Career Advancement Opportunities Research Articles

Motivation and Job Satisfaction of Part-Time Instructors at ISPSC

This study was conducted to assess the perceived level of job satisfaction of Part time Instructors in Ilocos Sur Polytechnic State College concerning their motivation level. The research identified the profile of the respondents concerning their age, sex, civil status, salary, educational attainment, length of service and number of trainings and seminars attended. This study aimed to evaluate motivation in terms of physiological needs, safety and security needs, social needs, self-esteem needs, self-actualization needs, work itself, advancement and job satisfaction in terms of salary and benefits, job opportunities, work recognition, working condition and supervision and among part- instructors in Ilocos Sur Polytechnic State College. The study used descriptive and correlation research design. It involved the one hundred fifty-four (154) Part-time Instructors of the six campuses of Ilocos Sur Polytechnic State College This study used survey-questionnaire composed of three parts to gather the data needed. The first part of the questionnaire includes the profile of the Part-time Instructors of ISPSC which served as the respondents. The second part of the questionnaire consists of the level of motivation and the third part is about the Job satisfaction of the respondents. The questionnaire was collected for tabulation. Mean, standard deviation, pearson correlation coefficient, chi-square test for independence, one way annova were used to analyze the data. Based on the findings of the study, the following conclusions were drawn: Demographic factors such as age, sex, civil status, length of service, salary and education level varies, thus, do not significantly influence their motivation and job satisfaction. Secondly, while Part-time Instructors exhibit high motivation in areas like social connections and career advancement opportunities, their motivation in physiological and safety needs is moderate. Thirdly, they express satisfaction with job opportunities and recognition but show lesser satisfaction with salary and benefits, suggesting room for improvement in compensation packages. Moreover, the study emphasizes the strong link between motivation and job satisfaction, highlighting how motivated part-time faculty tend to be more engaged and resilient. Overall, the consistently high levels of motivation and job satisfaction across ISPSC campuses reflect a positive organizational climate and effective management practices, with potential for further enhancement through fostering an inclusive and supportive work environment. The recommendations presented to the college cover a range of aspects to enhance Part-Time Instructors' experience at ISPSC. First, it is suggested that salary increases or modifications be made, maybe based on merit, in order to address particular issues raised by employees. Transparency and clear communication about such modifications should be prioritized. Second, it's critical to emphasize open and honest communication on the causes of any delays in salary, benefits, and perks. Clarity regarding compensation guidelines and career progression prospects should also be provided. Thirdly, it's important to keep work schedules flexible to meet the needs of part-time instructors in terms of both their personal and professional obligations. In order to improve teaching abilities and career advancement, it is also stressed how crucial it is for part-time faculty members to participate in organized professional development programs that include workshops and advice from seasoned faculty members. Finally, the need to continuously address motivation and job satisfaction among part-time faculty is emphasized, suggesting a focus on both addressing concerns and highlighting positive aspects of the work environment to cultivate a supportive and satisfying workplace culture.

A study on factors influencing churn at Enerlife India Private Limited

This research is about a study on factors influencing churn at Enerlife India Private Limited (Nabati). This company provides fast-moving consumer goods products all over India. The origin of the company is from Indonesia. Nabati Group is a business group that has a business focus in the field of fast-moving consumer goods (FMCG), especially food. The company was initially only engaged in the snack food business with a home industry scale. Assessing the impact of factors such as job satisfaction, cost Implications, leadership and management, employee burnout, career development, and flexible work arrangements. Proposing recommendations and best practices for reducing employee churn and fostering a more engaged and stable workforce. By studying the external factors, that influence churn in the organization, job security perceptions and career advancement opportunities on churn are the objectives. This study contributes valuable insights to the existing literature on employee churn in the company by identifying new factors or confirming existing ones that influence churn rates within the organization. In research methodology a questionnaire to collect data from the employees. Stratified random sampling is a type of probability method using which a research organization can branch off the entire population into multiple non-overlapping, homogenous groups (strata) and randomly choose final members from various strata for research which reduces cost and improves efficiency. This research study underscores the importance of churn at the company. As the employees always looking for new roles for their career growth, the company should ensure that the employee will have their career growth in the company. Giving importance to the employee’s insights and suggestions will make as one of the retention strategies used by the company. Churn poses significant challenges for organizations, impacting productivity, morale, and financial stability.

