Career Development Opportunities Research Articles

ESPO and Butler-Williams Scientific Symposium: Disrupting Health Disparities and Transforming Care of Older Adults

Abstract The NIA’s Butler-Williams Scholars Program and GSA’s ESPO Section are united in providing career development opportunities in a manner that promotes leadership, diversity, and inclusivity. Our emerging scholars are called to examine health inequity and overcome barriers by continuous and incremental improvements (disruption) or dramatic change (transformation) to improve health and access to care for our diverse aging population. Among the chief concerns of our aging population are disparities in health associated with race/ethnicity, experience, sociocultural and socioeconomic factors. GSA’s early career professionals and 2020 alumni of the prestigious NIA Butler-Williams Scholars Program address these issues. Dr. Karen Moss will discuss new findings from a study of African American caregivers of persons living with dementia. Dr. Jasmine Travers will present on mitigating disparities in access to long-term services and supports among older adults. Dr. Maricruz Rivera-Hernandez, will present current work on aging and care delivery or health of Hispanic older adults, including impact of COVID19 in Hispanic groups. Dr. Marc Garcia will present on interaction of race/ethnicity, nativity, and gender with key social and economic factors on health, COVID19, and aging. Finally, Dr. Shana Stites will present on social challenges in advancing diagnosis and treatment of Alzheimer’s disease dementia. The featured talks by rising stars deepen our understanding of the influence of health disparity so we can disrupt inequity and transform systems of care across our diverse aging populations.

EFFECTS OF COMPENSATION PRACTICES ON ACADEMIC STAFF’S JOB PERFORMANCE IN FEDERAL UNIVERSITY OF AGRICULTURE, ABEOKUTA, OGUN STATE, NIGERIA

The study examined the effect of compensation practices on academic staff’s job performance in Federal University of Agriculture, Abeokuta, Ogun State, Nigeria. Multi stage sampling technique was used to purposively select 3 Agricultural base colleges followed by proportionate stratified sampling technique where respondents were randomly selected. One hundred and three (103) respondents from the three colleges of agriculture of the university were selected of which 92 questionnaires were retrieved. Data obtained was analyzed using descriptive and inferential statistics such as mean, standard deviation, chi-square and Pearson Product Moment Correlation. Finding revealed that the mean age of the respondents was 42.71 years, 71.7% of the respondents were male, 81.5% of them were married and 79.3% of the respondents were PhD holders. The mean years of experience was 10 years while their mean income was ₦217447.29. Most (79.4%) academic staff perceived that there is a pressing need to review and rationalize the pay structure to improve employee efficiency, some of the compensation packages available were; retirement benefit (100%), study leave (91.3%), career development opportunity (82.6%). The major constraints to compensation strategies identified were poor insurance scheme (21.7%), inadequate welfare package (20.7%) and poor communication network (19.6%). Furthermore, a significant relationship existed between respondents’ age (r= -0.204, P<0.05), compensation packages (r= 0.26, P<0.05) and their job performance. The results concluded that academic staff perceived a pressing need to review the compensation packages by involving them in the compensation decision making process. Effective management and implementation of compensation packages is highly recommended.
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The incentivisation of English medium instruction in Chinese universities: policy misfires and misalignments

AbstractThe growth of English medium instruction (EMI) in higher education in China over the past two decades has been promoted via implicit and explicit policies that aim to incentivise activities associated with the creation of English-taught courses and programs. This study investigates the components of such incentivisation schemes. It also explores how incentivisation policies are being implemented by policy arbiters, EMI programme directors, and EMI teachers. Data were collected from two sources: 93 institutional policy documents on EMI provision collected from 63 Chinese universities, and 26 interviews with senior university staff at a selection of eight Chinese universities. Results revealed that incentivisation policies focused on increased workload weighting for EMI courses, greater access to career development opportunities for teachers, increased monetary rewards, and dedicated financial support for creating and delivering courses. A comparison of policy and practice revealed areas of policy misfires and misalignments. EMI teachers considered the workload incentives insufficient and were not primarily motivated by financial rewards, but rather chose to teach in English for professional, academic, and personal intrinsic rewards; many viewed EMI at the core of their teacher-researcher academic identities. The paper concludes with recommendations to better align incentivisation policies with the driving forces attached to EMI in China.

