Journal articles: 'Career step'

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Ridgway, Maranda. "Taking a Step Back? Expatriation Consequences on Women in Dual-Career Couples in the Gulf." Merits 1, no. 1 (June 21, 2021): 47–60. http://dx.doi.org/10.3390/merits1010006.

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This article develops our understanding of how host country contextual features affect the career coordination strategies of dual-career couples (DCCs) from the perspective of expatriate women. The lived experiences of nine women expatriates in the Gulf Cooperation Council (GCC) were explored through in-depth interviews. The findings challenge our understanding of the coordinated career strategies of DCCs by suggesting that sociocultural features of the host country context can hamper egalitarian career strategies such that they become hierarchical and subsequently negatively impact women expatriates’ career capital. Not only are women’s careers hampered while in the GCC, but the contextual setting has a long-term adverse effect on women’s career capital. The main results from this study suggest that sociocultural features of the host country setting, such as the inability to access professional networks due to gendered segregation, prevent women’s careers from being prioritised and force a ‘tipping point’, creating a lag in women’s careers and negatively impacting their career capital.

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Gardner, J. "Step by step to an IS career." Computer Bulletin 41, no. 2 (March 1, 1999): 20–21. http://dx.doi.org/10.1093/combul/41.2.20.

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Newell, Mi'Kayla, and Paul Ulrich. "Competent and Employed: STEM alumni perspectives on undergraduate research and NACE career-readiness competencies." Journal of Teaching and Learning for Graduate Employability 13, no. 1 (August 7, 2022): 79–93. http://dx.doi.org/10.21153/jtlge2022vol13no1art1534.

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There have been large increases in the number of STEM graduates in the United States, but the majority of growth in non-healthcare, career opportunities are limited to computer specialists and engineering. Thus, two challenges await STEM students upon graduation: strong competition and employer concerns that applicants lack general competencies and work experience. Universities have responded to employer concerns with initiatives to enhance career readiness by embedding sets of competencies throughout curricula. However, these competencies have not been situated in STEM contexts and are derived largely from surveys of representatives from large companies who are unfamiliar with the job requirements specific to STEM positions. The current study uses a mixed methods approach as a first step to investigate the National Association of Colleges and Employers Career-Readiness Competencies in STEM with alumni who have participated in UREs and are currently employed in STEM careers. We propose that institutions can simultaneously situate skill development in STEM and provide meaningful, work-like experience through undergraduate research experiences (UREs). Findings demonstrate that UREs provide a fertile ground for the integration of career related competencies into undergraduate curricula and suggest institutions should strategically implement career-readiness competencies that reflect the priorities of STEM employers. Keywords: STEM, career readiness, NACE competencies, alumni, undergraduate research experiences, employment

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Richards, Janet. "First step on career ladder." Nursing Standard 21, no. 51 (August 29, 2007): 61. http://dx.doi.org/10.7748/ns.21.51.61.s53.

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Salo, Markus. "Career Transitions of eSports Athletes: A Proposal for a Research Framework." International Journal of Gaming and Computer-Mediated Simulations 9, no. 2 (April 2017): 22–32. http://dx.doi.org/10.4018/ijgcms.2017040102.

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eSports has boomed, the number of eSport athletes has grown rapidly, and many teenagers aspire to a have career in eSports. However, eSports athletes' careers involve many problems, such as career-entry difficulties, straining life habits, burnout, premature retirement, and post-career dilemmas. Despite a growing research interest in eSports, a void of knowledge exists regarding eSports athletes' career aspects. To address the gap in research, this paper aims to take an initial step by proposing a framework for eSports athletes' career transitions. The framework combines two approaches from sport psychology and sport literature. The framework can help eSports athletes, coaches, and other stakeholders have and maintain long-lasting and healthy careers.

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Iellatchitch, Alexander, Wolfgang Mayrhofer, and Michael Meyer. "Career fields: a small step towards a grand career theory?" International Journal of Human Resource Management 14, no. 5 (August 2003): 728–50. http://dx.doi.org/10.1080/0958519032000080776.

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Popat, R. "Portfolio Development for Foundation Doctors – Step® Foundation Day 1." Bulletin of the Royal College of Surgeons of England 92, no. 9 (October 1, 2010): 302–3. http://dx.doi.org/10.1308/147363510x12718607433035.

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The careers of foundation-year doctors since the advent of Modernising Medical Careers (MMC) have significantly differed from those of our predecessors. Long gone are the days when doctors could spend a few years plying their trade as senior house officers in different subspecialties, taking their time to develop an extensive skill set before finally settling on the area in which they wished to forge their career.

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Djamilah, Siti. "DAMPAK GENDER PADA KARIR: KAJIAN KARIR PLATEAU DAN STRATEGI KARIR." Media Mahardhika 19, no. 2 (January 30, 2021): 300–315. http://dx.doi.org/10.29062/mahardika.v19i2.255.

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This study examined plateau career differences and career strategies between men and women. In addition, this study examines the influence of plateau promotion rules. The research sample was employees in the administration of manufacturing companies in Surabaya and Sidoarjo. Of the 200 questionnaires distributed to employees, who returned 188 questionnaires and only 173 questionnaires that could be used. The next step, the researchers tested the validity and reliability of variables: plateau careers, career strategies and the rule of promotion. Test results show valid and reliable results. Analysis techniques using independent sample t test. In addition, this study uses simple regression analysis techniques to test the effect of the promotion rules on plateau careers. The results of the independent t-test showed that the plateau career between male and female employees was not different. But career strategies between men and women are different. In addition, the results of simple regression indicate that the influence of the promotion rules on plateau careers was supported.

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Wissinger, Christina L., and Kat Phillips. "It’s Not Where You Start or Where You Finish - It’s How You Get There." Pennsylvania Libraries: Research & Practice 9, no. 2 (December 6, 2021): 74–78. http://dx.doi.org/10.5195/palrap.2021.260.

