Career Progression Research Articles

Once a Nurse, Always a Nurse?

Stereotypes of what defines a nurse act to limit nursing identity and provide a barrier to both career progression into academia and nurse retention in clinical practice. In this critical reflection, I explore how opportunities in clinical practice allowed me to develop my own identity as a nurse academic whilst acknowledging that these opportunities are not available to all potential nurse academics. I question whether 'a nurse will always be a nurse' if we do not provide the opportunities, and the time, for nurses to explore the vast range of roles within the profession. Research is being conducted on a daily basis in clinical practice, however nurses need to be supported by their workplaces to gain the skills and knowledge on how to become productive scholars. Supporting nurses to take this step will level the gradient between nursing and academia, and open the door for the future of successful nurse academia.

Vertical Mobility and Mental Gap of Scheduled Caste Students in West Bengal

This study investigates the complex relationship between vertical mobility and the mental gap experienced by Scheduled Caste (SC) students in West Bengal. Vertical mobility refers to the process by which individuals or groups ascend the social hierarchy, while the mental gap represents psychological barriers that often impede SC students from realizing their full potential. This research aims to elucidate various aspects of vertical mobility, examine the factors contributing to the mental gap experienced by SC students in higher education, and explore strategies to address these challenges to promote both personal development and upward mobility. To accomplish this objective, we employed qualitative documentary analysis and conducted a comprehensive review of existing literature, policy documents, and relevant case studies to gain a deeper understanding of the socioeconomic realities and educational trajectories of SC students. Our findings indicate that vertical mobility encompasses multiple dimensions, including educational attainment, career progression, and diverse social perspectives. Furthermore, we identified key contributors to the mental gap, such as internalized biases, economic constraints, and the pervasive influence of caste consciousness. By elucidating these critical factors, this study sought to propose effective strategies for bridging mental gaps and enhancing upward mobility among SC students. Ultimately, this research aims to contribute to the ongoing discourse surrounding social equity and empowerment for marginalized communities, emphasizing the urgent need for targeted interventions that facilitate the full integration of SC students into mainstream educational and social spheres.

A triadic model of job retention and turnover dynamics in the hospitality industry

Purpose This study aims to examine key factors influencing hospitality employee turnover in a post-pandemic context, challenging conventional assumptions about the role of demographics and work-related factors in retention decisions. Design/methodology/approach The research adopted a comprehensive framework using the capability approach and geospatial data analysis, integrating social vulnerability indexes with survey responses from 797 hospitality employees. This study analyzed turnover intentions across demographics, job roles and regions, focusing on Florida’s I-4 corridor. Findings Individual conversion factors like age and marital status were the strongest predictors of turnover, with older and married employees less likely to leave their jobs. In contrast, traditional variables like income, education and job type did not significantly influence turnover intentions. The pandemic blurred distinctions between job roles, highlighting personal circumstances, health risks and economic pressures as critical factors. Contrary to expectations, financial assistance did not significantly reduce turnover intentions. In addition, employees’ life circumstances, such as social vulnerability, influence labor relations and turnover more than work-related conditions. Research limitations/implications This study enriches turnover literature by confirming that personal life circumstances, like age and marital status, are pivotal in understanding employee retention. It challenges conventional demographic and work-related predictors and urges future research to explore the interaction between personal and professional factors in the hospitality industry. The study’s agent-based framework deepens the understanding of how various factors shape employee decisions to stay or leave. Practical implications The findings suggest that hospitality employers must develop more localized, employee-centric retention strategies, especially for younger employees. Tailored approaches considering regional and demographic differences, such as providing career development opportunities and flexible work conditions, could foster long-term loyalty. In rural areas, retention efforts should focus on improving job satisfaction and community support, while in urban areas, strategies prioritize career progression and flexibility. Social implications The study’s findings have significant social implications, particularly in reshaping how employee retention strategies are developed in the hospitality industry. By emphasizing life circumstances over traditional work-related factors, the research highlights the importance of supporting employees’ resilience, especially for those facing social vulnerability. Employers may need to create more flexible and inclusive policies that account for personal, economic and health-related challenges. In addition, the findings suggest that financial aid alone is insufficient in reducing turnover, calling for a more holistic approach that integrates emotional and social support to foster a more stable and loyal workforce. Originality/value This study challenges traditional turnover models by shifting focus from work-related factors to life circumstances, particularly the resilience of older and married employees. It integrates three dimensions – personal (sociodemographics), social (support) and environmental (job type, pandemic challenges) – to examine their influence on employee agency. This triadic framework offers insights into how individual, social and contextual factors shape turnover decisions.

