Promote Career Development Research Articles

ANESTHESIOLOGY® 2021 – What It Delivers for Residents, Fellows, and Medical Students

Article| August 2021 ANESTHESIOLOGY® 2021 – What It Delivers for Residents, Fellows, and Medical Students Andrew Davoodian, MD, MBA; Andrew Davoodian, MD, MBA Search for other works by this author on: This Site PubMed Google Scholar Justin Yuan, MD; Justin Yuan, MD Search for other works by this author on: This Site PubMed Google Scholar Abigail Schirmer, BS; Abigail Schirmer, BS Search for other works by this author on: This Site PubMed Google Scholar Natalie J. Koons, BS Natalie J. Koons, BS Search for other works by this author on: This Site PubMed Google Scholar ASA Monitor August 2021, Vol. 85, 37. https://doi.org/10.1097/01.ASM.0000768844.24628.0d Views Icon Views Article contents Figures & tables Video Audio Supplementary Data Peer Review Share Icon Share Twitter LinkedIn Cite Icon Cite Get Permissions Search Site Citation Andrew Davoodian, Justin Yuan, Abigail Schirmer, Natalie J. Koons; ANESTHESIOLOGY® 2021 – What It Delivers for Residents, Fellows, and Medical Students. ASA Monitor 2021; 85:37 doi: https://doi.org/10.1097/01.ASM.0000768844.24628.0d Download citation file: Ris (Zotero) Reference Manager EasyBib Bookends Mendeley Papers EndNote RefWorks BibTex toolbar search Search Dropdown Menu nav search search input Search input auto suggest search filter All ContentAll PublicationsASA Monitor Search Advanced Search Topics: internship and residency, medical residencies, students, medical As officers of the ASA Medical Student Component and Resident Component, we are excited to offer two educational tracks not to be missed! All our officers are elected by their peer delegates during their respective House of Delegates sessions, and our shared goal is to provide attendees with a custom educational and networking session schedule to meet their needs and promote career development. Past attendees have raved about the exclusive educational and networking opportunities that the ANESTHESIOLOGY annual meeting offers to medical students, residents, and fellows. The annual meeting has tremendous appeal across all facets of anesthesiology and its numerous career paths, which is both encouraging as well as strategic. As medical students, being able to interact with not only residency program leadership, but also many current residents, provides an opportunity to ask questions and garner advice from anesthesiologists currently in the field. The same goes for residents who can... You do not currently have access to this content.

San Antonio Nathan Shock Center: your one-stop shop for aging research.

With evolving cores, enrichment and training programs, and supported research projects, the San Antonio (SA) Nathan Shock Center has for 26years provided critical support to investigators locally, nationally, and abroad. With its existing and growing intellectual capital, the SA Nathan Shock Center provides to local and external investigators an enhanced platform to conduct horizontally integrated (lifespan, healthspan, pathology, pharmacology) transformative research in the biology of aging, and serves as a springboard for advanced educational and training activities in aging research. The SA Nathan Shock Center consists of six cores: Administrative/Program Enrichment Core, Research Development Core, Aging Animal Models and Longevity Assessment Core, Pathology Core, Analytical Pharmacology and Drug Evaluation Core, and Integrated Physiology of Aging Core. The overarching goal of the SA Nathan Shock Center is to advance knowledge in the basic biology of aging and to identify molecular and cellular mechanisms that will facilitate the development of pharmacologic interventions and other strategies to extend healthy lifespan. In pursuit of this goal, we provide an innovative "one-stop shop" venue to accelerate transformative research in the biology of aging through our integrated research cores. Moreover, we aim to foster and promote career development of early-stage investigators in aging biology through our research development programs, to serve as a resource and partner to investigators from other Shock Centers, and to disseminate scientific knowledge and enhanced awareness about aging research. Overall, the SA Nathan Shock Center aims to be a leader in research that advances our understanding of the biology of aging and development of approaches to improve longevity and healthy aging.

