Chances Of Promotion Research Articles

What Are the Differences in Perception of Gender Disparities in Academia? A Survey of Academics from Russia

This study examines the perception of gender issues in academia in the Russian context. Specifically, the paper aims to reveal the criteria due to which academics might perceive gender-related problems in academia in different ways. The research was conducted among 901 men and women academics with Russian affiliation. The survey was presented as a 20-item anonymous online questionnaire with five major blocks, covering up various gender-related topics. By surveying men and women academics from the Russian academic environment, it reveals that most academics, in their perception, had never experienced gender inequality in the current workplaces. However, for those with such experience, the share of all given gender disparities women academics has ever encountered during their academic career is higher compared to men. The most common gender disparities, namely low chances for career promotion and barriers from rising to senior-level positions reflect career promotion gaps relevant for both men and women academics. The results also demonstrate that gender inequality is mostly not considered as a problem of academic environment but rather a social issue. In particular, most men academics and, to a lesser extent, women academics strongly disagree with considering gender inequality as the academic problem. The paper provides an example for addressing gender disparities issues for men and women academics and assessing perception of gender inequality and, conversely, equality.

Addressing Nursing Resignation: Insights From Qualitative Studies on Nurses Leaving Healthcare Organisations and the Profession.

The aim of this study is to explore the experiences of nurses who resigned from healthcare organisations or abandoned the profession and explore the reasons behind them. A systematic review of qualitative studies and meta-summary. Cumulative Index to Nursing and Allied Health Literature (CINAHL), Embase (Ovid), MEDLINE (Ovid), Social Science Citation Index (Web of Science), and Scopus. The search was conducted up to May 2024. Primary qualitative studies focused on nurses who had resigned or left the profession were included. The meta-summary was conducted using method: findings were extracted from the reports, edited, grouped, abstracted into key meta-findings, and finally, their frequency effect sizes were calculated. A total of 282 findings were extracted from 12 studies, generating 49 statements of findings that were aggregated into nine key meta-findings. Poor management practices presented a frequency effect size of 100%. Other key meta-findings included excessive workload, teamwork hurdles, health issues related to work shifts and difficulty in maintaining work-life balance, a lack of career growth opportunities and promotion chances, disillusionment with nursing, dissatisfaction due to salary, bullying and horizontal violence, and moral distress over ethical dilemmas. The findings can help support the development of targeted strategies and the implementation of effective policies aimed at reducing nursing turnover. The major impact of these findings is the recognition of rising factors that negatively affect nurses' quality of life, including workload pressures and poor management strategies, which significantly lower job satisfaction. To address these challenges, the profession should prioritise tools that value nurses in their roles, implement strategies to manage workloads more effectively and advocate for policies promoting flexible scheduling. Additionally, investing in professional development and fostering a supportive work environment can help retain skilled nurses and nurture the growth of new talent. Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA). No patient or public contribution.

Calculator for predicting the probability of faculty promotion in an academic medical centre

ObjectiveThe academic medical centre (AMC), with over 2200 faculty members, annually manages approximately 300 appointments and promotions. Considering these large numbers, we explored whether machine learning could predict the probability...

Education of lateral lines of the Radziwill family in the 18th century. A marker of social status or a chance for advancement?

Education of lateral lines of the Radziwill family in the 18th century. A marker of social status or a chance for advancement?

IMPACT OF ARTIFICIAL INTELLIGENCE IN HRM- A CONCEPTUAL STUDY

It is now a necessity of survival rather than choice for businesses to accept and keep technology separate from them. Businesses are now integrating technology with their objectives to guarantee their existence, expansion, and continuity. The company has completely changed due to technological improvements, which have made its commercial processes more efficient and well connected than before. Business technology innovations involve bringing people and machines closer together and investigating methods to use technology to increase productivity, simplicity of use, and efficiency. One such transformation in business is the application of artificial intelligence (AI). In today's cutthroat corporate world, artificial intelligence (AI) is critical to human resource management (HRM). AI has the potential to completely transform HRM procedures by automating mundane jobs, expediting workflows, and offering HR managers specialized solutions. AI can also enhance hiring, training, performance evaluation, and pay administration. HR departments may manage their workforce more effectively and efficiently by utilizing AI technologies. HR organizations may optimize expenses and deliver superior employee service by utilizing AI-powered solutions. AI is playing a bigger role in HRM now that it can help businesses become more efficient while simultaneously raising employee satisfaction. By analyzing employee feedback, HR departments can better understand how employees view their work environment and chances for advancement. This helps HR departments get insights into employee engagement and productivity. It makes it possible for HR departments to automate the hiring process, which facilitates the process of finding qualified applicants. This study can offer insights into AI potential in HRM and assist clarify the existing state of AI in HRM.

