Career Development Opportunities Research Articles

AI Boosts Performance but Affects Employee Emotions

Drawing on Lazarus's appraisal theory, the current research provides an integrative review of AI (artificial intelligence) and discusses its implications for emotion. Although prior studies have praised the merits of AI-M (AI-driven management), how AI-M affects employees and their emotions is not always clear. To respond to the knowledge gap, the authors conduct new research and seek answers through the amalgamation and analysis of both theoretical viewpoints and empirical studies. Through this process, they have learnt that AI-M brings diverse triggers of negative emotions, affecting both managers and employees. For employees, AI-M may lead to job insecurity and fewer career development opportunities. For managers, AI-M may take over the ownership of decision-making and compromise their influence in the workplace. To help employees cope with negative emotions, the authors reviewed the literature on emotional intelligence (EI) and proposed three EI-enhanced strategies. They also proposed three managerial schemes, enabling managers to guide their subordinates in coping with negative emotions.

National Institutes of Health Diversity Supplement Awards by Medical School.

Increasing medical school faculty diversity is an urgent priority. National Institutes of Health (NIH) diversity supplements, which provide funding and career development opportunities to individuals underrepresented in research, are an important mechanism to increase faculty diversity. Analyze diversity supplement utilization by medical schools. Retrospective cohort study. All R01 grant-associated diversity supplements awarded to medical schools from 2005 to 2020. Diversity supplements were identified using the publicly available NIH RePORTER database. Main measures were the number of R01-associated diversity supplements awarded to medical schools each year by medical schoolNIH funding status and the number of R01-associated diversity supplements awarded to individual medical schools in the NIH top 40 by funding status. We also examined the percentage of R01 grants with an associated diversity supplement by NIH funding status and individual medical school in the NIH top 40. From 2005 to 2020, US medical school faculty received 1389 R01-associated diversity supplements. The number of diversity supplements awarded grew from 2012 to 2020, from ten to 187 for top 40 schools, and from seven to 83 for non-top 40 schools. The annual growth rate for diversity supplement awards at NIH top 40 schools (44.2%) was not significantly different than the annual growth rate among non-top 40 schools (36.2%; p = 0.68). From 2005 to 2020, the highest number of diversity supplements that an individual medical school received was 56 and the lowest number was four (mean = 24.6, SD = 11.7). The highest percentage of R01 grants with an associated diversity supplement received by a school was 4.5% and the lowest percentage was 0.79% (mean = 2.3%, SD = 0.98). Medical schools may be missing an opportunity to address the continuing shortage of individuals historically underrepresented in biomedical science and should consider additional mechanisms to enhance diversity supplement utilization.

PENGARUH EVALUASI KINERJA DAN PENGEMBANGAN KARIR TERHADAP PRESTASI KERJA PT. UNIVERSAL LUGGAGE INDONESIA

Efforts made to carry out the performance evaluation and performance appraisal carried out at PT. Universal Luggage Indonesia can be considered satisfactory, because in terms of related indicators to provide better career development for employees. And also become a reference for management at PT. Universal Luggage Indonesia to provide opportunities for employee career development as a good value for the career path of employees in the future. The research design uses a quantitative descriptive method, and data collection techniques for library research (Library Research) and field research (Field Research). The data analysis technique used in this study uses data instrument test analysis, multiple linear regression tests, correlation tests, determination tests, t tests and f tests by testing performance evaluation variables (X1) and career development (X2) on employee performance ( Y) PT. Universal Luggage Indonesia) The results of the research on the distribution of 30 absorbed populations show that by multiple linear regression analysis the significance value (sig) is 0.000 <0.05, so F count is 25.301 > 4.52 it can be concluded that then Ho is rejected and Ha is accepted, meaning that it is accepted , in the multiple regression equation test formed between the effect of performance evaluation and career development on work performance at PT. Universal Luggage Indonesia, the multiple regression equation formed is significant between the variables that influence performance evaluation and career development on work performance at PT. Universal Luggage Indonesia is Y = 6.617 + 584 + 155, a significant value is 0.000 <0.05, so the H1 decision is accepted, so it can be concluded that there is a significant relationship between the effect of performance evaluation and career development on work performance at PT. Universal Luggage Indonesia tangerang is obtained from a correlation coefficient value of 0.652 which means it is very strong

