Career Development Program Research Articles

Effectiveness of Career Development Program on Job Satisfaction and Retention of Employees in a Private University in the Philippines.

The main objective of this descriptive-correlational study was to determine the effectiveness of career development program on employee job satisfaction and retention of 35 non –teaching staff drawn from the different colleges at the University of Perpetual Help System Laguna. The study showed that career coaching and mentoring helps employees to work with others more easily and productively. Guidance and counseling help clarify their goals and how it will contribute to the organization’s overall goals and objectives and that Career Development Program is mainly a function of Human Resources Department. Likewise, Career planning is an integral part of employee training and development and it helps them identify the skills they need to meet future job requirements, and that job rotation improves employees’ planning and organization skills. Furthermore, employees’ training program is aligned with their career development. The study also showed that employees are satisfied with their work because they have the opportunity to learn and grow with the organization, likewise employees are willing to stay with the organization because of good opportunities and career growth. The more effective the perceived effect of the company’s development program the more satisfied they would be in their training and development, the higher the level of satisfaction, the more the employee agree to the factors affecting employee retention and the more effective their company’s career development program the more they agree in career planning and training and development.

A professional development programme for care home nurses in east London.

There is a need for professional development opportunities for registered nurses undertaking leadership roles in care homes. This article examines the learning outcomes from a pilot career development programme for care home nurses, which was designed and delivered as part of a Florence Nightingale Foundation leadership scholarship. The six-month programme, consisting of one-day workshops, focused on four key competencies, one of which was to identify and consider potential pathways for career development in the sector. Fifteen nurses took part in the development programme. They contributed to the session discussions and activities by drawing on their professional experience. On completion, the nurses reported that they believed attending the programme would improve their practice and contribute towards any future career development. The findings indicate an increased confidence among some of the nurses who attended. The programme also had a positive effect on their professional self-image, with some reporting that it made them feel more like 'real nurses', who are proud to care for a vulnerable group in society.

The Impact of Malaysian Public Sector in the Relationship between Transformational Leadership Styles and Career Development

ABSTRACTA systematic succession planning program, couple with solid career development is important to public sector employees. With this in mind, practicing the appropriate leadership strategy may contribute to a good management system. Therefore, this study intends to explore the relationship between leadership styles and career development program. The questionnaires also probed subordinates perceptions of leadership styles and expectations for greater career development. Quantitative research design was employed by distributing survey questionnaires to 576 Malaysian Public Sector government servants. The results of this research offer new insights into the importance of leadership values in the succession planning of government organizations.

Perceptions of teachers and school management teams of the leadership roles of public school principals

One of the reasons attributed to the continuous decline in student performance and low educational outcomes in public schools is the poor leadership displayed by many principals. Despite the fact that there are no stringent criteria for the appointment of school principals or prerequisite qualifications, principals do have the potential to lead and manage efficient and successful schools. In this paper, I argue that principals can develop exemplary leadership practices when subjected to sound training and professional development programmes. The Department of Education and Higher Education institutions have emphasised the importance of formal qualifications for enhancing career development programmes for practicing and aspiring principals in South Africa. Using questionnaires, I explore the perceptions of teachers and school management team (SMT) members of the leadership qualities exhibited by principals who acquired the professional qualification referred to as the Advanced Certificate in Education: School Leadership and Management (ACESLM). Findings revealed that leadership development for principals is crucial for school improvement because of active teaching and learning. Leadership capacity requires principals to participate with relevant stakeholders skilfully, and where there is high leadership capacity, instructional leadership develops into sound leadership practices. Keywords: effective leadership; instructional leadership; leadership practices; professional development; school improvement; school leadership

