Career Satisfaction Research Articles

Barriers to early career development for Chinese nurses with master's degrees: A qualitative study.

Barriers to early career development for Chinese nurses with master's degrees: A qualitative study.

Understanding Teacher Educators' Quality of Life: Insights from the PERMA Model

Abstract Teacher Educators (TE) are a specific category of Higher Education (HE) academics whose primary responsibility is the preparation of Pre-Service Teachers (PSTs) for the Early Childhood, Primary, Secondary, and Further Education and Training contexts. TEs navigate this important, multifaceted role in addition to growing work pressures and decreased resource allocations. Though these stressors often lead to burnout, negatively impacting TEs’ wellbeing, productivity, and career satisfaction, many persevere in this career despite these challenging experiences. This qualitative study employs the popular PERMA model (Positive Emotion, Engagement, Relationships, Meaning, and Accomplishment) to explore the protective factors that support TEs’ mental health, wellbeing, and resilience. Reflexive Thematic Analysis (RTA) was applied to a combination of open-ended survey responses (n = 154) and semi-structured interview (n = 14) data from Higher Education TEs in Ireland and the United Kingdom (UK). Participants reported that excessive relational demands and the undervaluation and under-recognition of accomplishments in promotion systems challenged their wellbeing. However, findings highlight how positive emotions, vocational workflow, social support, a sense of meaning/purpose, and professional accomplishment can support thriving in the workplace. Our sample further benefitted from general wellbeing practices (diet, exercise, mindfulness), professional collegiality, and boundary setting, which help maintain work–life balance. These findings suggest that HE institutions might consider PERMA-informed initiatives – such as wellbeing programmes, formal recognition of diverse work achievements, and flexible workload policies – to mitigate workplace stress and promote TE resilience. Promoting these factors may improve quality of life outcomes for TEs and enhance outcomes within initial teacher education.

Physiologic readiness and subjective workload of performing operations: A prospective observational study of attending and trainee surgeons.

Physiologic readiness and subjective workload of performing operations: A prospective observational study of attending and trainee surgeons.

The Anatomy of an Employment Contract.

Understanding the anatomy of an employment contract in plastic surgery is essential for achieving financial stability and advancing career goals. The lack of formal training for residents on employment contracts can make it challenging to secure favorable terms postgraduation, potentially leading to career dissatisfaction and increased risk of burnout. This review aimed to provide a comprehensive overview of the key elements of an employment contract to empower plastic surgeons and residents in effective negotiation. It covers critical contract components, including compensation models, duties, and benefits, tailored to the unique needs of plastic surgeons. Furthermore, it discusses termination clauses, legal protections, and the advantages of legal assistance in contract negotiation. By equipping plastic surgeons and residents with this knowledge, they can attain greater career satisfaction, financial security, and sustained professional success.

Impact of Youth Academic-to-Industry Bridging Programs on Gender Sensitive Youth Socio-Economic Empowerment

Student transition from academia to productive and professional workforce remains a critical challenge for youth employment. There exists an ongoing philosophical debate within academia regarding prioritization of lifelong learning over employability skills. This action research-based paper explores the impact of academic-to-industry bridging programs, with a focus on the Cyber Shujaa program. The program aimed to bridge academia-industry gap by providing transitional skills and capacity building that facilitates employment through job placements, entrepreneurship, and career advancement while promoting gender mainstreaming The research answers the question of whether academic to industry bridging programs help their beneficiaries attain meaningful employment and entrepreneurial opportunities. The research was informed by the Theory of Change which hypothesized that the program design features contribute to youth performance which in turn results into youth employment, gender participation and youth confidence, and ultimately influencing youth socio-economic empowerment. The study employed a descriptive correlation research design. The findings indicated that the program had a significant and positive impact on participants' employment readiness and technical skill application. Additionally, gender analysis revealed no statistically significant difference in employment outcomes, suggesting that the program’s gender mainstreaming approach successfully supported equitable career development. However, moderate satisfaction with employment preparation and placement suggested areas where enhancements could be made. Participants also reported a strong sense of purpose in pursuing cybersecurity careers, which positively correlated with their confidence levels. These findings underscored the importance of combining robust technical training with industry-based purpose-driven program components to enhance professional confidence, employability, and overall career satisfaction. This paper contributes to the ongoing dialogue on how to better equip young graduates for the demands of the industry, ultimately fostering a more inclusive, confident, and effective workforce.

