Imposter phenomenon: recognising and addressing it among nurses.

Imposter phenomenon is described as persistently doubting one's accomplishments, leading to an internalised fear of being exposed as a 'fraud'. This article identifies the nature and prevalence of imposter phenomenon among nursing students, newly registered nurses and senior nurses. It also explores the effects of this phenomenon for nurses and healthcare organisations, including its potential association with burnout, suboptimal performance and a lack of career development. Evidence suggests that addressing imposter phenomenon is not something individuals can accomplish by themselves, but that it requires system-level interventions from healthcare organisations and higher education institutions. This could raise awareness, promote recognition and improve resources and training to mitigate the detrimental effects of this phenomenon on healthcare provision.

Report of the 2023-24 AACP Research and Graduate Affairs Committee.

The 2023-2024 American Association of Colleges of Pharmacy (AACP) Research and Graduate Affairs Committee (RGAC or the Committee) was charged with developing programs focused on career and professional development for researchers, new faculty, and graduate students in colleges and schools of pharmacy. After reviewing exiting resources available to pharmacy faculty for grant writing, the Committee recognized a need for more comprehensive, diverse, and tailored resources for pharmacy faculty. The Committee therefore focused its effort on creating an intensive grant writing course, intended for independent pharmacy researchers without prior major grant awards, that would support writing for both career development and research grant applications and cater to faculty in translational, clinical sciences, and pharmacy practice, along with fellows and residents. To implement this grant writing course and other programs to advance research progress by pharmacy faculty, the Committee proposes three recommendations for consideration by AACP and one suggestion for consideration by colleges and schools of pharmacy.

Perceived Benefits of Engaging in Continuing Professional Development among Nurses in Bontoc, Mountain Province.

Background and Objective: Professionals in the Philippines must finish compulsory Continuing Professional Development (CPD) units before renewing their registration ID card with the Professional Regulation Commission (PRC). CPD has always been significant in the field of nursing. It supports nurses and other healthcare professionals, and keeps them informed about their professional development so they may provide the best care possible for patients. This study sought to engage how nurses in Bontoc, Mountain Province would benefit in continuing professional development in terms of their professional growth, increase in income, network building, and improvement of personal capabilities. Methods: This study used a quantitative descriptive study design using simple random probability sampling method. Descriptive analysis was used to characterize study participants. A modified validated survey tool was used to collect data on the nurses' perceived CPD benefits. Data collection was done among 101 nurses employed in Bontoc General Hospital, Mountain Province State Polytechnic College, Bontoc Municipal Health Office, the Department of Education (DepEd) at Bontoc, from January to February 2022 through paper and pencil method. Nurses who did not consent to participate were excluded from the study. The UNP Ethics Review Committee reviewed the protocol and did not find any ethical inappropriateness with number 22-039. An F-test and a t-test were also conducted to determine the mean differences in perceived CPD benefits according to participants' demographic characteristics. All these statistical analysis steps were performed using the IBM Statistical Package for the Social Sciences (SPSS) version 20. Results: The majority of the 101 respondents were between the ages of 30 and 39, and had 1 to 5 years of service. The overall mean of perceived CPD benefits was very high (3.40-3.58 mean rating), with career development having the highest mean rating at 3.58. This only implies that the respondents had a positive perception of CPD engagement, particularly with the favorable impact on their career development. T-test and F-test (ANOVA) were both pivotal in reaching the objectives of this study. Across the demographic characteristics of the respondents such as age, civil status, sex, highest educational attainment, length of service CPD units earned, and membership to organization, there was no significant difference found in the level of perceived benefits of engaging in continuing professional development across demographic characteristics. Each demographic factors gained a p-value greater than 0.05. Statistically, a p-value greater than 5% level of significance would result to failing to reject the null hypothesis. Conclusion: Given the foregoing results, the number of credit units obtained can be used to forecast how CPD will help nurses grow in their careers. To reap significant advantages and increases in career mobility and income, as well as, to some extent, the development of professional networks and personal capacities, nurses should take advantage of expanding best practice involvement and pertinent CPD engagements. It has been discovered that CPD resources, activities, and programs have an impact on professional development. It is recommended that there be support from both the government and employers to promote CPD for nurses throughout their entire nursing careers. Earning CPD units can help nurses build their confidence and elevate their status in the workplace, increasing their chances of getting promoted.

