Opportunities For Advancement Research Articles

Good Jobs or Bad Jobs? Immigrant Workers in the Gig Economy

New work arrangements enabled by online platforms, or gig work, saw substantive growth during the COVID-19 pandemic. Various estimates have suggested the wide participation of workers in the gig economy, with minority and immigrant workers well represented. The quality of work is a multi-dimensional concept that goes beyond earnings. One framework of good jobs and bad jobs centers on control over work schedule, content and duration, stability, safety, benefits and insurance, as well as career advancement opportunities. Using a newly released national survey focused on entrepreneurs and workers in the United States, we find that about 18.5 percent immigrant workers and 21.1 percent native-born workers participated in the gig economy as their primary or secondary job. In terms of job quality, immigrant gig workers work shorter hours and have significantly less fringe benefits than non-gig workers as well as U.S.-born gig workers, reflecting a double disadvantage. However, they tend to have higher entrepreneurial aspirations, suggesting the transient nature of gig arrangements and potential for career advancements. This paper provides a comprehensive analysis of the characteristics and implication of immigrants’ engagement with the gig economy and offers policy and theoretical discussions.

Workplace Discrimination and Organizational Growth in Exxonmobil Nigeria Unlimited, Akwa Ibom State, Nigeria

The researchers examined workplace discrimination and organizational growth in ExxonMobil Nigeria Unlimited, Akwa Ibom State. The core objective of the study was to determine the relationship between workplace discrimination and organizational growth in ExxonMobil Nigeria Unlimited, Akwa Ibom State. The researchers adopted survey research design. The study population centered on all the employees of ExxonMobil Nigeria Unlimited, Akwa Ibom State. A sample size of 95 respondents was selected for the study. The assembled sample had the same proportion of individuals as the entire population; thus, complete enumeration sampling procedures was used to obtain the data for the study. Questionnaire were the main instrument for data collection. Pearson Product Moment Correlation (PPMC) Analysis was used to analyse the data from the field. The result revealed a positive and significant relationship between the proxies of workplace discrimination (Gender Discrimination and Ethnic Discrimination) and organizational growth in ExxonMobil Nigeria Unlimited, Akwa Ibom State. The researchers concluded that promoting gender equality and reducing ethnic discrimination among employees will result in an increase in organizational growth. They further recommended that ExxonMobil Nigeria Unlimited, Akwa Ibom State should implement targeted gender sensitivity training programs and promote equitable opportunities for career advancement. Also, ExxonMobil Nigeria Unlimited, Akwa Ibom State should adopt policies that celebrate diversity, ensure fair recruitment practices, and foster inclusive teamwork.

Bidirectional spatial mobility and intergenerational social mobility in contemporary China: the role of escalator regions

ABSTRACT Previous literature on the notion of escalator regions has focused on the impact of unidirectional spatial mobility on intragenerational mobility. Using data from the Chinese General Social Survey conducted in 2010, 2013, and 2015, this study elucidates the effects of bidirectional spatial mobility on intergenerational social mobility and its mechanisms. Consistent with the escalator region theory, a migration premium exists in contemporary China. Whether moving upward or downward across the urban hierarchy, migrants can achieve more proportional upward intergenerational mobility than non-migrants. However, the escalator regions for each directional migrant subgroup and their underlying mechanisms of social mobility are somewhat different. The positive impact of downward spatial mobility on intergenerational mobility is largely due to one-off elevator effects in the relatively populous or economically advanced destination cities. In contrast, all destination cities, not just the core cities, can act as escalator regions for upward migrants as a result of long-term escalator effects. These conclusions generally apply to migrants with and without local hukou. However, compared to local hukou migrants, non-local hukou migrants’ opportunities for social advancement are largely constrained by institutional discrimination, so they depend more on the continuing escalator effect that takes time to accumulate human and social capital to realize upward intergenerational mobility.

