Career Status Research Articles

MP08-13 LATER CAREER UROLOGISTS ARE LESS LIKELY TO UTILIZE AUA GUIDELINES

You have accessJournal of UrologyGeneral & Epidemiological Trends & Socioeconomics: Quality Improvement & Patient Safety II1 Apr 2016MP08-13 LATER CAREER UROLOGISTS ARE LESS LIKELY TO UTILIZE AUA GUIDELINES Lael Reinstatler, Florian Schroeck, and Elias Hyams Lael ReinstatlerLael Reinstatler More articles by this author , Florian SchroeckFlorian Schroeck More articles by this author , and Elias HyamsElias Hyams More articles by this author View All Author Informationhttps://doi.org/10.1016/j.juro.2016.02.2258AboutPDF ToolsAdd to favoritesDownload CitationsTrack CitationsPermissionsReprints ShareFacebookTwitterLinked InEmail INTRODUCTION AND OBJECTIVES The American Urologic Association (AUA) publishes evidence-based guidelines to improve the quality and consistency of urological care. The 2014 AUA Census reported a unique field regarding providers’ utilization of AUA guidelines, in addition to a profile of providers’ demographic, training, and practice characteristics. We sought to identify factors associated with non-utilization of AUA guidelines to understand how education and dissemination of these guidelines might be improved. METHODS : Using 2014 AUA census data, providers were stratified based on self-reported utilization or non-utilization of AUA guidelines. Bivariate analysis was used to characterize non-utilizers, and multivariable logistic regression analysis was performed to identify factors associated with non-utilization. In all analyses, we used the post-stratification weights provided with the census data to calculate national estimates (SAS 9.4, Cary, NC). RESULTS Including only urologists who responded to the outcome variable (2 respondents reported being unaware of the guidelines and were removed from the analysis), there were 2202 survey respondents representing 11,680 practicing urologists. Utilization of AUA guidelines was reported in 95.0% of the weighted population. There was no significant difference in utilization based on gender, race, country of origin (United States vs. other), owner interest in equipment, practice type, or having completed a fellowship. After controlling for other variables, urologists who reported practicing in a rural/micropolitan area (vs. metropolitan) were more likely to be non-utilizers (OR 1.06, 95% CI 1.03, 1.09). Additionally, urologists who had been practicing longer were less likely to utilize guidelines compared with those earlier in their careers; OR 1.15 (95% CI 1.10, 1.21) for practicing 10-20 years and OR 1.13 (95% CI 1.09, 1.18) for practicing >20 years vs. <10 years of practice (p<0.05). CONCLUSIONS Despite continued production and dissemination of AUA practice guidelines, about 5% of urologists do not utilize guidelines in their practice. Later career status and rural/micropolitan geography were associated with non-utilization. These data may inform efforts to improve dissemination and education regarding evidence-based practice. © 2016FiguresReferencesRelatedDetails Volume 195Issue 4SApril 2016Page: e89-e90 Advertisement Copyright & Permissions© 2016MetricsAuthor Information Lael Reinstatler More articles by this author Florian Schroeck More articles by this author Elias Hyams More articles by this author Expand All Advertisement Advertisement PDF downloadLoading ...

Structure and Relationships of University Instructors' Achievement Goals.

The present study examines the achievement goals of university instructors, particularly the structure of such goals, and their relationship to biographic characteristics, other aspects of instructors’ motivation, and teaching quality. Two hundred and fifty-one university instructors (184 without Ph.D., 97 with Ph.D., thereof 51 full professors; 146 males, 92 females) answered a questionnaire measuring achievement goals, self-efficacy, and enthusiasm in altogether 392 courses. Teaching quality was assessed using reports from 9,241 students who were attending these courses. Confirmatory factor analyses revealed mastery, performance approach, performance avoidance, work avoidance, and relational goals as being distinguishable from each other. Distinct relationships were found between different instructors’ achievement goals, and gender, age, and career status as well as self-efficacy and enthusiasm. Hierarchical linear models suggested positive associations of instructors’ mastery goals with teaching quality, while negative associations were indicated for performance avoidance goals and work avoidance goals in relation to teaching quality. Exploratory analyses conducted due to a quite large correlation between performance approach and performance avoidance goals indicated that for university instructors, differentiating performance goals into appearance and normative components might also be adequate. All in all, the study highlights the auspiciousness of the theoretical concept of university instructors’ achievement goals and contributes to making it comprehensively accessible.