Policy perception, job satisfaction and intentions to remain in rural area: evidence from the National Compulsory Service Programme in China

BackgroundExploring factors that may influence general practitioners (GPs)’ intentions to remain in rural area is necessary to inform the training and placement of future medical workforce in rural area. However, little is known about how GPs’ perception towards the National Compulsory Service Programme (NCSP) and job satisfaction impact their turnover intention. This paper explores GPs’ intentions to remain in rural China and how their policy perception and job satisfaction predict the intentions.MethodsWe conducted a cross-sectional, online survey from December 2021 to February 2022 to investigate GPs’ perception towards NCSP, job satisfaction, and intentions to remain in rural area. Eligible participants were GPs who were required to provide health services as part of NCSP at township health centres of 9 provinces which could represent all NCSP GPs in China. Multinomial logistic regression analyses were performed to explore the associations between policy perceptions, job satisfaction, and intentions to remain.ResultsOf 3615 GPs included in the analysis, 442 (12.2%) would like to remain in rural area and 1266 (35.0%) were unsure. Results of the multinomial logistic regression analyses showed that compared with GPs who would leave, GPs with higher perception scores for the restriction on taking postgraduate exam (RRR: 1.93, 95% CI 1.72, 2.16) and the commitment to work for six years (RRR: 1.53, 95% CI 1.31, 1.78) were more likely to remain. In contrast, GPs who had higher perception scores for completing standardised residency training (RRR: 0.75, 95% CI 0.64, 0.88) and passing National Medical Licensing Examinations (RRR: 0.74, 95% CI 0.62, 0.87) were more likely to leave. GPs who were satisfied with the freedom of choosing work methods (RRR: 1.52, 95% CI 1.25, 1.84) and chances of promotion (RRR: 1.60, 95% CI 1.32, 1.94) were more likely to remain.ConclusionsThis study highlights the significance of policy perception and job satisfaction on GPs’ intentions to remain in rural area. Factors such as career advancement and the empowerment of GPs to build on and use their skills and abilities should be taken into account when designing rural placement programmes.

Women's Representation as Principal Investigators Among Pediatric Orthopaedic Clinical Trials: An Analysis of ClinicalTrials.Gov.

Despite recent efforts to increase the participation of women in orthopaedic surgery, there remains a gender gap, particularly when compared with other medical specialties. Acting as a principal investigator (PI) in a clinical trial can give physicians notable exposure and national recognition, which can improve their chances of promotion and tenure. This study aims to assess the proportion of women serving as PIs in pediatric orthopaedic clinical trials, examine associated trial characteristics, and explore geographic distribution. A cross-sectional analysis of clinical trials was conducted using data from the ClinicalTrials.gov registry. Specific search terms were used to identify pediatric orthopaedic trials. Data on trial characteristics, including phase, status, funding source, and intervention type, were collected. PI sex was determined using Genderize.io, an application program interface that predicts the sex of individuals based on their name, and the geographic distribution of women PIs was examined. From 2007 to 2022, women PIs increased from zero to 26.86%. The United States saw no significant increase (β = 1.553; P = 0.125), but international trials did (β = 2.845; P = 0.008). Women PIs led more active/completed trials and trials with behavioral/other interventions. Geographic analysis showed higher representation in North America (38.47%), especially the Northeast (28.17%) and West (25.35%). The United States had 28.74% women PIs, with California (15.49%) leading. Progress toward gender parity in pediatric orthopaedic research is evident; however, disparities still exist. Efforts to provide additional research opportunities for women in orthopaedics may be crucial in attracting and retaining diverse talent in the field. Targeted initiatives may have potential in achieving equal representation in orthopaedics.

