Career Planning Research Articles

Urban–rural geographic distribution of Otorhinolaryngologist, Head and Neck surgeons in Aotearoa New Zealand

aim: We identified geographic distribution of Otorhinolaryngologist, Head and Neck surgeons in Aotearoa New Zealand. To identify the future workforce pipeline, we explored trainee intentions for specialist practice. method: A survey was distributed to all New Zealand Society of Otolaryngology, Head and Neck Surgery (NZSOHNS) members and all current New Zealand Otolaryngology, Head and Neck surgery trainees. Data were gathered on work location and patterns of work, including on-call commitments and full-time equivalent hours worked. Trainees were asked about future career plans. results: An 88% response rate was achieved encompassing Senior Medical Officers (SMOs) and trainees. A total of 64.8% (68) of respondents reported primarily working in a metropolitan hospital and 26.7% (28) reported working in a regional centre. Rates of internationally trained surgeons were significantly higher in regional centres compared to metropolitan hospitals (64.3% vs 32.4% p<0.05). Regional respondents had higher after hours on-call burden, a higher full-time equivalent (FTE) worked and higher average hours worked per week. Retirement intentions within the next 10 years were high in both groups (64% regional and 52.9% metropolitan—p<0.05). conclusions: The regional workforce in ORLHNS work longer hours, are older and are reliant on internationally trained surgeons. Current training of ORLHNS surgeons is unlikely to keep pace with expected retirements.

College Students Career Planning Education System Construction Strategy

Career planning is an important foundation for college students to achieve high-quality employment. Entering the new era, college students are facing a brand new employment environment. To adapt to the changes in employment, colleges and universities should update the career planning education system promptly, enhance students’ employment competitiveness, and help students achieve high-quality employment. Based on this, this paper studies the construction strategies of the career planning education system in colleges and universities. The paper first analyzes the value of the construction of the career planning education system, and then expounds the main problems at present. On this basis, the paper puts forward specific strategies to help college students plan their careers scientifically and promote their good development.

Increasing Employee Commitment: 25 Strategies

Employee commitment is pivotal to the success of healthcare organizations, influencing trust, loyalty, and productivity. High levels of commitment among employees foster a positive work environment where individuals willingly contribute their time, energy, and talents. Conversely, low commitment leads to cynicism and disengagement. Commitment comprises behavioral, emotional, and rational components and is often driven by reciprocal investments between employees and employers. To assess and enhance employee commitment, healthcare leaders can use a variety of strategies, including clear communication, values-based hiring, career planning, and leadership practices that emphasize care, ownership, security, and accountability. Ultimately, committed leadership is essential for fostering a culture of commitment within the organization.

대학생의 지각된 진로장벽이 진로결정수준에 미치는 영향에서 진로성숙도의 매개효과

Objectives The purpose of this study was to verify the structural relationship between college students' perceived career barriers, career maturity, and career decision level, and the mediating effect of career maturity on the im-pact of perceived career barriers on career decision level. Methods For this purpose, 358 college students nationwide were selected as research subjects. A survey was conducted with the independent variables of perceived career barriers, mediating variables of career maturity, and career decision level selected as dependent variables. And the collected data were subjected to reliability ver-ification, descriptive statistics, correlation analysis, confirmatory factor analysis, path analysis, and bootstrap ver-ification using SPSS 26.0 & AMOS 18.0 programs to derive research results. Results The relationship between perceived career barriers, career decision level, and career maturity was found to be appropriate, and perceived career barriers and career maturity were found to be important variables in career decision level. In addition, career maturity was found to have a direct and indirect effect in the impact of psycho-logical career barriers on the career decision level, and career maturity was found to have an indirect effect in the impact of environmental career barriers on the career decision level. Conclusions The conclusions of this study are as follows. First, it was confirmed that career maturity plays a medi-ating variable in the impact of college students' perceived career barriers on their career decision level. Second, the validity of this study was supported by the need to examine the concepts separately rather than integrating career barriers to explore career decision levels. Third,It is expected that college students experiencing perceived career barriers will be able to use it as basic data to understand the level of career decision by exploring the path of career planning and selection for each task.

Career Planning

Abstract Career planning initiatives among university and college students stand as pivotal mechanisms for equipping individuals with the essential skills and direction needed to navigate their professional journeys. This study explores career planning and the importance of studying it in higher education for students. The research delves into the positive impacts, such as enhanced decision-making skills, increased career clarity, job satisfaction, academic performance improvement, and a culture of professional growth and adaptability. Career planning refers to the process in which an individual establishes career development goals, chooses a career, formulates corresponding education, training, and work plans, and takes necessary actions to achieve career goals while taking into account personal qualities and the external environment.

