Hospital Career Research Articles

Long hospitality careers – a contradiction in terms?

Purpose The purpose of this paper is to explore why workers remain in long hospitality careers and to challenge the frequent portrayal of careers in the sector as temporary and unsatisfactory. Design/methodology/approach The study took an interpretative social constructionist approach. Methods used were memory-work, semi-structured interviews and intersectional analysis. Findings A key finding in this study is that career longevity in hospitality is not solely dependent on career progression. Strong social connection, a professional self-identity and complex interesting work contribute to long careers. Research limitations/implications The study contributes detailed empirical knowledge about hospitality career paths in New Zealand. Conclusions should be generalised outside the specific context with caution. Practical implications The findings that hospitality jobs can be complex and satisfying at all hierarchical ranks hold practical implications for Human Resource Managers in the service sector. To increase career longevity, hospitality employers should improve induction and socialisation processes and recognise their employees’ professional identity. Social implications This paper significantly extends the notion of belonging and social connection in service work. “Social connection” is distinctly different from social and networking career competencies. Strong social connection is created by a fusion of complex social relationships with managers, co-workers and guests, ultimately creating the sense of a respected professional identity and satisfying career. Originality/value The contemporary concept of a successful hospitality career is associated with an upwards career trajectory; however, this paper suggests that at the lower hierarchical levels of service work, many individuals enjoy complex satisfying careers with no desire for further advancement.

The Role of Twist1 Phosphorylation in Tumor Angiogenesis in Lung Cancer

Lung cancer is the leading cause of cancer death in the US and the survival rate for advanced lung cancer patients is very low. Deregulated angiogenesis ‐the formation of new blood capillaries from existing blood vessels‐ contributes to lung cancer; however, current anti‐angiogenic therapy has potential problems such as rebound tumor growth and resistance to therapy. Here we implant fibrin gel containing either lung tumor‐derived factors or a small pellet of lung cancer cells on the mouse lung and show that a transcription factor, Twist1, mediates tumor angiogenesis through the VEGF‐VEGFR2 pathway. Conditioned media from lung cancer cells upregulate Twist1 Ser42 phosphorylation in endothelial cells (ECs), and Twist1 knockdown or inhibition of Twist1 Ser42 phosphorylation using a mutant construct (Twist1S42A) decreases VEGFR2 expression and EC sprouting induced by conditioned media in vitro. Tumor angiogenesis is also inhibited in fibrin gel implanted on Tie2‐specific Twist1 conditional knockout mouse lungs or Twist1S42A‐treated mouse lungs in vivo. These results suggest that Twist1 Ser42 phosphorylation plays a key role in tumor angiogenesis associated with lung cancer, and modulation of Twist1 Ser42 phosphorylation could be a potential therapeutic strategy for lung cancer.Support or Funding InformationBoston Children's Hospital Career Development Award

Wasted youth in the hospitality industry: Older workers’ perceptions and misperceptions about younger workers

Abstract In many western contexts, although young people form a high proportion of the hospitality workforce, perceptions of hospitality work as temporary and unpredictable rather than an aspirational career choice means turnover is very high. The aim of the study on which the article is based was to investigate why people build and maintain long careers working in hospitality. This article focuses on the career experiences of young workers in the industry, viewed from the perspective of older workers in long-term hospitality careers. An intersectional methodology explored how youthful body-age, at times interacting with other aspects of socially ascribed difference, is reflected in work-place organizational processes. The findings suggest that younger workers in hospitality are not valued and the discussion addresses the ways in which inequitable power relations create this status quo. The conclusion is that the hospitality sector should retain its youthful workers, rather than wasting this finite human resource.

Prepared to practice? Perception of career preparation and guidance of recent medical graduates at two campuses of a transnational medical school: a cross-sectional study.

