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Career Development (career + development)
Selected AbstractsFUNDING OPPORTUNITIES FOR RESEARCH, TRAINING, AND CAREER DEVELOPMENTJOURNAL OF THE AMERICAN ACADEMY OF NURSE PRACTITIONERS, Issue 9 2000Article first published online: 24 MAY 200 No abstract is available for this article. [source] Principals in Practice: The Importance of Mentorship in the Early Stages of Career DevelopmentLAW & POLICY, Issue 1 2009FIONA M. KAY In this article we empirically assess the benefits of mentorship across a diverse range of extrinsic and intrinsic career rewards. Using an integrated model, we investigate the ways in which characteristics of the organization, as well as characteristics of both protégés and mentors affect the outcomes of mentoring relationships. Our study includes two samples: new law school graduates and a more seasoned cohort of established lawyers. Our results reveal the unique contributions of career and psychosocial mentor functions to early and established careers, as well as the substantial rewards of informal and multiple mentors to the career paths of professionals. [source] 134th Annual Meeting Career Development (K-awardee) abstractsANNALS OF NEUROLOGY, Issue S1 2009Article first published online: 1 OCT 200 First page of article [source] Tenuous options: The career development process for undocumented studentsNEW DIRECTIONS FOR STUDENT SERVICES, Issue 131 2010Anna M. Ortiz Undocumented students face a variety of legal restraints in their efforts to enter higher education in the United States. These same legal restraints are just as formidable at the end of their academic career. Career development and other student affairs professionals need to understand these legal restraints so they can maximize the chances that undocumented students have to achieve their educational and career goals. [source] Women's Careers Beyond the Classroom: Changing Roles in a Changing WorldCURRICULUM INQUIRY, Issue 3 2001Nina Bascia Drawing from our own and others' research over the past decade and a half, we present four "readings," each illuminating a different dimension of women educators' career development, particularly their movement into work beyond the classroom. The majority of the participants in our studies are women who work for change in their classrooms, schools, and district organizations, using the opportunities, vehicles, and channels available,or apparent,to them. They do this work in professional and personal contexts that are continually changing, sometimes as a result of their own choices and actions and sometimes not. While there is a growing body of literature on women's movement into, and their lives in, educational administration, we are concerned here with the broader and more varied manifestations of leadership beyond the classroom. In the four readings, we bring together several strands in the literature on women educators' lives and careers. We first lay out the taken-for-granted oppositional contrasts in the educational discourses that have tended to obscure more complex understandings of work lives and careers. Next, we explore how the particular kinds of work available to women actually encourage some to move beyond narrow conceptions of the distinctions between classroom and nonclassroom work. Third, we discuss the developmental nature of individual career paths. Fourth, we note the spatial and temporal nature of leadership work by showing how it is influenced and changed by greater economic, social, and political forces. We believe that these multiple interpretations are required to understand the range and combination of influences that propel and compel women educators to take up various forms of leadership work beyond the classroom. [source] Visiting America: notes from an alcohol-focused study tour made in 1961ADDICTION, Issue 12 2008Griffith Edwards ABSTRACT Aims This paper has as its focus a study tour made by the author in 1961. Diary notes are used to capture a historical moment in the evolution of alcohol studies. The paper will argue for the continuing value today of such experiences in support of career development and the building of ,the field'. Data sources Diary notes and personal recollection. Findings The United States was at the time more active than the United Kingdom in its response to alcohol problems. There was, however, a disjunction between the elite American research world and the world of action, which was not informed greatly by research. For the most part, treatment services and prevention strategies seemed driven by opinion rather than by evidence. But at the level of serious scientific endeavour there was opportunity to meet influential figures including Seldon Bacon, Morris Chafetz, Milton Gross, Ebbe Curtis Hoff, Harris Isbell, E. M. Jellinek, Mark Keller, Benjamin Kissen, Robert Strauss, Wolf Schmidt and Abraham Wikler, who generously made their time available. Conclusions These diary notes provide a snapshot of a field of endeavour at a critical stage of transition from uninformed assumptions towards establishment of a research base which can inform public action. The visit was of tangible value to the visitor in several different identified ways. Such an experience is inevitably time-bound and personal, but there are general conclusions to be drawn as to the benefits which will be derived from early travel opportunities in a field such as alcohol studies, which is all too easily culture-bound in its horizons and assumptions. Alcohol science needs to be more reflective on its history and the mechanisms that help to make it happen. [source] Moving up, moving down: Political careers across territorial levelsEUROPEAN