Career Recognition Research Articles

Resilience and Flexibility for Clinical Nurses: A Latent Class Analysis

Aim. To explore potential resilience and psychological flexibility patterns in nurses and analyze the effects of related factors such as growth mindset and professional recognition of categories. Background. Resilience and psychological flexibility can help nurses resist occupational pressure and play essential roles in promoting personal growth and professional development. Methods. A latent category approach was used to examine the patterns of heterogeneity in resilience and flexibility among 805 nurses. Differences in the influences related to resilience and flexibility were analyzed using univariate and multivariate logistic regressions, with demographic information, growth mindset, and career recognition as covariates. Results. Participants were divided into three potential categories: toughness-flexible (32.8%), power-deficit-emotional (23.1%), and toughness-rigid (44.1%). The results of multivariate logistic regression analysis showed that monthly income, mode of employment, growth mindset, and professional identity were influential factors in the potential categories of nurse resilience and flexibility. Conclusion. One cohort of nurses had high resilience and low flexibility, and psychological rigidity was related to the fact that the monthly income was less than RMB 5,000 and the contractual mode of employment. An excellent growth mindset and a high professional identity indicate that nurses are resilient and flexible. Implications for Nursing Management. Hospitals and nursing managers should pay attention to nurses’ different career development needs and implement appropriate safeguards.

Взаємозв’язок об’єктивного та суб’єктивного кар’єрного успіху та їх характеристик: комплексний аналіз в українському ІТ-секторі

Introduction. This study empirically examines the relationship between objective and subjective career success in the Ukrainian IT sector. The study employs various objective success indicators, including salary, promotions, certifications, peer recommendations, portfolio projects, and job offers. Subjective success is measured using self-assessments of career recognition, authenticity, growth, influence, meaningfulness, personal life integration, work quality, and overall career satisfaction. The sample was made up of 150 Ukrainian IT software developers, comprising 74 males and 76 females. Aim: to explore the relationship between objective and subjective career success and their aspects among Ukrainian IT-software developers. Methods. Analysis and synthesis of scientific literature. Descriptive statistics and correlation analysis. Results. Although there are no general correlations between Ukrainian IT-software developers’ objective and subjective career success, the number of certifications strongly correlates with authenticity and satisfaction and moderately correlates with personal life and growth and development. Portfolio project count significantly correlates with influence and moderately correlates with meaningful work, authenticity, and satisfaction. Peer recommendations correlate with authenticity, while job offers have a strong negative correlation with growth and development and a moderate negative correlation with satisfaction. Conclusion. The Ukrainian IT industry has the complex and multifaceted nature of career success. It is important to consider both objective achievements and subjective fulfillment in understanding career trajectories in this rapidly evolving sector.

Career Recognition & Academic Counseling (CRAC Bot)

In recent years, the advancement of Artificial Intelligence (AI) technologies has revolutionized various sectors, including education and career guidance. This research paper presents an innovative approach to integrating Career Recognition and Academic Counselling Chatbots with College and Learning Management Systems (LLMs) using Generative AI and Large Language Models (LLMs). The proposed system aims to enhance the academic counselling experience for students by providing personalized career guidance, course recommendations, and academic support through an intelligent chatbot interface. Leveraging Generative AI techniques, the chatbot can generate natural language responses and engage in meaningful conversations with users, facilitating efficient communication and knowledge dissemination. Additionally, the integration with College and LLMS enables seamless access to academic resources, course materials, and learning opportunities, empowering students to make informed decisions about their academic and career pathways. The research paper discusses the design, development, and implementation of the integrated system, along with a comprehensive evaluation of its effectiveness in enhancing student engagement, academic success, and career readiness. Through empirical studies and user feedback analysis, the research demonstrates the potential impact of AI-driven academic counselling solutions in improving student outcomes and fostering a supportive learning environment. Finally, the paper discusses the implications, challenges, and future directions of integrating Generative AI and LLMs into academic counselling and career recognition systems, highlighting opportunities for further research and innovation in this field. Keywords: Generative AI, LLM, Chatbot, AI-learning Management systems, academic counselling

