Lack Of Career Progression Research Articles

Migrant healthcare assistants’ decision to work in long-term care

In high-income countries, population ageing has a significant impact on the labour force and care demands. As a result, the tendency is to rely on migrant workers to meet workforce and care demands. Drawing on insights from Bronfenbrenner’s ecological systems theory, this study focused on unskilled migrant healthcare assistants in Norway’s long-term care. The objectives were to explore factors influencing the decision of unskilled migrant healthcare assistants to work in elderly care, sources of knowledge about work in elderly care, and challenges encountered in elderly care work. The key research questions were as follows: a) What factors influence the decision of migrant healthcare assistants to work in elderly care? b) What are the sources of knowledge/information about work in elderly care for migrant healthcare assistants? c) What are some of the challenges of working in elderly care for migrant healthcare assistants? Qualitative research and purposive sampling were used to recruit 20 participants: 13 unskilled migrant healthcare assistants and seven managers of long-term care facilities in South-Eastern and Northern Norway. Data were collected using in-depth individual interviews, focus group discussions and participant observation, and thematically analysed. Findings indicated that factors influencing unskilled migrant healthcare assistants' decision to work in the elderly care sector included cultural norms and values of caring for older people, nonrecognition of overseas qualifications and economic considerations. State-organized language learning programmes, Norwegian Labour and Welfare Administration (NAV) offices, as well as migrant family and community networks, provided crucial information about work in elderly care. Challenges regarding lack of career progression, temporary working contracts, low status and poor wages emerged. In conclusion, meaningful employment outcome through better opportunities for career progression are essential for unskilled migrant healthcare assistants’ well-being and care for older people. It would be useful for long-term care policymakers and stakeholders to address the challenges faced by its aged care workforce.

‘More to prove and more to lose’: race, racism and precarious employment in higher education

Precarious employment is considered a social determinant impacting the health of workers, families and communities. The Academy is known to utilise non-standard employment contracts, coming under widespread criticism from its social partners for exploitative practices. Whilst there is much research suggesting certain groups (e.g. early career researchers, women) are disproportionately affected, less is known about the impact of precarious employment on staff of colour. Utilising a critical race theory framework, the current study attempts to close this knowledge gap by exploring the experiences of staff of colour. Eighteen participants across 10 universities engaged in focus groups, revealing three key themes: systemic racism, job insecurity and lack of career progression. Whilst results supported existing research, limitations of the current study are discussed. Recommendations for future practice include a call for legislators and policymakers to create clearer definitions and to better standardise rights and benefits across standard and non-standard employment practices.

Listening to Neurodiverse Voices in the Workplace

Neurodivergent individuals face many challenges in the workplace, job application process, recruitment process and in the work environment. This qualitative study aimed to gain insight into the experiences of neurodivergent individuals and some of the barriers faced in these domains at work. Twenty-one neurodivergent individuals took part in semi-structured interviews. Interpretative phenomenological analysis was used to give voice to interviewees first-person lived experience. Six superordinate themes were highlighted in this study: ‘External Perceptions of Neurodiversity’, ‘Identity Degradation”, ‘Self-Identity’, ‘Organisational Obstacles’, ‘Neurodiversity Empowerment’, and ‘Language Regarding Neurodiversity’. This study found that neurodivergent individuals are impacted by the inaccurate stereotypes and assumptions from others at work, leading to a wide spectrum of issues such as the fear of disclosure, lack of career progression and negative emotions which can contribute towards poor mental health. Both, neurodivergent individuals and their organisations, need education to facilitate conversations, workplace accommodations and improve employees' experiences at work. Additionally, there is a need for more flexibility in the workplace and less standardisation in the work environment to facilitate productivity and satisfaction. These findings can be used to facilitate greater understanding of Neurodiversity at work and build on foundational literature regarding the best workplace practices to empower neurodiverse talent. This research may be used as a starting point for the development of evidence-based organisational wide interventions which can seek to mitigate some of these perceived barriers and make the workplace more accessible to neurodivergent individuals. We sing with neurodiverse talent: let us teach employers to sing with us.

