career

inscribed on back "Return to Roy Brunett" - name of photographer?

Randolph Caldecott: a personal memoir of his early art career.

Pages [211]-216, advertising matter.

Informal mentoring relationships and the career processes of public accountants

Research has shown that informal mentoring relationships benefit the protégé, mentor and employing organisation. As such they have been of interest to public accounting firms. The functioning of these relationships in Big Eight/Big Five accounting firms has been investigated in the USA and more recently in Ireland. The career outcome of most interest has been turnover intentions. This paper reports the results of a questionnaire study of mentoring relationships in the Australian state of Queensland. The receipt of mentoring support by accountants is found to be associated with not only lower turnover intentions, but also higher job satisfaction, and lower intentions of female accountants to seek part-time employment. The impact of the organisational context in which these relationships are initiated and cultivated is also investigated. The size of the accounting firm and the national culture of the country in which the firm operates, appear to have some bearing on mentoring experiences.

Career paths in the third sector : implications for human resource management

My interest in career paths in the third sector came from three early observations. First, the majority of workers appear to be women, in fact 77% of community sector community services in NSW (O'Donnell, 1985). Second, when asked about their career, most workers express the opinion that they have none. Third, when I examined the individual career paths of community sector workers I was struck by the stop and start nature of their paid work. Even, or perhaps especially, well qualified workers would move out of a position after about two years often to a more difficult position in a new area, with little or no salary increase and little prospect of future promotion. Indeed, there appears to be little career path available. These observations raise a number of important questions, some of which will be explored in this paper. What is the structure of the third sector labour market? What is the staff structure of third sector organisations? Is it true that career paths are unavailable, either within organisations or within the sector? If none exists, why do workers stay in the field? What motivates them? If there is a high turnover of staff, is this the reason? What are the implications of all this? If some sort of career path does exist, why do workers deny having a career? What do we mean by `career' anyway?