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En 2018, l’espérance de vie à 35 ans des hommes cadres est de près de 50 ans, contre 44 ans pour les ouvriers, soit presque 6 ans d’écart. Ces écarts d’espérance de vie sont encore importants à 62 ans : 3 ans et 6 mois ans chez les hommes, 2 ans et 8 mois chez les femmes. En dépit d’un départ à la retraite plus précoce, les ouvriers passent 2 années de moins à la retraite que les cadres et 3,4 années de plus au chômage ou en inactivité. Par ailleurs, les années de chômage ou d’inactivité sont fréquentes dans les années précédant l’âge légal pour les ouvriers. Les femmes passent de 3 à 4 ans de plus à la retraite que les hommes de catégorie sociale similaire, mais aussi plus d’années qu’eux en inactivité.

本稿では、筆者らが開発した障害児保育実践コンピテンシー尺度（CSPCD）の信頼性と妥当性を検証した。さらにその上で、障害児保育実践コンピテンシーと保育士としての在職年数、障害児支援経験の有無との関連について検討した。その結果、CSPCDは、【障害児保育への関心】、【障害児保育に必要なアセスメント】、【障害児保育における実際の関わり】、【障害児保育における保護者・他機関との連携】、【障害児保育における専門性の開発】の５つの下位尺度から構成され、十分な信頼性と妥当性を有していることが明らかになった。また、CSPCDにおける【障害児保育への関心】得点と保育機関での在職年数が有意に関連することと、CSPCDの合計得点、及び各下位尺度の得点が障害児支援経験の有無によって有意に異なることも明らかにされた。, The aim of this study is to examine the reliability and validity of the Competency Scale in Practice of Childhood Care for children with Disabilities (CSPCD). Moreover, this study examines the relationship between CPSCD and careers of nursery teachers. The results exhibited that CSPCD consisted of five sub-scales interest in childcare for children with disabilities necessary assessments in childcare for children with disabilities; the actual involvement in childcare for children with disabilities; collaboration with parents and other organizations in childcare for children with disabilities, and development of expertise in childcare. Our study finds that there is sufficient reliability and validity in this regard due to significant correlation between the score of interest in childcare for children with disabilities in CSPCD and the required number of years of experience for a childcare institution. Additionally, it was clarified that the total score of CSPCD and the scores of each sub-scale differed significantly depending on the teachers’ individual experiences in assisting children with disabilities.

The policy orientations of advanced neoliberal democracies situate young people as rational actors who are responsible for their own career outcomes. While career scholars have been critical of how this routinely ignores the unequal effects of structural constraints on personal agency, they have long suggested that young people should have access to the best available ‘roadmaps’ and advice to navigate the uncertainties baked into the contemporary economic landscape. Complementing the significant attention that is given to the (potentially emancipatory) experience of formal careers guidance, we present findings from a multi-method study. We explore young Australians’ (aged 15–24) navigation of careers information through a nationally representative survey (n = 1103), focus groups with 90 participants and an analysis of 15,227 social media comments. We suggest that the variety of formal and informal sources pursued and accessed by young people forms a relational ‘ecology’. This relationality is twofold. First, information is often sequential, and engagements with one source can inform the experience or pursuit of another. Second, navigation of the ecology is marked by a high level of intersubjectivity through interpersonal support networks including peers, family and formal service provision. These insights trouble a widespread, but perhaps simplistic, reading of young people having largely internalised a neoliberal sensibility of ‘entrepreneurial selfhood’ in their active pursuit of a range of career advice. Throughout our analysis, we attend to the ways that engagement in the career information ecology is shaped by social inequalities, further underscoring challenges facing careers guidance and social justice goals.

In this paper, we examine how evolutions related to the fragmentation of labour markets, the flexibilisation of work and employment conditions, and the multiplication of teacher training models and teachers’ roles in schools, are contributing to reshaping teachers’ careers. Drawing on interviews with teachers and senior leaders from 8 schools in London, our analyses highlight six career patterns and their embeddedness in the changing institutional environment of labour markets for teachers. Our results help renew the dialogue between research on teachers’ professional lives and on teachers’ labour markets. They have wider implications for knowledge on the fragmentation of the teaching profession, beyond the London case.