Assessment of Tourism Employment Conditions and Drawbacks in Tourist Facilities and Attraction Sites: The Case of Gondar City

The main purpose of this research is to investigate tourism employment conditions and drawbacks in tourist facilities and attraction sites of Gondar city. To achieve these objectives, we use qualitative and quantitative case study methods. For questionnaire data gathering instruments we used purposive and stratified sampling techniques. Therefore, hotel employees and tour guides have participated and the collected data was analyzed by descriptive statistics. The quantitative data was collected from hotel employees and tour guide association employees and analyzed through descriptive account of the data and thematic descriptive approach utilizes a theme summary data. The major findings of the study indicate that the major problem of tourism employment is poorness of hotel sector salary, temporary of the hotel sector work, reject women applicants who are over a certain age, seasonality of tour guiding income, unfair payment, lack of strong licensing procedure, little concern from different tourism stakeholders regarding tourism employment, limited career development opportunity and lack of protection for job related diseases and injury’s. Finally, based on the results of the study, collaborative work of stakeholders, fair payment, establishing rule and regulation were some of the recommendations given. Keywords: Employment, Challenge, Tourism, Drawbacks, Employment DOI: 10.7176/JTHS/62-03 Publication date: November 30 th 2022

IMPROVE WORKER PERFORMANCE ON PT. PLN.(PERSERO) BALI DISTRIBUTION MAIN UNIT

The performance of employees at PT PLN (Persero) Bali Distribution Parent Unit decreased allegedly because there are still employees who are not competent in their work, other causes are suspected to be due to work placements that are not in accordance with the latest educational background of the employee, and there are still some employees who do not have career development opportunities (transfers and promotions). This study aims to determine and analyze the effect of competence, job placement and career development on employee performance at PT PLN (Persero) Bali Distribution Parent Unit. The research population is 154 employees at the Main Office of PT PLN (Persero) Bali Distribution Main Unit. The sample in this study was 61 employees who were determined based on the simple random sampling method. The analytical tool used to test the hypothesis is multiple linear regression analysis. The results showed that competence had a positive and significant effect on employee performance at PT. PLN (Persero) Bali Distribution Parent Unit, work placement has a positive and significant effect on employee performance at PT. PLN (Persero) Bali Distribution Parent Unit, career development has a positive and significant effect on employee performance at PT. PLN (Persero) Main Unit Distribution Bali. Further research if you want to examine employee performance should take variables other than those used in this study.

Associations between Faculty Vitality and Burnout in the COVID-19 Era: the Experience of One Institution

Introduction: Faculty vitality is the ideal synergy between engaged faculty and mission-driven institutions that generates a fruitful environment for academic productivity, career satisfaction, and fulfillment of shared goals. The COVID-19 pandemic has introduced unprecedented disruptions to faculty vitality, with profound perturbations to individual and institutional support networks. However, the extent of this impact is unclear, as are strategies to mitigate loss of faculty vitality and prevent burnout. Methods: We developed a survey instrument to evaluate the impact of COVID-19 on faculty vitality and burnout at a mid-sized, Midwestern academic institution affiliated with a university hospital. Survey items focused on individual and institutional factors that are predictive of faculty vitality, organized around themes of work-life integration, professional engagement, and institutional support. The survey also evaluated the impact of interventions implemented in response to the pandemic on faculty burnout. Results: One hundred and thirty-eight clinical and basic science faculty participated in the survey. Female faculty are less satisfied with work-life integration since the onset of the pandemic. Almost all (98.2%) faculty respondents experienced detriments to their professional development, and 38% believed their research was affected. Faculty of color experienced more detrimental effects on their professional development. Self-reported burnout increased from 23.6% before to 44.8% after the pandemic. Burnout was associated with lack of career development opportunities, whereas career satisfaction and utilization of university support efforts were protective. Conclusion: Faculty vitality has decreased since the pandemic began, but institutional support can mitigate these detrimental effects. Additional research on the efficacy of interventions to support female faculty, early-career researchers, and under-represented minorities in medicine is needed.

