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Purpose: Apprenticeships in England, while defined by level and typical duration, are not quantified regarding the number of learning hours required to achieve the outcomes specified, as with other regulated qualifications and accredited programmes. This paper proposes an approach to ascribe credit to apprenticeships recognising both on-and-off-the-job learning to remove some of the existing barriers to accessing higher education (HE) and the professions. Design/methodology/approach: A mixed methodological approach resulting in a total learning hours/credit value was proposed. Findings: There is significant HE-wide confusion regarding the amount of learning/training that is required to complete apprenticeships in England. Whilst sector guidance made it clear that there was no prescribed method to ascribe credit to qualifications, programmes, modules, units or apprenticeships by drawing out the core principles within current practice, a key outcome of this project was the development of a method to ascribe a credit value to apprenticeships. Research limitations/implications: There is potential to support further research into the recognition of prior learning as a specialised pedagogy and for reflecting on apprenticeship practice in other roles and sectors. Practical implications: Whilst the project underpinning this paper focused on the healthcare sector, the method used to ascribe credit to the level-3 healthcare support worker apprenticeship was not sector specific and can therefore be applied to apprenticeships within other contexts providing more widespread benefits to workforce development. Social implications: Policy makers must ensure that employers and providers are clear that the minimum statutory off-the-job hours constitute an apprentice employment entitlement, which must not be conflated with total apprenticeship learning hours requirements. This recommended policy clarification could assist in simplifying the process required for ascribing credit to apprenticeships and at the same time support a move towards better and more consistent recognition of the value of apprenticeship learning. Originality/value: It is a first attempt to ascribe a credit value to an apprenticeship in England for the specific purpose of facilitating progression to HE. [ABSTRACT FROM AUTHOR]

Being on a career plateau is widely regarded as an undesirable career experience characterised by a lack of individual proactivity, ability, or opportunity for promotion. In this paper, we present an alternative view arguing that some employees may choose to plateau their careers and deliberately forego opportunities for hierarchical progression. Drawing on in‐depth interviews with 75 law enforcement officers in the US and Australia, we explore why they declined a promotion opportunity or elected not to apply for promotion. Drawing on social cognitive career theory, we develop a provisional taxonomy characterised by individual proactivity: self‐initiated and self‐resigned career plateaus. Specifically, we report how the decision to remain on either of these career plateaus is informed by either the low valence accorded to a promoted position or, paradoxically, the reduced self‐efficacy in navigating what is viewed as a flawed promotion system. [ABSTRACT FROM AUTHOR]

Many autistic people are unemployed. Of those who are employed, many are in roles that do not reflect their skills, qualifications and/or capabilities, and little is known about how autistic people progress throughout their careers. This study aimed to review and synthesise the existing evidence about career progression for autistic people. In total, 33 studies met the criteria for inclusion, though no study directly aimed to explore the topic. Our findings suggest that underemployment is common within the autistic population. Indirectly, we identified several potential barriers and facilitators of career progression for autistic people. Possible barriers included personal (e.g. gaps in education and employment history), relational (e.g. disclosing an autism diagnosis) and organisational factors (e.g. inadequate employment support). Adequate employment support was the most frequently discussed facilitator. Future research should seek to identify the most successful employment supports for autistic people over the long term to ensure that all autistic people are able to live – and work – in ways that are meaningful to them. Lots of autistic people are unemployed. Even when they are employed, autistic people might be given fewer opportunities than non-autistic people to progress in their careers. For example, assumptions about autistic people's differences in social communication might mean they are not given as many promotions. Indeed, we know that many autistic people are in jobs lower than their abilities (known as 'underemployment'). We reviewed 33 studies that tell us something about career progression for autistic people. Our review found that lots of autistic people want to progress in their careers, but there are many barriers in their way. For example, when they told their employer about being autistic, some people were given fewer opportunities. Research has also shown that autistic people do not get enough support to progress and that gaps in their employment history can make it difficult to progress. Our review suggested that good employment support (e.g. mentors) might help autistic people to progress in their careers. However, not much research has evaluated employment support for autistic people, which means we do not know how useful it is. Future research should find the best support that allows autistic people to live and work in ways that are meaningful to them. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Contemporary Educational Studies / Sodobna Pedagogika is the property of Association of Slovenian Educationalists and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: The nursing profession has made great strides during the last century. Roles such as the clinical research nurse (CRN) have been developed and research is widely recognised as a vital component of the healthcare field. Hospitals involved in clinical nursing research can improve patient outcomes, increase staff and patient satisfaction and reduce hospital costs. Aim: The aim of this literature review is to analyse nurses and nursing students' perception towards research, with focus on the available career progression for nurses in research. Method: A comprehensive search of literature on ASSIA, CINAHIL, PubMed and Web of Science electronic databases was conducted to obtain relevant articles related to the perception of nurses and nursing students towards research. Results: A total of 31 articles were selected for analysis following review. Three key themes were identified: nurses' perception towards research; nursing students' perception towards research; and career progression and job satisfaction. Conclusions: Involvement in research has helped nurses integrate evidence-based practice into their work. This has helped empower nurses to make positive change and develop their skills and knowledge. Unfortunately, research is still considered by many to be a 'doctor' field, and nurses have various difficulties accessing funding and education. Research education is vital to building the basic principles of nursing research and creating a positive attitude and perception around research. A change in culture is required to standardise research into university education, increase students' perceptions and confidence in research, and help nurses incorporate valid evidence-based recommendations into practice. [ABSTRACT FROM AUTHOR]

This article examines the job crafting strategies senior academic women use to progress in their careers. The study was exploratory and inductive and used in-depth interviews to gather data from 43 senior academic women in Australia, the United Kingdom, and Malaysia. Data were analyzed using thematic content analysis in combination with reflective discussions. Cognitive crafting emerged as the most critical job crafting strategy impacting women's career progression. While some women chose to be more strategic, others focused on doing meaningful work and considered career progression a natural outcome rather than an end in itself. This study extends the job crafting literature by highlighting how contextual and cognitive factors impact women's academic career progression. Understanding similarities and differences across cultures and identifying how academic women can prosper can inform programs that effectively promote women's careers at tertiary institutions. [ABSTRACT FROM AUTHOR]