Cultural factors impacting student motivation at a health sciences college in the Eastern Province of Saudi Arabia

This paper presents a reflection on students’ levels and types of motivation at a college of health sciences in Saudi Arabia and highlights the social and cultural factors possibly contributing to the differences in motivation among those students. The results of this study, which followed a mixed-methods approach, indicate a multiplicity of contributing factors and values, namely: gender stereotyping, appreciation of early graduation, stereotypes regarding career status, family background, and parents’ educational levels, value attributed to education, ultra-conservatism, and social image and prestige. From these factors, a number of key implications and recommendations are deduced, some of which are general while others are more college specific.

大学生トップアスリートの卒業後における雇用状態とライフスキルの関連 : 卒業後4年間に渡る縦断調査の結果より

大学生トップアスリートの卒業後における雇用状態とライフスキルの関連 : 卒業後4年間に渡る縦断調査の結果より

مفهوم تنسيب الموظف العام في القانون العراقي

Government employees undergo, or are subject to, different positions in the course of their jobs. This comes as a result of working in a public utility governed by the legislations, rules, and principles. The most important of which is guarantee the regularity of service and the employee’s quick response to various kind of development. As the employee occupies a legal status rather than a contractual status. Internal placement (Submission) is one of other job statues such as reassignment, delegation, deputation and promotion, etc. The meaning of a placement (Submission) is that the employee performs the same work and function in a similar level and degree but at another public administration for a specified period of time while remaining nominated to the cadre of his original institution. The research aims to disambiguate the confusion, interference and overlapping in this career status and the similar ones. Because of the practical problems arisen due to the failure of Iraqi legislator to regulate bases and legislations for this kind of issue as well as practice its provision in the Civil Service Act, and the application of similar rules of functional status upon the employee and vice versa. On the basis of this research, we have come to the conclusion that the Iraqi legislator did not use this term properly. Accordingly, the Iraqi legislator needs to regulate the rules of this career status and its provisions due to the large number of employees undergoing such condition. As well as its prevalence which cause a confusion in public administrations. The enactment of provisions in the civil service legislation may disambiguate its status and empower the submitted employee to get its rights and to do its duties and hold them the responsibility when there is a duty breach. We also call for the Iraqi legislator to change the term "internal placement" into "internal delegation" as the linguistic term of placement is not consistent with its terminological concept.

Is the Grass Greener? Current and Former Music Teachers’ Perceptions a Year After Moving to a Different School or Leaving the Classroom

This study is the fourth in a series investigating the retention and turnover of music teachers using nationally representative data from the National Center for Educational Statistics. I identified records for music teachers in the Teacher Follow-Up Survey and determined how they viewed their careers one year after moving to a different school or leaving teaching altogether. The most important reason teachers cited for leaving and connections between post-teaching career status and a willingness to return to teaching were also examined. Results indicated transferring music teachers experienced numerous improvements to their professional careers, including making a difference in others, working at a school with better operating conditions, and feeling a sense of personal accomplishment, intellectual challenge, and support. Music teachers transferred mainly because of school personnel actions, a desire for a better assignment, and dissatisfaction with administrators and working conditions. Former music teachers experienced improved opportunities for advancement, manageable workloads, and work/life balance. Personal reasons, college enrollment, staffing actions, and retirement were principal motivations for leaving. Only 1% of former music teachers were dissatisfied with teaching as a career compared to 5% of non–music teachers. The willingness of former teachers to return was related to their career status.

