Long-term impacts of cathedral choral training on female choristers’ lives and careers

Background:Designated roles of first-line nurse managers (FLNMs) are very complex, this study aimed to develop a deeper understanding of their meaningful lived experiences.Materials and Methods:This study employed a phenomenological study using semi-structured interviews with FLNMs (n = 7) at the General Hospital of Belitung, Indonesia. The data analysis was thematic.Results:Four major themes were identified from the analysis of textual data: Feeling extraordinary, the inability to do, desire to leave the unit, and influenced by work motivation. The findings of this study revealed the positive and negative experiences of becoming FLNMs. The positive experiences were related to the feeling challenged and extraordinary to deal with many roles in management and leadership. The negative experiences included personal conflict related to the desire to leave the unit, and feeling unable to manage. However, the works of FLNMs were influenced by internal and external motivation.Conclusions:This study better informs nurse executives to develop competence and performance of FLNMs, and keep their motivation by revising performance appraisal system.

When the activities carried out by the leader towards achieving goals are combined with data science, it enables more informed and effective decision-making. This, in turn, improves the employee experience and creates a more positive workplace culture. In this context, creating a positive employee experience culture with the support of data science not only provides motivation while achieving the desired goals but also contributes to organizational outcomes. Based on this, this chapter of the book will explore the creation of a positive employee experience culture within the scope of data science, and the leader's influence in this area will be examined in greater depth.

The 2018 reform in Finland revised the guidelines for early childhood education (ECE) teachers’ planning, assessment, and development (PAD) time with the purpose of supporting teachers in managing their increased leadership responsibilities and enhancing the quality of ECE. This study examined the PAD time reform through the lens of teacher leadership, investigating how Finnish ECE teachers (n = 282) perceive its impact on the implementation of teacher leadership. The data were collected via an electronic questionnaire and analyzed using data-driven content analysis. The study identified three aspects through which teachers perceived the reform had influenced teacher leadership: leadership responsibilities, expertise and competence, and the culture of teamwork and collaboration. Positive experiences, on the one hand, were associated with the clarification of teachers’ leadership roles within teamwork, as well as improved abilities to manage responsibilities and enhance professional competence and pedagogy. Negative experiences, on the other hand, involved increased administrative tasks, heightened expectations, and a weakened team atmosphere, which hindered teamwork and challenged teacher leadership implementation. The findings suggest the need to clarify the purpose and practices of PAD time, ensure adequate resources for its regular implementation, and organize it to promote teachers’ collegial reflection to support professional development and quality pedagogy.

