Career Advancement Research Articles

Investigating Determinants of STEM Major Choice Among Malaysian Undergraduates

STEM education plays a significant role in a country’s economy growth. Consequently, innovative and advanced careers in STEM domains are fast emerging because more people are employed in STEM related professions. Literature has identified various determinants of STEM career and STEM major choices including gender, self-efficacy, parental influence, outcome expectancy and aptitude towards science and mathematics. While extensive literature exists on STEM major choices, it is predominantly concentrated on Western countries. This study aims to fill the gap by providing empirical evidence of gender, ethnicity, and high school grades as determinants of STEM major choice among undergraduates in a developing country. The results expand the understanding of how demographic factors influence academic choices in non-Western settings. Practically, the findings can inform policy makers on strategies to encourage STEM enrolment among diverse student populations in Malaysia.

The Emergence and Effects of Sponsors for Women Leaders

ABSTRACTSponsoring activities are crucial for women leaders' career advancement. We explore who the sponsors of women are, the nature of their sponsoring activities, and how these activities have influenced women careers' advancement. Based on semi‐structured interviews with women leaders in France and Spain, we show the importance of combined assistive and appreciative support in sponsoring activities by superiors and by informal networks inside and outside the organization for women leaders in their early‐ and mid‐careers. We show that women in leadership positions are predominantly sponsored by men, which differs from existing literature that advocates for homophilous propensities and the establishment of same‐sex sponsoring relationships. We argue for a more structured approach to offering challenging assignments to women at every stage of their careers, and to move toward a constellation of sponsors both within and outside the organization, who can offer diverse sponsoring opportunities to women leaders at various career stages.

Everyday Genius: How you’re using machine learning without knowing it [Career Advisor

Everyday Genius: How you’re using machine learning without knowing it [Career Advisor

Modeling Leadership for Women in Semiconductor Engineering: At the forefront of groundbreaking work [Career Advisor

Modeling Leadership for Women in Semiconductor Engineering: At the forefront of groundbreaking work [Career Advisor

WIE Inside and WIE IndustrIEEE: Projects that encourage women in the industry [Career Advisor

WIE Inside and WIE IndustrIEEE: Projects that encourage women in the industry [Career Advisor

International Council of Nurses 2025 Congress: Nursing power to change the world.

The International Council of Nurses (ICN) 2025 Congress, themed "Nursing Power to Change the World," will convene in Helsinki, Finland, from 9 to 13 June 2025. This landmark event celebrates a century of nursing progress and addresses contemporary challenges in healthcare. The Congress emphasises the pivotal role of nurses in enhancing healthcare equity, accessibility, and outcomes, aligning with global health policy goals such as Universal Health Coverage (UHC). It will feature contributions from key international organisations like the WHO and the International Committee of the Red Cross, highlighting the event's global significance. With over 10000 abstract submissions, the Congress promises a rich scientific programme, fostering knowledge exchange and professional development. Subthemes will explore nursing leadership, healthcare quality, education and the impact of transformative technologies. The Congress will also focus on advocacy, providing a platform for policy discussions on pressing global health issues. Networking opportunities will connect nurses with peers and leaders, promoting collaboration and career advancement. The inclusion of nursing students and early-career professionals underscores the commitment to nurturing the next generation of nurses. The ICN 2025 Congress is a call to action for nurses worldwide to lead transformative change in healthcare, ensuring the profession remains dynamic and influential. Join us in Helsinki to celebrate the power of nursing and explore the many ways in which nurses can lead the change in advancing global health.

Barriers and Perceptions Regarding Research Among Ophthalmology Residents in Thailand: A Descriptive Study