Work Related Stress and its Causes among Selected Built Environment Academics in Nigerian Tertiary Institutions

Work related stress has negative effect on productivity and satisfaction among workers in various field. An important barrier to understanding how work-related stress affects individual academics in the built environment is scarcity of empirical studies in the area. As a result, this study aims at examining the main causes of stress and the level of risks associated with the stress among academics in the built environment. Questionnaires were administered to academics in the built environment faculties, schools and institutes offering courses such as Architecture, Building, Estate Management, Quantity surveying, Surveying and Geoinformatics and Urban and Regional Planning in the South West and North Central geopolitical zones of Nigeria. A systematic sampling technique was adopted to administer the questionnaire to respondents. The results show that work related stress among built environment academics is high (>60% on work related stress grading scale) and causes were classified into organizational factors, job demand and job role. The most important risk factors were also identified as problem with office accommodation inadequate temperature control, lack of privacy (physical factors), poor communication, lack of career progression and job insecurity (organizational and job role factors). Due to the high level of work-related stress among academics in the built environment, their performance in discharging duties in terms of research and teaching have been affected. Management of higher institutions should provide incentives and enabling environment to individual lecturer to address those factors identified in other to improve their overall performance.

Comparison of barriers faced by women in the Australian and Indian construction industry

ABSTRACT
 Today’s construction industry has extreme gender stratification that is still traditional in the employment of women. Even though the participation of women in the construction industry has grown, women are still considered as a minority in this field. The industry is considered as male-dominated with low participation of women. The aim of this study is to compare the challenges faced by women construction workers in two different countries: Australia and India. In this context, the study also investigated the level of participation of women in the construction industry and the common challenges faced by women that hinder their participation around the globe. The significant barriers that are faced by women construction workers around the globe are the male-dominated nature and masculine culture of the industry, work-family balance, lack of career progression, longer working hours and the complex workplace culture. When comparing the barriers faced by women in the Indian and Australian construction industry, some of them similar, whereas some are different. The barriers faced by women in Australia are gender stereotyping, lack of awareness, the rigidity of work roles, flexibility issues and changing the family structure. On the other hand, In India, women face barriers such as unequal wages, caste, cultural and religion restrictions, poor sanitary facilities, seasonal work irregularity and health hazards. The research proves that there are many barriers that counteract the participation of women in the industry and thus recommends some measures to improve their involvement.
 Keywords—Women, Construction industry, Challenges or barriers or problems, Indian and Australian construction industry, Gender discrimination

Rationalizing the postfeminist paradox: The case of UK women veterinary professionals

AbstractThis article critically evaluates how highly qualified women veterinary surgeons make sense of their constrained professional career progression in a context of postfeminism. Postfeminism posits that agentic individualism, combined with professional accreditation, generates a meritocratic pathway for career attainment. A dilemma emerges in the form of a postfeminist paradox however, as this rhetoric of opportunity is not translated into a reality of achievement. To make sense of this dilemma, women can either assume blame for their lack of career progression or accept the presence of discriminatory bias, contrary to postfeminist assumptions of individual opportunities premised upon agency. To illustrate these arguments, we explore how these professional women rationalize their constrained career progression and in the process, illustrate the impact of postfeminism upon the psychic lives of individual women.

Nursing in Portugal in the National Health Service at 40.

We describe the development of nursing in Portugal since the creation of the National Health Service (SNS) in 1979, focusing on staff numbers, education, work conditions, career, and professional organization. We used the literature on the evolution of the Portuguese health sector and statistical data from the Nursing Council and the SNS. The number of nurses grew by 233% in the last 40 years, but the nurse/physician ratio only increased from 1.15 to 1.4. Most work in hospitals, despite repeated political commitments to expand primary health care. In the SNS, 55% are public servants, and the others are employed through private law contracts. The basic nursing course is currently offered in 20 public and 16 private institutions. In 2019, the career structure was revised and now comprises three categories: nurse, specialist nurse, nurse manager. Nurses remain moderately satisfied despite complaints about working conditions, remuneration, and lack of career progress. Nurses' role barely changed over the years, and the Medical Association is resisting to its expansion.

Interventions to promote gender equality in the mining sector of South Africa

This research study explored workplace challenges that women in the South African mining sector still face despite progressive gender sensitive regulations. The purpose of the research was to come up with evidence-based recommendations on how to promote sustainable gender equality in South Africa’s mining sector. A survey approach was used for the research, with a total of 2 365 women working in the mining sector being interviewed. The main challenge faced by the women was lack of career progress followed by discrimination in decision making and in remuneration. Women attributed these challenges to their immediate supervisors and company policies. A key lesson from the research was that legislation can be a useful tool in mitigating workplace challenges for women and reducing gender inequality in the mining sector but it is not a sufficient intervention. The study recommends that deliberate steps should be taken to facilitate and impart skills to women that they need to progress up the employment level hierarchy. This should be done while at the same time opening up opportunities of higher responsibilities for women to hold.