Data availability statement: The data that support the findings of this study are available from the corresponding author, D.S, upon reasonable request. Copyright © 2022 The author(s). Leveraging intersectionality as a lens, we explore the life-history accounts of former military migrants (MMs) on their transition out of the military service into civilian work. Data for the inquiry comes from in-depth interviews with MMs from West African Commonwealth countries who joined the UK military between 1998 and 2010. Focusing on the intersectionality of contexts, situatedness, positionalities, and identities of MMs, we theorise how this group of veterans account for their ‘(un)gilded’ transition from military service to joining civilian work. Played out as a process of ‘way-finding’, MMs’ transition out of military service into civilian work, we found, is characterised by four salient tropes: sculpturing an angel in a block of marble; randomness, luck, and chance; figurational support networks; and the show of ‘grace under pressure’. Providing situated insights into the transitioning experiences of MMs, our study delineates how this group of veterans rationalise their career choices and adds nuance to how they draw on their intersecting migrant and veteran identities to respond to and overcome everyday structural barriers. We conclude with a discussion of our findings and their implications for the theory and practice of human resource management and the employment of veterans in civilian work.

Women across the economy continue to encounter difficulties in progressing their careers as occupational segregation and precarious conditions symbolized by the “glass ceiling” and “glass cliff” indicate. Theories of imprint-organization fit indicate that organizational munificence at the time of appointment may be an important influence on individual careers. Prosperous conditions at the time of hire might generate confidence and capability, whilst scarcity may prompt resourcefulness and resilience. While these effects have been examined in small private firms, they have been relatively unexplored in the context of public service organizations. Moreover, there has been little attention to the study of organizational munificence in the context of women's careers. Drawing on the Integrated Database for Labor Market Research in Denmark, this study evaluates the impact of organizational munificence at appointment on subsequent financial career benefits for women in Danish public services. Results indicate that resource scarcity at the time of appointment is related to enhanced career outcomes, and that the influence of conditions at the outset of a woman's career is more pronounced for women with lower levels of experience and education. The theoretical and practical implications of these findings are discussed.

Cette revue de littérature propose un aperçu des publications anglophones et francophones qui viennent combler un double angle mort de la recherche sur les carrières délinquantes, celui des sorties de délinquance et celui des rapports de genre. Interrogeant notamment les travaux sur la désistance, on explore différentes approches méthodologiques et différentes manières de problématiser le genre, de la simple variable dichotomique à une approche explicitement féministe en termes de rapports sociaux. In this literature review, we look at some of the francophone and anglophone publications on gender and desistance, two aspects of delinquent careers that are often left at the margins by mainstream research. Drawing from the works on desistance, we explore different methodological approaches and ways of theorizing gender, from a binary variable to an explicitly feminist concept of social relations of power.

This panel will explore the processes of establishing an evidence base for the development of a new Digital Humanities Association for the UK and Ireland. Presentations will discuss: the landscape of DH in the UK and Ireland; the development of a values-led organisation; community, consultation and inclusivity; the importance of advocacy for DH and the role of a DH Association in national policy-making; and the centrality of training and the development of career pathways in and from DH. A concluding presentation will reflect on the value of international collaboration, both between Ireland and the UK and among international subject associations and infrastructures.

STEM (science, technology, engineering, and math) has taken center stage as a priority policy agenda for Qatar’s leadership. At present, STEM stands as a fundamental catalyst for Qatar’s sustainable economic, environmental, human, and social development goals, as is outlined in the Qatar National Vision 2030. The aim of this exploratory study was to investigate the determinants of students’ interest in pursuing Science, Technology, Engineering, and Mathematics (STEM) studies and eventual careers in Qatar. This study used a survey involving a representative sample of a total of 425 students from public (government-funded) middle schools in the country. Data for this research were gathered using a survey distributed to students in grades 7, 8, and 9. Guided by the Social Cognitive Theory, a survey was implemented with a view to investigating the intrinsic and extrinsic factors likely to contribute to student STEM educational and career interest. Two main statistical tests were carried out: independent sample t-tests and one way ANOVA. Results derived from the study reveal that gender, nationality, and parental education and occupation served as predictors of student interest in a STEM degree or profession. The results derived from this study have important implications for STEM-related fields of study and career. This study was made possible by an NPRP-C # Subproject (NPRP12C-33955-SP-93), which is part of a cluster project (NPRP12C-0828-190023) from the Qatar national research fund (a member of the Qatar foundation). The funders had no role in study design, data collection and analysis, decision to publish, or preparation of the manuscript.