Language Matters: Is There Gender Bias in Internal Medicine Grand Rounds Introductions?

PURPOSE:  We performed an exploratory evaluation of gender-specific differences in speakers and their introductions at internal medicine grand rounds. METHOD:  Internal medicine grand rounds video archives from three sites between December 2013 and September 2020 were manually transcribed and analyzed using natural language processing techniques. Differences in word usage by gender were compared. RESULTS:  Four hundred and sixty-two grand rounds held at three institutions were examined. There were 167 (34.6%) speakers who were women and 316 (65.4%) who were men. The proportion of women speakers was significantly lower than that of women in the internal medicine workforce (34.6% vs. 39.2%, p = 0.04). Among 191 external speakers, only 57 (29.8%) were women. The use of professional titles was equivalent between genders. Despite equal mention of specific achievements in both male and female speaker introductions, there was a trend toward casting female speakers as being less established. CONCLUSION:  There is a need to adopt processes that will decrease inequities in the representation of women in grand rounds and in their introductions.

Cognitive changes in professional value and career development amid the COVID-19 pandemic: A qualitative study of nurses' experiences.

AIM: To explore cognitions in nurses' professional value and career development amid the COVID-19 pandemic and to analyse influencing factors. DESIGN: A qualitative descriptive study design was employed. METHODS: Thirty practising nurses from three general hospitals in Chengdu, China, were purposively recruited. Face-to-face semi-structured interviews were conducted. The content analysis was used for data analysis. RESULTS: After the outbreak of the COVID-19 pandemic, there were obvious cognitive changes in nurses' professional value, including improvement in the cognition of professional value, awareness of the broadening of the field of acting professional value, and realization of increasingly high requirements in careers. Approval and gratitude of patients, social recognition and attention, self-awareness of nurses were main influencing factors. For cognitive changes in career development, nurses became more motivated to develop their careers, had a clearer understanding of career development environment, and acquired a clearer understanding of what was needed to advance careers. Hospital support, social respect, family support, and team atmosphere were key influencing factors. CONCLUSIONS: The contributions made by nurses in the prevention and control of the COVID-19 pandemic have prompted positive changes in their cognition of professional value and career development. To promote nurses' positive understanding and approach to career development, measures should be taken by hospitals. Further, social respect, family support and team cooperation can enhance nurses' enthusiasm for career development.

Optimizing Professional Development for New York State Public Health Association Members: Findings From a Mixed Methods Assessment of Public Health Professionals.

The COVID-19 pandemic placed significant burden on public health professionals, with many experiencing burnout and leaving the profession. The New York State Public Health Association (NYSPHA) recognized the impact of the pandemic on the state's public health workforce and sought professional development opportunities to support current and future generations of public health professionals. To achieve this goal, NYSPHA solicited input from its members and potential members via survey and focus groups as part of its New Directions Initiative. Seventy individuals participated in listening sessions, and 850 responded to the survey. While more than half felt that NYSPHA is invested in the health and wellness of New Yorkers, fewer considered NYSPHA a leader in public health or a go-to source for public health information. Only about one-third felt connected to NYSPHA as a public health professional. Participants identified multiple professional development opportunities that would encourage them to join or renew their membership including sections or special interest groups (57.4%), opportunities to gain leadership experience (56.7%), volunteering (58.1%), a new committee that addresses public health in the community (55.9%), and mentorship (48.4%). NYSPHA used the results of the survey and focus groups to provide several professional development opportunities including a mentorship program, a new Public Health in Action Committee, and special interest groups in mental health and climate change that have already made a difference in local New York State communities. Similar organizations may use NYSPHA's experience as an example for supporting their workforce to maximize impact on the communities they serve.

