January 2013 Newsletter

Issue Highlights: Career Profile of Todd Zoellick ‘00, History/Political Science Double-Major Trends In Recruiting: What Employers Want From Us! “10 Phrases that are holding your Career Back” Work In Government, Is it for You

March 2013 Newsletter

Issue Highlights: Career Profile of Alyssa Speranza ‘13, English/Business Administration Double-Major On The Front Line: IWU’s PATH Crisis Hotline Interns Majors ≠ Careers. Why not? Find out here! Then & Now: Celebrity Editio

November 2009 Newsletter

Issue Highlights: Alumni Profile of Lisa Dieter, Class of 2002: Investment Manager Advice on a music career Advice on sports career What is the Career Insider

Plateau and transition : career dynamics in a changing world of work : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University

This research investigated a number of hypotheses relevant to employee attitudes towards career plateau and career transition. The impact of job satisfaction, education, and the life balance orientation of individuals on career plateau and career transition, and the relationship between the two, was explored. As well as demographics, data pertaining to occupation, education, career status, career intentions, job satisfaction and life interests were examined. A self-administered questionnaire was completed by 234 managerial and supervisory employees from four major organisations. Within the study a subjectively based measure of career plateau was found to have greater explanatory power than an objectively based measure in many of the hypotheses investigated. Multiple regression analysis was utilised to explore the relationship between career plateau and career transition. Subjective career plateau contributed significantly to variability in career transition with 18% of the variance being explained. Subjective career plateau and years since last promotion, an objective measure of career plateau, were found to contribute significantly to variability in overall job satisfaction. Altogether 25% of the variance in overall job satisfaction was explained by knowing scores on these variables. Subjective career plateau contributed significantly to variability in satisfaction with promotion opportunities explaining 51% of that variance. Whilst overall job satisfaction was significant in its relationship with career transition, satisfaction with promotion opportunities was not significant due to a suppression effect. In this relationship 58% of the variance in career transition was explained by overall job satisfaction. Overall job satisfaction was found to not moderate on the relationship between career plateau and career transition or on the relationship between life balance orientation and career transition. A significant moderating effect of satisfaction with promotion opportunities was found on the relationship between career plateau and career transition with 27% of the variance being explained A t test analysis indicated that career plateaued individuals were not more likely to be involved in current education nor were they more likely to state an intention to pursue further education. Univariate analysis indicated that whilst lower levels of education were associated with longer job tenures this association was not strong. Multivariate analysis revealed a significant moderating effect of education attained on the relationship between career plateau and career transition with 31% of the variance being explained. The limitations of the study are discussed. Primary amongst these are the difficulties imposed by the cross-sectional design

October 2012 Newsletter

Issue Highlights: Career Profile of Michael Mayo \u2702, Art Degree The Museum Experience... What\u27s it all about? Interviewing for Introverts [Seminar with Robyn Walter-IWU Career Consultant] Best Places to Work from: glassdoor.co

November 2010 Newsletter

Issue Highlights: Finding Your Dream Career in Music What to Know Before You Go to Law School Internship Profile of Max Briggs, Class of 2012: Smithsonian Institutio

To move or not to move? The relationship between career management and preferred career moves

The purpose of this paper is to explore professional employees' career move preferences and the impact of both individual and organizational career management. Departing from theoretical work on the “new career”, different types of career moves employees can make on the internal labor market are discussed and related to the literature on both organizational and individual career management. Design/methodology/approach. To test the hypotheses, a cross‐sectional survey of 472 professional employees from one company is presented. Findings. The preferences for both vertical career moves and moves relating to job enrichment and temporary moves are significantly affected by individual career management, but not by organizational career management practices. The preference for making lateral moves could not be explained by our antecedent variables. Research limitations/implications. Future research should involve a larger sample of organizations in order to collect empirical data about the extent to which OCM practices impact career preferences. Our results provide evidence for the relationship between individual career management and career move preferences and thereby adds to the literature on the “new career”