Career Trends Research Articles

Positioning LIS Students for Career Success

There is an assumption that students enter graduate programs with a certain level of knowledge and awareness about the field they have chosen to study and their career plans post-graduation. However, the literature shows that even graduate students benefit from services and programming related to career exploration and preparation. This is especially true in the library and information science (LIS) field, which offers myriad career paths and settings for graduates. Despite resources such as the ALISE Statistical Report, San José State University iSchool’s Career Trends report, and research on the core knowledge and skills desired of information professionals, extant literature examining career services provided to and desired by LIS graduate students is lacking. This project examined career planning services and programming in LIS graduate programs using a descriptive research approach. Data was collected via surveys of current LIS program administrators and enrolled graduate students. As LIS job seekers report such long and frustrating job search experiences that they consider leaving the field entirely, insights from this research will inform the creation or improvement of career services for LIS students, advance discussion of career services for graduate students, and identify exemplars that can be used to guide programming efforts. This paper will share preliminary findings from surveys completed by 25 program administrators and 400 current students.

Evaluation of the first 5 years of the Next Generation GP leadership programme: balancing autonomy and accountability

BackgroundIn 2017, a group of trainee general practitioners (GPs) came together to design and deliver a six-session leadership development programme for their peer trainee and early career GPs: the Next...

Diversifying Aquatic Husbandry: Creating a Wake of Equity and Inclusion

ABSTRACT The aquatic husbandry field, historically dominated by White males, is a unique amalgamation of science, technology, engineering, art, and math (STEAM) disciplines. This article presents insights from one of the few aquatic husbandry Managers of Color, who also co-founded Minorities in Aquarium and Zoo Science (MIAZS) to address racial disparities in the industry. Through personal experiences and industry analysis, the author discusses career trends, shifting demographics, compensation issues, and the importance of individual actions in fostering inclusivity. The article emphasizes the role of allyship, education, and advocacy at individual, departmental, organizational, and industry levels. It explores the impact of MIAZS Ally Skills Workshops, highlighting measurable shifts in participants’ perspectives and actions. The article also addresses challenges in hiring practices, proposing solutions to enhance inclusivity and retention within the aquatic husbandry field as well as informal education within aquariums, museums, and other cultural institutions.

Career Impact of the Double-reduction Policy on Out-of-school Counselling Teachers

Since the implementation of the double-reduction policy, extracurricular tutoring teachers have faced many challenges. Through interviews with extracurricular tutoring teachers from New Oriental, this article provides insight into the current development of some extracurricular tutoring teachers, as well as relevant analyses and outlooks. The article will explore the impact of the double-reduction policy on extracurricular tutoring teachers and the challenges teachers face in adapting to the new policy. At the same time, the article will also focus on the future career trends of extracurricular tutoring teachers and how they cope with the changing educational environment. Through this study, readers will gain a better understanding of the impact of the double-reduction policy on extracurricular tutors. Through this study, readers will gain a deeper understanding of the impact of the double-decrease policy on extracurricular tutoring teachers. While this policy has resulted in the loss of job opportunities for some teachers, it has also provided new career paths for young teachers.

Career Development of Generation Z through Technology and Media: Implementation in Vocational High Schools

This article examined the implementation of a workshop as a preparatory strategy for Generation Z students at SMK Negeri 3 Banjarmasin to face increasingly complex career challenges. The workshop aimed to deepen students’ comprehension of utilizing technology and media in career services. The research involved 33 tenth-grade students who were evaluated through pre-tests and post-tests regarding their understanding before and after the workshop on September 24-30, 2023. The pre-test results showed positive evaluations, with the majority of participants considering the workshop to have provided accurate career information (90.9%) and to be relevant to the latest developments in the job market (90.9%). After the workshop, there was a positive improvement in participant assessments. Understanding of technological developments increased to 87.9%, while the ability to utilize technology reached 90.9%. The workshop was considered effective in developing career skills (81.8%) and guiding students to optimize their talents for the job market (84.9%). The workshop followed the Asset-Based Community Development (ABCD) approach, recognizing students as unique individuals with potential that can be developed. The design stage involved identifying student assets, participatory planning, and focusing on the use of technology as a key aspect of career development. The workshop participants were 33 10th-grade students, selected based on the specific needs of the first batch. The ABCD approach considered student diversity, encouraging active participation in every workshop session. Data collection applied the ABCD approach with participatory methods, while instrument development involved local assets and relevant technology. Data analysis included quantitative statistical analysis and comparison of pre-test and post-test questionnaire results to measure changes in student understanding. Overall, the workshop was effective in improving students’ understanding of career trends, skill development, and technology utilization. These results affirmed the role of the workshop as a strategic tool in equipping Generation Z to face the dynamics of the competitive job market.

