Individual Career Development Research Articles

Research on Integration of Innovation and Entrepreneurship Education Resources Based on Embedded Neural Network Algorithm

With the comprehensive promotion of the national innovation-driven development strategy, innovation and entrepreneurship education has become the core battlefield for cultivating talents with innovative spirit, entrepreneurial ability, and social responsibility. This field is not only related to individual growth and career development, but also the core engine for promoting the transformation and upgrading of the national economy and achieving innovation-driven development. This paper introduces advanced embedded network technology to explore new paths for optimizing resource allocation. This paper constructs a multi-level innovation and entrepreneurship education resource integration model based on embedded network technology. Based on the clustering results of embedded networks, this paper further designs a targeted resource integration scheme. Several typical cases were selected for empirical analysis. By comparing and analyzing key indicators such as educational effectiveness, student satisfaction, and entrepreneurial success rate before and after implementing resource integration, the application effectiveness of embedded network technology in innovation and entrepreneurship education resource integration was evaluated. The practical results show that this model can significantly improve the efficiency and quality of educational resource utilization, providing strong support for the sustainable and healthy development of innovation and entrepreneurship education.

From side effects to work attitudes influencing customer service quality: moderating impacts of work experience in banking industry

PurposeTo help banks maintain competitive advantages, bank workers must develop superior financial products and services that meet customers’ needs and expectations, and developing customer service quality also merits closer attention. Research emphasizes that developing customer service quality has direct associations with not only individual career growth and development but also customer satisfaction, loyalty, retention. Thus, this research aims to explore how bank workers develop their customer service quality by investigating side effects (stress and satisfaction) on work attitudes (organizational commitment and employee performance) along with work experience acting as moderators (1) between organizational commitment and customer service quality and (2) between employee performance and customer service quality.Design/methodology/approachResearchers collected data from 650 Cambodian bank workers via a survey questionnaire. A path analysis technique was used to analyze the data.FindingsResults revealed that bank commitment was significantly influenced by stress and satisfaction. Next, employee performance was significantly influenced by bank commitment, stress and satisfaction. Meanwhile, customer service quality was significantly influenced by bank commitment and employee performance. Finally, work experience moderated both relationships (1) between bank commitment and customer service quality and (2) between employee performance and customer service quality.Originality/valueAlthough significant side effects of stress and satisfaction on worker behavior in various industries, not my researchers have investigated how side effects of stress and satisfaction influence work attitudes (commitment and performance) which develop customer service quality in banking industry, along with work experience as a moderator.

Obsessive-compulsive Symptoms Prevalence among Medical Students in Four Major Universities, Saudi Arabia: A Cross-Sectional Study.

Obsessive-compulsive disorder is recognized by the World Health Organization as one of the top 10 most disabling disorders globally. Characterized by recurrent and persistent thoughts (obsessions) and/or repetitive behaviors (compulsions), it significantly disrupts an individual's daily life, impacting routine, education, career development, and social relationships. The disorder's prevalence varies worldwide, with studies in Saudi Arabia showing a higher rate of obsessive-compulsive symptoms among medical students. This study aimed to determine the prevalence of obsessive-compulsive symptoms among undergraduate medical students in four major universities in Saudi Arabia. A cross-sectional, web-based survey was administered between April and June 2023 to medical students from Imam Abdulrahman Bin Faisal University, King Faisal University, King Saud University, and King Abdulaziz University. The survey assessed obsessive-compulsive symptoms using the OCI-R scale. Out of 886 medical students, 411 (46.4%) scored 21 or more on the OCI-R, indicating probable obsessive-compulsive disorder. Females had significantly higher OCI-R scores compared to males. Younger students, those with a family or personal history of psychiatric disorders, particularly depression, and those with lower academic satisfaction exhibited higher scores. This study emphasizes the importance of incorporating mental health awareness programs into educational curricula due to the high prevalence of obsessive-compulsive symptoms among medical students. Implementing such programs can help reduce stress and improve both academic performance and overall well-being.

