Increased Career Satisfaction Research Articles

Connecting the dots: How parent support shapes career readiness through psychological capital

Orientation: In the digital era, adolescence is a critical stage in individual career readiness.Research purpose: This study has numerous goals. Firstly, this study investigates the impact of parental support on individual career readiness. Secondly, this study examines the role of psychological capital as a mediator between parental support and individual career readiness. Thirdly, this study analyses the role of individual trait personality as a moderator between parental support and individual career readiness.Motivation for the study: This research can contribute to a better understanding of how parents can best support their children in preparing for successful careers. By understanding the role of psychological capital and personality traits, this research can help individuals develop a more holistic approach to career development. This can lead to increased career satisfaction and success.Research approach/design and method: This study used a quantitative approach to examine the career readiness of individuals (final year undergraduate students) before entering the job market (N = 418), which was processed using SPSS PROCESS.Main findings: This study shows parental support influences individual career readiness. Psychological capital fully mediated the relationship between parent support and individual career readiness. The influence of parental support on individual job readiness is moderated by extroverted personality and conscientiousness. Meanwhile, emotional stability does not moderate the influence of parental support on individual career readiness.Practical/managerial implications: Parental support can be a meaningful mechanism to enhance career readiness among adolescents through psychological support.Contribution/value-add: The use of social career cognitive theory (SCCT) and trait activation theory (TAT) to uncover the function of mediating and moderating variables is expanded in this study to examine career readiness. This study is important because it examines the role of parental support in nations where it is prevalent.

IMPROVING CAREER SATISFACTION THROUGH REDUCING WORK-FAMILY CONFLICT AMONG NURSES: CAREER CALLING AS MODERATOR

Career calling is essential in individual career development, especially for women, such as nurses, who are prone to potential work and family conflicts. They are faced with tough challenges in order to enjoy satisfaction in their careers. This study explores the role of career calling as a moderator in the relationship between work-family conflict and career satisfaction. This study focuses on 120 nurses as respondents spread across three cities and regencies in East Kalimantan. This number of samples was obtained with a purposive approach, five times the number of indicators. The results with SEM-PLS show that work-family conflict negatively affects career satisfaction, while career calling positively affects career satisfaction. Moderation effect testing shows that career calling significantly amplifies the effect of work-family conflict on career satisfaction. Managers in health agencies must minimize the work-family conflicts of their nurses and develop a sense of calling in a nursing career to increase career satisfaction. Implication of the result: The HR function needs to manage conflict between work and family wisely and evolve people to be more inclusive with their calling in the job.

Innovation is the key: identifying factors to increase career satisfaction and psychological well-being in millennial and generation Z sport employees

PurposeThe purpose of this study was to investigate how to generate innovative work behaviors among Millennial and Generation Z sport employees and its impact on their career satisfaction and psychological well-being.Design/methodology/approachThe authors used structural equation modeling to examine the relationships among predictors of job engagement, innovative work behaviors, career satisfaction and psychological well-being. The model was tested across managerial sport employees of Division I athletics departments (N = 224).FindingsThe highlights of the study include job engagement's positive relationship with innovative work behaviors and the positive influence of innovative work behavior on career satisfaction and psychological well-being.Originality/valueThese findings signify the importance of considering job engagement and innovative work behaviors to develop a positive work experience for Millennial and Generation Z sport employees. Doing so is thought to be a critical step in cultivating an organizational competitive advantage via younger generations of sport employees.

