Sample records for career development institute
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Impact of a Leadership Development Institute on Professional Lives and Careers.
Purdy, Nancy
2016-01-01
An evaluation study was conducted to determine the impact of a leadership institute, The Dorothy Wylie Health Leaders Institute (DWHLI), over the decade since its inception. The aim was to better understand the perceived influence of the Institute over time on professional lives and careers of alumni and identify the critical design features that supported leadership development. Nurses and other health disciplines from all levels of leadership and from most provinces completed an online survey (n = 165) and a subset was interviewed (n = 33). The majority of alumni (50-68%) rated the impact of the Institute as significant or very significant on seven of the eight selected intended leadership outcomes. For 73-78% of the alumni, the Institute had a recurring or profound positive impact on their professional lives as leaders and personal careers. Alumni who reported the greatest impact of the program on their knowledge, skills and confidence as leaders also had higher levels of career satisfaction and work engagement. Design elements that impacted their development included the theoretical and conceptual content, interactive and experiential structure and mentoring. Recommendations for organizational sponsors included the need for opportunities to apply learning, ongoing coaching, mentoring and career counseling specific to their leadership career path.
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Competence and Career. A Double Career Structure and Reduced Recognition in Aging Institutions
Directory of Open Access Journals (Sweden)
Sylvia Kade
2008-01-01
Full Text Available The occupation is a relationship of appropriation, which is only realized in relationships of recognition between organization and work. The organization includes its members by a mutual exchange of benefits, which is referred to as a relationship of recognition. The basic rule of the mutuality of relationships of recognition is called into question in knowledge-based organizations of "aging institutions." The limited reciprocity of the "closed opportunity structure" is the result of an institutional reduplication of a career policy under the pressure of innovations. A response to this is a change of individual career strategies. The article focuses on the consequences for the development of careers and competencies. URN: urn:nbn:de:0114-fqs0801592
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Hendrickson, Ryan C.; Mueller, Melinda A.; Strand, Jonathan R.
2011-01-01
A considerable amount of research exists about political science careers at community colleges and liberal arts institutions, as well as about training and hiring practices across different types of institutions. However, there is virtually no commentary available on political science careers at comprehensive institutions, where a significant…
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Liaw, Sok Ying; Wu, Ling Ting; Chow, Yeow Leng; Lim, Siriwan; Tan, Khoon Kiat
2017-05-01
Due to the ageing population and competition from other healthcare courses, a greater demand in the healthcare workforce has made it challenging for educational institutions to attract school leavers to enter nursing courses. Understanding the considerations of students who have chosen non-nursing healthcare courses and their perceptions of nursing can help identify specific strategies to enhance the attractiveness of nursing course. This study aims to examine the differences between healthcare career choices and perceptions of nursing as a career choice among first-year non-nursing healthcare students. A descriptive survey design was conducted at the beginning of the healthcare courses of seven healthcare groups and from four higher educational institutions in Singapore. A total of 451 students responded, yielding an overall response rate of 52.7%. The online survey was administered using a valid and reliable 35-item parallel scale, known as the Healthcare Career Choice and Nursing Career Choice. The participants perceived prior healthcare exposure as the most influential factor and self-efficacy as the least influential factor when choosing nursing as a career. In comparison to their own healthcare career choices, nursing was perceived to have greater gender stigma and, as nurses, they would be less likely to achieve higher qualifications and career advancements, and they would be less likely to enjoy fulfilling careers. They also perceived that they would be less likely to gain their parents' support to pursue nursing and to make their parents proud. This study provides educators and policy-makers with vital information to develop key strategies to improve nursing enrolment in educational institutions. These strategies include early exposure to nursing as a rewarding career during school years, addressing the issue of gender stigma, and promoting information on the career and educational advancement of a registered nurse to parents of school leavers. Copyright Â
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Meyers, Frederick J; Begg, Melissa D; Fleming, Michael; Merchant, Carol
2012-04-01
The challenges for scholars committed to successful careers in clinical and translational science are increasingly well recognized. The Education and Career Development (EdCD) of the national Clinical and Translational Science Award consortium gathered thought leaders to propose sustainable solutions and an agenda for future studies that would strengthen the infrastructure across the spectrum of pre- and postdoctoral, MD and PhD, scholars. Six consensus statements were prepared that include: (1) the requirement for career development of a qualitatively different investigator; (2) the implications of interdisciplinary science for career advancement including institutional promotion and tenure actions that were developed for discipline-specific accomplishments; (3) the need for long-term commitment of institutions to scholars; (4) discipline-specific curricula are still required but curricula designed to promote team work and interdisciplinary training will promote innovation; (5) PhD trainees have many pathways to career satisfaction and success; and (6) a centralized infrastructure to enhance and reward mentoring is required. Several themes cut across all of the recommendations including team science, innovation, and sustained institutional commitment. Implied themes include an effective and diverse job force and the requirement for a well-crafted public policy that supports continued investments in science education. © 2012 Wiley Periodicals, Inc.
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Directory of Open Access Journals (Sweden)
Nur Kholis
2012-12-01
Full Text Available Career advancement in Indonesian academia is nationally regulated. It, theoretically, provides equal opportunities for men and women to be productive and successful. The purpose of this study is to analyze gender effects on academic career productivity and success. Seven-hundred and fifty questionnaires were distributed randomly to eight Islamic Higher Education Institutions in seven provinces, from which 220 (Men = 57.7%, and Women = 42.3% respondents returned the questionnaires with an analyzable quality. Descriptive and multivariate analyses are employed for analyzing and presenting the results. The paper argues that women in Islamic Higher Education Institutions are less productive in terms of publications, hold lower academic rank and leadership positions, and earn significantly less than men. It further argues that Islamic Higher Education Institutions should provide specific empowerment for women by, for example, providing support for their continuing education, professional development, and career opportunities.
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Jumpstarting Academic Careers: A Workshop and Tools for Career Development in Anesthesiology.
Yanofsky, Samuel D; Voytko, Mary Lou; Tobin, Joseph R; Nyquist, Julie G
2011-01-01
Career development is essential and has the potential to assist in building a sustained faculty within academic departments of Anesthesiology. Career development is essential for growth in academic medicine. Close attention to the details involved in career management, goal setting as part of career planning, and professional networking are key elements. This article examines the specific educational strategies involved in a 120 minute workshop divided into four 25 minute segments with 20 minutes at the end for discussion for training junior faculty in career development. The teaching methods include 1) brief didactic presentations, 2) pre-workshop completion of two professional development tools, 3) facilitated small group discussion using trained facilitators and 4) use of a commitment to change format. Three major learning tools were utilized in conjunction with the above methods: a professional network survey, a career planning and development form and a commitment to change form. Forty one participants from 2009 reported 80 projected changes in their practice behaviors in relation to career management: Build or enhance professional network and professional mentoring (36.3%); Set career goals, make a plan, follow though, collaborate, publish (35.1%); Increase visibility locally or nationally (10.0%); Building core skills, such as clinical, teaching, leading (36.3%); Identify the criteria for promotion in own institution (5.0%); Improved methods of documentation (2.5%). Over the past two years, the workshop has been very well received by junior faculty, with over 95% marking each of the following items as excellent or good (presentation, content, audiovisuals and objectives met). The challenge for continuing development and promotion of academic anesthesiologists lies in the explicit training of faculty for career advancement. Designing workshops using educational tools to promote a reflective process of the faculty member is the one method to meet this
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European Institutional and Organisational Tools for Maritime Human Resources Development
Dragomir Cristina
2012-01-01
Seafarers need to continuously develop their career, at all stages of their professional life. This paper presents some tools of institutional and organisational career development. At insitutional level there are presented vocational education and training tools provided by the European Union institutions while at organisational level are exemplified some tools used by private crewing companies for maritime human resources assessment and development.
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Development of a career coaching model for medical students.
Hur, Yera
2016-03-01
Deciding on a future career path or choosing a career specialty is an important academic decision for medical students. The purpose of this study is to develop a career coaching model for medical students. This research was carried out in three steps. The first step was systematic review of previous studies. The second step was a need assessment of medical students. The third step was a career coaching model using the results acquired from the researched literature and the survey. The career coaching stages were defined as three big phases: The career coaching stages were defined as the "crystallization" period (Pre-medical year 1 and 2), "specification" period (medical year 1 and 2), and "implementation" period (medical year 3 and 4). The career coaching model for medical students can be used in programming career coaching contents and also in identifying the outcomes of career coaching programs at an institutional level.
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Directory of Open Access Journals (Sweden)
Diogo L Pinheiro
Full Text Available Placement in prestigious research institutions for STEM (science, technology, engineering, and mathematics PhD recipients is generally considered to be optimal. Yet some doctoral recipients are not interested in intensive research careers and instead seek alternative careers, outside but also within academe (for example teaching positions in Liberal Arts Schools. Recent attention to non-academic pathways has expanded our understanding of alternative PhD careers. However, career preferences and placements are also nuanced along the academic pathway. Existing research on academic careers (mostly research-centric has found that certain factors have a significant impact on the prestige of both the institutional placement and the salary of PhD recipients. We understand less, however, about the functioning of career preferences and related placements outside of the top academic research institutions. Our work builds on prior studies of academic career placement to explore the impact that prestige of PhD-granting institution, advisor involvement, and cultural capital have on the extent to which STEM PhDs are placed in their preferred academic institution types. What determines whether an individual with a preference for research oriented institutions works at a Research Extensive university? Or whether an individual with a preference for teaching works at a Liberal Arts college? Using survey data from a nationally representative sample of faculty in biology, biochemistry, civil engineering and mathematics at four different Carnegie Classified institution types (Research Extensive, Research Intensive, Master's I & II, and Liberal Arts Colleges, we examine the relative weight of different individual and institutional characteristics on institutional type placement. We find that doctoral institutional prestige plays a significant role in matching individuals with their preferred institutional type, but that advisor involvement only has an impact on those
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Pinheiro, Diogo L; Melkers, Julia; Newton, Sunni
2017-01-01
Placement in prestigious research institutions for STEM (science, technology, engineering, and mathematics) PhD recipients is generally considered to be optimal. Yet some doctoral recipients are not interested in intensive research careers and instead seek alternative careers, outside but also within academe (for example teaching positions in Liberal Arts Schools). Recent attention to non-academic pathways has expanded our understanding of alternative PhD careers. However, career preferences and placements are also nuanced along the academic pathway. Existing research on academic careers (mostly research-centric) has found that certain factors have a significant impact on the prestige of both the institutional placement and the salary of PhD recipients. We understand less, however, about the functioning of career preferences and related placements outside of the top academic research institutions. Our work builds on prior studies of academic career placement to explore the impact that prestige of PhD-granting institution, advisor involvement, and cultural capital have on the extent to which STEM PhDs are placed in their preferred academic institution types. What determines whether an individual with a preference for research oriented institutions works at a Research Extensive university? Or whether an individual with a preference for teaching works at a Liberal Arts college? Using survey data from a nationally representative sample of faculty in biology, biochemistry, civil engineering and mathematics at four different Carnegie Classified institution types (Research Extensive, Research Intensive, Master's I & II, and Liberal Arts Colleges), we examine the relative weight of different individual and institutional characteristics on institutional type placement. We find that doctoral institutional prestige plays a significant role in matching individuals with their preferred institutional type, but that advisor involvement only has an impact on those with a
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Research Institute for Technical Careers
Glenn, Ronald L.
1996-01-01
The NASA research grant to Wilberforce University enabled us to establish the Research Institute for Technical Careers (RITC) in order to improve the teaching of science and engineering at Wilberforce. The major components of the research grant are infrastructure development, establishment of the Wilberforce Intensive Summer Experience (WISE), and Joint Research Collaborations with NASA Scientists. (A) Infrastructure Development. The NASA grant has enabled us to improve the standard of our chemistry laboratory and establish the electronics, design, and robotics laboratories. These laboratories have significantly improved the level of instruction at Wilberforce University. (B) Wilberforce Intensive Summer Experience (WISE). The WISE program is a science and engineering bridge program for prefreshman students. It is an intensive academic experience designed to strengthen students' knowledge in mathematics, science, engineering, computing skills, and writing. (C) Joint Collaboration. Another feature of the grant is research collaborations between NASA Scientists and Wilberforce University Scientists. These collaborations have enabled our faculty and students to conduct research at NASA Lewis during the summer and publish research findings in various journals and scientific proceedings.
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Development of a career coaching model for medical students
Directory of Open Access Journals (Sweden)
Yera Hur
2016-03-01
Full Text Available Purpose: Deciding on a future career path or choosing a career specialty is an important academic decision for medical students. The purpose of this study is to develop a career coaching model for medical students. Methods: This research was carried out in three steps. The first step was systematic review of previous studies. The second step was a need assessment of medical students. The third step was a career coaching model using the results acquired from the researched literature and the survey. Results: The career coaching stages were defined as three big phases: The career coaching stages were defined as the “crystallization” period (Pre-medical year 1 and 2, “specification” period (medical year 1 and 2, and “implementation” period (medical year 3 and 4. Conclusion: The career coaching model for medical students can be used in programming career coaching contents and also in identifying the outcomes of career coaching programs at an institutional level.
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Furbish, Dale S.; Bailey, Robyn; Trought, David
2016-01-01
Benchmarks for career development services at tertiary institutions have been developed by Careers New Zealand. The benchmarks are intended to provide standards derived from international best practices to guide career development services. A new career development service was initiated at a large New Zealand university just after the benchmarks…
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McIlveen, Peter; Brooks, Sally; Lichtenberg, Anna; Smith, Martin; Torjul, Peter; Tyler, Joanne
2011-01-01
This paper is a report on the perceived correspondence between career development learning and work-integrated learning programs that were delivered by career services in Australian higher education institutions. The study entailed a questionnaire survey of representatives of university career services. The questionnaire dealt with the extent to…
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College and Career Readiness in the Middle Grades
Schaefer, Mary Beth; Rivera, Lourdes M.
2012-01-01
The development and implementation of a comprehensive and systemic career development program, The Career Institute, provided the mechanism through which one school community addressed students' career development and college readiness needs while also attending to their academic and personal-social development. The Career Institute consisted of a…
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Stone, S.; Parker, M. S.; Howe, B.; Lazowska, E.
2015-12-01
Rapid advances in technology are transforming nearly every field from "data-poor" to "data-rich." The ability to extract knowledge from this abundance of data is the cornerstone of 21st century discovery. At the University of Washington eScience Institute, our mission is to engage researchers across disciplines in developing and applying advanced computational methods and tools to real world problems in data-intensive discovery. Our research team consists of individuals with diverse backgrounds in domain sciences such as astronomy, oceanography and geology, with complementary expertise in advanced statistical and computational techniques such as data management, visualization, and machine learning. Two key elements are necessary to foster careers in data science: individuals with cross-disciplinary training in both method and domain sciences, and career paths emphasizing alternative metrics for advancement. We see persistent and deep-rooted challenges for the career paths of people whose skills, activities and work patterns don't fit neatly into the traditional roles and success metrics of academia. To address these challenges the eScience Institute has developed training programs and established new career opportunities for data-intensive research in academia. Our graduate students and post-docs have mentors in both a methodology and an application field. They also participate in coursework and tutorials to advance technical skill and foster community. Professional Data Scientist positions were created to support research independence while encouraging the development and adoption of domain-specific tools and techniques. The eScience Institute also supports the appointment of faculty who are innovators in developing and applying data science methodologies to advance their field of discovery. Our ultimate goal is to create a supportive environment for data science in academia and to establish global recognition for data-intensive discovery across all fields.
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Liskey, Brian K.
This research project was designed to examine the factors that affect students' choice in a career. Specifically, the factors of (a) achievement, (b) interest, (c) self-efficacy, (d) perceived preparation for a career, and (e) being informed about a career will be under investigation. Of key importance to the study is how these factors can affect a student's perception about choosing a science career. A quantitative analysis of secondary data from the 2006 and 2009 Program for International Student Assessment (PISA) international assessment and attitudinal questionnaire provided data on student perceptions and aptitude in science. The sample from PISA included over 400,000 15 year-old students from 57 countries. From the 57 countries, 30 countries, comprised by Organization for Economic and Cooperative Development (OECD), were isolated for analysis. Within this group of 30, 11 were selected for comparison based on their questionnaire response to expectations for a career in science at age 30. The Institute for Educational Science's, International Data Explorer was utilized to acquire and analyze data from the 2006 and 2009 PISA international tests and questionnaires to determine significance between scaled scores and PISA indices. Variables were chosen as factors affecting student's perception on various systems outlined by the Systems Theory of Career Development (Patton & McMahon, 1997) and the Systems Theory of Career Development Framework (Patton & McMahon, 1999). Four country groups were established based on student responses to question 30a from the 2006 PISA attitudinal questionnaire, which asks what career students expected to have at age 30. The results from comparing country groups showed that countries in Group A, which showed the highest values for students expecting a career in science, also had the highest average values for achievement on the PISA science literacy assessment. Likewise, countries that had the lowest values for expecting a career in
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Career development in Bioengineering/Biomedical Engineering: a student's roadmap.
Abu-Faraj, Ziad O
2008-01-01
Bioengineering/biomedical engineering education has progressed since the late 1950s and is still evolving in leading academic institutions worldwide. Today, Bioengineering/Biomedical Engineering is acclaimed as one of the most reputable fields within the global arena, and will likely be the catalyst for any future breakthroughs in Medicine and Biology. This paper provides a set of strategies and recommendations to be pursued by individuals aiming at planning and developing careers in this field. The paper targets the international student contemplating bioengineering/biomedical engineering as a career, with an underlying emphasis on the student within developing and transitional countries where career guidance is found deficient. The paper also provides a comprehensive definition of the field and an enumeration of its subdivisions.
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Career counselling in the 21st century: South African institutions of ...
African Journals Online (AJOL)
The current state of career counselling1 in South African institutions of higher education in the 21st century is explored in this article in an attempt to locate current work in the field of career counselling in South Africa in the light of global trends (academic and economic) and in terms of local history and current economic ...
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Career Development Theory and Its Application. Career Knowledge Series
National Career Development Association, 2015
2015-01-01
Covers career development theory, models, and techniques and how to apply them; understand the steps in the career development process and why career choice and development theory is important as well as limitations. Presents the assumptions that underlie four different types of theories; trait and factor, learning, developmental, and transition…
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Career Anchors: A New Concept in Career Development for the Professional Educator.
DeLong, Thomas J.
Created by Dr. Edgar Schein of the Massachusetts Institute of Technology (MIT), the career anchor model suggests that certain motivational/talent/value drives, formed through work experience, function to guide and constrain entire careers; and that such anchors are the source of stability that permits growth and change in other areas. The concept…
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Senior Faculty Careers and Personal Development: A Survey.
Armour, Robert; And Others
A total of 1,135 senior faculty from 6 institutions of higher education responded to a questionnaire designed to determine the relationships between personal and career development for senior college faculty and the similarities and differences in satisfaction among faculty from various disciplines. Responses from the questionnaire showed that…
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A Diagnostic Taxonomy of Adult Career Problems.
Campbell, Robert E.; Cellini, James V.
1981-01-01
Developed a taxonomy for the differential diagnosis of adult career development problems. Problem categories identified were: (1) problems in career decision making; (2) problems in implementing career plans; (3) problems in organizational/institutional performance; and (4) problems in organizational/institutional adaption. (Author)
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Helitzer, Deborah L; Newbill, Sharon L; Cardinali, Gina; Morahan, Page S; Chang, Shine; Magrane, Diane
2016-04-01
Academic medicine has initiated changes in policy, practice, and programs over the past several decades to address persistent gender disparity and other issues pertinent to its sociocultural context. Three career development programs were implemented to prepare women faculty to succeed in academic medicine: two sponsored by the Association of American Medical Colleges, which began a professional development program for early career women faculty in 1988. By 1995, it had evolved into two programs one for early career women and another for mid-career women. By 2012, more than 4000 women faculty from medical schools across the U.S and Canada had participated in these intensive 3-day programs. The third national program, the Hedwig van Ameringen Executive Leadership in Academic Medicine(®) (ELAM) program for women, was developed in 1995 at the Drexel University College of Medicine. Narratives from telephone interviews representing reflections on 78 career development seminars between 1988 and 2010 describe the dynamic relationships between individual, institutional, and sociocultural influences on participants' career advancement. The narratives illuminate the pathway from participating in a career development program to self-defined success in academic medicine in revealing a host of influences that promoted and/or hindered program attendance and participants' ability to benefit after the program in both individual and institutional systems. The context for understanding the importance of these career development programs to women's advancement is nestled in the sociocultural environment, which includes both the gender-related influences and the current status of institutional practices that support women faculty. The findings contribute to the growing evidence that career development programs, concurrent with strategic, intentional support of institutional leaders, are necessary to achieve gender equity and diversity inclusion.
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Cain, Joanna M; Felice, Marianne E; Ockene, Judith K; Milner, Robert J; Congdon, John L; Tosi, Stephen; Thorndyke, Luanne E
2018-03-01
Medical school faculty are aging, but few academic health centers are adequately prepared with policies, programs, and resources (PPR) to assist late-career faculty. The authors sought to examine cultural barriers to successful retirement and create alignment between individual and institutional needs and tasks through PPR that embrace the contributions of senior faculty while enabling retirement transitions at the University of Massachusetts Medical School, 2013-2017. Faculty 50 or older were surveyed, programs at other institutions and from the literature (multiple fields) were reviewed, and senior faculty and leaders, including retired faculty, were engaged to develop and implement PPR. Cultural barriers were found to be significant, and a multipronged, multiyear strategy to address these barriers, which sequentially added PPR to support faculty, was put in place. A comprehensive framework of sequenced PPR was developed to address the needs and tasks of late-career transitions within three distinct phases: pre-retirement, retirement, and post-retirement. This sequential introduction approach has led to important outcomes for all three of the retirement phases, including reduction of cultural barriers, a policy that has been useful in assessing viability of proposed phased retirement plans, transparent and realistic discussions about financial issues, and consideration of roles that retired faculty can provide. The authors are tracking the issues mentioned in consultations and efficacy of succession planning, and will be resurveying faculty to further refine their work. This framework approach could serve as a template for other academic health centers to address late-career faculty development.
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Neureiter, Mirjam; Traut-Mattausch, Eva
2016-01-01
The impostor phenomenon (IP) is increasingly recognized as an important psychological construct for career development, yet empirical research on how it functions in this domain is sparse. We investigated in what way impostor feelings are related to the fear of failure, fear of success, self-esteem, and the career-development aspects career planning, career striving, and the motivation to lead. We conducted two studies with independent samples of university students (N = 212) in a laboratory study and working professionals (N = 110) in an online study. In both samples, impostor feelings were fostered by fear of failure, fear of success, and low self-esteem and they decreased career planning, career striving, and the motivation to lead. A path analysis showed that impostor feelings had the most negative effects on career planning and career striving in students and on the motivation to lead in working professionals. The results suggest that the IP is relevant to career development in different ways at different career stages. Practical implications and interventions to reduce the negative effects of impostor feelings on career development are discussed.
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Directory of Open Access Journals (Sweden)
Mirjam eNeureiter
2016-02-01
Full Text Available The impostor phenomenon is increasingly recognized as an important psychological construct for career development, yet empirical research on how it functions in this domain is sparse. We investigated in what way impostor feelings are related to the fear of failure, fear of success, self-esteem, and the career-development aspects career planning, career striving, and the motivation to lead. We conducted two studies with independent samples of university students (N = 212 in a laboratory study and working professionals (N = 110 in an online study. In both samples, impostor feelings were fostered by fear of failure, fear of success, and self-esteem and they decreased career planning, career striving, and motivation to lead. A path analysis showed that impostor feelings had the most negative effects on career planning and career striving in students and on the motivation to lead in working professionals. The results suggest that the impostor phenomenon is relevant to career development in different ways at different career stages. Practical implications and interventions to reduce the negative effects of impostor feelings on career development are discussed.
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Career Development among Undergraduate Students of Madda Walabu University, South East Ethiopia
Directory of Open Access Journals (Sweden)
Abera Getachew
2017-02-01
Full Text Available Career guidance and counselling is a vaguely implemented concept in most educational institutions, governmental and non-governmental organisations. The severity of the problem and scarcity of relevant information among university students have prompted the undertaking of this study the aim of which was to assess career development among undergraduate students of Madda Walabu University. Crosssectional study design was employed to gather quantitative data through self-administered structured questionnaires. The participants in the study were 605 undergraduate students of Madda Walabu University who were recruited through multi-stage sampling. The analysis employed SPSS‑20.0 to calculate t‑test and ANOVA. The findings suggested that socio-demographic variables were important in determining the factors, levels and variances in career development. The participants’ perceived benefit of career development has shown that there is a statistically significant difference between the expected mean and the observed mean, t (604 =29.11, p<.01. However, they had only some unsatisfactory information on career development and most of them (47.4% did not have a bright future. The result of this study showed that career development is important in understanding students’ personal values, clarifying their goals, career choice directions and job-searching skills. Because the respondents’ reported information on career development is so poor, lack of future direction and decreased performance are inevitable. It is suggested that career counselling services are seen to be highly recommendable in advancing students’ career development in many aspects.
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Career development from the organizational perspective
Miková, Barbora
2016-01-01
The bachelor thesis introduces a topic of career development in organizational context. The aim of this work was to present the concept of career development from organizational perspective and to outline the contrast between the traditional career and the contemporary career concepts with the new psychological contract taken into consideration. The contemporary view of career also changes the organizational approach towards the career planning and career management of its employees. The majo...
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Directory of Open Access Journals (Sweden)
Dorcas L. Lesenyeho
2018-06-01
Full Text Available Orientation: South African higher education institutions (HEIs are facing significant challenges in attracting talents to academic positions. Research purpose: The main objective of this research was to determine factors that will attract early career academics to South African HEIs. Motivation for the study: Currently there exists limited research on factors that attract early career academics to HEIs as preferred employers. Research approach, design and method: A qualitative approach was adopted for this study; semi-structured interviews were conducted to gain data. The study participants comprised of 23 academic staff members from various merged South African HEIs. Main findings: The findings show that nine themes are related to the attraction of early career academics to HEIs: career development and advancement, opportunities to make a contribution, employer branding and prestige, job security, flexible working hours (work–life balance, intellectual stimulation, innovation, opportunity to apply skills and autonomy. Practical/managerial implications: The results also challenge HEIs to develop a superior employer brand with a strong employee value proposition (EVP that would attract, develop and reward early career academics for their work efforts. Contribution/value-add: The study provides important practical guidelines that could assist HEIs to attract talented early career academics and become an employer of choice.
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Career Development in Nuclear Engineering
International Nuclear Information System (INIS)
Sibbens, G.
2015-01-01
In the eighties it was not common for girls to study engineering. But a few young girls have always been fascinated by science and technical applications and dared to go for a gender untypical education. What are these female engineers doing today? This paper describes the career development of a woman, who completed her Master of Science in Nuclear Engineering, found first a job in an international company as cooperator in the research group of radiation physics and later as head of technical support and quality assurance of medical systems and then succeeded in a competition to be recruited at the European Commission (EC). There she started as an assistant for the primary standardisation of radionuclides and high-resolution alpha-particle spectrometry including the preparation of radioactive sources in the radionuclide metrology sector at the Institute for Reference Materials and Measurements of the European Commission’s Joint Research Centre and consequently published her work in scientific journals. Today, 29 years later, I am the laboratory responsible for the preparation and characterisation of nuclear targets at EC-JRC-IRMM, leading a team that has unique know-how in the preparation of thin film deposits (called targets) tailor-made for nuclear physics measurements at the EC–JRC–IRMM and international accelerator sites. High quality measurements of nuclear data and materials are being asked for in the context of nuclear safety, minimisation of high level nuclear waste and safeguards and security. The different steps of my career development and the repeated process of managing learning, work, family and leisure are presented. The career path across different jobs and responsibilities and the career progress via a certification training programme are also explained to encourage the next generation of female professionals to continue playing a vital role in nuclear science and technology. (author)
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Career competences and importance of their development in planning of career perspective
AdomaitienÄ—, JĹ«ratÄ—; ZubrickienÄ—, Ilona
2010-01-01
Attempts are made in this article to reveal the essence of the process, related to the planning of career perspective, to highlight the aspect of dynamism in modern career competence, demonstrating importance and significance of its continuous development for planning of career perspective. Analysis is developed, introducing attitude of teachers and lecturers towards competence of their own career, its development and significance, planning perspective of one’s own career; towards reflection ...
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Career transition and dental school faculty development program.
Hicks, Jeffery L; Hendricson, William D; Partida, Mary N; Rugh, John D; Littlefield, John H; Jacks, Mary E
2013-11-01
Academic dentistry, as a career track, is not attracting sufficient numbers of new recruits to maintain a corps of skilled dental educators. The Faculty Development Program (FDP) at the University of Texas Health Science Center at San Antonio Dental School received federal funds to institute a 7-component program to enhance faculty recruitment and retention and provide training in skills associated with success in academics including:(1) a Teaching Excellence and Academic Skills (TExAS)Fellowship, (2) training in research methodology,evidence-based practice research, and information management, (3) an annual dental hygiene faculty development workshop for dental hygiene faculty, (4) a Teaching Honors Program and Academic Dental Careers Fellowship to cultivate students' interest in educational careers, (5) an Interprofessional Primary Care Rotation,(6) advanced education support toward a master's degree in public health, and (7) a key focus of the entire FDP, an annual Career Transition Workshop to facilitate movement from the practice arena to the educational arm of the profession.The Career Transition Workshop is a cap stone for the FDP; its goal is to build a bridge from practice to academic environment. It will provide guidance for private practice, public health, and military dentists and hygienists considering a career transition into academic dentistry. Topics will be addressed including: academic culture, preparation for the academic environment,academic responsibilities, terms of employment,compensation and benefits, career planning, and job search / interviewing. Instructors for the workshop will include dental school faculty who have transitioned from the practice, military, and public health sectors into dental education.Objectives of the Overall Faculty Development Program:• Provide training in teaching and research skills,career planning, and leadership in order to address faculty shortages in dental schools and under representation of minority
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Career development in cross-cultural environment
Balčiūnaitienė, Asta; Barvydienė, Violeta; Petkevičiūtė, Nijolė
2013-01-01
The aim of this paper is to discuss the peculiarities of career development and cultural competence in crosscultural environment. The idea of career development in a cross-cultural environment is usually linked to personal, communication skills, social and cultural issues. Understanding of the concept of peculiarities of career development and cross-cultural communication competence is of crucial significance in a multicultural environment. The main factors of career development in cross-cult...
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NASA Procurement Career Development Program
1987-01-01
The NASA Procurement Career Development Program establishes an agency-wide framework for the management of career development activity in the procurement field. Within this framework, installations are encouraged to modify the various components to meet installation-specific mission and organization requirements. This program provides a systematic process for the assessment of and planning for the development, training, and education required to increase the employees' competence in the procurement work functions. It includes the agency-wide basic knowledge and skills by career field and level upon which individual and organizational development plans are developed. Also, it provides a system that is compatible with other human resource management and development systems, processes, and activities. The compatibility and linkage are important in fostering the dual responsibility of the individual and the organization in the career development process.
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Professional values, job satisfaction, career development, and intent to stay.
Yarbrough, Susan; Martin, Pam; Alfred, Danita; McNeill, Charleen
2017-09-01
Hospitals are experiencing an estimated 16.5% turnover rate of registered nurses costing from $44,380 - $63,400 per nurse-an estimated $4.21 to $6.02 million financial loss annually for hospitals in the United States of America. Attrition of all nurses is costly. Most past research has focused on the new graduate nurse with little focus on the mid-career nurse. Attrition of mid-career nurses is a loss for the profession now and into the future. The purpose of the study was to explore relationships of professional values orientation, career development, job satisfaction, and intent to stay in recently hired mid-career and early-career nurses in a large hospital system. A descriptive correlational study of personal and professional factors on job satisfaction and retention was conducted. Participants and research context: A convenience sample of nurses from a mid-sized hospital in a metropolitan area in the Southwestern United States was recruited via in-house email. Sixty-seven nurses met the eligibility criteria and completed survey documents. Ethical considerations: Institutional Review Board approval was obtained from both the university and hospital system. Findings indicated a strong correlation between professional values and career development and that both job satisfaction and career development correlated positively with retention. Newly hired mid-career nurses scored higher on job satisfaction and planned to remain in their jobs. This is important because their expertise and leadership are necessary to sustain the profession into the future. Nurse managers should be aware that when nurses perceive value conflicts, retention might be adversely affected. The practice environment stimulates nurses to consider whether to remain on the job or look for other opportunities.
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Banking, Technology Workers and Their Career Development.
Armstrong, Lesley; West, Jim
2001-01-01
An Australian bank developed a four-stage career development strategy for information technology workers: (1) career coaching sessions with executives; (2) career coaching seminars for line managers and team leaders; (3) staff career planning workshops; and (4) online career development support. The program resulted in increased satisfaction,…
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McMahon, Mary; Arthur, Nancy; Collins, Sandra
2008-01-01
Career development practice had its origins in social justice reform over 100 years ago. A social justice perspective requires practitioners to examine the environmental context of their work, including the social, economic and political systems that influence people's career development. Achieving socially just outcomes for clients may…
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Effect of Career Education Module on Career Development of Community College Students
Talib, Jasmi A.; Salleh, Amla; Amat, Salleh; Ghavifekr, Simin; Ariff, Azlinda M.
2015-01-01
Using a pre-post and control group design, we examined the effect of a career education module on career development among a group of 122 community college students in Malaysia. The effect of gender and the interaction effect of gender and career education module on career development were also investigated. MANOVA analyses showed significant…
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Career development from the employee perspective
Beranová, Michaela
2013-01-01
1 Abstract The theoretical part of the bachelor thesis focuses on the definition of career from its traditional concept to the present and on the issue of career development. Attention is paid to the developmental aspects of career and the theories of career stages. An important part of the thesis is formed by the presentation of factors influencing the career development, including the personality traits and other individual factors, for example gender and age perspective, intercultural cont...
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Career Development at Nova Southeastern University
. Continuing Education Financial Aid Career Development Regional Campuses International Affairs Veterans Development Skip secondary navigation Menu Overview About Us Our Staff Peer Advisor Program Career Ambassadors Handshake Internships Student Testimonials Veterans Alumni Career Services Volunteer Opportunities Handshake
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Directory of Open Access Journals (Sweden)
Warren Phipps
2018-03-01
Full Text Available Cancer centers are beginning to emerge in low- and middle-income countries despite having relatively few oncologists and specialists in related fields. Uganda, like many countries in sub-Saharan Africa, has a cadre of highly motivated clinician-scientists-in-training who are committed to developing the capacity for cancer care and research. However, potential local mentors for these trainees are burdened with uniquely high demands on their time for clinical care, teaching, institutional development, advocacy, and research. Facilitated peer mentoring helps to fill skills and confidence gaps and teaches mentoring skills so that trainees can learn to support one another and regularly access a more senior facilitator/role model. With an added consultant component, programs can engage limited senior faculty time to address specific training needs and to introduce junior investigators to advisors and even potential dyadic mentors. Two years after its inception, our facilitated peer mentoring career development program at the Uganda Cancer Institute in Kampala is successfully developing a new generation of researchers who, in turn, are now providing role models and mentors from within their group. This program provides a practical model for building the next generation of clinical scientists in developing countries.
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Education and Career Development
Directory of Open Access Journals (Sweden)
Daniela BreÄŤko
2000-12-01
Full Text Available The author has been represented four basic domains, which we should include in the career development of new employers; individual, people/employees, organisation and work task. Each of these domains includes three subordinate or learning tasks, which are very important for balancing the educational plan of new employees. The author warns about the most important role of the work organisation. Twelve learning tasks, suggested in the system of the new employee career development bring new challenges for educational organisations but also limits. The author is also quite sure career development programs must become part of the regular school curriculum especially at the end of schooling and before entry into the work organisation.
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The Impact of Organisational Support for Career Development on Career Satisfaction
Barnett, Belinda Renee; Bradley, Lisa
2007-01-01
Purpose: The purpose of this study was to examine the relationship between organisational support for career development (OSCD) and employees' career satisfaction. Based on an extended model of social cognitive career theory (SCCT) and an integrative model of proactive behaviours, the study proposed that career management behaviours would mediate…
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Career cartography: a conceptualization of career development to advance health and policy.
Feetham, Suzanne; Doering, Jennifer J
2015-01-01
The purpose of this article is to propose a conceptualization of career development that emphasizes the interdependence between research, practice, and policy. Career cartography applies three decades of career development experience to lay out a systematic, comprehensive, and iterative approach for planning and communicating the outcomes of science at any career stage. To inform practice and policy, nurse researchers must be clear on the intended destination and trajectory of the science, and be skilled in communicating that science and vision to diverse stakeholders. Career cartography builds on the science of cartography, is developed within the context of public and health policy, and is composed of several components, including a destination statement, career mapping, a supportive career cartography team, and use of communication and dissemination strategies. The successful utilization of career cartography may accelerate advancement of individual careers, scientific impact, and the discipline as a whole by guiding nurse researchers to be deliberative in career planning and to communicate successfully the outcomes of research across a wide variety of stakeholders. Career cartography provides a framework for planning a nurse researcher's program of research and scholarship to advance science, policy, and health of the public. Career cartography guides nurse researchers to realize their full potential to advance the health of the public and inform public and health policy in academic and practice environments. © 2014 Sigma Theta Tau International.
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CAREER DEVELOPMENT OF TEXTILE INDUSTRY EMPLOYEES
Directory of Open Access Journals (Sweden)
UROŠEVIĆ Snežana
2017-05-01
Full Text Available Textile industry is a very important industrial branch because it produces clothes for nearly seven billion people and textile materials for technical usage. It employs a huge number of competitive and qualified, mostly female work force. It is also technologically and technically challenging. Thus, it is vital to employ qualified and well trained employees with certain competences, knowledge and skills in order to respond to rapid technological and market changes. Here, we will consider the influence of the career development on doing business in the textile industry while acquiring the competitive advantage. Career development is a lifelong process and it is includes knowledge management. The term career has several meanings while nowadays it can mean advancement. The career usually reflects the professional development path of an individual during his or her working career. The career is that concept which connects and unifies most strongly and explicitly individual and organizational interests and needs. The theoretical part explains terms such as career development, importance and improvement of employees for an organization, the possibility for career development within the textile industry. The second part of the paper deals with research conducted among the employees of the textile sector in Leskovac, the town in Serbia with a long-lasting textile tradition.
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Career Development of Diverse Populations. ERIC Digest.
Kerka, Sandra
Career development theories and approaches have been criticized for lack of applicability to diverse populations. Traditional career development theories and models assume that: everyone has a free choice among careers; career development is a linear, progressive, rational process; and individualism, autonomy and centrality of work are universal…
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The Career Development of 10 Year Olds.
Seligman, Linda; And Others
1991-01-01
Examined career development of 24 preadolescents and assessed how career development was related to their perceptions of their family, self-image, career awareness, interests, and work/family aspirations. Findings suggest that, by age 10, children have thought about their future and can articulate their career and family aspirations. Career goals…
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Developing your Career in an Age of Team-Science
Zucker, Deborah
2013-01-01
Academic institutions and researchers are becoming increasingly involved in translational research to spur innovation in addressing many complex biomedical and societal problems, and in response to the focus of the NIH and other funders. One approach to translational research is to development interdisciplinary research teams. By bringing together collaborators with diverse research backgrounds and perspectives, these teams seek to blend their science and the workings of the scientists to push beyond the limits of current research. While team-science promises individual and team benefits in creating and implementing innovations, its increased complexity poses challenges. In particular, since academic career advancement commonly focuses on individual achievement, team-science might differentially impact early stage researchers. This need to be recognized for individual accomplishments in order to move forward in an academic career may give rise to research-team conflicts. Raising awareness to career-related aspects of team science will help individuals (particularly trainees and junior faculty) take steps to align their excitement and participation with the success of both the team and their personal career advancement. PMID:22525235
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Lai, Wyman W.; Richmond, Marc; Li, Jennifer S.; Saul, J. Philip; Mital, Seema; Colan, Steven D.; Newburger, Jane W.; Sleeper, Lynn A.; McCrindle, Brain W.; Minich, L. LuAnn; Goldmuntz, Elizabeth; Marino, Bradley S.; Williams, Ismee A.; Pearson, Gail D.; Evans, Frank; Scott, Jane D.; Cohen, Meryl S.
2013-01-01
Background Wyman W. Lai, MD, MPH, and Victoria L. Vetter, MD, MPH. The Pediatric Heart Network (PHN), funded under the U.S. National Institutes of Health-National Heart, Lung, and Blood Institute (NIH–NHLBI), includes two Clinical Research Skills Development (CRSD) Cores, which were awarded to The Children's Hospital of Philadelphia and to the Morgan Stanley Children's Hospital of New York–Presbyterian. To provide information on how to develop a clinical research career to a larger number of potential young investigators in pediatric cardiology, the directors of these two CRSD Cores jointly organized a one-day seminar for fellows and junior faculty from all of the PHN Core sites. The participants included faculty members from the PHN and the NHLBI. The day-long seminar was held on April 29, 2009, at the NHLBI site, immediately preceding the PHN Steering Committee meeting in Bethesda, MD. Methods The goals of the seminar were 1) to provide fellows and early investigators with basic skills in clinical research 2) to provide a forum for discussion of important research career choices 3) to introduce attendees to each other and to established clinical researchers in pediatric cardiology, and 4) to publish a commentary on the future of clinical research in pediatric cardiology. Results The following chapters are compilations of the talks given at the 2009 PHN Clinical Research Skills Development Seminar, published to share the information provided with a broader audience of those interested in learning how to develop a clinical research career in pediatric cardiology. The discussions of types of clinical research, research skills, career development strategies, funding, and career management are applicable to research careers in other areas of clinical medicine as well. Conclusions The aim of this compilation is to stimulate those who might be interested in the research career options available to investigators. PMID:21167335
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Kholis, Nur
2012-01-01
Career advancement in Indonesian academia is nationally regulated. It, theoretically, provides equal opportunities for men and women to be productive and successful. The purpose of this study is to analyze gender effects on academic career productivity and success. Seven-hundred and fifty questionnaires were distributed randomly to eight Islamic Higher Education Institutions in seven provinces, from which 220 (Men = 57.7%, and Women = 42.3%) respondents returned the questionnaires with an ana...