Workforce Experiences of a Rapidly Established SARS-CoV-2 Asymptomatic Testing Service in a Higher Education Setting: A Qualitative Study.

The aim of the study was to explore workforce experiences of the rapid implementation of a SARS-CoV-2 asymptomatic testing service (ATS) in a higher education setting during the COVID-19 pandemic. The setting was a multi-campus university in the UK, which hosted a testing service for employees and students over two years. Qualitative semi-structured videoconference interviews were conducted. We contacted 58 participants and 25 were interviewed (43% response rate). Data were analysed thematically. The analysis produced four overarching themes: (1) feelings relating to their involvement in the service, (2) perceptions of teamwork, (3) perceptions of ATS leadership, (4) valuing the opportunity for career development. Agile and inclusive leadership style created psychological safety and team cohesion, which facilitated participants in the implementation of a rapid mitigation service, at pace and scale. Specific features of the ATS (shared vision, collaboration, networking, skills acquisition) instilled self-confidence, value and belonging, meaningfully impacting on professional development and career opportunities. This is the first qualitative study to explore the experiences of university employees engaged in the rapid deployment of a service as part of a pandemic outbreak and mitigation strategy within a higher education setting. Despite pressures and challenges of the task, professional growth and advancement were universal. This has implications for workforce engagement and creating workplaces across the sector that are well-prepared to respond to future pandemics and other disruptive events.

Creating connections: developing an online space for cross-regional mentorship and network building in the dementia research field

Background Effective development and retention of talented early-career researchers (ECRs) is essential to the continued success of biomedical science research fields. To this end, formal mentorship programmes (where researchers are paired with one or more mentors beyond their direct manager) have proven to be successful in providing support and expanding career development opportunities. However, many programmes are limited to pools of mentors and mentees within one institute or geographical area, highlighting that cross-regional connections may be a missed opportunity in many mentorship schemes. Methods Here, we aimed to address this limitation through our pilot cross-regional mentorship scheme, creating reciprocal mentor-mentee pairings between two pre-established networks of Alzheimer’s Research UK (ARUK) Network-associated researchers. We carefully created 21 mentor-mentee pairings between the Scotland and University College London (UCL) networks in 2021, with surveys conducted to assess mentor/mentee satisfaction with the programme. Results Participants reported very high satisfaction with the nature of the pairings and the mentors’ contribution to the career development of mentees; a majority also reported that the mentorship scheme increased their connections outside of their home network. Our assessment of this pilot programme is that it supports the utility of cross-regional mentorship schemes for ECR development. At the same time, we highlight the limitations of our programme and recommend areas for improvement in future programmes, including greater consideration of support for minoritized groups and the need for additional training for mentors. Conclusions In conclusion, our pilot scheme generated successful and novel mentor-mentee pairings across pre-existing networks; both of which reported high satisfaction with pairings, ECR career and personal development, and the formation of new cross-network connections. This pilot may serve as a model for other networks of biomedical researchers, where existing networks within medical research charities can act as a scaffold to build new cross-regional career development opportunities for researchers.

Bridging the Racial, Ethnic, and Gender Gap in Gastroenterology

Bridging the Racial, Ethnic, and Gender Gap in Gastroenterology

Registered nurses' perceptions of their career-An interview study.

