Aspects Of Career Research Articles

Career self-management behavior among undergraduate students: A comparison of two-time points

The COVID-19 pandemic and its aftermath have heightened the importance of career self-management, a behavioral variable deserving of university attention. Using online surveys of undergraduate students in hospitality classes at two-time points, this empirical study found that career self-management behavior (i.e., networking behavior, visibility behavior, self-initiated developmental behavior, and job mobility preparedness) is facilitated by positive career planning attitude (i.e., career optimism, perceived knowledge of the job market, and career adaptability). Results show that a certain aspect of a positive career planning attitude is more strongly related to a certain behavior than other behaviors. We found no salient differences in relationships among latent variables in our hypothesized model across years, but there were minor differences between sociodemographic groups. This study extends the extant literature regarding university students’ career planning and management by adding specific information in the context of hospitality and the COVID-19 pandemic.

Navigating sustainable careers: the role of subjective career success, career crafting, and social capital

ABSTRACT Subjective career success is a fundamental aspect of sustainable careers, influencing how individuals navigate their careers over time. Leveraging the Conservation of Resource theory, this study differentiated between internally and externally directed career crafting behaviours and examined their relationships with subjective career success and turnover intention. It also examined how social capital (internal and external) moderates these relationships, reflecting the influence of proximal and distal contexts. This study employed a three-wave research design to address common method variance and collected data from a total of 353 participants. The findings revealed that internally directed career crafting behaviours mediate the relationship between subjective career success and turnover intention, whereas externally directed career crafting behaviours did not exhibit a significant mediating effect. However, when external social capital is high, individuals with low subjective career success tend to engage in externally directed career crafting behaviours. Overall, the results suggest that subjective career success triggers distinct career crafting pathways towards turnover intention and emphasize the differentiated influence of contextual resources on career development paths. The study concludes by highlighting both theoretical and practical implications, offering valuable insights for future research and career development practices aimed at fostering sustainable careers.

Realisation of secondary vocational education programmes in high-tech training areas in LPR, DPR, Kherson and Zaporozhye regions in the aspect of career needs

Introduction. Special attention in the conditions of active technological development and digitalisation of the economy is paid to training specialists mastering secondary vocational education (hereinafter – SVE). This interest is based on the demand in the labour market for such specialists who will be able to make a significant contribution to the development of high-tech industries. To secure the successful implementation of SVE programmes in Donetsk People’s Republic (hereinafter – DPR), Lugansk People’s Republic (hereinafter – LPR), Zaporozhye and Kherson regions, it is necessary to ensure compliance with the learners’ career needs. For this purpose, it is necessary to take into account the needs of the labour market as well as the dominant industrial areas in these territories. The aim of the article is to analyse the current state of the SVE system in LPR, DPR, Zaporozhye and Kherson regions in high-technology training programmes in the context of the career needs of the new regions. Research methods. The quantitative and qualitative analysis was implemented using the number of the involved educational institutions: DPR (64), LPR (60), Zaporozhye (14), Kherson (4) and Kemerovo regions (84). Results. The large number of institutions makes it possible to implement the “Professionalisation” programme in the above regions, but at the moment no localisation of territories is available, including technological clusters. The comparative analysis of the SVE institutions in DPR and Kuzbass regions revealed the predominance of high-tech fields: computer science and engineering (13 and 11), mechanical engineering (12 and 15), land transport engineering and technology (16 and 10), construction engineering and technology (8 and 14). The SVE training areas in DPR are characterised by more programmes in the field «Economics and management» (24) and «Electrical and heat engineering» (17). Conclusion. The survey results can serve as a basis for designing a teacher training system aimed at the realisation of SVE programmes and supplementary education programmes in high-tech training areas in the said regions.

Influence of personal and career burnout on female employers' subjective evaluation of workplace acoustic environment.