Exploring the factors affecting career progression in informal faculty mentoring sessions within mentor and mentee relationships: a qualitative study

BackgroundMentoring plays a pivotal role in mentees’ professional advancement. However, the factors that affect career progression in informal mentoring relationships, especially with respect to faculty members, have not been extensively explored. This study aimed to explore the factors that affect career progression in informal faculty mentorings within mentor and mentee relationships.MethodologyA Qualitative Exploratory Study was designed and conducted from May to October 2023. Faculty members with informal mentoring relationships were recruited through purposive sampling. Seven faculty mentors and eight faculty mentees from various institutions participated in the study. Semi-structured interviews were used to collect data, which were audio-recorded and verbatim transcribed. The transcripts were then analysed using NVivo Software and coded. Braun and Clark’s framework was used for the thematic analysis. The study adhered to the COREQ (Consolidated Criteria for Reporting Qualitative Research) checklist to ensure comprehensive and transparent reporting of the qualitative research process.ResultsA total of 76 codes emerged which were classified into six themes: (1) an ideal mentee, (2) an ideal mentor, (3) factors promoting the relationship, (4) the role of gender, (5) factors deteriorating the relationship, (6) overcoming barriers / trust-building strategies. Within each theme, mentor–mentee needs and behaviours were identified, which could lead to positive or deteriorating outcomes.ConclusionFactors affecting career progression in informal faculty mentoring sessions include mentees' positive mindset, internal motivation and clarity of vision, mentors' skills, reputation, and role modelling. Effective communication, trust, respect, and clear goals are also essential. Challenges, such as busy schedules, cross-gender mentoring, and societal biases, affect these relationships. Overcoming these barriers involves sharing experiences, psychosocial support, empathy, active listening, and feedback.

All Hands on Deck: Coordinated approaches to Indigenous early career development

The Developing Indigenous Early Career Researchers Project is a three-year longitudinal study funded by the Australian Research Council investigating the experiences and perspectives of Indigenous early career researchers working in universities across Australia. In an earlier paper we explored self-identified needs of Indigenous early career researchers regarding the development of sound research trajectories and careers in the academy (Locke et al., 2022). This paper takes a step further in investigating, who is responsible and should be held to account for supporting the development of these Indigenous early carer researchers. Data collected from across all three stages (2020, 2021 and 2022) of this project suggests that Indigenous early career researchers consider that all university staff, including themselves have certain responsibilities towards developing their academic career trajectories. Some Indigenous ECRs also pointed out the roles that external agencies such as government and funding bodies play in guiding institutions to value and promote the diversity and wealth of knowledge that Indigenous academics bring to the academy. This paper engages an Indigenist research approach and employs relatedness theory in advocating the development of policies and programs to support the career trajectories of Indigenous Early Career Researchers, from an Indigenous epistemological standpoint. To close, this paper posits that to achieve optimum outcomes for Indigenous ECR’s there needs to be systematic and coordinated institutional approaches to developing career trajectories that ameliorate challenges and barriers to Indigenous ECR career progression.

The credentialism trap: are IT certifications overrated?

