Career Vision Research Articles

Latina English Learners’ persistence in STEM undergraduate programs: framed within the Community Cultural Wealth Model

This study seeks to understand the challenges Latina English Learner (EL) students encounter in STEM and investigate how Latina ELs persist in these academic domains. Using an interpretive phenomenological design, we interviewed 15 Latina ELs to explore the strategies Latina ELs employ to persist through undergraduate STEM programs. We also seek to understand the cultural wealth that Latina EL students draw upon to persist in STEM programs. Major themes highlight Latina EL students using strong generational links that facilitate resiliency, taking advantage of bilingualism, having a clear career vision, prioritizing their mental and emotional health, forming strong social connections, and combatting discrimination and microaggressions. The study makes important recommendations to guide higher education institutions and STEM departments to promote diversity and inclusivity within their domains.

Inspiring and Preparing Our Future Leaders: Evaluating the Impact of the Early Career Women's Leadership Program.

The number of women in high-level leadership in academic medicine remains disproportionately low. Early career programs may help increase women's representation in leadership. We evaluated the Early Career Women's Leadership Program (ECWLP). We hypothesized that participants would rate themselves as having increased confidence in their leadership potential, improved leadership skills, and greater alignment between their goals for well-being and leading after the program. We also explored the participants' aspirations and confidence around pursuing high-level leadership before and after the program. We surveyed women physicians and scientists before and after they participated in the 2023 ECWLP, consisting of 11 seminars over six months. We analyzed pre- and post-program data using Wilcoxon signed-rank tests. We analyzed answers to open-ended questions with a content analysis approach. 47/51 (92%) participants responded, and 74% answered pre- and post-program questionnaires. Several metrics increased after the program, including women's confidence in their ability to lead (p<0.001), negotiate (p<0.001), articulate their career vision (p<0.001), reframe obstacles (p<0.001), challenge their assumptions (p<0.001), and align their personal and professional values (p=0.002). Perceptions of conflict between aspiring to lead and having family responsibilities (p=0.003) and achieving physical well-being (p=0.002) decreased. Perceived barriers to advancement included not being part of influential networks, a lack of transparency in leadership, and a competitive and individualistic culture. In the qualitative analysis, women described balancing internal factors such as self-doubt with external factors like competing professional demands when considering leadership. Many believed that becoming a leader would be detrimental to their well-being. Beneficial ECWLP components included support for self-reflection, tactical planning to pursue leadership, and creating a safe environment. The ECWLP improved women's confidence and strategic plans to pursue leadership in a way that supported their work-life integration. Early career leadership programs may encourage and prepare women for high-level leadership.

教育部供需对接就业育人项目优秀案例：河北经贸大学与华住酒店集团定向人才培养培训项目

河北经贸大学与华住酒店集团共同申报教育部供需对接就业育人项目，开展定向人才培养培训项目合作，重点在人才培养模式、校企合作模式、产教融合模式及就业引领模式等领域进行探索和创新。双方共同建设“华住数字文旅现代产业学院”，引进华住集团“领航计划”管培生项目，组建“华住英才班”，面向酒店业未来数字化转型升级发展需求，着力培养酒店数字化运营管理本科人才。双方秉承“为学生创造优质成长平台，为企业培育优秀商科人才”的人才培养目标，注重对于学生的价值引领和职业赋能，创新“订单培养－管培模式－企业授课－顶岗实践－定向就业－职业引领”的校企协同培养模式，构建基于校企生与产学研一体化的“MT-PM”职业愿景引领体系，取得了丰富的项目成果及创新经验，于2023年12月获评“教育部供需对接就业育人项目优秀案例”（全国共35项）。 Hebei University of Economics and Business and H World Hotel Group jointly applied for the Ministry of Education's supply and demand matching employment and education project, carried out targeted talent cultivation and training project cooperation, focusing on the exploration and innovation in the fields of talent training mode, school-enterprise cooperation mode, industry-education integration mode and employment guidance mode. The two sides jointly built the “H World Digital Culture and Tourism Modern Industry College”, introduced the “Navigation Program” management trainee program of H World Group, set up the “H World Class of Excellent talents”, aiming at the future digital transformation and upgrading development demand of the hospitality industry, and focused on cultivating undergraduate talents of hotel digital operation and management. Adhering to the talent training goal of “creating excellent growth platforms for students and cultivating excellent business talents for enterprises”, the two sides paid attention to the value guidance and occupational empowerment of students, innovated the school-enterprise collaborative cultivation mode of “order training - management training - enterprise teaching - internship practice - targeted employment - occupation guidance”, and construct a “MT-PM” career vision guidance system based on the integration of school-enterprise-student and industry-university-research, which achieved rich project results and innovative experience, and was awarded as the “Outstanding Case of Supply and demand matching Employment and Education Project of the Ministry of Education” (a total of 35 cases in China) in December 2023.