활동중심 진로교육 프로그램이 초등학교 저학년의 진로인식에 미치는 효과

Objectives Through this study, we would like to find out how activity-oriented career education programs affect the career perception of lower elementary school students. The purpose is to analyze the effect of activity-oriented career education programs considering learners' interest and development characteristics on elementary school career perception and present basic data to strengthen elementary school career education.
 Methods To this end, the researcher developed a total of 12 activity-oriented career education programs. In order to verify the effectiveness of the above program, we used the test tool of Choi Hyejin(2017), which modified and supplemented the career awareness test developed by Yoonkyung Eo(2008) in the ‘Research on the Development of Career Awareness Test for Elementary School Students’ to suit the level of elementary school students. To find out the effect of the activity-based career education program on career recognition for lower grades of elementary school, a statistical analysis was conducted on the changes of the two groups before and after the experiment.
 Results Compared to before the experiment, the overall score of the experimental group increased significantly after the experiment was completed, indicating that the activity-based career education program had a positive effect on the career perception of lower elementary school students. In addition, as a result of analyzing the pre- and post-test results of the experimental group and the control group, career recognition scores did not increase in the control group without applying the activity-based career education program, while career recognition scores of the experimental group applied the program increased significantly.
 Conclusions The activity-oriented program developed in consideration of the development characteristics and interests of lower-grade elementary school students had a positive effect on cultivating students' career awareness. Through this, it is necessary to actively develop career education programs that are different from games, activities, and experiences that lower-grade students can experience in school, and to develop healthy self-concept and proper job values through career education.

Determinants of peer review engagement and quality in scientific journals: insights for academic research and the sustainability of the peer-review system

ABSTRACT Research productivity is a common topic in the literature, but peer reviewing for journals has received less attention, although it is a key activity of academic research. We help to fill this knowledge gap by assessing the determinants of peer review engagement and quality in scientific journals. We do so by analysing the combined information from a survey of academics working in different parts of the world and various fields of science, along with their publication and peer review information gathered from Scopus and Publons/Web of Science. We find that age, gender, and some dimensions of academics’ strategic research agendas are important predictors of peer review engagement. We also find that academic inbreeding along the educational path has a negative association with the quality of peer-review activities. However, we find no statistically significant results concerning academic inbreeding related to the professional trajectory and peer review engagement and quality. Equally importantly, our results suggest that although the activities of publishing and peer reviewing are closely associated, peer review tends to be ancillary to publishing, rather than the other way around. Furthermore, the greater the perceived availability of resources, including research funding throughout an academic’s career, the greater the focus is on publishing and the less the focus is on peer reviewing. These findings are discussed in relation to the current valuation of publication versus peer reviewing in terms of scientific and academic career recognition.

Factors influencing work engagement among male nurses: A structural equation model.

To investigate the male nurses' engagement in nursing work and the influencing factors. A cross-sectional study. A cross-sectional survey was conducted in 13 hospitals in China to collect data from 328 male nurses from August to October 2021. A structural equation model design was tested with validated measurement instruments. The work engagement of male nurses in China was at a medium level. There was a high correlation of the male nurses' work engagement with career identity (r = 0.764, p < 0.01), career success (r = 0.735, p < 0.01) and social support (r = 0.477, p < 0.01). The linear multivariate regression analysis showed that career satisfaction (β = 0.393), career identity (β = 0.392) and subjective support (β = 0.116) entered regression equation of male nurses' work engagement (all p < 0.05). The structural equation model results showed that career identity and social support were the influencing factors of the male nurses' work engagement and the model explained variation of 66.4% variables. To know the male nurses' work engagement and influencing factors in China has certain enlightening significance for male nurses themselves and nursing manager. On the one hand, it is necessary to enhance the male nurses' career recognition to nursing work. On the other hand, the society should provide more aid and support to the male nurses. Therefore, the male nurses could devote more into nursing work and promote the nursing development.

Exploring dental faculty perceptions of current strategies and barriers to retention.