The Relationship between Career Satisfaction and Life Satisfaction: An Investigation from the Perspective of Efficacy of Football Coaches in Türkiye

Background: Career and life satisfaction are critical factors influencing football coaches' well-being, performance and future. However, the role of coaching efficacy as a mediator between these two factors remains underexplored, particularly in the context of football coaching in Türkiye.Aims: The present study examines the mediating role of coaching efficacy in the relationship between football coaches' careers and life satisfaction.Methods: The research group, which adopted a quantitative approach, consists of individuals with football coaching licences in Türkiye (n=429). The parametric tests were used in the analyses, and a modern approach was adopted for the mediation analysis. Furthermore, ANOVA was applied to the analysis of differences, and the Pearson correlation test was applied to the relationship between concepts. In addition, the difference between the groups was determined by the Tukey test.Result: The age factor did not affect coaching efficacy. However, experience and license categories were found to be important factors. The structural model constructed for the research was confirmed (Δχ²/sd=1.94; RMSEA=.05; CFI=.95; GFI=.90; IFI=.94).Conclusion: The study determined that coaching efficacy mediated the relationship between coaches' career and life satisfaction. Coaching efficacy plays an important role not only for the athletes but also for their own lives. Therefore, it is recommended that football coaches give importance to professional efficacy and improve themselves to achieve career and life satisfaction.

Moving on Up Now? A Meta-Analysis of the Associations Between Job Insecurity and Career-Related Outcomes

Job insecurity constitutes uncertainty about the future of the current job. Such uncertainty is expected to impact attitudes and behaviors about one’s work and career and how it will progress. The aim of the present study is to meta-analytically consolidate research on the associations between job insecurity and career-related outcomes. A further aim of the study is to explore two methodological moderators: study design (cross-sectional vs. longitudinal) and type of job insecurity measure (cognitive, affective, or combined). Based on a sample of 237 primary studies, our main results show that job insecurity was positively related to occupational and organizational turnover intention, job search behaviors, and knowledge hiding, and negatively related with career satisfaction, career opportunities, employability, and proactive skill development. In terms of the moderators, the associations were generally stronger in cross-sectional studies compared to longitudinal studies, while the impact of the type of job insecurity measure used was mixed. While our results inform research on job insecurity and career-related outcomes, more studies with a longitudinal design are needed on this research topic. Future research should also further examine how different types of job insecurity measures – cognitive, affective, or combined – are associated with career-related outcomes.

First-Year Veterinary Student Perspectives from One Institution on Elements Contributing to Career Satisfaction: A Longitudinal Analysis from 2016 through 2023 Including Pre- and Post-COVID Comparisons.

To determine individual student viewpoints on elements important for career satisfaction in our institution, we directly surveyed first-semester veterinary students and collated their responses. For this study, we asked first-year veterinary students in the initial (Fall) semester of their curriculum to identify elements of veterinary employment that they view as important to their career satisfaction in a veterinary job. Using a Qualtrics survey instrument of directed questioning, students rated designated future career elements from "Not important" to "Very important". Students were surveyed at the start of Fall of 2016 (Class of 2020) through Fall of 2023 (Class of 2027) and responses were compared between classes (years) to determine early-career veterinary student perspectives over time. The (null) hypothesis was that there would be no statistically significant change in the relative importance of these elements over the study period. This hypothesis was accepted for some items (no change in rating over time examples: "Feeling pride in my work", "Being competent in my skills", and "A safe work environment") and rejected for other items (change in rating over time examples: "Salary", "Having my weekends free", "Having a four-day work week", "Flexible work hours", and "Adequate staffing"). Comparative results suggest that relative ratings of importance have increased with elements such as salary, personal time-related activities, and staffing levels. These results, especially if representative of the global veterinary student population, may influence both formal and informal educational discussions relative to career success topics throughout the curriculum as these students are preparing to enter the veterinary profession.

