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Frontiers in Psychology 2022Like any other career process, career changes are influenced by relationships. Moreover, involuntary career changes are a challenging, yet understudied, career...
Like any other career process, career changes are influenced by relationships. Moreover, involuntary career changes are a challenging, yet understudied, career transition. Based on a relational perspective of work and careers, we investigated the way people's social environment affects the process and experience of involuntary career changes. Specifically, we aimed to identify the sources of relational influences and to understand how these influences affect career changes. Semi-structured interviews were carried out with 14 adults who were forced to change career because of unemployment or health issues. Through thematic analysis, we identified three sources of relational influences (personal, work, and institutional environment) and three forms of influence that others had on career changes (positive, negative, and ambivalent). These influences manifested at four distinct moments of the process: When participants were leaving their former job, when they were shifting between their former occupation and a new livelihood, when they were exploring new career options, or when they were trying to implement their new career plan. Overall, results suggest that involuntary career changes are deeply shaped by heterogeneous and differentiated relational influences. The effect of the personal environment varied depending on the moment of the career change process. In particular, family and friends tended to be perceived as barriers when it came to shifting from the old to a new occupation and implementing a new career plan. The work environment mostly had a negative effect on the career change experience, suggesting the labor market might be somewhat refractory toward adult career changers. Institutions played a critical role throughout the change process, with support structures often being perceived as inappropriate, but with guidance professionals generally recognizing participants' difficulties. Moreover, diverse forms of ambivalence characterized the identified relational influences, which were sometimes both appreciated and avoided or had ambiguous and fluctuating effects. Finally, although being a fundamentally social experience, involuntary career changes were also characterized by moments of loneliness that reflected the inadequacy of available support and a sense of shame associated with the status of career changer. Study limitations, research perspectives, and practical implications at the labor market, institutional, and individual levels are addressed.
PubMed: 35719552
DOI: 10.3389/fpsyg.2022.899051 -
The Journal of Allergy and Clinical... Feb 2019
Topics: Allergy and Immunology; Biomedical Research; Education; Humans; Hypersensitivity; Mast Cells; Mentoring; Mentors; Publishing; Vocational Guidance
PubMed: 30312707
DOI: 10.1016/j.jaci.2018.10.002 -
Health & Social Care in the Community Jul 2022The objective of this work was to develop and test an empirical model of social and healthcare educators' continuing professional development. A cross-sectional survey...
The objective of this work was to develop and test an empirical model of social and healthcare educators' continuing professional development. A cross-sectional survey study design was adopted, and a total of 422 part-time and full-time social and healthcare educators from 28 universities of applied sciences and vocational schools in different regions of Finland participated. Data were collected from October to December in 2018. The participants taught in the fields of healthcare, social services, and rehabilitation. The questionnaire included the EduProDe scale and background questions. Confirmatory factor analysis and structural equation modelling were used to develop the model, and its quality was assessed by computing goodness of fit indexes. The main finding was that when educators understand the benefits of continuing professional development, they will recognise their developmental needs and proactively seek support from their superiors. The results obtained provide insight into the preconditions for professional development and offer guidance for the design of future shared development programmes or activities for social and healthcare educators.
Topics: Cross-Sectional Studies; Delivery of Health Care; Finland; Health Facilities; Health Personnel; Humans
PubMed: 34138504
DOI: 10.1111/hsc.13473 -
BMJ Open May 2022To synthesise research published on vocational rehabilitation (VR) interventions offered in institutions, by occupational therapists, to mental health service users... (Review)
Review
Scoping review exploring vocational rehabilitation interventions for mental health service users with chronic mental illness in low-income to upper-middle-income countries.
OBJECTIVE
To synthesise research published on vocational rehabilitation (VR) interventions offered in institutions, by occupational therapists, to mental health service users (MHSUs) with chronic mental illness, in low-income to upper-middle-income countries (L-UMIC).
DESIGN
This scoping review used Arksey and O'Malley's methodological framework, the Preferred Reporting Items for Systematic Reviews extension for Scoping Reviews and Joanna Briggs scoping review guidelines.
DATA SOURCES
We searched PsycInfo, EBSCOhost, HINARI, Google Scholar, Medline, CINAHL, PubMed, Cochrane Library, Scopus, Science Direct and Wiley online library between 15 July and 31 August 2021.
ELIGIBILITY CRITERIA
Sources, published in English between 2011 and 2021, on institution-based VR in occupational therapy for MHSUs who had chronic mental illness in L-UMIC were included. We included primary studies of any design.
DATA EXTRACTION AND SYNTHESIS
Three reviewers used Mendeley to manage identified references, Rayyan for abstract and full-text screening and Microsoft Excel for data extraction. Data were sifted and sorted by key categories and themes.