Although modern‐day institutions have bridged gender inequality gaps to some extent by recruiting female employees, there is limited information about the career progression (CP) of these females especially in military institutions. Accordingly, the present study aims to investigate the factors affecting the CP of female army corps employed in developing countries. The fundamentals of the theory of gendered organizations are operationalized to develop the theoretical model and investigate whether institutional factors (IFC), sociocultural background (SCB), resource facilitation (RFC), and personal skill and competency (PSC) influence CP of female army corps. The primary data was collected from 352 females employed in the army corps and was analyzed using the structural equation modeling (SEM) technique. The findings confirm that our conceptualized factors (IFC, SCB, RFC, and PSC) influence CP. Particularly, the results indicate a significant positive impact of IFC and PSC and an insignificant positive impact of SCB and RFC on the CP of female army corps. This empirical study contributes to developing gender and talent management strategies in the workplace by enhancing the CP of females. [ABSTRACT FROM AUTHOR]

Background: Existing evidence suggests that organisation-level policies are important in enabling gender equality and equity in the workplace. However, there is little research exploring the knowledge of health sector employees on whether policies and practices to advance women's career progression exist in their organisations. In this qualitative study, we explored the knowledge and perspectives of health managers on which of their organisations' workplace policies and practices contribute to the career advancement of women and their knowledge of how such policies and practices are implemented and monitored. Methods: We employed a purposive sampling method to select the study participants. The study adopted qualitative approaches to gain nuanced insights from the 21 in-depth interviews and key informant interviews that we conducted with health managers working in public and private health sector organisations. We conducted a thematic analysis to extract emerging themes relevant to advancing women's career progression in Kenya's health sector. Results: During the interviews, only a few managers cited the policies and practices that contribute to women's career advancement. Policies and practices relating to promotion and flexible work schedules were mentioned most often by these managers as key to advancing women's career progression. For instance, flexible work schedules were thought to enable women to pursue further education which led to promotion. Some female managers felt that women were promoted to leadership positions only when running women-focused programs. There was little mention of capacity-building policies like training and mentorship. The health managers reported how policies and practices are implemented and monitored in general, however, they did not state how this is done for specific policies and practices. For the private sector, the health managers stated that implementation and monitoring of these policies and practices is conducted at the institutional level while for the public sector, this is done at the national or county level. Conclusions: We call upon health-sector organisations in Kenya to offer continuous policy sensitisation sessions to their staff and be deliberate in having supportive policies and other pragmatic interventions beyond policies such as training and mentorship that can enable women's career progression. [ABSTRACT FROM AUTHOR]

Copyright of Educar is the property of Universitat Autonoma de Barcelona, Servei de Publicacions and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Career progression is an employee's professional development that provides security, satisfaction, and a sense of professional fulfillment. This study determines the effect of career progression as a predictor of job satisfaction for academic librarians in the Bicol Region. Specifically, this aims to determine the respondent's personal, professional, and employment profile; level of job satisfaction in terms of career progression, work motivation, working environment, fair compensation, job security, and administrative support; the significant difference in the level of job satisfaction and the perceived challenges and opportunities encountered as they progress in their career. This study utilizes a convergent parallel mixed method with 113 respondents, comprising 63 from private HEIs and 50 from public libraries, including SUCs and LUCs. Findings revealed that school administrators gave career progression due importance. Good working environment was provided; however, the compensation package is not that attractive compared to Public HEIs. Lack of administrative support was observed; hence, it was recommended that School Administrators, would show commitment towards the improvement/advancement of libraries through enough funding. Librarians may also seek sponsorship/scholarships to improve their education and training. However, well-planned policies and conditions for these benefits could be articulated in the personnel and library administrative manual. Likewise, Human Resource Managers may consider calibrating the compensation and benefits of librarians to be at par with the faculty in compliance with the equivalency of librarians to teachers. [ABSTRACT FROM AUTHOR]

How do parenthood and publishing contribute to gender gaps in academic career advancement? While extensive research examines the causes of gender disparities in science, technology, engineering, and mathematics (STEM) careers, we know much less about the factors that constrain women's advancement in the social sciences. Combining detailed career‐ and administrative register data on 976 Danish social scientists in Business and Management, Economics, Political Science, Psychology, and Sociology (5703 person‐years) that obtained a PhD degree between 2000 and 2015, we estimate gender differences in attainment of senior research positions and parse out how publication outputs, parenthood and parental leave contribute to these differences. Our approach is advantageous over previous longitudinal studies in that we track the careers and publication outputs of graduates from the outset of their PhD education and match this data with time‐sensitive information on each individual's publication activities and family situation. In discrete time‐event history models, we observe a ∼24 per cent female disadvantage in advancement likelihoods within the first 7 years after PhD graduation, with gender differences increasing over the observation period. A decomposition indicates that variations in publishing, parenthood and parental leave account for ∼ 40 per cent of the gender gap in career advancement, suggesting that other factors, including recruitment disparities, asymmetries in social capital and experiences of unequal treatment at work, may also constrain women's careers. [ABSTRACT FROM AUTHOR]

Background: There is a lack of evidence regarding the impact of time loss, match exposure, and age at injury on career progression in elite football. Therefore, the aim of this study was to identify injury characteristics and their influence on career progression in a German youth academy. Methods: During the 2012/2013 season, a prospective cohort study reported 107 time-loss injuries among 130 young athletes from an elite German soccer academy. Individual career progression was analyzed using 10-year data. Results: Injuries and time loss were not associated with career progression (p > 0.05) in the overall cohort. In the U17 and U19 groups, 24% were able to reach the professional level, with injuries significantly decreasing this probability (p = 0.002). Injuries lasting more than 28 days had a negative impact on career progression compared to minor injuries (30% vs. 10%; p = 0.02). Conclusions: Not only the characteristics of injuries, but also their impact on career development, vary with age. In the U17 and U19 age groups, serious injuries resulting in more than 28 days of absence have a negative impact on career progression. It is important to be aware of these effects in order to focus on the prevention of long-term injuries to ensure the optimal development of young athletes. [ABSTRACT FROM AUTHOR]

