Career Development Practice Research Articles

Tenure Appointments for Faculty of Clinical Departments at U.S. Medical Schools: Does Specialty Designation Make a Difference?

To describe differences and trends among clinical specialty departments in number and percentage of tenure-related appointments for full-time faculty. Association of American Medical Colleges Faculty Roster annual snapshot reports were used to calculate percentages of full-time faculty holding tenure-related appointments in each of the database's 17 groupings of clinical specialty departments. Faculty numbers and percentages by track were compared to investigate trends for 2006 to 2016. In the decade 2006-2016, the number of individuals on tenure-related tracks in clinical departments declined by 0.8% (276/33,610), but those on nontenure appointments increased by 60.5% (36,444/60,195). The number reporting "tenure not available" rose by 58.9% (4,467/7,574). Currently, 62% to 82% of full-time faculty in clinical departments are on nontenure tracks. Specialties differ significantly in current percentage and in rate of change in both numbers and percentage of tenure-related appointments. In 2016, faculty on tenure-related tracks ranged from 34.5% (295/855) in public health and preventive medicine to 13.5% (654/5,654) in family medicine. The most significant drops in percentage of tenure-related appointments in 2006-2016 were in surgery, pediatrics, and internal medicine. Dramatic changes in size and track distribution of faculty are occurring at significantly different rates across clinical specialty departments. The number of individuals on tenure-related tracks remains relatively stable, but the percentage of such faculty in clinical specialty departments continues to drop dramatically in almost all specialties. The growing dominance of nontenure appointments has important implications for career development and academic promotion policies and practices in all specialties.

A capability approach to career development: An introduction and implications for practice

In the UK, the concept of employability is influential in current conceptualizations of career development. It is an example of a discourse underpinned by faith in individual transformation as a response to unstable labour markets, a position that is not unproblematic when structural factors are taken into account. This article introduces an alternative perspective, the capability approach, to encourage debate about its value, and to begin to outline what it means for career counselling and development practice. An overview of the capability approach is provided, and the resonance between the concerns of the capability approach and those of career development practitioners will be highlighted. Key difficulties in applying the approach are identified before implications of the capability approach for practice are considered.

The Fourth Industrial Revolution: Issues and Implications for Career Research and Practice

The accelerating digitization and automation of work, known as the 4th industrial revolution, will have an enormous impact on individuals’ career experiences. Yet, the academic literature in vocational psychology and career research has been remarkably silent on this trend so far. This article summarizes some of the most important issues of the 4th industrial revolution as they pertain to career development. The author then critically reviews how current models and frameworks of career development are suitable for addressing these emerging issues. Opportunities for future career development research and practice are outlined.

Employees’ Social Self-Efficacy and Work Outcomes: Testing the Mediating Role of Social Status

This study examined the beneficial role of social self-efficacy (SSE) in relation to the important workplace outcomes of job satisfaction and task performance. We proposed and tested a model in which social status functioned as a mediator of the above relationships. Participants were 172 employees from diverse industries in China, who self-reported their SSE and job satisfaction. Each participant had three coworkers who provided peer ratings of his or her social status and task performance. Results based on structural equation modeling indicated that SSE positively related to social status, which in turn positively related to both job satisfaction and task performance. Consistent with our prediction, social status was found to mediate the above relationships. Implications for career development practices were discussed.

A Qualitative Analysis of Early Career Women’s Adjustment to Work in Professional Psychology: Practitioners’ Reflections

The experiences of early career psychologists (ECPs) have become a focal point within the profession of psychology, with trends reflecting increasing financial burdens and career struggles. Despite these trends, few attempts to directly explore themes among the experiences of ECP women’s career adjustment in clinical settings have been published. In this study, consensual qualitative research (CQR) methodology was used to extract themes among a sample of recently licensed ECPs ( N = 13) identifying as women in clinical positions who were licensed between 1 and 3 years since graduating. Specific themes related to struggles (e.g., the licensing process, financial burdens, and lack of mentorship) as well as strengths (e.g., family, peer, and workplace support) are discussed. Implications for career development research, theory, and practice are suggested for stakeholders interested in the career development of ECP women in clinical settings.

Childhood economic status predicting later income: the role of networking ability and encouragement of participation

Drawing from a social capital perspective, this study examines the psychological mechanism and boundary conditions of the relationship between individuals’ childhood economic status (CES) and later income. Specifically, we tested the mediating role of networking ability and the moderating role of encouragement of participation in this relationship. With a sample of 3635 employees in China and the use of multistage stratified sampling, the results indicate that networking ability mediates the CES and later income relationship. Moreover, encouragement of participation acts as a necessary condition in the relationship between networking ability and later income. Specifically, when encouragement of participation was high, increased networking ability was associated with increased later income. When encouragement of participation was low, the positive relationship between employees’ networking ability and later income was no longer significant. Finally, the indirect effect of CES on later income mediated by networking ability was stronger for organizations with a higher level of encouragement of participation. Findings and future directions in the theory and practice of career development are discussed.