Objective: This study aimed to assess the barriers and perceptions of ophthalmology residents toward research and to discern the differences between residents with and without prior research experience before commencingophthalmology training. Materials and Methods: An online survey using Google Forms was conducted to collect data. The survey comprised three sections: general information, research obstacles, and attitudes. Participants utilized a 5-point Likert scale for reporting agreement. Results: The survey was completed by 122 ophthalmology residents, representing a 51.3% response rate. Among them, 54.1% reported having research experience before residency. The top three obstacles identified were “lack of statistical knowledge” (mean 3.80, standard deviation 1.18), “lack of knowledge and experience in manuscript writing” (mean 3.79, SD 1.21), and “lack of time due to routine workload” (mean 3.75, SD 1.15). Residents without research experience demonstrated significantly greater difficulties in research skills, manuscript preparation, and motivation for research submission. While overall research attitudes were positive (mean 3.20, SD 1.18), residents with prior experience displayed significantly more favorable dispositions across various facets of research. These were preferences, perceived educational and career advantages, potential for income generation, and enhancement of communication skills. Conversely, the non-experienced residents primarily viewed research as a graduation requirement. Conclusion: Ophthalmology residents encountered considerable challenges in conducting research, primarily stemming from limited statistical knowledge and inadequate competency in manuscript writing. Implementingtargeted support measures to address these barriers can foster positive research attitudes and encourage sustained research engagement among residents.

Work-Life Balance and Career Advancement: A Dual Perspective

Abstract: As organizations increasingly prioritize work-life balance to attract and retain talent, the interplay between work-life balance and career advancement has become a crucial area of study. This article examines the complex relationship between maintaining a balanced professional and personal life and advancing in one's career. Through a dual perspective—focusing on both employees and employers—this study explores how work-life balance influences career progression and how career ambitions impact work-life balance. The findings reveal that while work-life balance can enhance job satisfaction and reduce burnout, it may also affect career advancement opportunities. Conversely, career advancement can strain work-life balance but offer long-term rewards. This article provides insights into balancing these competing demands and offers recommendations for both employees and employers.

Race and Ethnicity, Gender, and Promotion of Physicians in Academic Medicine

The ranks of academic physicians do not reflect the diversity of the US population. To create a diverse and effective medical workforce, it is important to know the extent to which gender, race and ethnicity, and the intersection of these factors are associated with career advancement. To assess whether race and ethnicity and gender are associated with appointment to or promotion within academic medicine. This cohort study used Association of American Medical Colleges data on graduates of all US MD-granting medical schools from 1979 to 2019 merged with faculty appointment data since 2000. Data for this study are based on a February 19, 2021, snapshot. The analysis was performed from March 8, 2021, to May 5, 2023. Gender and race and ethnicity among physician graduates. The main outcome was full-time faculty appointments and promotions to the ranks of instructor, assistant professor, associate professor, full professor, and department chair. Cox proportional hazards models were used to examine the differences in likelihood of appointment and promotion for racial and ethnic minority men and women compared with White men. The analytic sample included 673 573 graduates (mean [SD] age at graduation, 28.1 [3.2] years; 59.7% male; and 15.2% identifying as Asian, 6.1% as Black, and 69.6% as White). White men accounted for the largest subgroup of graduates (43.8%). Asian men, Asian women, Black women, and White women were more likely than White men to be appointed to entry-level positions. Among physicians graduating both before and after 2000, White men were more likely to be promoted to upper ranks compared with physicians of nearly every other combination of gender and race and ethnicity. Among physicians graduating prior to 2000, Black women were 55% less likely (HR, 0.45; 95% CI, 0.41-0.49) to be promoted to associate professor (n = 131 457) and 41% less likely (HR, 0.59; 95% CI, 0.51-0.69) to be promoted to full professor (n = 43 677) compared with White men. Conversely, Black men (HR, 1.29; 95% CI, 1.03-1.61) were more likely to be appointed as department chair (n = 140 052) than White men. These findings indicate that preferential promotion of White men within academic medicine continues to persist in the new millennium, with racially and ethnically diverse women experiencing greater underpromotion. To achieve a workforce that reflects the diversity of the US population, this study suggests that academic medicine needs to transform its culture and practices surrounding faculty appointments and promotions.

A mindfulness-based, cognitive, social, digital relapse-prevention intervention for youth with depression in Australia: study protocol for a randomised controlled trial of Rebound

IntroductionMajor depressive disorder (MDD) causes significant disease burden and functional impairment during adolescence and young adulthood. While most young people recover from their first episode, around two-thirds will experience one...

