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Voluntary Career Transition of Managers in China a grounded theory study Judy Yi Sun

By: Sun, Judy Yi.
Contributor(s): The University of Texas at Tyler.
Material type: TextTextPublisher: Tyler, Tex. University of Texas at Tyler 2011Description: x, 250 pages.Subject(s): Career Development | Turnover (Business) | Manager | China | NursingOnline resources: Dissertation Dissertation note: Dissertation (PhD) - University of Texas at Tyler, 2011. Summary: The purpose of this study is to investigate Chinese managers’ voluntary career transitions (VCTs) in the contemporary Chinese organizational and socioeconomic context to offer an understanding and an explanation of the mass VCT phenomenon coupled with the Chinese organizational transformation. The study followed a qualitative research design with the traditional grounded theory approach. Following a theoretical sampling process, twenty-two Chinese managers were selected and interviewed for the study. The findings were reported in relation to three guiding research questions. A contextualized typology of VCTs emerged from data that revealed different patterns of VCTs from behavioral, cognitive and affective aspects. Career authenticity was found to be a major construct emerged from the data with three dimensions, career aspiration, career identity, and sensitivity of person-organization match.
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Item type Current location Collection Call number URL Status Date due Barcode
UT Tyler Dissertation UT Tyler Online
Online
University Archives & Special Collections HF5549. S86 2011 (Browse shelf) http://hdl.handle.net/10950/54 Available 851592861

Dissertation (PhD) - University of Texas at Tyler, 2011.

The purpose of this study is to investigate Chinese managers’ voluntary career transitions (VCTs) in the contemporary Chinese organizational and socioeconomic context to offer an understanding and an explanation of the mass VCT phenomenon coupled with the Chinese organizational transformation. The study followed a qualitative research design with the traditional grounded theory approach. Following a theoretical sampling process, twenty-two Chinese managers were selected and interviewed for the study.
The findings were reported in relation to three guiding research questions. A contextualized typology of VCTs emerged from data that revealed different patterns of VCTs from behavioral, cognitive and affective aspects. Career authenticity was found to be a major construct emerged from the data with three dimensions, career aspiration, career identity, and sensitivity of person-organization match.

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