The impact of inequality and COVID-19 on education and career planning for South African children of rural and low-socioeconomic backgrounds

Background: South African youth in poor and rural communities have faced serious challenges, and the coronavirus disease 2019 (COVID-19) has worsened their situation. The odds are stacked against them as they try to obtain an education, and eventually a career. Many students struggle to complete their studies amidst the pressure of the pandemic, and concerns over career possibilities weigh heavily on their shoulders.Objectives: The need for this research is to highlight the challenges faced by youth within the education system. It is also to explore the failings of the South African government and its education sector.Method: A brief overview of the current and historical literature was conducted. Relevant literature was reviewed and critically analysed.Results: Eight major themes emerged from the literature surveyed. These included access to education, difficulties faced by girls, racism, infrastructure problems in poor and rural schools, child-headed households, education during COVID-19, food security and the absence of career guidance in low-income schools.Conclusion: In light of South Africa’s difficult history, and the fact that it is 27 years after the fall of apartheid, the state of South Africa’s education system is not conducive to education and promoting career development in young people. More attention needs to be given to education in poorer communities, and government needs to be held accountable.

PENGARUH REKRUITMEN, PENGEMBANGAN KARIR, DISIPLIN KERJA DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN DINAKERTRANSDUK PROVINSI JATENG

Policies to improve employee performance need to be analyzed further. In this study will analyze the effect of recruitment, career development, work discipline and work motivation on employee performance at Dinakertrasduk, Central Java province. In this study, samples were taken as many as 100 people using purposive sampling technique, namely sampling based on criteria, among others: employees who are taken as samples are employees who have worked for at least 3 years. The data analysis method used in this research is validity, reliability, multiple linear regression, t test. The results show that with multiple linear regression analysis, it can be shown by the regression equation Y = -0.16X1 + 0.862X2 + e1. From the results of the analysis above, it can be concluded that the variables of recruitment and career development do not increase, which affects work motivation. while the regression equation analysis Y2 = 0.506X3 + 0.271Y1 + e2 from the results of the analysis above, it can be concluded that discipline and motivation variables increase, affect performance. The hypothesis that has been carried out in this study can be concluded that: a. There is a positive and significant effect of recruitment on motivation. b. There is a positive and significant effect of career development on motivation. c. There is a positive and significant effect of work discipline on performance. d. There is a positive and significant influence of motivation on performance in Dinakertrasduk Povinsi Central Java. Suggestions that can be put forward in this study include: company leaders to pay attention to things that can increase employee motivation and performance, among others: to further promote career development of employees of Dinakertrasduk, Central Java Province. and improve work discipline of the employees of the Central Java Province Dinakertrasduk. and pay attention to the work motivation of its employees.

Reader Response 1a: Challenges to Successful Research Careers in Neurology: How Gender Differences May Play a Role.

We read the interesting report by Minen et al.1 on sex disparities in the neurology research pipeline. The authors highlighted unique factors contributing to high rates of attrition among women faculty—besides family obligations—and discussed the negative implications of their early departure on the educational mission of academic medical centers. In addition to destabilizing the foundation of academic integrity, the sex gap in senior leadership roles in neurology threatens future opportunities for advancement of women. The disproportionately low numbers of women professors and chairs in neurology departments, of presidents of professional societies, of senior editors of specialty journals, and of recipients of AAN recognition awards are several examples of sex-related gaps.2,3 As Minen et al. suggest, NIH has attempted to promote career development for women through the Responsible Conduct of Research model, but the environment in research has not been entirely conducive to the 3 pillars. Because gaps have not closed on their own, intentional and strategic efforts at multiple levels are pivotal to meet the career goals of many talented and qualified women in neurology.4 The time is now to commit much needed additional resources to overcome structural and institutional barriers for women physicians and scientists in academic neurology.

