Early Career Transition Research Articles

Contributing factors to turnover intentions of early career project management professionals in construction

The construction industry is facing global skills shortages, with demand for certain roles (such as project managers) projected to outstrip supply over the next decade. With the industry serving as the backbone of the economy in many countries, this projected lack of skilled construction professionals poses dire consequences. This qualitative study investigated the early career transition of project management (PM) professionals into the construction industry. Semi-structured interviews were conducted with 18 employer representatives and 20 early career professionals to ascertain the factors affecting the turnover intentions of early career PM professionals in construction. From the perspective of the early participants in this study, the major factors affecting their intentions to leave were related to workplace culture: (i) bad workplace behaviour; (ii) high levels of work-related stress; and (iii) poor work-life balance. While employers also noted that bullying and long working hours contributed to early career PM professionals’ intentions to leave the industry, they believed that the key contributing factor was that young employees were seeking higher salaries. These findings on the need to improve workplace culture have the potential to positively influence the issue of early career retention within the construction industry.

Establishing an Intra-University Alliance to Increase Early Career-Planning Opportunities for Students with Autism

The provision of early career transition services for students with autism, particularly during their middle school years, remains underresearched. Despite legislative action put into place by the Workforce Innovations Opportunity Act (WIOA, 2014), there remains a lack of successful, evidence-based vocational interventions implemented within the public school setting. The purpose of this paper is to describe a unique partnership formed by two university technical assistance centers, a school district, and students and their families. Preliminary evaluations reveal that family, student, and public school participants are invested in this model and share the responsibility for facilitating meaningful work-based learning opportunities for students with autism based on their interests, strengths, and contributions to their home, school, and community.

Understanding workforce experiences in the early career period of Australian midwives: insights into factors which strengthen job satisfaction

ObjectiveThe aim of this study was to explore the experiences of early career midwives in Australia and identify the organisational, work environment, personal factors and stressors that influence workforce participation. Design and SettingA qualitative study, using in-depth semi-structured interviews, was undertaken with midwives 6 - 7 years post-qualification. Qualitative content analysis identified key themes and sub-themes. ParticipantsTwenty-eight midwives from one Australian university (graduating years 2007 and 2008) were included. Their pre-registration education was via either a Bachelor of Midwifery (direct-entry) or a Gradate Diploma of Midwifery (post-nursing degree). FindingsThree themes were generated: (i) 'sinking and swimming'; (ii) 'needing a supportive helping hand'; and (iii) 'being a midwife … but'. The initial transition into midwifery was overwhelming for most participants, particularly when providing intrapartum care. Job satisfaction was strongly related to having a well-developed midwife-woman relationship in clinical care and being able to work to their full scope of practice. Dissatisfaction stemmed from remuneration concerns, inflexibility of rostering, high workloads, and poor managerial approaches. Experiences of bullying were ubiquitous. Factors inducing midwives to stay in their profession were not the absence of those that caused dissatisfaction. The midwife-woman relationship sustained their practice despite those factors that caused dissatisfaction. Key conclusionsBuilding strategies that strengthen job satisfaction in midwives is vital. Strategies that provide relational aspects of midwifery practice, ongoing support, rostering flexibility, induce psychological wellbeing, and address workplace bullying, may assist in the early career transition. Access to continuity of midwifery care models as new graduates is warranted. Implications for PracticeContinued professional development and career progression strategies are needed for midwives to cultivate their midwifery skills and work to their potential.

Transitioning from trainee to breast radiologist: A guide for a successful first year

The transition from trainee to newly minted breast radiologist is exciting and daunting in equal measure. The early years in practice are pivotal to long-term success in breast imaging whether entering academic or nonacademic practice. Yet a paucity of literature exists to guide junior radiologists in their early career transition. New breast radiologists can successfully navigate the start of a prosperous and enriching career by implementing strategies adapted from the business world and collective wisdom from the radiology world. This article provides an outline of tips and habits for new radiologists to incorporate in their work lives as attendings to ensure that they will thrive in breast imaging for years to come.

