Career Challenges Research Articles

Storytelling as a means of improving community and decreasing burnout in a large academic cancer center.

11018 Background: Burnout is highly experienced amongst physicians who care for patients with cancer. Workplace isolation is a risk factor for burnout. The field of oncology is growing at a rapid pace and many cancer centers are expanding to meet the demands of patient care and research. Prior assessments revealed that our hematology and oncology fellows were experiencing feelings of isolation and disconnection, which was likely reflected from our greater academic community. Methods: The traditional art of storytelling has been used to offer guidance, teaching, new perspective taking and understanding of self. The concept of “My Story”, an interactive storytelling lecture series was developed to address the following objectives at a large academic cancer center: 1) Promote connection and decrease isolation amongst the cancer sub-specialties 2) Increase fellow-faculty interaction for mentorship, 3) provide an outlet to discuss sensitive topics such as burnout, grief, unexpected patient outcomes, medical errors, work- life balance, career transitions, personal struggles, and bias. A faculty member was identified to tell their unique story for a special lecture. Fellows and faculty members from hematology, oncology, radiation-oncology, neuro-oncology, gynecology-oncology, and surgical oncology were invited. All audience members were encouraged to ask questions and engage in discussion. A survey was distributed after the inaugural event for evaluation. Results: A total of 56 people attended the inaugural event. There were 14 fellows, 9 faculty members and 33 others, which included basic scientists and advance practice providers. 17 individuals completed our post survey, which included 6 faculty members, 4 fellows, 1 nurse practitioner, 1 student and 5 others. On a scale from 1-10 (mean scores reported), participants rated the experience 7.5 for enjoyment, 6.6 for sense of connection with the group, 6.0 for inspiring them to make new connections with others and 6.8 when asked if they left with new tools to assist with personal challenge. Conclusions: A lecture series that invites multidisciplinary cancer physicians and surgeons to discuss personal career and life challenges can be beneficial to addressing burnout, decreasing isolation and improving connection and community at a large academic cancer center.

Leader motivation as a building block for sustainable leader careers: The relationship between leadership motivation profiles and leader and follower outcomes

This study investigates leaders' motivation to lead (MTL) as a personal resource for building a sustainable career as a leader. Using a person-centered methodology, we identified different latent profiles of leadership motivation. These motivational profiles were compared with leaders' occupational well-being and leadership-related career intentions, and with follower-rated leader behaviors and LMX relationship quality. The survey data consisted of 1003 Finnish leaders from various sectors of working life. Of these leaders, 233 recruited their followers to participate in this study, resulting in 987 follower participants. Latent Profile Analysis identified four distinctive MTL profiles: 1) Affective-Identity-based MTL (42%), 2) Low overall MTL (41%), 3) Low Affective-Identity and High Non-Calculative MTL (12%) and 4) High Affective-Identity and Social-Normative MTL (5%). Leaders in the profile with low affective-identity MTL and high non-calculative MTL experienced the poorest occupational well-being, were likely to resign from their current leadership position or apply for less challenging leadership positions, and received the most unfavorable assessments from their followers regarding their leader behaviors and LMX. Leaders whose motivation was based on high affective-identity and social-normativity had good occupational well-being and were most likely to pursue a more challenging career as a leader. To conclude, personal leadership motivation plays an important role in leaders' well-being and in their followers' satisfaction. Thus to create and support sustainable leader careers, both leader candidates themselves and practitioners in HRM and executive selection should consider the underlying motivational resources for leadership. This can help to better align individual careers with the employing organization and create better person-career fit.

Gender in the cockpit: Challenges faced by female airline pilots

Despite the increasing number of female pilots in recent years, the aviation industry is still considered a male-dominated one. Being underrepresented in an occupation and working in an industry with masculine discourses create several challenges for female pilots. This study aims to identify gender-related career challenges experienced by female pilots based in Turkey. The findings of the study reveal that female commercial airline pilots have been experiencing gender prejudice and discrimination in the workplace. These prejudices and discriminations place considerable psychological burden on them which can significantly affect their behaviour and performance. Considering the findings of the study, several recommendations are given to the airline companies and the society in supporting female pilots’ career advancement.