The Relationship among the Career Consciousness, Career Status and Career Self-Efficacy of Dance Majors in Korea

This study is to analyze relationships among dance majors’ career self-efficacy, career status, and career consciousness. With regard to subjects to be surveyed, a total of 457 students and alumni majoring in dance were surveyed. Using SPSS and AMOS, reliability analysis, frequencies analysis, exploratory factor analysis, correlation analysis, and structural equation model analysis were made. The results are as follows: First, there was a difference in the direction and level of correlation among three variables. Second, there was causal relationship between three variables. And it was shown that the career self-efficacy had a mediating effect on the relationship between two variables.

The status of career and vocational education curriculum management in special classes in high schools: Based on Busan

The status of career and vocational education curriculum management in special classes in high schools: Based on Busan

The division of domestic work among dual-career and other dual-earner couples in Finland

This study compares the division of domestic work among dual-career and other dual-earner couples. We examine whether gender attitudes, relative resources and working time explain the differences between dual-career and other dual-earner couples. We define dual-career couples as those in which both spouses are professionals and/or managers. The division of housework is important for these couples because of the intense pressures of work. We hypothesise that domestic work is more equally shared among dual-career couples than among other dual-earner couples. The quantitative analyses are based on the Finnish data from the 2010 European Social Survey (N = 493). The qualitative data consist of 20 Finnish career spouses interviewed in 2005. The quantitative analysis indicates that domestic work is shared the most equally among couples where the woman or both spouses have a career status. Attitudes, resources or working time do not explain this difference entirely. The results support the class culture hypothesis: The division of housework is most equal in homogeneous dual-career couples and least equal in homogeneous no-career couples.

Untangling Life Goals and Occupational Stereotypes in Men’s and Women’s Career Interest

Gender Role Congruity Theory predicts that women would be more attracted to masculine-stereotyped occupations and men would be more attracted to feminine-stereotyped occupations if the occupations were perceived as affording goals that aligned with their gender roles. This study of college STEM (science technology engineering, and mathematics) students systematically examined the impact of occupation stereotypes and life goals related to career status, family, and helping others on career interest. Participants, drawn from introductory STEM classes (N = 186, 88 female) at a public university in the Southeastern U.S., indicated their preferences between pairs of occupations that differed in their gender stereotype. Within each occupation pair, one occupation was described as compatible with one of three goals (high salary, family-friendly, and helping others). A 1 year follow-up was conducted on 148 of the original and an additional 52 new participants (N = 200, 103 female). Results indicated that men showed greater interest in masculine occupations, regardless of the goal affordance of the alternative feminine occupation. For women, occupations with higher salaries received greater interest ratings than occupations associated with helping others (masculine or feminine stereotyped) and family friendly work hours (masculine stereotyped only). For women, family-friendly occupations were rated similarly to higher salary occupations, only in the feminine-stereotyped conditions. Findings were generally replicated at the second time point. These counterintuitive findings suggest the need for research to examine how gender differences in life goals change over the early adult years for women and men in STEM and other fields.

A Statistical Model for Social Network Labeling

We consider a social network from which one observes not only network structure (i.e., nodes and edges) but also a set of labels (or tags, keywords) for each node (or user). These labels are self-created and closely related to the user's career status, life style, personal interests, and many others. Thus, they are of great interest for online marketing. To model their joint behavior with network structure, a complete data model is developed. The model is based on the classical p1 model but allows the reciprocation parameter to be label-dependent. By focusing on connected pairs only, the complete data model can be generalized into a conditional model. Compared with the complete data model, the conditional model specifies only the conditional likelihood for the connected pairs. As a result, it suffers less risk from model mis-specification. Furthermore, because the conditional model involves connected pairs only, the computational cost is much lower. The resulting estimator is consistent and asymptotically normal. Depending on the network sparsity level, the convergence rate could be different. To demonstrate its finite sample performance, numerical studies (based on both simulated and real datasets) are presented.

Is Medical Student Interest in Cardiothoracic Surgery Maintained After Receiving Scholarship Awards?