Challenges related to managing work and family demands have become more and more pressing, particularly for those with high work demands, such as those in managerial and leadership roles. While existing research has focused on how family demands may negatively affect employee functioning at work, less attention has focused on characterizing the process through which individuals can benefit from their family lives. Drawing from self-determination theory, we develop a family-to-work enrichment framework to illustrate how leaders' positive experiences and motivational gains from home may transfer to work. We conducted two experience sampling studies to examine our family-work enrichment framework. Our results show that daily positive family events are positively predictive of consideration and transformational leadership behaviors at work through family need satisfaction and prosocial motivation. Our results further demonstrate that positive family events are more beneficial for leaders who view their family role as important and central (Study 2). (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Purpose: Previous studies have shown that medical student mistreatment and burnout are common. 1,2 Studies suggest that factors within the learning environment are associated with burnout, decline in empathy, and career regret among learners (i.e., medical students and residents). 1 Mistreatment, poor feedback, insufficient autonomy, high faculty demands, inadequate role models, and high workload are among likely contributing factors. 1,3,4 However, little longitudinal data exist to describe how mistreatment and other learning environment experiences relate to subsequent burnout and other student characteristics. 1,5 We conducted this study to examine the association between mistreatment and perceptions of the learning environment and subsequent burnout, empathy, and career regret. Methods: We conducted a cohort study that analyzed data from 2014–2106 Association of American Medical Colleges (AAMC) second-year survey (Y2Q) and 2016–2018 AAMC Graduation Questionnaire (GQ). We performed multiple linear or logistic regression analysis to evaluate associations of the independent variables, measured during year 2 of medical school, with exhaustion, disengagement, empathy, and career regret, measured during year 4 of medical school. All models included mistreatment, Medical School Learning Environment Survey subscale (faculty, emotional climate, and student–student interactions) scores, Oldenburg Burnout Inventory (exhaustion and/or disengagement scores), Interpersonal Reactivity Index score, quality of life score, stress score, and demographics as measured during year 2 of medical school. The model for career regret during year 4 of medical school also included career regret during year 2 of medical school as an independent variable. Medical students who responded to both AAMC surveys were included in the analysis. The study was deemed exempt by the Mayo Clinic Institutional Review Board. Results: Data from 14,126 medical students were analyzed: 52% were women and mean age was 27.7 at graduation. Mistreatment reported by 22.9% on the Y2Q. In multivariable analysis adjusted for Y2Q measures, mistreatment reported on the Y2Q was associated with higher exhaustion score (referent: never; once, coeff. 0.66 [95% CI: 0.51, 0.81]; more than once, coeff. 1.74 [95% CI: 1.59, 1.90]; overall P < .0001), higher disengagement score (referent: never; once, coeff. 0.29 [95% CI: 0.20, 0.39]; more than once, coeff. 0.71 [95% CI: 0.61, 0.81]; overall P < .0001), and higher odds of career regret (referent: never; once OR 1.35 [95% CI: 1.12, 1.63]; more than once OR 1.87 [95% CI: 1.56, 2.23]; overall P < .0001) on the GQ. More positive emotional climate reported on the Y2Q was associated with lower exhaustion score (for each 1 point, coeff. –0.05 [95% CI: –0.08, –0.02]) and lower disengagement score (for each 1 point, coeff. –0.04 [95% CI: –0.06, –0.02]) on the GQ. More positive faculty interactions on the Y2Q were associated with higher empathy score on the GQ (for each 1 point, coeff. 0.02 [95% CI: 0.001, 0.05]). Better student–student interactions were associated with lower odds of career regret during year 4 of medical school (for each 1 point, OR 0.97 [95% CI: 0.95, 1.00]). Discussion: Medical students who experienced mistreatment and who perceived the learning environment less favorably were more likely to subsequently develop higher levels of exhaustion and disengagement, lower levels of empathy, and career regret in comparison with medical students with more positive experiences. Strategies to improve student well-being, empathy, and experience should include approaches to eliminate mistreatment and improve the learning environment. Significance: Medical students who experienced mistreatment and who perceived the learning environment less favorably were more likely to subsequently develop higher levels of exhaustion and disengagement, lower levels of empathy, and career regret in comparison to medical students with more positive experiences. Our findings suggest strategies to improve student well-being, empathy, and experience should include approaches to eliminate mistreatment, optimize faculty–student interactions, build peer support, and enhance students’ self-efficacy. Acknowledgments: Additional review of the manuscript was performed by David Matthew, PhD, at the Association of American Medical Colleges, Washington, DC. He was not compensated for his contribution.

Zoom-based GROW coaching intervention for improving subjective well-being in a sample of school administrators: A randomized control trial

