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    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
    (Massey University, 1999) Cable, Donald Alfred James
    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.
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    Career transition : the sport retirement experiences of New Zealand athletes : a thesis presented in partial fulfilment of the requirements for the degree of Master of Science in Psychology at Massey University
    (Massey University, 1999) Smith, Andrea J
    This study explored the sport retirement experiences of seventy-four New Zealand athletes who were identified as having retired from high performance sport participation. During the peak of their sport careers, these athletes achieved regional, national, or international competitive representation. The Athlete Career Transition Inventory, a 47-item instrument, was developed for this study. The inventory was divided into sections that examined: motivation for sport participation, reasons for retirement, adjustment to retirement, pre-retirement career planning, social networks, athlete identity dimensions, and life satisfaction. Analysis indicated the majority of athletes adjusted to their sport retirement with minimal difficulty. Although significant differences between the gender groups were only observed for sense of personal control at transition X2 (2, n = 72) = 6.66, p = .036, there appear to be differences between male and female athletes with regard to social support prior to transition. Neither goal achievement nor the causal factors involved in the retirement decision predicted the quality of the athlete's adaptation experience. Practical implications for coaches and sport bodies are discussed.
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    Getting a life : principals and deputy principals reflect upon their changed career paths : a thesis presented in partial fulfilment of the requirements for the degree of Master of Educational Administration, Department of Educational Studies, College of Education, Massey University
    (Massey University, 1997) Palmer, Rosemary Ann
    The thesis aimed to find out why successful primary school principals were leaving teaching for other careers and why deputy principals were becoming increasingly reluctant to seek further promotion. The researcher was concerned to learn in the media of increasing numbers of principals leaving the profession and wanted to find out the reasons for this. The factors which influenced mid-life career decisions from the perspectives of two different groups, twelve recently resigned, successful urban primary principals and fifteen in-post deputy principals were critically examined. A between-group comparison of their attitudes and beliefs regarding the principal's role, role satisfactions and dissatisfactions and the impact of the 1989-1996 educational reforms on their career change decisions was conducted. A considerable body of qualitative and quantitative research literature has examined the reasons why teachers become dissatisfied and seek new careers. Of particular relevance to this study were those investigations which explored mid-career crises, 'triggers' which caused life reassessment and career pattern and promotion studies. Evidence in this study suggests that some principals resigned because of health-related problems exacerbated by high administrative workloads and stress. Others perceived a lack of attractive career opportunities within education and sought new challenges. Many of the deputies no longer aspired to principalship positions because of the stress, excessive administrative workload and the loneliness associated with the position. A number of members in both cohorts wanted to restore balance to their lives. In the researcher's opinion, if talented educational leaders are to be retained and the status of the profession enhanced, an independent, national, professional support body needs to be established for principals. Desirable, clearly-defined, well-compensated career paths must be created and additional administrative support provided to schools in low socio-economic regions. Traditional career paths of New Zealand teachers have changed and further evidence of the reasons for this is required. The career paths of male and female teachers are markedly different. Additional research is needed to ascertain if, as this study suggests, women seeking principal's positions are being disadvantaged. Ways must be found which will make the position more attractive to ensure that the best educational leaders are retained in the profession.