Number Of New Graduates Research Articles

Adaptation of young teachers to professional activities in an innovative educational environment

Introduction. Qualitative improvement of professional training of specialists, reduction of staff turnover in educational structures is a serious and well-known problem. The field of education is regularly replenished with a significant number of new graduates of pedagogical universities. Numerous studies have demonstrated the existence of a clear pattern: the initial period of "embedding" in the profession is characterized by the greatest intensity. This largely determines both the personal and professional development of a specialist.Having considered the features of the introduction of new educational standards in a number of educational institutions, we can conclude that among the basic factors of the formation of a teacher is the ability to professionally adapt to the new, to be ready to introduce various innovations.Materials and Methods. The article discusses the views of foreign and Russians scientists which studied the process of adaptation of future teachers to professional activities in an innovative educational environment. Methodological basis of the research: cultural approach, competence approach, environmental approach, individual elements of the strategic approach, as well as humanistic and system-structural principles. The main research methods: the method of expert questions, questionnaires, experimental methods, comparative and systematic analysis, the study of thematic publications, the author's own observations.Results. The result of the analysis and interpretation of the studied sources is on the problem of pedagogical support of future teachers to professional activities, it was revealed that the main purpose of pedagogical support is to help a novice teacher to understand himself, the causes of emerging professional problems, in order to mobilize his internal resources, knowledge and skills, for the development of new professional competencies and further self-development.Discussion and Conclusions. We have identified and considered the difficulties and complexities of the process of adaptation of future teachers to professional activities, justified the relevance of the study. We associate the further direction of the research with the development of a program for pedagogical support aimed at the successful adaptation of future teachers to professional activities in an innovative educational environment.

First steps in forecasting the health workforce in Kazakhstan: A baseline scenario

Background: The purpose of this study was to consider the basic scenario for predicting the need for general practitioners in Kazakhstan until 2030. Material and methods: A basic health care human resource planning model consists of supply and demand components, analysis of the outcomes of the prediction, and planning future actions. Stock-flow consistent model was built by using current situation and projected Kazakhstan population, retirement rate, attrition rate and adding the estimated number of new graduates. Results: According to the proposed scenario, in some years of the forecast period, both an excess and a lack of a general practitioners offer are possible. The largest surplus, 226 doctors, is predicted in 2024. However, starting in 2027 their shortage is possible, with a peak of 339 general practitioners in 2030. Conclusion: Considered scenario leads to the fact that inflow does not cover the increasing needs of primary health care associated with population growth. In this case, our forecast is the basis for medical schools to adjust the number of general practitioners students in internship, seeking a balance of supply and demand.

The influence of simulation in predicting intent to stay, among critical care nurses

Aim: This paper will present a study, which tested a theoretical Critical Care Nurse Retention model and mechanisms that may influence intent to stay in the organization, unit and nursing profession. Background: The current international nursing shortage is worsening and is particularly acute in critical care settings. There is a rapidly aging nursing workforce and at the same time a significant shortfall in the number of new graduates to replace the large numbers of retiring nurses. Intensive care units have been shown to have the highest turnover rates and there is limited scientific evidence on how to retain critical care nurses. One of the most commonly listed incentives for nurses is organizational support in the form of access to educational opportunities and career development. Design: A quasi-experimental longitudinal design was used in a random sample of 363 critical care nurses from multiple hospital sites in Ontario. Method: The 374-hour intervention included an online component, high-fidelity simulation, and a preceptored clinical component. Data Analysis: ANCOVA and hierarchical regression were used to analyze the hypothesized model. Results: Findings showed the professional development intervention had a direct effect on intent to stay in the unit and intent to stay in the profession. Final analysis revealed that the model explained 23% of the variance in intent to stay in the profession. Conclusion: This research provides new evidence supporting the relevance and importance of investing in professional development opportunities and its subsequent impact on intent to stay.

New graduate nurses' satisfaction, adaptation and intention to leave in their first year: A descriptive study.