Women repressed? We think not! The intimacy between erotic capital and career ascent in Pakistani academia

ABSTRACT Positioning itself against the assumption that Pakistani women are repressed in the country’s male-dominated academic spaces, our study flags the strategic deployment of erotic capital by some women academics for career advancement. It reveals the hitherto unexplored involutions of gender and sexuality in Pakistan’s higher education sector, examining how certain women navigate social sensitivities and double standards to leverage self-sexualization as a means of professional survival amidst masculine power structures. While acknowledging the objectification of women academics, this paper challenges the perception of them solely as victims of sexual abuse and reveals how they use their understanding of gendered dynamics to secure promotions and power. Drawing on qualitative data, our study uncovers how such practices undermine merit-based growth and further disadvantage women already marginalized in Pakistan’s patriarchal academic canvas. By tactfully deploying erotic capital, these individuals create a self-serving path to success, potentially eroding collective progress for women academics. Without aiming to stoke controversy or stereotype women negatively, ths paper breaks the silence on injustices arising from erotic politics in academia. It calls for protective measures to address inequities caused by manipulative practices, advocating for a more equitable and merit-based environment in Pakistan’s higher education sector.

Effect of Trade Unionism on Non-Academic Staff Performance in a Public Institution

Purpose – Various challenges faced by non-academic personnel in Nigerian institutions, such as a lack of team spirit, inadequate salary, insufficient staff development programs, poor infrastructure, strike actions, insecurity, subpar health insurance, and limited career progression, prompted an examination of their effect on performance at the University of Ilorin. Aims(s) – This research aimed to investigate the influence of compensation structure, career development, and team spirit on the non-academic staff's performance. Design/methodology/approach – With a population of 1,600 and a sample size of 320, as established by Taro Yamane's sample size calculation, the study used a descriptive research approach. A questionnaire was used for data collection, and the Statistical Package for Social Sciences (SPSS) program was used for basic regression analysis. Findings – The results showed that non-academic staff performance at the public institutions were positively and significantly impacted by compensation structure, career growth, and team spirit. The study successfully determined the impact of trade unionism on non-academic employee performance, emphasizing the positive effects of a sound wage structure, strong team spirit, and career advancement. Limitations of the study – The fact that the results are context-specific represents a major limitation. Originality/value – The results suggested that the public institutions should prioritize and assess team spirit, along with enhancing non-academic personnel's remuneration packages. Furthermore, career advancement was identified as a key factor influencing non-academic staff performance, emphasizing the importance of providing opportunities for professional growth and promotion to motivate employees to excel and contribute to the institution's success.

Work Engagement and Organizational Commitment Relationship with Career Growth

Purpose – The study aims to explore the correlation between work engagement and organizational commitment from an organizational standpoint, and their influence on career advancement from the perspective of graduates Aims(s) – It will examine graduates' career growth (career goal progress, professional ability development, organizational return growth, career advancement growth), organizational commitment (affective Commitment, continuance Commitment, normative Commitment) and work engagement (vigor, dedication, absorption) . Question： Is there a significant relationship between the graduates' career growth and each of the following? a. Sustenance of their work engagement b. Manifestation of their organizational commitment Hypothesis ： Work engagement and organizational commitment positively correlate with graduates' career growth. Design/methodology/approach – This research adopts a quantitative approach with a correlational research design. The Utrecht Group's frame of reference has largely shaped the concept of work engagement. The majority of the articles examined used UWES as a tool, according to Zahari and Kaliannan's systematic review (2022). The most accepted tool to measure Organizational Commitment is that of Allen and Meyer (1990). and generalization of findings across various studies. Spearman-rank correlation was used to determine the significant relationship between graduates’ career growth and sustenance of their work engagement and manifestation of their organizational commitment. Findings – There is a significant relationship between the level of career growth and work engagement among the participants. Additionally, their level of career growth also shows a significant positive correlation with their commitment to the organization. Employees with more excellent career advancement opportunities tend to be more invested in their work and demonstrate a more substantial commitment to the organization. Limitations of the study – through consistent investment in the professional development of their employees, firms not only enhance job engagement but also foster a highly proficient and driven staff. Ultimately, this positive cycle of advancing in one's profession and being dedicated to the company helps achieve overall success and ensure its long-term existence. Originality/value – This research endeavor on graduates' work engagement, organizational commitment, and career growth proves to be highly beneficial for the government. holds significant importance as it aims to generate empirical evidence about workplace attitudes among business master's and doctorate students, as opposed to relying solely on theoretical speculation. Lastly, the industry/company/employer will also benefit from this study by having committed employees who can contribute much to the attainment of the organizations’ goals and objectives.