Women play a vital role in the healthcare sector, but the level of their involvement in leadership and the related challenges are not well-understood in the Iraqi context. Therefore, this study aimed to investigate women's experiences in healthcare leadership and identify the challenges and opportunities to improve their leadership roles. This cross-sectional study was based on a self-administered questionnaire survey conducted from July to December 2024 in Erbil, Iraq, on a random sample of 371 female healthcare staff members selected from healthcare settings. Women's viewpoints and experiences were measured based on Likert-scale questions. Of the 371 participants, 13.2% had received training on leadership and 27% had been in leadership positions, most as heads of hospital and primary healthcare center units (72.3%), and most evaluated this experience as positive (92.1%). Most of the study participants had experienced a woman as a leader in the workplace (84.6%) and positively evaluated this experience (45.3%), with 13.5% reporting a negative experience. More than half of the participants (58.5%) were ready to take leadership positions. Most participants (69.6%) perceived women as successful leaders, with 63.3% accepting women in leadership roles and 82.8% believing women possess sufficient self-confidence for leadership. Most participants considered offering daycare services for mothers (89.2%) and providing leadership training programs (78.2%) essential opportunities for women to take leadership positions. Postgraduate education [OR = 2.7 (95%CI 1.1-6.3)], working in the directorate of health [OR = 5.3 (95%CI 2.2-13.0)], and receiving training [OR = 6.3 (95%CI 3.0-13.4)] were independent factors significantly associated with taking leadership positions by women. This study highlights the untapped potential of women in healthcare leadership, with many women demonstrating readiness for leadership roles and reporting positive leadership experiences. Addressing societal barriers through institutional policies and leadership programs, including structured leadership training, and childcare support, is crucial to advancing women in healthcare leadership. Further in-depth investigations are critical to exploring the sociocultural and communal factors.

It has been argued that UK general practice specialist training should be extended to better prepare GPs for the challenges facing 21st-century health care. Evidence is needed to inform how this should occur. To investigate the experience of recently trained GPs undertaking a 1-year full-time fellowship programme designed to provide advanced skills training in urgent care, integrated care, leadership, and academic practice; and its impact on subsequent career development. Semi-structured interviews conducted longitudinally over 2 years augmented by observational data in the West Midlands, England. Participants were interviewed on at least three occasions: twice while undertaking the fellowship, and at least once post-completion. Participants' clinical and academic activities were observed. Data were analysed using a framework approach. Seven GPs participated in the pilot scheme. The fellowship was highly rated and felt to be balanced in terms of the opportunities for skill development, academic advancement, and confidence building. GPs experienced enhanced employability on completing the scheme, and at follow-up were working in a variety of primary care/urgent care interface clinical and leadership roles. Participants believed it was making general practice a more attractive career option for newly qualified doctors. The 1-year fellowship provides a defined framework for training GPs to work in an enhanced manner across organisational interfaces with the skills to support service improvement and integration. It appears to be well suited to preparing GPs for portfolio roles, but its wider applicability and impact on NHS service delivery needs further investigation.

BackgroundDramatic increases in acute hepatitis C (HCV) incidence is linked to the opioid epidemic and increased injection drug use. Over 50% of people with HCV also have a mental illness. IDSA/HIVMA calls for the integration of infectious diseases, addiction medicine, and mental health as key to addressing the opioid epidemic. Barriers identified include limited physician education and stigma. This study examined medical trainees’ gaps in training and attitudes toward HCV, drug use, and mental illness.MethodsMedical students and residents (N = 98) at a large Canadian University completed questionnaires assessing stigma, attitudes, knowledge, and training related to HCV, drug use, and mental illness.ResultsMost participants were medical residents (71%). Within-subjects ANOVAs showed that trainees worked with more patients with mental illness (71%) than drug use (55%) or HCV (21%) (P’s < 0.001). Trainees reported less positive experiences with patients with drug use (34%) and HCV (36%) compared with those with mental illness (55%) (p’s < 0.05). They reported that injection drug use (68%), prescription opioids (66%), and heroin use (59%) were the most challenging substance use problems to treat (P < 0.001). They were less satisfied working with patients with drug use (40%) or HCV (40%) than mental illness (59%) (P’s < 0.01). Trainees reported they were more able to help patients with mental illness (83%) than HCV (65%) or drug use (73%) (P’s < 0.01). Only 34% saw HCV treatment as central to their professional role. Their training better prepared them to treat mental illness (58%) than drug use (41%) or HCV (19%) (P’s < 0.001). They were more interested in training in drug use (76%) and mental health (71%) than HCV (62%) (P’s < 0.01).ConclusionMedical trainees report being ill-equipped to treat patients with HCV and drug use (specifically opioids) and are less satisfied with this work. Many report attitudes that may be viewed by patients as stigmatizing. There is a large knowledge gap related to the effectiveness of HCV treatment. Addressing the opioid crisis requires a physician workforce that is prepared to integrate treatment for HCV, drug use, and mental illness. Infectious disease specialists can take a leadership role in building capacity to foster integration.DisclosuresAll authors: No reported disclosures.