Possible Future Career Challenges and Associated Factors among Dental Students and Interns.

Background Dental students face a variety of challenges as they enter the dental profession. The study aimed at assessing dental students' opinions about their perceived future career challenges in the dental profession and the associated factors. Materials and Methods This cross-sectional study of 637 students representing different public and private dental colleges was conducted in Saudi Arabia. The participants responded to a pretested questionnaire conducted online. Results There were 59.7% (n = 380) of males and 40.3% (n = 257) of females, and the mean age of the students was 21.80 (±2.14) years. The majority of participants thought that they will have difficulties in establishing their private clinic (63.9%) and finding a government job (>60%). Senior students were more likely to perceive getting a government job (OR = 1.79, P = 0.02), securing an admission into specialty program (OR = 2.75, P = 0.001), and establishing a private dental clinic (OR = 2.51, P = 0.001) as future career challenges than junior students. Similarly, female gender was associated with increased perception of challenges about finding a government job (OR = 1.911, P = 0.002), getting an admission into specialty program (OR = 1.5, P = 0.038), and establishing a private clinic (OR = 2.02, P = 0.001). In addition, low academic score and low level of father's education were associated with increased odds of perceiving challenges of finding a government job and getting an admission into specialty programs. Conclusions Establishing a private clinic and getting a government job were the most common career challenges. Senior students, female students, and students with low academic scores had increased likelihood of facing employment and academic-related difficulties.

CAREER READINESS: A SURVEY ON EFFECTIVENESS OF LEARNING EMPLOYABILITY SKILLS AT UNIVERSITY LEVEL

The major purpose of this study was to determine the extent of effectiveness of learning employability skills at university level. This research intends to study the impact of the syllabus in developing fresh graduates’ knowledge and skills required for self-marketing as well as to determine their level of career readiness. It also aims to evaluate the degree of usefulness of the Employability Skills Development module among fresh graduates of the National University of Science and Technology, College of Engineering in the Sultanate of Oman. The research design used in this study is descriptive as the results obtained are presented as inferred from the analysis. The study was conducted in NUST College of Engineering. Data collection for this study was done by administering a questionnaire to fresh graduates. Simple random sampling method was used. The raw data was tabulated and the percentages were calculated for each questionnaire item along the five response options besides the overall percentages were also computed for each dimension. The sample size was 134 fresh graduates, covering both male and female fresh graduates from different engineering specialisations. The data was collected using simple random sampling method. A questionnaire consisting of 20 items was developed by the researchers to collect data. The questionnaire had three dimensions; namely self- assessment, job search techniques and self-marketing tools. The results strongly confirm the effectiveness of the ESD module with an overall 89.55% of students expressing their confidence in facing career challenges. The results show a clear indication of career readiness through the three dimensions namely self-assessment, job search techniques, and self-marketing tools. Eightyone percent of the students were equipped with skills to make winning moves in the modern day competitive job market. Students found the ESD module useful in increasing their career readiness. It confirms the usefulness of having such kind of training at university level and likewise applauds the effectiveness of the module.

Female Engineers’ Happiness and Productivity in Organizations with Paternalistic Culture

AbstractPast research adopted the universalist assumption of the gendered organization lens and revealed the career challenges of female engineers with few practical implications. Because such assu...