The Effects of Client Importance and Career Concerns on Auditors’ Judgment Conservatism

ABSTRACT We examine how client importance affects judgment conservatism depending on auditors’ career concerns. We argue that auditors will interpret being assigned to a client of major importance as a more powerful signal of their promotion chances under strong competition than under weak competition for advancement and, hence, that they will consider their promotion opportunities to a greater extent in their judgments. We therefore predict that auditors exhibit more conservatism in their judgments regarding more important clients when competition for advancement is strong but not when it is weak. Using an experiment, we generally find results in line with this prediction. Unexpectedly, yet interestingly, we also find that less important clients are judged less conservatively under strong competition than under weak competition for advancement. Data Availability: Contact the authors. JEL Classifications: M42; M52.

Mastering the Language of Service: English Communication Skills for Food and Beverage Professionals

This article aims into the crucial role of English language skills in the industry, emphasizing the need forprofessionals to master communication for enhanced customer experiences and career advancement. Englishcommunication skills are vital for career advancement. As professionals in the food and beverage industry aimto move up the ladder, whether it be from waiter or from line cook to sous chef, the ability to effectivelycommunicate becomes increasingly important. Strong English skills allow professionals to confidently interactwith senior management, participate in important meetings, and articulate their ideas and concerns. This notonly enhances their chances for promotion but also positions them as valuable assets to their employers. Thisresearch is descriptive qualitative research. 15 Competence units, 46 elements of competence were found inthis research.Keywords: Language of Service, English Communication, Skills, Food and Beverage, Professionals

Employees’ perceptions of co-workers’ internal promotion penalties: the role of gender, parenthood and part-time

ABSTRACT Much research has focused on penalties by gender, parenthood and part-time work for hiring processes or wages, but their role for promotions is less clear. This study analyzes perceived chances for internal promotion, using a factorial survey design. Employees in 540 larger German (>100 employees) firms were asked to rate the likelihood of internal promotion for vignettes describing fictitious co-workers who varied in terms of gender, parenthood, working hours as well as age, earnings, qualification, tenure and job performance. Results show that promotion chances are perceived as significantly lower for co-workers who are women (gender penalty), mothers (motherhood penalty) and part-time workers (part-time penalty). Fathers and childless men (co-workers) are not evaluated differently (no fatherhood premium or penalty), and neither does part-time employment seem to be perceived as a double penalty for male co-workers. All three perceived promotion penalties are more pronounced among female employees, mothers and part-time employees. These findings show that employees perceive differential promotion chances for co-workers which indicate actual differences due to discrimination, selective applications or structural dead-ends. Either way, perceived promotion penalties are likely consequential in guiding employee’s application behavior and hence can contribute to the persistence of vertical gender segregation in the labor market.

Comparing Job Satisfaction Among Healthcare Workers at Emergency Departments and Primary Healthcare Units During the COVID-19 Pandemic.

Background The primary healthcare professionals' work description changed during the COVID-19 pandemic, as was the case of all other healthcare departmental operation systems. Objectives This investigation compares job satisfaction betweenemergency department (ED) and primary healthcare professionals during the COVID-19 pandemic to ascertain the possible effect of the pandemic on healthcare providers. Methods A cross-sectional online self-assessment questionnaire consisting of 36 questions was distributed using available social media to targetall frontline healthcare workers (HCWs) in emergency departments and primary healthcare centres in Riyadh. The inclusive criterion was that the respondents should have been frontline HCWs during the pandemic era. The questionnaire was validated by a pre-test of responses of 10 frontline HCWs. This was to ensure the comprehensibility and validity of the questions. Thereafter, necessary corrections were made to the final questionnaire. Responses were collected with an Excel sheet (MicrosoftCorp., Redmond, WA), while data were analysed with SPSS version23 (IBM Corp., Armonk, NY) and GraphPad Prismversion 9.2.0(GraphPad Software, San Diego, CA). Results The targeted sample size was 400; however, 159 HCWs responded to the questionnaire and were thus included in the investigation. There were more male (60.4%) than female (39.6%) respondents, the majority of whom were Saudi nationals (86.6%) while the remaining were non-Saudi nationals working in the Kingdom. Also, 67% of the respondents were emergency medical service professionals while the remaining (23%) were primary healthcare professionals. Significantly, 71.8% of the respondents (p < 0.05) disagreed with adequate enumeration, rewards, and chances of promotion compared to those who agreed (28.2%) during the COVID-19 pandemic. Job satisfaction was not significantly correlated to gender or the work departments (p > 0.05). Respondents significantly (p < 0.05) agreed to the competence of their supervisors, and liked their colleagues and work environment. Conclusion The study has shown that although supervision during the pandemic era was with competence; however, hours of work put in by these frontline emergency professionals were not adequately remunerated. Also, the services they provide seemed not to have been appreciated and hence did not lead to promotion either. Therefore, there wasjob satisfaction.As expected, the workload was huge while chances of promotion were lacking. These observations could lead to a substandard service should there be another pandemic. There is a need for all stakeholders to look into this more cautiously should there be another pandemic.