Mentorship Initiatives in Radiation Oncology: A Scoping Review of the Literature

Although mentorship is described extensively in academic medical literature, there are few descriptions of mentorship specific to radiation oncology. The goal of the current study was to investigate the state of mentorship in radiation oncology through a scoping review of the literature. A search protocol was defined according to Preferred Reporting Items for Systematic Reviews and Meta Analyses extension for scoping reviews (PRISMA-ScR) guidelines. Predefined search terms and medical subject headings were used to search PubMed for English language articles published after January 1, 1990, on mentorship in radiation oncology. Additionally, in-press articles from major radiation oncology and medical education journals were searched. Three reviewers determined article eligibility. Included articles were classified based on predefined evaluation criteria. Fourteen publications from 2008 to 2019 met inclusion criteria. The most commonly described form of mentorship was the dyad (64.3%), followed by team (14.3%) and peer (7.1%); 2 articles did not specify mentorship type (14.3%). The most commonly mentored participants were residents (35.7%), followed by medical students (35.7%) and attendings (21.4%); 1 study included participants of all levels (7.1%). Thirteen studies (92.9%) identified an experimental study design, most of which were cross-sectional (42.9%), followed by cohort studies (28.6%) and before/after (21.4%). Median sample size, reported in 12 of 13 experimental studies, was 132 (coefficient of variation, 1.06). Although outcomes varied widely, the majority described successful implementation of mentorship initiatives with high levels of participant satisfaction. Although few initiatives are currently reported, the present study suggests that these initiatives are successful in promoting career development and increasing professional satisfaction. The interventions overwhelmingly described mentorship dyads; other forms of mentorship are either less common or understudied. Limitations included interventions not being evaluated in a controlled setting, and many were assessed using surveys with low response rates. This review highlights rich opportunities for future scholarship to develop, evaluate, and disseminate radiation oncology mentorship initiatives.

Counselling for career construction for an artistic child with career undecidedness: implications for early child development

ABSTRACT This article describes the influence of counselling for career construction on an artistic young girl with career undecidedness. Purposeful sampling was used to select a 14-year-old participant from young children who had sought counselling for career construction in a private practice context. An explanatory, instrumental, single case, intervention study design was implemented and a mixed-methods paradigm adopted as the research framework. Counselling for career construction strategies were employed to gather and analyse the data. The results emphasized the importance of promoting career development in the early years of a person’s life. Future research should investigate the viability of the approach demonstrated in the current study in diverse group contexts and as well as the longer-term value of the approach and investigate ways in which career development can be promoted as a facet of early child development.

Factors Affecting the Performance of Public Sector Practitioners in the Republic of Congo

In most of the structures of the public sector in the Republic of Congo, the quality of services provided to the general public has never been of good quality as perceived by the population. Consequently, the purpose of this study is to understand the root cause of inefficiency in the public sector of the Republic of Congo. A descriptive survey was designed for this purpose. Gill et al. (2008) argument on the most preferred use of interviews questionnaires in qualitative research was utilized to gather data from the sampled respondents. The data obtained from the individual's interviews were analysed using SPSS software. The traditional approaches of employee's performance management were analysed and plotted. The results of the study revealed that many employees were not adequately trained to perform their duties; in the meantime, most of these employees have not received any training in the last 10-15 years. Furthermore, it was also revealed that the top management doesn't undertake performance management appraisal and also the latter doesn't promote career development. Therefore, the employees suggested capacity building training. Revision of the salary scale and improvement of working conditions as the things that needs to be changed to improve their performance. Finally, the researcher concluded that among others actions that can be taken there is need to initiate a restructuration of the public sector in the Republic of Congo

Food safety in the classroom: Using the Delphi technique to evaluate researcher‐developed food safety curriculum aligned to state academic standards

AbstractHigh school students’ prevalence as food‐service industry employees and their lack of food safety knowledge make them prime candidates for food safety education. The researchers developed a food‐safety‐focused curriculum for high school students aligned with Indiana Academic Standards for Agriculture, Advanced Life Science: Food. The curriculum was designed to provide students with fundamental food safety concepts through experiential learning and incorporation of science, technology, engineering, agriculture, and mathematics (STEAM) activities in the context of different careers related to agriculture, especially in food science. This study uses the Delphi technique to evaluate the food safety curriculum, including the identification of barriers to incorporating the curriculum into classrooms. The Delphi technique uses an expert panel to generate consensus related to a topic. A panel of experts in the field of education evaluated the curriculum through three rounds of surveys containing questions related to six curriculum assessment topics. Experts rated the degree to which they agreed with statements about the curriculum using a 5‐point Likert scale and multiple‐choice questions. At the conclusion of the study, the cost to purchase materials for cooking labs was the only identified barrier to curriculum incorporation (62.5%). Experts agreed that the curriculum addressed academic standards (100%), was engaging for students (100.0%), was easy for teachers to use (89.5%), and successfully incorporated STEAM (100.0%), experiential learning (89.5%), and career‐education (78.9%). This study highlights the feasibility of providing food safety education to high school students in less traditional disciplines while promoting career development through the incorporation of experiential learning, STEAM, and career‐education components.

