Depression Among Incoming Ophthalmology Trainees.

This study aims to characterizethepractice of female interventional radiologists (IRs) from India and identify gender-related barriers. It provides insights and baseline data to guide initiatives advancing gender equity anddiversityin the specialty. A cross sectional study of female members of the Indian Society of Vascular and Interventional Radiology (ISVIR) was conducted between February and July 2025. Respondents provided demographic data and perspectives on leadership, work-life balance, gender bias, and career satisfaction. Descriptive analysisand logistic regression identified predictors of career outcomes. ISVIR registry listed 1,553 members, of whom 163 (10.5%) were women.Of the 95 eligible women, 86 completed the study (86/95, 90.5%). Most respondents (53/86, 61.6%) were in early career stages(0-5years post-training). Dual practice in diagnostic radiology and IR was common (54/86, 62.8%). Leadership roles were limited (20/86, 23.3%), and 43% (37/86) perceived gender-related barriers. Mentorship was predominantly male (71/86, 82.6%). Gender inequities were reported in salary (22/86, 25.6%), procedural access (49/86, 57%), and patient perceptions (45/86,52.3%). About 55.8%(48/86) reportedmaritalstatus negatively impacted their careers. Burnout was perceived by 75.6% (65/86)of participants. Early career participants were more likely to leaveIR (p = 0.027; OR = 0.293; 95% CI: 0.099-0.870), while seniorsreported gender-based discrimination(p = 0.024; OR = 2.625; 95% CI: 1.137-6.062).Despite these challenges, (74/86) 86% described IRasrewarding, and (77/86) 89.6% would choose IRagain. Women represent a minority of the IR workforce in India, with the majority being in training/early career. Mentorship, maritalstatus, salary, procedural access, and patient perceptions were potential gender barriers.

Blending Life and the Scalpel: A Financial Literacy Workshop for the Transition Beyond Training.

Purpose This study aims to examine the role of secure attachment style in shaping employees’ career resources and, in turn, their career success. Drawing on conservation of resources theory, the study proposes and tests a multi-path model in which secure attachment influences career success through the sequential mediating roles of career resources, career adaptability and career satisfaction. Design/methodology/approach Data were collected in multiple phases from a sample of 336 employees across diverse industries. Partial least squares structural equation modelling was used to assess the research model. Findings The results indicate that a secure attachment style is positively related to career resources, career adaptability, career satisfaction and career success. Employees who possess greater career resources report higher levels of career satisfaction, which subsequently contributes to enhanced career success. The findings provide empirical support for the sequential mediating effects of career resources, career adaptability and career satisfaction. Practical implications Organisations can benefit from recognising individual differences in attachment styles when designing human resource management practices. Developing clear career pathways and competency frameworks can enhance employees’ career resources by increasing transparency, direction and access to growth opportunities. Originality/value This research offers an integrated perspective on how early psychological resources, rooted in attachment styles, can influence long-term career outcomes. It contributes to the literature by demonstrating the sequential interplay of multiple career-related resources in explaining career success.

Motivated to serve, conflicted to commit? Reassessing career satisfaction and publicness in the public service motivation–commitment nexus

A national survey was conducted among members of the Neurohospitalist Society (NHS) to characterize updated practice patterns, perspectives, compensation, and career satisfaction of neurohospitalists in the U.S. Between March and May 2024, a 96-question online survey was distributed. Findings were compared to those from a similar NHS survey conducted in 2016. 143 neurohospitalists completed the survey (response rate 19%). 80% had some fellowship training, with vascular neurology (35%) and neurohospitalist (17%) being most common. 60% were ≤10years out of completion of training, and 68% had ≤10years of practice experience. 76% worked in academic medical centers and 24% in community hospitals. Cerebrovascular disease, seizure, and delirium/encephalopathy were the 3 most common neurological diagnoses seen in the inpatient setting. The most frequent work schedule (≥44%) was 7days on/7days off. The most common compensation model was base salary plus incentives (≥58%). For neurohospitalists working for academic medical centers, median total annual compensation was $299 250 (IQR $100 000). For neurohospitalists with non-academic employers, median total compensation was $367 000 (IQR $98 000). 70% of academic neurohospitalists and 53% of community neurohospitalists reported working with non-physician practitioners (NPPs). Although 64% of neurohospitalists reported having experienced burnout, 91% agreed that they find their clinical work personally rewarding. This survey, the largest to date among neurohospitalists, confirms that neurohospitalists remain a diverse, relatively young workforce with national presence. When compared to the 2016 survey, neurohospitalist compensation has increased.

