Career Ladder Research Articles

The Class Ceiling in Politics

Prior studies have documented that working-class individuals rarely become parliamentarians. We know less about when in the career pipeline to parliament workers disappear, and why. We study these questions using detailed data on the universe of Swedish politicians’ careers over a 50-year period. We find roughly equal-sized declines in the proportion of workers on various rungs of the political career ladder ranging from local to national office. We reject the potential explanations that workers lack political ambition, public service motivation, honesty, or voter support. And while workers’ average high school grades and cognitive test scores are lower, this cannot explain their large promotion disadvantage, a situation that we label a class ceiling. Organizational ties to blue-collar unions help workers advance, but only to lower-level positions in left-leaning parties. We conclude that efforts to improve workers’ numerical representation should apply throughout the career ladder and focus on intra-party processes.

Professional Advancement Models for Nurse Practitioners and Physician Associates/Assistants: A historical overview and opportunities for future growth.

Professional advancement models (PAM) are paramount in the growth of nurse practitioners (NP) and physician associates/assistants (PA) who seek professional challenges, clinical recognition, job satisfaction, upward mobility, and incentives for retention. Professional advancement models for NPs and PAs were born out of literature on clinical career ladders that date back to the 1970s for the nursing work force. Over time, PAMs have evolved to offer NPs and PAs structured pathways to guide and reward professional growth, education, advocacy, research, and quality improvement (QI). Although the first institutional account of PAM development for NPs and PAs was published in 1998, there has been a recent spike in case reports of PAMs from individual medical centers. This article (1) provides a historical timeline of published data on the development and implementation of PAMs for NPs and PAs, (2) critiques features of existing PAMs, and (3) offers recommendations regarding PAM innovation for more uniform adoption in medical institutions across the country.

Yakov Denisovich Petrov: Smolensk Teacher at the Head of the Regional Pedagogical University during the Great Patriotic War

In this publication, the authors continued their work on the study of the personality of the director of the Sverdlovsk State Pedagogical Institute, Yakov Denisovich Petrov, who held this post more than anyone else who headed this university, and his role in the development of the system of higher pedagogical education in the Sverdlovsk region. Based on the materials identified by the authors and previously unknown materials deposited in archival institutions of the Sverdlovsk and Smolensk regions, the authors analyzed in detail the features of the early biography of the director of the institute. This allowed us to fully answer questions related to Petrov's social background, which in the 1920s and 1930s was one of the main criteria for evaluating the political and business qualities of a communist and an employee for party and Soviet officials. And his gradual advancement up the career ladder: from a rural teacher to an experienced manager. At the same time, the authors abandoned the historical-party approach in consecrating the work of the Sverdlovsk Pedagogical Institute in the early years of Ya.D. Petrov's official activity, which is characteristic of Soviet historians. The personal participation of the director in solving the personnel and material problems of the university is specially investigated. The authors draw readers' attention to the fact that Petrov's solution of state tasks for the development of higher pedagogical education in the Sverdlovsk region and improving its quality in the most difficult conditions of the war years were quite successful. In many ways, this was the result of the rich work experience that Yakov Denisovich had accumulated during his years working in the public education system of the Smolensk region and in the People's Commissariat of Education of the RSFSR.

Expanding the Professional Growth of the Nutrition Dietetic Technician Registered Through the Development of a Career Ladder

Expanding the Professional Growth of the Nutrition Dietetic Technician Registered Through the Development of a Career Ladder

The Changing Ambitions of Workers: Adapting Leadership for Today's Reality

Recent research suggests workers' career ambitions are changing, with fewer aspiring to top executive roles like CEO. This article explores the implications of shifting ambitions for organizational leadership strategies. Research from McKinsey and others finds only 3 in 10 workers today want C-suite careers, down from previous generations where climbing the corporate ladder was standard. Societal factors like economic instability and greater valuation of work-life balance, as well as generational preferences for meaningful work and flexibility over prestige roles, help explain changing priorities. To optimize talent management amid these trends, the author recommends companies realign leadership strategies, talent practices, and culture. Distributed leadership models, non-linear career paths focused on skills development, and culture emphasizing purpose, learning, and well-being can better engage modern workers who prioritize autonomy, growth, and impact over rigid hierarchy. Industry examples demonstrate how redefining success and expanding career definitions can boost retention, diversity, and collaboration.