A conceptual framework to promote career development for vocational rehabilitation consumers with traumatic brain injuries.

The purpose of this article is to describe the Illinois Work and Well-being Model (ILW2M), a multi-domain framework for conceptualizing the employment development of people with traumatic brain injuries (TBIs). The model emphasizes the interaction of contextual and career development domains to improve participation in the areas of work, society, community, and home. A brief discussion of potential implications regarding vocational rehabilitation research and service is offered with the overall goal of reinforcing employment development as the foundation of vocational rehabilitation services for adults with TBIs.

The Effectiveness of Supervision in Solving Problems Facing Teachers of Students with Autism Spectrum Disorder in Jordan

Teachers in all areas of life need supervision, which improves their job performance. This study aimed to recognize the effectiveness of supervision in solving problems facing teachers of students with an autism spectrum disorder in Jordan. The study sample consisted of 140 male and female teachers who were specifically selected. A tool for measuring supervision effectiveness has been developed through 49 items distributed across five domains. The validity and reliability of the tool have been verified. The study results show that the effectiveness of supervision in solving problems facing teachers of students with an autism spectrum disorder in Jordan is medium. The results also indicate that there are no statistically significant differences attributed to the variables of gender, or years of experience. A series of recommendations were given in light of the results such as the Ministry of Education and the Ministry of Social Development should implement training programs for teachers of students with autism spectrum disorder to broaden their experience and promote career development.

MENINGKATKAN KINERJA: INTERNAL & EXTERNAL FACTORS

Providing excellent service is mandatory, the customer feels the warmth of the employee, hospitality, smile, responsiveness, and tenderness. The company must work hard, encourage performance improvement, commitment, stimulate self-enthusiasm by promoting career development. This research is intended to look at internal and external performance factors. The reason for using quantitative methods is simple, and can show clarity of interpretation. To collect data, questionnaires were distributed. Respondents answered according to predetermined criteria (Likert scale), then the data were analyzed using regression. The results of the study confirm that performance can develop significantly if internal and external factors are built up. In the long term career strategies are needed, but in operational (daily) efficacy and commitment are needed

"It suits my needs": Self-employed individuals with psychiatric disabilities and small businesses.

Small business is a favorably regarded institution in America. Given employment disparities among individuals with psychiatric disabilities compared to other workers, self-employment has potential to promote career development and community integration. However, little is known about what has helped or hindered current small business owners with psychiatric disabilities. This exploratory study identified characteristics of individuals' work and disability histories, as well as business characteristics, that can inform policy and practice development in support of disability-owned small businesses. A nonprobability sample of 60 U.S. adults with a history of psychiatric disability who were self-employed in 2017 completed a web-based survey that asked about demographics, experiences of disability, motivations for self-employment, and business characteristics. Most survey respondents were operating new, very small, unincorporated home-based service businesses on a part-time basis. Respondents were educated, typically with extensive work histories, but had experienced discrimination and unpleasant attitudes from coworkers and supervisors. Responses highlighted the importance of freedom and work-life balance. Self-employment is not necessarily a fit for everyone, but for individuals with psychiatric disabilities, it may be a pathway back to work. The size of the respondent businesses and the part-time nature of the work suggests that individuals with psychiatric disabilities are operating very small businesses that may serve as a wage employment alternative if they are able to grow in the future, or be sustained as a part-time adjunct to public benefits or other paid or unpaid work. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

ALAS: An Intervention to Promote Career Development Among Latina/o Immigrant High School Students

This article describes the rationale, development, delivery, and evaluation strategy of a pilot career intervention program for immigrant Latina/o high school students: Advocating for Latina/o Achievement in School. This innovative intervention aims to prevent dropout and to promote academic success and college and career readiness through a combination of academic support and enhancing critical consciousness. Shorter term goals include increasing school-related self-efficacy expectations, school connectedness, school engagement, and critical consciousness. We describe the theoretical and empirical basis for the intervention components, and how they attend to dimensions of immigrant Latina/o students’ career development. We describe program logistics, outcomes, strengths, challenges, and lessons learned from delivering the intervention. We highlight unique features of the program and suggest its relevance to career education efforts in other school and national contexts in which immigrant students face racism and inequities.