Using the theory of Threshold Concepts to identify troublesome knowledge in becoming a Master Clinical Teacher

Purpose There is a wealth of literature describing the characteristics and proficiencies of clinical teachers, but no description exists of the obstacles that clinical teachers face when aspiring to become a Master Clinical Teacher (MCT). Using Threshold Concepts (TC) theory as an analytical framework can help investigate those potential challenges. Methods This is a mixed-methods research integrating an exploratory survey and semi-structured interviews. The authors used a systematic approach to develop the survey and administered it to physicians in a large pediatrics department, using the results to inform the interview process. In the interview phase, the authors used purposive sampling of trainees, early-career clinical teachers, and departmentally recognized MCTs. The authors conducted reflexive thematic analysis on the qualitative data using TC as a framework, deriving areas of Troublesome Knowledge (TK) and subsequently conceptualizing TCs. Results The survey phase yielded 143 responses with 303 narrative comments. The interview phase comprised three focus groups and eleven individual interviews with MCTs. Four themes were identified that conceptualize as TCs with associated areas of TK, including: Embracing continual personal and professional evolution; Cultivating shared vulnerability for authentic engagement and learning; Empowering learners for self-discovery and transformation; and Navigating the complexities of clinical teaching. Conclusions The identified TCs and associated TKs provide insights into clinical teachers’ experience in becoming MCTs. These findings can inform faculty development efforts and the individual career development of clinical teachers and also underscore the dynamic and multi-faceted nature of clinical teaching and the ongoing evolution required to excel in it.

The Mediating Role of Academic Motivation in the Relationship between Career Engagement and Personal Responsibility in University Students

The increasing potential of higher education to find a good job in recent years directs millions of young people to these institutions every day. This increases the role of higher education in the career development of many individuals who plan for their future. In this context, this study aims to examine the structural relationships between career engagement, personal responsibility, and academic motivation in university students. The study was conducted with a total of 714 university students aged between 17 and 25 (M= 21; SD= 4.09), 61.1% female (n=436) and 38.9% male (n=278). The data of the study were collected through the Career Engagement Scale (CAS), Personal Responsibility Scale (PRS), and Academic Motivation Scale (AMS). In the study, a significant positive relationship was found between personal responsibility and intrinsic and extrinsic motivation, and a significant negative relationship was found with amotivation. In addition, career engagement was found to be positively correlated with intrinsic and extrinsic motivation as well as personal responsibility and negatively correlated with amotivation. In addition, personal responsibility was found to have an indirect relationship with career engagement through intrinsic motivation and amotivation. It is thought that these findings will enrich the existing knowledge about the career development of university students and reveal which variables should be paid attention to by experts in career development practices.

Reasonable Accommodation, Career Development, and Psychological Well-being: Autoethnography as a Method of Qualitative Research

: Individuals with health issues and disabilities tend to encounter difficulties in the workplace, including decreased productivity and lower job performance compared to those without such problems. Nevertheless, creating a workplace environment that accommodates individuals with disabilities can help them overcome workplace obstacles and fulfil their job duties at the same level as disability-free individuals. Providing reasonable accommodation is one practical step in establishing an inclusive environment for those with vision impairments, leading to career development and psychological well-being. This paper focuses on workplace-related autoethnographic stories to explore the fundamental aspects of reasonable accommodation, career development, and psychological well-being for individuals with vision impairments. This study employed the method of autoethnography in qualitative research. Autoethnographic data was collected through personal reflection and the collection of relevant artefacts. Thematic analysis was used for the data analysis procedure. Therefore, having a disability does not necessarily mean an individual cannot do their job to the necessary standard. Visually impaired individuals can excel in their careers and attain psychological well-being when they are part of a workplace environment that is accommodating to their needs. To enhance job performance, career goals, and psychological well-being among employed disabled individuals, it is necessary to define "reasonable accommodation" in the Law of the Republic of Uzbekistan on the Rights of Persons with Disabilities, based on the UN Convention.