Effect of the Development of SIM CAR LASTRI on Nurses' Motivation in Hospital Tanjungpinang, Indonesia

The career ladder system has proven to be effective in supporting nurses' professional development. However, its implementation has not been optimal, partly due to nurses' low motivation. Therefore, a strategy to develop an electronically integrated career ladder information management system, SIMCAR LASTRI, is needed to improve career ladder implementation. This study aims to analyze the effect of SIMCAR LASTRI development on nurses' motivation in implementing career ladder in Tanjungpinang. This study used an analytic quantitative method with a pre-post quasi-experiment design without a control group. Application development was conducted through ADDIE (Analyze, Design, Development, Implementation, Evaluation) and RAD (Rapid Application Development) methods. The research subjects were executive nurses (n=76) with total sampling. Bivariate tests were conducted using the Wilcoxon Signed Rank Test. The results showed a significant effect on nurses' motivation before and after using the web-based SIMCAR LASTRI application, with a p value = 0.000 <0.05. The implementation of web-based SIMCAR LASTRI is feasible and has a significant influence on nurses' motivation in implementing career paths. SIMCAR LASTRI application can be implemented in all hospitals.

Self-scheduling for nurse: A concept analysis

Quality nursing care must be supported by appropriate nurse scheduling arrangements. Inappropriate nursing scheduling harms nurses’ work. Clarification of terms is necessary to inform nurses and service managers, promote consistent theoretical and operational definitions in research, and develop prevention strategies to provide quality nursing care. This research aims to clarify the meaning of the concept of self-scheduling. The design used is concept analysis. Data sources were searched from electronic databases (Sciendirect, Google Schoolar, Taylor & Francis, SpringerLink, and IEEE). The Walker & Avant method was applied to guide the concept analysis to identify and define attributes, antecedents, and consequences. Self-scheduling has seven attributes: service schedule, flexibility, autonomy, demands, conditions and capabilities, and responsibility. The antecedents include the number of staff, competence, self-efficacy, motivation, work experience, education, age, and career ladder. Proper self-scheduling has positive effects, such as on job satisfaction, work safety, patient safety, and work‒life balance. The negative consequences of self-scheduling include workload, fatigue and stress. The conclusion is that self-scheduling is very important, and the implementation of self-scheduling on nurses' service schedules that are not quite right contributes to shift work and patient safety.

How to Cope from a Toxic Leadership: The Case of Public Organizations

The career ladder system in Public Organizations tends to be hierarchical or top-down, where the existence of leadership is determined by higher leadership. This pattern is similar to most other organizations, where managerial determination is carried out by the top leader or a system where the policy rests with the top leader, causing staff elements not to take part in determining the leader. With this concept, at the managerial level, especially low and middle managers, tend to be more focused on working in accordance with the leaders above them, and pay less attention to the condition of their subordinates, because the one who determines their career pattern is the higher superior. Such levels of hierarchy are felt, especially in government organizations, resulting in staff elements only being able to accept whatever conditions their leaders have, and their only choice is to stay at work or leave. In Public Organizations in Indonesia, the possibility of employees resigning is very small, this is because employee retention in the government sector is good, and there is even a tendency to become a favorite job because the stability of civil servant is maintained. In the Regional Apparatus X, the research location, employee performance assessments are carried out every month through Employee Performance Targets and assessed by the direct superior, so in any case every employee must continue to perform, adapt and be loyal to any type of leader. To reduce bias, this research was conducted by first identifying whether the respondent had a toxic leader, because the perception of the same leader may be different for several staff members. Therefore, using the snowball sampling method, researchers determined respondents and got 15 respondents from Regional Apparatus Organization. The condition of a toxic leader is a crisis condition that may affects employee resilience in performing. Employee behavior in an effort to survive with a toxic leader and continue to perform needs to be understood as a crisis incident phenomenon in the organization. This research contribute to the development of SDGs 8, Decent Work and Economic Growth, specifically on Quality of Work.