Longitudinal test of the social cognitive model of well-being among Chinese college students.

Since the social cognitive model of well-being in academic\work settings was proposed, more and more studies have supported its validity. Nevertheless, most studies failed to test the temporal precedence of its core variables related to individual career development. Thus, we aimed to test this model among 1512 Chinese college students with a longitudinal perspective. They completed the Career-related Parental Support Inventory, Career Exploration and Decision Self-Efficacy-Brief Decision Scale, Career Commitment Making Scale, and Multiple Happiness Questionnaire three times being a four-month interval. The result indicated that there were more positive predicting associations between career-related parental support, career decision self-efficacy (CDSE), career commitment making, and well-being. Moreover, the longitudinal mediation analyses indicated that T1 career-related parental support was linked to T3 well-being via T2 career commitment making, and that T1 CDSE was linked to T3 well-being via T2 career commitment making. The implications of these findings for further research, practices, and policy-making were discussed.

Career Considerations in Nurse-Led Traditional Chinese Medicine Clinics: a Two-Center Qualitative Study.

Background: Growing demand exists for high-quality Traditional Chinese Medicine (TCM) care, particularly through Nurse-led TCM clinics (TCM-NLCs). Nurses with extensive experience in TCM departments represent a potential workforce for this healthcare model. This qualitative study aims to investigate the willingness of these candidates to engage in TCM-NLCs, with a specific focus on their main concerns and apprehensions when facing new challenges. Methods: Individual semi-structured face to face interviews were conducted with senior nurses from two TCM hospitals in Shanghai. Each participant had a minimum of three years of work experience in a TCM related department. Conventional qualitative content analysis was utilized. Results: Fourteen participants were interviewed and data saturation was achieved. Nurses exhibited strong interest in practicing in TCM-NLCs. They believed that such innovative TCM nursing service model not only extends nursing role, provides greater empowerment and opportunities for professional development but also meets patients' diverse healthcare needs, reduces reliance on other healthcare providers such as doctors, and increases hospital revenue. However, challenges such as deficiencies in evidence-based TCM nursing education, the absence of standardized practice guidelines, and limited prescriptive privileges were identified as primary obstacles to engaging in TCM-NLCs practice, potentially undermining the specialization of this advanced nursing practice model. Conclusion: Although the nurses interviewed were highly motivated, they generally lacked confidence to practice independently in TCM-NLCs. A pressing priority is to address their concerns by providing appropriate resources as well as education and policy support to enhance their competency and ensure their practice autonomy, therefore building a more qualified pool of professionals for advanced TCM nursing practice.

Promoting Diversity in the Biomedical Sciences with the Teen Science Ambassador Program.

Mental health and substance use fields suffer from underrepresentation of racially and ethnically minoritized, first-generation college student, and female members. The homogeny of the current workforce can impede scientific productivity, creativity, and problem-solving in addressing health-related issues. Our team developed the Teen Science Ambassador Program (TSAP) to provide underrepresented minoritized (URM) high school students with science-focused education, research opportunities, and mentoring within their community. The goals of the current study were to describe the logic model and structure of TSAP, provide access to a resource bank to facilitate replication across communities, and present preliminary mixed-methods outcome data to guide development of the program. Qualitative and quantitative results from our first two cohorts (N = 18; 89% girls; 72% Black or African American; 22% Hispanic or Latino; 40% of parents did not have a college degree) indicated TSAP contributed to sustained interest, increased confidence, and enhanced sense of belonging in science-related fields, especially those pertaining to mental health and substance use. These findings highlight the program's promise to facilitate entry and sustainment of URM and female youth within the biomedical sciences. Given the urgent need to promote diversity in the mental health and biomedical workforce, we provide readers with a resource bank to facilitate replication across communities.