JOURNAL OF POLITICAL RESEARCH, Issue 2 2003Klaus Stolz In the sparse literature on political careers in federal systems, regional positions are often seen as mere stepping stones on the way to federal office. But are they really? The recent professionalization of state politics in federal systems and the regionalization of former unitary states point to the strengthening of the regional level as a career arena in its own right. Could this lead to the emergence of a regional political class with a set of career interests distinct from those of national politicians? This article takes a first, comparative look at current patterns of career movements between regional and national parliaments in a wide range of federal and newly regionalized systems. The study shows that, contrary to general belief, the number of deputies actually moving from the regional to federal level is generally relatively low. While some cases show fairly integrated career structures, others exhibit a pattern of career development in which state or regional office functions as the main focus of political careers. The territorial structure of the political class is dependent upon a whole range of social, cultural and institutional factors. At the same time, it is also an important factor in the mechanics and institutional development of each federal system in question. [source] Ethnic minority women: a lost voice in HRMHUMAN RESOURCE MANAGEMENT JOURNAL, Issue 2 2006Nicolina Kamenou Strategic themes within HRM imply an organisational commitment towards the full deployment of all employees in order to meet business goals and objectives. The rhetoric of equality within HRM has been challenged but these discussions have typically focused on gender issues, ignoring ethnicity, culture and religion. Individuals' social group cultures and other cultural and religious aspects have been largely absent in HR literature. By examining ethnic minority women's struggles to fit into white Western organisations, this article seeks to provide a discussion on an area where limited research has been conducted. Our emphasis is placed on organisational expectations in relation to ethnic minority women's demonstrated behaviours and appearance, the latter being expressed through dressing, hairstyles and mannerisms. The empirical data show that ethnic minority women are often required to fit into the existing culture if they want to penetrate influential networks or be given opportunities for career development and advancement. Extending the critique of others who argue that organisations must move away from the existing male-dominant culture rather than expecting women to move towards it, we contend that management must also acknowledge and better understand religious and cultural differences instead of requiring ethnic minority women to fit into a narrow mono-culture. The article concludes with a discussion of human resource implications for organisations engaged in diversity management. [source] Age differences in career activities among higher-level employees in the Netherlands: a comparison between profit sector and non-profit sector staffINTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 2 2006Beatrice Isabella Johanna Maria Van Der Heijden The present study describes age differences in the occurrence of career activities among profit sector and non-profit sector employees in the Netherlands. Three different types of variables have been studied, i.e. individual, job-related and organizational variables. Hypotheses have been tested with original survey data from 423 profit sector employees and 136 non-profit sector employees. The employees are all working in higher-level jobs in large organizations. Overall, we may conclude from this study that the differences between profit sector and non-profit sector workers are not consistent at all. For some factors the situation is more advantageous for profit sector employees, whereas for other factors the outcomes point in the opposite direction. Regarding age effects, we have found that, in general, for profit sector employees the differences between starters (20,34 years) and middle-aged workers (35,49 years) are not univocal, whereas the differences between middle-aged workers and seniors (over-fifties) imply that the amount of individual initiatives and organizational activities is less for the latter group of employees. When the three age groups are compared for the non-profit sector employees, most factors do not vary significantly. For the factors where the F-test is found to be significant, by and large, the situation regarding the possibilities for a further career development is worst for the seniors. [source] Mentoring Global Dual-Career Couples: A Social Learning PerspectiveJOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 1 2010Michael Harvey This paper explores the dimensions and means to implement a global dual-career expatriate couple mentoring program. The rationale is that learning from an experienced mentor mitigates the complexity of global assignments, leading to more successful completion of overseas assignments. We explored the impact of such mentoring programs on "nontraditional" global managers, along with their trailing spouses. Social learning theory was used as the foundation for the development of such a mentoring program. To add to the contextual understanding of global assignments imposed on global dual-career couples, we explored the effectiveness of mentoring by investigating temporal (before, during, after expatriation) and gender-related dimensions. Further, we analyzed the level of mentor involvement (personal, organizational, and professional) regarding psychosocial and career