Levels Of Career Satisfaction Research Articles

Self-initiated expatriates' cultural intelligence, embeddedness and career satisfaction: a whole-life perspective

PurposeDrawing on the whole-life perspective of career development and the conservation of resources theory, the authors consider whether self-initiated expatriates' (SIEs’) cultural intelligence (CQ) is a general, cross-domain resource that helps SIEs gain resources in the work and nonwork domains. The authors contend that CQ will be associated with greater levels of organizational and community embeddedness, which in turn will facilitate their career satisfaction. The authors also propose the role of perceived host country community diversity climate as an environmental condition that, when low, strengthens the relationships between CQ and organizational and community embeddedness.Design/methodology/approachThe authors examine the study hypotheses based on two distinct samples of SIEs (Sample 1: 169 Asian SIE professionals; Study 2: 147 SIE academics).FindingsSIEs' CQ positively relates to their organizational and community embeddedness, which in turn is associated with greater levels of career satisfaction. The authors also find that SIEs with high CQ are more likely to experience community embeddedness and career satisfaction when they perceive that the host country community diversity climate is low.Originality/valueFirst, this study goes beyond existing literature that rarely examines nonwork inputs to SIE career success. Second, extending previous CQ research with a strong organizational focus, the authors investigated how CQ influences SIEs' work and nonwork embeddedness. Third, the authors found that the absence of a peripheral ecological condition, perceived host country community diversity climate, may strengthen the direct relationship between CQ and embeddedness and the indirect relationship between CQ and career satisfaction.

Assessment of physicians' career satisfaction in the Silesian Voivodeship, Poland.

Aim: To assess the career satisfaction of physician's in the Silesian Voivodeship, Poland, in relation to selected factors. Materials and Methods: The questionnaire survey was conducted among 701 physicians and dentists from the Silesian Voivodeship, Poland, in the period from January to December 2018, using the PAPI (Paper and Pencil Interview) method. Physicians' Career Satisfaction was measured and basic socio-demographic, economic and occupational data, concerning lifestyle and health, and also the level of life satisfaction according to the SWLS (Satisfaction with Life Scale) were collected. Moreover, the occurrence of anxiety and/or depressive symptoms according to the HADS (Hospital Anxiety and Depression Scale) were included in the analyses. Results: The career satisfaction of the surveyed Silesian physicians and dentists was moderate. Wages and combining personal life with work were rated the lowest, while interpersonal opportunities were rated the highest. The predictors: age, economic status and body mass index (BMI) were significant; in addition, in younger age group (25-49 years) - practicing sports and chronic fatigue, and in older age group (50-80 years) - the presence of a chronic disease. A moderate correlation between the level of career satisfaction and life satisfaction was revealed, as well as a lower score in people with the occurrence of anxiety and/or depression symptoms. Conclusions: The diversified level of career satisfaction of physicians in separated aspects makes it necessary to verify them both at the level of health care units and at higher levels.

Digital Literacy Level and Career Satisfaction of Academics

Technology affects educational institutions like every other field. Higher education institutions, which are the main source of new knowledge creation and dissemination, are now dominated by digital technologies. The acquisition of digital literacy skills, which is among the 21st-century competencies, is possible with the positive attitudes and skills of academics, who are instructors in higher education institutions, towards the use of digital technologies. As role models in strengthening digital literacy, academics should develop themselves in line with strategies that include elements of the digital age and more active learning, and be able to transfer these strategies to educational practices. Otherwise, it will not be possible to increase the quality of education and it is inevitable for academicians to experience career dissatisfaction with the feeling of failure. Despite the importance of the subject, digital literacy of academicians has not been adequately addressed in the literature and the relationship between academics' digital literacy levels and career satisfaction has not been focused. Based on this gap, in this study, the concept of "digital literacy" is handled specifically for academics working in universities operating in Istanbul, Turkey, and it is aimed to contribute to the literature by revealing the relationship between academics' digital literacy and career satisfaction. The cross-sectional survey method, a quantitative research technique, was utilized in the research as a data collection and analysis tool. For this purpose, the data collected through questionnaires from 304 academics with a simple random sampling method were analyzed. As a result of the analysis, it was found that academics' digital literacy explained the career satisfaction variable by 28.1% at a 0.01 significance level. Finally, the significant positive relationship between academics' digital literacy and career satisfaction can be interpreted as that academics who cannot develop digital literacy skills and transfer these skills to teaching environments will not be able to achieve career satisfaction by experiencing a sense of failure because they cannot provide an education in line with the expectations of the digital age. In addition, according to the research findings, it was found that the digital literacy and career satisfaction levels of the academicians differ according to age, working time, academic title, and having a personal web page.