Leadership through Empowerment of Human Resources during the Pandemics

The world has never before experienced such a dramatic impact on human capital; and the consequences of the COVID-19 on economic, social and political indicators – although still not fully known and difficult to forecast, but according to many authors and international organisations will certainly be dramatic (Tawil, 2020; UNESCO, 2020). The COVID-19 pandemic has created a particularly challenging environment for human resource management (HRM) – with managers having to quickly venture into the “unknown unknowns” as they strive to help their workforce adapt to and cope with radical changes occurring in the work and social environment. According to D. Gudelis (2020) the COVID-19 pandemics that has spread all over the world since the beginning of 2020 has posed a grand challenge to the governments of all countries around the world, including Lithuania – they were forced to make decisions on the measures that would help to slow the spread of the virus as well as to take actions to alleviate the negative effects of the enforced restrictions on the economy and people. In Lithuania, having declared a state-level emergency situation on 26 February, 2020, the governance of the pandemics was based on the Law on Civil Protection of the Republic of Lithuania and the State Emergency Situation Management Plan approved in 2010. After a couple of weeks, the decision on announcement of a national quarantine on the entire territory of the Republic of Lithuania was made on the grounds of the Law on the Prevention and Control of Communicable Diseases in Humans of the Republic of Lithuania. In the light of the above, the article analyses the leadership through empowerment of human resources and underpins the effectiveness of management. The initial theoretical framework provides the rationale for the concept of leadership during the pandemics; it also includes an analysis of the dimensions and typology of the concept of empowerment and COVID-19: management, policy, remote work and management processes. The article focuses both on the changes in leader’s management styles and decision-making options in the organization where leadership through empowerment of employees during the pandemics plays an important role. Quantitative research on leadership through empowerment in organizations during the pandemics was conducted. The research findings have shown that leaders were fairly well prepared for management of human resources during the pandemics as well as disclosed the trends that the leaders in organizations provide their employees with a possibility to perform challenging work tasks, to make decisions autonomously, to develop their competences, they share information and apply incentive measures that during the challenging times are relevant for workforce. The research has revealed that little attention has been paid to career development opportunities in organizations when working in remote mode. Practical implication of the research findings allows maintaining that the COVID-19 pandemics will have profound social, psychological, physical and technical implications for human resources as they attempt to adjust to their drastically altered work environments. Some of these challenges, undoubtedly, have never been experienced before, i.e., they are unique, and therefore, will require new methods of analysis and new theoretical constructs, however, some other issues employees are currently facing resemble their usual daily work experience.

“Why should a ‘foreigner’ be better than me?”: preferential practices in junior academic faculty recruitment among mainland Chinese universities

China’s phenomenal growth in higher education has received increasing scholarly attention, particularly its initiative to build world-class universities. Though a crucial contributor to its rapid development, the changing hiring practices of mainland Chinese university employers remain largely underexposed. This study presents qualitative evidence drawn from document analysis and in-depth interviews to show current trends, which reveal university employers’ widespread preference for graduates with an overseas background, will tend to deprive domestically trained graduates of vital opportunities for career development, which may have detrimental consequences in the long run. The study found that a substantial number of Chinese university employers explicitly articulated their talent preferences, with a strong favour towards applicants with overseas credentials and/or experience. Further analysis of the textual data identified two nuanced trends: universities in a more economically developed region and at a higher level tended to have more rigid and exclusive recruitment preferences for candidates with an overseas background; competitive employers tended to be selective in applicants’ overseas backgrounds by gauging their potential productivity measured in quantifiable research outputs. In response to the pressure brought by such preferential practices, domestic doctorates were found to be learning to accept and struggle to cope with the changes. These findings are discussed in the context of the internationalisation of higher education and the popularisation of overseas education with implications for and beyond the Chinese experience.

Talent retention strategies for female academics in the higher education sector

This study aimed at identifying talent retention strategies for female academics in the higher education sector, paying particular attention to the Sub-Saharan context. Higher education institutions rely on the knowledge, abilities, and skills of their academics in order to keep abreast of the changing nature of higher education globally. These institutions of higher learning are required to be competitive and achieve their strategic goals in order to remain relevant in the sector. Studies have shown that female academics are leaving the higher education sector for the private sector for numerous reasons, including better salaries and further development. Additionally, some female academics are emigrating to European countries in search of greener pastures. Therefore, higher education institutions have to ensure that talent retention strategies are implemented to retain female academics, as well as to facilitate their progress to top leadership positions. The study utilized four crucial retention strategies identified in Kenya by Mutiria, Rukangu and Kubaison in 2015. These retention strategies include compensation and benefits, formal succession planning, training and development and career development opportunities. A quantitative research design was adopted for this study, whereby online questionnaires were completed by 112 female academics at a Sub-Saharan university. The data were analyzed using the Statistical Package for the Social Sciences (SPSS) version 27 for Windows. The results revealed a significant relationship between the four identified strategies and retention. Thus, institutions of higher learning should effectively implement these strategies in order to retain talented female academics, considering the dynamics in the sector.

