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The epidemic situation in COVID-19 aggravated the pressure and challenges of enterprises management, which directly affected employees' working attitudes. This paper takes organizational career planning management as the independent variable and takes job satisfaction, turnover intention, and organizational commitment as the proxy variables of dependent variables. H Company is taken as the research object, with 17 qualitative interviews and 645 cluster sampling surveys. Through correlation and regression analysis, the conclusions can be drawn: 1. The implementation of career planning management has a significant impact on employees' work attitude, a positive impact on job satisfaction and organizational commitment, and a negative impact on turnover intention. 2. Each dimension of career planning management has a different action mechanism on each proxy variable of employees' work attitudes. Fair promotion, providing information, and paying attention to training and career development in career planning management can significantly promote job satisfaction and job commitment. However, paying attention to training and career development significantly inhibits turnover intention, while the other two dimensions have no significant influence. Based on these conclusions, the enterprises can promote employees' job satisfaction and organizational commitment by enhancing their career planning management awareness, establishing a perfect career planning management system, and carrying out diversified career planning management practices. © 2023 The authors and IOS Press.
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Background The Higher Specialist Training (HST) Scheme is run by the Royal College of Physicians (RCPI) overseen by the Irish Board for Training in Cardiovascular Medicine (IBTCM). The stated aim of the scheme is to provide doctors upon completion, with the necessary skills and knowledge to practice competently, professionally and independently as cardiology specialists. In order to inform dialogue surrounding improvements to the training scheme, those enrolled have been surveyed annually over the past 4 years to gage their views regarding the following domains - trainer/trainee interaction, access to training, procedural training, service commitments and training, research and audit, training program structure, gender balance, future career planning and location, quality of life and in the past year the impact of the Covid- 19 pandemic on training. Methods For the past 4 years, the second author surveyed trainees in training years 1-4 through the medium of an online questionnaire. Trainees were asked to respond to a range of questions pertaining to the domains of interest listed above, predominantly indicating their level of agreement with a statement in the format of a 5 point Likert scale. Results The response rate to the survey was excellent and averaged at 65% over the four years. Individual years ranged from 52% to a high of 82%. Even in the year with the lowest response (52%) a significant proportion of the trainees were represented. Overall trainees are happy with the training scheme with 88% saying they would recommend the training scheme. When asked if a trainee encountered significant challenges in accessing training - CT/MRI, followed by Adult Congenital Heart Disease and Electrophysiology were most frequently identified. Interest in dual accreditation was low, with 77% of respondents saying they did not intend to purse dual accreditation. Approximately half (47%) of respondents felt that their year spent doing General Internal Medicine (GIM) enhanced their training experience. 46% of respondents felt they have a poor or very poor work-life-balance, but 72% indicated that they had a very good or good quality of life. Future career planning: 83% of trainees indicated definitely or probably when asked if planning to work in Ireland after completion of training. However, when in 2018, a small number of trainees on overseas out of program experience were asked the same question a smaller proportion of respondents indicated that they wished to work in Ireland. In relation to gender - 28% of respondents were female, in keeping with prior work published by the authors in 2017 showing a 7:3 gender ratio overall for trainees between 1998 and 2017. To address the gender balance respondents felt that changes to the training scheme(63%) and work practices (72%) would be needed. Covid-19 had a marked affect on training, with 94% of trainees responding that it adversely affected their training. Conclusion This 4 year study of the Irish cardiology trainees gives important insights into the strengths and weaknesses of the training scheme. It highlights the impact due to the current Covid-19 pandemic on training. It also gives valuable information regarding the future career goals of current trainees. All of the above, should be useful in the framing and shaping of any discussion regarding the future of cardiology training and service delivery in Ireland in the decades to come.
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The current study seeks to shed light on social-cognitive resources that mitigate master students' experience of dysfunctional career-related worry before graduation. Based on the career self-management model (CSM;Lent & Brown, 2013), we investigate concurrent and time-lagged direct and mediated relationships between career planning, career-related self-efficacy, and career-related worry among a sample of 482 students shortly before graduation. Using data collected at three time points, a negative relationship was found between career planning (T1) and career-related worry (T3) via career-related self-efficacy (T2). Our findings shed light on the role of career planning and career-related self-efficacy as malleable social-cognitive resources that diminish dysfunctional thinking before graduation in sequential order. These findings imply that career planning and career-related self-efficacy are relevant predictors of affective states and can be incorporated into the CSM.
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Purpose: To gather insight into how graduating business students are preparing for the workplace and their future careers and how this has been impacted by COVID-19. Design/methodology/approach: In total, 144 business students at an Australian university who had recently completed an internship and were nearing graduation took part in the study. Group A was surveyed before COVID-19 had emerged and Group B undertook their internships during a COVID-19 lockdown when the related economic downturn had become apparent. The responses were analysed using career construction theory (CCT). Findings: This study concludes that graduating students do not generally place greater emphasis on career planning in times of economic downturn. However, they do devote more effort to job search and networking activities. They also display more career decisiveness and are less willing to seek out information about potential careers or their suitability for them. Their confidence in embarking on a career was not impacted. Research limitations/implications: This enables us to form a more complete picture of how graduating students perceive their work-readiness and the action they feel is important in order to improve their employability. Practical implications: This has implications for career practitioners and employers of graduates as it adds to the knowledge of employability and the decision-making process in times of economic crisis and is particularly important for the tertiary education sector as it seeks to better target initiatives to aid employability in graduates. Originality/value: The results increase the understanding of the impact of COVID-19 on early career development and argue that early-career decision-making is a specific area requiring investigation. © 2023, Emerald Publishing Limited.