Research on the Development of Employability of Environmental Design Students in the Context of Knowledge Production Mode Transformation

Driven by the rapid changes in the knowledge economy and societal demands, higher education is undergoing a significant transformation from the traditional knowledge production mode (Mode 1) to a new mode of knowledge production (Mode 2) characterized by practice orientation and interdisciplinary collaboration. This transformation imposes higher requirements on the educational model of environmental design programs, particularly in cultivating students' employability. Against this backdrop, this study explores the connotation and core dimensions of employability for environmental design students, including professional competence, innovation capability, interdisciplinary collaboration, and practical application skills. Based on an analysis of the current status and challenges, this paper proposes targeted strategies such as optimizing the curriculum system, building diversified practical teaching models, fostering interdisciplinary collaboration and innovation, and strengthening the linkage between career guidance and industry connections. The study argues that by actively responding to the transformation of knowledge production modes, environmental design programs can significantly enhance students' employability, thereby bridging societal demands and individual career development. This research provides both theoretical and practical references for educational reform in environmental design programs and serves as a model for other practice-oriented disciplines.

From learning to action: Advancing career pathways implementation in vocational rehabilitation

Background Career pathways are critical in the vocational rehabilitation (VR) of individuals with disabilities, linking education, training, and employment to improve career outcomes. Objective This report explores the establishment of the Career Pathways Learning Community, the development of the Career Pathways Toolkit, and the transition to the Implementation Group, highlighting how these initiatives support effective career development frameworks for individuals with disabilities within VR systems. Methods A nationwide recruitment process brought together 61 stakeholders, including counselors and administrators from various state VR agencies, to form a Learning Community focused on six key elements of Career Pathways. This effort facilitated the design of a customizable Toolkit and established an Implementation Group to apply it. Results The Toolkit consists of four sections: an introduction to the Career Pathways model, an exploration of its advantages, a comprehensive implementation guide, and evaluation strategies. It provides valuable resources for enhancing career development for individuals with disabilities, while the Implementation Group fosters systems change within VR practices. Conclusion The development and implementation of Career Pathways within VR systems are crucial for enabling individuals with disabilities to achieve sustainable employment. The Career Pathways Toolkit, created by the Learning Community facilitated by VRTAC-QE, serves as a practical resource for fostering systems change. Collaborative efforts through the Implementation Group aim to enhance access to meaningful employment opportunities and promote a more inclusive workforce.

Perception of Visible Tattoos in Employment and Career Development: Evidence from Hungarian Labour Market

In this study, the perception of tattooed employees is examined, focusing on their employment and career development opportunities. The perception of tattoos in employment and career development is a complex and changing issue that depends on many factors. Some industries and workplaces may be stricter about tattoos, while other workplaces are more tolerant and accepting. The method of the research is primary research, including a questionnaire survey, which presents the subject under research in relation to the Hungarian labour market. The hypothesis test revealed that a statistical correlation between the visibility of tattoos and the type of employment (white-collar or blue-collar) can be demonstrated, and that visible tattoos also have an impact on an individual's career development. These results support that the perception of tattoos can vary in employment and career development, individual circumstances, the applied employment policy, and the specific workplace culture can significantly influence this process. It is important that employees, thinking about the future and labour market opportunities, make a decision that supports the creation of a balance between tattoos and career.

A Mentoring Network for Diversity in Dental, Oral, and Craniofacial Research

The American Association for Dental, Oral, and Craniofacial Research (AADOCR) has developed a national and sustainable mentoring and mentor training network titled AADOCR Mentoring an Inclusive Network for a Diverse Workforce of the Future (AADOCR MIND the Future). This program is instrumental in fostering a diverse group of early-career investigators in dental, oral, and craniofacial (DOC) research. The network’s principal purpose has been to establish a robust and enduring national mentoring program centrally managed by AADOCR. The overarching goal is to develop a sustainable, nationally recognized mentoring network that enhances the career development of early-career DOC researchers from diverse backgrounds. The program aligns with the National Institute of Dental and Craniofacial Research Strategic Plan and aims to cultivate a robust pipeline of future DOC researchers who can address critical scientific challenges. AADOCR MIND the Future guides mentors and mentees in individual career development as well as improving the quality of mentoring at the home institution through dissemination of lessons learned by mentors and mentees in the program. As science practices have evolved, investigators have moved from isolated individual projects to interactive multidisciplinary teams. Within this research framework, AADOCR MIND the Future offers the global infrastructure and the variety of scientists/AADOCR members. While most institutional mentoring efforts have been developed using conventional single mentor-mentee pairs, the AADOCR MIND the Future program supplements this model with additional group mentoring (mentors-mentees) and peer mentoring (interactions between just the mentees). Mentees commit to 12 mo of programming devoted to enhancing research career development through intensive hands-on work, distance-learning components, and engagement in a mentored grant-writing experience. Mentees are strongly encouraged to remain engaged with the program beyond the initial 12-mo period. Years 1 to 3 alumni (cohorts 1 to 3) mentees continue to participate in a meaningful way, and after the completion of the program, it is envisioned these alumni will become mentors for another generation.