Autistic adults are at heightened risk to experience poor employment outcomes. Employment supports are suggested to improve these outcomes, but relatively little is known about the key ingredients of employment support and their respective impact. We conducted a case study of employment support offered by Meticulon Consulting Inc., a social enterprise that facilitates and supports employment in the information technology (IT) sector for autistic adults. We conducted three sequential interviews (once per month) with four autistic adults working in the IT sector and receiving employment support, as well as one-time interviews with nine employers and three employment support personnel. Participants valued employment support. They appreciated the immediacy and flexibility of support, varied assistance offered to both employees and employers, and organizational learning about needed workplace adjustments. Participants further stated that employment support improved work environments, decreased employee anxiety at work, and improved employee confidence. Challenges to employment included gaps in support during times of employment interruption, waning employee motivation, and mental health service gaps in the community. Recommendations for future advancement entailed (1) continuous support even in periods of unemployment, (2) employment support services across industries and sectors beyond IT, and (3) greater opportunity for autistic people, as they desire, to advance to leadership roles in employment settings. The study identifies benefits of, and guidance for, employment support in the IT sector. We offer recommendations, with potential relevance for autistic employees, employers, and employment support providers. Ensuring employment-related supports, as needed and desired by autistic adults, is a priority for advancing employment outcomes in this population. Why was this study done?: We did this study to learn about employment support in the information technology (IT) sector since little is known about these supports and they may be important in helping autistic adults obtain and keep jobs.What was the purpose of this study?: We sought to explore employment support for autistic individuals working in the IT sector including what employment support was like for autistic adults, individuals employing them, and professionals providing them employment support.What did the researchers do?: We asked 16 people with experience receiving or providing employment supports in the IT sector about their thoughts on employment support: 4 autistic adults who received program support, 9 employers, and 3 employment support professionals.What were the results of the study?: Both employers and employees found employment support services helpful in obtaining and retaining employment. Participants described positive experiences with employment support, including better access to suitable and satisfying employment, improved work environments, decreased anxiety, and a supportive and trusting relationship with the job coaches. Employers noted the proficiency of the employees in their work duties, and identified the job coaches as sources of knowledge and guidance. Employers described benefits to their organizations including learning and growth in their work environment related to attitudes and knowledge about autism and autistic coworkers. Participants recommended (1) continuous employment support even in times of employment interruption, (2) providing employment support across industries and sectors beyond IT, and (3) fostering opportunities for leadership roles for autistic adults, as they desire. Some challenges identified by participants included gaps in services when individuals were waiting to be employed, employees losing motivation, and gaps in community mental health services.What do these findings add to what was already known?: This study helps us better understand employment support in IT jobs. It adds knowledge about the benefits that autistic adults receive from this support. It also describes the importance of extending beyond only individual skill development and moving toward the development of an "ecosystem" of support with increased community resources, including supporting potential employers and reducing barriers to employment. The study also describes specific tasks of employment support, such as brokering communication between employees and employers.What are potential weaknesses in the study?: We did this study in a single region and with a small group of people. It is possible others might have different experiences and perspectives.How will these findings help autistic adults now or in the future?: This study highlights the value of employment support for autistic adults in the IT sector. With wider availability of effective employment support, it is hoped that more autistic adults will achieve better and more satisfying employment. Our findings offer information that can potentially contribute to good and satisfying career opportunities for autistic adults.