Results of Applying the Canadian Proposed Front-Of-Pack Labelling Regulations to Chain Restaurant Menu Items

Abstract Objectives Restaurants are subject to far less regulation than packaged foods when it comes to disclosing nutritional information. However, this sector is increasingly prominent in consumer's food purchasing and consumption habits. Health Canada is developing new front-of-package (FOP) warning labels for packaged food and beverage products, which if applied to restaurant foods could help consumers avoid foods high in nutrients of public health concern. The objective of this study was therefore to assess the proportion of menu items that would be required to carry FOP symbols if they were applied to the restaurant sector. Methods Nutrient data for food and beverage menu items (n = 10,950) were collected from the websites of restaurants with ≥20 Canadian outlets in 2016. Each item was assessed according to Health Canada's FOP thresholds for saturated fat, sodium, and sugar to determine eligibility for each warning symbol if the regulations were extended to restaurant foods. Results Of all eligible menu items, 79% would require ≥1 FOP symbol and 48% would require ≥2. In terms of nutrients, ≥47% of all items would require a sodium or saturated fat warning. 79% of all beverages and desserts would require a sugar warning. When distinguishing between types of restaurants, proportions from fast-food and sit-down establishments were similar overall, but varied by category. Conclusions The majority of menu items are high in nutrients of public health concern, thus there is an urgent need for regulations that apply to both packaged and restaurant items to improve their nutritional quality and assist consumers in making healthier choices when eating out. Such warning labels could also stimulate product reformulation and the introduction of healthier choices by the restaurant sector. Funding Sources This research was supported by a CIHR Project Operating Grant. KMD was supported by an Endeavour Research Fellowship and a Foundation for High Blood Pressure Research Early Career Transition Grant.

Facilitating an early career transition pathway to community nursing: A Delphi Policy Study.

AimTo further develop and validate a new model of the early career transition pathway in the speciality of community nursing.DesignDelphi policy approach, guided by a previous systematic review and semi‐structured interviews.MethodsFour rounds of an expert panel (N = 19). Rounds one, two and four were questionnaires consisting of a combination of closed (Likert response) and open‐ended questions. Round three comprised of a focus group conducted using virtual meeting technology.ResultsThe final model demonstrated reliable and valid measures. There were deficiencies in “pre‐entry”—where the marketing of community nursing was negligible and the support around orientation informal and minimal, mainly due to tight budgetary concerns. Community practice holds a whole new dimension for nurses transitioning from acute care as the concept of “knowing your community” took time and support—time to be accepted reciprocally and develop a sense of belonging to the community.

The factors influencing the effective early career and rapid transition to a nursing specialty in differing contexts of practice: a modified Delphi consensus study

ObjectivesThis study aimed to test and further develop the ‘Early Career and Rapid Transition to a Nursing Specialty’ (TRANSPEC) model to a nursing specialty developed from a systematic review. Semi-structured...

From incomer to insider: The development of the TRANSPEC model - A systematic review of the factors influencing the effective rapid and early career TRANsition to a nursing SPECiality in differing contexts of practice.

ObjectiveShortages in the speciality nursing workforce, both nationally and internationally are driving the need for the development of an evidence-based model to inform recruitment and retention into speciality nursing practice. This study aimed to identify the factors influencing rapid and early career transition into speciality nursing practice.MethodsA comprehensive systematic review of the literature was undertaken using a convergent qualitative synthesis design where results from qualitative, quantitative and mixed methods studies were transformed into qualitative findings. Databases included CINAHL, Medline, Scopus and PsycINFO. Search terms were: nurse, early career, rapid career, transition, specialty, and Medical Subject Heading terms included: professional development and educational, nursing, and continuing. Using validated tools, papers were independently assessed by a minimum of two reviewers.ResultsTwenty-three research articles were included. There were no randomized control trials. Through thematic analysis and matrix mapping of the results, the TRANSPEC model was developed. The model outlines three phases of transition: pre-entry, incomer and insider. There has been little focus on pre-entry with programs being designed at the incomer and insider phases. Impacting on these phases are three concepts: the self (professional and personal), the transition processes (informal and formal) and a sense of belonging. The overarching theme influencing the phases and concepts is the context of practice. Enablers and inhibitors influence successful transition and therefore impact on recruitment and retention. Each nurse’s transition is influenced by time.ConclusionsFor successful transition, the enablers and inhibitors impacting on the three concepts, phases and the context of practice need to be considered when developing any program. It is apparent that while previous studies have focused on the transition processes, such as curricula, the development of the self and a sense of belonging are also essential to successful transition. Further studies should include the pre-entry phase.