We aim to explore registered nurses' perceptions of their career. Career development options have been found to increase attraction to nursing and support nurses' engagement with their organization and profession. We collected qualitative individual interviews with 23 registered nurses; data were analysed with thematic analysis and reported according to the consolidated criteria for reporting qualitative research (COREQ) criteria. Three themes emerged: career choices, career engagement and career development. Participants had chosen a nursing career because they perceived it as humane, people oriented, meaningful, diverse and secure work. Participants' engagement in their career was connected to the content of the work, in which direct patient care was central. Nurses connected career development with high competency, independence, influence and meaningful working life experience. However, they perceived career development opportunities as minute within direct patient care. Career development opportunities for nurses in direct patient care are needed to foster their career engagement and the attractiveness of the nursing profession. Further research is needed on the career planning and development of nurses working in patient care. Nurse managers must play a central role in engaging nurses in their careers and promoting their competency and career planning and development in organizations.

7th International conference NBP-2021 “Nanobiophysics: fundamental and applied aspects”

7th International conference “NANOBIOPHYSICS: Fundamental and Applied Aspects” (NBP-2021) took place on October 4-8, 2021 at B. Verkin Institute for Low Temperature Physics and Engineering of the National Academy of Sciences of Ukraine (Kharkiv, Ukraine). Previous six conferences, starting from 2009, were organized due to joint efforts of B. Verkin Institute for Low Temperature Physics and Engineering of the NAS of Ukraine and Institute of Physics of the NAS of Ukraine on biennial basis in Kharkiv and Kyiv alternatively. Among 80 registered participants from 16 countries about 40 scientists have presented their lectures and posters offline and other participants were joining the sessions online. 16 keynote lectures and 18 oral presentations were made and 51 posters were discussed offline and online. The goal of the conference was achieved: urgent problems, advances and perspectives of the topical scientific direction of nanobiophysics which embraces achievements of modern molecular biophysics and nanotechnology were discussed. The subjects of physical aspects of biomolecular nanosystems, properties of biomolecules on nanoparticles and nanostructured surfaces, nanobiohybrids formation by 1-D or 2-D nanomaterials with bioobjects, theoretical calculations and computer modeling of nanobiosystems, and applied aspects of nanobiophysics were highlighted at the related sessions. Several additional accompanying events were organized in the framework of the conference, including a Round Table “How biophysics and nanosciences meet modern challenges: the case of COVID-19”, a special session of the Ukrainian Biophysical Society, and SPIE (The International Society of Optics and Photonics) and OSA (The Optical Society) Workshop “Career development opportunities for young scientist and students”. Book of abstract based on NBP-2021 materials was published.

Public Health Training Centers' Support for Community Health Workers: Case Studies of Needs Assessment, Training, and Student Field Placement Initiatives.

Community health workers (CHWs) are vital frontline public health workers. Given their trusted roles and connection to and understanding of the communities they serve, CHWs are able to link underserved communities to resources and public health agencies. With CHWs' increased prominence in the public health workforce, calls have been made for expanding and supporting CHW training and career development opportunities. Public health training centers (PHTCs) are mandated to assess public health workforce needs, provide evidence-based professional development trainings, and increase students' aptitude for working with underserved and underresourced communities through applied practice experiences. Public health training centers can support CHWs in each of these areas. Case studies from 3 PHTCs are provided to exemplify how PHTCs are well positioned to support the critical CHW workforce via assessment, training, and student field placements. A regional needs assessment survey with a designated section for CHWs, the provision of accessible and relevant CHW training, and CHW-focused student field placements were implemented in PHTC Regions 6/South Central, 1/New England, and 5/Great Lakes, respectively. The Region 6 needs assessment found that CHWs in Oklahoma had multiple core roles and training interests. A crosswalk of needs and available training in the region guided the creation of tailored CHW trainings. Across 35 CHW-targeted trainings in Region 1, 88.5% of trainees were satisfied with the trainings and identified actions they could take to apply information they learned to their work. Significant improvements ( P < .001) in knowledge occurred across the 13 trainings that had pre-/posttests. In Region 5, students engaged with CHW-based organizations in Wisconsin to inform statewide CHW priority action items and deliverables and found the field placements meaningful for their academic experience. Public health training centers' strengths in workforce development can complement and extend existing efforts to support the CHW workforce.