NURSES' PERCEPTIONS ABOUT CAREER LADDER: A MIX METHOD STUDY

NURSES' PERCEPTIONS ABOUT CAREER LADDER: A MIX METHOD STUDY

Management Support in Implementing A Career Path System for Nurses in Local Government Hospitals

Career ladder systems are an important mechanism in supporting the professional development of nurses and have been implemented in various models in a number of countries. Effective management support is critical to the successful implementation of career ladder systems in Indonesia. This study aims to determine the description of management support in the implementation of career ladder system in Local Government Hospitals. This study is a quantitative study with a cross-sectional design conducted in May-June 2024. The study population was all nurses who applied for competency assessment and credentialing/recredentialing as many as 76 people who also became samples with total sampling technique. Data were analyzed using descriptive statistics including frequency distribution and percentage. These questionnaires have undergone validity and reliability testing, with Cronbach's alpha values of 0.905 for the Management Support Questionnaire and 0.927 for the Nursing Career Path Questionnaire. The results showed that the majority of executive nurses were female (92%) with vocational education (84%) and were in early adulthood (26-35 years old). Most of them had between 8 to 15 years of service and almost half of them were at the Pre PK level (43%). Management support in implementing career ladders was mostly categorized as good (54%). This study concludes that management support in the implementation of the career ladder system in Local Government Hospitals is mostly good, but there are still some aspects that need to be improved. Optimal management support includes the provision of adequate resources, structured training programs, and continuous feedback to ensure the successful implementation of the career ladder system.

A qualitative analysis of opportunities to strengthen pharmacy technician career pathways across practice settings.

In an effort to expedite the publication of articles, AJHP is posting manuscripts online as soon as possible after acceptance. Accepted manuscripts have been peer-reviewed and copyedited, but are posted online before technical formatting and author proofing. These manuscripts are not the final version of record and will be replaced with the final article (formatted per AJHP style and proofed by the authors) at a later time. To identify pharmacy technician career pathways across pharmacy practice settings and opportunities to strengthen and expand these pathways. Interviews were conducted with 17 participants from national pharmacy organizations, community pharmacies, health systems, and academia from March to May 2023. Interview questions were designed to elicit participants' perceptions of factors influencing entry into, recruitment and retention of, and advancement of the pharmacy technician workforce. Interview notes were analyzed using a rapid thematic analysis approach. Seven themes were identified, including 3 themes related to entry: (1) healthcare interest and prior exposure facilitate pharmacy technician career discovery; (2) variation in and quantity of entry-level requirements can impede entry into pharmacy technician careers; and (3) proactive promotion of pharmacy technician careers needed. Two themes were related to recruitment and retention: (4) pharmacy technician compensation not aligned with job demands and (5) career ladders or lattices create advancement opportunities. Two themes were related to professional advancement: (6) pharmacy technician advancement limited by weak professional identity and (7) scope-of-practice policies can facilitate pharmacy technician advancement. This study highlights the challenges pharmacy technicians face in their careers. Key findings stress cultivating a professional identity for pharmacy technicians, establishing career ladders or lattices, and advocating for policies that facilitate pharmacy technician professional advancement. These efforts are vital for sustaining the pharmacy technician workforce and ensuring quality patient care amidst the changing landscape of the pharmacy profession.

Lifting Women Up: Gender Quotas and the Advancement of Women on Corporate Boards

ABSTRACTResearch Question/IssueThe introduction of gender quotas on corporate boards can disrupt the status quo, resulting in externalities that affect women's advancement within the company. This study investigates whether boardroom quotas contribute to promoting women further up the corporate ladder and facilitate access to a broader spectrum of positions.Research Findings/InsightsUsing legislative changes in Germany as a natural experiment, we find that quotas increase female representation on affected boards. However, quotas may also have adverse effects on women's executive careers; they fall short of eliminating the glass ceiling and fail to level the playing field for women, both inside and outside the firm.Theoretical/Academic ImplicationsThe incentives provided by the quota to hire female candidates for a mandated board may hinder their prospects for advancement to executive roles. Drawing from institutional theory, we interpret this as evidence of decoupling—firms comply with the law but do not necessarily change their stance on gender diversity at the top. Additionally, when women accessing the board have backgrounds more closely aligned with executive positions (proxied by their affiliation with the capital side of the board), the negative effect on the non‐affected executive board is larger. This suggests a substitution effect, whereby women enter nonexecutive positions instead of pursuing executive careers.Practitioner/Policy ImplicationsPolicy design needs to consider the desired outcomes and unintended effects, carefully weighing the trade‐offs among them. Relying solely on quotas is insufficient to achieve gender equality in corporations.