P.112 Understanding obstacles: a neurosurgical view on gender disparities in career progression

Background: Gender disparities persist in neurosurgery, unfortunately impacting career progression for women. Understanding these challenges is vital for fostering inclusivity. Methods: An international survey designed using a physician wellness framework was sent to neurosurgeons between June 2021 and November 2021. Univariate analysis (Kruskal-Wallis Test) was performed to assess various aspects of perceived career progression as a function of gender. Results: Of the total 537 respondents (64% neurosurgeons, 6% fellows, and 30% residents), 69% identified as male, 29% as female, and 2% as other. Compared to their male colleagues, female neurosurgeons expressed greater desire to advance in their career (p<0.05) and to leave their home country in the interest of job prospects (p<0.05). Despite these aspirations, female neurosurgeons reported that they did not have available career advancement opportunities (p<0.05), that the culture in their country inhibited their career advancement (p<0.05), and that they felt subject to harassment at their workplace (p<0.05). Conclusions: Our survey highlights significant gender-related obstacles in neurosurgical career advancement. Female neurosurgeons express strong career aspirations but face barriers such as limited opportunities, cultural impediments, and harassment. Addressing these challenges is crucial for achieving gender equity in neurosurgery.

Effect of Career Advancement Opportunities, Training and Development Programs and Corporate Culture on Employee Loyalty of Alibaba in China

Employee loyalty is an important aspect of business success, especially in organizations that operate in a dynamic environment, such as the e-commerce giant Alibaba in China. Studies have shown that employee loyalty is decreasing. This study attempts to examine the factors that influence employee loyalty at Alibaba. This study examines the influence of career advancement, training and development programs, and corporate culture on employee loyalty. This quantitative study was based on a positivist philosophy and a deductive approach. The target population of this research was 191 employees of Alibaba, China, with at least one year of work experience. The data were analyzed using SPSS version 28.0. The research found that career advancement opportunities and corporate culture are significantly related to employee satisfaction. This study contributes to a better understanding of the influence of career advancement, training, and corporate culture on the loyalty of employees. The results will assist policymakers and managers in improving career advancement opportunities and transforming their organizational culture to increase employee loyalty. The study sample was employees at Alibaba. Therefore, the generalizability of the results is limited.

Understanding the Impact of Work Environment on Achievement Motivation and Job Satisfaction in the Corporate Sector: a Comprehensive Analysis

This study explores the intricate relationship between work environment, achievement motivation, and job satisfaction within the corporate sector. Drawing on data collected from a diverse sample of employees, the research investigates various factors influencing perceptions of the work environment and their implications for employee satisfaction and motivation. The study employs a mixed-methods approach, integrating survey analysis, correlation matrices, and regression analysis to provide comprehensive insights. Key findings reveal significant associations between factors such as support from colleagues, opportunities for career advancement, and recognition for achievements, and participants' perceptions of the work environment. Moreover, variables including gender, education level, and department affiliation emerge as significant predictors of employee perceptions. The study highlights the importance of fostering a positive work culture, providing avenues for skill development, and ensuring equitable treatment to enhance employee well-being and organizational effectiveness. Overall, the findings underscore the critical role of the work environment in shaping employee satisfaction, motivation, and ultimately, organizational success.

IMPACT OF EMPLOYEE SKILL DEVELOPMENT PRACTICES ON EMPLOYEES JOB SATISFACTION AT (THE AEC ASSOCIATES)