Burnout is an increasingly common problem in modern work settings that significantly affects people's health and well-being. Several studies have emphasized the impact of career burnout on employees' performance and efficiency. It is unknown whether career burnout mediated by personal burnout may affect employees' perception of their workplace physical environment attributes. This research aims to understand if personal and career burnout can affect employers' acoustic environment evaluation of their workplace. Considering commonly experienced or highly experienced personal and career burnout among working women, the study targeted female university faculty members. The research involved stratified sampling and employed data from 272 individuals across five public and private universities in Tehran. Collected data were analyzed using SmartPLS (latest release 4.1). The results revealed a significant link between personal and career burnout and the subjective evaluation of workplace acoustic environment. Career burnout mediated the relationship between personal burnout and negative evaluation of the workplace acoustic environment. This study provides compelling evidence that experiences of burnout, whether related to personal or career aspects, substantially impact the subjective assessment of the acoustic environment within the workplace. The results underscore the complex interplay between an individual's degree of burnout and their subjective perception of the acoustic dimensions of their work environment. The findings extend our understanding of how psychological factors might shape our interpretation of the physical workplace.

Perspectives on program duration and research: A survey of graduates of a 3-year medical physics residency program.

The goal of this manuscript is to evaluate strengths and weaknesses of a 3-year medical physics residency program with the first year dedicated to research and the remaining 2 years dedicated to clinical training. An anonymous survey was distributed to graduates of a 3-year medical physics residency program with a dedicated year of research. Questions focused on several categories: (1) in retrospect, factors graduates considered at the time of application, (2) aspects of respondents' career and life after graduating from residency, (3) respondents' opinions on the residency duration, and (4) research productivity during residency. Of 22 graduates who were contacted, 17 filled out the survey. In retrospect, the most impactful consideration at the time of application was quality of clinical training. Extra time for research was reported as the factor with the most positive career impact and financial considerations as the most negative impact of completing a 3-year residency. Preference for a 3-year residency at the time of application and in retrospect was expressed by 47% and 88% of respondents, respectively. 71% of respondents would recommend applying to a 3-year program to current residency candidates, and 29% respondents said their recommendation on entering a 3-year program would depend on the candidate's interests. 76% of respondents preferred dedicated time for research during residency. The optimal duration of medical physics residency depends on the goals and career objectives of the incoming residents. Two years may be an optimal duration for clinical training. For candidates interested in a career with a substantial research component, a 3-year program may be a good option, and graduates express favorable opinions after completing such a program. A 4-year residency duration is not viewed favorably by the graduates.

Did changing work and family demands during COVID-19 (de)motivate academic parents to craft sustainable careers?

Covid-19 has introduced many contextual changes into individuals' work and family lives, affecting their career sustainability. Although previous studies have provided evidence for these changes, little is known about how changing contextual demands (de)motivated them to take proactive initiatives for crafting sustainable careers. This study aims to explore how changing work and family demands of academic parents during Covid-19 affected their career sustainability indicators and career initiatives regarding health, happiness, and productivity. Data were collected through semi-structured interviews with 21 academic parents during the post-lockdown period of Covid-19 in Turkey. We analyzed the qualitative data by using content analysis via MAXQDA software. Results revealed differing career sustainability experiences and initiatives regarding gender roles, career stage, and work/family demands and resources. Notably, women academics with higher contextual demands and lower contextual resources and early-career academics reported relatively adverse experiences concerning their health, happiness, and productivity. Besides, even though early-career academics faced problems with sustaining their career development, they were relatively more oriented to engage in career initiatives, such as reorganizing developmental needs, improving career skills, and seeking career support and guidance. This study sheds light on the context, time, and person aspects of sustainable careers during Covid-19. Moreover, the study represents one of the first investigations into the proactive initiatives for crafting sustainable careers during the pandemic and provides a deeper insight into the (de)motivators for career proactivity.

THE INFLUENCE OF CAREER DEVELOPMENT AND COMPETENCE ON EMPLOYEE WORK EFFECTIVENESS PT. AZURE SAMUDRA KARSA

This study aims to analyze how Career Development and Competence affect employee Work Effectiveness at PT. Azure Samudra Karsa. The findings show that both variables have a positive impact on work effectiveness overall. However, individually, only Career Development has a significant impact, making it the main factor in this context. Stepwise analysis reveals that Career Development (X2) has a greater influence than Competence (X1) in improving work effectiveness. Career development is understood as a planned process that includes individual awareness of personal career aspects and actions to achieve career goals throughout life. The conclusion of this study confirms that the career development program at PT. Azure Samudra Karsa has been effective and must be continued to improve employee work effectiveness. This study provides important guidance on the importance of career development for work effectiveness and suggests companies to continue to improve existing career development strategies.

