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.
Local Middle School Receives School-to-Career Grant
Teacher Enhancement Program. The money will be used to help students explore career opportunities and and career development by giving them access to people working in local businesses and government Middle School Receives School-to-Career Grant For more information contact: e:mail: Public Affairs
Assistant professor wins grant to help enrich graduate student careers with e-portfolios
Mackay, Steven D.
2010-01-01
Lisa McNair, an assistant professor with the department of engineering education, has won a $403,000 National Science Foundation Faculty Early Career Development (CAREER) grant to help engineering graduate students develop as reflective practitioners by using e-portfolios that could enrich their own careers.
76 FR 66656 - Agricultural Career and Employment Grants Program
2011-10-27
... Outreach 7 CFR Part 2502 RIN 0503-AA49 Agricultural Career and Employment Grants Program AGENCY: Office of... Career and Employment (ACE) Grants Program and it will be referred to as such hereafter. Purpose of the... to locate [[Page 66657
76 FR 69114 - Agricultural Career and Employment Grants Program
2011-11-08
... Agricultural Career and Employment Grants Program AGENCY: Office of Advocacy and Outreach, Departmental... USDA. OAO has designated the program the Agricultural Career and Employment (ACE) Grants Program and it... frequently report it is difficult to locate employment or obtain sufficient hours of work to earn a living...
The impact of intramural grants on educators' careers and on medical education innovation.
Adler, Shelley R; Chang, Anna; Loeser, Helen; Cooke, Molly; Wang, Jason; Teherani, Arianne
2015-06-01
The University of California, San Francisco (UCSF), Haile T. Debas Academy of Medical Educators Innovations Funding program awards competitive grants to create novel curricula and faculty development programs, compare pedagogical approaches, and design learner assessment methods. The authors examined the principal investigators' (PIs') perceptions of the impact of these intramural grants on their careers and on medical education innovation. At 12 months (project completion) and 24 months (follow-up), PIs submit a progress report describing the impact of their grant on their careers, work with collaborators, subsequent funding, project dissemination, and the UCSF curriculum. The authors analyzed these reports using qualitative thematic analysis and achieved consensus in coding and interpretation through discussion. From 2001 to 2012, the program funded 77 PIs to lead 103 projects, awarding over $2.2 million. The authors analyzed reports from 88 grants (85.4%) awarded to 68 PIs (88.3%). PIs noted that the funding led to accelerated promotion, expanded networking opportunities, enhanced knowledge and skills, more scholarly publications and presentations, extramural funding, and local and national recognition. They also reported that the funding improved their status in their departments, enhanced their careers as medical educators, laid the foundation for subsequent projects, and engaged an array of stakeholders, including trainees and junior faculty. These modest intramural education grants not only created innovative, enduring programs but also promoted educators' professional identity formation, fostered collaborations, supported junior faculty in finding their desired career paths, provided advancement opportunities, and raised the local and national profiles of recipients.
DuCoin, Christopher; Petersen, Rebecca P; Urbach, David; Aggarwal, Rajesh; Madan, Atul K; Pryor, Aurora D
2018-07-01
Small seed grants strongly impact academic careers, result in future funding, and lead to increased involvement in surgical societies. We hypothesize that, in accordance with the SAGES Research and Career Development committee mission, there has been a shift in grant support from senior faculty to residents and junior faculty. We hypothesize that these junior physician-researchers are subsequently remaining involved with SAGES and advancing within their academic institutions. All current and previous SAGES grant recipients were surveyed through Survey Monkey™. Questions included current academic status and status at time of grant, ensuing funding, publication and presentation of grant, and impact on career. Results were verified through a Medline query. SAGES database was examined for involvement within the society. Respondent data were compared to 2009 data. One hundred and ninety four grants were awarded to 167 recipients. Of those, 75 investigators responded for a response rate 44.9%. 32% were trainees, 43% assistant professors, 16% associate professors, 3% full professors, 3% professors with tenure, and 3% in private practice. This is a shift from 2009 data with a considerable increase in funding of trainees by 19% and assistant professors by 10% and a decrease in funding of associate professors by 5% and professors by 10%. 41% of responders who were awarded the grant as assistant or associate professors had advanced to full professor and 99% were currently in academic medicine. Eighty-two percent indicated that they had completed their project and 93% believed that the award helped their career. All responders remained active in SAGES. SAGES has chosen to reallocate an increased percentage of grant money to more junior faculty members and residents. It appears that these grants may play a role in keeping recipients interested in the academic surgical realm and involved in the society while simultaneously helping them advance in faculty rank.
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.
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.
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.
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
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.
Adam M. Grant: Award for Distinguished Scientific Early Career Contributions to Psychology.
2011-11-01
Presents Adam M. Grant, the 2011 winner of the American Psychological Association Award for Distinguished Scientific Early Career Contributions to Psychology. "For extensive, elegant, and programmatic research on the power of relational job design in enhancing employee motivation, productivity, and satisfaction; for creative and rigorous studies documenting the profound and surprising effects of connecting employees to their impact on others; for highlighting prosocial motivation, not only extrinsic and intrinsic motivations, as a key force behind employee behavior; and for demonstrating by example the feasibility and benefits of conducting field experiments, yielding studies rich in internal validity, external validity, and practical impact. In addition to his accomplishments, Adam M. Grant is known for his generosity as a scholar, teacher, and colleague." (PsycINFO Database Record (c) 2011 APA, all rights reserved). 2011 APA, all rights reserved
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…
The Career Education Center: A Program with Potential
Ilivicky, Martin
1976-01-01
The Project Redesign grant proposal, developed by the faculty of William Cullen Bryant High School, was responsible for the initiation of a comprehensive career education program. That program and the Careers Center and Career Guidance Service were the focus of this article. (Author/RK)
Taking Soft Skills for Granted?
Dutton, Gail
2012-01-01
The U.S. Department of Labor will award a total of $2 billion over the next four years through the Trade Adjustment Assistance Community College and Career Training Grant Program. Grants will support the development and improvement of postsecondary programs of two years or less that use evidence-based or innovative strategies to prepare students…
42 CFR 59.206 - Evaluation and grant award.
2010-10-01
...) Development of a capability within family planning service projects to provide pre- and in-service training to... and health services personnel; (iii) Improvement in the utilization and career development of... PLANNING SERVICES Grants for Family Planning Service Training § 59.206 Evaluation and grant award. (a...
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.
Student Experiential Opportunities in National Security Careers
Energy Technology Data Exchange (ETDEWEB)
None, None
2007-12-31
This report documents student experiential opportunities in national security careers as part of the National Security Preparedness Project (NSPP), being performed under a Department of Energy (DOE)/National Nuclear Security Administration (NNSA) grant. This report includes a brief description of how experiential opportunities assist students in the selection of a career and a list of opportunities in the private sector and government. The purpose of the NSPP is to promote national security technologies through business incubation, technology demonstration and validation, and workforce development. Workforce development activities will facilitate the hiring of students to work with professionals in both the private and public sectors, as well as assist in preparing a workforce for careers in national security. The goal of workforce development under the NSPP grant is to assess workforce needs in national security and implement strategies to develop the appropriate workforce.
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.
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.
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.
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...
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.
Organizing a Campus Seminar on Careers in Entertainment.
Walt Disney Productions, Anaheim, CA.
Developed by Walt Disney Productions as part of a project granted by the Career Education Program of the Office of Education, this handbook is designed to help college and university fine arts departments in planning and carrying out an on-campus seminar on careers in entertainment. Sections include Why Hold a Seminar on Careers in Entertainment?,…
Career competences and importance of their development in planning of career perspective
Adomaitienė, Jūratė; Zubrickienė, 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 ...
Buchwald, Dedra; Dick, Rhonda Wiegman
2011-06-01
American Indian and Alaska Native scientists are consistently among the most underrepresented minority groups in health research. The authors used social network analysis (SNA) to evaluate the Native Investigator Development Program (NIDP), a career development program for junior Native researchers established as a collaboration between the University of Washington and the University of Colorado Denver. The study focused on 29 trainees and mentors who participated in the NIDP. Data were collected on manuscripts and grant proposals produced by participants from 1998 to 2007. Information on authorship of manuscripts and collaborations on grant applications was used to conduct social network analyses with three measures of centrality and one measure of network reach. Both visual and quantitative analyses were performed. Participants in the NIDP collaborated on 106 manuscripts and 83 grant applications. Although three highly connected individuals, with critical and central roles in the program, accounted for much of the richness of the network, both current core faculty and "graduates" of the program were heavily involved in collaborations on manuscripts and grants. This study's innovative application of SNA demonstrates that collaborative relationships can be an important outcome of career development programs for minority investigators and that an analysis of these relationships can provide a more complete assessment of the value of such programs.
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...
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.
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,…
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…
Do AAO-HNSF CORE Grants Predict Future NIH Funding Success?
Eloy, Jean Anderson; Svider, Peter F; Kanumuri, Vivek V; Folbe, Adam J; Setzen, Michael; Baredes, Soly
2014-08-01
To determine (1) whether academic otolaryngologists who have received an American Academy of Otolaryngology- Head and Neck Surgery Foundation (AAO-HNSF) Centralized Otolaryngology Research Efforts (CORE) grant are more likely to procure future National Institutes of Health (NIH) funding; (2) whether CORE grants or NIH Career Development (K) awards have a stronger association with scholarly impact. Historical cohort. Scholarly impact, as measured by the h-index, publication experience, and prior grant history, were determined for CORE-funded and non-CORE-funded academic otolaryngologists. All individuals were assessed for NIH funding history. Of 192 academic otolaryngologists with a CORE funding history, 39.6% had active or prior NIH awards versus 15.1% of 1002 non-CORE-funded faculty (P productivity than those with CORE funding history. Both cohorts had higher scholarly impact values than previously published figures among academic otolaryngologists, highlighting that both CORE grants and NIH K-grants awards are effective career development resources. © American Academy of Otolaryngology—Head and Neck Surgery Foundation 2014.
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…
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...
Career Development at Nova Southeastern University
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Education and Career Development
Directory of Open Access Journals (Sweden)
Daniela Brečko
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.
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…
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.
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.
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…
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…
[Student program, congress grants and their potential influence on surgical career selection].
Jähne, J; Mittelstädt, A; Götzky, K
2017-11-01
Due to a decreased interest in surgical training the German Society of Surgery (GSS) has provided a specially sponsored student program at its annual clinical congress for many years in order to increase the number of applicants for a career in surgery. It remains unclear if this goal is reached because an evaluation has not yet been performed. At the clinical congress in 2014, 200 medical students participated in a special student program with the aid of a congress grant totaling 100,000 €. By means of a questionnaire it was asked how many of the participants in this special program have started a residency in surgery. Almost 17% of the participants of the student program answered and 13 students (6.5% of all participants) stated that they had started a surgical residency. All of these students claimed an interest in surgery even before participation in the congress. Those students who had not yet decided what kind of residency they should choose did not vote for surgery despite their visit to the congress. The student program and the congress grant at the annual clinical congress of the GSS do not result in an increased number of applicants for a residency in surgery. Both incentives might be not more than a strategic marketing instrument. An increased number of medical students applying for a residency in surgery is only to be expected if social developments (e. g. attention to a work-life balance) and their concomitant challenges are reflected in surgical day to day work.
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
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.
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…
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.
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
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…
Wetland Program Development Grants (WPDGs)
U.S. Environmental Protection Agency — The Wetland Grant Database (WGD) houses grant data for Wetland Program Development Grants (created by EPA in 1990 under the Clean Water Act Section 104(b)(3)...
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.
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…
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…
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…
Development of competences from the viewpoint of career planning
Adomaitienė, Jūratė; Zubrickienė, 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...
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.
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
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
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 ‘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...
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,…
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.
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…
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)…
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
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…
Socio-chronological Starting Points for career Development
Directory of Open Access Journals (Sweden)
Danijela Brečko
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.
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.
Emotional Aspects of Childhood Career Development: Importance and Future Agenda
Oliveira, Íris M.; Taveira, Maria do Céu; 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…
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…
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,
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,
The Civil Servants Career Development
Directory of Open Access Journals (Sweden)
Mihaela Comãnescu
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.
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
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.
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.
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…
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…
Development of a Career Resilience Scale for University Students
児玉, 真樹子
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...
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.