Valuing Enrolled Nurses – A study to better understand the investment education and training have on the retention of Enrolled Nurses

BackgroundDespite the investment in education and training, a Health Service in Australia continues to experience a shortage of enrolled nurses. AimThe aim of this study was to understand the investment education and training have on the retention of enrolled nurses in the Health Service. MethodsAn explanatory sequential mixed methods design was used. The study was divided into three phases: 1. Separate surveys to enrolled nurses and stakeholders (nursing managers and educators); 2. Focus groups for enrolled nurses and stakeholders; 3. Analysis of recruitment and retention data from the graduating Diploma of Nursing cohorts. ResultsPhase 1 and 2 identified that enrolled nurses participated in education and training for self-satisfaction and personal interest. A professional development pathway was identified as something that would retain enrolled nurses. Inconsistent standards and confusion in their scope of practice, together with a lack of respect for the enrolled nurse, contributed to them leaving. Phase 3 identified poor recruitment processes for the graduating Diploma of Nursing cohorts negatively impacted on their retention. DiscussionRetention of enrolled nurses was influenced by inconsistent standards of practice, confusion in their scope of practice, and a lack of career progression. Phase 3 demonstrated that changes made to the recruitment process resulted in improved retention. ConclusionLimited opportunities for professional development, confusion in their scope of practice and feelings of being undervalued influenced the retention of enrolled nurses. The results also indicated a well-structured recruitment program favourably impacted on retention.

Indian doctors in the UK: a historical viewpoint

ABSTRACTThe National Health Service in the UK has always had a large number of doctors from the Indian subcontinent partly due to historical reasons and partly for training purposes. Inevitably there has been an ebb and flow of people choosing to come to the UK for training and work. As a result of colonial influences on both traditional and allopathic medicine there has been a complex relationship between healthcare systems and practitioners in these settings. Indian doctors often ended doing unpopular specialities and in less popular places which sometimes contributed to a lack of career progression. In this paper a historical account is provided and certain issues are raised. The political and economic contexts cannot be ignored while understanding the functioning and contribution of Indian doctors. Racism experienced by doctors from overseas cannot be ignored.

Causes of Attrition in Software Industry – An Empirical Study

Recently highest employee mobility in India posed some challenges to the organizations to develop the strategies. Software industry is one among the top high employee turnover ratio. This study is aimed to know why employees in software are most ambitious to move to another organization. Questionnaire was administered to 100 employees of the software organizations. It is found that, unfair pay level and increments; lack of freedom to do experimentation; and lack of career progression are the key factors for people to leave the organization and least impact factors are family circumstances/personal health and lack of co-operation.

What do postdocs need to succeed? A survey of current standing and future directions for Australian researchers

AbstractWhen discussing the postdoctoral period in a researcher’s life, a lack of career progression often boils down to “is it you, or is it me?” Is it a reduction in the quality of candidates, or the fact that there are now too many candidates for a rapidly shrinking pool of jobs? Australia provides an ideal case study, as a large and decentralized country with a government mandate to build the STEMM (Science, Technology, Engineering, Mathematics and Medicine) workforce. The goal of the present study was 1) to provide a baseline for postdoctoral experiences and career aspirations in Australia, and 2) to identify gaps in postdoctoral training. When undertaking a capacity building programme it is important to know where efforts should be focused. To better understand the demographic and career progression of Australia’s current cohort of postdoctoral researchers, a national survey was undertaken from 2014–2015. More than 280 postdoctoral researchers from government, industry and academic institutions responded. Our results indicate that although postdoctoral researchers work more than the legal maximum of a 38-hour a week (on average) and have a long-term plan to stay in research, there is significant concern over the long-term viability of research careers due to job insecurity and a shortage of funding.

