Career Break Research Articles

Details Optional: An Account of Academic Promotion Relative to Opportunity

ABSTRACT In Giving an Account of Oneself, Judith Butler shows that the question ‘What have I done?’ can only be answered by first asking: ‘Who is this “I” who is under an obligation to give an account of itself and to act in certain ways?’ This article explores this ‘I’. It writes between the lines of my academic promotion application and reveals how I made myself ‘substitutable’ for an Associate Professor. On the academic promotion application form at my university, there is a heading ‘Relevant Personal Circumstances’. Below, there is a ‘Consideration needs to be given to personal circumstances/ career interruptions’ box and a text box labelled ‘Details (optional)’. Cautiously, I wrote: ‘The following application refers to work completed since appointment to Senior Lecturer in 2016 … [My research] is the output of a 20% research workload (in all roles since first appointment in 2010) and fractional appointments (3 days a week from 2010 to 2016 and 4 days a week from 2017 to 2018)’. This article reveals the details of those eight years as a part-time academic, including a life-threatening birth, a daughter with epilepsy, secondary infertility, an ectopic pregnancy, an implanted neurostimulator, and a miracle baby …

Impact of changing medical workforce demographics in renal medicine over 7 years: Analysis of GMC national trainee survey data

Increasing numbers of doctors in training are taking career breaks, with burnout cited as a potential cause. This study analysed General Medical Council (GMC) national training survey data (renal medicine) to understand the impacts of changing workforce demographics on trainee outcomes and wellbeing. Increasing proportions of female, Black, Asian and minority ethnic (BAME), and international medical graduates are entering the workforce. Specialty exam pass rates have fallen and are lower for BAME and international medical graduates in renal medicine. Time to complete higher specialty training has increased for female trainees. Self-reported burnout rates for renal trainees were higher than other medical specialties and highest for male BAME trainees. Burnout was only partially mitigated by less-than-full-time working, but had no impact on progression, sick-leave or time out of training. It is important to recognise changes to the workforce and proactively plan to effectively support a more diverse group of trainees, to enable them to succeed and reduce differential attainment.

Geographical analysis of the phenomenon of school wastage in middle education schools in Al-Dour city for the academic year 2018 – 2019.

School wasting is the interruption of a student's academic career before completing his or her class due to dropout and failure. This problem is being suffered by the educational sector, especially the middle school stage, which has led to the emergence of groups in society who are half educated, and depriving society of many educated and qualified human resources for work and construction. In the queue, the percentage of school waste in the morning intermediate education schools reached (6,5%) of the total morning students, and in the evening education the percentage is (2,31 %) of the total evening school students in the city, and in the Islamic intermediate schools the percentage is (7,7%). The failure constituted the largest percentage of the study problem and for all types of intermediate studies. As the percentage of school waste in the third intermediate class, which reached in the morning studies (48,2%), and in the evening studies (100%) which sheds the light on the gap between the exams questions put by the ministry and the corrections of the questions in the schools. The spatial distribution of school wastage in the morning schools revealed to us that the highest percentage recorded in schools whose service focus is on the Al-Rashid and Yarmouk neighborhoods, despite the fact that these two neighborhoods have a spatial efficiency and functionality within the limits of the planning standards being worked, which indicates that social and economic variables have the largest role In its impact on the phenomenon being studied.

Disrupted mothering in Iranian mothers with breast cancer: a hybrid concept analysis

BackgroundDefining the disrupted mothering would contribute to developing strategies to support mothers with breast cancer. The aim of this study was to analyze the concept of mothering disruption using a hybrid model.MethodsThe Hybrid method for concept analysis was implemented consisting of three phases: theoretical, fieldwork, and final analysis. In the theoretical phase, the literature was searched using electronic databases including PubMed, ScienceDirect, Scopus, ProQuest, Google Scholar, CINAHL, Wiley, Ovid, Magiran, and SID from 2000 to 2020. Any quantitative or qualitative studies published in English or Persian, which were focused on mothering disruption in mothers with breast cancer were included in the study. In the phase of fieldwork, 20 mothers were interviewed to explore the aspects of mothering disruption. The interviews were transcribed and analyzed with conventional content analysis. In the final phase, an overall analysis of the two previous phases was performed.ResultsIn the theoretical phase, the following attributes were determined: “disturbance in maternal identity and roles”, “maternal insensitivity and unresponsiveness: disconnection physically and psychologically”, “the career disruption process” and “biographical disruption”. The fieldwork phase explored three themes including “the unbalance between multiple roles”, “role failure”, and “reduced maternal sensitivity”. The final synthesis yielded that the main integrated elements of mothering disruption are “disease as threating maternal role and identity”, “inability to interpret and respond to child behaviors and needs”, and “support for transitioning from being patient toward maternal competency”.ConclusionWith a deeper understanding of the term ‘disrupted mothering’ or ‘mothering disruption’, healthcare providers will have a foundation to improve cancer care, deliver effective communication and help such mothers cross this disruption and achieve restoration of their mothering role. Future research is needed to validate this concept and explore connections with health outcomes.