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Apply It!: By reading this article, the health and fitness professional will: • Recognize the urgency for widespread promotion and implementation of physical activity during the COVID-19 pandemic • Learn how Exercise is Medicine On Campus (EIM-OC) can be used to promote physical activity in the surrounding communities, especially those in rural areas • Explore strategies for promoting, adapting, and facilitating physical activity during the pandemic and beyond • Consider collaborating with an EIM-OC program to improve community health
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First, a Happy New Year to you all. I hope you enjoyed the festive break. In this issue, our cover article (evidence and practice, page 21) explains how emotional labour can lead to exhaustion and burnout, which contributes to a high turnover in the nursing workforce. It examines the differences in resilience and coping strategies of less experienced nurses compared with their more experienced counterparts.
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According to Budhwar and Gumming (2020), the COVID-19 crisis brought attention to the importance of having an international perspective. [...]studies from certain regions - such as the Hungarian example in this article - may provide an essential local perspective, in addition to the Human Resource Management (HRM) of the pandemic and may help us find global solutions. 2Theoretical background Many scholars have analysed the situation that has evolved as a result of the pandemic from different aspects. According to McLean and Jiantreerangkoo (2020), the following steps are necessary in HRD: planning, leading, changing of working conditions, systemic thinking even on an employee level, network analysis, ending racial discrimination, career planning and innovation. Since the beginning of the pandemic, HR has also focused on health and safety tasks (Caligiuri/De Cieri/Minbaeva/Verbeke/Zimmermann 2020;Adams/Walls 2020). [...]it is worth referring to the recently rather popular theory of societalization, which occurs when "strains suddenly burst their sphere-specific boundaries and become explosive scandals in society at large" (Alexander 2018:1049). According to ILO estimates, global hours worked dropped by 6.7 % in the second quarter of 2020, roughly equals to 195 million full-time job
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In AJPH and elsewhere, a steady stream of research articles, blogs, and opinion pieces have been published supporting the expansion of the community health worker (CHW) workforce.1 As frontline public health workers, CHWs have played an important role in COVID-19 response and prevention.2 Moreover, there is ever-increasing evidence of their effectiveness in promoting access to primary and preventive care, building bridges between communities and health care systems, and improving health outcomes for chronic conditions, particularly in underserved communities.3 Workforce growth is predicated upon sustainable, dedicated financing mechanisms. In the United States, CHW employment often relies on grants and other short-term resources.1,4 Long-term flexible funding models are important for both workforce development and program continuity.5 Medicaid coverage for CHW services has been identified as a potential solution for the constraints to CHW program sustainability.4 Similarly, occupational certification for CHWs provides a pathway for career development and higher earning potential while encouraging workforce growth and integration.6 Although Medicaid coverage and certification are commonly touted as enablers of workforce growth, we actually know very little about how these two policies affect the CHW labor force. Jones et al. state that low wages are the main predictor of resignations among frontline health workers, but they did not examine how wages affect turnover. Because of data limitations, turnover in this study was narrowly defined as leaving the CHW workforce altogether;job transitions within the field were not captured.
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BACKGROUND: It is important to understand the perceptions of career plans and attitudes towards migration of nursing students so that it can be possible to review the education programs in this direction and plan an effective health workforce. AIM: To determine nursing students' career future perceptions and attitudes towards migration. DESIGN: Descriptive and cross-sectional online survey. METHODS: The study was completed with 3053 students from 52 universities located in seven different regions of Turkey who agreed to participate in the study. The data were collected using the "Student Information Form", "Attitude Scale for Brain Drain (ASBD)" and "Career Futures Inventory (CFI)" with an online questionnaire. Descriptive statistics, independent samples t-test, one-way analysis of variance and correlation were used to analyze the data. RESULTS: Mean age of the students was 20.29 ± 2.28 and most were females. Students' mean total scores of ASBD, and CFI were 56.64 ± 12.22 and 91.32 ± 11.71 respectively. There was a statistically significant difference between the total mean scores of ASBD and the region of the university where the students studied, gender, being multilingual, desire to work abroad after graduation and experience of participating in student exchange programs and between the total mean scores of CFI and experience of participating in an exchange program. There was a positive and statistically significant relationship between ASBD and CFI total mean scores (p < 0.05). CONCLUSION: Nursing students' attitudes towards migration and perceptions of career future were positive and there was a positive relationship between attitudes towards migration and perceptions of career future.