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A career in librarianship may start in a library science master’s program, but the path to and/or between career opportunities builds and shifts with time. This commentary discusses the career paths followed by two librarians who each attended the same master’s program and are currently both health science librarians at the same institution. While these similarities exist, the unique journeys each followed have helped to shape their approaches to their current jobs, roles within their careers, and their approaches to librarianship. From library school and first jobs, to current positions, this piece discusses how every step along the way has had a lasting impact on the authors’ careers.

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Theodora, Berta Dian, Siti Martiah, and Ria Rahma Yanti. "INTERNAL FACTOR THAT INFLUENCE CAREER READINESS." Asia Proceedings of Social Sciences 4, no. 3 (June 4, 2019): 106–8. http://dx.doi.org/10.31580/apss.v4i3.773.

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Everyone prepares to enter any job as quickly as possible and this is the main focus of many people, rather than ensuring that they choose and have a sustainable job that offers opportunities to progress and follow their interests and abilities. Career life is related to the development of personal life and is part of the success of life, so that everyone's career life must be carefully prepared. Individual readiness in careers starts with exploration, preparation, and planning. The research conducted shows the results that the three tested variables have a positive effect on one's career readiness. self-concept factors affect 10.8%, self-interest in careers affects 32.4% and learning motivation is 17.6%. The biggest factor that influences is interest, when students have interests and have chosen their career choices, students will explore, prepare and plan every step that needs to be taken to achieve the expected career.

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Gelinne, Aaron, Scott Zuckerman, Deborah Benzil, Sean Grady, Peter Callas, and Susan Durham. "United States Medical Licensing Exam Step I Score as a Predictor of Neurosurgical Career Beyond Residency." Neurosurgery 84, no. 5 (July 13, 2018): 1028–34. http://dx.doi.org/10.1093/neuros/nyy313.

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AbstractBACKGROUNDUnited States Medical Licensing Exam (USMLE) Step I score is cited as one of the most important factors when for applying to neurosurgery residencies. No studies have documented a correlation between USMLE Step I score and metrics of neurosurgical career trajectory beyond residency.OBJECTIVETo determine whether USMLE Step I exam scores are predictive of neurosurgical career beyond residency, as defined by American Board of Neurological Surgery (ABNS) certification status, practice type, academic rank, and research productivity.METHODSA database of neurosurgery residency applicants who matched into neurosurgery from 1997 to 2007 was utilized that included USMLE Step I score. Online databases were used to determine h-index, National Institutes of Health (NIH) grant funding, academic rank, practice type, and ABNS certification status of each applicant. Linear regression and nonparametric testing determined associations between USMLE Step I scores and these variables.RESULTSUSMLE Step I scores were higher for neurosurgeons in academic positions (237) when compared to community practice (234) and non-neurosurgeons (233, P < .01). USMLE Step I score was not different between neurosurgeons of different academic rank (P = .21) or ABNS certification status (P = .78). USMLE Step I score was not correlated with h-index for academic neurosurgeons (R2 = 0.002, P = .36).CONCLUSIONUSMLE Step I score has little utility in predicting the future careers of neurosurgery resident applicants. A career in academic neurosurgery is associated with a slightly higher USMLE Step I score. However, USMLE Step I score does not predict academic rank or productivity (h-index or NIH funding) nor does USMLE Step I score predict ABNS certification status.

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Stambulova, Natalia. "Counseling Athletes in Career Transitions: The Five-Step Career Planning Strategy." Journal of Sport Psychology in Action 1, no. 2 (October 11, 2010): 95–105. http://dx.doi.org/10.1080/21520704.2010.528829.

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Akkermans, Jos, and Stella Kubasch. "#Trending topics in careers: a review and future research agenda." Career Development International 22, no. 6 (October 9, 2017): 586–627. http://dx.doi.org/10.1108/cdi-08-2017-0143.

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Purpose Virtually all contemporary scientific papers studying careers emphasize its changing nature. Indeed, careers have been changing during recent decades, for example becoming more complex and unpredictable. Furthermore, hallmarks of the new career – such as individual agency – are clearly increasing in importance in today’s labor market. This led the authors to ask the question of whether these changes are actually visible in the topics that career scholars research. In other words, the purpose of this paper is to discover the trending topics in careers. Design/methodology/approach To achieve this goal, the authors analyzed all published papers from four core career journals (i.e. Career Development International, Career Development Quarterly, Journal of Career Assessment, and Journal of Career Development) between 2012 and 2016. Using a five-step procedure involving three researchers, the authors formulated the 16 most trending topics. Findings Some traditional career topics are still quite popular today (e.g. career success as the #1 trending topic), whereas other topics have emerged during recent years (e.g. employability as the #3 trending topic). In addition, some topics that are closely related to career research – such as unemployment and job search – surprisingly turned out not to be a trending topic. Originality/value In reviewing all published papers in CDI, CDQ, JCA, and JCD between 2012 and 2016, the authors provide a unique overview of currently trending topics, and the authors compare this to the overall discourse on careers. In addition, the authors formulate key questions for future research.

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Johnson, H. Michelle. "How to make every career step count." Nursing Standard 35, no. 2 (February 5, 2020): 25. http://dx.doi.org/10.7748/ns.35.2.25.s14.

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Larsen, Deborah S. "A Career Influenced by the STEP Conferences." Journal of Neurologic Physical Therapy 41, no. 1 (January 2017): 68–69. http://dx.doi.org/10.1097/npt.0000000000000153.

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Friedmann, Enav. "Increasing women’s participation in the STEM industry." Journal of Social Marketing 8, no. 4 (October 8, 2018): 442–60. http://dx.doi.org/10.1108/jsocm-12-2017-0086.