EDUCATION AND TEACHER MENTORING, THE BEST CAREER DEVELOPMENT ON STANDARD REFORMS IN ALBANIA

In exploring how to achieve this goal, educators are turning their attention and resources increasingly to the priority of professional development. Teacher mentoring programs are now perceived as an effective staff development approach for beginning teachers. By establishing teacher mentoring programs, the district serves two important purposes: novice teachers are given a strong start at the beginning of their careers, and experienced classroom teachers serving as mentors receive recognition and incentives (Little and Nelson, 1990). Researchers believe that mentoring can be a valuable process in educational reform for beginning teachers as well as veteran teachers (Ganser, 1996). Supporting beginning teachers at the outset contributes to retention of new teachers in the school system. Formalizing the mentor role for experienced teachers creates another niche in the career ladder for teachers and contributes to the professionalism of education. Effective organizations place a premium on talent when selecting, developing, and advancing their workforce. States and school districts tend to approach teachers from a one-size-fits-all perspective that inhibits efficient and productive workforce management. Organizing the teacher workforce for efficiency and productivity can best be done with careful management of individual talent and careers. Child development is a field of study concerned with the growth and well-being of children and young adults. The present practice of professional and career development too frequently fails to differentiate developmental paths for individual teachers. Not only is there a tendency to neglect identifying highly effective teachers for the purpose of retaining, advancing, and placing them in assignments that maximize the impact that they have on student learning, there is also a similar tendency to neglect identification of under-performers.

Psychological career resources, career adaptability and work engagement of generational cohorts in the media industry

Orientation: The global skills crisis coupled with the aging workforce, rapid technological advances and changing nature of work have infringed various challenges upon organisations and employees. Media organisations in particular are affected by these trends, with retention further at risk because of the specialised and scarce skills sought and the versatility and ambiguity inherent in the nature of careers within the media industry, therefore resulting in engagement and skills retention being high on the agenda.Research purpose: The aim of the study was to explore whether employees’ age, psychological career resources and career adaptability significantly predict their work engagement and whether generational cohorts differ significantly regarding these variables.Motivation for the study: Within a retention context, it is important to gain insight into the employees’ personal career-related capabilities and dispositions as these are deemed important for driving career development and engagement levels, which, in turn, impact on the retention of talent.Research design, approach and method: A stratified random sample (N = 248) of predominantly female (63.3%) and black African people (54%) within their early career stages (80% < 45 years) was used. A cross-sectional, quantitative research design approach was followed. Stepwise regression analyses and tests for significant mean differences were performed.Main findings: The results indicated generational cohort (age), career confidence (career adaptability) and career harmonisers (psychological career resources) as significant predictors of work engagement. The Generation Y individuals had higher levels of psychological career resources (career preferences, career values and career drivers), while the Generation X individuals had higher career curiosity. The Baby Boomers showed higher levels of work engagement.Practical and managerial implications: Psycho-social career meta-capacities positively related to work engagement. It is therefore essential that these constructs are taken into account in career development and engagement practices, which, in turn, may contribute towards enhancing talent retention and employability of individuals within the media sector.Contribution: The study contributed new insights on psychological factors among generational cohorts in the media industry that predict their work engagement and possible retention.

Barriers to Arab female academics’ career development

PurposeArab female academics struggle to advance within their universities in both academic and managerial ranks. Accordingly, this study aims to investigate the factors hindering Arab women’s academic career development through studying the case of Jordanian academic women.Design/methodology/approachData were gathered through document analysis (Jordan constitution, Jordanian Labour Law and its amendments, higher education and scientific research law, Jordanian universities’ law and universities’ HR policies and regulations), interviews with 20 female academics and a focus group with 13 female academics (members of the Association of Jordanian Female Academics).FindingsThe results indicate female academics as tokens facing many interconnected and interrelated barriers embodied in cultural, social, economic and legal factors. The findings support the general argument proposed in human resource management (HRM) literature regarding the influence of culture on HRM practices and also propose that the influence of culture extends to having an impact on HR policies’ formulation as well as the formal legal system.Originality/valueThe influence of culture on women’s career development and various HR practices is well established in HR literature. But the findings of this study present a further pressure of culture. HR policies and other regulations were found to be formulated in the crucible of national culture. Legalizing discriminatory issues deepens the stereotypical pictures of women, emphasizing the domestic role of women and making it harder to break the glass ceiling and old-boy network.

Good practice or positive action? Using Q methodology to identify competing views on improving gender equality in academic medicine

ObjectivesThe number of women entering medicine has increased significantly, yet women are still under-represented at senior levels in academic medicine. To support the gender equality action plan at one School...

