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Career Progression (career + progression)
Selected AbstractsThe Influence of Gender, Ethnicity, and Individual Differences on Perceptions of Career Progression in Public AccountingINTERNATIONAL JOURNAL OF AUDITING, Issue 1 2001D. Jordan Lowe Prior research examining gender and diversity issues has generally lacked supporting theory and experimental investigation. This study provides theory-based experimental evidence regarding the effects of gender, ethnicity, and other individual differences on performance evaluations of audit seniors. We utilized organizational socialization theory in examining the accounting profession's view of diversity issues. The process model of performance evaluation provided guidance in the selection of ratee, rater, and contextual characteristics as factors to analyze. An experiment was conducted with 95 audit seniors from one of the Big 5 public accounting firms. Results indicate that gender and ethnic heritage are important factors in the career prospects of audit seniors. The demeanor of an auditor was also important as an interactive factor and influences judgments differently depending on the gender or ethnic origin of the auditor evaluated. These results suggest that diversity is a very complex issue. Examining single factors without considering the interactions of a variety of factors may lead to incorrect conclusions. [source] A survey-based exploration of the impact of dyslexia on career progression of UK registered nursesJOURNAL OF NURSING MANAGEMENT, Issue 1 2007DAVID MORRIS MSc RGN RCNT RNT DipN CertEd Aim, To explore the effects of dyslexia on the practice and career progression of UK registered nurses (RN). Background, Literature suggests dyslexia can have a negative impact in the workplace and may pose particular difficulties for nurses, where accuracy in information processing activities is essential for practice. Methods, A questionnaire was used to survey RNs with dyslexia (n = 116) and results analysed using content analysis. Findings, Dyslexia provided a challenge to the everyday work of RNs, which was often met successfully using a range of individualized strategies. Career progression was achievable but compared with peers, was perceived to take longer. Disclosure of dyslexia to work-colleagues was selective and dependent on the perceived benefits. Informal support mechanisms were commonly utilized with formal management support less well defined. Conclusion, Dyslexia appears to have a negative impact on working practices and career progression, but remains a poorly understood and often hidden disability. [source] Do new roles contribute to job satisfaction and retention of staff in nursing and professions allied to medicine?JOURNAL OF NURSING MANAGEMENT, Issue 1 2000BA (HONS), K. Collins RGN Background Studies have suggested that job dissatisfaction is a major factor influencing nurses' and occupational therapists' intention to leave their profession. It has also been related to turnover of qualified nurses. However, literature relating to these factors among nurses and professions allied to medicine in innovative roles is scarce. Aims This paper considers the views of 452 nurses and 162 professionals allied to medicine (PAMs) in innovative roles, on job satisfaction, career development, intention to leave the profession and factors seen as hindering and enhancing effective working. Methods,A self-completion questionnaire was developed as part of a larger study exploring new roles in practice (The ENRiP Study). Findings Overall there was a high level of job satisfaction in both groups (nurses and PAMs). Job satisfaction was significantly related to feeling integrated within the post-holder's own professional group and with immediate colleagues, feeling that the role had improved their career prospects, feeling adequately prepared and trained for the role, and working to protocol. Sixty-eight percent (n=415) of respondents felt the role had enhanced their career prospects but over a quarter of respondents (n=163; 27%) said they would leave their profession if they could. Low job satisfaction was significantly related to intention to leave the profession. Conclusions The vast majority of post-holders in innovative roles felt that the role provided them with a sense of job satisfaction. However, it is essential that the post-holders feel adequately prepared to carry out the role and that the boundaries of their practice are well defined. Career progression and professional integration both being associated with job satisfaction. [source] Epidemiology and natural course of social fears and social phobia,ACTA PSYCHIATRICA SCANDINAVICA, Issue 2003H.