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PurposeThe purpose of this study is to investigate women and men’s differences in perceived importance of various job attributes. Analyzing the job attributes that derive value might help to form intervention ideas for promoting greater participation of women in Science, Technology, Engineering and Mathematics (STEM) industries. Current research has primarily focused on this issue from educational, sociological and gender-based approaches, suggesting interventions such as enriching women’s science literacy and skills, increasing their science self-confidence and changing stereotypical views of the STEM field as masculine (perceived as lacking altruistic or communal values). Other have suggested policy interventions that include workplace family supportive programs.Design/methodology/approachChoice-based conjoint and choice model analyses were conducted to examine the importance of different job attributes for women and men.FindingsSalary and the ability to combine work and family obligations were the most important determinants of women’s career choices.Practical implicationsThis study is a first step to inform future intervention designs based on social marketing strategy. Focusing on the attributes related to women’s career choices is suggested to facilitate women’s entry into the STEM industry.Social implicationsIncreasing the value of STEM careers might lead to more equal representation of women in the STEM field.Originality/valueFor the first time, initial principals of a social marketing intervention is suggested after an examination of the core attributes related to women’s career choices.

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Gouthier, Daniele, Federica Manzoli, and Donato Ramani. "Scientific careers and gender differences. A qualitative study." Journal of Science Communication 07, no. 01 (March 21, 2008): L01. http://dx.doi.org/10.22323/2.07010101.

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In Europe, much effort has been devoted to explore the causes of the decline in number of university matriculations of science students and to identify gender differences in career choice. Yet, the problem extends to the fulfillment of career plans: given their professional expectations and their attitudes when choosing a career, girls are much less likely to pursue scientific careers such as engineering or physics. Evidence of this is provided by the social research carried out within the framework of the GAPP project (Gender Awareness Participation Process). The Gapp project is intended to investigate differences between girls and boys in their perception of science careers and to propose a range of innovative and concrete participatory activities involving scientists, engineers and professionals from the public and private S&T sectors. In this letter, we report a synthesis of the results of the social research conducted as first step of the project: exploring how the perceptions of science professions affect interest, motivation and subject choice at school, at the university and consequently in their career.

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Good, Vicki S., and Jessica Atchison. "What's my next step? Navigating nursing career progression." Nursing Management 53, no. 12 (December 2022): 12–19. http://dx.doi.org/10.1097/01.numa.0000897452.96484.20.

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Gadzhieva, E. A., and S. V. Makhrinskiy. "MANAGEMENT OF THE BUSINESS CAREER OF THE PERSONNEL OF A MODERN ORGANIZATION: ANALYSIS OF THE STATE AND WAYS OF IMPROVEMENT." Scientific Journal ECONOMIC SYSTEMS 1, no. 234 (2021): 167–76. http://dx.doi.org/10.29030/2309-2076-2021-14-4-167-176.

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The article analyzes current ideas about the career management of the personnel, in particular, and the career development system in terms of competencies. It gives the characteristic of gender career features in general and presents how the women make a career in Russia. It was revealed that women are often susceptible to the so-called «impostor syndrome» – a psychological state, when it seems to her that she does not deserve her success and is always one step away from «exposure». It is also shown that the majority of Russian women lose their motivation for career growth quite early, and middle-aged women have rarely a «second peak» in their careers. The reason lies in the peculiarities of modern Russian reality – an unfavorable social situation simply «crushes» women and motivation does not return. Meanwhile, there is a paradox: women are generally more successful than men in education and professional level. They often learn, improve their professional skills, acquire new knowledge, skills and abilities. The author draws a conclusion about the necessity of career planning and management of the personnel of a modern organization. The article offers principles and shows problems of designing a business career in a modern organization.

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Zeichner, Noah. "The Next Step: A Hybrid Teaching Role." Educational Horizons 91, no. 3 (February 2013): 13–15. http://dx.doi.org/10.1177/0013175x1309100305.

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Lozano, Guillermina. "One step at a time." Molecular Biology of the Cell 29, no. 22 (November 2018): 2614–15. http://dx.doi.org/10.1091/mbc.e18-06-0396.

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The most challenging part of growing up a minority is identifying opportunities to follow your passion. My story is a bit convoluted, but a passion for science and learning coupled with motivation led to a stellar career that now includes the E.E. Just Award from the American Society for Cell Biology.

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Wening, Nur. "KARIR EFEKTIF DALAM ORGANISASI SELULER." Journal Competency of Business 1, no. 1 (July 3, 2017): 29–37. http://dx.doi.org/10.47200/jcob.v1i1.643.

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The effectiveness in career management will certainly enhance a greater appropriateness between personnel and functions they are in charge of which ultimately results in developing their competence and placing the right persons in key positions. In traditional approach, promotion should be started from specific functions to higher ranks; in other words, an employee could only develop his career step by step. A recent development in career management to cope with the growth of the organization is the concept of a cellular organization consisting of independent groups or autonomous business units showing their independent existence and interacting one another to from a bigger organism. Career in such organization is known as protean career the aim or which is not just for promotion and improvement in salaries but also in psychological successes. This article tries to discuss how far van protean career be implemented in cellular organizations.

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Monson, Jane. "A Review of “LIS Career Ladder Sourcebook: Managing and Maximizing Every Step of Your Career”." Journal of Electronic Resources Librarianship 25, no. 3 (July 2013): 248–49. http://dx.doi.org/10.1080/1941126x.2013.813326.

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Pololi, Linda. "Career development for academic medicine—a nine step strategy." BMJ 332, no. 7535 (January 28, 2006): s38—s39. http://dx.doi.org/10.1136/bmj.332.7535.s38.

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Kassing, Gayle. "Professional Practice: A First Step into a Dance Career." Journal of Physical Education, Recreation & Dance 57, no. 5 (June 1986): 38–39. http://dx.doi.org/10.1080/07303084.1986.10606128.