Women's participation in the tourism workforce is growing intensely in response to Saudi Vision 2030. Notwithstanding this, Saudi women still have limited access to senior management positions. This study explores the barriers that Saudi women face to reach top managerial positions in the tourism industry and explores how Saudi women could crack the glass ceiling. For these reasons, this study undertook a phenomenological approach using in-depth interviews with Saudi women who were able to reach senior management. The purpose of the interviews is to explore their lived experience and their accessibility to senior management positions. The results of a thematic analysis showed that there were four overlapped barriers for the glass ceiling among Saudi women: cultural and social barriers, regulatory barriers, organizational barriers, and personal barriers. These main barriers have sub-barriers that contribute to the glass ceiling and prevent many women from reaching senior positions. This study shows that overcoming these barriers, particularly cultural and social barriers, could help Saudi women to crack the glass ceiling and achieve their dream of leadership. This study discusses the implications for policy makers, academics, and practitioners on the effective contribution of Saudi women to the tourism labor market, which contributes to sustainable tourism development and, ultimately, to Saudi Vision 2030. [ABSTRACT FROM AUTHOR]

Purpose: There are significantly fewer women than men in managerial positions, mainly project management. This problem is noticeable in the construction and engineering sectors, traditionally male-dominated industries with leadership much dependent on masculine qualities. This study examines the obstacles to the career progression of professional female project managers (PFPMs) in the Ghanaian construction industry. Design/methodology/approach: Twenty potential obstacles to women's career progression in the construction industry were identified from a comprehensive review of the literature. A questionnaire was prepared and administered among eighty project managers who work in large construction firms in Ghana. Data obtained were analysed using one sample t-test, Kendall's concordance test, Chi-square test and exploratory factor analysis. Findings: The findings suggest the significance of all the twenty factors as potential obstacles to the career progression of PFPMs. The exploratory factor analysis identified five underlying grouped obstacles: "leadership and human capital related issues", "issues related to discrimination of all forms", "career aspiration and planning issues", "female related role conflicts", and "recruitment and selection issues". Research limitations/implications: The subjective nature of the views of the respondents could influence the evaluation of the obstacles. With this study only exploring the dimensions underlying the significant obstacles, future studies could examine the interrelationships between the various obstacles and move on to determine their impacts on the career progression of professional female PMs as well. Practical implications: Having an in-depth understanding of these obstacles, stakeholders and other industry practitioners in Ghana could make informed decisions on measures to put in place to address some of these critical issues to raise the standard of professional female PMs in the construction industry. Policymakers and gender advocates in Ghana could also take up some of the critical obstacles identified and provide suitable strategies to educate and create the needed awareness of the industry on those obstacles. Practically, the findings from this study can be valuable for informing decision-making at different management levels in the construction industry. Originality/value: With country-specific (Ghana) obstacles identified, the findings significantly contribute to the literature on the career advancement of females in the construction sector. [ABSTRACT FROM AUTHOR]

Objective: Clinician-scientists are critical to medical innovation and research. However, the number of clinician scientists in the UK has been declining steadily over the last decade. One of the cited reasons is poor student recruitment to academic training pathways. The SMART study aims to assess current student perceptions on research and identify key factors influencing whether a student is interested in research. Design: We conducted a cross-sectional survey study between January and May 2022. Setting: This was a multi-centre national study with data collected across 40 universities offering medical courses in the UK. Participants: Participants were UK medical students enrolled in medicine for 21/22 academic year. Main outcome and measure: The main outcomes were related to participant perceptions on research and whether they were interested in engaging with research in their future career. These measures were correlated with demographic and non-demographic details using regression analyses. Results: One thousand seven hundred seventy-four individuals participated in the SMART survey from 40 medical schools. Nearly half the participants felt there were barriers preventing them from doing research (46.67%) and almost three-quarters felt it was at least somewhat difficult to combine research with medical school (73.49%). Of the options available, most commonly students did not want to pursue an academic career (43.11%) or training pathway (42.49%). However, most participants felt it was useful to do research at medical school (59.54%) and were also interested in doing more research in the future (69.16%). Regression analysis identified many factors influencing student's perceptions of research including year of study, gender, socioeconomic status, family background, research exposure at medical school, ethnicity, and country of pre-university education. Conclusions: The SMART study is the first of its kind in the UK, shedding light on medical student perceptions. While some express strong interest in academic careers, a larger proportion show a broader interest in research. Demographic factors like gender, parental occupation, and socioeconomic status play a role. Further exploration is needed for specific groups to address barriers, promote research, and boost academic pathway recruitment. [ABSTRACT FROM AUTHOR]

This study takes a novel perspective on mobility as career script compliance to explore the factors that might influence how mobile academics in a country perceive the impact of international mobility on their overall academic career progression and job options. We conduct a country-level qualitative comparative analysis on a sample of 24 European Union (EU) countries, based on data from European Commission's MORE3 indicator tool. We find that these perceptions about the impact are shaped by the dominant patterns of mobility in that country, and the general perception of academics in that particular country that international mobility is rewarded in the institutional promotion schemes. This study introduces new explanatory factors for the career script for international mobility. In so doing, we provide a richer understanding of how countries might influence academics' mobility, which sheds light on previous inconclusive empirical evidence linking international mobility and academics' careers. Our findings have implications for the policy design of international mobility and open up new lines of inquiry for cross-country comparisons. [ABSTRACT FROM AUTHOR]

Background: A trend of feminisation of medicine has been observed over the years. Feminisation of medicine is important as it ensures that both male and female doctors have equal opportunity to deliver patient care. In South Africa, the female profile in anaesthesiology is not known. This study aims to describe the past and present profiles of female anaesthesiologists in South Africa from 1960-2019. Methods: Part I of this study retrospectively determined the number of females who qualified as fellows from the College of Anaesthetists of the Colleges of Medicine of South Africa (CMSA), as well as leadership roles held by female anaesthesiologists in the CMSA and the South African Society of Anaesthesiologists (SASA) and the number of female anaesthesiologists head of departments during the study period. Part II was an online, anonymous cross-sectional survey sent to female anaesthesiologists who had full membership with SASA, determining their profile and the factors influencing career progression. Results: Of the 593 female anaesthesiologists who qualified from the CMSA, 11.3% qualified with a Fellowship of the Faculty of Anaesthetists from 1960-1993 and 88.7% with a Fellowship of the College of Anaesthetists from 1994-2019. Between 2010 and 2019, 50.6% of registrars who qualified were female. From the inception of the CMSA, SASA and the university departments of anaesthesiology, female anaesthesiologists have held limited leadership positions. Only 34.1% of female anaesthesiologists had research publications. The majority (84.3%) of female anaesthesiologists were satisfied with their career choice. A dichotomy in the factors influencing career progression was reported. In this study, commonly described factors such as family responsibilities and motherhood, were seen as a positive rather than a negative influence on career progression. Conclusion: This study describes the past and present profile of female anaesthesiologists in South Africa. There is a notable increase in female anaesthesiologists qualifying from 1960-2019, in keeping with the feminisation of medicine. However, career progression among female anaesthesiologists, especially in leadership, remains limited. [ABSTRACT FROM AUTHOR]