To determine the factors affecting the professional and institutional satisfaction of new graduate nurses in their first year of work, their adaptation process and their intentions of leaving the nursing profession. The number of new graduates has been increasing in the global labour force, yet a significant proportion of them have left their profession. The first year in the nursing profession is particularly stressful and challenging for new graduate nurses. The study was conducted at four hospitals with 428 new graduate nurses who were in the first years of their careers. The nurses' mean score, out of ten, was 5.52 points for job satisfaction and 5.16 points for satisfaction with their institution. Of them, 47.7% had difficulties adapting to nursing, and 53.5% had issues adapting to their jobs. Of them, 42.5% had considered leaving nursing, and 50.9% planned to leave their institutions. New graduates that perceive high workload, poor communication with patients and families or team members or inadequate skills and knowledge are more likely to consider turnover or leaving the profession. New graduates suggested that better cooperation and teamwork, participation in decisions, consideration of requests for placement in a specific department, fair distribution of duties and shifts and in-unit professional development opportunities would all improve the work environment and decrease risk of turnover.

An Analysis of the Relationship between Coastal Economic Belt Environment and University Students' Entrepreneurship

Duan, Y.F., 2020. An analysis of the relationship between coastal economic belt environment and university students' entrepreneurship. In: Bai, X. and Zhou, H. (eds.), Advances in Water Resources, Environmental Protection, and Sustainable Development. Journal of Coastal Research, Special Issue No. 115, pp. 262-264. Coconut Creek (Florida), ISSN 0749-0208.In recent years, with the number of new graduates remaining high and the jobs that society can provide can no longer fully meet the severe situation of college graduates, China has put forward the development strategy of “entrepreneurship drives employment”, which effectively solves Employment issues. This article makes an in-depth study and analysis of the relationship between the development of the coastal economic zone and the employment and entrepreneurship of college students, and puts forward some reasonable suggestions according to the actual situation, which is helpful for the development and construction of the coastal economic zone. Solve the employment problem of college students..

Supporting Australian clinical learners in a collaborative clusters education model: a mixed methods study

BackgroundNursing student numbers have risen in response to projected registered nurse shortfalls, increasing numbers of new graduates requiring transitional support and pressure on clinical placements. A Collaborative Clusters Education Model, in which Entry to Practice facilitators coach ward-based registered nurses to support students’ and new graduates’ learning, may address placement capacity. The research aim was to evaluate the acceptability of the Collaborative Clusters Education Model to stakeholders by examining their perceptions of the facilitators and barriers to the model in its implementation.MethodsA convergent mixed methods evaluation approach was adopted. The study took place in a large Australian health service in south-east Queensland. Participants included Bachelor of Nursing students, Entry to Practice facilitators, ward-based registered nurses, academics and new graduates. A mixed methods design was used. Elements included an online survey of nursing students, and interviews with new graduates, Entry to Practice facilitators, ward-based registered nurses, and academics. Descriptive statistics were calculated on quantitative data. Thematic analysis was conducted on qualitative data.ResultsParticipants included 134 (of 990) nursing students (response rate 13.5%), five new graduates, seven Entry to Practice facilitators, four registered nurses, and three nurse academics. Students rated facilitators’ effectiveness highly (4.43/5 ± 0.75), although this finding is tempered by a low response rate (13.5%). For learners, the model provided access to learning experiences, although preferences for sources of support differed between students and new graduates, and further clarification of responsibilities was required. For other stakeholders, three themes emerged: students’ and new graduates’ integration into the workplace can promote learning; tensions arise in new ways to approach performance assessment; and aligning expectations requires high levels of communication.ConclusionsThis evaluation found that acceptability was good but at risk from limited clarity around roles and responsibilities. Further research into this model is recommended.

Pilot Study of Small Animal Rotating Intern Telephone Communication Training Using Simulated Referring Veterinarians.

Proficiency in client communications is now widely accepted as a significant requirement of veterinary student education, with numerous training systems in use and documentation of outcomes required for academic accreditation. Little information is available concerning communication training for veterinary house officers (interns and residents), despite the large number of new graduates who enter such programs seeking further training and mentorship. The majority of student communication training focuses on face-to-face interactions with clients and development of core communication skills. By contrast, veterinary house officers in specialty hospitals frequently communicate about cases with practitioner colleagues by telephone, to assess emergent and urgent referrals and follow up on shared cases. Successful telephone communication with these colleagues is a valuable skill to cultivate in novice interns. In this pilot study, self-reported veterinary intern confidence with communication skills improved after a telephone-based simulated referring veterinarian (RDVM) communications training experience. The use of simulated RDVMs, and telephone-based training, shows promise for incorporation into future training experiences of veterinarians at this level.