The Effect of Organizational Justice and Self-Efficacy on Career Satisfaction among the Employees of Banking Sector in Bangladesh

This present study aimed to determine the influence of organizational justice and self-efficacy on career satisfaction. Employing survey and cross-sectional method, data was collected from the permanent employees of thirteen selected commercial banks located in Dhaka and Chittagong cities, Bangladesh. This study adopted simple random sampling techniques to select the sample, total 1480 self-administered questionnaires were sent to the respondents via email, 440 useable questionnaires were returned. The data was analyzed by deploying the SPSS version 22.0 and Smart-PLS version 4.0. The results indicate that distributive justice and procedural justice has a significant positive influence on career satisfaction, where interactional justice is positively but insignificantly related with career satisfaction. The results also show that self-efficacy positively impact career satisfaction. Moreover, the results of this study offer significant implications for bank professionals, policymakers, and scholars in formulating a strategic approach and initiatives to augment the level of career satisfaction among employees in the banking sector. Lastly, this section will go into the consequences of the findings and provide recommendations for further research. This study makes a valuable contribution to the continuing scholarly discourse surrounding the significant impact of employee career satisfaction within the banking sector.

Primary care pediatricians and job satisfaction: a cross sectional study in the Lazio region

BackgroundThe Order of Physicians and Dentists of the Province of Rome aims at focusing on the satisfaction of healthcare personnel as an essential factor for the quality of medical care in the health sector. The aim of this study is to assess and prioritize the factors that can be linked to a higher or lower degree of job satisfaction in Primary Care Pediatricians (PCPs).MethodsThis study is a cross sectional survey. A questionnaire was administered to all primary care pediatricians registered to the Order, exploring in particular the work activity organization, the level of satisfaction in their professional life, and the level of perceived health. A pilot activity was conducted to validate the questionnaire. Fisher exact test and ordinal logistic regression (ologit) models were used for the univariate and multivariate analysis.ResultsThe highest level of job dissatisfaction, in both men and women, was found to be in the practice type without any form of association; among women, it reached an even higher level for those who had their own practice at a distance of 20–40 km from their home. Women, compared to men, maintained a lower level of job satisfaction also while working in Pediatric Primary Care Units (PPCUs). In PPCUs, for the same distance, females showed a more similar pattern to males. Men working in PPCUs, regardless of distance, declared a higher degree of job satisfaction. Both men and women, working as a group pediatrician or in PPCUs, did not show a significant difference in the level of job satisfaction.ConclusionsThe study contributes to a deeper understanding of the factors that may influence levels of career satisfaction in female and male PCPs. Therefore, research and interventions regarding job satisfaction should foster an organizational network connection among PCPs for their job and individual well-being, from a perspective of enhancing patient care. A major effort to improve work-life balance and career satisfaction among women is important, suggesting that interventions for improving job satisfaction could benefit from a gender-specific approach.

Effects of the COVID-19 pandemic on senior dental students in Korea: Examining stress, burnout, and depression

Background/purposeThe COVID-19 pandemic has had a profound and enduring impact on various aspects of society, including medical education and the training of dental students. The field of dentistry, given its nature, is particularly susceptible to the challenges posed by a pandemic. Prolonged exposure to the pandemic is believed to have increased stress and burnout among medical and dental students. This study aimed to investigate and analyze the relationship between COVID-19 and stress, burnout, and depression in Korean dental students. Materials and methodsA cross-sectional survey was conducted among 162 third and fourth-grade students from the School of Dentistry at Seoul National University. The survey comprised four main sections: general information, the Maslach Burnout Inventory (MBI), the Patient Health Questionnaire-9 (PHQ-9), and the Impact of Event Scale-Revised (IES-R). ResultsThe results indicated significant differences in age, study time, career satisfaction, and counseling needs between third and fourth-grade students. The fourth-grade students exhibited higher scores in the IES-R survey, PHQ-9 total score, emotional exhaustion, and depersonalization subscale items of the MBI. Furthermore, the group with abnormal responses to COVID-19 demonstrated lower levels of career satisfaction. ConclusionFourth-grade dental students experienced higher levels of depression, vulnerability to the effects of COVID-19, and burnout. These findings highlight the need for addressing the mental health challenges faced by dental students during the COVID-19 pandemic.