-U. Wittchen Objective: To summarize epidemiological studies providing data on prevalence, incidence, comorbidity, natural course, risk factors and consequences of social phobia (SP). Method: Data from cross-sectional studies and prospective longitudinal studies in particular are considered. Results: These studies portray SP as a frequent mental disorder, which begins typically in early adolescence, and is highly comorbid with other anxiety disorders, as well as secondary depression and substance abuse disorders. Several possible risk factors have already been identified for the onset and unfavorable course of SP; some of them have been tested in prospective longitudinal studies. SP is a chronic disorder when compared with other mental disorders and when subclinical symptomatic levels are considered. Impairment caused by SP is considerable and increases over a patient's life span. The negative impact of SP is not only reflected in subjective well-being and reduced quality of life but also in social role functioning, and it impacts negatively on career progression. Conclusion: Prospective longitudinal studies in representative samples drawn from the general population provide information that allows the overall direct and indirect costs of the disorder (treatment costs, disability, social welfare) to be determined, and enables an improvement in long-term care strategies as well as preventive efforts to be established. [source] The Importance of Role Models and Demographic Context for Senior Women's Work Identity DevelopmentINTERNATIONAL JOURNAL OF MANAGEMENT REVIEWS, Issue 3 2010Ruth H.V. Sealy The lack of senior female role models continues to be cited as a key barrier to women's career success. Yet there is little academic research into the gendered aspects of role modelling in organizations, or the utility of role models at a senior level. The paper starts with a review of papers examining the construction of role models in organizational settings. This leads to the inclusion of two related areas , organizational demographics as the contextual factor affecting the availability of role models and how they are perceived, and work identity formation as a possible key explanatory factor behind the link between the lack of senior female role models and the lack of career progression to top organizational levels. The literature looking at social theories of identity formation is then considered from a gender perspective. The key gaps identified are that while the behavioural value of role models has been well documented, a better understanding is needed of how gender and organizational demography influence the role modelling process. Importantly, the symbolic value and possibly other values of female role models in the identity construction of senior women require further in-depth investigation. Finally, this review calls for a more integrated approach to the study of role models and work identity formation, pulling together literatures on organizational demography, the cognitive construal of role models and their importance for successful work identity formation in senior women. [source] Support staff in community pharmacy: who are they and what do they want?INTERNATIONAL JOURNAL OF PHARMACY PRACTICE, Issue 2 2008Dr. Ellen I Schafheutle research fellow Objective To collect information on different categories of support staff, their deployment in community pharmacy, their levels of experience and qualifications, and their opinions on a number of topical issues, such as training and regulation. Method Two ,snapshot' surveys, one of community pharmacists, another of support staff employed by them. Three focus groups with support staff. Setting The surveys were conducted in community pharmacies in two primary care trusts (PCTs) in England. Two focus groups were conducted in one of the PCTs with respondents who had taken part in the survey; a third took place in a third PCT during the design phase. Key findings Medicines counter assistants (MCAs) formed the largest category of support staff (56%); 21% were dispensing assistants (DAs); 17% were pharmacy technicians (PTs). All community pharmacies employed at least one (60%), and often more than one MCA, but 20% had no DAs and 40% operated without a PT. Nearly all (93%) support staff were women, and about one-third worked part-time. More mature (40+ years) staff commonly only held an MCA qualification and were often not keen on further training. Younger staff held higher qualifications and were interested in further training and career progression. The majority of all categories of staff showed high levels of job satisfaction and loyalty to their employer. Most held positive views towards the regulation of support staff. Poor salaries were identified as potential barriers to further training and regulation, and pharmacists identified problems recruiting support staff. Conclusion Many different categories of support staff are employed in community pharmacies, although some operated without DAs or a PT. Support staff were generally satisfied with their jobs, but increasing requirements for formal qualifications and regulation of support staff, if not accompanied by adequate recognition and remuneration, may worsen recruitment problems. [source] Embodiment of discrimination and overseas nurses' career progressionJOURNAL OF CLINICAL NURSING, Issue 12 2007John Aggergaard Larsen PhD Aim and objectives., To examine empirically and