PENGEMBANGAN KARIR DAN PROFESIONALISME GURU MELALUI KARYA ILMIAH

This article (study) was summarized as a reflection of writers experiences in conducting Community Service program among teachers of SMAN 1 and SMAN 4 in Solok Selatan Regency. This study was inspired by various conditions that indicated the decline in professionalism of teachers in various schools in Solok Selatan Regency. This issue was, among others, reflected in the low quality and competence of teachers in creating scientific work. As one of the educational actors in schools, every teacher should have the ability to develop their career and professionalism through the creation of scientific work. Therefore the roles and responsibilities of teachers are highly required to be able to create scientific work.The teacher's ability to create scientific work will greatly determine the success of the teacher in their career and at the same time it would determine the quality of education as a whole. Based on this condition, various career development policies and programs and teacher professionalism were needed, among others, in the form of increasing capacity in creating scientific works for high school teachers in Solok Selatan Regency. These career development activities and programs and teacher professionalism needed to be conducted collaboratively and synergistically between the local government, schools, universities, and the Education Quality Assurance Agency (LPMP).

Competence model for measuring career development and organisational growth in the health sector

The present changing trend and competitive business world have compelled many sectors to improve their service quality, productivity and performance. The health sector is a unique sector with peculiar work environment and developmental expectations from workers of different categories. Experts indicate that the Nigeria health sector budget is not impressive as it has never moved closer to World Health Organization template of 15% of the annual budget allocated to the health sector. Arising from this gross underfunding, the health sector has become weak while infrastructure and logistic supports seem to be obsolete with defective career initiative programmes. Hence, the present study assessed a competence model for measuring career development and growth of the health sector in Nigeria. The descriptive research design was adopted using stratified-random sampling technique with a mixed method (specifically, sequential explanatory method) approach for gathering data from the selected teaching hospitals. Six dimensions and 30 item statements of career development and organizational growth have been adopted from previous studies. The use of a structured questionnaire was employed and completely filled by 377 staff and management of the selected tertiary institutions. Data collected through the copies of questionnaire were analysed through measurement and structural models (SEM_PLS3); while interview data were codified and themes extracted. The results of the statistical analysis reveal that organizational growth significantly depends not only on the formulation and implementation of career development programmes but also on monitoring. The findings of this research have explicit implications for both the employees and the organizations. This study suggests that management will need to provide interventions and be more active in carefully implementing career management plans that will meet individual and organizational goals.

Gender equity in epidemiology: a policy brief

The under-representation of women in leadership in scientific fields presents a serious problem. Gender diversity is integral to innovation and productivity, and inequality leads to loss of gender talent in science including epidemiology. This policy brief summarizes some of the key dimensions and determinants contributing to gender-equity gaps in epidemiology and other scientific fields, relevant to developed countries where there is more published evidence. Women in scientific fields hold fewer positions on editorial boards, lack equal representation in speaking engagements at conferences, and are less likely to publish or receive top tier grant funding. Reasons for these inequities range from unconscious bias, biased promotion systems, and traditional norms in the division of family life and labor in our society leading to the attrition of women in academia. Addressing the problem of gender inequity, as a component of gender inequality, will provide an ethical basis to advance innovation. Data on gender equity in the field of epidemiology are sparse. We call on academic institutions, professional societies and associations, and editorial boards relevant to epidemiology (as well as other academic disciplines more broadly) to take meaningful action to build an evidence base as to the extent of gender inequities in epidemiologic research, teaching, policy, and practice. We outline some of the necessary steps required to achieve gender equity, such as career development and mentoring programs, institutional support, and programs to address bias.

Perspectives on gender parity in bioanalysis: an interview with Lauren Stevenson.

Biography Lauren is Senior Director, Development Biomarkers & Bioanalytical Sciences at Biogen, Cambridge, MA, USA where she leads a team of talented scientists, setting bioanalytical and biomarker strategies and developing pharmacokinetics (PK), immunogenicity and biomarker assays in support of programs at all stages of development, from discovery to post-marketing. Lauren's team currently supports over 40 therapeutic programs, delivering PK and immunogenicity strategy and execution for Biogen's large molecule, antisense oligonucleotide (ASO0 and gene therapy portfolio as well as developing biomarkers in support of multiple sclerosis, immunology, fibrosis, rare and neurodegenerative disease indications. Externally, Lauren engages the broader industry and regulatory agencies as an invited speaker and course instructor at multiple conferences and workshops each year. In concert with her scientific role, Lauren is passionate about people development, has received certification as a Strengths coach and is active in mentorship and career development programs.