Ten years on: an online questionnaire evaluation of the UK special care dentistry specialist workforce.

Aims To provide information on the demographics and work patterns of the UK special care dentistry (SCD) specialist workforce.Design A self-administered electronic questionnaire.Setting All UK-based SCD specialists on the membership of the British Society for Disability and Oral Health and the British Society of Gerodontology.Materials and methods An electronic questionnaire was distributed to a potential 301 SCD specialists. Responses were descriptively analysed.Results One hundred responses (33%) were received. The majority of respondents were female (74%) and/or of white ethnicity (86%). Three-quarters (78%) were based in England and a third (37%) were based in South East England. Two-thirds (66%) worked in the community dental service. Forty-eight percent work part-time and 32% have had a career break. Forty-three percent are planning to retire by 2026 and approximately half (53%) plan to retire by 2031. A significant minority (44%) do not feel appropriately paid.Conclusions Workforce planners should anticipate the impact on specialist provision due to a combination of a predominantly female workforce with associated working patterns, an anticipated loss of numbers and experience, and the effect financial dissatisfaction may have on attracting trainees. Efforts should be made to increase racial diversity.

He aronga takirua: Cultural double-shift of Māori scientists

Can cultural identity be a disadvantage for indigenous employees? Can it lead to critical issues around workload and pressures? This article explores the role of cultural identity for Māori, the indigenous people of Aotearoa/New Zealand, and the findings are telling. We target Māori scientists, given their limited number but growing legislated sector demands around cultural engagement. We conducted several studies. Study one (12 interviews) identified cultural themes of whakawhanaungatanga (relationship management), kawenga (responsibilities) and taumaha (workload). Study two (wave one and wave two) focused on a large cohort of Māori scientists (between 41 and 60), and themes showed commonality with study one. Also, other themes emerged specifically āheinga tangata (human capacity), tikanga (correct practice), hauora (well-being), and umanga takaware (career disruption). Ultimately, we classify these pressures as aronga takirua (cultural double-shift) and present a theoretical model for understanding the drivers and consequences of this cultural double-shift for Māori scientists. Finally, study two (wave three) and study three were conducted to examine job descriptions/contracts and, overall, we find limited employer support for adequate engagement in cultural roles. These findings reinforced the themes from the previous studies. We discuss implications for employers and the sector.

LACK OF FUNDING AND LONG-TERM JOB SECURITY THREATENS TO HAVE PROFOUND EFFECTS ON CARDIOVASCULAR RESEARCHER RETENTION IN AUSTRALIA

Objective: Cardiovascular disease is the leading cause of death in Australia, yet funding has stagnated in recent years, resulting in economic challenges within the cardiovascular research sector. Here we investigated the challenges faced by cardiovascular researchers in Australia as an initiative of the Emerging Leaders Committee of the Australian Cardiovascular Alliance (ACvA). Design and method: We developed a questionnaire, which was distributed via email and social media to ACvA members, Australian cardiovascular societies, councils, universities and research institutes for 6 months during April-November 2019. Results: There were 548 completed responses (out of 703, 80%). The respondents primary career stage was group leader or laboratory head (40%) followed by post-doctoral (33%), most were females (53%), and 31% reported career interruptions, especially parental leave. Only 23% had permanent (ongoing) employment. Eighty one percent of full-time workers said they regularly work more than 40 hours per week, and 85% were not compensated for overtime work. Sixty eight percent said they have considered leaving the cardiovascular research sector. If their position could not be funded in the next few years, 43% would consider leaving Australia to work in cardiovascular research overseas, and only 9% said they would not leave the sector. Greater job security (76%) and government investment in cardiovascular research (71%) were highlighted as the main strategies for retaining cardiovascular researchers in the sector in Australia. Compared to male cardiovascular researchers, women were less likely to be a laboratory head, hold secure funding or have confidence in a long-term career path as cardiovascular researcher, and were more likely to consider leaving the sector (all P < 0.05). Conclusions: Our survey suggests that the current lack of funding in cardiovascular research, combined with a lack of long-term job security, threatens to have profound effects on cardiovascular researcher retention in Australia, especially for women. Strategies to increase retention and address the issues highlighted by our survey are urgently needed.