This master thesis of Strategic Human Resource (HR) Management, focusing on Impact Of Employee Skill Development Practices On Employees Job Satisfaction. This research explores the relationship between employee skill development practices and job satisfaction within the context of “THE AEC ASSOCIATES” Noida, a leading organization in its industry. In today's competitive business environment, organizations recognize the significance of investing in their employees' skill development to faster a talented and motivated workforce. Likewise, employee job satisfaction remains a crucial determinant of organizational performance and employee well-being. The study employs a mixed-methods approach, combining quantitative surveys and qualitative interviews, to examine the existing skill development practices at THE AEC ASSOCIATES Noida and assess their impact on employee job satisfaction. Quantitative data analysis includes descriptive statistics, correlation analysis, and regression analysis, while qualitative data from interviews is analyzed thematically. Findings indicate a positive correlation between effective skill development practices and employee job satisfaction. Employees who perceive their organization's investment in their skill development positively exhibit higher levels of job satisfaction. The study also uncovers key factors influencing employee satisfaction, including the availability of training programs, career advancement opportunities, and supportive organizational culture. The research offers practical implications for HR practitioners and organizational leaders, suggesting recommendations for enhancing employee skill development practices to improve job satisfaction. By understanding the dynamics of skill development and job satisfaction, organizations like THE AEC ASSOCIATES, Noida can optimize their talent management strategies to foster a culture of growth, engagement, and fulfillment, thereby positioning themselves for sustained success in a dynamic business landscape.

The Study on The Impact of Performance Management System on Employee performance

This study delves into the intricate relationship between Performance Management Systems (PMS) and employee performance, aiming to illuminate the mechanisms underlying this connection. In a contemporary organizational landscape characterized by competitiveness and constant evolution, understanding how PMS influences employee performance is paramount for organizational success. The backdrop of this research is the recognition that effective performance management systems not only enhance individual performance but also contribute significantly to overall organizational efficacy. The primary objective of this research is to examine the multifaceted impact of PMS on employee performance across diverse organizational contexts. To achieve this, a mixed-methods approach combining quantitative analysis of survey data and qualitative insights from interviews was employed. The research design allowed for a comprehensive exploration of various dimensions of PMS, including goal setting, feedback mechanisms, performance appraisal, and employee development initiatives. The major findings of the study reveal that a well-designed and effectively implemented PMS positively correlates with improved employee performance. Specifically, clear goal setting aligned with organizational objectives, regular and constructive feedback mechanisms, fair and transparent performance appraisal processes, and opportunities for skill development and career advancement emerged as key factors driving enhanced employee performance. Moreover, the study uncovered the importance of employee engagement and buy-in towards the PMS, emphasizing the need for communication, training, and continuous evaluation to ensure successful implementation. Based on the findings, it can be concluded that PMS plays a pivotal role in shaping employee behavior and performance outcomes within organizations. However, the effectiveness of PMS is contingent upon its alignment with organizational goals, as well as the support and commitment of both management and employees. Therefore, organizations must prioritize the design, implementation, and continuous improvement of their performance management systems to realize their full potential in enhancing employee performance and achieving strategic objectives. In light of these conclusions, several recommendations for action can be proposed. Firstly, organizations should invest in the design and customization of PMS tailored to their specific organizational context and objectives. Secondly, there is a need for comprehensive training and communication programs to ensure that employees understand the purpose and processes of the PMS and are actively engaged in its execution. Additionally, regular monitoring and feedback mechanisms should be established to evaluate the effectiveness of the PMS and make necessary adjustments. Lastly, fostering a culture of performance excellence through recognition, rewards, and career development opportunities is essential for sustaining high levels of employee performance over time.

Smart Chatbot to Assist Users of Employment Websites in Job Search, Skill Development, and Networking Opportunities

Abstract: This paper presents the development and implementation of a smart chatbot designed to assist users of employment websites in various aspects of their job search, skill development, and networking endeavors built using bert model, spacy model and large language model. With the increasing reliance on online platforms for job hunting and career advancement, there is a growing need for intelligent tools that can streamline the process and provide personalized support to users. This article examines a chatbot that provides many functionalities to improve job search outcomes and user experience. These functionalities include personalized job recommendations, skill development suggestions, and networking opportunities tailored to the user's queries. The paper outlines the methodology used in the development of the chatbot, including the integration of natural language processing techniques and machine learning models. The paper presents findings from comprehensive evaluation, shedding light on the efficacy of the chatbot's functionalities. The implications of this research extend to both academia and industry, underscoring the potential of AI-driven chatbots to revolutionize the way individuals navigate the job market and pursue career advancement opportunities.