Career Satisfaction in Maximising Professionals of Indian IT Industry: Mediating Roles of Contrasting Responses Based on Counterfactual Reasoning

This study conceptualises career maximisation and its consequences in the Indian Information Technology (IT) workforce, a globally significant non-Western talent pool. It examined how maximising tendency in career decision-making (MT-CD) mediated career satisfaction through two contrasting responses based on counterfactual reasoning―career regret (dysfunctional) and career adaptability (functional). The study comprised of two parts. In Study 1, scales for MT-CD and career regret were developed and initially validated using a 172 respondents’ dataset. In Study 2, data from 434 respondents were analysed for psychometric evaluation and further validation of scales along with determining hypothesised relationships. Two dimensions of MT-CD were identified―‘state of internal career ambiguity’ and ‘striving for career excellence’. Both attributes produced career regret (an aggregated measure of ‘corporate regrets’, ‘career choice regrets’ and ‘developmental regrets’ dimensions), decreasing career satisfaction. Only ‘striving for career excellence’ led to career adaptability, which subsequently increased career satisfaction. Altogether, career regret competed with career adaptability, supressing its positive indirect effect on maximising ITPs’ career satisfaction. This study expands the current empirical research on career maximisation into non-Western contexts, adding unique knowledge to the Indian IT workforce’s vocational literature.

Effect of career choice motivation and major satisfaction of college students in the department of health on career identity

To identify basic data for systematic guidance and education to establish a firm career identity by identifying the relationship between major satisfaction and career identity for college students in health department. This study measured major satisfaction, career choice motivation, and career identity for college students in the Department of Health at J University, and conducted frequency, percentage, t-test, ANOVA and Scheffe post-test, and Pearson correlation analysis using the SPSS/WIN 18.0 program. As a result of analysing the correlation between the subject's career satisfaction and career identity, there was a negative correlation. As a result of analysing the correlation between the subject's career satisfaction and career choice motivation, there was a negative correlation. As a result of analysing the correlation between career identity and career choice motivation, there was a negative correlation, in the group who experienced clinical practice and improved grades, major satisfaction was high and career identity was low. Therefore, the need for educational support and programs to increase career satisfaction is required.

Increasing Career Satisfaction for Millennial Workers: The Mediating Role of Job Engagement

This research aims to analyze the mediating role of job engagement to increase career satisfaction for millennial workers. The ability of millennial workers to adapt a new situations is a very useful skill and must be considered by business people. This study also examined the role of digital mediated communication and spiritual work values as a determinant of job engagement. The method used was explanatory research with a quantitative approach. The respondents of this study comprised 150 lecturers aged 20 to 40 years old at Islamic Higher Education in Semarang. The respondents prioritized Islamic values with a minimum work period of 1 year. Data collection was carried out using a questionnaire via Google form. The sample used in this study were 150 lecturer respondents aged 20 until 40 years at Islamic Higher Education in Semarang who prioritized values with Islamic concepts with a minimum service period of 1 year. Data analysis used SmartPLStype 3.3. The results showed that digital mediated communication, spiritual work values, and job engagement have a positive and significant effect on career satisfaction. Meanwhile, digital mediated communication and spiritual work values have a positive significant indirect effect on career satisfaction through job engagement. It's mean, job engagement has the mediating role on career satisfaction.

Coaching for the pediatric anesthesiologist: Becoming our best selves.

Anesthesiologists must balance demanding clinical workloads with career development goals. Leadership, conflict management, and other skills can improve medical outcomes, reduce stress at work, and increase career satisfaction. However, Medicine in general and Anesthesiology in particular have not traditionally emphasized physician growth in these areas. Coaching utilizes concepts from psychology, adult learning, and adult development theory to support an individual in personal and professional growth through inquiry, reflection, and shared discovery. This manuscript reviews the history and evidence basis for coaching, differentiates coaching from traditional mentorship, and presents some constructs of coaching and working with a coach. An example of a successful pilot program to disseminate coaching skills and support leadership growth among anesthesiologists, the Women's Empowerment and Leadership Initiative within the Society for Pediatric Anesthesia, is described.