Effort for Developing Excellent Human Resources in the Hospitality Industry

The hospitality industry is an industry that prioritizes service for its guests, to provide the best service, of course, it requires superior, competent, and professional human resources in their field. To get HR with these criteria, of course, there are various efforts that can be made by every hotel company. The purpose of this study is to describe efforts to develop superior human resources in the hospitality industry, through this development it can provide an overview for hotel leaders in developing their human resources so that competent human resources are created in their fields who are able to provide the best service to guests. This type of research is qualitative research with the method of Data collection used is a literature study. Based on the results of the discussions that have been described, in an effort to build superior human resources in the hospitality industry, companies can make various efforts, including conducting recruitment and selection properly and fairly, providing opportunities for every employee to carry out education and training activities, providing opportunities for Career development for each employee, employees are able to cooperate with each other within the company, create a good and conducive work environment, improve technology capabilities for each employee, reward employees who excel and contribute positively to the progress of the company.

Development of the Association of Pediatric Program Directors Global Educator Scholarship—Expanding Bidirectional Efforts in Global Health Education

The Board of the Association of Pediatric Program Directors (APPD) partnered with the APPD Global Health Learning Community (GHLC) to establish the APPD Global Pediatric Educator Scholarship. This award seeks to recognize pediatric educators who demonstrate leadership in improving pediatric education in low- and middle-income countries, and provide them with career development opportunities by attending the APPD Spring meeting. Two educators per year have been awarded the scholarship since 2017. The authors sent survey questions via email and obtained responses from 6 (100%) of the scholarship awardees, 8 (75%) APPD GHLC leadership individuals, and 4 (67%) APPD Board members. Three authors analyzed the responses with consensus achieved on themes. Awardees noted learning about educational strategies, academic opportunities through networking, and context for stronger bilateral exchange with partners. APPD leaders noted an expansion of the organization's mission to include global presence. Challenges included program visibility, sustainable funding, and logistics. Suggestions included better incorporation of awardees into APPD membership, longitudinal mentorship, targeted conference navigation, and visits to local academic institutions. The APPD Global Educator Scholarship is a replicable model of organizational global outreach that expands the concept of bidirectional exchange to include career sponsorship for global partners.

Diversity, equity, and inclusion in pathology: Some progress, but room for improvement: Amid a troubling backslide in diversifying medicine, pathologists point to recent successes and remaining challenges in promoting diversity, equity, and inclusion (DEI). In part 1 of a 2-part series, we investigate what has and has not worked in efforts to diversify workforces.

Diversity, equity, and inclusion in pathology: Some progress, but room for improvement: Amid a troubling backslide in diversifying medicine, pathologists point to recent successes and remaining challenges in promoting diversity, equity, and inclusion (DEI). In part 1 of a 2-part series, we investigate what has and has not worked in efforts to diversify workforces.

A 12-Year North American Longitudinal Study of Gender Equity and Equality in Gastroenterology

A 12-Year North American Longitudinal Study of Gender Equity and Equality in Gastroenterology

EP.TU.833The F2 Cohort of COVID19: The impact on Career development – a survey analysis

Abstract In March 2020 the coronavirus outbreak was announced as a global pandemic by WHO, in response to the pandemic the NHS underwent huge changes. This included recalling foundation doctors and cancelling the changeover into their final rotations. There have been studies into the impact of the pandemic on junior doctor training and wellbeing, however none looking specifically at their career development. An online survey was distributed to a cohort of Foundation Year 2 Doctors (F2s) in one NHS trust. This specifically asked about the impact of not rotating, specialty tasters, courses and the overall impact of the pandemic. The results of this study show that F2 doctors report weaker specialty applications alongside missed career development opportunities. However, the main influence of COVID-19 was reported to be on the cohort’s personal lives. This study concluded that the COVID-19 pandemic negatively affected both F2 doctor’s professional and personal lives, and it would be useful to follow up the cohort’s career development in the long-term as well as investigate the impacts in other NHS foundation trusts in the country.