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Students, Nursing , Attitude of Health Personnel , Cross-Sectional Studies , Female , Humans , Male , Surveys and Questionnaires , TurkeyABSTRACT
Why you should read this article: • To understand some of the benefits that the nursing associate role can bring to community and primary care nursing teams • To be aware of the challenges involved in training and embedding nursing associates in community and primary care settings • To recognise the need for clarity on the boundaries and expectations of the nursing associate role in community and primary care settings Nursing associates have been part of the health and social care workforce in England since 2017 and are starting to contribute to managing workforce challenges. However, little is known about the nursing associate role in community and primary care settings. This article provides an overview of what is known about the nursing associate role in community and primary care settings and introduces some emerging findings from recent research. The article identifies some of the benefits that nursing associates can bring to community and primary care nursing teams and some of the challenges involved in training and embedding nursing associates in these sectors of the health and social care workforce.
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The school counseling profession has an ethical responsibility to provide and advocate for individual students' career planning and development, while expanding school counselors' own multicultural and social justice advocacy to become effective culturally competent professionals. Additional literature is needed to identify how school counselors can adapt their career counseling approaches to fit the unique challenges and barriers of historically marginalized students both during and after the global COVID-19 pandemic. We describe how school counselors can use intersectionality theory as a framework for career development with marginalized populations in response to COVID-19 and its impact on the economic decline.
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Objective: This survey is the first part of a regional improvement project for Gynaecological surgical training in Ireland. Initial step to ascertain current opinions and confidence levels of trainees in gynaecological surgery and develop an understanding of their career goals. Design: Many surveys have been conducted on training within Obstetrics & Gynaecology. However, with the devastating impact on gynaecological surgical training from the COVID-19 Pandemic, a new vigour has emerged to assess this area, enhanced via the publication of the RCOG Gynaecological Surgery Recovery Plan. Ireland equally has felt the impact to surgical training and our project hopes to start to address this. This survey was designed with specific focus on gynaecological surgical training and to identify the key areas to focus the recovery process on. Designed using the SurveyMonkeyR platform and distributed via email. Methods: The survey was circulated to all O&G trainees in Ireland. The 34 questions focused on the number of procedures performed over last 12 months, confidence levels on performing these procedures alongside management of complications. Questions also assessed future career aspirations. The returned results were anonymised and analysis performed using a password protected ExcelR database. Results: We received 76 respondents, with 46% (n = 35) having worked in O&G for more than 5 years. A concerning 51% of trainees had contemplated leaving the specialty in the last 12 months. Only 20% (n = 16) of trainees had access to a Laparoscopic box trainer in their hospital and of these, only 38% (n = 29) received dedicated teaching on the trainer. The only laparoscopic procedure in which >50% of trainees felt comfortable performing was Veres entry at laparoscopy. Two thirds of respondents (n = 51) believed that the lack of gynaecological surgery training has impacted decisions on future career choices. 43% of SpR (ST4-8) trainees experienced difficulty in annual training progression due to a lack of surgical numbers. 95% felt a forum for surgical education and career guidance was needed. Conclusions: Trainees are significantly impacted by a lack of surgical exposure and training. This has understandably affected their confidence but also career planning, which may in turn affect national workforce structure and patient care. Our project design has moved forward using this survey information to develop a regional laparoscopic simulation hub in Dublin following the award of funding from the Mater Hospital Foundation and SPARK initiative. A pilot programme for trainees will be offered from January 2022.
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Career development starts from childhood and during adolescence professional planning becomes a very important activity that is influenced by internal and external factors: the COVID-19 pandemic can be one of these factors. To overcome the fear that may arise about the current situation and to be able to plan their future considering recent changes in the world of work, adolescents need positive resources such as courage, defined as the tendency to act despite fear, and career adaptability, the ability to adapt to changes in the world of work. With the aim of lowering the levels fear of COVID-19 and raising the levels of courage and career adaptability, a training was developed that involved 63 adolescents (experimental group);another 62 adolescents (control group) were involved in pre- and post-training measurements. The results showed that the experimental group, after training, had lowered the levels of fear of COVID-19 and raised personal resource levels, while the control group showed higher levels of fear of COVID-19 in the second administration. This means that guidance practices can have an impact on the emotional experience of young people in the period of the pandemic and support them in planning their future. © 2021 Sapienza Universita Editrice. All Rights Reserved.
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Although the Student Career Construction Inventory (SCCI) has been used in many countries to measure the career adapting responses of college students, the applicability of the SCCI for use with Chinese college students has not yet been tested. Thus, we analyzed data from 411 college students who completed the SCCI and other related scales. The results support the second-order factor structure of the SCCI, and we found that the four dimensions, and the SCCI as a whole, were reliable. Students who scored higher on the SCCI scored higher on measures of career exploration, career planning, and career engagement, supporting the high congruent validity of the SCCI. Students with higher SCCI scores also showed stronger vocational identity and higher academic achievement, supporting the high criterion validity of the measure. Finally, the SCCI demonstrated scalar invariance across genders. Generally, the results show that the Chinese version of the SCCI is a valid and reliable scale for assessing college students career adaptation thoughts and behaviors.
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Practicing self-care during the COVID-19 pandemic is crucial for nursing students to balance their academic lives and for their future success in the nursing profession.