Introduction: Diversity, equality and belonging are important aspects within Allied Health Professional (AHP) groups. Mentoring is considered as a solution to improve career progression. To date, there is no consensus on what good mentoring looks like and whether current models are fit for purpose for Black and Minoritised Ethnicity AHPs.Methods: Scoping review to understand mentoring among Black and Minoritised Ethnicity (BME) AHPs through searches in four electronic databases using pre-defined criteria.Results: From 1440 studies screened, 2 studies were included in this review that researched mentoring for BME AHPs in a health and/or social care setting. Themes that emerged from the literature were related to access and amount of mentoring for BME AHPs, psychosocial mentoring may influence cross-race mentorship outcomes and organisational issues related to workforce pressures and management support. There is uncertainty around the importance of same race relationships in mentoring but there is some evidence that within cross-race mentoring this could influence outcomes.Conclusion: It is unknown if mentoring enables career success in BME AHPs. There is emerging evidence on the importance of psychosocial mentoring within cross-race relationships. Careful reflection and further research is needed on how current mentoring models work and ensure fair access to mentorship and support for BME AHPs. [ABSTRACT FROM AUTHOR]

In high-income countries, population ageing has a significant impact on the labour force and care demands. As a result, the tendency is to rely on migrant workers to meet workforce and care demands. Drawing on insights from Bronfenbrenner's ecological systems theory, this study focused on unskilled migrant healthcare assistants in Norway's long-term care. The objectives were to explore factors influencing the decision of unskilled migrant healthcare assistants to work in elderly care, sources of knowledge about work in elderly care, and challenges encountered in elderly care work. The key research questions were as follows: a) What factors influence the decision of migrant healthcare assistants to work in elderly care? b) What are the sources of knowledge/information about work in elderly care for migrant healthcare assistants? c) What are some of the challenges of working in elderly care for migrant healthcare assistants? Qualitative research and purposive sampling were used to recruit 20 participants: 13 unskilled migrant healthcare assistants and seven managers of long-term care facilities in South-Eastern and Northern Norway. Data were collected using in-depth individual interviews, focus group discussions and participant observation, and thematically analysed. Findings indicated that factors influencing unskilled migrant healthcare assistants' decision to work in the elderly care sector included cultural norms and values of caring for older people, nonrecognition of overseas qualifications and economic considerations. State-organized language learning programmes, Norwegian Labour and Welfare Administration (NAV) offices, as well as migrant family and community networks, provided crucial information about work in elderly care. Challenges regarding lack of career progression, temporary working contracts, low status and poor wages emerged. In conclusion, meaningful employment outcome through better opportunities for career progression are essential for unskilled migrant healthcare assistants' well-being and care for older people. It would be useful for long-term care policymakers and stakeholders to address the challenges faced by its aged care workforce. [ABSTRACT FROM AUTHOR]

Copyright of Higher Education Quarterly is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Supporting faculty in their professional development is a central mission of academic medical centers (AMCs), assisted by routine assessment of faculty development. However, AMCs face barriers to standard faculty assessment, particularly among large departments with diverse faculty roles. We report on the development, implementation, and utilization of a standardized, web)based faculty annual career review (FACR) process deployed within the Department of Medicine at a large AMC, composed of 22 divisions and 1400 faculty. The FACR process was developed to achieve the following goals: Creation of a trackable review of professional goals and barriers to professional development; provide longitudinal faculty reflection on professional growth; and provide data to identify faculty development needs to target initiatives. The FACR was initiated in 2008. We provide specific case examples of utilization of the FACR data for targeted faculty development initiatives, including (1) division benchmarking; (2) targeting career opportunities to individual faculty members; and (3) longitudinal data analysis of 5-year trends of FACR response, including subanalysis by gender, to target faculty development initiatives across the DOM. In summary, we demonstrate successful development, implementation, and utilization of a web-based standard faculty annual review program within a large AMC that allows for systematic evaluation and reflection of professional development by faculty members and their supervisors and allows for data collection and analysis to help target faculty development initiatives. [ABSTRACT FROM AUTHOR]

With increasing complexity in the evolving structure of work in organizations, employees' preferences for working from home (WFH) relative to working on-site can lead to systematic differences in perceived career implications. An emerging tension associated with WFH versus work-at-work is whether this locational divide is associated with concerns over career progression, especially among racial minorities. Here, we seek to determine whether Black employees, relative to their White counterparts, have more concerns over career progression relating to WFH compared with their on-site colleagues. From a sample of employees in the May 2021 cross-section of the Survey of Working Arrangements and Attitudes (SWAA), we find that relative to higher (lower) income White employees, higher (lower) income Black WFH employees have significantly higher (lower) concerns over career progression than their on-site counterparts. These findings speak both to the nontrivial choices employees may be forced to make as the structure of work continues to evolve and consequences for racial inequality. [ABSTRACT FROM AUTHOR]

Women in Indonesia's civil service (n = 320) were surveyed about their career advancement. Analysis of variance identified differences in career progression, and post-hoc comparisons were tested using Fisher's Least Significant Difference method. We found that family support and interpersonal relationships, paired with superior education to men, were critical to women's successful leadership progression, especially through the echelon ranks. Qualitative results suggest that interpretations of hadith outweighed more contemporary textual readings, which required strategic maneuvering if women wanted to advance. This is because women's own career aspirations required their ongoing loyalty to men and strategic maneuvering among filial, societal, and organizational constraints. [ABSTRACT FROM AUTHOR]