development. [source] The status of training and education in information and computer technology of Australian nurses: a national surveyJOURNAL OF CLINICAL NURSING, Issue 20 2008Robert Eley Aims and objectives., A study was undertaken of the current knowledge and future training requirements of nurses in information and computer technology to inform policy to meet national goals for health. Background., The role of the modern clinical nurse is intertwined with information and computer technology and adoption of such technology forms an important component of national strategies in health. The majority of nurses are expected to use information and computer technology during their work; however, the full extent of their knowledge and experience is unclear. Design., Self-administered postal survey. Methods., A 78-item questionnaire was distributed to 10,000 Australian Nursing Federation members to identify the nurses' use of information and computer technology. Eighteen items related to nurses' training and education in information and computer technology. Results., Response rate was 44%. Computers were used by 86·3% of respondents as part of their work-related activities. Between 4,17% of nurses had received training in each of 11 generic computer skills and software applications during their preregistration/pre-enrolment and between 12,30% as continuing professional education. Nurses who had received training believed that it was adequate to meet the needs of their job and was given at an appropriate time. Almost half of the respondents indicated that they required more training to better meet the information and computer technology requirements of their jobs and a quarter believed that their level of computer literacy was restricting their career development. Nurses considered that the vast majority of employers did not encourage information and computer technology training and, for those for whom training was available, workload was the major barrier to uptake. Nurses favoured introduction of a national competency standard in information and computer technology. Conclusions., For the considerable benefits of information and computer technology to be incorporated fully into the health system, employers must pay more attention to the training and education of nurses who are the largest users of that technology. Relevance to clinical practice., Knowledge of the training and education needs of clinical nurses with respect to information and computer technology will provide a platform for the development of appropriate policies by government and by employers. [source] Peer evaluation in nurses' professional development: a pilot study to investigate the issuesJOURNAL OF CLINICAL NURSING, Issue 2 2000Riitta Vuorinen MNSc ,,Peer evaluation in nursing is a method by which the nurse evaluates the work of a peer, according to set evaluation criteria. ,,The aim of the study was to clarify the potential significance of peer evaluation with regard to nurses' career development and relates to the introduction of a career development programme for nurses in a Finnish University Hospital. ,,The research concepts were created on the basis of literature analysis. The concepts served as a basis for data collection, and five open-ended questions were devised from them. Informants (n = 24) gave free-form essay-type answers to these questions. The material was analysed using qualitative content analysis. ,,The results indicate that self-evaluation constitutes the basis for peer evaluation. Peer evaluation allows nurses to give and receive professional and personal support promoting professional development. Professional support offers possibilities for change and alternative action. Personal support requires respect for the peer's equality and individuality. Personal peer support can decrease feelings of uncertainty and insecurity caused by work. ,,The conclusion is drawn that peer evaluation is a means of promoting nurses' professional development to further on-the-job learning in collaboration with peers. [source] Integrating pediatric hospitalists in the academic health science center: Practice and perceptions in a canadian center,,JOURNAL OF HOSPITAL MEDICINE, Issue 4 2010FRCPC, Sanjay Mahant MD Abstract BACKGROUND: The integration of hospitalists in academic settings has been identified as a challenge to the hospitalist movement. The Division of Pediatric Medicine, Hospital for Sick Children, Toronto, was established in 1981, providing a rich resource to examine this field in the academic context and inform academic program development. OBJECTIVES: To explore the characteristics, practice, perceptions, and contributions of pediatric hospital medicine in an academic health science center (AHSC). METHODS: A cross-sectional survey of physicians attending on the pediatric medicine inpatient unit (PMIU) (n = 20). RESULTS: Clinical activity included attending on the PMIU, consultation and comanagement outside the PMIU, and outpatient care of "hospital intense" patients. There was a high level of engagement in research, education, and quality improvement activities. Perceived advantages to a career as a hospitalist included: working in a team; generalist approach to care; stability relative to community practice; intellectually stimulating and rewarding work; and growing area for scholarship. Perceived disadvantages to a career as a hospitalist included: burnout; recognition and respect; and lack of long-term relationships with patients. Themes regarding barriers to establishing a career as a hospitalist in an AHSC were as follows: burnout; time and skills to develop an academic niche; balance between clinical and academic priorities; and