BackgroundGraduating medical students enter the workforce with substantial medical knowledge and experience, yet little is known about how well they are prepared for the transition to medical practice in diverse settings. We set out to compare perceptions of medical school graduates’ career guidance with their perceptions of preparedness to practice as interns. We also set out to compare perceptions of preparedness for hospital practice between graduates from two transnational medical schools.MethodsThis was a cross-sectional study. A Preparedness for Hospital Practice (PHPQ) survey and career guidance questionnaire was sent to recent medical graduates, incorporating additional free text responses on career preparation. Data was analyzed using descriptive statistics and tests of association including Chi-square, Mann-Whitney U and Kruskal-Wallis H tests.ResultsForty three percent (240/555) of graduates responded to the survey: 39 % of respondents were domestic (Dublin, Ireland or Manama, Kingdom of Bahrain) and interning locally; 15 % were overseas students interning locally; 42 % were overseas students interning internationally and 4 % had not started internship. Two variables explained 13 % of the variation in preparedness for hospital practice score: having planned postgraduate education prior to entering medical school and having helpful career guidance in medical school. Overseas graduates interning internationally were more likely to have planned their postgraduate career path prior to entering medical school. Dublin graduates found their career guidance more helpful than Bahrain counterparts. The most cited shortcomings were lack of structured career advice and lack of advice on the Irish and Bahraini postgraduate systems.ConclusionsThis study has demonstrated that early consideration of postgraduate career preparation and helpful medical school career guidance has a strong association with perceptions of preparedness of medical graduates for hospital practice. In an era of increasing globalization of medical education, these findings can direct ongoing efforts to ensure all medical students receive career guidance and preparation for internship appropriate to their destination.

Development and Implementation of an Education Program for Novice Infection Control Nurses

Background: This study was performed to improve the working competencies of novice infection control nurses (ICNs) and thereby prevent healthcare associated infection. We developed and implemented an education program and then evaluated its effectiveness. Methods: The education program was developed by conducting a literature review and four expert group discussions. The program was implemented twice, and included 3 days of lectures and 1 day of practice in Seoul and Pusan, for 157 ICNs with less than 3 years of experience. The knowledge of the participants before and after the educational program and overall satisfaction were measured. Data were analyzed using the SPSS WIN 18.0 program. Results: The education program consisted of 12 lectures and 2 practices in total. The post-program knowledge score increased to 77.99 compared to 45.91 prior to participating in the program (P<.001). The scores for overall satisfaction, knowledge acquirement, and usefulness in field practice were 9.05, 8.97, and 9.01, respectively. The overall satisfaction was higher for the practice component (9.37) than the lectures (9.00). There were significant differences in surveillance knowledge according to age (F=3.94, P=.021), hospital career (F=3.71, P=.027), hospital type (F=5.36, P=.006), and hospital size (F=6.19, P=.003); and there were significant differences in hand hygiene knowledge according to age (F=4.14, P=.018) and hospital type (F=4.84, P=.009). However, there was no difference in overall satisfaction with the program. Conclusion: To enhance working competencies and professionalism, education programs considering the characteristics and needs of the ICNs must be developed. Moreover, professional training courses are needed to nurture ICNs in small hospitals.

Clinical Nurses' Perceived or Experienced Obstacles and Supportive Behaviors in Providing Care for Terminally Ill Cancer Patients

Purpose: The purpose of this study was to examine obstacles and supportive behaviors perceived or experienced by clinical nurses providing care for terminally ill cancer patients. Methods: Beckstrand’s survey questionnaire was translated into Korean and verified by an expert committee and through a preliminary study. A survey that used 26 questionnaire items on obstacles and 24 on supportive behaviors, was conducted among 228 registered nurses with more than one year of experience at medical-surgical general wards in a hospital. Results: The highly-perceived and frequently-experienced obstacles in providing care for terminally-ill cancer patients were related to patients’ uncontrollable pain or psychologically unstable family members. The highly-perceived and frequently-experienced supportive behaviors were related to caring family members or having supportive family members. However, nurses’ perceptions or experiences of multiple obstacles and supportive behaviors differed by hospital type, career length, and department. Conclusion: Nurses seem to be in need of training for pain management for terminal cancer patients and of family care in general. Highlyperceived and highly-experienced obstacles or highly-perceived but rarely-experienced supportive behaviors should be intervened without delay considering a hospital type or nurses’ career length.