Introduction to this special issue.

Introduction to this special issue.

The tour guide role in the United Arab Emirates: Emiratisation, satisfaction and retention

This paper examines the job satisfaction levels of national tour guides in the United Arab Emirates. In-depth interviews (n = 34) and a questionnaire (n = 63), incorporating Job Satisfaction Survey dimensions alongside context-specific ones, were used to assess continuance intentions in relation to career development opportunities and societal sentiment on the ‘appropriateness’ of this vocational role. While the nature of the job and promotional opportunities strengthened continuance intentions, stigma towards nationals working in the tourism sector reduced such intentions. A recommendation that fits with the UAE’s goal of better utilising indigenous human capital is to augment the hands-on aspect of the job with academically orientated tasks including archiving, curation and research and thus, raise this role’s status.

Women’s Participation in Open Source Software: A Survey of the Literature

Women are underrepresented in Open Source Software (OSS) projects, as a result of which, not only do women lose career and skill development opportunities, but the projects themselves suffer from a lack of diversity of perspectives. Practitioners and researchers need to understand more about the phenomenon; however, studies about women in open source are spread across multiple fields, including information systems, software engineering, and social science. This article systematically maps, aggregates, and synthesizes the state-of-the-art on women’s participation in OSS. It focuses on women contributors’ representation and demographics, how they contribute, their motivations and challenges, and strategies employed by communities to attract and retain women. We identified 51 articles (published between 2000 and 2021) that investigated women’s participation in OSS. We found evidence in these papers about who are the women who contribute, what motivates them to contribute, what types of contributions they make, challenges they face, and strategies proposed to support their participation. According to these studies, only about 5% of projects were reported to have women as core developers, and women authored less than 5% of pull-requests, but had similar or even higher rates of pull-request acceptances than men. Women make both code and non-code contributions, and their motivations to contribute include learning new skills, altruism, reciprocity, and kinship. Challenges that women face in OSS are mainly social, including lack of peer parity and non-inclusive communication from a toxic culture. We found 10 strategies reported in the literature, which we mapped to the reported challenges. Based on these results, we provide guidelines for future research and practice.

The Utility and Educational Impact of a Virtual Webinar to Deliver an International Undergraduate Cardiovascular Conference.

IntroductionConferences are an important avenue for dissemination of knowledge, research and provide networking opportunities for career development. The COVID-19 pandemic has prompted adoption of virtual platforms for delivery of these conferences. The aim of the study was to determine the utility and educational impact of a student-led virtual webinar to deliver an undergraduate cardiovascular conference compared to a traditional in-person conference.MethodsWe conducted a two-day virtual conference using the Zoom platform in June 2021. The conference consisted of cardiology subspecialty lectures, and workshops were conducted by a junior doctor, senior cardiology trainees and consultants. The conference also outlaid a virtual poster hall and oral presentation session while networking opportunities were encouraged using breakout rooms and poster hall chat function. A 38-item self-administered online questionnaire was designed and disseminated at the end of the conference to all attending delegates. All data analysis and data visualisation strategies were conducted on R statistical programming.ResultsEight-hundred and forty students from 55 countries attended the event. Four hundred and ninety participants (58.5% response rate, 55.9% female) completed the questionnaire. Factors such as weekend conference (84.9%), student-led or organised (84.1%), environmental/sustainable (82.3%), appropriate level for me (81.5%) and comfort to present (80.8%) were deemed to be at least equal to traditional in-person conference. The conference also increased participants’ interest, their core cardiology knowledge and improved their critical analysis and basic echocardiography skills [median 4 (IQR 3–5) for all parameters]. Overall, participants also found it easy to use the virtual platform [median 5 (IQR 5–5)] and easier to ask questions compared to in-person conferences [median 5 (IQR 4–5) vs median 4 (IQR 3–5), p < 0.001].ConclusionOur virtual conference provided opportunities to students that the COVID-19 pandemic would have otherwise affected; however, its utility and educational impact will need to be assessed within its individual context of delivery.