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Lee, Colin I. S. G., Frank A. Bosco, Piers Steel, and Krista L. Uggerslev. "A metaBUS-enabled meta-analysis of career satisfaction." Career Development International 22, no. 5 (September 11, 2017): 565–82. http://dx.doi.org/10.1108/cdi-08-2017-0137.

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Purpose In this study, the authors revisit the meta-analytic correlates of career satisfaction and demonstrate the use of metaBUS – a database repository of meta-analytic effect sizes and related information from the field of applied psychology. The purpose of this paper is to extend prior meta-analytic research on the topic of career satisfaction and compare the results from the metaBUS-enabled meta-analysis, with the results from meta-analyses that do not build on the repository. Design/methodology/approach A multilevel meta-analysis was conducted on all correlates available in the metaBUS database and the approach was described in a step-by-step fashion. Findings The demonstration reiterated some of the findings of prior meta-analyses, but also revealed considerable incongruity between the sample taken from the metaBUS database and the meta-analytic sample from studies that relied on non-metaBUS-based literature searches. Nevertheless, the results are similar in terms of the directions of the effects and the relative sizes of the effects. Research limitations/implications The paper demonstrates the use of the metaBUS database. In addition, results suggest that meta-analyses on career satisfaction might have suffered from sample selection issues, but further research is required in order to establish the source of the sample selection incongruence. Originality/value This is the first step-by-step demonstration of the use of metaBUS specifically for meta-analyses.

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Verschraegen, Claire F., Yousif Abubakr, and Mark Lee. "The Next Step in Your Career: Getting the Right Opportunity and the Right Contract." American Society of Clinical Oncology Educational Book, no. 40 (May 2020): 436–43. http://dx.doi.org/10.1200/edbk_279635.

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A new job is always a difficult step to take in one’s career. Negotiating the optimal contract is paramount. The contract should be a reasonable agreement that satisfies both parties: the enterprise and the prospective candidate. Some contract clauses are usually non-negotiable because these items are required for the job. Examples include board certification, insurance for liabilities, faculty standing for a specific position, and so forth. Other clauses are negotiable and should be negotiated, including salary, resources to perform the job, work hours, and so on. This article details what to expect in a contract, how to think about it, and how to act on it. Possible careers for an oncologist are reviewed and include academia, private practice, and industry at the largest sense. Recommendations are to be certain that the choice of career feels comfortable, to read and fully understand the contract, to obtain a few contracts from different job offers to draw comparisons, to ask questions until all items are clarified, and to not be shy in asking what is not reflected in the contract but would assuage the unknown of assuming the duties and deliverables of a new job.

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Kravalis, Ivars, and Ilvis Ābeļkalns. "STUDENTS - TOP ATHLETES ABOUT DUAL CAREER." SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference 6 (May 20, 2020): 255. http://dx.doi.org/10.17770/sie2020vol6.5063.

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This article aims to give an overview of students – top athlete experience, how to combine studies at university with a sports career. For the data, the acquisition was used as an individual, written survey with mixed-type questions by form. Applicants of the survey were students who are in the national team or master players. The data from the survey was processed by AQUAD Seven, was used descriptive and inferring statistics analysis of factors using the data statistical processing programs SPSS and Excel. Talented athletes have to make an important choice about their future after graduating high school: to start studies at university, focus on sports careers or combine these two goals. Combining studies to the high-achievement sport is the goal of dual career, it is a serious step for every young talent. In this article, we summarise top athlete opinions, who are studying in Latvian universities, about dual-career. Their recommendations for improving the situation, expanding opportunities and engaging mentors in certain study programs they are studying in. Conclusions are drawn, that there is possible development in a dual career, based on the results of this and previous author`s researches. Different universities and programs have different possibilities and experiences in creating the study process for the top athletes, which should be taken into consideration when making a united dual-career model for universities.

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Litinska, Valentina. "FORMATION OF EMPLOYEE CAREER MANAGEMENT SYSTEM IN HIGHER EDUCATION INSTITUTIONS." Educational Analytics of Ukraine, no. 2 (2022): 45–55. http://dx.doi.org/10.32987/2617-8532-2022-2-45-55.

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The problems of career management in higher education institutions are topical and require the study of the nature of the career, the types of career, its factors and the basic principles of the system of career management in higher education institutions. Personnel career management in higher education is one of the most complex human resources technologies. The purpose of the study is to determine the theoretical and methodological foundations of the formation of a personnel career management system in higher education institutions. The article explains the concept of "career" and defines the author's interpretation of it, according to which it is advisable to consider the career of personnel as a step-by-step progression of employees in the hierarchy, what happens according to the growth of their practical experience and professional, business and personal qualities. It is through this approach that it is possible to reveal the meaning of the career as an object of management in higher education. Given the existence of a number of career types, the article systematizes approaches to classification features and career types. Factors influencing the career development of the employees of educational institutions are also analyzed and a systematic approach to their classification is determined. Thus, these factors are proposed to be divided into external and internal factors. The article focuses on the issues of the formation of a career management system for the employees in higher education institutions. In particular, a scientific and methodological approach to personnel career management was proposed, providing for the definition of the system of career management of personnel in higher education institutions as a set of planning, organization, evaluation, monitoring and motivation of the employee’s career development. The prospect of further scientific research in this direction lies in the development of an effective mechanism for managing the career of staff in higher education institutions.

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Dollarhide, Colette T. "Career Process and Advising: Tools for the Advisor." NACADA Journal 19, no. 2 (September 1, 1999): 34–36. http://dx.doi.org/10.12930/0271-9517-19.2.34.

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The author provides a user-friendly, seven-step model for the career-decision process. Advisors can use it to help students make career and academic choices. Practical guidelines for discussions between advisors and advisees are offered.