Linking Protean and Boundaryless Career Attitudes to Subjective Career Success: A Serial Mediation Model

This study examines the link between protean career and boundaryless career attitudes and subjective career success. We propose that employees with protean and boundaryless career attitudes are more likely to engage in job crafting behavior, ultimately leading to career commitment and career satisfaction. Data from 321 business professionals working in France revealed that protean and boundaryless career attitudes predict subjective career success in the form of career commitment and career satisfaction through job crafting. The data also revealed a serial mediation pathway whereby protean and boundaryless career attitudes positively predicted job crafting behavior, which lead to stronger career commitment and increased career satisfaction. These results highlight the importance of job crafting behavior as an important, yet unexplored work-related phenomenon with significant organizational implications.

Antecedents and consequences of anger among restaurant employees

This study sought to identify pertinent antecedents and consequences of anger in the foodservice industry. Further, this study investigated differences in the way that anger affected part-time and full-time employees across individual and organizational factors. Online survey questionnaires were distributed to panel participants who worked part- or full-time in the foodservice industry. Partial least square structural equation modeling (PLS-SEM) was applied to test the proposed research model. Multi-group analysis was applied to detect the potential differences between part- and full-time employees. The results of this study revealed that emotional stability and distributive justice negatively influenced anger and that anger then negatively influenced work-life balance. Across groups, it was found that distributive justice reduced part-time employee anger more effectively than it did the full-time employees and work-life balance positively increased career satisfaction more strongly for part-time than full-time employees. Results suggest that it is important for part-time employees to perceive distributive justice and work-life balance in order to mitigate anger and increase career satisfaction, more so than full-time employees. This study provides evidence for how anger, an inescapable, negative emotion, is influenced by individual and environmental factors, and how it influences employee behavior for part- and full-time employees. The study also builds on extant understanding of work-related stress by extending its application to the foodservice context.

SPREAD AND SUSTAINMENT OF QUALITY IMPROVEMENTS IN VA RURAL PRIMARY CARE CLINICS

The VA has invested in developing the skills of its primary care workforce through the longitudinal Geriatric Scholars Program. Now in its 11th year, the program has increased career satisfaction and job retention, standardized provider behaviors, improved clinical decision-making and reduced dispensing of potentially inappropriate medications. The program consists of: intensive coursework in geriatrics; workshop in quality improvement (QI); and initiation of a micro QI projects in the Scholar’s clinic. Electives enable learners to tailor the program to self-identified gaps in knowledge, skills and competencies. This presentation focuses on the sustainment and spread of these QI projects based on a recent survey of Scholars. Differences between rural and urban QI projects are compared. Commonality among rural QI projects is explored based on topic, team composition, and the types of efficiencies gained in clinical and/or organizational processes to improve care for older Veterans living in rural areas.

GRECCS AS A NETWORK TO ENHANCE THE VA PRIMARY CARE WORKFORCE

The VA Geriatric Scholars Program is a workforce development program to integrate geriatrics into primary care in all VA clinics. The program has increased career satisfaction among clinicians, improved quality of care for aging Veterans, changed provider prescribing behaviors and improved patient outcomes. The core curriculum is an intensive course in geriatrics, an intensive workshop in quality improvement (QI) and a micro QI project to demonstrate application of new knowledge to local needs of patients and clinic processes; this is a longitudinal program and alumni continue to develop skills over time through a series of elective activities that tailor learning to self-identified gaps in career development and training. The program is a collaboration among the Geriatric Research Education and Clinical Centers (GRECC), centers of excellence that have been leveraged to create a network of expertise and creativity to develop the core and elective educational activities. This symposium focuses on recent outcomes of three educational components that improve quality of care for older Veterans. The Palo Alto GRECC developed an intensive course in gerontological psychology to enhance the skills and competencies of psychologists leading to greater job effectiveness. The Bronx GRECC developed an interdisciplinary training program for all clinical and non-clinical staff in rural clinics, leading to improved recognition of functional and safety concerns among older veterans. The Tennessee Valley GRECC developed the core QI component and many of these micro-QI projects have been sustained, spread or recognized by VA as Promising Practices.

