Career Development Support Research Articles

Research on the Path of Cultivating Software Testing Capabilities in the Big Data Environment

In the big data environment, software testing faces challenges such as a massive increase in data volume, higher demands for processing speed, increased data diversity, and issues related to data authenticity. To address these challenges, software testing must incorporate technical skills, business understanding, and interdisciplinary abilities. Simultaneously, testing requirements are evolving towards real-time, automation, and intelligence, with security becoming increasingly crucial. Currently, software testing education in universities suffers from slow curriculum updates and limited practical opportunities, leading to a shortage of qualified professionals in the market. Thus, it is recommended to establish a multi-level course system, covering basic, intermediate, and advanced courses that systematically teach big data testing techniques. Moreover, a project-driven and practice-oriented teaching model should be adopted to enhance students' practical skills through real or simulated projects. Additionally, establishing a scientific evaluation and feedback mechanism is essential to ensure that students can address their weaknesses in a timely manner. Educational institutions must dynamically adjust course content in response to industry changes, maintain close connections with the industry, and support continuous learning and career development to keep pace with rapid advancements in big data technology.

BRIDGING BUSINESS-EDUCATION GAPS: INSTRUCTIONAL DESIGN OF ENTREPRENEUR COURSE AND ITS MICRO-CREDENTIAL CERTIFICATION FRAMEWORK FOR SELF-EMPLOYED JUNIOR BUSINESS FACILITATOR OUTCOME

Micro-Credential Certification Schemes are increasingly essential in business management education for several reasons, including flexibility, relevance to industry trends, recognition of skills, modular learning, and career development. The research aims to develop a comprehensive micro-credential certification framework that aligns with national standards, business technical standards, and regulations, addressing the need for industry-recognized certifications. Furthermore, the research focuses on developing a Semester Learning Plan (SLP) based on the Integrated Certification Scheme and the instructional design, ensuring a cohesive and comprehensive approach to learning and certification. The R&D method is selected to systematically develop and refine an instructional design that harmonizes with this certification system. The data analysis will involve qualitative analysis using thematic analysis to identify key themes and patterns from interviews, observations, and document reviews, which will help assess the strengths and weaknesses of the educational program and the certification scheme. The formative evaluation results of students participating in the entrepreneurship program totaling 74 students will be used to evaluate the perceived value of the certification framework. The integration of the micro credential certification with instructional design has also proven effective in enhancing graduates' competitiveness in the job market, supporting career development through modular learning that is aligned with industry trends.

Unveiling nurses' perspectives on decent work: A qualitative exploration.

This study explores nurses' perspectives on the concept of "decent work" and the factors influencing their viewpoints. This qualitative study employed a conventional content analysis approach using face-to-face interviews. In-depth interviews were conducted with 20 registered nurses at two tertiary hospitals in Hangzhou, China, from October to November 2023. Decent work for nurses refers to their engagement in a profession within a secure, fair, and friendly practice environment where they could receive respect, support, reasonable compensation, social security, and opportunities for career development, all of which could enable nurses to recognize their intrinsic values and achieve a state of professional and personal fulfillment. Key factors that influence decent work for nurses include the work environment, societal perceptions, and individual characteristics. The concept of decent work holds paramount importance for nurses, necessitating collaborative efforts at the individual, family, institutional, and societal levels to promote the professional dignity of nurses and enhance the quality of nursing care. Policymakers should establish regional minimum wage standards for nurses, promote flexible scheduling, and support professional development through subsidized training programs. Additionally, national media campaigns and comprehensive mental health support can enhance the public image and resilience of nurses, respectively, improving their decent work perception.