Bridging the gap: How investing in advanced practice nurses could transform emergency care in Africa.

This paper aims to highlight the vital importance of investing in advanced practice nursing (APN) for enhancing emergency care throughout Africa. APN's role is increasingly recognized as pivotal in optimizing healthcare, particularly in emergency settings in Africa. It offers improved patient care quality and strengthens the healthcare workforce. Evidence is drawn from successful implementations of APN in various healthcare environments. This includes the development of APN-specific curricula and training, mentorship initiatives, clinical supervision, and defining advanced nursing roles within healthcare organizations. Investing in APNs in emergency care in Africa can lead to improved quality and access to care, cost-effectiveness, enhanced patient outcomes and satisfaction, and opportunities for professional development and career advancement in the healthcare workforce. Despite facing barriers in implementation, APN in emergency care presents innovative solutions. Investing in APN can help healthcare entities and policymakers surmount these challenges, providing specialized patient care and improving health outcomes. The discussion emphasizes the benefits such as enhanced access to care, reduced healthcare costs, and improved patient outcomes, alongside bolstering the healthcare workforce. The necessity and benefits of investing in APN for emergency care in Africa are clear. It is crucial for improving healthcare delivery and outcomes. APN investment leads to a more competent and efficient nursing workforce, capable of addressing complex emergencies and improving patient care. The paper advocates for policies that support APN development and integration into the healthcare system, emphasizing the need for research to assess APN's long-term impact and establish best practices for its implementation in emergency care across Africa.

Perspectives From Students and Faculty on How Women Achieve Leadership Roles in Academic Medicine: An Exploratory Qualitative Study.

The glass ceiling in academic medicine has resulted in lower pay and fewer career advancement opportunities for women. Creating change relies on preparing early-career women for positions of leadership, but most leadership programs focus on faculty, not trainees. The present exploratory qualitative study investigates how to prepare women medical students to be leaders in academic medicine. Focus groups with medical students and faculty who identify as women were conducted at an academic medical center in the West. A total of 25 individuals (10 students and 15 faculty) participated. Recordings of focus groups were transcribed and coded using thematic analysis until saturation of themes was achieved. Codes were organized into three themes: obstacles, support systems, and self-presentation. Obstacles identified included the subthemes microaggressions, macroaggressions, a lack of female role models in leadership, and personal characteristics such as the ability to self-promote and remain resilient. Support systems included sponsorship, allyship, mentorship, networking, and gender-specific role modeling subthemes. Self-presentation involved learning behaviors for demonstrating leadership and exuding confidence, being strategic about career moves, resiliency, and navigating social norms. The key themes of obstacles, support systems, and self-presentation are targets for systemic and individualistic improvement in leadership development.

IJCM_379A: Inductive Thematic Analysis of responses obtained for SOAR Analysis of self by Community Medicine Professionals enrolled in Foundation Course on Leadership in public Health

Background: Foundation Course on Leadership in Public health is a newer initative of IAPSM association to generate Public Health Leaders. SOAR is an acronym for Strengths, Opportunities, Aspirations and Results. Tough SWOT (Strengths, Weaknesses, Opportunities and Threats) analysis is a comprehensive approach and SOAR is a positivist approach still it was chosen as the task because aspirational goals are important in initial phase of an organizational or self-leadership. Risk Mitigation as facilitated by SWOT is required at a later stage. Also, SOAR is a proactive approach in interest of initiation of leadership. Also, SOAR is a less used and newer approach so it would have been a new learning for the participants and moderators as well. Objective: To qualiatatively understand responses obtained for self SOAR analysis by the participants. Methodology: The moderators obtained responses of the participants and analysed the exact verbatim as first order themes. further second order and higher order themes were generated by conseus of both the authors. these themes were further classified into SOAR categories. Results: The strengths of SOAR analysis were themed under categories of interpersonal skills, learning and adaptibility, leadership management, adapatbility and flexibilty. Major themes categorised under their aspirations were education, communication and leadership Conclusion: Young Public Health professional are seeking opportunities for career advancement, leadership anf public health research.