OVERVIEW: THE VA GERIATRIC SCHOLARS PROGRAM FOR PRIMARY CARE WORKFORCE DEVELOPMENT

The VA has invested in developing the skills of its primary care workforce through the longitudinal Geriatric Scholars Program. The program consists of core components --- intensive course in geriatrics, intensive workshop in quality improvement (QI) and initiation of a micro QI projects in the Scholar’s clinic; electives allow learners to tailor the program to self-identified gaps in knowledge, skills and competencies. The program has demonstrated direct impacts of continuing education through a workforce development process that enhances skills and competencies at a pace and selection that meets clinicians’ self-identified gaps in training. Now in its 11th year, the program has been shown to increase career satisfaction and job retention, standardize provider behaviors, improve clinical decision-making and reduce dispensing of potentially inappropriate medications. This symposium further explores the impact of the program on individual clinicians and on clinical teams.

1. ASSESSMENT OF WELLBEING AND PHYSICAL ACTIVITY AMONG RESIDENTS

Background Burnout is common among residents, occurring in 40-75% of trainees across multiple disciplines. Studies demonstrate that regular physical activity correlates with improved sense of well-being, increased empathy, decreased burnout and increased career satisfaction. Evidence suggest that the level of physical activity of physicians can be correlated directly with physician counselling patterns. Methods This prospective observational study was conducted at Monmouth Medical Center and included categorical residents from the following residency programs: Dentistry, Internal Medicine, Obstetrics and Gynecology, Orthopedic Surgery, Pediatrics, Radiology and Surgery. Residents completed pre-participation questionnaire and PWBI questionnaire. All residents were provided a wearable physical activity tracker. The data were collected over the 3 months period. Results 83 residents participated in the study: 6 from Dentistry, 27 from Internal Medicine, 14 from Obstetrics and Gynecology, 8 from Orthopedic Surgery, 15 from Pediatrics, 4 from Radiology, and 9 from Surgery. Results of pre-participation questionnaire showed that 96% of residents believed that physical activity improves wellness, 77% counsel patients on physical activity, and 59% counsel patients on intensity of physical activity. 28% participants were identified as having risk of burnout using PWBI. Total of 45 residents (54%) uploaded their activity data during the study period. The average amount of steps by month per resident is presented on Figure. Step counts of residents in Internal Medicine, Pediatrics, Orthopedics, & Obstetrics and Gynecology were similar, and averaged 5817 steps/day. The average amount of steps by residents in Radiology was 7345 steps/day and in Surgery was 7937 steps/day. However, it did not reach statistical significance in comparison with other specialties. There was weak negative correlation between PWBI and physical activity (r =-0.03) Conclusion Residents among multiple specialties in this study are not achieving CDC recommendations regarding physical activity level. More than a quarter of residents were identified as having risk of burnout using PWBI. Additional interventions designed to improve residents' physical activity and wellbeing should be encouraged

Role of Career Satisfaction in Basic Psychological Needs Satisfaction and Career Commitment of Nurses in Nigeria: A Self-Determination Theory Perspective.

The purpose of this study was to test how basic psychological needs satisfaction contributes to career commitment through career satisfaction among nurses. There is an increasing rate of turnover among nurses and a general shortage of nurses in many countries. This has made it necessary for researchers to focus on the career satisfaction of nurses and their commitment to their careers. A cross-sectional design was employed in a survey of 233 nurses in public hospitals in southeastern Nigeria. Participants responded to self-report measures of career commitment, career satisfaction, and work-related basic needs satisfaction. In the regression-based path analysis, basic psychological needs satisfaction was positively related to career satisfaction (p < .001) and career commitment (p < .001) of nurses. Career satisfaction was positively related to career commitment (p < .05). Career satisfaction mediated the relationship between basic psychological needs satisfaction and career commitment (95% confidence interval [.009, .068]). The results show that basic psychological needs are relevant for employee commitment, giving support to the self-determination theory. Career satisfaction provides further explanations for the relationship between psychological needs satisfaction and career commitment, although there could be reverse causal links. The results advance knowledge on how satisfaction of basic psychological needs can increase career satisfaction and foster more career commitment. Designing work environments that help employees to fulfil their basic psychological needs is important in the retention of nurses.