system for career advancement. CONCLUSIONS: The contributions of pediatric hospitalists to the academic mission were diverse. Fellowship training, faculty development, and balance between time allocated to direct patient care and academic pursuits should be defined. This will help ensure career development, viability, and realization of excellence in the academic context. Journal of Hospital Medicine 2010;5:228,233. © 2010 Society of Hospital Medicine. [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] An appraisal of the use of secondment within a large teaching hospitalJOURNAL OF NURSING MANAGEMENT, Issue 6 2001BA(HONS), J. Hamilton RGN, M MED SCI Introduction, This study was undertaken in a large teaching hospital in Sheffield. It explores the use of secondment as a vehicle for practice, service and career development. Aim, To provide us with an understanding of the ways in which we utilize secondment opportunities, with a view to developing good practice guidelines that will help both the individual and the organization to maximize the potential in each secondment post. Method, A survey of nursing staff who had been on secondment during the previous year. Questionnaires were used to gather data from the senior nurse in each specialty directorate to develop an organizational (seconder) perspective and 20 secondees to provide an individual (secondee) perspective. Results, Nurses tended to be seconded from clinical roles into specialist clinical roles or non-clinical roles, predominantly in areas of research, audit, practice development and teaching. Seconded posts were new roles for individuals and the majority were relocated to new work environments. Secondment was overwhelmingly seen as an opportunity, allowing individuals to develop new skills and knowledge, progress their career and gain a broader strategic perspective. However, there were a number of barriers to progress: lack of role definition for the organization and the individual; uncertainty about the future; falsely raised hopes that secondments would be extended; uncertainty about status; and difficulties adjusting to a new environment and culture within unrealistically short timeframes. Conclusions, Secondment use has become widespread throughout the National Health Service (NHS) and is a very positive and popular vehicle for staff and service development. The potential benefits are high but must be offset against the risks. This paper introduces an organizational risk assessment matrix which can be used to inform the development of effective secondment ventures. [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] Changes in Nursing Education in the European UnionJOURNAL OF NURSING SCHOLARSHIP, Issue 2 2006Adelaida Zabalegui Purpose: To provide an overview of changes in nursing education in the European Union (EU) within the framework of the Bologna Declaration, signed in 1999 by the European ministers of education, and to describe specific efforts and changes in Spain. Organizing Constructs: (a) the Bologna Declaration process, its recent reforms in all disciplines including nursing, and perspectives on future developments; (b) the Tuning Project, designed and carried out by a group of European universities to meet the challenges posed by the Bologna Declaration; and (c) efforts in a group of Spanish universities to promote higher education in nursing. Findings and Conclusions: These changes promote enhanced academic recognition, professionalism in nursing education, and graduates' competencies in practice in most European countries by specifying the undergraduate nursing degree as the minimal entrance level for practice and master's and doctoral programs for further career development. [source] Career communities: a preliminary exploration of member-defined career support structuresJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 4 2004Polly Parker This paper explores the concept of career communities: social structures that provide career support and frequently transcend the boundaries of any single organization. The theoretical background notes the convergence of a number of different perspectives from both career development and organization studies, pertaining to the social contextualization of careers. The methodology involved eliciting expressions of the (individual) subjective career from the members of three potential career communities, and then exploring (communal) inter-subjective interpretations in focus groups. Our results suggest that career communities typically involve a hybrid of types rather than any one pure type. Preliminary support is found for the view that career communities facilitate career support, sensemaking and learning. The results invite further research into career communities and have implications for organizational behavior and human resource management, suggesting greater appreciation of the extra-organizational as well as intra-organizational communities in which careers develop. Copyright © 2004 John Wiley & Sons, Ltd. [source] Are you an invited speaker?JOURNAL OF THE AMERICAN SOCIETY FOR INFORMATION SCIENCE AND TECHNOLOGY, Issue 6 2009A bibliometric analysis of elite groups for scholarly events in bioinformatics Participating in scholarly events (e.g., conferences, workshops, etc.) as an elite-group member such as an organizing committee chair or member, program committee chair or member, session chair, invited speaker, or award winner is beneficial to a researcher's career development. The objective of this study is to investigate whether elite-group membership for scholarly events is representative of scholars' prominence, and which elite group is the most prestigious. We collected data about 