Career Development Motivation Research Articles

Changes in Novice Teachers' Identity Construction: A Case Study of Two Novice Teachers in Central China

This paper conducts a case study of two pre-service English teachers majoring in Master of English Education. By analyzing their self-reflection journals and interviews during the internship process, this paper reveals how pre-service teachers construct their professional identity during the teaching internship process. Based on it, this paper further discusses the main factors that affect the construction of their professional identity. The analysis found that the two novice teachers experienced four different stages during their internship. Besides, internal factors such as cognitive ability, professional ethic, interpersonal communication, self-evaluation, career development motivation, and external factors such as work environment and teaching guidance have positively affected their identity construction.

Current situation of duty performance and management countermeasures among orthopedics specialized nurses

Objective To understand the current situation of deployment among orthopedics specialized nurses so as to provide a basis for specialized nurses management. Methods From August 2018 to September 2018, the self-designed orthopedics specialized nurses work status questionnaire was used to investigate a total of 70 orthopedics specialized nurses with the specialized nurse certification before November 2017 in 15 provinces and cities by convenience sampling. The investigation content included 26 items, such as the respondents' general information, duty performance and feeling of working state of specialized nurses. The Wenjuanxing small program in WeChat was used to push information. CHISS 2010 was used to the statistical analysis. Results Among those respondents, a total of 85.71% of them were from Class Ⅲ Grade A hospitals, 98.57% of them from public hospitals and military hospitals. There were 21 (30.00%) nurses worked for 3-5 years, 22 (31.43%) nurses worked for 6-10 years, 11 (15.71%) nurses worked for 11-15 years, 16 (22.86%) nurses worked more than 15 years. Those respondents included 3 (4.29%) associate chief nurses, 40 (57.14%) supervisor nurses and 27 (38.57%) nurse practitioners. After gaining the certification, there were 6 (8.57%) nurses not satisfied with working status, 23 (32.86%) nurses not satisfied much, 20 (28.57%) nurses quite satisfied, 19 (27.14%) nurses satisfied and 2 (2.86%) nurses very satisfied. Multiple regression analysis showed that the influencing factors of satisfaction with working status among orthopedics specialized nurses included five independent variables involving the difference with job content of other nurses, change of job content compared with that before training, having an opportunity to play a key role, getting supports form higher level and taking charge of nursing round. Conclusions Training for orthopedics specialized nurses can promote the development of special nursing. Implementing the position management of orthopedics specialized nurses and building diversified working mode can inspire the career development motivation of specialized nurses. Key words: Specialized nurses; Orthopedics nursing; Nursing administration research; Encourage; Core competency; Advanced practice nursing

Women Professionals Need To Move towards Positive Health: A Review

Women professionals are the distinct category of working women with high educational achievement, aspirations, goals and career development motivation. To fulfil such desires and aspirations they have to face various demands and expectations which may cause a set of issues. Thus it is essential for them to have positive mental health. Mental Health is the determinant factor for the personal effectiveness, success happiness and effective participation. It influences the individual’s activities, behaviour, happiness and performance. The present study takes up with the objective to know the mental health status and the factors for mental health among the women professionals through research studies by various researchers.

Can HR practices retain flexworkers with their agency?

Purpose – Workers have different motives to be employed at specialist contract work agencies, such as career development aspirations, or a desire for freedom and independence. The purpose of this paper is to study how these different motives relate to the appreciation of HR practices applied by agencies and consequently to employee retention at the agency. Design/methodology/approach – Data were collected in a contract work agency for financial professionals. Management was interviewed about the HR practices used for employee retention. In addition, 291 agency employees filled out a questionnaire about their motives to be employed at the agency, their appreciation of the HR practices of the contract agency and their turnover intentions. Findings – Regression analysis showed that career development motivation was related to retention at the agency, but that this relation became weaker when tenure with the agency increased. HR practices (like training, supervisory support, career development support, information sharing and employee participation) proved to be related to lower turnover intentions of flex workers with a career development motivation. For flex workers with a freedom motivation the HR practices had no relationship with retention. Research limitations/implications – Data collection in one agency may limit generalization. Additional research needs to zoom in on alternative HR retention practices that align with freedom motivation. Originality/value – Specialist contract work agencies typically experience difficulties with employee retention. Agencies may retain their workers if they apply HR practices that are aligned with the motivation of people engaging in contract work.