Opportunities and Barriers for Family Physician Contribution to the Maternity Care Workforce.

The number of family physicians providing obstetric deliveries is decreasing, but high numbers of new graduates report they intend to include obstetric deliveries in their practices. The objective of this study was to understand barriers to providing obstetrical care faced by recent family medicine residency graduates who intended to provide obstetrical care at graduation. Email surveys were sent to graduating family medicine residents who indicated intention to include obstetrics in their practice on the American Board of Family Medicine (ABFM) Certification Examination Registration Survey (2014-2016). We used descriptive and bivariate statistics to analyze the data. Of our sample of 2,098 early career family physicians, 1,016 (48.4%) responded. Seven hundred (68.9%) currently include obstetrics in their practices. Those currently including obstetrics were more likely to practice in a small rural or isolated (15.4% vs 5.2% and 4.6% vs 1.7%, P<0.001) community and report credentialing was easy (85.2% and 26.5%, respectively, P<0.001). Physicians not currently including obstetrics in their practice reported "found a job without OB" and "lifestyle concerns" as the most significant barriers. Respondents living in the Middle Atlantic and West South Central regions were least likely to provide obstetric deliveries, with fewer than 50% doing so. Among recent graduates who intended to practice obstetrics, finding a job without obstetrics and lifestyle concerns were the most significant barriers to realizing the scope of practice they intended.

Monopoly Power of the Medical School Market and High Incomes of U.S. Physicians

We expect the incomes of physicians to remain high in the next decades. Using the latest published physician income data (2015) we calculated the weighted median income of U.S. physicians and the net present value (NPV) of an investment in physician education.We estimated the NPV assuming that the physicians training began in 2007 and their practice would commence in 2015. We estimated the NPV of the lifetime earnings of a physician based on the median income of all physicians in the sample to be between $7.1 and $7.3 million.This finding of high NPV’s is consistent with almost all earlier studies of this kind. Physicians continue to experience relatively high incomes and very slow increases in the number of new graduates. We expect an excess demand for positions in medical colleges to continue.Our findings with respect to the incomes of non-primary physicians (surgeons, radiologist and cardiologists), indicate will continue to be much higher than those of primary physicians.There are strong evidence suggesting this is because of blockages in physician residency openings in these non-primary fields of medicine.

Partnership, inclusion and innovation in occupational therapy: Essential or optional ingredients to flourish in a changing environment?

Historically occupational therapy has evidenced a tenacity to adjust and adapt to societal changes. Currently in Australia we are in the midst of significant change in health, disability and aged care service delivery alongside increasing numbers of new graduates seeking employment. Both of these changes create challenges and opportunities for the profession. How the profession adjusts to new service delivery models and supports new graduates in this changing work environment will influence our future. Using examples from practice the paper explores ways in which partnership, inclusion and innovation can be effective in a changing environment. Doing effective partnership takes time, energy and a shared commitment of all involved and often requires negotiations and compromise. Inclusion can be tricky and requires vigilance and ongoing reflection on actions to determine if the outcomes are what was intended. Innovation can play two roles; it can be used to conserve current practice in new ways or it can offer agency to disrupt and redefine practice. The way in which the profession chooses to enact partnerships and inclusion will play a vital role in shaping the future. Similarly the space and support made for conservative or disruptive innovation will determine how we choose to define ourselves going forward. Moreover, these choices and actions will govern how effective we are in navigating the changing environment and supporting new graduates transitioning into the profession.