Identifying the mentorship needs among faculty in a large department of psychiatry- support for the creation of a formal mentorship program

BackgroundStudy aims were to assess the current state and needs of faculty to inform the design of a formal mentorship program in a large academic Department of Psychiatry.MethodsA 57- item self-administered online survey questionnaire was distributed to all faculty members.Results225 faculty members completed the survey (24%). 68% of respondents had a mentor and reported high satisfaction (mean = 4.3, SD = 1.05) (range 1 to 5). Among those respondents lacking access to mentorship, 65% expressed interest. Open-ended questions indicated that international medical graduates, faculty identifying as minority, women and clinician teachers may lack access to mentorship. PhD faculty felt disadvantaged compared to MD faculty in gaining first authorship (MNon−MD=1.64 ± 0.79 vs. MMD=1.36 ± 0.67; t = 2.51, p = .013); reported more authorship disputes (MNon−MD =1.99 ± 0.91 vs. MMD =1.66 ± 0.76; t = 2.63 p = .009) and experienced questionable scientific integrity concerning colleagues (MNon−MD =2.01 ± 0.92 vs. MMD =1.70 ± 0.81; t = 2.42 p = .017). For both MD and PhD faculty, women were significantly more likely to experience authorship disputes (χ2(2) = 8.67, p = .013). The department was perceived as treating faculty with respect (72% agreed) with 54% agreeing that it embraces diversity (54%). Identified benefits to mentorship included receiving advice about academic promotion, opportunities for career advancement, advocacy, and advice as a researcher, teacher or clinician. Only 26% of mentors received formal training to support their role; 59% expressed interest in education. Respondents supported a more formal, accessible, inclusive program, with training, tools, and a matching strategy based on mentee preferences.ConclusionsChallenges and inequities were identified with the department’s current ad hoc approach to mentorship. A limitation of the study was the response rate, while similar to response rates of other physician surveys, raises the potential for response bias. In comparing study participants to the department, the sample appeared to provide a fair representation. The study has implications for identifying the need and design of more formal mentorship programs in academic medicine.

Intent to Leave Associated More Strongly with Workplace Belonging Than Leadership Behaviors of Supervisor in Women Health Care Professionals.

Background: The attrition of health care professionals from institutions has historically been high, with reports of higher rates in women than men. High attrition jeopardizes the institution's financial stability, quality of patient care, and scholarly contributions to advancing health care. The disproportionate loss of women reduces the diversity of perspectives and skills needed to meet patient needs. Attrition risk has been demonstrated to relate to both the leadership behaviors of supervisors and the sense of belonging in the workplace. Toward informing health care institutions about strategies for curtailing high attrition, we sought to assess the relative strength of the association of attrition risk with leadership behaviors of supervisors versus workplace belonging. Methods: Attendees of a continuing education course on women's leadership skills in health care were surveyed about the intent to leave (ITL) their institution within 2 years, perceived leadership behaviors of their supervisor, and experiences of workplace belonging. Dimensions of workplace belonging were identified by factor analysis. The strength of association of ITL with supervisor's leadership behaviors and each workplace belonging dimension was analyzed in a multivariable ordinal logistic regression model. Results: Women comprised 94% of survey participants. In the regression analysis, lower ITL was associated strongly with more frequent experiences of institutional culture supporting workplace belonging, modestly with more favorable perceptions of supervisor's leadership behaviors, and not with frequency of experiences of interpersonal relationships supporting workplace belonging. Conclusions: An institutional culture that supports workplace belonging is particularly important for reducing attrition risk in health care professionals. For health care institutions seeking to improve retention of its professionals and women in particular, our findings point to investing in a culture of workplace belonging that involves a diverse workforce, an environment in which its professionals feel heard, supported, and empowered and are provided strong career advancement opportunities.

Regioisomeric π-Extended Nanographene with Long-lived Phosphorescence Afterglow.

The cutouts of graphene sheets, particularly those with a nonplanar topology, present vast opportunities for advancement. Even a slight deviation from the planar structure can lead to intriguing (chiro)optical features for helically twisted nanographenes. In this context, we introduce two regioisomeric π-extended nanographenes that exhibit distinct excited-state characteristics. The helicene structure and the photophysical features can be easily tuned by changing the connecting position of the nanographene to the carbazole core (2,7- and 3,6-). Single-crystal X-ray diffraction analysis confirmed the formation of nanographenes with bent and helical conformations. Both derivatives exhibited thermally activated delayed fluorescence at room temperature and phosphorescence at low temperatures. Notably, the nanographene with the bent structure displayed an impressive red afterglow lasting over 30 seconds, in contrast to the very weak afterglow observed in the helical structure. DFT calculations revealed the existence of an isoenergetic higher triplet state (T8) and comparatively weak spin-orbit coupling (T1-S0), thereby enabling the bent nanographene to exhibit a long-lived component and strong afterglow. Our findings highlight the significance of regioisomeric nanographenes with exceptional optical properties and offer a deeper understanding of the structure-property relationship in nonplanar nanographenes.

