Career Development Opportunities Research Articles

Effect of Motivation on Job Satisfaction and Performance: A Study of Nigeria Police Force

The study examined the Effect of Motivation strategies on Job satisfaction and performance: A Study of Nigeria Police Force. Data were elicited using questionnaire. Descriptive statistics were used to analyse the data. The responses were analysed using both simple and multiple linear regressions. Findings revealed that the promotion strategy has a significant impact on motivation and performance, while the other two variables (police training and retraining strategy, and donation of operational vehicles) do not show a statistically significant relationship at the conventional alpha level of 0.05. Overall, the findings indicate that the promotion strategy has a stronger influence on job satisfaction and performance in the Nigeria Police Force compared to the other strategies (training and re-training and donation of operational vehicle) examined. Focus on enhancing and improving the promotion strategy within the Nigeria Police Force, as it has shown to have a significant impact on motivation and performance. The study recommends that the management of NPF should consider ways to make the promotion process transparent, fair, and rewarding for deserving officers. While police training and retraining strategies and the donation of operational vehicles did not show a statistically significant relationship with job satisfaction and performance, it is still important to continue investing in these areas to ensure that officers have the necessary skills and resources to perform their duties effectively. Implement a holistic approach to improving motivation and performance by considering a combination of strategies that address various aspects of officer well-being and job satisfaction, such as provision of effective operational vehicle, worklife balance, leadership support, and career development opportunities.

Predictive HR Analytics to Optimize Decision-Making Processes and Enhance Workforce Performance

This paper explores the application of predictive analytics in Human Resource Management (HRM) to optimize decision-making processes and enhance workforce performance. The primary objective is to develop a predictive model that identifies key factors influencing employee retention within our organization. Utilizing historical HR data, machine learning algorithms are employed to analyze patterns and forecast potential attrition risks. The methodology involves data pre-processing, feature selection, and model training using a comprehensive dataset spanning employee demographics, performance metrics, and engagement indicators. The model's predictive accuracy is assessed through cross-validation, and the final model is validated using a separate test dataset. Results indicate a significant improvement in the accuracy of attrition predictions compared to traditional methods. Identified risk factors include job satisfaction, career development opportunities, and team dynamics. The project concludes with actionable insights for HR practitioners to proactively address potential retention challenges. This paper demonstrates the transformative potential of data-driven decision-making in HRM. By leveraging predictive analytics, organizations can strategically allocate resources, implement targeted interventions, and foster a more engaged and satisfied workforce

A Study of Employee Satisfaction with a Focus on Employee Incentives

This research endeavors to examine the relationship between employee satisfaction and the effectiveness of employee incentives within organizational settings. Employee satisfaction is a critical factor influencing productivity, retention, and overall organizational success. This study specifically investigates how various incentive programs contribute to employee contentment and engagement. Utilizing a mixed-methods research design, this study combines qualitative data gathered through employee interviews and focus group discussions with quantitative surveys to explore and analyze the impact of employee incentives on overall satisfaction. The qualitative approach seeks to uncover nuanced insights into employees' perceptions and experiences, while quantitative analysis aims to identify trends, correlations, and statistical significance. The research will delve into various aspects of employee incentives, including financial rewards, non-monetary recognition, career development opportunities, and workplace culture. It aims to discern the preferences and motivational factors that influence employee satisfaction and engagement. The findings from this research are expected to provide valuable insights for organizational leaders, human resource professionals, and business decision-makers. Understanding the dynamics of employee satisfaction in relation to incentive programs can guide the development of effective strategies to attract, motivate, and retain talent. This study contributes to the broader understanding of employee motivation and satisfaction, serving as a foundation for further research and informed decision-making in the realm of human resource management.