Implementasi Program Bimbingan Karir dalam Kurikulum Merdeka Belajar di SMKN 3 Madiun

Aditya Yudha Wicaksono: "Implementation of the Career Guidance Program in the Independent Learning Curriculum at SMKN 3 Madiun". Thesis. Jakarta: Guidance and Counseling Study Program, Faculty of Teacher Training and Education, University of PGRI Madiun, 2024. This study aims to find out the first, to find out the level of student career planning when the career guidance program is in the independent learning curriculum, the second is whether there is a difference after being given a career guidance program in the independent learning curriculum. This research is a descriptive qualitative research. The subjects of this study included school principals, deputy principals for curriculum, vice principals for student affairs, counseling teachers and students at SMKN 3 Madiun. Data collection methods used are observation, interviews, and documentation. From the results of this study it can be seen First; The implementation of the counseling program at SMKN 3 Madiun is quite good. Judging from the implementation of information services where the teacher always provides information about the world of work and the industrial world, the counseling teacher always provides counseling services to their students through class hours determined by the classical service method, the counseling teacher is also ready to provide individual counseling services when there are students who experience problems. . Second; The implementation of the Merdeka Curriculum at SMKN 3 Madiun was carried out well. Judging from the curriculum program that has been implemented and compiled by several teachers, it is sufficient to facilitate the implementation of learning for teachers and streamline learning or material provided to students. Supporting factors for the implementation of student career planning are categorized as quite good, schools always support the implementation of student career planning by carrying out several activities such as EduFair or JobFair to determine student career plans whether they want to continue on to higher education or the world of work.

OVERVIEW OF CAREER MANAGEMENT IN DENTISTRY: CHALLENGES AND TRENDS FOR THE FUTURE FROM THE STUDENTS' PERSPECTIVE

Career management has faced several innovations, due to the economy, politics and social contexts. Such changes are justified by technological advances, globalization, communication processes, outsourcing, and unemployment (PEREZ, 2021). It is relevant to reflect and outline a career plan, in order to find a way to put it into practice, to have the attitude of moving towards the achievement of both personal and professional goals. To describe the perception of career management, as seen by students in the health area at a private university in Belo Horizonte. This is a quantitative research, with the purpose of obtaining results that answer the guiding problem of this study. All dentistry students from Brazilian public and private universities were included, who answered a semi-structured questionnaire, reaching the following results: Gender 76.9% of the interviewees are female and 23.1% male; Age 58% of the students are in the 25-year age group; working in the area represent 38%; 79.3% of these students are studying their first undergraduate degree; 20.7% are in their second degree. Regarding the income profile, 37.9% receive between 1 and 2 thousand reais per month, and 50.7% have a salaried employment relationship, and 70.9% have never taken a vocational test to choose dentistry. Therefore, it is possible to conclude that in the current times, important changes in the work scenario are visible. Having achieved the objectives of this study, evidencing the commitment of dentistry students, however, contrary to expectations, it was noted that the individual initiative to develop the career is unsatisfactory, as well as there is no promotion by the HEIs due to the lack of disciplines on clinical career management and offices during the course.

Research on Strategies to Enhance the Employment Competitiveness of Students Majoring in International Cruise Ship Management

With the rapid development of the cruise tourism industry, enhancing the employment competitiveness of students majoring in International Cruise Ship Attendant Management has become particularly important. This study aims to explore effective ways to improve the employment competitiveness of these students, thereby helping them better adapt to market demands and increase employment rates. Through an in-depth analysis of the current situation of the major, the job market conditions, and the challenges faced by students, this paper proposes targeted improvement strategies and elaborates on various aspects such as curriculum design, practical training, professional quality, and career planning. These strategies are designed to comprehensively enhance students' overall qualities and make them more competitive in the market.

A high-performance sports career as a signal in the job application process

AbstractThe decision to pursue a career in sports often has far-reaching consequences in the professional career planning of high-performance athletes. Therefore, it is highly relevant to examine how the high-performance sports career is perceived as a signal in terms of the signaling theory (Spence, 1973) during a job application. To this end, an experiment was conducted to investigate how recruiters evaluate job applications from former high-performance athletes (both single and team sports), considering social, motivational, and cognitive competencies. In total, 303 subjects participated in this study. It is shown that the same person as a team athlete was considered significantly more capable for a professional entry than as an individual athlete or someone without a high-performance sports background. Although careers in high-performance sports can be considered a risky way to earn a living, our findings indicate that this is not necessarily the case: athletes who manage to complete an apprenticeship alongside their sport reduce their risk enormously, as their high-performance sports career is interpreted as a positive signal when applying.