Demographics and Career Trends of Urology Fellowship Directors in the United States.

Fellowship directors (FDs) hold significant leadership roles within the academic urology community. We sought to characterize common trends in training and academic productivity among urology FDs. Moreover, we aimed to characterize gender differences across subspecialties to better inform gender-based inclusion efforts and contemporary leadership pathways. FDs were studied across 6 urologic subspecialties. Society and institutional websites were queried for demographics, education/training institutions, timelines of career milestones, and academic productivity. χ2, Mann-Whitney U, and Kruskal-Wallis tests and Kendall tau rank correlation were employed with an alpha cutoff of .05. There were 219 FDs included, representing 208 fellowship programs at 93 institutions. FDs were 176 (80%) males and 43 (20%) females. There was a significant association between gender and subspecialty. The median age for all FDs was 52 years old. Significant differences in age were demonstrated across subspecialties. For all FDs, females were younger than males, at 49 and 53 years, respectively (P = .001). The median H-index for all FDs was 23.5. H-index was significantly different between genders and subspecialities. There was a strong, positive correlation between age vs H-index for all FDs. Half of FDs had completed fellowship training at one of 14 institutions. We describe the landscape of leadership in urology subspecialty training. There are an increasing number of female FDs. Composition of leadership varies by subspecialty; however, the careers of all current urology FDs are marked by lifelong achievements in academic productivity. Moreover, a small group of institutions produce a substantial number of FDs.

THE IMPACT OF ARTIFICIAL INTELLIGENCE ON EMPLOYMENT TRENDSAND THE DEMANDS ON VIETNAMESE UNIVERSITIES

This article conducts a desk review on the impact of artificial intelligence on employment trends in various countries worldwide, with a focus on the United States as a representative example, and the demands it places on universities in Vietnam. The research highlights that artificial intelligence (AI) is reshaping future career trends and the required skill sets for the workforce. Higher education, as the hub for cultivating skilled and highly qualified human resources, must create optimal conditions for training a workforce that can meet the demands of digital transformation and the significant influence of AI. In the context of a developing countries like Vietnam, universities also need to innovate their curriculum and foster closer partnerships between academia and industry to equip students with lifelong learning skills.

Cross-sectional Evaluation of Neurotology Fellowship Directors: A Present-day Snapshot of Leadership.

To identify demographic, training, and career trends of neurotology fellowship directors (FDs). Cross-sectional study. United States. All 26 neurotology FDs identified using the American Neurotology Society (ANS) ACGME Accredited Neurotology Fellowship Program Directory, accessed November 2021. Data were collected via CVs, institutional biographies, and emailed questionnaires. Data collected includes age, gender, race and ethnicity, residency and fellowship training institution, time since training completion until FD, length of time as FD, and Hirsch-index (h-index). Twenty-six FDs were identified, and 17/26 (65.4%) FDs responded to the questionnaire. The majority (23/26; 88.5%) were male. The mean age of male and female FDs was 56 versus 47 years, respectively. Of the 17 that responded to the survey, 82.4% (14/17) self-identified as Caucasian. The mean h-index was 25.4. Older age correlated with a higher h-index (r = 0.46, P = 0.019). The duration (mean ± SD, years) from fellowship graduation to FD appointment was 10.7 ± 8.1 and 6.3 ± 4.8 from institutional hire. Six (23.1%) FDs had secondary graduate degrees, and 9 (34.6%) held a leadership position at a national otolaryngology organization. This observational study assesses demographic data on current neurotology FDs in the United States with an analysis of gender disparities. The objective measures identified can provide a baseline for growth in FD leadership.

Engaging Public Health Alumni in the Tracking of Career Trends: Results From a Large-Scale Experiment on Survey Fielding Mode.