Impact of Career Development on Organizational Commitment

Career development is the most effective tool for organizations through which they develop their employee's career to make them more productive on workplace. The study examines the relationship between career development practices and three types of organizational commitment namely affective commitment, continuance commitment, and normative commitment in the telecom sector of Pakistan. Six hypotheses were developed and tested through tests including regression, correlation and descriptive statistics. Data have been collected from 100 employees of 5 companies of telecom sector of Pakistan. Primary and secondary data are used to collect information for this research. Questionnaire is used in this research togather information from employees. Analysis shows that career development practices have positive impact on three types of organizational commitment. The leading limitation of this research is the number of sample N=100. IN spite this research is effectively conducted, the sample size is too small as population is large, due to the small sample size the out come of research is not exactly accurate. With a bigger sample size,there will be more accurate and reliable results.

Mediating Role of Career Commitment in the Relationship of Promotional Opportunities, Rewards and Career Success

The objective of the study is to investigate the mediating role of career commitment between career development practices and career success of employee in insurance sector of Pakistan. Survey method was adopted to collect the data form 374 employees working in insurance sector systematic sampling. PLS-SEM technique was used using Smart PLS 2.0 to analyze the data. Findings of the study suggests that employees’ career development practices have positive relationship with career commitment and career success. Career commitment also have a positive relation with career success. Finally, career commitment mediates the positive role between career development practices and career of insurance sector employees. The effect of career development practices on career commitment and effect of career development practices on career success has been checked in past studies but the mediating role of career commitment particularly for the employees of insurance sector has not been checked before.

How can a competency framework for advanced practice support care?

Aim To explore whether perception of nurse practitioners in relation to whether a competency framework for advanced practice can support their work. Method A qualitative cross-sectional design was used, embedded in an interpretative paradigm of research. A non-probability sample of eight experienced nurse practitioners took part in focus groups and answered questionnaires. A mixture of phenomenological and grounded theory approaches were used to collect the data. Findings Four major themes were identified: competency frameworks can identify individual strengths and weaknesses, they can be used to set clear goals and targets, they can improve how practice is organised, and they have the potential to limit practice in terms of narrowing boundaries. The study also found competency frameworks could provide an structure to guide the development and evaluation of educational programmes. Conclusion Competency frameworks can be used so to target the development of new advanced nurse practitioners. They can address workforce development and governance by ensuring nurse practitioners have the competencies to provide safe, autonomous practice. Competency frameworks have been shown to ensure consistency in clinical practice skills underpinned with nurse practitioners' theoretical knowledge. They provide a clear development structure for career development and advanced practice. However, internationally, there is still a lack of definition of advanced practice and its core competencies.

Career development practices: A global comparison

We have entered an international era where the need for dynamic, globally-equipped, adaptive employees has become increasingly necessary to the success of organisations. Whilst employees want to develop their careers, they may lack the career management skills to do so and look to their employer for support. Better clarity is needed to understand the career management skills and practices that people can develop to navigate this new reality. This study compared 2870 individuals across 40 nations to identify the Career Development Practices (CDPs) they used and their relationship to career satisfaction. All seven sets of career practices (stretching oneself, knowing oneself, adapting to change, spotting opportunities, networking, building one’s brand, and reflection/planning) were predictive of career satisfaction with networking emerging as the most important. In addition, results indicated that organisational career support added to and compensated for lower individual scores on the career practices. Furthermore, the CDPs that predicted career satisfaction varied by global region indicating that the importance of the practices varies by culture. Practical applications for career practitioners and talent management professionals are discussed in addition to suggestions for future research.

Infusing Career Development to Strengthen Middle School English Language Arts Curricula

An approach is presented for strengthening middle school standards‐based English language arts (ELA) classroom instruction by infusing theory‐ and research‐supported career development constructs and practices. Over an 8‐week period, 90 urban 7th graders participated in an integrated ELA–career development curriculum. Career agency emerged as an important construct for students. It was related to key markers of ELA achievement (i.e., standardized test scores, grades, and positive change in 6th‐ to 7th‐grade test scores) and elaborated on in nuanced ways by students in their written narratives. Four themes related to career agency were identified in student writings: time perspective, challenges of self‐direction, career development, and social and emotional development. Advantages for students and schools related to synergy, scale, and sustainability are discussed.

Peer Science Self-Efficacy

Social cognitive career theory posits that proximal contextual support variables exert both direct and indirect effects on individuals’ career choice intentions. The purpose of this study was to test this proposition by examining the hierarchical structure of efficacy beliefs and their relations to students’ intentions to pursue careers in science. Data were collected from a sample of undergraduate students ( N = 1,693) recruited from biology, chemistry, and physics courses. Results of multilevel modeling analyses indicated that aggregated peer science self-efficacy (PSSE) perceptions in the classroom were positively predictive of science career intentions (SCIs) while holding constant the Level 1 influence of science self-efficacy. Moreover, science interest was shown to mediate the relationship between PSSE and SCIs. Implications for career development research and practice are discussed.