Gender and attitudes toward welfare state reform: Are women really social investment promoters?

This article contributes to the study of the demand side of welfare politics by investigating gender differences in social investment preferences systematically. Building on the different functions of social investment policies in creating, preserving, or mobilizing skills, we argue that women do not support social investment policies generally more strongly than men. Rather, women demand, in particular, policies to preserve their skills during career interruptions and help to mobilize their skills on the labour market. In a second analytical step, we examine women’s policy priorities if skill preservation and mobilization come at the expense of social compensation. We test our arguments for eight Western European countries with data from the INVEDUC survey. The confirmation of our arguments challenges a core assumption of the literatures on the social investment turn and women’s political realignment. We discuss the implication of our findings in the conclusion.

Impact of Working Environment on Job Satisfaction: Findings from a Survey of Japanese Dental Hygienists.

In Japan, there is currently a shortage of dental hygienists. The number of dental hygienists as a workforce at dental clinical practice is not sufficient. Several factors affect career retention and job satisfaction of hygienists and these factors are considered to correlate with each other to construct networks. The aim of this study was to present a structural model of job satisfaction of Japanese dental hygienists and to determine the characteristics of unmotivated hygienists. The Japan Dental Hygienists’ Association has conducted a survey on their working environments every five years since 1981. Questionnaires were sent to all members of the association (16,113) and 8932 answers were returned. The data of 3807 active dental hygienists who worked at clinics were analyzed. Items associated with job satisfaction were derived from two latent variables, namely, the intrinsic psychosocial factors for the value of the work and extrinsic employment advantage. Based on the structural equation modeling, the association of value was higher than that of advantage. Most of the hygienists wished to continue working as dental hygienists. More than 60% felt their work required a high level of expertise. The value of the profession is deeply rooted in job satisfaction, motivation, and job retention of Japanese dental hygienists. Working environments where dental hygienists make great use of their specialized skills can lead to high career retention which prevent them from taking career breaks.

An Area-Specific, International Community-Led Approach to Understanding and Addressing Equality, Diversity, and Inclusion Issues within Supramolecular Chemistry.

Diversity, equality, and inclusion (DEI/EDI) are pressing issues in chemistry and the natural sciences. In this Essay we share how an area‐specific approach is “calling in” the community so that it can act to address EDI issues, and support those who are marginalised. Women In Supramolecular Chemistry (WISC) is an international network that aims to support equality, diversity, and inclusion within supramolecular chemistry. WISC has taken a field‐specific approach using qualitative research methods with scientists to identify the support that is needed and the problems the supramolecular community needs to address. Herein, we present survey data from the community which highlight the barriers that are faced by those who take career breaks for any reason, a common example is maternity leave, and the importance of mentoring to aid progression post‐PhD. In conclusion, we set out an interdisciplinary and creative approach to addressing EDI issues within supramolecular chemistry.

An Area‐Specific, International Community‐Led Approach to Understanding and Addressing Equality, Diversity, and Inclusion Issues within Supramolecular Chemistry

AbstractDiversity, equality, and inclusion (DEI/EDI) are pressing issues in chemistry and the natural sciences. In this Essay we share how an area‐specific approach is “calling in” the community so that it can act to address EDI issues, and support those who are marginalised. Women In Supramolecular Chemistry (WISC) is an international network that aims to support equality, diversity, and inclusion within supramolecular chemistry. WISC has taken a field‐specific approach using qualitative research methods with scientists to identify the support that is needed and the problems the supramolecular community needs to address. Herein, we present survey data from the community which highlight the barriers that are faced by those who take career breaks for any reason, a common example is maternity leave, and the importance of mentoring to aid progression post‐PhD. In conclusion, we set out an interdisciplinary and creative approach to addressing EDI issues within supramolecular chemistry.

Gender Differences in Work Status during Early Career of Dentists: An Analysis of National Survey Cohort Data of 10 Years in Japan.