Helping Dental Students Make Informed Decisions About Private Practice Employment Options in a Changing Landscape

According to the 2014 American Dental Education Association (ADEA) Survey of Dental School Seniors, 45.3% of new graduates planned to enter private practice immediately after graduation; of those, while 65% planned to become an associate dentist in a private practice, 28.3% intended to enter a corporate group practice-the only category that saw an increase over the previous year. Current trends indicate that the number of new graduates choosing to enter some form of private practice without further education will continue to remain high, due in large part to the need to repay educational debt. In light of these trends, the question that must be asked is whether dental schools are optimally preparing students to make informed decisions regarding future employment options in the changing dental practice landscape. This article argues that dental schools should review their curricula to ensure graduates are being prepared for this changing environment and the increased business pressures associated with dental practice. Important considerations in preparing dental students to be successful in the process of selecting a practice model are identified.

Commentaries on health services research

Commentaries on health services research

Why the AVMA's Council on Education should be an independent entity.

Views: Commentary 599 F the past four years, I have opposed continued recognition of the AVMA’s Council on Education (COE) by the US Department of Education as the accreditation authority for colleges of veterinary medicine in the United States, provoking the ire of several colleagues and friends. I have taken this position even though I know and deeply respect the past four COE chairs, believe that they and other members of the COE have acted with the best of intentions, and value the service that they have provided through the voluntary commitment of their time and efforts to veterinary education. Nonetheless, I am convinced that an independent accrediting body is needed, given the obvious real and apparent conflicts of interest that are undermining confidence in the leadership and decisions of the COE. In my view, although the existing COE has served the profession well for many decades, current political, economic, and academic realities place its outdated and conflicted governance structure under too much pressure to be effective, and it is time for a better system. Obvious real and apparent conflicts of interest held by the AVMA, which has oversight over the COE, unduly influence the establishment and execution of the standards of accreditation and thus necessitate separation. The AVMA benefits from funds made available to it by entities whose interests would be served by either weakening or enhancing accreditation standards. For example, veterinary service corporations that cosponsor AVMA programs benefit from a greater availability of veterinarians for employment, employ lobbyists who advise clients on the establishment of new veterinary schools seeking accreditation, and support these schools once established through clinical alliances. Conversely, the interests of individual or groups of veterinarians, on whom the AVMA depends for dues and elected leadership, are served by restricting the number of new graduates providing competing services. The financial and personal ties that exist between these entities and the AVMA represent conflicting interests that compromise confidence in the COE’s ability to make unbiased accreditation decisions. The Association of American Veterinary Medical Colleges (AAVMC), which has recently partnered with the AVMA in the selection of COE members and will soon likely share costs and staffing responsibilities, has its own set of Why the AVMA’s Council on Education should be an independent entity

The experience of learning to speak up: a narrative inquiry on newly graduated registered nurses.

To explore the process of learning to speak up in practice among newly graduated registered nurses. Speaking up is an important aspect of communication to ensure patient safety within a healthcare team. However, nurses have reported being hesitant about speaking up or being unable to be heard, despite adopting various safety tools. A power differential could be a factor in their hesitation to speak up. While a large number of new graduates are employed in the lower rungs of the hospital hierarchy to resolve local and global nursing shortages, the process of their learning to speak up remains under-explored. The narrative concept of experience is addressed through the three-dimensional space of a narrative inquiry. Eighteen new graduates were recruited. Stories of experiences of speaking up emerged naturally during repeated unstructured interviews and ongoing email conversations with three participants. The complex process of learning to speak up is schematically represented. Three interrelated narrative threads were identified: (1) learning to speak up requires more than one-off training and safety tools, (2) mentoring speaking up in the midst of educative and miseducative experiences and (3) making public spaces safe for telling secret stories. Speaking up requires ongoing mentoring to see new possibilities for sustaining professional identities in the midst of miseducative experiences under the potential shaping of the Chinese culture and generational differences. Appreciative inquiry might be a new approach that can be used to promote positive cultural changes to encourage newly graduated registered nurses to learn to speak up to ensure patient safety. Cultivating a safe and open culture of communication and mentoring new graduates to speak up will benefit patient safety now and in the future by helping to retain committed patient advocates who could mentor future generations.