RESULTS
895 sources were identified, and their title and abstracts reviewed. 207 sources were included for full-text screening. 12 articles from 4 countries (South Africa, India, Brazil and Kenya) were finally included. Types of VR intervention included supported employment, case management and prevocational skills training. Client centeredness, support and empowerment were the key VR principles identified. Teaching of illness self-management, job analysis and matching, job coaching, trial placement, and vocational guidance and counselling were the main intervention strategies reported.
CONCLUSIONS
VR intervention in institutions for MHSUs in L-UMIC revealed the multidimensional uniqueness of individual MHSU's vocational ability, needs and contexts. The interventions allowed client-centred approaches that offer support and empowerment beyond the boundaries of the institutions. Occupational therapists offering VR need to expand their interventions beyond their institutions to contexts where MHSUs are working or intending to work.
Topics: Developing Countries; Employment, Supported; Humans; Mental Disorders; Mental Health Services; Rehabilitation, Vocational
PubMed: 35534058
DOI: 10.1136/bmjopen-2021-059211 -
JBI Evidence Synthesis May 2024The objective of this review was to identify the literature and map the individual and environmental factors that influence registered nurses' and midwives' decision to... (Review)
Review
OBJECTIVE
The objective of this review was to identify the literature and map the individual and environmental factors that influence registered nurses' and midwives' decision to stay or leave their professions within the first 3 years of practice.
INTRODUCTION
Nursing and midwifery workforce sustainability is an international concern. One aspect is the retention of new registered nurses and midwives in their first years of practice. Several factors are thought to influence the decisions of new registered nurses and midwives to leave or stay in their professions. This review sought to identify and map those factors to enable further research for workforce sustainability development strategies.
INCLUSION CRITERIA
The study cohort included registered nurses and midwives in their first 3 years of practice, which we called newcomers . Nurses who were required to work under the supervision of registered nurses and midwives (ie, enrolled nurses, licensed practical nurses, and licensed vocational nurses) were excluded. Papers were included only if they explored individual or environmental factors influencing nurses' decision to stay in or leave the professions of nursing or midwifery. Studies could be from any country or care environment, and participants were newcomers providing direct clinical care. Newcomers employed in other health roles, such as education, research, administration, or non-nursing/midwifery roles, were excluded. All research designs and peer-reviewed papers were included; policy documents were excluded. The date of inclusion was from the earliest publication on this topic, which was 1974, to the date of the search.
METHODS
The JBI methodology for scoping reviews was followed, and reporting followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses extension for Scoping Reviews (PRISMA-ScR) guidance. The search strategy aimed to locate published and unpublished primary studies, reviews, and text and opinion papers. The initial search of relevant databases was conducted in January 2020 and updated in January 2022. Reference lists of included articles were also screened. Following data extraction, descriptive qualitative content analysis was undertaken.
RESULTS
Twelve articles from 11 studies were included in this review. They were published between 2005 and 2020, and originated from 5 countries. Two studies were observational, 3 were cross-sectional, 5 were longitudinal studies, 1 was a pre- and post-program evaluation, and 1 was a scoping review. All studies focused on registered nurses; no publications on registered midwives met the inclusion criteria. Individual factors we identified that impact newcomers' intention to stay in or leave the profession included physical and psychological health, professional identity, professional commitment, and development. Environmental factors included workplace culture, engagement, and management.
CONCLUSIONS
Professional self-image, identity, and a sense of pride in the profession are important components of newcomer retention. Strategies that positively support transition to practice and create realistic expectations were highlighted. Managers play an important role in registered nurse retention, as they can influence many of the newcomers' experiences. It is concerning that no studies about newcomer midwives were found. Many studies explored turnover or intention to leave the job/employer rather than the profession. These are important considerations for future research.
Topics: Humans; Midwifery; Nurses; Female; Personnel Turnover
PubMed: 37661721
DOI: 10.11124/JBIES-22-00367 -
Autism : the International Journal of... Jul 2024Research consistently documents the poor postsecondary outcomes of autistic individuals. It is important to identify supports that help autistic individuals get and keep... (Review)
Review
Research consistently documents the poor postsecondary outcomes of autistic individuals. It is important to identify supports that help autistic individuals get and keep jobs to improve postsecondary outcomes. Autism diagnosis disclosure at work may serve as a support (e.g., receiving accommodations) or as a barrier (e.g., discrimination) to getting and keeping employment, but little is known about the lived experiences of autistic individuals on diagnosis disclosure at work. To better understand why individuals on the spectrum choose to pursue disclosure or choose not to disclose at work, how they disclose, and the consequences of that disclosure, a state-of-the-art literature review was conducted. Ten studies met the final inclusion criteria and were synthesized to provide guidance to autistic individuals, families, and professionals who support their transition to employment. Findings from the review indicate that diagnosis disclosure is a highly complex decision. Across reviewed studies, participants chose to pursue disclosure for specific reasons, including access to accommodations or support, increase understanding, and advocate for self or others. Autistic individuals participating across reviewed studies shared they chose not to disclose primarily due to fears of discrimination and experience of stigma. Both the hopes (access to accommodations and supports) and fears (bullying and discrimination) were validated in the experienced consequences of disclosure. More research is needed on the contextual experiences of how individuals on the spectrum disclose their diagnosis at work.