PO 8388 THE GLOBAL HEALTH TRAINING CENTRE PROFESSIONAL DEVELOPMENT SCHEME: CAPACITY DEVELOPMENT AND CAREER TRACKING FOR RESEARCHERS

BackgroundHealth researchers need a free, online and reliable mechanism to record their skill set, track their career development, and identify gaps in their knowledge. Research teams also require ways to monitor and report their team’s capacity development over time. The Global Health Network, a trusted and respected digital platform, is now able to provide researchers with these tools (www.globalhealthtrainingcentre.org/pds).MethodsThe Global Health Network compared diverse data types and took into account user feedback to create a professional development scheme (PDS). Together with TDR (The Special Programme for Research and Training in Tropical Diseases), a framework was developed with a list of the core competencies that a research team needs to demonstrate to carry out a study succesfully. A multi-functional dashboard was designed for team coordinators to assess the capacity development of individuals and groups.ResultsThe PDS provides researchers with a step by step process for recording their career and core competencies. The core competency framework can be applied to any research study, regardless of size of the team, place, disease focus or type of research. Team coordinators can quickly and easily produce visual records of the strengths and weaknesses in the competencies of their team and implement plans to address these gaps. Together with supporting tools in the PDS, research teams can plan staffing requirements for a study, carry out appraisals and guide the career development and training programme of research staff.ConclusionThe Global Health Network has created a flexible method and set of tools (PDS) to support researchers and teams to document their professional career and core competencies. It enables individuals and groups to easily identify and track capacity development; an essential requirement for conducting effective health research.

3416 Building Resilience & Wisdom in Clinical and Translational Researchers: A Mixed-Method Study of a Pilot Curricular Intervention

OBJECTIVES/SPECIFIC AIMS: The clinical and translational research workforce is in jeopardy due to investigator attrition and competing demands upon researchers. Resilience and wisdom are measurable traits that can be acquired. The aim of this study was to examine a pilot curricular intervention promoting resilience and wisdom formation in early-career translational researchers. METHODS/STUDY POPULATION: We conducted a prospective, mixed-methods evaluation of a curricular intervention promoting the development of wisdom and resilience among junior faculty in a career development program. Six 90 minute sessions were delivered between September 2017 and January 2018. Pre- and post- resilience and wisdom were measured using the Connor Davidson Resilience Scale and 3D-Wisdom Scale. Individual semi-structured interviews were conducted before and after the intervention RESULTS/ANTICIPATED RESULTS: Five scholars participated. Median resilience and wisdom scores revealed moderate levels of each trait; pre- and post-scores were not significantly different. Four themes emerged from the analysis of interview transcripts: 1. “Success” broadly defined; 2. Adversity threatens success; 3. Community breeds resilience; and 4. Wisdom formation parallels growth towards independence. DISCUSSION/SIGNIFICANCE OF IMPACT: An intervention aimed at developing capacities of resilience and wisdom is feasibly delivered to early career researchers. The relationship between these capacities and the sustainability of a research career warrants additional study.