Medical student exposure to cardiothoracic surgery has been facilitated by many scholarship opportunities. This study reviews the long-term interest of students at our institution who have received such support. After the first or second year of medical school, participants were selected to receive scholarships for clinical or research activities in cardiothoracic surgery ranging from 4 to 8 weeks in duration. These were funded by the American Association for Thoracic Surgery, Society of Thoracic Surgeons, Southern Thoracic Surgical Association, or a private family donor. Over time, each student's scholarship type, current interest in cardiothoracic surgery, and current education or career status was prospectively monitored in an institutional database. Since 1999, 45 students received scholarships. Eight (18%) were funded by the American Association for Thoracic Surgery, two (4%) by The Society of Thoracic Surgeons one (2%) by the Southern Thoracic Surgical Association, and 34 (76%) by private donors. The median follow-up of graduated students is 7 years. Of the 20 (44%) with an active current interest in cardiothoracic surgery, 2 are faculty, 1 is a fellow, 1 is in an integrated 6-year program, 11 are in general surgery residency and are planning to apply to cardiothoracic surgery fellowship, and the remaining 5 are in medical school and planning a cardiothoracic surgery career. Of all former medical students who received cardiothoracic surgery research scholarships and who have now made a career choice, 17.4% chose cardiothoracic surgery. More than one-third of medical students who received scholarships in cardiothoracic surgery maintained their interest over time, and more than half maintained interest in a surgical field. Although long-term data are scarce, it remains critical to foster mentoring relationships with students over time to guide their career choices.

The use of mentors and partnerships in a preparing future faculty program at a Health Sciences Center

IntroductionPreparing Future Faculty (PFF) is a national effort to give graduate students opportunities to receive mentorship in teaching and academic careers. The PFF Program, founded in 2005, expands this program to Academic Health Center (AHC) graduate students and postdoctoral fellows, such as pharmacy. The objectives (1) assessed the number/type of institution/department partnerships, as well as the unique types of content mentors added to the program since its inception, and (2) outlined the number of PFF graduates and their current career status. MethodsPFF is a two-semester interprofessional program (fall = weekly teaching methods course and spring = teaching field placements at partnering institutions). Two program mentors are utilized: (1) a teaching mentor/program director who delivers course content and evaluates teaching and (2) a content mentor who is the course coordinator/faculty at the partnering institution. ResultsThe number of partnerships has grown from 5 to 15 institutions, the number of department partnerships has grown from 1 to 11, and the number of content mentors has grown from 5 to 30 (six in pharmacy). Of note, ten of the content mentors are PFF alumni. In total, 68 PFF students have completed the program, seven graduates were from Pharmacy. The majority of the PFF graduates who have completed their degree or training have secured faculty positions; five of the seven PFF graduates in pharmacy became faculty members. DiscussionPFF is a sustainable program for graduate students and postdoctoral fellows at an AHC to learn how to teach in an academic setting.

Connections Without Command: ESW’s Service Learning Approach

Engineers for a Sustainable World (ESW) is a US-based non-profit network that designs and implements technical sustainability projects through a network of collegiate and professional chapters. Although founded around international development, today the organization focuses primarily on domestic projects situated within local campuses and communities. Similarly, ESW operates as a network rather than a hierarchical organization, an organizational model with its own lessons for service learning. This paper outlines the basic structure and function of ESW, and uses three case study projects combined with ESW’s recent history to emphasize the importance of service learning organizations on sustainability education. It examines lessons and the value of ESW and similar organizations at the individual level and for the university community, and examines challenges in replicating this model. We show that the diversity of members and autonomy of chapters in ESW’s network leads to several benefits, including lower costs per student and entry points for any discipline or career status. Nonetheless, this requires extra effort to build effective engagement and collaboration across chapters and needs continuous monitoring to balance support with control.

