Career Development Opportunities Research Articles

Cluster market of civil aviation training complex services

Classification and features of the educational services market are of interest due to the commercialisation of education and the widespread increase in the level of requirements for staff qualification. Vocational education represents a special segment of this market. The market of professional education of aviation specialists is an important and dynamically developing segment of the educational industry that can offer promising opportunities for training and career development in aviation. According to many researchers, the special importance of this element of the educational services market structure should be based on the integration of joint efforts of corporate training centres, industry agencies and the government with the needs of customers and industry standards. Personnel training itself is a complex multi-disciplinary system. Based on the research in the field of professional education of aviation specialists, the authors define the market of civil aviation simulator complexes services, characterise the market products and identify other features of the market and propose the concept of "cluster market of aviation simulator complexes services".

QUALITY OF WORK LIFE AND ITS IMPACT ON PSYCHOLOGICAL WELL BEING AMONG EMPLOYEES

This research undergone a study on quality of work life and its impact on psychological well being among employees in Hi Tech Arai private limited . Variables taken for the study are Safe work environment , Fringe benefits, compensation practices, Opportunities for career development, Conflict resolution mechanism. From the population of 500 using Morgan table sample size of 217 have taken for the study. Questionnaire data collection method is used in this Research for data gathering. From the Probability sampling , Simple random sampling method used in this research to select a sample from a larger population. Statistical tools used are Normality test ,Mann whitney U test, Kruskal wallis H test and correlation. The findings reveal that there is no significant difference between the Age group and also with gender with reference to safe work environment, Fringe benefits , opportunities for career development , compensation practices and conflict resolution mechanism. Organizations must recognize the importance of investing in QWL initiatives to create environments that support employees' holistic development and contribute to their overall happiness and satisfaction. Key Words: Quality of work life, psychological well being among employees.

Managing Human Resource in the Digital Economy: Balancing Challenges and Opportunities

Digital technologies enable the adoption of more efficient working models, such as process automation, predictive analytics for better decision making, and the use of digital platforms for employee development and performance management. This study aims to investigate employee perceptions and experiences of digital transformation in the context of challenges and opportunities at the company PT Charoen Pokphand Indonesia (CP) Food. The research method used is descriptive qualitative with a data collection approach through questionnaires and observations. The questionnaire was designed to collect employee responses on various aspects of digital transformation in terms of opportunities and challenges. Using a purposive sampling approach, which is a sampling method in which the researcher deliberately selects certain participants or sample units based on certain characteristics or criteria that are considered relevant to the research objectives. The results showed that employees have a positive view of digital transformation at the company PT Charoen Pokphand Indonesia (CP) Food. Employees see it as an opportunity for career development and professional growth, and feel supported in developing their digital skills. A work culture that supports collaboration, innovation, and creativity is also considered important in creating a productive and dynamic work environment. The integration of digital technology is considered successful by employees, indicating that the company has successfully implemented technology in daily work processes well. This research provides valuable insights into how digital transformation affects employee perceptions and experiences in the work environment. The implications of these findings can be used by companies to design more effective human resource management strategies to face the challenges and opportunities in the evolving digital economy.

The Effect of Motivation and Work Environment on Employee Job Satisfaction (Case Study at PT. Latexindo)

Employee job satisfaction is an important factor in achieving productivity and good performance in an organization. This study analyzes the understanding of the factors that affect employee job satisfaction can help companies in improving employee performance and retention. This research uses a case study approach involving employees at PT. Latexindo as a research sample. Data was collected through questionnaires given to employee respondents. The variables studied include motivation, work environment, and job satisfaction. Motivation is measured by the level of needs met and the drive to achieve goals. Work environment is measured by factors such as co-worker support, leadership, and physical condition of the workplace. Job satisfaction is measured based on employees' perceptions of their jobs, including salary, recognition, and career development opportunities. The results of this study are expected to provide a better understanding of the factors that affect employee job satisfaction at PT. Latexindo, so that companies can take appropriate steps to improve job satisfaction and employee performance. The data analysis technique used is the Quantitative method using the help of SPSS version 29. This study used Multiple Linear Regression. Primary data collection using questionnaires. Research shows that motivation partially has a positive and significant effect on job satisfaction at PT. Latexindo where tcount 2.990 > ttable 1.687 and significance 0.005 < 0.05. The work environment partially has a positive and significant effect on job satisfaction at PT. Latexindo where tcount 0.877 > ttable 1.687 and significance 0.386 < 0.05. Motivation and Work Environment simultaneously affect and significantly affect job satisfaction at PT. Latexindo Toba Perkasa where Fcalculate is 5.399 while F table is 3.25 and significant 0.05. The results of the research make an important contribution in the field of human resource management. The research can also provide valuable input for other companies in their efforts to improve employee satisfaction and performance.