Unleashing potential: how alpha female status shape extra-role performance across life's stages and marital roles

PurposeThe present study examines the interplay between age, marital status, alpha female status and various adaptive performance dimensions among a cohort of 380 female professionals.Design/methodology/approachThis study adopts a positivist approach to collect and analyse the data, utilizing appropriate statistical techniques to explore the relationships between the variables of interest.FindingsThe study elucidates the significant role of alpha female status in predicting adaptive performance. It finds that alpha females possess distinct competencies, particularly in learning and training, indicative of proactive behaviour and self-efficacy. While older participants tend to demonstrate higher performance levels, the study reveals no significant correlation between age and alpha female status, suggesting that leadership traits may develop independently of age. Furthermore, marital status exerts a modest influence on adaptive performance. The interplay of age and marital status significantly affects adaptive performance, potentially due to the Cumulative Advantage Paradigm, which is the accumulation of advantages or disadvantages throughout an individual's life course.Originality/valueThis study contributes to the existing literature by providing a nuanced understanding of how demographic factors converge to influence adaptive performance in professional settings. It highlights the importance of recognising and nurturing alpha females in organizations and considering the interactions between age and marital status when designing career development programmes and support systems.

Career Development Support, Career-Related Internet Information Search and Usefulness, and Career Decision-Making Difficulties in 12th Grade Students in Ontario

Career Development Support, Career-Related Internet Information Search and Usefulness, and Career Decision-Making Difficulties in 12th Grade Students in Ontario

Navigating Gender Dynamics in The Workplace: Family-Work Conflict, Employer Support and Training and Career Development Among Women Employees

This study aims to examine women in the workforce and their turnover intention in Klang Valley, Malaysian organizations. Four variables; employer support, family work conflict, work family conflict and training and career development were examined on their influence on women turnover intention. This research employed purposive sampling technique by selecting 405 women employees from various organizations in Klang Valley, Malaysia. These participants were selected through an online survey. In addition, data analysis was done using XL Stats. This research used a quantitative approach which is most suitable for this type of study. The findings revealed that three hypotheses were supported: employer support and turnover intention, family and work conflict and turnover intention, and work and family conflict and turnover intention. While the hypothesis on training and career development and turnover intention is not supported. The study identified the factors that lead women to leave their jobs. The findings will help organisations develop measures to prevent female employee turnover, which also help businesses competitive advantage by managing female talent. Thus, understanding the causes of female attrition might help reduce employee turnover. The results also identifies the most important elements influencing women's job departures. This research provides a novel perspective on the influence of employer support, conflict between family and work, conflict between work and family, and training and career development on the likelihood of women in the context of a south-east Asian country such as Malaysia, to quit their jobs, with the theoretical background of social exchange theory.

Investigating The Impact of Communication Apprehension on Learning Public Speaking of English Major Students

Being able to stand in front of a crowd and speak in front of an audience is important for improving the academic achievement of individuals in the present as well as support for future career development. McCroskey and Richmond (1987) assert that the ability to speak in public is important for persuasion and effective communication because it allows people to confidently convey their ideas, engage an audience, and express themselves clearly. However, Horwitz et al. (1991) define linguistic CA as the feelings of discomfort or uncomfortable experienced by foreign language learners. Learning a foreign language can be stressful for many students, especially when they are in the classroom. This study aimed to investigate the impact of communication apprehension (CA) on the learning of public speaking skills among English major students at Nam Can Tho University. A quantitative data collection method was used to address three key research questions: (1) How does communication apprehension affect the learning of public speaking skills? (2) What are the common causes of communication apprehension among English major students? (3) What are the possible methods to reduce communication apprehension and improve public speaking skills? The study utilizes a questionnaire including 47 questions to identify common causes of communication apprehension (CA) to explore potential strategies to deal with CA in public speaking. The Reliability Analysis on 50 items of these clusters showed that the reliability coefficient of the questionnaire could be acceptable for all parts. The sample consisted of 135 university students enrolled in English Studies major in 4 different classes. They averaged around 18 to 22 years of age with 29,6 percent being males, and 70,4 percent being female. The result showed that the preparation skills significantly impact the result of public speaking. Besides, based on the questionnaire result, factors like inappropriate self-expectations, fear of evaluation, excessive focus on the topic, and fear of the audience's reactions have no effect or minor effect on their public speaking. The findings of this research help the students improve their public speaking skills and inform the development of effective interventions to enhance their communication competence.