Job satisfaction of primary healthcare professionals (public sector): A cross-sectional study in Morocco

Healthcare professionals (HCPs) are indispensable for improving the availability and quality of healthcare services. Therefore, the present cross-sectional study aimed to measure the job satisfaction of HCPs working in primary care (PC) centers in Marrakech, according to the job satisfaction scale. Using census sampling, this study involved HCPs working in PC centers. Data were collected using an electronic questionnaire and analyzes were performed using Jamovi (version 1.6). The Warr-Cook-Wall scale was used to assess the satisfaction of these professionals. Student's t-test, Kruskal–Wallis test and Mann–Whitney non-parametric tests were used for group comparisons (p < 0.05). The lowest satisfaction scores were recorded for general practitioners (GPs) and nurses. These were work safety (1.54 ± 0.85 vs. 1.51 ± 0.82), salary (1.58 ± 0.79 vs. 1.72 ± 0.87), chance of promotion (1.68 ± 0.87 vs. 1.80 ± 0.93), possibility of using its capacities (1.90 ± 1.04 vs. 2.01 ± 1.08), and workload (1.88 ± 1.10 vs. 2.05 ± 1.06). A statistically significant difference was observed between different professional statuses regarding facility management (p = 0.049). The overall job satisfaction of HCPs was low, especially among GPs and nurses: the scores for intrinsic job satisfaction with respect to sociodemographic characteristics were low, whereas they were medium for extrinsic job satisfaction. Further research is warranted to clarify the intrinsic and extrinsic factors of job satisfaction in Morocco's healthcare sector.

The Correlation between Continuous Professional Development and Career Prospects of Technical University Lecturers in Ghana

The main objective of this study was to find the prospects continuous professional development offer to lecturers at technical universities in Ghana. The researcher used two technical universities for the research. The study was qualitative in nature with a sample size of four-eight, comprising of six deans of faculty, six heads of department and thirty-six lecturers. Two interview schedules were used to collect the data. One of the schedules was used to collect data from the deans and the heads of department and the other was used to interview the lecturers. Some of the findings included that CPD helps lecturers at technical universities in Ghana to improve their teaching, research and managerial skills and competencies. CPD helps lecturers to conduct research and do publications which enhances their chances for promotion. The study also revealed that lecturers who embark on CPD face financial challenges. That aside, they also face sociological and psychological challenges. Sociologically, those who leave for further studies may not be able to make time for the family members and social events and can mar their social ties. When such people become isolated due to inability to socialise, or ignored by friends and colleges it can bring about psychological problems. It is recommended that lecturers should collaborate with other colleagues for research activities and publications. Moreover, all lecturers should budget every each to at least to attend one conference or workshop a year. Keywords: Coaching, Competencies, Prospects, Profession, Promotion.

Deviation from the ideal worker norm and lower career success expectations: A “men's issue” too?