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Kim, KyungAe. "A case study of career education for disadvantaged youths: step-by-step career education model based on everyday life relationship of ‘A’ community." Korean Association For Learner-Centered Curriculum And Instruction 18, no. 16 (August 30, 2018): 19–49. http://dx.doi.org/10.22251/jlcci.2018.18.16.19.

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Bower, Glenna, Mary Hums, and Sarah Williams. "Mentoring Characteristics and Functions Important to Men and Women within Intercollegiate Athletic Administration." Journal of Intercollegiate Sport 12, no. 1 (July 9, 2019): 2–24. http://dx.doi.org/10.17161/jis.v12i1.11565.

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Female athletic administrators were asked about the role of mentoring in their careers as women while male athletic administrators were asked about the role of mentoring in their careers as men working in intercollegiate athletic administration. The researchers gathered and compared information on mentor characteristics as well as career and psychosocial benefits of having a mentor. Participants were 518 female and 778 male athletic administrators working at NCAA Division I, II, and IIII, NAIA, NCCAA, and NJCAA schools. A three-step content-analytic procedure was used to analyze the qualitative data. Men identified being trustworthy, supportive, respected, and a good listener while women identified being supportive, hardworking, and knowledgeable as the most important mentor characteristics. Men most frequently named coaching and challenging assignments as career benefits from mentors while women named exposure/visability and coaching. Both men and women most frequently identified counseling and role modeling as psychosocial benefits from mentors.

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Ertelt, Bernd-Joachim, Andreas Frey, Melanie Hochmuth, Jean-Jacques Ruppert, and Silke Seyffer. "Apprenticeships as a Unique Shaping Field for the Development of an Individual Future-Oriented “Vocationality”." Sustainability 13, no. 4 (February 20, 2021): 2279. http://dx.doi.org/10.3390/su13042279.

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With the labor market and work environments becoming increasingly dynamic, the question of how young people can find their way to a sustainable professional future becomes ever more complex. This paper looks from different perspectives at apprenticeships, at their advantages and limitations. The first step is a description of the prerequisites that are necessary for a sustainable career choice. In this respect, the role of career guidance is particularly relevant, as guidance needs to take into account both individual characteristics as well as labor market aspects in order to support a sustainable career choice. Based on a comprehensive critical literature review of current interdisciplinary and international papers, as well as of basic career choice theory literature, the theoretical framework is set out and linked to empirical results. The conclusion emphasizes the high importance of apprenticeships for the holistic personality development of young people and a positive as well as a sustainable effect on their lifelong employment careers. It should be stressed that this success depends, to a large extent, on the structure of the vocational education and training system, on labor market developments, and on individual advanced qualifications in the course of working life.

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Wernbacher, Thomas, Sabine Zauchner, Natalie Denk, Alexander Pfeiffer, Simon Wimmer, Martin Hollinetz, Jörg Hofstätter, and Margit Ehardt-Schmiederer. "E-MINT: A Gamified App for Empowering Parents in Their Role as STEM Gatekeepers." European Conference on Social Media 9, no. 1 (April 28, 2022): 202–10. http://dx.doi.org/10.34190/ecsm.9.1.271.

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When it comes to initiatives engaging children - especially girls - in STEM education or careers, parents are often a neglected group, despite being regarded as the most important gatekeepers in this field because they can have an impact very early on. They frequently feel under-informed and, as a result, lack the self-confidence to take on this role. The E-MINT project starts here and aims to motivate parents and equip them with the skills to serve as role models and mentors to their children. The Science Capital approach, a proven successful framework for creating awareness, fostering motivation and imparting knowledge in the context of science education, serves as the structural basis of the E-MINT app. This especially applies to the content and functionalities of the app, which is divided into four areas: “What you know”. In this section, parents are encouraged to explore their own knowledge of STEM professions, gender stereotypes, career choices, educational pathways and future technologies. “How you think”. In this part of the app, career aspirations, behaviour in different situations or thoughts about the future are told in short picture stories. “What you do”. The app provides free access to virtual E-MINT Makerspaces. Parents can use the app to complete projects on 3D printing, environmental technology and upcycling at home. “Who you know”. In this section of the app, parents are encouraged to use their own personal social network to improve their skills as STEM gatekeepers for their children. They are guided step by step through a social network analysis with the aim of visualising their personal STEM networks and finding ways to expand it. The pre-survey showed parents to be well informed. Parents were most likely to lack information about new technologies and STEM education. In the post-survey, the usability of the app was rated as very good. The comparative survey on parents' STEM knowledge showed slight changes. Parents in the post-survey knew more about training opportunities for STEM professions, about the disproportion of men and women in technical professions and the importance of gender stereotypes for career decisions. Parents' views also changed slightly in the post-survey. Specifically, their attitudes towards computer games, which they now see as having more potential to increase children's digital curiosity, and they see computer games more as a gateway into technical professions.

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Karabanova, Olga A., Elena I. Zakharova, and Julia А. Starostina. "Personal factors of building a professional career during the period of entering adulthood." National Psychological Journal 40, no. 4 (2020): 113–24. http://dx.doi.org/10.11621/npj.2020.0409.