Purpose This paper aims to explore whether certifications are sufficient for comprehensively evaluating the IT sector, focusing on DevOps, as this branch has the widest range of certifications. It examines the limitations of relying solely on certifications and highlights the gap between certified knowledge and practical competence in real-world settings. Design/methodology/approach The study includes a survey of 72 certified DevOps professionals with varying years of experience to gather insights on the impact of certifications. It also reviews existing literature on the origins, psychological aspects and role of certifications in recruitment within the IT sector. Findings The findings indicate that while certifications enhance technical knowledge and boost confidence among IT professionals, they do not consistently lead to career advancements and sometimes do not adequately assess practical skills and soft skills essential for DevOps roles. The survey revealed that only a minority experienced promotions postcertification, highlighting a disconnect between certifications and career progression. Research limitations/implications The survey sample was limited to 72 respondents, which may not represent the entire DevOps community. Future research with a more extensive and diverse sample could provide more generalisable results and deeper insights into the impact of certifications across different contexts. Practical implications Organisations should consider certifications as one component of a candidate’s qualifications, alongside practical experience and soft skills. Professionals are encouraged to pursue certifications for skill validation and knowledge enhancement but should integrate them with practical application and continuous learning to ensure effectiveness in DevOps environments. Social implications An overemphasis on certifications can contribute to a “credentialist” culture, potentially undervaluing practical skills and leading to stress and burnout among professionals. A balanced approach that values both certified knowledge and experiential learning can promote a healthier professional environment and improve team collaboration. Originality/value This paper provides a nuanced examination of the role of certifications in evaluating DevOps skills by combining survey data with a literature review. It offers original insights into the limitations of certifications and emphasises the importance of balancing them with practical experience and soft skills in the IT industry.

10.N. Scientific session: Gender and parenthood: short and long-term income, career, and health inequities

Abstract Despite the last decades’ changes in the distribution of household and child-rearing tasks, its main responsibility tends to fall on women. As such, parenting may remain an important determinant of gender inequalities in income, careers, and health and well-being. In 2022, on average, European women’s gross income was 12.7% below men’s. This income gap is, in part, explained by inequalities in full-time employment: in the EU, 31.5% of women with children worked part-time, which contrasts with 20.2% of women without children, with 4.9% of men with children, and 7.2% of men without children. These income and career impacts may occur due to the persistence of some traditional conceptions of the division of paid and nonpaid labor. These conceptions, and the subsequent inequalities in career progression and income, may be reflected in women’s living conditions, work-family conflict, chronic strain, well-being, and health. Yet, it can also be posited that men, experiencing the pressure to remain the main provider in the family and the most recent expectations to comply with childrearing roles, may also see their well-being and health affected. However, countries with higher gender equity have shown better results in life expectancy and healthy life expectancy for women and men. It can be argued that women and men, especially those who have children, benefit from countries with more progressive parental policies, such as longer and more equally divided parental leaves, accessible childcare, or flexible working schemes. It could, thus, be expected that these countries present higher gender equity in paid and nonpaid work division, career progression, and income, with a higher couple balance, and healthier family environments, with health gains for women and men who are parents and their children. This workshop aims to present and open to discussion recent research outcomes on the role of parenthood on income, career, and health inequalities across European countries. It will show results from quantitative and qualitative studies that focus on analyzing these impacts in the short- and long-term. By discussing these results, researchers and public health professionals may grasp parental, labor market, or social policies or health programs to foster gender equality in access to better living conditions and health, especially during and after parenthood. Key messages • Parenthood may widen gender inequities regarding income and career progression, contributing to the gender gap in health and well-being. • By understanding the magnitude of gender inequities and their distribution across countries, public health researchers and professionals may identify policies that effectively address the gender gap.

Fairer Training in public health, the UK FPH example

Abstract Background Public Health (PH) advocates for health equity and social justice. The UK Faculty of Public Health (FPH) is committed to tackling inequalities across the public health career pathway. The Fair Training project is a multi-phased programme which focuses on fair recruitment into PH, reducing differential attainment during PH training and postgraduate examinations. Objectives • Analyse available data from various sources; • Identify gaps in fair training culture and any biases; • Identify where support or interventions may best be focussed to minimise disadvantages; • Identify improvements in data that could be used to monitor actions; • Identify areas of good practice. Variables explored were demographic characteristics e,g, age, sex, ethnicity, disability status, professional background, candidate status (UK or overseas), place of primary qualification. Results Results show that candidates from ethnic minority backgrounds, those who are older, from international medical graduate backgrounds and backgrounds other than medicine are under-represented at the end of recruitment. Multivariable analysis of the diplomate exam shows that an attainment gap exists across increase with age, and those from black, Asian or white other ethnicity, professional background other than medicine, and overseas candidates. For the membership exam, multivariable analysis shows the attainment gap persists across those of increasing age and black ethnicity. Conclusions Recognising differential attainment as a structural problem requires organisational and individual leadership. Recommendations include an action plan to ensure: • Equality of opportunity for learning and career progression; • Collaborative working to eliminate discrimination in the design of education; • Ensure that training and the working environment are inclusive and diverse; • Inform future PH workforce planning; • Share good practice. FPH will implement the recommendations and share with other organisations and countries. Key messages • Structural causes of differential attainment during recruitment and training in public health do exist and should be mitigated. • FPH aims to promote Fair Training and excellence in public health practice.