Career expectations of women and men have been documented extensively in both the career and the work-family literature, albeit very often focusing on women. This paper proposes to complement the existing work by shifting attention to men. Based on a French national survey and using multiple linear regression models with moderations, we examine the differential of career success expectations (CSE) — as measured by the perceived chances of promotion or wage increase — between men and women who face work-family conflict and use flexible work arrangements (teleworking and part-time work). We show that work-family conflict has a stronger negative influence on men's CSE than on women's, teleworking has a stronger positive influence on women's CSE than on men's, and part-time work has the same negative influence on both men's and women's CSE. This allows us to discuss the impact of the ideal worker norm on career success expectations and to show that a deviation from this norm has different effects on men's and women's career success expectations.

What are the key factors influencing newly graduated nurses' preference for choosing their workplace? A best-worst scaling approach.

The literature cites many factors that influence a nurse's decision when choosing their workplace. However, it is unclear which attributes matter the most to newly graduated nurses. The study aimed to identify the relative importance of workplace preference attributes among newly graduated nurses. A cross-sectional study. We conducted an online survey and data were collected in June 2022. A total of 1111 newly graduated nurses in South Korea participated. The study employed best-worst scaling to quantify the relative importance of nine workplace preferences and also included questions about participants' willingness to pay for each workplace preferences. The relationships between the relative importance of the workplace attribute and the willingness to pay were determined using a quadrant analysis. The order according to the relative importance of workplace preferences is as follows: salary, working conditions, organizational climate, welfare program, hospital location, hospital level, hospital reputation, professional development, and the chance of promotion. The most important factor, salary, was 16.67 times more important than the least important factor, the chance of promotion, in terms of choosing workplace. In addition, working conditions and organizational climate were recognized as high economic value indicators. Newly graduated nurses nominated better salaries, working conditions, and organizational climate as having a more important role in choosing their workplace. The findings of this study have important implications for institutions and administrators in recruiting and retaining newly graduated nurses.

Does Environmental Policy with Veto Power Lead to Heterogeneous Emission? Evidence from China

Under the high-powered target responsibility system since 2007, with newly added environmental criterion, this study seeks to examine the effectiveness of the target-based performance assessment as an accelerator for local officials to be “greener”. This coercive environmental policy incorporates a stringent “one-vote” veto criterion for cadre promotion, meaning that officials who exceed emissions standards will not be promoted, no matter how outstanding their other performances are. Based on a panel data of 106 observations of provincial party secretaries from 31 provinces, this study examines how the target assessment intervenes in pollutant emissions through a new career incentive mode in China, and the conclusions are as follows: (1) Usually, provincial officials with higher political promotion incentives are characterized as a younger, lower-position cadre during the pre-stage of term, and tend to take GDP growth goals as a priority while treating environmental targets negatively. (2) Target assessment moderates the relationship between officials’ position and SO2 emission. The use of a one-vote veto in environmental pollution assessments has led to a shift of incentive structure, as political actors prioritize environmental protection as a means of increasing their chances of promotion. (3) The moderating effect of target assessment is heterogeneous, being significant only when officials are below 60 or before the third year of their term. This study sheds light on the previously opaque motivations behind green behaviors among officials, and provides empirical support for China’s transition from a GDP-based assessment system to a green GDP-based promotion model.

Job satisfaction among hospitality management graduates of quirino state university-diffun campus

Purpose: Job satisfaction has an impact on employees' general well-being and in promoting a positive work environment, thus, contributes to increased organizational productivity, lower staff turnover, and lower job stress. This study assessed the level of job satisfaction among the Hospitality Management graduates of Quirino State University- Diffun Campus.&#x0D; Methodology: It used a descriptive design and a survey questionnaire with a four-point Likert scale in gathering the needed data. Most of the respondents are females, 25 years and below, singles, with casual/contractual employment status, and have salaries of Php 5,000 and below.&#x0D; Main Findings: In terms of promotion, the level of satisfaction along unlimited opportunities and a great chance for job promotion varies in terms of sex and age. As to supervision, the level of satisfaction along use of positive feedback with staff differs in terms of sex. On the other hand, the level of satisfaction along salary, fringe benefits &amp; recognition; promotion; supervision; and interpersonal relationship does not vary when respondents are grouped by sex, age, civil status, employment status, and estimated monthly salary.&#x0D; Implication of the Study: This study may be useful in gaining an understanding of employees' satisfaction levels, identifying their strengths and shortcomings, and improving their management techniques which are vital in ensuring higher revenues for any organization or institution.