The aims of the study were to identify perceived strategies for and barriers to faculty retention and examine differences regarding age, gender, and race. Cross-sectional data was captured from the eight author-affiliated dental schools. A Qualtrics survey was emailed to all faculty members at these institutions (1467 possible participants) between November 2021 and February 2022. The survey was formulated from best practices listed in the American Dental Education Association Faculty Diversity Toolkit. It consisted of 18 questions, including demographic information and faculty perceptions of their respective workplaces. These responses were then evaluated with descriptive statistics, Chi-squared analysis, Pearson Correlation, and Fleiss' kappa. The survey's response rate was 19.2%. There was no significant difference in perceived retention strategies across race, age, gender, practice tenure, practice type, or clinical versus tenure track. The top four barriers identified were inadequate financial compensation, workload, poor work environment, and burnout. There was a significant difference between racial groups and their perceived barrier of support for promotion (p=0.048). This was more prevalent among clinical faculty (47.7%) than tenure track faculty (16.2%). The work environment was listed as a leading factor for both promoting retention and encouraging the exodus of faculty members. Strategies aimed at improving financial compensation, career recognition, and transparency of the promotion process, along with those aimed at improving the work environment were shown to be vital to retaining faculty. Though the low response rate is a study limitation, these findings provide valuable information and a framework for future studies regarding dental faculty recruitment and retention.

Maximizing Shared Research Resources: Next Steps.

Shared research resources (SRRs) promote access and training to advanced technologies and applications for a diverse array of trainees, faculty, students, and staff. Institutions and the broader research community benefit from the expertise and reputation of SRRs, their efficient use of research funds, and their positive impact on faculty recruitment and retention. Moreover, as contemporary science has become increasingly multidisciplinary and team based, SRRs are the nexus for basic discovery and the application of new groundbreaking technologies, with data as the key deliverable. However, despite their track record of accomplishments, barriers continue to exist, hindering SRRs essential role in modern research and highlighting the need for a national strategy to ensure their sustainability. The recommendations from the Federation of American Societies for Experimental Biology (FASEB) SRR Task Force publication "Maximizing SRR part III" and subsequent roundtable meetings have spurred efforts for strengthening shared resources, achieving career recognition and parity, and elevating team science to its full potential. This JBT special issue focuses on these efforts, with contributions from members of the Association of Biomolecular Resource Facilities and FASEB Task Force.

Correlation between input on public health services and work motivation among primary health workers in China

BackgroundThe integration of public health services into primary health care has been advocated and practiced worldwide for better management of preventable diseases. Health policy makers in China have started the reforms to better integrate public health services and clinical services, but public health services in China still remained neglected in primary health system. This study aimed to explore the input of Chinese primary health workers on delivering public health services and its association with their intrinsic working motivation in China.MethodsData were collected from a cross-sectional survey conducted in 2019. Participants in this survey included 803 primary health workers in 75 primary health institutions in China. Questions about the input on clinical and public health services delivery and intrinsic working motivation were asked. A multiple linear regression model was adopted to investigate the correlation between intrinsic working motivation and the time input on public health service. The robustness of this model was checked with a generalized linear model.ResultsIntrinsic motivation was found to have negative association with health workers’ input on public health (β: -1.01, p < 0.05), with the robustness checked with a generalized linear model. The significance of this association differed in the group of urban community health centers and rural township health center. Other factors that had significant relationship with the input on public health services include the being nurses instead of doctors (p < 0.01), being a member of family doctor team (p < 0.01), recognition on relative importance of clinical services (p < 0.01), and perception on better exterior support (p < 0.01).ConclusionWith higher intrinsic working motivation, primary health workers tended to spend less time on public health services. It reflected that doctors and nurses in primary healthcare institutions still perceived clinical treatment services as their main work responsibility and source of career recognition. Organizational level supports and system level policies should guide the primary health workers to increase their awareness on the importance of public health services and to cultivate their internal interests on public health services, in order to ensure sustainable input and performance improvement on public health services in primary health system in China.