Motherhood as a factor differentiating women’s careers

Purpose: The aim of this study is to demonstrate the differences in the professional careers of women with and without children. Design/methodology/approach: The quantitative study was conducted using the survey method (CAWI) using an online questionnaire on a sample of 517 women. The survey included single- and multiple-choice and open-ended questions. The study lasted 9 months (February- October 2022) and included professionally active women working in medium-sized or large enterprises in south-eastern Poland. Findings: The obtained results indicate emerging significant differences between the surveyed women with children and women without children, in the context of professional career, preferences and activities undertaken for professional development. Professional career covers various spheres of life, including family, which means that motherhood has a significant impact on women's professional development. The higher education and age of women with children suggest the dominance of a conventional or dual career path. The age differences between the groups coincide with the trend of younger women giving up motherhood. Childless women are more likely to work in prestigious industries, while mothers value performing a prestigious profession. The average earnings of mothers are lower than those without children, but mothers are more likely to earn top wages. Childless women value continuous learning in their careers more. Women with children show a higher level of career satisfaction, which may reflect the modern approach to combining motherhood with professional work. Research limitations/implications: The research has limitations and the results cannot be generalized to the entire population. They only focus on certain aspects related to motherhood and women's careers, which could be expanded in future research. It is also suggested to study the differences between Polish regions and a longer analysis of the development of women's careers in various phases of professional life, especially those related to motherhood. Originality/value: Due to the very diverse approach to the topic of motherhood and careers, there are few studies relating to the differences in women's careers resulting from motherhood, and even fewer studies in this area are based in selected regions of Poland. Therefore, it seems justified to take up the topic of motherhood discussed in the article as a factor differentiating women's careers. Keywords: career, women's career, maternity, motherhood, work-life balance. Category of the paper: Research paper.

Who becomes a teacher and why?

AbstractThis paper reports on a comprehensive review of international evidence, synthesising the findings of some of the strongest empirical work on the main factors influencing people's decisions to be teachers or not. Four search engines, including Google and Google Scholar and five electronic databases identified 517 studies of which 212 were included in this narrative synthesis. These studies highlighted three main motivating factors: intrinsic, altruistic and extrinsic, although the order of the ranking varies with subjects, phase of education and gender of teachers. In general, these studies reported that women are more likely to report being motivated by intrinsic and altruistic reasons, while men are more likely to cite extrinsic reasons. Across all cultures, men are reported to be more strongly influenced by social norms and expectations and were less likely to choose primary and early years teaching. Women are also more likely to experience higher levels of career satisfaction and less social dissuasion than men. Research on motivation to teach is also often focused only on those who have already made the decision to teach. Therefore, policies based on these studies might only be attracting those who are already persuaded. This paper argues that to improve recruitment of under‐represented groups (e.g., males and STEM subject graduates), attention should instead be on those who might otherwise have gone into teaching, but have not. For this group, the review found that it is the status of the profession, the working environment and salary over the long term that are important. Context and implicationsRationale for the studyThe widespread shortage of teachers is a global concern. There are particular challenges in attracting and retaining men, STEM subject teachers and ethnic minority groups to teaching. There is currently no systematic synthesis of international evidence on how to get under‐represented groups into teaching.Why the findings matterOur findings matter because recruitment and retention of teachers is a pressing issue facing many countries. Our review considers a much more comprehensive range of factors than previous research. We weight the strength of evidence of each study so that policies to address shortages of under‐represented groups are based on the strongest evidence.Implications for policy makersOur review found that the strongest determinants of who go into teaching or not are the individuals' sociological background and choice of subject at school. Therefore, policies to attract more into teaching should focus on those who are still in school. For men and STEM subject graduates, extrinsic factors (status, prestige and working conditions) matter. Therefore, policies to recruit under‐represented groups should focus on these factors. Most previous research on this topic excludes non‐teachers, resulting in misleading results. This has implications for future research and government policies. Policies to attract people into teaching should consider the career drivers of those who might have otherwise gone into teaching, but did not.

