Career Advancement Research Articles

Exploring Factors Influencing Medical Trainees’ Specialty Choice: Insights from a Nationwide Cross-Sectional Survey in Jordan

Phenomenon: Choosing a medical specialty is a critical decision that significantly impacts medical students’ future career. Understanding the factors influencing this decision-making process is important for medical educators, policymakers, and healthcare providers to develop effective strategies that support and guide students in making informed decisions. Approach: We distributed an online self-administered questionnaire to clinical-year medical students (Years 4 to 6) and interns from all medical faculties in Jordan. The questionnaire gathered demographic information, specialty preferences, and factors influencing specialty decision-making. We analyzed the data using descriptive statistics and logistic regression. Findings: 1805 participants completed the questionnaire (51.7% women). General surgery was the most preferred specialty among both genders, followed by internal medicine. Women significantly preferred family medicine, pediatrics, obstetrics and gynecology, and dermatology, whereas men significantly preferred urology, orthopedic surgery, neurosurgery, general surgery, and internal medicine. The factors that most strongly influenced respondents’ specialty preferences were the specialty’s perceived stress levels and working hours, whereas the least influential factors were the specialty’s perceived prestige and role models in the specialty. Women’s specialty preferences were significantly more influenced by their family than men’s. Men were substantially more influenced by specialties’ perceived action-orientation and stress levels than women. Insights: Gender significantly influences medical trainees’ specialty preferences in Jordan. Women tended to prefer specialties that provided greater work-life balance, such as family medicine, pediatrics, obstetrics and gynecology, and dermatology, while men were more drawn toward competitive and profitable surgical specialties like orthopedic surgery, neurosurgery, urology, and general surgery. Additionally, family had a stronger influence on women’s decisions, likely due to cultural and social expectations prioritizing marriage and family for women. Career counseling and mentorship programs are needed to provide guidance, support, and networking opportunities that can help women overcome barriers and biases that may hinder their career advancement.

Career Advancement Tip

Career Advancement Tip

Haris Rajput: Going for Money or Meaning

This case introduces the participants to Haris, a recent Lahore University of Management Sciences (LUMS) graduate who is trying to make the right career choices. Haris has already switched two jobs, started and closed a business and now can shift his job again. A second protagonist is his professor, whom Haris has approached for advice. The case provides detailed information about Haris’s work and life ideology and allows him to decide on his long-term goals. It also looks at the challenging work of career advice.

Perceptions of Female Administrative Employees on the New Career Advancement Model at Universidade Nacional Timor Lorosa'e

Perceptions of Female Administrative Employees on the New Career Advancement Model at Universidade Nacional Timor Lorosa'e

Careers advice in special schools

Following concerns about the quality of provision for vulnerable groups, Ofsted was asked to review careers guidance in specialist settings. Jo Stephenson examines some of the key findings

Bridging the Global Workplace Divide: Navigating International and Cultural Differences [Career Advisor

Bridging the Global Workplace Divide: Navigating International and Cultural Differences [Career Advisor

Architect Your Success by Creating Your Own Opportunities: Take Charge of Your Own Destiny [Career Advisor

Architect Your Success by Creating Your Own Opportunities: Take Charge of Your Own Destiny [Career Advisor

Nursing researchers'concern about research activities during the COVID-19 pandemic: A secondary analysis of longitudinal survey data in Japan.

The coronavirus disease(COVID-19) pandemic has negatively affected research activities across various fields. This study aimed to determine nursing researchers'concerns about research activities during the COVID-19 pandemic in Japan and subsequent changes brought on by it. For this study, we conducted descriptive statistics and text mining analyses using data from two surveys conducted by the Japan Academy of Nursing Science (JANS) in the early days of the pandemic (first survey: mid-2020) and after 2 years (second survey: early 2022). Concerns about research activities were observed in 89% and 80% of the nursing researchers in the first and second surveys, respectively. Furthermore, concerns about "Difficulty in collecting research data" and "Content and quality of your research" were stronger in the second survey. Text mining analyses revealed that in the first survey, they were concerned about environmental changes and restrictions when proceeding with research during the COVID-19 pandemic, which was unfamiliar at the time. In the second survey, after overcoming environmental changes in the early stages of the pandemic, nursing researchers'concerns shifted to anxiety about the future, such as concerns about degree acquisition, employment and career advancement, and research results. The current study highlights various concerns among nursing researchers regarding research activities that have evolved over time during the pandemic. Academic societies must flexibly construct support measures for nursing researchers when a new infectious disease occurs. Such measures should be sensitive to the prevailing social circumstances and the evolving needs of researchers.