Le présent article présente une analyse prospective de l'évolution de la syndicalisation des policiers et des officiers supérieurs de la police nationale jusqu'en 2030, en soulignant le taux important de syndicalisation des policiers et son impact sur la représentation et la défense des intérêts de la classe dans les négociations professionnelles avec le gouvernement, notamment dans les processus de gestion des carrières des policiers, en particulier en ce qui concerne les transferts, les promotions et les avancements. The present article presents a prospective analysis on the evolution of the unionisation of policemen and senior officers of the national police until 2030, highlighting the significant rate of unionisation of policemen and its impact on the representation and defence of the interests of the class in labour negotiations with the government, especially in the processes of management of policemen's careers, namely as regards transfers, promotions, and progressions. info:eu-repo/semantics/publishedVersion

There are growing concerns about the number of children and young people who are “Not in Education, Employment, or Training” (NEET). The literature suggests that further research is warranted to help understand what can be done to reduce the number of pupils at risk of NEET, to enable a successful transition into education, employment, or training. In this study, the views of schoolteachers (who provide careers support in schools and make NEET referrals) and career advice service providers (who receive NEET referrals from schoolteachers) are gauged to gain better insight regarding existing careers provision in schools and the efficacy of NEET referral processes. Using a qualitative interview approach, two schoolteachers from the West Midlands (UK) and three career advice service providers were recruited for the study. Thematic analysis of the interviews with schoolteachers identified four superordinate themes: Pupil Contact and Support; A Whole-School Approach to Careers Guidance; Broadening Horizons and Creating Opportunities; NEET Identification and Referral: When, How, and What Happens Next? The interviews with career advice service providers distinguished three superordinate themes: Navigating a Dynamic Landscape; Integration and Affiliation with Schools; Reaching Pupils at Risk of NEET. Taken together, the findings indicate that providing improved and continued communication, collaboration, and coordination of different services appear to be key leverages to address the multiple service needs of young people at risk.

Training to become a clinical academic is a long and arduous process with many obstacles. Many potential candidates fall by the wayside both during and following completion of the combined clinical and academic training pathway with negative implications for clinical and translational research and teaching. Findings from a recent national multi-funder study, alongside clinical academic experiences and current literature, have led to the creation of this 12-tip paper. The tips are targeted at supervisors and employers of clinical academics, aiming to improve recruitment, experiences, retention, and progression through the career path.

It is with great pleasure that we present the third issue of the Nordic Journal of Transitions, Careers and Guidance (NJTCG). This issue continues to promote exciting articles and researchers at all stages of their careers. nonPeerReviewed

The policy orientations of advanced neoliberal democracies situate young people as rational actors who are responsible for their own career outcomes. While career scholars have been critical of how this routinely ignores the unequal effects of structural constraints on personal agency, they have long suggested that young people should have access to the best available ‘roadmaps’ and advice to navigate the uncertainties baked into the contemporary economic landscape. Complementing the significant attention that is given to the (potentially emancipatory) experience of formal careers guidance, we present findings from a multi-method study. We explore young Australians’ (aged 15–24) navigation of careers information through a nationally representative survey (n = 1103), focus groups with 90 participants and an analysis of 15,227 social media comments. We suggest that the variety of formal and informal sources pursued and accessed by young people forms a relational ‘ecology’. This relationality is twofold. First, information is often sequential, and engagements with one source can inform the experience or pursuit of another. Second, navigation of the ecology is marked by a high level of intersubjectivity through interpersonal support networks including peers, family and formal service provision. These insights trouble a widespread, but perhaps simplistic, reading of young people having largely internalised a neoliberal sensibility of ‘entrepreneurial selfhood’ in their active pursuit of a range of career advice. Throughout our analysis, we attend to the ways that engagement in the career information ecology is shaped by social inequalities, further underscoring challenges facing careers guidance and social justice goals.

The need to resolve work–family conflict has long been considered a central motive for women’s pursuit of entrepreneurship. In this paper, we propose and empirically uncover a novel mechanism driving female entrepreneurship: reduced earnings opportunities in wage employment due to motherhood status. Combining insights from career mobility research and the motherhood penalty literature, we propose that women who become mothers will disproportionately launch a new business to reduce the motherhood penalty they would otherwise incur in wage work due to employer discrimination. We further predict that this tendency to launch a new venture will be more pronounced for women who occupy high-paying or managerial positions, given the higher opportunity cost of staying in wage work and the higher potential payoffs from entrepreneurship that accrue mothers occupying such positions. Using matched employer–employee data from Sweden that distinguish new-venture founding from self-employment, we find support for our arguments. Overall, this study sheds light on the two antecedents of female entrepreneurship and contributes to a more thorough understanding of what motivates women to pursue irregular and atypical careers, such as entrepreneurship. Funding: This work was supported by the Ewing Marion Kauffman Foundation (Ewing Marion Kauffman Junior Faculty Fellowship) and the Wharton Dean’s Research Fund. Supplemental Material: The e-companion is available at https://doi.org/10.1287/orsc.2023.1657 .