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Directory of Open Access Journals (Sweden)
K. P. Mashige
2011-12-01
Full Text Available Thechoice of an appropriate career, occupation or profession is one of the most important decisions hat one makes in life and there are many factors which may influence such a decision. The purpose of this study was to establish the factors which influenced students currently studying optometry in South African institutions in deciding on the course of study and choice of institution. Data was collected with a questionnaire on demographics of the students and the factors that might have influenced their choice of optometry as a career and their institution of learning. Data was analysed with descriptive and cross-tabulation statistics. Three hundred and eighty seven students responded to the questionnaire (80.1% response rate. Their ages ranged from 17 to 40 years with a mean of 20.73 ± 2.46 years and included 30.5% males and 69.5% females. They were from the University of Free State 25.1%, University of Johannesburg (29.5%, University of KwaZulu-Natal (29.7% and the University of Limpopo(15.7%. There were 38% Whites, 36.7% Blacks, 22.2% Indians and 3.1% Coloureds. The highest rated factors which influenced their choice of optometry were the desire to help other people (92.8%, job availability after graduation (92%, subjects passed and points obtained in the matric year (91.2% and the potential to earn a good salary (88.6%, respectively. Few rated news and other media (20.9% as an important factor in their decision to choose their current institution of learning while 29.5% reported that failure to gain admission to study other degrees was an important factor. These results may be useful to institutions offering optometry degrees to formulate effective recruitment strategies to attract quality students. Also, they may be useful to career counsellors in counselling prospective students on their career choice and institution of learning. (S Afr Optom 2011 70(1 21-28
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Career development: graduate nurse views.
Cleary, Michelle; Horsfall, Jan; Muthulakshmi, Paulpandi; Happell, Brenda; Hunt, Glenn E
2013-09-01
To explore recent Singapore nursing graduates' experience of and views about their career development and progress. The recruitment and retention of an adequate number of registered nurses is a continuing workforce issue in Singapore and other major cities. Survey of recent nursing graduates. Recent nursing graduates from the Bachelor programme (n = 147) were sent an individual survey; a response rate of 54% was achieved. Findings show that nurses rated their self-concept in a positive manner and were most satisfied (moderately to very) with helping patients and providing effective care, and the level of patient involvement. They were least satisfied (moderately to only a little) with prestige among the general medical community and the general public, hours of work, lifestyle factors and research opportunities. The following four factors were identified as significant impediments to career development; lack of support in the work place; perceived insufficient clinical career development opportunities; excessive work hours; and limited access to merit-based places in further education. Suggestions made to overcome perceived career development barriers are as follows: broad multifactorial healthcare system changes; decreased and more flexible working hours; and fairer access to further clinical and higher education. Results highlight the value clinical nurses place on having access to career development opportunities, merit-based further education and work place supports. These factors also have the potential to influence patient care and impact on the retention of nurses in their present job and satisfaction with their nursing career. © 2013 Blackwell Publishing Ltd.
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Stages of Teachers' Careers: Implications for Professional Development.
Christensen, Judith; And Others
This monograph on the development of teachers' careers synthesizes researchers' prescriptions for early-, mid-, and late-career professional development; and describes successful programs that demonstrate sensitivity to the stages of teachers' growth. The first chapter, "Teachers' Career Development," reviews current adult- and career-stage…
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Importance of Career Development for Individuals and Organizations
Directory of Open Access Journals (Sweden)
Mustafa Serbes
2017-11-01
Full Text Available Career development and planning is very significant to carry the organizations from current to the higher levels as well as professional and personal developments of the individuals. In terms of career, it can be said that the individuals and the organizations who invest in the career development can keep up with the others in the market. This paper tries to shed a light upon the importance of career development and shows basic traits of the career development.
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Directory of Open Access Journals (Sweden)
Jasmin E. Rosa
2017-09-01
Full Text Available Construction is traditionally a male industry. Women have long had difficulties entering or advancing their career in construction. Evidence shows that a diversified workforce with gender balance will bring about higher levels of productivity. Despite the importance of this issue, there have been limited studies on women’s career development in construction. This study aims to investigate women’s career development in the Australian construction industry, with objectives to evaluate the challenges and success factors of women’s career development in the construction industry and provide strategies for narrowing the gender imbalance. A mixed approach of questionnaire survey and interview were conducted with female practitioners in the construction industry. Forty-three completed questionnaires were received and 10 interviews were conducted. Stress, family-work balance, and negative perception towards women in construction were the top three challenges identified. Dedication, determination, and independence were the top three success factors of women in construction. This study recommends construction employers consider providing personal development programs and flexible working arrangement for their female employees. Significance of this study lies on contributing to understanding women’s career development in construction. Findings will be useful for government and professional institutions to promulgate strategies for advancing women’s career development in construction.
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Career Aspirations of Malaysian Research and Development Professionals in the Knowledge Economy
Ismail, Maimunah; Ramly, Efizah Sofiah
2011-01-01
Purpose: This paper seeks to compare the influence of self-efficacy, organizational socialization and continuous improvement (CI) practices on the career aspirations of research and development (R&D) professionals in government research institutes (GRIs) and multinational corporations (MNCs) in Malaysia. R&D professionals in this study…
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Career Development during Childhood and Adolescence
Porfeli, Erik J.; Lee, Bora
2012-01-01
In this article, the authors offer a general perspective of vocational identity development as central to child and adolescent career development. A review of the pertinent literatures suggests that identity development is the product of three development strands--career exploration, commitment, and reconsideration--that appear to begin during…
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Directory of Open Access Journals (Sweden)
Elizabeth Balbachevsky
2007-06-01
Full Text Available Este trabalho faz um estudo da evolução da relação entre titulação e carreira institucional, entre 1992 e 2003, nas instituições de ensino superior brasileiras, usando para isso dados coletados em dois surveys representativos da profissĂŁo acadĂŞmica no Brasil. Os resultados obtidos foram surpreendentes porque apontam para uma desorganização crescente da estrutura da carreira nas instituições de ensino superior brasileiras e um enfraquecimento na associação entre titulação e carreira. O estudo apresenta ainda um exercĂcio de análise multivariada para verificar quais dimensões sĂŁo relevantes para explicar a ascensĂŁo do professor a diferentes degraus da carreira. O resultado dessa análise corrobora a hipĂłtese de que a carreira oferecida pelas instituições de ensino superior brasileiras esteja, pouco a pouco, perdendo sua capacidade de discriminar e recompensar o desempenho acadĂŞmico, já que o principal referencial a partir da qual ela foi construĂda - a titulação - tendeu, na Ăşltima dĂ©cada, a se homogeneizar.This work studies the development of the relationship between academic title and institutional career between 1992 and 2003, in Brazil' s higher education institutions, based on data collected in two surveys that are representative of the academic profession in Brazil. Results obtained were surprising because they point to an increasing disorganization of career structure in Brazilian higher education institutions and a decrease in the association between title and career. The study also presents a multivariate analysis exercise to see which dimensions are relevant to explain the rise of professors to distinct career levels. Results corroborate the hypothesis that the career offered by Brazilian higher education institutions is gradually losing its ability to discriminate and reward academic performance, since the main reference on which it has been built - academic title - tended to homogenize in the last
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Bocciardi, Federica; Caputo, Andrea; Fregonese, Chiara; Langher, Viviana; Sartori, Riccardo
2017-01-01
Purpose: In the current labour market, the competence to adapt is becoming significantly relevant for career development and career success. The construct of career adaptability, i.e. the capability to adapt to changing career-related circumstances and predict advancement in career development, seems to provide a fruitful scientific base for…
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Talent Development as an Alternative to Orthodox Career Thinking
DEFF Research Database (Denmark)
Holt Larsen, Henrik; Schramm-Nielsen, Jette; Stensaker, Inger
2011-01-01
This chapter argues that orthodox career thinking–which focuses on vertical progression to higher-level managerial positions—is suffering from three shortcomings. First, it is insufficient to explain career dynamics in modern knowledge organizations. Second, it does not see strategic organizational...... change as a catalyst for career and disregards the importance of experiential learning on the job. Third, it does not incorporate how career is embedded in the organizational and cultural context, including a wide range of national, institutional features. Based on this, the chapter suggests that we move...... the focus from narrow career thinking to the more broad-banded concept of talent. The talent concept signifies any kind of outstanding competence of an individual (whether it is managerial or any kind of significant specialist field) which is strategically important to the organization, difficult to achieve...
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Social Justice Competencies and Career Development Practices
Arthur, Nancy; Collins, Sandra; Marshall, Catherine; McMahon, Mary
2013-01-01
The recent focus on social justice issues in career development is primarily conceptual in nature and few resources account for the challenges or successes experienced by career development practitioners. The purpose of this article is to report the results of a research study of career practitioners in Canada regarding the competencies they use…
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Organizational Downsizing and Career Development.
Bozionelos, Nikos
2001-01-01
A study of 123 "survivors" of corporate downsizing and 13 senior managers indicated that the organization lacked a coherent career development plan and the performance management/appraisal process was inadequate. Managers perceived lateral transfers as effective; some employees felt they undermined career progression. Employees thought…
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Development of competences from the viewpoint of career planning
AdomaitienÄ—, JĹ«ratÄ—; ZubrickienÄ—, Ilona
2011-01-01
The paper attempts to reveal the essence of the process of career perspective planning, highlight the aspect of dynamism of modern career competence by showing the importance of its continuous development and the significance for career perspective planning. The analysis reveals the approach of teachers and lecturers towards own career competence, its development and importance for planning of own career perspective; towards reflection as the basic quality of own career development, while pla...
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Raymond, Nancy C; Wyman, Jean F; Dighe, Satlaj; Harwood, Eileen M; Hang, Mikow
2018-06-01
Process evaluation is an important tool in quality improvement efforts. This article illustrates how a systematic and continuous evaluation process can be used to improve the quality of faculty career development programs by using the University of Minnesota's Building Interdisciplinary Research Careers in Women's Health (BIRCWH) K12 program as an exemplar. Data from a rigorous process evaluation incorporating quantitative and qualitative measurements were analyzed and reviewed by the BIRCWH program leadership on a regular basis. Examples are provided of how this evaluation model and processes were used to improve many aspects of the program, thereby improving scholar, mentor, and advisory committee members' satisfaction and scholar outcomes. A rigorous evaluation plan can increase the effectiveness and impact of a research career development plan.
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Capitalizing on Social Media for Career Development.
Escoffery, Cam; Kenzig, Melissa; Hyden, Christel; Hernandez, Kristen
2018-01-01
Social media is powerful and has effective tools for career advancement. Health promotion professionals at all stages of their career can employ social media to develop their profile, network with a range of colleagues, and learn about jobs and other career-enhancing opportunities. This article focuses on several social media resources, describes their key functions for career development, and offers strategies for effective use. Steps in using social media include creating a personal profile, sharing products such as newsletters or publications, and locating volunteer and job opportunities. Learning skills to use social media effectively is important to advancing careers and to the expansion of the public health workforce.
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It's all about CareerSKILLS: Effectiveness of a Career Development Intervention for Young Employees
Akkermans, J.; Brenninkmeijer, V.; Schaufeli, W.B.; Blonk, R.W.B.
2015-01-01
The aim of our study was to investigate the effectiveness of the CareerSKILLS program, a career development intervention based on career competencies and the JOBS methodology, which aims to stimulate career self-management and well-being of young employees. In a quasi-randomized control trial, the
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Akkermans, T.J.; Brenninkmeijer, V.; Schaufeli, W.B.; Blonk, R.W.B.
2015-01-01
The aim of our study was to investigate the effectiveness of the CareerSKILLS program, a career development intervention based on career competencies and the JOBS methodology, which aims to stimulate career self-management and well-being of young employees. In a quasi-randomized control trial, the
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Benton, Paula
2015-01-01
A recent study suggests that enhancing career development is a key motivator for students entering university (Kandiko & Mawer, 2013). This article discusses the place of career development learning within the â€employability’ agenda. It draws upon on social learning and constructivist theories of career development in a qualitative case study exploring undergraduate students’ experiences of placements in relation to their career development learning and employability. Findings suggest signifi...
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Career Development Skills, Outcomes, and Hope among College Students
Sung, Yoonhee; Turner, Sherri L.; Kaewchinda, Marid
2013-01-01
The purpose of this study was twofold. First, the utility of the Integrative Contextual Model of Career Development (ICM) to describe the career development behavior of college students was examined. Second, relationships among educational and career development skills (career exploration, person-environment fit, goal setting,…
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Graduates beliefs about career management
Directory of Open Access Journals (Sweden)
Babić Lepa
2012-06-01
Full Text Available Career management is increasingly becoming an individuals' matter, despite the various activities organized by the different institutions to support career development and planning. An exploratory survey was conducted to determine what kind of beliefs graduates have about career management. Results indicate that graduates are aware of the importance of university knowledge for getting a job, the importance of knowledge and investment in education for positioning in the labor market, so they give priority to development opportunities that business brings opposed to the material rewards.
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Zink, Brian J; Hammoud, Maya M; Middleton, Eric; Moroney, Donney; Schigelone, Amy
2007-01-01
In 1999, the University of Michigan Medical School (UMMS) initiated a new career development program (CDP). The CDP incorporates the 4-phase career development model described by the Association of American Medical Colleges (AAMC) Careers in Medicine (CiM). The CDP offers self-assessment exercises with guidance from trained counselors for 1st- and 2nd-year medical students. Career exploration experiences include Career Seminar Series luncheons, shadow experiences with faculty, and a shadow program with second-year (M2) and fourth-year (M4) medical students. During the decision-making phase, students work with trained faculty career advisors (FCA). Mandatory sessions are held on career selection, preparing the residency application, interviewing, and program evaluation. During the implementation phase, students meet with deans or counselors to discuss residency application and matching. An "at-risk plan" assists students who may have difficulty matching. The CiM Web site is extensively used during the 4 stages. Data from the AAMC and UMMS Graduation Questionnaires (GQ) show significant improvements for UMMS students in overall satisfaction with career planning services and with faculty mentoring, career assessment activities, career information, and personnel availability. By 2003, UMMS students had significantly higher satisfaction in all measured areas of career planning services when compared with all other U.S. medical students.
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Practice and Research in Career Counseling and Development--2010
Creager, Marie F. Shoffner
2011-01-01
This review of the 2010 career counseling and development research presents the breadth and depth of topics published in the field ranging from children's conceptions of career to employee burnout. The review covers topics in the career literature on professional issues, career theory and concepts, career development, the world of work, career…
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College and Career Development Organizer
National High School Center, 2012
2012-01-01
The National High School Center has created a college and career development organizer to synthesize and organize an increasingly complicated and crowded field of college and career readiness initiatives. The organizer, composed of three strands, can be used to map the efforts of state education agencies (SEAs) and local education agencies (LEAs)…
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Levine, Rachel B; Lin, Fenny; Kern, David E; Wright, Scott M; Carrese, Joseph
2011-06-01
The number of women in academic medicine has steadily increased, although gender parity still does not exist and women leave academics at somewhat higher rates than men. The authors investigated the reasons why women leave careers in academic medicine. Semistructured, one-on-one interviews were conducted in 2007-2008 with 20 women physicians who had left a single academic institution to explore their reasons for opting out of academic careers. Data analysis was iterative, and an editing analysis style was used to derive themes. A lack of role models for combining career and family responsibilities, frustrations with research (funding difficulties, poor mentorship, competition), work-life balance, and the institutional environment (described as noncollaborative and biased in favor of male faculty) emerged as key factors associated with a decision to leave academic medicine for respondents. Faced with these challenges, respondents reevaluated their priorities and concluded that a discrepancy existed between their own and institutional priorities. Many respondents expressed divergent views with the institutional norms on how to measure success and, as a consequence, felt that they were undervalued at work. Participants report a disconnection between their own priorities and those of the dominant culture in academic medicine. Efforts to retain women faculty in academic medicine may include exploring the aspects of an academic career that they value most and providing support and recognition accordingly.
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2012-04-11
... National Institute of Child Health & Human Development; Notice of Meeting Pursuant to section 10(a) of the... Person: Ralph M. Nitkin, Ph.D., Director, B.S.C.D., Biological Sciences and Career Development, NCMRR, Eunice Kennedy Shriver National Institute of Child Health and Human Development, NIH, DHHS, 6100...
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2010-04-21
... National Institute of Child Health & Human Development; Notice of Meeting Pursuant to section 10(a) of the.... Contact Person: Ralph M Nitkin, PhD, Director, B.S.C.D., Biological Sciences and Career Development, NCMRR, Eunice Kennedy Shriver, National Institute of Child Health & Human Development, NIH, DHHS, 6100 Executive...
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Reviewing career paths of the OpenStack developers
van Wesel, P.M.M.; Lin, B.; Robles, G.; Serebrenik, A.
2017-01-01
Career perspectives are known to motivate software engineers. However, so far, career perspectives have been mostly studied within traditional software development companies. In our work we take a complementary approach and study career paths of open source developers, focusing on their advancement
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Mobility, productivity, gender and career development of Argentinean life scientists
Koen Jonkers
2011-01-01
In this study we use survival or event history analysis to explore the effect of international mobility, gender and productivity on career development of researchers in CONICET life science research institutes in Buenos Aires. We find support for our hypothesis that various productivity measures can explain the likelihood of promotion. Given the same level of productivity, female researchers tend to take longer to being promoted. Unconditionally international work experience has a positive ef...
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Positive Psychology and Career Development
Robertson, Peter J.
2018-01-01
Positive psychology has been an influential movement within psychology in the early years of the twenty-first century. It is now timely to assess the value of its contribution to career education and guidance. This paper provides a critique of this perspective. Positive psychology can enrich approaches to career development. It can provide a…
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Socio-chronological Starting Points for career Development
Directory of Open Access Journals (Sweden)
Danijela BreÄŤko
2001-12-01
Full Text Available The author points out that, regarding efficient planning of a career, individuals as well as organisations have to take into account the laws of a bio-social life cycle and the features of a career cycle which can generally be applied to any profession. She describes the traits of a biosocial cycle based on Erikson's evolutionary theory of a personality, and the traits of a career cycle with the definitions of nine career stages. Summing up the characteristics of a career cycle at early stages of career development is less demanding; later on, such an attempt is rather risky, since specific problems and life tasks at later stages of a career strongly depend on coordinating and managing former career decisions and the career path as a whole. The author also points out that it is necessary to create materials for planning a personal career within regular curriculum from primary school to university.
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Career advancement and professional development in nursing.
Adeniran, Rita K; Smith-Glasgow, Mary Ellen; Bhattacharya, Anand; Xu, Yu
2013-01-01
Excellence underscores the need for nurses to keep their skills and competencies current through participation in professional development and career advancement. Evidence suggests that internationally educated nurses (IENs) progress relatively slowly through the career ladder and participate less in professional development compared with nurses educated in the United States (UENs). Mentorship and self-efficacy are considered major determinants of career advancement. The aim of the study was to understand the differences in levels of mentorship function and self-efficacy as well as the differences in participation in professional development and career advancement between UENs and IENs. A descriptive survey design was implemented using a Web-based survey. Significant disparities were noted in the role model function of mentoring and some professional development and career advancement measures between UENs and IENs. Mentorship is essential for professional growth. Sociodemographic characteristics of mentors are important because mentors are role models. Standardized career advancement structures are needed to promote professional growth. Published by Mosby, Inc.
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Emotional Aspects of Childhood Career Development: Importance and Future Agenda
Oliveira, ĂŤris M.; Taveira, Maria do CĂ©u; Porfeli, Erik J.
2015-01-01
Childhood is a central period for career and social-emotional development. However, the literature covering childhood career development and the role of emotions in careers is scarce. In this article, we advocate for the consideration of emotions in childhood career development. Emotional aspects of children's career exploration, key-figures and…
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Yuen, Mantak; Gysbers, Norman C.; Chan, Raymond M. C.; Lau, Patrick S. Y.; Shea, Peter M. K.
2010-01-01
This article describes the development of an instrument--the "Career and Talent Development Self-Efficacy Scale (CTD-SES)"--for assessing students' self-efficacy in applying life skills essential for personal talent development, acquisition of positive work habits, and career exploration. In Study 1, data were obtained from a large…
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Akkermans, J.; Brenninkmeijer, V.; Huibers, M.; Blonk, R.W.B.
2013-01-01
A new and promising area of research has recently emerged in the field of career development: career competencies. The present article provides a framework of career competencies that integrates several perspectives from the literature. The framework distinguishes between reflective, communicative,
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Akkermans, J.; Brenninkmeijer, V.; Huibers, M.; Blonk, R.W.B.
2013-01-01
A new and promising area of research has recently emerged in the field of career development: career competencies. The present article provides a framework of career competencies that integrates several perspectives from the literature. The framework distinguishes between reflective, communicative,
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The Civil Servants Career Development
Directory of Open Access Journals (Sweden)
Mihaela ComĂŁnescu
2009-09-01
Full Text Available The current economic and financial context, influenced by the crisis, as well as the need of meeting the European Union standards, make the permanent restructuring of the workforce, combined with career staff development an extremely important line of action. Career consists of succession of positions in a hierarchy, resulting from a series of experiences, correlated with each other, through which any person pass along life. Career or professional development is a process more complex than training, aimed at acquiring useful knowledge, both in relation to the current and future positions, along the life span and development of a person. In the Romanian labour market conditions, organizations need to find the most appropriate way to identify, attract and maintain, with maximum efficiency, performant human resources with exceptional skills and/or professional experience. The choice of specialization has become a component of education. A well-determined vocational guidance system may allow for that choice of specialization which directly answers to the market requirements.
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Akkermans, J.; Brenninkmeijer, V.; Schaufeli, W.B.; Blonk, R.W.B.
2015-01-01
The aim of our study was to investigate the effectiveness of the CareerSKILLS program, a career development intervention based on career competencies and the JOBS methodology, which aims to stimulate career self-management and well-being of young employees. In a quasi-randomized control trial, the
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APECS: A Network for Polar Early Career Scientist Professional Development
Enderlin, E. M.
2014-12-01
The Association of Polar Early Career Researchers (APECS) is an international and interdisciplinary organization for undergraduate and graduate students, postdoctoral researchers, early faculty members, educators and others with interests in the polar regions, alpine regions and the wider Cryosphere. APECS is a scientific, non-profit organization with free individual membership that aims to stimulate research collaborations and develop effective future leaders in polar research, education, and outreach. APECS grew out of the 4th International Polar Year (2007-08), which emphasized the need to stimulate and nurture the next generation of scientists in order to improve the understanding and communication of the polar regions and its global connections. The APECS organizational structure includes a Council and an elected Executive Committee that are supported by a Directorate. These positions are open to all individual members through a democratic process. The APECS Directorate is funded by the Norwegian Research Council, the University of Tromsø and the Norwegian Polar Institute and is hosted by the University of Tromsø. Early career scientists benefit from a range of activities hosted/organized by APECS. Every year, numerous activities are run with partner organizations and in conjunction with major polar conferences and meetings. In-person and online panels and workshops focus on a range of topics, from developing field skills to applying for a job after graduate school. Career development webinars are hosted each fall and topical research webinars are hosted throughout the year and archived online (http://www.apecs.is). The APECS website also contains abundant information on polar news, upcoming conferences and meetings, and job postings for early career scientists. To better respond to members' needs, APECS has national/regional committees that are linked to the international overarching organization. Many of these committees organize regional meetings or
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2012-04-02
... National Institute of Child Health & Human Development; Notice of Closed Meeting Pursuant to section 10(d... Institute of Child Health and Human Development Special Emphasis Panel; ZHD1 RRG-K 52 1, Rehabilitation Research Career Development Programs. Date: April 17, 2012. Time: 4 p.m. to 6 p.m. Agenda: To review and...
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Butler, James; Fryer, Craig S; Ward, Earlise; Westaby, Katelyn; Adams, Alexandra; Esmond, Sarah L; Garza, Mary A; Hogle, Janice A; Scholl, Linda M; Quinn, Sandra C; Thomas, Stephen B; Sorkness, Christine A
2017-06-01
Efforts to address health disparities and achieve health equity are critically dependent on the development of a diverse research workforce. However, many researchers from underrepresented backgrounds face challenges in advancing their careers, securing independent funding, and finding the mentorship needed to expand their research. Faculty from the University of Maryland at College Park and the University of Wisconsin-Madison developed and evaluated an intensive week-long research and career-development institute-the Health Equity Leadership Institute (HELI)-with the goal of increasing the number of underrepresented scholars who can sustain their ongoing commitment to health equity research. In 2010-2016, HELI brought 145 diverse scholars (78% from an underrepresented background; 81% female) together to engage with each other and learn from supportive faculty. Overall, scholar feedback was highly positive on all survey items, with average agreement ratings of 4.45-4.84 based on a 5-point Likert scale. Eighty-five percent of scholars remain in academic positions. In the first three cohorts, 73% of HELI participants have been promoted and 23% have secured independent federal funding. HELI includes an evidence-based curriculum to develop a diverse workforce for health equity research. For those institutions interested in implementing such an institute to develop and support underrepresented early stage investigators, a resource toolbox is provided.
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Ogdie, Alexis; Sparks, Jeffrey A; Angeles-Han, Sheila T; Bush, Kathleen; Castelino, Flavia V; Golding, Amit; Jiang, Yihui; Kahlenberg, J Michelle; Kim, Alfred H J; Lee, Yvonne C; Machireddy, Kirthi; Ombrello, Michael J; Shah, Ami A; Wallace, Zachary S; Nigrovic, Peter A; Makris, Una E
2018-03-01
To determine perceived barriers and facilitators to effective mentoring for early career rheumatology investigators and to develop a framework for an inter-institutional mentoring program. Focus groups or interviews with rheumatology fellows, junior faculty, and mentors were conducted, audiorecorded, and transcribed. Content analysis was performed using NVivo software. Themes were grouped into categories (e.g., mentor-mentee relationship, barriers, and facilitators of a productive relationship). Rheumatology fellows and early career investigators were also surveyed nationwide to identify specific needs to be addressed through an inter-institutional mentoring program. Twenty-five individuals participated in focus groups or interviews. Attributes of the ideal mentee-mentor relationship included communication, accessibility, regular meetings, shared interests, aligned goals, and mutual respect. The mentee should be proactive, efficient, engaged, committed, focused, accountable, and respectful of the mentor's time. The mentor should support/promote the mentee, shape the mentee's goals and career plan, address day-to-day questions, provide critical feedback, be available, and have team leadership skills. Barriers included difficulty with career path navigation, gaining independence, internal competition, authorship, time demands, funding, and work-life balance. Facilitators of a successful relationship included having a diverse network of mentors filling different roles, mentor-mentee relationship management, and confidence. Among 187 survey respondents, the primary uses of an inter-institutional mentoring program were career development planning and oversight, goal-setting, and networking. In this mixed-methods study, tangible factors for optimizing the mentor-mentee relationship were identified and will inform the development of an adult rheumatology inter-institutional mentoring program. © 2017, American College of Rheumatology.
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Career Mapping for Professional Development and Succession Planning.
Webb, Tammy; Diamond-Wells, Tammy; Jeffs, Debra
Career mapping facilitates professional development of nurses by education specialists and nurse managers. On the basis of national Nursing Professional Development Scope and Standards, our education and professional development framework supports the organization's professional practice model and provides a foundation for the professional career map. This article describes development, implementation, and evaluation of the professional career map for nurses at a large children's hospital to support achievement of the nursing strategic goals for succession planning and professional development.
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2013-11-21
... Sciences and Career Development, NCMRR, Eunice Kennedy Shriver National Institute, of Child Health and... National Institute of Child Health and Human Development; Notice of Meeting Pursuant to section 10(a) of... research opportunities and needs; Renewing research infrastructure network program. Place: Hyatt Regency...
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Directory of Open Access Journals (Sweden)
Zhang Shuntao
2015-01-01
Full Text Available This article starts with an careful analysis of the factors that cause Chinese mathematics graduate’s heavy pressure in job hunting and career development, followed by a detailed introduction of American mathematics graduates’ positive employment potential and their benign career development prospect. Finally the author puts forward that mathematics majors should plan their curriculum study in relation to their future career development, with the help of systematic, professional career development consultancy and guidance. Suggestions on how to improve mathematics majors employment competitiveness are also provided in this article.
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Jagsi, Reshma; Griffith, Kent A; Jones, Rochelle D; Stewart, Abigail; Ubel, Peter A
2017-10-01
Understanding the careers of recent career development awardees is essential to guide interventions to ensure gender equity and success in academic medicine. In 2010-2011 (T1) and 2014 (T2), 1,719 clinician-researchers who received new K08 and K23 awards in 2006-2009 were longitudinally surveyed. Multivariable analyses evaluated the influence of factors on success, including demographics, job characteristics, work environment, priorities, and domestic responsibilities. Of 1,275 respondents at T1, 1,066 (493 women; 573 men) responded at T2. Men and women differed in job characteristics, work environment, priorities, and domestic responsibilities. By T2, women had less funding (mean $780,000 vs. $1,120,000, P = .002) and published fewer papers (mean 33 vs. 45). Using a composite measure that considered funding, publications, or leadership to define success, 53.5% (264/493) of women and 67.0% (384/573) of men were successful. Gender differences in success persisted after accounting for other significant predictors-K award type, specialty, award year, work hours, funding institute tier, feeling responsible for participating in department/division administration, importance of publishing prolifically, feeling responsible for contributing to clinical care, importance of publishing high-quality research, collegiality of the mentoring relationship, adequacy of research equipment, and departmental climate. A significant interaction existed between K award type and gender; the gender difference in success was most pronounced among K23 researchers (among whom the odds ratio for females = 0.32). Men and women continue to have different experiences and career outcomes, with important implications for the design of interventions to promote equity and success.
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Integrating Career Development into the Accounting Curriculum
Wessels, Susan B.; Sumner, Dana F.
2014-01-01
This paper describes a series of integrated career development activities offered in several required courses which are designed to help accounting majors gain a competitive edge in the job market. Supported by a partnership between the School of Business and the Academic and Career Planning Office, the Career Tool Kit program consists of…
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The Impact of Career Exploration on Career Development among Hong Kong Chinese University Students
Cheung, Raysen; Arnold, John
2014-01-01
Career exploration is widely believed to produce positive career development outcomes among college and university students. Some research has supported this belief, but there is little information about exactly which outcomes it affects and whether any benefits of career exploration can be observed beyond individualistic western cultures. We…
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Development of a Career Resilience Scale for University Students
ĺ…玉, 真樹ĺ
2017-01-01
The purpose of this study was to develop a career resilience scale for university students. The data of 114 university students was collected. Career resilience, career decision making anxiety, and the degree of career development were measured. The result of a confirmatory factor analysis indicated a five-factor structure of career resilience with a high Cronbach’s alpha: ability to cope with problems and changes; social skills; interest in novelty; optimism about the future; and willingness...
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Boadi-Kusi, Samuel Bert; Kyei, Samuel; Mashige, Khathutshelo Percy; Abu, Emmanuel Kwasi; Antwi-Boasiako, Daniel; Halladay, Abraham Carl
2015-01-01
Optometry is only provided at tertiary level in two institutions in Ghana, with an average of 50 students graduating each year for a population of approximately 24.6 million. No information on the demography of optometry students and factors that influence their choice of optometry as a career and institution of learning is available. This…
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Career development through local chapter involvement: perspectives from chapter members.
Thomas, Melissa; Inniss-Richter, Zipporah; Mata, Holly; Cottrell, Randall R
2013-07-01
The importance of career development in professional organizations has been noted in the literature. Personal and professional benefits of membership regardless of discipline can be found across the career spectrum from student to executive. The benefits of professional membership with respect to career development in local chapter organizations have seldom been studied. Local chapter participation may offer significant career development opportunities for the practitioner, faculty member, and student. The purpose of this study was to explore the importance of local chapter involvement to the career development of health education practitioners. An 18-item questionnaire was disseminated to the membership of three local SOPHE (Society for Public Health Education) chapters that explored the level of local chapter involvement and the impact of how specific professional development activities impacted career development. The results of the survey highlighted the importance of continuing education programs, networking, and leadership experience in developing one's career that are offered by local SOPHE chapter involvement. Making a positive impact in the community and earning the respect of one's peers were most often reported as indicators of career success. These factors can directly impact local chapter participation. Career development can certainly be enhanced by active participation in the local chapter of a professional association.
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Older Women's Career Development and Social Inclusion
McMahon, Mary; Bimrose, Jenny; Watson, Mark
2010-01-01
This paper considers women's career development and the potential contribution of career development theory, research, practice and policy in advancing a social inclusion agenda. In particular, the paper focuses on older women in the contexts of an ageing population, labour market shortages and Australia's social inclusion agenda. Supporting young…
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MacDonald, R.; Ormand, C.; Manduca, C. A.; Wright-Dunbar, R.; Allen-King, R.
2007-12-01
The professional development program,'On the Cutting Edge', offers on-line resources and annual multi-day workshops for graduate students and post-doctoral fellows interested in pursuing academic careers. Pre- workshop surveys reveal that early career faculty, post-docs, and graduate students have many questions about teaching (e.g., what are effective teaching strategies, how to design a course, how to prepare a syllabus, how to teach large courses), research (e.g., initiate and fund future research, set up and manage a lab, obtain equipment), and career management (e.g., understand tenure requirements, balance all it all). The graduate students and post-docs also have questions about jobs and the job search process. Their questions show a lack of familiarity with the nature of academic positions at different kinds of educational institutions (two-year colleges, primarily undergraduate institutions, and research universities). In particular, they are uncertain about what educational setting will best fit their values and career goals and how teaching loads and research expectations vary by institution. Common questions related to the job search process include where to find job listings (the most common question in recent years), when to start the job search process, how to stand out as an applicant, and how to prepare for interviews. Both groups have questions about how to develop new skills: how to develop, plan and prepare a new course (without it taking all of their time), how to expand beyond their PhD (or postdoc) research projects, how to develop a research plan, and where to apply for funding. These are important topics for advisors to discuss with all of their students and postdocs who are planning on careers in academia. On the Cutting Edge offers workshops and web resources to help current and future faculty navigate these critical stages of their careers. The four-day workshop for Early Career Geoscience Faculty: Teaching, Research, and Managing Your
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Career Planning: Developing the Nation's Primary Resource.
Jarvis, Phillip S.
Career planning is the most critical ingredient in developing a nation's primary resource, its workers. A 1988 Gallup Poll showed that 62 percent of U.S. workers had no career goal when they began their first job, and more than 50 percent felt they were in the wrong job. The same results probably could be applied to Canada. Career planning skills…
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Eddy, Linda L; Hoeksel, Renee; Fitzgerald, Cindy; Doutrich, Dawn
We describe an innovative practice in advancing careers of academic nurse educators: demonstrating scholarly productivity from program grants. Scholarly productivity is often narrowly defined, especially in research-intensive institutions. The expectation may be a career trajectory based on the traditional scholarship of discovery. However, nurse educators, especially at the associate and full professor ranks, are often involved in leadership activities that include writing and managing program grants. We encourage the academy to value and support the development of program grants that include significant scholarly components, and we offer exemplars of associate and full professor scholarship derived from these projects.
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Career Planning and Development for Early-Career Scientists
Early career development can be looked at as being of two major phases. The first phase is the formal educational process leading to an awarded degree, postdoctoral training, and potentially formal certification in a scientific discipline. The second phase is the informal educa...
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Scott, David A.; Belke, Stephanie L.; Barfield, Hannah G.
2011-01-01
The number of transgender college students continues to increase every year. These students face unique challenges that many college and university career centers are not prepared to handle. This article describes some of the challenges facing transgender students and college career centers. A professional development design is proposed to assist…
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Motivation and career development
Flemr, Marcel
2009-01-01
The main objective of this diploma thesis is to outline various theories of work motivation, career growth and their practical application in sales team management within a sales organization. In the theoretical part the paper deals with the definition of essential terms including but not limited to motivation, work motivation, career and work career. Moreover, it focuses on selected motivational theories, basic criteria and current principles of managing the work career, career growth and de...
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The Dilemma: Career Transition of African American Male Football Players at Division I Institutions
Northcutt, Kellen Jamil
2013-01-01
The purpose of this qualitative phenomenological study was to explore and understand perceptions of African American male football athletes at Division I institutions that also played professional football, regarding their collegiate experiences and transition from athletics to post-playing careers. The study examined issues of race and social…
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2013-08-07
...., Biological Sciences and Career Development, NCMRR, Eunice Kennedy Shriver National Institute of Child Health... National Institute of Child Health and Human Development; Notice of Meeting Pursuant to section 10(a) of.... Individuals planning to attend the teleconference may do so by calling the toll-free number, 866-692-3158 and...
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Development of Career Progression Systems for Employees in the Foodservice Industry. Final Report.
National Restaurant Association, Chicago, IL.
Firms representing four segments of the foodservice industry (institutional foodservice (9 jobs), commercial restaurants (19 jobs), hotel foodservice (100 jobs), and airline foodservice (10 jobs), participated in a career and training study to test the feasibility of designing and implementing career progression (c.p.) systems within these…
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Understanding the Career Development of Underprepared College Students
Hughes, Amber N.; Gibbons, Melinda M.
2018-01-01
The purpose of this study was to examine the career development of underprepared college students using relational career theory. Specifically, the constructs of family influence, locus of control, and career decision-making self-efficacy were explored as they relate to perceived success in college. Significant correlations between external locus…
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Directory of Open Access Journals (Sweden)
G Sajjadikhah
2016-10-01
Full Text Available Abstract Background & aim: There are many mechanisms for the development of human resources, which career development is one of its central components. The aim of this study was to determine the factors related to career development faculty members (Medical and Non-medical of Kohgiluyeh and Boyer-Ahmad province, Iran. Methods: The present paper was a cross-sectional, descriptive correlation method study. The study population consisted of 535 faculty members (medical, government, NGOs in Kohgiluyeh and Boyer province, Iran, of which 400 participants were randomly selected for the present study. Data were collected through standard questionnaires as a research tool, of career development, career planning and career management for data analysis and statistical tests including linear regression, t-test, regression, and correlation coefficient was used. Results: Career development status and its related factors (Career management and career planning scientific faculty members was desirable. The findings show that between career planning and career management, career development, a significant positive correlation was observed (P
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Career planning and development for nurses: the time has come.
Donner, G J; Wheeler, M M
2001-06-01
Developments in how the nursing profession is perceived by nurses and by society, along with unparalleled changes in health care systems, have created an environment in which individual nurses must take control of their careers and futures. Educators, employers and professional organizations also have a key role to play in fostering the career planning and development of nurses, usually the largest employee group in most health care organizations. This article provides an overview of what career planning and development is and why it is important for nurses. A career planning and development model is described that provides nurses with a focused strategy to take greater responsibility for engaging in the ongoing planning process that is crucial throughout the major stages of their career. Finally, educators, employers and professional organizations are challenged to collaborate with individual nurses on career-development activities that will enable nurses to continue to provide high-quality care in ever-changing health care systems.
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From Classroom to Career Development Planning: Eportfolio Use Examples
Directory of Open Access Journals (Sweden)
Ana Coric Samardzija
2014-12-01
Full Text Available In this paper we will present several examples of different maturity levels of ePortfolio usage at the Faculty of Organization and Informatics, University of Zagreb, Croatia. Firstly, we will illustrate basic in-class uses of ePortfolio in which students are introduced with the ePortfolio concept, self-reflection, self-monitoring and knowledge management. The primary goal of this phase is to show students how to record, plan and improve their professional skills in order to facilitate their preparation for the labour market. This phase is also aimed at recording and showcasing of students’ work and self-assessment. The second example of ePortfolio usage in this paper concerns self-guidance monitoring at the postgraduate level, where it is used to monitor the activities and progress of PhD students as well as to simplify communication between supervisors and doctoral candidates. In addition, by using the ePortfolio pattern, doctoral students are encouraged to start planning their careers as scientific researchers and experts. Finally, we introduce an example of using ePortfolios for academic human resources management as part of institutional quality assurance. For that purpose, a career development plan was developed to collect and monitor the work and progress of academic staff (both young researchers and teaching assistants.
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Career-Specific Parental Behaviors in Adolescents' Development
Dietrich, Julia; Kracke, Barbel
2009-01-01
Parents are major partners in helping adolescents prepare for a career choice. Although several studies have examined links between general aspects of the parent-adolescent relationship and adolescents' career development, little research has addressed the mechanisms involved. This study aimed to validate a three-dimensional instrument for the…
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Early-career experts essential for planetary sustainability
Lim, Michelle; Lynch, Abigail J.; Fernández-Llamazares, Alvaro; Balint, Lenke; Basher, Zeenatul; Chan, Ivis; Jaureguiberry, Pedro; Mohamed, A.A.A.; Mwampamba, Tuyeni H.; Palomo, Ignacio; Pliscoff, Patricio; Salimov, R.A.; Samakov, Aibek; Selomane, Odirilwe; Shrestha, Uttam B.; Sidorovich, Anna A.
2017-01-01
Early-career experts can play a fundamental role in achieving planetary sustainability by bridging generational divides and developing novel solutions to complex problems. We argue that intergenerational partnerships and interdisciplinary collaboration among early-career experts will enable emerging sustainability leaders to contribute fully to a sustainable future. We review 16 international, interdisciplinary, and sustainability-focused early-career capacity building programs. We conclude that such programs are vital to developing sustainability leaders of the future and that decision-making for sustainability is likely to be best served by strong institutional cultures that promote intergenerational learning and involvement.
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Status of Early-Career Academic Cardiology: A Global Perspective.
Tong, Carl W; Madhur, Meena S; Rzeszut, Anne K; Abdalla, Marwah; Abudayyeh, Islam; Alexanderson, Erick; Buber, Jonathan; Feldman, Dmitriy N; Gopinathannair, Rakesh; Hira, Ravi S; Kates, Andrew M; Kessler, Thorsten; Leung, Steve; Raj, Satish R; Spatz, Erica S; Turner, Melanie B; Valente, Anne Marie; West, Kristin; Sivaram, Chittur A; Hill, Joseph A; Mann, Douglas L; Freeman, Andrew M
2017-10-31
Early-career academic cardiologists, who many believe are an important component of the future of cardiovascular care, face myriad challenges. The Early Career Section Academic Working Group of the American College of Cardiology, with senior leadership support, assessed the progress of this cohort from 2013 to 2016 with a global perspective. Data consisted of accessing National Heart, Lung, and Blood Institute public information, data from the American Heart Association and international organizations, and a membership-wide survey. Although the National Heart, Lung, and Blood Institute increased funding of career development grants, only a small number of early-career American College of Cardiology members have benefited as funding of the entire cohort has decreased. Personal motivation, institutional support, and collaborators continued to be positive influential factors. Surprisingly, mentoring ceased to correlate positively with obtaining external grants. The totality of findings suggests that the status of early-career academic cardiologists remains challenging; therefore, the authors recommend a set of attainable solutions. Copyright © 2017 American College of Cardiology Foundation. Published by Elsevier Inc. All rights reserved.