Dynamique de l'emploi au Sénégal : un suivi de cohortes sur la période 1992-2011

Le marché du travail du Sénégal est caractérisé par une relative faiblesse du taux d’occupation. Il est largement admis que plus d’éducation conduit à de meilleures chances de trouver un emploi, mais au Sénégal, malgré l’accroissement continu du nombre de diplômés, la structure de l’économie ne permet pas encore d’employer toute cette main-d’œuvre. Dans cet article, nous suivons 32 cohortes d’individus en fonction de leur année de naissance à l’aide de cinq enquêtes nationales réalisées sur la période 1992-2011 par l’agence nationale de la statistique et de la démographie 3 . Nous avons ainsi pu étudier l’influence de certaines caractéristiques des individus et des ménages sur le taux d’occupation. L’analyse est faite en regroupant d’abord tous les secteurs d’activité, avant de distinguer le public, le privé et l’auto emploi. Quatre modèles ont été estimés en utilisant l’estimateur LSDV (Least Squares Dummy Variables). Les résultats montrent qu’il y a un effet âge, un effet cohorte et un effet taille du ménage. Cependant, ces effets varient en fonction du secteur considéré. Les plus jeunes cohortes ont des taux d’occupation relativement plus élevés, surtout dans le secteur privé. Cela contredit le sentiment le mieux partagé selon lequel les jeunes sénégalais sont relativement défavorisés sur le marché du travail, comparativement aux personnes plus âgées. L’éducation a un impact positif et significatif si l’on regroupe tous les secteurs d’activité, mais le fait d’arrêter ses études au secondaire réduit les chances d’être employé dans le privé. C’est l’enseignement supérieur qui a un impact positif et significatif sur la probabilité de trouver un emploi dans le privé. Les femmes ont moins de chances de travailler, surtout dans le secteur privé. En ce qui concerne la zone de résidence, vivre dans la capitale Dakar ou en milieu rural (au lieu d’être dans les autres centres urbains du pays) augmente la probabilité d’être travailleur indépendant alors que le fait de vivre à Dakar réduit les chances d’être employé dans le secteur public.Classification JEL : J21, J22, J45, J62, O15.

Commentaries on health services research

Commentaries on health services research

What's New About the New Normal: The Evolving Market for New Lawyers in the 21st Century

Everyone agrees that job prospects for many new law graduates have been poor for the last several years; there is rather less consensus on whether, when, how, or why that may change as the economy recovers from the Great Recession. This Article analyzes historical and current trends in the job market for new lawyers in an effort to predict how that market may evolve. The Article derives quantitative measurements of the proportion of law graduates over the last thirty years who have obtained initial employment for which law school serves as rational substantive preparation (“Law Jobs”). In comparing entry-level hiring patterns since 2008 with those in earlier periods, a significant development emerges: While other sectors of the market for new lawyers have changed only modestly during the Great Recession, one sector — the larger private law firms colloquially known as “BigLaw” — has contracted proportionally six times as much as all the others. Entering BigLaw classes overall are now roughly one-third smaller than they were seven years ago. And though BigLaw hiring has historically accounted for only 10% to 20% of each graduating class, it is responsible for over half the entry-level Law Jobs lost since 2008. While some observers predict a return to business as usual as the economy recovers, this Article is skeptical of that account. The Article identifies significant structural changes in the way that the services BigLaw has traditionally provided are being produced, staffed, and priced that diminish BigLaw’s need for junior lawyers, both immediately and in the longer term. These observations suggest that entry-level BigLaw hiring, and thus the market for new lawyers overall, will remain depressed below pre-recession levels well after demand improves to or beyond pre-recession levels. At the same time, even though entry-level demand may remain static, new lawyers’ job prospects may nevertheless improve as the con-traction in the legal academy now underway reduces the number of new graduates competing for work.