‘You certainly don’t get promoted for just teaching’: experiences of education-focused academics in research-intensive universities

ABSTRACT Changes in drivers of academic roles within higher education institutions globally have resulted in increased proportions of academics in education focused (EF) posts. International and UK research suggests that EF academics can experience dissatisfaction with career progression and the perceived value of their work, including those in research-intensive universities. Previous UK research was conducted prior to the introduction of the TEF which has altered the landscape. Therefore, it was timely to examine the current experience of EF academics in research-intensive universities through a theoretical lens to understand barriers and facilitators to career progression. This interview-based study used two theoretical frameworks, Feldman and Ng’s Framework for Career Mobility, Embeddedness, and Success and Kanter’s theory of Power within organisations to explore the experiences of 43 EF academics across 12 research-intensive UK universities. Four contract types were identified, some of which allowed promotion. Three broad themes were derived from the data, including (1) Lack of agreement on the definition of education-focused academic roles, (2) Level of value and appreciation of educational expertise and the impact on education-focused academics, (3) Career development opportunities for education-focused academics. Recommendations to further enhance the experience and career progression for EF academics in research-intensive universities further include; ensuring transparency in recruitment into EF posts as to whether career development is possible within that post, the need to continue the sector-wide discussion on the definition of EF roles that recognises the complexity and diversity of activity and continued work to value and recognise appropriately educational expertise.

Exploration and Practice of Value Cultivation for Students in Sino-Foreign Cooperative Education Programs

The management cooperative education program refers to collaborative educational projects in the field of management between domestic and foreign universities. This collaboration model helps integrate high-quality education resources from both domestic and international sources, enhancing the quality of teaching and providing students with a broader international perspective and opportunities for career development. This article focuses on the exploration and practice of fostering values for students in management cooperative education. By systematically reviewing key areas such as management ideologies both domestically and internationally, corporate culture and values, and the history of world economic development, this article delves into how to effectively guide students in embracing values of openness, inclusiveness, innovation, and collaboration. On the practical level, the article combines case studies of transnational corporate management practices with the growth and contributions of entrepreneurs in China and abroad, proposing a series of specific cultivation strategies and methods. By integrating case analysis with practical teaching, the aim of this article is to help students translate their learned values into tangible actions, laying a solid foundation for future career development and social responsibility. The research findings of this article have important guiding significance for promoting the cultivation of values for students in management cooperative education.

127 Advance RI-K Scholar Career Development Program: A one-year intensive program for developing early career faculty in an IDeA state

OBJECTIVES/GOALS: We developed a state-wide program to support early career faculty in preparing mentored career development awards, and connect them to resources, mentorship, and career development opportunities. We aimed to build self-efficacy along multiple axes, including research design and grantsmanship, and to facilitate networking with mentors and peers. METHODS/STUDY POPULATION: The program recruited four cohorts of faculty over the course of four years, for a total of 32 faculty participants (63% physician scientists). Participants were selected by a Steering Committee, and represented a variety of specialties from 19 departments across Brown University, University of Rhode Island, and affiliated hospitals. Participation required an institutional commitment of 20% minimum protected time to engage in research and a year-long curriculum that included biweekly didactic sessions, project development support, individual consultations, feedback on drafts, and internal study section review. Participants completed pre-, interim-, and final-assessments, which collected measures of self-efficacy, professional development needs, program satisfaction, and formative feedback. RESULTS/ANTICIPATED RESULTS: Over the first 3 years, 21 participants completed the program, 43% have received NIH or VA K/CDA awards so far, and 48% received other federal or non-federal awards. Over 25 faculty from across institutions participated in leadership and didactics, with even greater participation on mentorship teams, panels, and grant review. All cohorts showed improvements in measures of self-efficacy in grantsmanship and research and reported high satisfaction with program activities. Participants found individualized proposal feedback and internal study sections to be most valuable, and frequently cited the value of peer-learning opportunities. Challenges for scholars include mentorship challenges, competing priorities/protected time, and various external factors that impacted individual research progress. DISCUSSION/SIGNIFICANCE: The program has successfully supported cohorts of junior clinical and translational faculty from across the state in launching their independent research careers. The program may serve as a model for IDeA state inter-institutional collaboration in developing diverse faculty cohorts in the early stages of preparing their career development award.