The role of the assistant practitioner in the clinical setting: a focus group study. Part 1

Background Assistant practitioners have knowledge and skills beyond the level of traditional support staff, and work in many clinical settings. However, some assistant practitioners lack a clearly defined role and may be under-used due to issues around accountability and uncertainty about their purpose. This paper explores the assistant practitioner role from the perspectives of assistant practitioners and registered nurses. Methods This study aimed to explore the role of the assistant practitioner from the perspectives of assistant practitioners and registered nurses in two NHS hospital trusts in Oxfordshire, UK. Six qualitative focus groups were undertaken between February–March 2017. Ethical approval was obtained (FREC 2016/05) and written consent was provided by participants. Data was analysed thematically analysed using the Framework method. Results Some 19 participants (assistant practitioners, n = 12; registered nurses, n = 7) were recruited using convenience sampling. Emerging themes related to ‘fluctuating roles and responsibilities of assistant practitioners’, ‘role differences between registered nurses and assistant practitioners’, ‘working relationships’, ‘supervision’ and ‘redefining nursing pathways’. The Results and Discussion sections highlight a lack of role clarity and blurring of boundaries between the roles of assistant practitioners and registered nurses, with many tasks undertaken by both. This lack of ownership of ‘nurse-specific’ roles by registered nurses was evident and clear differences were only encountered with regard to accountability. The development of the nursing associate role provides managers with the opportunity to redefine staff banding hierarchies to ensure that clinical staff are aware of their role capabilities and limitations and are practising safely, while promoting career development and progression pathways. Conclusion Addressing issues around role clarity can benefit professional development, satisfaction, role identity and ownership for registered nurses and assistant practitioners, by recognising the individual and collective value they bring to the clinical team. The findings can help inform the development of the nursing associate role.

Path on effects of personal traits and psychological capital on career among new nurses in Chinese medical hospitals

Objective To explore the path of personal traits, psychological capital and career among new nurses in ClassⅢ Grade A Chinese medical hospitals, so as to provide a reference for career planning management for new nurses. Methods In September 2016, we selected 170 new nurses at three ClassⅢ Grade A Chinese medical hospitals in Zhejiang Province as subjects by convenience sampling. Career Condition Evaluation Scale, Psychological Capital Questionnaire (PCQ) and Eysenck Personality Questionnaire (EPQ) were used to investigate career, psychological capital and personal traits of new nurses. Pearson correlation was used to analyze the correlation among psychological capital, personal traits and career condition and to establish the path correlation model. Results A total of 170 questionnaires were sent out and 158 valid questionnaires were collected with 92.94% for the valid recovery rate. The total scores of personal traits, psychological capital and career were (39.59±12.89) , (84.69±14.57) and (78.93±13.67) respectively. Psychological capital had a positive correlation with the career condition in new nurses (P<0.05) . In personal traits, psychoticism was correlated with the career identity and concealment was positively correlated with the willingness to remain (P<0.05) . Psychological capital had a positive prediction effect with the career of new nurses with 0.78 for the path coefficient; personal traits had positive effects on psychological capital with 0.17 for the path coefficient; personal traits had positive effects on career condition with 0.15 for the path coefficient. Psychological capital had a partial mediating role between psychological capital and career prompting personal traits had direct and indirect effects on the career condition. Conclusions Nursing managers should provide an education path of career planning for new nurses based on psychological capital intervention model to cultivate hope quality, optimism and anti-frustration ability of new nurses. Besides, nursing managers should assign jobs and collocate work team according to personal traits of new nurses to create harmonious organizational climate for staff and to promote career development of them. Key words: Nurses; Personal traits; Psychological capital; Career; Path research

The role of the assistant practitioner in the clinical setting: a focus group study