Culture of Family-Centered Care in the NICU.

Family centered-care (FCC) has documented benefits for infants, parents, and staff, but is variably practiced. To describe parental and staff perspectives on the quality of FCC culture in a neonatal intensive care unit (NICU). Parents of hospitalized infants and staff at a referral NICU completed validated survey instruments to measure NICU FCC quality on topics including trust, communication, and shared decision-making at multiple time points. We compared parent and staff responses using a cumulative log-odds model with a single predictor to model the odds of a score lower than a prespecified value. A total of 92 parents of 80 NICU infants and 96 NICU providers participated. Most rated items highly, indicating a positive experience with FCC. The items with the highest scores for parents were receiving guidance and being trusted in their infant's care (both 97.1% positive); for staff, listening to parents (95%). Receiving/providing emotional support received the lowest scores from parents (19.1% negative or neutral) and staff (24.5%). Parent and staff answers differed significantly for 6 of 8 questions, with lower scores reported by staff relative to parents. Parents and staff have variable perspectives on different aspects of FCC. Understanding these nuances of centers' FCC culture can help target interventions and may strengthen FCC delivery for NICU infants and families and career satisfaction for staff. Future directions include assessing FCC quality over time and among specific infant, family, and staff cohorts, especially diverse populations to determine if FCC is equitably delivered.

Mentoring on protégés’ career satisfaction: the roles of organizational inclusion and mentors’ cultural competence in Chinese workplaces

ABSTRACT This study, grounded in cultural competence theory, introduces a moderated mediation framework to examine the impact of mentoring on career satisfaction in China’s intercultural contexts. Data were collected from a three-stage survey of 400 mentor-protégé pairs, where Chinese mentors worked with protégés from various countries. Hierarchical regression and bootstrapping analyses reveal that perceived organizational inclusion partially mediates the link between mentoring functions and career satisfaction. Additionally, mentors’ cultural competence moderates this relationship, with a stronger effect observed in mentors with high cultural competence. These findings enhance our understanding of intercultural mentoring relationships and offer practical insights for global research and organizational practice.

Promoting Reasonable Career Expectations and Maximizing Professional Fulfillment for Academic Oncologists: ASCO Recommendations for Academic Medical Centers.

In this statement, ASCO encourages academic medical centers to change their policies and expectations to enhance and promote the professional fulfillment of academic medical oncologists. The statement includes three recommendations directed to academic medical centers to further this goal: (1) establish reasonable clinical workloads for academic medical oncologists, (2) provide resources to enable medical oncologists to participate in and conduct research, and (3) develop and apply their standards for clinical workloads and research support, as well as career advancement and leadership opportunities, fairly and equitably across academic medical oncologists. Overall, improved career satisfaction is likely to result in retention of oncologists in the workforce. This is critical to support high-quality patient care, educate the next generation of cancer-focused professionals, and accelerate research discovering effective strategies for cancer prevention, diagnosis, and treatment.

The Relationship Between Professional Identity and Job Burnout Among Chinese Teachers: Mediating Roles of Career Satisfaction and Work Engagement

The Relationship Between Professional Identity and Job Burnout Among Chinese Teachers: Mediating Roles of Career Satisfaction and Work Engagement

50 years, 50 voices: NPs on self-care.

In celebration of its 50th year in publication, The Nurse Practitioner has asked 50 influential NPs for their thoughts on topics of import to the profession and its future, to be published in select months throughout the year. This month, five NPs share their wisdom on self-care, moral resilience, and career satisfaction.

Managing impressions via social media: The influence of self-promotion, ingratiation, and exemplification on job leads and career satisfaction

Managing impressions via social media: The influence of self-promotion, ingratiation, and exemplification on job leads and career satisfaction

Opinion Survey Regarding Practice Environment and Career Satisfaction: The 2021 POSNA Membership Survey

Opinion Survey Regarding Practice Environment and Career Satisfaction: The 2021 POSNA Membership Survey

Ergonomics in Dermatologic Procedures: Mobility Exercises to Incorporate In and Out of the Office.