Glass ceiling with obstacles: a study of work engagement and work empowerment of women in the hospitality industry of New Zealand

This study investigates the pervasive issue of the glass ceiling and its impact on women’s career advancement in the hospitality industry. Despite incremental advances in gender equality, the glass ceiling remains a tenacious barrier, effectively stifling women’s progression into senior managerial and executive roles. The primary objective of this study is to investigate the impact of the glass ceiling on women’s work engagement and empowerment within the hospitality sector. Gender-specific obstacles are also examined as a mediator to provide more profound understanding of the phenomenon of glass ceiling. The study aims to contribute to the existing academic discourse while proffering pragmatic solutions for organizations aiming to redress these inequities. Methodologically, this study employs a quantitative approach, incorporating a survey administered to female employees across varying roles within the hospitality industry in New Zealand. Findings demonstrate negative impact of glass ceiling on female employees’ levels of work engagement and empowerment. Moreover, the study identifies gender-specific obstacles as mediating factors that amplify this negative correlation. Given the evidence collated, the study underscores the exigency of targeted interventions aimed at cultivating an inclusive and equitable work environment. Such an initiative is not merely an ethical prerogative but constitutes a business imperative, poised to enhance both employee well-being and organizational success within the hospitality sector.

Why so slow? The advancement of females in neurosurgery: a 30-year analysis.

As gender parity in medicine improves, neurosurgery lags behind. In pediatric neurosurgery, considered the most "female-friendly" subspecialty, determining the extent to which gender disparity has evolved over time, and how it compares to other subspecialties, can serve as an important benchmark for neurosurgery altogether. This study analyzed gender parity across different neurosurgical and subspecialty training stages to understand how female representation varies with training level and leadership positions. Data spanning from 1990 to 2023 were extracted from Association of American Medical Colleges (AAMC), Accreditation Council for Graduate Medical Education (ACGME), Accreditation Council for Pediatric Neurosurgical Fellowships (ACPNF), American Board of Neurological Surgery (ABNS), and American Board of Pediatric Neurological Surgery (ABPNS) databases and American Association of Neurological Surgeons (AANS)/Congress of Neurological Surgeons (CNS) subspecialty websites to examine the proportions of female-identifying trainees and neurosurgeons. Information regarding females in leadership roles was gathered from publicly available sources. Over the last 30 years, the proportion of female medical school graduates increased from 34.0% in 1990 to 51.9% in 2023 (0.45 graduates/year, R2 = 0.813). Female neurosurgery residency applicants increased from 10.5% in 1990 to 27.9% in 2023 (0.48 applicants/year, R2 = 0.694). Female neurosurgical residents increased from 7.3% in 1990 to 23.7% in 2023 (0.46 residents/year, R2 = 0.909). Female neurosurgeons obtaining ABNS certification increased from 5.0% in 1990 to 17.0% in 2023 (0.23 surgeons/year, R2 = 0.476). Female pediatric neurosurgery fellows increased from 0.0% in 1990 to 25.0% in 2023 (0.74 applicants/year, R2 = 0.369). The number of females obtaining ABPNS certification increased at a rate of 0.42 surgeons/year (R2 = 0.067). In neurosurgical academic leadership, female representation remains low: Society of Neurological Surgeons presidents at 0.98%, AANS presidents at 3.3%, CNS presidents at 0.0%, and departmental chairs at 1.5%. In pediatric neurosurgery, only 10% of division chiefs at top US News & World Report children's hospitals are female. Only 13.3% of past presidents of the AANS/CNS Section on Pediatric Neurosurgery were female; all American Society of Pediatric Neurosurgeons presidents have been male. There are higher proportions of female directors within ABPNS (33%) and the ACPNF board (43%). Other subspecialties have comparable female leadership representation, with 5.3% in spine, 5.1% in cerebrovascular, 5.9% in tumor, and 14.3% in functional/stereotactic. Despite encouraging growth in the number of females entering neurosurgery over the past 3 decades, there continues to be significant gender disparity that is most pronounced at advanced career stages-in both academic organized neurosurgery and pediatric neurosurgery. Pediatric neurosurgery, due to a separate fellowship accreditation and board certification, provides the most accurate view within the subspecialties. Because pediatric neurosurgery exhibits the lowest gender disparity among subspecialties, these findings suggest more pronounced female underrepresentation across the stages of other neurosurgical subspecialty trainings.