Ameliorating the profound gender wage gap in the architecture, engineering and construction (AEC) industry among the APEC members: The could and should

This research aims to discover the challenges and propose effective strategies to empower women by ameliorating the gender wage gap in the architecture, engineering and construction (AEC) industry among the APEC members. The study applied document review analysis and conducted focus group discussions, where thirty female professionals in the AEC industry from APEC participated. The results report four challenges contributing to the gender wage gap, namely gender bias and stereotyping, work-family conflicts, physical strength and lack of transparency. Based on the challenges, the study suggests several key strategies focusing on women's participation in the AEC industry, encouraging genderfriendly workplaces, healthy and safe workplaces, and fair career development opportunities to reduce the gender wage gap effectively. The findings suggest that by increasing awareness of the value of women's involvement in the AEC industry, pragmatic policies should be formulated for APEC members to break down the barriers to the gender wage gap.

Self-stigma, career development and employment in young adults with ASD in Chile.

IntroductionStigma describes prejudicial attitudes, negative stereotypes, and discrimination targeting a subgroup. Various forms of stigma have been identified in the literature, including self-stigma. Self-stigma or internalized stigma occurs when stigmatized individuals become aware of the negative stereotypes and apply these to themselves. Self-stigma may be a barrier to career development and employment in individuals with Autism Spectrum Disorder (ASD). However, there are few data available on the presence of self-stigma among young adults with ASD in Chile to inform local interventions and policies.ObjectivesTo analyze self-stigma and its relation with career development and employment in young adults with ASD in Chile.MethodsA mixed-method observational study was conducted to analyze self-stigma and its association with career development and employment among young adults with ASD in two regions of Chile. For the quantitative analysis, self-stigma was assessed using the Internalized Stigma of Mental Illness (ISMI) scale, and employment information was collected. For the qualitative analysis, in-depth interviews were conducted. Data from the interviews were digitalized and transcribed, and the analysis was conducted using ATLAs.ti following the principles of Glaser and Strauss’s Grounded Theory. All participants provided written informed consent, and the study was approved by the local Institutional Review Board.ResultsOverall, 356 participants were included in the quantitative analysis (mean age: 27.8 [SD 6.2] years, 44.7% women, 14.8% with regular employment). The mean ISMI for the total sample was 2.34 (SD = 0.62). By triangulating this information with the qualitative analysis (n=27), it was observed that young adults with ASD frequently experience self-stigma attitudes. Through the in-depth interviews, we identified barriers and facilitators for the development of self-stigma. Also, we identified that negative self-perceptions among young adults with ASD may be a barrier to seeking career development opportunities and employment in this population.ConclusionsThe current study shows self-stigma is present in young adults with ASD in Chile, and this may impact negatively their career development and employment.Disclosure of InterestNone Declared

Influencing Factors for Work Engagement of COVID-19 Response Workers in Public Health Centers: Based on the Job Demands-Resources Model

Purpose: This study aimed to identify the influencing factors for work engagement of COVID-19 response workers in public health centers based on the JD-R model. Methods: The participants were 119 civil servants and professionals of 20 public health centers with at least 6 months of work experience and have experience of COVID-19 response tasks in cities, districts and counties. The collected data were analyzed by descriptive statistics, t-test, ANOVA, Pearson’s correlation coefficient and multiple regression using IBM SPSS 27.0. Results: The factors influencing work engagement were age, career development opportunity, and person-job fit. The explanatory power of these variables was 61%.Conclusion: In order to enhance the work engagement of public health center workers in responding to future infectious disease outbreaks, it is necessary to develop various strategies such as assigning job roles that aligned with individual characteristics, providing career growth opportunities even during infectious disease outbreaks, and designing tasks by taking into account age.

Implementation of a pharmacy technician career ladder and pharmacy technician training program.