in-depth how discriminatory attitudes and practices are experienced by overseas nurses and how the discrimination may affect their well-being and career progression and, furthermore, to apply the theoretical perspective of embodiment in understanding these processes. Background., The UK healthcare sector has, in recent years, relied on overseas-trained professionals to fill up vacancies in nursing and other professions. Research shows that overseas nurses claim that their UK colleagues, managers and patients express discriminatory, racist and xenophobic attitudes. Design and method., The paper provides an existential phenomenological analysis of in-depth interviews with two overseas nurses. The data are drawn from a study of overseas-trained healthcare workers' experiences working and living in the UK. The two cases have been purposively selected to provide an illumination and discussion of personal experiences with discrimination, how individuals may respond to these and how their professional career is affected. Findings., Discrimination towards migrant workers may, at times, be experienced as ,blatant racism' or, in more subtle forms, as ,aversive racism'. It is demonstrated how such discrimination may impact on the afflicted person's sense of self, suggesting a theoretical model of the embodiment of discrimination. Discrimination not only works at an interpersonal and institutional level, but is a form of ,symbolic violence' that may be internalized to affect the person's ,habitus'; it can be resisted through meaning-making activity that explains and hence objectifies and embodies the experience in a way that allows individuals to positively influence their situation through agency. Conclusion., This article details how social and institutionalized discrimination in the UK healthcare sector may be internalized by overseas workers and affects their professional careers. Relevance to clinical practice., The study allows a theoretical reflection on the damage inflicted by discrimination, and it may contribute to the eradication of discriminatory practices and the development of necessary support and monitoring mechanisms. [source] A survey-based exploration of the impact of dyslexia on career progression of UK registered nursesJOURNAL OF NURSING MANAGEMENT, Issue 1 2007DAVID MORRIS MSc RGN RCNT RNT DipN CertEd Aim, To explore the effects of dyslexia on the practice and career progression of UK registered nurses (RN). Background, Literature suggests dyslexia can have a negative impact in the workplace and may pose particular difficulties for nurses, where accuracy in information processing activities is essential for practice. Methods, A questionnaire was used to survey RNs with dyslexia (n = 116) and results analysed using content analysis. Findings, Dyslexia provided a challenge to the everyday work of RNs, which was often met successfully using a range of individualized strategies. Career progression was achievable but compared with peers, was perceived to take longer. Disclosure of dyslexia to work-colleagues was selective and dependent on the perceived benefits. Informal support mechanisms were commonly utilized with formal management support less well defined. Conclusion, Dyslexia appears to have a negative impact on working practices and career progression, but remains a poorly understood and often hidden disability. [source] Networking in the workplace: Implications for women's career developmentNEW DIRECTIONS FOR ADULT & CONTINUING EDUCATION, Issue 122 2009Jia Wang Although the value of social capital for organization and individual career success is widely recognized, gender as a moderator in the building of social capital in organizational settings has not received adequate research attention. This chapter looks at how professional women use one aspect of social capital,networks,to assist with their career progression. [source] Modernizing career progression or mdrnizng crr prgn!NURSING IN CRITICAL CARE, Issue 4 2010Dr Anna O'Neill No abstract is available for this article. [source] WHAT DO PROACTIVE PEOPLE DO?PERSONNEL PSYCHOLOGY, Issue 4 2001A LONGITUDINAL MODEL LINKING PROACTIVE PERSONALITY AND CAREER SUCCESS We developed and tested a model linking proactive personality and career success through a set of four behavioral and cognitive mediators. A 2-year longitudinal design with data from a sample of 180 full-time employees and their supervisors was used. Results from structural equation modeling showed that proactive personality measured at Time 1 was positively related to innovation, political knowledge, and career initiative, but not voice; all measured at Time 2. Innovation, political knowledge, and career initiative in turn had positive relationships with career progression (salary growth and the number of promotions during the previous 2 years) and career satisfaction. Interestingly, voice had a negative relationship with career progression. We discuss practical implications and future research directions for proactive personality, extra-role behavior, and careers. [source] | |||||||||||||