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Waddell, Janice; Spalding, Karen; Navarro, Justine; Gaitana, Gianina
2015-11-25
As career satisfaction has been identified as a predictor of retention of nurses across all sectors, it is important that career satisfaction of both new and experienced nursing faculty is recognized in academic settings. A study of a curriculum-based career planning and development (CPD) program was conducted to determine the program's effects on participating students, new graduate nurses, and faculty. This third in a series of three papers reports on how the CPD intervention affected faculty participants' sense of career satisfaction and confidence in their role as career educators and coaches. Faculty who participated in the intervention CPD intervention group reported an increase in confidence in their ability to provide career coaching and education to students. They further indicated that their own career development served to enhance career satisfaction; an outcome identified as a predictor of faculty career satisfaction. Study results suggest that interventions such as the one described in this paper can have a potentially positive impact in other settings as well.
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Development of a systematic career coaching program for medical students
2018-01-01
Purpose This study aimed to develop a systematic career-coaching program (SCCP) that can be used by medical teaching schools to address a growing need for career-coaching. The program objectives were to help students (1) develop a comprehensive self-understanding of their aptitudes, interests, and personality traits; (2) explore possible career choices and decide on a career path; and (3) develop the competencies needed to prepare for their future careers. Methods The SCCP was based on the ADDIE (analysis, design, development, implementation, and evaluation) model and decision-making questioning model. Medical professionals, medical education and career counseling experts, and students participated in designing the program. Results The SCCP describes coaching content, tools, operational methods, and appropriate timing, and identifies the professionals and specialists who can offer their expertise in the different coaching phases. It is designed to allow medical schools to offer the program in segments or in its entirety, depending on the curriculum and environment. Conclusion The SCCP represents a viable career-coaching program for medical students that can be applied in part or in its entirety, depending on a medical school’s curriculum and educational environment. PMID:29510607
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Development of a systematic career coaching program for medical students
Directory of Open Access Journals (Sweden)
Yera Hur
2018-03-01
Full Text Available Purpose This study aimed to develop a systematic career-coaching program (SCCP that can be used by medical teaching schools to address a growing need for career-coaching. The program objectives were to help students (1 develop a comprehensive self-understanding of their aptitudes, interests, and personality traits; (2 explore possible career choices and decide on a career path; and (3 develop the competencies needed to prepare for their future careers. Methods The SCCP was based on the ADDIE (analysis, design, development, implementation, and evaluation model and decision-making questioning model. Medical professionals, medical education and career counseling experts, and students participated in designing the program. Results The SCCP describes coaching content, tools, operational methods, and appropriate timing, and identifies the professionals and specialists who can offer their expertise in the different coaching phases. It is designed to allow medical schools to offer the program in segments or in its entirety, depending on the curriculum and environment. Conclusion The SCCP represents a viable career-coaching program for medical students that can be applied in part or in its entirety, depending on a medical school’s curriculum and educational environment.
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Development of a systematic career coaching program for medical students.
Hur, Yera; Cho, A Ra; Kwon, Mihye
2018-03-01
This study aimed to develop a systematic career-coaching program (SCCP) that can be used by medical teaching schools to address a growing need for career-coaching. The program objectives were to help students (1) develop a comprehensive self-understanding of their aptitudes, interests, and personality traits; (2) explore possible career choices and decide on a career path; and (3) develop the competencies needed to prepare for their future careers. The SCCP was based on the ADDIE (analysis, design, development, implementation, and evaluation) model and decision-making questioning model. Medical professionals, medical education and career counseling experts, and students participated in designing the program. The SCCP describes coaching content, tools, operational methods, and appropriate timing, and identifies the professionals and specialists who can offer their expertise in the different coaching phases. It is designed to allow medical schools to offer the program in segments or in its entirety, depending on the curriculum and environment. The SCCP represents a viable career-coaching program for medical students that can be applied in part or in its entirety, depending on a medical school's curriculum and educational environment.
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Mid-Career Academic Women and the Prestige Economy
Kandiko Howson, Camille Blackwell; Coate, Kelly Lynn; de St Croix, Tania
2017-01-01
Drawing on 30 semi-structured interviews with women academics based in London higher education institutions in the UK, this paper investigates the gendered nature of the prestige economy in academia. We explore how mid-career academic women strategise their career development and the opportunities and barriers they perceive, particularly in relation to the accrual of academic esteem. Concept maps were used to facilitate dialogue about career plans and provided an artefact from the interviewee...
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Women's career choices in chemistry: Motivations, perceptions, and a conceptual model
Grunert, Megan L.
Statistics showing the under-representation of women at all levels within the physical sciences abound, particularly at the graduate and faculty levels. Women chemists choosing an academic career tend to select teaching institutions over research institutions. This study examined women at the graduate and faculty levels through interviews and the construction of participant narratives to better understand why many women opt out of a career in academic research. Specific attention was paid to women's decision-making processes and what motivates women to choose careers, the rewards and challenges associated with different careers, and the perception of different careers contribute to their decisions. The participant narratives were analyzed on a cross-case basis and constructivist grounded theory was used to develop a model about women's decision-making regarding their careers. Additionally, preliminary work has suggested that graduate students have inaccurate perceptions of careers in academia. Interviews with faculty at teaching and research institutions provided a clearer picture of what each type of career entails. Career-choice motivators, rewards, and challenges were identified for each of the faculty groups. It was found that graduate student women have inaccurate perceptions of academic research careers, which affects how they make career decisions. A model of career choice shows interactions between motivation and perception that guide the career decision-making process. By better understanding these women and their motivations, changes can be made to foster inclusion and accommodation for women and other underrepresented groups in academic chemistry.
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"The Career Development Quarterly": A Centennial Retrospective
Savickas, Mark L.; Pope, Mark; Niles, Spencer G.
2011-01-01
"The Career Development Quarterly" has been the premier journal in the field of vocational guidance and career intervention since its inception 100 years ago. To celebrate its centennial, 3 former editors trace its evolution from a modest and occasional newsletter to its current status as a major professional journal. They recount its history of…
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Career Development forWomen in Nuclear
International Nuclear Information System (INIS)
Boshielo, P.
2015-01-01
Nuclear technology is a highly specialised field that requires a variety of professionals. Nuclear engineers, statisticians, physicists, information technology professionals, analysts, policy makers, scientists and other professionals. Because of the variety of backgrounds, many young female professionals need training and professional development opportunities to become well rounded in these disciplines. There has been a rising awareness of the need for development of the women professionals across the international field of the nuclear industry. Due to growth and expansion of nuclear power worldwide, a strong community of skilled next generation women professionals is required. Developing women professionals to fill this challenging need can first be addressed by making university students and young female professionals already working in the industry aware of the nuclear community and the unique career opportunities it encompasses. Once the decision is made to pursue a career in the nuclear community, professional development opportunities are an essential building block to becoming a more effective member of the international nuclear community. Current opportunities available to be discussed include international training, internships and fellowships, graduate degrees and professional networks. Present needs and gaps in the current professional development offerings will be identified as well as suggested ways they can be filled. In conclusion, programmes still needed in support of the career development of the female professionals will be addressed. (author)
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Richardson, R. M.; Ormand, C. J.; MacDonald, H.; Dunbar, R. W.; Allen-King, R. M.; Manduca, C. A.
2010-12-01
Launching an academic career presents a number of challenges. A recent article in the Chronicle of Higher Education depicts academia as an “ivory sweatshop,” citing rising standards for tenure. Most graduate programs provide minimal training for life beyond graduate school. The professional development program “On the Cutting Edge” fills this gap by providing workshops and web resources on academic careers for graduate students, postdoctoral fellows, and early career faculty. These workshops and web resources address a wide range of topics related to teaching, research, and managing one’s career, tailored for each group. The Preparing for an Academic Career in the Geosciences workshop to help graduate students and postdoctoral fellows make the transition into an academic career has been offered annually since 2003. It provides a panel on academic careers in different institutional settings, sessions on research on learning, various teaching strategies, design of effective teaching activities, moving research forward to new settings, effective teaching and research statements, the job search process, negotiation, and presenting oneself to others. Complementary online resources (http://serc.carleton.edu/NAGTWorkshops/careerprep/index.html) focus on these topics. The workshops and web resources offer guidance for each step of the job search process, for developing and teaching one’s own courses, and for making the transition from being a research student to being in charge of a research program. Online resources also include case studies of successful dual career couples, documenting their job search strategies. A four-day workshop for Early Career Geoscience Faculty: Teaching, Research, and Managing Your Career, offered annually since 1999, provides sessions on teaching strategies, course design, developing a strategic plan for research, supervising student researchers, navigating departmental and institutional politics, preparing for tenure, time and
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Colakoglu, Sidika N.
2011-01-01
Based on the theoretical frameworks of the career enactment and the stress perspectives, this study develops and tests a model in which career boundarylessness affects subjective career success through its effect on three career competencies--knowing-why, knowing-how, and knowing-whom--and career autonomy and career insecurity. The results…
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Conversations about Careers: Engaging Students in and out of the Classroom
Schwartz, Beth M.; Gregg, Virginia R.; McKee, Mark
2018-01-01
Providing career preparation for our students continues to be a focus for faculty, departments, and institutions. Professional development is most effective when accessible to students in a number of ways. This article presents how career preparation can be incorporated in advising, through programming and assessment in a career center, and in the…
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Managing Career Development in the Not for Profit Sector
Maher, Chi
2009-01-01
This paper provides a report on a pilot study that was conducted to inform a DBA research project. It will investigate employee perceptions of their career development in the not-for-profit (NFP) sector. Theoretical and empirically based literature searches were conducted on career development for this study. Some researchers argue that the old career model (which involves an employee working for an organisation and committed to the organisation and in turn, the organisation offers the employ...
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DIFICULTIES OF THE INDIVIDUAL CAREER MANAGEMENT IN MOD/DEFENCE
Directory of Open Access Journals (Sweden)
GOGOESCU DANIEL
2014-06-01
Full Text Available Currently, the institutions and organizations, private or state-owned, seems to lose their interest regarding the planning and administration of their personnel’s Career Management, which, paradoxically, is generated by the celerity of the changes from the socio-economic level which also determine the current careers to lose from their clearness definition and, implicitly, from their predictability on long term. The careers dynamics is, generally, affixed by the quick changes, the employed personnel being in the situation to fight with a competence and clearness adaptation in rising without having, unfortunately, assistance from the employer institution/organization. Sometimes this situation became itself an obstacle in the process of generating the adequate reactions both for individual and institution/organization. It is easier to approach the individual career in a limited frame, on different stages of the job within only one compartment/unit of an institution/organization. The situation is more dramatic when we are dealing with state institutions/organizations, the individual career coming into the only one byrocratic career clasification. In the advanced states, the notion of careeer was redefinited both as concept and theoretical approach. The careers started to embrace more diversified forms and more difficult to manage, the individuality of a certain person, the experiences gained by she, must be taking into consideration as future indicators for generating its framework. As many researchers in the field claim, no matter the theoretical/conceptual evolution of careers, the individualities will always keep the amassed experience, in time and space, in order to shape their own professional evolution. This means that individuals will remain interested by the development of their qualities, their existent and future competencies, by the opportunities of self-determination and evolution. The careers seem to be a succession of short episodes
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Robinson, Georgeanna F.W.B.; Schwartz, Lisa S.; DiMeglio, Linda A.; Ahluwalia, Jasjit S.; Gabrilove, Janice L.
2015-01-01
Purpose To understand the factors that facilitate career success for career development awardees in clinical and translational science and to reconceptualize understanding of career success for this population. Method In 2013–2014, the authors conducted semi-structured interviews with former NIH KL2 or K12 scholars from nine Clinical and Translational Science Award-funded institutions. Participants either had or had not secured independent funding at least two years after the end of their last K award. Questions covered the factors that facilitate or hinder junior investigators’ transition to independent funding. Interviews were recorded and transcribed and the transcripts analyzed thematically. Results Forty individuals participated, with equal representation by men and women and by independently and not independently funded investigators. Personal factors that facilitated success included: networks, persistence and resilience, initiative, autonomy, and personal and professional balance. Organizational factors included: appropriate mentorship, protected research time, and institutional resources and support. Even independently funded participants described challenges regarding career direction. Five participants without independent funding modeled a broad spectrum of successful career paths, having assumed leadership positions not reliant on grant funding. Alternative definitions of career success included: improving public health, enjoying work, seeing mentees succeed, and receiving external acknowledgement of successes. Conclusions Awareness of the factors that facilitate or hinder career success can help junior faculty, mentors, and institutional leaders support career development in clinical and translational science. New definitions of career success are needed, as are career paths for faculty who want to engage in research in roles other than principal investigator. PMID:26509600
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Family Influences on the Career Development of Young Adults.
Splete, Howard; Freeman-George, Ann
1985-01-01
This article (1) reviews family influences on career development (geographic location, genetic inheritance, family background, socioeconomic status, family composition, parenting style, parental work-related attitudes) and (2) suggests counselor interventions to aid young adults in becoming autonomous in their career development (e.g., review…
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Career Development Trends and Issues in the United States.
Hansen, L. Sunny
1993-01-01
Discusses global economic, political, and social trends affecting the workplace, families, education, and gender roles. Depicts current career development programs and practices with children and young, midlife, and older adults. Presents current issues in schools, adult education, and business/industry for career development. (SK)
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A Content Analysis of Acculturation Research in the Career Development Literature
Miller, Matthew J.; Kerlow-Myers, Andrew E.
2009-01-01
The purpose of the present study was to highlight the importance of acculturation as an explanatory variable in career development and to provide an empirical review of acculturation research in the career development literature. Acculturation is a cultural variable that has been linked to a number of important career development outcomes for…
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Developing and Sustaining a Career as a Transdisciplinary Nurse Scientist.
Hickey, Kathleen T
2018-01-01
The purpose of this article is to provide an overview of strategies to build and sustain a career as a nurse scientist. This article examines how to integrate technologies and precision approaches into clinical practice, research, and education of the next generation of nursing scholars. This article presents information for shaping a sustainable transdisciplinary career. Programs of research that utilize self-management to improve quality of life are discussed throughout the article. The ongoing National Institute of Nursing Research-funded (R01 grant) iPhone Helping Evaluate Atrial Fibrillation Rhythm through Technology (iHEART) study is the first prospective, randomized controlled trial to evaluate whether electrocardiographic monitoring with the AliveCor™ device in the real-world setting will improve the time to detection and treatment of recurrent atrial fibrillation over a 6-month period as compared to usual cardiac care. Opportunities to sustain a career as a nurse scientist and build programs of transdisciplinary research are identified. These opportunities are focused within the area of research and precision medicine. Nurse scientists have the potential and ability to shape their careers and become essential members of transdisciplinary partnerships. Exposure to clinical research, expert mentorship, and diverse training opportunities in different areas are essential to ensure that contributions to nursing science are visible through publications and presentations as well as through securing grant funding to develop and maintain programs of research. Transcending boundaries and different disciplines, nurses are essential members of many diverse teams. Nurse scientists are strengthening research approaches, clinical care, and communication and improving health outcomes while also building and shaping the next generation of nurse scientists. © 2017 Sigma Theta Tau International.
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Early-Career Professional Development Training for Stakeholder-Relevant, Interdisciplinary Research
Rosendahl, D. H.; Bamzai, A.; Mcpherson, R. A.
2015-12-01
There are many challenges to conducting inter- or multi-disciplinary research because basic research, applied research, management processes, disciplines, and even sub-disciplines have been "siloed" for so long that many research and management professionals find it difficult to communicate common interests and research needs. It is clear that the next generation of researchers must overcome these disciplinary biases and engage in more open dialogue with other disciplines and the management community in order to be better positioned to collaborate, speak a common language, and understand each other's needs. The U.S. Department of the Interior's South Central Climate Science Center recently conducted a professional development workshop for 28 early-career researchers involved in climate-related research across the South-Central U.S. The participants consisted of graduate students, postdocs, and junior faculty representing 17 different natural and social science disciplines and seven Universities/Institutions. The workshop provided the participants with guidance and instruction on how to overcome the identified challenges in conducting "actionable" research and how to better navigate multi-institutional and multi- or inter-disciplinary research. The workshop was comprised of: (1) a series of instructional presentations organized into themed sessions; (2) two keynote addresses to provide a broader perspective; (3) a real-world case study activity; (4) individual and group projects/presentations; and (5) field trips. In addition, we purposely created informal opportunities for participants to network, which met the goal of facilitating interdisciplinary interactions. An overview of the workshop experience will be provided, including a focus on those aspects leading to its ultimate success and recommendations for how to develop and implement a similar early-career workshop for your own purposes.
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Parent and Adolescent Perceptions of Adolescent Career Development Tasks and Vocational Identity
Rogers, Mary E.; Creed, Peter A.; Praskova, Anna
2018-01-01
We surveyed Australian adolescents and parents to test differences and congruence in perceptions of adolescent career development tasks (career planning, exploration, certainty, and world-of-work knowledge) and vocational identity. We found that, for adolescents (N = 415), career development tasks (not career exploration) explained 48% of the…
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The Development of the STEM Career Interest Survey (STEM-CIS)
Kier, Meredith W.; Blanchard, Margaret R.; Osborne, Jason W.; Albert, Jennifer L.
2014-06-01
Internationally, efforts to increase student interest in science, technology, engineering, and mathematics (STEM) careers have been on the rise. It is often the goal of such efforts that increased interest in STEM careers should stimulate economic growth and enhance innovation. Scientific and educational organizations recommend that efforts to interest students in STEM majors and careers begin at the middle school level, a time when students are developing their own interests and recognizing their academic strengths. These factors have led scholars to call for instruments that effectively measure interest in STEM classes and careers, particularly for middle school students. In response, we leveraged the social cognitive career theory to develop a survey with subscales in science, technology, engineering, and mathematics. In this manuscript, we detail the six stages of development of the STEM Career Interest Survey. To investigate the instrument's reliability and psychometric properties, we administered this 44-item survey to over 1,000 middle school students (grades 6-8) who primarily were in rural, high-poverty districts in the southeastern USA. Confirmatory factor analyses indicate that the STEM-CIS is a strong, single factor instrument and also has four strong, discipline-specific subscales, which allow for the science, technology, engineering, and mathematics subscales to be administered separately or in combination. This instrument should prove helpful in research, evaluation, and professional development to measure STEM career interest in secondary level students.
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Career Development Patterns and Values of Women School Administrators
Loyola, Matilde Corazon Cristina A.
2016-01-01
Career development research has often explored gender differences in and development of career patterns. Women were traditionally sidelined from performing from full participation in society and have struggled for their civil rights and social freedoms by challenging the male-dominated social systems. In an age when women are now gaining strong…
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Federal Consulting: Strategies and Tools for the Career Development Professional.
Kahnweiler, Jennifer B.; Pressman, Sue
The Federal Government is America's largest employer and is expanding consulting opportunities for career development professionals. Increased Federal mandates for outsourcing have opened wide doors for the entrepreneurial-spirited career counselors and created new challenges for traditional methods of offering career services. As consultants who…
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Bain, Olga; Cummings, William
2000-01-01
A survey of 10 national systems of higher education found that less than 10 percent of professors were women, and the proportion of female professors was negatively related to institutional prestige. This academic "glass ceiling" was related to women's shorter careers, tenure issues during hard times, and women's lower level of academic…
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AGU Pathfinder: Career and Professional Development Resources for Earth and Space Scientists
Harwell, D. E.; Asher, P. M.; Hankin, E. R.; Janick, N. G.; Marasco, L.
2017-12-01
The American Geophysical Union (AGU) is committed to inspiring and educating present and future generations of diverse, innovative, and creative Earth and space scientists. To meet our commitment, AGU provides career and educational resources, webinars, mentoring, and support for students and professionals at each level of development to reduce barriers to achievement and to promote professional advancement. AGU is also working with other organizations and educational institutions to collaborate on projects benefiting the greater geoscience community. The presentation will include an overview of current Pathfinder efforts, collaborative efforts, and an appeal for additional partnerships.
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Developing research career indicators using open data: the RISIS infrastructure
Energy Technology Data Exchange (ETDEWEB)
Cañibano, C.; Woolley, R.; Iversen, E.; Hinze, S.; Hornbostel, S.; Tesch, J.
2016-07-01
This paper introduces the research infrastructure for rsearch and innovation policy studies (RISIS) and its ongoing work on the development of indicators for research careers. The paper first describes the rationale for developing an information system on research careers. It then uses and example to demonstratate the possibilities arising from aggregating open data from different datasets within the RISIS platform to create new information and monitoring possibilies with regard to research careers. (Author)
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Foran-Tuller, Kelly; Robiner, William N; Breland-Noble, Alfiee; Otey-Scott, Stacie; Wryobeck, John; King, Cheryl; Sanders, Kathryn
2012-03-01
The purpose of this article is to describe a pilot mentoring program for Early Career Psychologists (ECPs) working in Academic Health Centers (AHCs) and synthesize the lessons learned to contribute to future ECP and AHC career development training programs. The authors describe an early career development model, named the Early Career Boot Camp. This intensive experience was conducted as a workshop meant to build a supportive network and to provide mentorship and survival tools for working in AHCs. Four major components were addressed: professional effectiveness, clinical supervision, strategic career planning, and academic research. Nineteen attendees who were currently less than 5Â years post completion of doctoral graduate programs in psychology participated in the program. The majority of boot camp components were rated as good to excellent, with no component receiving below average ratings. Of the components offered within the boot camp, mentoring and research activities were rated the strongest, followed by educational activities, challenges in AHCS, and promotion and tenure. The article describes the purpose, development, implementation, and assessment of the program in detail in an effort to provide an established outline for future organizations to utilize when mentoring ECPs.
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Toward late career transitioning: a proposal for academic surgeons.
Richards, Robin; McLeod, Robin; Latter, David; Keshavjee, Shaf; Rotstein, Ori; Fehlings, Michael G; Ahmed, Najma; Nathens, Avery; Rutka, James
2017-09-01
In the absence of a defined retirement age, academic surgeons need to develop plans for transition as they approach the end of their academic surgical careers. The development of a plan for late career transition represents an opportunity for departments of surgery across Canada to initiate a constructive process in cooperation with the key stakeholders in the hospital or institution. The goal of the process is to develop an individual plan for each faculty member that is agreeable to the academic surgeon; informs the surgical leadership; and allows the late career surgeon, the hospital, the division and the department to make plans for the future. In this commentary, the literature on the science of aging is reviewed as it pertains to surgeons, and guidelines for late career transition planning are shared. It is hoped that these guidelines will be of some value to academic programs and surgeons across the country as late career transition models are developed and adopted.
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Preparing Students for the Future: Making Career Development a Priority.
Hughey, Kenneth F.; Hughey, Judith K.
1999-01-01
Presents information relevant to school counseling about the implications of work changes. Outlines foundational guides for student success: improving decision making, learning about career paths, acquiring employability skills, and developing lifelong learning attitudes. Describes activities to facilitate career development. (SK)
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Blustein, David L.; Kenna, Alexandra C.; Murphy, Kerri A.; DeVoy, Julia E.; DeWine, David B.
2005-01-01
This article explores the contributions of qualitative research to the study of career development and the psychology of working. Epistemological perspectives (logical positivism, postpositivism, and social constructionism) are discussed as they relate to historical context, career theories, and the various methods used within qualitative…
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Dual-Career Couples: Keeping Them Together.
Wolf-Wendel, Lisa E.; Twombly, Susan; Rice, Suzanne
2000-01-01
Reports results of a survey of 360 chief academic officers at member institutions of the American Association of Colleges and Universities regarding their policies and practices for assisting dual-career couples. Examines the motivations, barriers, consequences, and policy implications of institutional responses to dual-career couples. (DB)
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Beyond the Self: External Influences in the Career Development Process
Duffy, Ryan D.; Dik, Bryan J.
2009-01-01
The purpose of this article is to explore the wide spectrum of external influences that affect career decision making across the life span and, in particular, how these factors may directly or indirectly alter one's career trajectory and the extent of one's work volition. Career development practitioners are encouraged to respect externally…
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Development and Implementation of an Online Careers Seminar in Psychology
Brinthaupt, Thomas M.
2010-01-01
Psychology departments are increasing their attention to providing career options and guidance for majors. I review the literature on the use of career courses in psychology and describe the development and implementation of an online careers seminar that provides psychology majors and minors with a wide range of information and resources. Student…
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Development and psychometric testing of the Mariani Nursing Career Satisfaction Scale.
Mariani, Bette; Allen, Lois Ryan
2014-01-01
The Mariani Nursing Career Satisfaction Scale (MNCSS) was developed to explore the influence of mentoring on career satisfaction of registered nurses (RNs). A review of the literature revealed no contemporary valid and reliable measure of career satisfaction. The MNCSS is a semantic differential of 16 opposite adjective pairs on which participants rate feelings about their nursing career. The MNCSS was used in a pilot study and three major studies exploring career satisfaction of RNs. Validity, reliability, and exploratory factor analysis (FA) were computed to explore the internal structure of the instrument. The newly developed instrument had a content validity index (CVI) of .84 and Cronbach's alpha internal consistency reliabilities of .93-.96 across three major studies. Exploratory FA (N = 496) revealed a univocal instrument with one factor that explains 57.8% of the variance in career satisfaction scores. The MNCSS is a valid and reliable instrument for measuring career satisfaction. FA of the combined data from three studies yielded one factor that measures the concept of career satisfaction.
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Beech, Bettina M; Bruce, Marino A; Thorpe, Roland J; Heitman, Elizabeth; Griffith, Derek M; Norris, Keith C
2018-01-01
Mentoring has been consistently identified as an important element for career advancement in many biomedical and health professional disciplines and has been found to be critical for success and promotion in academic settings. Early-career faculty from groups underrepresented in biomedical research, however, are less likely to have mentors, and in general, receive less mentoring than their majority-group peers, particularly among those employed in teaching-intensive institutions. This article describes Obesity Health Disparities (OHD) PRIDE, a theoretically and conceptually based research training and mentoring program designed for early-career faculty who trained or are employed at Historically Black Colleges and Universities (HBCUs).
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Outcomes of a career planning and development program for registered nurses.
Hall, Linda McGillis; Waddell, Janice; Donner, Gail; Wheeler, Mary M
2004-01-01
The impact of a career planning and development program (CPDP) for registered nurses (RNs) on nurse and system outcomes was examined. The CPDP was effective as participants were able to create a career vision and individualized career plan.
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Career on the Move: Geography, Stratification, and Scientific Impact
Deville, Pierre; Wang, Dashun; Sinatra, Roberta; Song, Chaoming; Blondel, Vincent D.; Barabási, Albert-László
2014-04-01
Changing institutions is an integral part of an academic life. Yet little is known about the mobility patterns of scientists at an institutional level and how these career choices affect scientific outcomes. Here, we examine over 420,000 papers, to track the affiliation information of individual scientists, allowing us to reconstruct their career trajectories over decades. We find that career movements are not only temporally and spatially localized, but also characterized by a high degree of stratification in institutional ranking. When cross-group movement occurs, we find that while going from elite to lower-rank institutions on average associates with modest decrease in scientific performance, transitioning into elite institutions does not result in subsequent performance gain. These results offer empirical evidence on institutional level career choices and movements and have potential implications for science policy.
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Irrational Career Decision-Making: Connecting Behavioural Economics and Career Development
Redekopp, Dave E.
2017-01-01
Very frequently, students and clients do not do what they say they will do. Decisions and plans made in counselling sessions are often not enacted. The career development field may be better able to address the chasm between rational decisions and actual behaviour by applying the findings of behavioural economics. Behavioural economics research is…
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Factors Affecting The Career Development Of Employees In Secretariat Office Of City Samarinda
Directory of Open Access Journals (Sweden)
Santi Rande
2015-03-01
Full Text Available ABSTRACT Although the primary responsibility for career planning lies in the individual but organizational career planning should be completely in line with individual career planning if an organization wants to retain the best employees. Assumptions and the perspective delivers the researchers to examine the influence of aspects of individual and organizational aspects of the career development of employees within the organization of government. The population in this study were employees of the Regional Secretariat of Samarinda by sampling using Proportional Sampling. This research uses a quantitative approach to the explanation that the format is done through surveys. The results showed that the main factors affecting the career development of staff at the Regional Secretariat Samarinda is a factor of career counseling performance appraisal and career mapping which affects the employees career development is partially respectively or simultaneously together .
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Special Issue: Book Reviews. Resources for Career Management, Counseling, Training and Development.
Horvath, Clara, Ed.; And Others
1995-01-01
This special issue includes reviews of 32 books on the following topics: management, human resources, and organizational development; career counseling, guidance, and assessment; job search; resumes; careers in specific fields; careers for special populations; career transitions; and finding balance. (SK)
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Career Development and Adults with Moderate to Severe Mental Retardation.
Wadsworth, John; Cocco, Karen
Lifelong career development activities may assist persons with more severe forms of mental retardation in achieving occupational tenure. Occupational tenure is important if individuals are to move away from a succession of entry-level employment. Adaptive career development strategies and techniques may prevent job dissatisfaction and poor…
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Enhancing international collaboration among early-career researchers
Carroll, Jennifer K; Albada, Akke; Farahani, Mansoureh; Lithner, Maria; Neumann, Melanie; Sandhu, Harbinder; Shepherd, Heather L
2010-01-01
Objective The European Association of Communication in Healthcare (EACH) Early Career Researchers Network (ECRN) aims are to (1) promote international collaboration among young investigators and (2) provide a support network for future innovative communication research projects. In October 2009, Miami, USA at a workshop facilitated by the ECRN at the International Conference on Communication in Healthcare (ICCH) hosted by the American Academy of Communication in Healthcare we explored common facilitators and challenges faced by early career researchers in health communication research. Methods Attendees introduced themselves, their research area(s) of interest, and listed one facilitator and one barrier for their career development. EACH ECRN members then led a discussion of facilitators and challenges encountered in communication research projects and career development. We discussed potential collaboration opportunities, future goals, and activities. Results Having supportive collegial relationships, institutional support, job security, and funding are critical facilitators for early career investigators. Key challenges include difficulty with time management and prioritizing, limited resources, and contacts. Conclusion International collaboration among early career researchers is a feasible and effective means to address important challenges, by increasing opportunities for professional support and networking, problem-solving, discussion of data, and ultimately publishing. Practice Implications Future AACH-EACH Early Career Researcher Networks should continue to build collaborations by developing shared research projects, papers, and other scholarly products. PMID:20663630
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Career development of SA professional women who take career breaks
Directory of Open Access Journals (Sweden)
H. M. Geber
2000-06-01
Full Text Available This article reports the findings of a study of career development and return to work of a group of professional South African women with children who work in a wide range of traditional and non traditional careers. The patterns of their career breaks and return to work are investigated alongside their activities during the break. There is a significant tendency to continue academic and professional qualifications and to embark on second careers when they return to work. The implications for Human Resource professionals are noted and factors such as mother tongue, self-employment and age at the birth of the first child that help or hinder the return to work are discussed. Opsomming In hierdie artikel word die bevindinge van'n studie gerapporteer wat gehandel het oor n groep professionele Suid-Afrikaanse vroue se loopbaanontwikkeling en hulle terugkeer na die beroepswereld na n werksonderbreking weens die geboortes van hulle kinders. Die vroue se beroepe het oor n wye reeks tradisionele en nie-tradisionele werke gestrek. Die studie het spesifiek gekonsentreer op die patroon van loopbaanonderbreking, die aktiwiteite tydens die onderbreking, asook die terugkeer na die werkplek. Die bevindinge dui daarop dat professionele vroue daartoe geneig is om hulle akademiese en professionele kwalifikasies tydens hulle werksonderbreking te verbeter en dat hulle eintlik met n tweede loopbaan begin na die hervatting van hulle werks aktiwiteite. Faktore soos huistaal, ouderdom ten tye van die geboorte van die eerste kind en self-geemplojeerdheid, is van die belangrikste determinante in die bepaling of professionele vroue weer na die beroepswereld sal terugkeer. Die menslike hulpbronbestuursimplikasies van die bevindinge word ook in die artikel uitgewys.
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Job enrichment: creating meaningful career development opportunities for nurses.
Duffield, Christine; Baldwin, Richard; Roche, Michael; Wise, Sarah
2014-09-01
This paper presents an evaluation of a career development policy in South Australia which increased the number of senior staff nurse positions and provided senior registered nurses with time away from clinical duties to undertake agreed projects. We use Kanter's model of structural power and commitment theory to understand the dimensions of this policy. Development strategies for experienced staff who wish to remain at the bedside are needed, especially in smaller health services with limited opportunities for horizontal or vertical mobility. Face-to-face semistructured interviews were conducted with 54 senior staff nurses who participated in the career structure arrangements. The policy enhanced the structure of opportunity in three ways: by increasing the number of senior staff nurse positions, the ladder steps were improved; undertaking strategic projects developed new skills; and the job enrichment approach facilitated time out from the immediate pressures of ward work and challenged nurses in a different way. Through job enrichment, South Australia has found a novel way of providing meaningful career development opportunities for experienced nurses. Methods of job enrichment need to be considered as part of career development policy, especially where movement between clinical facilities is limited and staff wish to remain at the bedside. © 2013 John Wiley & Sons Ltd.
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Frugé, Ernest; Margolin, Judith; Horton, Terzah; Venkateswaran, Lakshmi; Lee, Dean; Yee, Donald L; Mahoney, Donald
2010-12-01
A workshop at the 2008 ASPHO Annual Meeting functioned as the first step in a systematic needs assessment of the particular challenges to satisfaction and success in the middle and senior phases of career development for pediatric hematologist/oncologists (PHOs). The 61 ASPHO members who attended were randomly distributed to small discussion groups based on self-identified career stage. Groups completed challenge forms for each issue identified as pertinent to their own stage of professional development. A total of 71 forms with useable data were generated by the groups. The largest number of challenges described (26) clustered around themes of Work-Life Balance followed by Transition and Succession (18), Management and Finances (15), and Keeping up to Date (13). Mid-career groups were more likely to identify Work-Life Balance challenges while senior stage groups were more likely to articulate Succession and Management challenges. The article describes the demographics of the workshop participants, summarizes the content of challenge themes and the associated suggestions for management. It is hoped that this effort will assist educational and career planning efforts by individuals, institutions, and ASPHO as a professional society.
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The Career Development of Women: Helping Cinderella Lose Her Complex.
Borman, Christopher A.; Guido-DiBrito, Florence
1986-01-01
Describes the current status of women in the workplace, the internal and external variables that are related specifically to the career development of women, and several effective counseling strategies, programs, and resources that might be used in assisting women to overcome barriers in the career development process. (CT)
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Brussel, van G.J.J.C.M.; Ulijn, J.M.
2008-01-01
How can intrapreneurship, being a stimulant for innovation, serve as a perspective for employees in later career stages? Career development in later stages is hardly studied in combination with intrapreneurship and vice versa. Intrapreneurship, also referred to in this article as internal
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From Colonialism to Ultranationalism: History and Development of Career Counseling in Malaysia.
Pope, Mark; Musa, Muhaini; Singaravelu, Hemla; Bringaze, Tammy; Russell, Martha
2002-01-01
Documents the development of career counseling in Malaysia from 1957--when the British colonizers departed--to 2000. Presents information on the historic and economic context of the development of career counseling, an exploration of the educational system from which career counseling was born, and the cultural elements that have formed career…
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Gorman, Anna M., Ed.; Vetter, Louise, Ed.
The five major papers whose full texts are included address themselves to various topics that can influence the lives of women in their career choices and advancement. Federal Legislation: Impact on Women's Careers, Mary Allen Jolley, discusses sex discrimination, legal gains made over the past 10 years, sex role stereotyping, and vocational…
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Children's Career Development: A Research Review from a Learning Perspective
Watson, Mark; McMahon, Mary
2005-01-01
Recent advances in career theory have resulted in widespread acceptance of the lifespan perspective on development. However, a review of research and practice conducted during 2001 revealed that little attention has been paid to the career development of children (Whiston & Brecheisen, 2002). In response to calls for a greater concentration on…
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Theories of Career Development. A Comparison of the Theories.
Osipow, Samuel H.
These seven theories of career development are examined in previous chapters: (1) Roe's personality theory, (2) Holland's career typology theory, (3) the Ginzberg, Ginsburg, Axelrod, and Herma Theory, (4) psychoanalytic conceptions, (5) Super's developmental self-concept theory, (6) other personality theories, and (7) social systems theories.…
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Dual career and job sharing - two careers or half a career?
Heilbronner, Renée; Stünitz, Holger
2017-04-01
One option for a dual career that is often considered is job sharing. After 20 years of job sharing during the most competitive years of our careers we would like to share a few thoughts on some of the problems we came across. The typical job sharing situation is one of a young couple about to found a family. However, this need not be the case, many alternative models are thinkable, few are actually liveable. The list of problems we came across includes: 1 - The hiring age for professors keeps dropping. This adds extra stress to the competitive post doc time 2 - Postdoc positions are not designed for dual career. ... and much less for job sharing. 3 - The higher the academic position the less likely it is offered for job sharing. - because it is claimed that leadership and responsibility cannot be shared. - because two half positions do indeed cost more than one whole (what hiring institutions fail to see is that they get two instead of one fully qualified scientists in return) - because they are difficult to plan: what happens if one partner leaves the department? 4 - Age difference of dual career partners Partners of different age have different qualifications and experiences. Usually the career of the more advanced partners is promoted more, the career of the second partner falls behind.
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What Schools Are Doing around Career Development: Implications for Policy and Practice
Perry, Justin C.; Wallace, Eric W.
2012-01-01
This article describes the role that schools are playing in supporting career development for young people. It examines the history of career-related programming in schools, including school-to-work programs, career and technical education, the college and career readiness movement, and current school reform initiatives. This understanding of…
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Motivational Dynamics in the Development of Career Attitudes among Adolescents
Janeiro, Isabel Nunes
2010-01-01
Super (1990) proposed that the psychological determinants of career development attitudes are time perspective, self-esteem, and causal attributions. The present study analyzed the effects of these determinants on the career development attitudes of 320 students from grade 9 and 300 students from grade 12. The analysis of the data using structural…
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Early career professionals: the mission of a task force.
Barnes, G D; Lauw, M N
2016-07-01
Early career researchers and clinicians face unique challenges in comparison with more senior colleagues, for instance connecting with expert leaders outside of their own institution to enhance their expertise. As the largest international thrombosis and hemostasis professional society, the ISTH can play a central role in supporting the development of early career professionals. The ISTH Early Career Task Force was formed to improve support for, and encourage collaboration between early career thrombosis and hemostasis researchers and clinicians. These activities include (1) maintaining an online forum for early career ISTH members to connect, promote clinical, research, funding and educational activities, and to generate a sense of community; (2) broaden ISTH's reach with early career professionals in the developing world through promotion of the Reach-the-World fellowships and translating ISTH websites into six languages; (3) encourage early career engagement with ISTH activities, such as guidelines and guidance document processing and online webinar series; and (4) establishing this early career forum series in this journal. The JTH Forum series will highlight the early career perspective on a wide range of issues relevant to this group, and all ISTH early career members are encouraged to contribute. © 2016 International Society on Thrombosis and Haemostasis.
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What are the factors that affect band 5 nurses' career development and progression?
Balls, Paula
Continuing professional development (CPD) and career progression opportunities have been linked with job satisfaction and intent to remain in nursing. To provide an insight into band 5 registered nurses' perceptions of development opportunities and their ability to change posts. A hermeneutic phenomenological approach was used, collecting data through semi structured interviews with six RNs. Seven themes emerged, including the thirst for knowledge and the importance of structured learning and career advice. Barriers to career development were perceived as the working environment and the trust not enabling and facilitating development through funding and release time. Ward and team culture can inhibit career development and progression by failing to nurture staff and promote self confidence. In addition, organisational changes can facilitate career mobility.
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What schools are doing around career development: implications for policy and practice.
Perry, Justin C; Wallace, Eric W
2012-01-01
This article describes the role that schools are playing in supporting career development for young people. It examines the history of career-related programming in schools, including school-to-work programs, career and technical education, the college and career readiness movement, and current school reform initiatives. This understanding of schools' history, roles, opportunities, and constraints can help practitioners and policymakers think about how to build a system that supports youth development. Copyright © 2012 Wiley Periodicals, Inc., A Wiley Company.
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Evolving Stories of Child Career Development
Watson, Mark; Nota, Laura; McMahon, Mary
2015-01-01
Herein, the contributions to this special issue and positions the field of child career development in terms of its past, present, and future are considered. There is an initial brief overview of past developments in the field, specifically as described in seminal reviews. The article then considers the present status of and future agenda for the…
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Funding opportunities for investigators in the early stages of career development.
Sumandea, C Amelia; Balke, C William
2009-03-10
Many sources of advice and guidance are available to the early career investigator. Generally, mentors serve as the primary source of information, although program and review officers are the most underutilized resources. This article organizes these opportunities to enable early career investigators to plot a rational trajectory for career success. A list of the major agencies that provide grant support for early career investigators is included. In addition, funding opportunities are organized on the basis of the stage in career development pathway and the type of terminal degree.
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Good Hope in Chaos: Beyond Matching to Complexity in Career Development
Pryor, R. G. L.; Bright, J. E. H.
2009-01-01
The significance of both higher education and career counselling is outlined. The predominant matching paradigm for career development service delivery is described. Its implications for reinforcing the status quo in the South African community are identified and questioned. The Chaos Theory of Careers (CTC) is suggested as an alternative…
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The Work/Family Challenge: A Key Career Development Issue.
Kahnweiler, William M; Kahnweiler, Jennifer B.
1992-01-01
A few corporations are responding to the impact of family structural changes on workers' ability to balance their roles with flexible benefits and schedules and with training. Work/family issues are an integral part of career and life decision making and must be incorporated into the career development process. (SK)
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Career development of South African knowledge workers
Directory of Open Access Journals (Sweden)
Adeline Du Toit
2011-03-01
Full Text Available The demand for knowledge workers is on the increase, yet little is known about their career perceptions and attitudes. The objective of this article is to determine the factors affecting the career development of knowledge workers in South Africa. Part-time learners of a postgraduate course were used as a purposive sample and 82 completed questionnaires were received. The results of the online survey provide an interesting look at the unique career issues knowledge workers experience from a South African perspective. Issues identified dealt with the lack of importance placed upon organisational training, the lack of interest in temporary work assignments and the low importance placed on learning from mentors. Organisations need to take note of their reward structures as knowledge workers have indicated that promotions and rewards based on their knowledge is insufficient.
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Developing a career advancement program.