“We want to get out” – A qualitative study on reasons for nurses’ early retirement intentions

Abstract Background Nurses, the largest workforce in healthcare, play a central role in health systems. There is a severe global shortage of nurses, which is expected to worsen as a significant portion approaches retirement age. Early retirements can harm care quality and healthcare access, thus significantly impacting public health. Identifying reasons is crucial to prevent this trend. This study examined factors behind nurses’ early retirement intentions. Methods A descriptive qualitative study was conducted in an Irish hospital (July to September 2023) including individual interviews with 10 nurses aged 55 and over. A thematic analysis was conducted collaboratively by three researchers to identify key factors influencing nurses’ intentions to retire early. Results Five main themes emerged: 1) Health concerns, encompassing physical strain and psychological stress, significantly influencing early retirement intentions; 2) Struggling to balance job demands with personal responsibilities such as caring for ageing parents due to inflexible work schedules; 3) Need for more support from senior leaders to address staffing shortages and investment in aging nurses’ career and retirement planning to make staying more desirable and easier; 4) Feelings about nurses’ experience being undervalued in the evolving healthcare; and 5) Facing constant heavy responsibility in guiding new nurses, while simultaneously fearing patient safety risks and encountering generational differences. Conclusions Developing support systems for ageing nurses, encompassing strategies to ease workload strain, enhancing career opportunities, and promoting intergenerational collaboration are critical for reducing early retirement trends and sustaining a resilient healthcare workforce. By implementing tailored approaches, such as flexible scheduling and mentorship programs for ageing nurses, healthcare organisations can promote workforce longevity and enhance public health outcomes through improved care delivery. Key messages • Health challenges and struggles in work-life balance influence early retirement intentions among nurses, urging flexible work arrangements and improved recognition and leadership in healthcare. • To extend work careers, organisations must invest in ageing nurses’ career and retirement planning, value experience, and acknowledge potential challenges and benefits in intergenerational nursing.

Exploring the Motivation of National Common Language Learning among Ethnic Minority College Students in Inner Mongolia

As the importance of the national lingua franca in social communication is increasingly highlighted, this study aims to explore the learning motivation of minority university students in Inner Mongolia regarding the national lingua franca, with the purpose of understanding and analyzing the factors that contribute to students’ learning motivation in a specific linguistic environment. This paper selects minority students in Inner Mongolia universities as the research subjects and collects data through questionnaire surveys and interviews. Combining quantitative and qualitative analysis methods, it reveals the multidimensional differences in learning motivation in terms of gender, grade, and major background. Empirical research results indicate that students’ learning motivation is jointly influenced by social environment, cultural identity, and career planning. Positive factors provide motivation for learning engagement, while negative factors hinder the improvement of learning outcomes to a certain extent. The conclusions of this study have certain practical value in providing targeted language teaching strategies for higher education institutions and also play a positive role in promoting language integration and cultural exchange among minority university students.

Pengaruh Motivasi Kerja Terhadap Pengembangan Karir Dosen di Lingkungan Fakultas Kesehatan Masyarakat Universitas Nusa Cendana Kupang

Career Development is a career planning process provided by a company to individuals as an effort or opportunity to enhance and develop their careers to a higher level according to their abilities and responsibilities. This study aims to determine the effect of work motivation on the career development of lecturers in the Faculty of Public Health at Nusa Cendana University, Kupang. The research is quantitative in nature. The population consists of 71 lecturers, with a sample of 41 respondents selected using purposive sampling technique. Data collection was conducted using a work motivation scale and a career development scale with a Likert scale model. The collected data were analyzed using the Statistical Package for Social Sciences (SPSS) 16.0 for Windows program. Data analysis was carried out using a simple linear regression test. The results showed that the calculated F-value was 54.237 with a significance value of 0.000 < 0.05, which indicates that work motivation has an effect on career development. It is recommended to take advantage of the career development opportunities that have been organized and facilitated to achieve the desired career level. Based on the quantitative research conducted on the lecturers of the Faculty of Public Health at Nusa Cendana University, Kupang, it was found that work motivation influences career development

“Covid has stopped us all”: the experiences of migrant care workers in formal care settings in Germany