Navigating transitions into, through, and beyond peer worker roles: insider insights from the Supporting Harm Reduction through Peer Support (SHARPS) study

BackgroundPeer workers are individuals who draw on their personal experiences in a professional capacity to support clients. Existing research on the role of peer workers in mental health, homelessness, and substance use services has primarily focused on their impact on client outcomes. This paper describes the development of peer workers as they transition into, through, and beyond this role. Utilising data from the Supporting Harm Reduction through Peer Support (SHARPS) study, where Peer Navigators supported people experiencing homelessness and substance use challenges, this paper explores the sense-making involved in an intensive peer support worker role, adaptation to organisational culture, and engagement with opportunities for professional advancement.MethodsSemi-structured interviews with three Peer Navigators were conducted by two SHARPS study researchers at four time points in 2018 and 2019 corresponding with the beginning, middle, and end of the intervention. These data were analysed along with entries from the three Peer Navigators’ reflective diaries. Analysis followed a multi-stage approach to thematic analysis utilising both inductive and deductive processes. The Peer Navigators’ personal reflections have also been incorporated into the recommendations.ResultsThe foundational training provided to the Peer Navigators before taking up their role helped to ensure readiness and build confidence. This training illuminated the dynamics of supporting individuals with complex health and social challenges. Integrating into diverse organisational environments, the Peer Navigators adapted to new professional expectations and consistently advocated for harm reduction and psychologically informed approaches, sometimes encountering resistance from other professionals. Establishing effective relationships with participants and professionals was essential and involved dealing with challenges such as overcoming personal biases and navigating systemic obstacles. the Peer Navigators benefitted from the specially designed training to support career progress with personal and professional development opportunities which enabled successful transitions beyond the SHARPS study.ConclusionsPre-work training, coupled with support and adherence to key principles, enabled the Peer Navigators to integrate effectively into diverse organisations. Quality relationships were vital in achieving client outcomes and supporting the professional growth of the Peer Navigators. These findings are important for services employing peer workers and underscore the importance of a commitment to training and continuing professional development.

How employees are affected by working in R&D-investing firms

ABSTRACT Investments in research and development (R&D) are essential for firm success, but how does the experience of working for R&D-investing firms affect individual performance in the labour market? Combining a biennial survey series on R&D investments with a longitudinal matched employer-employee dataset from Statistics Sweden, this study examines the labour market performance of workers in R&D-investing versus non-investing firms. Results show that, on average, highly skilled employees from R&D-investing firms perform better than those from non-investing firms when they switch jobs. This includes higher wage growth and higher probability of career progression. Among this group of employees, no particular interest in entrepreneurial ventures was found. Results of this study strengthen current knowledge of the effects of R&D and provide important implications for policies.

Factors Influencing the Career Advancement of Malaysian Women Homepreneurs on the TikTok Platform

Entrepreneurship significantly contributes to economic growth, with recent studies highlighting the rise of female entrepreneurs who challenge traditional business roles by becoming "homepreneurs." The current research focuses on Malaysian women homepreneurs using TikTok, a platform that has transformed from entertainment to a vital business tool, facilitating unique career advancement opportunities. This study aims to explore the impact of digital marketing skills, product quality, customer engagement, and understanding of TikTok's algorithm on the career advancement of Malaysian women homepreneurs. In the quantitative study focusing on the career advancement of Malaysian women homepreneurs using TikTok, the methodology incorporated structured questionnaires to assess the relationships between key variables. The data was collected from 400 participants via Google Forms, leveraging a purposive sampling technique to ensure a representative sample of women homepreneurs active on TikTok. The statistical analysis revealed that while digital marketing skills and customer engagement did not significantly impact career advancement on TikTok, a thorough understanding of the platform's algorithm was strongly associated with career progression. Conversely, the results indicate that product quality was negatively significant in driving career advancement for Malaysian women homepreneurs on TikTok. This study highlights the need for targeted strategies focusing on product excellence and deep comprehension of platform algorithms to effectively leverage TikTok for career development.