Third-country hiring: The case of Overseas Filipino Workers in Taiwan to Poland

This study explores the complexities of third-country serial labor migration among Filipino factory workers, specifically those moving from Taiwan to Poland—an activity deemed illegal by the Philippine government. Utilizing qualitative methods, the research conducts in-depth interviews with participants like Mae, Rick, and Justin, complemented by a key informant interview. The findings reveal a nuanced decision-making process, with participants expressing a desire for enhanced job conditions, contractual flexibility, and career advancement opportunities in Poland. Despite the Philippines' oversight and support for temporary migration, the practice of third-country hiring raises legal and ethical concerns. Without proper authorization from the Philippine government, recruiting workers through a third country is deemed illegal. To protect migrant workers, established procedures, including obtaining an Overseas Employment Certificate (OEC), are implemented to ensure lawful deployment. This study contributes to the ongoing discourse surrounding serial labor migration, providing valuable insights that can inform policy frameworks and practices aimed at enhancing the welfare and protection of migrant workers within the global labor market. Through analysis of the experiences and challenges faced by Filipino factory workers engaging in third-country migration, this research seeks to promote a deeper understanding of the complexities inherent in labor migration processes and advocate for measures to safeguard the rights and well-being of migrant workers worldwide.

Professional and career development needs of clinical pharmacists in settings outside academia

AbstractClinical pharmacists practicing in academia have access to resources and pathways for professional development that clinical pharmacists practicing outside of academia may lack. With timely concerns of premature attrition and burnout in the clinical pharmacy profession, it is critical that employers and professional organizations help meet the professional development needs of clinical pharmacists practicing in outside of academia. Implementation of career ladders, creation of hybrid leadership‐practice positions, achievement of operational excellence, cultivation of a positive culture, and development of optimal metrics may all help employers meet these needs. Professional organizations are called on to provide clinical pharmacists with a clear path for advancement within the organization to contribute to their ongoing professional development; this centers on the development of mentorship programs and opportunities to expand the professional portfolio of the clinical pharmacist practicing outside of academia. It is imperative that employers and professional organizations address the lack of existing career advancement and professional development opportunities to combat the premature attrition of clinical pharmacists from practice, improve the “life span” of the clinical pharmacist, and ultimately maintain the clinical pharmacy profession as a whole.

Strategies for Preparing Future Public Health Leaders: Learning from Trailblazing Women in Health Education

Many female health education pioneers made seminal contributions to public health and social justice, yet these examples are not well documented in textbooks or integrated into public health curricula as pedagogical learning opportunities. Providing biographies and lessons learned from the past leaders within undergraduate health education curricula can help develop students’ skills as future leaders and address gender inequities in the field. Gender inequities in higher education as well as many public health practice settings result in lower salaries, slower career advancement opportunities, fewer supervisory positions, increased work-life conflicts, and heavier workloads. Developing women’s competencies in leadership and professionalism early in their careers is critical to meeting public health challenges such as COVID-19. We present four female health education trailblazers from different historical eras and various workforce sectors who exemplify leadership attributes (i.e., courage/risk taking, vision, advocacy, mentorship) and can be highlighted as a part of future health education curriculum. Innovative methods and approaches are provided for integrating these leadership lessons into undergraduate public health courses, in alignment with the HESPA II 2020 competencies. Learning from the past to inform the future is critical to inspiring and shaping the careers of emerging health educators.