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…
Hafsteinsdóttir, Thóra B; van der Zwaag, Angeli M; Schuurmans, Marieke J
2017-10-01
methods designs and involved 3855 postdoctoral nurses. Two studies presenting mentoring programs for postdoctoral nurses were identified. Other studies investigated the influence of mentoring on various outcomes. The findings showed a positive influence of mentoring on research productivity, including increase in publications and grant writing and research career development, improved leadership skills and knowledge. Furthermore, mentoring positively influenced nurses' health and well-being, staff relationships, work culture and collaboration. Postdoctoral nurses' experience of mentoring, mentorship, leadership and peer-support is essential in supporting ongoing research activity. Although there is a lack of studies with robust designs investigating leadership and mentoring programs, our results document some evidence of mentoring's influence on research productivity, career development and other outcomes of postdoctoral nurses. Copyright © 2017 Elsevier Ltd. All rights reserved.
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…
Using Career Pathways to Guide Students through Programs of Study
Bragg, Debra D.; Krismer, Marianne
2016-01-01
This chapter describes career pathways that evolved through a Trade Adjustment Assistance Community College and Career Training consortium grant designed to help students complete programs of study and enter health care careers.
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...
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…
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...
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.
A 25-year analysis of the American College of Gastroenterology Research Grant Program:
Crockett, Seth D.; Dellon, Evan S.; Bright, Stephanie D.; Shaheen, Nicholas J.
2011-01-01
Introduction The American College of Gastroenterology (ACG) has awarded research grants for 25 years. We assessed the characteristics of grant recipients, their current academic status, and the likelihood of publication resulting from the grant. Methods Demographic data, year and amount of award, title of project, and recipient’s institution were extracted from ACG databases. Using ACG reports and medical literature search engines, we assessed publication based on grant-funded research, as well as career publication record. We also determined the current position of awardees. Similar analysis was performed for recipients of junior investigator awards. Results A total of 396 clinical research awards totaling $5,374,497 ($6,867,937 in 2008 dollars) were awarded to 341 recipients in the 25 years between 1983 and 2008. The most commonly funded areas of research were endoscopy (22% of awards) and motility/functional disorders (21%). At least one peer-reviewed publication based on grant-funded research occurred in 255 of the awards (69%). Higher award value was associated with subsequent publication. Of 341 past awardees, 195 (62%) are currently in academic positions. Factors associated with staying in academics included higher award value (pacademics. Overall, the mean cost in grant dollars per published paper based on the research was $14,875. Conclusion The majority of ACG grant recipients published the results of their research and remained in academics. Higher amount of award, holding an advanced degree, and publication were associated with careers in academics. The ACG research grant award program is an important engine of investigation, publications, and academic career development in the field of gastroenterology. PMID:19319125
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…
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
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.
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
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.
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.
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.
Grant Application Development, Submission, Review, & Award
This infographic shows the National Cancer Institute general timeline progression through Grant Application Development, Submission, Review, and Award Infographic. In the first month, Applicant prepares and submits Grant Application to Grants.gov in response to FOA. In month two, The Center for Scientific Review (CSR) assigns applications that fall under the category of R01s, etc. to a Scientific Review Group (SRG) or the CSR assigns applications that fall under the category of Program Projects and Center Grants to NCI Division of Extramural Activities (DEA). Months four through five: First-level review by Scientific Review Group (SRG) for Scientific Merit: SRG assigns Impact Scores. Month five Summary Sstatements are prepared and are available to NCI Program staff and applicants. Month six, second-level review by National Cancer Advisory board (NCAB) for NCI Funding determination begins. NCAB makes recommendation to NCI Director, NCI develops funding plan, Applications selected for Funding, “Paylists” forwarded to Office of Grant Administration (OGA). Month ten, Award Negotiations and Issuance: Award issued, Award received by Institution, and Investigator begins work. www.cancer.gov Icons made by Freepik from http://www.flaticon.com is licensed by CC BY3.0
"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…
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)
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…
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.
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...
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…
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)
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
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…
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…
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.
Directory of Open Access Journals (Sweden)
Farmer Elizabeth A
2007-04-01
Full Text Available Abstract Background General practitioners and other primary health care professionals are often the first point of contact for patients requiring health care. Identifying, understanding and linking current evidence to best practice can be challenging and requires at least a basic understanding of research principles and methodologies. However, not all primary health care professionals are trained in research or have research experience. With the aim of enhancing research skills and developing a research culture in primary health care, University Departments of General Practice and Rural Health have been supported since 2000 by the Australian Government funded 'Primary Health Care Research Evaluation and Development (PHCRED Strategy'. A small grant funding scheme to support primary health care practitioners was implemented through the PHCRED program at Flinders University in South Australia between 2002 and 2005. The scheme incorporated academic mentors and three types of funding support: bursaries, writing grants and research fellowships. This article describes outcomes of the funding scheme and contributes to the debate surrounding the effectiveness of funding schemes as a means of building research capacity. Methods Funding recipients who had completed their research were invited to participate in a semi-structured 40-minute telephone interview. Feedback was sought on acquisition of research skills, publication outcomes, development of research capacity, confidence and interest in research, and perception of research. Data were also collected on demographics, research topics, and time needed to complete planned activities. Results The funding scheme supported 24 bursaries, 11 writing grants, and three research fellows. Nearly half (47% of all grant recipients were allied health professionals, followed by general practitioners (21%. The majority (70% were novice and early career researchers. Eighty-nine percent of the grant recipients were
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)
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…
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.
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…
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)
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 5 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.
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)
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…
Ognibene, Frederick P.; Gallin, John I.; Baum, Bruce J.; Wyatt, Richard G.; Gottesman, Michael M.
2017-01-01
Purpose Clinician-scientists are considered an endangered species for many reasons, including challenges with establishing and maintaining a career pipeline. Career outcomes from year-long medical and dental students’ research enrichment programs have not been well determined. Therefore, the authors assessed career and research outcome data from a cohort of participants in the National Institutes of Health (NIH) Clinical Research Training Program (CRTP). Method The CRTP provided a year-long mentored clinical or translational research opportunity for 340 medical and dental students. Of these, 135 completed their training, including fellowships, from 1997 to January 2014. Data for 130 of 135 were analyzed, including time conducting research, types of public funding (NIH grants), and publications from self-reported surveys that were verified via NIH RePORT and PUBMED. Results Nearly two-thirds (84 of 130) indicated that they were conducting research, and over half of the 84 (approximately one-third of the total cohort) spent more than 25% of time devoted to research. Of those 84, over 25% received grant support from the NIH, and those further in their careers published more scholarly manuscripts. Conclusions Data suggest that the CRTP helped foster the careers of research-oriented medical and dental students as measured by time conducting research, successful competition for federal funding, and the publication of their research. Longer follow-up is warranted to assess the impact of these mentored research experiences. Investments in mentored research programs for health professional students are invaluable to support the dwindling pipeline of biomedical researchers and clinician-scientists. PMID:27224296
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…
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…
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.
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.
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…
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 .
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)
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…
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.
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.
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.
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)
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
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…
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…
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…
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.…
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…
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…
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.
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.
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…
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…
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)
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.
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
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.
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.…
Virginia Tech announces AdvanceVT awards seed grants; names leadership fellows
Cox, Clara B.
2004-01-01
AdvanceVT, a comprehensive program that promotes and enhances the careers of women in science and engineering at Virginia Tech, has awarded its first seed grants and named its first leadership fellows as part of an ongoing effort to increase the number of women electing to pursue or remain in academic careers.
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…
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.
Halpaap, Béatrice; Vahedi, Mahnaz; Certain, Edith; Alvarado, Tini; Saint Martin, Caroline; Merle, Corinne; Mihut, Michael; Launois, Pascal
2017-12-01
The Special Programme for Research and Training in Tropical Diseases (TDR) co-sponsored by UNICEF, UNDP, World Bank and WHO has been supporting research capacity strengthening in low- and middle-income countries for over 40 years. In order to assess and continuously optimize its capacity strengthening approaches, an evaluation of the influence of TDR training grants on research career development was undertaken. The assessment was part of a larger evaluation conducted by the European Science Foundation. A comprehensive survey questionnaire was developed and sent to a group of 117 trainees supported by TDR who had completed their degree (masters or PhD) between 2000 and 2012; of these, seventy seven (77) responded. Most of the respondents (80%) rated TDR support as a very important factor that influenced their professional career achievements. The "brain drain" phenomenon towards high-income countries was particularly low amongst TDR grantees: the rate of return to their region of origin upon completion of their degree was 96%. A vast majority of respondents are still working in research (89%), with 81% of respondents having participated in multidisciplinary research activities; women engaged in multidisciplinary collaboration to a higher extent than men. However, only a minority of all have engaged in intersectoral collaboration, an aspect that would require further study. The post-degree career choices made by the respondents were strongly influenced by academic considerations. At the time of the survey, 92% of all respondents hold full-time positions, mainly in the public sector. Almost 25% of the respondents reported that they had influenced policy and practice changes. Some of the challenges and opportunities faced by trainees at various stages of their research career have been identified. Modalities to overcome these will require further investigation. The survey evidenced how TDR's research capacity grant programmes made a difference on researchers' career
Directory of Open Access Journals (Sweden)
Béatrice Halpaap
2017-12-01
Full Text Available The Special Programme for Research and Training in Tropical Diseases (TDR co-sponsored by UNICEF, UNDP, World Bank and WHO has been supporting research capacity strengthening in low- and middle-income countries for over 40 years. In order to assess and continuously optimize its capacity strengthening approaches, an evaluation of the influence of TDR training grants on research career development was undertaken. The assessment was part of a larger evaluation conducted by the European Science Foundation. A comprehensive survey questionnaire was developed and sent to a group of 117 trainees supported by TDR who had completed their degree (masters or PhD between 2000 and 2012; of these, seventy seven (77 responded. Most of the respondents (80% rated TDR support as a very important factor that influenced their professional career achievements. The "brain drain" phenomenon towards high-income countries was particularly low amongst TDR grantees: the rate of return to their region of origin upon completion of their degree was 96%. A vast majority of respondents are still working in research (89%, with 81% of respondents having participated in multidisciplinary research activities; women engaged in multidisciplinary collaboration to a higher extent than men. However, only a minority of all have engaged in intersectoral collaboration, an aspect that would require further study. The post-degree career choices made by the respondents were strongly influenced by academic considerations. At the time of the survey, 92% of all respondents hold full-time positions, mainly in the public sector. Almost 25% of the respondents reported that they had influenced policy and practice changes. Some of the challenges and opportunities faced by trainees at various stages of their research career have been identified. Modalities to overcome these will require further investigation. The survey evidenced how TDR's research capacity grant programmes made a difference on
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…
Crockett, Seth D; Dellon, Evan S; Bright, Stephanie D; Shaheen, Nicholas J
2009-05-01
The American College of Gastroenterology (ACG) has awarded research grants for 25 years. We assessed the characteristics of grant recipients, their current academic status, and the likelihood of publication resulting from the grant. Demographic data, the year and amount of award, title of project, and recipient's institution were extracted from ACG databases. Using ACG reports and medical literature search engines, we assessed publication based on grant-funded research, as well as career publication record. We also determined the current position of awardees. A similar analysis was performed for recipients of junior investigator awards. A total of 396 clinical research awards totaling $5,374,497 ($6,867,937 in 2008 dollars) were awarded to 341 recipients in the 25 years between 1983 and 2008. The most commonly funded areas of research were endoscopy (22% of awards) and motility/functional disorders (21%). At least one peer-reviewed publication based on grant-funded research occurred with 255 of the 368 awards (69%) for 1983-2006 [corrected]. Higher award value was associated with subsequent publication. Of the 313 awardees over the same period, 195 (62%) are currently in academic positions [corrected]. Factors associated with staying in academics included higher award value (P academics. Overall, the mean cost in grant dollars per published paper based on the research was $14,875. The majority of ACG grant recipients published the results of their research and remained in academics. Higher amount of award, holding an advanced degree, and publication were associated with careers in academics. The ACG research grant award program is an important engine of investigation, publication, and academic career development in the field of gastroenterology.
Multidisciplinary Mentoring Programs to Enhance Junior Faculty Research Grant Success.