Job Satisfaction of Health Care Workers in Hospitals

This research delves into the intricate dynamics of job satisfaction among healthcare workers in prestigious hospitals in India, specifically AIIMS Jodhpur, Apollo Hospitals Jaipur, and Manipal Hospitals Jaipur. Job satisfaction is pivotal for healthcare management, influencing morale, retention rates, and ultimately, patient care quality. By exploring determinants like workload, compensation, work environment, leadership, and professional development opportunities, alongside organizational culture, the study aims to provide actionable insights and recommendations for enhancing healthcare working practices. Through a descriptive research methodology involving surveys, interviews, and observations, the research sheds light on various factors contributing to job satisfaction and wellbeing among 120 surveyed individuals. The findings underscore the significance of addressing employees' needs comprehensively to foster a positive workplace culture, emphasizing strategies such as enhancing communication channels, providing career development opportunities, and prioritizing employee wellbeing. Overall, this study contributes to understanding and improving the work experience for healthcare workers, ultimately benefiting organizational performance and patient care quality.

Insights into Job Satisfaction in the Sugar Industry

This study investigates the impact of organizational commitment, job characteristics, and career development on employee job satisfaction in PT. PG Candi Baru, a sugar company in Sidoarjo, Indonesia. Using quantitative research with 130 permanent employees, data was collected via Likert scale questionnaires and analyzed using path analysis techniques with SmartPLS software. The results confirm that organizational commitment, job characteristics, and career development positively influence employee job satisfaction. These findings underscore the importance of fostering organizational commitment, improving job characteristics, and providing career development opportunities to enhance overall employee satisfaction and organizational performance in the sugar industry. Highlight: Quantitative Analysis: Path analysis with SmartPLS software for robust statistical insights. Positive Relationships: Organizational commitment, job characteristics, career development enhance satisfaction. Industry Relevance: Vital implications for enhancing satisfaction in the sugar industry. Keywoard: Organizational Commitment, Job Characteristics, Career Development, Employee Job Satisfaction, Sugar Industry

Assessing the Effect of Compensation Packages, Work-Life Balance Policies, and Career Development Opportunities on Employee Retention: A Case Study of MSME Employee

In today's competitive business environment, Micro, Small, and Medium Enterprises (MSMEs) face significant challenges in attracting and retaining top talent. This study examines the impact of compensation packages, work-life balance policies, and career development opportunities on employee retention within MSMEs. Using a quantitative research design and Partial Least Squares Structural Equation Modeling (PLS-SEM), data from 300 respondents were analyzed to explore the relationships between these factors. The findings reveal significant positive relationships between compensation packages, work-life balance policies, career development opportunities, and employee retention. These results highlight the importance of strategic investments in human capital and the creation of conducive work environments to foster employee loyalty and commitment within MSMEs.

The substitution effect of financial and non-financial incentives at different income levels in physician recruitment: evidence from medical students in China

