Career Resources Research Articles

XTRA study protocol: eXploring medical sTudents’ caReer reAdiness—a cross-sectional study in the UK

Abstract Background and objectives Professional and career enhancing opportunities are essential for developing skills required for a successful career in medicine. Research to date has mainly focused on the extent to which medical schools prepare students for clinical work as junior doctors. However, there remains a need to ascertain how students prepare for their career and what facilitates or hinders learning regarding careers in medicine. The purpose of the XTRA study is to examine career readiness of medical students at UK universities and the support they receive during their studies regarding career planning. Methods The eXploring medical sTudents’ caReer reAdiness (XTRA) study is a national cross-sectional study of all medical students enrolled at a UK medical school. Data collection will occur via a secure online survey designed as a training need analysis based on the principles of Super’s theory (Super, 1953) of career development. A snowball sampling strategy will be used to recruit participants via social media and networks. Results will be analysed using quantitative analysis and thematic analysis to identify themes in qualitative responses. The primary outcome is to understand the perspective of current medical students on how well prepared they are about entering their careers in healthcare. Conclusions We anticipate that findings from this study will help identify career readiness of medical students to facilitate the development of career development programmes and resources to ensure medical students are well equipped for their future careers.

Adlerian personality profile in relation to career adaptability

AbstractThis study investigated career adaptability (CA) from an Adlerian perspective. Accordingly, Adlerian lifestyle and perfectionism were examined with CA using cluster analysis. The results supported three groups of personality orientation. The assertive perfectionist group reported the highest scores for all CA domains, the sensitive perfectionist group reported the lowest scores for career collaboration on the CA scale, and the comfort nonperfectionist group reported the lowest score for career concern on the CA scale. The study results assist clients in identifying personality and career themes and enhance career resources through the Adlerian approach with career construction theory.

Gender Inequality, Career Success and the ‘Quality’ of Organizational Policies

The results of a study aimed at finding a relationship between manifestations of gender inequality and the resources available for development in the workplace and with women’s career success are described. А socio-psychological model of success factors of working women was developed, which includes both organizational context and personal career resources. The study was conducted in two stages in 2020-2021 using an online survey. The sample consisted of women working in organizations in various fields. At the first stage, the relationship between particular constructs of the model was tested; at the second stage, the theoretical-empirical model and its alternatives were tested by the structural equation modeling (SEM). The results of the study confirm the relationship of women’s career success with the availability of organization resources, with the possibility of implementing networking behavior and the perceptions of organizational politics, the negative relationship with structural and normative gender inequality is less pronounced. The results of testing the socio-psychological model and alternatives using the structural equation modeling method show that gender inequality has a negative effect on a woman’s career success, but the main contribution to the limitation of a woman’s career resources and a decrease in career success is made by nontransparent organizational politics.

ДИНАСТИЙНОСТЬ КАК РЕСУРС УСПЕШНОЙ КАРЬЕРЫ В ПРЕДСТАВЛЕНИЯХ НЕДИНАСТИЙНЫХ МЕДИКОВ (НА МАТЕРИАЛАХ ЭМПИРИЧЕСКОГО ИССЛЕДОВАНИЯ)

Objective of the study is to present the characteristics of dynastisity as a career resource of medical dynasties, and identify the role of family continuity in medicine in choosing a future career.   The methodological basis of the research is the concept of dynastisity, according to which it can be considered as a model of local microgrid production (I.V. Mostovaya, L.V. Klimenko, O.Yu. Posukhova), contributing to the vertical social mobility of its members.   The empirical basis of the work is the materials of an empirical study conducted in 2020-2021 using the methods of mass questionnaire survey of the medical community and the method of in-depth interviews with non-dynasty doctors.   Research results. Professional dynasties in medicine are the most common strategy for the reproduction of the medical profession and have a competitive advantage in the development of a medical career. The deepening inequality of professional start and career opportunities between representatives of medical dynasties and non-dynastic doctors, formed the basis for sociological research of not only constructive, but also destructive consequences of a professional dynasty in medicine, including leading to monopolization in the healthcare sector and the creation of barriers for the professional development of a doctor from non-medical dynasties.   Prospects of the study are in further sociological analysis of the professional dynasties’ potential in Russian society.