Freel, Stephanie A; Smith, Paige C; Burns, Ebony N; Downer, Joanna B; Brown, Ann J; Dewhirst, Mark W
2017-10-01
Junior faculty face challenges in establishing independent research careers. Declining funding combined with a shift to multidisciplinary, collaborative science necessitates new mentorship models and enhanced institutional support. Two multidisciplinary mentorship programs to promote grant success for junior faculty were established at the Duke University School of Medicine beginning in 2011. These four-month programs-the Path to Independence Program (PtIP) for National Institutes of Health (NIH) R applicants and the K Club for NIH K applicants-use multiple senior faculty mentors and professional grant-writing staff to provide a 20-hour joint curriculum comprising a series of lectures, hands-on workshops, career development counseling, peer groups, and an internal study section. In March 2016, the authors analyzed the success rate for all NIH grants submitted by participants since program enrollment. In a 2015 postprogram survey, participants rated their feelings of support and competency across six skill factors. From October 2011 to March 2016, the programs engaged 265 senior faculty mentors, 145 PtIP participants, and 138 K Club participants. Success rates for NIH grant applications were 28% (61 awards/220 decisions) for PtIP participants-an increase over the 2010 Duke University junior faculty baseline of 11%-and 64% (38/59) for K Club participants. Respondents reported significantly increased feelings of support and self-ratings for each competency post program. The authors plan to expand the breadth of both the mentorship pool and faculty served. Broad implementation of similar programs elsewhere could bolster success, satisfaction, and retention of junior faculty investigators.
78 FR 17418 - Rural Health Information Technology Network Development Grant
2013-03-21
... Information Technology Network Development Grant AGENCY: Health Resources and Services Administration (HRSA...-competitive replacement award under the Rural Health Information Technology Network Development Grant (RHITND... relinquishing its fiduciary responsibilities for the Rural Health Information Technology Network Development...
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…
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…
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.
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.
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)
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…
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…
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
2011-03-01
... in grant funds authorized by Workforce Investment Act of 1998, Public Law 105-220 to develop and..., for students of different skill levels and at varying academic levels, including students with low... conduct a third-party evaluation of the grant activities with this SGA. The complete SGA and any...
Academic Talent Selection in Grant Review Panels
Arensbergen, P. van; Weijden, I. van der; Besselaar, P van den; Prpic, K.; Weijden, I. van der; Aseulova, N.
2014-01-01
Career grants are an important instrument for selecting and stimulating the next generation of leading researchers. Earlier research has mainly focused on the relation between past performance and success. In this study we investigate the evidence of talent and how the selection process takes place.
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.
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…
Promoting sustainable excellence through diversity in research careers
CERN. Geneva; Dr. Vinkenburg, Claartje; Guinot, Genevieve
2015-01-01
Excellence is a non-negotiable in science, a necessary condition for a successful careers as well as the funding of research projects. Scientific excellence is the sole criterion used by the European Research Council (ERC) to award frontier research grants. However, statistics show that there are still persistent inequalities between men and women scientists in ERC funding success as well as other career outcomes. Dr. Claartje Vinkenburg, of the VU University of Amsterdam, will illustrate two projects commissioned by the ERC Gender Balance Working Group to uncover and address this phenomenon. The first project [ERCAREER (Vinkenburg PI, 2012-2014)] is about unconventional careers and career breaks, and studies the gendered nature of career paths of ERC applicants. Findings show that “conventional careers” in science are inextricably tied to normative beliefs about the ideal academic, mobility, independence, and excellence. Allowing unconventional careers to address the issue results in ir...
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…
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
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.…
Richardson, R. M.; Ormand, C. J.; MacDonald, H.; Dunbar, R. W.; Allen-King, R. M.; Manduca, C. A.
2010-12-01
task management, and more. Complementary online resources (http://serc.carleton.edu/NAGTWorkshops/earlycareer/index.html) also address these topics. The workshops and web resources offer guidance for becoming an efficient and effective teacher, for developing a thriving research program, for staying on track for tenure, and for managing a balance of one’s personal and professional lives. Online resources feature a collection of successful grant proposals, profiles of successful researchers and their collaborations with their students, and profiles of geoscience faculty from a variety of institutions describing how they achieve balance in their lives. Participants in both workshops overwhelmingly report that the workshop met or exceeded their expectations, that they feel much better prepared to move forward in their careers as a result of the workshops, and that they will use the website in the future. The two sets of web pages receive more than 7,000 visitors each month.
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…
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…
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…
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)
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…
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…
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)
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…
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.
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.
Research and Education: Planning an Effective Outreach Program in Balance with a Research Career
Connolly, Brian
2002-04-01
As scientific scholars and educators we are in a position to make a difference in outreach efforts to elementary and high school students as well as the general public, in addition to mentoring undergraduate and doctoral students. Outreach is a major component of the CAREER grant, the Lederman fellowship, as well as the primary focus of the Young Physicists Outreach Panel (YPOP). As recipients of these awards, and participants in YPOP, we would like to share our insights with the audience. The talk will cover the topics of YPOP, the Lederman Fellowship, and the CAREER grant. The Lederman Fellowship is awarded in recognition of Leon Lederman's legacy as an educator, where the fellows participate in educational/outreach programs of their choice. The NSF makes the CAREER awards to junion faculty. Outreach is of fundamental importance in these grants, with a 40 percent weight attached to the outreach and education component of the proposal. The speakers, a graduate student, a post-doctoral research fellow, and an Assistant Professor, will describe the educational/outreach activities they have been involved in, and discuss how outreach can be integrated into a career in physics research.
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…
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.
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…
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:…
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.
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.
A genre analysis of English language research grant proposal abstracts in Chile
Matzler, Pascal P
2014-01-01
The writing of English-language research genres represent a challenging task for non-native-speaker researchers. Grant proposals, in particular, are a high-stakes genre that will greatly influence a researcher’s career development opportunities; however, novice researchers are faced with an urgent lack of publicly available exemplars or teaching materials for this genre. The present study attempts to address this issue by means of Swalesian genre analysis. First, a move system analysis is app...
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…
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)
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…
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…
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.
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,…
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.
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 ...
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
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.
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)
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,
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…
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.
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.
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,
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.
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…
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 ...
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…
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…
The influence of Academic Sports Associations on the development of a sports career
Directory of Open Access Journals (Sweden)
Tomasz Łosień
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.
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
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,…
Energy Technology Data Exchange (ETDEWEB)
Cole, P.R.
1996-03-01
A grant was made to install and pilot-test the Science, Engineering and Technology (SET) Career Library Corner at the New York Hall of Science. The SET Career Library Corner is located in a multi-media library setting where visitors can explore careers in a quiet, uninterrupted environment, in contrast to the original installation designed as a museum floor exhibit.
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.
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).
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.…
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
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,…
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.
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...
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…
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…
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...
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)
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…
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…
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…
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...
The grant game as training ground for tractability?
DEFF Research Database (Denmark)
Petersen, Eva Bendix
2016-01-01
The future of education research is linked to what early career researchers in Education are doing and learning to do now. This paper presents a narrative of one early career researcher who works and lives in Australia. She tells the story about how she came to research and to an academic life......, about what her doctoral work and education taught her and how now, as an academic in an on-going position, she feels needs to unlearn many of those values and practices in order to succeed particularly in the so-called ‘grant game’. The narrative format, though, is intended to invite and encourage other...
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.
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…
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…
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)…
Hafsteinsdóttir, Thóra 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.
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)
Card Sort Technique in Vocational Guidance/Career Counseling: Pilot Study about Career Values
Directory of Open Access Journals (Sweden)
Tülin 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.
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...
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…
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…
Thóra Hafsteinsdóttir; 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
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…
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…
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)
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…
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
Directory of Open Access Journals (Sweden)
Marc F Charette
Full Text Available The present study was initiated because of concerns expressed by NHLBI-funded mid-career investigators regarding perceived difficulties in the renewal of their grant awards. This led us to ask: "Are mid-career investigators experiencing disproportionate difficulties in the advancement of their professional careers?" Our portfolio analysis indicates that there has been a significant and evolving shift in the demographics of research project grant (RPG awardees at NHLBI. In 1998, mid-career (ages 41-55 investigators constituted approximately 60% of all investigators with the remaining 40% being equally divided between early-stage (ages 24-40 investigators and established (ages 56 to 70 and older investigators. However, since 1998, the proportion of established RPG awardees has been increasing in a slowly progressive and strikingly linear fashion. At the same time the proportion of early-stage awardees fell precipitously until 2006 and then stabilized. During the same period, the proportion of mid-career awardees, which had been relatively stable through 2006, began to fall significantly. In examining potential causes of these demographic shifts we have identified certain inherent properties within the RPG award system that appear to promote an increasingly more established awardee population and a persistent decrease in the proportion of mid-career investigators. A collateral result of these demographic shifts, when combined with level or declining funding, is a significant reduction in the number of RPG awards received by NHLBI mid-career investigators and a corresponding decrease in the number of independent research laboratories.
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)
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…
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...
Government grant control of development of stock-raising
SAMOYLIK YU.V.
2012-01-01
Directions of improvement of mechanism of government grant control of development of stock-raising are offered on the basis of the educed tendencies and conformities to law in the existent system of sponsorship of industry.
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…
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'…
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.
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...
Directory of Open Access Journals (Sweden)
Levitt David G
2010-11-01
Full Text Available Abstract Background There is general agreement that the number of U.S. science PhDs being trained far exceeds the number of future academic positions. One suggested approach to this problem is to significantly reduce the number of PhD positions. A counter argument is that students are aware of the limited academic positions but have chosen a PhD track because it opens other, non-academic, opportunities. The latter view requires that students have objective information about what careers options will be available for them. Methods The scientific careers of the 1992-94 cohort of NIH National Institute of General Medical Sciences (NIGMS Kirchstein-NRSA F32 postdoctoral fellows (PD was determined by following their publications (PubMed, grants (NIH and NSF, and faculty and industry positions through 2009. These basic life science PDs receive support through individual grant applications and represent the most successful class of NIH PDs as judged by academic careers and grants. The sex dependence of the career and grant success and the influence of the PD mentor's citation record were also determined Results Of the 439 1992-94 NIGMS F32 fellows, the careers of 417 could be determined. Although females had significantly higher rates of dropping out of science (22% females, 9% males there was no significant difference in the fraction of females that ended up as associate or full professors at research universities (22.8% females, 29.1% for males. More males then females ended up in industry (34% males, 22% females. Although there was no significant correlation between male grant success and their mentor's publication record (h index, citations, publications, there was a significant correlation for females. Females whose mentor's h index was in the top quartile were nearly 3 times as likely to receive a major grant as those whose mentors were in the bottom quartile (38.7% versus 13.3%. Conclusions Sixteen years after starting their PD, only 9% of males
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.
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...
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
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...
Psychological career resources as predictors of working adults’ career anchors: An exploratory study
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.
Tales of the unexpected: Integrating career shocks in the contemporary careers literature
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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.
Grant Administrator | IDRC - International Development Research ...
International Development Research Centre (IDRC) Digital Library (Canada)
Job Summary A Grant Administrator is responsible to provide financial and ... and financial aspects of the project, as well as, country and institutional risks are ... and financial project data in the grants and project management system of IDRC.
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.
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
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…
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
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…
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.
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…
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…
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…
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…
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...
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.
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…
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.
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.
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
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...
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…
2011-07-06
... talking with their child about the importance of college and career; or --possible fourth indicator TBD by... DEPARTMENT OF EDUCATION Applications for New Awards; Promise Neighborhoods Program-- Implementation Grant Competition AGENCY: Office of Innovation and Improvement, Department of Education. ACTION...
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…
"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…
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…
[Active career management needed for female doctors].
Maas, Angela H E M; ter Braak, Edith W M T; Verbon, Annelies
2015-01-01
For more than 15 years two-thirds of medical students have been women. Despite this, they represent a minority (16-25 %) of professors in academic medicine. There is still a major gender gap to the disadvantage of women in leading positions in academia, with women earning only 80% of the salary of their male counterparts and fewer opportunities for scientific grants. Recent studies have shown that career ambition among men and women in medicine is comparable. However, successful women more often doubt their own achievements than men do. This is known as the 'imposter phenomenon' and acts as a barrier to career progression. Female leadership should be more actively promoted and encouraged to establish the diversity and creativity that we need in our current healthcare system.
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…
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…
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.
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…
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.…
Clinician-scientists in Canada: barriers to career entry and progress.