Navigating Career Development in Tech: The Role of Career Vision

Navigating Career Development in Tech: The Role of Career Vision

Listening to the Voice Within Effectiveness of a Spirituality-Oriented College Career Planning Course

This action research anchors on the integration of spiritual cultivation related activities into career planning courses in college. Based on Krumholtz&amp;rsquo;s Planned Happenstance Career Theory approach and applying the concepts of psychology, this study examines the curriculum of this spirituality-oriented college course in career planning. It is hoped that students establish the good habit of &amp;ldquo;listening&amp;rdquo; by leveraging chance events in life to create surprises in life and career development. The action research is centered in the 18-week program and based on single-group post-test experiment design. The teaching effectiveness is evaluated with two questionnaires, &amp;ldquo;Measurement of Satisfaction with Curriculum and Teaching and Feedback Form&amp;rdquo; issued to students and &amp;ldquo;teaching assessment&amp;rdquo; issued throughout the campus. The results indicate that students think positively of the curriculum. The mean of the level of satisfaction with integration of spirituality-related activities into teaching is 4.74 and the standard deviation is 0.44. The mean of the level of satisfaction with overall teaching and planning is 4.81 and the standard deviation is 0.40. Furthermore, the mean of the level of satisfaction with teaching of this curriculum is 4.78 and the standard deviation is 0.42 according to the questionnaire survey on teaching (based on a 5-point scale). Effectiveness is evidenced with the high means shown in the questionnaire on learning satisfaction and the assessment of teaching. This curriculum model achieved a high level of satisfaction among students. The qualitative analysis of open feedback finds that this curriculum model helps to enhance learning satisfaction. Self-concept reinforced by listening to the voice within and learning enhances the ability to think positively and deal with pressure. The pondering of meanings of life, life philosophy and goals in life during the course helps one&amp;rsquo;s career development. Finally, the findings of this action research suggest that it is feasible to promote the teaching model of spirituality-oriented career planning courses for college students in higher education. Hopefully the resulting ripple effect can advocate and drive long-term vision of spirituality-oriented career planning courses for college students in higher education.

Survey on Attitudes toward Career Visions for Hospital Pharmacists

This study aimed to clarify diverse values toward career visions for hospital pharmacists. A self-administered online questionnaire survey was delivered to live and on-demand release attendees at a symposium about sustainable career paths for pharmacists at the 32nd annual meeting of the Japanese Society of Pharmaceutical Health Care and Sciences between September 23rd and November 14th, 2022. Correspondence analyses of text mining were conducted to assess the association between the participants' perspectives on career visions and their backgrounds consisting of sex and generation. The recovery rate was 81.9% (136/166). The majority of respondents were women (61.4%), aged ≥40 years (66.1%). Correspondence analysis of career vision for pharmacists showed that respondents who were ≥20-30 years were associated with the research topic, whereas those who were ≥40 years were associated with the director of a pharmacy and worked until retirement age. In contrast, there was no difference in career visions for pharmacists based on sex. The median satisfaction score of the symposium was 6 [interquartile range (IQR): 5-6] in the entire population, as conveyed using a seven-point Likert scale. Interestingly, the median satisfaction scores of the symposium were significantly higher for men in management positions than women in non-management and management positions (p=0.0106 and p=0.0031, respectively). In conclusion, we believe that career support tailored to everyone's values could enable hospital pharmacists to realize their career visions.

Into the Unknown: Characterizing Fellow Uncertainty During the Transition to Unsupervised Practice.