3351 Research training and career development in junior investigators at a multi-institutional CTSA

OBJECTIVES/SPECIFIC AIMS:. The study aims to understand the characteristics of junior investigators who are supported by the CTSI, their knowledge of CTSI services and resources, as well as the perceived effectiveness of CTSI research training and career development. The primary outcome is scientific productivity that enhances career development and promotion. The secondary outcome is to inform and improve CTSA research training and career development, not only for the UCLA CTSI hub but also for the CTSA Program nationally. METHODS/STUDY POPULATION:. The study sample includes post-doctoral and junior investigators who have received UCLA CTSI support between 2011 and 2017 (n=319). These junior investigators conduct research at our four partner sites (UCLA-Westwood, Cedars-Sinai Medical Center, The Los Angeles Biomedical Research Institute at Harbor-UCLA Medical Center, Charles R. Drew University of Medicine and Science). The CTSI administered the LSAS and the Career Development module in 2018 using Qualtrics, a subscription software for collecting and analyzing survey data. In order to reduce the burden on the survey respondents, the survey team pre-populated their previously reported publication in the Qualtrics survey system. Qualtrics sends customized email invitations containing a link to start the LSAS survey and subsequently automated sequences of reminder messages for non-responders and partial completers. The survey team initiated telephone call-backs and engaged partner site leaders to achieve a high response rate. RESULTS/ANTICIPATED RESULTS:. Preliminary results show a response rate of 83% (n=264). Respondents include K-to-R workshop participants (n=192), core voucher co-investigators (n=38), Training Program in Translational Science (TPTS) trainees (n=82), and junior investigators who participated in two or more of these activities (n=48). Trainee characteristics include degree, gender, and partner site location. The distribution of advanced degrees among the junior investigators include: PhD (29%), MD (55%), MD/PhD (13%), or other degree (3%). Forty-four percent (44%) respondents are male and 56% are female. Seventy-two percent (72%) have a primary appointment at UCLA-Westwood, while 28% have academic appointments at the partner institutions. Twenty-five percent (25%) received CTSI research training and 49% received CTSI career development support. Regarding scientific productivity, 58% reported having at least one peer-reviewed publication and 29% reported subsequent grant funding. DISCUSSION/SIGNIFICANCE OF IMPACT:. We are in the process of identifying the predictors of scientific productivity and the characteristics of the junior investigators most significantly correlated with productivity using multiple logistic regression analysis. We will analyze qualitative responses to examine the facilitators and barriers to conducting research at the CTSI and explore ways to improve administrative and clinical research processes. The significance of this research is to inform research training and career development programs within our CTSA hub and the CTSA Program nationally.

Factors Affecting on Career Attitude Maturity in Korean Nursing Students

Background/Objectives: The purpose of this study was to determine the factors related to career attitude maturity in Korean nursing students.Method/Statistical Analysis: A purposive sample of 135 students from N university was recruited for the cross-sectional survey design. The structured questionnaires were used for major satisfaction, intrinsic/extrinsic work value, career attitude maturity and job barrier which was reported reliability in domestic studies. Data were analyzed using descriptive statistics, Pearson’s correlation and stepwise multiple regression.Findings: The mean scores of major satisfaction, intrinsic/extrinsic work value, career attitude maturity, and barrier were 3.86, 4.05/4.06, 3.43 and 2.08, respectively. Career attitude maturity was significantly positively related to intrinsic work value (r= .258, p<.05), major satisfaction (r=.177, p<.05) and also, negatively related to career barrier (r= .43, p<.001). Intrinsic work value(ß=0.284, p=.004), extrinsic work value(ß=-0.194, p=.043), and career barriers (ß=-0.535, p<.001) had significant effects on career attitude maturity (F=13.006, p<.001). Adjusted explained variance for the career attitude maturity was 36.4%.Improvements/Applications: Based on the findings of this study, career development programs are recommended to improve career attitude maturity in nursing students.

PENGARUH KOMPENSASI, KEPUASAN KERJA DAN PENGEMBANGAN KARIR TERHADAP RETENSI KARYAWAN

This study aims to determine the effect of compensation, job satisfaction, and career development on employee retention. The study was conducted at Batur Natural Hot Spring in Bangli, with 83 employees. Data collection is done by census method (saturated sample) from the distribution of questionnaires with data analysis tools using multiple linear regression. The results of the study are compensation has a positive and significant effect on employee retention, job satisfaction has a positive and significant effect on employee retention. Career development has a positive and significant effect on employee retention. The implications of this study expect leaders to be able to consider compensation to be provided in accordance with the targets and workload of employees, able to behave fairly and provide career development programs for all employees.
 Keywords: compensation, job satisfaction, career development, and employee retention.

The risk of birth defects is not associated with semen parameters or mode of conception in offspring of men visiting a reproductive health clinic.