Directory of Open Access Journals (Sweden)
Bryn Lander
Full Text Available BACKGROUND: Clinician-scientists play an important role in translating between research and clinical practice. Significant concerns about a decline in their numbers have been raised. Potential barriers for career entry and progress are explored in this study. METHODS: Case-study research methods were used to identify barriers perceived by clinician-scientists and their research teams in two Canadian laboratories. These perceptions were then compared against statistical analysis of data from Canadian Institutes of Health Research (CIHR databases on grant and award performance of clinician-scientists and non-clinical PhDs for fiscal years 2000 to 2008. RESULTS: Three main barriers were identified through qualitative analysis: research training, research salaries, and research grants. We then looked for evidence of these barriers in the Canada-wide statistical dataset for our study period. Clinician-scientists had a small but statistically significant higher mean number of degrees (3.3 than non-clinical scientists (3.2, potentially confirming the perception of longer training times. But evidence of the other two barriers was equivocal. For example, while overall growth in salary awards was minimal, awards to clinician-scientists increased by 45% compared to 6.3% for non-clinical PhDs. Similarly, in terms of research funding, awards to clinician-scientists increased by more than 25% compared with 5% for non-clinical PhDs. However, clinician-scientist-led grants funded under CIHR's Clinical thematic area decreased significantly from 61% to 51% (p-value<0.001 suggesting that clinician-scientists may be shifting their attention to other research domains. CONCLUSION: While clinician-scientists continue to perceive barriers to career entry and progress, quantitative results suggest improvements over the last decade. Clinician-scientists are awarded an increasing proportion of CIHR research grants and salary awards. Given the translational importance of
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...
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...
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…
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.
34 CFR 607.13 - How many applications for a development grant may an institution submit?
2010-07-01
... 34 Education 3 2010-07-01 2010-07-01 false How many applications for a development grant may an institution submit? 607.13 Section 607.13 Education Regulations of the Offices of the Department of Education... Does an Institution Apply for a Grant? § 607.13 How many applications for a development grant may an...
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
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…
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…
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…
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.
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.
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)
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.
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.
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
2010-02-08
...-- Professional Development Grants Catalog of Federal Domestic Assistance (CFDA) Number: 84.299B. ACTION... for FY 2010 for the Indian Education--Professional Development Grants. The Intergovernmental Review... a telecommunications device for the deaf (TDD), call the Federal Relay Service (FRS), toll free, at...
The Future LGBT Health Professional: Perspectives on Career and Personal Mentorship.
Sánchez, Nelson F; Callahan, Edward; Brewster, Cheryl; Poll-Hunter, Norma; Sánchez, John Paul
2018-04-01
Mentorship is a critical factor contributing to career success. There is limited research on the quality of mentoring relationships for LGBT health professionals. This study explores facilitators of, obstacles to, and strategies for successful mentorship for LGBT health professional trainees. We applied a convenience sampling strategy to collect quantitative and qualitative data among LGBT health professional trainees. The authors identified trends in data using bivariate analyses and Consensual Qualitative Research methods. Seventy-five LGBT trainees completed surveys and a subset of 23 survey respondents also participated in three focus groups. Among survey participants, 100% identified along the queer spectrum; 10.7% identified along the trans spectrum; 36.0% identified as a racial or ethnic minority; and 61.3% were in MD/DO-granting programs. Eighty-eight percent of trainees reported working with at least one mentor and 48.5% of trainees had at least one mentor of the same sexual orientation. Seventy-two percent of trainees endorsed the importance of having an LGBT-identified mentor for personal development. Qualitative data showed that trainees valued such a mentor for positive role modeling and shared understanding of experiences. Fifty-nine percent of trainees felt it was important to have an LGBT-identified mentor for career development. LGBT peer networking and LGBT-related professional advice were cited as unique benefits in the qualitative findings. LGBT health professional trainees have unique personal and career development needs that may benefit from LGBT mentorship. Academic health centers that facilitate LGBT mentorship could enhance LGBT health trainees' academic productivity and personal development.
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
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…
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…
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...
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)
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…
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…
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.
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…
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...
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…
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
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.
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.
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.
BULGARIAN TEACHERS’ CAREER MOTIVATORS
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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.
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.
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…
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…
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...
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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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.
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)
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…
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)
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.
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
Career-Success Scale – A new instrument to assess young physicians' academic career steps
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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.
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.
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.
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…
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…
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
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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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
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…
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.
2012-03-02
... Economic Development Loan and Grant Program for Fiscal Year 2012 AGENCY: Rural Business-Cooperative Service... Rural Economic Development Loan and Grant (REDLG) program pursuant to 7 CFR part 4280, subpart A for... Economic Development Loans and Grants. Announcement Type: Initial Announcement. Catalog of Federal Domestic...
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
Vocational teacher career planning : needs and problems
Sajienė, 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.
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,…
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
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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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.
Evaluating Student Success and Progress in the Maryland Sea Grant REU Program
Moser, F. C.; Allen, M. R.; Clark, J.
2012-12-01
The Maryland Sea Grant's Research Experiences for Undergraduate (REU) 12-week summer program is in its 24th year. This estuarine science-focused program has evolved, based in part on our use of assessment tools to measure the program's effectiveness. Our goal is to understand the REU program's effectiveness in such areas as improving student understanding of scientific research, scientific ethics and marine science careers. Initially, our assessment approach was limited to short surveys that used qualitative answers from students about their experience. However, in the last decade we have developed a more comprehensive approach to measure program effectiveness. Currently, we use paired pre- and post-survey questions to estimate student growth during the program. These matching questions evaluate the student's change in knowledge and perception of science research over the course of the summer program. Additionally, we administer several surveys during the 12 weeks of the program to measure immediate responses of students to program activities and to gauge the students' evolving attitudes to customize each year's program. Our 2011 cohort showed consistent improvement in numerous areas, including understanding the nature of science (pre: 4.35, post: 4.64 on a 5 point scale), what graduate school is like (3.71, 4.42), the job of a researcher (4.07, 4.50), and career options in science (3.86, 4.42). Student confidence also increased in numerous skills required for good scientists. To analyze the long-term impact of our program, we survey our alumni to assess graduate degrees earned and career choices. A large percentage (72%) of our tracked alumni have continued on to graduate school, with subsequent careers spanning the academic (51%), public (24%) and private (25%) sectors. These assessments demonstrate that our program is successful in meeting our key objectives of strengthening the training of undergraduates in the sciences and retaining them in marine science
The "new normal": Adapting doctoral trainee career preparation for broad career paths in science.
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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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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
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…
From Classroom to Career Development Planning: Eportfolio Use Examples
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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.
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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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
A Study on Career Development of Female Principals at Elementary and Junior High Schools
深澤, 真奈美; 重川, 純子
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...
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)
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…
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…
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
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
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…
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…
Child Care and Development Block Grant Participation in 2012
Matthews, Hannah; Reeves, Rhiannon
2014-01-01
The Child Care and Development Block Grant (CCDBG) is the primary funding source for federal child care subsidies to low-income working families, as well as improving child care quality. Based on preliminary state-reported data from the federal Office of Child Care, this fact sheet provides a snapshot of CCDBG program participation in 2012, noting…
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…
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...
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…
Matching grant program for university nuclear engineering education
International Nuclear Information System (INIS)
Bajorek, Stephen M.
2002-01-01
The grant augmented funds from Westinghouse Electric Co. to enhance the Nuclear Engineering program at KSU. The program was designed to provide educational opportunities and to train engineers for careers in the nuclear industry. It provided funding and access to Westinghouse proprietary design codes for graduate and undergraduate studies on topics of current industrial importance. Students had the opportunity to use some of the most advanced nuclear design tools in the industry and to work on actual design problems. The WCOBRA/TRAC code was used to simulate loss of coolant accidents (LOCAs)
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.
Wang, Ming-Te; Ye, Feifei; Degol, Jessica Lauren
2017-08-01
Career aspirations in science, technology, engineering, and mathematics (STEM) are formulated in adolescence, making the high school years a critical time period for identifying the cognitive and motivational factors that increase the likelihood of future STEM employment. While past research has mainly focused on absolute cognitive ability levels in math and verbal domains, the current study tested whether relative cognitive strengths and interests in math, science, and verbal domains in high school were more accurate predictors of STEM career decisions. Data were drawn from a national longitudinal study in the United States (N = 1762; 48 % female; the first wave during ninth grade and the last wave at age 33). Results revealed that in the high-verbal/high-math/high-science ability group, individuals with higher science task values and lower orientation toward altruism were more likely to select STEM occupations. In the low-verbal/moderate-math/moderate-science ability group, individuals with higher math ability and higher math task values were more likely to select STEM occupations. The findings suggest that youth with asymmetrical cognitive ability profiles are more likely to select careers that utilize their cognitive strengths rather than their weaknesses, while symmetrical cognitive ability profiles may grant youth more flexibility in their options, allowing their interests and values to guide their career decisions.
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.
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.
The 41st Chair: Defining Careers in the Current Biomedical Research Environment
Robinson, Georgeanna F. W. B.
2009-01-01
In recent years academic capitalism and a distancing from Mertonian scientific norms have shifted the traditional reward of academic science from peer recognition to the award of grants. With the shrinking of the NIH budget in real terms since 2003, there are increasing numbers of researchers whose careers are at risk from lack of funding. This…
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.
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.
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
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,…
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)
Child Care and Development Block Grant (CCDBG) Participation Continues to Fall
Matthews, Hannah; Schmit, Stephanie
2014-01-01
Child care subsidies help make quality child care affordable for low-income parents, allowing them to attend work or school to support their families while ensuring their children's healthy development. The Child Care and Development Block Grant (CCDBG) is the primary source of federal funding for child care subsidies for low-income working…
77 FR 6096 - Applications for New Awards; Indian Education-Professional Development Grants Program
2012-02-07
... DEPARTMENT OF EDUCATION Applications for New Awards; Indian Education--Professional Development...: Notice. Overview Information: Indian Education--Professional Development Grants Program Notice inviting... Opportunity Description Purpose of Program: The purposes of the Indian Education Professional Development...
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…
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…
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.
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…
Halrynjo, Sigtona; Lyng, Selma Therese
2009-06-01
Despite decades of focus on gender equality and work-family balance, parenthood still affects mothers' and fathers' careers differently. Drawing on in-depth interviews with Norwegian mothers who are relinquishing high-commitment careers of law and consultancy, this paper questions the adequacy of established explanations emphasizing constraints vs. individual preferences. Our sample of female professionals living in a well-developed welfare state is particularly apt to explore the processes and mechanisms upholding the statistically gendered pattern of women reducing their work commitment after childbirth. These doubly privileged mothers might be considered to have the best odds for combining career and work commitment with motherhood. Thus, we argue that the approach emphasizing practical constraints does not sufficiently account for the withdrawal from high-commitment careers among these female professionals. Nevertheless, we are not content with the claim of Preference Theory that this shift in commitment is merely a matter of 'not-so-dedicated' women discovering their 'genuine' preferences. Rather, in order to understand why and how this shift occurs, we explore the culturally constructed rationalities and schemas of both work and family devotions. We specifically examine the circumstances, mechanisms and steps in a seemingly individual process of making the shift in commitment from a promising career to a family-friendly job. Moreover, the analysis demonstrates how generous parental leave arrangements designed to enhance gender equality and work-family balance by simply reducing practical constraints may have limited--or even counterproductive--impact within high-commitment occupations where the 'irreplaceability' of workers is taken for granted. Our findings indicate that unless the culturally (re)produced discourses, demands and expectations of both work and family are exposed and challenged, even intentionally gender neutral work-family policies will
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
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.
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.
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.
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 ...
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…
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…
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…
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)
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…
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…
2013-04-24
... foreign trade by funding the expansion and improvement of education and career training programs that are... Applications. Funding Opportunity Number: SGA/DFA PY-12-10. SUMMARY: The U.S. Department of Labor (the..., potentially funding more than one per state. The Department will award grants up to $25 million to single...
Falk, Nancy L; Phillips, Kathleen M; Hymer, Regina; Acquaviva, Kimberly D; Schumann, Mary Jean
2014-05-01
Graduate nurses are employed in clinical, research, educational, and policy roles. As leaders, they are expected to develop and sustain projects that support translating research to practice and policy. Funding to support initiatives is tight and requires innovative solutions to cover salaries, benefits, equipment purchases, and other program expenses. In an effort to teach grant writing while developing skilled leaders who are effective and competitive in securing funds, the George Washington University School of Nursing offers a graduate-level grant writing course. In the summer of 2011, a collaborative learning model was developed within the course. The joint approach was foundational to securing an Agency for Healthcare Research and Quality grant to support development and implementation of a patient engagement project by the Nursing Alliance for Quality Care. This article describes the project and offers hints for those seeking to develop a collaborative educational experience that affords new leadership skills for RNs from all backgrounds. Copyright 2014, SLACK Incorporated.
Grant Administration Officer | IDRC - International Development ...
International Development Research Centre (IDRC) Digital Library (Canada)
Job Summary The Grant Administration Officer is responsible to oversee all ... The incumbent provides administrative and financial advice throughout the life ... and the Chief, External Funds Management (EFM), the administrative and financial ...