Digital nomads: a systematic literature review and future research agenda

Purpose This study aims to address the need for robust conceptual foundations in the digital nomadism discourse through a systematic literature review (SLR). It delves into digital nomadism within sustainable tourism, providing valuable insights to foster community development. Design/methodology/approach This study uses a rigorous eight-step process that combines an SLR and a system dynamics approach. In the SLR phase, the authors use the theory, context, characteristics and methodology framework to identify key variables for a dynamic model of sustainable tourism through digital nomadism, following detailed search and selection criteria based on PRISMA guidelines. The second phase uses causal loop diagrams (CLDs) from the literature review to visualize relationships and inform future research directions. The CLD model is validated through literature-based and stakeholder interaction processes, focusing on the social, economic and environmental dimensions, resulting in the development of a robust conceptual model. Findings This study identified 28 theories, including agency–structure theory, travel career ladder theory, stakeholder theory and grounded theory, among others. Semi-structured interviews were the primary research method. Major themes explored encompass community interactions, work lifestyles, cultural aspects, financial considerations, infrastructure and policy. The proposed conceptual model aims to scrutinize relationships across economic, environmental and social dimensions, providing a foundation for investigating and promoting sustainable tourism. Research limitations/implications Policy implications involve refining taxation policies to maintain tax bases, promoting collaborative economic models and enforcing environmental regulations. Additionally, integrating community planning infrastructure and implementing demographic strategies to manage potential population shifts are crucial. Policies supporting education, skill transfer, health and well-being initiatives contribute significantly to fostering sustainable tourism practices and enhancing community vitality. Originality/value To the best of authors’ knowledge, this study is the first in the digital nomadism space to propose a conceptual model for sustainable tourism adoption.

The Arduous Path Toward Equitable Access to Endocrinology Care.

Multiple factors contribute to the widening gap between supply and demand of endocrinology services. In addition to the inadequate growth of the workforce, the inefficient utilization of endocrinologists' expertise coupled with the rising prevalence of endocrine conditions has generated a crisis in access to specialty care. This mismatch is magnified in underserved communities and among certain racial/ethnic groups that carry a disproportionate burden of chronic diseases, like diabetes and osteoporosis, thus perpetuating the cycle of health disparities in vulnerable populations. Reorienting the framework of endocrine care toward more effective and equitable access will require comprehensive changes in operational processes, system-based policies, and in the diversity of our workforce. Specifically, the progressive transition to outcome-driven, team-based models of care can extend endocrinology services beyond the traditional boundaries of in-office referrals and promote job satisfaction. Further, the implementation of policies that directly tackle structural determinants of health is a prerequisite to a more precise and equitable deployment of specialty care. In this view, the recruitment and professional growth of clinicians underrepresented in medicine along the career ladder, including leadership roles, is a key conduit to revitalize our field and to innovate the delivery of endocrine care across all communities.

Idaho

This article is an update on public school finance in the state of Idaho. The article includes updated information regarding the following topics: funding priorities for P–12, changes to the funding formula for P–12, pressing state issues affecting P–12, and exclusive to P–12, what are the alternatives to traditional public schools offered by your state and what does the trend in funding look like for these alternatives. As of 2022, the state of Idaho maintains the lowest per pupil expenditure (PPE) in the nation, ranking 51st when including the District of Columbia. Idaho’s PPE was $8,376 in 2021, which comes in at 58% of the national average of $14,360. The average Idaho teacher’s salary is $51,817 which ranks 45th in the nation. Idaho also ranks last in K–12 education support staff average earnings at $25,830. However, in 2021 the state of Idaho interestingly ranked 17th in student achievement according to The National Assessment of Educational Progress ( Staff, 2021 ). The major funding priorities for the state of Idaho related to education are as follows: funding the Career Ladder, full-day kindergarten, teacher compensation, literacy initiative, and the opportunity scholarship. A couple of pressing state issues for Idaho include the teacher shortage and the public-school funding formula.

PENGARUH DUKUNGAN REKAN KERJA, KEPUASAN KERJA, DAN PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN CV. MUDA JAYA UTAMA SIDOARJO

Companies can improve company performance by improving human resource performance. Understanding the factor that influence employee performance is important in a company. This research aims to prove the antecedents of employee performance on the variables of coworker support, job satisfaction, and career development. Data were collected through direct survey to employees of CV Muda Jaya Utama in Sidoarjo, East Java. The data were processed through multiple linear regression analysis. This result stated that coworkers and career development have a positive effect on employee performance, but job satisfaction has no effect on employee performance. Strengthening supportive relationships among workers and building a career ladder are implications for leaders to improve employee performance.