Social Sustainability: the challenges to the restaurant sector

The guarantee of sustainable development has been a growing concern in various economic sectors, particularly from the economic and environmental perspective. In a post-pandemic scenario, the restaurant industry was one of the most affected worldwide and had to undergo abrupt changes to remain operational. Thus, this study primarily focuses on addressing the challenges faced by Human Resources Management (HRM) in attracting and retaining employees in the restaurant sector. This research aims to understand the challenges faced in retaining and attracting talent to restaurants and to explore the strategies that should be adopted to ensure the restaurant’s social. It used a qualitative methodology, with 10 (5 female and 5 male, with a mean age of 35 years old) semi-structured interviews with professionals who chose to leave this profession, to ensure a concerted view of the current state of the sector in the north of Portugal. Through thematic analysis of the interviews, the results identified the current difficulties in attracting and retaining employees in the sector, as well as some HRM strategies that can address these challenges. These findings emerged from the themes 'Special Features of the Restaurant Sector' and 'Attraction and Retention Strategies.' The first theme contextualizes and characterizes the sector's reality, arising from four categories: activity context, company type, the COVID-19 pandemic, and turnover factors. Meanwhile, the second theme presents the attraction and retention strategies that HRM in restaurant companies should implement, while also exploring some challenges faced in designing and implementing these strategies in practice. Specifically, recruitment and selection, compensation and benefits, onboarding, integration and socialization, and career management. In conclusion, social sustainability still has little prominence in the restaurant sector. To become more attractive, the restaurant sector needs to invest in better non-monetary benefits, such as flexible working hours, health insurance, professional recognition, training investment, and career advancement opportunities. This study intends to help companies take measures to improve employee satisfaction and also increase talent retention and new employees’ attraction.

Clinical nurse managers' leadership styles and staff nurses' work engagement in Saudi Arabia: A cross-sectional study.

Effective nurse leadership enhances nurse welfare, improves patient care, and increases organisational success. A lack of adequate, supportive leadership significantly contributes to many nurses leaving the profession. Nurse managers need to prioritise engagement and retention as significant focus areas to address the nursing shortage in Saudi Arabia and accomplish the national program's objectives. To examine the correlation between the leadership styles of clinical nurse managers and staff engagement. This study used a descriptive, cross-sectional, correlational design. The leadership styles of clinical nurse managers were evaluated using the Multifactor Leadership Questionnaire (MLQ-5X). Work engagement was assessed using the Utrecht Work Engagement Scale (UWES). Questionnaires were distributed to 450 nurses in four public hospitals in western Saudi Arabia. Non-probability convenience sampling was used to collect the data. A total of 278 nurses from a range of clinical areas participated in the survey, which revealed that the leadership styles of clinical nurse managers positively or negatively impact nurse work engagement. Most clinical nurse managers exhibit transformational leadership, followed by transactional, then passive-avoidant styles. Respondents displayed a high level of work engagement, emphasising the positive impact of transformational and transactional leadership on work engagement outcomes. The findings showed significant differences in leadership styles and work engagement levels between Saudi and non-Saudi nurses across various dimensions. Understanding the effect of leadership styles employed by nurse managers on work engagement can positively impact staff retention rates and the quality of patient care. Nurse managers should participate in training programs to enhance their practical leadership skills to enhance the work engagement levels of nurses. Nurse work engagement can be improved by establishing training programs that promote effective leadership and highlight the significance of various leadership styles and their subsequent impact on nurse work engagement. Nursing students should receive education on leadership styles. Nursing leaders should be given access to mentoring programs and opportunities for career advancement to support the introduction of effective leadership styles.

Strategic Onboarding: Tailoring Gen Z Transition for Workplace Success

Managers and human resource professionals must possess the requisite abilities of generational awareness to effectively match the distinct attributes exhibited by various age cohorts within the overarching objectives of the firm. Organizational leaders must understand the four major age groups that constitute the workforce: the Traditional Generation, the Baby Boomers, Generation X, Generation Y, also known as the Millennials, and Generation Z. A recent study conducted by McKenzie reveals that several factors, namely financial incentives, career advancement opportunities, flexibility in the workplace, and a sense of purpose at work, have a significant impact on employee retention (The Gen Z Equation, 2023). Schroth (2019) suggests that providing appropriate onboarding procedures would result in increased productivity among the Gen Z cohort in the workplace. This study’s primary focus examines Gen Z’s preferences for leadership styles, perceptions regarding organizational culture, and how these affect Gen Z’s learning approaches. The findings are utilized to generate recommendations and strategies for effectively preparing Generation Z for the workforce by implementing strategic orientation and onboarding practices.

