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Career Outcomes (career + outcome)
Selected AbstractsCombined Residency Training in Emergency Medicine and Internal Medicine: An Update on Career Outcomes and Job SatisfactionACADEMIC EMERGENCY MEDICINE, Issue 9 2009Chad S. Kessler MD Abstract Objectives:, This study was designed to provide an update on the career outcomes and experiences of graduates of combined emergency medicine-internal medicine (EM-IM) residency programs. Methods:, The graduates of the American Board of Emergency Medicine (ABEM) and American Board of Internal Medicine (ABIM)-accredited EM-IM residencies from 1998 to 2008 were contacted and asked to complete a survey concerning demographics, board certification, fellowships completed, practice setting, academic affiliation, and perceptions about EM-IM training and careers. Results:, There were 127 respondents of a possible 163 total graduates for a response rate of 78%. Seventy graduates (55%) practice EM only, 47 graduates (37%) practice both EM and IM, and nine graduates (7%) practice IM or an IM subspecialty only. Thirty-one graduates (24%) pursued formal fellowship training in either EM or IM. Graduates spend the majority of their time practicing clinical EM in an urban (72%) and academic (60%) environment. Eighty-seven graduates (69%) spend at least 10% of their time in an academic setting. Most graduates (64%) believe it practical to practice both EM and IM. A total of 112 graduates (88%) would complete EM-IM training again. Conclusions:, Dual training in EM-IM affords a great deal of career opportunities, particularly in academics and clinical practice, in a number of environments. Graduates hold their training in high esteem and would do it again if given the opportunity. [source] Career success and weak paradigms: the role of activity, resiliency, and true scoresJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 8 2007John R. Hollenbeck Questions have been raised about the significant influence that weak paradigm development has on the careers of individuals struggling to make a life in the field of organization science. Based on the fact that a weak paradigm leads to low levels of agreement about the quality of any manuscript, it has been suggested that the marketplace for ideas is beyond comprehension to even the most talented individuals, and that career outcomes are determined largely by chance events over which people have no control. We re-examine this argument and the influence of weak paradigms on the reliability of evaluations at the career level of analysis. Using Spearman,Brown Prophecy formula, we show that the reliability of evaluations at the career level is very high, even if one makes very pessimistic assumptions regarding inter-rater agreement at the manuscript/journal level. Although weak paradigms create high levels of uncertainty on any one single pass through the review system, our results suggest that within 5 years, researchers are likely to be reliability evaluated. This reliability converges on 1.0 under specific conditions that are easily controlled by authors (activity level and resiliency) and editors (forming independent judgments and the use of three reviewers rather than two). Copyright © 2007 John Wiley & Sons, Ltd. [source] Constellations and careers: toward understanding the effects of multiple developmental relationshipsJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 3 2001Monica C. Higgins This paper examines the effects of individuals' primary and multiple developmental relationships in a longitudinal study of the careers of lawyers. By juxtaposing the effects of the primary developmental relationship with those of individuals' sets or ,constellations' of developmental relationships, the present study lends insight into if and when these two perspectives on mentoring yield different results regarding the effects of mentoring on protégé career outcomes. The findings from the present study show that while the quality of one's primary developer affects short-term career outcomes such as work satisfaction and intentions to remain with one's firm, it is the composition and quality of an individual's entire constellation of developmental relationships that account for long-run protégé career outcomes such as organizational retention and promotion. Further, results from the present study provide evidence that the constellation perspective explains greater variance with respect to protégé career outcomes than does the primary or more traditional perspective on mentoring. Implications for research on mentoring, developmental relationships, and careers are discussed. Copyright © 2001 John Wiley & Sons, Ltd. [source] Sector Switching from a Business to a Government Job: Fast-Track Career or Fast Track to Nowhere?PUBLIC ADMINISTRATION REVIEW, Issue 1 2009Barry Bozeman This paper examines the career consequences for public managers of having had full-time private sector work experience. We find positive career outcomes for public managers with private sector experience: Individuals with such experience are more likely to have been recently promoted relative to peers and to supervise somewhat greater number of employees, especially if their most recent job was in the private sector. While experience in the private sector enhances such career outcomes, the length of such experience diminishes them. The authors conclude by identifying three career scenarios emerging from the models and discussing the managerial and theoretical implications of "sector-switching careers." [source] Combined Residency Training in Emergency Medicine and Internal Medicine: An Update on Career Outcomes and Job SatisfactionACADEMIC EMERGENCY MEDICINE, Issue 9 2009Chad S. Kessler MD Abstract Objectives:, This study was designed to provide an update on the career outcomes and experiences of graduates of combined emergency medicine-internal medicine (EM-IM) residency programs. Methods:, The graduates of the American Board of Emergency Medicine (ABEM) and American Board of Internal Medicine (ABIM)-accredited EM-IM residencies from 1998 to 2008 were contacted and asked to complete a survey concerning demographics, board certification, fellowships completed, practice setting, academic affiliation, and perceptions about EM-IM training and careers. Results:, There were 127 respondents of a possible 163 total graduates for a response rate of 78%. Seventy graduates (55%) practice EM only, 47 graduates (37%) practice both EM and IM, and nine graduates (7%) practice IM or an IM subspecialty only. Thirty-one graduates (24%) pursued formal fellowship training in either EM or IM. Graduates spend the majority of their time practicing clinical EM in an urban (72%) and academic (60%) environment. Eighty-seven graduates (69%) spend at least 10% of their time in an academic setting. Most graduates (64%) believe it practical to practice both EM and IM. A total of 112 graduates (88%) would complete EM-IM training again. Conclusions:, Dual training in EM-IM affords a great deal of career opportunities, particularly in academics and clinical practice, in a number of environments. Graduates hold their training in high esteem and would do it again if given the opportunity. [source] Self-Esteem and Extrinsic Career Success: Test of a Dynamic ModelAPPLIED PSYCHOLOGY, Issue 2 2008John D. Kammeyer-Mueller It has been proposed that one's self-esteem is both a cause and a consequence of one's extrinsic career success, but empirical research examining the direction of these effects is lacking. We tested a model which examines the relationships among self-esteem, education, occupational prestige, and income over a span of seven years during early careers. We use social identity theory to propose that self-esteem will be affected by extrinsic career success, and self-consistency theory to propose that extrinsic career success will be affected by self-esteem. Our results, based on a cross-lagged regression design, suggest that self-esteem increases occupational prestige (,= .22), and income (,= .22), but career outcomes did not alter self-esteem. Implications of these results for the study of self-esteem and careers are explored. Que l'estime de soi d'une personne soit à la fois une cause et une conséquence de son succès externe en termes de carrière est établi, mais les recherches empiriques examinant la direction de ces effets manquent. Nous testons un modèle examinant les relations entre l'estime de soi, l'éducation, le prestige professionnel et le revenu sur une durée de 7 ans à partir du début de carrière. Nous nous référons à la théorie de l'identité sociale pour montrer que l'estime de soi est affectée par un succès externe intervenant dans la carrière, et la théorie de consistance de soi pour montrer que ce succès externe est affecté par l'estime de soi. Nos résultats, basés sur une analyse de régression croisée, montrent que l'estime de soi accroît le prestige professionnel (b = .22) et les revenus (b = .22), mais les résultats relatifs à la carrière n'affectent pas l'estime de soi. Les implications de ces résultats pour l'étude de l'estime de soi et de la carrière sont explorées. [source] | ||||||||||