Logistics and administration-related stressors among young physicians working in the emergency medicine (EM) department and their perceived job satisfaction in EM department across hospitals of India: a nationwide multicentric digital survey.

OBJECTIVE: Emergency medicine (EM) is a growing specialty in India with the board approving training programme commencing only since 2009. This study aimed to identify the challenges faced by EM department personnel in the country and to obtain valuable insight into the concerns and problems experienced by them. METHODS: This study was a cross-sectional digital survey conducted among EM department personnel in teaching institutions across India. The study involved 170 respondents, who completed an online questionnaire that covered various aspects of their work and identified the challenges they faced. It also captured potential solutions as perceived by the respondents. RESULTS: A total of n=170 participants completed the survey of which N=164 fulfilled the eligibility criteria. The study revealed significant challenges faced by EM personnel in India. Administrative and clerical work consumed a considerable amount of respondents' time. Understaffing (n=144/164; 87.8%), followed by complains about delay due to hospital administrative processes and policies (n=141/164; 85.9%), and delay in interhospital transfers (n=139/164; 84.8%) were the primary concerns spelt out by the respondents. Additionally, respondents experienced interpersonal conflicts, and verbal/physical abuse and inappropriate behaviour from patients and their family members. Potential key solutions suggested were to improve resources including manpower and take steps to prevent violence against EM staff. CONCLUSION: The study's results call for policy-makers and hospital administrators to address the issues faced by EM department staff. Improving EM department operations can improve patient care and staff well-being. Future research should examine challenges in non-teaching institutions and potential solutions.

A national virtual job search series for neonatal-perinatal medicine fellows.

BACKGROUND: A standardized approach to prepare trainees for the job search has not been described. The objective of this study was to describe and evaluate an educational series on the job search for Neonatal-Perinatal Medicine (NPM) fellows and identify participants' job search knowledge gaps. METHODS: During the 2020-2021 academic year, we created a virtual, seven-part job search series for NPM fellows that required no funding. The series has been repeated annually. We use REDCap surveys to register participants, collect baseline/demographic information, and evaluate the series' impact at the beginning and end of the job search timeline. RESULTS: In the 2021-2022 academic year, 290 individuals registered for the series, and 89% completed the baseline/demographic survey. The majority were NPM fellows (89%). Early career neonatologists, NPM hospitalists, and pediatric residents also utilized the series (11%). Less than 25% reported being "knowledgeable" or "very knowledgeable" of core job search components, including the timeline of the job search, contract negotiation, and the general roles and responsibilities of junior faculty. Of those who completed the final job search survey and underwent a job search (60%, 97 of 162), the majority (86%) felt that career planning during training was stressful and believed that job search preparation should be structured into the NPM fellowship curriculum (81%). Many felt that the Job Search Series was helpful in elucidating components of the job search. CONCLUSIONS: We identified several knowledge gaps in NPM fellows' understanding of how to find, prepare for, and negotiate their first post-training job. We strongly believe these knowledge gaps are not unique to NPM fellows and that all graduate medical education trainees would benefit from a similar, easy-to-implement, no-cost series.

A Qualitative Exploration of the Career-Choice Journey of Women in Anesthesiology.