Few studies have evaluated gender differences in young dentists’ career focusing on career breaks and return to work. We created a cohort dataset for dentists registered in 2006 using the national survey between 2006–2016 (men, 1680; women, 984), and examined the work setting of dentists by gender 10 years after registration. The proportion of dentists on career break increased each survey year, and was more pronounced in women than in men (2006 to 2016, men, 11.2% to 14.2%; women, 7.9% to 31.0%). The proportion of those who had career breaks between 2006–2016 was 44.8% in men and 62.9% in women. In the multiple logistic regression for examining the associations between those who returned to work compared to those working continuously, in women, the odds ratios (OR) were significantly higher in those working in dental clinics (owner, OR: 5.39; employee, OR: 3.10), and those working part-time (OR: 2.07); however, in men, there was no significant association with part-time work. These results suggest during early career phase, female dentists are more likely than males to take career breaks and choose part-time on returning. These gender differences should be considered for ensuring adequate workforce in dentistry in the future.

Joint ESCMID, FEMS, IDSA, ISID and SSI position paper on the fair handling of career breaks among physicians and scientists when assessing eligibility for early-career awards

BackgroundThough women increasingly make up the majority of medical-school and other science graduates, they remain a minority in academic biomedical settings, where they are less likely to hold leadership positions or be awarded research funding. A major factor is the career breaks that women disproportionately take to see to familial duties. They experience a related, but overlooked, hurdle upon their return: they are often too old to be eligible for ‘early-career researcher’ grants and ‘career-development’ awards, which are stepping stones to leadership positions in many institutions and which determine the demographics of their hierarchies for decades to come. Though age limits are imposed to protect young applicants from more experienced seniors, they have an unintended side effect of excluding returning workers, still disproportionately women, from the running. MethodsIn this joint effort by the European Society of Clinical Microbiology and Infectious Diseases, the Federation of European Microbiological Societies, the Infectious Disease Society of America, the International Society for Infectious Diseases and the Swiss Society for Infectious Diseases, we invited all European Congress of Clinical Microbiology and Infectious Diseases-affiliated medical societies and funding bodies to participate in a survey on current ‘early-career’ application restrictions and measures taken to provide protections for career breaks. RecommendationsThe following simple consensus recommendations are geared to funding bodies, academic societies and other organizations for the fair handling of eligibility for early-career awards:1. Apply a professional, not physiological, age limit to applicants.2. State clearly in the award announcement that career breaks will be factored into applicants' evaluations such that:• Time absent is time extended: for every full-time equivalent of career break taken, the same full-time equivalent will be extended to the professional age limit.• Opportunity costs will also be taken into account: people who take career breaks risk additional opportunity costs, with work that they did before the career break often being forgotten or poorly documented, particularly in bibliometric accounting. Although there is no standardized metric to measure additional opportunity costs, organizations should (a) keep in mind their existence when judging applicants' submissions, and (b) note clearly in the award announcement that opportunity costs of career breaks are also taken into account.3. State clearly that further considerations can be undertaken, using more individualized criteria that are specific to the applicant population and the award in question.The working group welcomes feedback so that these recommendations can be improved and updated as needed.

Dealing with the impact of the COVID-19 outbreak: Are some athletes’ coping profiles more adaptive than others?

ABSTRACT The public health policies and sanitary measures taken by governments in various countries to stem the spread of the COVID-19 pandemic (e.g. lockdown, social distancing) have major implications for athletes. The radical changes are challenging and risk causing significant career disruption to athletes, with subsequent negative psychological effects. Thus, the ways athletes cope with such adversity is of critical importance. The present study aimed to identify athletes’ coping profiles using a person-centred approach, based on their reported use of multiple coping strategies in response to the impact of the COVID-19 outbreak, and to compare levels of anxiety, stress appraisals, interpersonal coping strategies, and availability and appreciation of the major sources of support across profiles. A total of 526 French athletes competing at national to elite levels answered an online questionnaire during the lockdown. Latent profile analysis results yielded four distinct coping profiles (i.e. self-reliant, engaged, avoidant, active and social). The MANOVA showed that athletes belonging to the four profiles differed on anxiety, stress appraisals, social support, and interpersonal coping. In particular, avoidant copers reported high levels of anxiety, threat, and uncontrollability, and appeared less able to regulate responses to the impact of the COVID-19 outbreak. Using a person-centred approach, the findings could inform the development of more adequate care, support, and intervention for athletes, especially avoidant copers, who were characterized by the least effective coping skills and resources. Accordingly, stress reappraisal and stress mindset interventions could be promising approaches to effectively manage pandemic-related impact during and after the COVID-19 crisis. Highlights The COVID-19 outbreak has major implications for athletes and is causing significant disruption to their careers. Using a person-centred approach, four coping profiles emerge showing athletes' preferred use of several coping strategies in response. The four coping profiles (i.e. self-reliant, engaged, avoidant, active and social) differentiate distinct groups of athletes in relation to anxiety, stress appraisals, social support, and interpersonal coping. Avoidant copers were characterized by the least effective coping skills and social context of coping. Management of the COVID-19 situation may be more problematic for them than other in mitigating its negative psychological effects. Using a person-centred approach, the findings could inform the development of more adequate care, support, and intervention for athletes, especially avoidant copers, who were characterized by the least effective coping skills and resources.