Pinette, Shirley L
2003-01-01
Have you ever asked yourself, "What will I be doing five or ten years from now?" "Will I be doing the same thing I'm doing right now?" How would you feel if the answer were "yes"? I often wonder if any of my employees think the same thing. If they do, and the answer is "yes," just how does that make them feel? A day's work for managers can run the gamut--from billing and coding, to patient issues, to staff performance reviews, to CQI, to JCAHO-just to name a few. We're NEVER bored. Can we say the same of our employees, or do they do the same thing day in and day out? If so, it's no wonder that attitudes may become negative and motivation and productivity may decline. What are we as healthcare managers and administrators doing to value and continually train our employees so that staff morale, productivity and patient satisfaction remain high? What are we doing to keep those highly motivated employees motivated and challenged so that they don't get bored and want to move across town to our neighboring hospital or healthcare center? What are we doing to stop our employees from developing the "same job, different day" attitude? A Career Ladder program holds many benefits and opportunities for the motivated employee who seeks and needs additional challenges on the job. It affords them opportunities to learn new skills, demonstrate initiative, accept additional responsibilities and possibly advance into new positions. It also affords them opportunities to grow, to be challenged and to feel like an important and valued member of the radiology team and radiology department. For the manager, a Career Ladder program affords opportunities to retain valuable employees, attract new high-quality employees and maintain a workforce of well-trained highly motivated employees, which in turn will provide high quality products and services to our customers. A Career Ladder program is a "win-win" situation for everyone. For the last twelve months, I have been working with other
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Identity Formation in Career Development for Gifted Women.
Phelps, Christine E.
1991-01-01
Necessary developmental tasks concerned with identity development of gifted college women include developing competence, managing emotions, developing autonomy, establishing identity, freeing interpersonal relationships, developing purpose, and developing integrity. These issues may be used as counseling interventions to raise career aspirations.…
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Validating a Measure of Stages of Change in Career Development
Hammond, Marie S.; Michael, Tony; Luke, Charles
2017-01-01
Research on the processes of change in career development has focused on developmental stages rather than processes. This manuscript reports on the development and validation of the stages of change-career development scale, adapted from McConnaughy, Prochaska, & Velicer (1983) measure of stages of change in psychotherapy. Data from 875…
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Developing College and Career Readiness through the Man Up! Men's Leadership Summit
Besnoy, Kevin; Clayton-Code, Kimberly; Whitman, Mary
2013-01-01
High school guidance counselors have a tremendous job of balancing their administrative responsibilities and providing students with career and college guidance. However, collaborative efforts that bring together guidance counselors, institutions of higher learning, and local community members can provide students with the guidance needed to set…
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Developing an integrated career and competency framework for diabetes nursing.
Davis, Ruth; Turner, Eileen; Hicks, Deborah; Tipson, Margaret
2008-01-01
To describe the development of an integrated career and competency framework for diabetes nursing. The UK Nursing and Midwifery Council provides a definition of competence, but the terminology used in relation to the subject is often ambiguous and confusing. These concepts are explored in relation to nursing practice and the different approaches to competency framework development are described. To work alongside the Royal College of Nursing (RCN) and Skills for Health competency initiatives, a Diabetes Nursing Strategy Group representing nurses working in diabetes care was formed to oversee the development of an integrated career and competency framework for diabetes nursing. At the outset, the design was guided by the RCN Practice Development Team and employed qualitative methodology including the modified Delphi and nominal group technique. A purposive sample of nurses representing all sectors and grades of staff involved in diabetes care was invited to workshops to undertake a values clarification exercise. Content analysis was performed to identify themes. Further workshops identified areas of specialist practice and competence statements were developed and refined in a series of consultations. Competence statements for a range of diabetes-related areas were produced for nurses at the levels of unregistered practitioners, competent nurses, experience/proficient nurses, senior practitioners/expert nurses and consultant nurses. The description of the process of developing of the integrated career and competency framework should help other groups going through the same process. Relevance to clinical practice. In addition to helping groups identify a formula for the development of a competency framework, the framework itself is designed to provide a basis for educational programmes, personal career development and a tool for managers managing career progression within diabetes nursing.
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Mobley, Catherine; Sharp, Julia L.; Hammond, Cathy; Withington, Cairen; Stipanovic, Natalie
2017-01-01
Our study is part of a broader longitudinal study of a state-mandated career-focused school reform policy. We investigate whether career and technical education (CTE) and non-CTE students differed in interactions with guidance counselors, level of participation in career planning and development, and beliefs about the relevance of having a career…
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Career and Technical Education. 2016 Annual Report
Utah System of Higher Education, 2016
2016-01-01
Career and Technical Education (CTE) is a key ingredient to meet the needs of Utah's economy. Utah System of Higher Education (USHE) institutions offer CTE programs in all regions of the state, working closely with local business and industry leaders to develop and deliver programs specifically tailored to local workforce development needs. This…
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Career and Technical Education. 2015 Annual Report
Utah System of Higher Education, 2015
2015-01-01
Career and Technical Education (CTE) is a key ingredient to meet the needs of Utah's economy. Utah System of Higher Education (USHE) institutions offer CTE programs in all regions of the state, working closely with local business and industry leaders to develop and deliver programs specifically tailored to local workforce development needs. This…
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76 FR 68200 - National Heart, Lung, and Blood Institute; Notice of Closed Meetings
2011-11-03
...: National Heart, Lung, and Blood Institute Special Emphasis Panel; NHLBI Career Enhancement Grants for Stem Cell Research. Date: November 29, 2011. Time: 1 p.m. to 3 p.m. Agenda: To review and evaluate grant... Institute Special Emphasis Panel; Clinical Hematology and Transfusion Medical Research Career Development...
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New Dimensions in Career Development for Adults: Conference Preceedings.
Creamer, Don G., Ed.
The purpose of this conference was to focus attention on career development for adults. The meeting was based on the fact that mid-life career changes are now commonplace; re-evaluation of personal values regarding the fullness of life is no longer a strange phenomenon for anyone. The assumption was that people such as counselors, who purport to…
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Chance Events in Career Development: Influence, Control and Multiplicity
Bright, Jim E. H.; Pryor, Robert G. L.; Chan, Eva Wing Man; Rijanto, Jeniyanti
2009-01-01
This article reports three studies on the nature and impact of chance events. The first study investigated chance events in terms of the dimensions of influence and control. The second and third studies investigated the effects of multiplicity of chance events on career development are in terms of respondents' own careers and then in terms of…
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Teaching and Research at Undergraduate Institutions
Garg, Shila
2006-03-01
My own career path has been non-traditional and I ended up at a primarily undergraduate institution by pure accident. However, teaching at a small college has been extremely rewarding to me, since I get to know and interact with my students, have an opportunity to work with them one-on-one and promote their intellectual growth and sense of social responsibility. One of the growing trends at undergraduate institutions in the past decade has been the crucial role of undergraduate research as part of the teaching process and the training of future scientists. There are several liberal arts institutions that expect research-active Faculty who can mentor undergraduate research activities. Often faculty members at these institutions consider their roles as teacher-scholars with no boundary between these two primary activities. A researcher who is in touch with the developments in his/her own field and contributes to new knowledge in the field is likely to be a more exciting teacher in the classroom and share the excitement of discovery with the students. At undergraduate institutions, there is generally very good support available for faculty development projects in both teaching and research. Often, there is a generous research leave program as well. For those who like advising and mentoring undergraduates and a teaching and learning centered paradigm, I will recommend a career at an undergraduate institution. In my presentation, I will talk about how one can prepare for such a career.
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Bradley, A. C.; Hindshaw, R. S.; Fugmann, G.; Mariash, H.
2016-12-01
The Association of Polar Early Career Scientists was established by early career researchers during the 2007-2008 International Polar Year as an organization for early career researchers in the polar and cryospheric sciences. APECS works to promote early career researchers through soft-skills training in both research and outreach activities, through advocating for including early career researchers in all levels of the scientific process and scientific management, and through supporting a world-wide network of researchers in varied fields. APECS is lead by early career researchers; this self-driven model has proved to be an effective means for developing the leadership, management, and communication skills that are essential in the sciences, and has shown to be sustainable even in a community where frequent turn-over is inherent to the members. Since its inception, APECS has reached over 5,500 members in more than 80 countries, and we have placed more than 50 early career researchers on working groups and steering committees with organizations around the world in the last two years alone. The close partnerships that APECS has with national and international organizations exposes members to both academic and alternative career paths, including those at the science-policy interface. This paper describes APECS's approach to experiential learning in professional development and the best practices identified over our nearly ten years as an organization.
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75 FR 48699 - National Cancer Institute; Notice of Closed Meeting
2010-08-11
... personal privacy. Name of Committee: National Cancer Institute Initial Review Group, Subcommittee I--Career Development, NCI-I Career Development. Date: September 21, 2010. Time: 8 a.m. to 6 p.m. Agenda: To review and.... Contact Person: Sergei Radaev, PhD, Scientific Review Officer, Resources and Training Review Branch...
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76 FR 1625 - National Cancer Institute; Notice of Closed Meeting
2011-01-11
... personal privacy. Name of Committee: National Cancer Institute Initial Review Group; Subcommittee I--Career Development, Career Development. Date: February 22-23, 2011. Time: February 22, 2011, 8 a.m. to 6 p.m. Agenda: To review and evaluate to review and evaluate grant applications. Place: Hilton Alexandria Old Town...
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The Charlotte-Mecklenburg Teacher Career Development Program.
Schlechty, Phillip C.; And Others
1985-01-01
Effective training, evaluation, and incentives are key aspects of this school system's six-level career ladder program for teacher development. The three-pronged committee structure for planning and communication and the program's ownership by everyone involved have been vital to its successful planning and development. (DCS)
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Theories of Career Development. Fourth Edition.
Osipow, Samuel H.; Fitzgerald, Louise F.
This book describes and assesses the major theories of career choice and related research. The following are among the topics examined: history of vocational and career psychology (historical foundations; psychoanalytic conceptions of career choice; the Ginzberg, Ginsburg, Axelrad, and Herma theory; Tiedeman's developmental theory; recent history…
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Sangganjanavanich, Varunee Faii
2009-01-01
Assisting transgender individuals is a concern for career development practitioners because there is a lack of knowledge on this topic. The complexity of gender reassignment surgery brings challenges and unique needs to this population, throughout gender transition, and requires career development practitioners to understand these challenges and…
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Waddell, Janice; Spalding, Karen; Canizares, Genevieve; Navarro, Justine; Connell, Michelle; Jancar, Sonya; Stinson, Jennifer; Victor, Charles
2015-11-24
Student nurses often embark on their professional careers with a lack of the knowledge and confidence necessary to navigate them successfully. An ongoing process of career planning and development (CPD) is integral to developing career resilience, one key attribute that may enable nurses to respond to and influence their ever-changing work environments with the potential outcome of increased job satisfaction and commitment to the profession. A longitudinal mixed methods study of a curriculum-based CPD program was conducted to determine the program's effects on participating students, new graduate nurses, and faculty. This first in a series of three papers about the overall study's components reports on undergraduate student outcomes. Findings demonstrate that the intervention group reported higher perceived career resilience than the control group, who received the standard nursing curriculum without CPD. The program offered students the tools and resources to become confident, self-directed, and active in shaping their engagement in their academic program to help achieve their career goals, whereas control group students continued to look uncertainly to others for answers and direction. The intervention group recognized the value of this particular CPD program and both groups, albeit differently, highlighted the key role that faculty played in students' career planning.
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Hughes, Cathy; Thomas, Trang
2003-01-01
A research review identified a range of family process variables associated with enhanced career development for adolescents and young adults. Findings were consistent with the theories of Roe (personality development and career choice) and Super (life-span, life-space) regarding the influence of family processes on career development. (Contains…
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Historical Context, Institutional Change, Organizational Structure, and the Mental Illness Career
Walter, Charles Thomas
2013-01-01
This dissertation demonstrates how patients' mental illness treatment careers depend on the change and/or stability among differing levels of social structure. Theorists of the mental illness career tend to ignore the role that higher levels of social structural change have on individuals' mental illness career. Researchers using an organizational perspective tend to focus on the organizational environment but ignore the treatment process from the individual's point of view. Both perspectives...
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Career Development and Social Inclusion at St Patrick's College: A Case Study
Hughes, Cathy
2010-01-01
Consistent with the Commonwealth government's social inclusion agenda, the mission statement of St Patrick's College advocates the development and delivery of career development services and programs that promote social justice and social inclusion. This case study describes the evolving career development program at St Patrick's College, which…
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Career competencies for the modern career
Kuijpers, Marinka; Scheerens, Jaap
2006-01-01
Career development gains new meaning in the context of employability demands in a knowledge economy. In this context, increased mobility, a dynamic work environment, and an increased level of career support from employers are seen as characteristics of a modern career. All of these characteristics
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Assessing a Holistic Trait and Factor Approach to Career Development of College Students.
Johnson, Patrick; Nichols, Cassandra N.; Buboltz, Walter C., Jr.; Riedesel, Brian
2002-01-01
To assess the impact of a holistic career and life planning course on college students, the authors asked 209 students in treatment and control groups to complete measures of career development. Results indicate that the course significantly increases vocational identity and career decision-making self-efficacy and decreases career indecision.…
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1997-09-01
program include the ACEIT software training and the combination of Department of Defense (DOD) application, regression, and statistics. The weaknesses...and Integrated Tools ( ACEIT ) software and training could not be praised enough. AFIT vs. Civilian Institutions. The GCA program provides a Department...very useful to the graduates and beneficial to their careers. The main strengths of the program include the ACEIT software training and the combination
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McLean, Marsha Renee
2010-01-01
The purpose of this study was to explore the relationship of geographic mobility and institutional prestige to career advancement defined as administrative promotions of women seeking midcareer-, senior-, or executive-level positions at academic health centers (AHCs) and their medical schools or in non-AHC related medical schools in the United…
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Fang, Di; Meyer, Roger E
2003-12-01
To assess the effect of Howard Hughes Medical Institute's (HHMI) two one-year research training programs for medical students on the awardees' research careers. Awardees of the HHMI Cloister Program who graduated between 1987 and 1995 and awardees of the HHMI Medical Fellows Program who graduated between 1991 and 1995 were compared with unsuccessful applicants to the programs and MD-PhD students who graduated during the same periods. Logistic regression analyses were conducted to assess research career outcomes while controlling for academic and demographic variables that could affect selection to the programs. Participation in both HHMI programs increased the likelihood of receiving National Institutes of Health postdoctoral support. Participation in the Cloister Program also increased the likelihood of receiving a faculty appointment with research responsibility at a medical school. In addition, awardees of the Medical Fellows Program were not significantly less likely than Medical Scientist Training Program (MSTP) and non-MSTP MD-PhD program participants to receive a National Institutes of Health postdoctoral award, and awardees of the Cloister Program were not significantly less likely than non-MSTP MD-PhD students to receive a faculty appointment with research responsibility. Women and underrepresented minority students were proportionally represented among awardees of the two HHMI programs whereas they were relatively underrepresented in MD-PhD programs. The one-year intensive research training supported by the HHMI training programs appears to provide an effective imprinting experience on medical students' research careers and to be an attractive strategy for training physician-scientists.
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Ethnic Identity and Career Development among First-Year College Students
Duffy, Ryan D.; Klingaman, Elizabeth A.
2009-01-01
The current study explored the relation of ethnic identity achievement and career development progress among a sample of 2,432 first-year college students who completed the Career Decision Profile and Phinney's Multigroup Ethnic Identity Measure. Among students of color, correlational analyses revealed a series of statistically significant, but…
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The Adolescent-Parent Career Congruence Scale: Development and Initial Validation
Sawitri, Dian R.; Creed, Peter A.; Zimmer-Gembeck, Melanie J.
2013-01-01
Although there is a growing interest in the discrepancy between parents and their adolescent children in relation to career expectations, there is no existing, psychometrically sound scale that directly measures adolescent-parent career congruence or incongruence. This study reports the development and initial validation of the Adolescent-Parent…
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Vocational Guidance Counselors Tackle Changes in Career Development Services. A VES Briefing Paper.
Sutley, Amy; Pershing, James A.
Vocational guidance counselors face a number of concerns as they try to develop career guidance and counseling programs. Because of changes in the workplace as a result of high technology, phrases such as work readiness, career maturity, and career adaptability are essential to the understanding of where a person is in the career decision-making…
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Leadership Development in Dental Education: Report on the ADEA Leadership Institute, 2000-14.
Haden, N Karl; Ditmyer, Marcia M; Mobley, Connie; Rodriguez, Tobias; Brallier, Lynn Beck; Valachovic, Richard W
2016-04-01
The American Dental Education Association’s Leadership Institute (ADEA LI) is the association’s flagship development program for those aspiring to leadership in dental and higher education. As with previous studies of the ADEA LI, ADEA will use information from the survey described in this report to improve the ADEA LI curriculum and to guide other leadership development efforts. In 2014-15, ADEA distributed a 50-item online survey via email to all ADEA LI alumni from the classes of 2000 through 2014. The survey included selected-response questions, closed-ended questions, and open-response questions. The survey had an overall response rate of 47% (133/285); response rates to individual items varied. The mean age of the respondents when they participated in the Institute was 48.5 years. Men and women were almost equally represented among the respondents. Nearly half reported their ultimate career goal as department chair, associate dean, or assistant dean, while 20 (15.8%) indicated a goal of becoming dean and 15 (11.8%) aspired to administrative roles higher than dean. Areas the respondents recommended for improvement included more programming in budgeting and financial management, fundraising, and personnel management. Almost 100% of the respondents indicated they would recommend the ADEA LI to others. Overall, the survey respondents confirmed the value of the ADEA LI in their assessment of their fellowship and its subsequent application to their careers. Comparison of elements from this study to previous studies of ADEA LI alumni demonstrates the effectiveness of past changes made to the Institute and the creation of additional ADEA leadership initiatives.
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The Role of Family Dynamics in Career Development of 5-Year-Olds.
Seligman, Linda; And Others
1988-01-01
Examined whether, how, and to what extent young children's (N= 24) perceptions of themselves and their families related to their career development, career awareness, and work and family aspirations. Results suggest that young children cannot be clearly differentiated between those who are family-oriented and those who are career-oriented. (ABL)
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Career Development of Women in Academia: Traversing the Leaky Pipeline
Gasser, Courtney E.; Shaffer, Katharine S.
2014-01-01
Women's experiences in academia are laden with a fundamental set of issues pertaining to gender inequalities. A model reflecting women's career development and experiences around their academic pipeline (or career in academia) is presented. This model further conveys a new perspective on the experiences of women academicians before, during and…
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Identity Bargaining: A Policy Systems Research Model of Career Development.
Slawski, Carl
A detailed, general and comprehensive accounting scheme is presented, consisting of nine stages of career development, three major sets of elements contributing to career choice (in terms of personal, cultural and situational roles), and 20 hypotheses relating the separate elements. Implicit in the model is a novel procedure and method for…
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Resumes as a Proactive Career Development Tool: An Innovation at Keuka College Career Center.
Miner, Todd
2000-01-01
A proactive resume can help individuals understand workplace demands and their fit with them. Development of proactive resumes focuses first on employability skills and then on skills and attributes of specific professions or careers. (SK)
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Factors Influencing the Career Planning and Development of University Students in Jordan
Khasawneh, Samer
2010-01-01
The purpose of this study was to translate and validate an Arabic version of the career influence inventory for use in Jordan. The study also investigated perceptions of university students of the influential factors that have influenced their career planning and development. The validated career influence inventory was administered to 558…
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Rice, Treva K; Liu, Li; Jeffe, Donna B; Jobe, Jared B; Boutjdir, Mohamed; Pace, Betty S; Rao, Dabeeru C
2014-01-01
The Summer Institute Program to Increase Diversity (SIPID) in Health-Related Research is a career advancement opportunity sponsored by the National Heart, Lung, and Blood Institute. Three mentored programs address difficulties experienced by junior investigators in establishing independent research careers and academic advancement. Aims are to increase the number of faculty from under-represented minority groups who successfully compete for external research funding. Data were collected using a centralized data-entry system from three Summer Institutes. Outcomes include mentees' satisfaction rating about the program, grant and publications productivity and specific comments. Fifty-eight junior faculty mentees (38% male) noticeably improved their rates of preparing/submitting grant applications and publications, with a 18-23% increase in confidence levels in planning and conducting research. According to survey comments, the training received in grantsmanship skills and one-on-one mentoring were the most valuable program components. The SIPID mentoring program was highly valued by the junior faculty mentees. The program will continue in 2011-2014 as PRIDE (PRogram to Increase Diversity among individuals Engaged in health-related research). Long-term follow-up of current mentees will be indexed at five years post training (2013). In summary, these mentoring programs hope to continue increasing the diversity of the next generation of scientists in biomedical research.
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Irwan; Gustientiedina; Sunarti; Desnelita, Yenny
2017-12-01
The purpose of this study is to design a counseling model application for a decision-maker and consultation system. This application as an alternative guidance and individual career development for students, that include career knowledge, planning and alternative options from an expert tool based on knowledge and rule to provide the solutions on student’s career decisions. This research produces a counseling model application to obtain the important information about student career development and facilitating individual student’s development through the service form, to connect their plan with their career according to their talent, interest, ability, knowledge, personality and other supporting factors. This application model can be used as tool to get information faster and flexible for the student’s guidance and counseling. So, it can help students in doing selection and making decision that appropriate with their choice of works.
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Psychological career resources of working adults: A South African survey
Directory of Open Access Journals (Sweden)
Melinde Coetzee
2008-10-01
Full Text Available The main objective of this study was to explore broad trends regarding how individuals from various age, educational, marital, race and gender groups in the South African organisational context differ in terms of their psychological career resources, as measured by the Psychological Career Resources Inventory. A sample of 2 997 working adults registered as students at a South African higher distance education institution participated in this study. The results indicate significant differences between the various biographical variables and the participants’ psychological career resources. In the context of employment equity, and with more women entering the workplace, this study is expected to contribute important knowledge that will inform career development practices concerned with enhancing employees’ career meta-competencies as an important element of their general employability.
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Kraimer, Maria L; Seibert, Scott E; Wayne, Sandy J; Liden, Robert C; Bravo, Jesus
2011-05-01
This study examines antecedents and behavioral outcomes of employees' perceptions of organizational support for development. We first propose that employees' past participation in formal developmental activities and experience with developmental relationships positively relate to their perceptions of organizational support for development. We then propose that perceived career opportunity within the organization moderates the relationship between organizational support for development and employee performance and turnover. Using a sample of 264 exempt-level employees and their supervisors, we found that participation in training classes, leader-member exchange, and career mentoring were each positively related to employees' perceptions of organizational support for development. We also found support for the moderator hypotheses. Specifically, development support positively related to job performance, but only when perceived career opportunity within the organization was high. Further, development support was associated with reduced voluntary turnover when perceived career opportunity was high, but it was associated with increased turnover when perceived career opportunity was low. Our study demonstrates that social exchange and career motivation theory work together to explain when and how employees' perceptions of organizational support for development relate to turnover and job performance.
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Hoover, Myrna P.; Lenz, Janet G.; Garis, Jeff
2013-01-01
This monograph is intended for any career services provider seeking a guide for developing employer relations and recruitment services at a postsecondary institution. It serves to inform readers about the changing meaning of "placement" over the years and the role it currently plays in career services. The publication describes…
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Jagsi, Reshma; DeCastro, Rochelle; Griffith, Kent A; Rangarajan, Soumya; Churchill, Cristina; Stewart, Abigail; Ubel, Peter A
2011-11-01
To examine the careers of career development award recipients. In 2009, a postal survey was conducted of 818 recipients of K08 and K23 awards in 2000-2001 to examine career paths and personal characteristics. Of 589 respondents (72% response rate), 211 (35.9%) were female. Women were less likely to have children (Psuccessful (P=.002), and they published fewer papers (P=.001). Overall, 118 women (55.9%) and 274 men (72.5%) met at least one of the following criteria for success: serving as principal investigator on an R01 or grants>$1,000,000 since K award receipt, publishing at least 35 publications since K award year, or serving as dean, department chair, or division chief. In a multivariate model, gender (odds ratio 1.72, P=.003) was associated with the likelihood of success by this definition, and analysis revealed no significant interactions (including with parental status). Most of these promising investigators of both genders remained in academia and received promotions. However, gender differences in success existed, unrelated to parental status, suggesting a need for ongoing investigation of the causes of gender differences in academic medical careers.
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Education and training benefiting a career as entrepreneur
DEFF Research Database (Denmark)
Cheraghi, Maryam; Schøtt, Thomas
2015-01-01
in micro-level contexts such as networks and macro-level contexts such as institutions. Implications for policy and education – Understanding the gendering of human capital and careers has implications for policy and education aimed at developing human resources, especially for mobilising women......Purpose – Gender gaps pervade human activity. But little is known about forces reshaping gaps across career phases, from education to running a business. The purpose of this study is to account for gender gaps owing to a lack of education and training. Such gaps may accumulate over one......’s entrepreneurial career and widen or narrow due both to environmental forces that reconfigure the gap across career phases and to the gendering of competencies and benefits from education and training. Methodology – A representative sample of 110,689 adults around the world was surveyed in the Global...
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Career Development and Counselling Needs of LGBTQ High School Students
Chen, Charles P.; Keats, Amanda
2016-01-01
There is a dearth of research concerning the career development and counselling issues that are relevant for high school students who identify as lesbian, gay, bisexual, transgender and queer (LGBTQ). As such, little is known to understand LGBTQ students when it comes to their career-related struggles and needs. This article attempts to examine…
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Evaluating Career Development Resources: Lessons from the Earth Science Women's Network (ESWN)
Kogan, M.; Laursen, S. L.
2010-12-01
Retention of geoscientists throughout the professional pipeline is especially challenging in the case of groups that are already underrepresented in science, including racial minorities and women. The Earth Science Women’s Network (ESWN) is a professional network of early-career female geoscientists that provides its members with a variety of career resources, through both informal, online and in-person networking and formal career development workshops. The group’s members are of diverse nationalities and racial/ethnic backgrounds, of various age cohorts and career stages, but primarily graduate students, postdocs, and early-career researchers. With funding from an NSF ADVANCE grant to ESWN, we have conducted a detailed survey of ESWN members as part of an evaluation-with-research study that aims to determine the career needs of young geoscientists. The survey data provide information about members’ personal and professional situations, their professional development needs, and obstacles they face as young women scientists. ESWN members indicated a variety of areas of professional growth that would advance their scientific careers, but at all career stages, members chose expanding their professional networks as among their top career needs. Professional networking has established benefits for retention of people from groups underrepresented in science, including women: it introduces young scientists to career best practices and advancement opportunities, provides access to role models, and creates a sense of community. ESWN members strongly indicate that their professional networks benefited from their involvement with the Network. The community aspect of network-building is especially important for people from underrepresented groups, as they often feel alone due to the lack of role models. The intimate character of the ESWN discussion list greatly contributes to its members’ sense of community. Moreover, personal concerns and professional success are
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Directory of Open Access Journals (Sweden)
Dr. Maria Luisa A. Valdez
2014-04-01
Full Text Available This research aims to assess the reports generated from the Dermatoglyphics Multiple Intelligence Test (DMIT administered by selected DMIT resource companies and consultancy firms in India with the end view of identifying its implication to career guidance program enhancement of academic institutions. This paper employed the descriptive research method which involved the use of documentary analysis, questionnaires and interviews with purposively selected respondents supported by the researchers’ analysis and insights with reference to the content of the data. Findings of this research revealed that the dermatoglyphics, as a scientific discipline, began with the publication of Purkinje’s thesis (1823 and Galton’s classic book, Fingerprints (1892; DMIT is a remarkable offshoot of Howard Gardner’s Theory of Multiple Intelligences which has the following salient features: Overview of the Dermatoglyphics and the Dermatoglyphics Multiple Intelligence Test/Analysis; Personality Assessment; Profile based on Gardner’s Multiple Intelligences and Dunn’s Brain Lateralization Theories; Learning Styles; Competency and Compatibility Profiles; Working Style; Leadership Style; Management Style; Report Interpretation; and Customized Academic and Relationship Advises; the respondents of this study gave their perceptions with reference to the beneficial results of the DMIT; and the foregoing findings have some implications that may be used by academic institutions to enhance their career guidance program.
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Directory of Open Access Journals (Sweden)
Ahmad Tisman Pasha
2017-03-01
Full Text Available The objective of the study is to investigate the mediating role of career commitment between career development practices and career success of employee in insurance sector of Pakistan. Survey method was adopted to collect the data form 374 employees working in insurance sector systematic sampling. PLS-SEM technique was used using Smart PLS 2.0 to analyze the data. Findings of the study suggests that employees’ career development practices have positive relationship with career commitment and career success. Career commitment also have a positive relation with career success. Finally, career commitment mediates the positive role between career development practices and career of insurance sector employees. The effect of career development practices on career commitment and effect of career development practices on career success has been checked in past studies but the mediating role of career commitment particularly for the employees of insurance sector has not been checked before.
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Review of Literature on the Career Transitions of Performing Artists Pursuing Career Development
Middleton, Jerry C.; Middleton, Jason A.
2017-01-01
Few studies in the existent empirical literature explore the career transitions of performing artists. First, we provide working definitions of career transition and of a performing artist. Thereafter, we peruse empirical studies, from the 1980s onward, that delineate the career transition process in terms of three main types of transition:…
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Energy Technology Data Exchange (ETDEWEB)
Kimple, Randall J., E-mail: rkimple@humonc.wisc.edu [Department of Human Oncology, University of Wisconsin, Madison, Wisconsin (United States); Kao, Gary D. [Department of Radiation Oncology, University of Pennsylvania, Philadelphia, Pennsylvania (United States)
2013-03-15
Purpose: Between 2000 and 2010, the American Society for Radiation Oncology (ASTRO) awarded 22 Junior Faculty Career Development Awards (JFA) totaling $4.4 million. This study aimed to evaluate the impact of these awards on the grantees' career development, including current position, publications, and subsequent independent grant funding. Methods: Each awardee was requested via email and telephone to provide an updated curriculum vitae, a National Institutes of Health (NIH) biosketch, and information regarding current position of employment. Twenty-one of the 22 JFA recipients complied. Reported grant funding was extracted from each candidate's CV, and the amounts of NIH grants obtained were confirmed via NIH REPORTER. Reported publications were confirmed via PubMed. Results: All survey respondents (21 of 21) have remained in academic positions. Subsequent aggregate grant funding totaled more than $25 million (range, $0-$4.1 million), 5.9 times the initial investment. NIH grant funding totaled almost $15 million, 3 times the initial investment. Awardees have published an average of 34.6 publications (range, 0-123) for an overall rate of 4.5 papers/year (range, 1-11). Conclusions: ASTRO JFAs over the past decade have been strongly associated with grantees remaining in academic positions, success in attracting private and NIH grants, and publication productivity. In an era of dwindling federal research funding, the support provided by the ASTRO JFA may be especially helpful to support the research careers of promising junior faculty members.
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Kimple, Randall J; Kao, Gary D
2013-03-15
Between 2000 and 2010, the American Society for Radiation Oncology (ASTRO) awarded 22 Junior Faculty Career Development Awards (JFA) totaling $4.4 million. This study aimed to evaluate the impact of these awards on the grantees' career development, including current position, publications, and subsequent independent grant funding. Each awardee was requested via email and telephone to provide an updated curriculum vitae, a National Institutes of Health (NIH) biosketch, and information regarding current position of employment. Twenty-one of the 22 JFA recipients complied. Reported grant funding was extracted from each candidate's CV, and the amounts of NIH grants obtained were confirmed via NIH REPORTER. Reported publications were confirmed via PubMed. All survey respondents (21 of 21) have remained in academic positions. Subsequent aggregate grant funding totaled more than $25 million (range, $0-$4.1 million), 5.9 times the initial investment. NIH grant funding totaled almost $15 million, 3 times the initial investment. Awardees have published an average of 34.6 publications (range, 0-123) for an overall rate of 4.5 papers/year (range, 1-11). ASTRO JFAs over the past decade have been strongly associated with grantees remaining in academic positions, success in attracting private and NIH grants, and publication productivity. In an era of dwindling federal research funding, the support provided by the ASTRO JFA may be especially helpful to support the research careers of promising junior faculty members. Copyright © 2013 Elsevier Inc. All rights reserved.
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International Nuclear Information System (INIS)
Kimple, Randall J.; Kao, Gary D.
2013-01-01
Purpose: Between 2000 and 2010, the American Society for Radiation Oncology (ASTRO) awarded 22 Junior Faculty Career Development Awards (JFA) totaling $4.4 million. This study aimed to evaluate the impact of these awards on the grantees' career development, including current position, publications, and subsequent independent grant funding. Methods: Each awardee was requested via email and telephone to provide an updated curriculum vitae, a National Institutes of Health (NIH) biosketch, and information regarding current position of employment. Twenty-one of the 22 JFA recipients complied. Reported grant funding was extracted from each candidate's CV, and the amounts of NIH grants obtained were confirmed via NIH REPORTER. Reported publications were confirmed via PubMed. Results: All survey respondents (21 of 21) have remained in academic positions. Subsequent aggregate grant funding totaled more than $25 million (range, $0-$4.1 million), 5.9 times the initial investment. NIH grant funding totaled almost $15 million, 3 times the initial investment. Awardees have published an average of 34.6 publications (range, 0-123) for an overall rate of 4.5 papers/year (range, 1-11). Conclusions: ASTRO JFAs over the past decade have been strongly associated with grantees remaining in academic positions, success in attracting private and NIH grants, and publication productivity. In an era of dwindling federal research funding, the support provided by the ASTRO JFA may be especially helpful to support the research careers of promising junior faculty members
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Tube Maps for Effective Geoscience Career Planning and Development
Keane, C. M.; Wilson, C. E.; Houlton, H. R.
2013-12-01
One of the greatest challenges faced by students and new graduates is the advice that they must take charge of their own career planning. This is ironic as new graduates are least prepared to understand the full spectrum of options and the potential pathways to meeting their personal goals. We will examine the rationale, tools, and utility of an approach aimed at assisting individuals in career planning nicknamed a "tube map." In particular, this approach has been used in support of geoscientist recruitment and career planning in major European energy companies. By utilizing information on the occupational sequences of geoscience professionals within an organization or a community, a student or new hire can quickly understand the proven pathways towards their eventual career goals. The tube map visualizes the career pathways of individuals in the form of a subway map, with specific occupations represented as "stations" and pathway interconnections represented as "transfers." The major application of this approach in the energy sector was to demonstrate both the logical career pathways to either senior management or senior technical positions, as well as present the reality that time must be invested in "lower level" jobs, thereby nullifying a persistent overinflated sense of the speed of upward mobility. To this end, we have run a similar occupational analysis on several geoscience employers, including one with somewhat non-traditional geoscience positions and another that would be considered a very traditional employer. We will examine the similarities and differences between the resulting 'tube maps,' critique the tools used to create the maps, and assess the utility of the product in career development planning for geoscience students and new hires.
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The Career Perceptions of Academic Staff and Human Resource Discourses in English Higher Education
Strike, Tony; Taylor, John
2009-01-01
This paper sets out findings from research that considered the interplay between English national policy developments in human resources management in higher education and the personal stories of academic staff as career participants. Academic careers are pursued in an institutional and national policy context but it was not clear that the formal…
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Analysis of medical students' needs for development of a career guidance program.
An, Hyejin; Kim, Eunjeong; Hwang, Jinyoung; Lee, Seunghee
2014-09-01
The purpose of this study is to provide basic data for the development of a career guidance program through a demand survey. For this purpose, three study topics were examined: Is there a difference between the satisfaction and importance of a career program? Is there a difference between the satisfaction and importance of a career program by gender, grade level? and What type of mentor and the mentoring way of medical students demanded? The subjects were 380 students at Seoul National University College of Medicine. The data were analyzed by frequency analysis, paired t-test, and Borich's formula. By t-test with matched samples for satisfaction-importance, We noted statistically significant differences in all domains. In particular, the difference was greater in the second year. According to the needs analysis, the most urgent program is meeting with seniors in various career areas. Also, medical students hope for mentor from clinical professors of the university and successful medical practitioners, and personal counseling. These results show that medical students need a career guidance program. The findings of the study can be used to guide the development of career education programs and curriculum for medicine students.
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On Teacher Career Development: A Conversation with Phillip Schlechty.
Brandt, Ron
1985-01-01
Briefly discusses Phillip Schlechty's view on teacher career development with university cooperation, needs for systematic faculty development, appropriate administrator roles, encouragement of professionalism, the use of differentiated staffing patterns, and appropriate attitudes toward reform. (PGD)
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Recovered Alcoholics and Career Development: Implications for Human Resource Development
Gedro, Julie; Mercer, Frances; Iodice, Jody D.
2012-01-01
This article presents three issues regarding alcoholism, recovery, and career development. First, alcoholism is a disease that creates health and wellness problems for those it afflicts. It also impacts individual and workplace productivity. Second, alcoholism has a persistent stigmatization. As a result, those alcoholics who are in recovery face…
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The Gender-Mediated Impact of a Career Development Intervention
Cassie, Diana V. W.; Chen, Charles P.
2012-01-01
This study examined the differential impact of an educational intervention on high school students' career maturity based on gender. Dimensions of career maturity investigated include congruence, career certainty, career indecision, career decision-making self-efficacy and career exploration. Females were found to increase significantly in…
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Guise, Jeanne-Marie; Winter, Susan; Fiore, Stephen M; Regensteiner, Judith G; Nagel, Joan
2017-04-01
Research organizations face challenges in creating infrastructures that cultivates and sustains interdisciplinary team science. The objective of this paper is to identify structural elements of organizations and training that promote team science. We qualitatively analyzed the National Institutes of Health's Building Interdisciplinary Research Careers in Women's Health, K12 using organizational psychology and team science theories to identify organizational design factors for successful team science and training. Seven key design elements support team science: (1) semiformal meta-organizational structure, (2) shared context and goals, (3) formal evaluation processes, (4) meetings to promote communication, (5) role clarity in mentoring, (6) building interpersonal competencies among faculty and trainees, and (7) designing promotion and tenure and other organizational processes to support interdisciplinary team science. This application of theory to a long-standing and successful program provides important foundational elements for programs and institutions to consider in promoting team science.
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Adeniran, Rita Kudirat; Bhattacharya, Anand; Adeniran, Anthony A
2012-01-01
Increasingly, stakeholders in the health care community are recognizing nursing as key to solving the nation's health care issues. This acknowledgment provides a unique opportunity for nursing to demonstrate leadership by developing clinical nurse leaders to collaborate with the multidisciplinary care team in driving evidence-based, safe quality, cost-effective health care services. One approach for nursing success is standardizing the entry-level education for nurses and developing a uniform professional development and career advancement trajectory with appropriate incentives to encourage participation. A framework to guide and provide scientific evidence of how frontline nurses can be engaged will be paramount. The model for professional excellence and career advancement provides a framework that offers a clear path for researchers to examine variables influencing nurses' professional development and career advancement in a systematic manner. Professional Excellence and Career Advancement in Nursing underscores professional preparedness of a registered nurse as central to leadership development. It also describes the elements that influence nurses' participation in professional development and career advancement under 4 main categories emphasizing mentorship and self-efficacy as essential variables.
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Asian American Career Development: A Qualitative Analysis
Fouad, Nadya A.; Kantamneni, Neeta; Smothers, Melissa K.; Chen, Yung-Lung; Fitzpatrick, Mary; Terry, Sarah
2008-01-01
This study used a modified version of consensual qualitative research design to examine how contextual, cultural, and personal variables influence the career choices of a diverse group of 12 Asian Americans. Seven domains of influences on career choices emerged including family, culture, external factors, career goals, role models, work values,…
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Characteristics of effective professional development for early career science teachers
Simon, Shirley; Campbell, Sandra; Johnson, Sally; Stylianidou, Fani
2011-04-01
The research reported here set out to investigate the features in schools and science departments that were seen as effective in contributing to the continuing professional development (CPD) of early career science teachers. Ten schools took part in the study, selected on the basis of their reputation for having effective CPD practices. To gain different perspectives from within the organisations we conducted interviews with senior members of staff, heads of science departments and early career teachers. A thematic analysis of the interviews is presented, drawing on findings from across the 10 schools, and exemplified in more detail by a vignette to show specific features of effective CPD practice. The study has revealed a wealth of practice across the 10 schools, which included a focus on broadening experience beyond the classroom, having an open, sharing, non-threatening culture and systemic procedures for mentoring and support that involved ring-fenced budgets. The schools also deployed staff judiciously in critical roles that model practice and motivate early career science teachers. Early career teachers were concerned primarily with their overall development as teachers, though some science specific examples such as observing practical work and sessions to address subject knowledge were seen as important.
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Career Development among Undergraduate Students of Madda ...
African Journals Online (AJOL)
School of Psychology, College of Education and Behavioral Sciences, Addis Ababa University, Ethiopia. ... to take more demanding courses and development and use of career plans (Day as cited in. Yilfashewa, 2011). .... decision-making style, integration of life roles, value expression, and life-role self-concepts. (Herr et ...
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DEVELOPING CAREERS OF EMPLOYEES IN THE NEW KNOWLEDGE ECONOMY
Directory of Open Access Journals (Sweden)
Nicoleta-Valentina FLOREA
2015-06-01
Full Text Available Organizations have become more flexible, adaptable, with flat hierarchical structures, and a limited opportunity for promotion, and these will have a significant impact on jobs and individuals careers. Career is not only linked anymore to one organization, but to more, due to the movement of employees between organizations, which is no longer a problem. So, the organizations, due to ever-changing environment, are not always directly involved in their employees' career management, but in this article we will show that some organizations are still involved in managing careers by developing skills, knowledge, abilities, attitudes and behaviors, in order to obtain competitive advantage, performance, and attracting and retaining the best employees. We also show that, in the new Knowledge Economy, if they will learn more from their mistakes, and, if they will find out in advance what changes will take place in the economic environment, they will be able to face the changes and to overcome easier the obstacles, with the right employees and a solid stock of knowledge.
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2009-02-01
Early-career scientists honoured Nine physicists were among 67 US-based researchers to be awarded a Presidential Early Career Award for Scientists and Engineers at a White House ceremony in late December 2008. The award comes with up to five years' funding for research deemed critical to government missions. This year's winners include nuclear physicist Mickey Chiu and particle physicist Hooman Davoudiasl, both of the Brookhaven National Laboratory; biophysicist Michael Elowitz of the California Institute of Technology; Chad Fertig, an atomic physicist at the University of Georgia; astronomer Charles Kankelborg of Montana State University; astrophysicist Merav Opher of George Mason University; theorist Robin Santra of the Argonne National Laboratory; quantum-computing researcher Raymond Simmons of the National Institute of Standards and Technologies in Boulder, Colorado; and string theorist Anastasia Volovich of Brown University.
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Career Orientations and Career Route Preferences in R&D Organisations.
Petroni, Alberto
2000-01-01
A survey of 151 Italian scientists and engineers and case studies of a career development system for technical professionals revealed that career orientation (as measured by Schein's career anchors) is a useful predictor of career route preferences. (Author/JOW)
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Career learning and career learning environment in Dutch higher education
Marinka Kuijpers; dr. Frans Meijers
2014-01-01
Purpose: The purpose of this paper is to focus on the effects of career development and guidance among students (age 17-23) enrolled in higher education in The Netherlands. First the paper explores whether the development of career competencies contribute to career identity, learning motivation,
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Developing an Implementation Plan. The Administration of Career Education: Module 8.
