An empirical research and countermeasure analysis on medical students' individual career management effectiveness / 中华医学教育探索杂志

Objective To investigate the current situation of medical students' individual career management and its educational status.Methods Self-made questionnaire was used to investigate the present situation of individual career management and education of medical students in a medical college in November 2016.SPSS 20.0 was used for analyzing descriptive statistical analysis,t test and rank test in questionnaire data.From April to May 2017,30 students were randomly selected for interviews to explore the current situation of medical students' individual career management.Result 900 questionnaires were issued and 816 valid questionnaires were collected,and the recovery rate was 90.67％.Whether medical students accept the relevant education had significant difference in their career management ability (P＜ 0.05),30.15％ of the students who received the relevant education (246) had a higher total score of their own career management than those who had not received,which was reflected in social work environment cognition level,participation in extracurricular activities,consideration of graduation and stage goals setting.It is learned from the interview that most medical students lack clear self-awareness and professional goals are vague,and they fail to form a good personal career management atmosphere.Conclusion Individual career management education promotes the cognitive level of social work environment of medical students and then develops their self-awareness.At the same time,it urges medical students to participate in extracurricular activities,to consider the whereabouts after graduation,to set phased goals,and to carry out targeted self-improvement.The comprehensive development of self-cognition and self-improvement finally make the medical students' individual career management ability continuously improved.

Study on the relationship between nurses' organizational career management and job satisfaction in the third-grade class-A hospital / 中国实用护理杂志

Objective To investigate nurses' organizational career management and job satisfaction in the third-grade class-A hospital,and analyze the relationship between them.Methods A total of 576nurses were recruited by two-stage stratified random sampling method from four third-grade class-A hospitals.They were investigated with Nurses' Organizational Career Management Questionnaire and Job Satisfaction Scale.Results The mean score of nurses' organizational career management and job satisfaction was(2.94±0.52)and(3.32±0.46).There were significant differences on the scores of job satisfaction in nurses with different ages,nursing age,shift,posts,professional tifles,departments,monthly income and type of hospitals.Nurses' organizational career management was positively correlated to job satisfaction.After controlling for the demographic variables,the overall state of organizational career management could explain 34.2 percent for the variances of job satisfaction respectively.Conclusions It is suggested to pay close attention to nurses' organizational career management and take effective career management measures to improve nurses' job satisfaction so as to stabilize the nursing team and retain the excellent nurses.

Produção de subjetividade frente ao mercado de trabalho no contexto da organização estudantil / Production of subjectivity facing the labor market in the context of the student organization

Há um interesse crescente dos jovens universitários em participar de organizações estudantis como estratégia de preparação para o mercado de trabalho. O objetivo deste trabalho foi realizar uma pesquisa exploratória dessas experiências e seus resultados para os alunos que delas participaram. Foi utilizado como método de pesquisa o estudo de caso, e os resultados indicam que o papel que a organização estudantil desempenhou na vida desses jovens centrou-se muito mais em uma tentativa de suprir a angústia frente ao sentimento constante de insuficiência e às demandas do mercado de trabalho na atualidade que em uma vivência que de fato tenha incrementado a sua empregabilidade.

There is growing interest of young graduates to participate in student organizations as a strategy to prepare for labor markets. The aim of this study was an exploratory study of these experiments and their results for students who attended them. We took as research method the case study and the results indicate that the role that student organization has played in the lives of these young people focused more on an attempt to overcome the anguish and constant feeling of inadequacy and the demands of the labor market today than in a experience that actually increased their employability.

Gestão de carreiras e crescimento profissional / Career management and career growth / Gestión de carreras y crecimiento profesional

Este estudo teve como objetivo verificar a relação entre a adoção de práticas de gestão de carreira por empresas atuantes no mercado nacional e a percepção de seus empregados, executivos e não executivos, sobre suas possibilidades de crescimento profissional no seu emprego atual. Para o cumprimento de tais objetivos, 550 empresas foram pesquisadas e os resultados apurados por meio de estatísticas descritivas e de um modelo Probit. Foi constatado um maior impacto das práticas de gestão de carreira sobre a percepção dos não executivos. Os executivos, provavelmente por terem suas competências mais desenvolvidas que os não executivos, percebem suas possibilidades de crescimento profissional de forma menos dependente da empresa onde trabalham.