Background: Women are underrepresented in the anesthesiology physician workforce. Additionally, recruitment of women into the specialty has been stagnant over the past 2 decades. Current evidence is lacking regarding how and why women navigate the career-exploration journey to find anesthesiology. The purpose of this study was to investigate the phenomenon of women choosing a career in anesthesiology, specifically identifying facilitators and barriers to career choice and professional identity formation. Methods: Using constructivist grounded theory, we explored the self-reported experiences of women anesthesiology trainees, including resident physicians and senior medical students. Seven resident physicians and 4 medical students participated in the study. Through semistructured interviews, data collection, and iterative analysis, the authors identified codes and emerging themes, thereby advancing the understanding of the career-choice journeys of women anesthesiologists. Results: Iterative analysis revealed 6 themes related to career-choice journeys for women in anesthesiology. Three emerging themes have been previously described in career-choice reviews (specialty characteristics, gender awareness, and pathway support). Additionally, 3 novel themes emerged from our study population (hidden curriculum, learning environment, and mystery behind the drape). Conclusions: The findings of this study highlight factors and experiences that impact career-choice decisions for women who choose anesthesiology. Only in understanding the how and why of women physicians' journeys can we hope to build on this knowledge, thereby striving to develop educational, clinical, professional, and personal experiences that support women along their professional journeys to ultimately find anesthesiology.

How are early-career dementia researchers considered and supported on a national level by dementia plans and organizations? An overview of global policy approaches.

INTRODUCTION: Despite representing an essential workforce, it is unclear how global policy efforts target early-career dementia researchers (ECDRs). Thus, this study aimed to provide an overview of policies through which ECDRs are considered and supported by dementia plans and organizations. METHODS: G20 member states were evaluated for their national dementia plan alongside policies of leading dementia organizations. Data targeting support for ECDRs were extracted and subject to content analysis using inductive coding. Findings were categorized and narratively synthesized. RESULTS: Only China, Denmark, England, Greece, Northern Ireland, Scotland, Spain, and the United States mentioned ECDRs in their national plan. Additionally, 17 countries formalized ECDR support via dementia organizations. Support efforts included research funding, dissemination and networking, career development, and research advice. DISCUSSION: Few nations formally recognized ECDRs in dementia plans or through dementia organizations. To facilitate equal prospects for ECDRs, top-down approaches are urged to enhance and align their efforts. HIGHLIGHTS: Few G20 countries (8/46) had national dementia plans for early-career researchers. Targeted support comes from government and nongovernmental dementia organizations. Support includes funding, training, advice, research dissemination, and networking. Inconsistent definitions and eligibility criteria are barriers to accessing support. Global coordination and top-down policy will aid early-career dementia researchers.

Understanding college success through the lens of first-generation students in China: An interpretative phenomenological analysis.

Background: First-generation college students face unique challenges in navigating the higher education system, and understanding their perceptions of college success is crucial for providing appropriate support. Objective: This qualitative study aimed to explore the perceptions of 15 first-generation college students regarding college success and to identify the factors they consider important for achieving success in college. Method: Semi-structured interviews were conducted with the participants, and the data were analyzed using interpretative phenomenological analysis. Results: This study explores the varied perceptions of success among first-generation college students (FGCS) through five themes: Academic Achievement, Personal Development, Personal Well-being, Personal Fulfillment, and Career Success. Conclusion: This study provides valuable insights into the perceptions of first-generation college students regarding college success. The identified themes shed light on the multifaceted nature of success in higher education. These findings have implications for supporting first-generation college students and developing targeted interventions to enhance their overall success and well-being.

The learning experiences and career development expectations of Chinese nursing master's degree students: A qualitative investigation.

AIM: To explore the learning experiences and career development expectations of nursing master's degree students. BACKGROUND: With increasing demands for improved quality of life, there is a growing need for nursing graduate programs in clinical care. However, the existing training programs for nursing master's students in China require improvement. It is essential to analyze students' learning experiences, perceptions of the current status of nursing and expectations of the nursing profession to enhance and develop university training programs. DESIGN: A descriptive qualitative study employing semi-structured interviews. METHOD: Semi-structured interviews were conducted with 14 nursing master's degree students. The data obtained were analyzed using Colaizzi's seven-step phenomenological analysis method. The study adhered to the consolidated criteria for reporting qualitative research (COREQ). RESULTS: Three main themes emerged from the analysis-Theme 1: Career expectations, encompassing motivations for pursuing the nursing master's program and career aspirations; Theme 2: Study experiences, including nursing professional ability, nursing management ability, self-awareness ability and moral literacy; Theme 3: Occupational dilemmas, encompassing the current challenges and coping strategies. CONCLUSION: The learning experiences of nursing master's students in universities are closely linked to their training programs. A disparity exists between students' career expectations and the actual employment landscape for nursing master's degree students.