Drier, Harry N., Jr., Ed.; Martinez, Nancy S., Ed.
The module is one of a series of eight developed to provide inservice education training for administrators of career education programs. An examination of basic scientific planning approaches and procedures is presented to provide the administrator with a basic tool to implement career education. Various scientific management techniques and their…
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Cross Functional Career Navigation: The Way to Broaden Your Career Options
Greenhalgh, Todd
2000-03-01
In today's rapid paced global environment, broadening career options for career development depends on successful cross-functional career navigation. For scientists and engineers, this means developing a diversity of skills in addition to a strong technical foundation. Fortunately, companies use cross-functional teams as one of the key tools for rapidly developing and commercializing products and services. Participation on these teams carries with it the additional benefit of allowing an individual to develop new skills, and to gain valuable expertise in areas that are critical to the growth of their company, their industry and, most importantly, their career. This talk will outline some of the important cross functional skills that can propel your career ahead and ways in which you can take charge of your career mapping and enhance your value and employability.
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POSSIBILITY OF CAREER GUIDANCE ORGANIZATION IN TODAY UNIVERSITY
Directory of Open Access Journals (Sweden)
Irina Serafimovna Begantsova
2014-11-01
Full Text Available The article presents the authors’ experience with students as a part of career guidance in terms of modern university. In the context of the stated problems, the authors examine such concepts as "career guidance", "readiness to professional choice", "socio-psychological characteristics of applicants".In the article presented, the authors emphasize that targeted career guidance work allows not only to assist students in choosing a career, but also provides a man with psychological readiness to the choice of a profession, the very awareness of this choice.The diagnostic tools used are especially noteworthy, it provided with initial understanding about potential consumers of educational services.The developed socio-psychological characteristics of potential applicants has a significant role for theory and practice, it allowed to formulate the strategy and tactics of interaction with students, parents, teachers, and other potential consumers of educational services, and it also allowed to outline a strategy for career guidance in higher educational institutions.The article is of interest to specialists in the field of applied psychology and social work.
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National Minority Health Month Spotlight: Career Development
April is National Minority Health Month and in support of the 2016 theme, Accelerating Health Equity for the Nation, the NCI Center to Reduce Cancer Health Disparities (CRCHD) is highlighting how diversity training and career development opportunities are contributing to efforts to reduce the unequal burden of cancer in our society.
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Career learning and career learning environment in Dutch higher education
Meijers, Frans; Kuijpers, Marinka
2018-01-01
Purpose – The purpose of this paper is to focus on the effects of career development and guidance among students (age 17-23) enrolled in higher education in The Netherlands. First the paper explores whether the development of career competencies contribute to career identity, learning motivation,
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The Value of Failing in Career Development: A Chaos Theory Perspective
Pryor, Robert G. L.; Bright, James E. H.
2012-01-01
Failing is a neglected topic in career development theory and counselling practice. Most theories see failing as simply the opposite of success and something to be avoided. It is contended that the Chaos Theory of Careers with its emphasis on complexity, uncertainty and consequent human imitations, provides a conceptually coherent account of…
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Going global – does career development need to think bigger to ...
African Journals Online (AJOL)
... as a means of examining new demands on our practice as career practitioners. Through this approach, high level concepts will be dealt with, and finally drill down to their meaning in practice through strategic interpretation of world order change and the increasing role career development can play in helping us all make ...
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A Nation at Risk: The Economic Consequences of Neglecting Career Development.
Jarvis, Phillip S.
1990-01-01
Neglect of career development at all levels, K-adult, is costly to employers, taxpayers, and individuals. The information delivered through computer-based career guidance systems is vital, but it must be accompanied by training in critical reasoning skills so that relevant information for decision making can be selected through the insight gained…
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Knowles, J. Geoff
This research analyzed the effects of teacher professional development and lesson implementation in integrated Science, Technology, Engineering, and Math (STEM) on: 1.) Teacher self-efficacy and their confidence to teach specific STEM subjects; 2.) Teaching outcome expectancy beliefs concerning the impact of actions by teachers on student learning; and 3.) Teacher awareness of STEM careers. High school science and technology education teachers participating in the Teachers and Researchers Advancing Integrated Lessons in STEM (TRAILS) project experimental group attended a ten-day summer professional development institute designed to educate teachers in using an integrated STEM education model to implement integrated STEM lessons. The research design utilized a quasi-experimental nonequivalent comparison group design that incorporated an experimental group and an untreated comparison group with both pretest, posttest, and delayed posttest assessments on non-randomized participants. Teacher self-efficacy has been identified as a key factor in effective teaching and student learning, and teacher awareness of STEM careers impacts students as they consider career choices. The T-STEM Survey for teachers was given for the pretest and posttest assessments to measure attitudes and beliefs toward the specific constructs of this study. Significant effects of the TRAILS professional development were found in the teacher group (experimental or comparison) and teacher subject (technology or science) in pretest and posttest scores using cumulative link models for the constructs of teacher self-efficacy and beliefs to teach STEM subjects, teacher outcome expectancy beliefs, and teacher awareness of STEM careers. Effect sizes ranged from small to large varying by construct and assessment time. Highly significant p-values and effect sizes revealed impacts on science teachers were greater when teacher subject groups were analyzed separately.
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Frazier, O H
2014-01-01
In December 2013, we performed our 1000th ventricular assist device implantation at the Texas Heart Institute. In my professional career, I have been fortunate to see the development of numerous mechanical circulatory support devices for the treatment of patients with advanced heart failure. In fact, most of the cardiac pumps in wide use today were developed in the Texas Heart Institute research laboratories in cooperation with the National Heart, Lung and Blood Institute or device innovators and manufacturers and implanted clinically at our partner St. Luke's Episcopal Hospital. My early involvement in this field was guided by my mentors, Dr Michael E. DeBakey and, especially, Dr Denton A. Cooley. Also, many of the advances are directly attributable to my ongoing clinical experience. What I learned daily in my surgical practice allowed me to bring insights to the development of this technology that a laboratory researcher alone might not have had. Young academic surgeons interested in this field might be well served to be active not only in laboratory research but also in clinical practice. Copyright © 2014 Elsevier Inc. All rights reserved.
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Factors Contributing to the Subjective Career Success among Islamic Educators in Primary Schools
Directory of Open Access Journals (Sweden)
Mesnan Supa`ad
2013-07-01
Full Text Available A very limited research has been done in the field of career development among Islamic education teachers. Most of the previous researches showed an improvement in terms of grades, positions, and responsibilities of their previous routines as an indicator of their career advancement. However, this conceptual (concept paper discusses how personality factors, career planning, and career strategy can provide significant contribution to the success of Islamic education teachers’ career. Based on the Five Factor Model, Gould Planning Model, and the support of previous researches, this paper discusses how these three factors can contribute to the success of Islamic education teachers’ career. This paper also discusses its impact towards Islamic education teachers in Malaysia, schools management, District Education Office, Ministry of Education, and teachers education institutions.
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Career Development Programs in Fortune 500 Firms.
Keller, Jack; Piotrowski, Chris
Career development programs (CDPs) are a rather recent area of study in organizational and industrial psychology. The present study investigated the nature and evaluation of CDPs in Fortune 500 firms. Data were obtained by a mailed questionnaire completed by the firms' human resources directors. Of the 500 companies surveyed, only those 50 that…
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The influence of Academic Sports Associations on the development of a sports career
Directory of Open Access Journals (Sweden)
Tomasz ĹosieĹ„
2017-10-01
Full Text Available Introduction: Young people who continue their education at universities do not have to give up their physical activity. The existence of Academic Sports Unions allows you to continue and develop your sporting career. A significant number of students regularly participating in AZS classes have a chance to develop their sporting career. The possibility of obtaining a sports scholarship is an additional motivation for students to pursue their own scientific and sporting goals. Sport through the process of self-improvement introduces a specific discipline to everyday life, teaches regularity, diligence and good organization of time.The aim of the study: 1 Did you start your education at a university by limiting or giving up sports?, 2 Do universities and AZS help develop a sports career? 3 Did the students of AZS influence the development of their sports career? Material and methods: 204 students participated in the study, an original questionnaire consisting of 26 questions was used. The questions concerned, among others: forms of physical activity and training experience, the impact of undertaking education at a university on the development of a sports career. Results and conclusions: Over 80% of respondents did not give up their sport before starting their studies. Over 50% of respondents believe that AZS and universities support the development of young athletes, giving the opportunity to get better and better results.
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Park, Travis; Pearson, Donna; Richardson, George B.
2017-01-01
All students need to learn how to read, write, solve mathematics problems, and understand and apply scientific principles to succeed in college and/or careers. The challenges posed by entry-level career fields are no less daunting than those posed by college-level study. Thus, career and technical education students must learn effective math,…
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Leadership development in dental education: report on the ADEA Leadership Institute, 2000-08.
Haden, N Karl; Ranney, Richard R; Weinstein, George; Breeding, Larry C; Bresch, Jack E; Valachovic, Richard W
2010-03-01
This report describes participants' assessment of their experiences in the American Dental Education Association (ADEA) Leadership Institute program. The ADEA Leadership Institute is designed for mid-career faculty members who desire to attain administrative roles within their own or other institutions or enhance their effectiveness in these roles. This year-long program, conducted in four phases, is ADEA's flagship career enhancement program and provides dental educators with perspectives about oral health policy and legislation, organization and financing of higher education, the dental school's role within the parent institution, financial management, legal issues, recruiting faculty, and opportunities to acquire and practice skills associated with effective leadership. ADEA Leadership Institute Fellows also explore team-building, personality preferences, leadership styles, emotional intelligence, stress management, work-life balance, strategies for leading change, and giving and receiving feedback, as well as engaging in self- and peer assessment throughout the year. Each year up to twenty-one fellows are selected to participate in the institute in a competitive application process. In 2009, 149 fellows who participated in the institute from 2000 to 2008 were invited to take part in a survey to establish their profiles and academic leadership roles, determine their perceptions of the benefits from the institute curriculum, and elicit their suggestions for improvement. The survey response rate was 73 percent (n=109). Ninety-nine percent of respondents gave an overall positive assessment of their experiences. The most beneficial experiences, according to respondents, included networking with the program participants, advisors, and instructors (78 percent); self-discovery through self-assessments and evaluations (44 percent); and a 360 degree feedback process to provide additional reflection about areas for improvement (17 percent). Least beneficial experiences
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The work life and career development of young breast cancer survivors.
Raque-Bogdan, Trisha L; Hoffman, Mary Ann; Ginter, Amanda C; Piontkowski, Sarah; Schexnayder, Kelci; White, Rachel
2015-10-01
Breast cancer survivors represent the largest proportion of cancer survivors, and the rate of young breast cancer survivors who are diagnosed before the age of 40 is increasing. Cancer survivorship scholarship has begun to address many aspects of survivors' quality of life, yet the role of work and career issues have been understudied, particularly for young survivors. To explore the work lives and career development of young breast cancer survivors, this study used consensual qualitative research methodology (Hill, Thompson, & Williams, 1997) to analyze data from qualitative interviews with 13 young women diagnosed with breast cancer before the age of 40. The 4 career-related domains that emerged from the data were (a) cancer-related work challenges, (b) coping with cancer-related work challenges, (c) reappraisal of career development after cancer, and (d) components of career and life satisfaction after cancer. Experiencing breast cancer at a young age was viewed by participants as contributing to an increased desire for work to provide a sense of meaning as well as financial security and insurance. Cancer was further viewed as contributing to lost control over career success and work choices, treatment side effects that interfere with work self-efficacy and capabilities, and interpersonal difficulties connecting within and outside of work. Women with more extensive cancer treatment and side effects reported greater work struggles. Despite this, participants' cancer narratives were characterized by a range of coping strategies, including reframing and seeking control, and by evidence of persistence, resilience, and hope. Implications for research and practice are discussed. (c) 2015 APA, all rights reserved).
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The Influence of Research on Career Development at Academic Colleges of Education in Israel.
Katz, Eva; Coleman, Marianne
2002-01-01
Interviewed and surveyed Israeli teacher educators regarding links between research and career development. Young and ambitious respondents used research for extrinsic rewards and career advancement. Teacher educators toward the end of their careers looked for intrinsic rewards and viewed research as contributing to professional growth.…
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The Impact on Career Development of Learning Opportunities and Learning Behavior at Work.
Van der Sluis, Lidewey E. C.; Poell, Rob E.
2003-01-01
Survey responses were received in 1998 (n=63) and 1999 (n=98) from master's of business administration graduates. Hierarchical regression and difference of means tests found that career development depended on learning opportunities at work and on individual learning behavior. Behavior was more predictive of objective career development measures,…
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Pomeroy-Carter, Cassidy A; Williams, Sharon R; Han, Xueying; Elwood, William N; Zuckerman, Brian L
2018-01-01
The National Institutes of Health (NIH) K18 award mechanism provides funded opportunities for established investigators to gain knowledge in fields outside of their primary disciplines, but outcomes associated with these awards have not been evaluated to date. NIH's Basic Behavioral and Social Sciences Opportunity Network (OppNet) is one of the few initiatives that has used this award mechanism. We explored how the unique features of K18 awards affect the ability of recipients to obtain follow-on NIH research funding. We compared outcomes (ability to obtain follow-on funding and interval between receipt of the primary award and receipt of the first follow-on award) associated with OppNet K18 awards to findings from evaluations of other NIH career development (K) awards, which usually target early-career investigators. We hypothesized that K18 award recipients might be (1) more successful than are other K award recipients in obtaining follow-on NIH research funding due to their career experience or (2) less successful due to the competing demands of other projects. By analyzing follow-on NIH research awards and interview data, we found that OppNet K18 award recipients were at least as successful as were other K award recipients in obtaining follow-on funding and may have been more successful by certain measures. K18 awards produce their outcomes with a lower investment per investigator than do other K awards, suggesting continued or enhanced use of the mechanism.
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Directory of Open Access Journals (Sweden)
Cassidy A Pomeroy-Carter
Full Text Available The National Institutes of Health (NIH K18 award mechanism provides funded opportunities for established investigators to gain knowledge in fields outside of their primary disciplines, but outcomes associated with these awards have not been evaluated to date. NIH's Basic Behavioral and Social Sciences Opportunity Network (OppNet is one of the few initiatives that has used this award mechanism. We explored how the unique features of K18 awards affect the ability of recipients to obtain follow-on NIH research funding. We compared outcomes (ability to obtain follow-on funding and interval between receipt of the primary award and receipt of the first follow-on award associated with OppNet K18 awards to findings from evaluations of other NIH career development (K awards, which usually target early-career investigators. We hypothesized that K18 award recipients might be (1 more successful than are other K award recipients in obtaining follow-on NIH research funding due to their career experience or (2 less successful due to the competing demands of other projects. By analyzing follow-on NIH research awards and interview data, we found that OppNet K18 award recipients were at least as successful as were other K award recipients in obtaining follow-on funding and may have been more successful by certain measures. K18 awards produce their outcomes with a lower investment per investigator than do other K awards, suggesting continued or enhanced use of the mechanism.
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Fassinger, Ruth E.; Scantlebury, Kathryn; Richmond, Geraldine
This article presents quantitative results of a study of 139 academic women in the chemical sciences who participated in a professional development program sponsored by the Committee on the Advancement of Women Chemists. The study investigated variables frequently examined in the vocational psychology of women: approaches to achievement, coping strategies, career advancement, the home-work interface, workplace climate, and mentoring. The article presents and discusses results in the context of unique issues faced by women in scientific careers.
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G Sajjadikhah; S Salajegheh
2016-01-01
Abstract Background & aim: There are many mechanisms for the development of human resources, which career development is one of its central components. The aim of this study was to determine the factors related to career development faculty members (Medical and Non-medical) of Kohgiluyeh and Boyer-Ahmad province, Iran. Methods: The present paper was a cross-sectional, descriptive correlation method study. The study population consisted of 535 faculty members (medical, govern...
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Arulmani, G.
2011-01-01
Cultural preparedness is presented as a conceptual framework that could guide the development of culture-resonant interventions. The "Jiva" careers programme is presented as a case study to illustrate a method of career and livelihood planning based upon Indian epistemology and cultural practices. Social cognitive environments and career beliefs…
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75 FR 28260 - National Heart, Lung, and Blood Institute; Notice of Closed Meetings
2010-05-20
... Institute Special Emphasis Panel; Clinical Investigator and Research Scientist Career Development Awards... . Name of Committee: National Heart, Lung, and Blood Institute Special Emphasis Panel; Planning Grants... Mechanisms of Arterial Stiffening and Its Relationship to Development of Hypertension. Date: June 17, 2010...
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Fourie, Anna Wilhelmina
2012-01-01
This research is focused on the development of a management strategy for the career development of female educators in primary schools in the Free State Province. The nature of career is conceptualised as multi-facetted influencing all aspects of life and pivotal for understanding the career trajectories of female educators (Theron, 2002:1-3). Career development, an ongoing lifelong dynamic process underpinned by career planning, is addressed by means of Human Resource Manageme...
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The Career Advancement for Registered Nurse Excellence Program.
Fusilero, Jane; Lini, Linda; Prohaska, Priscilla; Szweda, Christine; Carney, Katie; Mion, Lorraine C
2008-12-01
Nurse administrators focus on factors that influence nurses' levels of satisfaction to reduce turnover and improve retention. One important determinant of nurses' satisfaction is the opportunity for professional development. On the basis of feedback from the nurses, a professional development program, Career Advancement for Registered Nurse Excellence, was instituted. The authors describe one approach to create opportunities to improve professional nurse development and the necessity for ongoing assessment of its impact on nurses' job satisfaction.
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Fostering Professional Nursing Careers in Hospitals: The Role of Staff Development, Part 2.
Sovie, Margaret D.
1983-01-01
Building on the model of professional nursing careers presented in Part 1, the author discusses the aspects of professional maturation and professional mastery, focusing on the vital role of staff development for career advancement. (SK)
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Classroom Observation Practice in Career Schools: A Multiple Case Study
Withers, Marya G.
2017-01-01
Post-secondary career school educational leaders are charged with formulating sufficient, ongoing, and effective faculty development programming to ensure the delivery of quality education in their unique trade-expert led institutions. Classroom observations, which include substantive feedback exchanges from trained personnel are well documented…
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Dunbar, R. W.; MacDonald, R.
2004-12-01
The professional development program, "On the Cutting Edge", offers annual multi-day workshops for graduate students and post-doctoral fellows interested in pursuing academic careers. Goals are to prepare participants to become more effective teachers, stronger candidates for academic positions, and more aware of the realities of academic jobs. Insights that participants especially hope to gain from these workshops include feedback on the application process, especially an understanding of how search committees work; the different realities of balancing teaching, research, and personal life in a range of academic institutions; and expectations for tenure. The ten-person leadership team represents, by design, a wide range of academic career paths and institutions, and provides approximately 1:6 leader: participant ratio. Specific sessions include research on learning, an introduction to course and lab design, effective teaching and assessment strategies, developing a teaching statement, time management and early career faculty success, and moving research forward into new settings. Optional workshop sessions and discussions include the following topics: dual-career couples; families and careers; teaching portfolios; effective negotiation strategies; tenure and promotion; effective field trips; getting started in undergraduate research; opportunities in K-12 education; career options beyond faculty positions. Highlights of the workshop are faculty panel discussions about career paths and the academic job search. By workshop end, participants complete a goal setting and action planning activity. Two years of evaluation data suggest our goals are being met. Participants particularly appreciate the practical ideas and the opportunity to interact with, and learn from, a diverse leadership team and other participants.
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Hirschi, Andreas
2009-01-01
This longitudinal panel study investigated predictors of career adaptability development and its effect on development of sense of power and experience of life satisfaction among 330 Swiss eighth graders. A multivariate measure of career adaptability consisting of career choice readiness, planning, exploration, and confidence was applied. Based on…
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Career Development: Issues of Gender, Race, and Class. Information Series No. 371.
Stitt-Gohdes, Wanda L.
The premise of this paper is that, although career choice implies options, issues of gender, race, and class may constrain the occupational choices an individual makes. Dominant career development theories are being reexamined for their appropriateness to diverse groups. This paper reviews the following theories: Ginzberg, Ginsburg, Axelrad, and…
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Implications for Focusing Research in Career and Technical Education and Workforce Development
Lambeth, Jeanea M.; Joerger, Richard M.; Elliot, Jack
2009-01-01
Education and educational research is shaped by philosophy, psychology, practice, and ever changing educational policies. Previous studies have expressed a need for a relevant and focused research agenda for career and technical education (CTE), workforce development education and career and technical education. A need for a relevant and timely…
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Talent Management and Career Development
DEFF Research Database (Denmark)
Claussen, Jörg; Grohsjean, Thorsten; Luger, Johannes
2014-01-01
Based on the talent management literature, this paper investigates managerial skills that are essential for managers’ job promotion. Using arguments from the human and social capital literature and following tournament logic, we claim that a manager's own experience, expertise, and network size...... have implications for individual career development and talent management programs....... positively affect promotion odds, while strong colleagues decrease promotion odds. Studying 7003 promotions to middle management and 3147 promotions to senior management, we find broad support for our hypotheses, but find also that network size no longer predicts promotion to senior management. Our findings...
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Lau, Wendy S Y; Zhou, Xiao-Chun; Lai, Simon M K
2017-03-01
Our behaviors are regulated by our perception of the future based on past experiences and knowledge. Children from a disadvantaged background might encounter obstacles more frequently when they plan their future. It is possible that a good relationship with an adult volunteer who provides assistance and guidance in the disadvantaged youth's development may facilitate their future-planning style and career goal setting. The present study investigated the role of a good mentoring relationship in promoting a disadvantaged youth's future-planning style and goal-setting ability. It focused on children from a disadvantaged background who participated in the Child Development Fund (CDF) in Hong Kong. In the study, 187 CDF participants (93 with high mentoring-relationship quality [MRQ] and 94 with low MRQ) and 208 comparison group participants were able to complete all four times of the survey. Repeated-measures analyses of covariance showed that Group main effects were observed for both future-planning style, F(2, 374) = 5.92, p career goal-setting self-efficacy, F(2, 376) = 6.07, p planning style only, F(5.78, 1081.21) = 2.17, p planning style and career goal-setting self-efficacy. Multiple regression analyses revealed that mean MRQ score accounted for 3.9% (p planning style and 4.1% (p career goal-setting self-efficacy, supporting the role of a good mentoring relationship. Mentors have introduced new resources to the disadvantaged youths with high MRQ and have promoted the development of various skills through modeling. © 2017 The Institute of Psychology, Chinese Academy of Sciences and John Wiley & Sons Australia, Ltd.
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Meteorological Development Laboratory Student Career Experience Program
McCalla, C., Sr.
2007-12-01
The National Oceanic and Atmospheric Administration's (NOAA) National Weather Service (NWS) provides weather, hydrologic, and climate forecasts and warnings for the protection of life and property and the enhancement of the national economy. The NWS's Meteorological Development Laboratory (MDL) supports this mission by developing meteorological prediction methods. Given this mission, NOAA, NWS, and MDL all have a need to continually recruit talented scientists. One avenue for recruiting such talented scientist is the Student Career Experience Program (SCEP). Through SCEP, MDL offers undergraduate and graduate students majoring in meteorology, computer science, mathematics, oceanography, physics, and statistics the opportunity to alternate full-time paid employment with periods of full-time study. Using SCEP as a recruiting vehicle, MDL has employed students who possess some of the very latest technical skills and knowledge needed to make meaningful contributions to projects within the lab. MDL has recently expanded its use of SCEP and has increased the number of students (sometimes called co- ops) in its program. As a co-op, a student can expect to develop and implement computer based scientific techniques, participate in the development of statistical algorithms, assist in the analysis of meteorological data, and verify forecasts. This presentation will focus on describing recruitment, projects, and the application process related to MDL's SCEP. In addition, this presentation will also briefly explore the career paths of students who successfully completed the program.
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Practice and Research in Career Counseling and Development--2009
Hartung, Paul J.
2010-01-01
A review of the 2009 career counseling and development literature indicates that the field remains vital, vibrant, valid, and viable precisely 100 years after its founding. Using the field's 4 fundamental traditions of person-environment fit, life-span development, social cognition, and constructivism-social constructionism as lenses for…
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Marr, Elizabeth; Forsyth, Rachel
2011-01-01
This paper argues for a collaborative approach between administrative and academic staff in the development and delivery of institutional CPD programmes in order to reduce the risk of diminution of quality and standards in higher education and to ensure equality of opportunity in career development.\\ud \\ud The rate of change in UK higher education has accelerated considerably in the last decade. Within this context, the â€doing’ of higher education work has become much more diverse, encompassi...
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Lokan, Janice J.; Biggs, John B.
1982-01-01
Investigated student characteristics in relation to affective and cognitive aspects of adolescent career development. Questionnaire results indicated three styles of career development: intellective or deliberative; concerned and personally involved with high or low aspirations; and uncertain or confused. Suggests motives and strategies that might…
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Lautz, L.; McCay, D.; Driscoll, C. T.; Glas, R. L.; Gutchess, K. M.; Johnson, A.; Millard, G.
2017-12-01
Recognizing that over half of STEM Ph.D. graduates are finding work outside of academia, a new, NSF-funded program at Syracuse University, EMPOWER (or Education Model Program on Water-Energy Research) is encouraging its graduate students to take ownership of their graduate program and design it to meet their anticipated needs. Launched in 2016, EMPOWER's goal is to prepare graduate students for careers in the water-energy field by offering targeted workshops, professional training coursework, a career capstone experience, a professional development mini-grant program, and an interdisciplinary "foundations" seminar. Through regular student feedback and program evaluation, EMPOWER has learned some important lessons this first year: career options and graduate students' interests are diverse, requiring individualized programs designed to meet the needs of prospective employers and employees; students need exposure to the range of careers in their field to provide a roadmap for designing their own graduate school experience; effective programs nurture a culture that values professional development thereby giving students permission to pursue career paths and professional development opportunities that meet their own needs and interests; and existing university resources support the effective and efficient integration of professional development activities into graduate programs. Many of the positive outcomes experienced by EMPOWER students may be achieved in departmental graduate programs with small changes to their graduate curricula.
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Complexity, Chaos, and Nonlinear Dynamics: A New Perspective on Career Development Theory
Bloch, Deborah P.
2005-01-01
The author presents a theory of career development drawing on nonlinear dynamics and chaos and complexity theories. Career is presented as a complex adaptive entity, a fractal of the human entity. Characteristics of complex adaptive entities, including (a) autopiesis, or self-regeneration; (b) open exchange; (c) participation in networks; (d)…
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GENDER AND THE MBA: Differences in Career Trajectories, Institutional Support, and Outcomes.
Patterson, Sarah E; Damaske, Sarah; Sheroff, Christen
2017-06-01
This study asks how men's and women's careers diverge following MBA graduation from an elite university, using qualitative interview data from 74 respondents. We discover men and women follow three career pathways post-graduation: lockstep (stable employment), transitory (3 or more employers), and exit (left workforce). While similar proportions of men and women followed the lockstep pathways and launched accelerated careers, sizable gender differences emerged on the transitory pathway; men's careers soared as women's faltered on this path-the modal category for both. On the transitory path, men fared much better than women when moving to new organizations, suggesting that gender may become more salient when people have a shorter work history with a company. Our findings suggest that clear building blocks to promotions reduce gender bias and ambiguity in the promotion process, but multiple external moves hamper women, putting them at a clear disadvantage to men whose forward progress is less likely to be stalled by such moves.
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HafsteinsdĂłttir, ThĂłra B.; van der Zwaag, Angeli M.; Schuurmans, Marieke J.
2017-01-01
Background Although nursing has been an academic discipline for decades, the infrastructure for nursing research in many countries is still fragile and struggling. Postdoctoral nurses have difficulties developing sustaining careers in nursing research due to lack of career opportunities.
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Sustainable High-Potential Career Development: A Resource-Based View.
Iles, Paul
1997-01-01
In the current economic climate, fast-track career models pose problems for individuals and organizations. An alternative model uses a resource-based view of the company and principles of sustainable development borrowed from environmentalism. (SK)
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Card Sort Technique in Vocational Guidance/Career Counseling: Pilot Study about Career Values
Directory of Open Access Journals (Sweden)
TĂĽlin ACAR
2009-08-01
Full Text Available The purpose of this study was to develop and to pilot a not-test technique for assessing career and work values. This instrument was developed during a Career Counseling course taught by one of the authors of this paper. The first stage of development was the generation of a master list of career and work values, as reflected in the current literature related to theories and vocational research. From this master list 38 career values were selected resulting in the final deck that was used in testing. This deck of cards was given the name Career Values Cards (MEDEK and administered to a total of 75 high school students. Following administration each of the subjects was asked to complete a MEDEK evaluation form designed to assess reactions to the MEDEK experience. Results of the survey indicated that the MEDEK was an easy-to-use, understandable, and enjoyable technique to increase self-awareness and enhance insight, and a source of important information for students engaged in career counseling and career development by enhancing personal identification of personal career and work values.
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77 FR 28193 - Excepted Service, Career and Career-Conditional Employment; and Pathways Programs
2012-05-11
... training, mentoring, and career-development opportunities. Further, exposing students and recent graduates... agencies in the training, mentoring, and career development of the individuals who are brought into these... permanent job. Based on our experience with the civil service, training and career development are among the...
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Meinecke, Christine; O'Neil, James M.
Many correlates of vocational choice have been suggested by career development theorists. A career decision-making model developed by O'Neil, Meeker, and Borgers suggests six factors (individual, societal, familial, socioeconomic, situational, psychosocial-emotional) that affect both sex role socialization and career decision-making. The validity…
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ThĂłra HafsteinsdĂłttir; Angeli van der Zwaag; Prof. Dr. Marieke J. Schuurmans
2017-01-01
Although nursing has been an academic discipline for decades, the infrastructure for nursing research in many countries is still fragile and struggling. Postdoctoral nurses have difficulties developing sustaining careers in nursing research due to lack of career opportunities. Considerable research
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Upton, Matthew G.; Egan, Toby Marshall
2007-01-01
The established limitations of career development (CD) theory and human resource development (HRD) theory building are addressed by expanding the framing of these issues to multilevel contexts. Multilevel theory building is an approach most effectively aligned with HRD literature and CD and HRD practice realities. An innovative approach multilevel…
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Four Supportive Pillars in Career Exploration and Development for Adolescents with LD and EBD
Trainor, Audrey A.; Smith, Shane Anthony; Kim, Sunyoung
2012-01-01
In addition to typical career development and vocational programs in general education, providing school-based programs that are directly linked to employment and career development for youth with learning and emotional and behavioral disabilities is a legally mandated service in special education. Several broad research-based strategies are…
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Women's Career Development at the Glass Ceiling.
Inman, Pamela L.
1998-01-01
For women, success in shattering the glass ceiling lies not in adapting to a male workplace culture but in using career strategies such as self-knowledge, multiple mentors, integration of body and soul, and fluid, customized careers. (SK)
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Brown, Johanna Michele
2011-01-01
Career decision making difficulty, as it relates to undecided college students and career indecision, has been a concern for counselors and academic advisors for decades (Gordon, 2006; Mau, 2004). Individuals struggling with career indecision often seek assistance via career counseling, self-help tools, and/or computer-assisted career guidance…
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Williams, John; Eames, Chris; Hume, Anne; Lockley, John
2012-11-01
Background: This research addressed the key area of early career teacher education and aimed to explore the use of a 'content representation' (CoRe) as a mediational tool to develop early career secondary teacher pedagogical content knowledge (PCK). This study was situated in the subject areas of science and technology, where sound teacher knowledge is particularly important to student engagement. Purpose: The study was designed to examine whether such a tool (a CoRe), co-designed by an early career secondary teacher with expert content and pedagogy specialists, can enhance the PCK of early career teachers. The research questions were: How can experts in content and pedagogy work together with early career teachers to develop one science topic CoRe and one technology topic CoRe to support the development of PCK for early career secondary teachers? How does the use of a collaboratively designed CoRe affect the planning of an early career secondary teacher in science or technology? How has engagement in the development and use of an expert-informed CoRe developed an early career teacher's PCK? Sample: The research design incorporated a unique partnership between two expert classroom teachers, two content experts, four early career teachers, and four researchers experienced in science and technology education. Design: This study employed an interpretivist-based methodology and an action research approach within a four-case study design. Data were gathered using qualitative research methods focused on semi-structured interviews, observations and document analysis. Results: The study indicated that CoRes, developed through this collaborative process, helped the early career teachers focus on the big picture of the topic, emphasize particularly relevant areas of content and consider alternative ways of planning for their teaching. Conclusions: This paper presents an analysis of the process of CoRe development by the teacher-expert partnerships and the effect that had on
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Early Career Mentoring for Translational Researchers: Mentee Perspectives on Challenges and Issues
Keller, Thomas E.; Collier, Peter J.; Blakeslee, Jennifer E.; Logan, Kay; McCracken, Karen; Morris, Cynthia
2014-01-01
Background and purposes The education and training of early career biomedical translational researchers often involves formal mentoring by more experienced colleagues. This study investigated the nature of these mentoring relationships from the perspective of mentees. The objective was to understand the challenges and issues encountered by mentees in forming and maintaining productive mentoring relationships. Method Three focus groups (n=14) were conducted with early career researchers who had mentored career development awards. Thematic analysis identified, categorized, and illustrated the challenges and issues reported by mentees. Results The range of mentee challenges was reflected in five major categories: 1) network—finding appropriate mentors to meet various needs; 2) access—structuring schedules and opportunities to receive mentoring; 3) expectations—negotiating the mechanics of the mentoring relationship and its purpose; 4) alignment—managing mentor-mentee mismatches regarding interests, priorities, and goals; and 5) skills and supports—developing the institutional supports to be successful. Conclusions Mentoring relationships created for academic training and career development contend with tasks common to many other relationships, namely recognizing compatibility, finding time, establishing patterns, agreeing to goals, and achieving aims. Identifying challenges faced by mentees can facilitate the development of appropriate trainings and supports to foster mentoring relationships in academic and career settings. PMID:25010230
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Development of Educational Materials to Recruit Women into Scientific Careers
Moche, Dinah L.
1976-01-01
Describes a research project in which multimedia packets were developed showing the lifestyles of six successful female scientists and the evaluation of the effectiveness of materials developed to improve the attitudes of students toward careers for females in science. (CP)
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Gerson, Lauren B; Twomey, Kay; Hecht, Gail; Lee, Linda; McQuaid, Ken; Pizarro, Theresa T; Street, Sarah; Yoshida, Cynthia; Early, Dayna
2007-04-01
Women comprise 19% of the American Gastroenterological Association (AGA) membership. We performed a prospective study to determine whether female gastroenterologists were less likely to achieve career advancement and satisfaction. We administered an online survey to AGA members from 2004-2006. The survey contained questions regarding effects of gender on career advancement, satisfaction with career, promotional policies, and integration of family and career. A total of 457 individuals (response rate 9% after 2 major invitations) completed the survey, including 262 (57%) women (20% in private practice, 53% in academic careers, and 27% trainees) and 195 men (23% in private practice, 58% in academic careers, and 19% trainees). The male gastroenterologists were significantly older (P careers for significantly more years (P = .002). There were no significant differences with respect to marital status, number of children, or number of hours worked between the genders. Men were more likely to achieve the rank of full professor (P = .035), and significantly more women reported that gender affected their career advancement (47% vs 9%; P careers reported less satisfaction with their careers (P = .01) and perceived more difficulty in achieving promotion and tenure. Women were more likely to choose private practice careers because of part-time options (P = .025). Equal numbers of men and women in practice reported difficulty balancing work and family life. Significantly more female than male gastroenterologists perceive that gender has affected their career advancement. Female academic gastroenterologists reported less overall career satisfaction and promotion than male academic gastroenterologists.
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Professional Development Needs and Training Interests: A Survey of Early Career School Psychologists
Arora, Prerna G.; Brown, Jacqueline; Harris, Bryn; Sullivan, Amanda
2017-01-01
Early career psychologists (ECPs) are considered a distinct professional group that faces unique career challenges. Despite recent organizational efforts to increase engagement of these individuals, little is known about the professional development needs and training interests of ECPs, particularly within psychology's subfields. As such, this…
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76 FR 47495 - Excepted Service, Career and Career-Conditional Employment; and Pathways Programs
2011-08-05
... provide meaningful training, mentoring, and career-development opportunities. Further, exposing students... eligibility). Successful applicants will be placed in a 2-year career development program. Agencies may... compare available Federal career opportunities, E.O. 13562 requires the use of standard naming conventions...
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Park, Joo-Ho; Rojewski, Jay W.; Lee, In Heok
2018-01-01
More attention is needed on the career development of adolescents, specifically disadvantaged students deemed at risk of school failure. We investigated the determinants on career development competencies of 9th graders in secondary school in South Korea. The data in this study included 394 principals, 6635 students, and the students' parents. Our…
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Schmidt, Christa K.; Miles, Joseph R.; Welsh, Anne C.
2011-01-01
The experiences of lesbian, gay, bisexual, and transgender (LGBT) college students have been an increasing area of interest in the realm of career development in recent years. Although career theorists have posited the importance of considering context when examining career development, the specific variables related to LGBT individuals'…
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Mentz, Robert J; Becker, Richard C
2013-11-01
Contemporary cardiovascular research offers junior investigators the opportunity to explore the gamut of biomedical questions. Despite the recent reduction in the availability of funding mechanisms that have historically served as the primary pathways for investigators in the early stages of career development, there remain numerous traditional and non-traditional funding opportunities. This article highlights these opportunities in order to assist early career investigators in the development of a personalized research trajectory, which optimizes the potential for career success.
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US Agency for International Development — CareerConnector is USAID's premiere recruiting tool. It is powered by Monster and integrated with www.usajobs.gov. CareerConnector tracks the progression of a...
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Jesse, D Elizabeth; Dewees, Connie; McDowell, William C
2015-01-01
It is essential to include teaching strategies in midwifery education that address career planning and the business aspects of practice. This article presents the Mini-Midwifery Business Institute (M-MBI), an innovative teaching strategy for midwives that can also be applied to other advanced practice professions. The M-MBI can be integrated into a professional roles course. Before and after graduation, midwifery students and other advanced practice professionals can use the information to gain confidence and skills for successful career planning and the business management of practice. © 2014 by the American College of Nurse-Midwives.
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Domino, Steven E; Smith, Yolanda R; Johnson, Timothy R B
2007-03-01
A key component of the National Institutes of Health (NIH) Roadmap for Medical Research is the development of interdisciplinary research teams. How best to teach and foster interdisciplinary research skills has not been determined. An effort at promoting interdisciplinary research was initiated by the Office of Research on Women's Health (ORWH) at NIH in 1999. The following year, 12 academic centers were funded to support 56 scholar positions for 2-5 years under Building Interdisciplinary Research Careers in Women's Health (BIRCWH). A second cohort of 12 centers, called BIRCWH II, was funded in 2002. In this paper, we present the experience of the University of Michigan BIRCWH program, including a practical approach to dealing with the challenges and opportunities of interdisciplinary research training. Scholars are mentored not only by their primary research advisor but also by a three-person mentor team as well as by their peers. All scholars and a core of supportive faculty meet regularly to discuss interdisciplinary research career development and approaches to apply knowledge in new ways. Of the original cohort of 10 scholars at the University of Michigan, 7 have achieved independent research funding. Challenges include arranging times to meet, developing a common language and knowledge base, dealing proactively with expectations and misunderstandings, focusing on a conceptual model, and providing timely feedback.
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Directory of Open Access Journals (Sweden)
Alan S. Kornspan
2013-01-01
Full Text Available The primary purpose of this paper is to present information regarding the development of networking skills to enhance the career development of sport management students. Specifically, literature is reviewed which supports the importance of networking in the attainment of employment and career advancement in the sport industry. This is followed by an overview of emerging networking activities that allow opportunities for sport management students to expand their network. Sport industry career fairs and career conferences that students can attend are discussed. Additionally, sport industry professional associations that students can become involved with are presented. This is then followed with information related to the development of sport management clubs and various events that can be promoted to enhance the networking process. Specifically, activities provided by university faculty to enhance the educational experience of sport management students are detailed. Finally, a sample schedule of semester activities focused on student engagement and networking activities is provided.
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Directory of Open Access Journals (Sweden)
Asya A. Bekhoeva
2015-06-01
Full Text Available The paper describes an empirical study of the levels and types of educational career orientation of students of teacher-training major from the first to the fifth year of training, as well as the relationship of these parameters with academic performance. The paper analyzes the main approaches to educational career orientation, prevailing in Russian teacher-training and psychology. Educational career training of future experts is regarded as a measure and a way of creative self-actualization in various types of educational activities and teacher-training dialogue aimed at developing and creating educational technology and disclosing individual faculties. Experimental studies were the basis of Chechen State Pedagogical Institute and the North Ossetian State Pedagogical Institute. The results of empirical research show that there are significant differences in the level of Educational career orientation of students: the lowest levels are had by the students of first and second years, and the peak falls on the third or fourth year. Indicators characterizing the prevailing types of Educational career orientation are similar: maximum expression of their career orientation is also characterized by the students of the third and fourth years, which allows to characterize this period as the key one in developing significant professional qualities. It is proved that there is a correlation level of career orientation and the academic performance of students: the high level of career orientation correlates with high performance. This relationship is typical for students at all grade levels, but is most pronounced in the third and fifth years.
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Development of a Career Enhancement Training is Inherent Part of an Educational Project
Directory of Open Access Journals (Sweden)
Gabdrakhmanova R.G.
2015-11-01
Full Text Available Career enhancement training is common for teachers, yet participating in the project requires special training. Project training courses expose project objectives and allow getting necessary skills, materials and tools to determine the results. Training course have to include a content for which teachers will need to make a report. R. A. Valeeva, Ph.D., Professor, was the manager of a project “Development and testing of new modules and rules for the implementing of the basic bachelor educational program in an "Education and Pedagogy" aggregated group (psycho-pedagogical training direction, which implies academic mobility of students studying education science (non-educational training directions in the context of networking”. To implement the project, it was decided to establish close partnerships with five higher educational institutions in the country. We have developed training courses to prepare teaching and resource staff of our university, as well as our partners to strong partnership in the project execution.
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Self-perceptions of basic skills for career development and competence in undergraduate students
Maeda, Kenichi; Niimi, Naoko
2005-01-01
This study was designed to investigate the relationships among basic skills for career development, competence, and self-esteem in undergraduate students. Ninety-three students (41 male, 52 female) participated in this study. Results indicated that high self-esteem students scored significantly higher than low self-esteem students on self-perceptions of four basic skills for career development (communication, exploration of information, future planning, and decision-making) and of four domain...