Focus: Power from the people: why trade union decline should concern us all

INTERNATIONAL union rights Page 6 Volume 22 Issue 2 2015 The dismantling of trade union power and influence has been a plannedfor outcome of sustained implementation of neo-liberal policy agendas since 1979 The latest collection of essays4 from the Resolution Foundation focuses on this very issue, albeit with attention to the plight of young workers (and their relative absence from trade union membership) a large proportion of whom increasingly find themselves locked out of the UK economy on the ‘low road’ of poorly paid insecure work and lack of career progression. Power The dismantling of trade union power and influence has been a planned-for outcome of sustained implementation of neo-liberal policy agendas from the first Thatcher government of 1979, through the New Labour era, under the Coalition government, and these policies will be continued under the newly elected Tory government. This loss of influence has though had wider implications other than in the arena of pay and reward. As the IMF report suggests, the resulting economic inequality ‘could also hurt society by allowing top earners to manipulate the economic and political system’. This arguable manipulation is seen, for example, in the joint report of the House of Commons Scottish Affairs and Business, Innovation and Skills committees, into the collapse of logistics firm Parcel Link on Christmas Day 20145 . The firm maintained trading during the run-up to Christmas knowing of impending liquidation and that it was unlikely to be able to afford the minimum period of consultation prior to redundancy let alone notice of contract termination . Due to the complicated way in which City Link was purchased by private equity firm Better Capital it is the taxpayer left with the redundancy bill, and thousands of self-employed drivers are unlikely to see outstanding fees paid. Complicit in this manipulation, and using the mantra of ‘the fight against red tape’, was the Coalition government who in 2013 introduced fees to pursue a claim through the Employment Tribunal Service (ETA) for a case like that arising from City Link. To compound the situation of workers like those at City Link, in the year prior to the introduction of fees the Coalition reduced the period during which employers had to consult with unions over mass redundancies. It should be a profound concern that a firm like Better Capital can behave with such arrogant disregard to the welfare of its employed and selfemployed staff and face no judicial or governmental penalty as a result. Dependency The Conservative Party and parts of the UK media would have us believe that Britain suffers from a ‘dependency culture’ particularly in the W ho benefits from trade union decline, and what lessons can we draw from this analysis about the state of the political economy in the United Kingdom (UK)? Power from the people1 by established International Monetary Fund (IMF) economists, Florence Jaumotte and Carolina Osorio Buitron, provides an intelligent, robust analysis of the correlation between the reducing size and influence of trade unions as an institution of labour markets in advanced economies, the increasing wealth of the top 10 percent in these economies, and the shrinking value of wages for low and middleincome earners. Much of this analysis can be garnered elsewhere . For example the UK’s Office for National Statistics (ONS) has charted the steep, persistent decline of the value of wages in marked contrast to increasing productivity and overall profitability of private sector business2 . What is of allied concern though, is what structural factors are at play that catalyse trade union decline, precipitate the increasing precarity of UK workers and have resulted in a profound imbalance in the status of the average UK worker relative to that of corporate power and influence. Pay Some economists argue that strong trade unions disrupt ‘market clearing’ influences which normalise and stabilise wages in free market economies. Jaumotte and Buitron unravel this well-worn trope, dismantling also the free market assumption that trade unions are a causal factor of high unemployment. ‘The empirical support for this hypothesis is not very strong, at least within the range of institutional arrangements observed in advanced economies .For instance, in an Organisation for Economic Co-operation and Development (OECD) review...

Lack of career progression and job cuts behind exodus of senior nurses.

Exclusive: The health service is haemorrhaging skilled staffas thousands of nurses leave the NHS every year for jobs overseas. Kat Keogh reports

Career Choices in Information and Communication Technology among South Western Nigerian Women

This study is designed to discover the key factors for the under-representation and lack of career progression or otherwise of women in the ICT field, specifically in South Western Nigeria. Questionnaires were administered to women (i.e., students, lecturers and other staff) studying or working in selected higher institutions. The results show that 90% of the women studied are self-motivated in their choice of the ICT career with very little external incentivizing or encouragement supporting their choice, besides the lure of high compensation and prestige associated with skilled ICT work. The slight influence on the career choice of women to pursue ICT derives from everyday use of computers and career information provided by role models and mentors, which are atypical, while, those women who did not choose a career in ICT did so because of their perception of the overabundance of required programming skills. Other barriers include environmental working conditions, infrastructure and electricity in the work area needed to support ICT related work. Although, many of the career women believe that they are competitive with their male counterparts in ICT; the fact remains in South Western Nigeria that only a few women are senior associates at organizations in the ICT field. Recommendations are offered to decrease this disparity and address enabling conditions for change.

Should patients be cared for in a culturally standard way?

Ami David (Letters February 19) makes some interesting points about lack of career progression among black and minority ethnic (BME) nurses that raise many questions and need further, in-depth exploration.

Health services reform in Bangladesh: hearing the views of health workers and their professional bodies