We sought to understand the relative impact of fielding mode on response rate among public health alumni. As part of the 2021 Career Trends Survey of alumni from the University of Minnesota School of Public Health, we designed a fielding mode experiment to ascertain whether a paper survey, a postcard with a custom survey link ("postcard push-to-web"), a mobile telephone call or text (mobile), or an email invitation would garner the highest response rates. Invitations were randomly assigned from available contact information. Of 8531 alumni invited, 1671 alumni (19.6%) completed the survey. Among the initial fielding modes, the paper survey had the highest response rate (28%), followed by mobile (19%), email (10%), and postcard push-to-web (10%). More robust recent engagement with alumni relations, paper survey invitation or mode switch, and recent graduation were all significantly associated with a higher likelihood of response. Paper and mobile invitations had the highest response rates to our survey among public health alumni. Findings from this fielding mode experiment are relevant to schools and programs of public health seeking to capture similar information among their alumni, especially given current trends in investment in the public health workforce.

Gender related trends among Israeli ophthalmologists professional career and personal life performance.

Gender-diversity trends in ophthalmology in Israel have not been studied despite a high proportion of female ophthalmologists. Our purpose was to evaluate gender-related trends in ophthalmology professional career and personal life performance in early and advanced careers in Israel. A survey based on a nationwide voluntary anonymous web questionnaire was distributed to the members of the Israeli Ophthalmological Society. The questionnaire included questions referring to professional career and personal life performance. Gender differences were analyzed. Out of 252 respondents, 116 (46%) were women, with a mean age of 47.97 + -11.3 and 53.18 + -12.4 (P = 0.01) years, respectively. Marital status, post-residency fellowship performance or duration, an additional academic degree, academic appointments, and managerial positions were similar between genders. Fellowship predominance of males was found in cornea/cataract/refractive and of females in strabismus, pediatric ophthalmology, and neuro-ophthalmology (P < 0.01, P = 0.032, respectively). Men had significantly more publications and appointments in peer review journals and work hours (P = 0.04 and P = 0.02, P = 0.027, respectively). Both genders responded similarly regarding work satisfaction, combination between family life and work. More women felt inequity during and post-residency in clinical (P = 0.011, P = 0.001, respectively) and surgical work (P = 0.001, P = 0.035, respectively). More women experienced inappropriate remarks from patients and sexual harassment (P = 0.001, P < 0.001, respectively), and supported the need for affirmative action (P < 0.0001). Several gender disparities were found among ophthalmologists in Israel, including subspecialties distributions, publications, appointments in peer review journals, working hours, work inequity sense, harassment events, and support the need for affirmative action.

Carees Trends of Nursing Students in the Context of Career Preference planning

Objective: To find the career preferences of the selected group of students - nurses of the Master’s study program Nursing. Respondents and methodology: The data were collected in the months of September-October 2022. The selection of respondents was intentional, the conditions for inclusion in the study were consent to anonymous filling in of the questionnaire, performance of the profession of a nurse, current study in the Master’s degree Nursing program. A total number of 155 respondents took part in the survey. The collected data were processed with the aid of non-parametric statistical tests. Results: The average age of the nurses in our group was 27.7 years, and the average number of years of experience was 4.8 years. Almost 43.2% of nurses want to stay working in clinical practice; 38.7% of nurses are interested in a managerial position; 18% want to work as a teacher. Nurses are not interested in research in nursing. Within the career trends in nursing, the most preferred post was the school nurse. There was no statistically significant difference in the age of the respondents according to their field of career (p=0.41) or according to their preference of application (p=0.36). The perception of managerial and pedagogical skills of the respondents did not correlate with age or length of experience. Conclusion: Nursing students' career preferences change as they progress through their training: nursing career planning and management; career growth increase job satisfaction; provision of quality and safe nursing care. The students of the study program Nursing show great ambivalence in their ideas about their future career. This opens wide possibilities for educators, managers, mentors, and nurses in practice to significantly positively influence and formation the career preferences of students.

Demographic and Career Trends of Expatriate Student Affairs Professionals

Career opportunities for U.S.-educated student affairs professionals to work outside of the U.S. in student affairs have become increasingly available over the past two decades. The purpose of this study was to determine demographics of U.S.-educated expatriate student affairs professionals and their motivations to work abroad, which remains a unique experience in the landscape of student affairs professional experiences. Using a national recruitment approach of social media, networks, and snowball sampling, 43 self-initiated expatriate student affairs professionals participated in the survey to determine their demographics and motivations to work abroad. Results include the personal and educational backgrounds of respondents as well as information about the institutional types, locations, and level of positions of their work experiences abroad. The results indicate that a desire for a new experience, adventure, and an enhancement of career prospects were the main reasons for student affairs professionals seeking work abroad. Implications for future research and career development support are provided.