The paper reconstructs the ways of attributing meanings to IT specialists’ careers at BPO (Business Process Outsourcing) centers in Poland. The findings rely on empirical data, collected through autobiographical narrative interviews. The technique of analysis applied in the study was inspired by grounded theory methodology and allowed for the identification of a basic social process at the analytical stage, namely, “career planning.” On the one hand, the analysis also showed how IT specialists’ careers are given meanings concerning career planning; there seem to be three main ways of understanding one’s career in IT: (1) in terms of reaching economic and social stability, (2) as a transition period in a career as an IT specialist, (3) with regard to becoming an expert in IT. On the other hand, the second axis of analysis has been conceptualized, which is comprised of other subjective and objective elements that may shape career planning. These include the biographical experiences of work, the context of the Polish BPO industry, and career planning resources. Furthermore, a typology consisting of three ways of attributing meanings to IT specialists’ careers at BPO centers has been put forward and analyzed.

The pandemic increased working from home (WFH) across the world. The implications of such practice for both organisations and employees are not sufficiently clear. This study examines the work-related experiences and attitudes of trade union members WFH in Malta during the first two years of the pandemic and compares them to those of workers not WFH. Data was collected through a mixed-method approach comprising focus groups (11 participants), a survey (340 participants) and interviews (15 participants). The pandemic appears to have affected less the careers of participants WFH than those of their peers. Participants were generally satisfied with their preparedness and productivity when WFH and experienced better work-related attitudes than those not WFH. But since the pandemic started, significant minorities of participants WFH felt lower levels of happiness and higher stress levels and experienced a deterioration in their physical and/or mental health. Participants experienced differential access to WFH according to their demographics and managerial attitudes. This study recommends trade unions to promote blended work whenever possible, as this system was not only favoured by participants WFH but also appeared to carry considerable benefits for both workers and organisations.

The aim of this project is to assess undergraduate Psychology students' understanding of "traditional" (i.e., becoming a psychologist of some kind, e.g., Clinical, Educational etc) and "non-traditional" careers (i.e., other roles followed by Psychology graduates) pathways followed by Psychology graduates, with the aim of using this knowledge to improve careers support for UG students at the University of Sheffield. The project has two facets. The first facet will focus on other pathways that are either popular to Psychology graduates, and/or are options for which a Psychology graduate has applicable skills. A key benefit of a Psychology undergraduate degree is the range of topic areas, theoretical approaches and methods that it spans. The broad utility of studying human cognition and behaviour leads some to suggest that “all careers are related to Psychology” (Halonen & Dunn, 2018; p.42). However, in practice, students struggle to know what career options their Psychology undergraduate degree might help them pursue, and what skills they are gaining through their degree. This first study therefore aims to assess students’ understanding of the skills provided by a psychology degree, and their confidence in their ability to articulate these skills, and their sense of how their degree programme is equipping them with employability skills. The second facet will focus on pathways to Clinical Psychology, focusing on this as a test case of a "traditional" career in Psychology that represents a popular aspiration for many Psychology UGs. Amongst all students starting an undergraduate degree in the UK in 2019, 1 in 20 were studying Psychology (Palmer et al., 2021). Psychology undergraduate degrees are hugely popular options for students in the UK (UCAS, 2023) and the US (Rajecki & Borden, 2011), and the most popular pathway for Psychology students is towards a career in mental health, with 91% of UK students aiming for a career in “mental health” at the start of their Psychology degree (Palmer et al., 2021). However, it is not clear how well students understand the process of pursuing a career in "mental health", and Clinical Psychology in particular. This study will seek to examine whether UGs understand 1) the different requirements that must be met to pursue this career, and 2) the availability of other related careers in counselling and psychotherapy. References Halonen, J. S., & Dunn, D. S. (2018). Embedding career issues in advanced psychology major courses. Teaching of Psychology, 45(1), 41-49. Palmer, B., Schlepper, L., Hemmings, N., Crellin, N. (2021). The right track: Participation and progression in psychology career paths. The Nuffield Trust. https://www.nuffieldtrust.org.uk/research/the-right-track-participation-and-progression-in-psychology-career-paths Rajecki, D. W., & Borden, V. M. (2011). Psychology degrees: Employment, wage, and career trajectory consequences. Perspectives on Psychological Science, 6(4), 321-335. UCAS. (2023, July 18). Psychology subject guide. https://www.ucas.com/explore/subjects/psychology