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...
Bassot, Barbara
2017-01-01
This paper examines the potential of the Career Thinking Session (CTS) model to career guidance and counselling practice with young people. A qualitative research study is presented, focusing on the case study of a client involved in the transition to higher education. The setting for the research is described and the origins of the CTS are…
Bombuwela P. M.; De Alwis A. Chamaru
2013-01-01
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...
Systemic Thinking in Career Development Theory: Contributions of the Systems Theory Framework
McMahon, Mary; Patton, Wendy
2018-01-01
This article considers systemic thinking in relation to the Systems Theory Framework (STF) and to career theory. An overview of systems theory and its applications is followed by a discussion of career theory to provide a context for the subsequent description of STF. The contributions of STF to career theory and to theory integration are…
Manager, Grant Administration | IDRC - International Development ...
International Development Research Centre (IDRC) Digital Library (Canada)
Assist Grant Administration Officers in the review of project approval ... Coordinate program staff training with respect to financial and administrative aspects of ... structure for the EFPs in consultation with Program Managers and the Chief, EFM.
Manager, Grant Administration | IDRC - International Development ...
International Development Research Centre (IDRC) Digital Library (Canada)
... all activities related to the administration and financial management of grants and ... Assists Administration Officers in reviewing project approval documents for the ... set up in EPIK in consultation with Program Managers and the Chief, EFM.
Director, Grant Administration | IDRC - International Development ...
International Development Research Centre (IDRC) Digital Library (Canada)
... and provides a service that brings together three inter-related determinants: the ... grant administration employees to ensure that quality support is provided in ... of internal controls pertaining to all project-related transactions in the Centre.
Hasnu, Muhammed WASEEM SAF
2010-01-01
This paper presents the relative impact of supervisor support, pay level satisfaction & career growth opportunities on the development of perceived organizational support (POS) of employees. Survey data were collected from banking sector professionals working in the branches of four major private commercial banks of Pakistan in Hazara Division. The findings of this study highlighted that “career growth opportunities” is a stronger predictor of POS than supervisor support and pay level...
Bullock-Yowell, Emily; Katz, Sheba P.; Reardon, Robert C.; Peterson, Gary W.
2012-01-01
The respective roles of social cognitive career theory and cognitive information processing in career exploratory behavior were analyzed. A verified path model shows cognitive information processing theory's negative career thoughts inversely predict social cognitive career theory's career problem-solving self-efficacy, which predicts career…
Career Education: A Brief Overview.
Kokaska, Charles J.
1983-01-01
Career education, which is designed to promote cognitive, affective, and psychomotor skills at all educational levels, is especially important for exceptional children. A comprehensive approach to career development is needed by school districts, along with feedback from former students. (SEW)
Career Management Skills Among Vocational Students
Zakaria, Normah; Yamin, Azlin; Maarof, Rosmawati
2017-08-01
Career management skills are important elements that should be present in each individual, because career selection process is crucial for school leavers. The phenomenon of students who are less knowledgeable about career at the end of school is among the main reasons they choose a career that does not fit. The situation is very worrying and poses various negative implications such as work stress and frequent swapping of jobs. In fact, research has found that most vocational students have a low level of career management. Therefore, this study is aimed to identify career management skills that students possess. The research design was a survey using a quantitative approach with a number of samples, n = 480. Data was analysed using statistical software, Statistical Package for the Social Sciences (SPSS). The results show that students’ overall career management skills are moderate. To develop human capital with the right competence, career management skills are critical requirements that can fill the gaps in industry.
Deconstructing career myths and cultural stereotypes in a context of ...
African Journals Online (AJOL)
Deconstructing career myths and cultural stereotypes in a context of low resourced ... in low socio-economic communities and negatively influence career opportunities. ... Keywords: career beliefs; career decision-making; career development; ...
Airline Careers. Aviation Careers Series. Revised.
Zaharevitz, Walter
This booklet, one in a series on aviation careers, outlines the variety of careers available in airlines. The first part of the booklet provides general information about careers in the airline industry, including salaries, working conditions, job requirements, and projected job opportunities. In the main part of the booklet, the following 22 job…
Cumbler, Ethan; Yirdaw, Essey; Kneeland, Patrick; Pierce, Read; Rendon, Patrick; Herzke, Carrie; Jones, Christine D
2018-06-01
Understanding the concept of career success is critical for hospital medicine groups seeking to create sustainably rewarding faculty positions. Conceptual models of career success describe both extrinsic (compensation and advancement) and intrinsic (career satisfaction and job satisfaction) domains. How hospitalists define career success for themselves is not well understood. In this study, we qualitatively explore perspectives on how early-career clinician-educators define career success. We developed a semistructured interview tool of open-ended questions validated by using cognitive interviewing. Transcribed interviews were conducted with 17 early-career academic hospitalists from 3 medical centers to thematic saturation. A mixed deductiveinductive, qualitative, analytic approach was used to code and map themes to the theoretical framework. The single most dominant theme participants described was "excitement about daily work," which mapped to the job satisfaction organizing theme. Participants frequently expressed the importance of "being respected and recognized" and "dissemination of work," which were within the career satisfaction organizing theme. The extrinsic organizing themes of advancement and compensation were described as less important contributors to an individual's sense of career success. Ambivalence toward the "academic value of clinical work," "scholarship," and especially "promotion" represented unexpected themes. The future of academic hospital medicine is predicated upon faculty finding career success. Clinician-educator hospitalists view some traditional markers of career advancement as relevant to success. However, early-career faculty question the importance of some traditional external markers to their personal definitions of success. This work suggests that the selfconcept of career success is complex and may not be captured by traditional academic metrics and milestones. © 2018 Society of Hospital Medicine
Linzer, Mark; Warde, Carole; Alexander, R Wayne; Demarco, Deborah M; Haupt, Allison; Hicks, Leroi; Kutner, Jean; Mangione, Carol M; Mechaber, Hilit; Rentz, Meridith; Riley, Joanne; Schuster, Barbara; Solomon, Glen D; Volberding, Paul; Ibrahim, Tod
2009-10-01
To establish guidelines for more effectively incorporating part-time faculty into departments of internal medicine, a task force was convened in early 2007 by the Association of Specialty Professors. The task force used informal surveys, current literature, and consensus building among members of the Alliance for Academic Internal Medicine to produce a consensus statement and a series of recommendations. The task force agreed that part-time faculty could enrich a department of medicine, enhance workforce flexibility, and provide high-quality research, patient care, and education in a cost-effective manner. The task force provided a series of detailed steps for operationalizing part-time practice; to do so, key issues were addressed, such as fixed costs, malpractice insurance, space, cross-coverage, mentoring, career development, productivity targets, and flexible scheduling. Recommendations included (1) increasing respect for work-family balance, (2) allowing flexible time as well as part-time employment, (3) directly addressing negative perceptions about part-time faculty, (4) developing policies to allow flexibility in academic advancement, (5) considering part-time faculty as candidates for leadership positions, (6) encouraging granting agencies, including the National Institutes of Health and Veterans Administration, to consider part-time faculty as eligible for research career development awards, and (7) supporting future research in "best practices" for incorporating part-time faculty into academic departments of medicine.
2011-02-14
... Economic Development Loan and Grant Program for Fiscal Year 2011 AGENCY: Rural Business-Cooperative Service... Rural Economic Development Loan and Grant (REDLG) program pursuant to 7 CFR part 4280, subpart A for... Federal Agency: Rural Business-Cooperative Service. Funding Opportunity Type: Rural Economic Development...
GEF small grants programme - overview
Energy Technology Data Exchange (ETDEWEB)
NONE
1997-12-01
This paper describes the GEF small grants program which seeks to enhance the role of households and communities in conserving global biodiversity, mitigating global climate change, and protecting international waters. Grants up to $50k have been granted for projects in 33 countries, with plans for 12 other countries. The author describes the framework that the program works under, and the methodology followed in developing and planning projects. The approach to climate change concerns is to emphasize the development of non-carbon energy development activities to provide energy sources and economic development.
Guidance theory and practice : the status of career exploration
Taveira, Maria do Céu; Rodríguez Moreno, Maria Luísa
2003-01-01
Career intervention can be designed to enhance constructive attitudes, emotions and behaviours that will improve clients’ career attainment. In this sense, mobilisation of career exploration constitutes one of the most important tasks of career counsellors, particularly with emphasis in developmental career guidance models, first developed in the 1950s. The authors present a brief review of career exploration conceptualisation and empirical research lines. The implications for career guidance...
Defense Threat Reduction Agency > Careers > Professional Development
Integration Command Senior Enlisted Leader Media News News Archive Strategic Plan Videos Mission Research Support Center Contact Us FAQ Sheet Links Success Stories Contracts Business Opportunities Current Justifications & Approvals Careers Who We Are Our Values Strategic Recruiting Programs Professional
2012-04-09
... Upward Bound Math and Science Program AGENCY: Office of Postsecondary Education, Department of Education. SUMMARY: The Upward Bound Math and Science (UBMS) program provides grants to institutions of higher... for success in a program of postsecondary education that lead to careers in math and science. DATES...
Preparing Graduate Students for Non-Academic Careers
Woolf, Lawrence
2014-03-01
One of the primary topics discussed at the conference concerned career development, since most graduate students will not have the academic careers of their advisors. Goals included reviewing the primary functions of physicists in industry, evaluating how students are currently prepared for these careers, and identifying how to fill gaps in preparation. A number of non-academic physicists provided insight into meeting these goals. Most physics graduate programs in general do not purposely prepare students for a non-academic career. Strategies for overcoming this shortcoming include advising students about these careers and providing training on broadly valued professional skills such as written and verbal communication, time and project management, leadership, working in teams, innovation, product development, and proposal writing. Alumni and others from industry could provide guidance on careers and skills and should be invited to talk to students. Academic training could also better prepare students for non-academic careers by including engineering and cross disciplinary problem solving as well as incorporating software and toolsets common in industry.
Wicaksono, Satria; Bieantri, Hasry Azalea
2014-01-01
Penelitian ini bertujuan untuk mengetahui pengaruh dari career development opportunities, support work-life policies danreward terhadap komitmen afektif karyawan Artotel Surabaya serta mengetahui variabel yang paling berpengaruh terhadap komitmen afektif karyawan Artotel Surabaya. Jenis penelitian yang dilakukan adalah kuantitatif dengan analisa kausal. Kuesioner disebarkan kepada 42 anggota sampel untuk diteliti dengan melakukan survei. Hasil dari penelitian membuktikan bahwa variabel career...
77 FR 11087 - Applications for New Awards; Investing in Innovation Fund, Development Grants
2012-02-24
... (e.g., cognitive science, educational psychology), computer science, and personal technology. These... DEPARTMENT OF EDUCATION Applications for New Awards; Investing in Innovation Fund, Development... Information: Investing in Innovation Fund, Development grants Notice inviting applications for new awards for...
Clayton, Timothy Michael
2009-01-01
The offshoring movement has had a profound effect on U.S. based IT employee career development and growth opportunities. This phenomenological study included an analysis of the central phenomenon through observations and lived experiences of 10 HR managers and 10 IT operational managers equally distributed between two U.S. based IT services…
MacDermid, Shelley M.; Lee, Mary Dean; Buck, Michelle; Williams, Margaret L.
2001-01-01
A study of 78 women professionals/managers working reduced hours for family or personal reasons showed that less successful arrangements were associated with lack of upward mobility, underemployment, pressure to work full time, and difficult relations with co-workers. Career development was a concern for those in both more and less successful…
Energy Technology Data Exchange (ETDEWEB)
Granigan, Marion
2000-05-25
In 1999, the American Society for Microbiology (ASM) and the National Academy of Sciences' U.S. National Committee for the International Union of Microbiological Sciences (IUMS) jointly organized a competitive travel grant program to support the participation of U.S. scientists in the 9th International Congresses of the Bacteriological and Applied Microbiology, Mycology and Virology Divisions of the IUMS in Sydney, Australia, August 16-20, 1999. Funding was solicited for the program, and the ASM Minority and International Activities department administered the $40,000 raised. Travel grants in the amount of $2,000 were offered to U.S. investigators (citizens, including federal employees, and permanent residents working in the United States) in the early stages of their careers who planned to attend and present their research at the Congress. Teams of established and new investigators who applied jointly were eligible to received a combined $3,000 award. IUMS developed a questionnaire th at each applicant were required to complete and return, which asked each award recipient about their experience at the Congresses. Questionnaire results are included.