Physiologists as medical scientists: An early warning from the German academic system.

"Medical scientists" are postgraduate investigators who are engaged in biomedical research, and either hold a biomedical PhD or are qualified in medicine but do not participate in patient care. Medical scientists constitute ~40% of staff at medical faculties and >90% at nonuniversity medical research institutions in Germany. However, medical scientists in Germany face limited long-term career prospects and a lack of dedicated training and support programmes. They also face time limits on their career progression arising from national academic employment legislation, and imminent reforms by the German government are likely to make this worse. Nevertheless, recent developments in the educational landscape including the introduction of increasingly focused MSc, pre-PhD, and doctoral programmes to train medically aware basic scientists, as well as improved general recognition of the roles and relevance of medical scientists in health research, are encouraging. Physiologists have taken essential steps to improve the recognition of medical scientists in Germany by introducing a "specialist physiologist" qualification; this initiative could be applied to support medical scientists in other fields and countries. In this review, we describe the particular challenges facing medical scientists in Germany and make recommendations that may apply to other academic systems.

Impact of Human Resource Policy Implementation on Service Delivery at the Office of the Director of Public Prosecutions, Western Region, Kenya

Efficient implementation of policies has a crucial function in improving service delivery in the public and private domains. The success of policy execution directly impacts how much the policy contributes to enhancing service delivery. To achieve high-quality, efficient, and timely service delivery, the Directorate has adopted a strategy of revamping, retooling, and continuous learning. The Office of the Director of Public Prosecutions (ODPP) follows the Excellence Charter and adheres to the ODPP Strategic Commitments for the period 2020-2023. In this context, the researcher focused on examining the impact of human resource policy implementation on service delivery at the Office of the Director of Public Prosecutions, Western Region, Kenya. Implementation Theory and Organizational Culture Theory guided the study. Descriptive research design was utilized. The target population was 198 individuals working within the ODPP Western Region of Kenya. Individual respondents were selected randomly from Legal, Administration, and Support Staff in region. Data collection was done through questionnaires distributed to staff and document analysis was conducted in the resource centres available in the region. Face-to-face interviews with selected County Heads were carried out by the researcher. Descriptive statistics, such as means, percentages, and frequencies, was used in the research's quantitative and qualitative approaches to analyze the data using SPSS. The findings indicated that human resource has a significant impact on service delivery at the ODPP, Western Region, Kenya. The results upon Analysis of Variance (ANOVA) established human resource policy implementation had an r of 0.265, β = 0.252, t= 3.786, p= 0.05. It was concluded that Policy Implementation had a statistically significant impact on service delivery in the ODPP. The study recommends that ODPP should enhance HR policy implementation and service delivery in the Western Region by improving communication, offering regular training, fostering open dialogue, establishing a robust monitoring framework, deploying dedicated HR Officers, and ensuring transparent and unbiased career progression and training opportunities. The study will be part of references materials for all ODPP Staff, stakeholders, policy makers and other institutions in Kenya as an insightful tool in advancement of efficacy and efficiency in policy implementation.

Opportunity lost: addressing DEI in academic conference design practices

PurposeAttending academic conferences is important for career progression. However, conferences can be experienced as exclusionary by historically marginalised groups. Non-attendance through exclusionary event design thus has far-reaching consequences, which is a social and structural justice issue. This research therefore aims to shine a light on event design in academic conferences, and its relationship to diversity, equity and inclusion (DEI).Design/methodology/approachThrough empirical study, we address the question “Are academic conferences communicating a commitment to DEI for delegates from historically marginalised groups, and if so, how?”. Using a content protocol (Loh et al., 2022) and signalling theory (Bradley et al., 2023), we analyse the publicly available conference materials of 70 tourism, leisure, events and hospitality academic conferences planned or convened between 2023 and 2025 to assess DEI discourses and practices for evidence of conference design that fosters inclusivity, belongingness and therefore addresses justice.FindingsReferences to one or more elements of DEI were found in the discourses of around one quarter of the conferences. However, for BIPOC [1], precarious academics, those from the LGBTQIA+ or disability communities, those with caring responsibilities, those on low or no incomes or with visa requirements, and to a large degree still for women, there were few signs within conference design practices that could be construed as conveying a welcoming culture. We therefore argue that academic conferences within the fields of tourism, leisure, events and hospitality are perpetuating inequity, exclusion and injustice through failing to give full consideration to whom their event design practices are inviting to participate. This is an opportunity lost, and we provide a checklist for conference organisers to help them communicate that historically marginalised academics are welcome and belong at their event.Originality/valueWe believe this is the first study to take a DEI lens to an examination of academic conferences, and apply a content protocol and signalling theory as analytic tools in the process.