병원의 융복합적 경력관리제도가 직원의 심리상태에 미치는 영향

The purpose of this study is to show how much career management systems of hospital affect the psychological states of hospital employees. The research was dealing the issues about hospital's career management systems which affect exhaustion, cynicism, and job engagement. We found that job rotation has a negative significant effect on exhaustion. In addition, job rotation also negatively influence cynicism. On the other hand, career education and training has a positive effect on job engagement. Career management support systems and evaluation of career development, however, do not have significant effect on dependent variables. Thus, effective career management systems for hospital organizations are job rotation and career education and training programs. Finally, based on the analyzed results, this study has provide useful information for hospital management to establish efficient and productive human resources-management systems in order to increase in job engagement and reduce exhaustion and cynicism of employees as well.

융합경력관리시스템이 직무몰입과 경력몰입에 미치는 영향에 관한 연구

본 연구의 목적은 병원에 근무하는 직원들 가운데 경력관리제도 적용 하에 있는 간호사들을 대상으로 병원의 경력관리시스템의 품질요인들이 직원의 심리상태인 직무몰입에 미치는 영향을 파악하고, 이러한 심리상태가 경력유효성에 관한 요인과 어떠한 상관관계를 갖는지 분석하여 효과적인 경력관리에 대한 시사점을 제공하고자 한다. 이를 위해 서울시내에 있는 두 개의 대형병원에 근무하고 있는 의료진을 대상으로 설문을 배포 및 수집하였다. 실증분석결과 경력관리지원시스템이 직무몰입에 유의한 영향을 미치는 것으로 나타났다. 또한 직무몰입은 경력몰입에 유의한 영향을 미치는 것으로 나타났다. 반면에 경력관리지원시스템은 경력몰입에 직접적인 영향을 미치지 않았으며, 경력평가시스템은 직무몰입과 경력몰입 모두에 유의한 영향을 미치지 않는 것으로 나타났다. The aim of this study is to show how much career management system of hospital affect the psychological state and career effectiveness for hospital employees. The research was dealing the issues about hospital's career management system which affect organizational engagement. Moreover, these psychological factors have to be analyzed in the relation of career effectiveness. Finally, based on the analyzed results, this study has provide useful information for hospital management to establish efficient and productive human resources-management measures in therms to increase in organizational engagement and career commitment of employees as well. Questionnaires were distributed to employees who are working in hospital located in Seoul city. We found that career management support systems have a significant effect on job engagement. In addition, job engagement influences significantly career commitment. Conclusion and implications are discussed.

병원규모 및 직종별 종업원 만족도 영향요인

Objectives : The purpose of this study was to examine the factors that affect employee satisfaction according to hospital size, job group and career at hospitals. Methods : Data were collected from 4,307 employees working at 5 university hospitals. Statistics were done with the SPSS program version 21.0. Results : There were significant differences in employee satisfaction according to hospital size, job group and career. Additionally, there were positive correlations between each of the factors for employee satisfaction and overall employee satisfaction. Multiple regression analysis showed that overall employee satisfaction was affected by factors such as job, communication, personnel and leadership according to hospital size, job group and career. Conclusions : The results of this study suggest that by identifying the differences in satisfaction of employees who are working in different circumstances and providing resources to satisfy employee needs, hospital employers can promote the growth of the hospital by reducing employee turnover.