Sustained Success: Evaluating the Enduring Effects of Leadership Training on Professional Growth

The focus of this longitudinal study is on the long-term effectiveness of leadership training modules on the professional growth of graduates, with a particular emphasis on the strategic management and leadership training modules in postgraduate management education programmes. The study aims to track a cohort of graduates over five years post-module completion, assessing their leadership skills, career progression, and their impact on organisational performance. The first phase of the study focused on the initial assessment of the ongoing influence of leadership training over time, highlighting the key areas of career progression. Data was collected at multiple time points—immediately post-completion, and at the 1, 2, and 5-year mark. This approach enables a comprehensive analysis of the trajectory of leadership development over time. The study employs quantitative methods, administering the same questionnaire annually to the same cohort of graduates. The consistent data collection allows for a robust comparative analysis across different years, providing insights into how the leadership training modules contribute to individual career progression and organisational outcomes over time. Initial findings revealed that six months after completing the module, 90% of respondents integrated the leadership concepts into their daily activities, with a 75% implementation rate. Additionally, 80% observed noticeable changes in job responsibilities, and 85% reported increased job satisfaction. One-year post-completion, 55% of the initial respondents participated in the study, with 29% engaging in further leadership development programs. All respondents perceived a significant improvement in job performance, and 41% received promotions or career advancement opportunities. Two years after completion, 29% of the original respondents remained employed at the organisation. Among them, 76% attributed their career advancements to the leadership module, and 80% felt confident in leading and managing teams. Additionally, 84% were satisfied with their overall career progression. Five years post-completion, only 13% of respondents remained employed, with 90% rating the module's long-term impact on their leadership abilities and career trajectory as significant. All these respondents had assumed leadership roles and rated their organisation's overall success positively. This research significantly contributes to understanding the sustained impact of leadership education and offers valuable implications for curriculum developers, educators, and organisational leaders, highlighting the importance of continuous investment in leadership development for long-term career and organisational success.

Gender Disparities and Their Impact on the Professional Experiences of Female Neurosurgery Residents in Germany: A Cross-Sectional Survey

Despite advancements in gender equality within neurosurgery, the field continues to encounter challenges related to the underrepresentation of women and reports of gender-based disparities. This study examines the impact of these disparities on the experiences, professional development, and well-being of female neurosurgery residents in Germany, identifying specific challenges within the neurosurgical community. An anonymous, questionnaire-based survey was conducted among female neurosurgery residents from various German training hospitals nationwide, utilizing a quantitative approach. Data were collected from June 2021 to January 2023. A total of 63 female neurosurgery residents participated, representing about 19% of all female neurosurgery residents in Germany. Seventy percent reported experiencing incidents of discrimination during training, with 39% encountering "sometimes" emotional abuse, 20% physical abuse, and 17% "rarely" experiencing sexual harassment. Eighty-six percent did not report these incidents, primarily due to doubts about reporting effectiveness (24%) and the belief that reporting would not lead to change (24%). Discrimination significantly impacted job satisfaction (56%) and career progression (71%). Additionally, 60% reported frequent frustration, 52% experienced occasional depression, and burnout was common. The survey highlights gender disparities affecting female neurosurgery residents in Germany, negatively influencing job satisfaction and career advancement. Tackling gender discrimination and harassment requires a multi-faceted approach, and further studies are warranted to assess these methods. The neurosurgical community must ensure a supportive environment by adopting no-tolerance policies against discrimination for all residents, paving the way for a future where professional excellence and patient care are free from gender inequalities.

Attitudes toward and exposure to gender discrimination in work life by pulmonologists and thoracic surgeons: a questionnaire-based survey among Turkish thoracic society members.