Transition status and influencing factors of newly graduated nurses: A descriptive survey design.

AIMS: To assess the transition status of newly graduated nurses in China and identify its influencing factors. BACKGROUND: Newly graduated nurses are the indispensable part of nursing human resource. The successful transition of into clinical work is crucial for their future career development. However, the transition status of new nurses in China remains inadequately explored. DESIGN: A descriptive survey design was employed in this study. METHODS: From October 2022 to January 2023, 1261 newly graduated nurses were surveyed online with the Transition Status Scale for Newly Graduated Nurses. Description statistical analysis was adopted to evaluate the transition status of new nurses. Independent-samples t-test, Analysis of Variance and Multiple Regression Analysis was used to explore the influencing factors of the transition status. RESULTS: The total mean score of Transition Status Scale for Newly Graduated Nurses was 4.00 (SD=0.61). Competence for nursing work (Mean=4.20; SD=0.57) was rated the highest among the five dimensions of the scale, while the dimension of balance between work and life (Mean=3.65; SD=0.89) was rated the lowest. Mentored by senior nurses, night shift, attribute of working hospital, educational background, interned in the same department, tertiary general hospital, reasons for choosing nursing and working time can affect the transition status of new nurses, accounting for 17.9% of the variance in transition status (R²= 0.179, P＜0.001). CONCLUSION: The transition status of newly graduated nurses in China is at a relatively high level, especially in the dimension of competence for nursing work. However, newly graduated nurses are in a relatively poor status of work-life balance. Nurse educators and managers need to pay more attention to the transitional training of highly educated nursing talents and the optimization of clinical transition training programs to prevent talent loss. Experienced tutors should be allocated to provide guidance for newly graduated nurses.

The power of coaching: Developing leaders and beyond.

In recent decades, the application of coaching for career development and supporting faculty in leadership roles has greatly expanded in higher education. Coaching can offer transformational and life-changing experiences, inspire critical reflection in early career decisions, and (re)ignite passion and commitment at all career stages. While coaching focuses on transforming individuals, it also has the potential to impact organizations and professional environments. The power of coaching deserves appropriate recognition within dental education and scholarship. In this article, the authors discuss the potential for career coaching as a tool for developing future leaders in dental education. After differentiating between coaching and mentoring, coaching for professional development is reviewed as an evidence-based approach that can enhance traditional leadership and professional development programs. Although this article was inspired by programming supporting the development of female leaders, coaching applies to all leaders and may be particularly helpful in supporting the development of diverse leaders including but not limited to individuals from different backgrounds, national origins, gender, racial, socioeconomic, and cultural distinctions. After a review of existing coaching initiatives in dental education, a variety of coaching strategies for faculty, staff, and trainees will be described that can be implemented by oral health educational institutions. Examples of coaching strategies range from developing internal coaching programs to contractual agreements with external coaching groups. Step-by-step guidelines are included.

The effect of human resource development practice on employee performance with the mediating role of job satisfaction among Mizan Tepi University's academic staff in Southwestern Ethiopia.