Work Family Conflict and Career Satisfaction in Banking Sector of Nepal

While a wealth of research has examined how work family conflict (WFC) affects negative work outcomes, there is limited research investigating the relationship of WFC with positive work outcomes. Using a sample of 381 Nepali banking professionals, this study examined the relationships of WFC with career satisfaction and social support. Study also explored how the socio demographic variables affected WFC, career satisfaction, and social support. Analyses indicated no statistically significant relationships of WFC with career satisfaction. Results also indicated association of social support from both work and family with increased career satisfaction. However, social support did not emerge as a significant moderator in the relationship between WFC and career satisfaction. In case of socio-demographic variables, only organizational grouping stood out as significant difference in the level of WFC experience among banking employees. This study has various theoretical and practical implications that are presented along with further research issues.

P165: A Non-hierarchical mentorship model for professional development

Introduction: Mentorship is an essential component of professional development and benefits include increased career satisfaction, scholarship, and efficiency of academic promotion. The Mastermind group, a collaborative, network-based model for mentorship has gained popularity in the business world. It comprises of a group of colleagues that provide mentorship and career advice for each other through regularly scheduled meetings. The group benefits from the combined intelligence and accumulated experience of the participants, who may be at different career stages. Methods: Academic Life in Emergency Medicine (ALiEM; www.aliem.com), a digital health professions education organization, conducted two Mastermind groups for 14 team members in 2017. The groups included all levels of academic rank from full professor to instructors, and represented 14 different medical schools in North America. Each Mastermind group completed a self-assessment summarizing their professional strengths and weaknesses, two homework assignments, and two 90-minute videoconference meetings, using a structured, moderator-facilitated format. Meetings were conducted on Google Hangouts on Air© (Google Inc.). In the initial group meeting, participants discussed their self-assessments, current projects, and career challenges. The second meeting allowed discussion of suggested professional development resources for each participant, actionable next steps, and an accountability timeline for each participant. The free, cloud-based platforms and voluntary basis for the Mastermind groups resulted in a zero-cost innovation. Results: In a post-intervention survey, the 14 participants rated the experience as 9.4/10 (response rate 100%) using a Likert scale. In a quasi-experimental analysis participants cited the need for career advice or assistance with a project as their reason for participating. Participants received specific resource recommendations during the sessions, including books, training courses, or conferences. Contacts outside the group for additional mentorship were made possible given the breadth of networks among the participants. All participants had at least one identifiable next step with accountability to the group. Overall, the participants described a synergy of energy, commitment to one anothers longitudinal success, and benefit from the diverse range of talent and expertise in the group. Many of the members discussed plans to replicate this mentorship model at their own institutions. Conclusion: Our experiences suggest that the Mastermind conceptual framework is an easily replicated, feasible, zero-cost, and effective model for professional development. Though the model was originally proposed as a method for in-person discussions, we report a more modern, online experience for professional development in our diverse, globally-distributed team.

Mentorship in Orthopedics: A National Survey of Orthopedic Surgery Residents

Mentorship is an important component of graduate medical education. It has been associated with numerous benefits including personal development, increased career satisfaction, and reduced stress and burnout. The purpose of this study was to assess orthopedic resident attitudes regarding mentorship and to determine if there were sociodemographic differences. A total of 243 orthopedic surgery residents completed this 25-item mixed response questionnaire. Nearly two-thirds of residents conveyed that their training program either had a formal or informal mentorship program, and 95.8% of residents indicated that they believed mentorship played an important role with respect to their development as an orthopedic resident. Minorities were more likely to have a mentor that was obtained while they were in medical school, less likely to have multiple mentors, and more likely to be dissatisfied with the quality of mentorship in residency. Females were more likely to pursue a mentor on their own. Overall, 31% of orthopedic residents were classified as experiencing burnout. There was no difference in the prevalence of mentorship in respondents experiencing burnout, but they were more likely to be unsatisfied with the quality of mentorship in residency. Finally, only two-thirds of residency programs have mentorship programs despite the fact that the vast majority of orthopedic residents believe that the mentorship plays an important role in their development as surgeons. Given these findings, future work should focus on identifying and addressing race and sex-based mentorship disparities while simultaneously working to improve access to mentorship for all residents.