Exploring Motivating Factors for Pursuing Radiation Oncology: A Comparative Analysis of Medical Students and Residents.

Purpose Increasing medical student (MS) interest in radiation oncology (RO) is important to meet the rising demand for radiation oncologists. Understanding the factors that drive MS to pursue RO is crucial. This study compares motivating factors between MS and RO residents to inform interventions to increase recruitment and sustained interest in the specialty. Methods Data from two similar studies investigating factors motivating MS and residents to pursue RO were analyzed. The first study surveyed Canadian RO residents to characterize enablers when applying for RO residency. The second study analyzed application essays from MS applying to an RO studentship. A mixed methods approach was used to compare themes ("career aspects,""prior exposure," and "personal experiences") between the datasets. Results Qualitative analysis demonstrated that both MS and residents identified "career aspects" as the most common theme facilitating interest in RO careers. "Multidisciplinary work" and "direct clinical contact and patient care" were prominent sub-themes. MS emphasized "serious illness and palliative care" and "advanced technology,"while residents prioritized RO as a "rewarding career.""Prior exposure,"particularly through shadowing/observerships, was more important for MS than residents who valued clinical experiences. Practical career considerations including "mentorship" and "career satisfaction and lifestyle" were significant motivators for residents. Conclusion MS value content-based aspects of RO and emphasize shadowing. In contrast, RO residents prioritize lifestyle-based considerations. These differences highlight the opportunity for intervention throughout medical training to sustain interest in RO and facilitate applications to RO residency programs.

Celebrating the career of Angela Gurnell

AbstractThis Special Issue arose from a 1‐day international workshop on the theme of Fluvial Biogeomorphology to mark Professor Angela Gurnell's official retirement. As co‐editors, we felt this Special Issue also afforded an opportunity which we could not let pass by to capture some key aspects of Angela's inspiring and impactful career to date. We have written this Preface to accompany the main Editorial as a celebration of Angela's distinguished career and the many contributions Angela has made to physical geography and in particular fluvial geomorphology. We present an overview of Angela's career, insights into key research areas and contributions through a consideration of her publications, and her work inspiring early career researchers through PhD supervision before some final, more personal, reflections.

Self-Perceptions of Adjunct Faculty About Their Roles at a Select Community College System

This phenomenological study aimed to explore adjunct faculty roles and emphasis at a community college system. Twelve adjunct faculty members participated in interviews, revealing themes like background experiences, challenges, and institutional culture. Meta-themes included employment fatigue, student care, service provision, role appreciation, and career aspects. Findings could help administrators support adjunct faculty for success and enhance understanding of their experiences. The study contributes to the knowledge base on adjunct faculty in community colleges, suggesting future research directions in this area. The qualitative analysis methods employed included constant comparison, content analysis, correspondence analysis, and nonverbal behavior analysis to delve into adjunct faculty members' perspectives and experiences within the community college system. Recommendations derived from the study aim to provide insights for improving support and addressing the diverse needs of adjunct faculty in community college settings.

Dual career through the eyes of university student-athletes in the Republic of Kosovo.