Purpose: This study examined the effect of human resource development practices on employee performance, with job satisfaction as a mediating variable among academic staff at Mizan Tepi University. Methods: A standardized Likert-scale questionnaire was administered to academic staff members selected through stratified random sampling from eight colleges at Mizan Tepi University. Descriptive and inferential statistics, including a structural equation model and t-tests, were used for data analysis. Results: The study found a significant positive correlation between human resource development practices and employee performance. Job satisfaction was identified as a mediator between HRM practices and employee performance. Specific dimensions of human resource development practices, such as training and development, academic career development, teamwork spirit, and counseling, had significant effects on employee performance, with both positive and negative impacts observed. Additionally, academic career development, succession planning, and counseling were found to have a statistically significant positive effect on the academic staff at Mizan Tepi University. Conclusions: This study found that training and development, academic career development, teamwork, counseling, and job satisfaction significantly impact employee performance. The results of the regression analysis using the SEM model revealed that job satisfaction, training and development, and teamwork positively affect academic staff performance while negatively affecting academic career development and counseling. Academic career development, teamwork, counseling, and succession planning were found to have a positive effect on job satisfaction. The mediation analysis indicated that academic career development and counseling partially mediate employee performance, while succession planning fully mediates it. Therefore, focusing on training and development, performance appraisal, rewards, teamwork, academic career development, succession planning, and counseling is essential to enhancing job satisfaction among academic staff at Mizan Tepi University.

Sociocultural and contextual determinants of science career goal at a community college and baccalaureate-granting institution.

Guided by social cognitive career theory (SCCT; Lent et al. in J Vocat Behav 45(1):79-122, 1994), we assessed sociocultural (e.g., home-school cultural value mismatch) and contextual barriers (e.g., institutional climate) in science education and career development at both a baccalaureate-granting institution (BGI) and community college (CC) among 263 students (72.4% female; Mage = 22.96, SD = 5.70) in the USA. For BGI students, path analyses suggest proximal factors such as in-class prejudice negatively predicted science self-efficacy and prejudice from faculty and staff predicted lower career outcome expectations. For CC students, home-school cultural value mismatch directly predicted science career goals. Implications for future research, intervention and policy are discussed.

Déterminants socioculturels et contextuels dans l'objectif de poursuivre une carrière scientifique dans un collège communautaire et un établissement délivrant le baccalauréat Guidés par la théorie sociale cognitive de la carrière (SCCT; Lent et al., 1994), nous avons évalué les barrières socioculturelles (p. ex. le décalage entre les valeurs culturelles de l'école et de la famille) et contextuelles (par exemple, le climat institutionnel) dans l'enseignement des sciences et le développement de carrière dans un établissement conférant le baccalauréat (BGI) et un collège communautaire (CC) parmi 263 étudiant·e·s (72,4% femmes; Mage = 22,96, SD = 5,70) aux États-Unis. Pour les étudiant·e·s de BGI, les analyses suggèrent que les facteurs proximaux tels que les préjugés dans la classe prédisent négativement l'auto-efficacité scientifique et que les préjugés du corps enseignant et du personnel prédisent des attentes plus faibles en matière de carrière. Pour les étudiants CC, le décalage des valeurs culturelles entre la famille et l'école prédit directement les buts de carrière scientifique. Les implications pour les recherches futures, les interventions et les politiques sont discutées.

Determinantes socioculturales y contextuales de las metas en carreras científicas en un colegio comunitario e instituciones que otorgan grados en bachillerato (103R1) Guiados por la teoría social cognitiva de la carrera (SCCT; Lent et al., 1994), evaluamos las barreras socioculturales (p. ej., el desajuste cultural entre el hogar y la escuela) y las barreras contextuales (p. ej., el clima institucional) en la educación científica y el desarrollo profesional tanto en un bachillerato como en una institución otorgante (BGI) y colegio comunitario (CC) entre 263 estudiantes (72.4% mujeres; Edad = 22.96, SD = 5.70) en los Estados Unidos. Para los estudiantes de BGI, los análisis de ruta sugieren factores proximales como el prejuicio en la clase que predijo negativamente la autoeficacia científica y el prejuicio de la facultad y el personal predijeron expectativas de resultados profesionales más bajas. Para los estudiantes de CC, el desajuste de los valores culturales entre el hogar y la escuela predijo directamente las metas de la carrera científica. Se discuten las implicaciones para futuras investigaciones, intervenciones y políticas.