Good food, Good life – that is what we stand for. Unlocking the power of food to enhance quality of life for everyone, today and for generations to come

Using detailed administrative data from Spain, we investigate the impact of having an initial work experience in an employee-owned firm (EOF) versus a conventional business on subsequent earnings. We find that young workers' exposure to EOFs at the time of labour market entry reduces earnings by about 8% during the first 15 years in the labour market. The selection of individuals with low initial ability in EOFs does not appear to be a relevant channel. Our results seem to be rather related to differences in job mobility and wage returns to experience. On the one hand, we document lower wage returns to experience acquired in EOFs, although no differences in subsequent career progression in terms of promotions. On the other hand, we find that workers who had their first job in EOFs show a strong attachment to such a business model and are less likely to voluntarily leave their employers. Taken together, our findings suggest the existence of non-pecuniary job attributes offered by EOFs that might compensate for lower lifetime earnings.

The article tackles the problem of the appointment of bishops in the dioceses of the Grand Duchy of Lithuania between 1544 and 1632, paying particular attention to income as a factor driving careers, Influencing the filling of bishoprics, and so-called movement in the episcopate. Until the Union of Lublin there were four bishoprics within the boundaries of the Grand Duchy: those of Wilno (Vilnius), Łuck (Lutsk), Samogitia and Kiev. In 1569 the bishoprics of Łuck and Kiev became part of the Polish Crown. After the Union of Lublin the total number of bishoprics in the Commonwealth rose to seventeen, counting the two archbishoprics.

Thèse de doctorat en sociologie

While the technological revolution is accelerating, digital poverty is undermining the Sustainable Development Goals. This article introduces a justice-oriented digital framework which considers how fair access to digital capabilities, commodities, infrastructure, and governance can reduce global inequality and advance the SDGs.

PurposeThe expatriation literature has developed an insightful body of research on the reasons why women are not assigned abroad as frequently as men. However, the authors know very little about the systemic and recursive consequences of women's underrepresentation in international assignments (IAs), which are examined in this conceptual paper.Design/methodology/approachDrawing upon expatriation research and a system dynamics perspective, the authors propose a conceptual model to explain both women's underrepresentation in IAs and its recursive consequences.FindingsThe authors highlight how women's underrepresentation in IAs results from a complex system of recursive effects that jeopardizes women's professional development and undermines both their own career progression to top management and firms' competitive advantage and international growth. The authors argue that organizations make decisions that contravene their own interest in a competitive global context. First is that they are limiting their talent pool by not considering female candidates. Second is that they are missing the opportunity to use IAs to advance women's careers.Research limitations/implicationsThe model provides a solid grounding for future research on selecting the most effective organizational actions and designing supportive measures to disrupt the persistent dynamics contributing to women's underrepresentation in IAs. Future research could also expand our study by incorporating individual differences and the proactive role that women may take.Practical implicationsThe model points to specific managerial interventions (e.g. increased access to job training and specific training ahead of the assignment, dual-career support, women's mentoring and affirmative action) which have the potential to reduce women's underrepresentation in IAs and in top management.Originality/valueThe system dynamics approach enables a broader understanding of why women are underrepresented in IAs, how this underrepresentation further exacerbates gender segregation in international business, and how these recursive outcomes can be averted to the advantage of firms' sustainable growth.

This paper present the partial results of an investigation carried out to design protocol for the implementation of a self-assessment model, taking as a case study the Business School careers at UNED. The results to be presented are aimed at justifying the need to have practical instruments, to implement a self-assessment model, during the period February 2020 to May, 2021. The main findings indicate that the people consulted know the terms of self-assessment process and self-assessment model, however, they lack practical tools to follow up on them. La presente ponencia pretende dar a conocer los resultados parciales de una investigación realizada para optar por el grado de Maestría en Gestión de Calidad, cuyo objetivo se centró en el diseño de un protocolo para la implementación de un modelo de autoevaluación, tomando como caso de estudio las carreras de la Escuela de Ciencias de la Administración de la Universidad Estatal a Distancia. Los resultados expuestos se orientan a justificar la necesidad de contar con instrumentos prácticos, como un protocolo para implementar un modelo de autoevaluación, durante el período de febrero de 2020 a mayo de 2021. Los principales hallazgos señalan que las personas consultadas conocen los términos de proceso de autoevaluación y modelo de autoevaluación, sin embargo, carecen de herramientas prácticas para darles seguimiento.