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Socio- Demographic Characteristics and Career Choice of Private Secondary School Students
Directory of Open Access Journals (Sweden)
Maria Ramona S. Braza
2015-11-01
Full Text Available This study determined the career choice of the high school students of the different private institutions in San Jose, Batangas as a basis for developing a career program guide to help the students in choosing their career.The descriptive method was used the study with the questionnaire and standardized test as the main data gathering instruments. Parents, students and teachers served as respondents of the study. The study revealed that most preferred career of the respondents is the academic track particularly the Science Technology Engineering and Mathematics (STEM strand. The proposed program guide formulated focused on how to help the students decide on their future career. When properly given, it will benefit the students. The researchers recommended that the proposed career program guide that has been formulated may be shown to school heads for their suggestions; the students should be provided with effective orientation on what career is really all about. This could be done by the school guidance counselor or by the teachers and parents as well and there must be a close–up tie among the guidance personnel, teachers, students, and parents to promote a better understanding of the factors which influence the career choice of the students.
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Kumar, Koshila; Jones, Debra; Naden, Kathryn; Roberts, Chris
2015-01-01
One strategy aimed at resolving ongoing health workforce shortages in rural and remote settings has been to implement workforce development initiatives involving the early activation and development of health career aspirations and intentions among young people in these settings. This strategy aligns with the considerable evidence showing that rural background is a strong predictor of rural practice intentions and preferences. The Broken Hill Regional Health Career Academy Program (BHRHCAP) is an initiative aimed at addressing local health workforce challenges by helping young people in the region develop and further their health career aspirations and goals. This article reports the factors impacting on rural and remote youths' health career decision-making within the context of a health workforce development program. Data were collected using interviews and focus groups with a range of stakeholders involved in the BHRHCAP including local secondary school students, secondary school teachers, career advisors, school principals, parents, and pre-graduate health students undertaking a clinical placement in Broken Hill, and local clinicians. Data interpretation was informed by the theoretical constructs articulated within socio cognitive career theory. Young people's career decision-making in the context of a local health workforce development program was influenced by a range of personal, contextual and experiential factors. These included personal factors related to young people's career goals and motivations and their confidence to engage in career decision-making, contextual factors related to BHRHCAP program design and structure as well as the visibility and accessibility of health career pathways in a rural setting, and experiential factors related to the interaction and engagement between young people and role models or influential others in the health and education sectors. This study provided theoretical insight into the broader range of interrelating and
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Participation Patterns of Korean Adolescents in School-Based Career Exploration Activities
Rojewski, Jay W.; Lee, In Heok; Hill, Roger B.
2014-01-01
Variations in the school-based career exploration activities of Korean high school students were examined. Data represented 5,227 Korean adolescents in Grade 11 contained in the Korean Education Longitudinal Study of 2005, a nationally representative longitudinal database administered by the Korean Educational Development Institute. Latent class…
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Card Sort Technique in Vocational Guidance/Career Counseling: Pilot Study about Career Values
Tülin ACAR; Yalçın DEMİR; Fidan KORKUT; Özlem HASKAN; Tuğba KABALCI; Dilşad KUTSAL; İlker Mustafa PEKİN; Esra TURHAN
2009-01-01
The purpose of this study was to develop and to pilot a not-test technique for assessing career and work values. This instrument was developed during a Career Counseling course taught by one of the authors of this paper. The first stage of development was the generation of a master list of career and work values, as reflected in the current literature related to theories and vocational research. From this master list 38 career values were selected resulting in the final deck that was used i...
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Directory of Open Access Journals (Sweden)
Melinde Coetzee
2009-07-01
Full Text Available This study explored the relationship between the psychological career resources and career anchors of a sample of 2 997 working adults at predominantly managerial and supervisory levels in the service industry. The Psychological Career Resources Inventory and the Career Orientations Inventory were applied. Stepwise regression analyses indicated dimensions of psychological career resources as significant predictors of participants’ career anchors. The findings add valuable new knowledge that can be used to inform organisational career development support practices as well as career counselling and guidance services concerned with promoting individuals’ employability and experiences of intrinsic career success.
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Tales of the unexpected: Integrating career shocks in the contemporary careers literature
Directory of Open Access Journals (Sweden)
Jos Akkermans
2018-04-01
Full Text Available Orientation: This article addresses the interplay between individual agency and contextual factors in contemporary career development processes. In light of the prominence of the former in the contemporary scholarly debate, we present a case for a more comprehensive approach by heeding the latter as well.  Research purpose: The main aim of this article was to provide a definition and conceptualisation of career shocks, as well as an agenda for future research on this topic.  Motivation for the study: Most of the contemporary careers literature has overemphasised the role of individual agency in career development. While certainly important, we argue that we also need to address the role of context – in this case, career shocks – in order to gain a fuller appreciation of career development processes.  Main conclusions and implications: We provide a definition of career shocks based on the existing literature related to chance events and turnover. In addition, we provide an overview of attributes of career shocks, potentially valuable theoretical perspectives and key issues for future research.  Contribution: This article brings together several existing streams of literature related to career shocks and provides an integrative definition and conceptualisation. We hope that this will ignite future research on an important but often overlooked topic.
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A Mentoring Toolkit: Tips and Tools for Mentoring Early-Career Researchers
Flint, Kathleen
2010-01-01
Effective mentoring is a critical component in the training of early-career researchers, cultivating more independent, productive and satisfied scientists. For example, mentoring has been shown by the 2005 Sigma Xi National Postdoc Survey to be a key indicator for a successful postdoctoral outcome. Mentoring takes many forms and can include support for maximizing research skills and productivity as well as assistance in preparing for a chosen career path. Yet, because there is no "one-size-fits-all” approach, mentoring can be an activity that is hard to define. In this presentation, a series of tips and tools will be offered to aid mentors in developing a plan for their mentoring activities. This will include: suggestions for how to get started; opportunities for mentoring activities within the research group, within the institution, and outside the institution; tools for communicating and assessing professional milestones; and resources for fostering the professional and career development of mentees. Special considerations will also be presented for mentoring international scholars and women. These strategies will be helpful to the PI responding to the new NSF mentoring plan requirement for postdocs as well as to the student, postdoc, researcher or professor overseeing the research and training of others.
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Early Career Investigator Opportunities in Geophysics with IRIS
Colella, H.; Sumy, D. F.; Schutt, D.
2016-12-01
Early career geoscientists face many challenges as they transition from senior level graduate students into postdoctoral researchers, tenure-track faculty positions, or the vast array of employment opportunities outside of academia. However, few receive adequate mentoring or guidance on how to successfully make the leap from graduate school to a fulfilling career. In recognition of these hurdles and challenges, the Incorporated Research Institutions for Seismology (IRIS) created an early-career investigator (ECI) program in 2011 to help reduce barriers for newly minted scientists, researchers, and educators on their path to success. The core mission of the ECI program is to organize practical resources and professional development opportunities for ECIs. The initiative has encouraged and supported collaboration between ECIs and senior scientists through colloquium lectureships and visiting scientist collaborations, which aimed to increase the visibility of ECIs and their research and to promote interaction between junior and senior scientists outside of their home institutions. Additionally, ECI-centric events are held at various national meetings to showcase the range of career paths available in geophysics, openly discuss the challenges ECIs face (e.g., work-life balance, job search difficulties, teaching challenges), expose participants to the ECI program's initiatives and resources, and better inform IRIS about the needs of the community. Post-workshop evaluations reveal ECIs are eager to have exposure to a variety of workforce options and a forum in which to ask difficult questions. Of note, there is a variety of cultural knowledge and expectations assumed in both the academic and professional worlds that is often not formally disseminated. The ECI program aims to better understand and facilitate transfer of this knowledge and reduce barriers to success for ECIs from both traditional and non-traditional backgrounds. The program also features webinars focused
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Leadership scheme to develop the careers of talented candidates.
Lynas, Karen
2012-02-01
The Top Leaders programme supports career development by identifying talented staff and equipping them with a range of management skills and approaches. The programme uses a diagnostic test to help candidates assess their strengths, leadership styles and development needs, and offers them 360 degrees feedback. This enables them to identify areas they need to develop to be effective and supportive leaders. Two case studies illustrate the programme in action.
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WHAT DRIVES RESEARCHERS' CAREERS? THE ROLE OF INTERNATIONAL MOBILITY, GENDER AND FAMILY
Directory of Open Access Journals (Sweden)
Ana Fernandez-Zubieta
2014-07-01
Full Text Available International mobility has become increasingly common in the research profession, partly due to strong policy support. To understand this trend, it is necessary to explore how researchers plan and envisage their career, that is, what drives their decisions. In this exploratory paper we shed light on this issue, comparing career drivers across three mobility categories. Furthermore, we take into account gender and the parental status of the researchers, as both factors remarkably influence career choices. We use data from the Study on International Mobility and Researchers’ Career Development Project (SIM-ReC, launched in 2011 by the Institute of Prospective Technological Studies (IPTS in collaboration with NIFU (Norway, Logotech (Greece and the University of Athens. The dataset covers researchers working in European universities across ten countries: Belgium, France, Germany, Italy, the Netherlands, Poland, Spain, Sweden, Switzerland and the UK. The results highlight how different mobility patterns reflect different motivations and confirm that gender and parenthood are critical in shaping career decisions
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WHAT DRIVES RESEARCHERS' CAREERS? THE ROLE OF INTERNATIONAL MOBILITY, GENDER AND FAMILY
Directory of Open Access Journals (Sweden)
Ana Fernandez-Zubieta
2013-10-01
Full Text Available International mobility has become increasingly common in the research profession, partly due to strong policy support. To understand this trend, it is necessary to explore how researchers plan and envisage their career, that is, what drives their decisions. In this exploratory paper we shed light on this issue, comparing career drivers across three mobility categories. Furthermore, we take into account gender and the parental status of the researchers, as both factors remarkably influence career choices. We use data from the Study on International Mobility and Researchers’ Career Development Project (SIM-ReC, launched in 2011 by the Institute of Prospective Technological Studies (IPTS in collaboration with NIFU (Norway, Logotech (Greece and the University of Athens. The dataset covers researchers working in European universities across ten countries: Belgium, France, Germany, Italy, the Netherlands, Poland, Spain, Sweden, Switzerland and the UK. The results highlight how different mobility patterns reflect different motivations and confirm that gender and parenthood are critical in shaping career decisions.
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Putting PhDs to work: career planning for today's scientist.
Hobin, Jennifer A; Clifford, Philip S; Dunn, Ben M; Rich, Susan; Justement, Louis B
2014-01-01
Individual development plans (IDPs) have been promoted nationally as a tool to help research trainees explore career opportunities and set career goals. Despite the interest in IDPs from a policy perspective, there is little information about how they have been used. The authors examined IDP awareness and use, the benefits of creating an IDP, and ways to facilitate its use by administering a survey to current or former postdoctoral researchers via the National Postdoctoral Association (NPA) and University of Alabama at Birmingham email lists; individuals belonging to Federation of American Societies for Experimental Biology member societies who mentored postdocs; and postdoctoral administrators at member institutions of the Association of American Medical Colleges and the NPA. Although most postdoctoral administrators (>80%) were familiar with IDPs, less than 50% of postdocs and only 20% of mentors were aware of IDPs. For those postdocs and mentors who reported creating an IDP, the process helped postdocs to identify the skills and abilities necessary for career success and facilitated communication between postdocs and their mentors. Despite the fact that creating an IDP benefits postdocs and mentors, IDP use will likely remain low unless institutions and research mentors encourage trainees to engage in this process.
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The College and Career Readiness and Success Organizer
Balestreri, Kathryn; Sambolt, Megan; Duhon, Chad; Smerdon, Becky; Harris, Joseph
2014-01-01
The "College and Career Readiness and Success Organizer" is a graphic that displays a consolidated overview of the many elements that impact a learner's ability to succeed in college and careers at both the institutional and individual levels. The "Organizer" is intended to be a comprehensive and visual representation of the…
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Career Development for Transitioning Veterans. Monograph Series
McCormick, Carmen Stein; Osborn, Debra S.; Hayden, Seth C. W.; Van Hoose, Dan
2013-01-01
The purpose of this book is to increase career practitioners' awareness of the transition issues and resources specific to veterans and to provide several examples of how a practitioner might walk a veteran through the career planning process. Case studies based on interviews with real veterans by the authors and military consultants (Thomas…
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Directory of Open Access Journals (Sweden)
Rymešová, Pavla
2010-12-01
Full Text Available The article is focused on professional orientation and direction of the careers of graduates of Faculty of Economics and Management (FEM and Faculty of Agrobiology, Food and Natural Resources (FAFNR at Czech University of Life Sciences Prague (CULS. The general information and theoretical part is devoted to the topic of career, its concept and definition, and it deals with chosen determinants of career orientation and career development. The concept of career is considered within the sphere of specialized terminology mainly used in humanities disciplines, it defines subjective and objective career. Moreover, the concepts of life developmental tasks and career maturity are being mapped. The existence of typical stages of development is also discussed, for which there are typical qualitative differences on the level of information, in relation to a given profession and in motivation towards the profession (with regard to the stage that includes university studies. Significant influence of objective and situational factors, which interfere with career orientation and the choice of a profession, is further included. A look at a person’s personality with respect to the determinants of career orientation and career development also forms a part of the general information part. In its first part of the empirical section, the article is focused on the concept and definition of career from the beginning of the 1990s. This includes the views of Czech as well as foreign authors. In the second part, the article tries to present practical consequences of students’ career orientation and it deals with processing an estimate whether the observed faculties’ graduates remain working in the field related to what they studied within five years from graduation. A part of the study is also formed by a description of the main motives leading to choosing a profession during university studies. The chosen attributes were monitored among a selected group of
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Career Cruiser: A Career and Education Planning Guide
Florida Department of Education, 2015
2015-01-01
Life is a journey filled with many twists and turns. While the journey can be exciting, it is a good idea to know where you are going so you can decide how to get there. Career development is all about getting the knowledge and skills you need to make more informed career decisions. Right now is an excellent time to develop skills that will help…
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Sonmez, Betul; Yildirim, Aytolan
2009-12-01
The aim was to determine the opinions of nurse managers about career planning and development for nurses in hospitals. Career planning and development are defined as an important and necessary tool in the development of nurses as professionals and in retaining nurses in a facility. A descriptive survey. The research population comprised nurse managers in 200+ bed hospitals on the European side of Istanbul province (n = 668). The entire population was targeted and 373 nurse managers were included in the study (55.8% return rate). Data were collected with a 32-item survey form that had three sections to determine the nurse managers' demographic characteristics, the career development practices at the facility where they worked, the nurse managers' responsibilities for career development and their expected competencies and recommendations. The findings of this study suggest that the most common technique used for nurses for career development was education programs, the career development practices of private hospitals were more developed than public hospitals and the nurse managers' perceptions about career development were different according to their management level, age group and educational level (p career development practices identified and the nurse managers did not have agreement on the subject of career development. Hospitals which provide opportunity for horizontal and vertical promotion and have clear development policies will be successful hospitals which are preferred by high quality nurses. This study draws attention to the importance of career planning in nursing and the need for nurse managers to take an active role in career planning and development.
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1999
This document contains four symposium papers on career issues in human resource development (HRD). "Are Careers What They Used To Be: A Factor Analysis of Schein's Career Orientations Inventory" (Gerri Mukri, Sharon Confessore) is a statistical analysis of Schein's Career Orientations Inventory that finds the inventory to be a…
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Attitudes toward Career Counseling: The Role of Public and Self-Stigma
Ludwikowski, Wyndolyn M. A.; Vogel, David; Armstrong, Patrick Ian
2009-01-01
Although many students struggle with career-related issues in college, comparatively few engage the career services offered by their academic institutions for help with their difficulties. In addition, there is little research on the factors influencing students' decisions to engage in counseling for career-related issues, making it difficult to…
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Hirschi, Andreas
2010-01-01
Chance events are considered important in career development, yet little empirical research is available on their predictors and consequences. The present study investigated socio-demographic (gender, nationality, school-type), personality (openness, locus of control) and career development variables (career decidedness, career planning) in…
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Newton, Paul; Cabot, Lyndon; Wilson, Nairn H F; Gallagher, Jennifer E
2011-09-24
Dentistry in the UK has a number of new graduate-entry programmes. The aim of the study was to explore the motivation, career expectations and experiences of final year students who chose to pursue a dental career through the graduate entry programme route in one institution; and to explore if, and how, their intended career expectations and aspirations were informed by this choice. In-depth interviews of 14 graduate entry students in their final year of study. Data were transcribed verbatim and analysed using framework analysis. There were three categories of factors influencing students' choice to study dentistry through graduate entry: 'push', 'pull' and 'mediating'. Mediating factors related to students' personal concerns and circumstances, whereas push and pull factors related to features of their previous and future careers and wider social factors. Routes to Graduate Entry study comprised: 'early career changers', 'established career changers' and those pursuing 'routes to specialisation'. These routes also influenced the students' practice of dentistry, as students integrated skills in their dental studies, and encountered new challenges.Factors which students believed would influence their future careers included: vocational training; opportunities for specialisation or developing special interests and policy-related issues, together with wider professional and social concerns.The graduate entry programme was considered 'hard work' but a quick route to a professional career which had much to offer. Students' felt more could have been made of their pre-dental studies and/or experience during the programme. Factors perceived as influencing students' future contribution to dentistry included personal and social influences. Overall there was strong support for the values of the NHS and 'giving back' to the system in their future career. Graduate entry students appear to be motivated to enter dentistry by a range of factors which suit their preferences and
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Directory of Open Access Journals (Sweden)
Wilson Nairn HF
2011-09-01
Full Text Available Abstract Background Dentistry in the UK has a number of new graduate-entry programmes. The aim of the study was to explore the motivation, career expectations and experiences of final year students who chose to pursue a dental career through the graduate entry programme route in one institution; and to explore if, and how, their intended career expectations and aspirations were informed by this choice. Method In-depth interviews of 14 graduate entry students in their final year of study. Data were transcribed verbatim and analysed using framework analysis. Results There were three categories of factors influencing students' choice to study dentistry through graduate entry: 'push', 'pull' and 'mediating'. Mediating factors related to students' personal concerns and circumstances, whereas push and pull factors related to features of their previous and future careers and wider social factors. Routes to Graduate Entry study comprised: 'early career changers', 'established career changers' and those pursuing 'routes to specialisation'. These routes also influenced the students' practice of dentistry, as students integrated skills in their dental studies, and encountered new challenges. Factors which students believed would influence their future careers included: vocational training; opportunities for specialisation or developing special interests and policy-related issues, together with wider professional and social concerns. The graduate entry programme was considered 'hard work' but a quick route to a professional career which had much to offer. Students' felt more could have been made of their pre-dental studies and/or experience during the programme. Factors perceived as influencing students' future contribution to dentistry included personal and social influences. Overall there was strong support for the values of the NHS and 'giving back' to the system in their future career. Conclusion Graduate entry students appear to be motivated to enter
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2011-01-01
Background Dentistry in the UK has a number of new graduate-entry programmes. The aim of the study was to explore the motivation, career expectations and experiences of final year students who chose to pursue a dental career through the graduate entry programme route in one institution; and to explore if, and how, their intended career expectations and aspirations were informed by this choice. Method In-depth interviews of 14 graduate entry students in their final year of study. Data were transcribed verbatim and analysed using framework analysis. Results There were three categories of factors influencing students' choice to study dentistry through graduate entry: 'push', 'pull' and 'mediating'. Mediating factors related to students' personal concerns and circumstances, whereas push and pull factors related to features of their previous and future careers and wider social factors. Routes to Graduate Entry study comprised: 'early career changers', 'established career changers' and those pursuing 'routes to specialisation'. These routes also influenced the students' practice of dentistry, as students integrated skills in their dental studies, and encountered new challenges. Factors which students believed would influence their future careers included: vocational training; opportunities for specialisation or developing special interests and policy-related issues, together with wider professional and social concerns. The graduate entry programme was considered 'hard work' but a quick route to a professional career which had much to offer. Students' felt more could have been made of their pre-dental studies and/or experience during the programme. Factors perceived as influencing students' future contribution to dentistry included personal and social influences. Overall there was strong support for the values of the NHS and 'giving back' to the system in their future career. Conclusion Graduate entry students appear to be motivated to enter dentistry by a range of
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Developing Career and Employability Skills: A US Case Study.
Zinser, Richard
2003-01-01
Western Michigan University's technical teacher education program developed a course on teaching career and employability skills using state standards and benchmarks as a framework. Preservice teachers complete five projects: job shadowing, professional portfolio, written lesson plan, videotape and self-critique of lesson plan, and an application…
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Black Female Faculty Success and Early Career Professional Development
Jones, Tamara Bertrand; Osborne-Lampkin, La'Tara
2013-01-01
In recent years, a number of Black female junior scholars have participated in an early career professional development program designed to address socialization issues through individual and small group mentoring. This descriptive qualitative study investigated scholars' perceptions of the importance and effectiveness of a research…
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Career Development Workshop for Women in Physics
2015-01-01
Worldwide, women constitute a decided minority in the physics community. One of the goals of this Workshop is to bring together women physicists from all over the world (with a special focus on developing countries), so that they can share their thoughts and learn from each other's experiences. Another goal is to offer “mini-workshops” that deal with the various “non-academic” skills that are needed to succeed in a career in science, that male physicists often acquire through the old boys' network, but that women, being more isolated and thus lacking mentors, may find harder to pick up. In addition to hearing from successful female scientists who will share their thoughts and experiences, there will be sessions on topics such as how to write a CV, how to give oral presentations, how to write scientific articles for publication in peer-reviewed journals, the art of negotiation in an academic environment, and how to try to achieve a balance between the demands of career and family. There will also be a...
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Directory of Open Access Journals (Sweden)
Petra Stepišnik
2017-03-01
Full Text Available This research examines the career motivation factors among Slovene teachers. They go hand in hand with two other processes: the psycho-social development of individuals and their family life. We present the results of the empirical research that was carried out on a sample of 360 professionals from primary and secondary schools. We established a scale for determining the importance of motivation factors by asking the professionals to grade their level of agreement with the statements considering the following motivational factors: the legislation and the organization of files in the context of school, the organisational climate and culture at schools, the school management, schools as learning organisations, the need of individuals for career development. We were interested if there exist any differences in the opinions of professionals in primary and secondary schools regarding the importance of individual motivation factors. We were also interested if there exists an interdependence between the final results and the individual variables. The findings are important for professionals and school management in schools that encourage career development. It would be sensible to take these findings into consideration when planning, as well as monitoring career development of school professionals.
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Connolly, Mark R.; Lee, You-Geon; Savoy, Julia N.
2018-01-01
To help prepare future faculty in science, technology, engineering, and mathematics (STEM) to teach undergraduates, more research universities are offering teaching development (TD) programs to doctoral students who aspire to academic careers. Using social cognitive career theory, we examine the effects of TD programs on early-career STEM…
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Career development needs of vice chairs for education in departments of surgery.
Sanfey, Hilary; Boehler, Margaret; Darosa, Debra; Dunnington, Gary L
2012-01-01
To identify the career development needs Vice Chair for Education in Surgery Departments (VCESDs). In all, 33 VCESDs were invited to complete an online survey to identify the scope of duties, scholarly activity, job satisfaction, and career development needs. A total of 29/33 (88%) VCESDs responded. Time constraints were the most frequent impediment for MDs vs. PhDs (p teacher programs (1 ± 0), and program performance evaluation systems (1.33 ± 0.76) for PhDs. The skills deemed to be of greatest importance were ability to communicate effectively (1.27 ± 0.55), resolve personnel conflicts (1.32 ± 0.57), and introduce change (1.41 ± 0.59). PhDs revealed a greater need to learn strategies for dealing with disruptive faculty (1.0 ± 0 vs 2.15 ± 0.87). This information will inform the future career development of VCESDs and will assist Department Chairs who wish to recruit and retain VCESDs. Copyright © 2012 Association of Program Directors in Surgery. Published by Elsevier Inc. All rights reserved.
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Hastings, M. G.; Kontak, R.; Holloway, T.; Marin-Spiotta, E.; Steiner, A. L.; Wiedinmyer, C.; Adams, A. S.; de Boer, A. M.; Staudt, A. C.; Fiore, A. M.
2010-12-01
Professional networking is often cited as an important component of scientific career development, yet there are few resources for early career scientists to develop and build networks. Personal networks can provide opportunities to learn about organizational culture and procedures, expectations, advancement opportunities, and best practices. They provide access to mentors and job placement opportunities, new scientific collaborations, speaker and conference invitations, increased scientific visibility, reduced isolation, and a stronger feeling of community. There is evidence in the literature that a sense of community positively affects the engagement and retention of underrepresented groups, including women, in science. Thus women scientists may particularly benefit from becoming part of a network. The Earth Science Women’s Network (ESWN) began in 2002 as an informal peer-to-peer mentoring initiative among a few recent Ph.D.s. The network has grown exponentially to include over 1000 women scientists across the globe. Surveys of our membership about ESWN report positive impacts on the careers of women in Earth sciences, particularly those in early career stages. Through ESWN, women share both professional and personal advice, establish research collaborations, communicate strategies on work/life balance, connect with women at various stages of their careers, and provide perspectives from cultures across the globe. We present lessons learned through the formal and informal activities promoted by ESWN in support of the career development of women Earth scientists.
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Sandia National Laboratories: Careers: Special Programs
Program Master's Fellowship Program Wounded Warrior Career Development Program Careers Special Programs Special career opportunities for select individuals Join Sandia's workforce while receiving support and Laboratories' Affirmative Action Plan. Learn more about MFP. Wounded Warrior Career Development Program U.S
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Ahmad Tisman Pasha; Kamal Ab Hamid; Arfan Shahzad
2017-01-01
The objective of the study is to investigate the mediating role of career commitment between career development practices and career success of employee in insurance sector of Pakistan. Survey method was adopted to collect the data form 374 employees working in insurance sector systematic sampling. PLS-SEM technique was used using Smart PLS 2.0 to analyze the data. Findings of the study suggests that employees’ career development practices have positive relationship with career commitment and...
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78 FR 75929 - National Institute of Dental & Craniofacial Research; Notice of Closed Meetings
2013-12-13
... Craniofacial Research Special Emphasis Panel; Review of NIDCR Institutional Career Development Award K12... review and evaluate grant applications. Place: National Institutes of Health, One Democracy Plaza, 6701 Democracy Boulevard, Bethesda, MD 20892. Contact Person: Victor Henriquez, Ph.D., Scientific Review Officer...
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Watts, A. G.; Fretwell, David H.
2004-01-01
The following pages summarize the findings of seven case-studies of public policy in career guidance carried out in Chile, the Philippines, Poland, Romania, Russia, South Africa and Turkey. The objectives of this World Bank study were: to identify and describe the distinctive issues faced by developing and transition economies in forming effective…
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Educating for an Entrepreneurial Career: Developing Opportunity-Recognition Ability
Sardeshmukh, Shruti R.; Smith-Nelson, Ronda M.
2011-01-01
Entrepreneurship as a career option has become increasingly desirable, and there is a real need to develop an opportunity-oriented entrepreneurial mindset among tertiary students. Current entrepreneurship education heavily relies on the linear process of business planning and rarely encourages the complex and non-linear thinking patterns necessary…
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"The Big OE": Self-Directed Travel and Career Development.
Inkson, Kerr; Myers, Barbara A.
2003-01-01
Interviews with 50 New Zealand students who participated in overseas experience (working holidays abroad) found they had complex, whole-life motivations; few did intensive planning prior to departure. Six distinct forms of overseas experience were found, having more or less relationship with career development. Most students experienced major…
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The Transition into the Workforce by Early-Career Geoscientists, a Preliminary Investigation
Wilson, C. E.; Keane, C.
2017-12-01
The American Geosciences Institute's Geoscience Student Exit Survey asks recent graduates about their immediate plans after graduation. Though some respondents indicate their employment or continuing education intention, many of the respondents are still in the process of looking for a job in the geosciences. Recent discussions about geoscience workforce development have focused on the critical technical and professional skills that graduates need to be successful in the workforce, but there is little data about employment success and skills development as early-career geoscientists. AGI developed a short preliminary survey to follow up with past participants in AGI's Exit Survey investigating their career path, their skills development after entering the workforce, and their opinions on skills and knowledge they wished they had prior to entering the workforce. The results from this survey will begin to indicate the occupation availability for early-career geoscientists, the continuing education completed by these recent graduates, and the possible attrition away from the geoscience workforce. This presentation presents the results from this short survey and the implications for further research in this area of workforce development and preparation.
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A Summer Program Designed to Educate College Students for Careers in Bioinformatics
Krilowicz, Beverly; Johnston, Wendie; Sharp, Sandra B.; Warter-Perez, Nancy; Momand, Jamil
2007-01-01
A summer program was created for undergraduates and graduate students that teaches bioinformatics concepts, offers skills in professional development, and provides research opportunities in academic and industrial institutions. We estimate that 34 of 38 graduates (89%) are in a career trajectory that will use bioinformatics. Evidence from…
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The World Nuclear University Summer Institute
International Nuclear Information System (INIS)
Rivard, D.; McIntyre, M.
2007-01-01
The World Nuclear University (WNU) Summer Institute is a six weeks intensive training program aimed to develop a global leadership in the field of nuclear sciences and technologies. The topics covered include global setting, international regimes, technology innovation and nuclear industry operations. This event has been held annually since 2005. Mark McIntyre and Dominic Rivard attended this activity as a personal initiative. In this paper they will present the WNU and its Summer Institute, share their participation experience and discuss as well of some technical content covered during the Institute, highlighting the benefits this brought to their careers. (author)
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Career Locus of Control and Career Success among Chinese Employees: A Multidimensional Approach
Guan, Yanjun; Wang, Zhen; Dong, Zhilin; Liu, Yukun; Yue, Yumeng; Liu, Haiyang; Zhang, Yuqing; Zhou, Wenxia; Liu, Haihua
2013-01-01
The current research aimed to develop a multidimensional measure of career locus of control (LOC) and examine its predictive validity on objective and subjective career success among Chinese employees. Items of career LOC were generated based on literature review of the significant predictors of career success, as well as the open-ended responses…
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Career Self Efficacy, Achievement Motivation and Organizational ...
African Journals Online (AJOL)
Career self efficacy, achievement motivation and organizational commitments are considered as predictors of lecturers‟ conflict preventive behaviours in tertiary institutions in Oyo town. 300 lecturers (149 male and 151 female) of the four tertiary institutions were randomly sampled. What is the relative contributions of each ...
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Career Transitions and Career Success in the "New" Career Era
Chudzikowski, Katharina
2012-01-01
The "new" career, most notably the boundaryless career, is associated with high career mobility, which is in turn associated with employability and career success of individuals. The current study examined how frequency, form (organisational, horizontal or vertical) and impact (objective career success) of career transitions have changed…
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Bartlett, Jennifer; Domene, José F.
2015-01-01
Little is known about the career development of youth with a history of criminal activity and the factors that influence their career development. The ability to secure employment is important in predicting successful outcomes for this population, but unfortunately youth who have been involved in crime are likely to face a myriad of obstacles to…
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Magrane, Diane; Helitzer, Deborah; Morahan, Page; Chang, Shine; Gleason, Katharine; Cardinali, Gina; Wu, Chih-Chieh
2012-12-01
Surprisingly little research is available to explain the well-documented organizational and societal influences on persistent inequities in advancement of women faculty. The Systems of Career Influences Model is a framework for exploring factors influencing women's progression to advanced academic rank, executive positions, and informal leadership roles in academic medicine. The model situates faculty as agents within a complex adaptive system consisting of a trajectory of career advancement with opportunities for formal professional development programming; a dynamic system of influences of organizational policies, practices, and culture; and a dynamic system of individual choices and decisions. These systems of influence may promote or inhibit career advancement. Within this system, women weigh competing influences to make career advancement decisions, and leaders of academic health centers prioritize limited resources to support the school's mission. The Systems of Career Influences Model proved useful to identify key research questions. We used the model to probe how research in academic career development might be applied to content and methods of formal professional development programs. We generated a series of questions and hypotheses about how professional development programs might influence professional development of health science faculty members. Using the model as a guide, we developed a study using a quantitative and qualitative design. These analyses should provide insight into what works in recruiting and supporting productive men and women faculty in academic medical centers.
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Promoting Career Development and Life Design in the Early Years of a Person's Life
Maree, Jacobus G.
2018-01-01
The article discusses the changing world of work and the attendant uncertainty and loss of work-life identity. Little research has been done on career development and life design in the early years of a person's life, especially in developing countries characterized by disadvantage. The underlying theoretical models of career development are…
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Breaking the Ice: Career Development Activities for Accounting Students
Kilpatrick, Bob G.; Wilburn, Nancy L.
2010-01-01
This paper describes two co-curricular career development activities, mock interviews and speed networking that we provide for accounting majors at our university. The driving force behind both activities was to increase comfort levels for students when interacting with professionals and to enhance their job interview and networking skills.…
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Finney, John W; Amundson, Erin O; Bi, Xiaoyu; Cucciare, Michael A; Eisen, Seth A; Finlay, Andrea K; Halvorson, Max A; Hayashi, Ko; Owens, Douglas K; Maisel, Natalya C; Timko, Christine; Weitlauf, Julie C; Cronkite, Ruth C
2016-04-01
To evaluate the academic advancement and productivity of Department of Veterans Affairs Health Services Research and Development (HSR&D) Career Development Award (CDA) program recipients, National Institutes of Health (NIH) K awardees in health services research (HSR), and Agency for Healthcare Research and Quality (AHRQ) K awardees. In all, 219 HSR&D CDA recipients from fiscal year (FY) 1991 through FY2010; 154 NIH K01, K08, and K23 awardees FY1991-FY2010; and 69 AHRQ K01 and K08 awardees FY2000-FY2010 were included. Most data were obtained from curricula vitae. Academic advancement, publications, grants, recognition, and mentoring were compared after adjusting for years since award, and personal characteristics, training, and productivity prior to the award. No significant differences emerged in covariate-adjusted tenure-track academic rank, number of grants as primary investigator (PI), major journal articles as first/sole author, Hirsch h-index scores, likelihood of a journal editorship position or membership in a major granting review panel, or mentoring postgraduate researchers between the HSR&D CDA and NIH K awardees from FY1991-FY2010, or among the three groups of awardees from FY2000 or later. Among those who reported grant funding levels, HSR&D CDAs from FY1991-2010 had been PI on more grants of $100,000 than NIH K awardees. HSR&D CDAs had a higher mean number of major journal articles than NIH K awardees from FY1991-2010. Findings show that all three HSR career development programs are successfully selecting and mentoring awardees, ensuring additional HSR capacity to improve the quality and delivery of high-value care.
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Career guidance in communities
DEFF Research Database (Denmark)
Thomsen, Rie
for the development of a critically reflexive career guidance practice. The considerations are organised around seven elements. 1. Creating opportunity, structure and access 2. Entering a community and increasing visibility 3. Providing guidance in communities 4. Exploring potentials in guidance situations 5...... in career guidance practices as well as in the lives of the people in the communities. This paper falls into two parts: The first part considers the collective as the starting point for the development of meaningful career guidance activities. Based on previous research on career guidance in communities......The aim of this paper is to inspire practitioners and professionals to leave their offices to bring career guidance into communities that might not identify with career guidance in the first instance. By making the effort to engage with communities, practitioners may bring about a critical change...
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351 The role of visibility and career advancement of women in ...
African Journals Online (AJOL)
tlinge
One of the concerns of career research has been on the underrepresentation of .... career advancement opportunity one needs to join a support group to be .... Advancement of Academics in Private Higher education Institutions in Malaysia.
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Draaisma, Aniek; Meijers, Frans; Kuijpers, Marinka
2018-01-01
Schools are increasingly acknowledging their responsibility to guide students in their career development. However, the guidance that is provided in the Netherlands, as well as in other Western countries, focuses for the most part on helping students towards their academic achievement, and not on helping them to develop competencies to manage…
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Motivations and Paths to Becoming Faculty at Minority Serving Institutions
Directory of Open Access Journals (Sweden)
Daniel Blake
2018-02-01
Full Text Available Drawing upon 15 qualitative interviews with early- to mid-career faculty (seven men and eight women at Minority Serving Institutions (MSIs, this study examines the diverse motivations and paths those faculty members have taken to becoming professors at their respective institutions. The faculty come from a range of MSIs (Historically Black Colleges and Universities, Hispanic Serving Institutions, Asian American and Native American Pacific Islander Serving Institutions, and Predominantly Black Institutions across the country and represent a broad spectrum of disciplines. This study sheds light on factors that guide their choices of discipline and entrance into the faculty ranks at MSIs. Social cognitive career theory (SCCT was used as a lens during qualitative coding and analysis in order to develop the findings, which reveal that (1 teaching, activism, and community uplift were primary motivators to enter the professoriate; (2 supportive environmental factors, including single individuals, proved pivotal in influencing faculty to take these roles; and (3 career transitions into the academy were spurred by learning experiences that revealed disciplinary and teaching interests. The findings suggest that MSIs attract community-oriented individuals to their faculty positions, and that colleges and universities interested in diversifying their faculties should craft such roles in ways that are appealing to the populations that they are trying to recruit and retain.
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Helitzer, Deborah; Morahan, Page; Chang, Shine; Gleason, Katharine; Cardinali, Gina; Wu, Chih-Chieh
2012-01-01
Abstract Background Surprisingly little research is available to explain the well-documented organizational and societal influences on persistent inequities in advancement of women faculty. Methods The Systems of Career Influences Model is a framework for exploring factors influencing women's progression to advanced academic rank, executive positions, and informal leadership roles in academic medicine. The model situates faculty as agents within a complex adaptive system consisting of a trajectory of career advancement with opportunities for formal professional development programming; a dynamic system of influences of organizational policies, practices, and culture; and a dynamic system of individual choices and decisions. These systems of influence may promote or inhibit career advancement. Within this system, women weigh competing influences to make career advancement decisions, and leaders of academic health centers prioritize limited resources to support the school's mission. Results and Conclusions The Systems of Career Influences Model proved useful to identify key research questions. We used the model to probe how research in academic career development might be applied to content and methods of formal professional development programs. We generated a series of questions and hypotheses about how professional development programs might influence professional development of health science faculty members. Using the model as a guide, we developed a study using a quantitative and qualitative design. These analyses should provide insight into what works in recruiting and supporting productive men and women faculty in academic medical centers. PMID:23101486
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Career Development of Foreign Trained Immigrants from Regulated Professions
Novak, Lydia; Chen, Charles P.
2013-01-01
In this article, we aim to examine and understand the career development experiences of foreign-trained immigrants from regulated professions (FTIRPs) in Canada. To provide some background on immigration in a Canadian context, we focus on a myriad of factors that affect the vocational well-being of FTIRPs. We apply key concepts from several major…
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The Influence of Racism and Sexism in the Career Development of African American Women.
Evans, Kathy M.; Herr, Edwin L.
1991-01-01
Combined effects of racism and sexism in the workplace subject African-American woman to more discrimination than either Black men or White women. Examines racism and sexism in employment practices and in the career development and aspirations of African-American women. Identifies coping system of African-American women who avoid career fields in…
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Ray, Anjali; Halder, Santoshi; Goswami, Nibedita
2012-01-01
The authors explored the mental health of students with their academic career-related stressors collecting data from 400 students of different schools of Eastern part of India by using; namely General Information Schedule (GIS), the General Health Questionnaire (GHQ), and the Academic Career Development Stress Scale. The data was subjected to t…
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Subordinating careers to market forces? A critical analysis of European career guidance policy
Directory of Open Access Journals (Sweden)
Ingela Bergmo-Prvulovic
2012-10-01
Full Text Available This study explores language regarding career and career development in European policy documents on career guidance in order to disclose underlying view(s of these phenomena conveyed in the texts. Qualitative content analysis was used to approach the subject in the texts, followed by a sender-oriented interpretation. Sources for interpretation include several sociological and pedagogical approaches based upon social constructionism. These provide a framework for understanding how different views of career phenomena arise. The characterization of career phenomena in the documents falls into four categories: contextual change, environment-person correspondence, competence mobility, and empowerment. An economic perspective on career dominates, followed by learning and political science perspectives. Policy formulations convey contradictory messages and a form of career 'contract' that appears to subordinate individuals' careers to global capitalism, while attributing sole responsibility for career to individuals.
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Directory of Open Access Journals (Sweden)
Bombuwela P. M.
2013-06-01
Full Text Available The study was entirely designed by centering the focal problem of the effect of Glass Ceiling on Women Career Development. The overall study was structure based on the conceptual framework built up using the information of literature survey. The study was conducted with the aim of obtaining the following objective. That is “To find out the Effect of Glass Ceiling on Women Career Development with regard to female executive level employees who are working in privatesector organizations.” At the same time, hypotheses are developed to find out whether there is a significant effect of Individual Factors, Family Factors, Organizational Factors and Cultural Factors on Women Career development. Merely this study has been completed with an empirical survey which was thoroughly conducted using a self-administered questionnaire and the sample consisted of 150 women executives. For presenting and analyzing the data both descriptive andinferential statistics were used. The findings reveal that the Glass Ceiling and Women Career Development have a moderate negative relationship, and also show that Individual Factors, OrganizationalFactors and Cultural Factors have a significant effect on Women Career Development whereas Family Factor has effects on the Glass Ceiling. Following the study results, a conclusion was eventually made that there are significant effects of the Glass Ceiling on WomenCareer Development of Executive level female employees working in private sector organizations in Sri Lanka. By taking all these facts into consideration, better recommendations have been made in this study. Finally, the most valuable suggestions for further studies and limitations of the study have been outlined.
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Wentling, Rose Mary
1992-01-01
According to interviews with 30 women in middle management, 4 factors pertinent to their success were educational credentials, hard work, mentors, and interpersonal skills. Barriers to career development were supervisors/directors, sex discrimination, lack of political savvy, and lack of career strategy. (SK)
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Career-success scale - a new instrument to assess young physicians' academic career steps.
Buddeberg-Fischer, Barbara; Stamm, Martina; Buddeberg, Claus; Klaghofer, Richard
2008-06-02
Within the framework of a prospective cohort study of Swiss medical school graduates, a Career-Success Scale (CSS) was constructed in a sample of young physicians choosing different career paths in medicine. Furthermore the influence of personality factors, the participants' personal situation, and career related factors on their career success was investigated. 406 residents were assessed in terms of career aspired to, and their career progress. The Career-Success Scale, consisting of 7 items, was developed and validated, addressing objective criteria of academic career advancement. The influence of gender and career aspiration was investigated by a two-factorial analysis of variance, the relationships between personality factors, personal situation, career related factors and the Career-Success Scale by a multivariate linear regression analysis. The unidimensional Career-Success Scale has an internal consistency of 0.76. It is significantly correlated at the bivariate level with gender, instrumentality, and all career related factors, particularly with academic career and received mentoring. In multiple regression, only gender, academic career, surgery as chosen specialty, and received mentoring are significant predictors. The highest values were observed in participants aspiring to an academic career, followed by those pursuing a hospital career and those wanting to run a private practice. Independent of the career aspired to, female residents have lower scores than their male colleagues. The Career-Success Scale proved to be a short, reliable and valid instrument to measure career achievements. As mentoring is an independent predictor of career success, mentoring programs could be an important instrument to specifically enhance careers of female physicians in academia.