주재원의 심리적 계약 내용과 계약 위반 사건의 원인에 대한 질적연구

Drawing on psychological contract theory, this qualitative study aims to identify Korean expatriates’ psychological contract contents and investigate the main causes of their psychological contract breach(PCB). Findings from the in-depth individual interviews with 14 expatriates and repatriates show the followings. First, Korean expatriates’ psychological contract contents include 7 categories: compensation, benefits, living support, family-oriented support, performance management, career management, and work support. Compared with Korean whitecollar workers’ psychological contracts, those of Korean expatriates feature detailed compensation and benefits contents, broader contract coverage, and longer contract duration. Second, the majority of expatriates’ PCBs come from obligation incongruence, which shows a high possibility that expatriates and employers have different understandings of their mutual obligations and implicit expectations. Third, All PCBs do not necessarily lead to strong negative emotions such as a feeling of betrayal, or psychological contract violation. Instead, the contextual factors and expatriates’ interpretation of PCBs are critical to evaluating contracts’ fulfillment. Fourth, a few expatriates who are merely experienced PCBs have several features: a high understanding of the international assignment, a high level of career satisfaction from host country experiences, and perceived organizational support. This research advances the psychological contract theory by enhancing an understanding of Korean expatriates’ psychological contract contents, complementing a mechanism to explain the negative effects of expatriates’ PCB, and highlighting areas in need of future research that help a more complete understanding of expatriate performance and management.

Occupational satisfaction of physical education teachers in Jordan

The career provides people with a sense of material and intellectual independence and the ability to use their energies in the service of work for society and to reach an achievement that they and those around them are proud of. The study aimed to identify the level of career satisfaction in sports teachers in Jordan and its relationship to variables such as economic level, educational level and professional experience. The descriptive approach was used in addition to the use of the questionnaire as a data collection tool for the study. The study sample consisted of 300 teachers and educators in Jordan. Based on the results, there is a statistically significant relationship between educational level and occupational satisfaction of teachers in sports education. There is a positive, statistically significant relationship between occupational satisfaction and occupational age in teachers in Jordan. Keywords: Career, career satisfaction, education, sports;

Pengaruh Ketidakpuasan Karir terhadap Job Crafting dengan Dukungan Sosial dan Self Efficacy sebagai Variabel Moderator

This research is motivated by individuals who do not always get satisfaction during their careers. The aims of this study were to find out how career dissatisfaction affects craft work and to test social support and self-efficacy moderated this relationship. This type of research is quantitative, the questionnaire is used as a data collection tool. Data were collected from a sample of 30 Romokalisari Toll Gate employees and processed using SPSS 25 software. Hypothesis testing showed that career dissatisfaction did not have a positive effect on job crafting, so social support and self-efficacy could increase the R Square value of the effect of career dissatisfaction on job crafting. Companies must maintain the level of career satisfaction of their employees and as much as possible to create a good and supportive work environment so that they feel motivated to create job crafting.

Does Adherence to the ASCA National Model Predict Job Satisfaction Among School Counselors?

<p>The purpose of this quantitative study was to examine the relationship between the services regularly offered by school counselors and their level of job satisfaction. The School Activity Rating Scale, the Job in General Scale, and a demographic questionnaire were implemented. Descriptive statistics described participant's demographic data and determine how school counselors rate their level of job satisfaction. Results indicated that school counselors reported an overall high level of career satisfaction. Inferential statistics determined whether adherence to the ASCA National Model predicts job satisfaction. Results showed a statistically significant difference existed between school counseling activities and job satisfaction.</p>

Does Adherence to the ASCA National Model Predict Job Satisfaction Among School Counselors?