Helping fellows confront and manage uncertainty in the course of diagnosis and treatment of patients has been a growing focus of medical education. How these same fellows confront uncertainty as they make a transition in their professional development is less commonly a focus of training programs. Better understanding of how fellows experience these transitions will allow fellows, training programs, and hiring institutions to navigate transitions more easily. This study aimed to explore how fellows in the United States experience uncertainty during the transition to unsupervised practice. Using constructivist grounded theory, we invited participants to engage in semi-structured interviews exploring experiences with uncertainty as they navigate the transition to unsupervised practice. Between September 2020 and March 2021, we interviewed 18 physicians in their final year of fellowship training from 2 large academic institutions. Participants were recruited from adult and pediatric subspecialties. Data analysis was conducted using an inductive coding approach. Experiences with uncertainty during the transition process were individualized and dynamic. Primary sources of uncertainty identified included clinical competence, employment prospects, and career vision. Participants discussed multiple strategies for mitigating uncertainty, including structured graduated autonomy, leveraging professional networks locally and non-locally, and utilizing established program and institutional supports. Fellows' experiences with uncertainty during their transitions to unsupervised practice are individualized, contextual, and dynamic with several shared overarching themes.

Learning experiences of first year graduate entry nursing students in New Zealand and Australia: a qualitative case study

BackgroundGraduate entry nursing programmes provide students with an accelerated pathway to becoming a registered nurse. Motivations for study, together with commonly shared characteristics of students enrolling in such programmes is becoming well documented, however, their experiences of studying for a professional qualification in this manner is less understood. As a means of maintaining the relevance of these fast-tracked programmes in the future, an understanding of graduate entry nursing students’ experiences of academic teaching and clinical placements is imperative.ObjectiveTo explore the academic and clinical experiences of students enrolled in the first year of graduate entry nursing programmes in New Zealand and Australia.MethodsA qualitative case study approach was taken. Here we report the experiences of nine students enrolled in their first year of a two-year graduate entry nursing programme during 2020. Semi-structured interviews were used for data collection and analysed using Braun and Clarke’s thematic analysis.FindingsThree overarching themes were developed—affirmation, reflections on expectations and clinical experiences.ConclusionThis study highlights the experiences of first year graduate entry nursing students, with many experiencing affirmation that their altruistic career visions came to fruition. The findings indicate that these graduate-entry nursing students interviewed for this study tended to be flexible and adaptable in their approach to study as a means of meeting the challenges of the programme, all of which are key characteristics for a registered nurse; with personal growth and the development of the self, providing preparation for their second year of study.

Generation Z Need for Mentor Support

The article strives to determine whether Generation Z representatives exhibit a need for mentoring support. The theoretical part of the article discusses the benefits of mentoring as well as the characteristics of Generation Z. Based on an analysis of the literature on the subject, it was found that certain characteristics of this generation (including expectations of career, work content, working conditions, and gratification) indicate that its representatives could be interested in the support of a mentor. The empirical part presents the results of a survey conducted in 2019 among 345 people born between 1993 and 1998. These results were analyzed taking into account the sex of the respondents. The survey questionnaire defined a mentor as a senior and more experienced employee who, in a process of intensive interpersonal exchange, provides the mentee with support, direction, and feedback on professional and personal development plans. The conclusions of the study address two main research questions: 1) Do the representatives of Generation Z believe that pursuing their careers requires the support of a mentor? 2) Do they know who can help them achieve their career vision?

Perception, awareness, and attitude toward digital dentistry among pre-dental students: an observational survey

BackgroundPre-dental students’ perception and awareness about current technology in dentistry can influence their motivation and maturity during the learning experience and affect their dental education outcome. This observational survey aimed to examine pre-dental student's cognitive and behavioral traits as perception measures toward digital dentistry. The survey covered areas that the authors believed to impact dental education and future investments in institutional decision making. The survey was distributed over all pre-dental students representing two US dental schools in the state of Kentucky. The survey included four main categories: (1) career vision, (2) perception of digital dentistry, (3) prior knowledge of digital dentistry, and (4) personal intelligence.ResultsThe feedback was positive toward the future use of digital dentistry. The findings are discussed in light of the implications of pre-dental students' perception to support teaching and learning in dental education.ConclusionsDespite the expected enthusiasm of pre-dental students toward digital technology, the results highlight the need to emphasize structured self-learning, self-evaluation, and a deeper understanding of research within the dental curricula.