Indemnity and how it protects the dental nurse

Indemnity protects the career and professional status of the dental nurse, and a basic level of indemnity is essential. Different kinds of indemnity are available, and dental nurses need to understand them so they can choose the most appropriate for their role

Identifying latent profiles in the zone of acceptable alternatives amongst female high school students: With a focus on career status and feminine gender roles

Identifying latent profiles in the zone of acceptable alternatives amongst female high school students: With a focus on career status and feminine gender roles

Identifying latent profiles in the zone of acceptable alternatives amongst female high school students: With a focus on career status and feminine gender roles

Identifying latent profiles in the zone of acceptable alternatives amongst female high school students: With a focus on career status and feminine gender roles

Relationship between the Practice Environment of Nursing and Critical Thinking Disposition of Nurses in Local General Hospitals

Purpose: The purpose of this study was to identify the relationship between the practice environment of nursing and the critical thinking disposition of clinical nurses in local general hospitals. Methods: A convenience sample of 468 registered nurses was obtained from three local general hospitals. Data were collected by a self-administered questionnaire during November, 2012. The survey tools were the K-PES-NWI verified by Cho et al (2011) and the critical thinking disposition instrument developed by Yoon (2004). Data were analyzed using descriptive statistics, one-way ANOVA with Scheffe test and multiple regression with SPSS/WIN 18.0. Results: The mean score for practice environment of nursing was 3.3±0.4 and for critical thinking disposition, 2.3±0.4. There were statistically significant differences in critical thinking disposition according to age, education, length of career, current position, and marital status. In multivariate analysis, factors related to critical thinking disposition were collegial nurse-physician relations and education level. Conclusion: The results of the study indicate that collegial nurse-physician relations in the nursing practice environment are related to nurses’ critical thinking disposition, and thus, it is important to improve the practice environment as well using individual approaches including on-the-job training to improve nurses’ critical thinking disposition.

Risk Management by the Heads of Health Centres in Public Health Region 12

Abstract This research studied the risk management of the heads of Health Centres in Public Health Region 12. There were a total of 645 respondents involved in the study, which used systematic sampling and employed the cross-sectional descriptive design, using a questionnaire as an instrument. Data collection was carried out after the pilot study and ethical investigation. The methods of analysis were the percentage, mean, standard deviation, Pearson correlation and Stepwise multiple regression. The demographic factors of the sample revealed that the majority of respondents were female, aged on average 34.49 years old, married, bachelor degree holders with an income ranging from 10,000-20,000 baht. Results indicated that there was risk management strategies were, on average, 3 years old. The hygiene factor was at the ‘extreme’ level and career status was found to be at the highest level while the income category was at the moderate level. Risk management had a low and positive relationship with the following demographic factors at a significance level of 0.05: gender, marital status and academic education. However, motivation and hygiene factors had a moderate correlation relationship at a significance level of 0.001. Finally, the findings of this study showed that five significance predictors contributed 60.40 percent of the total variance of risk management. These were work stability, the hygiene factor, responsibility, the motivation factor, administration, and level of academic education.

Access, opportunity, and career: supporting the aspirations of dis/abled students with high-end needs in New Zealand

Acting as an entry marker into the adult world, the transition from compulsory schooling is inextricably linked with a change in career status. As such, transition is widely acknowledged to be a significant event in the lives of all young people regardless of their dis/abilities. However, many dis/abled students in New Zealand, particularly those with high-end needs, experience many challenges in the construction and enactment of their career. These are often exacerbated by the limited availability of mainstream opportunities and/or the absence of clearly defined employment pathways. In addition, they are less likely to have had access to meaningful workplace experiences whilst at school which would assist them with the decisions they must make, and actions they must take in relation to their futures. In this article, I locate the concept of the dis/abled student within a New Zealand context, critically explore the notion of career and consider whether this is a feasible and realistic aspiration for those with high-end needs. Following this, I discuss a case study of a post-secondary transitions scheme on the South Island of New Zealand which was established to meet the aspirations of students with high-end needs. This is used to illustrate how initiatives that seek to address the disjuncture between the desires of this student group, labour market expectations, and the requirements of local employers can present both opportunities for change and challenges for inclusion.