This study examines variation in job prospects, earnings, and perceived career alignment across educational attainment and discipline, and evaluates how academic major intersects with race and gender to shape the financial payoffs of a bachelor’s degree. Drawing on survey data from 2,698 U.S. adults (61.7% graduates, 38.3% non-graduates), multiple regression and ANOVA analyses revealed that graduates earn substantially more and are more likely to be employed full-time than non-graduates. Among degree holders, STEM and business majors reported the highest earnings, and humanities and social sciences majors reported lower salaries alongside higher job relevance and stronger career satisfaction scores. Black and Hispanic graduates, and women across majors, earned significantly less than White men holding the same degrees, and the study did not find interaction effects between identity and field of study. These findings confirm that a bachelor’s degree supports upward mobility, and salary gaps by race and gender persist even among participants grouped by major. The results affirm that the economic value of a bachelor’s degree is unevenly distributed across social groups. Policy implications include restructuring federal and institutional aid programs, including the FAFSA system and need-based aid design. The findings are interpreted as descriptive patterns observed within a large cross-sectional survey, without causal or mechanistic claims about labor-market inequality.

Introduction As an important component of the modern economy, the career satisfaction of new employment form workers directly impacts individual work efficiency, corporate sustainability. While prior studies have focused on high-quality employment and rights protection for these workers, little attention has been paid to the mechanisms and contextual factors from the perspective of perceived underemployment. Grounded in career construction theory and conservation of resource theory, this study develops a moderated double mediation effect model. It examines the double-edged sword effect of perceived underemployment on career satisfaction through the dual-path “gain-loss spiral,” as well as the bidirectional moderating role of future work self-clarity in shaping this dual effect. Methods This study constructed a moderated mediation effect model and collected primary data through a combination of online and offline questionnaire surveys. A total of 450 questionnaires were distributed, 390 were returned, and invalid questionnaires were excluded, resulting in 323 valid questionnaires with a response rate of 82.82%. AMOA, SPSS and PROCESS tools were used to analyze the data and validate the model and hypotheses. Results The results indicate: (1) Perceived underemployment negatively impacts career satisfaction through the career transition pathway, while positively impacting career satisfaction through the resource orchestration pathway, demonstrating a double-edged sword effect; (2) Future work self-clarity positively mediates the resource orchestration pathway and negatively mediates the career transition pathway. Discussion This study views “perceived underemployment” as a professional context that new employment forms workers must adapt to. Their adaptive responses manifest through two distinct pathways: proactive career construction through resource orchestration and defensive career restructuring through career transition. This framework aligns with career construction theory, which emphasizes how individuals leverage adaptability to navigate career challenges, while also resonating with conservation of resources theory, which highlights the pursuit of resource gains and the avoidance of resource depletion. By revealing that perceived underemployment can simultaneously trigger both gain- and loss-related mechanisms, this research transcends the conventional view of underemployment, thereby illuminating its dual-edged sword effect. Furthermore, the study identifies future work self-salience as a positive boundary condition, offering valuable insights for future interventions aimed at enhancing cognitive and behavioral outcomes among new employment form workers. Subsequent research should employ experimental and longitudinal designs to further elucidate the mechanisms through which perceived underemployment influences career development in this population.

Implemented Interventions for Surgeon Well-Being: A Scoping Review.