What is the relationship between semen parameters and birth defect (BD) rates in offspring of men evaluated for infertility? Among men undergoing infertility evaluation, there is no significant relationship between semen parameters and defect rates in live or still births, even when considering mode of conception. Approximately 15% of couples have fertility difficulties, with up to a 50% male factor contribution. An increased risk of BDs exists in couples using ART, particularly IVF and ICSI, but it is unknown if this related to the ART procedures or an underlying male factor. To determine if the severity of male factor infertilty, as assessed via sperm quality and mode of conception, is associated with BD rates, we performed a retrospective cohort study. Fathers with semen analysis data in the Baylor College of Medicine Semen Database (BCMSD) were linked with their offspring using Texas Birth Defects Registry (TBDFR) data between 1999 and 2009. In this 10-year period, a total of 1382 men were identified in linkage between the BCMSD and TBDFR. A total of 109 infants with and 2115 infants without BDs were identified. To determine the association between BDs and semen parameters, we used hierarchical linear modeling to determine odds ratios between BD rates, semen parameters, and mode of conception before and after adjustment for paternal, maternal and birth covariates. Semen parameters were stratified based on thresholds defined by the WHO fifth edition laboratory manual for the examination and processing of human semen. In total 4.9% of 2224 infants were identified with a BD. No statistically significant association was observed between BD rates and semen parameters, before or after adjustment for covariates. The association between sperm concentration and BDs demonstrated an odds ratio (OR) of 1.07 (95% confidence interval: 0.63-1.83); motility: OR 0.91 (0.52-2.22); and total motile count: OR 1.21 (0.70-2.08). Likewise, mode of conception, including infertility treatment and ART, did not affect BD rates (P > 0.05). BDs recorded in the TBDFR only include live born infants or still births after 20 weeks, our study did not evaluate the effect of impaired semen parameters on developmental defects prior to 20 weeks of gestation. With 109 BDs, our statistical analysis was powered to detect moderate differences associated with particular semen parameters. Additionally, data about mode of conception was not available for 1053 of 2224 births. BD rates are not associated with semen quality or mode of conception. The current study suggests that the severity of male factor infertility does not impact the rate of congenital anomalies. This information is important when counseling couples concerned about the relationship between impaired semen quality and BDs. Supported in part by the NIH Men's Reproductive Health Research (MRHR) K12 HD073917 (D.J.L.), the Multidisciplinary K12 Urologic Research (KURe) Career Development Program (D.J.L.), P01HD36289 from the Eunice Kennedy Shriver National Institute for Child Health and Human Development, NIH (D.J.L.), and by U01DD000494 from the Centers for Disease Control and Prevention and the Title V Block Grant to the Texas Department of State Health Services. A.W.P. is a National Institutes of Health K08 Scholar supported by a Mentored Career Development Award (K08DK115835-01) from the from the National Institute of Diabetes and Digestive and Kidney Diseases. This work is also supported in part through a Urology Care Foundation Rising Stars in Urology Award (to A.W.P.) None of the authors has a conflict of interest. Not applicable.

Outcomes of a Career Development Program for Underrepresented Minority Investigators in the AIDS Clinical Trials Group.

We surveyed awardees of the Minority HIV Investigator Mentoring Program (MHIMP) of the AIDS Clinical Trials Group. Most reported clinical specialization in infectious diseases or HIV medicine (86%), and all but 1 (95%) are engaged in medical/health sciences research. The MHIMP helped retain early-career minority investigators in HIV/AIDS-related research.

Impact of Academic Libraries on Career Development of MBA Students with Special Reference to Tiruchirappalli District, Tamil Nadu, India

This paper focuses on the Impact of Libraries on career development of MBA students in Trichy colleges. The paper examines the results from a questionnaire-based survey conducted in Trichy colleges. The study clearly reveals the importance of career information for academic development and growth of the MBA students, the appropriate library resources and services for the MBA student’s career development, the level of satisfaction of the MBA students with respect to the library and its activities towards career development and it also highlights the need for user career development programme for the management students. The results of this study will be useful for management students not only in Trichy but also to the management students in the state and the country.