BackgroundUnderstanding how medical students respond to financial and non-financial incentives is crucial for recruiting health workers and attracting health talents in medical education. However, both incentives are integrated in working practice, and existing theoretical studies have suggested that various income levels may influence the substitution effect of both incentives, while the empirical evidence is lacking. Furthermore, little attention has been paid to the intrinsic motivation. This study aimed to explore the substitution effect of extrinsic incentives at different income levels, also taking intrinsic altruism into account.MethodsWe used the behavioral data from Zhang et al.’s experiments, which involved discrete choice experiments (DCEs) to assess the job preferences of medical students from six teaching hospitals in Beijing, China. The incentive factors included monthly income, work location, work environment, training and career development opportunities, work load, and professional recognition. Additionally, a lab-like experiment in the medical decision-making context was conducted to quantify altruism based on utility function. Furthermore, we separated the choice sets based on the actual income and distinguished the medical students on altruism. The willingness to pay (WTP) was used to estimate the substitution effect of incentives through conditional logit model.ResultsThere was a significant substitution effect between non-financial and financial incentives. As income increased, non-financial incentives such as an excellent work environment, and sufficient career development became relatively more important. The impact of the increase in income on the substitution effect was more pronounced among individuals with higher altruism. Concerning the non-financial incentive work environment, in contrast to the growth of 546 CNY (84 USD) observed in the low-altruism group, the high-altruism group experienced a growth of 1040 CNY (160 USD) in the substitution effect.ConclusionsThe increase in the income level exerted an influence on the substitution effect of non-financial incentives and financial incentives, especially in high-altruism medical students. Policymakers should attach importance to a favorable environment and promising career prospects on the basis of ensuring a higher income level. Medical school administrations should focus on promoting altruistic values in medical education, enhancing talent incentives and teaching strategies to encourage medical students to devote themselves to the medical professions.

Opportunities for Continuing Education by Hematology Societies Available to International Trainees.

Continuing education in hematology is a key for stimulating the development around the world and improving patient outcomes. However, access to training and education is not equally distributed worldwide, and disparities in hematology exist for under-represented groups such as trainees living in low- and middle-income countries (LMICs). To identify and review the different educational and career development opportunities offered by hematology-focused international academic societies directed at healthcare professionals in this field. We conducted an online search to screen the official websites of international hematology societies and extracted data regarding continuing education opportunities in hematology. Twenty hematology societies were identified with 850 continuing medical education opportunities extracted and reviewed. We recorded 55 grants and funding opportunities from 13 societies. More than half required a membership to apply, 9.1% were available globally, and 12.7% were designed for persons living in LMICs. The current state of continuing education in hematology offers numerous opportunities for healthcare trainees. However, disparities persist for LMICs.

A Comprehensive Approach to Graduate Education in the Biomedical Sciences

There are roughly 130 biomedical sciences-related PhD training programs in the U.S. with about half of the graduates remaining in academia post-graduation. Biomedical sciences PhD programs emphasize rigorous training in research to prepare students to enter academia but may lack training in other areas that contribute to career success. Trainees face many challenges in graduate school, including meeting the basic scientific knowledge and research milestones, developing strong communication skills, and enriching their skillset through professional and career development opportunities to best position themselves for future success. To accomplish all of this while maintaining a healthy sense of self can be daunting. The Graduate School (TGS) at Augusta University (AU) aims to facilitate ground-breaking research alongside outstanding education by providing a holistic and comprehensive graduate experience. TGS is currently undergoing review and revision of three of the four arms of graduate education: academics, research, student well-being, and professional development. We use data collected from an external review and 52 currently enrolled and previously graduated (within 3 years) biomedical sciences PhD students to identify opportunities for improving the first-year core curriculum at AU. In response, TGS developed a first-year core curriculum committee tasked with reviewing, revising, and addressing gaps in the first-year core curriculum. Furthermore, TGS has developed and launched GradWell, a health and wellness initiative, and has also partnered with external collaborators to offer strategic professional development opportunities to biomedical sciences students, prioritizing holistic growth to enhance the student experience. Continuous programmatic evaluation related to curriculum, student well-being, and professional development is critical to ensure programs are meeting the evolving needs of students while incorporating innovative pedagogy to maximize training opportunities and the development of well-rounded research scientists. This is the full abstract presented at the American Physiology Summit 2024 meeting and is only available in HTML format. There are no additional versions or additional content available for this abstract. Physiology was not involved in the peer review process.