15 global (excluding regional) bioinformatics scholarly events held in 2007. We sampled (via stratified random sampling) participants from elite groups in each event. Then, bibliometric indicators (total citations and h index) of seven elite groups and a non-elite group, consisting of authors who submitted at least one paper to an event but were not included in any elite group, were observed using the Scopus Citation Tracker. The Kruskal,Wallis test was performed to examine the differences among the eight groups. Multiple comparison tests (Dwass, Steel, Critchlow,Fligner) were conducted as follow-up procedures. The experimental results reveal that scholars in an elite group have better performance in bibliometric indicators than do others. Among the elite groups, the invited speaker group has statistically significantly the best performance while the other elite-group types are not significantly distinguishable. From this analysis, we confirm that elite-group membership in scholarly events, at least in the field of bioinformatics, can be utilized as an alternative marker for a scholar's prominence, with invited speaker being the most important prominence indicator among the elite groups. [source] Developing a Service-Learning Curriculum for LinguisticsLINGUISTICS & LANGUAGE COMPASS (ELECTRONIC), Issue 4 2010Colleen M. Fitzgerald Service-learning integrates community service into a credit-earning course to enrich the learning experience and pair practice with theory in some content area. Linguistics courses offer tremendous potential for service-learning because there are a variety of ways in which language-related theory can be put into practice. This paper outlines the development of a service-learning curriculum for linguistics courses. While examples come from a project where students tutored adult second language learners of English, the activities in this paper extend well to other linguistics courses. Reflection is essential to service-learning, so necessary background and examples of it as a structured learning tool appear here. A second assessment tool, an anonymous online survey taken before and after tutoring, was used to explore any impact on language and diversity attitudes. More generally, service-learning has the potential to positively affect career development, to generate a sense of civic engagement, to facilitate greater understanding of other cultures and races and to make a difference in local communities. [source] Linguistic Research and Language TeachingLINGUISTICS & LANGUAGE COMPASS (ELECTRONIC), Issue 2 2008Natsuko Tsujimura It is not uncommon for theoretical linguists to find themselves involved in language teaching because of their expertise in a specific language, even though their primary training is not in language instruction. Apparent lack of intellectual stimulus and career development is a typical concern shared by those who are in these academic positions; and it is sometimes the case that time spent on language teaching is perceived to be detrimental to a successful tenure decision. Based on my own experience as a linguist in a language department for the past 20 years, I will discuss some of these dilemmas and suggestions that may lead to a more positive outlook of those who face a similar situation. [source] Effects of conventional and problem-based learning on clinical and general competencies and career developmentMEDICAL EDUCATION, Issue 3 2008Janke Cohen-Schotanus Objective, To test hypotheses regarding the longitudinal effects of problem-based learning (PBL) and conventional learning relating to students' appreciation of the curriculum, self-assessment of general competencies, summative assessment of clinical competence and indicators of career development. Methods, The study group included 2 complete cohorts of graduates who were admitted to the medical curriculum in 1992 (conventional curriculum, n = 175) and 1993 (PBL curriculum, n = 169) at the Faculty of Medicine, University of Groningen, the Netherlands. Data were obtained from student records, graduates' self-ratings and a literature search. Gender and secondary school grade point average (GPA) scores were included as moderator variables. Data were analysed by a stepwise multiple and logistic regression analysis. Results, Graduates of the PBL curriculum scored higher on self-rated competencies. Contrary to expectations, graduates of the PBL curriculum did not show more appreciation of their curriculum than graduates of the conventional curriculum and no differences were found on clinical competence. Graduates of the conventional curriculum needed less time to find a postgraduate training place. No differences were found for scientific activities such as reading scientific articles and publishing in peer- reviewed journals. Women performed better on clinical competence than did men. Grade point average did not affect any of the variables. Conclusions, The results suggest that PBL affects self-rated competencies. These outcomes confirm earlier findings. However, clinical competence measures did not support this finding. [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] Straight privilege and moral/izing: Issues in career developmentNEW DIRECTIONS FOR ADULT & CONTINUING EDUCATION, Issue 112 2006Tonette S. Rocco This chapter deconstructs heterosexual privilege in the workplace and offers suggestions for "queering the workplace" with an emphasis on career development. [source] Laying the foundation: Institutional research office organization, staffing, and career developmentNEW DIRECTIONS FOR INSTITUTIONAL RESEARCH, Issue 143 2009Christina Leimer Appropriate staffing is critical to effective institutional research, yet