실과 교육 체험 활동 과제의 개발 및 초등교사의 교육 요구도

The purpose of this study is to develop experiential activity themes for Practical Arts, and to investigate the educational needs of elementary school teachers. For this purpose, a research study was conducted targeting 44 elementary school teachers nationwide. The conclusions of this study are as follows.&#x0D; First, the experiential activity themes for Practical Arts that can be used in the field of elementary education were developed. Six experiential activity themes were developed in agriculture, six in technology, eight in home, five in information, and three in career.&#x0D; Second, the educational needs for ‘Making Scandiamoss topiary’(2.61) was the highest in the agricultural area. In the technology area, ‘Making wireless communication devices using Microbits’(2.83), in the home economics area, ‘Making an all-in-one soap bar’ (1.23), in the information area, ‘Creating smart farm using Minecraft education’(2.32), in the career area, ‘Creating my career vision board’(.92) was the highest.&#x0D; Third, the following statistically significant differences were found between the low-career group and the high-career group. 'Creating your own garden 1' and 'Creating your own garden 2' in recognition of importance, 'Making a wireless communication device using Microbit' and 'Making a three-dimensional LED card using conductive tape' in recognition of teaching ability, and 'Creating my career vision board' and 'Decorating my future work space' in the perception of the importance and teaching ability.

MANAGERS' SELF-DEVELOPMENT IN THE CONTEXT OF CAREER GROWTH

Career growth or career planning is a process that a person can go through to improve their professional status. It is the process of making decisions for long term learning, to align personal needs of physical or psychological fulfilment with career advancement opportunities. In the study, the relevance of self-development of career and professional growth of managers was determined by the need to organize events to support career growth. In order for the process of professional development of managers to be of high quality, a methodology is being developed based on the characteristic and relevant knowledge of adult education. Central to this process is proper planning, timing and flow between learning new information, practice and evaluating the improvement process. A manager's career vision is the most important part of a leadership development plan. This will set the general tone for the professional development strategies that the manager must implement. He needs to rethink what he really wants to achieve in his professional life. Internal motivators for managers’ self-growth play an important role in this re-evaluation process.

Breaking Through Barriers: Factors That Influence Behavior Change Toward Leadership for Women in Academic Medicine.

Under-representation of women in leadership at Academic Medical Centers (AMCs) is a known challenge such that, in 2021, women made up only 28% of department chairs. AMCs are addressing the dearth of women leaders through targeted programming to create leadership pipelines of qualified women. The FLEX Leadership Development Program at the Case Western Reserve University (CWRU) School of Medicine prepares women faculty for increased leadership opportunities. FLEX includes the opportunity to leverage executive coaching to accomplish individual goals. The FLEX program has the explicit goal of increasing the number of women in visible leadership positions in academic medicine and health sciences. Semi-structured interviews were conducted with 25 graduates from seven FLEX cohorts (2012–2018). Participants reflected diversity in academic rank, terminal degree, racial/ethnic background, years of employment, and institutional affiliation. Interviews consisted of eight questions with additional probes to elicit lived experiences. Analysis consisted of two-stage open- and axial-coding of interview transcripts to understand: What factors facilitated behavior change following FLEX training? The analysis revealed five overarching themes: (1) Communication skills; (2) Self-Efficacy; (3) Networking; (4) Situational Awareness; and (5) Visioning. FLEX graduates reported achieving both personal and professional growth by drawing upon peer networks to proactively seek new leadership opportunities. These results suggest that the enduring benefits of the FLEX Program include improved communication skills, expanded situational awareness and relational capacity, greater self-efficacy and self-confidence, improved networking with an understanding of the value of networking. All these factors led FLEX graduates to have greater visibility and to engage with their colleagues more effectively. Similarly, FLEX graduates could better advocate for themselves and for others as well as paying it forward to mentor and train the next generation of faculty. Finally, participants learned to re-evaluate their goals and their career vision to be able to envision themselves in greater leadership roles. The five factors that strongly influenced behavior change provide valuable constructs for other programs to examine following leadership development training. Ongoing studies include examining successful leadership position attainment, personal goal attainment, and measuring changes in leadership self-efficacy.