Features of career trajectories of graduates of Altai universities (using the example of a sociological study in Barnaul)

Special attention was paid to the employment of graduates of higher educational institutions in Soviet times, when planned state policy distributed graduates to various state-owned enterprises depending on the education they received. It is important to note that on the periphery of the centuries there has been some shift in the idea of a career. If earlier a career was understood as moving up the career ladder, today a career is planned as mastering a variety of practices that complement and develop a person (self-development, a high level of extracurricular, additional activities). Thus, a logical question arises: how do graduates imagine their future careers and whether they think about it at all. How aware are graduates of their employment opportunities in principle and does the university contribute to students' awareness of careers and career opportunities. The selection method was a quota sample with elements of spontaneous selection of respondents. We selected two methods for the study: qualitative (in-depth interview) and quantitative (questionnaire). Together, these methods give the researcher the most accurate idea of the subject under study. Thus, the tools for conducting empirical sociological research were developed based on this methodology. Data analysis has shown that a well-chosen profession increases self-confidence, life satisfaction, and reduces problems related to physical and mental health. And the personal level of "quality of life", responsible for satisfaction, has a significant impact on social, objective indicators of quality of life. Theoretical approaches are analyzed to describe the formation and content of graduates' career trajectories. The psychological approach focuses on the study of self-perception, self-regulation of consciousness, and the process of choice. Pedagogical is based on the formation of certain professional interests and inclinations, the suitability of an individual for a particular profession. Sociologists and economists consider the career trajectories of graduates from the point of view of the need for this profession in society and taking into account the socio-economic relations of the specialized workforce within the organization. In this context, the scheme of professional specialization, types of career guidance and career growth, all kinds of careers of an employee and a graduate are considered. Personality-oriented, sociological, managerial-organizational, biomedical, pedagogical, legal regulation, complex (differentiated) approaches to career guidance are disclosed.

LDPM 16 - Advancing Infection Prevention: Navigating Staffing Growth and Implementing a Career Ladder

LDPM 16 - Advancing Infection Prevention: Navigating Staffing Growth and Implementing a Career Ladder

Defining the "ideal state": A primer on critical care pharmacy practice models.

Critical care pharmacists (CCPs) have been clearly established as value-added members of the interprofessional team, and their contributions positively impact patient outcomes in the intensive care unit (ICU). Despite this, not every critically ill patient in the US receives care from a CCP and the model through which CCPs practice is variable, which has important implications. The purpose of this primer is to review current CCP models and discuss elements of the optimal CCP practice model. Current CCP practice models are defined, including the drug processing and dispensing model, clinical pharmacy specialist model, integrated pharmacy generalist model, and hybrid model, as well as unit-based vs service-based models. The optimal CCP practice model considers the Triple Domain of CCP workload, which includes direct patient care, indirect patient care, and professional service. Elements of the ideal CCP practice model including 24/7/365 CCP services, unit- vs service-based models, prescriptive authority, operational support, and CCP-to-patient ratio are discussed. Other vital elements include dedicated offline time, use of appropriate workload metrics, development of career ladders, opportunities for professional development, and providing wellness resources. The ideal CCP practice model must also be considered through the lens of the patient and medical team, the CCP, the institution, and professional organizations. Strategies for optimizing current CCP practice models are provided, and application of optimal CCP practice model elements is explored through 5 case studies. The optimal CCP practice model includes multiple elements and incorporates the viewpoints of patients, providers, CCPs, institutions, and professional organizations; this model will increase access of all ICU patients to CCPs, enhance the scope of CCP cognitive services, and ensure the economic sustainability of CCP practice while establishing CCP involvement in activities outside of patient care and in professional service.

A Dining Career Ladder: Customers’ Motivation of Visiting Internet-Famous Restaurants

ABSTRACT Customers visiting internet-famous restaurants enjoy unique dining experiences. However, few studies have explored customers’ motivation for visiting internet-famous restaurants. Integrating different motivational theories, this study proposes a dining career ladder to conceptualize customers’ initial motivations to visit internet-famous restaurants, and their (un)varying motivations when they gain increasing experience. With reflections from 27 participants, we found that dining career ladder consists of four levels, from the primary level of physiological needs (dine out and relaxation, gourmet food), to stimulation and novelty (curiosity and novelty seeking, effect of unique atmospherics, and restaurant online reputation), belongingness and socialization (social occasions and bandwagon effect), and self-esteem and recognition (fear of missing out). Customers have multidimensional motivations for going to restaurants initially, but they show a descending pattern of motivations moving from higher level of needs to lower levels by concentrating on physiological needs when they accumulate negative experiences. Dining companions play a role in customers’ motivations to visit internet-famous restaurants.