most institutional research offices are chronically understaffed. How many and what types of staffing are needed for the ideal institutional research office, and how can it be achieved? [source] Information systems project management in PMJ: A brief historyPROJECT MANAGEMENT JOURNAL, Issue 4 2009Suzanne Rivard Abstract The Project Management Institute (PMI) plays an important role in the training, career development, and recognition of information systems (IS) project managers. Indeed, not only do IS professionals account for a large proportion of the PMI constituency, but PMI is also influential in the training of IS project managers. This study explores further the contribution of PMI to IS project management by means of its main publication outlet, the Project Management Journal (PMJ). To do so, the contents of the 39 IS project management articles published in PMJ during 1988,2005 were analyzed. The article focuses on the following dimensions: the relative importance of IS project management articles published by PMJ; the profile of the authors of IS project management articles in PMJ; the main issues, in terms of IS project management, covered by PMJ; and the major gaps, in terms of IS project management, in the coverage of this domain by PMJ. [source] Vocational assessment of secondary students with disabilities and the school psychologistPSYCHOLOGY IN THE SCHOOLS, Issue 6 2008Christopher J. Fives Although much progress has been made in the identification and remediation of academic learning difficulties, less attention has been given to the career development of students with disabilities. Through their psychoeducational evaluations school psychologists are in an excellent position to provide useful information about the vocational functioning of these students. Some school practitioners may be hesitant to contribute fully to the vocational assessment process because they are unfamiliar with vocational behavior literature. In an effort to encourage greater involvement, the school psychologist's role as member of a career assessment team is discussed, and vocational theory and research concerning interest, ability, and personality characteristics are reviewed. Assessment and data integration strategies are offered. © 2008 Wiley Periodicals, Inc. [source] GCP auditors: hard to find,hard to develop,hard to keep: part III.QUALITY ASSURANCE JOURNAL, Issue 1 2001Continuous education, further development Abstract Clinical research is a dynamic and constantly changing discipline. Continuous education of good clinical practice (GCP) auditors is required to guarantee consistent and dependable audit results during their careers. Ongoing training should strive to increase the auditor's capabilities and skills, even beyond GCP. This should not only maintain the quality assurance (QA) auditor in a position to conduct audits according to state-of-the-art methodologies and regulations, but also promote her/his further career development. To be ,fit for purpose' does not only characterize processes meeting defined requirements, but also implies that QA auditors must be continuously trained (hence, ,be fit') to perform high-quality audit services (hence, ,the purpose'). Copyright © 2001 John Wiley & Sons, Ltd. [source] Introduction: WHAT IS A CULTURAL ANTHROPOLOGY FIELD SCHOOL AND WHAT IS IT GOOD FOR?ANNALS OF ANTHROPOLOGICAL PRACTICE, Issue 1 2004Madelyn Iris A field school experience remains the exception rather than the common experience for most undergraduate and pre-dissertation graduate students in social/cultural anthropology. There are a growing number of programs that describe themselves as anthropology field schools, but fewer that emphasize a research experience and in-depth exposure to ethnographic and other qualitative methods. This bulletin offers detailed descriptions of four types of programs: "problem-focused" field schools, "instructor-driven" programs, "applied" anthropology field schools, and the "study-tour" model. Other chapters include descriptions of the field school experience from the student perspective; a long-term reflection on the influence of the field school summer on career development; the importance of mentorship; the relationship between field schools, service learning, and homestay experiences; ethical issues; and guidelines for choosing a field school. [source] Job satisfaction of Japanese career women and its influence on turnover intentionASIAN JOURNAL OF SOCIAL PSYCHOLOGY, Issue 1 2001Motoko Honda-Howard To understand the relationship between current Japanese career women's job satisfaction and turnover, we analyzed 177 currently full-time employed individuals from our survey data. Participants ranged in age from 23 to 60, and were graduates of two four-year women's universities. We divided the participants into two groups based on whether or not they had changed jobs. As a result of factor analysis, we summarized job satisfaction into five factors: job interest, expectations of women, volume of work, health and welfare benefits, and career development. The scores of the ,health and welfare benefits' factor differed significantly between the two groups. A hierarchical logistic regression analysis found that low satisfaction with ,health and welfare benefits' tended to affect turnover intention. In addition, satisfaction with ,job interest' and ,volume of the job' tended to influence turnover intention, and at the same time these effects depended on the past turnover experience. From these study results, we suggest that current Japanese career women's turnover is mainly affected by the responsibilities of women in the face of the work,family conflict. [source] | |||||||||||||||||||||||||