2010-03-15
... available or job openings that are anticipated during the life of the grant; (3) educate individuals about... education/training for jobs currently available or job openings that are anticipated during the life of the... their skills to retain employment or advance in their careers, and workers who are currently working...
Informální u č ení v karié ř e žen. / Informal learning within the career development of women.
Directory of Open Access Journals (Sweden)
Lenka Hloušková
2013-06-01
Full Text Available The aim of this text is to describe how informal learning influences the career development of women. Answer to the above mentioned question follows from a qualitative study within a research study on the topic: The needs of adults in relation to the building of their careers and how to satisfy these through career counselling andguidance services. Qualitative approach was implemented as biographic research with the use of the life story method. For the purpose of this text, we used a sample of seven women of different ages, the same degree of education, with at least one-year-work experience and with different types of changes in their careers. The data suggest that women learn informally either due to the pressure of a situation or „for the future“. If women learn as a result of the pressure of the situation, informal learning represents a tool for satisfying needs that are perceived as deficit. In fact, these women don'tplan their career development in a long-term perspective and from the point of view of career building, informal learning becomes a tool for changing the current state. In case that women learn for the future, via learning they try to satisfy needs which canbe regarded (according to Maslow as the self-realization needs. These women plan their career development and this is why it is possible to consider informal learning as a direct tool for their career development.
Linking Career Counseling to Personality Disorders.
Kjos, Diane
1995-01-01
Relates personality disorders to career development issues and counseling interventions. Case examples suggesting career-focused treatment interventions for dependent, borderline, obsessive-compulsive, and passive-aggressive personality disorders are presented. (Author/JBJ)
76 FR 41297 - Grant Program To Build Tribal Energy Development Capacity
2011-07-13
.... Determine what process(es) and/or procedure(s) may be used to eliminate capacity gaps or sustain the... Ineligible for TEDC Grant Funding Feasibility studies and energy resource assessments; Purchase of resource assessment data; Research and development of speculative or unproven technologies; Purchase or lease of...
Competency based career ladders for project managers in a large research & development organisation
CSIR Research Space (South Africa)
Fourie, W
2011-06-01
Full Text Available the same organisation employing multiple sources of evidence to determine an optimal way of recognising and rewarding the career growth of project managers. Employee loyalty and career decisions are influenced by motivational theory, the need for career...
Career Education and the Lifestyle Concept
Stoddard, Lucille T.
1978-01-01
According to the author, business educators should help students make career choices by developing "life style" and "work style" concepts which would blend personal values and careers into a congruent state. (MF)
Pilcher, Nick; Forster, Alan; Tennant, Stuart; Murray, Mike; Craig, Nigel
2017-01-01
"Career Academics" are principally research-led, entering academia with limited or no industrial or practical experience. UK Higher Education Institutions welcome them for their potential to attain research grant funding and publish world-leading journal papers, ultimately enhancing institutional reputation. This polemical paper…
Lopes, Joana; Ranieri, Veronica; Lambert, Trevor; Pugh, Chris; Barratt, Helen; Fulop, Naomi J; Rees, Geraint; Best, Denise
2017-08-28
To examine clinical doctoral students' demographic and training characteristics, career intentions, career preparedness and what influences them as they plan their future careers. Online cross-sectional census surveys at two research-intensive medical schools in England in 2015-2016. All medically qualified PhD students (N=523) enrolled at the University of Oxford and University College London were invited to participate. We report on data from 320 participants (54% male and 44% female), who were representative by gender of the invited population. Career intentions. Respondents were mainly in specialty training, including close to training completion (25%, n=80), and 18% (n=57) had completed training. Half (50%, n=159) intended to pursue a clinical academic career (CAC) and 62% (n=198) were at least moderately likely to seek a clinical lectureship (CL). However, 51% (n=163) had little or no knowledge about CL posts. Those wanting a CAC tended to have the most predoctoral medical research experience (χ 2 (2, N=305)=22.19, p=0.0005). Key reasons cited for not pursuing a CAC were the small number of senior academic appointments available, the difficulty of obtaining research grants and work-life balance. Findings suggest that urging predoctoral clinicians to gain varied research experience while ensuring availability of opportunities, and introducing more flexible recruitment criteria for CL appointments, would foster CACs. As CL posts are often only open to those still in training, the many postdoctoral clinicians who have completed training, or nearly done so, do not currently gain the opportunity the post offers to develop as independent researchers. Better opportunities should be accompanied by enhanced career support for clinical doctoral students (eg, to increase knowledge of CLs). Finally, ways to increase the number of senior clinical academic appointments should be explored since their lack seems to significantly influence career decisions. © Article author
R&D Personnel Career Routes: An Exploratory Study
Directory of Open Access Journals (Sweden)
Barbara Bigliardi
2009-05-01
Full Text Available This study, aiming at investigate the alternative modes of career development for personnel belonging to R&D staff, addresses the extent to which career anchors are applicable to R&D staff and to examine the relationship among career anchors, gender and age, with the final purpose to add elements of discussion to the long-lasting debate about this matter. With this purpose in mind, we developed a questionnaire survey among 309 R&D personnel employed at firms belonging to the food machinery industry in a Northern Italy district. The results obtained from the statistical analysis indicate that the R&D personnel’s career orientations is a predictor of their career routes preferences, confirming three possible career routes in R&D labs that were highlighted in previous studies.
2010-07-01
... higher education for the performance of research and development or for the construction of research or... for research and development, or of a grant for the construction of research or other facilities... research and development or for the construction of research or other facilities are to be awarded to...
CAREER GUIDANCE EXPERIENCE ABROAD
Directory of Open Access Journals (Sweden)
Sergey N. Tolstoguzov
2015-01-01
Full Text Available The aim of this paper is to describe the experience of careeroriented activities carried out with students of schools in developed and developing countries. Career Guidance in Russia, despite the vast experience of its implementation, is experiencing serious difficulties. In this regard, it is important to take into account the international experience career-oriented activities, such as in the developed countries of North America and the European Union as well as in several Asian countries with rapidly growing economies and a large demographic potential, taking into account the best variants for the Russian education system. Methods. The experience of career-oriented work undertaken with pupils of the USA, Canada, Israel, France, UK, Germany, Denmark, Sweden, Japan, Singapore, China and India is shown on the basis of the comparative analysis of different publications and information sources. The author has made an attempt to generalize the principles of psycho-pedagogical and administrative assistance in professional self-determination of senior pupils abroad. Scientific novelty. The approaches to career-oriented activities in countries with different levels of economic development are compared for the first time. Some principles are revealed. Firstly, the higher the income level per capita in the country, the greater attention is given to vocational guidance. The politics in the developed countries is based on interests of the individual: children’s acquaintance with the world of professions begins already at younger school and the moment of definitive selfdetermination is postponed till the end of their senior stage of education; the possibility of direction change of professional preparation in case of detection of discrepancy of qualities of the pupil to originally selected profile is provided. Career-oriented activity in developing countries, on the contrary, is rigidly coordinated to requirements of economy and a labour market
Three new students selected for the ATLAS PhD Grant Scheme
Antonella Del Rosso
2016-01-01
Initiated in 2013, the ATLAS PhD Grant Scheme aims to enable young, talented and motivated students to work on part of their PhD thesis at CERN. The collaboration has just selected the three students who will start their theses in 2016. The three students who received the ATLAS grant, which will cover part of their PhD studies. From left to right: Ruth Jacobs (Germany), Artem Basalaev (Russia), Nedaa B I Asbah (Palestine). The ATLAS PhD Grant Scheme was made possible thanks to a large donation by former ATLAS spokespersons Fabiola Gianotti and Peter Jenni, who started the fund with money from the Fundamental Physics Prize they received in 2013. Applications are handled by CERN HR, via this link. The aim of the initiative is to offer a unique educational opportunity to students within the ATLAS collaboration and to give them the possibility to continue their career in particle physics. Selected candidates receive a stipend allowing them to spend one year at CERN, followed by one year at their h...
34 CFR 606.13 - How many applications for a development grant may an institution submit?
2010-07-01
... 34 Education 3 2010-07-01 2010-07-01 false How many applications for a development grant may an institution submit? 606.13 Section 606.13 Education Regulations of the Offices of the Department of Education... INSTITUTIONS PROGRAM How Does an Institution Apply for a Grant? § 606.13 How many applications for a...
Seibert, Scott E.; Kraimer, Maria L.; Holtom, Brooks C.; Pierotti, Abigail J.
2013-01-01
Drawing on career self-management frameworks as well as image theory and the unfolding model of turnover, we developed a model predicting early career employees' decisions to pursue graduate education. Using a sample of 337 alumni from 2 universities, we found that early career individuals with intrinsic career goals, who engaged in career…
Mentors, networks, and resources for early career female atmospheric scientists
Hallar, A. G.; Avallone, L. M.; Edwards, L. M.; Thiry, H.; Ascent
2011-12-01
Atmospheric Science Collaborations and Enriching NeTworks (ASCENT) is a workshop series designed to bring together early career female scientists in the field of atmospheric science and related disciplines. ASCENT is a multi-faceted approach to retaining these junior scientists through the challenges in their research and teaching career paths. During the workshop, senior women scientists discuss their career and life paths. They also lead seminars on tools, resources and methods that can help early career scientists to be successful. Networking is a significant aspect of ASCENT, and many opportunities for both formal and informal interactions among the participants (of both personal and professional nature) are blended in the schedule. The workshops are held in Steamboat Springs, Colorado, home of a high-altitude atmospheric science laboratory - Storm Peak Laboratory, which also allows for nearby casual outings and a pleasant environment for participants. Near the conclusion of each workshop, junior and senior scientists are matched in mentee-mentor ratios of two junior scientists per senior scientist. An external evaluation of the three workshop cohorts concludes that the workshops have been successful in establishing and expanding personal and research-related networks, and that seminars have been useful in creating confidence and sharing resources for such things as preparing promotion and tenure packages, interviewing and negotiating job offers, and writing successful grant proposals.
The Chaos Theory of Careers: A User's Guide
Bright, Jim E. H.; Pryor, Robert G. L.
2005-01-01
The purpose of this article is to set out the key elements of the Chaos Theory of Careers. The complexity of influences on career development presents a significant challenge to traditional predictive models of career counseling. Chaos theory can provide a more appropriate description of career behavior, and the theory can be applied with clients…
Impacts of a CAREER Award on Advancing 3D Visualization in Geology Education
Billen, M. I.
2011-12-01
CAREER awards provide a unique opportunity to develop educational activities as an integrated part of one's research activities. This CAREER award focused on developing interactive 3D visualization tools to aid geology students in improving their 3D visualization skills. Not only is this a key skill for field geologists who need to visualize unseen subsurface structures, but it is also an important aspect of geodynamic research into the processes, such as faulting and viscous flow, that occur during subduction. Working with an undergraduate student researcher and using the KeckCAVES developed volume visualization code 3DVisualizer, we have developed interactive visualization laboratory exercises (e.g., Discovering the Rule of Vs) and a suite of mini-exercises using illustrative 3D geologic structures (e.g., syncline, thrust fault) that students can explore (e.g., rotate, slice, cut-away) to understand how exposure of these structures at the surface can provide insight into the subsurface structure. These exercises have been integrated into the structural geology curriculum and made available on the web through the KeckCAVES Education website as both data-and-code downloads and pre-made movies. One of the main challenges of implementing research and education activities through the award is that progress must be made on both throughout the award period. Therefore, while our original intent was to use subduction model output as the structures in the educational models, delays in the research results required that we develop these models using other simpler input data sets. These delays occurred because one of the other goals of the CAREER grant is to allow the faculty to take their research in a new direction, which may certainly lead to transformative science, but can also lead to more false-starts as the challenges of doing the new science are overcome. However, having created the infrastructure for the educational components, use of the model results in future
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
DEFF Research Database (Denmark)
Schroter, Sara; Groves, Trish; Højgaard, Liselotte
2010-01-01
The objectives of this research were (a) to describe the current status of grant review for biomedical projects and programmes from the perspectives of international funding organisations and grant reviewers, and (b) to explore funders' interest in developing uniform requirements for grant review...
