Officer Career Development: General Unrestricted Line Officer Perceptions of the Dual-Career Track

1988 ◽  
Author(s):  
Gerry L. Wilcove
Keyword(s):  
Career Development ◽  
Dual Career ◽  
Line Officer

Facilitating Sports and University Study: The Case of a Dual Career Development Environment in Sweden

2020 ◽  
Vol 4 (1) ◽  
pp. 95-107
Author(s):  
Lukas Linnér ◽  
Natalia Stambulova ◽  
Louise Kamuk Storm ◽  
Andreas Kuettel ◽  
Kristoffer Henriksen
Keyword(s):  
Career Development ◽  
Dual Career ◽  
Development Environment ◽  
Career Support ◽  
Whole Person ◽  
Support Team ◽  
Performance Development

This case study of a dual career development environment (DCDE) was informed by the holistic ecological approach (HEA) and aimed at (a) providing a holistic description of a DCDE at university level in Sweden and (b) investigating the perceived factors influencing the environment’s effectiveness in facilitating the development of student-athletes. The authors blended in situ observations, interviews, and document analysis to explore the case, and HEA-informed working models were transformed into empirical models summarizing the case. Findings show a well-coordinated DCDE with the key role of coaches in daily dual career support and how efforts were integrated through a dual career-support team sharing a philosophy of facilitating healthy performance development and life balance, with a whole-person and empowerment approach. This study adds to the literature by identifying features of a successful DCDE, and insights from the case can be useful for practitioners in their quest to optimize their DCDEs and support.

Snakes and Ladders: Relocation and the Dual Career Couple

1996 ◽  
Vol 2 (2) ◽  
pp. 1-10 ◽  
Author(s):  
Jennifer Pierce ◽  
Brian L. Delahaye
Keyword(s):  
Career Development ◽  
Human Resource ◽  
Development Strategy ◽  
Resource Planning ◽  
Dual Career ◽  
Career Opportunities ◽  
Relocation Assistance ◽  
Management Issues

AbstractThe dual career couple is a contemporary and growing phenomenon in western industrialised nations. There are numerous human resource management issues associated with the dual career couple. The focus of this paper is on just one of these issues — employee relocation. The research reported here found that dual career employees are concerned about their partner's career prospects and unless current career levels can be maintained for the trailing partner, organisations may experience relocation resistance. Of specific interest in the Australian context is that organisations with operations in country areas may be particularly affected, since country areas are less likely to offer desirable career opportunities for trailing partners. Further, organisational mobility expectations frequently force couples to decide which partner's career will take precedence. Historically it has been the male partner's career, even in dual career relationships. The findings from this study suggest that such decisions are becoming more complex, with couples placing greater emphasis on economic and quality of life concerns. Traditionally, organisations have relied on employee mobility as a career development strategy. However, greater emphasis on long-term human resource planning is advocated to facilitate career development strategies which are less reliant on geographical relocation. Further, if organisations are to retain their dual career employees, relocation assistance packages may need re-assessment to reflect the needs of those employees who are unwilling to sacrifice their partners' careers for the sake of their own.

Dual career development and transitions

2015 ◽  
Vol 21 ◽  
pp. 1-3 ◽  
Author(s):  
Natalia B. Stambulova ◽  
Paul Wylleman
Keyword(s):  
Career Development ◽  
Dual Career

scholarly journals The Experience of Dual Career through Slovak Athletes’ Eyes

2015 ◽  
Vol 66 (1) ◽  
pp. 53-64 ◽  
Author(s):  
Kristina Geraniosova ◽  
Noora Ronkainen
Keyword(s):  
Social Support ◽  
Decision Making ◽  
Data Analysis ◽  
Career Development ◽  
Phenomenological Analysis ◽  
Dual Career ◽  
Science Students ◽  
Career Support ◽  
Sport Science ◽  
Athletic Career

AbstractThe purpose of this study was to examine how Slovak athletes experience dual career (the combination of an athletic career with education and/or work). The study strived to gain an understanding of the athletes’ attitudes towards education as well as perceived difficulties and supporting elements in pursuing dual career. Five athletes were interviewed once for approx. 105 min. The interviews and data analysis were based on Intepretative Phenomenological Analysis (IPA) and the interviews were focused on their experience in combining an athletic career with education or work. The athletes experienced dual career as manageable as long as they were assisted by at least simple supportive structures and provided flexible arrangements. Peers had played an important role in athletes’ decision-making concerning dual career and in providing social support when facing challenges within dual career. The teachers’ prejudice against the athletes based on their athletic role and the lack of dual career structures appeared to be significant deficiencies in dual career support. Finally, the analysis revealed the negative perception of athletes and sport science students by educational representatives. This perception may be a hurdle to be overcome in future dual career development.