Winning the Job Placement Competition: Industry’s Message and Academia’s Response

Hospitality undergraduates enter today’s workforce plagued by the fear of procuring a job in their chosen hospitality career. Hospitality management graduates’ unemployment rate hovers around an estimated 6.0%. A multitude of studies have been done to examine and explore attractive knowledge, skills, and abilities and attributes needed from quality graduates, but a paucity of studies have been used to understand marketing and presenting tactics for future hospitality graduates. This study seeks to explore strategies and actions that are currently being utilized or that could be designed and implemented to improve hospitality students’ position in their competitive job market. When these favorable strategies and/or gaps are identified, attempts can be made to execute them in future academic programs, which can ultimately enhance hospitality management students’ job placement success. Academic programs can use this information to combat teaching issues that challenge the process of educating 21st-century millennial students.

Stop focusing on hospital careers, MP tells medical schools

To boost numbers of GPs in the UK medical schools should cease concentrating on hospital specialties as the favoured career option for medical students, an MP has said. Speaking at a meeting on the priorities for the NHS over the next parliament, Sarah …

Profile, perceptions and future expectations of medical laboratory scientists in Namibia.

Public healthcare systems in sub-Saharan Africa are challenged by healthcare worker shortages, loss of trained staff and attrition to the private sector. Studies have historically focused on medical doctors, nurses and pharmacists, with limited focus on medical laboratory scientists. This study addresses the professional perspectives and expectations of the first two classes of biomedical science students, who graduated from the Polytechnic of Namibia in 2012 and 2013. A questionnaire was developed to capture qualitative and quantitative data from fourth-year students completing their final semester. Data collected included: demographic information; students' experience; professional expectations; and perceptions about the future of biomedical science education in Namibia. Amongst the 42 of 45 enrolled students who completed the questionnaire, nearly two-thirds anticipated working in government hospitals (29%) or industry (35%), with fewer planning careers in private hospitals (12%) or academia (14%). Most expressed an interest in working abroad (64%) and/or in the capital (64%), with fewer interested in small urban areas (48%). Only 7% expressed interest in working in a rural area. Regarding their view of the future of biomedical science in Namibia, 38% responded that it was encouraging, whereas the rest responded that it was uncertain (52%), negative (2%) or unknown (7%). Members of the first graduating classes of Namibia's nascent Biomedical Science degree programme reported a perceived lack of opportunity for professional advancement in the field if they remained in Namibia. Continued thought needs to be given to develop sustainable strategies and opportunities to retain Namibian biomedical laboratory scientists in Namibia.

Characterization of Lung‐specific Angiogenesis

Although recent significant advances in stem cell research and bioengineering techniques have made great progress in utilizing biomaterials to regenerate simple tissues in the orthopedic and periodontal fields, attempts to regenerate the structures and functions of more complex organs such as lungs have not been very successful. This may be partly because the biological processes of organ regeneration have not been well explored. Angiogenesis, the formation of new blood vessels, in specific organ plays key roles in organ regeneration. Therefore, the goal of this project is to recapitulate the lung‐specific microenvironments and replicate angiogenesis in a specific organ in situ in order to regenerate lungs in mice. Although conventional in vivo angiogenesis assays, such as subcutaneous implantation of extracellular matrix‐rich hydrogels (e.g., Matrigel), are extensively utilized to explore the general mechanisms of angiogenesis, lung‐specific angiogenesis has not been well characterized because the methods for implantation of biomaterials on the mouse lung have not been well established. Here we have developed a unique method to implant fibrin gel on the lung surface of living mouse, allowing for the successful recapitulation of host lung‐derived angiogenesis inside the gel. We also found that tumor‐derived angiogenic factor induced angiogenesis in the lung using a similar implantation method. Thus, this approach enables researchers to explore the mechanisms by which the lung‐specific microenvironment controls angiogenesis and alveolar regeneration in both normal and pathological conditions. This project is supported by American Heart Association and Boston Children's Hospital Career Development Award.