En dépit de la féminisation du marché du travail, l’inactivité professionnelle est un statut d’emploi surreprésenté dans les parcours de vie féminins, dont le lien avec l’état de santé reste insuffisamment compris. En combinant méthodes quantitatives à partir de deux bases de données longitudinales (SIP, Constances) et méthodes qualitatives à partir de 30 récits de vie, cette thèse vise à identifier dans quels cas l’inactivité professionnelle est liée à un vieillissement en bonne ou mauvaise santé chez les femmes, en distinguant ses temporalités, et les configurations professionnelles, familiales, sociales dans lesquelles elle s'inscrit. Je montre d’abord que les trajectoires d’emploi marquées par des périodes d’inactivité professionnelle longues, définitives, ou répétées, accompagnent une moins bonne santé mentale après 50 ans. En revanche, les femmes qui ont connu des interruptions temporaires, même longues, sont en meilleure santé que celles qui ont connu des trajectoires d’emploi continues, mais instables, caractérisées par des expositions professionnelles ou par des difficultés d’articulation travail/famille. À côté de ces caractéristiques de l’emploi, l’histoire conjugale et la position sociale définissent aussi les trajectoires d’emploi critiques, en jouant sur les arbitrages entre inactivité professionnelle et emploi, et sur les coûts économiques et symboliques de l’inactivité professionnelle. L’absence de conjoint aux âges élevés, un faible niveau de revenus ou de diplôme, renforcent le désavantage de santé mentale lié à l’inactivité professionnelle longue ou définitive, et aux allers-retours dans l’emploi.

Creative careers are responding rapidly to new creative practices, new audiences, emerging digital platforms and technologies. These careers are well paid, resistant to automation and permeate all aspects of society. Yet students’ and teachers’ perceptions and attitudes are not in alignment with the reality of a job in Australia’s Creative Industries. Research exploring the perceptions of a creative career in high schools showed there was a significant disconnect between perceived jobs and actual jobs, impacting on student aspirations to work in the creative industries. Current narratives in schools need to shift beyond an outdated idea of traditional “Arts” towards the realities of a contemporary creative workforce which combines digital, entrepreneurial and creative skills. A mixed method Australian state case study, was conducted in regional school communities, collecting data from across creative classroom practice, surveys and interviews. The findings point to a limited understanding of creative careers held by specialist teachers, careers advisors and students. This resulted in severely limited advice being provided to high school students in terms of choices of secondary curriculum and educational pathways for a creative career.

The aim of the study was to explore workforce experiences of the rapid implementation of a SARS-CoV-2 asymptomatic testing service (ATS) in a higher education setting during the COVID-19 pandemic. The setting was a multi-campus university in the UK, which hosted a testing service for employees and students over two years. Qualitative semi-structured videoconference interviews were conducted. We contacted 58 participants and 25 were interviewed (43% response rate). Data were analysed thematically. The analysis produced four overarching themes: (1) feelings relating to their involvement in the service, (2) perceptions of teamwork, (3) perceptions of ATS leadership, (4) valuing the opportunity for career development. Agile and inclusive leadership style created psychological safety and team cohesion, which facilitated participants in the implementation of a rapid mitigation service, at pace and scale. Specific features of the ATS (shared vision, collaboration, networking, skills acquisition) instilled self-confidence, value and belonging, meaningfully impacting on professional development and career opportunities. This is the first qualitative study to explore the experiences of university employees engaged in the rapid deployment of a service as part of a pandemic outbreak and mitigation strategy within a higher education setting. Despite pressures and challenges of the task, professional growth and advancement were universal. This has implications for workforce engagement and creating workplaces across the sector that are well-prepared to respond to future pandemics and other disruptive events.

Work has become a central part of the lives of individuals. Based on this, individuals are deviating away from traditional career paths to follow those that appeal to their artistic and creative talents. The creative economy is noted to be a net contributor towards development, with more individuals being drawn to explore creative careers. However, there are not many empirical studies undertaken to explore the career development processes of those individuals engaged in such work. This research aimed to explore the career development processes of individuals working within the creative economy in South Africa. To achieve its aim, this study identified and engaged 20 participants operating within the South African creative economy in semi-structured interviews. Data was analysed using three levels of meaning-making which were adopted in previous qualitative research. Based on data analysis, three narrative findings emerged. Firstly, the presence of structural constraints was found to affect individuals operating within the creative economy. Secondly, the study also revealed resistance as a tool employed by individuals in the formative years of their careers to navigate past constraints. Thirdly, it was found in the latter years of the individual’s career, that resistance was replaced by persuasion in order to deal with constraints in creative economy careers. Based on the findings and narratives generated from this work, suggestions are made that affect individuals within the creative economy as well as those who counsel theseindividuals.&nbsp