Career trends &amp; influences on medical career choice among female medical students

Objective: To determine the factors that influence the future career choice among female medical students of Rawalpindi Medical University (RMU). Study Design: Descriptive Cross Sectional study. Setting: Rawalpindi Medical University, Rawalpindi. Period: 1st July 2021 to 31st August 2021. Material &amp; Methods: Female students of 3rd, 4th and final year MBBS were included. Students were asked to complete a pre-designed questionnaire, which included demographic details and parameters such as, marital status, plan to have children in future, house job and post graduation preferances. Results: Four hundred fifty three students were included in this study. 69.8% students were neither married nor engaged. 32.5% had no intention of extending their family in next 5 years. Majority of the students (73.1%) chose medical profession on their own wish. About 96.2% females were planning to do house job. Out of these, 97.5% had already planned to pursue their post graduation. A quarter of medical students planned to pursue postgraduate training as well as family progression in the next 5 years (66.7% vs 25.7%). Current marital status, family extension in next 5 years, and reasons for adopting medical profession were found to be statistically significant, when compared to future career progression. (P &lt; 0.05). Conclusion: Female medical students in pakistan are becoming more career oriented and taking decisions independently.

MUA Sebagai Tren Karir Anak Muda Dalam Mengurangi Pengangguran di Kecamatan Belik

MUA is one of the new types of businesses that is on the rise among young people because it is easy and does not require difficult conditions to follow. The large number of MUA business actors and the ease of young people to join have resulted in the emergence of slightly adverse competition, namely the price problem. The purpose of this study is to analyze the career trends of young people in the field of Bridal Make Up Artist. The method used is descriptive qualitative, namely analyzing the findings in the field. The result of this study is that the career trend of young people in the MUA type of business is very profitable because it can have an impact on decreasing the unemployment rate, besides that the MUA business can also bring up other types of businesses as support, including decoration services, entertainment, catering, photographers and Wedding Organizer services. With the positive impact given, it needs special attention from the local government to be developed.

How am I improving the world right now? Am I improving myself? — the two criteria of impact in your career. Interview with Alena Vladimirskaya

Social impact is one of the top career trends in 2022. If you know how to apply the impact in your career, it increases your value on the labor market and makes you happier. What are the impact criteria in your career, why should HRs disclose salaries in job postings for “white collars”, and where to search for a job with an impact? Alena Vladimirskaya, one of Russia’s most influential experts on recruitment and headhunting, talks about these issues in an interview with Yulia Vyatkina.

Sometimes Less, Sometimes More: Trends in Career and Technical Education Participation for Students With Disabilities

We leverage nationally representative data and statewide data from Washington to investigate trends in occupational career and technical education (CTE) participation for students with and without disabilities. Consistent with prior work, we document declines in occupational CTE participation since the early 2000s, but we provide the first evidence that this decline can be explained by movement out of courses that are no longer considered CTE. Under the definitions operating at the time, though, we show that participation by students with disabilities in applied science, technology, engineering, mathematics, and medical/health (STEMM) CTE courses has increased over time, both nationally and in Washington. These trends are encouraging given prior evidence linking applied STEMM-CTE participation to better long-term outcomes for students with disabilities.

Scientific zero to one: Some common properties of highly-influential papers

Based on an intensive study of the most popular papers of the approximately 6,000 top-1% highly-cited (HC) researchers 2018 announced by Clarivate Analytics, the most HC papers in different fields of science in the interval 2001-11 reported by Web-of-Science (Thomson- Reuters), the top 100 most-HC ones ever; reported in 2014 by the same institute, and also the scientific backgrounds and career trends of the involved authors, we first analyze several major properties common in most such highly-influential papers that add something fundamentally new to their corresponding fields, taking them from a “zero” state in some domain to “one”. These properties include importance of the paper topic in essence, firsthand approach to the problem it focuses on, notable improvement of the solution it offers for the problem compared to its existing counterparts, monopoly in some aspect, durability, proper timing, knowledgeable research team and availability of the required resources, effective presentation to the right audience, and; finally, perseverance. We next propose soft citation; an upgrade to the current citation standards, and then a problem-oriented interactive research model as a transformative complement for the state-of-the-art academic publishing system, that would expedite this zero to one transition.

Trends in oral and maxillofacial radiology career: A survey.