CAREER RECOGNITION OF ISLAMIC ELEMENTARY SCHOOL STUDENTS DURING THE COVID-19 PANDEMIC

Now, the world is being tested by the COVID-19 pandemic. Many aspects of life are affected, one of which is the aspect of education especially in guidance and counseling services. One of the services that was also affected was career guidance services for elementary school students. This study aims to determine the level of career recognition for Islamic elementary school students during the covid-19 pandemic. This study uses a quantitative research design with a survey approach. The research population was all third-grade Islamic elementary school students in Kebumen. The sample consisted of 116 students. The results of this study indicate that the level of career recognition for Islamic elementary school students during the COVID-19 pandemic is in the low category (52%). The latest finding in this study is that the components of job names and work uniforms are the highest career recognition components, while the components of tasks and responsibilities as well as components of requirements and skills are the lowest career recognition components. This low level of student career recognition can actually be improved by providing guidance and counseling services in the career field, especially regarding the introduction of varieties of jobs using various informative techniques and media.

United States of America Child and Adolescent Psychiatrists' Career Satisfaction by Career Stage.

This study sought to examine career satisfaction among United States of America child and adolescent psychiatrists (CAPs) across career stages, identifying predictive factors for their career satisfaction. A total of 526 CAPs responded to a national career satisfaction survey. Satisfaction was assessed via responses to statements about their career on a Likert scale. Career satisfaction was defined as the sum of the scores for satisfaction with their choice of career, career advancement, and career recognition. Responses were disaggregated by the number of years post child and adolescent psychiatry residency training (early career: 0-10years; midcareer: 11-20years; and late career: 21 + years post-training). Stepwise linear regression analyses identified predictive factors of career satisfaction. CAPs' career satisfaction was high (3.95) and increased with career stage. It was most positively correlated with advancement opportunities, job enjoyment, and control of assigned tasks, and most negatively correlated with workload. Job enjoyment was the leading predictive factor of career satisfaction for early career and late career CAPs, with midcareer CAPs identifying task assignment control as the leading contributor to their career satisfaction (all p = .000). Career satisfaction in Child and Adolescent Psychiatry is high, increases with career stage, and is most predicted by advancement opportunities. Further study of the predictive factors of CAPs' career satisfaction is warranted as we focus on increasing the workforce in child and adolescent psychiatry.

The Effects of Satisfaction of Internal and External Career Activities of General High School Students on Self-directed Learning through Career Recognition

본 연구의 목적은 일반계 고등학생의 교·내외 진로활동 만족도가 진로 인식을 매개로 자기주도학습에 미치는 영향을 분석하는 것이다. 분석 결과를 정리하면 다음과 같다. 첫째, 교내·외 진로활동 만족도가 높은 고등학생은 진로 인식 및 자기주도학습이 상대적으로 높은 것으로 나타났다. 둘째, 진로 인식은 교내·외 진로활동 만족도와 자기주도학습 관계에서 완전 매개하는 것으로 나타났다. 즉, 교내·외 진로활동 만족도가 높을수록 진로 인식 향상에 영향을 미치고, 향상된 진로 인식은 자기주도학습 향상에도 영향을 미치는 것으로 분석되었다. 셋째, 교내 진로활동 만족도가 교외 진로활동 만족도보다 진로 인식 향상에 더 많은 정적인 영향을 미치는 것으로 분석되었다. 이상의 연구 결과를 바탕으로 일반계 고등학생의 교내·외 진로활동 만족도가 진로 인식을 매개로 자기주도학습에 미치는 영향에 대해 논의하였다.

An Analysis of Career Recognition and Career Exploration Behavior and Needs for the Development of Career Counseling Program for University Students

목적 본 연구는 대학생의 특성 및 요구를 반영한 진로상담 집단프로그램을 개발하기 위해 대학생이 인식하는 진로 및 진로탐색 및 발달에 도움이 되는 요인과 요구를 확인하여 프로그램 개발의 기초를 마련하고자 한다. 방법 경상도 소재 대학 재학생 421명 대상으로 진로인식 및 진로탐색 행동 요인을 반영한 설문 문항 활용하여 서술적 조사연구를 실시하였다. 수집된 자료는 SPSS 21을 이용하여 분석하였다. 결과 대학생들은 진로선택 시 ‘즐기는 인생(36.3%)’을 가장 추구하고, 자기탐색을 위해 ‘자기에 대한 깊은 이해(31.8%)’, 자기 확장을 위해서는 ‘다양한 일상의 활동(27.1%)’, 직업 확장을 위해서는 ‘다양한 사람들과 만나 직업에 대해 이야기하는 활동(57.5%)’, 자기구체화 행동으로는 ‘진로&#8901;취업 관련 수업 또는 특강에 참여(32.1%)’, 직업구체화 행동으로는 ‘인터넷 정보 탐색(49.4%)’, 진로적합성 평가행동으로는 ‘자신의 특성이 진로와 적업한지 비교(34.7%)’를 선호하였다. 결론 성공적인 진로탐색을 위해서 대학생들은 자기이해와 관련된 자아탐색, 긍정적인 자아개념에 관심이 많았으며, 다양한 경험을 가진 사람들과의 교류를 통한 정보 탐색 경험 등이 중요한 요소로 보인다. 향후 진로상담 집단 프로그램의 개발에 이러한 요소들이 필수적으로 포함되어야 할 것이다.