The successful combination of a sports career and education, known as the dual career, requires cooperation and a multi-dimensional approach. Although extensive research has been conducted on dual career programs and services in developed countries, there is limited information available on the dual-career phenomenon in developing countries. This study aimed to explore the dual career experiences of university student-athletes in the Republic of Kosovo. A 30-item online survey was distributed to student-athletes, addressing various aspects of the dual career. A total of 121 student-athletes (males: 63.6%; females: 36.4%) voluntarily participated in the survey. These student-athletes represented 13 different sports, with 102 (84.3%) participating in team and 19 (15.7%) in individual sports. Between individual and team sports no significant differences were found regarding university and sports engagement, and the time required to travel from the university to the training venue, whereas a significant difference (p = 0.019) emerged for the time needed to travel from home to the training venue. Significant differences (p < 0.05) were found between university majors in terms of sports engagement. The present findings highlight a lack of familiarity with dual career programs among student-athletes (89.3%) and the need for dual-career policies at the university (16.5%), sport (9.9%), and national (13.2%) levels. Student-athletes faced various challenges, mainly related to limited leisure time (62.8%), academic overload (60.3%), frequent absence from classes (59.6%), and financial uncertainty (35.5%). Recommended improvements included increased financial support (66.1%), the availability of sports facilities at or near the university (48.8%), greater educational flexibility (26.4%), tutoring services at the university (25.6%), and sports clubs (19%) levels, as well as improved communication regarding existing initiatives and legal aspects (53.7% and 47.1%, respectively). The study also identified parents (98.3%), coaches (86%), and siblings (60.3%) as important sources of support for student-athletes at personal, sports, and university levels. In conclusion, to enhance the potential of future student-athletes in the Republic of Kosovo, relevant stakeholders in sports and higher education should collaborate closely and implement programs and services based on international best practices for dual-career support.

A Retrospective Analysis of Career Outcomes in Neuroscience.

What factors are associated with career outcomes among biomedical PhDs? Research to date has focused on drivers of interest in (and intention to pursue) various careers, especially during graduate school, but fewer studies have investigated participants' ultimate career outcomes. Even less is known about what factors matter for groups historically underrepresented in the US science, technology, engineering, and mathematics (STEM) workforce, such as women, some racial and ethnic groups, and persons with disabilities ( National Center for Science and Engineering Statistics (NCSES), 2021a). This study reports a new analysis of data from 781 PhD neuroscientists that were obtained from a retrospective survey ( Ullrich et al., 2021) to investigate the factors that influence the career sector in which neuroscience PhDs are employed and whether there were group differences according to social identity. We find evidence of academia as a "default path" for incoming PhD students, but interest in different careers increases over time. Those who remained in academia had greater acceptance of the structural aspects of academic careers, such as promotion and tenure processes, and greater faculty support during postdoctoral training. Conversely, prioritizing monetary compensation and/or varied work were associated with not being in academia, while a strong interest in research was positively associated with being in nonacademic research. Somewhat surprisingly, there were few interactions with gender, and no interactions with underrepresentation status, although perhaps this was due to lower statistical power for these analyses. Our findings also underscore the role of advisors, networking, and personal relationships in securing employment in STEM.

The Military and the Family as Greedy Institutions: Then and Now

In response to a request for this 50th anniversary issue of Armed Forces &amp; Society, I was one of the 10 fortunate authors (and their co-authors) whose work was chosen for a commentary about their original article. Mine was “The Military and the Family as Greedy Institutions.” In this new paper, I describe aspects of my career and the research opportunities that enabled me to develop my ideas. I include the importance of mentors and colleagues and I stress that my work built on that of others. I learned much from my students and I cherish their achievements and continuing contributions to advancing our knowledge in this field.

Psychological and Social-Communication Aspects of HR Management Career in Wartime, Including Stress, Motivation, Will and Efficiency of Working Conditions

The initiation of a full-scale invasion of Ukraine by the Russian Federation, coupled with the imposition of martial law, has prompted a paradigm shift in the comprehension of psychological and socio-communication dimensions inherent in the management of human resources. This underscores the significance of the present work. The primary objective of this study is to conduct a thorough examination of stress, motivation, will, and the efficacy of working conditions as integral components constituting the psychological and socio-communication facets of HR management during wartime. The article employs methodological approaches such as analysis, synthesis, scientific generalization, and the formal logical method. The business landscape in Ukraine, under the constraints of martial law, is marked by diminished production volumes, logistical and supply chain challenges, and financial constraints. In this pivotal juncture, human resources (HR) management necessitates the systematic implementation of planning, organization, motivation, control, and regulation. Presently, structural adjustments in HR management encompass elements such as flexible management, decentralization, integration, privatization, heightened innovation, organizational workflow optimization, and enhancement of the quality of working life. Furthermore, there is a noticeable escalation in individuals' interest in self-management. Motivating personnel amid a military conflict poses inherent challenges, given that warfare induces stress, anxiety, and restlessness among employees. Stress, in a general sense, constitutes the body's defensive response to threats or tension, and its adverse impacts on HR management become particularly pronounced in the context of military conflicts, where these factors synergistically manifest.