BackgroundAssistant practitioners have knowledge and skills beyond the level of traditional support workers, and work in many clinical settings. However, some assistant practitioners lack a clearly defined role and may be under-used due to issues around accountability and uncertainty about their purpose. This paper explores the assistant practitioner role from the perspectives of assistant practitioners and registered nurses.MethodsThis study aimed to explore the role of the assistant practitioner from the perspectives of assistant practitioners and registered nurses in two NHS hospital trusts in Oxfordshire, United Kingdom. Six qualitative focus groups were undertaken between February–March 2017. Ethical approval was obtained (FREC 2016/05) and written consent was provided by participants. Data was analysed thematically analysed using the Framework method.ResultsNineteen participants (assistant practitioners, n = 12; registered nurses, n = 7) were recruited using convenience sampling. Emerging themes related to ‘fluctuating roles and responsibilities of assistant practitioners’, ‘role differences between registered nurses and assistant practitioners’, ‘working relationships’, ‘supervision’ and ‘redefining nursing pathways’.The Results and Discussion sections highlight a lack of role clarity and blurring of boundaries between the roles of assistant practitioners and registered nurses, with many tasks undertaken by both. This lack of ownership of ‘nurse-specific’ roles by registered nurses was evident and clear differences were only encountered with regard to accountability. The development of the Nursing Associate role provides managers with the opportunity to redefine staff banding hierarchies to ensure that clinical staff are aware of their role capabilities and limitations and are practicing safely, whilst promoting career development and progression pathways.ConclusionAddressing issues around role clarity can benefit professional development, satisfaction, role identity and ownership for registered nurses and assistant practitioners, by recognising the individual and collective value they bring to the clinical team. The findings can help inform the development of the Nursing Associate role.

Developing Career through Community Engagement: The Nigerian University Experience

So far, there has been no serious correction awareness aimed at addressing and promoting career development through community engagement practice in Nigeria, especially in academic settings. No research has been carried out to examine faculty members, particularly professors’ experiences in developing career through community engagement activities in the Nigerian universities. To address this gap, this article presents the perspectives of professors on how faculty members can be attracted to community engagement as a strategy to develop career and boost the reputation of their respective institutions that has been dominated by teaching and research. This article employed the qualitative method, interviewing nine professors from diverse academic disciplines in a leading conventional university in Nigeria. From the analysis, community engagements were found to foster academic career development of the professors in their areas of expertise. More specifically, participatory community engagement outreach helped in expansion of knowledge through solving practical problems, career growth through promotion earned, and increased job satisfaction. The study concludes with implications for human resource development practice and suggestions for future research.

Enhancing teaching competence through bidirectional mentoring and structured on-the-job training model

ABSTRACTThis study employed conventional and reverse mentoring to form the theoretical basis for bidirectional mentoring. Using the analytic hierarchy process, the relative weights of bidirectional mentoring functions were measured and analyzed. A focus group method was employed to plan a structured on-the-job training course framework for bidirectional mentoring. Analysis of research data indicated that role modeling is the most crucial bidirectional mentoring function, followed by psychosocial support and career development. Psychosocial support, role modeling, teaching, teamwork, and communication skills were the most crucial elements of career development. This paper proposes seven training courses, totaling 59 h, based on the mentoring development plan. This study intends to use the proposed structured on-the-job training framework for bidirectional mentoring to promote career development and psychosocial support for new teachers, to improve role modeling for senior teachers, and to enhance the teaching skills of new and senior teachers.

Promoting career development in the early years of a person’s life through self- and career construction counselling (using an integrated, qualitative + quantitative approach): a case study

ABSTRACTThis article reports on the value of career construction counselling (integrating qualitative and quantitative strategies and associated techniques) for a young person. The participant was purposefully selected from a number of people who had sought career counselling in a private practice context. An intrinsic, single-case study design was adopted using a qualitative paradigm, and an integrated, qualitative + quantitative approach was implemented as the research framework. Self- and career construction techniques were used to gather data. The findings demonstrate the importance of promoting career development and life design in the early years and underscore the importance of completing developmental tasks proficiently in childhood to motivate young people to set and realize specific goals, make meaning in their lives, and pursue purpose. Future research should investigate the use of the intervention described here in group contexts with diverse young people.