Developing a community-based nursing and midwifery career pathway - A narrative systematic review.

IntroductionCommunity nursing and midwifery is changing in response to a shift in care from hospital to home, brought about by increasing costs to care because of an aging population and increasing chronicity. Until now, community nursing positions and scope of practice has been dependent on service focus and location, which has led to the role being unclearly defined. Lack of appeal for a career in community practice and a looming workforce shortage necessitates a review into how community nursing and midwifery transition to practice is supported.MethodsThis review sought to identify, assess and summarize available evidence relating to transitioning into community nursing and midwifery practice as a speciality. A systematic review was conducted using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses approach. A narrative synthesis was then undertaken on papers that examined community nursing and midwifery pathway perspectives which define, and enable or inhibit a contemporary pathway. Thematic analysis used a theoretical framework developed for early career and rapid transition to nursing specialty practice.ResultsThere is a paucity of research that identifies community nursing and midwifery as a discreet scope of practice. Twelve papers were eventually included in the review. Verbatim findings were extracted from the papers and clustered into categories based on the chosen theoretical framework. Major themes were ‘the self’ (professional and personal); ‘transition processes’; and, a ‘sense of belonging’. Sub themes included narrative identifying inhibitors and enablers in each theme.DiscussionNo definition of community practice or pathway was identified in nursing, although midwifery was clearly defined. Community nursing practice was described as generalist in nature although specialist knowledge is required. Being part of the community in the professional sense and personal sense was considered important. The importance of transition was identified where pre-entry exposure to community practice was seen as important. Stages in transition to practice were recognised as pre-entry; incomer; insider; and, a sense of belonging. The process of transition should be planned and individualised acknowledging past experience whilst acknowledging the specialist nature of community-based practice.

Psychosomatic Medicine Training as a Bridge to Practice: Training and Professional Practice Patterns of Early Career Psychosomatic Medicine Specialists

The number of interested candidates for psychosomatic medicine (PM) training programs has not matched the growing need for psychiatrists trained to care for complex medically ill patients. The reasons for this lack of growth may be found in the experience of new entrants into the subspecialty. To investigate this issue, we conducted a survey of early career psychiatrists (ECPs) practicing PM to identify the personal and professional characteristics of ECP PM specialists and to examine the relevance of PM training to professional practice. ECPs who attended the 2012 Academy of Psychosomatic Medicine annual meeting or who were registered members of the Academy of Psychosomatic Medicine completed a survey on training and work experiences. Decisional factors associated with pursuit of subspecialty fellowship education and professional practice patterns were identified using descriptive statistics and chi-square tests. A total of 102 ECPs completed the survey. Of the respondents, 67 (67%) had completed a PM fellowship. Motivating factors for pursuing fellowship training included (1) obtaining additional clinical training, (2) developing a special interest in PM training, and (3) improving job candidacy. Overall, 80% of ECPs desired inpatient consultation-liaison positions at the time of fellowship graduation. Overall, 22% reported difficulty in obtaining employment in PM after training. Chi-square tests between subjects who pursued a PM fellowship and those who did not proved nonsignificant. PM fellowship training remains relevant and important to ECPs in this sample. The survey results can be used to shape institutional and professional supports to better meet early career transition needs for PM psychiatrists.

Physical activity status of academic professors during their early career transition: An application of the theory of planned behavior

Life-transitions (e.g. parenthood) have been linked to physical inactivity, yet the topic requires further exploration. In this study, we evaluated changes in the physical activity (PA) of adults during their early career transition using retrospective analysis and the theory of planned behavior. Recruitment from January to March 2010 yielded a random sample of 267 assistant professors, ages 25–44, employed within the last five years. Repeated measures analysis of variance (RM ANOVA) concluded that PA declined across the transition (d = 0.36–0.43) and was further attenuated by marriage, work hours, and parenthood status. Discriminant function analysis (DFA) identified specific behavioral and control correlates about PA enjoyment, limited time, inconsistent schedule, work demands, and job pressures to distinguish between those who remained active from those who did not across the transition. PA interventions administered prior to career transitions may be needed to prevent physical inactivity.