<p>The purpose of this quantitative study was to examine the relationship between the services regularly offered by school counselors and their level of job satisfaction. The School Activity Rating Scale, the Job in General Scale, and a demographic questionnaire were implemented. Descriptive statistics described participant's demographic data and determine how school counselors rate their level of job satisfaction. Results indicated that school counselors reported an overall high level of career satisfaction. Inferential statistics determined whether adherence to the ASCA National Model predicts job satisfaction. Results showed a statistically significant difference existed between school counseling activities and job satisfaction.</p>

Career satisfaction amongst dental students and dentists in Saudi Arabia: A cross-sectional survey.

Dental students' satisfaction with their own career can significantly improve the quality of care provided to patients. The aim of the current study was to assess the level of career satisfaction amongst Saudi dental students and dentists. A cross-sectional survey was conducted from October 2019 to January 2020 all over Saudi Arabia. A sample of 750 Saudi dental students and dentists were invited to complete an online questionnaire. The questionnaire was composed of two sections of closed-ended questions. The first section included personal, professional background factors and level of career satisfaction assessed. The second section included different reasons for choosing dentistry as a career. Multivariable linear regression was used at significance <0.05. Only 674 responded to the questionnaire. About half of the included respondents were males. Most of the participants were undergraduate students attended Saudi dental schools. 72.3% chose dentistry for helping other people. Graduated dentists had significantly lower satisfaction score than dental students (p=.007). Dentists, who chose dentistry because it is a secured job with good income (p<.001), had significantly lower satisfaction score than those who did not, whilst those who chose it for the social status had significantly higher satisfaction score than those who did not (p=.04). Dental students and dentists were motivated to choose dentistry as it is an opportunity to help others and achieve good salary with appropriate social position in community. Dental students were more satisfied than dentists due to lack of financial responsibilities and absence of educational expenses.

Update: Diversity and Practice Patterns of International Craniomaxillofacial Surgeons.

The authors' group characterized the cranio-maxillo-facial workforce 10 years ago, revealing high levels of career satisfaction but significant gender disparity. This study provides an updated profile of the international cranio-maxillo-facial workforce. A 30-question electronic survey was distributed to 387 cranio-maxillo-facial surgeons with membership in the American Society of Craniofacial Surgeons, American Society of Maxillofacial Surgeons, and international Society of Craniofacial Surgery. Questions related to demographics, training background, practice setting, surgical volume, career satisfaction, and perceived discrimination. Independent samples t test was used to compare continuous variables. The authors received 91 responses (response rate = 23.5%). The majority of respondents were White (n = 73, 80.2%), non-Hispanic (n = 85, 93.4%), heterosexual (n = 72, 79.1%), cisgender males (n = 74, 81.3%). Practice setting was primarily academic, 65.9% (n = 60) and group/hospital-based 88.3% (n = 68), with two-thirds of respondents practicing in the United States. Female surgeons reported earlier planned retirement (66 versus 70 years, P = 0.012) and more personal encounters with discrimination of any kind (69% versus 29%, P = 0.033). US craniofacial surgeons reported more racial and sexual orientation-based discrimination compared with non-US surgeons ( P = 0.049 and P = 0.048, respectively). Older surgeons (>55 years old) reported less perceived gender discrimination ( P = 0.041). There was no difference between subgroups in career satisfaction or likelihood of repeating/recommending a cranio-maxillo-facial fellowship. Female representation in cranio-maxillo-facial surgery on an international scale has increased over the past decade, but this study demonstrates persistent, disparate perception of workplace discrimination by gender, practice region, and age.