Applying for a new job, progressing your career, can be daunting. When you have found the job that best suits you, you will need to start the application process. This article provides readers with advice for applying for a healthcare support worker role in the NHS. This is the first of two articles associated with a job application. This first part looks at preparing for interview, while part 2 considers the interview itself. This article includes information and tips to help support you in applying for a healthcare support worker role in the NHS. Using these tips can help to boost your self-confidence as you consider the job application process with a positive mindset. The article adopts a practical approach to the job application. [ABSTRACT FROM AUTHOR]

One of the major challenges faced by female employees is the difficulty in juggling between family and work roles. This affects their career progression in the organization. Therefore, this study aims at examining the buffering role of perceived organizational support in the relationship between family–work conflict and career progression. The study utilizes the quantitative research paradigm and employed the survey research design. Responses from two hundred and twenty (220) female officers of the Ghana Revenue Authority–Customs Division were analysed using Smart PLS – 3.0 and Haye's (2017) PROCESS macro. The result of the study revealed that family–work conflict is negatively related with career progression (career goal progression, professional ability development, and promotion speed). Perceived organizational support moderated the association between family–work conflict and both professional ability development and promotion speed. However, it did not moderate the relationship between family–work conflict and career goal progression. These findings imply that for female officers to progress in the midst of family–work conflict, organizations must institute support systems and policies to reduce its impact on career progression. [ABSTRACT FROM AUTHOR]

Although there has been a worldwide cry for gender equity within organizations, gender discriminatory practices continue to be a challenge. Many women still suffer from gender discrimination and remain at the bottom of organizational structures despite their efforts to ascend. This paper seeks to examine the link between gender discriminatory practices and women's skill development and progression within the workplace. The study espoused a quantitative approach. A questionnaire survey was self-administered online to 412 women through a convenient non-probability sampling method. Descriptive tendencies, test normality, validity, reliability, and regression analysis were performed using the statistical package for the social sciences (SPSS), AMOS 27. The results reveal that women's skill development is impacted by workplace gender discriminatory practices, and the career progression of women is linked to their skill development. Yet it rejects the claim that workplace gender discriminatory practices impact women's career progression. While having a gender-friendly work environment is applaudable, developing women's skills and promoting their advancement at work will require more effort from companies. Organizations need to be deliberate about the skills development and career progression of women and institutionalize initiatives that directly encourage women to engage in developmental activities as well as initiatives geared towards promoting women's career advancement. [ABSTRACT FROM AUTHOR]

The quality of the academic workforce is influenced by multi-level interactionist factors yet there is limited research into these influencing factors. To investigate relationships between individual characteristics of Australian occupational therapy academics and work-related variables. An exploratory cross-sectional online survey collected demographic data and used standardized scales including the Turnover Intention Scale, 9-item Utrecht Work Engagement Scale, Work-Life Balance Scale, Role Overload Scale and Self-Defined Burnout Scale. Data were analysed using descriptive and inferential statistics. Academics who were more than five years in their current academic level were: significantly more likely to consider leaving their job; more often frustrated when not given opportunity to achieve their work-related goals; and less engaged. Those who had worked in higher education for longer than ten years were more likely to report role overload while participants working in higher education for less than five years were less likely to report burnout. To meet current and future demand for Australian occupational therapists, an engaged and supported academic workforce is needed. These findings suggest the need for attention to mentoring and career development particularly for those in academic levels longer than five years to increase work engagement and retention. [ABSTRACT FROM AUTHOR]

Introduction: With the rise in global migration, hospitals and health systems in developed countries are looking to supplement their workforces with migrant nurses who have been reported to feel devalued, underutilized with experience of deskilling and unmet expectations as they transitioned. Despite the plethora of literature reporting on the experiences of internationally trained nurses, only limited work has been done regarding understanding the experiences of Migrant African nurses. Thus, this study sought to synthesize existing qualitative studies to develop in-depth understanding of the transitioning experiences of migrant African nurses, their career progression and to highlight existing gaps to guide future studies as well as inform policies. Method: A meta-synthesis was performed and reported according to the Preferred Reporting Items for Systematic Reviews and Meta-Analyses and the Enhancing transparency in reporting the synthesis of qualitative research statement. A pre-planned search strategy was developed guided by the SPIDER tool for qualitative synthesis searching EMBASE via OVID, CINAHL via EBSCO, PubMed, Web of Science, and PsychINFO databases. We included published studies that 1) focused on migrant African nurses, 2) employed a qualitative design and 3) reported in English. Results: The search yielded 139 studies of which nine studies met the inclusion criteria and included in final synthesis. Three themes with corresponding subthemes emerged from data synthesis: 1) Navigating reality shock (a. Navigating a new culture, b. Survival strategies and support amidst the shock); 2) Discrimination and limited opportunities for promotion (a. Prejudices and preference for White over Black, b. Lack of recognition and limited opportunities for a workplace promotion); and 3) Finding one's feet (a. Standing up for oneself and looking beyond discrimination, b. Experiencing growth). Conclusion: Transitioning to a new setting can be a challenging experience for migrant African nurses warranting the availability of a tailor-made adaptation or orientation programme. Though African nurses may experience discrimination and prejudices as part of their transition, they consider their situation to be better off compared to back home. Therefore, clear transitioning policies which focus on career pathways are required by hiring institutions, and migrant nurses should be proactive in taking active roles in pushing their career ahead, instead of maintaining a culture of silence. [ABSTRACT FROM AUTHOR]

Purpose: This work is an extension of research on worker participation in achieving career success by including a prominent contextual construct, that is social capital. The present research aims to study how competency development influences the intrinsic career success of females in the handicraft industry, by considering the role of perceived employability as a mediator and social capital as a moderator. By doing so, this paper aims to fill the vacuum in the career literature that suggests that career success is not gender neutral. Design/methodology/approach: Data was collected from handicraft workers by adopting the survey method. CFA and SPSS macro named PROCESS were used to analyse data. Findings: Competency development influences the subjective career success of female workers, and perceived employability mediated the relationship between them. Moreover, social capital independently moderates the relationship between the participation of workers in competency development and perceived employability. Research limitations/implications: The study is conducted in the Indian context alone, and therefore future studies must be conducted globally to deepen the scholarly dialogue on female workers' career success. Also, the current study measures career success, from a subjective perspective, thus future studies can measure female workers' objective career success. Practical implications: The current paper identifies the need to study the factors contributing to female workers' career success in small industries. Social implications: Conventional industries and their workers' career success must be given equal importance by researchers, practitioners and policymakers. Originality/value: The paper fills the gap in career research by exploring female workers' career success through empirical evidence. [ABSTRACT FROM AUTHOR]