Dual-role Women in Selangor: Work-family Conflict and its Impact on Emotional Well-being

In this era of urbanization, women have to play roles equal to men especially in making a living to support their families while at the same time, they have to perform their responsibilities as mothers and wives. Subsequently, this situation affects the functioning of families these days. As a result, they are unable to spend enough time with their families due to working overtime or having to take their works home. This article explores work-family conflicts experienced by dual-role women in Selangor and assesses the impacts on their emotional well-being. Eleven (11) informants around Selangor were interviewed thoroughly using semi-structured interview questions. The informants were selected through purposive sampling method. Then, the data were analyzed using the Interpretative Phenomenological Analysis procedure. Results of the analysis showed that work-family conflict among women in the workplace was triggered by career challenges, lack of family time, and unsupportive spouse. The findings of this study can serve as guidelines and references to improve and upgrade the National Women's Policy. The findings of this study should also be noted by the Department of Labor, Human Resources Division, Training Unit, and others in drafting programs and formulating policies for married female employees.

やりがいのある仕事へ( "ポスドク"問題その20)

やりがいのある仕事へ( "ポスドク"問題その20)

Exploring the Role of Malaysian Student’s Intrapreneurial Self-Capital in the Relationship between Satisfaction with Life, Academic Performance, and Flourishing

Intrapreneurial self-capital is the construct coined by Di Fabio as a core of individual resources used to cope with career and life construction challenges. In this study, we used the model of Individual Differences in Evaluating Life Satisfaction (IDELS) to examine the mediating role of intrapreneurial self-capital in the relationship between life satisfaction and flourishing among Malaysian undergraduate students. The Intrapreneurial Self-Capital Scale (ISCS), Satisfaction with Life Scale (SWLS), and Flourishing Scale were administered to 665 undergraduate students from one of the public universities in Kota Kinabalu, Sabah, Malaysia. The results reported a significant direct effect of student satisfaction with life to flourishing. A significant path coefficient was also found from satisfaction with life and student academic performance to intrapreneurial self-concept providing the support that student satisfaction with life and academic performance has a positive effect on their intrapreneurial self-concept. The coefficients from intrapreneurial self-concept to flourishing was also significant. This provides initial support that an intrapreneurial self-concept may have a positive mediating effect on the relationship between satisfaction with life, academic performance, and flourishing. We found that the indirect effects of satisfaction with life and academic performance on flourishing through intrapreneurial self-concept were significant. These results provided further support for the mediating effect of intrapreneurial self-concept. The analysis also that revealed satisfaction with life was significantly and positively related to flourishing. However, the finding showed no significant direct effect of student academic performance on flourishing.

Toward a Family-Friendly Academy: HRD’s Role in Creating Healthy Work–Life Cultural Change Interventions

The ProblemThe ideal worker in the Academy devotes most of their lives to scholarly pursuits, which leaves little time for family. This problem leads to work–life conflict, which is particularly concerning for faculty members who are seeking promotion and tenure. Work–life conflict is most challenging in the case of academic mothers, who face professional career challenges in addition to work–life conflict. Rigid organizational policies and non-supportive cultures perpetuate the problem, particularly when the faculty member is an academic mother seeking promotion and tenure.The SolutionHuman resource development (HRD) interventions implemented at the individual, departmental, and institutional levels (e.g., training development, performance management, and career development initiatives) have been shown to reduce work–life conflict, improve overall well-being, and create a more family friendly environment. Organization development (OD) cultural change interventions aimed at changing the Academy to become more family focused and supportive of career flexibility are recommended.The StakeholdersAcademic faculty, higher education administrators, HRD scholars, and practitioners.

What could be My Next Job? Using Flat Information Structures to Generate Creative Future Career Ideas

AbstractIn a dynamic labor market, it is important to help people combine information and generate creative solutions to cope with complex career challenges. In the present research, we apply the theory of information structure to creative career idea generation and hypothesize that flat information structures—that is, structures in which the information is disorganized—are more conducive to creativity than hierarchical information structures—that is, structures in which information is organized in higher‐order categories. In two experimental studies, participants had to combine career information related to self and work preferences that was presented either in flat or hierarchical structures. We found that flat information structures, compared with hierarchical information structures, led to future career ideas that were more creative on average. Our results suggest that cognitive flexibility explains the effect of information structure on the creativity of career ideas. Theoretical implications and suggestions for career management practices are discussed.