Black Women in Medical Education Publishing: Bibliometric and Testimonio Accounts Using Intersectionality Methodology.

Black women in academic medicine experience racial and gender discrimination, all while being tasked with improving a flawed system. Representation of Black women in medicine remains low, yet they bear the burden of fostering diversity and mentoring trainees, exacerbating their minority tax and emotional labor, and negatively impacting career progression. To complement qualitative accounts of Black women authors in the medical education literature with a quantitative account of their representation. We used statistical modeling to estimate the representation of Black women authors in medical education publishing as compared to other groups. An intersectional methodology employing bibliometric analysis and testimonio reflection. US-based authors of journal articles published in medical education journals between 2000 and 2020. Author race was determined using a probability-based algorithm incorporating US Census data, and author gender was ascribed using Social Security Administration records. We conducted two negative binomial generalized linear models by first and last author publications. Metadata for each article was retrieved from Web of Science and PubMed to include author names, country of institutional affiliation, and Medical Subject Headings (MeSH). Results were contextualized via the "testimonio" account of a Black woman author. Of 21,945 unique authors, Black women (and other racially minoritized groups) published far fewer first and last author papers than white women and men. In addition, major MeSH terms used by Black women authors reveal little overlap with highly ranked medical education topics. The testimonio further narrated struggles with belonging and racial identity. This study revealed that Black women are underrepresented in medical education publishing. We believe that dismantling oppressive structures in the publishing ecosystem and the field is imperative for achieving equity. Additionally, further experiential accounts are needed to contextualize this quantitative account and understand underrepresentation in medical education publishing.

Leadership in Technical Fields Through a Gender Lens

Although women have fought for labor rights for many years, they continue to be underrepresented at almost all levels of decision-making. The present study aims to provide insights into female leadership in technical fields both in the EU and in Russia. The article examines the principal leadership aspects of women’s status and career experiences. To identify the ingredients of successful leadership, the Multifactor Leadership Questionnaire and interviews were administrated to a sample of 200 mining students and 40 senior executives. The research data were processed by means of correlative, regressive, and autocorrelation analyses. To track the consistency of the identified leadership factors, female heads of enterprise divisions and university departments shared their views on career progress. The Mann–Whitney U test was employed to analyze the leadership factors. Studies indicate that the more senior the position is, the fewer women there are in leadership roles. Women’s progress in technical careers is hindered both by their own uncertainty and judgments made by others about their abilities. To rectify this situation, practices for encouraging young women to pursue technical careers are recommended along with approaches for maintaining them within the career structure. The research findings also indicate a positive emerging global trend towards increased gender diversity in technical fields.

Cultural Barriers to Women's Progression in Academic Careers: A France-Brazil Comparison Through the Lens of the Queen Bee Phenomena.

Despite significant improvements, women are still underrepresented at high levels in academia. Most research on these inequalities is conducted within a specific national academic system, without taking into account its cultural roots. The aim of the present study was to analyze the extent to which the cultural context acts as a barrier on women's career progression. Specifically, we focused on psychological processes described under the metaphor of Queen Bee Phenomenon that may reflect the ways in which female academics conform to male-gender roles encoded in androcentric social and academic culture. Two samples of women academic, one French (N = 73), the other Brazilian (N = 88), were compared through the lens of two dimension of the Queen Bee Phenomena: self-group distancing and gender hierarchy legitimation. Brazilian women identify more with their female peer group than their French counterparts. French women are more hostile to quotas and more inclined to adhere to meritocratic discourses than their Brazilian counterparts. Both academic contexts tend to perpetuate gender inequalities, but in different ways: by maintaining gender-stereotypical expectations in Brazil and meritocratic ideology in France. The implications for policies to promote a more egalitarian university context are discussed herein.

