ORCID Profile
0000-0003-4257-7935
Current Organisation
Flinders University
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Publisher: Informa UK Limited
Date: 30-05-2023
Publisher: SAGE Publications
Date: 04-2022
DOI: 10.1177/10384162211070081
Abstract: This study sets out to argue for the interplay between structure and agency to create a deeper understanding of careers. Using Bourdieu's Theory of Practice as an integrative framework for career theory, this study sets out to answer two questions: (1) does the concept of a Holistic Career Framework add value to the career debate by placing emphasis on both agency and structure? (2) does a Holistic Career Framework help link theory with practice? One hundred and thirty-nine career stories from university professional staff were analysed using a narrative approach, coded and thematically analysed for overarching patterns. The Holistic Career Framework was used as a lens to further understand in idual career needs and decisions. By analysing the career stories of university professional staff, and understanding the context in which they operate, a deeper understanding of career behaviour and decision-making is provided.
Publisher: Emerald
Date: 08-10-2021
Abstract: Hybrid career has been discussed in the literature for some time but is still an emergent concept. The study investigated the careers of university professional staff working in universities in Australia and the UK to better understand the careers of this underresearched cohort of staff. The findings were used to extend the theory of the hybrid career. A total of 139 career stories were collected via an open-ended question in an online survey. Inductive thematic analysis was used to create themes and theorise career pathways relevant to the participants' careers. It was found that participants had a hybrid career orientation (HCO) based on their essential values and their reciprocal relationship with their employer. Four career pathways emerged from the data: intra-organisational advancement, inter-organisational advancement, work–life balance and dead end. There is a need for future research to investigate the HCO, both to add depth to the understanding of careers for university professional staff in universities and to examine the hybrid concept in other settings. It is suggested that by grouping staff into career pathways, human resource practitioners could provide more targeted interventions to ensure that staff are motivated and productive for the benefit of the organisation. The research has extended the concept of the hybrid career and discovered four career pathways relevant to university professional staff.
Publisher: Informa UK Limited
Date: 03-09-2018
Publisher: Informa UK Limited
Date: 22-05-2014
Publisher: Informa UK Limited
Date: 15-05-2018
Publisher: Macmillan Education UK
Date: 2014
Publisher: Informa UK Limited
Date: 23-02-2015
Publisher: Emerald
Date: 03-09-2019
Abstract: Human capital is a key component of the success of organisations, and career development of staff is a vital component to both increasing and retaining human capital. Universities are no different, their people are key to their mission. There has been limited rigorous study of the careers of professional staff in the academy. The paper aims to discuss these issues. A systematic literature review methodology resulted in a review of 23 articles dedicated to research on careers of professional staff in higher education (HE). Thematic analysis identified a series of enablers and barriers that influence career development and progression. Career enablers and barriers have been found to exist at both the institutional and in idual levels. Within the HE context, professional staff have a hybrid career mindset, desiring traditional and more contemporary career factors, leading to a reciprocal relationship between the organisation and the in idual. There is a need for future research to investigate the hybrid career mindset, and the reciprocal relationship, both to add depth to understanding of careers for professional staff in universities, and to examine this in other settings. Universities may need to consider ways to integrate institutional support for high performance work systems (HPWS) with opportunities for professional staff, while in iduals may need to consider adopting career self-management behaviours (CSMB) to fit their hybrid mindset. This review has highlighted organisations and in iduals will benefit if the relationship between HPWS and CSMB is better understood for the hybrid career mindset.
Publisher: Informa UK Limited
Date: 10-2010
Publisher: Elsevier BV
Date: 03-2000
Publisher: Routledge
Date: 27-02-2013
Publisher: Springer Singapore
Date: 2018
Publisher: SAGE Publications
Date: 24-09-2018
Abstract: This article outlines a concurrent complementarity, mixed methods research design to explore the careers of university professional staff through the application of a contemporary career profile framework. Two hundred and twenty-six participants from Australia and the UK completed a multi-method questionnaire. Integration occurred at three points: the conceptualisation stage using a multi-method instrument the experiential stage where the quantitative data results acted as a priori themes for the theoretical thematic analysis and the inferential stage where both convergent and ergent triangulation of the results took place to provide a broader and deeper understanding of the phenomenon under study. This methodological design aims to demonstrate the usefulness of mixed methods in carrying out careers research. The findings extend the career profile theory by highlighting in idual needs, related behaviours and outcomes and by suggesting that there are various psychological mechanisms acting to drive career behaviours.
Publisher: Macmillan Education UK
Date: 2014
Publisher: Routledge
Date: 27-02-2013
Publisher: Macmillan Education UK
Date: 2014
Publisher: IWA Publishing
Date: 2000
Abstract: The relative efficiencies of three membrane materials for use in a submerged membrane bioreactor treating domestic wastewater were evaluated. A glass-filled hydrophobic polypropylene membrane allowed no flow through the membrane. A polysulphone membrane (PS, 0.4 mm pore size) did not achieve a steady-state flux although a flux of 7 l m−2h−1 occurred on the last day of the steady-state run. A melt-blown polypropylene membrane (NWPP, 5 μm pore size) gave a steady-state flux of 5 l m−2h−1. Membrane productivity was low due to irreversible fouling in the NWPP membrane and reversible fouling in the PS membrane. It was found that the PP membrane gave a 5-log reduction in total coliforms whereas the PS membrane gave a 9-log reduction. CBOD5, COD, SS, NH3-N and turbidity removal was similar with both the PS and the NWPP membranes. It was concluded that although the NWPP membrane was relatively inexpensive and achieved a high degree of organic matter removal, due to its inability to remove bacteria from the effluent it would be inappropriate to apply it to domestic wastewater in a submerged MBR.
Publisher: Springer Science and Business Media LLC
Date: 03-06-2015
Publisher: Wiley
Date: 28-12-2019
DOI: 10.1111/GWAO.12327
Publisher: Informa UK Limited
Date: 05-04-2018
Publisher: Elsevier BV
Date: 05-2001
Publisher: Emerald
Date: 18-05-2021
Abstract: The professional development needs of university professional staff are an under-researched area. More data were needed to understand their needs to ensure that employers invest their resources appropriately. A conceptual framework is developed for the workplace learning of career development activities using concepts of professional learning communities, adult learning and non-formal learning. The purpose of this study was to evaluate the success of a professional development network in meeting the needs of university professional staff after a re-structure. A case study of the development of a staff career network at an Australian university after a restructure is presented. An online survey was sent to 75 staff who had attended at least one professional development event. Quantitative and qualitative data were analysed using descriptive statistics and thematic analysis. This study has shown that a university professional staff career network has been a positive influence for its participants after an organisational restructure. The value of this network was to increase confidence and provide opportunities for self-improvement, career planning and networking. A conceptual model integrating the concepts of professional learning communities, adult learning and non-formal learning has resulted in a model of social non-formalised workplace learning that may be of use in other contexts to improve staff motivation, outside of more formal learning opportunities.
Publisher: Informa UK Limited
Date: 02-01-2014
Publisher: Informa UK Limited
Date: 09-04-2019
Publisher: Macmillan Education UK
Date: 2014
No related grants have been discovered for Michelle Gander.