Workplace factors associated with job satisfaction among dental hygienists and assistants in the United States.

Previous research has assessed job satisfaction and related workplace factors among healthcare workers. However, studies on dental care professionals are limited. This study aimed to evaluate job satisfaction among US dental hygienists (DHs) and assistants (DAs) and identify workplace factors contributing to their job satisfaction or dissatisfaction. A cross-sectional study was conducted using survey data collected from DHs (n = 4078) and DAs (n = 2945) actively working in 2022. Descriptive statistics and multivariable logistic regressions were used to assess associations between workplace factors and job satisfaction, adjusting for demographics, practice patterns, and geography. Over 80% of DHs and DAs reported being satisfied with their jobs. Positive workplace culture, practice philosophy, opportunities for growth and advancement, good communication in practice, work-life balance, fair pay, a reasonable workload, and flexible work schedules are associated with job satisfaction. Overwork was associated with job dissatisfaction among DAs. Most DHs and DAs were satisfied with their current jobs, with positive workplace culture, growth opportunities, and effective communication being key factors contributing to their satisfaction. This study highlights the importance of developing strategies to improve workplace environments and promote the well-being and retention of oral health providers.

Evaluation of job satisfaction in nursing staff of the Dr. Gustavo Domínguez General Hospital, Ecuador

Introduction: personal satisfaction is related to how people see their work, as well as their attitudes towards it. This entity depends on internal and external factors to the worker. Nursing staff, due to the characteristics of the profession, find themselves in many situations. sometimes subjected to situations that cause dissatisfaction with their work environment. This study was conducted with the aim of evaluating job satisfaction in nursing workers.Methods: a descriptive, observational, cross-sectional study was conducted on 73 nurses from the Dr. Gustavo Dominguez Hospital, Ecuador. A survey was applied using a Google Forms form, consisting of 23 questions structured into the following factors: supervision exercised by their superiors; the physical work environment; material benefits; intrinsic to the work; remuneration, basic benefits, and interpersonal relationships.Results: males predominated (46.7%), 39.7% were “very dissatisfied” with personal relationships with supervisors, 42.5% were “quite dissatisfied with the physical environment”, only 4.1% were “very satisfied” with salary and career advancement opportunities, and 28.8% rated intrinsic job satisfaction as “quite dissatisfied”.Conclusions: The presence of job dissatisfaction was identified in more than half of the nursing staff surveyed, with a higher negative assessment of the physical environment and intrinsic satisfaction. The above findings could be interpreted as an indicator of poor functioning and management of services in the institution

Current advance in comprehensive management of hilar cholangiocarcinoma and navigation in surgery: non-systematic reviews.

Hilar Cholangiocarcinoma (h-CCA) originates from the epithelial cells, which characters as longitudinal growth along the bile ducts and invasion of peripheral vascular nerves. Due to the tumours insidious progression and usually become advanced stage disease at presentation, patients' mortality could parallel incidence rates. For patients who are not amenable to resection, systemic therapy and palliative treatment become the way to go. Dawn of the immunotherapy era offers new opportunity for patients with advanced tumours. Numbers of successful clinical trials have been conducted these years, giving us the chance to optimise multiple treatment modalities. Although liver transplantation is worth to be considered, there is no high-level evidence to support it better outcomes over surgical resection. Given the poor prognosis of h-CCA, radical resection (R0) undoubtfully become the only irreplaceable treatment to prolonged survival. Thus, tumours free boundary assessment along the bile duct hit the crucial point. Over the years, numerous imaging techniques leveraging CT, MRI, intraoperation ultrasound and endoscopy with the aim of guiding operation to eliminating cancers. Novel fiberscopes utilizing the second near-infrared region light (NIR-II) offer the potential to assist surgeon visualize tumours precisely. In this review, we summarize the clinical palliative care for advanced h-CCA patients and new opportunities for medications, discussing liver transplantation and other available treatment that not widely disseminated. In addition, we mainly focus on the novel technique of real-time intraoperation imaging navigation to achieve R0 resection and potential molecule prognosis development in the intractable disease.