Despite substantial investments and efforts by governments, construction organisations, and researchers, the construction industry remains one of the most male-dominated industries in Australia, with women being underrepresented numerically and hierarchically. Efforts to attract and retain women in construction have been implemented inconsistently on an ad hoc basis. As part of a larger research project that focuses on retaining women in the Australian construction industry, this research conducts a systematic literature review (SLR) in accordance with the PRISMA guidelines. The objective is to explore the factors that influence women's careers and their experiences in the Australian construction industry that have been identified in the literature over the past three decades. Additionally, the findings are anticipated to inform future efforts to evaluate the effectiveness of current initiatives to retain women and develop a framework for enhancing women's experiences and retaining them in this profession. This SLR revealed that excessive and rigid work hours, gendered culture and informal rules, limited career development opportunities, and negative perceptions of women's abilities are the main factors and issues that cause women to leave the industry. Among these, rigid and long work hours seem to be the foremost factor to be prioritised. Understanding the roles of key variables in driving this cultural change is important to ensure that concrete progress is made. The paper draws three major aspects from the literature in which solutions and policies can be researched, designed and implemented. [ABSTRACT FROM AUTHOR]

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This paper reflects on the latent organisational process that leads tothe scarcity of women in senior positions. Utilising characteristics of legitimisation, institutionalisation and self-determination theories the paper observes how women manage upward mobility. Subsequently, it was important to investigate the mid-level cohorts, as there lies the critical question triggering the anomaly. Focusing on the public sector with an interest in gendered organisations, the study examines law enforcement. Conversely, the aim of this paper is to focus on why there is a continued dearth in the number of policewomen at top level positions in USA and Australia. A qualitative study with a phenomenological approach is applied. Semi-structured interviews are conducted with 40 policewomen in mid-management positions in American and Australian law enforcement. It further aims to explore the linkages of the ongoing paucity of gendered leadership in organisations, questioning how these will influence women's ability to advance to higher-level positions. [ABSTRACT FROM AUTHOR]

Problem: As the United States continues to advance to become a majority minority workplace, there is a need to support the development and career progression of women of color. Most leadership research on women is based on the prototypical White man and woman leader with the assumption those findings are applicable to all people and women. However, it is likely that women of color, due to their intersectional identities of race or country of origin, gender, and socio-economic class, differ from those of White men and women as their unique intersecting minoritized identities are considered to act as multipliers of disparate treatment and inequities. Solution: Thus, we propose to use an intersectional framework to examine how women of color enact leadership and the human resource development (HRD) practices which promote these women's learning, development, and career progression. Stakeholders: This review benefits HRD scholars and practitioners who study the leadership. [ABSTRACT FROM AUTHOR]

Ely and Meyerson's gendered organizations framework reconceptualizes traditional gender differences defined by biology and lack of structural opportunities, to a complex set of social relations in the workplace. We apply this framework to second-generation gender bias to further understand impediments to women's career progression in the public sector workplace. In-depth interviews of state-level administrators in U.S. public sector agencies indicate that "narratives" perpetuate second-generation gender bias that is deeply ingrained in organizational practices and policies, especially for women and women of color. This framework can be applied to future studies examining the gendered nature of organizations in different workplace settings. Moving beyond already identified barriers, this study offers a comprehensive framework to understand how second-generation gender bias is central to long-standing workplace inequities. [ABSTRACT FROM AUTHOR]

Contributing to scholarship on diversity and inclusion (D&I) and careers within UK retailing, this paper documents the lived experiences of minority‐ethnic women working in retail. Given the extensive research on both the career obstacles faced by women in a highly feminized sector and the disadvantages experienced by minority‐ethnic workers in the UK labor market more broadly, consideration of social identity categories beyond gender and their impact on retailing careers in the existing literature is limited. Here we use intersectionality theory to explain how individual‐level identity categories, such as gender, ethnicity and religion, intersect with wider organisational practices, which disadvantage the career progression of minority‐ethnic women in UK retail. In a service‐driven sector dependent upon consumers, we conclude that there is a need to consider intersectional identity experiences and power relations within the customer‐employee relationship, as this disproportionately affects minority‐ethnic women and the realization of their career goals in retail. [ABSTRACT FROM AUTHOR]

Aim: To explore the experiences of female registered nurses (RNs), who encounter workplace gender discrimination in nursing. Design: This study used a qualitative exploratory design informed by feminist perspectives and was underpinned by social constructionism. Methods: Women who were RNs (N = 10) and employed in New South Wales (NSW) were purposively selected to convey their experiences of workplace gender discrimination. Data were collected through semi‐structured interviews, between April and July 2020. Analysis was guided by the work of Anderson and Jack (Women's words; 1991) who recommend three ways of listening. Interviews were transcribed verbatim and Braun and Clarke's (Qualitative Research in Psychology, 3, 77–101; 2006) six‐step guide was used to develop themes. Results: Thematic analysis revealed five overarching themes: It's a man's world; Gender stereotypes; Being a woman and nurse; Reluctance to call out gender discrimination and The status quo. Findings from this study highlighted that participants believed men's career progression in nursing were favoured over women. Conclusion: Findings from this research highlight that socially constructed gendered norms continue to form the basis of inequality for women in the workplace. Fostering and sustaining workplace cultures that support family and work life balance, and that do not discriminate against women, is fundamental to ensuring equality for women. Impact: There is limited qualitative research into women's experiences of workplace gender discrimination in nursing. This research highlights the need for workplace strategies to be implemented to ensure women are better supported and equally represented in leadership positions and advanced practice roles in nursing. All nurses should be given equal consideration based on experience and qualifications. Career development and progression opportunities should be fair, equitable and transparent with clearly documented criteria. [ABSTRACT FROM AUTHOR]