Big Steps, Little Change: A Case Study in French University Teachers’ Cognitions in the Context of Pedagogical Innovation

The rate of failure of French students during their first years at university is substantial, with only 42% graduating in the expected three or 4 years. As a result, French universities have called for a “pedagogical transformation” encouraging innovative teaching practices to improve undergraduate students’ academic success, notably the introduction of blended learning methods. In 2015, teachers from the three marine stations of Sorbonne Université created the online blended learning platform e-marin’lab for their marine science programs. In this paper, we investigated the participating teachers’ cognitions with regard to teaching and learning. Despite the success of the project that relied on their substantial voluntary commitment, the teachers demonstrated an adhesion to more traditional views (i.e., directive teacher-student transmission of knowledge is more efficient for students’ learning). Perhaps more paradoxically, our data reveal that the same teachers saw themselves as teaching in a student-oriented way, and that their students’ lack of engagement in class was due to their poor study skills and intrinsic motivation. Among other factors that will be discussed, we believe that these results are influenced by a context that does not provide many teacher training opportunities and that places little importance on teaching in university professors’ career recognition. Finally, the importance of the e-marin’lab platform in the context of the SARS-CoV-2 pandemic situation from 2020 and the massive use of distance teaching in marine sciences during national lockdown periods is discussed.

28.3 US Child and Adolescent Psychiatrists’ Career Satisfaction by Practice Setting

The objectives of this presentation are to assess career satisfaction (CS) in US child and adolescent psychiatrists (CAPs) across practice settings, and to identify predictive factors of their CS. US AACAP members were invited to complete a CS survey. CS was defined as the sum of satisfaction with their career choice, career advancement, and career recognition. CAPs identified their practice setting as solo practice, community/group practice, and academia. The survey additionally assessed predictors of CS including work factors, likelihood of reducing work hours, and leaving their jobs and the field of child and adolescent psychiatry. ANOVA analyses compared CAPs across practice settings, and stepwise linear regression analyses identified the predictive factors of CS by practice setting. A total of 399 (11.6%) CAPs surveyed identified their practice settings. CS was uniformly high (3.95 out of a maximum of 5) with no differences between solo practice (n = 163; CS = 4.03) and academic CAPs (n = 117; CS = 4.16; p = 0.220). Community/group practice CAPs reported the lowest CS (N = 119; CS = 3.64; p < 0.001). Compared to other groups, solo-practice CAPs reported more positive work factors (job enjoyment, control of tasks and schedules, and positive work climate) and fewer negative work factors (excessive documentation and workloads, high productivity targets, and limited encounter times). Academic CAPs worked the most hours (p < 0.001), and community/group CAPs were more likely to reduce their hours, leave their job, and leave the field (all p < 0.05). Job enjoyment was the primary predictor of CS for CAPs in solo practice and academics, with advancement opportunities leading for those in community/group practice. Academic CAPs shared secondary predictors of CS with other groups—advancement opportunities and access to mentorship with community/group and workload with solo-practice CAPs. Solo-practice CAPs identified control of tasks and income, while community/group CAPs identified work/life balance and limited encounter times as additional predictors of their CS. The leading predictors accounted for 45% to 65% of the variability in CS. CAPs’ CS was highest in solo practice and academia. Job enjoyment and advancement opportunities were the leading predictors of CS across practices settings.