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Directory of Open Access Journals (Sweden)
Mulawarman Mulawarman
2016-12-01
Full Text Available Career adaptability is the preparedness role in work and adjustman to changes in working situation in the future. The purpose of this study was to examine Solution Focused Brief Counseling (SFBC approach in developing career adaptability of students.The method used in this study was a mix method . Subjects selected through a purposive sampling method that is focused on graduate students at the beginning of the semester with a major in Guidance and Counseling Faculty of Education, Semarang State University. Career adaptability in this study consists of four dimensions, concern, control, curiosity and confidence. Stages of Solution Focused Brief Counseling (SFBC implemented include establishing relationships, Identifying a solvable complaint, Establishing goals, Designing and Implementing Intervention, and termination, evaluation, and follow-up. The results of this study showed Solution Focused Brief Counseling (SFBC is effective in improving the adaptability of student career both qualitatively and quantitatively.
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Nazar, Gabriela; van der Heijden, Beatrice
2014-01-01
Social and economic conditions, as well as the dynamism of the Chilean labour market, place new demands on middle-aged workers who have to explore both internal and external opportunities to develop successful careers. We assumed that possible self and identity in future states are core organizing
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Impact of Race on Business Students' Perceptions of Business Careers.
Delvecchio, Susan; McEwan, Thaddeus; McEwen, Beryl C.
2001-01-01
Comparison of 238 African-American students (81% at traditionally black institutions) and 250 white students revealed no differences in preferences for accounting, finance, or market research careers. African Americans had a higher preference for human resource management careers regardless of age, academic standing, or work experience. (Contains…
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Award-Winning Faculty at a Faith-Based Institution
Livingston, Jennifer; Jun, Alexander
2011-01-01
Exploring the development of excellent teachers could contribute to the revision of current practices in faculty recruitment, evaluation, workload expectations, and reward systems. This grounded theory study examined the professional careers of nine award-winning faculty members of a faith-based institution of higher education. The data, collected…
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Nancarrow, Susan
2007-07-01
The purpose of this study was to examine, in depth, the impact of intermediate care services on staff job satisfaction, skills development and career development opportunities. Recruitment and retention difficulties present a major barrier to the effective delivery of intermediate care services in the UK. The limited existing literature is contradictory, but points to the possibility of staff deskilling and suggests that intermediate care is poorly understood and may be seen by other practitioners as being of lower status than hospital work. These factors have the potential to reduce staff morale and limit the possibilities of recruiting staff. The research is based on interviews with 26 staff from case studies of two intermediate care services in South Yorkshire. Participants reported high levels of job satisfaction, which was because of the enabling philosophy of care, increased autonomy, the setting of care and the actual teams within which the workers were employed. For most disciplines, intermediate care facilitated the application of existing skills in a different way; enhancing some skills, while restricting the use of others. Barriers to career development opportunities were attributed to the relative recency of intermediate care services, small size of the services and lack of clear career structures. Career development opportunities in intermediate care could be improved through staff rotations through acute, community and intermediate care to increase their awareness of the roles of intermediate care staff. The non-hierarchical management structures limits management career development opportunities, instead, there is a need to enhance professional growth opportunities through the use of consultant posts and specialization within intermediate care. This study provides insight into the impact of an increasingly popular model of care on the roles and job satisfaction of workers and highlights the importance of this learning for recruitment and retention of
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Career Awareness, Career Planning, and Career Transition Needs among Sports Coaches
Lavallee, David
2006-01-01
This study is conducted with 56 recently retired full-time sports coaches to examine the importance of career awareness, postsport career planning, and career transition needs. Results indicate that the individuals do not have a high level of career awareness, have done relatively little postsport career planning during their coaching careers, and…
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Academic and Career Development: Rethinking Advising for Asian American Students
Kodama, Corinne M.; Huynh, Jill
2017-01-01
Academic and career development for Asian American students is complicated by cultural influences, interdependence with family, and racial stereotyping. This chapter highlights research, theory, and practice to help educators rethink traditional advising approaches to more appropriately work with Asian American students as they navigate their…
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Educational activities of CAREER: Crystallization Kinetics in Volcanology
Hammer, J. E.
2011-12-01
Professional development of teachers is recognized as critical for improving student learning outcomes. The major outreach initiative of my CAREER award was to develop a teacher professional development program for middle school (grades 6-8) teachers that would improve teacher's mastery of geoscience and basic science skills and practices and expose them to an authentic research environment. The explicit objectives of the Research Experience for Teachers in Volcano-Petrology (RET/V-P) were for teachers to (1) master technical skills for safe and productive laboratory work, (2) deepen understanding of science content, (3) develop scientific "habits of the mind" as outlined in the National Science Standards, and (4) hone science communication skills. Six teachers, one undergraduate, and two graduate students participated in the teacher professional development program during the summers of the CAREER award period. A subsequent EAR award now supports the program, and summer 2011 saw the participation of five additional teachers. The teachers span a wide range of educational backgrounds, prior exposure to geoscience, and teaching assignments at public and private schools. Each year, the program was modified using formative and summative evaluation tools to better serve the scheduling needs and content preferences. In general, the program has evolved from an emphasis on research exposure to an emphasis on imparting basic geoscience concepts. A myriad of approaches including field trips to local outcrops, lecture tutorials and lecture-based active engagement exercises (such as iclicker delivery of Geoscience Concept Inventory questions), with a taste of laboratory work (crystal growth experiments, optics primer), has emerged as the most successful means of achieving objectives 1-4, above. The first summer I advertised the RET/V-P, no teachers applied. (This challenge was overcome in subsequent years by targeting the solicitation using teacher list serves, the Hawaii
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Directory of Open Access Journals (Sweden)
Melissa Bradner
2013-08-01
Full Text Available Background: There are unique challenges to recruiting students into the specialty of family medicine within academic medical centers. Methods: At Virginia Commonwealth University, we developed an advising framework to help students address institutional and personal obstacles to choosing family medicine as a career. Results: The role of a faculty advisor is not to direct the student to a career choice but rather to foster a mentor relationship and help the student come to his or her own realizations regarding career choice. The faculty advisor/medical student interview is conceptualized as five discussion topics: self-knowledge, perception, organizational voice, cognitive dissonance, and anticipatory counseling. Conclusion: This framework is intended to assist faculty in their efforts to encourage students to consider a career in family medicine.
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Thomsen, Rie
2014-01-01
This concept note reflects an initiative within the Nordic ELPGN group, in partnership with the Nordic network for adult learning (NVL), to investigate the possibilities for collaboration between the Nordic countries in developing a number of joint documents on career competences and/or a competence framework for career learning in the Nordic countries.The objective for this concept note is to contribute to a shared Nordic frame of understanding for career competences which can be used in the...
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HafsteinsdĂłttir, ThĂłra B; van der Zwaag, Angeli M; Schuurmans, Marieke J
2017-10-01
Although nursing has been an academic discipline for decades, the infrastructure for nursing research in many countries is still fragile and struggling. Postdoctoral nurses have difficulties developing sustaining careers in nursing research due to lack of career opportunities. Considerable research has been conducted on leadership and mentoring in various areas of nursing. We aimed to systematically review the literature investigating leadership programs and mentoring for postdoctoral nurse researchers, as well as the influence of leadership and mentoring on research productivity, research career development, leadership knowledge and skills, the nurses' health and well-being, staff relationships, work culture and collaboration, salaries and postdoctoral nurses' experiences. A systematic review following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement was conducted. The electronic databases PubMed, CINAHL and EMBASE were searched without time limits for eligible studies up to January 2016. Reference lists of included articles were also searched manually and authors were contacted to inquire about other relevant papers. Two authors independently assessed eligibility of studies for inclusion. Titles and abstracts were matched with the inclusion criteria: studies investigating leadership and mentoring programs for postdoctoral nurses and leadership and mentoring influencing research productivity, and career development; and leadership knowledge and skills and other outcomes. The quality of the studies was appraised using the Centre for Evidence-Based Medicine for surveys, the Critical Appraisal Skill Program Qualitative Appraisal Checklist for qualitative studies, and a critical appraisal list for mixed methods studies. Any disagreements were resolved by consensus. Data were extracted by two reviewers. We screened 1775 titles and abstracts, resulting in 15 studies, which included quantitative, descriptive, qualitative and mixed
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Using Adult Development Theory To Facilitate Career Happiness.
Harris, Alex H. S.
2000-01-01
Uses Kegan's theory of the evolving self as an example of the utility of life-span theories in facilitating career happiness. Suggests how to use culturally appropriate developmental theories to help clients understand their life-stage position and discover ways to achieve self-other balance for life and career satisfaction. (SK)
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Changing career orientations in higher education: Can HE be a ...
African Journals Online (AJOL)
This article reports on a study of the career orientations of the academic staff complement of a tertiary education institution that underwent an intensive organisational transformation process. Career orientation profiles were obtained from a sample of academic staff at the beginning of the organisational change process and ...
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Development of the Career Indecision Profile: Factor Structure, Reliability, and Validity
Hacker, Jason; Carr, Andrea; Abrams, Matthew; Brown, Steven D.
2013-01-01
Prior research using a 167-item measure of career indecision (Career Indecision Profile-167 [CIP-167]) has suggested that career choice difficulties may be associated with four major sources of career indecision: neuroticism/negative affectivity, choice/commitment anxiety, lack of readiness, and interpersonal conflicts. The purpose of this study…
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Career Development and Professional Attrition of Novice ESL Teachers of Adults
Valeo, Antonella; Faez. Farahnaz
2013-01-01
Research and development in language teacher education and, more recently, teacher accreditation has had enormous impact on the professional lives of ESL teachers in Canada. There has been less interest, however, in examining the career development and employment experiences of accredited ESL teachers as they transition from TESL programs to ESL…
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Directory of Open Access Journals (Sweden)
Muhammad Shahid Nawaz
2016-02-01
Full Text Available Retaining the best employees is of high concern for most organizations and this issue has become a significant focus of attention for many researchers. For this reason, this paper discusses different factors which influence the employee turnover intention-behavior in the organization, specifically to examine the effect of salary, performance appraisal, training & development and career growth on turnover intention. In addition, based on the social exchange theory this paper explains the mediating role of organizational commitment in the relationship between human resource development factors, career growth and turnover intention. A cross sectional, survey data study is undertaken to investigate the relationships in a sample of 270 full time faculty members employed in different private universities of Pakistan. Partial Least Square two step path modeling is used to test the direct and the indirect hypothesis of the study. The results of PLS (SEM path modeling reveal that human resource development factors specially salary and performance appraisal were negatively associated with turnover intention. In addition, the results also indicate that career growth had significant relationships with turnover intention. Moreover, out of four dimensions of career growth, only two dimensions, namely promotion speed and remuneration growth, have strong influence on turnover intention. Finally, in terms of organizational commitment as mediating variable between the relationships of salary, performance appraisal, career growth and turnover intention, four out of six variables indicate partial mediation including career growth (career goal progress, career growth (promotion speed, career growth (remuneration growth and performance appraisal.
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Athletes’ careers across cultures
DEFF Research Database (Denmark)
Ryba, Tatiana; Stambulova, Natalia
This symposium will introduce a project developed under the auspices of the International Society of Sport Psychology (ISSP) in an effort to inspire and support the development of culturally sensitive theoretical frameworks and research methodologies in career studies and career assistance services...... around the world. The cultural approach to the theory and practice of sport psychological research has been recently articulated in two edited books, Cultural Sport Psychology (Schinke & Hanrahan, 2009) and The Cultural Turn in Sport Psychology (Ryba, Schinke, & Tenenbaum, 2010). The presenters...... in this symposium continue the initiated dialogue of the relevance of culture and cultural issues in their analyses of how social and cultural discourses shape career development and career transitions of athletes in different countries. Opening the foundations of sport psychological knowledge to culturally diverse...
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Investigating the sustainability of careers in academic primary care: a UK survey.
Calitri, Raff; Adams, Ann; Atherton, Helen; Reeve, Joanne; Hill, Nathan R
2014-12-14
The UK National Health Service (NHS) is undergoing institutional reorganisation due to the Health and Social Care Act-2012 with a continued restriction on funding within the NHS and clinically focused academic institutions. The UK Society for Academic Primary Care (SAPC) is examining the sustainability of academic primary care careers within this climate and preliminary qualitative work has highlighted individual and organisational barriers. This study seeks to quantify the current situation for academics within primary care. A survey of academic primary care staff was undertaken. Fifty-three academic primary care departments were selected. Members were invited to complete a survey which contained questions about an individual's career, clarity of career pathways, organisational culture, and general experience of working within the area. Data were analysed descriptively with cross-tabulations between survey responses and career position (early, mid-level, senior), disciplinary background (medical, scientist), and gender. Pearson chi-square test was used to determine likelihood that any observed difference between the sets arose by chance. Responses were received from 217 people. Career pathways were unclear for the majority of people (64%) and 43% of the workforce felt that the next step in their career was unclear. This was higher in women (52% vs. men 25%; χ(2)(3) = 14.76; p = 0.002) and higher in those in early career (50% vs. senior career, 25%) and mid-career(45%; vs. senior career; χ(2)(6) = 29.19, p cultural experiences. Sustainability of a academic primary care career is undermined by unclear pathways and a lack of promotion. If the discipline is to thrive, there is a need to support early and mid-career individuals via greater transparency of career pathways. Despite these findings staff remained positive about their careers.
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Strauser, David R.; Wagner, Stacia; Chan, Fong; Wong, Alex W. K.
2014-01-01
Purpose: Identify barriers to career development and employment from both the survivor and parent perspective. Method: Young adult survivors (N = 43) and their parents participated in focus groups to elicit information regarding perceptions regarding career development and employment. Results: Perceptions of both the young adults and parents…
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Career adaptability and career entrenchment
Zacher, Hannes; Ambiel, Rodolfo A.M.; Noronha, Ana Paula Porto
2015-01-01
Career adaptability constitutes a resource that can help employees to effectively manage career changes and challenges. The goal of this study was to investigate the relationship between the two higher-order constructs of career adaptability and career entrenchment (i.e., the perceived inability
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The utilisation of a career conversation framework based on Schein’s career anchors model
Directory of Open Access Journals (Sweden)
Magda Bezuidenhout
2013-07-01
Full Text Available Orientation: This study constituted and reported on the outcomes of a structured career conversation framework based on Schein’s eight career anchors in an open distance and e-learning (ODeL university in South Africa. Research purpose: The purpose of the research was to report on the utilisation of a structured career conversation framework based on Schein’s career anchors model. Motivation for the study: The rationale for the study was the paucity of studies investigating career anchors in South Africa’s multicultural organisational context. Research design, approach and method: A quantitative approach was adopted in the study. The population consisted of 4200 employees at a university in South Africa. Statistical analysis was performed using one-way analysis of variance (ANOVA as well as a Scheffe post hoc test. Main findings: The findings of this study suggest that career conversation has a dynamic nature (i.e. it changes over a period of time. Consequently, career development interventions in the workplace need to approach the workforce holistically. Practical/managerial implications: The findings and results will assist managers, practitioners and career development specialists in the practical implementation of the career anchor concept. Contribution/value-add: The career conversation framework based on Schein’s career anchors has expanded the existing theory to find the right balance between career conversations and career anchors to keep people motivated to perform optimally in an organisation.
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Directory of Open Access Journals (Sweden)
Polyxeni Antonellou
2016-12-01
Full Text Available Although childhood is the most significant period in one's career development process, little research attention has been paid to the evaluation of career counselling intervention programs in elementary-aged children. An intervention study was carried out in order to evaluate a career counselling program implemented in one Greek elementary school which focused on the enrichment of the children's career interests. The research methodology used was the quasi experimental research design. Children (N = 84 aged 8-11 years were distributed in experimental and control groups. Τhe impact of the intervention focused on the enrichment of their career interests, which was assessed via semi-structured interviews and use of drawings. The results showed a statistical significant difference between groups concerning children's career interests after intervention, while the analysis of drawings revealed more differences in self-confidence, self- esteem and extraversion in favour of the children that participated in the experimental group. Gender and age differences were also explored and revealed. The results are discussed in relation to various aspects of children's career development, as well as to the significance of career counselling intervention programs.
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Lives in science how institutions affect academic careers
Hermanowicz, Joseph C
2010-01-01
What can we learn when we follow people over the years and across the course of their professional lives? Joseph C. Hermanowicz asks this question specifically about scientists and answers it here by tracking fifty-five physicists through different stages of their careers at a variety of universities across the country. He explores these scientists' shifting perceptions of their jobs to uncover the meanings they invest in their work, when and where they find satisfaction, how they succeed and fail, and how the rhythms of their work change as they age. His candid interviews with hi
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76 FR 14674 - National Heart, Lung, and Blood Institute; Notice of Closed Meetings
2011-03-17
... Institute Special Emphasis Panel; Emergency Medicine Career Development. Date: April 8, 2011. Time: 8 a.m... . (Catalogue of Federal Domestic Assistance Program Nos. 93.233, National Center for Sleep Disorders Research...
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Protean career: perspectives of study
Directory of Open Access Journals (Sweden)
Litvinova Ye.Yu.
2013-06-01
Full Text Available The article analyzes different approaches to study of models of constructing the employment career in current environment. The changes having taken place in interrelationsbetween employees and organizations over recent 15 years led to changes in their mutual expectations including the ones concerning the career development. Boundaryless career based on career mobility and protean career based on subjective understanding of career success are regarded as alternatives to traditional careers. The main attributes of “new careers” are: an increased independence in employee-organization dyads, low level of mutual obligations, freedom of choice, self-actualization, priority of career loyalty and self-management in contrast to organization loyalty. Changes in career conceptualizing inevitably led to revision of career competences. Traditional professional competences give way to career meta-competences like adaptiveness, capacity for education, self-management, taking responsibility. At the same time empirical studies displaya prematurity of statements about the expressed loss of interest to traditional careers.
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Benefits of Peer Mentoring to Mentors, Female Mentees and Higher Education Institutions
DEFF Research Database (Denmark)
Kalpazidou Schmidt, Evanthia; Faber, Stine Thidemann
2016-01-01
In this article, we discuss a study of a pilot mentoring program for early career female researchers at a university that addressed the under-representation of female researchers in senior academic positions. Embracing a grounded theory approach, we draw on a design comprising an ex-ante and an ex......-post evaluation. We disclose that development mentoring was at play. Benefits for the mentees consisted of guidance to career planning, competence awareness, establishment of networks, navigating in the research environment, and moral support. In our study we also show that the mentor–mentee relationship...... was reciprocal, as also mentors benefited. Benefits for the mentors comprised professional development, institutional recognition, and personal satisfaction. We conclude with an inventory of benefits, including for the institution in terms of a strengthened research environment....
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An Analysis of When Officers Should Enter the Army Contracting Career Field
2016-06-01
certified in his/her primary Acquisition Career Field, received 24 semester hours from an accredited institution for business-related coursework, and have...University, 2016). E. RELATED WORK This project incorporates a unique concept to identify cost effective alternatives to the current career ...experiences before receiving senior leadership positions, which is why this project is exploring alternative career timelines. These three related works
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BULGARIAN TEACHERS’ CAREER MOTIVATORS
Directory of Open Access Journals (Sweden)
Stanislava Stoyanova
2016-12-01
Full Text Available A review of several studies of teachers’ career motivation since Bulgarian Renaissance till nowadays is presented in this paper. 203 Bulgarian teachers in public schools were studied by means of a questionnaire created by Slavchov & Stoyanova (2007 measuring career motivational types, according to Moses’ typology (2003. The career motivational type of Authenticity seekers was the most preferred by the studied Bulgarian teachers, followed by Personal developers and Stability seekers. Career builders as a career motivational type was minor career motivator, the least preferred one by Bulgarian teachers. A lot of significant positive correlations existed between teachers’ career motivational types. Some social-demographic factors (such as gender, specialty, work experience, and age differentiated teachers’ career motivators. The type of Autonomy seekers was more preferred career motivator by male teachers than by female teachers in correspondence to the traditional stereotypes for men. Longer teachers’ work experience and teachers’ advance in age were related to more frequency of Stability seekers, but less frequency of Novelty seekers career motivator. Preschool and elementary school teachers preferred more strongly Authenticity seekers as a career motivator than teachers in natural sciences and mathematics. Establishing major career motivators for teachers may be related to opportunities for improvement of performance and work satisfaction.
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CAREER INTENTIONS OF INTERNATIONAL MASTER STUDENTS IN HOSPITALITY AND TOURISM MANAGEMENT
Li, Wenjun
2014-01-01
The purpose of this qualitative study was to investigate career intentions of international master's students in hospitality and tourism management (HTM) in the United States. Semi-structured interviews were conducted with a sample of 19 participants at two different U.S. institutions. Interview questions were designed to better understand students' career intentions upon graduation and the determinants behind the plans. Results indicated that student's career intention should include measure...
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Carolinas Energy Career Center
Energy Technology Data Exchange (ETDEWEB)
Classens, Anver; Hooper, Dick; Johnson, Bruce
2013-03-31
Central Piedmont Community College (CPCC), located in Charlotte, North Carolina, established the Carolinas Energy Career Center (Center) - a comprehensive training entity to meet the dynamic needs of the Charlotte region's energy workforce. The Center provides training for high-demand careers in both conventional energy (fossil) and renewable energy (nuclear and solar technologies/energy efficiency). CPCC completed four tasks that will position the Center as a leading resource for energy career training in the Southeast: • Development and Pilot of a New Advanced Welding Curriculum, • Program Enhancement of Non-Destructive Examination (NDE) Technology, • Student Support through implementation of a model targeted toward Energy and STEM Careers to support student learning, • Project Management and Reporting. As a result of DOE funding support, CPCC achieved the following outcomes: • Increased capacity to serve and train students in emerging energy industry careers; • Developed new courses and curricula to support emerging energy industry careers; • Established new training/laboratory resources; • Generated a pool of highly qualified, technically skilled workers to support the growing energy industry sector.
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Social Technologies to Jump Start Geoscience Careers
Keane, Christopher; Martinez, Cynthia; Gonzales, Leila
2010-05-01
Collaborative and social technologies have been increasingly used to facilitate distributed data collection and observation in science. However, "Web 2.0" and basic social media are seeing limited coordinated use in building student and early-career geoscientists knowledge and understanding of the profession and career for which they have undertaken. The current generation of geology students and early career professionals are used to ready access to myriad of information and interaction opportunities, but they remain largely unaware about the geoscience profession, what the full scope of their opportunities are, and how to reach across institutional and subdisciplinary boundaries to build their own professional network. The American Geological Institute Workforce Program has tracked and supported the human resources of the geosciences since 1952. With the looming retirement of Baby Boomers, increasing demand for quality geoscientists, and a continued modest supply of students entering the geosciences, AGI is working to strengthen the human resource pipeline in the geosciences globally. One aspect of this effort is the GeoConnection Network, which is an integrated set of social networking, media sharing and communication Web 2.0 applications designed to engage students in thinking about careers in the geosciences and enabling them to build their own personal professional network. Developed by the American Geological Institute (AGI), GeoConnection links practicing and prospective geoscientists in an informal setting to share information about the geoscience profession, including student and career opportunities, current events, and future trends in the geosciences. The network includes a Facebook fan page, YouTube Channel, Twitter account and GeoSpectrum blog, with the goal of helping science organizations and departments recruit future talent to the geoscience workforce. On the social-networking platform, Facebook, the GeoConnection page is a forum for students and
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A Causal Model of Career Development and Quality of Life of College Students with Disabilities
Chun, Jina
2017-01-01
Researchers have assumed that social cognitive factors play significant roles in the career development of transition youth and young adults with disabilities and those without disabilities. However, research on the influence of the career decision-making process as a primary causal agent in one's psychosocial outcomes such as perceived level of…
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Toward the Development and Validation of a Career Coach Competency Model
Hatala, John-Paul; Hisey, Lee
2011-01-01
The career coaching profession is a dynamic field that has grown over the last decade. However, there exists a limitation to this field's development, as there is no universally accepted definition or empirically based competencies. There were three phases to the study. In the first phase, a conceptual model was developed that highlights four…
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Chattopadhyay, Shinjinee; Choudhury, Prithwiraj
2017-01-01
We develop and test predictions on how early-career challenges arising from the workplace context affect short- and long-term career advancement of individuals. Typically an organization’s decision to deploy a manager to one of several possible contexts is endogenous to unobservable factors, and selection makes it challenging to disentangle the effect of workplace context on individual career advancement. We work around this problem by studying an organization, the Indian Administrative Servi...
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Wang, Mo; Wanberg, Connie R
2017-03-01
This article surveys 100 years of research on career management and retirement, with a primary focus on work published in the Journal of Applied Psychology. Research on career management took off in the 1920s, with most attention devoted to the development and validation of career interest inventories. Over time, research expanded to attend to broader issues such as the predictors and outcomes of career interests and choice; the nature of career success and who achieves it; career transitions and adaptability to change; retirement decision making and adjustment; and bridge employment. In this article, we provide a timeline for the evolution of the career management and retirement literature, review major theoretical perspectives and findings on career management and retirement, and discuss important future research directions. (PsycINFO Database Record (c) 2017 APA, all rights reserved).
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Directory of Open Access Journals (Sweden)
Jina Chun
2016-09-01
Full Text Available Youth with disabilities face difficulties resulting from attitudinal, environmental, and organizational barriers not only in initially accessing and entering school (World Health Organization [WHO], 2011, but also as they transition from school age youth to working adults. With a focus on facilitating a better understanding of the issues, challenges, and solutions associated with the design and implementation of career development services for youth with disabilities, this article describes the status quo for students with disabilities in South Korea and then discusses career development services that potentially reduce variation, help facilitate optimal career development, and promote future employment opportunities. To accomplish this task, we explore the intersection of culture, theory, and policy in the Korean transition service delivery system.
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The North American Career Development Partnership: Experiment in International Collaboration.
Carslon, Burton L.; Goguen, Robert A.; Jarvis, Phillip S.; Lester, Juliette N.
2000-01-01
Describes how career development programs became the focus of an international partnership between the United States and Canada. Traces the history of each country's efforts, beginning in the 1970s, which led to this significant international collaboration. Concludes with a discussion of the lessons learned from these experiences. (Author/JDM)
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Human Resources Development and Career Development: Where Are We, and Where Do We Need to Go
Shuck, Brad; McDonald, Kim; Rocco, Tonette S.; Byrd, Marilyn; Dawes, Elliott
2018-01-01
At the 2017 meeting of the Academy of Human Resource Development Annual Town Hall, four scholars discussed their diverse outlooks on the research and practice of career development in the Human Resource Development field. What follows in this curated collection of voices is a look into the perspective of each person who spoke at the 2017 Town Hall…
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The Changing Career Strategies of Managers.
Wilson, Tony; Davies, Goronwy
1999-01-01
Faced with reduced employment security, managers are redefining careers to include work/personal life balance. Changes in any area can cause revision of career strategies. Depending on how they define careers, managers recognize career development as an individual, not an organizational, responsibility. (SK)
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Using social media to enhance career development opportunities for health promotion professionals.
Roman, Leah A
2014-07-01
For health promotion professionals, social media offers many ways to engage with a broader range of colleagues; participate in professional development events; promote expertise, products, or services; and learn about career-enhancing opportunities such as funding and fellowships. Previous work has recommended "building networking into what you are already doing." This article provides updated and new social media resources, as well as practical examples and strategies to promote effective use of social media. Social media offers health promotion professionals cost-effective opportunities to enhance their career by building communities of practice, participating in professional development events, and enriching classroom learning. Developing the skills necessary to use social media for networking is important in the public health workforce, especially as social media is increasingly used in academic and practice settings. © 2014 Society for Public Health Education.
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Career-Success Scale – A new instrument to assess young physicians' academic career steps
Buddeberg-Fischer, Barbara; Stamm, Martina; Buddeberg, Claus; Klaghofer, Richard
2008-01-01
Background Within the framework of a prospective cohort study of Swiss medical school graduates, a Career-Success Scale (CSS) was constructed in a sample of young physicians choosing different career paths in medicine. Furthermore the influence of personality factors, the participants' personal situation, and career related factors on their career success was investigated. Methods 406 residents were assessed in terms of career aspired to, and their career progress. The Career-Success Scale, consisting of 7 items, was developed and validated, addressing objective criteria of academic career advancement. The influence of gender and career aspiration was investigated by a two-factorial analysis of variance, the relationships between personality factors, personal situation, career related factors and the Career-Success Scale by a multivariate linear regression analysis. Results The unidimensional Career-Success Scale has an internal consistency of 0.76. It is significantly correlated at the bivariate level with gender, instrumentality, and all career related factors, particularly with academic career and received mentoring. In multiple regression, only gender, academic career, surgery as chosen specialty, and received mentoring are significant predictors. The highest values were observed in participants aspiring to an academic career, followed by those pursuing a hospital career and those wanting to run a private practice. Independent of the career aspired to, female residents have lower scores than their male colleagues. Conclusion The Career-Success Scale proved to be a short, reliable and valid instrument to measure career achievements. As mentoring is an independent predictor of career success, mentoring programs could be an important instrument to specifically enhance careers of female physicians in academia. PMID:18518972
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Career-Success Scale – A new instrument to assess young physicians' academic career steps
Directory of Open Access Journals (Sweden)
Buddeberg Claus
2008-06-01
Full Text Available Abstract Background Within the framework of a prospective cohort study of Swiss medical school graduates, a Career-Success Scale (CSS was constructed in a sample of young physicians choosing different career paths in medicine. Furthermore the influence of personality factors, the participants' personal situation, and career related factors on their career success was investigated. Methods 406 residents were assessed in terms of career aspired to, and their career progress. The Career-Success Scale, consisting of 7 items, was developed and validated, addressing objective criteria of academic career advancement. The influence of gender and career aspiration was investigated by a two-factorial analysis of variance, the relationships between personality factors, personal situation, career related factors and the Career-Success Scale by a multivariate linear regression analysis. Results The unidimensional Career-Success Scale has an internal consistency of 0.76. It is significantly correlated at the bivariate level with gender, instrumentality, and all career related factors, particularly with academic career and received mentoring. In multiple regression, only gender, academic career, surgery as chosen specialty, and received mentoring are significant predictors. The highest values were observed in participants aspiring to an academic career, followed by those pursuing a hospital career and those wanting to run a private practice. Independent of the career aspired to, female residents have lower scores than their male colleagues. Conclusion The Career-Success Scale proved to be a short, reliable and valid instrument to measure career achievements. As mentoring is an independent predictor of career success, mentoring programs could be an important instrument to specifically enhance careers of female physicians in academia.
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Career Cartography: From Stories to Science and Scholarship.
Wilson, Deleise S; Rosemberg, Marie-Anne S; Visovatti, Moira; Munro-Kramer, Michelle L; Feetham, Suzanne
2017-05-01
To present four case scenarios reflecting the process of research career development using career cartography. Career cartography is a novel approach that enables nurses, from all clinical and academic settings, to actively engage in a process that maximizes their clinical, teaching, research, and policy contributions that can improve patient outcomes and the health of the public. Four early-career nurse researchers applied the career cartography framework to describe their iterative process of research career development. They report the development process of each of the components of career cartography, including destination statement, career map, and policy statement. Despite diverse research interests and career mapping approaches, common experiences emerged from the four nurse researchers. Common lessons learned throughout the career cartography process include: (a) have a supportive mentorship team, (b) start early and reflect regularly, (c) be brief and to the point, (d) keep it simple and avoid jargon, (e) be open to change, (f) make time, and (g) focus on the overall career destination. These four case scenarios support the need for nurse researchers to develop their individual career cartography. Regardless of their background, career cartography can help nurse researchers articulate their meaningful contributions to science, policy, and health of the public. © 2017 Sigma Theta Tau International.
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Park, Soonjoo
2015-09-01
The purpose of this study was to investigate the effectiveness of a discipline-based career course on perceptions of career barriers, career search self-efficacy, and career preparation behavior of nursing students. Differences in career search self-efficacy and career preparation behavior by the students' levels of career barriers were also examined. The study used a modified one-group, pretest-posttest design. The convenience sample consisted of 154 undergraduate nursing students in a university. The discipline-based career course consisted of eight sessions, and was implemented for 2 hours per session over 8 weeks. The data were collected from May to June in 2012 and 2013 using the following instruments: the Korean Career Indecision Inventory, the Career Search Efficacy Scale, and the Career Preparation Behavior Scale. Descriptive statistics, paired t test, and analysis of covariance were used to analyze the data. Upon the completion of the discipline-based career course, students' perceptions of career barriers decreased and career search self-efficacy and career preparation behavior increased. Career search self-efficacy and career preparation behavior increased in students with both low and high levels of career barriers. The difference between the low and high groups was significant for career search self-efficacy but not for career preparation behavior. The discipline-based career course was effective in decreasing perceptions of career barriers and increasing career search self-efficacy and career preparation behavior among nursing students. Copyright © 2015. Published by Elsevier B.V.
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Medrano, Vivian A.
2017-01-01
Purpose: This qualitative, phenomenological study explored the effect of mentoring in the degree attainment and career paths of first generation Mexican American women who are employed in senior administrative leadership roles at Hispanic-serving institutions (HSIs). Methodology: This exploratory study employed a phenomenological research…
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Beliefs of Unemployed Young Adults Regarding Education and Career Contexts.
Fournier, Genevieve; Pelletier, Rene
1996-01-01
Attempted to analyze what young people with entry difficulties had to say about educational institutions, the job market, career planning, and their vocational environment in relation to career entry. Sought to draw up an operational and descriptive portrait of the vocational locus of control of young people from 16- to 25-years old. Discusses…
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Transition to Employment: Role of the Family in Career Development
Lindstrom, Lauren; Doren, Bonnie; Metheny, Jennifer; Johnson, Pam; Zane, Claire
2007-01-01
This study investigated the role of the family in career development and postschool employment outcomes for young adults with learning disabilities. Using a multiple-case study design, the authors examined a set of family structural and process variables. Fifty-nine in-depth interviews were conducted with young adults, parents, and school staff…
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Is Mixed Methods Research Used in Australian Career Development Research?
Cameron, Roslyn
2010-01-01
Mixed methods research has become a substantive and growing methodological force that is growing in popularity within the human and social sciences. This article reports the findings of a study that has systematically reviewed articles from the "Australian Journal of Career Development" from 2004 to 2009. The aim of the study was to…
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Career Planning Trends in Japanese Companies
Firkola, Peter
2005-01-01
This paper provides an overview of career planning trends in Japanese companies. Research on career development in Japan is first reviewed. Career planning practices in Japanese companies are examined. Factors influencing career planning choice are then discussed. It was found that there appears to be a change occurring in the career planning practices, specifically the shifting of responsibility for an employees' career from the employer to the employee. (JEL Classifi-cation: M12, M54
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An Economic Analysis of Identity and Career Choice
DEFF Research Database (Denmark)
Humlum, Maria Knoth; Kleinjans, Kristin J.; Nielsen, Helena Skyt
2007-01-01
Standard economic models which focus on pecuniary payoffs cannot explain why there are highly able individuals who choose careers with low pecuniary re- turns. Therefore, financial incentives are unlikely to be effective in influencing career choices of these individuals. Based on Akerlof...... and Kranton (2000), we con- sider a model of career choice and identity where individuals derive non-pecuniary identity payoffs. Using factor analysis on a range of attitude questions, we find two factors related to identity (career orientation and social orientation), which are important for educational...... choices. The implication is that policymakers and institutions of higher education need to focus on identity related issues rather than just improved financial incentives if they aim at attracting the high ability youth to occupations with excess demand for labor....
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Poulin-Girard, Anne-Sophie; Gingras, F.; Zambon, V.; Thériault, G.
2014-09-01
Young people often have biased and pre-conceived ideas about scientists and engineers that can dissuade them from considering a career in optics. This situation is compounded by the fact that existing resources on careers in optics are not suitable since they mostly focus on more general occupations such as a physicist and an electrical engineer. In addition, the linguistic register is not adapted for students, and many of these resources are only available to guidance counselors. To create appropriate resources that will inform high school students on different career opportunities in optics and photonics, we sought the collaboration of our local optics community. We selected seven specific occupations: entrepreneur in optics, university professor, teacher, technician, research and development engineer, sales representative and graduate student in optics. For each career, a list of daily tasks was created from the existing documentation by a guidance counselor and was validated by an expert working in the field of optics. Following a process of validation, we built surveys in which professionals were asked to select the tasks that best represented their occupation. The surveys were also used to gather other information such as level of education and advice for young people wishing to pursue careers in optics. Over 175 professionals answered the surveys. With these results, we created a leaflet and career cards that are available online and depict the activities of people working in optics and photonics. We hope that these resources will help counter the negative bias against scientific careers and inform teenagers and young adults on making career choices that are better suited to their preferences and aspirations.
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Directory of Open Access Journals (Sweden)
Melinde Coetzee
2017-11-01
Full Text Available Orientation: The global skills crisis coupled with the aging workforce, rapid technological advances and changing nature of work have infringed various challenges upon organisations and employees. Media organisations in particular are affected by these trends, with retention further at risk because of the specialised and scarce skills sought and the versatility and ambiguity inherent in the nature of careers within the media industry, therefore resulting in engagement and skills retention being high on the agenda. Research purpose: The aim of the study was to explore whether employees’ age, psychological career resources and career adaptability significantly predict their work engagement and whether generational cohorts differ significantly regarding these variables. Motivation for the study: Within a retention context, it is important to gain insight into the employees’ personal career-related capabilities and dispositions as these are deemed important for driving career development and engagement levels, which, in turn, impact on the retention of talent. Research design, approach and method: A stratified random sample (N = 248 of predominantly female (63.3% and black African people (54% within their early career stages (80% < 45 years was used. A cross-sectional, quantitative research design approach was followed. Stepwise regression analyses and tests for significant mean differences were performed. Main findings: The results indicated generational cohort (age, career confidence (career adaptability and career harmonisers (psychological career resources as significant predictors of work engagement. The Generation Y individuals had higher levels of psychological career resources (career preferences, career values and career drivers, while the Generation X individuals had higher career curiosity. The Baby Boomers showed higher levels of work engagement. Practical and managerial implications: Psycho-social career meta-capacities positively
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Internships in SMEs and Career Intentions
Walmsley, Andreas; Thomas, Rhodri; Jameson, Stephanie
2012-01-01
The literature on internships (also placements) emphasises their importance in career development, even seeing them as a launch pad for graduate careers. Indeed, universities use internships to enable students to develop a range of skills and to help clarify and refine employment intentions and career goals. Traditionally, most internships have…
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Zacher, Hannes
The Career Adapt-Abilities Scale (CAAS) measures career adaptability, as a higher-order construct that integrates four psychosocial resources of employees for managing their career development: concern, control, curiosity, and confidence. The goal of the present study was to investigate the validity
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Expanding the Field of Surgical Researchers: The Jahnigen Career Development Award.
Deiner, Stacie
2017-10-01
Under a long-standing collaboration with the John A. Hartford Foundation (JAHF), the Atlantic Philanthropies (AP), and specialty societies in 10 targeted specialties, the American Geriatrics Society (AGS) has been working to improve quality of care provided to older adults by surgical and related medical specialists. To support and nurture future academic leaders, the Geriatrics-for-Specialists Initiative (GSI) established the Dennis W. Jahnigen Career Development Scholar Award (JCDA) program in 2002, with AP joining JAHF as a core funder of the awards in 2003. Commencing in 2011, the National Institute on Aging (NIA) launched the Grants for Early Medical/Surgical Specialists' Transition to Aging Research (GEMSSTAR) program, using an RO3 mechanism. Recipients of the JCDA and the GEMSSTAR are provided with 2 years of research support and networking opportunities with other scholars; 79 JCDA and 26 surgical and related medical specialty GEMSSTAR scholars have been funded through these award mechanisms, with AGS, JAHF, and surgical and related medical specialty societies providing matching support for 20 of the GEMSSTAR scholars for leadership development programs. One of the primary criteria for judging the overall success of the program was eventual transition of the award to a federally funded program, which was achieved when NIA launched the GEMSSTAR program in 2011. © 2017, Copyright the Author Journal compilation © 2017, The American Geriatrics Society.
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Vocational teacher career planning : needs and problems
SajienÄ—, Laima
2009-01-01
The article analyses a contradiction between vocational teacher ability to plan his/her career and requirements for the teacher professional development set by the system of education. It aims at providing theoretical and empirical justification for vocational teacher need to develop career planning skills and identify problems. The concept and objectives of vocational teacher career planning as well as career planning skills that vocational teachers should develop are defined in the article.
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Legal Institutions and Economic Development
Beck, T.H.L.
2010-01-01
Legal institutions are critical for the development of market-based economies. This paper defines legal institutions and discusses different indicators to measure their quality and efficiency. It surveys a large historical and empirical literature showing the importance of legal institutions in
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75 FR 7489 - National Cancer Institute; Notice of Closed Meetings
2010-02-19
... review and evaluate grant applications. Place: Legacy Hotel and Meeting Center, 1775 Rockville Pike, Rockville, MD 20852. Contact Person: Lalita D. Palekar, PhD, Scientific Review Officer, Special Review and... Institute Special Emphasis Panel; NCI Cancer Nanotechnology Training (R25) and Career Development Award (K99...
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Association for Measurement and Evaluation in Counseling and Development.
Reviews of 20 career guidance measures are reprinted from the Association for Measurement and Evaluation in Counseling and Development's "Newsnotes." Each entry includes author, title, publisher, purpose, format, scoring, norms, cost, review, concerns, and additional reviews. These tests cover the areas of occupational interests, career awareness,…
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Byers, David Alan
The purpose of this study was to identify specific career development attributes of contemporary senior-level airport executives and to evaluate the relationship of these attributes to the level of satisfaction airport executives have in their career choice. Attribute sets that were examined included early aviation interests, health factors, psychological factors, demographic factors, formal education, and other aviation-related experiences. A hypothesized causal model that expressed direct and indirect effects among these attributes relative to airport executives' career satisfaction was tested using sample data collected from 708 airport executives from general aviation and commercial service airport throughout the United States. Applying a multiple regression analysis strategy to the model, the overall results revealed that 16% of the variability in airport executives' career satisfaction scores was due to the collective influence of the six research attribute sets, this was significant. The results of the path analysis also indicated that four attribute sets (early aviation interests, health factors, formal education, and other aviation-related experiences) had respective direct significant effects on participants' career satisfaction. Early aviation interests, health factors, and demographic factors had additional indirect effects on career satisfaction; all were mediated by formal education attitude. These results were inconsistent with the hypothesized path model and a revised model was developed to reflect the sample data. The findings suggest that airport executives, as a group, are satisfied with their career choice. Early aviation interests appear to play an important role for influencing the career field selection phase of career development. The study also suggests health factors, formal education, and other aviation-related experiences such as flight training or military experience influence the compromise phase of career development. Each of these
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Career success in a boundaryless career world
Arthur, Michael B.; Khapova, S.N.; Wilderom, Celeste P.M.