Adaptation and initial validation of the Career Resources Questionnaire for Portuguese – HE Students form

A diversified set of career resources has been related in the literature with career development and career success. The Career Resources Questionnaire (CRQ), based on the Career Success framework, was proposed by Hirschi and colleagues (2018) as an instrument aggregating several constructs that emerged as important predictors of career success. This study aims to examine the psychometric properties of the CRQ to a Portuguese higher education sample, as a way to extend previous evidence of validity presented by the authors of the original version. For such, construct, convergent and discriminant validity were examined. Also, reliability and correlations analysis were conducted, taking some sociodemographic and educational attainment variables. The obtained findings showed adequate results, which support the use of the CRQ in Portugal for research or practical purposes. Suggestions for further research and practical implications are also presented.

Making the case for workforce diversity in biomedical informatics to help achieve equity-centered care: a look at the AMIA First Look Program.

Developing a diverse informatics workforce broadens the research agenda and ensures the growth of innovative solutions that enable equity-centered care. The American Medical Informatics Association (AMIA) established the AMIA First Look Program in 2017 to address workforce disparities among women, including those from marginalized communities. The program exposes women to informatics, furnishes mentors, and provides career resources. In 4 years, the program has introduced 87 undergraduate women, 41% members of marginalized communities, to informatics. Participants from the 2019 and 2020 cohorts reported interest in pursuing a career in informatics increased from 57% to 86% after participation, and 86% of both years’ attendees responded that they would recommend the program to others. A June 2021 LinkedIn profile review found 50% of participants working in computer science or informatics, 4% pursuing informatics graduate degrees, and 32% having completed informatics internships, suggesting AMIA First Look has the potential to increase informatics diversity.

Motivational career resources and subjective career success: A longitudinal cross-lagged analysis

The purpose of this research was to examine the relationships between motivational career resources and subjective career success across time, and to determine the mediating role of job crafting in these relationships. A two-wave longitudinal study was conducted with a sample of 193 full-time business professionals. Results indicated that motivational career resources positively relate to subjective career success assessed concurrently and longitudinally. Additionally, motivational career resources predicted an increase in subjective career success over a six-month period, after controlling for baseline levels of motivational career resources. Bootstrapped tests of mediation revealed that motivational career resources exerted a significant indirect effect on subjective career success through its associations with job crafting behavior. This study suggests that career resources have an impact on employee career success over time through job crafting.

Women's Careers in the 21st Century: New Perspectives and Insights

Extant literature on women’s careers, work opportunities and experiences has examined diverse individual and contextual factors that enable or hinder their career progression and access to leadership positions. This presenter symposium will provide novel insights and theoretical approaches for understanding women’s careers and leadership experiences in diverse organizational, professional, national and regional contexts. Drawing on five distinct international bodies of empirical data, it develops and extends contemporary theory to inform future social and organizational policy. In line with this year’s AOM theme “bringing the manager back in management”, the symposium will generate critical reflection for gender-inclusive careers, HRM and leadership scholarship, discourse, policy and practice. With a specific focus on incorporating diverse global perspectives and the temporal dimension of careers, the papers each provide insight into women’s career trajectories in different cultural contexts. Moreover, the organizers and presenters come from diverse cultural backgrounds with different scholastic affiliations: Lebanon, France, Switzerland, India, Brussels, Australia, Austria, Greece, and the United States. The collective contribution from the papers is augmented, therefore, by the diversity and complementarity of theoretical lenses applied and their respective research ontologies and epistemologies as well as the institutional and cultural contexts of the presenters and organizers. Finding their way through multiple logics: Female doctors’ leadership careers Presenter: Isabella Scheibmayr; U. of Salzburg Presenter: Astrid Reichel; U. of Salzburg Ongoing Gender Disparity in Corporations: Career and Life Trajectories of Executive Board Members Presenter: Liv Nelson; U. of St. Gallen Women Leaders in India: Career Resilience as a Strategic Career Resource Presenter: Snigdha Pattnaik; - Presenter: Sadhna Dash; XIM U. How fairness experiences at work around maternity leave are linked with career motives of mothers Presenter: Camille Desjardins; PhD Student Presenter: Marion Fortin; U. of Toulouse I, Capitole Gender Disparity in COVID-19 Impacts on Academic Careers: An Agent-Based Model Presenter: Chantal Van Esch; Cal Poly Pomona Presenter: Mai P. Trinh; Arizona State U.