Designing a mentorship curriculum for assisting social reintegration among youth in institutional care in India

Although child protection policies and laws in India recognise the importance of aftercare, there is still a significant lack of infrastructure, available services, and systematic preparation for the transition. The accelerated and compressed journey from adolescence to adulthood, coupled with limited options to return home if their initial endeavours falter, adds to the complexity of the transition process. To develop knowledge and skills for transition preparedness, this paper presents a step-by-step approach to designing an educative, mentorship-based curriculum. The curriculum is based on an exploratory study conducted across 17 child care institutions in Pune, India. Findings showed that the adolescents appreciate the existing support resources, but feel that much of the critical, practical, and seemingly more urgent transitional needs are still left out. Borrowing insights from the primary data and the available literature, the curriculum has been designed to target six core areas addressing needs for belongingness, preparation for life after transition, enabling clarity of future vision, life skills, enhancing employability, and problem-solving. To buffer the overall stress of the transition, the focus of the curriculum has been kept simultaneously on promoting overall well-being and providing professional and career development support. The study recommends a robust evaluation framework to assess the relevance and effectiveness of the curriculum.

Peran Kampus Dalam Pengembangan Karir Dan Kewirausahaan

This study explores the role of universities in career development and entrepreneurship. It aims to examine how universities contribute to shaping students' career paths and fostering entrepreneurial initiatives. The research focuses on identifying the various initiatives and programs implemented by universities to support career development and entrepreneurship among students. Methodologically, the study employs qualitative interviews and surveys to gather insights from students, faculty members, and industry professionals. Empirical findings highlight the significant impact of university-led initiatives in enhancing students' employability skills and entrepreneurial competencies. These initiatives include career counseling services, internships, entrepreneurship courses, startup incubators, and networking events. The study underscores the importance of universities in bridging the gap between academia and industry, thereby preparing students for the dynamic demands of the job market and equipping them with the necessary skills to succeed as entrepreneurs

Embracing Freedom in Learning: The Impact of Kurikulum Merdeka on Engineering Students of Universitas Negeri Medan

In 2020, Indonesia's Ministry of Education, Culture, Research, and Technology introduced the Merdeka Belajar-Kampus Merdeka (MBKM) curriculum for higher education to better prepare students for the modern job market. This study contrasts the MBKM curriculum with the non-MBKM curriculum, focusing on their impacts on students' career exploration and professional maturity. Using a quantitative, correlational approach, the study sampled 187 engineering students from a Medan university. Instruments included the Career Exploration Survey (CES) and the Career Development Inventory (CDI). Results showed that both curricula positively influence career exploration and professional maturity, with no significant differences between the two. The MBKM curriculum's emphasis on real-world experience and career preparation was highlighted as a key factor in fostering career readiness. The study concludes that both curricula effectively support career development, but the MBKM curriculum offers a more practical, hands-on approach to preparing students for the workforce.

Narrative based online career group counseling program: an explanatory sequential design

AbstractThe aim of this study is to determine the effect of the Narrative Based Online Career Group Counseling Program on the career exploration, career and talent development self-efficacy, and career development of fourth grade primary school students. An explanatory sequential mixed-method design was used in the study. A 2 × 3 quasiexperimental design was used in the quantitative part, and a focus group interview was used in the qualitative part. The results showed that the program had a significant impact and could support career development in children. Thus, a career program with proven effectiveness that can be implemented in schools has been emerged.

Institutional factors that affect faculty mentoring in academic nursing programs

BackgroundMentoring in academic nursing facilitates the acclimation of nurse faculty into academia, supports career development, and improves faculty satisfaction and retention. While studies have examined the characteristics of effective mentors, few have examined institutional influences on academic mentoring for faculty. PurposeTo identify institutional factors that support or hinder faculty-to-faculty academic mentoring from the perspectives of experienced nurse faculty mentors. MethodA qualitative descriptive approach was used to identify institutional factors that impact academic mentoring. Semi-structured interviews were conducted with experienced nurse faculty (n = 24) about their mentoring experiences. Remarks related to institutional factors were analyzed using conventional content analysis. ResultsFive institutional factors that supported mentoring were identified: (1) support of unit leaders, (2) established processes and policies, (3) mentoring development opportunities, (4) faculty-to-faculty support, and (5) faculty rewards. Six institutional factors that hindered mentoring were identified: (1) lack of support of unit leaders, (2) limited mentoring development opportunities, (3) heavy workloads that restrict mentoring, (4) limited pool of mentors, (5) inadequate faculty rewards for mentoring, and (6) limited oversight of faculty mentoring. ConclusionThe identification of institutional factors that support or hinder mentoring can inform academic leaders and program administrators in their efforts to strengthen mentoring.