To describe the implementation of a pharmacy technician career ladder and internal technician training program at UF Health Shands Hospital in Gainesville, FL. As the systems for providing care and receiving reimbursement become more complex, the ability to deliver comprehensive care in the most efficient and effective manner is critical. In order to maximize impact, pharmacists must practice at the top of their license. Recruitment and retention practices that support an optimized pharmacy technician workforce and continued expansion of technician roles are vital to advancement of pharmacy practice. This report describes the efforts to improve technician recruitment, professional development, and retention through the implementation of a technician career ladder and internal training program. The programs contributed to a reduction in technician rolling 12-month turnover rates from 26.72% in July 2015 to 13.1% in March 2023 (a reduction of 51%). Overtime hours as a percentage of total hours worked were reduced from 11.02% in July 2015 to 4.54% in March 2023 (a reduction of 59%). Improvements were noted in pharmacy technician job satisfaction, as evidenced by key employee engagement indicators including responses to the posed statement "Overall, I am a satisfied employee," with a mean score of 3.32 (on a scale of 1-5) in 2015 as compared to 4.2 in 2019 (a 21% increase). Implementation of a pharmacy technician career ladder and technician training program creates a sustainable and effective recruitment and retention pathway that may favorably impact technician job satisfaction, turnover, and career development opportunities.

The Role of Human Resource Management in Employee Well-Being and Mental Health: A Systematic Literature Review

This research is a systematic literature review on the role of Human Resource Management (HRM) in employee well-being and mental health. This literature review aims to identify HRM practices that influence employee well-being and mental health, as well as to evaluate their impact on organizational performance. The results of the literature review show that HRM practices such as working time flexibility, support from superiors and colleagues, career development opportunities, organizational justice and compensation policies, a healthy and safe work environment, recognition of achievements, participation and decision making opportunities play an important role in improving employee well-being and mental health. The implications of these findings support the need for organizations to prioritize the implementation of HRM practices oriented towards employee well-being as a strategy to improve overall organizational performance.

Impact of Job Environment on Performance of Private School Teachers in Birendranagar

Many researchers claim that competencies and thus performance of teachers depend upon their attitude towards job related factors experienced by them. However, this relationship is unknown in out context. This study thus explores if the attitudes and satisfaction of the teachers working in private schools of Birendranagar toward salary, work policy, social environment, career development opportunity and work life balance have any relationship with job performance. This research uses multiple regression analysis to arrive at the conclusion based on the data collected from 104 samples of teachers from thirteen private schools who were selected using convenient sampling method. Survey was done using a questionnaire developed after review of the literature in national and international contexts. Performances of the samples were established based on the rating by the principals of the respective schools on different relevant dimensions. We found that salary had significant impact on the performance whereas the other independent variables–work policy, social environment, career development opportunities and work life balance were not found having significant relationship on job performance. This study helps the school principals and administrators understand a roadmap for good performance management and build performance oriented culture by ensuring positive workplace experience in employees. If the guidelines has word limitation, do accordingly. If not around 200 words is okay.

A Study of Employee Satisfaction at Workplace

“Employee Satisfaction at the Workplace” delves into the intricate dynamics that influence employee contentment within organizational contexts. In today’s competitive business landscape, understanding and addressing the factors that contribute to employee satisfaction is crucial for organizational success and the overall well-being of employees. This abstract serves to dissect the various dimensions that play a role in shaping employee satisfaction.“Employee Satisfaction at the Workplace” delves into the intricate dynamics that influence employee contentment within organizational contexts. In today’s competitive business landscape, understanding and addressing the factors that contribute to employee satisfaction is crucial for organizational success and the overall well-being of employees. This abstract serves to dissect the various dimensions that play a role in shaping employee satisfaction. Employee satisfaction, encompassing feelings of contentment and fulfillment in the workplace, is a pivotal aspect of organizational success. This abstract explores the various factors contributing to employee satisfaction, including organizational development, job security, work tasks, compensation policies, and opportunities for advancement. By investigating these variables, the abstract underscores the significance of understanding and addressing the diverse needs and desires of employees to foster a positive work environment. Furthermore, the abstract delves into strategies for enhancing employee satisfaction, emphasizing the importance of promoting employee engagement, providing opportunities for career development, and implementing effective compensation and benefit structures. Through a nuanced analysis, this abstract provides insights into the importance of prioritizing employee satisfaction for achieving organizational goals and maintaining a motivated and committed workforce