Prolonged grief and career adaptability of university students through meaning making and coping styles

AbstractIn this study, the relationship between prolonged grief and career adaptability was examined. Specifically, it was predicted that the relationship would be mediated by meaning making and coping styles. The total sample consisted of 120 university students who have experienced at least one death of significant others that happened more than 6 months ago. Results showed that the direct paths between prolonged grief and career adaptability were insignificant, but through meaning making’s mediation, the indirect paths were all significant. The findings indicate that prolonged grief can affect career development. Therefore, there is a need for counselors to promote meaning making and the use of problem-focused coping to support the career development of individuals with prolonged grief symptoms.

Exploring Social Networks: An Analysis of Intra-organizational Networks

This research investigates intra-organizational social networks by employing network science methods, aiming to provide actionable insights for both managers and employees. Using datasets from the Colorado Index of Complex Networks (ICON), this study examines four intra-organizational networks from a consulting firm and a research team, focusing on advice requests and skill awareness. The analysis includes network topology, degree distribution, community detection, correlation between communities and node attributes, maximal clique detection, and multilayer network analysis. The findings reveal that intra-organizational networks are intricate and significantly impact organizational efficiency and individual career development. Key insights include the importance of mid-level employees in network connectivity, the existence of "bad edges" where advice is sought from less competent peers, and the influence of regional and locational factors on communication patterns. The study emphasizes the need to enhance knowledge sharing and inter-region communications. For employees, understanding the structure of these networks can guide them to more effectively leverage their social connections for career advancement. This interdisciplinary effort bridges gaps in the existing literature and showcases the potential of integrating network science methods into social science research.

Influence of Individual Characteristics and Development Career Towards Employee Loyalty at PT. Satria True Food Tuban-Kuta

Humans have an important role in today's globalized world. Human resources are an important resource in the company. It cannot be denied that an organization develops and progresses if the HR management element contributes a significant influence to the future. The phenomenon that occurs in this research is that employee development experiences change every year, namely the number of employees rises and falls very rapidly, thus affecting the performance of these employees. This research aims to determine the influence of individual characteristics and career development on PT employee loyalty. True Food Warriors. The population in this study used all employees, namely 150 employees with a sample of 60 people. This type of quantitative research was used in this research and the data processing tool was assisted by SPSS. The research results show that individual characteristics contribute a negative and insignificant influence on employee loyalty, then career development also has a significant positive influence on employee loyalty, and individual characteristics and career development have a positive and significant influence on employee loyalty. The company holds an activity to improve employee attitudes and behavior in this case by holding training, evaluations, and also providing motivation to employees so they can improve their performance better.

Trends in Individual Career Development Awards from National Institutes of Health to Physicians in Departments of Psychiatry (2013-2022).

The authors examined trends of individual career development awards from the National Institutes of Health (NIH) to psychiatry faculty, especially physicians, in comparison to other departments. Data were obtained on 33,392 career development awards from 2013 to 2022. We examined the number of awards each year averaged for 46 non-psychiatry departments, and for departments of psychiatry, the number of awards to all faculty, physicians, and physicians without a PhD. Linear regressions determined whether number of career development awards increased with time and if estimated slopes differed between faculty in non-psychiatry departments and other groups. In departments of psychiatry, 534 faculty received an NIH individual career development award during the 10-year period (534/33,392 or 1.6%), with 118 (22%) to physicians. The number of awards increased significantly over time for other departments and departments of psychiatry (estimated slopes of 3.05 and 2.38, respectively) and did not differ from one another. However, the number of awards to physicians and physicians without a PhD in departments of psychiatry (estimated slopes of 0.51 and - 0.07, respectively) have not increased. This lack of growth in awards for physicians and physicians without a PhD in departments of psychiatry differed significantly in comparison with the increase shown in awards to other departments over time (both p < 0.001). The number of NIH career development awards has increased NIH-wide, and for non-physician faculty but not for physicians in departments of psychiatry. These trends raise concerns for the future of psychiatrists in academic research.