Recommendation to Solve the Difference in Performance Management Between Civil Servant in Timor-Leste

Timor-Leste, since its independence in 2002, has faced challenges in managing the growing number of civil servants, currently numbering over 13,000. Civil servants are classified under two regimes: General (GCR) and Special (SCR). This classification leads to disparities in salary, benefits, promotions, and performance evaluations, creating dissatisfaction among employees in both regimes. GCR employees enjoy regular salary increases and promotions based on performance, whereas SCR employees, despite earning higher salaries, do not receive the same opportunities for career advancement. This policy paper analyses these differences and recommends abolishing the dual regime structure. It proposes a unified system where salary progression, benefits, and promotions are based on education level, service length, and performance evaluations. Additional allowances should be provided to those working in rural areas to encourage retention and equitable service delivery. Regular external monitoring and audits are essential for effective performance management. Evidence from Indonesia supports these recommendations, showing that additional allowances and strong leadership improve employee performance and discipline.

Relationship Between Reward System and Work Performance of Faculty Members in Private Universities and Colleges in Camarines Sur, Philippines

This empirical investigation examines the interrelationship between reward systems and faculty work performance in private higher education institutions in Camarines Sur, Philippines. Employing a descriptive-correlational research design, the study analyzed monetary and non-monetary reward implementations through the theoretical lenses of Equity Theory, Expectancy Theory, Goal Setting Theory, Self-Determination Theory, and Social Exchange Theory. The research methodology incorporated a validated survey instrument (Cronbach's α = .958) administered to faculty members across four accredited private universities. Statistical analysis revealed a moderately strong positive correlation (r = 0.425, p < 0.05) between reward systems and faculty performance, with non-monetary rewards showing stronger correlations with work quality (r = 0.597) and quantity (r = 0.533). Faculty demonstrated exceptional performance in teaching load (mean: 3.28) and institutional service (mean: 3.24), though research productivity remained lower (mean: 2.90). Notably, timeliness of work showed minimal correlation with both reward types, suggesting intrinsic motivation drives punctual task completion. The findings revealed institutions' pronounced preference for non-monetary incentives over financial compensation, particularly in professional development and career advancement opportunities. This study contributes to educational management literature by providing empirically grounded insights for developing contextualized reward frameworks in resource-constrained private higher education settings, emphasizing the significance of balanced incentive systems in enhancing faculty performance.

DOCTOR MIGRATION: UNPACKING ECONOMIC AND SOCIAL IMPACTS

Health expenditures are vital indicators of a nation’s social and economic progress, playing a key role in welfare and sustainable development. A well-functioning healthcare system relies on an adequate and skilled workforce, yet many countries face shortages, prompting reliance on international labor migration. This study investigates the economic and social drivers of health labor migration, focusing on doctors in 15 high-income countries from 2011 to 2019. Using panel data analysis, we found that lower wages significantly drive migration, with a 1% increase in wages reducing health worker migration by 0.08%. The results underscore the importance of fair remuneration in retaining healthcare professionals within their home countries. Moreover, destination countries with better training infrastructure and career advancement opportunities create additional pull factors, compounding the challenges faced by source countries. Globalization further facilitates migration by lowering barriers and harmonizing professional standards. These findings highlight the urgent need for policy interventions to address wage disparities and mitigate brain drain while ensuring global health workforce equity.

Intelligent Construction Risk Management Through Transfer Learning: Trends, Challenges, and Future Strategies

Construction risk management has evolved significantly by integrating artificial intelligence (AI) technologies, particularly machine learning (ML), to enhance predictive capabilities. Transfer learning (TL), a promising subfield of ML, has the potential to further revolutionize construction safety by enabling models trained in one domain to be adapted for related tasks in construction risk scenarios. This systematic review explores the current trends in applying TL to construction risk management, identifies key challenges, and highlights future opportunities for advancement. The review first assesses TL's ability to mitigate common issues such as data scarcity, overfitting, and lengthy model training times, which often hinder traditional ML approaches. Key challenges include the complexity of domain adaptation, the lack of standardized datasets, and the need for robust validation methods. Despite these barriers, the potential for TL to improve predictive accuracy, efficiency, and cross-project learning makes it a transformative tool. Finally, future research directions are proposed to optimize TL techniques for real-time, intelligent construction risk management systems.