Tourism and hospitality internships: influences on student career aspirations

Research shows that students will often change their career choices relating to the tourism and hospitality industries following work experiences. This qualitative study investigates how participation in one specific type of work experience, an internship, impacts on student participants' career choices and goals. While most respondents did indeed change their career aspirations following the internship, these changes reflected a shift within the industry rather than a shift against entering the industry. Many participants indicated they had switched their goals away from pursuing a career in hospitality in favour for developing a career in tourism, while the reverse was not apparent.

Core nursing practice and educational requirements according to nursing unit and clinical career in tertiary hospital

3) Purpose: The purpose of this study was to provide fundamental data to develop an educational program for the development of nurses' core competences, and to improve the curriculum in nursing education institutions. Met hods: This study, based on a descriptive survey, was conducted with 1,019 nurses working in a tertiary hospital in Seoul. Among 47 core nursing practice items, core nursing practices as perceived by the participants and relevant educational requirements were measured on a four-point scale. The collected data were analyzed using descriptive statistics for the mean and standard deviation, one way ANOVA, and Duncan test as post-hoc test. Results: Regarding the core nursing practice perceived as by the nurses, there were statistically significant differences in 43 out of 47 items according to nursing unit, and in 15 items according to clinical career. Regarding the educational requirements for core nursing practice, there were also statistically significant difference for the same items as perception differences according to nursing unit and clinical career. Conclusion: The results of this study suggest further study on the development of educational programs to advance the clinical expertise of nurses and for the development of curriculum reflecting the actual conditions and requirements in clinical nursing practice fields.

（独）労働者健康福祉機構入院病職歴データベースの若年性胆管癌症例における有機溶剤使用と臨床的特徴

【目的】オフセット印刷作業者の職業性胆管癌は，若年発症や肝内局在等，一般の胆管癌とは異なる特徴がある．しかし，職業歴を含めた臨床像の報告は少ないため，（独）労働者健康福祉機構の入院患者病職歴データベースから，職歴が明らかな胆管癌症例を抽出し，臨床的特徴を若年性と非若年性，有機溶剤使用の有無について検討した．【結果】若年性115例，非若年性2140例の胆管癌症例を得た．若年性は非若年性に比して肝内胆管癌が有意に多く（p＜0.01），生活習慣病保持率が有意に低く（p＜0.01），血清ALPは有意に低値であった．また，若年性の有機溶剤推定使用例では非使用例に比してALPは高値であった．有機溶剤推定使用の有無によって胆管癌の腫瘍占拠部位に偏りは認めなかった．【結語】労災病院病職歴データベースの胆管癌症例では，若年性は非若年性に比して肝内胆管癌が多い特徴が見られた．有機溶剤推定使用の有無では有意な臨床的特徴の差は認めなかった．