2005-01-01
This paper compares contemporary career theory with the theory applied in recent career success research. The research makes inconsistent use of career theory, and in particular neglects the interdependence of the objective and subjective careers, and boundaryless career issues of
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Directory of Open Access Journals (Sweden)
Marcus Samuelsson
2015-02-01
Full Text Available This study explores the development of sloyd teachers’ efficacy beliefs over the course of their careers. It also investigates the patterns of teachers’ efficacy beliefs at different stages of their careers. In order to answer the research question, a questionnaire were constructed and distributed to 280 teachers in Finland and Sweden. An exploratory factor analysis gave us the following five factors: instructional skills, classroom management, motivating pupils, assessment competence and establishing routines. We used these to compare means between novice teachers, mid-career and late-career teachers. The group of novice teachers estimated all five factors to be lower than did the mid-career and late-career teachers. Patterns of teachers’ efficacy beliefs at different stages showed that novice, mid-career and late-career teachers all estimated their classroom management ability the highest and their ability to assess pupils’ competence in sloyd as second highest. The findings indicated that novice teachers, in particular, lacked opportunities to discuss questions such as how to instruct, how to manage the classroom, how to motivate pupils, how to assess pupils’ knowledge and how to establish routines in a classroom. The findings also indicated that teachers’ self-rated assessment with respect to instructional skills increases up until the middle stages of their career, before flattening out. Finally we found that sloyd teachers in the latter stages of their career had different beliefs about their ability to perform important teaching activities that help pupils to learn sloyd. Consequently, it appears that sloyd teachers with extensive experience are better prepared for day-to-day teaching practice.
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The "new normal": Adapting doctoral trainee career preparation for broad career paths in science.
Directory of Open Access Journals (Sweden)
Rebekah St Clair
Full Text Available Doctoral recipients in the biomedical sciences and STEM fields are showing increased interest in career opportunities beyond academic positions. While recent research has addressed the interests and preferences of doctoral trainees for non-academic careers, the strategies and resources that trainees use to prepare for a broad job market (non-academic are poorly understood. The recent adaptation of the Social Cognitive Career Theory to explicitly highlight the interplay of contextual support mechanisms, individual career search efficacy, and self-adaptation of job search processes underscores the value of attention to this explicit career phase. Our research addresses the factors that affect the career search confidence and job search strategies of doctoral trainees with non-academic career interests and is based on nearly 900 respondents from an NIH-funded survey of doctoral students and postdoctoral fellows in the biomedical sciences at two U.S. universities. Using structural equation modeling, we find that trainees pursuing non-academic careers, and/or with low perceived program support for career goals, have lower career development and search process efficacy (CDSE, and receive different levels of support from their advisors/supervisors. We also find evidence of trainee adaptation driven by their career search efficacy, and not by career interests.
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Directory of Open Access Journals (Sweden)
Alit Naya
2015-04-01
Full Text Available Background and objective: Recent survey indicated that patient opinion of services at Mengwi I Community Health Centre was low and there was noticeable decline in patient visits. This study aimed to investigate the issues related to the quality of health services given by the paramedics. Methods: A crosssectional study was conducted with 38 paramedics on duty at the outpatient unit. They were interviewed to obtain the data on their opinions about the quality of their service, competence, teamwork and career development opportunities. Chi square test was used for bivariate analysis and logistic regression for multivariate analysis. Results: The results of bivariate analysis indicated there was significant association between the paramedics’quality of service with the competence, teamwork and career development (p<0,001. Multivariate analysis indicated that the paramedics’competence (OR=43,1; 95%CI: 1,3-1422,5 and development of career (OR=31,7; 95%CI: 1,1-829,7 were related to the paramedics’ quality of service. Conclusion: The quality of service of paramedics at Mengwi I Community Health Centre were significantly associated with the paramedics’competence and development of career. Keywords: competency, teamwork, career development, quality of service
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Whiston, Susan C.; Keller, Briana K.
2004-01-01
Based on a developmental contextual perspective advocated by Vondracek, Lerner, and Schulenberg, this article provides a comprehensive review of the research published since 1980 related to family of origin influences on career development and occupational choice. Because individuals are most likely to seek assistance with career decisions from…
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A factor analytic study of adult career concerns, career status and career resilience
2008-01-01
D. Litt. et Phil. Factor analytic techniques were used to investigate the psychometric properties of three measuring instruments, namely the Adult Career Concerns Inventory (Super, Thompson & Lindeman, 1988), the Career Attitudes and Strategies Inventory (Holland & Gottfredson, 1994), and the Career Resilience Questionnaire (Fourie & Van Vuuren, 1998). The analyses served the purpose of elucidating the conceptual meanings of the constructs of career concerns, career status and career resil...
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Directory of Open Access Journals (Sweden)
Radić-Šestić Marina
2015-01-01
Full Text Available Making career decisions is an important task for young people, which intensifies at the end of primary school when they assess their working abilities with regard to the requirements of their future vocation. The general aim of this research is to determine whether there is a difference between students with mild intellectual disability (MID and typically developing (TD students in making career decisions, and if there is, what the nature of that difference is. The influence of age, gender, family environment and general school success on making career decisions is separately assessed. The sample consists of 71 examinees (31 or 43.7% students with MID and 40 or 56.3% TD students, of both genders, attending the seventh and eighth grade at three Belgrade primary schools. Career Decision Scale - CDS was used to assess the ability to make career decisions. The research results indicate that students with MID are inconsistent in choosing careers when compared to TD students, since they have more difficulty in understanding the congruence between personal characteristics, abilities and skills, and the selected career (p=0.023, they are less informed on the careers (p=0.014, they make decisions less frequently (p=0.043, they do not have enough information on the vocational training in which they are interested (p=0.001, and they are more in need of organized support in choosing careers (p=0.012. Some TD students do not agree with their parents in making their career choice (p=0.000, they are not equally informed on what career leads to the fastest employment (p=0.032, uncertain TD student would like to do a test which would help them decide on the career which is best for them (p=0.000, and a number of TD students do not know whether they can relate what they like doing at present to their future career (p=0.032. Girls showed greater maturity in choosing careers than boys, as well as eighth grade students when compared to seventh-graders (p=0.000. The
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A Study on Career Development of Female Principals at Elementary and Junior High Schools
深澤, çśźĺĄçľŽ; 重川, ç´”ĺ
2015-01-01
The purpose of this paper is to investigate career development of female principals at elementary and junior high schools. We interviewed eight married principals who had children with respect to their work and private lives, especially child care. Respondents recognized that both teaching jobs on their first stages and management jobs as middle leader led to management jobs as executive. Most respondents were recommended to advance their careers by their supervisors (principals). They recogn...
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The retention of academics in the early career phase
Directory of Open Access Journals (Sweden)
Coenraad Bester
2008-11-01
Full Text Available The purpose of the study was to determine to what extent academics in the early career phase at a South African higher education institution are committed to the institution in question and the impact which this commitment has on labour turnover. More than 21% of the original respondents left the institution while this research was still underway. Insufficient financial remuneration was the most important reason why the respondents considered leaving the institution.
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Developing Careers, Building a Profession: The Rochester Career in Teaching Plan.
Koppich, Julia; Asher, Carla; Kerchner, Charles
This book surveys the Career in Teaching (CIT) initiative launched in Rochester, New York, looking at its impact on the district since 1987. CIT incorporates support for new teachers, provides opportunities for highly accomplished teachers to share their skills, and offers peer review and assistance to teachers experiencing problems in their…
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Institutional Support : Ethiopian Development Research Institute ...
International Development Research Centre (IDRC) Digital Library (Canada)
The Ethiopian Development Research Institute (EDRI) was established in 1999 and became operational in 2003 as a semi-autonomous organization accountable to ... International Water Resources Association, in close collaboration with IDRC, is holding a webinar titled “Climate change and adaptive water management: ...
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Peltier, James W.; Cummins, Shannon; Pomirleanu, Nadia; Cross, James; Simon, Rob
2014-01-01
Students' desire and intention to pursue a career in sales continue to lag behind industry demand for sales professionals. This article develops and validates a reliable and parsimonious scale for measuring and predicting student intention to pursue a selling career. The instrument advances previous scales in three ways. The instrument is…
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Being Geek The Software Developer's Career Handbook
Lopp, Michael
2010-01-01
As a software engineer, you recognize at some point that there's much more to your career than dealing with code. Is it time to become a manager? Tell your boss he's a jerk? Join that startup? Author Michael Lopp recalls his own make-or-break moments with Silicon Valley giants such as Apple, Netscape, and Symantec in Being Geek -- an insightful and entertaining book that will help you make better career decisions. With more than 40 standalone stories, Lopp walks through a complete job life cycle, starting with the job interview and ending with the realization that it might be time to find an
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The impact on career development of learning opportunities and learning behavior at work
van der Sluis, E.C.; Poell, R.F.
2003-01-01
This study focuses on the individual career development process of M.B.A.s on the job, in an era emphasizing personal responsibility for learning and development. The impact of learning opportunities and individual learning behavior was analyzed through repeated measures. Hierarchical regressions
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The Effect of Internship and a Personal Trait on Career Development.
Braswell, Cara Mia C.; Cobia, Debra
Applying Social Cognitive Career Theory to preservice teachers, a study examined to what extent dispositional optimism and a subjective sense of performance during an internship predict changes in career self-efficacy. The study first determined whether a sample of preservice teachers experienced positive changes in career self-efficacy after an…
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Lo, Hung-Jen; Lin, Chun-Hung; Tung-Hsing, Lin; Tu, Peng-Fei
2014-01-01
This paper explored the relationships among career development, personality trait, and organizational commitment and examines whether career development mediates the relationship between personality trait and organizational commitment. The sample was 275 sport communication technology talents in Taiwan. The instrument included the Personality…
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Faculty career flexibility: Why we need it and how best to achieve it
Quinn, Kate
2010-02-01
Research conducted over the last decade provides compelling evidence that higher education institutions have a strong business case for providing flexibility for their tenure-track and tenured faculty. Flexibility constitutes an effective tool for recruiting and retaining talented faculty. Career flexibility is especially critical to retaining some of the most qualified female PhDs in academic science, engineering, and mathematics. Acquiring the best talent is essential to an institution's ability to achieve excellence and maintain its competitive advantage in a global environment. In an effort to increase the flexibility of faculty careers, the American Council on Education partnered with the Alfred P. Sloan Foundation to create the Award for Faculty Career Flexibility. This presentation will address the origins of the award and share findings from the awards process. Fairly simple and cost effective strategies have been successful in accelerating the cultural change necessary to increase the flexibility of faculty careers. This presentation shares these strategies in addition to information about the types of policies and practices being adopted to support faculty work-life balance through career flexibility. )
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Exploring Careers in Public and Civil Service Occupations.
Cincinnati Public Schools, OH.
The career exploration program for grades 9 through 10, as part of a comprehensive K through 10 career development program, attempts to develop an awareness of and appreciation for work, extend knowledge of the variety of career opportunities, and provide experiences in career areas of individual interest. The document, a collection of materials…
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Mentz, Robert J.; Becker, Richard C.
2013-01-01
Contemporary cardiovascular research offers junior investigators the opportunity to explore the gamut of biomedical questions. Despite the recent reduction in the availability of funding mechanisms that have historically served as the primary pathways for investigators in the early stages of career development, there remain numerous traditional and non-traditional funding opportunities. This article highlights these opportunities in order to assist early career investigators in the developmen...
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Reid, Maureen; Melrose, Mary
2004-01-01
This article explores the partnership between a New Zealand university and the New Zealand arm of a large multinational employer. A major focus is career development in the New Zealand workplace, which is considered in the context of government policies and initiatives. A research project, which was originally intended to promote staff recruitment…
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A new approach to mentoring for research careers: the National Research Mentoring Network.
Sorkness, Christine A; Pfund, Christine; Ofili, Elizabeth O; Okuyemi, Kolawole S; Vishwanatha, Jamboor K; Zavala, Maria Elena; Pesavento, Theresa; Fernandez, Mary; Tissera, Anthony; Deveci, Alp; Javier, Damaris; Short, Alexis; Cooper, Paige; Jones, Harlan; Manson, Spero; Buchwald, Dedra; Eide, Kristin; Gouldy, Andrea; Kelly, Erin; Langford, Nicole; McGee, Richard; Steer, Clifford; Unold, Thad; Weber-Main, Anne Marie; Báez, Adriana; Stiles, Jonathan; Pemu, Priscilla; Thompson, Winston; Gwathmey, Judith; Lawson, Kimberly; Johnson, Japera; Hall, Meldra; Paulsen, Douglas; Fouad, Mona; Smith, Ann; Luna, Rafael; Wilson, Donald; Adelsberger, Greg; Simenson, Drew; Cook, Abby; Feliu-Mojer, Monica; Harwood, Eileen; Jones, Amy; Branchaw, Janet; Thomas, Stephen; Butz, Amanda; Byars-Winston, Angela; House, Stephanie; McDaniels, Melissa; Quinn, Sandra; Rogers, Jenna; Spencer, Kim; Utzerath, Emily; Duplicate Of Weber-Main; Womack, Veronica
2017-01-01
Effective mentorship is critical to the success of early stage investigators, and has been linked to enhanced mentee productivity, self-efficacy, and career satisfaction. The mission of the National Research Mentoring Network (NRMN) is to provide all trainees across the biomedical, behavioral, clinical, and social sciences with evidence-based mentorship and professional development programming that emphasizes the benefits and challenges of diversity, inclusivity, and culture within mentoring relationships, and more broadly the research workforce. The purpose of this paper is to describe the structure and activities of NRMN. NRMN serves as a national training hub for mentors and mentees striving to improve their relationships by better aligning expectations, promoting professional development, maintaining effective communication, addressing equity and inclusion, assessing understanding, fostering independence, and cultivating ethical behavior. Training is offered in-person at institutions, regional training, or national meetings, as well as via synchronous and asynchronous platforms; the growing training demand is being met by a cadre of NRMN Master Facilitators. NRMN offers career stage-focused coaching models for grant writing, and other professional development programs. NRMN partners with diverse stakeholders from the NIH-sponsored Diversity Program Consortium (DPC), as well as organizations outside the DPC to work synergistically towards common diversity goals. NRMN offers a virtual portal to the Network and all NRMN program offerings for mentees and mentors across career development stages. NRMNet provides access to a wide array of mentoring experiences and resources including MyNRMN, Guided Virtual Mentorship Program, news, training calendar, videos, and workshops. National scale and sustainability are being addressed by NRMN "Coaches-in-Training" offerings for more senior researchers to implement coaching models across the nation. "Shark Tanks" provide
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Directory of Open Access Journals (Sweden)
Tais de Andrade
2018-01-01
Full Text Available This study takes into account the factors that interfere with career decisions from the internal demands of individuals, represented by the work values. Investigated university students’ perspective on work values and career anchors. For this, we used a survey along the 958 undergraduate students of face and distance higher education institutions in the interior of Rio Grande do Sul. The data collection instrument was developed from the Work Values Scale Revised developed by Porto and Pilati (2010 and the Inventory of Career Anchors proposed by Schein (1993; 1996. As for the results, there were significant differences between the perceptions of the two methods of teaching, but the hierarchy assigned to the values and anchors in both was similar, which shows certain pattern of agreement as to the perception of importance attached to each dimension studied.
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The effect of career planning education
Directory of Open Access Journals (Sweden)
Marija Turnšek Mikačič
2015-09-01
Full Text Available Research Question (RQ: We employed a qualitative approach to study the effects of career planning education, perceiving it as an effective way to gain a deeper understanding of introductorily-organised career education. Purpose: We researched important areas to formulate a questionnaire for quantitative analysis. Method: We used a qualitative research approach in order to develop a theoretical framework for the exploration, interpretation and identification of the impact of education on career plans, on the changing attitudes towards careers, the raising of self-esteem and perception of personal growth. We used Neuro-linguistic programming as a tool to develop and achieve personal excellence within the career planning. Results: We constructed a paradigmatic model and developed the final theory. By means of qualitative analysis, we identified the elements of design criteria for the construction of the questionnaire; we measured the effects of education on career plans. Organization: The findings of the research will prove useful in personal management and career management in the process of planning and organizing the promotion of individuals within the organizations in accordance with the needs of those organizations. Originality: A career plan as a building block of personal growth, based on the model of career education with the in-built elements and tools of NLP, has been confirmed by the most recent studies in neuroscience. This represents a novelty, and, therefore, this study offers a genuine contribution, and is an indicator of contemporary knowledge, based on the results of the research. Limitations/Future Research: The model of career education and the results of this study open new directions for further research of the influence of career planning on the organisation of companies and their success, which is the phase of the study which was not carried out.
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DIALOG: Fostering Early Career Development Across the Aquatic Sciences
Energy Technology Data Exchange (ETDEWEB)
Caroline Susan Weiler, PhD
2004-11-14
A total of 447 dissertation abstracts were received for the DIALOG V Program, with 146 individuals applying for the DIALOG V Symposium; 47 were invited and 45 have accepted. This represents a significant increase compared to the DIALOG IV Program in which 221 abstracts were registered and 124 applied for the symposium. The importance of the dissertation registration service is indicated by the increasing number of individuals who take time to register their dissertation even when they are not interested in applying to the symposium. The number of visits to the webpage has also increased significantly over the years. This also reflects graduate interest in being part of the on-line Dissertation Registry and receiving the weekly electronic DIALOG Newsletter. See http://aslo.org/phd.html for details. The DIALOG symposium reaches approximately 40 new PI's at a pivotal point in their research careers. Based on their comments, the symposium changes the way participants think, communicate, and approach their research. The science community and the general population will benefit from the perspectives these new PI's bring back to their home institutions and share with their students and colleagues. This group should act as a catalyst to move the entire field in exciting new, interdisciplinary directions. To reach more graduates, plans are underway to establish the symposium on an annual basis. By facilitating the development of close collegial ties, symposium participants come away with a network of colleagues from around the globe with interests in aquatic science research and education. Past participants are collaborating on research proposals, and all have noted that participation has enabled them to develop a more interdisciplinary view of their field, influencing the way they interpret, communicate, and approacli their research. The dissertation registry provides a unique introduction to the work of this most recent generation of aquatic scientists. Each
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Saxe-Braithwaite, Marcy; Carlton, Sandra; Bass, Brenda
2009-01-01
The rapidly changing world of healthcare is faced with many challenges, not the least of which is a diminishing workforce. Healthcare organizations must develop multiple strategies, not only to attract and retain employees, but also to ensure that workers are prepared for continuous change in the workplace, are working at their full scope of practice and are committed to, and accountable for, the provision of high-quality care. There is evidence that by creating a healthier workplace, improved patient care will follow. Aligning Healthy Workplace Initiatives with an organization's strategic goals, corporate culture and vision reinforces their importance within the organization. In this paper, we describe an innovative pilot to assess a career development program, one of multiple Healthy Workplace Initiatives taking place at Providence Care in Kingston, Ontario in support of our three strategic goals. The results of the pilot were very encouraging; subsequent success in obtaining funding from HealthForceOntario has allowed the implementation of a sustainable program of career development within the organization. More work is required to evaluate its long-term effectiveness.
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Feldman, Mitchell D; Huang, Laurence; Guglielmo, B Joseph; Jordan, Richard; Kahn, James; Creasman, Jennifer M; Wiener-Kronish, Jeanine P; Lee, Kathryn A; Tehrani, Ariane; Yaffe, Kristine; Brown, Jeanette S
2009-06-01
Mentoring is a critical component of career development and success for clinical translational science research faculty. Yet few programs train faculty in mentoring skills. We describe outcomes from the first two faculty cohorts who completed a Mentor Development Program (MDP) at UCSF. Eligibility includes having dedicated research time, expertise in a scientific area and a desire to be a lead research mentor. A post-MDP survey measured the program's impact on enhancement of five key mentoring skills, change in the Mentors-in-Training (MIT) self-rated importance of being a mentor to their career satisfaction, and overall confidence in their mentoring skills. Since 2007, 29 MITs participated in and 26 completed the MDP. Only 15% of the MITs reported any previous mentor training. Overall, 96% of MITs felt that participation in the MDP helped them to become better mentors. A majority reported a significant increase in confidence in mentoring skills and most reported an increased understanding of important mentoring issues at UCSF. MITs reported increased confidence in overall and specific mentoring skills after completion of the MDP. The MDP can serve as a model for other institutions to develop the next generation of clinical-translational research mentors.
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Career exploration behavior of Korean medical students
Directory of Open Access Journals (Sweden)
Hyejin An
2017-09-01
Full Text Available Purpose This study is to analyze the effects of medical students’ social support and career barriers on career exploration behavior mediated by career decision-making self-efficacy. Methods We applied the t-test to investigate the difference among the variables based on gender and admission types. Also, we performed path analysis to verify the effect of perceived career barriers and social support on career exploration behavior with career decision efficacy as a mediator. Results First, we noted statistically significant gender and admission type difference in social support, career barriers and career exploration behaviors. Second, social support and career barriers were found to influence career exploration behavior as a mediating variable for career decision-making self-efficacy. Conclusion Social support and career barriers as perceived by medical students influenced their career exploration behavior, with their decision-making self-efficacy serving as a full mediator. Therefore, this study has educational implications for career program development and educational training for career decision-making self-efficacy.
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Career exploration behavior of Korean medical students.
An, Hyejin; Lee, Seung-Hee
2017-09-01
This study is to analyze the effects of medical students' social support and career barriers on career exploration behavior mediated by career decision-making self-efficacy. We applied the t-test to investigate the difference among the variables based on gender and admission types. Also, we performed path analysis to verify the effect of perceived career barriers and social support on career exploration behavior with career decision efficacy as a mediator. First, we noted statistically significant gender and admission type difference in social support, career barriers and career exploration behaviors. Second, social support and career barriers were found to influence career exploration behavior as a mediating variable for career decision-making self-efficacy. Social support and career barriers as perceived by medical students influenced their career exploration behavior, with their decision-making self-efficacy serving as a full mediator. Therefore, this study has educational implications for career program development and educational training for career decision-making self-efficacy.
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Hebbeln, Dierk; Klose, Christina
2015-04-01
Early career scientists at MARUM cover a wide range of research topics and disciplines including geosciences, biology, chemistry, social sciences and law. Just as colourful as the disciplinary background of the people, are their ideas for their personal careers. With our services and programmes, we aim to address some important career planning needs of PhD students and early career Postdocs, both, for careers in science and for careers outside academia. For PhD students aiming to stay in science, MARUM provides funding opportunities for a research stay abroad for a duration of up to 6 months. A range of courses is offered to prepare for the first Postdoc position. These include trainings in applying for research funding, proposal writing and interview skills. Following MARUM lectures which are held once a month, early career scientists are offered the opportunity to talk to senior scientists from all over the world in an informal Meet&Greet. Mentoring and coaching programmes for women in science are offered in cooperation with the office for equal opportunities at the University of Bremen. These programmes offer an additional opportunity to train interpersonal skills and to develop personal career strategies including a focus on special challenges that especially women might (have to) face in the scientific community. Early career scientists aiming for a non-academic career find support on different levels. MARUM provides funding opportunities for placements in industry, administration, consulting or similar. We offer trainings in e.g. job hunting strategies or interview skills. For a deeper insight into jobs outside the academic world, we regularly invite professionals for informal fireside chats and career days. These events are organised in cooperation with other graduate programmes in the region to broaden the focus of both, the lecturers and the participants. A fundamental component of our career programmes is the active involvement of alumni of MARUM and our
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Career fields for inspection and enforcement personnel
International Nuclear Information System (INIS)
Bartley, H.J.; Harrison, O.J.; Kraas, I.W.; Hagerup, J.E.; Heyer, F.H.K.; Schwartz, E.G.
1978-09-01
This document is a report on the development of career fields for Headquarters and regional positions of NRC/IE. Data on the development of qualifications requirements were examined for commonality of knowledge and performance; career fields were postulated as a result of that examination, and then those career fields were tested and revised by more extensive examination. Proposed as a result of this work are four career fields: Construction--Vendor, Health Physics, Reactor Operations, and Safeguards; and two ''career ladders'': Fuel Facilities and Investigation. (The term ''career ladder'' was chosen to describe the relatively narrow patterns of positions open to its members.) All career fields include subfields, which are described in full in the report. In addition to recommending acceptance of these career fields, this document proposes the combination of certain subfields, the retitling of some positions, and the adoption of a standard nomenclature for all NRC/IE positions. 56 figures, 2 tables
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A View from CAEL: Are Your Employees Asking for Career Development?
Council for Adult and Experiential Learning, 2013
2013-01-01
The Council for Adult and Experiential Learning (CAEL) created this document in response to an increased amount of requests for effective career development strategies that target the entry and mid-level workforce. These requests came from a number of different industry sectors throughout the country. This paper summarizes all of those requests,…
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FPG Child Development Institute
... shows how implicit racial biases are adversely affecting African American students--especially boys... read more Emphasis Areas ... Development, Teaching, and Learning The Frank Porter Graham Child Development Institute will partner with Zero to Three ...
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Ituma, Afam; Simpson, Ruth
2006-01-01
Purpose: This paper seeks to explore claims about the changing nature of careers by focusing on how information technology (IT) workers enact careers in the context of Nigeria. The theoretical framework guiding this research is that societal context (social structure and institutions) has an influence on the career patterns exhibited by…
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Jordan, Will J.; McPartland, James M.; Legters, Nettie E.; Balfanz, Robert
2000-01-01
Discusses the need for comprehensive reforms in school organization, curriculum and instruction, and professional development to address the problems of large urban high schools. Describes the Talent Development High School with Career Academies model being developed to meet the needs of such schools. (SLD)
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Supporting institutional development in land administration
DEFF Research Database (Denmark)
Enemark, Stig
2006-01-01
Land management is the process by which the resources of land are put into good effect. Land management encompasses all activities associated with the management of land and natural resources that are required to achieve sustainable development. Land Administration Systems are institutional......, the national capacity to manage land rights, restrictions and responsibilities is not well developed in terms of mature institutions and the necessary human resources and skills. The paper examines the capacity building concept and underpins the need for institutional development to facilitate the design...... and implementation of efficient Land Administration Models and to support good governance. The paper identifies the role of FIG in this regard. This includes support for professional, institutional and global development in surveying and land management, and aims to facilitate the creation of sustainable...
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Advanced Transportation Institute 2008.
2009-02-01
The seventh version of the Advanced Transportation Institute (ATI-08) was conducted in 2008 to encourage high school students to pursue careers in the field of transportation engineering. The University Transportation Center for Alabama partnered wit...
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Advanced Transportation Institute 2009.
2009-09-01
The eighth version of the Advanced Transportation Institute (ATI-09) was conducted in 2009 to encourage high school students to pursue careers in the field of transportation engineering. The University Transportation Center for Alabama partnered with...
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Self-Concept as a Correlate of Career Choice of Students in Tertiary ...
African Journals Online (AJOL)
concept and career choice of students in Post-Secondary Institutions in Sokoto State. The sample consisted of 300 students (140 males and 160 females) deliberately selected from the population of three tertiary institutions in Sokoto State.
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Developing a Template for Electronic Portfolios in Career and Technical Education
Fowler, Matthew
2012-01-01
The purposes of this multiple case study were to determine if manufacturing and services sector employers found value in the use of an ePortfolio in the hiring process, and to develop a suggested template for an ePortfolio format to be used within career and technical education. Electronic portfolios "allow students to showcase their…
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Postdoctoral Mentoring at the Space Telescope Science Institute
Peeples, Molly
2018-01-01
The Space Telescope Science Institute (STScI) has, on average, about 30 postdoctoral researchers. This groups is funded primarily by individual grants but includes independent Fellows (Giacconi, Lasker, and Hubble Fellows) and postdocs based at neighboring Johns Hopkins University but with supervisors based at STScI. Our mentoring program aims to support the intellectual and career development of this entire group, outside of the scientific and career mentoring they receive from their direct supervisors or fellowship sponsors. Our mentoring program consists of two parts. First and foremost, each postdoc has a mentor (someone on the research staff) with whom they meet regularly. Ideally, the mentor is not someone with whom the postdoc collaborates scientifically and can therefore provide an outside, independent, fresh perspective. As different postdocs require different kinds of mentoring, we try to best pair postdocs and mentors according to the postdocs’ needs and the mentors’ backgrounds, skills, and mentoring styles. Second, we conduct several career guidance seminars and related events throughout the year. These have included proposal writing workshops, formalized practice talks, academic job application seminars, and discussion sessions on career paths outside of academia (featuring colleagues who are no longer in academia). These workshops have the added benefit of providing the postdocs with a wider support network of staff members. Finally, we have begun to conduct an annual survey of the postdocs to gauge their experience and integration at STScI, the efficacy of the mentoring program, and to collect feedback on how to improve postdoctoral life at the Institute.
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Robertson, Peter J.
2014-01-01
Structural explanations of career choice and development are well established. Socioeconomic inequality represents a powerful factor shaping career trajectories and economic outcomes achieved by individuals. However, a robust and growing body of evidence demonstrates a strong link between socioeconomic inequality and health outcomes. Work is a key…
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Andam, Aba Bentil; Dawson, Silvina Ponce; Horton, K. Renee; Sandow, Barbara
2005-10-01
In essentially all countries, responsibilities for child care, cooking, cleaning, and other homemaking tasks fall predominantly on the wife and mother. In addition, the childbearing years come during the period when a physicist must study hard, work long hours on research, and take temporary positions, often abroad. Thus, balancing family and career has long been one of the major barriers to women's participation in science and engineering fields, including physics. While many young women believe that they must choose between having children and having a science career, the fact is that the majority of women physicists in both developing and developed countries have successfully done both. This paper summarizes some ideas and recommendations raised in discussions, especially focused on easing the challenges of having children while in temporary jobs, returning to physics after a career break, the need for "family-friendly" working conditions, and the dual-career problem facing couples where both are scientists.
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Institutional Choice and Recognition in Development
DEFF Research Database (Denmark)
Rutt, Rebecca Leigh
Abstract This thesis concerns the role of local institutions in fostering development including natural resource management, and how this role is shaped by relations with higher scale institutions such as development agencies and national governments. Specifically, it examines the choice of local...... objective of this thesis was to contribute to understanding processes and outcomes of institutional choice and recognition. It employed mixed methods but primarily semi structured interviews in multiple sites across Nepal. In responding to specific objectives, namely to better understand: i) the rationales...... behind choices of local institutional counterparts, ii) the belonging and citizenship available with local institutions, iii) the dynamics and mutuality of recognition between higher and lower scale institutions, and iv) the social outcomes of choice and recognition, this thesis shows that the way choice...
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Raque-Bogdan, Trisha L.; Lucas, Margaretha S.
2016-01-01
Undergraduate students who are the first in their immediate family to go to college represent a unique population on campus deserving special attention to their educational and career development needs. We explored career development characteristics of first-generation college students and compared them to those who are not first-generation, using…
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Toward a Framework for Multicultural STEM-Focused Career Interventions
Byars-Winston, Angela
2015-01-01
Numerous federal and national commissions have called for policies, funds, and initiatives aimed at expanding the nation's science, technology, engineering, and mathematics (STEM) workforce and education investments to create a significantly larger, more diverse talent pool of individuals who pursue technical careers. Career development professionals are poised to contribute to the equity discourse about broadening STEM participation. However, few are aware of STEM-related career development matters, career opportunities and pathways, or strategies for promoting STEM pursuits. The author summarizes STEM education and workforce trends and articulates an equity imperative for broadening and diversifying STEM participation. The author then offers a multicultural STEM-focused career development framework to encourage career development professionals' knowledge and awareness of STEM education and careers and delineates considerations for practice aimed at increasing the attainment and achievement of diverse groups in STEM fields. PMID:25750480
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Directory of Open Access Journals (Sweden)
Soonjoo Park, RN, PhD
2015-09-01
Conclusions: The discipline-based career course was effective in decreasing perceptions of career barriers and increasing career search self-efficacy and career preparation behavior among nursing students.
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Energy Technology Data Exchange (ETDEWEB)
Wendelberger, Joanne Roth [Los Alamos National Lab. (LANL), Los Alamos, NM (United States)
2014-11-05
This presentation will provide career advice for individuals seeking to go beyond just having a job to building a successful career in the areas of Science, Technology, Engineering, and Mathematics. Careful planning can be used to turn a job into a springboard for professional advancement and personal satisfaction. Topics to be addressed include setting priorities, understanding career ladders, making tough choices, overcoming stereotypes and assumptions by others, networking, developing a professional identify, and balancing a career with family and other personal responsibilities. Insights on the transition from individual technical work to leadership will also be provided. The author will draw upon experiences gained in academic, industrial, and government laboratory settings, as well as extensive professional service and community involvement.
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The Science of a Life - Career Path of an African American Geoscientist
Stephenson Hawk, D.
2002-12-01
A career in the field of geophysical fluid dynamics is not an apparent choice for an African American woman from rural North Carolina. It was, however, the choice made. As a first generation college graduate, the catalyst to pursue such a career path was provided by those external to family; however, internally, the pursuit of education was valued, expected and required. It is this, the expectation and requirement, which serves as the foundation for the discussion of the balance of life in terms of family, education, and career. There are no scales in existence on which to measure the balance of life. The selected educational institutions, Spelman College, The George Washington University, and Princeton University; nor career positions, National Aeronautics and Space Administration, AT&T Bell Laboratories, institutions of higher education, consulting opportunities, discuss, promote or encourage such a balance. Defining this balance, however, is a science that can only be advanced and achieved by the individual in relationship and partnership with community. The science and balance of a life is the focus of this discussion.
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Career anchors and career resilience: Supplementary constructs?
Directory of Open Access Journals (Sweden)
L. J. Van Vuuren
2000-06-01
Full Text Available Previously the authors reported on a study in which an attempt was made at defining and measuring the construct career resilience (Fourie & Van Vuuren, 1998. The present article continues this investigation by reporting on the relationship between career resilience and career anchors, as defined in Scheins (1975; 1978; 1990; 1992 career anchor model. The aim of the study was to determine whether career anchor patterning could potentially inhibit or facilitate individuals' levels of career resilience. The "Career Resilience Questionnaire" (CRQ (Fourie & Van Vuuren, 1998 together with Scheins (1990 "Career Orientations Inventory" (COI were administered to 352 skilled employees. The findings regarding the statistical relationship between the two constructs are discussed. Opsomming Loopbaanankers en loopbaangehardheid: supplementere konstrukte? In n vorige publikasie van Fourie en Van Vuuren (1998 is die bevindinge aangaande die afbakening en meting van die konstruk, loopbaangehardheid, gerapporteer. In die huidige artikel word die ondersoek voortgesit met 'n beskrywing van die verwantskap tussen loopbaangehardheid en loopbaanankers, soos gedefinieer in die loopbaanankermodel van Schein (1975; 1978; 1990; 1992. Die doel met die studie was om te bepaal of die mate van loopbaanankerontplooiing individuele vlakke van loopbaangehardheid potensieel fasiliteer ofinhibeer. Die "Career Resilience Questionnaire" (CRQ (Fourie & Van Vuuren, 1998 is tesame met die "Career Orientation Inventory" (COI (Schein, 1990 op 352 geskoolde werknemers geadministreer. Die bevindinge betreffende die statistiese verwantskap tussen die twee konstrukte word bespreek.
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Career Development among Undergraduate Students of Madda ...
African Journals Online (AJOL)
from field selection, marketing and recruitment potentialities to interests and other ... 29. 12. Social Science. Tourism Management. 18. -. Geography. -. -. History. 18 ..... therapy on irrational career thoughts among secondary school students in ...
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From Mammy to Superwoman: Images that Hinder Black Women's Career Development
Reynolds-Dobbs, Wendy; Thomas, Kecia M.; Harrison, Matthew S.
2008-01-01
Black women, like other women of color, find themselves at the intersection of both racism and sexism in the workplace. Due to their unique dual status as racial and gender minorities, they encounter unique and unexplored barriers that inhibit their career as well as leadership development. The goal of this article is to highlight the emerging…
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Planning a multi-institutional information for development study centre
CSIR Research Space (South Africa)
Moreno, A
2010-05-01
Full Text Available . The I4D Study Centre tasks are to increase both the research expertise pool available for Meraka and the partner university, and the joint development of study programs with universities that will prepare students for a researcher career with an ICT4D...
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Mind the Gap: Promoting Careers in Academic Research to Psychiatry Residents
Posporelis, Sotirios; Sawa, Akira; Smith, Gwenn S.; Stitzer, Maxine L.; Lyketsos, Constantine G.; Chisolm, Margaret S.
2014-01-01
Objective With the shift of interest in psychiatry towards patient-oriented research with clinically relevant outcomes, there is a critical need for well-trained psychiatrist-scientists. The authors report on two developmentally-tailored, longitudinal research training curricula designed to use peer mentoring to bridge the gap between physicians and scientists, and to promote careers in academic research. Methods The authors instituted two independent research training curricula, one for first-year and one for second-to-fourth year psychiatry residents, spanning two campuses of one institutional residency training program. Each curriculum’s participants included psychiatry residents and peer scientific investigators, and both were attended by senior scientists and departmental leaders. The authors developed and administered an anonymous survey at the end of the first cycle of the first-year resident curriculum to assess participant attitudes. Results The first-year and second-to-fourth-year resident curricula have been implemented for 3and 2 years respectively. The authors observed overall participant satisfaction with the first-year curricula, independent of trainee status. Furthermore, first-year psychiatry residents reported increased interest in academic research careers after exposure to the curricula. Conclusions Results suggest it is possible to encourage academic research careers using peer mentoring, an innovative approach that requires minimal funding, little disruption to the residents’ schedule, and engages the gamut of individuals involved in psychiatry care and research: psychiatrists-in-training and young non-clinician scientists-in-training. PMID:24497181
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Sagendorf, Kenneth S.
The purposes of this research were to create an inventory of the research, teaching and service background experiences of and to document the time allocation and time spent on teaching by early-career college science faculty members. This project is presented as three distinct papers. Thirty early-career faculty in the science disciplines from sixteen different institutions in their first year of employment participated in this study. For the first two papers, a new survey was developed asking participants to choose which experiences they had acquired prior to taking their current faculty position and asking them to document their time allocation and time spent on teaching activities in an average work week. In addition, a third component documents the support early-career college faculty in the sciences are receiving from the perspective of faculty members and their respective department chairpersons and identifies areas of disagreement between these two different groups. Twenty early-career college science faculty and their respective department chairpersons completed a newly-designed survey regarding the support offered to new faculty. The survey addressed the areas of feedback on performance, clarity of tenure requirements, mentoring, support for teaching and scholarship and balancing faculty life. This dissertation presents the results from these surveys, accounting for different demographic variables such as science discipline, gender and institutional category.
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Barret, Jennifer; And Others
Focusing on the occupational clusters of natural resources and manufacturing, this unit entitled "Baking Industry" is one of four grade 2 units which are part of a total set of twenty-seven career development curriculum units for grades K-6. This unit is organized into four sections. Section 1 identifies one career development-centered…
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The role of entrepreneurship education in career expectations of ...
African Journals Online (AJOL)
The role of entrepreneurship education in career expectations of students. ... placed on entrepreneurship education in tertiary institutions since the early nineties, exposure to ... It is important to teach young children to think entrepreneurially.
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The Model of Career Anchors as a Tool in the Analysis of Instructional Developers.
Miller, Carol
1981-01-01
Examines the importance of human systems as a relevant aspect of development processes and looks at the career anchor model proposed by Schein as a possible area in the analysis of the instructional developer/client relationships. Fourteen references are listed. (Author/LLS)
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[Determinants in the careers of male and female physicians from the viewpoint of chief physicians].
Buddeberg-Fischer, B; Spindler, A; Peter, Y; Buddeberg, C
2003-01-03
Chief physicians play an important role for physicians' careers by providing advanced training and allocating time and research resources. This study examined which characteristics will help physicians to achieve a leadership position and how chief physicians conduct career promotion. All 532 chief physicians in Switzerland's German speaking cantons with medical schools were approached with a questionnaire covering professional motivation and personal attributes of career-oriented physicians career-promoting personal and institutional factors, and type of career promotion. 207 chief physicians (189 men, 18 women; participation rate 38.9 %;) participated. Respondents rated achievement motivation combined with professional interest and job enjoyment (intrinsic), and interest in advancement and social prestige (extrinsic motivation) as beneficial. Extraprofessional concerns such as family obligations and leisure interests were viewed as less important. Instrumental attributes were rated as advantageous. Expressive qualities were also seen as beneficial but less crucial. Ratings were independent of respondents' age, specialty, or type of workplace. The following personal factors were named: professional commitment, professional and social competence, goal orientation, endurance, and strength of character. The institutional factors referred to quality of training and teaching, a good work atmosphere, a transparent and flexible clinic structure. Career promotion was offered predominantly in the form of coaching, career planning, and support in job search. Career promotion should be more targeted and structured, e. g. be conducted in mentoring programmes, thus providing the prerequisites for a truly equal career promotion of female and male physicians.
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Guay, Frederic
2005-01-01
The purpose of the present research was to develop and validate a measure of motivation toward career decision-making activities, the Career Decision-Making Autonomy Scale (CDMAS). The CDMAS is designed to assess the constructs of intrinsic motivation, identified regulation, introjected regulation, and external regulation. A longitudinal study was…
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Hirschi, Andreas
2010-01-01
Cross-sectional research implies a close relation of vocation interests, goals, and traits, yet little is known about their reciprocal development over time. This longitudinal study examined development of Things/People (T/P) and Data/Ideas (D/I) vocational interests and career goals in relation to Big Five personality traits among 292 Swiss…
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To the Question of Organizing the Career Guidence in Artisan Occupations
Directory of Open Access Journals (Sweden)
A. V. Yefanov
2013-01-01
Full Text Available The paper looks at the institutional and functional features of the artisan activities, and vocational training of future artisans- entrepreneurs; the specificity of career guidance in related training profiles is discussed. In the course of successful socio-economic development, the given specialists can form a considerable part of the Russian middle class strata. However, there exist the two opposite trends: on the one hand, the specialists realize the modern day requirements for vocational training and enrollee selection, while, on the other hand, the majority of the society regards the artisan occupations as common and primitive. This controversy signals the urgent need for vocational guidance addressed to the school leavers. The authors suggest using acmeology – the studies of the highest professional achievements – along with psychological facilitation and visual grounds for career guidance development. The paper is recommended to the secondary school teachers, vocational training teachers and sociologists analyzing and predicting the labor market demands.Â