This study aimed to evaluate attitudes toward and exposure to gender discrimination in work life by chest diseases specialists and thoracic surgeons. A total of 275 members of Turkish Thoracic Society (TTS) were included on a voluntary basis in this online cross-sectional questionnaire-survey using an internal member-only social media platform of TTS. The questionnaire form elicited items on sociodemographic characteristics, occupational characteristics and gender discrimination in work life (general opinions, attitudes and exposure). Female doctors (vs. males) were less likely to be a thoracic surgeon (13.8% vs. 34.5%, p < 0.05) and a professor of thoracic surgery (0.0% vs. 26.7% vs. p < 0.05), and more likely to consider housework as a considerable burden (89.8 vs. 73.6%, p = 0.02) and the significant role of discriminatory, negative and dissuasive attitudes of male physicians in their career choice (67.6 vs. 35.6%, p = 0.039). Male doctors were more likely to considered that men are more successful in specialties that require active physical strength (65.5 vs. 27.7%, p = 0.005) and those with very long working hours and heavy shifts (57.5 vs. 39.4%, p = 0.001). Female thoracic surgeons were more likely than males to consider that specialties with very long working hours and heavy shifts are more suitable for men (26.9 vs. 6.0%, p = 0.027) and men are given priority in academic career promotion (64.0 vs. 13.3%, p < 0.001). Younger (vs. older) females reported higher rate of exposure to gender discrimination (p = 0.041) and considerable impact of social roles on the specialty (p = 0.007), while female doctors working as a resident (33.8%) and a specialist (50.05%) indicated higher rate of exposure to gender discrimination during their career (p = 0.024). In conclusion, our findings revealed that exposure to gender discrimination in work life was more commonly expressed by female members of TTS, particularly in terms of burden of social roles, career advancement options and leadership positions, along with significant role of discriminatory, negative and dissuasive attitudes of male physicians in their career choice. Accordingly, women remain underrepresented in thoracic surgery, particularly in the academic rank of full professor and in leadership positions with inability to promote after a definite step in their careers.

Exploring the helping skills used by careers advisers: Application of the Hill Counsellor Verbal Response Mode Category System

This article reports on a study that explores the use of the Hill Counsellor Verbal Response Mode Category System as a framework for investigating and categorising the helping skills used by career advisers. Audio-recordings of 13 career guidance interviews undertaken by six careers advisers were transcribed and then coded using the HCVRMCS. At the time that data were collected career advisers participating in the study worked for Careers Scotland and used Careers Scotland’s ‘Approach to Guidance’ (Allen and Paine, 2006) in their interviews with clients.

Socioecological drivers of burnout - a mixed methods study of military health providers.

Health provider burnout is highly prevalent (28-51%) in the US and may contribute to a projected national health provider shortage by 2030. The Socioecological Model (SEM) is a proven conceptual framework used to identify influencing factors and design relevant solutions to improve health outcomes across multiple ecological levels. This study applied the SEM to identify modifiable drivers and solutions of burnout across multiple levels among US Military health providers. We conducted a cross-sectional mixed methods study using an online survey (N = 129) and in-depth interviews (N = 25) of active duty military health providers. Our primary quantitative outcome was self-reported definite, unrelenting, or complete burnout. Our quantitative analysis included chi-square tests of association and bootstrapped multivariable logistic regressions to explore SEM-informed correlates of burnout, controlling for contextual variables. Our qualitative data explored providers individual experience with workplace stress and burnout, providing details on factors influencing burnout at the individual, interpersonal, organizational and military levels. The qualitative data was systematically coded and analyzed using grounded theory. About two-thirds (63%) of surveyed providers self-reported burnout. Individual-level factors significantly associated with burnout included a positive coping style (AOR = 0.21; 95% CI: 0.08-0.56), perceived control over workload (AOR = 0.17; 95% CI: 0.04-0.66), and satisfaction with the current job (AOR = 0.11; 95% CI: 0.03-0.39). At the organizational level, providers described as overworked (AOR = 10.58; 95% CI: 3.30-33.91) or in hectic or chaotic primary work areas (AOR = 7.54; 95% CI: 2.33-24.38) had higher rates of burnout. At the military level, providers who were happy with their career path and promotion plan (AOR = 0.16; 95% CI: 0.06-0.44) reported lower rates of burnout. The organizational level had the highest cumulative impact of modifiable factors on burnout (AOR: 0.15; 95% CI: 0.06, 0.36). Qualitative interviews corroborated survey findings and highlighted the individual level manifestations of burnout, the role of interpersonal support as mitigators of burnout and the complexity of governmental and military policies impacting provider wellness. Identified factors influencing burnout at various levels may inform potential data-driven interventions to ensure a functional and vibrant US Military health. Data-driven strategies may include opportunities to balance work demands with resources and ability to cope as well as improve positive coping skills, attitudes and experiences related to work.