Douglas, Pamela S; Rzeszut, Anne K; Bairey Merz, C Noel; Duvernoy, Claire S; Lewis, Sandra J; Walsh, Mary Norine; Gillam, Linda
2018-05-30
Few data exist on internal medicine trainees' selection of cardiology training, although this is important for meeting future cardiology workforce needs. To discover trainees' professional development preferences and perceptions of cardiology, and their relationship to trainees' career choice. We surveyed trainees to discover their professional development preferences and perceptions of cardiology and the influence of those perceptions and preferences on the trainees' career choices. Participants rated 38 professional development needs and 19 perceptions of cardiology. Data collection took place from February 2009, through January 2010. Data analysis was conducted from May 2017 to December 2017. Multivariable models were used to determine the association of demographics and survey responses with prospective career choice. A total of 4850 trainees were contacted, and 1123 trainees (of whom 625 [55.7%] were men) in 198 residency programs completed surveys (23.1% response; mean [SD] age, 29.4 [3.5] years). Principal component analysis of survey responses resulted in 8-factor and 6-factor models. Professional development preferences in descending order of significance were stable hours, family friendliness, female friendliness, the availability of positive role models, financial benefits, professional challenges, patient focus, and the opportunity to have a stimulating career. The top perceptions of cardiology in descending order of significance were adverse job conditions, interference with family life, and a lack of diversity. Women and future noncardiologists valued work-life balance more highly and had more negative perceptions of cardiology than men or future cardiologists, who emphasized the professional advantages available in cardiology. Professional development factors and cardiology perceptions were strongly associated with a decision to pursue or avoid a career in cardiology in both men and women. Alignment of cardiology culture with trainees' preferences
A Framework for Chaos Theory Career Counselling
Pryor, Robert G. L.
2010-01-01
Theory in career development counselling provides a map that counsellors can use to understand and structure the career counselling process. It also provides a means to communicate this understanding and structuring to their clients as part of the counselling intervention. The chaos theory of careers draws attention to the complexity,…
Restating a Client-Centered Approach to Career Counseling.
Miller, Mark J.
1988-01-01
Asserts career counseling too often is associated with objective test scores and rational decision making. Reiterates the importance of considering the client's developing self-concept in career counseling. Provides sample client centered career counseling session. (Author/ABL)
Waymer, Damion; Brown, Kenon A.; Baker, Kimberly; Fears, Lillie
2018-01-01
We interviewed racially/ethnically diverse, early career public relations practitioners. By asking participants to reflect on their collegiate social and educational development, we unearth contributing factors to these individuals' success both in college and in their professions to date. Respondents desired much more in-school training and…
CAREER GUIDANCE IN HIGHER EDUCATION: NEEDS AND PRACTICES
Directory of Open Access Journals (Sweden)
Oana GHEORGHE
2017-12-01
Full Text Available The social development brings about ongoing transformation of the concept of „career”, overcoming gender and cultural barriers. Career start may be difficult and the youth needs are dynamic. This makes the career counselling an area that continuously evolves and adjusts its strategies, methods and tools to the target group. This article analyses the connection between the career counselling services available at VIA College in Denmark and the specific needs of the students. We also wanted to draw attention upon the importance of developing career services, as these services can help students develop both their professional and transversal skills, enabling them to adapt more easily and faster to frequent changes of the labour market. The idea of creating a secure on-line platform to provide students with career counselling services can be taken up and adapted within the Romanian context.
Career Maturity of Students in Accelerated versus Traditional Programs
Borges, Nicole J.; Richard, George V.; Duffy, Ryan D.
2007-01-01
The authors assessed the career maturity of students in accelerated versus traditional academic programs. Students in traditional programs were hypothesized to be more advanced regarding their career decision making and development when compared with students in accelerated programs. The Medical Career Development Inventory (see M. L. Savickas,…
Male and Female: Career Development of African American College Athletes and Non-Athletes
Alexander, Jamie Dowdy
2015-01-01
Tendency to foreclose on careers, vocational exploration, and career commitment were examined in relationship to racial-ethnic socialization, parental responsiveness, and career-related verbal encouragement and emotional support among 228 African American male and female college athletes and non-athletes. A number of tests were conducted to test…
7 CFR 1940.968 - Rural Economic Development Review Panel Grant (Panel Grant).
2010-01-01
...) RURAL HOUSING SERVICE, RURAL BUSINESS-COOPERATIVE SERVICE, RURAL UTILITIES SERVICE, AND FARM SERVICE... State under subpart B of part 1900 of this chapter. (k) Fund disbursement. Grant funds will be disbursed... owned banks can be obtained from the Office of Minority Business Enterprises, Department of Commerce...
The Influence of Teachers' Career Guidance Profiles on Students' Career Competencies
Mittendorff, Kariene; Beijaard, Douwe; den Brok, Perry; Koopman, Maaike
2012-01-01
In this article, we examine the relationship between different career guidance styles of vocational education teachers and vocational education students' career competencies (i.e. career reflection, career exploration and networking). Questionnaires on students' perceptions of the career guidance of their teachers during career conversations, and…
Santen, Richard J; Joham, Anju; Fishbein, Lauren; Vella, Kristen R; Ebeling, Peter R; Gibson-Helm, Melanie; Teede, Helena
2016-12-01
Challenges and opportunities face the next generation (Next-Gen) of endocrine researchers and clinicians, the lifeblood of the field of endocrinology for the future. A symposium jointly sponsored by The Endocrine Society and the Endocrine Society of Australia was convened to discuss approaches to addressing the present and future Next-Gen needs. Data collection by literature review, assessment of previously completed questionnaires, commissioning of a new questionnaire, and summarization of symposium discussions were studied. Next-Gen endocrine researchers face diminishing grant funding in inflation-adjusted terms. The average age of individuals being awarded their first independent investigator funding has increased to age 45 years. For clinicians, a workforce gap exists between endocrinologists needed and those currently trained. Clinicians in practice are increasingly becoming employees of integrated hospital systems, resulting in greater time spent on nonclinical issues. Workforce data and published reviews identify challenges specifically related to early career women in endocrinology. Strategies to Address Issues: Recommendations encompassed the areas of grant support for research, mentoring, education, templates for career development, specific programs for Next-Gen members by senior colleagues as outlined in the text, networking, team science, and life/work integration. Endocrine societies focusing on Next-Gen members provide a powerful mechanism to support these critical areas. A concerted effort to empower, train, and support the next generation of clinical endocrinologists and endocrine researchers is necessary to ensure the viability and vibrancy of our discipline and to optimize our contributions to improving health outcomes. Collaborative engagement of endocrine societies globally will be necessary to support our next generation moving forward.
Project CAREER/CAN. Final Evaluation Report.
National Educational Evaluation Services, Inc., Chestnut Hill, MA.
A description and evaluation of (1) the development of the 4-column process which completes the behavioral objective data base, (2) the development of the computer retrieval capability, and (3) the pilot testing of the product in high school classrooms are included in this summative evaluation of Project CAREER/CAN. (Goals of Project CAREER/CAN,…
Building A Drought Science Learning Community: Education and Engagement in an NSF CAREER Grant
Quiring, S. M.
2011-12-01
This paper describes the education and engagement plan of the NSF CAREER award that I received in 2011 (Role of Soil Moisture in Seasonal to Interannual Climate Variability in the U.S. Great Plains; NSF Award #1056796). A key component of this plan is the development of a Drought Science Learning Community. A learning community is a program of courses and activities, which may include social and academic activities outside the classroom, that form a single program of instruction. Learning communities serve to increase faculty-student and student-student interaction, improve active and collaborative learning, and develop curricular coherence. The goal of a learning community is to encourage integration of learning across courses and to involve students with one of the grand challenges facing society. Students will be recruited from a Freshman Year Seminar (FYS) that I teach every Fall. Students who belong to the learning community will participate in the Water Management and Hydrological Sciences Seminar Series, relevant field trips, and monthly brown bag lunch meetings where students and faculty will discuss their current research projects and recently published scientific articles. Students who participate in learning community activities will benefit from a common intellectual experience that will help them to develop linkages between courses, regular interactions with faculty mentors, and the opportunity to contribute to faculty research. All students will be encouraged to complete an undergraduate thesis as the capstone experience of their participation in the learning community. In addition to describing the organization of the education and engagement plan, I will also discuss expected outcomes, best practices and lessons learned.
Dale, Jeremy; Russell, Rachel; Scott, Emma; Owen, Katherine
2017-08-17
General practice is experiencing a growing crisis with the numbers of doctors who are training and then entering the profession in the UK failing to keep pace with workforce needs. This study investigated the immediate to medium term career intentions of those who are about to become general practitioners (GPs) and the factors that are influencing career plans. Online questionnaire survey, with quantitative answers analysed using descriptive statistics and free text data analysed using a thematic framework approach. Doctors approaching the end of 3-year GP vocational training in the West Midlands, England. 178 (57.2%) doctors completed the survey. Most participants planned to work as salaried GPs or locums rather than entering a general practice partnership for at least the first 5 years post-completion of training; others failed to express a career plan or planned to leave general practice completely or work overseas. Many were interested in developing portfolio careers.The quality of general practice experience across undergraduate, foundation and vocational training were reported as influencing personal career plans, and in particular perceptions about workload pressure and morale within the training practices in which they had been placed. Experience of a poor work-life balance as a trainee had a negative effect on career intentions, as did negative perceptions about how general practice is portrayed by politicians and the media. This study describes a number of potentially modifiable factors related to training programmes that are detrimentally influencing the career plans of newly trained GPs. In addition, there are sociodemographic factors, such as age, gender and having children, which are also influencing career plans and so need to be accommodated. With ever-increasing workload in general practice, there is an urgent need to understand and where possible address these issues at national and local level. © Article author(s) (or their employer(s) unless
Career management: understanding the process.
Mackowiak, J; Eckel, F M
1985-02-01
This article is the first of a three-part series on career management for hospital pharmacists. Work attitudes, life cycles, needs, and career trends are discussed. Three basic work attitudes exist. Some see work as punishment. Others believe work in itself is good, i.e., they have a strong work ethic. Some view work as a means to satisfy, at least partially, a range of needs. Attitudinal transition points are likely to occur at specific times in the adult life cycle. The stages of the life cycle can be labeled as leaving, reaching out, questioning, midlife crisis, settling down, and mellowing. A progression through each of these stages is required for normal adult psychological development. Every individual exhibits a blend of needs that changes throughout life. Jobs can fulfill existence, relatedness, and growth needs. Relatedness needs include the need for love, affiliation, social esteem, and power, and growth needs include the need for self-esteem, competence, achievement, and autonomy. Three important career trends are the changing opportunities for advancement, women in careers, and dual-career couples. The number of women pharmacists is increasing as is the number of two-career couples. Tips for managing two-career relationships are presented. Pharmacists can manage their careers more effectively by understanding their needs, identifying their basic attitude toward work, and being aware of the trends occurring in pharmacy.
Chi Sigma Iota Chapter Leadership and Professional Identity Development in Early Career Counselors
Luke, Melissa; Goodrich, Kristopher M.
2010-01-01
As the academic and professional honor society of counseling, Chi Sigma Iota (CSI) has been recognized in developing advocacy, leadership, and professional identity in student and professional members. A qualitative, grounded theory study was conducted to investigate experiences of 15 early career counselors who were CSI chapter leaders as…
Books for the Career Counselor's Bookshelf.