Gender stereotypes, biases, and beliefs have kept women from rising to positions of high leadership, when men have historically held these positions. The aim of the study was to explore what motivates women leaders to seek senior leadership positions in the context of a Namibian higher education institution. The study utilised a phenomenological case-study methodology supported by a critical paradigm used together with a qualitative approach to capture the narratives and lived experiences of female leaders assuming high leadership roles. Semi-structured interview data were examined thematically by highlighting recurring themes, patterns, and significant issues. Feminist standpoint theory and role modelling motivation theory were used to theorise the study’s findings. The study reveals that women leaders have developed critical thinking, decision-making, and problem-solving skills, improved communication, writing, and interpersonal relations through reading and writing, and leadership experiences from diverse backgrounds. Attending seminars, conferences, and workshops has also contributed to their positive experiences in leadership. Women leaders have shown positive experiences by positively impacting colleagues’ lives, creating a positive work environment, and encouraging individuals to pursue their studies. Such a study holds significance as it contributes to addressing gender disparities and promotes diversity. It facilitates overcoming prejudices, work–life balance, mentoring, and organisational culture, aiming to create more inclusive leadership environments. Future research in Namibian higher education should gather data from aspiring women leaders in non-leadership roles, investigate mentoring’s impact on career advancement and retention, and explore the experiences of men leaders in senior leadership positions, aiming to gain informed comparisons and understanding of women leaders.

How did you choose the profession of being a physician-scientist?I have been interested in medicine since grade school.My initial exposure to research began during high school and, since that time, I have spent nearly every summer through the first 2 years of medical school in various laboratories.I considered entering an MD, PhD program but, truth be told, felt unsure of myself compared with the brilliant students that entered these programs.However, the desire to engage in science continued to smolder.As a medical resident, I worked with Kathleen Morgan at the Beth Israel Hospital, Boston-work that culminated in a first author paper.This positive experience along with encouragement from my wife (who had become increasingly fatigued listening to me vacillate over engaging in research) led me to join Edgar Haber's laboratory in 1994.This is also where I met Mu-En

Investigations of the English Cathedral Choral tradition have ranged from studies of the pedagogical practices and environmental affordances and constraints that support choral excellence to the introduction of female voices into a male-dominated musical practice. Studies of choral participation have investigated the health and wellbeing outcomes of choral participation across the lifespan, and the psychological benefits and life skills of teamwork and leadership that develop in choral settings. These studies have focused on perceptions of current participation. Less is known of the enduring impacts of early choral participation across the lifespan. This study investigates two former cathedral choristers’ experience through extended interview and narrative case studies. Both choristers reported participation in the cathedral choir as significant and life-changing, continuing to impact them many years later. Chorister habits of thought and practice including attention to detail, care of others, assuming leadership, and self-discipline were reported to endure in life beyond the choir. Being thrust into the midst of a politically charged policy change introducing female cathedral choristers created life-forming experiences for girls, in what was retrospectively described as a first act of feminism. This research provides insights into the ways in which extra-curricular ensembles and vocal tuition shape possible musical selves.

Vote for Walking? Opportunities and Challenges for Elected Leaders Advocating for Pedestrian-friendly Cities ( breakout presentation )

This research analyzes the issues and impacts of market changes on Thai shopping mall businesses in the digital era. It considers the effects of key factors, including consumer behavior, technology, energy costs, and organizational structure. The study employs qualitative research methods, conducting in-depth interviews with key stakeholders such as senior executives of shopping malls, business operators, and academics. The collected data is then analyzed to summarize key points and review literature on marketing strategies, organizational management, and transformational leadership. The findings reveal that the 4P marketing strategy remains a crucial framework but needs to be adjusted to align with the evolving impacts. Market changes affect Thai shopping mall businesses, prompting them to adapt, develop strategies, and integrate technology to enhance service delivery, create positive customer experiences, increase business opportunities, develop new business models, increase revenue, and expand their customer base. This strategic adjustment leads to the development of employee capabilities and the role of leaders in organizational transformation to meet market demands and achieve competitive advantage. Adapting and restructuring the organization to fit current and future market and societal needs require a holistic transformation approach or Systematic Transformation, which includes Market Transformation, Leadership Transformation, Organization Transformation, and Ecosystem Transformation, all of which are interrelated. This holistic transformation approach will drive the digital transformation of organizations and foster sustainable growth in the digital era.