Strengthening the Armed Forces of the Philippines’ Professional Military Education of the Enlisted Personnel Towards Performance Index

This study shows the factors of the Armed Forces of the Philippines’ Professional Military Education and its impact on the Enlisted Personnel’s operations, specifically with the Non-Commissioned Officers. This will inspire the Enlisted Personnel to elevate their educational degree as they reach higher positions and rank and handle the numbers of personnel. Further, this study emphasizes the importance of the Armed Forces of the Philippines Education and Training Management System (AFPETMS) through the research model used to determine its weight impact on the rank and files of Enlisted Personnel within the three (3) Major Services (Philippine Army, Philippine Navy, and Philippine Air Force) of the Armed Forces of the Philippines and as a whole military organization. The findings of this study will help the organization conduct more research or studies that can answer future possible issues that may arise, for the advancement of the Enlisted Personnel, both in personal and career aspects. Keywords: Factors, Education, Training, Impact, Military Operations, Enlisted Personnel, Armed Forces of the Philippines, Service, Management, Rank

Knowledge, attitudes, and practices of health professions students on mentorship: a cross-sectional study at a sub-Saharan African medical school

BackgroundMentoring involves the informal conveyance of knowledge, social capital, and support, as perceived by the recipient to be pertinent to aspects of work, career, and personal or professional development. Students pursuing health-related courses need access to mentorship and its benefits during their formative academic and career states. However, in Sub-Saharan Africa, many institutions have not fully embraced this despite the benefits of mentorship.AimThe primary purpose of this study was to assess medical students’ knowledge about mentorship and explore their attitudes and practices toward mentorship.MethodologyWe held an online cross-sectional study utilizing a pre-tested self-reported questionnaire targeting health professional students in the faculty of medicine, Mbarara University of Science and Technology (MUST). The collected data were coded and summarized using descriptive statistics and thematic analysis.ResultsTwo hundred eighty-three (283) students participated in this study. Of this group, 79.9% were aware of mentorship, 61% were willing to commit 1–2 h a week for mentorship, and Zoom was the preferred mode of communication; 98.2% expressed the need for a structured student-led hybrid mentorship program.ConclusionMentorship at Mbarara University of Science and Technology was considered beneficial by health professions students in the Faculty of Medicine.RecommendationFuture studies should explore accessibility to mentorship and the effectiveness of existing mentorship processes.

자치경찰제의 현황과 개선방안

In order to analyze the operation status of the autonomous police system, we tried to analyze the basic ideology and current status of the Sejong Autonomous Police based on the ideology (necessity) of the autonomous police and suggest the direction of development based on this. First, in terms of democracy (citizen participation), it is implemented in many areas, such as the local police chief's recommendation system, the formation and operation of the “Uteummaru”, the conduct of a circuit meeting of the residents' council, and the operation of the website, but it is necessary to find ways for citizens to actively participate in the operation of the website. Second, in terms of decentralization (providing security services reflecting the characteristics of the region), it operates projects such as building balanced security by improving the environment of crime-prone areas and proactively responding to the changing school violence environment, but it is necessary to develop security service projects that reflect the characteristics of the region. Police statistics show that the rate of special economic crimes is higher than that of other local governments. Population growth is higher than in other regions. Sejong Special Self-Governing City provides security services to respond to relatively young people (Date violence, juvenile crimes, etc.) Third, in terms of political neutrality (representativeness), it is necessary to play a role as a local security service provider that reflects expertise and representativene1ss more by fully considering occupational and career aspects in the composition of the next autonomous police committee.

Imposter Phenomenon and Its Predictors in Saudi ENT Specialists: A Cross-Sectional Study.