Career Planning and Adult Development Journal, 1990
1990-01-01
This special issue contains 29 signed book reviews on the following topics: job search, educational planning (financial aid and college guides), career counseling, interview preparation, career planning and development, outplacement, and retirement preparation. Publishers' addresses are provided. (SK)
Spooner, Sharon; Pearson, Emma; Gibson, Jonathan; Checkland, Kath
2017-10-25
This study draws on an in-depth investigation of factors that influenced the career decisions of junior doctors. Junior doctors in the UK can choose to enter specialty training (ST) programmes within 2 years of becoming doctors. Their specialty choices contribute to shaping the balance of the future medical workforce, with views on general practice (GP) careers of particular interest because of current recruitment difficulties. This paper examines how experiences of medical work and perceptions about specialty training shape junior doctors' career decisions. Twenty doctors in the second year of a Foundation Training Programme in England were recruited. Purposive sampling was used to achieve a diverse sample from respondents to an online survey. Narrative interviewing techniques encouraged doctors to reflect on how experiences during medical school and in medical workplaces had influenced their preferences and perceptions of different specialties. They also spoke about personal aspirations, work priorities and their wider future.Junior doctors' decisions were informed by knowledge about the requirements of ST programmes and direct observation of the pressures under which ST doctors worked. When they encountered negative attitudes towards a specialty they had intended to choose, some became defensive while others kept silent. Achievement of an acceptable work-life balance was a central objective that could override other preferences.Events linked with specific specialties influenced doctors' attitudes towards them. For example, findings confirmed that while early, positive experiences of GP work could increase its attractiveness, negative experiences in GP settings had the opposite effect. Junior doctors' preferences and perceptions about medical work are influenced by multiple intrinsic and extrinsic factors and experiences. This paper highlights the importance of understanding how perceptions are formed and preferences are developed, as a basis for generating
Liu, Jianwei; McMahon, Mary; Watson, Mark
2015-01-01
Career aspirations developed in childhood may impact on future career development in adolescence and adulthood. Family is an important context in which children develop their career aspirations. This study examined how parents influence children's career aspirations in mainland China from both the parents' and children's perspectives. Eight…
Directory of Open Access Journals (Sweden)
Mirica Dumitrescu Catalina-Oana
2017-07-01
Full Text Available The purpose of this article is to inform as many persons as possible on the present situation of doctors in Romania, to present more theoretical and practical elements that lead to the development of a sustainable career in the Romanian medical system. So I tried to get as much information about the current situation of the medical system, to obtain a certain confirmation of what was said by those working in the system. Gradually, I found out about the hospital problems, the insufficient budget allocated annually by the mismanagement, media campaigns of doctor denigration, the increasingly precarious health conditions of Romanians, the colossal businesses of the pharmaceutical industry, the heavily discussed and postponed Health Law, that managed to pull a lot of people in the street, and many other items that are not only intended to sound an alarm regarding the condition of medical workers in Romania. Besides the researches and the relationships on the medical education status, the situation of available positions, the distribution of doctors, their salaries, the legal and ethical operating framework, I undertook also a study among physicians (especially those being at their early career to find out the elements that led them to choose this career and what is the current situation of medical career in Romania. For this, I chose questions that reflect the doctors’ satisfaction at workplace and how performance is influenced by the satisfaction level obtained from the medical services provided in the Romanian healthcare facilities. The study had both expected results, already knowing the current situation, but also unexpected, given the expectations of doctors. In more detail, there is a large number of young doctors that before thinking about work at a prestigious hospital abroad, think to what extent the current workplace in Romania offers support for family, pension, holidays etc. Thus, we considered appropriate to bring up within the paper
Mohrman, Kathryn, Ed.
Each of 13 authors, all experienced in obtaining grants, examines a separate element of the grantsgetting process. The essays include: The Characteristics of an Effective Grants Officer (Julia B. Leverenz); The Grants Office (Morton Cooper); Working with the Academic Dean (Robert C. Nordvall); Working with the Development Office (Barbara A.…
Career anchors and values from different career management perspectives
Directory of Open Access Journals (Sweden)
Rodrigo Cunha da Silva
2016-06-01
Full Text Available Purpose – To analyze the relationships between career anchors and young Generation Y professionals’ values, from the career concept perspective. Design/methodology/approach – Research concerning the proposed objective was carried out through quantitative research involving 189 Business Administration majors from a Catholic university in São Paulo, Brazil. We used two instruments to identify the career anchors and values of respondents: Schein (1990 and Schwartz (1994, respectively. We used statistical techniques to explore the relationships between career anchors and values. Findings – Among the results, mention should be made to the statistical relationships found between analyzed career anchors and values. It is also important to stress that, although the Lifestyle career anchor was predominantly present in the conglomerate division, this anchor was the predominant characteristic in the differentiation of the smaller group of respondents, the new career group. The General Management Career Anchor, which presents a lower incidence, is the predominant characteristic of the larger group, referring to organizational careers. As well as the Lifestyle career anchor, the Hedonism value was predominant among respondents. Originality/value – The need to consider the following was found: Generation Y presents generational characteristics that drive people management to propose work structures that offer activities to generate learning, pleasure, self-fulfillment and conciliation between work and personal life.
Development of State Plan for Career Education in Alabama. Final Report.
Alabama State Dept. of Education, Montgomery.
This state plan for career education in Alabama describes the first-year objectives and operational procedures of the State Advisory Council for Career Education. Activities of the following six task forces are reported: (1) needs assessment for grades K-12, (2) postsecondary needs assessment, (3) noneducational (business and industry) needs…
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.
The Relationship between Career Growth and Organizational Commitment
Weng, Qingxiong; McElroy, James C.; Morrow, Paula C.; Liu, Rongzhi
2010-01-01
This research examines the relationship between employees' career growth and organizational commitment. Career growth was conceptualized by four factors: career goal progress, professional ability development, promotion speed and remuneration growth, while organizational commitment was conceptualized using Meyer and Allen's (1997) three component…
Predictors of Career Decision-Making Self-Efficacy in Asian American College Students
Ann-Yi, Sujin
2010-01-01
The purpose of this study was to examine what career development variables, according to the Social Cognitive Career Theory, contribute to career decision-making self-efficacy, one of the key components of career development in a sample of Asian American undergraduate college students. The career literature is historically limited in empirical…
Bright, Jim E. H.; Pryor, Robert G. L.
2011-01-01
The Chaos Theory of Careers (CTC; Pryor & Bright, 2011) construes both individuals and the contexts in which they develop their careers in terms of complex dynamical systems. Such systems perpetually operate under influences of stability and change both internally and in relation to each other. The CTC introduces new concepts to account for…
Martello, John S.; Shelton, Paul D.
1980-01-01
A study comparing cooperative and noncooperative education students across time on several variables related to career maturity, career choice, and major certainty showed that co-op students rate higher in career maturity, career planning and problem-solving abilities. (JOW)
Integrating student-focused career planning into undergraduate gerontology programs.
Manoogian, Margaret M; Cannon, Melissa L
2018-04-02
As our global older adult populations are increasing, university programs are well-positioned to produce an effective, gerontology-trained workforce (Morgan, 2012; Silverstein & Fitzgerald, 2017). A gerontology curriculum comprehensively can offer students an aligned career development track that encourages them to: (a) learn more about themselves as a foundation for negotiating career paths; (b) develop and refine career skills; (c) participate in experiential learning experiences; and (d) complete competency-focused opportunities. In this article, we discuss a programmatic effort to help undergraduate gerontology students integrate development-based career planning and decision-making into their academic programs and achieve postgraduation goals.
Monks, Kathy; Conway, Edel; Dhuigneain, Muireann Ni
2006-01-01
This article describes the way in which colleagues from the Business faculty, the Careers Service and the Library at Dublin City University collaborated to design and deliver an integrated approach to personal development planning (PDP) with the aim of motivating first year undergraduate students to take greater responsibility for their own…
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Guilherme Assunção de Andrade
2011-12-01
Full Text Available DOI: 10.5007/2175-8077.2011v13n31p58 This research has analyzed if the attitudes and values of news professionals are more adherent to the traditional idea of career or self-directed/protean careers. The objectives were to identify the anchors of respondents’ careers, the degree of satisfaction towards their careers, professions and work and the relationship between these variables and their career profiles. The data collection instrument used was a questionnaire and a sample consisted of 113 graduate and undergraduate students in the area of Administration. As a result, we have found the “Lifestyle” career anchor with the highest average, indicating a tendency to pursue a career that allows integrating personal, family and work lives. We have detected a trend of the subjects to track the protean career. And no correlation was found between career anchors and career satisfaction, indicating that there is not a specific anchor that could provide greater work satisfaction than others. The study contributes to the proposition questions about the career profile that has been used, with the identification of the level of professional satisfaction. Besides it has indicated there should be a revision of the scale of Career Anchors, in order to increase its reliability.
van der Vink, G. E.; van der Vink, G. E.
2001-05-01
A new generation of Geoscientists are abandoning the traditional pathways of oil exploration and academic research to pursue careers in public policy, international affairs, business, education and diplomacy. They are using their backgrounds in Geoscience to address challenging, multi-disciplinary problems of societal concern. To prepare for such careers, students are developing a broad understanding of science and a basic literacy in economics, international affairs, and policy-making.
Impact of a Constructivist Career Course on Academic Performance and Graduation Outcomes
Grier-Reed, Tabitha; Chahla, Rose
2015-01-01
Career planning courses are one of the most effective ways to improve career development, and the benefits to career decision-making are well documented. The research base regarding whether career courses contribute to academic outcomes is less well-developed. Although recent findings suggest that career courses may improve retention in the first-…
“Career portfolio” as a Tool to Renew Career Capital
Cybal-Michalska, Agnieszka
2014-01-01
In this article, the Author stressed the subject of the career phenomenon. The discourse presented here related to the career that requires taking into account multicontextual changes in the area of work and changes that make employees face new challenges, emphasizes the importance of constructing one’s own career “portfolio”, as a tool to renew one’s career. The most important changes include the increase in the role of the career and the ability to plan, manage and monitor one’s career in a...
The Psychology of Career Theory--A New Perspective?
Woodd, Maureen
2000-01-01
New perspectives on human behavior have invalidated some assumptions of career theories such as personality type, career stages, and life-cycle models. Other theories, such as Driver's Objective Career Patterns, Schein's Temporal Development Model, and Nicholson's Transition Cycle, are compatible with current psychological understanding. (SK)
Career Planning: Towards a More Inclusive Model for Women and Diverse Individuals
Banks, Claretha H.
2006-01-01
Since the 1953 introduction of Super's model of career development, many publications regarding career development and career planning have been developed. However, career planning models for women and diverse individuals are not prevalent. This paper contains a literature review of various well-known models that have few specific applications for…
Creed, Peter A.; Patton, Wendy; Hood, Michelle
2010-01-01
We surveyed 506 Australian high school students on career development (exploration, planning, job-knowledge, decision-making, indecision), personal functioning (well-being, self-esteem, life satisfaction, school satisfaction) and control variables (parent education, school achievement), and tested differences among work-bound, college-bound and…
Borg, Tony; Bright, Jim; Pryor, Robert
2006-01-01
Simple matching models of decision making are no longer sufficient as a basis for career counselling and education. The challenge for contemporary careers advisers is how to communicate some of the complexities of modern career development to their students; in particular, the apparently contradictory relationship between the need for planning and…
Progressive Trends and Impact of the Journal of Career Development: A Citation Analysis
Chaichanasakul, Adipat; He, Yuhong; Chen, Hsui-Hui; Allen, G. E. Kawika; Khairallah, Taleb S.; Ramos, Karina
2011-01-01
As one of the four premier journals in vocational psychology, the "Journal of Career Development" ("JCD") has published over 830 articles over the past three decades. This study examined the performance of "JCD" through a citation analysis and provided evaluative data for scholars publishing in the field of vocation psychology. Articles published…
Increasing retention of early career female atmospheric scientists
Edwards, L. M.; Hallar, A. G.; Avallone, L. M.; Thiry, H.
2010-12-01
Atmospheric Science Collaborations and Enriching NeTworks (ASCENT) is a workshop series designed to bring together early career female scientists in the field of atmospheric science and related disciplines. ASCENT uses a multi-faceted approach to provide junior scientists with tools that will help them meet the challenges in their research and teaching career paths and will promote their retention in the field. During the workshop, senior women scientists discuss their career and life paths. They also lead seminars on tools, resources and methods that can help early career scientists to be successful and prepared to fill vacancies created by the “baby boomer” retirees. Networking is a significant aspect of ASCENT, and many opportunities for both formal and informal interactions among the participants (of both personal and professional nature) are blended in the schedule. The workshops are held in Steamboat Springs, Colorado, home of a high-altitude atmospheric science laboratory, Storm Peak Laboratory, which also allows for nearby casual outings and a pleasant environment for participants. Near the conclusion of each workshop, junior and senior scientists are matched in mentee-mentor ratios of two junior scientists per senior scientist. Post-workshop reunion events are held at national scientific meetings to maintain connectivity among each year’s participants, and for collaborating among participants of all workshops held to date. Evaluations of the two workshop cohorts thus far conclude that the workshops have been successful in achieving the goals of establishing and expanding personal and research-related networks, and that seminars have been useful in creating confidence and sharing resources for such things as preparing promotion and tenure packages, interviewing and negotiating job offers, and writing successful grant proposals.
Career Satisfaction Following Technical Education
McDonald, Betty Manager
2011-01-01
The effect of career and technical education in the Caribbean is an area of intervention research that needs more attention. This present research is the first of its kind within the region. The study benefits from a large sample size (N = 500) conducted among a non-traditional population in the field of career development. This paper reports on…
Quality in career guidance: The Danish case
DEFF Research Database (Denmark)
Plant, Peter
2011-01-01
Quality assurance systems are introduced in career guidance to monitor, control and develop guidance interventions. The Danish case represents at centrally driven, top-down approach......Quality assurance systems are introduced in career guidance to monitor, control and develop guidance interventions. The Danish case represents at centrally driven, top-down approach...