The role of Organisational Justice and Mentorship in Turnover Intentions of Non-Teaching Staff in Universities: The case of Kyambogo University, Uganda

Understanding that keeping knowledgeable and dedicated staff members is essential to an organization's success, Kyambogo University enhanced working conditions, added health insurance, and established possibilities for advancement. Regardless of these measures, some non-teaching staff intended to leave the organisation giving inequality in salaries and working conditions as key reasons. Guided by the equity theory, the study examined the influence of Organizational Justice and Employee Mentorship on turnover Intentions among non-teaching staff at KYU. Using a correlational survey design, data was collected from a random sample of 242 respondents with the help of a structured questionnaire. Pearson correlation and regression analyses revealed that Organizational Justice was positively (r =.51, P<0.01) related to turnover intentions due to the distributive and Interactional justice that enabled non-teaching staff to feel belongingness and enthusiasm about their job. Employee mentorship and Turnover intentions had a positive and significant correlation (r =.23, P< 0.01), because of role modelling, career development and social support that enhanced the feelings of commitment among employees to their organisation making them want to stay and work for it. Organizational Justice and Employee Mentorship, together positively predicted (β=.48, P<0.05) turnover intentions. Employee Mentorship increased the contribution of organisational justice to turnover intentions by 1%. This was likely due to mentorship that enables employees to feel that KYU values them and felt grateful to stay and work for it. Therefore, retention strategies that provide relevant mentoring of staff members results into better retention. Programs to empower employees to have effective participation and engagement in sustaining distributive and interactional justice as well as role modelling should freely be available to reduce turnover intentions among non-teaching staff

THE RELATIONSHIP OF EMPLOYEE EMPOWERMENT AND EMPLOYEE ENGAGEMENT: THE ROLE OF FLEXIBLE WORK ARRANGEMENTS AND CAREER DEVELOPMENT AS STIMULANTS

AbstractIn the creative industry, the relationship between employee empowerment and employee engagement has a very important role. Employees who feel empowered to contribute with creative ideas and participate in the decision-making process will feel more connected to the company's vision and values. The main aim of the research is to analyze the influence of employee empowerment, flexible work arrangements, and career development on employee engagement. The sample in this research consisted of 190 employees who worked in the creative industries in Indonesia who were determined using a convenience sampling approach. Data collection uses a questionnaire instrument which is then distributed online. Data analysis uses the SPSS application by displaying the results of data processing through validity and reliability tests, multiple regression analysis, coefficient of determination, and hypothesis testing. Based on the results of data analysis, it is stated that employee empowerment, flexible work arrangements, and career development have a positive and significant effect on employee engagement. The theoretical implications of the research explain that implementing policies and practices that support employees in terms of work flexibility and career development can significantly increase employee engagement and performance. Meanwhile, practically, organizations in the creative industries need to pay attention to the importance of creating a work environment that supports employee flexibility and career growth. This can be done through implementing policies that allow remote work, flexible work schedules, and support for skills and career development

Pengaruh Mutasi dan Remunerasi terhadap Loyalitas Pegawai dengan Kepuasan Kerja sebagai Variabel Mediasi pada Lingkungan KPP Pratama Jember