ABSTRACT This research examined how migrant care workers in eldercare institutions in Germany were affected by the COVID-19 pandemic, focusing on their personal experiences. The research is theoretically grounded in intersectionality and the prisoner of love framework. Drawing on 15 qualitative interviews with migrant care workers (MCWs) from Poland and Bosnia–Herzegovina, the main findings highlight that intersecting social positions play an important role in stratifying experiences for MCWs. Migrant workers with high skill levels and job security stressed similarities to their non-migrant colleagues in their day-to-day work experiences during the pandemic, foregrounding their shared professional self-image and creating solidarity between workers of all backgrounds. Strong workplace relationships, emphasising their professional identity, and adapting career plans were ways to mitigate the negative effects of the pandemic. The study’s results emphasise the need for a more balanced portrayal of the pandemic’s impact on migrant workers.

Does Early Exposure Change Pediatric Residents' Perceptions of Developmental-Behavioral Pediatric Care?

ABSTRACT Objective: To explore the impact of a new “Intro to DBP” rotation on pediatric residents' interest in developmental-behavioral pediatrics (DBP) and comfort in providing DBP care. Methods: All first-year pediatric residents participated in a new 1-week DBP rotation. Experiences included clinic visits; interdisciplinary evaluations; asynchronous online learning; and lectures, journal clubs, and/or case conferences. Participants completed pre- and postrotation surveys. Surveys focused on awareness of the DBP field; career plans; and perceived importance of, comfort with, and interest in learning about DBP care. We analyzed data using descriptive statistics and Bhapkar's test to compare distribution differences on pre- and postrotation Likert scales; we reviewed open-ended questions to identify themes. Results: Thirty-two residents participated; 56% had no previous exposure to DBP. After the rotation, there was a statistically significant increase in resident-reported importance of DBP care (p < 0.0001), comfort in providing DBP care (p < 0.0001), and interest in pursuing a DBP fellowship (p = 0.0048). Themes identified from open-ended responses suggested that the rotation led to a broader understanding of the DBP field, reinforcement and expansion of knowledge pertinent to all pediatric care, and improved understanding of systems of care. Conclusion: Brief, early exposure to DBP during pediatric residency training led to increased awareness of and comfort in providing DBP care. Residents described a broader understanding of the depth and breadth of DBP and its applicability to all aspects of pediatric care. Early introduction to DBP during residency training may stimulate greater interest in the field and greater comfort among general pediatricians to provide DBP care.

Prevalence of unplanned first pregnancy and socioeconomic factors in Benin: a cross-sectional and analytical study

BackgroundEarly or unplanned pregnancy is an obstacle to the well-being of adolescent girls, especially as early motherhood has health and social consequences on the young mother and the newborn. This...

Impacts of human resources management strategies and practices on workers performance in construction industry: a review

Human resource management (HRM) plays a vital role in the growth and sustainability of companies and in achieving company objectives, as HRM relates to the workers’ practices and their functional roles. The main objective of this paper is to identify the HRM strategies, practices and their impact on worker’s performance in the Architecture, Engineering, and Construction (AEC) Industry. The method which was used in this study was based on three stages. After the completion of the database and web engine search, the total number of sources found were 149. Next, the sources’ titles and abstracts were reviewed and those marked as relevant to the review were chosen to be retrieved and thoroughly reviewed. The sources were chosen based on the following inclusion criteria: (a) the sources implied in HRM strategies in the AEC industry, (b) the sources released between 2010 and 2023, (c) the online sources, and (d) the English-language sources. Also, the selected sources are reviewed to extract the factors using the content analysis method which is a thorough and systematic study of the contents of a specific body of material. In addition, content analysis is carried out to extract practices of HRM strategies and their impact on worker performance. This can be followed up and observed through the figures and tables that come later. As a final result, which concludes the outputs of the previous stages which results in a first-round total of 31 HRM strategies practice but in the second-round result of reaching 39 different sources from 149 related sources. After that, discussing the most popular between them based on the appearance of it in the sources which reviewed beside that, the impact of it on worker’s performance were viewed in the AEC industry. Based on that, it was found the following 5 categories of strategies: (1) Human Resources Planning; (2) Polarization and Recruitment; (3) Training and Development; (4) Human Resources Following-up; (5) Career Planning. At the same time the most popular practices are based on appearance in sources: In terms of Human Resources Planning Strategy, “The company’s management analyses the functions accurately”. In Polarization and Recruitment Strategy, “The company’s internal resources are the best to provide its human resource needs” and “Selection and recruitment policies are in line with the company’s current and future needs”. In Training and Development of Human Resources Strategy, “The company evaluates the results of development and training programs to achieve the purpose of feedback”. In Human Resources Following-up Strategy, “There is a fair incentive system in the company”. In Career Planning Strategy, “There is a clear description of the relationship of workers to each other”. Finally, human resource management strategies and practices are one of the major players in the AEC industry, which is evidenced by its impact on the performance of workers. First published online 22 October 2024