Macro Patterns of Employee Mobility: Learning from Large-Scale Employment Data

This symposium intends to present five studies investigating drivers and directions of employee mobility at the macro-level. The goal of this symposium is to connect macro-level patterns and micro-level mechanisms of employee mobility and foster a research conversation across disciplinary fields, including careers, human resource management, and organizational behavior. In addition, by bringing together diverse projects using large-scale longitudinal data, this symposium will allow researchers to discuss opportunities, challenges, and methodological concerns that arise when working with such data. Over the past decades, careers have transformed from those developing inside organizations and governed by organizational rules and norms to those unfolding within labor markets and characterized by the variety of job transitions and flexibility of work arrangements (Arthur & Rousseau, 1996; Osterman & Burton, 2005). These changes raised a number of questions and stimulated the development of several research streams. They led to the emergence of new conceptualizations of career (Guan et al., 2019; Sullivan & Baruch, 2009), including recent models of sustainable career (De Vos, Van Der Heijden, Akkermans, 2020). They made scholars to reevaluate the employee-employer relationship (Bonet, Cappelli, Hamori, 2013; Cappelli & Keller, 2013) and reinforced the problems of talent management and retention (Bidwell, 2017; Cappelli & Keller, 2014). Given the importance of fit between individual characteristics and broader organizational context (Ployhart et al., 2014; Weller et al., 2019), growing diversity of individual work experience also adds new challenges to the effective matching of workers to jobs. What binds employees and employers in the modern labor markets? What drives employee mobility? Why do people stay or leave, where do they go, and what if they come back? The papers comprising this symposium aim at answering these questions by looking at the longitudinal employment data from five different countries: France, Germany, South Korea, Spain, and Sweden. Testing the theory with such large-scale data facilitates the identification of the most general patterns of labor mobility that might stay unnoticed while analyzing examples from a single organization or survey data from a specific population. Combining studies conducted in a diverse set of countries adds richness to the topics discussed. Collectively, these papers demonstrate what we can learn about individual behavior from the macro-patterns of employee mobility. Corporate career development opportunities and employee retention Presenter: Kira Choi; EMLYON Business School Crisis-related Wage Cuts and Employee Turnover: Who Leaves? Why? Where Do They Go? Presenter: Halil Sabanci; Frankfurt School of Finance & Management Presenter: Marta M Elvira; IESE Business School How Boomerang Mobility versus Mobility to a New Employer Relates to Career Sustainability Presenter: Katja Dlouhy; U. of Mannheim Presenter: Ariane Froidevaux; U. of Texas At Arlington Question of Fit: Managerial Experience and Organizational Design Presenter: Roxana Barbulescu; HEC Paris Presenter: Federica De Stefano; HEC Paris Presenter: Olga Ivanova; USI Lugano Multiple Job Affiliations and Entrepreneurship Presenter: Chanchal Balachandran; U. of Liverpool Management School Presenter: Filippo Carlo Wezel; USI Lugano

Valuing the Partnership Between the Veterans Health Administration and Academic Medicine.

Valuing the Partnership Between the Veterans Health Administration and Academic Medicine.

Evaluating Need of Personnel and Pursue to Master Degree in International Hotel Management Major in Vietnam

With the contributions of the Hospitality and Tourism industry in recent years. The demand for human resources in this industry is increasing with more and more foreign tourists coming to Vietnam. Understanding the important role of this factor, the authors surveyed the need of human resources and pursue to master degree in international hotel management major in Vietnam. Survey results show that 68% of hotels (5*) have a need for human resources with a master’s degree. At the same time, the result also shows that 5* hotels in Vietnam are lacking in human resources with international experience. Therefore, having a major in international hotel management offers opportunities for career development in the international hospitality industry. From the results of this survey, the authors also give recommendations to meet the needs of international hotel management human resources through the implementation of a master’s degree in international hotel management.

New career development opportunities

New career development opportunities