Digital transformation that impacts work-life balance and job, life and career satisfaction in female faculties from the digital era

This study explores the career preferences and influencing factors among computer engineering students at Bulacan State University across various academic years. Utilizing a quantitative survey methodology with a sample of 128 students and graduates, the research identifies key determinants shaping students' career decisions, including job market prospects, personal interests, educational offerings, parental and peer influence, and societal factors. Findings reveal that software development, hardware engineering, data analysis, cybersecurity, and game development are the most preferred career paths, while a significant number of students remain uncertain or consider careers outside the field. The study underscores the necessity for holistic career guidance programs, experiential learning opportunities, mentorship, curriculum review, and continuous student support to enhance career readiness and satisfaction. Recommendations aim to foster informed decision-making, optimize career development strategies, and strengthen university-industry linkages to better align student aspirations with labor market demands.

A Qualitative Analysis-Enhancing Faculty Academic Success Through Team-Based Mentorship: 5-Year Insights.

As digitalization increasingly shapes teachers' careers, the development of digital competencies brings about significant changes in both education systems and the labor market. This study aims to examine the relationship between teachers' perceptions of their digital competence and their career satisfaction, as well as to investigate whether these variables differ based on demographic factors. The research was conducted during the 2022-2023 academic year with 208 teachers working in public schools affiliated with the Ministry of National Education in Ankara, Türkiye. Data were collected using the Personal Information Form, the Digital Competence Scale for Educators, and the Career Satisfaction Scale. Data were analyzed using independent samples t-tests, one-way ANOVA, and Pearson correlation analysis. The findings indicate that the average digital proficiency score of teachers was 44.30, with the majority at the "integrator" level. The teachers' average career satisfaction score was found to be moderate (X̄ = 3.04). The results showed that there were no statistically significant differences in digital proficiency and career satisfaction scores based on gender and position. A significant difference was found in digital proficiency scores according to education level, and it was observed that postgraduate teachers showed higher digital proficiency than those with a bachelor's degree. In addition, a significant difference was found in the perception levels of career satisfaction of teachers only according to the seniority variable. Furthermore, a low but statistically significant positive correlation was identified between teachers' perceptions of digital proficiency and their career satisfaction levels.

This article investigates how personality traits influence financial and non financial career satisfaction, as well as overall life satisfaction, among freelancers in Slovenia. Using structural equation modelling (SEM), the study reveals that proactiveness and self-efficacy are strong predictors of financial satisfaction, while openness to experience, conscientiousness, and self-efficacy positively influence non-financial satisfaction. It is noteworthy that non-financial satisfaction significantly increases overall life satisfaction, while financial satisfaction alonedoes not. The study concludes that non-financial aspects of career satisfaction are crucial for the overall life satisfaction of freelancers. These findings highlight the importance of fostering certain personality traits to improve freelancers’ wellbeing and career success. The study offers practical implications for career development programs, strategies to support freelancers as entrepreneurs, and policy recommendations to create an enabling environment for freelancers.

The Subjective Career Success Inventory (SCSI) can be applied to and understood by the Indonesian work culture, which has unique social norms, collectivism, and a hierarchical structure. This study aims to analyze the suitability and relevance of SCSI based on empirical findings on career satisfaction development, synthesize the factors influencing subjective career success in the Indonesian context, and identify the research gaps arising from the question of how Shockley’s Subjective Career Success Inventory (SCSI) can explain and support the understanding of career satisfaction development within Indonesia’s socio-cultural and organizational landscape. The review process adheres to methodological standards and PRISMA guidelines to ensure transparency, involving thematic analysis that examines the eight dimensions of the SCSI while considering the local cultural context to develop a culturally valid and relevant measurement of subjective career success in Indonesia. The literature review results indicate that career success in the SCSI dimensions encompasses eight main aspects influenced by various individual, social, and cultural factors. In Indonesia, the interpretation and realization of career success are greatly influenced by social norms, collectivist values, and the balance between self-authenticity and harmony in the workplace, resulting in a unique dynamic and challenges in the concept of career success shaped by cultural context. These findings contribute significantly to enriching the understanding of subjective career success by highlighting how the Indonesian cultural context shapes the dynamics of authenticity, social influence, and the meaning of work that impact the achievement of holistic career success.