Teacher Education Policy Issues in Poland: Recommendations for Building a High-Quality Teaching Profession

While there is general agreement that we need to increase the quality of education, there is less agreement on the measures to be taken. This paper focuses on the need to build the high-quality teaching profession to respond to the changing role of teachers in the twenty first century. It is argued that changes in the system of education should include a central place for the teacher and the quality of teacher education. The paper looks at selected aspects of teacher education policy in relation to the Bologna process and changes that were implemented at different levels of the system of education in Poland. A specific concern of this paper is policies that contribute to raising teacher education quality in a way which responds to the challenges of teachers preparation, recruitment, work and careers, and especially teachers’ lifelong learning. The implications of the analysis are that teacher education policy development in Poland should focus on futher actions for attracting to the teaching profession the best candidates and for retaining the best teachers in the school system in order to build a high-quality teaching profession. Some measures for achieving these goals are proposed.

Emotional intelligence - the driving force in efficient leadership

Emotional intelligence is defined as a form of social intelligence that involves the ability to discriminate, monitor and use one's own and others' emotions to guide one's own thoughts and actions (Albrecht K. 2007). The purpose of the research is to verify the extent to which the level of emotional intelligence influences the leadership style. The objectives of the research are: 1. identifying the profile of leaders; 2. appreciation of the level of emotional intelligence influences the appreciation of the leadership style; 3. the level of leadership responsibilities influences the appreciation of the leadership style; 4. the gender of the respondents influences the appreciation of the leadership style of the bosses. In conclusion, we observed a significant correlation between leadership style and the level of leadership responsibilities, in the sense that as leaders receive new career challenges the leadership style focuses on problem solving and obstacles become a priority.

Women leaders in the workplace: perceptions of career barriers, facilitators and change

Questions of gender equality pervade our culture, particularly in the world of work, where about three quarters of leaders are men. This paper draws on 60 interviews with women in the UK, in senior leadership roles, in a variety of fields. The research questions address the interviewees’ perceptions of three areas: career challenges (or barriers) for women who wish to access leadership roles; the main facilitators of career progress for women and changes they have seen and anticipate seeing for women leaders at work. The main challenges or barriers were perceived as a masculine work culture; discrimination and the glass ceiling; gendered stereotyping; and the difficulties of combining work and family life. Facilitators were their own determination and agency, mentoring and networking, with little mention of support through places of work. With regard to change for women at work, they saw the glass ceiling as moving gradually upwards, although some more ‘masculine’ industries were more difficult for women to navigate. With the exception of the women in higher education, they did not support feminism or an affirmative stance towards women’s progress and in the private sector were accepting of the prioritisation of business motives over equity issues.

Relationship and career challenges faced by people infected with HIV in Malaysia.

Background: This study was completed at two general hospitals in Malaysia that provide treatment for HIV patients. The aim of the study was to explore the experiences of people infected with HIV (PIWH) and how they cope with HIV. Methods: This qualitative study was based on a social constructivist and grounded theory approach. A total of 12 PIWH were selected by purposive sampling, all of whom participated in semi-structured and audio-recorded interviews, which were supported with non-participant observations and diary entries on three occasions for each participant. The interviews and diaries were transcribed and analysed using the grounded theory approach, which was assisted by utilizing NVIVO-8 to identify the themes related to the experiences of the participants. Results: PIWH experienced challenges related to their career and relationships with family and others. These challenges led to difficulties in gaining employment and career development, as well as feelings of denial, being uncomfortable, rejection, and labelling. They found that their lives were totally and dramatically changed after being tested positive for HIV. Conclusions: Among PIWH, HIV impacted relationships with significant others and career development. The absence of support and acceptance from significant others affected the ability of PIWH to cope with their daily challenges. The results of this study have implications for policymakers in terms of gaining sufficient knowledge and awareness to provide prevention programmes for HIV/AIDS.