Analysis of skilled labor shortage in the construction industry of developing countries

Labor productivity is an essential component for the effective execution of a project. This research aimed to determine the cause of the labor crisis in the construction industry of developing countries. This research focuses on numerous aspects such as the trades of shorted skilled labor, the shortage causes, the effects of the shortage of skilled labor in industry, the characteristics that skilled labor should have, and the mitigation strategies. The field survey conducted included twelve trades, sixteen causes, nine effects, and eleven characteristics of skilled labor. The top three trades with a significant shortage are heating, ventilation, and air conditioning (HVAC) installer technicians, wood carpenters, and glazier/aluminum workers. The top three causes accountable for the labor shortage are irregular and low wages, poor training, and economic change. Extension in the duration of the project and Errors during construction emerged as the top two effects caused by a shortage. The top three characteristics of skilled labor are technical competence, in-depth knowledge of handling tools and equipment, determination, and persistence. The survey concluded that offering advantageous wages and benefits, providing opportunities for advancement and professional development, and establishing a positive work environment can effectively reduce the effects of labor shortages by recruiting and retaining skilled individuals.

A Risk Management Framework for Catfish Farming in Ghana

Purpose: The growth of the catfish farming industry in Ghana has created opportunities for economic advancement and food security; however, significant risks threaten its sustainability. This study aims to propose a comprehensive risk management framework specifically tailored for catfish farming in Ghana, addressing production and financial risks. Methodology: Data was collected from 120 respondents at Catfish Adwoa Atta Farms. The study analyzed production risks such as disease outbreaks and poor water quality, alongside financial risks including market fluctuations and limited access to credit. Findings: The research revealed that production risks account for 40% of total yield losses, with disease-related mortality causing 25% of these losses. Financial risks were also prominent, with 21% of respondents reporting a profitability decline of over 20% due to limited access to financial support. Unique contribution to theory, practice, and policy:The proposed framework integrates modern technologies such as IoT sensors for water quality monitoring, structured contract farming, and government-backed insurance schemes. Pilot testing in regions like the Volta and Ashanti regions is recommended to evaluate its effectiveness. Implementation of the framework could significantly enhance the resilience of catfish farms, reduce production losses, and improve profitability, positioning Ghana’s aquaculture sector as a model for sustainable development.

Integration of Blockchain-Based Decentralized Finance into Financial Planning and Analysis: A Framework for Corporate Finance Innovation

The integration of Decentralized Finance (DeFi) into Financial Planning and Analysis (FPA) systems marks a pivotal transformation in corporate financial management, presenting organizations with unprecedented opportunities for operational efficiency, risk management, and strategic advancement. This article provides a comprehensive examination of the implementation framework, challenges, and strategic implications of incorporating DeFi technologies into traditional FPA systems. The article analyzes the technical architecture required for successful integration, including smart contract implementation, decentralized liquidity mechanisms, and blockchain-based audit systems, while addressing critical considerations in regulatory compliance and organizational change management. The article reveals significant potential for cost reduction, improved process efficiency, and enhanced risk management capabilities through DeFi integration while highlighting the importance of robust security protocols and governance frameworks. The article also identifies emerging opportunities in artificial intelligence integration, cross-chain interoperability, and industry-specific applications, offering valuable insights for organizations navigating this technological transformation. Furthermore, the article examines implementation challenges and provides strategic solutions for organizations undertaking DeFi integration initiatives. The article demonstrates that while the integration process presents complex technical and organizational challenges, the potential benefits in terms of operational efficiency, cost reduction, and competitive advantage make it a compelling strategic initiative for forward-thinking organizations. This article contributes to the growing body of knowledge on DeFi implementation in corporate settings and provides practical guidelines for organizations seeking to leverage blockchain technology in their financial operations.

Human-AI Enabled Edge Computing for Data Processing: A Comprehensive Analysis

The exponential growth in data generation and processing requirements has driven the need for more efficient and intelligent computational approaches at the edge of networks. This comprehensive article investigates the integration of human expertise with AI-enabled edge computing systems, focusing on optimization strategies, implementation frameworks, and real-world applications. Through extensive analysis of implementation cases and performance metrics, the research demonstrates significant improvements in processing efficiency, with systems achieving a reduction in latency and improvement in decision accuracy through human-AI collaboration. The article presents a detailed framework for implementing these hybrid systems, addressing critical aspects including technical architecture requirements, integration guidelines, and risk mitigation strategies. Results indicate substantial benefits in operational efficiency, resource utilization, and decision-making capabilities across various industrial applications. While identifying implementation challenges and limitations, the article provides strategic recommendations for successful deployment and highlights opportunities for future advancement in the field. The article contributes significantly to understanding how organizations can effectively leverage human-AI collaboration in edge computing environments to address the growing demands of data processing in modern digital infrastructure.