This study aimed at investigating the relationship between the adoption of practices of career management by companies, operating in the domestic market, and the perception by its employees, both executives and non-executives, about their chances of career growth at their current job. To that end, 550 companies were surveyed and the results were calculated using descriptive statistics and a Probit model. A greater impact was noted of career management practices on the perception by non-executives. As to the executives, probably because they had developed their skills more fully than the non-executives, perceived their opportunities of career growth in a less dependent way on the company where they work.

Este estudio tuvo como objetivo verificar la relación entre la adopción de prácticas de gestión de carrera por empresas que actúan en el mercado nacional y la percepción de sus empleados, ejecutivos y no ejecutivos, sobre sus posibilidades de crecimiento profesional en su empleo actual. Para el cumplimiento de tales objetivos 550 empresas fueron encuestadas y los resultados obtenidos por medio de estadísticas descriptivas y de un modelo Probit. Se constató un mayor impacto de las prácticas de gestión de carrera sobre la percepción de los no ejecutivos. Los ejecutivos, probablemente por tener sus capacidades más desarrolladas que los no ejecutivos, perciben sus posibilidades de crecimiento profesional de forma menos dependiente de la empresa donde trabajan.

Percepções e estratégias de inserção no trabalho de universitários de Administração / Perceptions and job insertion strategies by Business Administration undergraduates / Percepciones y estrategias de inserción en el trabajo de universitarios de Administración

Este estudo qualitativo teve por objetivo investigar como jovens universitários percebem e se preparam para o mercado de trabalho. Foram realizadas 31 entrevistas em profundidade com estudantes de diferentes cursos de graduação em Administração do Estado do Rio de Janeiro. Os resultados mostram que a carreira tradicional ainda é preferida e que o investimento em qualificação é visto como a principal estratégia de inserção no trabalho. Foram também identificados quatro perfis de jovens - engajado, preocupado, cético e desapegado -, tipos ideais definidos a partir da forma como reagem à realidade do mercado de trabalho, da confiança nas qualificações que conseguiram construir e do significado que atribuem ao trabalho, fatores estes que acabam por influenciar suas aspirações de carreira.

The purpose of this qualitative study was to investigate how undergraduates perceive and prepare for the job market. Thirty-one in-depth interviews were held with students from different Business Administration courses in the state of Rio de Janeiro, Brazil. The results showed that the traditional careers were still preferred and that the investment in training was seen as the main job insertion strategy used. Four student profiles were also identified - engaged, concerned, skeptical and detached -, ideal types based on how they react to job market reality, their confidence in the skills they have managed to build and the meaning of working, factors that ultimately influenced their career aspirations.

Este estudio cualitativo tuvo por objeto investigar cómo los jóvenes universitarios perciben y se preparan para el mercado de trabajo. Se realizaron 31 entrevistas en profundidad con estudiantes de diferentes cursos de graduación en Administración del Estado de Río de Janeiro. Los resultados muestran que la carrera tradicional todavía es la preferida y que la inversión en cualificación se ve como la principal estrategia de inserción en el trabajo. También se identificaron cuatro perfiles de jóvenes - involucrado, preocupado, escéptico e indiferente - tipos ideales definidos a partir de qué forma reaccionan a la realidad del mercado de trabajo, de la confianza en las cualificaciones que consiguieron construir y del significado que atribuyen al trabajo, factores estos que terminan influenciando sus aspiraciones de carrera.