School and Employment-Related Barriers for Youth and Young Adults with and without a Disability during the COVID-19 Pandemic in the Greater Toronto Area

Purpose: Youth and young adults are particularly vulnerable to the socio-economic impacts of Coronavirus Disease (COVID-19). The purpose of this study was to explore barriers to school and employment for youth with and without a disability during the pandemic. Methods: This qualitative comparison study involved in-depth interviews with 35 youth and young adults (18 with a disability; 17 without), aged 16–29 (mean age 23). An interpretive, thematic analysis of the transcripts was conducted. Results: Our findings revealed several similarities and some differences between youth and young adults with and without disabilities regarding barriers to school and employment during the COVID-19 pandemic. Key themes related to these barriers involved: (1) difficult transition to online school and working from home (i.e., the expense of setting up a home office, technical challenges, impact on mental health), (2) uncertainty about employment (i.e., under-employment, difficult working conditions, difficulty finding work, disability-related challenges) and (3) missed career development opportunities (i.e., canceled or reduced internships or placements, lack of volunteer opportunities, uncertainties about career pathway, the longer-term impact of the pandemic). Conclusion: Our findings highlight that youth and young adults with disabilities may need further support in engaging in meaningful and accessible vocational activities that align with their career pathway.

Reward Management Strategies and Employee Satisfaction in the Colleges of Kathmandu Valley

Background: Educational institutions set up a reward management system with the hope that it makes the employees perform their activities to the satisfaction of all concerned stakeholders. However, there are many contradictions and complaints about the performance of employees in colleges, compelling the undertaking the studies. Objectives: This study aims to examine the impact of reward management strategies on employee satisfaction in colleges of Kathmandu valley. Methods: This paper uses a questionnaire survey method of 300 respondents of different 30 colleges/campuses of Kathmandu valley and descriptive statistics and multiple regression models are used to analyze the data. Results: The beta coefficients are positive and significant for promotion, compensation, recognition, learning opportunities, and career development opportunity with employee satisfaction which indicates these variables have a positive impact on employee satisfaction. Conclusion: It is found that reward management is positively related to employee satisfaction and it is a powerful motivational factor that leads to job satisfaction. Implications: College management including universities may focus on identifying better reward management strategies to motivate the employees to enhance better productivity.

Reward Management Strategies and Employee Satisfaction in the Colleges of Kathmandu Valley

Background: Educational institutions set up a reward management system with the hope that it makes the employees perform their activities to the satisfaction of all concerned stakeholders. However, there are many contradictions and complaints about the performance of employees in colleges, compelling the undertaking the studies. Objectives: This study aims to examine the impact of reward management strategies on employee satisfaction in colleges of Kathmandu valley. Methods: This paper uses a questionnaire survey method of 300 respondentsof different 30 colleges/campuses of Kathmandu valley and descriptive statistics and multiple regression models are used to analyze the data. Results: The beta coefficients are positive and significant for promotion, compensation, recognition, learning opportunities, and career development opportunity with employee satisfaction which indicates these variables have a positive impact on employee satisfaction. Conclusion: It is found that reward management is positively related to employee satisfaction and it is a powerful motivational factor that leads to job satisfaction. Implications: College management including universities may focus on identifying better reward management strategies to motivate the employees to enhance better productivity.

46.2 HEALTH EQUITY AND ANTIRACISM: ENGAGING AND SUPPORTING PSYCHIATRY TRAINEES

Black and Latinx physicians are underrepresented in psychiatry training programs, as well as in academic medicine in general. Interest in engaging in health equity work in child and adolescent psychiatry often develops early in our medical training. The goal of this session is to examine different ways that psychiatry trainees can engage in child and adolescent mental health equity efforts, optimize their mentorship relationships, and gain research and advocacy skills. Kunmi Sobowale, MD, will discuss personal experiences in research, advocacy, teaching, and clinical training as possibilities to be involved in health equity. He will also discuss mentorship as a key component for success in these endeavors. An online audience response system will be used to foster interaction. Participants will learn a variety of ways that trainees can contribute to health equity and how to support trainees in these efforts. Engagement of child and adolescent mental health trainees in health equity efforts can take many forms and provides opportunities for career development and personal fulfillment. Equipping both trainees and faculty mentors with specific examples of how to nurture a mentorship relationship and promote health equity work early in their careers can result in long-term benefits for these highly needed efforts.

Engaging local health research communities to enhance long-term capacity building in Brazil

The ‘2019 Research Capacity Network (REDe) workshop series’ was an initiative led by Brazil-based REDe coordinators and The Global Health Network (TGHN) in partnership with Brazilian researchers interested in arboviruses....