This study aims to analyze the influence of mutation and remuneration on job satisfaction and employee loyalty at the Tax Office (KPP) Pratama Jember. The research method used is quantitative descriptive with data collection using a sample of all employees of KPP Pratama Jember totaling 93 samples. Data analysis is carried out using Variance-based Structural Equation Modeling (SEM-PLS) with the assistance of Warp PLS V.8.0. The results of the study show that mutation has a significant positive effect on job satisfaction, as well as remuneration. Job satisfaction also has a strong positive impact on employee loyalty. This finding emphasizes that good management of mutation and remuneration can increase employee satisfaction and loyalty in the tax institution. Path analysis results show significant direct and indirect influences among variables. Mutation and remuneration affect job satisfaction, while job satisfaction becomes a significant mediator in the relationship between mutation, remuneration, and employee loyalty. This research contributes to understanding the factors that influence job satisfaction and employee loyalty in the tax institution environment. Managerial implications include the expa This study aims to analyze the influence of mutation and remuneration on job satisfaction and employee loyalty at the Tax Office (KPP) Pratama Jember. The research method used is quantitative descriptive with data collection using a sample of all employees of KPP Pratama Jember totaling 93 samples. Data analysis is carried out using Variance-based Structural Equation Modeling (SEM-PLS) with the assistance of Warp PLS V.8.0. The results of the study show that mutation has a significant positive effect on job satisfaction, as well as remuneration. Job satisfaction also has a strong positive impact on employee loyalty. This finding emphasizes that good management of mutation and remuneration can increase employee satisfaction and loyalty in the tax institution. Path analysis results show significant direct and indirect influences among variables. Mutation and remuneration affect job satisfaction, while job satisfaction becomes a significant mediator in the relationship between mutation, remuneration, and employee loyalty. This research contributes to understanding the factors that influence job satisfaction and employee loyalty in the tax institution environment. Managerial implications include the expansion of transparent mutation policies and a fair remuneration system to support career development and employee satisfaction. Thus, the results of this study can serve as a basis for strategic and managerial improvements in efforts to maintain and enhance employee performance at KPP Pratama Jember. Keywords: Employee Loyalty, Job Satisfaction, Mutation, Remuneration, Tax Office (KPP) Pratama Jember. nsion of transparent mutation policies and a fair remuneration system to support career development and employee satisfaction. Thus, the results of this study can serve as a basis for strategic and managerial improvements in efforts to maintain and enhance employee performance at KPP Pratama Jember. Keywords: Employee Loyalty, Job Satisfaction, Mutation, Remuneration, Tax Office (KPP) Pratama Jember.

연구기관 재직자의 심리적 임파워먼트 연구: 성별의 다양성을 중심으로

by exploring the latent psychological empowerment profiles of research institution employees and examining the differences between groups according to gender. The quality of psychological empowerment vary among employees depending not only on individual factors but also on relational and institutional factors. Since psychological empowerment is directly linked to the personal growth and career development of employees, it is essential to examine the factors that influence it. We conducted a latent profile analysis to examine how psychological empowerment profiles differ. First, we identified five profiles based on the extent of research control and overall psychological empowerment in male samples, while four profiles were identified in female samples. Second, the quality of the social network, perceived career development support, and knowledge sharing significantly influenced the probability of belonging to each profile, particularly when the perceptions of these predictor variables are high, this suggests a higher likelihood of belonging to a group with high psychological empowerment. Finally, the group with high psychological empowerment, regardless of gender, was perceived as having higher organizational commitment, career satisfaction, and technical orientation. Based on these results, we discuss the implications for enhancing the psychological empowerment of employees at research institutions and aligning their individual career development with the organization's objectives.

Influencing Factors and Coping Strategies of Women's Fertility Intention under the Guidance of China's Development Policy

With the rapid development of China's social economy, people's living standards continue to improve. However, the willingness to have children has shown a downward trend, and the fertility rate has also declined. This phenomenon has attracted widespread attention from all sectors of society. This study aims to conduct an in-depth analysis of the influencing factors of women's fertility intentions under policy guidance. A questionnaire survey was conducted to investigate and analyze the current influencing factors of women's fertility intentions. Research has shown that policy orientation significantly affects women's reproductive decisions. Individual factors such as age, education level, and occupation, as well as family factors such as family income and place of residence, are closely related to fertility intentions. The dissemination channels of the fertility policy affect women's understanding of the policy, which in turn affects fertility decision-making. Obstacles in career development also affect women's consideration of childbirth. The social environment, especially family support, has a significant impact on women's reproductive decisions. Meanwhile, the balance between family and career is also an important factor affecting women's willingness to have children. Based on this, this article suggests further optimization and adjustment of the current fertility policy, such as improving maternity leave benefits, introducing flexible work arrangements, providing career development support, supporting fertility assistance services, and breaking workplace discrimination, to better meet the diverse fertility needs of women and promote sustainable social development.

Understanding the mechanism of safety attitude mitigates the turnover intention novice nurses via the person-centred method: A theory-driven, deductive cross-sectional study.