The Study on The Impact of Performance Management System on Employee performance

This study delves into the intricate relationship between Performance Management Systems (PMS) and employee performance, aiming to illuminate the mechanisms underlying this connection. In a contemporary organizational landscape characterized by competitiveness and constant evolution, understanding how PMS influences employee performance is paramount for organizational success. The backdrop of this research is the recognition that effective performance management systems not only enhance individual performance but also contribute significantly to overall organizational efficacy. The primary objective of this research is to examine the multifaceted impact of PMS on employee performance across diverse organizational contexts. To achieve this, a mixed-methods approach combining quantitative analysis of survey data and qualitative insights from interviews was employed. The research design allowed for a comprehensive exploration of various dimensions of PMS, including goal setting, feedback mechanisms, performance appraisal, and employee development initiatives. The major findings of the study reveal that a well-designed and effectively implemented PMS positively correlates with improved employee performance. Specifically, clear goal setting aligned with organizational objectives, regular and constructive feedback mechanisms, fair and transparent performance appraisal processes, and opportunities for skill development and career advancement emerged as key factors driving enhanced employee performance. Moreover, the study uncovered the importance of employee engagement and buy-in towards the PMS, emphasizing the need for communication, training, and continuous evaluation to ensure successful implementation. Based on the findings, it can be concluded that PMS plays a pivotal role in shaping employee behavior and performance outcomes within organizations. However, the effectiveness of PMS is contingent upon its alignment with organizational goals, as well as the support and commitment of both management and employees. Therefore, organizations must prioritize the design, implementation, and continuous improvement of their performance management systems to realize their full potential in enhancing employee performance and achieving strategic objectives. In light of these conclusions, several recommendations for action can be proposed. Firstly, organizations should invest in the design and customization of PMS tailored to their specific organizational context and objectives. Secondly, there is a need for comprehensive training and communication programs to ensure that employees understand the purpose and processes of the PMS and are actively engaged in its execution. Additionally, regular monitoring and feedback mechanisms should be established to evaluate the effectiveness of the PMS and make necessary adjustments. Lastly, fostering a culture of performance excellence through recognition, rewards, and career development opportunities is essential for sustaining high levels of employee performance over time.

Ameliorating the profound gender wage gap in the architecture, engineering and construction (AEC) industry among the APEC members: The could and should

This research aims to discover the challenges and propose effective strategies to empower women by ameliorating the gender wage gap in the architecture, engineering and construction (AEC) industry among the APEC members. The study applied document review analysis and conducted focus group discussions, where thirty female professionals in the AEC industry from APEC participated. The results report four challenges contributing to the gender wage gap, namely gender bias and stereotyping, work-family conflicts, physical strength and lack of transparency. Based on the challenges, the study suggests several key strategies focusing on women's participation in the AEC industry, encouraging gender-friendly workplaces, healthy and safe workplaces, and fair career development opportunities to reduce the gender wage gap effectively. The findings suggest that by increasing awareness of the value of women's involvement in the AEC industry, pragmatic policies should be formulated for APEC members to break down the barriers to the gender wage gap.

Human Resource Development Practices and Turnover Intentions among Basic School Teachers: The Mediating Role of Career Commitment

Purpose: The study sought to examine the influence of perceived support for participation in human resource development (HRD) practices on teacher turnover intentions in the Tolon District of the Northern Region of Ghana. Methodology: Using a cross-sectional survey design, questionnaires were used to collect data from 120 teachers from the Tolon Senior High School. Data were analyzed using PROCESS macro ver. 4.2. Findings: Results from regression analysis showed that perceived support for participation in HRD practices had a negative relationship with teacher turnover intentions. It was further found that teacher career commitment mediates the negative relationship between perceived support for participation in HRD practices and turnover intentions. Unique contribution to theory, policy and practice: The study contributes to the existing body of knowledge on the application of social exchange theory (SET) in understanding workplace dynamic and highlights the importance of fostering a supportive work environment that encourages employee participation in HRD activities, such as training programs, mentorship initiatives, and career development opportunities

The influence of compensation and work environment on employee performance with intervening of work motivation