How individual experiential backgrounds are related to the development of employability among university students

University students have different backgrounds and varied experiences. This diversity has frequently been examined with regard to performance in Higher Education. However, much less attention has been paid to its significance concerning employability. The investigation of this potential relationship is the focus of this study. In this research, 429 students at a German university were assessed on the strength of their employability, which here is defined as a multi-factorial construct. The Career Resources Questionnaire (CRQ) was used (Hirschi et al., 2019) which is a comprehensive instrument that analyses the self-assessed strength of twelve essential career resources amongst respondents. The results were then related to several individual preconditions: existing or non-existing commitment to voluntary work, sporting activity or sporting inactivity and being a first-generation student (FGS) or a continuing-generation student (CGS). These characteristics were chosen, because they are commonly represented in the student population. In addition, some socio-economic implications are discussed. Significant differences were found between the participant groups. Some results correspond with the findings of existing studies, others lead to new explanatory approaches. Based on the overall findings, recommendations for career counselling as well as for seminars in career orientation are given. For example, students' experiences outside the university environment can be used in career counselling to strengthen perceived employability or a supportive approach to first-generation students can lead to the development of career-related strengths.

Are National Cancer Institute Cancer Centers (NCI-CC) providing adolescents and young adults (AYA) with cancer focused clinical services? A national survey.

1534 Background: AYA patients with cancer have inferior outcomes compared to their pediatric and adult counterparts. The NCI recommends they be treated by AYA focused healthcare professionals within an AYA oncology program. This survey captures the current landscape of AYA oncology care in the United States. Methods: An online survey was sent to 272 cancer centers in September 2020, in coordination with Teen Cancer America and included all clinically designated NCI-CC. The survey asked about the presence of an AYA program, types of patients, dedicated resources, clinical space, type of providers, associated support services, educational efforts, importance of AYA oncology care, and how well these services are provided. Results: In total, we received 93 responses, a 34% response rate, including 50 NCI centers, a 72% response rate. Only half (49%) of NCI-CC reported having an AYA program, and 70% were started in the past 5 years. One-third (32%) of centers reported plans to start an AYA program. Most programs included patient ages from ≥15 (56%) to ≤39 (63%) with a variety of cancers – most commonly hematologic (49%) and sarcoma (49%) and least commonly lung (36%), breast (38%), and head and neck cancer (38%). AYA programs are generally embedded in both adult and pediatric oncology services (63%). On average, cancer centers reported seeing 25-50 new AYA patients/month and 100-200 follow-up visits/month. Few programs reported a dedicated inpatient space (4%) or outpatient space (9%). Most NCI-CC have supportive services available for all oncology patients, but fewer of these services were dedicated specifically to AYA patients: navigators (92% vs. 71%), social work (98% vs. 57%), psycho-oncology (96% vs. 54%), dietician (98% vs. 24%), physical therapy (98% vs. 18%), chaplaincy (98% vs. 18%), and child life (83% vs. 26%). Other services available to the AYA population included sexual health (62%), academic support (62%), and career resources (36%). A minority of centers (30%) provided AYA training to their staff. A majority of NCI-CC felt AYA programs were important-very important (60%). They reported providing good-excellent overall AYA care (59%), but this dropped to 22% for sexual health and education of staff, which was relatively consistent across centers (Table). Conclusions: This survey is the first ever national survey to assess AYA oncology programs. Despite greater emphasis on the AYA cancer population, only half of NCI-CC report having a dedicated program, and areas of improvement include education of staff and sexual health services for patients. Self-report of providing good to excellent AYA care in specific areas.[Table: see text]

The relationship between employability skills and career adaptability: a case of undergraduate students of the United Arab Emirates