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Background. Planning a professional career as an important step of professional self-determination at the stage of entering adulthood can be considered as the projection of a life path by a person in the conditions of the transitivity of modern society. Objective: to identify the personal factors of building a professional career by students during the period of entering adulthood. Tasks: 1) identifying the types of building a professional career; 2) identifying the features of motivation for professional development depending on the type of professional career; 3) analysis of the relationship between the type of professional career and the status of professional identity; 4) study of the relationship between the time perspective and the type of professional career; 5) study of the connection between life-meaning orientations as an indicator of the meaningfulness of life and the type of professional career. Design. The sample of the study consisted of 167 students enrolled in universities in Moscow and Penza, aged 17 to 22. We used the author’s methodology of the questionnaire “Life plans — family and professional careers” (FPC); the questionnaire of the time perspective by F. Zimbardo; D. Marcia method of determining the status of identity in the profession (modified by V.R. Orestova and O.A. Karabanova); methodology of life-meaning orientations (D.A. Leontiev). Results. The following 4 types of professional careers that are different in the nature of their motivation have been identified: “the conscious construction of a professional career in the unity with the individual’s life plans”; “focus on a professional career”; “uncertainty of a professional career” and “uncertainty of professional choice”. It is shown that the type of professional career is associated with the status of a person’s professional identity. The status of the achieved identity is consistent with the conscious construction of a professional career; the status of a pre-decision is consistent with a focus on a professional career; a moratorium is consistent with uncertainty in professional choice. It was found that high indicators of the meaningfulness of life are characteristic of the conscious building of a professional career and a focus on a career. The time perspective of the respondents who belong to the type of conscious construction of a professional career is distinguished by a more positive perception of the past and an aspiration to the future. Conclusions. The relationship between the type of professional career and the status of identity is that the status of achieved identity corresponds to a mature type of professional career; pre-decision corresponds to the focus on a professional career, and a moratorium corresponds to uncertainty in professional choice. The type of professional career as a project of a life path determines the way a person reflects on the meaningfulness of life.

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Jones, Ginny. "Media Review: Learning Outcomes Assessment Step-by-Step: Enhancing Evidence-Based Practice in Career Services." Journal of Student Affairs Research and Practice 52, no. 1 (January 2, 2015): 119–20. http://dx.doi.org/10.1080/19496591.2015.1009340.

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Reid, Lynette A. "A review oflearning outcomes assessment step-by-step: enhancing evidence-based practice in career services." Journal of Employment Counseling 50, no. 2 (June 2013): 94–96. http://dx.doi.org/10.1002/j.2161-1920.2013.00028.x.

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Cadman, Victoria. "Career Opportunities for Theatre Practitioners." Journal of Perioperative Practice 27, no. 11 (November 2017): 246–47. http://dx.doi.org/10.1177/175045891702701101.

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‘What's the point in doing that?’ This is often the response given to those saying they are undertaking education outside of work hours. Many do not see their role in theatre as just a job, but now want a career which means extra studying. Ideally this needs to be in advance so they are one step ahead for when an opportunity arises. Career opportunities and education go hand in hand together, and so it is difficult to discuss one without mentioning the other to some degree. We need education to access career opportunities, but we also need career routes to help drive education forward.

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Bocciardi, Federica, Andrea Caputo, Chiara Fregonese, Viviana Langher, and Riccardo Sartori. "Career adaptability as a strategic competence for career development." European Journal of Training and Development 41, no. 1 (January 3, 2017): 67–82. http://dx.doi.org/10.1108/ejtd-07-2016-0049.

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Purpose In the current labour market, the competence to adapt is becoming significantly relevant for career development and career success. The construct of career adaptability, i.e. the capability to adapt to changing career-related circumstances and predict advancement in career development, seems to provide a fruitful scientific base for successful career intervention. The purpose of the study is exploratory, with the aim of providing new findings about the key predictors of this meta-competence that are relevant for career development. Design/methodology/approach Through a web-based survey, a convenience sample of 230 working participants completed an online questionnaire, including socio-demographic characteristics (age, gender, education), professional status (role seniority, sector of employment, professional role), professional development-related features (training, new professional assignments, financial incentives) and psychological factors (work self-efficacy, search for work self-efficacy and job satisfaction). Four-step hierarchical multiple regression analyses were conducted to understand which of these factors account for the most career adaptability variance. Findings Results highlight that work self-efficacy, search for work self-efficacy and education play a significant role in predicting career adaptability. Surprisingly, professional development-related features and professional status do not seem to have a relevant influence. Practical implications Training and career-development professionals can improve their understanding of which career-related skills and attitudes can increase one’s capability to cope with sudden changes and instability of the current labour market. Originality/value This study supports previous research, addressing the importance of career adaptability in times of dramatic change. It also provides some insight into the factors that could predict it.

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Kumar, Sonia, Rachel Browne, Jeffrey Wu, and Simon Tso. "Student’s motivation to pursue a graduate-entry medicine degree programme." Asia Pacific Scholar 6, no. 1 (January 5, 2021): 128–31. http://dx.doi.org/10.29060/taps.2021-6-1/pv2240.

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The decision to pursue medicine is a significant step for individuals, particularly those for whom this involves a career change. While medicine in the UK has traditionally been an undergraduate course, graduate-entry medicine (GEM) programmes were introduced in 2000 and offer an accelerated course for suitably qualified candidates with a Bachelor’s degree. Students have a variety of motivations for undertaking a GEM programme (Carter & Peile, 2007), and we herein explore the factors that influence this range of motivations.

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Rubio, Doris, Marie Norman, Seyed Mehdi Nouraie, Shanta Zimmer, Brian Primack, Esa Davis, and Jeanette South-Paul. "2401." Journal of Clinical and Translational Science 1, S1 (September 2017): 50. http://dx.doi.org/10.1017/cts.2017.178.