Motherhood enrichment in leadership: exploring top female executives in Spain

PurposeExisting research suggests motherhood hinders women’s advancement to top management roles, but its specific influence on women who have achieved senior leadership is unexplored.Design/methodology/approachThis research uses a qualitative approach based on 34 in-depth, semi-structured interviews with Spanish female executives who hold board positions or have the potential to become board members in male-dominated industries.FindingsThis study identifies motherhood as a key driver in career growth, countering the view of it as a barrier. Narratives from female leaders revealed that motherhood did not impede their careers, challenging the “motherhood penalty” notion. We introduce the concept of “motherhood enrichment,” highlighting its positive impact on leadership skills and career progression in top executive roles.Practical implicationsThese findings can challenge prejudices about the negative impact of motherhood on women’s careers and support policies promoting work–life balance and family-friendly cultures in organizations.Originality/valueThis study suggests the “motherhood-work enrichment” (MWE) concept in leadership, recognizing motherhood as a catalyst for leadership qualities and offering a preliminary theoretical model to explain MWE in the context of concurrent mother-top manager roles.

School middle leadership: aspirations, identification, appointment, development and advancement

PurposeWhile current research is reporting on a crisis in school leadership aspirations and appointments, this research sheds light on the mediating factors that school middle leaders (MLs) attribute to their appointment as a leader and their aspirations to senior leadership positions.Design/methodology/approachQualitative data from a larger, mixed-method, research project were collected using an online survey completed by 2,608 MLs in a large public school system in Australia and is analysed using an inductive thematic process.FindingsThe findings suggest that MLs experience varying and non-linear career progressions and that a range of personal and professional factors impact their career aspirations. The support of an “experienced other” such as a principal, mentor or coach and strategic career planning are all important in the identification, support, development and advancement of MLs.Originality/valueThis paper contributes to the scarce body of research on middle leadership identification and aspirations. The study recommends a system approach drawn from the empirical data and associated literature that may be useful to inform policymakers, school systems and school leaders in efforts towards middle leadership identification, development and advancement.

Open Access Publishing Metrics, Cost, and Impact in Health Professions Education Journals

Publishing in health professions education (HPE) journals is an integral component of academic discourse and career progression. Research in this field is shifting to an open access (OA) publishing model. To identify the characteristics and publishing models of HPE journals and explore potential associations between publication costs and journal metrics. This cross-sectional study was conducted between September 20, 2023, and February 14, 2024, using the World Bank purchasing power parity (PPP) index to analyze relative costs of article processing charges (APCs). Data on journal characteristics, impact metrics, APCs, and waiver or discount were extracted from the National Library of Medicine, Scimago, Scopus, journal websites, and email correspondence with editorial staff of journals. All HPE journals indexed in PubMed, written in or translated into English, and with HPE as a core component of their mission were included in the analysis. Two-year impact factor, H-index, cite score, Scientific Journal Ranking, and APC. Among the 51 journals included, 27 (53%) adopted OA-only and 24 (47%) adopted hybrid publishing models. The median (IQR) APC for all journals was $2820.00 ($928.00-$3300.00). Associations were observed between impact factor and APC (β coefficient, $386.84; 95% CI, $226.84-$546.84; P < .001) and between cite score and APC (β coefficient, $282.40; 95% CI, $148.12-$416.61; P < .001). Of 20 journal websites with information regarding fee waivers or discounts, 7 journals (35%) confirmed fee waiver or discount. The PPP index analysis of the top 39 countries publishing HPE research showed that the financial burden of meeting the median APC for publication was 1.94 to 10.26 times higher for authors from lower-income countries than for authors from the US. Results of this cross-sectional study suggest that adoption by HPE journals of an OA publishing model was high but access to APC waivers or discounts was limited. These factors create barriers to equitable OA practices, necessitating concerted efforts, such as increasing transparency of publishing costs, implementing economic impact analysis, expanding waivers to eligible authors, and applying holistic impact factor scoring.