Identifying core competencies to advance female professors’ careers: an exploratory study in United States academia

This exploratory study aims to identify the core competencies necessary to successfully advance the careers of female associate professors in higher education. To ascertain these core career competencies, a critical incident interview technique was employed. One-to-one semi-structured interviews with six female full professors at a major research university in the Midwestern region of the United States were conducted. Based on participants’ career advancement experiences, the following competencies were identified: (1) making important connections, (2) fulfilling responsibilities in academia, (3) being politically savvy, (4) managing personal and professional obligations, (5) developing a sense of self-agency for one’s career, and (6) believing in one’s self in the work environment. The action-oriented findings of this research, rather than skill-based, can be easily adapted by faculty and institutions, both domestically and internationally, to improve current practices. These findings offer a unique contribution for improving the research and practice of career development among female faculty in higher education.

The psychological career resources and organizational commitment foci of South African workforce

One of most critical issues facing organizations today is how to retain employees they want to keep. The study examines the relationship dynamics between employees’ psychological career resources (measured by the Psychological Career Resources Inventory) and their organizational commitment foci (measured by the Organization-Related Commitment Scale). A quantitative survey is conducted involving a non-probability purposive sample of predominantly black females employed at managerial and staff levels (N = 318) in the field of industrial and organizational psychology. The findings provide valuable indicators for the design of career development practices aimed at retaining valuable staff

The Impact of Human Resource Management Practices on Retention of Factory Officers: A Study on Tea Plantation Sector in Kegalle District in Sri Lanka

Area of the Study This study attempts to identify the impact of Human Resource Management (HRM) practices on employee retention based on tea plantation sector in Kegalle district in Sri Lanka. Problem of the Study There is an empirical and knowledge gap in the Sri Lankan context on the relationship between HRM practices on employee retention of middle level managers (factory officers). The main objective of this research is to identify the impact of HRM practices on the retention of factory officers in the tea plantation sector in Kegalle district in Sri Lanka. The research problem of this study is: Do HRM practices of factory officers, welfare management, training, career development, compensation management and labour relations practices encourage to retention of factory officers in the tea plantations in Kegalle district? Method of the study This study was quantitative in nature and 77 factory officers were randomly selected for the study. Structured questionnaire, which was consisted of independents and dependent variables of the research model, was used to gather the primary data and SPSS (Version 16) was used to analysis the data. Univariate and bivariate analyses were used to analysis the primary data. Findings of the Study The findings of the study reveal that welfare management, training, career development, compensation management and labour relations practices of factory officers influence their retention in the tea plantation. Conclusion of the Study It is concluded that there were positive relationship between HRM practices (Employee Welfare Management, Training, Career Development, Compensation Management and Labour Relations) and retention of factory officers in tea plantation in Kegalle district. Hence, the management can introduce various strategies to retain their factory officers. Keywords: HRM Practices, Employee Retention, Tea Plantation, Factory

Major Determinants of Career Development: Employees’ Perception

This study was conducted to identify the factors influencing employee’s career development within the organization. Based on the comprehensive literature review, the determinants of Career Development have been broadly classified into three categories: organizational, social and personal. Empirical investigation is conducted to test the influence on employee’s Career Development in the social settings of Pakistan’s banking sector in Islamabad and Rawalpindi. The organizational factors (Political Skills, Work Content, Affective Commitment and Leader-Member Exchange), the social factors (Family & Friends Support & Peer Support) and personal factors (Core-Self-Evaluation) along with four demographic traits (Gender, Age, Qualification and Experience) have been taken as independent variables. The relationship of these variables with Career Development is tested and explored. Research items are adopted from well-established previous studies. Convenient sample design is used to select the sample. General Linear Model is applied to test the hypothesized relationship among the variables. Study finds that Organizational factors and social factors like Family Support positively influence on the Career Development. Peer support is perceived to have inverse relation with career development. Core-Self-Evaluation is found insignificant with employee’s Career Development. Career Development perception is same across the levels of gender and across the levels of Age. Career Development perception is found highest with Experience category 5-10 years. This study provides a vision to employees about their Career Development process and motivates them to focus on important dimension of Career Development. This study enhances the existing body of knowledge by investigating Organizational; Social and Personal factors (Scale Predictors) with a combination of demographic traits (Qualitative Predictors). It supplements the Career Development practices by establishing a comprehensive framework on Career Development. This study highlights the importance of education and experience for the employees.