Book Review

Depending on the reader's perspective, this treasury of a book is aimed at multiple audiences or is intended as the type of reference that can be taken off the shelf and consulted at many points in an individual general practitioner's (GP's) career. Advice on what kinds of intercalated BSc medical students might consider is followed by consideration of different paths within the speciality, whether based on the type of employment (partner versus salaried versus locum) or the content of the job (e.g. what does being a GP with specialist interest involve?). In the chapter on international primary care, Pettigrew and Heath even offer international work as option for partnership sabbaticals and retirement projects. Hutt and Park have assembled a knowledgeable ‘Who's who’ of authors (including two RCGP presidents) to cover key elements of a developing general practice career, including chapters on academia, teaching and international primary care. In the foreword, Roger Neighbour claims that the book will help new doctors and students decide whether general practice is the right career and that it will provide those with teaching and mentoring roles ‘with a persuasive ally.’ Does the book deliver, and is there balance between the wisdom of the GP glitterati and street cred? Does this book capture enough of the essence of a career in general practice? Arguably, it does – and in a way that does not waste too many words! Roger Neighbour's forward begins an implicit thread that runs through this book, namely that of professional identity. He describes the controversial 1958 statement of Lord Moran, President of the Royal College of Physicians, who suggested that GPs should not be paid the same as hospital doctors because they had fallen off ‘the ladder’ of a hospital career. Neighbour goes to describe the subsequent movement by GPs: to prove that clinical generalism and clinical competence were not mutually exclusive, to clarify the defining characteristics of good general practice and to pioneer the UK's system of GP vocational training. Neighbour defines general practice as the open-ended and unconditional medical care of the uniquely individual patient and in the chapter on professional development Dicker echoes Neighbour's definition of good practice when he describes how GP trainees have to unlearn hospital-based history taking habits in favour of an ‘ethical conversation’. He defines this as what happens in a meeting between patient and doctor. It is devoid of judgementalism and attempts to place the patient's problem in the wider context of their life, using a systematic approach, and sharing an understanding of both the patient's and the doctor's perspective. Neighbour generously concedes, ‘… many good specialists try to remember that the patient is a complex and multidimensional individual. It's just that a true generalist can never forget it and wouldn't want to.’ Does this mean that GPs who concentrate on the biomedical aspects of practice are not ‘true’ generalists? The triumphalism of good general practice is sometimes challenged in the book by personal reflections on practice. Steve Iliffe, for example, states, ‘The claim by general practice to be biopsychosocial medicine is exaggerated. Most GPs know little about either the “psycho-” or the “socio-” parts of the job as this is squeezed out of the curriculum …’ and describes his own academic career as ‘… a belated attempt to catch up’. The manner in which such reflections can illustrate situations that are not ideal serves as a reality check for aspiring GPs – and just because senior colleagues might not value or be aware of ethical conversations and psychosocial aspects of practice does not mean that these aspects are not important or should be abandoned. In the chapter on academic general practice, Raymond argues that qualitative research can lead to a better understanding of health beliefs that affect patient health outcomes in diseases such as diabetes (a point of note even for the cynical among us). Raymond also rightly asserts, however, that primary care academia has more recently evolved to meet demands of chronic disease and acute disease management, which have moved from the hospital into community settings. Accordingly, there is major emphasis on quantitative approaches to research which can incorporate pharmaceutical research as well as public health, clinical trials and bio-bank research. This book is for aspiring GPs and for anyone who would like to attempt to understand what current practice involves for GPs. Foundation-year doctors, GP trainees and qualified GPs may find the constant references to opportunities for medical students annoying at times, unless they are one of those precocious medical students who refer back to their old well-thumbed copy in years to come!

Valoriser les nouveaux métiers infirmiers de l’accompagnement gérontologique

Brigitte Feuillebois began her twenty-year long nursing career in hospitals. She then went on to work with prisoners before moving into gerontology. Interested in the transfer of knowledge and experience, she now devotes her time to training nurse coordinators in the gerontological field.

Hospital career management systems and their effects on the psychological state and career attitudes of nurses

The purpose of this study is to examine the effects of organizational career management efforts on the emotional states and to investigate how such emotional states shape the employees’ career attitudes. By investigating the responses from 280 nurses, we tested our research model through the structural equation modeling-based analysis. The results confirmed the effects of job rotation and assessment among the elements of the career management system on emotional states. The effects of emotional states on career attitudes—career commitment, career withdrawal, and turnover intention—were also revealed from data analysis.

Introducing Evidence-Based Management into the Hospitality Curriculum: A Case Study

Evidence-based methods are standard ways to evaluate and use information in the healthcare field, are adapted for business as “evidence-based management” (EBM), but not commonly implemented in hospitality. This article describes a project introducing EBM in hospitality education. Background information on EBM, results of a survey of educators, students, and industry professionals to determine their views on skills and information needed for hospitality careers and familiarity with EBM, and the experience developing EBM-related curriculum materials are described. Results indicate that stakeholders’ views vary, little attention has been devoted to EBM in hospitality, and further exploration of EBM may be useful.