Building Interdisciplinary Skills and Mentorship Opportunities in a 2-Week Research Experience

ABSTRACT A framework for a 2-wk summer research course is presented, with a mindset of discovery and self-advocacy that is interdisciplinary and inclusive. The foundations of the course are built upon 2 pillars: (a) a well-defined educational plan focused on cellular engineering, with a goal to instill an engineering mindset into the cell biology field; and (b) a tailored Dimensions of Mentoring policy, which uses a structured feedback system to define and strengthen mentor attributes and provide multiple opportunities for mentorship and mentorship training. Undergraduate and master’s student participants work with PhD students or postdoctoral/professor team leaders in small teams in discovery-based research projects. Multiple teams work in parallel during the 2-wk period and convene in course-wide meetings to share findings and give feedback. Working in small teams with multiple levels of peer and team lead mentoring, students experience advancement in research and technical skills. Participants also experience gains in their understanding of the overarching educational goals in cellular engineering and science communication skills through course-wide activities. The principles from the Dimensions of Mentoring were also effective, with mentors at different levels building strong inclusive teams, coaching practical skills, and promoting individual advocacy. Meeting basic needs, providing relatable role models, and prioritizing enjoyable team-building activities were found to be critical factors in providing inclusive and productive environments. Overall, participants report high satisfaction with a discovery-based interdisciplinary research experience because of a supported environment. This creation of a strong community benefits individual career development and contributes to sustainable research productivity.

20대 청년의 전문대학 재입학 결정 과정에 대한 질적 연구: 진로구성이론을 기반으로

This study examined the context and career developmental significance of the re-entrance decision process, focusing on how individuals in their 20s decide to re-enter junior college. The participants were five 20s reverse transfer students in junior college, who had either graduated from or withdrawn from four-year universities. According to the analysis, the re-entrance decision was composed of ‘the process of making sure of career transition’ and ‘the process of constructing the meaning of re-entrance.’ The process of deciding to re-enter a junior college for 20s is a career development process that demonstrates the autonomous decision-making and meaning formation regarding the own career path. They constructed their own career meaning, overcame career barrier and specified their career goal through experiences relevant to work. The findings of this study expand the understanding about re-entrance decision-making process and career development of individuals in their 20s, and provide practical implications for career education at the higher education level.

ადამიანური კაპიტალის მართვა ისტორიული თეორიის ჭრილში

The historical role of human resource management and its importance in effective organizational performance and continuous development is discussed. To understand the historical role of the human resource management, the article reviews the corresponding literature and analyzes management approach based on human capital theory in relation to effective performance of contemporary organizations. At an early stage of scientific research in economic development a human’s role was evaluated as a special resource (human resource) and as a subject of social development. At a later stage a human was considered as a subject of economic development. This gave origin to terms like an “individual” and a “person”. In this case a human is considered as a subject of social and labor relations. Currently, key elements of the social-economic reform, such as stabilization of social-economic and political environment, invention and establishment of new manufacturing and management technologies, rationalization of the finance and banking systems and improvement of social welfare and quality of lifestyle are still critical challenges facing our country. These challenges can only be addressed by implementation of consistent policy in social and labor relations. Establishment of social market economy in the country and its well-organized functioning is possible with integration into global production. This primarily refers to adaptation of domestic labor relations with the internationally recognized social and labor relation system. This goal can be achieved by continuous organizational development efforts. For this reason, it is essential for each organization to develop and periodically renew its human resource management strategy and action plan that will ensure alignment of its personnel conduct and behavior and entire progress with its organizational needs. For organizational development it is essential to develop and periodically renew employee performance evaluation, motivation, personnel development policy and procedures. Staff motivation policy shall define both monetary and non-monetary incentives and be targeted at maintaining best human capital crucial for the long-term success of any organization. Personnel development policy should reflect the correlation between the results of performance evaluation and personnel development plan. The policy should prescribe rules for developing an individual development plan and setting career development criteria. In addition, a personnel career development policy and procedures should prescribe organizational training needs identification methodology, priority trainings, training opportunities and respective actions. Knowledge gained at the trainings should be expanded throughout the organization. Concentrating on above processes will turn an organization into an attractive employer with desirable working environment and organizational culture.