Exploring Big Data Technology in Human Resources Decision-Making

With the widespread application of big data technology, human resources decision-making faces new opportunities and challenges. This paper explores the application of big data technology in human resources management and its potential impact, providing an in-depth analysis of the transformation of the role of HR managers in the era of big data. Firstly, the application of big data enables HR professionals to make more effective strategic business decisions by eliminating biases in decision-making and providing profound real-time insights. This, in turn, attracts and retains talented individuals, enhancing business efficiency. Secondly, big data plays a crucial role in the recruitment process, assisting management in avoiding recruitment errors. Personalized data analysis helps identify talents that match specific job requirements, ultimately improving long-term performance. Furthermore, the application of big data technology facilitates organized internal mobility of human resources within a unit. By analyzing employee data, organizations can gain better insights into employees' work capabilities and development potential, offering diverse opportunities for career development to enhance employee satisfaction, loyalty, and maintain competitiveness.

Factors affecting the retention of millennial academics

Orientation: South African higher education institutions (HEIs) face significant challenges in attracting and retaining younger-generation academics. This results in a critical shortage of a talented pool of scholars required for succession and the sustainability of HEIs over the longer term.Research purpose: This study aimed to explore the factors affecting the retention of millennial academics in South Africa.Motivation for the study: The retention of millennial academics is essential to the success of HEIs. Research on the factors affecting the retention of this cohort of academics is scarce despite their growing importance in sustainable HEI practice.Research approach/design and method: The study adopted a cross-sectional qualitative research approach using semi-structured interviews to collect the data. The sample included 14 millennial academics representing various public HEIs in South Africa. Thematic analyses were applied to analyse the data.Main findings: The findings showed that five factors should be considered to retain millennial academics: career and growth opportunities, work environment, rewards, leadership and work–life balance.Practical/managerial implications: The study concluded that an integrated talent retention strategy should be developed that, at a minimum include opportunities for career development, employee growth, healthy employee–employer relationships, employee support and market-related compensation to retain millennial academics.Contribution/value-add: This research contributes to the limited knowledge of the factors affecting the retention of millennial academics.

New standard standards for issuing personal protective equipment

This article examines corporate culture as a system of values, manifestations and interactions that characterize a company, which can influence employee job satisfaction. In the context of corporate culture, job satisfaction can be defined as the emotional and cognitive state of an employee, reflecting his assessment and experience of the conditions and characteristics of work. It reflects the employee's satisfaction with his job, company, colleagues and career development opportunities. Understanding the factors that influence job satisfaction is key to creating a positive work environment and improving overall employee productivity.

The Influence Of HR Planning, Work Placement And Career Development On Employee Performance Through Work Motivation As An Intervening Variable In The Regional Civil Service Agency Of West Sumatra Province

The Regional Civil Service Agency of West Sumatra Province is a government institution that has the main task to assist the governor in the implementation of regional civil service. The purpose of this study is to determine and analyze the effect of HR Planning, Work Placement and Career Development on Employee Performance through Work Motivation as an Intervening Variable. The research method used is quantitative research. The sample size of this study was 74 respondents and used SEM analysis tools with SmartPLS 3. In the data collection technique in this study by distributing questionnaires using Likert scale. The results showed that directly the most dominant variable, namely Career Development, had a positive and significant effect on Work Motivation. Therefore, evidenced by the increasing career development promised by the company, employee motivation will also increase. Furthermore, HR Planning has a positive and significant effect on Employee Performance, it shows that there is careful planning for HR, so employee performance will increase. While indirect testing for the most dominant variables states that career development has a positive and significant effect on employee performance through work motivation, that the existence of good career development opportunities will strengthen employee performance and increase employee motivation. Conversely, if career development is not good for its performance, work motivation will lower the level of employee concern regarding the progress of the company. Employees who care about the progress of the company will be more motivated to work so as to form stronger performance.

Local Government Internship: Opportunity or Exploitation?