A Study on the Efficacy of the Mentorship Platform in Education and Career Advancement

A Study on the Efficacy of the Mentorship Platform in Education and Career Advancement

Hiring Discrimination Under Pressures to Diversify: Gender, Race, and Diversity Commodification across Job Transitions in Software Engineering

White, male-dominated professions in the United States are marked with substantial gender and racial inequality in career advancement, yet they often face pressures to increase diversity. In these contexts, are theories of employer biases based on gender and racial stereotypes sufficient to explain patterns of hiring discrimination during common career transitions in the external labor market? If not, how and why do discrimination patterns deviate from predictions? Through a case study of software engineering, we first draw from a large-scale audit study and demonstrate unexpected patterns of hiring screening discrimination: while employers discriminate in favor of White men among early-career job applicants seeking lateral positions, for both early-career and senior workers applying to senior jobs, Black men and Black women face no discrimination compared to White men, and White women are preferred. Drawing on in-depth interviews, we explain these patterns of discrimination by demonstrating how decision-makers incorporate diversity value—applicants’ perceived worth for their contribution to organizational diversity—into hiring screening decisions, alongside biases. We introduce diversity commodification as the market-based valuative process by which diversity value varies across job level and intersectional groups. This article offers important implications for our understanding of gender, race, and employer decision-making in modern U.S. organizations.

CED PORTAL WEBSITE

Abstract-. The Continuing Education Department (CED) is committed to advancing lifelong learning and professional development by providing a wide range of high-quality, accessible educational programs for adults and professionals. These offerings include professional development courses, certification programs, workshops, seminars, community education, and online learning, all designed to enhance skills, promote personal growth, and foster community engagement. Through these initiatives, the CED aims to improve employability, support career advancement, and contribute to community development, ensuring that individuals and communities are equipped to adapt to evolving industry trends and achieve their personal and professional goals. Index Term: HTML; CSS; JavaScript; Bootstrap; PHP; UI; Web Application.

Personnel Career Advancement Factors: Evidence from Educational Institutions

Personnel Career Advancement Factors: Evidence from Educational Institutions

Examination of teachers’ opinions on lifelong learning

The modern world is moving towards a multifaceted and increasingly complex structure. In this process, it is foreseen that there will be a transition from an information society to a skills society and focus on the skills of the future. These skills are essential for each individual's personal growth, career advancement, work and social integration, and active citizenship. In this process, it is also important to develop skills such as creativity, critical thinking, problem solving, entrepreneurship, managing emotions, and decision making. In order to be successful and develop the skills of the future, it is of great importance to sustain lifelong learning and personal development. The aim of study is to determine the perceptions about lifelong learning of teachers who continue their postgraduate studies and have completed their postgraduate studies. The study is set up as a descriptive survey, which is a form of quantitative research. The data was collected by the "Lifelong Learning Scale" and with the necessary permissions was used. This scale includes 28 items aimed at the teacher's perception on lifelong learning. The sample of the study consists of 374 teachers working in Van province in the 2020-2021 academic year and selected using criterion sampling from purposeful sampling methods. The data obtained were analysed by descriptive statistics such as frequency and percentage are used to evaluate the demographic characteristics of the teachers and non-parametric test applications are used in the analysis of the data. According to the study's findings, the educators who took part in it all had a favourable attitude regarding the long-term sustainability of lifelong learning and demonstrated that the social and individual consequences of lifetime learning can have a long-term impact on society. Some crucial efforts can be taken to ensure that people have the skills of the age in order to create awareness about lifelong learning in accordance with the needs of the twenty-first century. Therefore, it is essential that education systems and individuals understand the importance of lifelong learning and make it a philosophy of life.

Employee Retention in the Restaurant Industry: Perspectives from Organizational and Coworker Support

This study examines the relationship between organizational support (OS), coworker support (CS), and turnover intention (TI) within the restaurant industry. Utilizing a sample survey of 78 restaurant employees from online communities, linear regression analysis revealed an inverse correlation between OS and CS with TI. Practical implications for improving retention include tailored strategies based on demographic findings. Organizations can offer extended maternity leave accommodations, transparent career advancement pathways, cross-training opportunities, and cultivate coworker relationships through collaborative shift assignments and digital group chats. These strategies promote a supportive work environment and reduce turnover intentions. Overall, this study underscores the importance of OS and CS in fostering employee engagement and loyalty for organizational growth.

Career success, collegiality, and the intentions of early career academics to stay in the academic profession

ABSTRACT This article examines the relationship between the career success of early career academics (ECAs), collegiality, and their intentions to stay in the academic profession. Two different surveys were developed and administered to ECAs (n=68) and other academics (n=219) from a public university in South Africa. The data were analysed using bivariate correlation and hierarchical multiple regression analysis. The results revealed that career success factors that include career advising (research and teaching and learning), learning and development, rewards and recognition, and socialisation strengthen the intentions of ECAs to stay in the academic profession. Additionally, collegiality demonstrated a strong moderation effect on the relationship between career advising on research, teaching and learning and the intentions of ECAs to stay in the academic profession. The article further discusses the implications of the results in relation to how career success and collegiality reinforce the intentions of ECAs to stay in the academic profession.