Validação da versão brasileira da Escala de Atitudes de Carreira Sem-Fronteiras / Validation of the brazilian version of the Boundaryless Career Attitudes Scale

O conceito de carreira sem-fronteiras define a carreira de acordo com os diferentes graus de movimentações físicas e psicológicas que um indivíduo encara em sucessivas situações de emprego. O presente artigo propõe a adaptação e validação da Escala de Atitudes de Carreira Sem-Fronteiras (EACSF) para o Brasil. Para tanto dividiu-se em três estudos: 1) piloto, 2) validação e 3) comparação de grupos com duas amostras independentes, que totalizaram 446 profissionais brasileiros. A versão final da EACSF apresentou 10 itens, KMO de 0,82 e variância explicada de 63,3 por cento. Os índices de confiabilidade (alpha de Cronbach) da escala (0,77) e das subescalas de mobilidade psicológica (0,88) e mobilidade física (0,79) foram considerados bons. A EACSF é um instrumento de interesse para a avaliação e monitoramento de intervenções em orientação profissional e planejamento de carreira.

The concept of a boundaryless career refers to the different degrees of physical and psychological mobility an individual faces throughout successive employment situations. The present article aimed to explore the factorial structure of the BCAS in a Brazilian sample. It was composed by three studies conducted with two independent samples: 1) pilot, 2) validation and 3) group comparison. Participants were 446 Brazilian professionals divded into two independent samples. The final version of the scale was composed of 10 items, had KMO of 0.82, and the explained variance was 63.3 percent. The reliability (Cronbachïs alpha) of the general scale (0.77), of the psychological mobility subscale (0.88) and of the physical mobility subscale (0.79) were favorable. The Brazilian version of the BCAS is presented as a valuable tool in the assessment and monitoring of interventions in career counseling and career planning.

Adaptação à transição de carreira na meia-idade / Adaptation to career transition in middle age / Adaptación a la transición de carrera en la media edad

Este estudo exploratório teve por objetivo aprofundar o entendimento sobre a adaptação à transição de carreira na meia-idade utilizando um construto oriundo da Psicologia: o locus de controle. Para tanto, foi realizada uma pesquisa qualitativa em que foram empregadas duas técnicas de investigação: o inventário de locus de controle de Julian B. Rotter e a entrevista semi-estruturada. Os resultados revelaram que os indivíduos que passaram por transições de carreira foram aqueles que não perderam a atenção, sobretudo para com eles mesmos, principalmente nas fases mais delicadas desse processo. Esses indivíduos tinham convicção em seus potenciais, embora não soubessem exatamente como empregá-los. Portanto, formulou-se a seguinte hipótese de pesquisa: o locus de controle interno facilita a adaptação à transição de carreira na meia-idade.

The objective of this exploratory study was to deepen the understanding of adaptation to career transition in middle age by means of a psychological construct: the locus of control. This is a qualitative research, in which two investigation techniques were used: the Julian B. Rotter’s locus of control inventory and semistructured interview. Findings showed that individuals that overcame career transitions were the ones who kept focused on themselves, mainly in the most delicate phases of this process. Those individuals had confidence in their potentials, in spite of not knowing exactly how to use them. Therefore, the following research hypothesis is proposed for future investigations: the internal locus of control facilitates adaptation to career transition in middle age.

Este estudio exploratorio tuvo por objetivo profundizar la comprensión sobre la adaptación a la transición de carrera en la media edad utilizando un constructo oriundo de la Psicología: el locus de control. Para eso, fue realizada una investigación cualitativa en la que fueron empleadas dos técnicas de investigación: el inventario de locus de control de Julian B. Rotter y la entrevista semiestructurada. Los resultados revelaron que los individuos que pasaron por transiciones de carrera fueron aquellos que no perdieron la atención, sobretodo para con ellos mismos, principalmente en las etapas más delicadas de ese proceso. Esos individuos tenían confianza en sus potenciales, aunque no supiesen exactamente cómo emplearlos. Por lo tanto, se formuló la siguiente hipótesis de investigación: el locus de control interno facilita la adaptación a la transición de carrera en la media edad.