Role of College Libraries in Organizingcapacity Building Programmes and Career Development Services for Library Users: A Case Study of Select Colleges of West Tripura District

For the changing trend of the modern libraries the users demand has been increasing in a rapid manner and therefore the involvement of the libraries and their librarians also have been increasing. Various new technologies have been evolved for the libraries of today's world which have been changing the nature of the traditional methods. College libraries are also an important part for a college and we observed that the mode of procurement, storage, processing and particularly the delivery of services of the college libraries have also been changing with the modern trends. The College libraries are now organizing various capacity building programmes like seminar, conferences, workshops, training programmes, users orientation programmes and many other activities using modern techniques which have been developing the career of the students for their future endeavors. The present study is based on the college libraries of West Tripura District. For the present study, Survey Method as well as a case study approach has been adopted. The data has been collected by designing a questionnaire. The questionnaire has been supplemented by the Interview of the College Librarians for their view and ascertaining of facts submitted through questionnaire. The study has been conducted during April 2018 to May 2018. Purposive Sampling Technique has been adopted for selection of sample for the study. The study examines the present pictures of the college libraries and their role in providing capacity building and career development programmes and services to their library users for using the library effectively and empowering them to use the resources for their studies and choose the right career for their future higher study and employment.

Assessment of Sustainability Process Using Multi-grade Fuzzy in CV. Indo Jati Utama

The first purpose of this study calculated the sustainability index of economic, environmental, social criteria and the sustainability index of the whole manufacturing process conducted by CV. Indo Jati Utama (a wood processing manufacturer in Semarang that sells its products on an export scale). The second purpose of this study calculated the performance importance index of each indicator in each criterion. The last purpose of this study proposed some recommendations to increase the sustainability of the manufacturing process at CV Indo Jati Utama. This study uses the multi-grade fuzzy (MGF) method to calculate sustainability and performance importance index. This study used primary data, collected using questionnaires from five experts (General Manager, Department Head of Marketing, Department Head of Finance, Department Head of Production Planning and Inventory Control, and Department Head of Human Resource). The result of data processing indicated that the sustainability index of economic, environmental, and social and the whole manufacturing production process was 7.48, 7.60, 7.60, and 7.50 successively. Moreover, the result of data processing also indicated that the enterprise should increase the performance of five indicators to get more sustainable, namely, flexibility to change, environmental management, green image, employee compensation practices, and employee career development program.

Development of an Innovative Career Development Program for Early-Career Women Faculty.

ObjectiveOur institutional Women in Medicine & Science Program (formerly the Office of Women in Medicine and Science) developed the Early Career Development Program for Women to promote the careers of women faculty. At 6 monthly sessions, participants learn relevant content (imposter syndrome, strengths, change style, career management, assertive communication, feedback, personal influence, conflict management, negotiation, importance of mentors, resilience, and self-care); exchange ideas; and expand their professional networks. Here, we report changes in participants’ career skills/knowledge, confidence, and perceptions of the current environment after attending the program.MethodBetween 2014 and 2017, participants (N = 65) completed pre- and post-program surveys that assessed career knowledge and skills, confidence, and perceptions of the current environment and provided program feedback.ResultsMost skills showed pre–post significant improvement. The greatest increases occurred in knowing paths to promotion, tailoring communication style, ability to manage conflict, and ability to handle personal–professional role balance. Women reported a significant increase for all items measuring confidence. Among these items, establishing networks, understanding institutional culture, providing feedback, motivating others, strategic planning, delegating, and conflict management had the largest increases. Overall, 89.3% of respondents rated the program impact as very strong/profound, 98.5% rated the concepts as essential, 95.2% rated the skills as essential, and 90.8% rated the sense of community with women in their class as very/extremely close.ConclusionsWork-related skills/knowledge, confidence, and perceptions of the current environment increased significantly among program participants. These early-career women faculty indicated that the program augmented the skills needed to develop their careers in an academic medical center.

Doctoral Trainee Preferences for Career Development Resources: The Influence of Peer and Other Supportive Social Capital

Doctoral Trainee Preferences for Career Development Resources: The Influence of Peer and Other Supportive Social Capital