Association Between a Global Competency and Cross-cultural Adaptation

This study tried to verify how the global competency and personality characteristics of expatriates have an effect on the expatriate's work engagement and cross-cultural adaptation in a reality where the role and job performance of overseas expatriates is growing in importance. In addition, in the relationship between global competency and personality traits on cross-cultural adaptation through work engagement, this study tried to examine how career vision acts as a moderated moderated-mediation effect. The specific hypothesis tested the mediation effect of work engagement in the relationship between global competency and cross-cultural adaptation, and whether there is a moderated-mediation effect through the interaction between conscientiousness and career vision in such mediating model. In order to achieve the purpose of this study, a survey was conducted on Korean expatriates, and the final data of 164 people were analyzed. As a result, the mediation effect of global competency increasing cross-cultural adaptation through work engagement was verified. When the career vision and the conscientiousness were high, it was found that expatriates with high global competency increased their work engagement and had a positive effect on cross-cultural adaptation. However, when the career vision was low and conscientiousness was high, it was found that expatriates with high global competency had relatively low work engagement and had a negative effect on cross-cultural adaptation. Based on these results, the meaning, implications, limitations, and future research of the study were discussed.

Managerial identity development across the age-spectrum from an ideal self and values perspective

PurposeThe purpose of this study is to investigate professional identity development among management professionals through the lens of the ideal self and personal values.Design/methodology/approachDetailed career vision essays based on the ideal self and personal values of 48 participants ranging in age from 22 to 54 were analyzed using an inductive thematic analysis. A theory-based classification of their personal values, collected through a survey, was also conducted as a supplemental analysis.FindingsThe visions of older management professionals were less career-oriented, more holistic, involved in a greater multiplicity of career roles, had more clarity and placed higher emphasis on work–life balance and on developing others. The older participants also reported having fewer self-enhancement values.Originality/valueThe findings demonstrate the relevance of the ideal self as a lens to study identity development and advance our understanding of professional identity development in the context of modern careers.

GENDERED VISIONS OF IDEAL FUTURE SELVES: AN ANALYSIS OF JAPANESE ENGLISH AS A FOREIGN LANGUAGE LEARNERS’ NARRATIVES

This study investigates the impact of gender on future visions, using a mixed narrative method; i.e., a “drawing-and-writing-combined” narrative. Previous research shows that learners’ career aspirations have a positive effect on their academic achievement including language proficiency growth (Sasaki, Kozaki, &amp; Ross, 2017). Therefore, it is worthwhile to explore the impact of gender on language learners’ future possible selves by examining their career visions. Qualitative data were collected from 155 Japanese university English as a Foreign Language learners’ drawings and English essays. Statistical results (chi-square test) revealed gender effects in participants’ visualizations of career-focused and career-family balanced ideal selves as well as in the prominence of social interaction in their future visions. Qualitative analysis of participants’ essays suggested that the majority of both male and female learners envisaged their future ideal selves actively pursuing an international career empowered by the essential tool of English. Overall, females considered combining family and career as due responsibilities for women, whereas the majority of males envisioned career-related ideal selves only. The study further assesses the impact of gender on learners’ future visions by taking into consideration the gender equality level in a particular society. Pedagogical implications and future directions are discussed.

Organizational personnel career development

The aim of the study is to analyse opportunities for career development of organizational personnel. The object of the study includes processes providing organizational career development. The subject of the research is interdependence between personal professional development of employees and organizational performance. The research methods are description and analysis.The processes providing career progression can be divided into direct, actively encouraging employees to improve professional skills, and indirect, creating favourable work environment and commitment to achieving organizational relevant goals. Under the modern conditions of societal transformations, it is highly important to pay closer attention to interrelation between personal development and organizational aims since a customary vision of career as vertical climbing a corporate ladder is receding into the past. Opportunities for continuous training, entrepreneurial activity, and multiple vacancies are changing a vision of career as a finite process within an organization. An essential role in the system of personnel management should be played by employee career development planning which establishes connections between financial and nonfinancial incentives, on the one hand, and employee performance, on the other hand, – with respect to their personal interests, social characteristics and motivation level.The author concludes that two opposite tendencies influence personnel management system functioning: change and conservation. The necessity for change is caused by transforming market and social conditions, employee personal growth, and organizational life cycle. The tendency for status quo conservation is dictated by the desire of any system for stability and sustainability.