Impact of Retention Practices by Skyline Hotel of Gujarat, India

This research aims to study the impact of retention practices within Skyline Hotel, Gujarat, and find areas of improvement for more effective outcomes. Data collection was conducted utilizing both structured and open-ended questionnaires. The study comprised a sample size of 40, chosen through probability-based sampling techniques. Analysis unveiled four primary factors influencing individuals' decisions to enter the Skyline Hotel i.e. salary, prospects for career advancement, attainment of senior positions, and complexities inherent in job roles. Critical determinants of employee satisfaction encompassed effective utilization of technology, availability of sufficient resources, provision of a safe and comfortable work environment, and devotion to consistent management policies. Moreover, five parameters crucial to personnel productivity emerged: contentment with colleagues, recognition of job performance, opportunities for future growth, and acknowledgment of employee input. The research findings underscored a spectrum of perspectives among Skyline Hotel personnel in Gujarat concerning factors shaping their decisions. There are some respondents expressed their willingness to leave their current positions in search of enhanced career advancement opportunities and more promising job prospects elsewhere. This research provides valuable insights into the factors affecting employee retention strategies and productivity within the Skyline hotel in Gujarat, shedding light on areas where improvements can be made to foster a more engaged and satisfied workforce. These findings may serve as a foundation for the development of retention strategies that can benefit both hotel employees and the organizations they serve.

Medical brain drain: A critical challenge to Pakistan's healthcare sector.

Madam, Medical brain drain describes a condition where highly skilled healthcare workers leave their country of origin to work overseas in search of better working conditions, higher pay, or more opportunities for career advancement leading to deprivation of medical professionals and a loss of expertise and talent (1). Unfortunately, the exodus of skilled individuals from Pakistan is jeopardises country's intellectual assets and demands immediate attention. Skilled healthcare workers shortage is worsening in Pakistan due to the high number of talented professionals migrating for better career opportunities in the foreign land. According to the Bureau of Emigration and Overseas Employment in 2022 alone, approximately 765,000 Pakistanis, including 2,500 physicians, left the country, highlighting the severity of the situation (2) The medical profession is highly regarded in Pakistan and attracts a significant number of people. Despite this, Pakistan is among the 57 countries that lack sufficient human health resources to fulfil its healthcare requirements and objectives. The country is confronted with a considerable discrepancy in the ratio of doctors to patients which stands at 1:1300, significantly below the ratio of 1:1000 recommended by the World Health Organization (WHO) (3) The degradation of the healthcare system, shortage of residency positions and lower salaries during a period of high inflation, coupled with cultural biases and undervaluation of professions like nursing have led to a shortage of healthcare staff. Moreover, societal expectations for women to prioritize their domestic duties contribute to the disproportionate number of female doctors leaving the medical field. This further burdens the healthcare system by increasing the workload for the remaining healthcare professionals (4) Brain drain hampers economic growth and innovation by robbing the nation of its skilled professionals and their expertise. This issue can be addressed by adopting a comprehensive approach such. Improving the healthcare infrastructure and working conditions, increasing residency positions and salaries and providing better job opportunities could help retain competent doctors. Encouraging research on brain drain can aid policymakers in developing tailored policies based on the country's needs. These measures can help Pakistan build a robust healthcare system and provide quality medical services to its people.

Challenges faced by female lecturers and students in tourism departments and suggested remedies

PurposeThis study explores the various obstacles that female instructors and students confront in tourism education.Design/methodology/approachUtilizing qualitative research approaches and a thorough literature assessment, this study investigates women’s complex challenges in the academic and educational domains. The study examines the particular difficulties faced by female professors, such as work-life balance concerns, gender bias and limited opportunities for career advancement. Furthermore, the study also analyses the challenges that female students confront, including the threat of stereotypes, sexual harassment during internships and restricted access to networking and mentorship possibilities.FindingsFindings illustrate that both female tourism academics and students face gender discrimination in academia and in the sector.Practical implicationsThe findings may contribute valuable insights for policymakers, educators and stakeholders, emphasizing the need for targeted interventions and inclusive policies to create supportive environments for female lecturers and students in these departments.Originality/valueThis is the first study done in North Cyprus, which specifically analyzes gender inequality in tourism education. It is valuable as it emphasizes the significance of advancing gender equality in tourism and hospitality education.