PurposeThe purpose of this study is to examine the psychometric properties of the Career Adapt-Abilities Scale (CAAS-Arabic form) and investigates the relationship between Emirati students' employability skills and their career adaptability in the workplace, against the backdrop of the Fourth Industrial Revolution (IR 4.0).Design/methodology/approachA survey was conducted of 420 full-time, working and part-time students in their final year in the United Arab Emirates (UAEs).FindingsAs hypothesized, career adaptability is positively related to the employability skills of complex problem-solving, critical thinking, creativity, people management and coordinating with others, even when controlling for demographic characteristics.Practical implicationsConsistent with career construction theory, this study presents evidence of the instrumental role of skills required for IR 4.0 in managing career resources and subjective career success. Understanding the relationship between IR 4.0 skills and career adaptability offers valuable insights for academia and policymakers on formulating strategies and action plans to continually update Emirati students' transferable skills. It is also crucial for long-term success in human capital sustainability under the Emiratization policy.Originality/valueThis study is a preliminary step toward clarifying the complex mechanism through which career adaptability relates to career outcomes and sustaining employability. Concentrating on UAE undergraduates, this study elucidates the relationship between employability skills and career adaptability, and advocates more research employing boundary conditions that might limit their effects on adapting behaviors.

Vocational Identity Resources in Emerging Adulthood: Associations With Facets of Dispositional Mindfulness

The processes of career development and forming a crystallized identity can be fraught with emotional turmoil. One multidimensional construct known to reduce emotional reactivity is dispositional mindfulness (DM). We used canonical correlation analysis to examine relationships involving measures of resources for establishing a vocational identity (Hirschi, 2012a) and facets of DM in emerging adults (134 women, 38 men). Observing, describing, and nonreactivity to inner experiences contributed uniquely to the first canonical function with career agency and occupational engagement. Observing, describing, and nonjudging contributed uniquely to the second function with occupational engagement and negative career outlook. These results shed light on key facets of DM that help emerging adults to effectively utilize emotion within the context of career‐life planning. Future research should examine relationships between DM facets and additional constructs subsumed within the career resources model. Counselors may find utility in understanding how clients conceptualize conscious emotional experience and use it in career‐life planning.

Assessing the Impact of an Online Climate Science Community: The Early Career Climate Forum

AbstractOnline science communities can serve as powerful platforms for advancing scientific knowledge, capacity, and outreach by increasing collaboration and information sharing among geographically distant peers, practitioners, and the public. Here, we examine the value and role of the Early Career Climate Forum (ECCF), a climate-focused online science community that is based in the United States and is dedicated to training and providing support to the next generation of climate scientists. In a survey of community users and contributors, we find that the ECCF played a unique role in providing users access to career resources as well as climate-related research and insights. Respondents also indicated that the ECCF provides them with a strong sense of community and a sense of hope for the future of climate science research. These findings highlight the importance of online science communities in shaping and supporting the next generation of scientists and practitioners working at the science–management interface on climate change issues.

Career resources for chemists

The COVID-19 pandemic poses challenges for public health and economies, locally and globally. A recent survey of American Chemical Society members shows that while many of us are concerned about the economy, few respondents expressed a fear of losing their own position in the 12 months after the survey. As we and our communities cope with the challenges of the pandemic and recovery, many among us will experience disruptions in our jobs and careers. Regardless of our education, background, years of experience, or geographic location, we should all be taking steps to become more resilient. A key component of developing resilience in our careers is making sure that we continue to grow by keeping up with advancements in our industry and field and learning new skills beyond what is required by our current position. Too often, we find ourselves taking a long break from active career planning. While our employers

ACS’s career resources for chemists

ACS’s career resources for chemists

Measuring Career Preparedness Among Adolescents: Development and Validation of the Career Resources Questionnaire—Adolescent Version

Adolescents need to develop career preparedness to successfully transition from school to work. Many factors represent career preparedness, which are difficult to measure comprehensively and economically. We used a career resources framework to assess key aspects of career preparedness among in-school adolescents, and adapted and validated the Career Resources Questionnaire. The questionnaire assesses 12 distinct aspects of career preparedness (i.e., occupational expertise, labor market knowledge, soft skills, career involvement, career confidence, career clarity, social support from school, family, and friends, networking, career exploration, and self-exploration). We demonstrate the reliability, factor structure, and validity evidences based on internal structure and relations with other variables of the new measure among two samples ( N1 = 186; N2 = 1,004). In sum, the study indicates that the assessment can be used by researchers and practitioners to reliably and economically assess several key indicators of career preparedness.