"Skill growth is critical in stimulating a sustainable development environment and will help to ease the transition from an informal to a formal economy," according to the International Labour Organization. In the light of globalization, it is also important to discuss the possibilities and pressures of meeting emerging demands from changing economies and modern technologies." Management and innovation students who want to be practitioners require not only soft skills but analytical and datum, to achieve the organization's objectives. The Indian manufacturing sector is revered globally and is one of India's most successful industries. It has made a significant contribution to India's capital formation and hence GDP. Over the years, global expertise and enabling sale situations have ensured that India continues to be one of the world's most commercial healthcare and manufacturing markets. The job process has seen a notable shift; technology affects customs and skills, and communities are becoming more global and diverse. As an effect of globalization, education systems are now also looking at the employability market. Apart from technical skills, applicants are also expected to have interpersonal skills in the current scenario. The study aimed to determine final-year engineering learners' perspectives, faculty-approved by engineering colleges and technical specialists from various professional bodies on training needs, career progression, and career apprenticeship programs. [ABSTRACT FROM AUTHOR]

Based on a collection of auto‐ethnographic narratives that reflect our experiences as academic mothers at an Australian university, this paper seeks to illustrate the impact of COVID‐19 on our career cycles in order to explore alternative feminist models of progression and practice in Higher Education. Collectively, we span multiple disciplines, parenting profiles, and racial/ethnic backgrounds. Our narratives (initiated in 2019) explicate four focal points in our careers as a foundation for analyzing self‐definitions of professional identity: pre‐ and post‐maternity career break; and pre‐ and post‐COVID‐19 career. We have modeled this research on a collective feminist research practice that is generative and empowering in terms of self‐reflective models of collaborative research. Considering this practice and these narratives, we argue for a de‐centering of masculinized career cycle patterns and progression pathways both now and beyond COVID‐19. This represents both a challenge to neo‐liberal norms of academic productivity, as well as a call to radically enhance institutional gender equality policies and practice. [ABSTRACT FROM AUTHOR]

A doctoral degree is perceived as a milestone in one's expedition of educational advancement; however, studies show that 40% to 60% of doctoral candidates do not possess the persistence to complete their degree. The purpose of this phenomenological inquiry is to explore the factors that contribute towards increasing the persistence level among doctoral students. Semi-structured inperson interviews of eight participants (four male and four female) selected through snowball sampling were conducted in a university setting. Thematic analysis of data identified certain intrinsic motivational factors including career progression, gaining subject command, and the desire to achieve self-actualization. Autonomy, sense of purpose, self-determination, and problem-solving skills were found to be the most effective factors that promote resiliency in the students to help complete their degrees. These research findings would help the faculty and the administrators in designing an efficient recruitment program to select the candidates with a prospective potential. Further, it would help in devising the mentoring and counseling programs to develop the identified traits in the enrolled doctoral candidates to promote their retention in the doctoral program. [ABSTRACT FROM AUTHOR]

The "escalator region" concept became a key element of migration literature after Fielding's work on South East England and fuelled a welcome growth of interest in the links between spatial and social mobility. More recent research has shown that London has continued to perform an escalator function since the 1970s, but little attention has been given to how its strength has altered both over time and compared with other parts of the UK. Against the background of the declining rates of internal migration observed in the United States and several other countries, this paper seeks to identify whether London's escalator role was waxing or waning over the four intercensal decades between 1971 and 2011. The primary emphasis is on the chances of people shifting up from noncore to core white‐collar work during each decade for London's nonmigrant and in‐migrant populations, in both absolute terms and relative to England's second‐order cities. It is found that over the three decades since the 1970s London's escalator was still performing in the way originally conceived, but although its net gain of young adults from the rest of England and Wales steadily increased over this period, it was not operating as strongly in 2001–2011 as during the 1990s in terms of both the career‐progression premium gained by its in‐migrants and the extent of its advantage over England's second‐order cities. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to explore the perceptions of barriers to career progression among female university students. While significant literature has examined career enhancement in the context of employed women, little work has explored the perceptions of future career challenges of females about to enter the workforce and embark on their careers. This study derives its motivation from research findings that confirm that women need additional focused preparation for career advancement opportunities. Design/methodology/approach: The study used a sample of 484 Indian female university students located in the United Arab Emirates and India. The study uses the established Career Pathways Survey scale (Smith et al., 2012a) to measure the four dimensions Denial, Acceptance, Resignation and Resilience to career progression. Structural equation modeling was used to model the four constructs as indicators of perceived barriers to progress. Findings: The study finds that among the female students about to embark on their career journey, there is a strong desire toward achieving career success. The model is validated by the use of a structural equation model, and findings indicate that there is a strong sense of Resilience and an element of uncertainty about whether perceived career progression will be satisfying overall. No significant differences were observed in the perceptions across the two geographical locations. The findings suggest that continued efforts in preparing female graduates for career success are warranted. Practical implications: The Career Pathways Survey may be a useful method to assist young women in identifying their career goals prior to entering the workforce. Interventions through training programs during their higher education may be beneficial in addressing perceptions that might hinder their later career growth. Originality/value: This paper contributes to the understanding of the perceived barriers to career progression for women. Prior research has concentrated on career progression in the context of employed women. This study extends that work to understand the perceptions of women about to embark on their career journey. [ABSTRACT FROM AUTHOR]

Women are historically under-represented in senior management positions in almost all industries. Despite the UK hospitality industry being a major employer of women, there is a clear lack of women in management positions. This research aims to gain insight into the factors enabling women to access senior positions in the UK hospitality industry. Using the gendered organizations perspective, the study analyses female managers' perceptions about their career advancement within this sector. It identifies key enablers and strategies to facilitate women's career advancement. The findings reveal that despite improvements in career opportunities for women within the UK hospitality organizations, there is still a long way to go in terms of employment policies and practices that enable women's career progression, which includes family-friendly practices; proactive and transparent gender equality measures; support networks and mentors; and personal development plan. [ABSTRACT FROM AUTHOR]