Longitudinal test of the social cognitive model of well-being among Chinese college students

Since the social cognitive model of well-being in academic\\work settings was proposed, more and more studies have supported its validity. Nevertheless, most studies failed to test the temporal precedence of its core variables related to individual career development. Thus, we aimed to test this model among 1512 Chinese college students with a longitudinal perspective. They completed the Career-related Parental Support Inventory, Career Exploration and Decision Self-Efficacy-Brief Decision Scale, Career Commitment Making Scale, and Multiple Happiness Questionnaire three times being a four-month interval. The result indicated that there were more positive predicting associations between career-related parental support, career decision self-efficacy (CDSE), career commitment making, and well-being. Moreover, the longitudinal mediation analyses indicated that T1 career-related parental support was linked to T3 well-being via T2 career commitment making, and that T1 CDSE was linked to T3 well-being via T2 career commitment making. The implications of these findings for further research, practices, and policy-making were discussed.

연구기관 재직자의 심리적 임파워먼트 연구: 성별의 다양성을 중심으로

by exploring the latent psychological empowerment profiles of research institution employees and examining the differences between groups according to gender. The quality of psychological empowerment vary among employees depending not only on individual factors but also on relational and institutional factors. Since psychological empowerment is directly linked to the personal growth and career development of employees, it is essential to examine the factors that influence it. We conducted a latent profile analysis to examine how psychological empowerment profiles differ. First, we identified five profiles based on the extent of research control and overall psychological empowerment in male samples, while four profiles were identified in female samples. Second, the quality of the social network, perceived career development support, and knowledge sharing significantly influenced the probability of belonging to each profile, particularly when the perceptions of these predictor variables are high, this suggests a higher likelihood of belonging to a group with high psychological empowerment. Finally, the group with high psychological empowerment, regardless of gender, was perceived as having higher organizational commitment, career satisfaction, and technical orientation. Based on these results, we discuss the implications for enhancing the psychological empowerment of employees at research institutions and aligning their individual career development with the organization's objectives.

국내 과학기술인의 주도적 경력행동 연구: 조직 맥락 요인, 기관 유형, 인재개발 결과와의 구조적 관계 탐색

Not only is there an ever-growing need for career development among science and technology professionals, but the focus of individual career development has also shifted towards one’s proactive career behaviors. Yet, scholarly efforts to investigate the means to promote such behaviors among professionals in the field of science and technology and the potential outcomes of proactive career behaviors remain scarce to date. The current study aims to elucidate science and technology professionals' proactive career behaviors and how their outcomes vary depending on contextual factors within the organization in which they are employed by drawing on the social information process theory. Specifically, we examined the effects of organizational context, categorizing it into role-related factors(jobcontent and structural career plateau) and sociocultural factors(person-supervisor fit and organizational culture). Furthermore, we explored whether these effects differ based on the type of institutions(public institutions and private enterprises), and also whether organizational context factors influenced the professionals' personal development outcomes(career satisfaction and task performance) through proactive career behaviors. We analyzed the 2022 survey data of 2,066 science and technology professionals, provided by the Korea Institute of Human Resources Development in Science &amp; Technology (KIRD). Results revealed that structural career plateau had a negative impact on proactive career behaviors, while personsupervisor fit and innovation-oriented culture had a positive effect. Additionally, both innovation-oriented and task-oriented cultures were found to have a stronger impact on proactive career behaviors in private enterprises. Structural career plateau, person-supervisor fit, and innovation-oriented culture had significant effects on science and technology professionals' career satisfaction and task performance through proactive career behaviors. These findings not only contribute to the expansion of research in the field of science and technology professionals' career development but also provide valuable insights for supporting effective career development for science and technology professionals.