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OBJECTIVES/SPECIFIC AIMS: To diversify the workforce by providing leadership and career coaching training to mentors so that they can be better leaders with their trainees and incorporate career coaching skills into their mentoring style. METHODS/STUDY POPULATION: PROMISED Program helps current and future members of the National Research Mentoring Network (NRMN) develop management, leadership, and career coaching skills so that they may be more effective in guiding their mentees. Studies show that mentees remain engaged in research when they drive their own careers, but mentors rarely help them recognize ways to do this. PROMISED aims to address by providing online leadership training and career coaching training. We developed innovative online leadership training for mentors committed to mentoring people from diverse backgrounds that are focused on management and leadership skills. These modules contain exercises, self-assessments, and discussion boards. We also have reading materials and other supplemental work such as videos to augment the modules. We also created 2-day training on career coaching skills for mentors. Certified career coaches trained participants in career coaching tools so that they could incorporate these skills into their mentoring style. Mentors tend to view themselves as content advisors, and they focus on the next step in the research project rather than the research career. We trained mentors to provide career coaching to their mentees, which will help the mentee establish a successful biomedical research career trajectory. RESULTS/ANTICIPATED RESULTS: In total, 45 mentors attended the Career Coaching Workshop. We assessed 26 mentoring/career coaching traits. Every trait improved on post survey (Likert scale 1–7), for example, “Taking into account the biases and prejudices you bring to the mentor/mentee relationship” (Pre: 4.16, Post: 5.38) and Working with mentees to set clear expectations of the mentoring relationship (Pre: 4.27, Post: 5.32). Some comments from attendees included: “amazing,” “powerful,” “excellent program,” “learned so much.” For the online module, we have a maximum of 20 fellows enrolled in each module. Results show that the fellows rate the module extremely useful. A comment from 1 fellow confirms this: “This session has changed my life and I know that the PROMISED program will transform my abilities as a mentor and as a person.” DISCUSSION/SIGNIFICANCE OF IMPACT: Providing Career Coaching Training and Online leadership skills can significantly improve mentors ability to mentor people, particularly those from diverse backgrounds. In addition, this training can help mentors who are committed to mentoring people from diverse backgrounds promote their own careers as well as their mentees.

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Irion, Robert. "Science communication: a career where PhDs can make a difference." Molecular Biology of the Cell 26, no. 4 (February 15, 2015): 591–93. http://dx.doi.org/10.1091/mbc.e14-03-0813.

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Among careers for biologists with PhDs, science communication is one of the most diverse and rewarding pathways. Myriad options exist, from traditional journalism to new media, from writing for specialists to working in public outreach. Textbooks, mass-market books, and freelance writing that combines many of these pursuits are all viable choices. Communicating about science allows researchers to step away from the minutiae of a subdiscipline and to once again explore the breadth of science more fully through an ever-evolving array of stories. A doctoral degree can confer distinct advantages in the eyes of prospective editors and employers. Here I describe those advantages, possible career directions, and steps toward making such a transition.

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Oh, Ji Hyun, and You Jin Lim. "The Impact of Nursing Students’ Work Value and Nursing Professional Value on Career Preparation Behavior." Korean Association For Learner-Centered Curriculum And Instruction 22, no. 13 (July 15, 2022): 311–22. http://dx.doi.org/10.22251/jlcci.2022.22.13.311.

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Objectives The purpose of this study was to investigate work value and nursing professional value and career preparation behavior of nursing students by grade and to identify factors influencing career preparation behavior. Methods The participants were 326 nursing college students in one university located in G-city. Data were collected by them using a self-questionnaire from November 29th to December 9th of 2021. Data were analyzed us-ing one-way ANOVA, Scheffė test, Pearson correlation coefficients and stepwise multiple linear regression analysis with SPSS/WIN 19.0 PC+. Results The mean score for work value was 3.98, nursing professional value was 3.74 and career preparation behavior was 3.20. Significant differences were found in one subdomain of work value(extrinsic work value), Four subdomains of nursing professional value(self-concept of profession, social awareness, the roles of nursing service, originality of nursing) and three subdomains of career preparation behavior(information gathering behavior, tool preparation behavior, practical efforts) to grade. work value, nursing professional value and career preparation behavior had significant positive correlations. Factors influencing career preparation behavior were social awareness, originality of nursing, the roles of nursing service and extrinsic work value, which explained about 29.4% of total variance. Conclusions These results indicate a need to develop and operate a step-by-step career curriculum considering the above predictors in order to choose a job that suits their interests and aptitudes and improve their job adaptation after employment among nursing students.

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Kim, myung jong. "A Study on Career Reading Scheme in the Situation of free course selection system - Step-by-step career advanced reading for humanities high school students -." Korean Association For Learner-Centered Curriculum And Instruction 20, no. 20 (October 30, 2020): 839–65. http://dx.doi.org/10.22251/jlcci.2020.20.20.839.

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Dabbs, Shaina M., Jeffrey A. Graham, and Marlene A. Dixon. "Extending the Kaleidoscope Career Model: Understanding Career Needs of Midcareer Elite Head Coaches." Journal of Sport Management 34, no. 6 (November 1, 2020): 554–67. http://dx.doi.org/10.1123/jsm.2019-0417.

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Today’s workforce, with trends toward aging and greater gender diversity, looks dramatically different than past decades, creating a need to more closely examine the midcareer stages of employees. In sport, midcareer head coaches have developed a broad skill set and an ability to manage both internal and external stakeholders. Thus, they are valuable, experienced employees who have successfully navigated the coaching profession. Using the Kaleidoscope Career Model as a framework, this study explored male and female head coaches’ career experiences, needs, and management strategies in the midcareer stages. The findings indicate that coaches follow an alpha career pattern, prioritizing authenticity over balance and challenge. Yet, the participants suggested different approaches to achieving authenticity, balance, and challenge within the midcareer stages, which may be more nuanced than traditionally expected. Understanding these needs and management strategies are a necessary first step toward more nuanced theoretical understandings and customized human resource management plans that will enhance career longevity and performance.

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Scherer, Robert F., Janet S. Adams, Susan S. Carley, and Frank A. Wiebe. "Role Model Performance Effects on Development of Entrepreneurial Career Preference." Entrepreneurship Theory and Practice 13, no. 3 (April 1989): 53–72. http://dx.doi.org/10.1177/104225878901300306.