To understand the professional aspirations of oral and maxillofacial radiologists (OMRs) by exploring their career choices and their association with educational background, engagement in professional activities, professional values, and overall level of career satisfaction. This prospective cross-sectional study surveyed board-certified OMRs in the United States and Canada from September to December 2019. A web-based questionnaire was created comprising 37 multiple-choice questions and an open-ended question focusing on their opinions regarding the profession's future. A thematic approach qualitatively explored open questions. Of the 86 OMRs, 68, 10, and eight were board certified in the United States, Canada, and both countries, respectively. Activities considered "rewarding" included teaching and mentoring (65%) and radiologic reporting (55%). The majority spent approximately 20-30h/week writing radiographic reports and less than 10h in research. On an average, OMRs produced 21.9 (SD 12.8) reports per day. Activities considered less rewarding included administrative work (11%) and productivity pressure in institutions. OMRs working in academia reported higher incomes (p<0.05). Finally, the majority of the OMRs were pleased with their career choices (79%). There is an association between the contemporary OMRs' satisfaction feeling, teaching/mentoring, and the future challenges of participating in multidisciplinary teams. Overall, diverse career choices lead OMRs to be proud of their profession and significantly satisfied.

Y Kuşağı Davranışlarının Kariyer Yönetimi Üzerindeki Etkisi: İstanbul Avrupa Yakasında Golf Sektöründe Bir Araştırma1 (Effect of the Y Generation Behaviours on the Career Management: A Research in the Golf Sector on The European Side of Istanbul)

Purpose – The aim of this study was to determine the effect of the perception of generation Y on career trends. The perception and career tendencies of the next generation was examined for demographical differences such as gender, marital status, age, educational status, faculty, department, duration of professional experience, number of siblings, family income, family residence location, the sector in which the father works, the sector in which the mother works, the sector in which the incumbent wants to work, the city of residence. Design/methodology/approach – A regression analysis was carried out with data obtained by 70 golf coaches who are located on the European side of Istanbul. The relationship between Generation Y Perception and Career Tendency was analyzed by Pearson Correlation test. The effects of Generation Y Perceptions on Career Tendency sub-dimensions were tested by multiple regression analysis. The analyses were carried out with SPSS 25.0 commercial statistical software. Findings – The results of the analysis show that, as the use of technology increases, managerial and competitiveness career tendencies increase. As proactivity increases, the level of independence, managerial, private life, competitiveness and dignity will increase; and when sociability increases, the level of independence, administrative, security/stability, privacy and dignity will increase for generation Y. Discussion – Enterprises should provide support to training development activities for Generation Y employees to participate in new projects that will increase their creativity, to participate in decisions by taking the initiative, to reveal or increase their creativity with on-the-job and off-the-job training methods; It should develop strategies to retain and attract personnel and then in line with the human resources management policies in line with the demands of Generation Y in order to employ them for a long time.

Injury surveillance trends in career–technical education: New Jersey 1999–2018

Introduction: Adolescents engaging in school-sponsored work experiences may be at risk of injury due to factors such as inexperience. This article examines trends in 20 years of reported injuries among New Jersey (NJ) adolescents engaging in school-sponsored work experiences, and compares a transition from paper to online reporting format. Methods: New Jersey requires reporting of injuries occurring during school-sponsored work experiences to the NJ Department of Education. Injuries reported by NJ schools from 1999 to 2018 (n = 2,119) were examined; incidence rates for 2008 to 2018 (n = 743) were calculated using publicly available NJ Department of Education enrollment data for the denominator, including for specific groups of students: career and technical education; special healthcare needs. Results: A downward trend in reported injuries in NJ schools was observed. However, the year online reporting became required by code (2013), an increase of nearly 50% was seen from 2012 (59–89), followed by a decline in reported incidents 2014 to 2018 (mean = 65, range 76 down to 47). Injury rate trends over time paralleled those of reported incidents. Conclusions: This study suggested worker safety and public health benefits of improvements from State of NJ code required training programs and online injury surveillance report form. Practical Applications: One potential method to address the safety and health of adolescents engaging in work experiences is the use of online reporting forms, to aid in surveillance efforts, coupled with occupational safety and health training specifically geared toward teachers and administrators who both supervise young, relatively inexperienced and vulnerable workers and who make relatively frequent worksite visits. Incorporation of specific details of the instructions on the use of a reporting form into required trainings, in addition to providing a clear, accessible guidance manual online, could further help improve youth worker safety surveillance efforts.