Topics: Humans; Employment; Social Stigma; Autistic Disorder; Disclosure
PubMed: 37937520
DOI: 10.1177/13623613231206420 -
JPMA. the Journal of the Pakistan... Jul 2021To design and implement a career guidance programme for medical students, and to evaluate its effectiveness.
OBJECTIVE
To design and implement a career guidance programme for medical students, and to evaluate its effectiveness.
METHODS
The quasi-experimental single-group study was conducted at the College of Medicine, Jouf University, Sakaka, Saudi Arabia, during the 2018-19 academic year. A modified Medical Career Development Inventory covering 5 areas was used to assess how much students' thinking or planning had improved after implementing the designed career guidance programme following Kern's 6 steps for course design. This was done through focussed group discussions. In the second phase, a comprehensive sample comprising 4th and 5th year male and female medical students was enrolled to assess their readiness, planning and choice of specialties, and to compare the same variables post-intervention. Data was analysed using SPSS 22.
RESULTS
There were 50 students in the first phase; 30(60%) males and 20(40%) females. In phase II, there were 82 subjects; 47(57.3%) males and 35(42.7%) females. Pre-intervention mean result was 2.60±0.29 which increased post-intervention to 3.16±0.20 (p=0.018), suggesting an improved degree of vocational development.
CONCLUSIONS
The career guidance programme significantly improved degree of vocational development and readiness to cope with developmental tasks encountered throughout a physician's career.
Topics: Career Choice; Female; Humans; Male; Medicine; Students, Medical; Surveys and Questionnaires; Vocational Guidance
PubMed: 34410252
DOI: 10.47391/JPMA.236 -
Journal of the Royal Society of Medicine Sep 2015
Topics: Career Choice; Delivery of Health Care; Humans; Students, Medical; Vocational Guidance
PubMed: 26359132
DOI: 10.1177/0141076815604536 -
Heliyon Feb 202321st Century Learning shifts the learning paradigm to change the way of learning and teaching. Organizing education containing three aspects of work readiness...
21st Century Learning shifts the learning paradigm to change the way of learning and teaching. Organizing education containing three aspects of work readiness (knowledge, attitudes, and skills) is challenging for educators. Many educators only use the explanation method in vocational guidance, and do not fully use the demonstration method of learning machining practices related to how to work, how to behave in the workplace, and how to comply with regulations in the workplace, this causes many graduates who only have minimal competence, so they are not according to industry standards. This study aims to determine the effect of integrated vocational guidance on student work readiness in Vocational High Schools. This research is quasi-experimental research with a quantitative approach. The experimental design used was a pretest-posttest non-equivalent control group design. This study used a control group with an explanation method and an experimental group with a demonstration method. In the explanation method in this study, the teacher explains how the machine works verbally, while in the demonstration method, the teacher demonstrates how the machine works and operates it, followed by student activities practising it again in the machine laboratory. The population of this study were students of the Mechanical Engineering Expertise Program. Data collection is done by observation and tests. Observations were used to collect data on technical skills and work attitudes. The test is used to collect data on aspects of basic knowledge. The results showed that: (1) The value of work readiness (knowledge, attitudes, skills) using the explanation method based on the Minimum Completeness Criteria (MCC); (2) The value of work readiness (knowledge, attitudes, skills) with the demonstration method above the MCC. This research has practical implications for vocational teachers who provide vocational guidance services with demonstration methods to students, especially the latest technological advances for learning, such as the use of the internet, digital technology, VR/AR, etc.
PubMed: 36814606
DOI: 10.1016/j.heliyon.2023.e13333 -
Journal of Korean Academy of Nursing Feb 2023This study aimed to provide a theoretical basis for career anchors of nurses by defining and organizing its concept.
PURPOSE
This study aimed to provide a theoretical basis for career anchors of nurses by defining and organizing its concept.
METHODS
Using the Walker and Avant concept analysis, a total of 29 articles were analyzed through a literature search in this study.
RESULTS
The career anchors of nurses are individual career choice motives, a self-concept where in competency and values are harmonized, which act as a desire for growth and development in nursing, and are actions that maintain careers. Additionally, they indicate the direction for achieving individual career goals and act as a core value expected of nurses by nursing organizations, indicating continuous and integrated professional growth and development of the nursing profession.
CONCLUSION
The career anchors of nurses identified in the results contribute to securing patient safety, providing quality care through policies, institutionalizing bases for career development, preventing nurse turnover, and retaining skilled nurses.
Topics: Humans; Career Choice; Motivation; Quality of Health Care; Personnel Turnover; Nurses
PubMed: 36898683
DOI: 10.4040/jkan.22091