Teachers’ Satisfaction, Role, and Digital Literacy during the COVID-19 Pandemic

The COVID-19 pandemic has unexpectedly affected the educational process worldwide, forcing teachers and students to transfer to an online teaching and learning format. Compared with the traditional face-to-face teaching methods, teachers’ professional role, career satisfaction level, and digital literacy have been challenged in the COVID-19 health crisis. To conduct a systematic review, we use critical appraisal tools from the University of the West of England Framework We removed the irrelevant and lower-quality results to refine the results and scored each selected paper to get high-quality studies with STARLITE. The number of finally included studies is 21. We used the PICO mnemonic to structure the four components of a clinical question, i.e., the relevant patients or population groups, the intervention (exposure or diagnostic procedure) of interest, as well as against whom the intervention is being compared and considered appropriate (outcomes). We formulated five research questions regarding teachers’ professional role, satisfaction, digital literacy, higher educational practice, and sustainable education. The study found that teachers’ professional roles changed complicatedly. Moreover, they were assigned more tasks during the online teaching process, which also implicated a decline in teachers’ satisfaction. After the COVID-19 pandemic, it is necessary to conduct a blended teaching model in educational institutes. Teachers should have adequate digital literacy to meet the new needs of the currently innovative educational model in the future. In addition, the study reveals that teachers’ digital literacy level, career satisfaction, and professional role are significantly correlated. We measured to what degree the three factors affected the online teaching and learning process. Ultimately, the study may provide some suggestions for methodological and educational strategies.

Gender and Pharmacists' Career Satisfaction in the United States.

Job satisfaction reflects pharmacists’ evaluation of their current work experiences, while career satisfaction is an evaluation of how satisfied pharmacists are with their profession across various jobs. The objectives of this article were to measure career satisfaction and specific facets of current-job satisfaction of U.S. pharmacists, compare satisfaction across genders, and examine the determinants of career satisfaction. This study was based on self-reported survey data collected from a random sample of licensed pharmacists practicing throughout the United States. The sample consisted of 422 men and 315 women. Within each gender, pharmacists’ career satisfaction was modeled using ordinary least squares as a function of three sets of variables: personal characteristics, earnings and workweek, and other job-related variables. Female pharmacists exhibited higher levels of contentment with their careers than their male counterparts. Their career-satisfaction levels were not affected by age, marital status, annual earnings, or average workweek, covariates that systematically influenced male pharmacists’ career satisfaction. Job satisfaction substantially affected pharmacists’ long-term career satisfaction. Male and female pharmacists responded differently to stimuli, so a uniform set of work-related incentives may not be effective for both genders. Initiatives perceived by male practitioners as increasing satisfaction may be adversely perceived by female practitioners, and vice-versa.

TRENDS IN ORAL AND MAXILLOFACIAL RADIOLOGY CAREERS: A SURVEY

BACKGROUNDThe importance of dental imaging in oral diagnosis is reflected by its high-use frequency as an adjunct tool for diagnosis and treatment planning.OBJECTIVE(S)This research aimed to understand the professional aspirations of oral and maxillofacial radiologists (OMRs) by exploring their choices between private practice or academic careers and by associating their career choices with their educational background, engagement in professional activities, professional values, and overall level of career satisfaction.STUDY DESIGNThis prospective cross-sectional study invited board-certified OMRs in North America to participate in a survey. The survey consisted of 37 multiple-choice and 1 open-ended question focusing on the beliefs of OMRs about the future of the profession. The quantitative data was analyzed using one-way analysis of variance and chi-square testing and the open-ended question qualitatively explored by a thematic approach.RESULTSSixty-eight respondents practiced in the United States, 10 in Canada, and 8 in both countries. Activities that were considered rewarding included teaching and mentoring (65%) and radiologic reporting (55%). The majority of respondents spent approximately 20 to 30 h/wk writing radiographic reports and less than 10 hours in research. In average, the OMR produced 21.9 (standard deviation, 12.8) reports per day. Activities considered less rewarding included administrative work (11%) and productivity pressure in institutions, mentioned in the open-ended question. OMRs working in academia reported higher incomes (P < .50). OMRs were pleased with their career choices (79%). When OMRs from academia and private practice were compared, there was a statistically significant difference in the private practice for the statement “I appear more satisfied with my job than I really am” (P = .35). A trend toward academia and willingness to have a multiprofessional practice was identified.DISCUSSION/CONCLUSIONSContemporary OMR satisfaction was associated with teaching/mentoring. The challenge of the future is participation in multidisciplinary teams. Overall, diverse career choices lead OMRs to be proud and significantly satisfied. The importance of dental imaging in oral diagnosis is reflected by its high-use frequency as an adjunct tool for diagnosis and treatment planning. This research aimed to understand the professional aspirations of oral and maxillofacial radiologists (OMRs) by exploring their choices between private practice or academic careers and by associating their career choices with their educational background, engagement in professional activities, professional values, and overall level of career satisfaction. This prospective cross-sectional study invited board-certified OMRs in North America to participate in a survey. The survey consisted of 37 multiple-choice and 1 open-ended question focusing on the beliefs of OMRs about the future of the profession. The quantitative data was analyzed using one-way analysis of variance and chi-square testing and the open-ended question qualitatively explored by a thematic approach. Sixty-eight respondents practiced in the United States, 10 in Canada, and 8 in both countries. Activities that were considered rewarding included teaching and mentoring (65%) and radiologic reporting (55%). The majority of respondents spent approximately 20 to 30 h/wk writing radiographic reports and less than 10 hours in research. In average, the OMR produced 21.9 (standard deviation, 12.8) reports per day. Activities considered less rewarding included administrative work (11%) and productivity pressure in institutions, mentioned in the open-ended question. OMRs working in academia reported higher incomes (P < .50). OMRs were pleased with their career choices (79%). When OMRs from academia and private practice were compared, there was a statistically significant difference in the private practice for the statement “I appear more satisfied with my job than I really am” (P = .35). A trend toward academia and willingness to have a multiprofessional practice was identified. Contemporary OMR satisfaction was associated with teaching/mentoring. The challenge of the future is participation in multidisciplinary teams. Overall, diverse career choices lead OMRs to be proud and significantly satisfied.