Profiles of Weekly Career Self-Management and their Relation to Career Resources and Stressors

Dynamic behavioral processes lie at the center of career self-management (CSM). In this study, we explore a novel approach towards understanding such processes by integrating a person-centered with a short-term longitudinal perspective. We suggest that previous research of CSM has not comprehensively examined how CSM may be characterized by combinations, or profiles, of co-occurring behaviors and how such profiles may differentially relate to career resources and stressors. Using multilevel latent profile analyses on 469 weekly responses of 95 employees, we find that weekly CSM behaviors (i.e., learning, networking, self-exploration and environmental exploration) form qualitatively and quantitatively distinct profiles, that these profiles dynamically change on a week-to-week level, and that membership in these profiles can be predicted by career resources and stressors (i.e., career self-management self-efficacy, job insecurity, and high-activation pleasant affect). We explore the theoretical and practical implications of our findings in the context of the dynamics of career self-management.

Development and Validation of the Career Resources Questionnaire – Adolescent Version

Adolescents need to develop career preparedness to successfully transition from school to work. Many factors represent career preparedness, which are difficult to measure comprehensively and economically. To address this, we adapted and validated the career resources questionnaire for in-school adolescents to measure 12 distinct aspects of career preparedness. In Study 1, we demonstrate the reliability, factor structure, content validity, and convergent validity of the new measure among 186 adolescents. In Study 2, we applied a person-centered approach with latent profile analysis among 820 adolescents to determine whether subgroups with distinct career preparedness profiles exist. We identified three distinct career preparedness profiles (high, medium, and low). Further, a proactive personality, conscientiousness, and self-esteem predicted membership in the career preparedness profiles four months later. Both studies indicate that the assessment can be used by researchers and practitioners to reliably and economically assess several key indicators of career preparedness.

The relationship between career capital and career success among Finnish knowledge workers

PurposeThis study aims to advance a holistic and integrated view to understand the relationship between career capital and career success among knowledge workers.Design/methodology/approachThe study examines the associations of three forms of career capital – human, social and psychological capital – on career success. Career success is measured through a subjective evaluation of career satisfaction and an objective evaluation of promotion. The data are drawn from 624 knowledge workers from Finland with an academic degree in business studies. The model is tested through structural equation modeling.FindingsThe results stress the importance of psychological capital as an important career resource among knowledge workers. Therefore, our findings contribute to career research by supporting the argument that context and/or occupational group matters in the relationship between career capital and career success.Research limitations/implicationsThe cross-sectional data partly restrict our ability to delimit an impact. Further research using a longitudinal design would be required to confirm longitudinal effects. The respondents were a relatively homogeneous group of knowledge workers, and thus, the results are not generalized to other samples. The Finnish context (e.g., a high-quality education system, welfare society, dual-earner model) may also include special aspects that may have an effect on results limiting generalization to different contexts rather than Nordic ones.Practical implicationsCareer capital is an important element of taking charge of one's career, which is expected in current working life scenarios. Given psychological capital has an impact on employees' career success, employees' psychological capital could be supported in organizations to help them to adapt to career changes. Employers benefit from individuals who are willing to invest in their work, and therefore, the employers should be aware of the individual factors that affect employees' career success.Social implicationsThe meaning of career success may be context and culture related, as might its predictors. Hence, perceived career success may benefit and spill over to several stakeholders such as employers, family members and friends through its effects of positive energy and well-being. Career counselors could place more emphasis than currently on developing the psychological capital of their clients. The findings are important for other practitioners as well, such as human resource (HR) professionals who might consider dedicated programs fostering psychological capital qualities, which seem to relate to career success among knowledge workers.Originality/valueA research model that considers career capital as an integrated entity is presented rather than focusing on a single form of career capital. Contextual issues were included by focusing on knowledge workers who represent careerists in a welfare society. These findings could advance career theory and provide developmental guidelines to help employers, HR and career-oriented individuals to build successful careers.

Keeping the Learner at the Focal Point: The Use of Needs Assessment and Persona Construction to Develop an Instructional Resource Center For Instructional Designers

This design case shares how personas were utilized to create an online career resource center intended to help instructional design students in making informed career decisions. The outcome of this project has helped identify instructional opportunities to improve services currently provided to instructional design students and graduate student members of the Association for Education Communications and Technology (AECT ). By evaluating the mechanisms and supports already in place and contrasting those with the needs of the students who are seeking career guidance, the intent of the project was to bridge the gap between graduate student members’ career needs and the resources available to them within a professional association. We discuss how
 we gathered information through a needs assessment for the creation of a Career Resource Center to further educate and inform instructional design students of resources for career decision-making.