BackgroundIn Bangladesh, widespread dissatisfaction with government health services did not improve during the Health and Population Sector Programme (HPSP) reforms from 1998-2003. A 2003 national household survey documented public and health service users' views and experience. Attitudes and behaviour of health workers are central to quality of health services. To investigate whether the views of health workers influenced the reforms, we surveyed local health workers and held evidence-based discussions with local service managers and professional bodies.MethodsSome 1866 government health workers in facilities serving the household survey clusters completed a questionnaire about their views, experience, and problems as workers. Field teams discussed the findings from the household and health workers' surveys with local health service managers in five upazilas (administrative sub-districts) and with the Bangladesh Medical Association (BMA) and Bangladesh Nurses Association (BNA).ResultsNearly one half of the health workers (45%) reported difficulties fulfilling their duties, especially doctors, women, and younger workers. They cited inadequate supplies and infrastructure, bad behaviour of patients, and administrative problems. Many, especially doctors (74%), considered they were badly treated as employees. Nearly all said lack of medicines in government facilities was due to inadequate supply, not improved during the HPSP. Two thirds of doctors and nurses complained of bad behaviour of patients. A quarter of respondents thought quality of service had improved as a result of the HPSP.Local service managers and the BMA and BNA accepted patients had negative views and experiences, blaming inadequate resources, high patient loads, and patients' unrealistic expectations. They said doctors and nurses were demotivated by poor working conditions, unfair treatment, and lack of career progression; private and unqualified practitioners sought to please patients instead of giving medically appropriate care. The BMA considered it would be dangerous to attempt to train and register unqualified practitioners.ConclusionsThe continuing dissatisfaction of health workers may have undermined the effectiveness of the HPSP. Presenting the views of the public and service users to health managers helped to focus discussions about quality of services. It is important to involve health workers in health services reforms.

Women's ICT career choices: four cross‐cultural case studies

PurposeThe purpose of this paper is to consider the under‐representation of women in computing, information technology (IT) and information systems in most Western countries. This under‐representation can only be detrimental to society.Design/methodology/approachThe authors discuss recently published studies on the under‐representation of women in this field, and the lack of career progression for women, particularly in positions of senior responsibility. The results of a survey conducted in the UK, Greece, Malaysia and China are presented, and similarities as well as differences are identified. Malaysia and China are included as the under‐representation is much less in the Asian countries.FindingsThe authors identify the main reasons for the under‐representation and lack of career progression, and study the effect of national culture on the formation of strategy and of practice in the four countries.Research limitations/implicationsThe survey respondents are mainly female students studying computing/IT at degree level. In the next phase of the research, the survey will include both male and female students, lecturers and employees within the IT sector. The research will be extended into a longitudinal study, in order to monitor trends.Originality/valueThe UK Government is currently undertaking a number of initiatives to improve the representation of women in information and communication technologies. For those initiatives to be successful, the cultural issues identified in the paper need to be considered.

Job dissatisfaction among retail employees: a study of three leading UK retailers

Despite the general awareness that working in retailing is unattractive to many workers, relatively little is known about which aspects of retailing are actually disliked, or how that varies across groups within the workforce, employers, or types of store. Initial analyses from an extensive survey of UK retail employees show that statistically significant variations exist in terms of dislike of retail employment and particular aspects of that employment. Exploratory factor analysis shows that while a general dimension of discontent is identifiable, there are also specific concerns, such as among more senior staff who are particularly concerned about long hours, and younger employees frustrated at a perceived lack of career progression. However, there is also a dimension of relative contentment with work circumstances among large numbers of female part-time workers and older staff.

The progress of female police officers?

PurposeThe purpose of this paper is to establish empirically whether there is any foundation in the premise that female officers' lesser tenure and/or lower levels of commitment than men explain their lack of career progress. Although the number of women in UK police forces has grown rapidly, it appears that they continue to be under‐represented in senior ranks.Design/methodology/approachUsing whole population surveys of two county police forces in the UK the paper compares the promotion of men and women police officers controlling for tenure. The paper then compares the organisational commitment of male and female officers and analyses whether female officers experience managerial and organisational influences that undermine their organisational commitment compared to men.FindingsThe findings refute some of the widespread beliefs about reasons for female officers' lack of progress in their policing careers since the analysis indicates that gender differences in length of tenure and organisational commitment can be discounted as possible explanations for lack of advancement in these two police forces. Overall, the results clearly show that female officers are just as committed as male officers and thus cannot be justified as a reason for lack of career progression.Research limitations/implicationsIt is accepted that survey methods such as ours do not capture the entirety of employee feelings and responses since they tend to homogenise male and female working experiences. However, survey methods do have the advantage that it is possible to generalise from the results and thus these two studies allow us to suggest that our findings can be viewed as providing insights to other UK police forces.Practical implicationsThe relatively low levels of organisational commitment found should be a cause for concern for senior managers in the Police. The key importance that management has in influencing organisational commitment has been shown by our findings and this indicates the importance of the current Police Leadership Development Board's agenda to improve workforce management skills to encourage transformational leadership styles.Originality/valueThe paper make an original contribution by refuting widely held assumptions about the reasons for under‐representation of female officers in senior ranks. It also contributes to the sparse literature that examines organisational commitment in the police and its antecedents.