A BSTRACT Background: Medical professionals face unique mental health challenges due to high professional standards, irregular schedules, disrupted sleep, and strained personal life. Dentistry, in particular, is prone to occupational stress because of its precision demands, patient interactions, and work-related physical strain. Objectives: To highlight occupational stress within dentistry, raise awareness about its implications, and explore strategies for coping to enhance productivity, professional longevity, and social well-being. Discussion: Stress in dentistry arises from three major domains: (1) health-related issues such as musculoskeletal disorders, visual strain, and lifestyle-related illnesses; (2) personal, family, and social dynamics that influence emotional stability and focus; and (3) professional mindset, including motivation, career satisfaction, and coping with high expectations. Strategies discussed include preventive ergonomics, structured exercise, healthy diet, nurturing family and social ties, fostering professional passion, pursuing parallel interests, and adopting positive patient communication. A balanced approach across these dimensions strengthens resilience and sustains long-term professional fulfilment. Conclusion: Dentistry, like all medical fields, inevitably involves professional and social challenges. Preparing dental students to anticipate stressors during training builds resilience, while practicing dentists must focus on self-care, interpersonal harmony, and purposeful engagement. Those who integrate health, family, and professional alignment can transform challenges into growth opportunities, ultimately enhancing both personal well-being and patient care.

Introduction:Internationally educated nurses (IENs) represent a critical proportion of the global nursing workforce and are central to addressing current and projected shortages. While mentorship is widely recognized as a facilitator of workforce integration, much of the existing literature has treated it as symbolic support rather than as equity-oriented infrastructure. This review examines how mentorship for IENs has been designed, implemented, and evaluated, with particular attention to equity, diversity, and inclusion (EDI) considerations. Methods:We conducted a rapid review following Joanna Briggs Institute guidance and reported according to PRISMA standards. Searches of peer-reviewed and grey literature from 2010 to 2025 identified 51 relevant sources, including empirical studies, program evaluations, and policy reports. Data were extracted and synthesized thematically, with attention to micro-level (identity and lived experience), meso-level (organizational and regulatory structures), and contextual (mentorship models and design) factors. Results:Findings demonstrate that while mentorship is consistently valued by IENs and employers, most programs lack sustained equity-oriented design features. Effective initiatives included culturally congruent mentor–mentee pairing, structured orientation supports, protected time for mentors, and organizational accountability mechanisms. Programs situated within multi-stakeholder partnerships and supported by explicit equity frameworks were associated with stronger integration outcomes, including increased retention, reduced professional isolation, and enhanced career satisfaction. However, mentorship was often undermined by systemic barriers such as licensure delays, underemployment, and racialized power dynamics. Conclusions:Mentorship has significant potential to serve as an equity-oriented strategy for IEN workforce integration and retention. For mentorship to move beyond symbolic support, programs must be embedded in organizational policy, resourced adequately, and evaluated against equity-focused outcomes. This review contributes actionable principles for designing and sustaining mentorship that recognizes the intersectional realities of IENs, advancing both workforce stability and justice in nursing.

BackgroundAs a leading cause of death worldwide, research into dementia‐related diseases is crucial. Women represent two‐thirds of people with dementia, yet women are underrepresented in dementia research leadership. To explore this, our gender‐stratified study of dementia researchers investigated their motivations, role satisfaction, and perceived barriers to career progression and retention.MethodOur global survey targeted early career dementia researchers (ECDRs) through social media and email lists. Multi‐choice questions were used, often with an ‘Other’ write‐in option. Descriptive statistics were compared using chi‐square or Fisher's exact tests as appropriate. For gender comparisons, women and men were included, given the low sample size of other genders.ResultThree‐hundred‐and‐nine respondents included undergraduates to full professors: 68% women, 30% men, and 1% genderqueer, non‐binary, or self‐described. Half of respondents were considering leaving dementia research, particularly women (57% vs. 46% of men, p = 0.07) and ECDRs (40% of undergraduates, 61% postgraduates, 63% postdocs, 30% assistant professors, 21% full professors, p = 0.009). One in five women, but no men, reported their gender as one of the most significant barriers to their career progression. Job availability/security and work‐life balance were also considered career barriers by more women than men (70% vs. 47%, p <0.001; 62% vs. 49%, p = 0.034). Similarly, more women than men selected job security as one of the biggest challenges for ECDRs to stay in dementia research (90% vs. 79%, p = 0.04), whilst men more frequently cited the need for international experience (47% vs. 30%, p = 0.02). Eight female respondents had left academic dementia research, commonly because they could not find a job or funding. To return, they stated they would need longer contracts, funding opportunities and higher salaries.ConclusionThe high proportion of ECDRs considering leaving threatens dementia research progress. Women are more likely than men to consider leaving; with more female than male dementia researchers claiming their career progress and retention is disadvantaged by insufficient job availability, security, funding and work‐life balance. Targeted efforts to lessen these barriers will be essential for equitable representation and enhanced dementia research outcomes.