Assessment on Maritime Students' Awareness, Perceptions and Needs in Career Planning in Tertiary Education

Although seafaring is seen as an attractive profession for prospective students in terms of having the opportunity to see different parts of the world while working and earning more money in less time compared to other professions, the harsh conditions of duties onboard sometimes overshadow this attractiveness, which may lead students to question their choices and seek different career alternatives. This study aims at assessing maritime students' knowledge, perceptions, and needs regarding career awareness and career planning at the tertiary level. The study also seeks to understand students' awareness of career-related activities and the role and responsibilities of the career centre. The research component of the study involves administering a questionnaire to 381 first-year students at a maritime-focused university. The questionnaire comprises twenty questions based on a five-point Likert scale and has been electronically distributed. The data collected has been analysed using parametric methods based on four variables: career anchor, career awareness, career centre awareness, and career planning awareness. The study has revealed that most of the students are aware of their own characteristics and the sacrifices required by their future profession, but they had not yet decided which career path to follow after graduation. The study has also revealed that students are interested in developing their skills through extracurricular activities and consider entrepreneurship as a future career option. The results suggest that career offices in maritime universities should create more opportunities to provide students with adequate information about their future careers and to enable them to make correct and realistic decisions about their career paths. The next study on this topic can focus on how to raise awareness of the functions of career officers and how to develop maritime-oriented career planning courses so that the students can make more realistic and satisfying career choices.

ASLO Opportunities for Students and Early Career Professionals in Aquatic Sciences

AbstractStudents and early career researchers/professionals (ECRs) must increasingly acquire a variety of skills and expand their collaborative networks to become more competitive as they apply for jobs and grants. Funding for skills training and overall availability of opportunities can, however, pose a challenge to this career plan. The Association for the Sciences of Limnology and Oceanography (ASLO) is proud to support the professional development of member and non‐member students and ECRs by offering a myriad of skill‐building programs. These include opportunities to: receive mentoring, travel to ASLO events, expand networks, conduct outreach projects, research exchanges, and internships, better understand scientific publishing, and exercise leadership within the society. In addition, ASLO recognizes the contribution of member students and ECRs to their communities, field, and to the society. Participation in ASLO‐sponsored programs can, thus, assist in the successful transition of students to ECRs, and of ECRs to independent researchers.

School middle leadership: aspirations, identification, appointment, development and advancement

PurposeWhile current research is reporting on a crisis in school leadership aspirations and appointments, this research sheds light on the mediating factors that school middle leaders (MLs) attribute to their appointment as a leader and their aspirations to senior leadership positions.Design/methodology/approachQualitative data from a larger, mixed-method, research project were collected using an online survey completed by 2,608 MLs in a large public school system in Australia and is analysed using an inductive thematic process.FindingsThe findings suggest that MLs experience varying and non-linear career progressions and that a range of personal and professional factors impact their career aspirations. The support of an “experienced other” such as a principal, mentor or coach and strategic career planning are all important in the identification, support, development and advancement of MLs.Originality/valueThis paper contributes to the scarce body of research on middle leadership identification and aspirations. The study recommends a system approach drawn from the empirical data and associated literature that may be useful to inform policymakers, school systems and school leaders in efforts towards middle leadership identification, development and advancement.

Positioning LIS Students for Career Success

There is an assumption that students enter graduate programs with a certain level of knowledge and awareness about the field they have chosen to study and their career plans post-graduation. However, the literature shows that even graduate students benefit from services and programming related to career exploration and preparation. This is especially true in the library and information science (LIS) field, which offers myriad career paths and settings for graduates. Despite resources such as the ALISE Statistical Report, San José State University iSchool’s Career Trends report, and research on the core knowledge and skills desired of information professionals, extant literature examining career services provided to and desired by LIS graduate students is lacking. This project examined career planning services and programming in LIS graduate programs using a descriptive research approach. Data was collected via surveys of current LIS program administrators and enrolled graduate students. As LIS job seekers report such long and frustrating job search experiences that they consider leaving the field entirely, insights from this research will inform the creation or improvement of career services for LIS students, advance discussion of career services for graduate students, and identify exemplars that can be used to guide programming efforts. This paper will share preliminary findings from surveys completed by 25 program administrators and 400 current students.