Étude sociodémographique des dermatologues libéraux en France métropolitaine en 2011

There is currently an alarming decrease in the number of dermatologists in private practice because of the limited number of new graduates, who are unable to compensate for departures into retirement among the "baby boom" generation. Our aim was thus to determine the socio-demographic characteristics of private dermatologists in France in 2011 to forecast the impact over the next 20 years. Analysis was performed of socio-demographic data (age, sex, place of practice, thesis year and mode of exercise) for all private dermatologists living in France in 2011 and identified in the Rosenwald Directory of Doctors. These data were combined with those of the National Council of the Order to determine the number of GPs and those of INSEE, giving the size and number of inhabitants of each department. There are 3,197 privately practicing dermatologists in France, with a majority of women (65%). The average age is 52 years. Fifty-three per cent of dermatologists are aged over 55 years while 21% are aged between 50 and 54 years, 19% are aged between 40 and 49 and 5% are aged under 39 years. The density of dermatologists in France is 5.1/100,000 inhabitants. There are three types of density zone for dermatologists: high-density zones (over five dermatologists per 10(5) persons), comprising 24 departments (22% of the national territory) in which 61% of dermatologists are practicing; moderate-density zones (three to five dermatologists per 10(5) persons), comprising 41 departments (47% of the French territory in which 30% of dermatologists are practicing; low-density zones (less than three dermatologists per 10(5) persons), considered as "dermatological deserts", comprising 30 departments (31% the national territory) in which 10% of the country's dermatologists are practicing. The population projection shows a decrease in the number of dermatologists in private practice of 45% in 2020, 72% in 2025 and 84% in 2030. Our study highlights the disparity in distribution of the density of liberal dermatologists in France. The departments in which the density of dermatologists is low are those where the number of general practitioners is small. In 2021, 54% of dermatologists currently in private practice will be aged over 65 and are therefore likely to end their professional practice. How can we anticipate the fall in the number of dermatologists in private practice over the coming two decades? This question must be addressed urgently.

Frequency of use and proficiency in performance of surgical skills expected of entry-level veterinarians by general practitioners

To identify a list of core surgical skills and determine the frequency of use and proficiency in performance of these skills expected of entry-level veterinarians by general practitioners. Mail-based survey. 750 general practitioners randomly chosen from the AVMA membership database. Survey respondents rated the proficiency and frequency of use expected of entry-level veterinarians in regard to 26 surgical skills. Demographic information (gender; graduation year; practice type, geographic location, and setting; number of veterinarians in practice; number of surgical procedures performed per week; and number of new graduates mentored in the past 5 years) of respondents was obtained. 387 (52%) general practitioners responded to the survey. Greater than 60% of respondents expected new graduates to have high proficiency and require minimal supervision for 21 of 26 skills. Greater than 60% of respondents assigned 6 of the skills a low expected frequency of use rating. Orthopedic skills, creation of square knots by use of a 1-handed tie technique, and use of electrosurgical and laser instruments received some of the lowest ratings. Core surgical skills were identified. Results indicated a broad consensus among general practitioners independent of demographic characteristics. Results may aid veterinary colleges in identification of the surgical skills that are most important to include in surgical curricula and for which new graduates should attain proficiency according to general practitioners.

Expected Frequency of Use and Proficiency of Core Surgical Skills in Entry‐Level Veterinary Practice: 2009ACVSCore Surgical Skills Diplomate Survey Results

ACVS Diplomates were surveyed to identify a complete list of core surgical skills, determine the expected frequency of use of these skills, and ascertain the level of skills proficiency expected of entry-level practicing veterinarians. Internet-based survey. Randomly chosen ACVS Diplomates (n = 750). Rating scale items were used to construct the main portion of the survey with 26 skills that were scored by participants based on rankings of proficiency expected of entry-level veterinarians, as well as expected frequency of use of these skills. Additional demographic questions were included to gather information regarding gender, practice type, year of veterinary school, year of ACVS membership, job description, primary surgical discipline, practice location, average number of procedures performed on a weekly basis, and number of new graduates mentored in the last 5 years. Of 337 Diplomates (44.9%) who responded to the survey, >60% expected entry-level graduates to have good skills with minimal supervision or complete skills for 21 of the 26 skills categories listed. More than 60% of respondents ranked 7 skills with a lower frequency score (seldom or occasionally use). Orthopedic instrument handling and fixation skills as well as electrosurgical and laser skills received some of the lowest expected proficiency and frequency rankings. No additional skills categories were identified in the open-ended survey questions. A complete list of core surgical skills was identified. There was broad consensus between boarded surgeons irrespective of their practice type, experience, or discipline for ranked proficiency and frequency scores among the core surgical skills expected of entry-level veterinarians.