It is now generally recognised that to get the very best scientific outputs we need a diversity of inputs and talents however, progress is still slow. Whilst we have made some progress to improve equality, diversity and inclusion in the chemical sciences in relation to gender, there is still a long way to go. Today chemistry does not yet welcome everyone—but it should, and it will. [ABSTRACT FROM AUTHOR]

The current study aimed to investigate the relationship between early specialization and career progression in football (soccer). Young footballers are often motivated to specialize at an early age by aspirations of reaching elite level. However, research around the appropriateness of early specialization to reach elite level remains unclear, with potential links to future dropout. Qualitative data was gathered via face-to-face, individual, semi-structured interviews. Participants formed two sample groups: (a) five current elite professional footballers (M = age 26.8), and (b) five dropped-out footballers (M = age 22). Professional footballers described experiences of good coach relationships, enjoyable specialized environments, and family support throughout their development pathway. Conversely, dropout footballers spoke about over-emphasis on winning within specialized environments and excessive pressure by adults involved in their decision-making processes. Early specialization in football can lead to both dropout and elite professional performance; however, there are critical differences in specialized environment experiences that may affect a footballer's career outcome. [ABSTRACT FROM AUTHOR]

While increasing numbers of women pursue careers in accounting in Malaysia, women remain under-represented in senior roles in Malaysian accounting firms. This paper explores women's career progression to senior roles in Malaysian small and medium-sized accounting firms. In the context of the wider literature on women's representation in paid work and accounting in western countries, and the limited research on women's accounting careers in Malaysia, qualitative data from 20 in-depth interviews were analysed to identify factors impacting women's careers in Malaysian SME accounting firms. We contribute to theory through revealing the multiple oppressions women experience through the interaction of gendered work practices, competitive pressures, stereotypical beliefs, ethnic influences and family business in this particular cultural context. We argue that intersectionality is a useful concept to understand how gender, ethnicity and religion are simultaneously implicated in workplace practices. For meaningful change to occur, an integrated approach which allows for change at the individual, organisational and national levels needs to be supported. [ABSTRACT FROM AUTHOR]

Despite South Africa's progressive and comprehensive labour legislation that promotes gender equality in the workplace, this goal has not been fully achieved as yet. This is particularly evident when comparing managerial ranks, particularly in top management at South African banks. This phenomenon is still present today despite overwhelming evidence, supporting the benefits of a diverse management team. This study, therefore, explores the factors, influencing the underrepresentation of women in top management. Therefore, the main objective was to determine the challenges women face in progressing into top management at a South African bank. The study used a qualitative research approach in the form of a case study at one of the largest South African banks. The population for the study included women in top and senior management of the case study bank. Fifteen semi-structured interviews were conducted. Data were analysed through Atlast T. I. Findings indicate that poor career progression prospects exist, mainly hampered by organisational structure, lack of sponsorship and a hostile working environment. The study adds to the existing body of knowledge by providing insights into barriers to women's progression in the financial services sector and providing practical implementation measures to promote career progression for women. [ABSTRACT FROM AUTHOR]

Purpose: After graduation, many female accountants tend to ordinarily have professional work experience to obtain an ideal position in the career; but under the influence of both internal (in the profession) and external (in life) adverse conditions, the application of their potential talent would be failed and they cannot utilize their abilities to progress in the career. Relevant studies in this field are in developed countries with minimal attention to females in other countries. This study contributes to the literature by examining the case in a developing country–Iran. Design/methodology/approach: A mixed-method study was undertaken to gather data by a postal questionnaire distributed in 2016–2017 and structured interviews with females who assuredly have working experience in the corporate finance department of firms listed in the Tehran Stock Exchange. Findings: It is concluded that the primary issue affecting the career vision of women is to achieve a better working environment. This issue admittedly can be considered as a reason for women to change their employer. The salaries and benefits are also the least important to them. Most women prefer to work in the educational part because of flexible working hours, and they broadly obtain almost no desire to work in the field of tax and cost accounting. Research limitations/implications: When answering the questionnaire or during the interviews, women are supposed to think about events that happened in the past, so it is recognized that they may selectively remember such events and interpret them with reference to the intervening events and the values that they hold at the time of the data collection. Moreover, all selected respondents may be naturally influenced by a desire to provide socially acceptable answers. Accordingly, the inherent limitations of the results are acknowledged. However, the prime focus of this paper is to consider and give voice to the female experience, which may or may not replicate the experience of their male counterparts. Practical implications: This paper contributes meaningfully to the debate on the issues affecting the career vision of women and may result in their departure. Originality/value: The impact of the dual work–life burden of women on career progression is assessed which contributes to the extant literature on the career progression of women in the context of developing countries such as Iran. [ABSTRACT FROM AUTHOR]

This study examined individual, task, and environmental constraints that influence the career progression of youth Brazilian elite basketball players and the probability of reaching Novo Basquete Brasil (NBB) and to determine if the association of the relative age effect (RAE) is a key factor in the career progression. The sample consisted of 4,692 male players who were registered to participate in at least one U15, U17, or U22 youth Brazilian basketball championship between 2004 and 2018. Athletes who reached a high-performance level were coded like NBB players (9.6%). The birthdates, height, body mass, playing position, geographic region, club, competition category, and team performance were retrieved from the official data archive of the Brazilian Basketball Confederation and the National Basketball League. The maturity status was estimated using the predicted age at peak height velocity. A binary logistic regression examined the influence of each characteristic on the probability of a youth Brazilian basketball player to reach the NBB. The receiver operating characteristic (ROC) curves and the associated area under the curve (AUC) were used to assess the discriminant ability of the model. The taller and younger players not selected early into national teams, without specialization by playing position, who participated in U22 national championship, migrated to the southeast region, and remained in the formation process over time have a greater chance to reach the NBB. The ROC curve demonstrated an AUC of 93%. A combination of individual, task, and environmental characteristics influences the sport career of a young Brazilian basketball player in reaching the NBB. Further, early-maturing athletes have a greater chance to reach higher performances. RAE influences lower-level categories, but not a "NBB player's" career progression. The coaches, stakeholders, and practitioners should perform a holistic evaluation of sport talent in terms of a constraint-based theoretical model with the aim of avoiding bias produced by the maturational status and RAE in the youth Brazilian elite basketball. [ABSTRACT FROM AUTHOR]