Since anesthesiologists report the highest intent to leave academic practice of all specialties, understanding the factors driving attrition is essential to maintaining a robust academic workforce. This study aims to explore how academic anesthesiology faculty at various stages of life define and navigate meaningful, sustainable careers in the context of growing clinical, academic, and personal demands and to identify individual-level strategies for long-term career satisfaction in academic anesthesiology. Virtual focus groups with faculty representing a range of clinical sub-specialties, academic interests, and career stages and practicing across six diverse clinical sites within an academic anesthesiology department were conducted. Six focus groups were stratified by both career stage and self-identified gender (early-career, mid-career, established-career men and women). Three additional focus groups involved participants who self-selected into one of the following groups: Underrepresented in Medicine, Parents, and Researchers. Due to scheduling constraints, two separate focus groups were held for the established-career men, whereas all other groups were conducted in a single session. Focus groups were audio-recorded, transcribed and de-identified prior to performing an inductive thematic analysis. Five themes were identified: (1) Forming a Professional Identity Through Use of a "Purposeful Yes;" (2) Understanding One's Professional Motivators; (3) Integrating Work and Life; (4) Progressing Along a Career Arc; and (5) Overcoming Impostor Phenomenon. Each theme corresponds to one or more questions that can assist faculty members in defining their professional goals, priorities, and values. These questions form the basis of a conceptual framework offered as a practical tool for strategically shaping one's professional efforts, building a mentorship team, and periodically re-evaluating progress toward goals. In this study, five themes are synthesized into a series of guiding questions that form the basis of a conceptual framework for advancing career fulfillment and retention in academic anesthesiology. Use of a "Purposeful Yes" guided by personal values and motivations allows an individual to strategically shape his or her efforts toward a desirable and sustainable career pathway.

Artificial intelligence (AI) is increasingly transforming the public sector, offering opportunities to enhance employees by streamlining processes, reducing workload, and fostering a supportive work environment. AI-powered tools handle rapid administrative tasks like data entry, document processing, and report generation. This reduces workload and frees up time for public sector employees to focus on meaningful, citizen-facing tasks. It has benefits for well-being, such as lower task monotony, decreased burnout, and increased satisfaction. AI analytics provide data-driven insights for tasks like resource allocation, case management, and policy planning. Tools like predictive analytics help employees prioritize high-impact tasks. By reducing decision fatigue and uncertainty, AI empowers employees to work more confidently and efficiently, lowering stress levels. AI-driven platforms offer tailored wellbeing support, such as mental health chatbots, personalised training programs, or workload management tools. These systems can detect signs of stress and recommend interventions. Thus, employees feel supported, leading to improved mental health and engagement. Flexible AI-supported remote work tools also enhance work-life balance. Powered learning platforms deliver customized training modules, helping employees upskill in areas like digital literacy or policy analysis. Virtual reality (VR) and AI simulation provide hands-on training for high-pressure roles. Consequently, skill development boosts confidence and career satisfaction, reducing anxiety about job obsolescence. Engaging training formats also increase motivation. In contrast to all these benefits, AI automation may create anxiety about job security, particularly in roles with repetitive tasks. Transparent communication and reskilling programs are essential to mitigate this. Excessive dependency on role employee autonomy leads to disengagement. Human oversight and balanced implementation are critical. The present paper focuses on all these issues in the light of recent studies in detail.