Dual-Career Couples and Role Conflict

1998 ◽  
Vol 7 (3) ◽  
pp. 22-27 ◽  
Author(s):  
Michael Paulsen
Keyword(s):  
Career Development ◽  
Role Conflict ◽  
Personal Life ◽  
Dual Career ◽  
Development Programs ◽  
Household Chores ◽  
Dual Career Couples ◽  
Career Direction ◽  
The Way ◽  
Sustainable Relationships

Abundant research supports the view that for dual-career couples, women do a significantly higher proportion of housework than men and men place far more importance on their own careers than those of their partners. This paper identifies these two areas as prime sources of conflict and examines why, even for egalitarian couples, such conflict arises. The article also explores the notions of achieving balance between work and personal life, and of maintaining socially sustainable relationships. Changes that may be needed in career direction in order to achieve these two goals are suggested. Implications for careers practitioners are provided that may be of benefit for enhancing career development programs. These include changing the way that the problematic concept of career is viewed, and the benefits that men may derive in becoming equally responsible for household chores.

Snakes and Ladders: Relocation and the Dual Career Couple

1996 ◽  
Vol 2 (2) ◽  
pp. 1-10
Author(s):  
Jennifer Pierce ◽  
Brian L. Delahaye
Keyword(s):  
Career Development ◽  
Human Resource ◽  
Development Strategy ◽  
Resource Planning ◽  
Dual Career ◽  
Career Opportunities ◽  
Relocation Assistance ◽  
Management Issues

AbstractThe dual career couple is a contemporary and growing phenomenon in western industrialised nations. There are numerous human resource management issues associated with the dual career couple. The focus of this paper is on just one of these issues — employee relocation. The research reported here found that dual career employees are concerned about their partner's career prospects and unless current career levels can be maintained for the trailing partner, organisations may experience relocation resistance. Of specific interest in the Australian context is that organisations with operations in country areas may be particularly affected, since country areas are less likely to offer desirable career opportunities for trailing partners. Further, organisational mobility expectations frequently force couples to decide which partner's career will take precedence. Historically it has been the male partner's career, even in dual career relationships. The findings from this study suggest that such decisions are becoming more complex, with couples placing greater emphasis on economic and quality of life concerns. Traditionally, organisations have relied on employee mobility as a career development strategy. However, greater emphasis on long-term human resource planning is advocated to facilitate career development strategies which are less reliant on geographical relocation. Further, if organisations are to retain their dual career employees, relocation assistance packages may need re-assessment to reflect the needs of those employees who are unwilling to sacrifice their partners' careers for the sake of their own.

Making Career Development a Reality for Dual-Career Couples

1995 ◽  
Vol 32 (1) ◽  
pp. 32-45 ◽  
Author(s):  
SUZANNE SPIKER-MILLER ◽  
NATHALIE KEES
Keyword(s):  
Career Development ◽  
Dual Career ◽  
Dual Career Couples

scholarly journals Social-Ecological Determinants of Elite Student Athletes’ Dual Career Development in Hong Kong and Taiwan

SAGE Open ◽  
2017 ◽  
Vol 7 (2) ◽  
pp. 215824401770779 ◽  
Author(s):  
Raymond Kim Wai Sum ◽  
Hsiu-Hua Tsai ◽  
Amy Sau Ching Ha ◽  
Chih-fu Cheng ◽  
Fong-jia Wang ◽  
...  
Keyword(s):  
Hong Kong ◽  
Career Development ◽  
Student Athletes ◽  
Dual Career ◽  
Social Ecological
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