Factors Influencing Career Decisions and Satisfaction Among Newly Practicing Ophthalmologists

To describe the career choices of newly practicing ophthalmologists and explore factors influencing career decisions and satisfaction. A cross-sectional study was conducted using data from an electronic survey of ophthalmologists who completed training within the prior 5 years. The survey included questions about demographic information, medical education, current practice, factors affecting career choices, and career satisfaction. Statistical comparisons were made based on gender, type of practice, subspecialty training, and practice area. Surveys were completed by 696 (32%) newly practicing ophthalmologists, including 276 (40%) women, 179 (29%) academicians, and 465 (67%) subspecialists. A higher proportion of female respondents entered academics than male respondents (36% vs 26%, P=.009). Female and male respondents pursued fellowship training with similar frequency (64% vs 68%, P=.32), but men were more likely to seek vitreoretinal fellowships (30% vs 11%, P < .001) and women were more likely to undertake fellowships in pediatric ophthalmology (21% vs 8%, P < .001), uveitis (10% vs 2%, P=.002), and neuro-ophthalmology (6% vs 2%, P=.042). A total of 514 (83%) respondents reported being happy with work life. The career choices of newly practicing ophthalmologists differ based on gender, type of practice, subspecialty training, and practice area. Many factors affect career decisions, and they have varying influence on subgroups within ophthalmology. Ophthalmologists have high levels of career satisfaction. This information may prove useful when developing workforce strategies to meet future eye care needs. NOTE: Publication of this article is sponsored by the American Ophthalmological Society.

Predictive modelling of individual well-being among professional engineers

Engineers have a crucial role in furthering Malaysia’s technological advancements. Besides, engineers are important in creating wealth and they assist the nation in becoming an active player in the global market. They possess special knowledge and expertise and are known to be driven to climb the career ladder. However, sometimes the engineers’ vision, ambition, goals, and expectations do not align with those of their employers. As a result, the conflict between being ambitious and the work demand structured by employers has affected engineers’ well-being (WB). In this study, the effect between protean career orientation (PCO) [self-directed (SD) and values-driven (VD)] and individual WB [career satisfaction (CS) and psychological WB (PWB)] was investigated using a sample of 261 male and 126 female professional engineers (PEs) with the mean age of 42 years old. The research model was examined via the protean career theory. Partial least square (PLS) regression findings revealed that PCO (VD) positively influenced CS. Besides, PCO (SD) also positively affected PWB. Based on the findings, this research suggests that organisations perform necessary amendment to the PEs’ key performance areas, for them to know that their goals and expectations are parallel with their employers’. Moreover, employers need to offer opportunities and allow the PEs to maximally utilise their skills or to grow their abilities to full potential. Consequently, PEs will have an increased level of CS and PWB. Keywords: career satisfaction, engineers, individual well-being, SmartPLS, protean career orientation, psychological well-being