This research aims to determine the effect of compensation and work environment on employee performance. The focus of the research used is compensation and work environment variables on performance through work motivation. The population in this study were all employees of PT JIP. The sampling technique used was a sample using the Slovin method so that a sample of 66 respondents was obtained. Data was collected using a questionnaire. The data analysis method used is Partial Least Square Structural Equation Modeling analysis. The research results show that: Compensation has a positive and significant effect on work motivation, Work environment has a positive and significant effect on work motivation, Compensation has a positive and significant effect on performance, Work environment has a positive and significant effect on employee performance , Work motivation has a positive and significant effect on employee performance, Work motivation mediates the influence of compensation on employee performance, Work motivation does not mediate the influence of the work environment on employee performance. Managers need to pay attention to elements of the compensation package, such as salary, benefits, incentives, and career development opportunities, to ensure that employees feel valued and motivated to provide their best performance.

Predictive HR Analytics to Optimize Decision-Making Processes and Enhance Workforce Performance

This paper explores the application of predictive analytics in Human Resource Management (HRM) to optimize decision-making processes and enhance workforce performance. The primary objective is to develop a predictive model that identifies key factors influencing employee retention within our organization. Utilizing historical HR data, machine learning algorithms are employed to analyze patterns and forecast potential attrition risks. The methodology involves data pre-processing, feature selection, and model training using a comprehensive dataset spanning employee demographics, performance metrics, and engagement indicators. The model's predictive accuracy is assessed through cross-validation, and the final model is validated using a separate test dataset. Results indicate a significant improvement in the accuracy of attrition predictions compared to traditional methods. Identified risk factors include job satisfaction, career development opportunities, and team dynamics. The project concludes with actionable insights for HR practitioners to proactively address potential retention challenges. This paper demonstrates the transformative potential of data-driven decision-making in HRM. By leveraging predictive analytics, organizations can strategically allocate resources, implement targeted interventions, and foster a more engaged and satisfied workforce

A Study of Employee Satisfaction with a Focus on Employee Incentives

This research endeavors to examine the relationship between employee satisfaction and the effectiveness of employee incentives within organizational settings. Employee satisfaction is a critical factor influencing productivity, retention, and overall organizational success. This study specifically investigates how various incentive programs contribute to employee contentment and engagement. Utilizing a mixed-methods research design, this study combines qualitative data gathered through employee interviews and focus group discussions with quantitative surveys to explore and analyze the impact of employee incentives on overall satisfaction. The qualitative approach seeks to uncover nuanced insights into employees' perceptions and experiences, while quantitative analysis aims to identify trends, correlations, and statistical significance. The research will delve into various aspects of employee incentives, including financial rewards, non-monetary recognition, career development opportunities, and workplace culture. It aims to discern the preferences and motivational factors that influence employee satisfaction and engagement. The findings from this research are expected to provide valuable insights for organizational leaders, human resource professionals, and business decision-makers. Understanding the dynamics of employee satisfaction in relation to incentive programs can guide the development of effective strategies to attract, motivate, and retain talent. This study contributes to the broader understanding of employee motivation and satisfaction, serving as a foundation for further research and informed decision-making in the realm of human resource management.

‘You certainly don’t get promoted for just teaching’: experiences of education-focused academics in research-intensive universities

ABSTRACT Changes in drivers of academic roles within higher education institutions globally have resulted in increased proportions of academics in education focused (EF) posts. International and UK research suggests that EF academics can experience dissatisfaction with career progression and the perceived value of their work, including those in research-intensive universities. Previous UK research was conducted prior to the introduction of the TEF which has altered the landscape. Therefore, it was timely to examine the current experience of EF academics in research-intensive universities through a theoretical lens to understand barriers and facilitators to career progression. This interview-based study used two theoretical frameworks, Feldman and Ng’s Framework for Career Mobility, Embeddedness, and Success and Kanter’s theory of Power within organisations to explore the experiences of 43 EF academics across 12 research-intensive UK universities. Four contract types were identified, some of which allowed promotion. Three broad themes were derived from the data, including (1) Lack of agreement on the definition of education-focused academic roles, (2) Level of value and appreciation of educational expertise and the impact on education-focused academics, (3) Career development opportunities for education-focused academics. Recommendations to further enhance the experience and career progression for EF academics in research-intensive universities further include; ensuring transparency in recruitment into EF posts as to whether career development is possible within that post, the need to continue the sector-wide discussion on the definition of EF roles that recognises the complexity and diversity of activity and continued work to value and recognise appropriately educational expertise.