Visions of Personal Future among Adolescents with Different Orientations Toward Educational Mobility

Research of contemporary societies emphasises the importance of global economic circumstances, political uncertainties and social inequalities for young people’s visions of their personal future. This research is focused on general and career-specific aspects of adolescents' visions of personal future and how these relate to adolescents' orientation toward educational mobility. Educational mobility is determined by the equivalence/non-equivalence of parents’ levels of education and their offspring’s educational aspirations as expressed at the end of secondary schooling. According to this principle, three groups of participants were defined and their differences were analysed with respect to (a) general aspects of their visions of personal future, (b) career-specific aspects of their envisioned future, and (c) the perception of factors on which the achievement of career visions will depend. Significant differences among the three groups have been found in general and career-specific visions of the future. The findings of the study indicate that students who plan to attend university are more preoccupied with career and perceive personal characteristics as more important factors for achieving career goals than students without such plans. Finally, this paper suggests that, in order to fully understand young people’s visions of personal future from a micro and a macro perspective, it is fruitful to integrate psychological and sociological approaches.

The perceived impact of working agreements toward employed female in the accounting profession: evidence from Iran

PurposeAfter graduation, many female accountants tend to ordinarily have professional work experience to obtain an ideal position in the career; but under the influence of both internal (in the profession) and external (in life) adverse conditions, the application of their potential talent would be failed and they cannot utilize their abilities to progress in the career. Relevant studies in this field are in developed countries with minimal attention to females in other countries. This study contributes to the literature by examining the case in a developing country–Iran.Design/methodology/approachA mixed-method study was undertaken to gather data by a postal questionnaire distributed in 2016–2017 and structured interviews with females who assuredly have working experience in the corporate finance department of firms listed in the Tehran Stock Exchange.FindingsIt is concluded that the primary issue affecting the career vision of women is to achieve a better working environment. This issue admittedly can be considered as a reason for women to change their employer. The salaries and benefits are also the least important to them. Most women prefer to work in the educational part because of flexible working hours, and they broadly obtain almost no desire to work in the field of tax and cost accounting.Research limitations/implicationsWhen answering the questionnaire or during the interviews, women are supposed to think about events that happened in the past, so it is recognized that they may selectively remember such events and interpret them with reference to the intervening events and the values that they hold at the time of the data collection. Moreover, all selected respondents may be naturally influenced by a desire to provide socially acceptable answers. Accordingly, the inherent limitations of the results are acknowledged. However, the prime focus of this paper is to consider and give voice to the female experience, which may or may not replicate the experience of their male counterparts.Practical implicationsThis paper contributes meaningfully to the debate on the issues affecting the career vision of women and may result in their departure.Originality/valueThe impact of the dual work–life burden of women on career progression is assessed which contributes to the extant literature on the career progression of women in the context of developing countries such as Iran.

Medical Student Involvement in a Human Rights Program: Impact on Student Development and Career Vision.

Background:There is consensus among many medical school deans that exposure to human rights is a necessary component of physician training [78], however little is known about the impact of engagement in human rights programs on students’ personal and professional development [1516171819202122232425262728].Objective:This study aimed to examine medical students’ experiences in the Mount Sinai Human Rights Program (MSHRP), their motivations for involvement, and the possible influence of engagement on their professional identities, personal growth, and career choices.Methods:Through semi-structured interviews, this qualitative study gathered the experiences of 15 fourth year and recently graduated medical students who participated in the comprehensive training, research, and direct service opportunities provided by the program. Responses were coded using a content analysis approach.Findings:The results of this research highlight the motivations behind students’ involvement in a medical human rights program, as well as the challenges they experienced engaging with this work. The study captured students’ perceptions of the role of the program on their personal growth, clinical skills, and career vision. Nearly all the students interviewed indicated they developed important, clinically applicable skills that enhanced their traditional medical education. Students indicated that their participation directly influenced their professional identities and future career directions by reinforcing previous interests in human rights and social justice work, impacting medical specialty and residency program selections and fostering commitment to working with immigrant populations.Conclusions:The results of this study indicate that longitudinal involvement with the MSHRP contributed to the acquisition of important clinical skills that were not otherwise attained in students’ early medical education. Findings suggest that there is significant opportunity for clinical and leadership development outside the traditional preclinical and clinical setting, and that exposure to human rights education shapes students’ professional identities and career paths. Finally, the findings highlight the essential role of human rights and social justice in medical education.