Background Impostor syndrome (IS) is characterized by an ongoing disbelief in the authenticity of one's accomplishments, attributing success to luck rather than to one's own ability or hard work. The syndrome has detrimental consequences in both personal and career aspects and is closely linked to emotional exhaustion, stress, and depressive symptoms. This study aimed to determine the prevalence of IS among otolaryngologists practicing in Saudi Arabia. Methods We performed a cross-sectional survey from August to October 2022 that targeted both practicing otolaryngologists and those still in their training phase in Saudi Arabia. The survey, delivered via email, tapped into the Saudi Commission for Health Specialties (SCFHS) database to reach all registered otolaryngologists. The survey tool comprised questions on demographic details and employed the Clance Impostor Phenomenon (IP) Scale to evaluate the presence of IS. Results Out of 80 respondents, males (n = 46) were 57.5%, and 18.8% were consultants (n =15). The study found a 27.5% prevalence rate of IS among the surveyed otolaryngologists (n =80), with a mean score of 56.79 ± 12.98. In terms of severity, 62.5% (n = 50) had a moderate level of IS, 25.0% (n = 20) had high IS, and 5.0% (n = 4) had intense IS. It was significantly more common with resident otolaryngologists as compared to consultants (X2 = 7.476, df= 3; p = 0.048), but there was no significant association in terms of gender (X2=3.418, df =1; p = 0.064), type of hospital (X2= 6.351, df = 3; p = 0.096), or fellowship subspecialty (X2= 2.291, df = 4; p = 0.681). Conclusions The study detected that 36.9% of otolaryngologists (n = 17) experienced IS, with trainees being more susceptible than consultants and fellows. Further investigations to explore the scope and underlying reasons are recommended.

Introduction: Pandemic and Post-Pandemic Publication Patterns in Political Science

The COVID-19 pandemic triggered rapid transformations across the globe. Probably no other event in the past 50 years has changed the working environment more comprehensively. When the pandemic started in February and March of 2020, university campuses all over the globe shut down in less than a week. Most remained closed or had heavily restricted access for almost two years, depending on the country and the city. Overnight online teaching replaced in-person instruction; all professional and student interactions moved to Zoom, Teams, or Skype; academic conferences either did not take place or moved to an online format; and field research became almost impossible. In addition, contact restrictions, lockdowns, curfews, and homeschooling were unprecedented challenges for many people, especially members of the academic community who had small children (Del Boca et al. 2020). It is important to note that even in normal times women bear the greatest burden of childcare, social care for older people, and general household tasks. The COVID-19 pandemic quickly amplified these disparities (Ohlbrecht and Jellen 2021; Yerkes et al. 2022). Discussions emerged in many sectors, including academia, about specific ways that the pandemic was impacting professional lives, especially those of women. Given the acute pressure to publish in most higher-education institutions, it is important to evaluate the effect that the pandemic had on this central aspect of scholarly careers.

Cognitive Behavioral Counseling Vs Family Counseling: Which Motivational Interviewing Is More Effective to Reduce Game Addiction in Adolescents?

&#x0D; &#x0D; &#x0D; &#x0D; Game addiction is a phenomenon that can interfere with adolescents' social relationships, leading to emotional, behavioral or mental disorders. The COVID-19 pandemic has contributed to an increase in game addiction behavior, largely due to feelings of loneliness. The consequences faced by adolescents as a result of game addiction can significantly impact their personal, social, learning, and career aspects. Therefore, it is crucial to employ appropriate counseling techniques to effectively reduce this addiction. Empirical and practical evidence showed that Family Counseling and Motivational Interviewing Techniques were effective in addressing game addiction. This study aimed to show the effectiveness of the Family Counseling Motivational Interviewing (FCMI) technique in reducing game addiction, as compared to Cognitive Behavioral Counseling (CBC). A quantitative approach was utilized, with a randomized controlled trial as the study design. The hypothesis was analyzed using the Wilcoxon and Mann-Whitney Tests. A total of 90 adult students participated in this study and were classified into FCMI as the experimental group and the CBC as the control. The results showed that the FCMI technique was more effective in reducing game addiction than CBC. Significant improvements were also observed in the aspects of tolerance and mood modification, which experienced a notable decrease.&#x0D; &#x0D; &#x0D; &#x0D;