Exploration and Practice of Value Cultivation for Students in Sino-Foreign Cooperative Education Programs

The management cooperative education program refers to collaborative educational projects in the field of management between domestic and foreign universities. This collaboration model helps integrate high-quality education resources from both domestic and international sources, enhancing the quality of teaching and providing students with a broader international perspective and opportunities for career development. This article focuses on the exploration and practice of fostering values for students in management cooperative education. By systematically reviewing key areas such as management ideologies both domestically and internationally, corporate culture and values, and the history of world economic development, this article delves into how to effectively guide students in embracing values of openness, inclusiveness, innovation, and collaboration. On the practical level, the article combines case studies of transnational corporate management practices with the growth and contributions of entrepreneurs in China and abroad, proposing a series of specific cultivation strategies and methods. By integrating case analysis with practical teaching, the aim of this article is to help students translate their learned values into tangible actions, laying a solid foundation for future career development and social responsibility. The research findings of this article have important guiding significance for promoting the cultivation of values for students in management cooperative education.

127 Advance RI-K Scholar Career Development Program: A one-year intensive program for developing early career faculty in an IDeA state

OBJECTIVES/GOALS: We developed a state-wide program to support early career faculty in preparing mentored career development awards, and connect them to resources, mentorship, and career development opportunities. We aimed to build self-efficacy along multiple axes, including research design and grantsmanship, and to facilitate networking with mentors and peers. METHODS/STUDY POPULATION: The program recruited four cohorts of faculty over the course of four years, for a total of 32 faculty participants (63% physician scientists). Participants were selected by a Steering Committee, and represented a variety of specialties from 19 departments across Brown University, University of Rhode Island, and affiliated hospitals. Participation required an institutional commitment of 20% minimum protected time to engage in research and a year-long curriculum that included biweekly didactic sessions, project development support, individual consultations, feedback on drafts, and internal study section review. Participants completed pre-, interim-, and final-assessments, which collected measures of self-efficacy, professional development needs, program satisfaction, and formative feedback. RESULTS/ANTICIPATED RESULTS: Over the first 3 years, 21 participants completed the program, 43% have received NIH or VA K/CDA awards so far, and 48% received other federal or non-federal awards. Over 25 faculty from across institutions participated in leadership and didactics, with even greater participation on mentorship teams, panels, and grant review. All cohorts showed improvements in measures of self-efficacy in grantsmanship and research and reported high satisfaction with program activities. Participants found individualized proposal feedback and internal study sections to be most valuable, and frequently cited the value of peer-learning opportunities. Challenges for scholars include mentorship challenges, competing priorities/protected time, and various external factors that impacted individual research progress. DISCUSSION/SIGNIFICANCE: The program has successfully supported cohorts of junior clinical and translational faculty from across the state in launching their independent research careers. The program may serve as a model for IDeA state inter-institutional collaboration in developing diverse faculty cohorts in the early stages of preparing their career development award.

Influencing Factors for Work Engagement of COVID-19 Response Workers in Public Health Centers: Based on the Job Demands-Resources Model

Purpose: This study aimed to identify the influencing factors for work engagement of COVID-19 response workers in public health centers based on the JD-R model. Methods: The participants were 119 civil servants and professionals of 20 public health centers with at least 6 months of work experience and have experience of COVID-19 response tasks in cities, districts and counties. The collected data were analyzed by descriptive statistics, t-test, ANOVA, Pearson’s correlation coefficient and multiple regression using IBM SPSS 27.0. Results: The factors influencing work engagement were age, career development opportunity, and person-job fit. The explanatory power of these variables was 61%.Conclusion: In order to enhance the work engagement of public health center workers in responding to future infectious disease outbreaks, it is necessary to develop various strategies such as assigning job roles that aligned with individual characteristics, providing career growth opportunities even during infectious disease outbreaks, and designing tasks by taking into account age.