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Critics of the trait approach to the study of entrepreneurship have called for adaptation of theory from other disciplines to explain entrepreneurial behavior. This study responds by focusing on the first step in the process by which entrepreneurial career preference is developed. Social Learning Theory was used to investigate the link between a parent role model and development of preference for an entrepreneurial career. Results indicated that presence of a parent entrepreneurial role model was associated with increased education and training aspirations, task self-efficacy, and expectancy for an entrepreneurial career. Two dimensions of entrepreneurial career preference, entrepreneurial preparedness and expectancy, were identified.

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Harrigan, Neil, Marion Taubman, and Youth Bureau. "Seeing is Believing." Australian Journal of Career Development 2, no. 2 (June 1993): 38–41. http://dx.doi.org/10.1177/103841629300200211.

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Veritable libraries of career information appear on shelves each year. Well-intentioned influencers, particularly parents and teachers, make use of this material as do career information seekers themselves. Decisions are made on the content, yet the industry of Career Information still remains highly deregulated. Any person/organisation with any motive can produce quite influential career information. The Department of Employment Education and Training (DEET) is one of the largest agencies responsible for provision of career information. It is the major Australian provider of national and local occupational information data and products with an overall expenditure of approximately $15 million per annum (DEET, 1991). It was afforded an opportunity during the deliberations of an Australian Education Council Working Party on Career Education (McCowan, 1992) to take the first step in the development of standards for career information. This article explores these issues, as well as presenting a checklist of standards for career information providers.

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Hernandez, Diley, Shaheen Rana, Meltem Alemdar, Analía Rao, and Marion Usselman. "Latino parents’ educational values and STEM beliefs." Journal for Multicultural Education 10, no. 3 (August 8, 2016): 354–67. http://dx.doi.org/10.1108/jme-12-2015-0042.

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Purpose This paper aims to provide a snapshot of K-12 Latino families’ beliefs about education, their awareness and interest in science, technology, engineering and math (STEM) careers and their perceived educational challenges. It builds on the existent body of literature by dispelling pervasive notions that Latino parents do not value education. It contributes to the field by providing evidence of Latino parents’ beliefs, awareness and interest in STEM careers for their children. Design/methodology/approach This study reports the results of a focus group needs assessment conducted with Latino parents, surveys and interviews collected for three years during Latino family-focused events. Findings Surveyed parents thought children should attend college to prepare for a better future and career decisions should be dependent on their preference and vocation. They believed STEM careers were important for the Latino community and reported talking to their children about having a job in STEM. Parents perceived several challenges for their children’s education, such as cost, immigration status, lack of information and language barriers. Practical implications Stereotypes regarding Latino family’s beliefs about education have implications for how school systems, educational gatekeepers and stakeholders perceive these students’ opportunities. This paper discredits the perception that Latino parents are not interested in their children attending college or pursuing STEM careers. Originality/value There is a dearth of information about Latino families’ perceptions of their children’s educational goals, knowledge of STEM careers and their interest in such fields. This paper provides a fundamental step toward filling that gap.

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Muir, Melinda, Michelle Wallace, and Don McMurray. "Women on the move: the self-initiated expatriate in China." Journal of Global Mobility 2, no. 2 (September 2, 2014): 234–54. http://dx.doi.org/10.1108/jgm-06-2013-0045.

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Purpose – The purpose of this paper is to investigate the under-researched phenomenon of women, who of their own volition, are choosing to live and work in another country, as self-initiated expatriates (SIEs). Design/methodology/approach – Drawing from a career constructivist position, the qualitative framework relied on primary data gathering through semi-structured interviews with 25 western professional SIE women living and working in Beijing. Findings – The findings suggest that the SIE women's motivations for mobility and their career types and patterns are complex and varied. As an initial and tentative step towards developing a framework of female SIEs’ careers the authors introduce a typology of four career patterns. Research limitations/implications – As an exploratory piece of research there is limited generalisability since the findings are presented from the perspective of a particular cohort of women's narratives. Practical implications – There is a need to recognise the potential value of SIEs to MNCs particularly in light of the well-documented concerns regarding human capital. Companies risk losing this potentially valuable employee if the career opportunities, as well as compensation packages, benefits and support on offer, do not match the plans and expectations of the individuals concerned. Originality/value – The study provides new insights into the nature and dynamics of the different career modes and configurations of SIE women. This is an important and appropriate research agenda for several reasons. First, there remains a paucity of research on female SIEs. Second, little is known about their career-related behaviours and expectations and the relationship between mobility and career. Thus, it is hoped that a study such as this will add to the emerging body of knowledge about an under researched yet growing number of the some of the most mobile human capital in the world.

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Seginer, Rachel, Ad Vermulst, and Shirli Shoyer. "The indirect link between perceived parenting and adolescent future orientation: A multiple-step model." International Journal of Behavioral Development 28, no. 4 (July 2004): 365–78. http://dx.doi.org/10.1080/01650250444000081.

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The indirect links between perceived mothers’ and fathers’ autonomous-accepting parenting and future orientation were examined in a mediational model consisting of five steps: perceived mothers’ and fathers’ autonomous-accepting parenting, self-evaluation, and the motivational, cognitive representation, and behavioural components of future orientation. Empirical estimates were carried out by LISREL on data collected from 458 (224 girls) Israeli Jewish adolescents (11th graders) regarding two prospective life domains: career and family. These estimates showed a good fit between the theoretical model and four domain-by-gender estimates (girls’ and boys’ career, and girls’ and boys’ family). Similar to recent findings, only few gender differences were found; particularly, girls scored higher on the motivational component applied to career (counter-hypothesis) and on all three components applied to prospective family. Discussion highlighted the pivotal functions of self-evaluation in linking between perceived parenting and the motivational component, and of the motivational component in linking between self-evaluation and the cognitive and behavioural components.

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Journal articles on the topic 'Career step'

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