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Career Options (career + option)
Selected AbstractsWHY ALCOHOL AND DRUGS IS AN UNATTRACTIVE CAREER OPTION FOR MOST YOUNG DOCTORSADDICTION, Issue 2 2009ALEX WODAK No abstract is available for this article. [source] Nurturing of surgical careers by the wellington surgical interest clubANZ JOURNAL OF SURGERY, Issue 4 2009Sanket Srinivasa The Royal Australasian College of Surgeons (RACS) has recently introduced the new Surgical Education and Training programme. The purpose of this was, in part, to help address the anticipated shortage of surgeons in the future, by streamlining the surgical training programme. The formation of the Wellington Surgical Interest Club (WSIC), a student-led initiative, had several complementary goals. These included the desire to identify potential candidates for a career in surgery, promote a surgical career to students especially women, help students acquire basic surgical skills early, inform students about surgical careers, promote student involvement in surgical research and to create an effective mentorship model during undergraduate and junior surgical training. The strengths of WSIC are its goals, which are similar to those of the RACS with regard to promoting surgery as a career option; its easy reproducibility at other medical institutions; its ability to focus on issues of relevance to both students and junior doctors; and being a bridging solution at a time when early exposure to surgical specialties is both desired and necessary. [source] Career choice and attitudes towards dental education amongst dental students in Japan and SwedenEUROPEAN JOURNAL OF DENTAL EDUCATION, Issue 2 2009H. Karibe Abstract The purpose of this study was to identify and compare the perspectives of dental students towards their career choice and dental education in Japan and Sweden. One hundred and fourteen dental students from the Nippon Dental University, Japan and 43 dental students from the Karolinska Institutet, Sweden participated in this study. Information was derived from a self-answered questionnaire consisting of five items for career choice and six items for dental education. Chi-square test and Wilcoxon signed-rank test were used for comparison. Significant differences were detected for 10 questionnaire items between the two countries. Regarding motivation towards the career choice, 44% of Swedish students indicated interpersonal motives related to helping other people, whereas 32% of Japanese students indicated expectations of their family in the dental profession. As future career options, 64% of Japanese and 47% of Swedish students planned to work as general dentists. More Swedish students (37%) preferred specialisation than Japanese students (17%). Nearly three-quarters of the Swedish students were satisfied with the teaching faculty of their school, whilst only 32% of the Japanese students indicated content. The perspectives of dental students were different in Japan and Sweden. This study provides a description of the perspectives of Japanese and Swedish dental students and enables better understanding of career decision and dental curriculum issues. [source] Preparing for "diastole": Advanced training opportunities for academic hospitalistsJOURNAL OF HOSPITAL MEDICINE, Issue 6 2006Vineet Arora MD Abstract Academic hospital medicine can be described as comprising periods of "systole," during which hospitalists provide clinical care, and periods of "diastole," the portion of a hospitalist's time spent in nonclinical activities. Far from being a period of relaxation, diastole is an active component of a hospitalist's work, the time devoted to the pursuit of career advancement. This period is a critical opportunity for career development in terms of medical research, education, quality improvement, or administration. An appropriate balance of systole and diastole may potentially prevent burnout and allow hospitalists opportunities to focus on academic advancement. Although an increasing number of residency graduates opt for a career in academic hospital medicine, few are prepared for the period of diastole. This article describes several career options in academic hospital medicine, specifically, opportunities in education, research, quality improvement, and administrative opportunities. By informing future hospitalists about the career opportunities within academic hospital medicine possible through managing their diastolic time, we hope that future generations of trainees will be better prepared to enter this field. Journal of Hospital Medicine 2006;1:368,377. © 2006 Society of Hospital Medicine. [source] Gender role differences in reactions to unemployment: Exploring psychological mobility and boundaryless careersJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 5 2010Monica L. Forret Abstract Using Sullivan and Arthur's (Sullivan & Arthur, 2006) refinement of the boundaryless career concept, this study examines whether there are gender role differences in psychological mobility (i.e., the career actor's capacity to envision a variety of career options) in response to the same physical transition of unemployment. We surveyed 1095 individuals across numerous organizations and industries, and analyzed our data by generational cohort in light of evolving societal attitudes toward child rearing and breadwinning