Ambition at work and career satisfaction

PurposeThe purpose of this paper is to examine the moderating role of pay in the relationship between employee ambition and taking charge behavior, and its subsequent effects on employee career satisfaction.Design/methodology/approachA two-wave quantitative investigation was conducted among alumni of a large public university in the Netherlands.FindingsThe results show that taking charge behavior mediates the positive relationship between employee ambition and career satisfaction. They also show that pay positively moderates this mediation, such that the relationship between employee ambition and taking charge behavior is stronger when ambitious employees receive an increase in pay, leading to increased career satisfaction. Conversely, a decrease in pay does not moderate ambitious employees’ taking charge behavior and the impact on their career satisfaction.Research limitations/implicationsThe study draws on self-report data collected in one country: the Netherlands.Practical implicationsThe study highlights the importance of pay for higher job involvement, demonstrating its impact on taking charge behavior among employees with higher levels of ambition.Originality/valueThis is the first empirical study to examine the impact of pay on employees’ taking charge behavior and the subsequent implications for career satisfaction.

Beyond Traditional Scientific Training: The Importance of Community and Empowerment for Women in Ecology and Evolutionary Biology

While the biological sciences have achieved gender parity in the undergraduate and graduate career stages, this is not the case at the faculty level. The WEBS (Women Evolving the Biological Sciences) symposia go beyond traditional scientific training and professional development to address factors critical to women’s persistence in faculty careers: community and empowerment. Through a series of panel discussions, personal reflections and skills workshops, WEBS creates a community-based professional development experience and a space for participants to grapple with central issues affecting their scientific careers. Longitudinal qualitative survey data suggest that WEBS bolsters the participants’ confidence and empowerment, in addition to providing concrete skills for addressing a range of issues necessary to navigating scientific careers, leading to increased career satisfaction and career self-efficacy (i.e., the belief in one’s capacity to pursue their chosen career). These results highlight the importance and need for programs and opportunities for women in STEM that go beyond training in scientific skills and traditional professional development to include those that create a sense of community and empowerment.

A survey of mentorship among Canadian anesthesiology residents.

Mentorship in medicine is associated with increased career satisfaction and personal development. Despite these benefits, little is known about mentorship in anesthesiology training programs. Our objectives were to determine (1) the prevalence of formal mentorship programs among anesthesiology training programs in Canada, (2) the prevalence of informal and formal mentorship among anesthesiology residents in Canada, and (3) the predictors of having an identified mentor among anesthesiology residents in Canada. We conducted a cross-sectional web-based survey of residents and program directors from Canadian anesthesiology residency programs. Program directors were questioned about formal mentorship programs, and residents were asked to provide demographic data and information about their mentorship relationships. We analyzed the relationship between resident characteristics and mentorship. Our survey response rates were 76% and 39% for the Program Director Survey and the Resident Survey, respectively. Formal mentorship programs were present in 54% of residency training programs, and 94% of residents agreed that mentorship was important. Seventy-four percent of residents identified at least one mentor, although 42% of these residents did not interact regularly with their mentor. Mentors and mentees were more likely to be of the same gender. If a formal mentorship program was present, residents were more likely to identify a mentor (82 vs 17%) and interact regularly with their mentor (70 vs 46%). Formal mentorship programs were present in half of anesthesiology training programs. Although 74% of the residents identified a mentor, 42% did not interact regularly with their mentor. The presence of a formal mentorship program was positively associated with mentorship.