Although the number of women in senior and management roles in the Netherlands has increased over the last 20 years, the number of women in such positions still lags behind the number of men – particularly in large enterprises. Why is it that so few women take up management or senior roles? This is the focus of the doctoral thesis Een lange weg. De ondervertegenwoordiging van vrouwen in management en top nader verklaard (A long way: Underrepresentation of women in management and senior roles explained) by Ans Merens. There have been no recent national empirical studies in the Netherlands to explore the reasons for the low proportion of women in leadership and management roles. In an attempt to explain the underrepresentation of women in such roles, Ans Merens has performed a set of quantitative analyses based on a number of different theories and databases. Studies tracking people for a long time have shown that the main cause for the underrepresentation of women in management and leadership positions is the transition of relatively fewer women to such positions. This underrepresentation cannot be explained by a higher share of women transitioning out of management and leadership roles, as the numbers are the same for both men and women. The thesis demonstrates that the imbalance between the number of men and women in management and leadership positions is mainly due to the much greater number of women who work part-time relative to men. Furthermore, working part-time and working little overtime have been shown to reduce opportunities for transitioning to leadership roles in the future. Thirdly, the thesis explains that a coherent diversity policy and the commitment of the top management with this policy are important conditions for getting more women into management and leadership roles. The thesis concludes by arguing that an effective way to achieve this is by taking a combination of many different types of measures regarding terms of employment (e.g. enabling working from home) and careers policy (e.g. offering management training).

Although the number of women in senior and management roles in the Netherlands has increased over the last 20 years, the number of women in such positions still lags behind the number of men – particularly in large enterprises. Why is it that so few women take up management or senior roles? This is the focus of the doctoral thesis Een lange weg. De ondervertegenwoordiging van vrouwen in management en top nader verklaard (A long way: Underrepresentation of women in management and senior roles explained) by Ans Merens. There have been no recent national empirical studies in the Netherlands to explore the reasons for the low proportion of women in leadership and management roles. In an attempt to explain the underrepresentation of women in such roles, Ans Merens has performed a set of quantitative analyses based on a number of different theories and databases. Studies tracking people for a long time have shown that the main cause for the underrepresentation of women in management and leadership positions is the transition of relatively fewer women to such positions. This underrepresentation cannot be explained by a higher share of women transitioning out of management and leadership roles, as the numbers are the same for both men and women. The thesis demonstrates that the imbalance between the number of men and women in management and leadership positions is mainly due to the much greater number of women who work part-time relative to men. Furthermore, working part-time and working little overtime have been shown to reduce opportunities for transitioning to leadership roles in the future. Thirdly, the thesis explains that a coherent diversity policy and the commitment of the top management with this policy are important conditions for getting more women into management and leadership roles. The thesis concludes by arguing that an effective way to achieve this is by taking a combination of many different types of measures regarding terms of employment (e.g. enabling working from home) and careers policy (e.g. offering management training).

Although the number of women in senior and management roles in the Netherlands has increased over the last 20 years, the number of women in such positions still lags behind the number of men – particularly in large enterprises. Why is it that so few women take up management or senior roles? This is the focus of the doctoral thesis Een lange weg. De ondervertegenwoordiging van vrouwen in management en top nader verklaard (A long way: Underrepresentation of women in management and senior roles explained) by Ans Merens. There have been no recent national empirical studies in the Netherlands to explore the reasons for the low proportion of women in leadership and management roles. In an attempt to explain the underrepresentation of women in such roles, Ans Merens has performed a set of quantitative analyses based on a number of different theories and databases. Studies tracking people for a long time have shown that the main cause for the underrepresentation of women in management and leadership positions is the transition of relatively fewer women to such positions. This underrepresentation cannot be explained by a higher share of women transitioning out of management and leadership roles, as the numbers are the same for both men and women. The thesis demonstrates that the imbalance between the number of men and women in management and leadership positions is mainly due to the much greater number of women who work part-time relative to men. Furthermore, working part-time and working little overtime have been shown to reduce opportunities for transitioning to leadership roles in the future. Thirdly, the thesis explains that a coherent diversity policy and the commitment of the top management with this policy are important conditions for getting more women into management and leadership roles. The thesis concludes by arguing that an effective way to achieve this is by taking a combination of many different types of measures regarding terms of employment (e.g. enabling working from home) and careers policy (e.g. offering management training).