Examine profiles of safety attitudes among novices and explore whether profiles moderate the occupational identity-turnover pathway. Novice nurses face unique challenges in adopting positive safety attitudes, which influence outcomes like turnover. However, past research found only average levels of safety attitudes among novices, ignoring possible heterogeneity. Exploring whether meaningful subgroups exist based on safety perspectives and factors shaping them can provide insights to improve safety attitudes and retention. This study was designed as a cross-sectional investigation. Data were collected through the distribution of questionnaires. Descriptive statistics were first conducted, followed by latent profile analysis. We then carried out univariate analysis and ordinal multinomial regression to explore the factors shaping the different profiles. Finally, we examine the moderating effect of nurses' safety attitudes with different latent profiles on the relationship between professional identification and turnover intention. A total of 816 novice nurses were included. Three profiles were identified: high, moderate and low safety attitudes - higher attitudes were associated with lower turnover intention. Interest in nursing, health status, identity and turnover predicted profile membership. Moderate profile had a stronger buffering effect on the identity-turnover link versus high profile. Multiple safety attitude profiles exist among novice nurses. Certain factors like interest in nursing and occupational identity are associated with more positive safety profiles. Targeting these factors could potentially improve safety attitudes and reduce turnover among novice nurses. The moderating effects suggest that tailored interventions matching specific subgroups may maximize impact. Assessing subgroup attitudes enables tailored training for novices' specific needs, nurturing continuous improvement. Supporting early career development and role identity may strengthen retention intentions.

AN EMPLOYABILITY TRACER STUDY OF SECONDARY EDUCATION –MATHEMATICS GRADUATES FROM 2022 TO 2023

This graduate tracer study investigated the employment outcomes and career trajectories of graduates from the Bachelor of Secondary Education Major in Mathematics program at Kapalong College of Agriculture, Sciences, and Technology during the academic years 2022 to 2023. The study, based on survey responses from all 49 graduates, explored demographic characteristics, employment status, income levels, relevance of education to employment, work attitudes, and skills development. Findings revealed that most graduates were female, single, and aged between 20 to 25 years. While most graduates were employed, a significant portion remained unemployed, with a notable percentage engaged in non-teaching roles. Despite this, a substantial proportion of graduates found their college degree highly relevant to their current work. The study indicated a high level of work attitude among graduates and underscored the institutions provision of quality education and effective skills development. The employment rate stood at 73.5%, indicating a favorable outcome for many graduates. However, recommendations were proposed to address areas of concern, including the establishment of a graduate employability coordinator, offering training for graduates in non-teaching roles, enhancing technical and entrepreneurial skills through specialized workshops and partnerships, and strengthening industry partnerships to expedite job placement. Overall, the study highlighted the strengths and areas for improvement in preparing mathematics graduates for the workforce, providing valuable insights for the institution to enhance its support for graduates career development. KEYWORDS: Tracer Study, Mathematics Graduates, Teacher Education

Retrospective perceptions of support for career development among PhD graduates from US and New Zealand universities

PurposePhD graduates are entering an increasing range of careers, but past research has highlighted a lack of preparation for these careers. This study aims to explore the reflections of PhD graduates from science and humanities and social science disciplines regarding support for career development (CD) during their study.Design/methodology/approachThe authors used an explanatory sequential mixed-methods design and collected 136 survey responses and interviewed 21 PhD graduates from two US and one New Zealand universities to investigate their career readiness. Using the lens of Cognitive Information Processing theory, the authors explored the development of self-knowledge and career options-knowledge, and how support at the macro (institutional), meso (departmental) and micro (supervisors) levels influenced CD.FindingsDuring doctoral study, there was very poor engagement with CD activities. Graduates displayed limited self-knowledge and poor knowledge about career options. Graduates reported drawing mainly on their departments and supervisors for career guidance. Although there were pockets of good practice, some departments were perceived as promoting academia as the only successful outcome, neglecting to support other possible pathways. Some graduates reported excellent supervisor support for CD, but others described disinterest or a damaging response if students said they were not wanting to pursue academia.Originality/valueThe enabling aspects for developing self- and options-knowledge are collated into a conceptual model, which identifies key factors at institutional, departmental and supervisor levels, as well as for PhD students themselves.