IJSIE ABSTRACTS

The International Journal of Studies in Inclusive Education (IJSIE) is a double-blinded, peer-reviewed, fully open-access journal providing an advanced platform and opportunities for inclusive education-related research outputs. The Editorial Board welcomes empirical, conceptual, academic, and theoretical articles critically analysed and interpreted in all its holistic approach to inclusive education: inclusive education, learning barriers, learners, or students with special needs, etc. The scholarly articles must be prepared, treated, and interpreted with the same academic rigor expected of academic research. The IJSIE aims to provide an interdisciplinary forum for scholars, publishing professionals, librarians, and others to communicate original research that addresses current issues informed by the best practices. Scholarly publishing has only recently begun to exploit the full potential of networked digital technologies, which affects the broader process of research communication, including public access to and engagement with research. Influential trends towards responsible research and innovation, the globalisation of research, the emergence and inclusion of new or previously excluded stakeholders, and the advent of open science are reshaping scholarly publishing's scope and nature. The social, legal, and ethical dimensions of publications continue to co-evolve with these changes. Publications aim to provide an interdisciplinary forum for scholars, publishing professionals, librarians, and others to communicate original empirical and theoretical research on these and related topics to address current issues and inform best practices. The IJSIE publishes research, reviews, scholarly writings, and reports concerning the inclusion of learners (students) with special learning needs in mainstream classrooms (schools) . The IJSIE is focused on inclusion issues in all educational endeavours, such as research, administrative issues, teaching and learning in classrooms, and inclusion of students at higher institutions. The IJSIE defines inclusive education within the broad context of the Salamanca statement guidelines. Special Education has within its heritage the perspectives of advocating for persons with exceptionalities and embracing individual differences. The IJSIE is an inclusive education publication in the GAERPSY. It relies on vast theoretical, practical, and thematically scholarly inclusive education, including unpublished research in human behavioural issues. These include at-risk learners, mental well-being, psycholinguistics, and inclusive education.

Nanotheranostics for gynecological cancers: a path forward for Africa.

Nanoparticle-based therapies represent a transformative approach to managing gynecological cancers, offering targeted treatment strategies that minimize harm to healthy tissues while maximizing therapeutic efficacy. Despite their potential, implementing these advanced treatments in Africa is needed by a complex interplay of technological, economic, regulatory, and ethical challenges. This paper examines the current landscape of nanoparticle-based therapies, identifying critical barriers to their adoption, including inadequate infrastructure, high costs, and insufficient regulatory frameworks. Technological deficiencies manifest as a need for advanced nanoparticle synthesis, delivery, and diagnostics equipment, impeding research and clinical applications. Economically, the high production costs of nanoparticles, compounded by limited access to advanced diagnostic and treatment facilities, create significant financial barriers for healthcare systems and patients alike. Additionally, the regulatory environment needs to be more cohesive, characterized by a lack of established protocols and expertise to evaluate the unique properties of nanomedicines. However, opportunities for advancement exist through focused research and development initiatives. Targeted drug delivery systems, early detection methods, and immunotherapy integration are promising avenues to enhance treatment outcomes. Collaborative partnerships between African institutions and international research entities, alongside public-private collaborations, could bolster local capabilities in nanomedicine. To facilitate the integration of nanoparticle-based therapies, African governments must prioritize funding for nanomedicine research, create robust regulatory frameworks, and ensure equitable access to these innovative treatments. A concerted effort involving policy reforms, investment, and collaboration is essential for overcoming existing barriers and realizing the full potential of nanoparticle-based therapies in improving health outcomes for gynecological cancer patients across Africa.

The Localization of Global News Brands and the Symbolic Power of CNN in Latin America

ABSTRACT This paper explores the localization of international news brands in Latin America. It examines the case of CNN, its symbolic power, and the impact and contributions of its localized channels to the media systems and journalism cultures in Chile and Brazil. The study is based on 34 semi-structured interviews with established and trainee journalists working for CNN and other news media in both countries. The findings show that the arrival of CNN was considered as beneficial, contributing to pluralism, and prompting other media to adopt practices seemingly complying with journalistic values as represented by the brand. However, CNN’s local channels were also perceived as having positioned themselves as targeting elite audiences, thereby undermining the reach of their influence. Finally, the arrival of CNN was welcomed by many journalists out of sheer pragmatism: the symbolic power of this network afforded new opportunities for career advancement.