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You searched for subject:(Career moves). Showing records 1 – 2 of 2 total matches.

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1. Matthew, Jadie. Principal succession in Texas: Examination of motivation to leave a position among various groups of principals.

Degree: Educational Psychology and Leadership, 2012, Texas Tech University

Current research clearly points to the unsettling effect that principal movement can have on both the campus which they have left and the campus to which they are going. The principal is the educational leader of the campus and sets a tone and environment which has great impact on the success or failure of the campus in achieving its goals. The purpose of this study is to examine the reasons principals leave their positions in such great numbers, to quantify these reasons, and to develop predictive algorithms that can yield insight into the likelihood a principal will leave a position. The study was conducted by surveying all of the principals in Texas who have ever left a principal position. 1,472 principals responded to the survey out of a total population of 6,050. Of these, 419 principals qualified for the study and 305 completed the survey that was the main research instrument. Principals indicated that job security and salary were both strongly associated with decisions to leave a position. Research also indicated that issues of autonomy and lack of support from supervisors played significant roles in a principal’s decision to seek a new position. However, only principals who left a position to move to a larger school showed a significant tendency to move again for the same reason. Advisors/Committee Members: Klinker, JoAnn F. (Committee Chair), Valle, Fernando (committee member), Lan, William (committee member).

Subjects/Keywords: School principals; Educational leadership; Career exploration; Career moves; Principle succession, Texas

…perceptions and feelings of why principals decide to make a career move, but such studies are by… …between the career paths of those in a traditional institution and those from a more innovative… …not to take an administrative career path due to their perceptions of the increasingly… 

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Matthew, J. (2012). Principal succession in Texas: Examination of motivation to leave a position among various groups of principals. (Thesis). Texas Tech University. Retrieved from http://hdl.handle.net/2346/45172

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Matthew, Jadie. “Principal succession in Texas: Examination of motivation to leave a position among various groups of principals.” 2012. Thesis, Texas Tech University. Accessed September 23, 2020. http://hdl.handle.net/2346/45172.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Matthew, Jadie. “Principal succession in Texas: Examination of motivation to leave a position among various groups of principals.” 2012. Web. 23 Sep 2020.

Vancouver:

Matthew J. Principal succession in Texas: Examination of motivation to leave a position among various groups of principals. [Internet] [Thesis]. Texas Tech University; 2012. [cited 2020 Sep 23]. Available from: http://hdl.handle.net/2346/45172.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Matthew J. Principal succession in Texas: Examination of motivation to leave a position among various groups of principals. [Thesis]. Texas Tech University; 2012. Available from: http://hdl.handle.net/2346/45172

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation


Universitat Pompeu Fabra

2. Melero Martín, Eduardo. Careers, human capital and managerial styles.

Degree: Departament d'Economia i Empresa, 2005, Universitat Pompeu Fabra

The study of career paths within organizations is an issue that has received strong attention in the theoretical literature of organizational economics and management1. From the empirical point of view, however, research in this topic is scarcer and less comprehensive. The gap has been caused to a large extent by the unavailability of data tracking worker's career moves in employee-level surveys and by the lack of information about career management policies in firm-level data. This thesis contributes to fill such hole. It investigates how workers' careers and their behavior as managers depend on the characteristics of the firms where they work and their own personal characteristics, with a strong emphasis in the role of human capital. The research is carried out using micro data at both worker and firm level, available only in relatively recent data sets. The interaction between accumulation of human capital and workers' employment horizons has been frequently recognized as a key issue in explaining why some firms maintain long-term relationships with their employees while others remain closer to what it could be considered spot-market labor contracting. There are nonetheless important factors that have been usually absent in the literature of organizations. This is the case of internal firm structures that may improve or discourage the interactions between different hierarchical levels, affecting eventually to the costs of job change involved in promotions. Both human capital and organization-relational aspects of career paths are objects of study of this thesis. First, it is analyzed how the characteristics of employers and the markets where they work affect the general or firm-specific nature of employees' human capital and, therefore, to the type of employment relationship held. Second, it is investigated how differences in employees' personal characteristics affect their career horizons, the management of their human capital and the type of career moves done. Finally, the effects of these factors on career path outcomes are examined, in terms of leadership behavioral differences among those arriving at managerial levels. A particular attention is paid the important differences between the careers of men and women that are also found in their managerial style. Overall, the research presented here sheds light on what career management schemes adapt better to different product and labor market circumstances. It opens as well a number of challenges for the study of human resources management and shows that population-wide surveys can be very useful tools to carry out empirical investigations in this area, usually dominated by narrower and less representative surveys. Advisors/Committee Members: [email protected] (authoremail), true (authoremailshow), Rodes, Eduardo C. (director), Güell Rotllan, Maia (director).

Subjects/Keywords: gender; leadership styles; managerial behavior; training; human resources; career moves; promotions; people-management practices; 33

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APA · Chicago · MLA · Vancouver · CSE | Export to Zotero / EndNote / Reference Manager

APA (6th Edition):

Melero Martín, E. (2005). Careers, human capital and managerial styles. (Thesis). Universitat Pompeu Fabra. Retrieved from http://hdl.handle.net/10803/7422

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

Melero Martín, Eduardo. “Careers, human capital and managerial styles.” 2005. Thesis, Universitat Pompeu Fabra. Accessed September 23, 2020. http://hdl.handle.net/10803/7422.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

MLA Handbook (7th Edition):

Melero Martín, Eduardo. “Careers, human capital and managerial styles.” 2005. Web. 23 Sep 2020.

Vancouver:

Melero Martín E. Careers, human capital and managerial styles. [Internet] [Thesis]. Universitat Pompeu Fabra; 2005. [cited 2020 Sep 23]. Available from: http://hdl.handle.net/10803/7422.

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

Melero Martín E. Careers, human capital and managerial styles. [Thesis]. Universitat Pompeu Fabra; 2005. Available from: http://hdl.handle.net/10803/7422

Note: this citation may be lacking information needed for this citation format:
Not specified: Masters Thesis or Doctoral Dissertation

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