Gender Inequality in the Workplace in Japan

Purpose: The aim of the study was to analyze the gender inequality in the workplace in Japan. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Gender inequality in Japan's workplace persists despite initiatives to promote equality, with women facing challenges in accessing leadership roles and equal pay. Traditional gender norms and demanding work cultures contribute to limited career advancement opportunities for women, resulting in a significant gender gap in senior positions. Despite efforts to address these issues through policies promoting women's workforce participation and equal employment opportunities, progress remains slow. Unique Contribution to Theory, Practice and Policy: Gender stratification theory, intersectionality theory & social role theory may be used to anchor future studies on analyze the gender inequality in the workplace in Japan. Implement targeted interventions, such as mentorship programs, leadership development initiatives, and diversity quotas, to increase the representation of women in senior management positions, fostering a more inclusive organizational culture and challenging traditional gender roles. Advocate for policy reforms that mandate gender diversity quotas on corporate boards and executive leadership teams, drawing on successful practices from other countries to promote greater transparency and accountability in corporate governance.

Motivation and Attitude of the Law Enforcement Agency towards Learning English as a Foreign Language: A Study on Bangladesh Police Sub-Inspectors

This study explores the motivations and attitudes of Bangladesh Police Sub-Inspectors in Khulna towards learning English as a Foreign Language (EFL) using a mixed-methods approach and Attitude Motivation Test Battery (AMTB) theory. Surveying 75 officers and interviewing 10, the research shows officers are primarily motivated by practical benefits such as effective communication, job performance, and career advancement. However, concerns arise as officers’ express low confidence in current EFL proficiency and dissatisfaction with the curriculum. Moreover, the study emphasizes the need for tailored EFL programs to meet the unique needs of the police force and highlights the crucial role of social factors in enhancing motivation. Despite positive motivation for EFL learning, a gap in confidence suggests a need for program improvement. Therefore, recognition of English proficiency aligns with competence-focused motivations and challenges assumptions about officers’ attitudes. Identified barriers include officers’ lack of confidence in current English skills and limited self-directed learning engagement, prompting advocacy for practical solutions. In addition, the abstract prioritizes practical benefits, motivations, and concerns of Bangladesh Police Sub-Inspectors in Khulna regarding EFL learning. It underscores the significance of tailored language programs and leveraging social factors for enhanced motivation, contributing to the literature on EFL learning in law enforcement, with implications for policy and practice in effective communication and policing within diverse contexts.

The Female Global Scholars Program: A mixed-methods evaluation of a novel intervention to promote the retention and advancement of women in global health research.

Fewer than 25% of global health leadership positions worldwide are held by women, adversely impacting women's health and widening gendered health disparities. The Female Global Scholars (FGS) Program, established in 2018 at Weill Cornell Medicine, is a two-year hybrid training and peer-mentorship program that promotes the retention and advancement of early-career female investigators conducting health research in low- and middle-income countries (LMICs). The purpose of this study is to determine the impact of the FGS Program on individual career advancement, academic productivity, and research self-efficacy. This mixed-methods study followed an explanatory sequential design. Participants completed an electronic survey collecting information on demographics, academic milestones, and research skill competency. Survey data were descriptively analyzed using R (Version 1.4.1106). In-depth interviews explored perceptions of the impact of the FGS Program on career development. The authors independently reviewed and thematically analyzed de-identified transcripts using NVivo (Version 13). In June 2022, twelve participants completed the survey. The median age was 40 years; 90% carried an MD, PhD, or other post-graduate degree. Since joining the FGS Program, respondents achieved a combined total of eight awarded grants, five academic promotions, 12 oral scientific presentations and 35 first-author peer-reviewed publications. Thematic analysis identified four overarching themes: gaining confidence through mimicry; improved self-efficacy to address gendered challenges; real-world application of scientific and career development skills; and building multi-disciplinary communities in a protected female-only space. We demonstrate that this low-cost training and mentorship program successfully addresses critical barriers that impede women's advancement in global health research. Our data may inform the adaptation of this initiative across other academic institutions.

Job Burnout and Performance as a Determinant of Organisational Loyalty of Records Professionals

This article reports on a study that investigated the effect of job burnout and job performance as a determinant of organisational loyalty of records managers in South-Western Nigeria. The research sample comprised archivists and records managers at the University of Ibadan, College of Medicine, and the Federal University of Agriculture, Abeokuta, Ogun State (FUNAAB) that warehouse the largest collection of government records in Nigeria. The research methodology was informed by the positivist research paradigm and used a questionnaire. The data analysis and interpretation of results were in descriptive form, using tables of frequencies and percentages. PPMC and regression analyses were presented. The results and discussions covered the demographic characteristics of respondents, answers to research questions, and answers to research hypotheses. The findings revealed that the marital status of the majority of respondents was single, and the dominant gender was female. The level of job burnout was moderate, illustrating that occupational pressure is temperate. The records professionals seemed satisfied with prospects of contributing to the organisation’s development, training opportunities, communication and teamwork, accounting for their commitment to organisational goals and their loyalty to the establishment. The results also reveal that career advancement, recognition and employment benefits are the major factors determining the loyalty of records professionals. The positive connection between the variables implies that improvement in job burnout prevention would lead to an increase in loyalty to their organisation. By recognising the impact of job burnout and promoting high performance, organisations can enhance the organisational loyalty of archivists and records managers, leading to improved retention, productivity, and overall success.

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.