Dermatologists-particularly dermatologic surgeons-commonly experience neck, shoulder, and back pain due to prolonged static positions and repetitive motions inherent in their practice. Musculoskeletal injuries not only can impact career longevity and satisfaction but also can affect the quality of patient care provided. We highlight mobility techniques and exercises that dermatologic surgeons can incorporate both in and outside the procedure room to reduce pain and prevent future injuries.

A descriptive analysis of emergency medicine residency scholarly tracks faculty workforce.

Scholarly tracks typically consist of longitudinal subspecialty-specific curricula and mentorship for residents. Roughly one in five emergency medicine (EM) residency programs offer scholarly tracks, allowing residents to explore a niche and develop skills to prepare them for their future careers. There is limited information on the faculty workforce that leads scholarly tracks. Our objective was to understand the workforce characteristics of EM track leaders, specifically their effort and compensation. We performed a cross-sectional survey study of EM scholarly track leaders who were identified by reviewing program websites and directly contacting program coordinators. Participants completed an electronic survey consisting of multiple-choice and completion items. We calculated descriptive statistics. There were 112 of 276 (40%) track leaders who completed the survey, including 63 (57.3%) males and 47 (42.7%) females. The mean (±SD) age was 42.6 (±7.5) years. A majority (62.5%) had completed fellowship. Participants supervise a mean of 2.6 residents per year and spend a median (range) of 7.6 (4-10.7) hours per month on track activities. A total of 57.1% of participants received no compensation for their role. Nonmonetary benefits included career satisfaction (87.6%), intellectual stimulation (76.4%), departmental recognition (41.6%), and increased scholarly productivity (33.7%). Overall, 71.7% of faculty track leaders would recommend the role to a colleague. This study characterizes the current EM scholarly track leader workforce in terms of demographics, activities, time and effort, and compensation. It sheds light on this key educational role and on the opportunity to provide better support to faculty track leaders. These results may inform decision making of current and would-be scholarly track leaders as well as institutional leadership.

Job Burnout, Career Satisfaction, Perceived Organizational Support, and Perceived Social Support among Chinese Teachers: A Network Analysis

Job Burnout, Career Satisfaction, Perceived Organizational Support, and Perceived Social Support among Chinese Teachers: A Network Analysis

Being Active and Central: Proximal and Distal Career Benefits of Providing Mentoring Within Intraorganizational Developmental Networks

Changes in modern organizations toward shorter tenures and faster employee socializations have shifted the mentoring landscape away from dyadic programs toward more collective approaches where mentoring is provided on an ongoing basis informally and idiosyncratically. However, little is known about how this shift has impacted the ways in which employees personally benefit from providing mentoring to others amid contexts containing multiple sources. Drawing on a social network perspective, our research explores the notion that employees accrue proximal and distal career benefits based upon valuable social capital specifically derived from centrality within intraorganizational developmental networks. In this study, we examine three proximal career benefits: career satisfaction, personal learning, and perceived marketability, and one distal career outcome: employee retention. Using a time-lagged study design, we evaluate the effects of providing mentoring via intraorganizational developmental network centrality in comparison to mentoring received and other pertinent career criteria. Our study findings affirm a mediated link between providing mentoring and several career outcomes. We discuss our findings with theoretical and practical implications.

Elevating Teachers’ Satisfaction: The Impact of Professional Identity and Psychological Empowerment

The study focused on elevating teachers' satisfaction: The impact of professional identity and psychological empowerment. A cross-sectional survey design with quantitative techniques was employed to conduct this study. The study sample consisted of 357 secondary school teachers, both male and female, from public high schools in Punjab, Pakistan. A stratified random sampling technique was applied for sample selection. Three adopted tools (The Career Satisfaction Scale, the Professional Identity Scale, and the Psychological Empowerment Scale) were used in this quantitative study to collect data. Tools were converted to Google Forms and disseminated for the collection of data. The data were analyzed by applying descriptive (percentage, mean, standard deviation) and inferential statistics(linear regression analysis). Results revealed a significant positive impact of professional identity and psychological empowerment on teachers' satisfaction. The study recommended that higher authorities may conduct training and conferences to enhance the level of professional identity, psychological empowerment, and teachers' satisfaction.