The Impact of Industrial Disharmony amongst Healthcare Professionals in Nigerian Healthcare Sector

Industrial disharmony is a state of unrest, a situation where there is an inability among the participating parties to reach a peaceful agreement as it affects job rules and conditions of work. It presents itself as disputes between employers and employees, or between trade unions and employer organizations. Certain factors can be attributed to causing industrial disharmony, these include; inter professional rivalry amongst workforce, perception of preferential and favoured treatment to one group over another, inefficient and ineffective management style strained relationship between the management and labor unions. Highlight were made of the impact of industrial disharmony on the Nigerian healthcare sector, aimed to enlighten policymakers that policies that enhance harmony in the health sector are required, and if they are already in place, then their full implementation is urgently required. Three thematic areas of interest in the discourse on industrial disharmony amongst healthcare professionals in Nigeria were expatiated to include; industrial harmony; employees’ productivity and job satisfaction and last but not the least clients’ satisfaction of service delivery. The numerous negative impact of the ongoing disharmony within the Nigerian Healthcare sector as typified by the different professional associations and unions, whom hardly agree on modes of remuneration, career recognition and headship appointments in the healthcare institutions, has continuously made the health care indices of the country to be at abysmally low ratings. The way forward would be to canvass for the appointment of Health administrators with expertise in Health Economics and Administration to oversee the smooth and unbiased running of public health institutions in Nigeria. Also, all healthcare professionals should be given equal and fair recognition based on the value additions they provide to efficient and effective patient management. Lastly, the realisation by all healthcare professi

Female medal and fund recipients of the Geological Society of London: a historical perspective

Abstract The Geological Society of London has historically awarded medals and funds to early career geologists and for career achievement recognition. Mid-career and outreach awards were later added as categories. This paper will concentrate on early recipients of funds and medal winners mainly during the nineteenth and twentieth centuries. In the nineteenth century, only two women received recognition by the Geological Society for their work through early career funds (not medals): Catherine Raisin in 1893 and Jane Donald in 1898. From 1900 to 1919, no woman received a medal but funds were collected by men on behalf of Gertrude Elles, Elizabeth Gray, Ethel Wood, Helen Drew, Ida Slater and Ethel Skeat. The first woman to collect her own Fund was Ethel Skeat in 1908. Pre-World War II, only four women received career recognition in the form of a medal. Gertrude Elles in 1919 and Ethel Shakespear in 1920 received the Murchison Medal. No further medals were awarded to women until Maria Ogilvie Gordon in 1932 and Eleanor Mary Reid in 1936. It was not until the end of the 1990s and into the twenty-first century that a significant number of women received medals. It is noted that the William Smith Medal was only received by a woman in 2019 and the Dewey Medal has yet to be received by a woman. An analysis of the different medals and funds awarded to females through the Geological Society is discussed in detail with snapshots of the women who were so recognized. As we move into the twenty-first century we see an increase in these awards to women.

Analysis of the Effect of Students' Satisfaction with Career Education Activities on Career Recognition through Learning Attitude in the Elementary School

Analysis of the Effect of Students' Satisfaction with Career Education Activities on Career Recognition through Learning Attitude in the Elementary School

De la Cultura del Miedo a la Memoria Social: Una Lectura del Trabajo de Elizabeth Lira

Despite the wide recognition of Elizabeth Lira's research career, a discussion of the contributions and debates that her work has inspired has yet to emerge. Likewise, no specialized intellectual developments exist which make it possible to reuse, develop, and circulate her work and its implications critically. In this article the author aims to contribute to this still pending discussion and explore some aspects of Elizabeth Lira&rsquo;s work from the point of view of memory studies, focusing on political violence and the recent past. The author presents a historical contextualization of Lira's intellectual trajectory within the framework of the Southern Cone military dictatorships, identifying thematic axes that organize her work: the analysis of the effects of dictatorships, longterm analyses of practices and institutions, and analyses of political memory. Finally, the author outlines some dilemmas that arise from the discussion, such as the tension between memory and representation and the relation between memory and democracy.

Prof. Volodymyr Kovalchuk - Invited to 4th TECHNIUM International Conference - Recognition of career

Prof. Volodymyr Kovalchuk - Invited to 4th TECHNIUM International Conference - Recognition of career