A study on the value and meaning of re-learning culture and arts education for women on career breaks - Focusing on the “Theatrical Play Leader” course in the vocational training field -

A study on the value and meaning of re-learning culture and arts education for women on career breaks - Focusing on the “Theatrical Play Leader” course in the vocational training field -

Back to work: the effect of a long-term career interruption on subsequent wages in Switzerland

This paper measures the effect of a long-term career interruption on wages after re-employment. Using data from the Swiss Household Panel (SHP) and a fixed effects estimation method allows us to account for time-constant unobserved heterogeneity. We find a significant wage penalty of about 7% in the first year after re-employment if a worker takes up a job with the same characteristics as the job previously held. This wage penalty finally vanishes after 5 to 6 years. Conducting subsample analyses for men and women, we uncover underlying heterogeneity of the effect. Compared to women, men tend to suffer more from a long-term career interruption, both in terms of a higher wage penalty during the first year of re-employment and a larger subsequent recovery time. Our findings support the assumption that human capital depreciation is not the only reason for wage penalties after re-employment.

Adult graduates’ employability and mid-career trajectories after graduation with Finnish UAS Master’s degree

ABSTRACT Graduate employability research typically focuses on young graduates’ entry to the labour market. Little is known about the careers of adults who attain higher education degrees in mid-life. This article explores Finnish University of Applied Sciences (UAS) Master’s degree graduates’ mid-career trajectories using retrospectively collected longitudinal survey data (N = 1025) on their employment relations, transitions and career breaks. The specific research questions are as follows: (1) What are the types of mid-career trajectories of the adult graduates with Finnish UAS Master’s degree? (2) What is the prevalence of the different career trajectories among the sample of graduates? (3) In what ways different career trajectories are able to take advantage of graduation with a Master’s degree? As a result, we recognised five types of mid-career trajectories: rising career, renewing career, entrepreneurial career, continuous career and unstable career. Adult degrees can re-orient and enhance different career trajectories, e.g. by providing formal qualifications, new expertise and entrepreneurial skills, as well as by validating prior experience. Understanding the nature of career trajectories of adult graduates at a Master’s level is interesting not only in the Finnish but also in the international context and this study opens up a rich array of opportunities for further studies.

Influence of Professional Self-concept, Ego-resilience, and Job Stress on Job Performance of Nurses who are Reemployed after Career Interruption

Influence of Professional Self-concept, Ego-resilience, and Job Stress on Job Performance of Nurses who are Reemployed after Career Interruption

A Study on the Experiences of Daycare Center Assistant Teachers Taking a Career Break

A Study on the Experiences of Daycare Center Assistant Teachers Taking a Career Break

Effects of Mandatory Military Service on Wages and Other Socioeconomic Outcomes

In this paper, we estimate the effects of mandatory military service by exploiting the post-cold war decrease in the need for soldiers causing a substantial number of potential conscripts not to be drafted into the German military. Specifically, using previously unavailable information on degree of fitness in the military's medical exam as a control variable, we test for the effects of mandatory military service on wages; employment; marriage/partnership status; and satisfaction with work, financial situation, health, family life, friends, and life in general. We find almost no statistically significant effects of this 6 to 9 month career interruption for young German men, with the exception of hourly wage, which shows a negative point estimate of -15 percent with a large confidence interval of between -30 and -0.2 percent. This interval estimate is consistent with previous findings for the United States, Denmark, and the Netherlands.