Despite the evident increasing unemployment rates, particularly youth unemployment, the South Africa’s graduate labour force continues to grow. Recent studies show the devastating figures of graduate unemployment which grow alongside the overall unemployment rates in South Africa. Undoubtedly, unemployment mostly affects young graduates who recently graduated from higher learning institutions. Thus, internships are increasingly recognised as a bridge through which graduates can transition from higher learning institutions to the labour market. However, whether internships are good or bad for young graduates remains a debatable question. Therefore, this paper is drawn from the perspectives of young graduate interns to determine whether internship presents real opportunities for career development of young graduates or it is merely used as an exploitative tool by employers. This study adopted a qualitative approach where a total of thirty graduate interns from eThekwini Municipality participated in the semi-structured face-to-face interviews. The results indicate that most graduate interns viewed the local government internship programme as exploitative. Further results show that graduate interns are generally underpaid yet overworked in the local government internship. Workplace abuse and the lack of access to resources were reported as major challenges faced by graduate interns. These results symbolise the exploitative nature of internship programmes at the local government level. Therefore, this paper recommends appropriate systems, policies, and workplace rules to improve local government internships. 
 
 Received: 23 May 2023 / Accepted: 19 January 2024 / Published: 5 March 2024

A pilot program to expand career opportunities in conservation for students of color

AbstractThe Scholars for Conservation Leadership Program (SCLP) is a pilot initiative designed to expand career development opportunities to undergraduate students of color in their senior year who are interested in pursuing a career in conservation and/or employment with a land trust organization. Through SCLP, undergraduate seniors engage in career development activities and events, network with conservation practitioners, receive mentorship from a Conservationist of Color group member with similar career interests, attend the Land Trust Alliance Rally National Land Conservation Conference (LTA Rally Conference), and can qualify for a paid year‐long fellowship with a land trust. This study explores the evidence gathered during the program to determine if the SCLP achieved the initial desired outcomes. Two cohorts of scholars have participated in the pilot program activities and events. Both cohorts were asked to complete surveys before and immediately after attending the LTA Rally Conference as well as 6–9 months following the conference to share their experiences and perspectives about the program. The evidence strongly suggests that the SCLP pilot initiative is achieving the programmatic outcomes of expanding career development opportunities to students of color, increasing their interest in pursuing a career in conservation and/or working with a land trust organization.

Advancing HIV cure research in low- and middle-income countries requires empowerment of the next generation of scientists

While low- and middle-income countries (LMICs), especially in Southern and Eastern Africa, bear the largest burden of the HIV globally, investigators working on the front lines in these regions are leading a limited number of research efforts, particularly related to HIV cure. Conducting HIV cure research in high-burden HIV LIMCs provides an unparalleled opportunity to formulate innovative research strategies, design trials tailored to the local context, evaluate clinical outcomes within key and vulnerable populations, meaningful involvement of stakeholders, and to shape policies in areas where HIV prevention and cure interventions can yield the most significant impact. Further, the high prevalence of infection, with varied HIV strains affecting large diverse populations, creates a unique environment for studies that would not be feasible in any other part of the world. This underscores the critical importance of addressing obstacles to unlock the full potential of research efforts in these regions. In this viewpoint, we identify significant challenges facing early career investigators in LMICs, particularly in Africa, that hinder their full engagement in HIV cure research. Drawing examples from the International AIDS Society's Research-for-Cure Academy, we provide practical recommendations to overcome barriers that include limited access to funding, effective mentors, educational and career development opportunities, coupled with inadequate investment in infrastructure that contribute towards the limited number of investigators from high-burden HIV LIMCs who are spearheading cutting-edge cure research. Addressing these challenges is crucial to empower investigators who possess unique insights and expertise, and who are well positioned to lead HIV cure-related research efforts. We acknowledge and welcome initiatives that promote capacity building and knowledge exchange between early-career investigators in LMICs and their peers and scientific leaders from high-income countries (HICs). Prioritizing investment in global collaboration and partnership will play a pivotal role in empowering the next generation of African scientists and clinicians. To expedite advancements of cure-related strategies that will be effective in high-burden HIV LMICs, we endorse the sustainable expansion of these pivotal initiatives in these regions, to enhance their effectiveness and hasten progress in the pursuit of a global HIV cure.