responsibilities. We found that for both Gen Xers and Baby Boomers, men with children were more likely to perceive unemployment as a defeat than women with children; and women with children were more likely to perceive unemployment as an opportunity than men with children. Despite the many historical, economic, social, and cultural changes in the environment over the past decades, traditional gender roles remain pervasive in response to unemployment. Based on the study's empirical findings, we suggest critical issues for the future study of gender role differences and psychological mobility. Copyright © 2010 John Wiley & Sons, Ltd. [source] Sci45: the development of a specialty choice inventoryMEDICAL EDUCATION, Issue 7 2002Rodney Gale Objective, To devise a valid career selection instrument to help doctors in training choose from a range of specialties that match their attributes and aspirations and to help selection interviewers focus on the key issues pertaining to the suitability of candidates for particular training opportunities. Design, A psychometric instrument of 130 4-response choice items was developed to match individual personal and professional preferences to possible career specialty choices. The development process involved semi-structured interviews with consultants in 35 specialties, a national postal survey of consultants in 45 specialties, factor analysis of the results, design of the pilot instruments, testing on 450 senior house officers (doctors in basic specialist training within 2,5 years of leaving medical school), and further item analysis to derive the final instrument. A scoring system and software were developed to indicate the best and worst fit specialties for the respondent. Participants, The participants were hospital consultants, general practitioners and senior house officers (SHOs) in basic specialist training. Outcome measure, The successful construction of a valid and accessible career choice instrument (Specialty Choice Inventory/Sci45). Conclusions This project has yielded a psychometrically valid computer- or paper-based instrument that can be used by doctors at any stage of training to assist in career choice. It can be used as part of the selection process, for careers guidance, for analysis of career problems, for research or to validate a particular range of career options. [source] Continuing professional development: Racial and gender differences in obstetrics and gynecology residents' perceptions of mentoringTHE JOURNAL OF CONTINUING EDUCATION IN THE HEALTH PROFESSIONS, Issue 4 2005Victoria H. Coleman MA Research Associate Abstract Introduction: Having a mentor during residency is often linked to greater success in professional development. The present study compares changes in the percentage of residents with mentors in 1999 and in 2004, while considering current residents' perceptions of their mentors, with particular attention focused on what role race and gender might play in resident-mentor interactions. Method: A survey was administered to 4, 721 residents who took the 2004 Council on Resident Education in Obstetrics and Gynecology in-training examination. Data are reported for respondents from four racial categories: white, African American, Hispanic, and Asian/Pacific Islander. Results were compared to those of a similar survey administered in 1999. Responses were analyzed by chi-square analysis and univariate analyses of variance. Results: The response rate was 97%. Most residents (64.9%) reported having a mentor. White female residents were least likely to have a mentor. Compared to results from 1999, the percentage of residents with a mentor, and the percentage of residents with female mentors, has increased. For all residents, personal rapport, knowledge of the field, and similarity in professional interests were the three most important factors in choosing a mentor. The proportion of residents reporting explicit discussions about career options has declined since 1999. Discussion: Ethnic minorities are more likely than white residents to have a mentor, and to report that their mentors provide helpful advice. Although the proportion of residents with a mentor has increased since 1999, the quality of the mentoring relationship is meeting resident expectations but not exceeding them. [source] ANTHROPOLOGISTS IN THE TOURISM WORKPLACEANNALS OF ANTHROPOLOGICAL PRACTICE, Issue 1 2005VALENE L. SMITH Anthropology and tourism melded at a symposium at the 1974 American Anthropological Association meeting in Mexico City, believed to be the first social science discussion of tourism in the Western Hemisphere. Tourism has increased dramatically to become one of the world's largest industries, and anthropology has also extended its interests in theory and methodology. Few articles have linked career options for anthropologists to the tourism workplace. Our disciplinary strengths in heritage conservation, economic development,especially among indigenous cultures,and conflict resolution, as well as our cross-cultural orientation, lead to employment with governments, NGOs, visitor and convention bureaus, and management. Regrettably, many industry employers are unfamiliar with our professional skills; a job search in the tourism workplace may become a personal quest, often bolstered by a sales pitch and with bilingualism as a major asset. [source] | ||||||||||