An Assessment of Factors Influencing Job Satisfaction of Healthcare Professionals in Ogun State Hospitals, Nigeria

In the healthcare sector, the job satisfaction of professionals and/or healthcare workers plays a profound role in their performance and is further reflected in the health and satisfaction of the patient. In recent times, the healthcare workers in Nigeria were not seen to be gratified with the organizational policies. The various industrial unions of the health care professionals have engaged in several industrial strike actions over the years in an attempt to demand for better remuneration, improved working conditions, increased staff strength, reduction of work overload, and the likes. This situation among the healthcare professional has become worrisome in Ogun State. This study assessed factors influencing job satisfaction of healthcare professionals in Ogun State Hospitals, Nigeria. The study was conducted with a sample of 729 healthcare professionals from the five zonal offices comprising Thirty-Nine (39) Health facilities across the study area. Data and/or items that assessed job satisfaction with management, supervision, nature of work/profession, work environment, salary, benefits, and promotion were subjected to exploratory factor analysis in order to group the major constraints variables. The results showed two orthogonal factors in management, two factors in supervision, five factors in nature of work/profession, three factors in a work environment, and three factors in rewards/compensation, which were derived with total explanations of 50.54%, 61.30%, 58.32%, 58.82%, and 68.68% respectively, of the Variance. Only variables with constraints loadings of 0.60 and above were used in naming the factors. The results further revealed that rewards, opportunities for career development, working conditions, and promotional schemes of the organizations have high associations with job satisfaction, whereas work environment was found to have low significance towards job satisfaction. This study concludes that the Ogun State Hospitals Management Board needs to improve the work environment; attractive rewards/compensation, opportunities for career development, and promotions. Keywords: Factors, Healthcare Professionals, Job satisfaction, Nigeria, Ogun State Hospitals.

Looking Into Perioperative Nurses’ Other Roles

Looking Into Perioperative Nurses’ Other Roles

EMPLOYER PROMISES OF A PSYCHOLOGICAL CONTRACT AND EMPLOYEE PERFORMANCE: A CASE OF THE TEACHER SERVICE COMMISSIONA CASE OF THE TEACHER SERVICE COMMISSION

Purpose: The main purpose of this study was to examine the effects of employer promises of a psychological contract on employee performance at the Teachers Service Commission Materials and Methods: A case study research design was used in the study. The sample size was 341 respondents at the TSC who were arrived at using the Krejcie and Morgan Table of sample size determination. They were selected using a simple random sampling technique. Questionnaires were used for collecting the data. Quantitative and qualitative approaches were used in carrying out the analysis. The quantitative data comprised of descriptive and inferential analysis which were done with the help of the SPSS. The qualitative data was analyzed thematically and integrated within the quantitative data. Results: The following key findings were made: The coefficient of determination indicates that 82.0% variations on employee performance was explained by the four independent variables; promotion, training and career development, job equity, and job security. holding other factors constant, promotion (Beta=.175), training and career development (Beta=.372), job equity (Beta=.338) and job security (Beta=.208) are positively related to employee performance at the Teacher Service Commision. Additionally, the study concluded that there is a significant relationship between constructs of organizational promises of psychological contract (promotion, training and career development, job equity, job security) and employee performance (p=.00<0.05). Unique contribution to theory, practice and policy: It is recommended that the organization should take time to create opportunities for training and career development among its staff members. The organizational policies may also be reviewed to keenly address the issue of job equity. It should ensure that the aspects of fairness in terms of promotion, rewards/salaries and other practices are provided fairly and equally to all the staff members. With streamlined policies, the implementers should also be evaluated and examined to ensure that they followed the policies in ensuring that the organization operates in a fair environment.

FACTORS AFFECTING EMPLOYEE RETENTION IN PAKISTAN

Employee retention is one of the biggest challenges faced by various organizations in Pakistan. This is occasioned by globalization that has intensified competition and increased mobility of highly skilled employees. Retention of staff is a pertinent issue in public and private organizations in Pakistan, which are operating in a highly competitive environment and hence depend on their staff for success and sustainability. Indeed retention of employees will help the organizations to accomplish their vision and mission. This research aims to examine the impact of various factors such as rewards, career development opportunities, supervisor support, training and development opportunity, job characteristics and work life conflict on employee retention. In order to conduct this study, a sample of 219 employees was obtained from leading organizations based in Rawalpindi and Islamabad. A total 280 questionnaires were distributed from which 219 were accepted with the response rate of 78%. Six hypotheses were proposed in the study. Results reveal that factors such as rewards, supervisor support, training and development opportunities, job characteristics and work life conflict, are significantly related with employee retention. The findings of this study can be useful for the organizations in developing the retention strategies and policies, so that they could retain their valuable employees. Moreover, it’s useful for the employees as it helps in identifying such factors and reasons, which forces them to quit or leave the organization. As Pakistan is a developing country and has lots of political and economical issues. Therefore retaining valuable human resource is important for the future of our country.