Perceiving intraorganizational mobility ameliorates the effects of low-level position on detrimental workplace attitudes and behaviors

How do the perceived chances to get a better position in a company affect how individuals feel and behave towards their employer? Confirming the theory of relative deprivation, recent research showed that social mobility belief has attenuating effects on anger about one's relative social standing. When an individual believes they can change their current social status, negative affect about one's disadvantaged standing is appeased compared to when people believe the present hierarchy is fixed. We tested this model in a workplace context, examining whether perceived intraorganizational mobility ameliorates the effects of a low position at work on negative workplace attitudes (Study 1) and behavior (Study 2). Study 1 (n = 498) found that indeed, perceiving chances of promotion weakened the association of position at work with hostile affect towards the employer. Expanding this model to provide a direct test of the theory of relative deprivation, we designed a moderated mediation model testing whether the effect of workplace position on counterproductive work behaviors was mediated by relative deprivation, and whether this indirect effect was moderated by perceived chances of promotion. As hypothesized, Study 2 (n = 408) found that perceiving chances of promotion attenuated the detrimental effect of workplace position via relative deprivation on counterproductive work behaviors. Effects in both studies occurred independently of company hierarchy, salary, educational attainment, sex, and job sector. Overall, the results suggest that perceiving potential for individual promotion is linked to lower levels of negative workplace attitudes and counterproductive work behaviors.

Job Satisfaction Among Nurses Working in King Abdul Aziz Medical City Primary Health Care Centers: A Cross-Sectional Study.

Background Job satisfaction in the nursing field directly impacts the quality of patient care. However, increased work demand puts nurses at a higher risk of job dissatisfaction, which can, in turn, affect their work performance. This study aimed to measure job satisfaction among nurses working in National Guard Primary Healthcare Centers (PHCs) and to determine the different sources of pressure at their workplace. Methods A cross-sectional quantitative study was conducted among nurses working in the National Guard PHCs in the Makkah region, Saudi Arabia, in 2022. A validated questionnaire from previous literature was used to evaluate nurses' job satisfaction. Results A total of 77 nurses completed the questionnaire, with an overall response rate of 89.5%. While 58% (n=45) of nurses were satisfied, 42% (n=32) were dissatisfied. Approximately half the participants were dissatisfied with the rate of payment (49%, n=38), working hours (47%, n=36), and future chances of promotion (44%, n=34). Moreover, 51% (n=39) of nurses attributed considerable pressure to staff shortage and 44% (n=34) to workload. Furthermore, lower mean satisfaction scores in nurses were significantly associated with their intention to leave their current center (p-value= 0.06). In addition, reduced satisfaction scores were frequently observed among females, singles, those who finished their first nurse training five to 10 years ago, those who had a previous experience outside the Ministry of National Guard Health Affairs (MNGHA), those who had only one to five service years, and the ones who belonged to centers that did not have clearly stated standards and policies for nursing practice. However, these associations were statistically not significant. Conclusion Results indicate that nurses' job satisfaction should be improved to decrease nurses' intention to leave their workplace and maintain their optimum performance in patient care. This can be achieved by addressing the sources of dissatisfaction and pressure at work.

Computer Mediated Communication and the Promotion of World Cultural Diversity

In order to unpack the potential of CMC to promote the world cultural diversity, nomadology as the major cultural medium is considered, especially that it holds structural affinities to orality striking a tripartite media (CMC-nomad-oral). Nomadology suggests a traditional cultural structure that is already re-attracting academic interest with the advent of new media technologies. Rhizome as cultural theory used to explore social media negotiates its structural potential to promote cultural diversity, not just globalization. Considering the global reach of cyberspace, the diversity of world cultures are hosted on the same plane of interaction to "connect" and negotiate their potential of development and spread. Therefore, this study aims at introducing new perceptions to the cultural potential of CMC through arguing that the diversity of world cultures stand a chance of promotion amidst the tech-based globalization sweeping cultural production.