This study explores the competencies that Black executives who are 50+ years of age have successfully employed to navigate from their first careers to their second pursuit. An unprecedented group of talented individuals, their history of achievement is herein recognized as their first careers. Transitioning from first careers to a significant and successful second pursuit is the subject that this research examines.
A sequential mixed methods approach integrated interviews and extant literature regarding adult development, career development, and transition theory to offer a foundation of conceptual categorical constructs for successful transitions. These constructs—skills, values, success, work expectations, and life attributes—were used to develop a transition survey that utilized a retrospective and concurrent design with two time frames; retrospective with respect to first careers and concurrent with regards to the second pursuit. Quantitative and qualitative data derived from the survey was analyzed and shown to provide evidence that identified the competencies that informed successful transitions. The study methodology provides scholars and practitioners, individuals and organizations, with empirical evidence and a framework of conceptual constructs that inform successful transitions from first careers to second pursuit.
Results identified twelve (12) competencies important to master in the first careers as anchors for transition to second pursuit—building relationships, influence, trustworthiness, character, communication, interpersonal relationships, positive attitude, results orientation, “I Can” credo, self confidence, adaptability, and follow through. Further, twelve (12) competencies were identified as critical to success in the second pursuit—community consciousness, meaningfulness, concern for form, love of ideas, gratitude, spiritual, life/work balance, self care, inner peace, networking, expression, and passion. The study also revealed one (1) competency that was present in both first careers and second pursuit—performance—while the need for four (4) competencies declined significantly from first careers to second pursuit—career growth, adaptation to management/culture, beating competition, and competence. Examining these four groups of competencies formed the foundation for The Transition Competency Optimization Model© which will be used to structure future research and to organize individuals into communities of engagement that can contribute to the resolution of society's greatest challenges.
|Advisor:||Tenkasi, Ramkrishnan V.|
|School Location:||United States -- Illinois|
|Source:||DAI-A 70/07, Dissertation Abstracts International|
|Subjects:||Black studies, Philosophy, Management|
|Keywords:||Adult development, African American, Black, Black executive, Career, Career transitions, Competencies, Retirement, Transition|
Copyright in each Dissertation and Thesis is retained by the author. All Rights Reserved
The supplemental file or files you are about to download were provided to ProQuest by the author as part of a
dissertation or thesis. The supplemental files are provided "AS IS" without warranty. ProQuest is not responsible for the
content, format or impact on the supplemental file(s) on our system. in some cases, the file type may be unknown or
may be a .exe file. We recommend caution as you open such files.
Copyright of the original materials contained in the supplemental file is retained by the author and your access to the
supplemental files is subject to the ProQuest Terms and Conditions of use.
Depending on the size of the file(s) you are downloading, the system may take some time to download them. Please be