Qualified but not yet fully competent: perceptions of recent veterinary graduates on their day-one skills

BackgroundThe goal of veterinary education is to prepare learners to successfully enter the profession. However, the transition from learner to professional can be an intense and stressful phase. In this...

Ways to Address Feeling Overwhelmed

Successful FundraisingVolume 27, Issue 12 p. 8-8 Career Challenges Ways to Address Feeling Overwhelmed Daniel Lindley, Daniel LindleySearch for more papers by this author Daniel Lindley, Daniel LindleySearch for more papers by this author First published: 13 November 2019 https://doi.org/10.1002/sfr.31340Read the full textAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinkedInRedditWechat No abstract is available for this article. Volume27, Issue12December 2019Pages 8-8 RelatedInformation

Meaningful Moments: How Mentors and Collaborators Helped Transform Career Challenges into Opportunities

As a Black, female, feminist, intersectional psychologist whose scholarship defies traditional categorization, I have faced several challenges within academia including identifying my scholarly niche, finding collaborators, and building networks. In this article, I identify how, by building and extending my network, I have been able to: (a) become an “authentic scholar,” who conducts scholarship consistent with my training, feminist values, and intersectional theoretical framework; (b) find support and coaching to deal with issues of stereotyping and unequal treatment within academia; (c) support graduate students and early-career faculty, especially those of color; and (d) take on leadership roles.

FACTORS INFLUENCING SUCCESS OF WOMEN ENTREPRENEURS IN KANYAKUMARI DISTRICT

Women Entrepreneurship is an important part of social and economic development of a country. Now women have realized their importance in the society and their participation in economic activities is also increasing. The development of the industry depends on the efciency of the women entrepreneur. Since the nature of entrepreneur and the nancial, marketing and other constraints that will restricts the development of the women entrepreneurship, the researcher has carried out the present study. As far as the present study is concerned, the investigator has proposed to collect the data required from the sample population by adopting percentage sampling technique. The researcher has targeted 150 sample respondents from which the percentage of the total in proportion to the number of members and the total targeted respondents. The Kanyakumari district comprises of four taluks and three taluks are selected for eld survey. From each taluk, 50 entrepreneurs are selected as sample. 150 women entrepreneurs are identied as the sample respondents for the study by using convenience random sampling method. The industries are considered as ideal nurseries for the rapid growth and development of women entrepreneurs. The need of the hour is the growth of women entrepreneurs in the country to accelerate the process of economic growth. It is found that 'Career challenge' is the important self-motivating factor inuencing success of women entrepreneurs having a mean score of 3.66 and 'Entrepreneurial opportunities' is the next important selfmotivating factor inuencing success of women entrepreneurs having a mean score of 3.39 and 'Ideas for business ventures' has been ranked at the lowest among the entrepreneurs with the mean score of 2.61.

In what ways might group clinical supervision affect the development of resilience in hospice nurses?

Resilience is important to sustain hospice nurses through a challenging career. Clinical supervision is a commonly cited support strategy, but there is limited evidence which focuses on its influence on the development of resilience in hospice nurses. To explore how group clinical supervision might affect the development of resilience in hospice nurses. A pragmatic approach and mixed methods research design was employed. Quantitative questionnaire data and qualitative focus group data were collected from community hospice nurses participating in group clinical supervision. The findings identified the importance of an effective group reflective process on the benefits to be gained from clinical supervision. Clinical supervision was found to affect the development of resilience by developing confidence at work, regulating emotions, offering a coping strategy, managing expectations, and developing self-awareness. This was dependent upon individual preference and experience, the local organisational context, and wider social and political factors. This research contributes insight into group clinical supervision as an intervention to support resilience in hospice nurses. It offers recommendations for practice, to enhance the development of resilience through clinical supervision, and recommendations for future research.