Resumo Este artigo analisa os determinantes do diferencial de remuneração entre as carreiras do Poder Executivo do estado de Minas Gerais, utilizando um modelo de regressão linear cujas variáveis explicativas foram elaboradas com base em diferentes abordagens teóricas acerca da determinação dos salários: teoria do capital humano, teoria da segmentação dos mercados, teoria da discriminação e sociologia das profissões, além de considerar as especificidades do setor público. A escolha da unidade federativa se justifica pela relevância no cenário nacional e pela difícil situação fiscal vivenciada nos últimos anos. A investigação é guiada pela hipótese de que as diferenças salariais no setor público refletem não só a qualificação e a experiência no trabalho, mas também reproduzem distorções típicas das estruturas socioeconômicas e político-burocráticas. Os resultados corroboram a hipótese adotada e sugerem que a estrutura relativa de salários no setor público constitui uma manifestação concreta das diferenças de recursos políticos disponíveis às carreiras, do prestígio social das profissões e de aspectos estruturais da desigualdade de gênero. Resumen Este artículo investiga los determinantes del diferencial de remuneración entre las carreras del Poder Ejecutivo del estado de Minas Gerais, utilizando un modelo de regresión lineal cuyas variables explicativas fueron planteadas a partir de diferentes enfoques teóricos de la determinación de los salarios: teoría del capital humano, teoría de la segmentación del mercado, teoría de la discriminación y sociología de las profesiones, además de considerar las especificidades del sector público. La elección de la unidad federativa se justifica por su relevancia en el escenario nacional y por la difícil situación fiscal observada en los últimos años. La hipótesis que guía la investigación es que las diferencias salariales en el sector público reflejan no solo la calificación y la experiencia laboral, sino que también reproducen distorsiones propias de las estructuras socioeconómicas y político-burocráticas. Los resultados corroboran la hipótesis adoptada y sugieren que la estructura salarial relativa en el sector público constituye una manifestación concreta de las diferencias en los recursos políticos disponibles para las carreras, el prestigio social de las profesiones y los aspectos estructurales de la desigualdad de género. Abstract This research investigates the determinants of salary differences among Minas Gerais government careers using a linear regression model. Explanatory variables were raised from different theoretical approaches to determine the salaries: human capital theory, market segmentation theory, discrimination theory, and sociology of professions, in addition to considering the specificities of the public sector. The choice of the Brazilian state of Minas Gerais is justified by its relevance in the country and the fiscal crisis experienced in recent years. The hypothesis is that salary differences in the public sector not only express education and work experience, but also typical distortions of socioeconomic and political-bureaucratic structures. The results corroborate the hypothesis and suggest that the relative salary structure in the public sector constitutes a concrete manifestation of the differences in political resources available to careers, the social prestige of professions, and structural aspects of gender inequality.

As the COVID-19 pandemic shines a spotlight on the importance of science to support evidence-based policy, Rushika Wirasinha, PhD writes of a career path available to academic researchers-science policy.

There is limited research on the effects that online courses can have on participants’ expected impact for altruistic causes, especially for helping animals. This study will evaluate whether individuals who receive an online course and workshop from Animal Advocacy Careers, focused on career decision-making, seem to perform better on a number of indirect indicators of likely impact for animals than a group that hasn’t received this careers service.

Many countries' labour market is characterized by low job mobility, while at the same time, many people are not very satisfied with their career. These trends have been associated with high individual (e.g., more burnout), organizational (e.g., lower productivity), and societal costs (e.g., enhanced educational costs). This study examines on- and off-the-job embeddedness as potential antecedents of career inaction and explores the mediating role of non-rational cognitive processes that could explain career-inaction in this context. To this end, I will build on the recently developed Theory of Career Inaction (Verbruggen & De Vos, 2020) and aim to enrich this theory with insights from behavioural economics.

Bringing new cancer therapies into routine cancer care is a long and complex process. Phase 1 clinical trials assess new cancer treatments in people for the first time. It is a critical step in the pathway. The aim of this project is to make the world of a cancer Phase 1 trialist and the value they bring, understandable to others. From those interested in careers in cancer clinical trials to stakeholders and partners seeking to innovate across the cancer control continuum, through a deeper understanding and insight of those involved.

In most countries, Secondary schools play a great role in preparing students in their future careers. STEM subjects are perceived to be difficult and as such, there has been low interest by the secondary school students in these subjects. This calls for reconsideration of the way teaching is done in the STEM subjects in order to make STEM careers attractive and to retain students in these fields. This study developed robotic activities and integrated them in the STEM subjects and assessed the effects of the activities to the perception and interest in these subjects. The study was conducted in the secondary schools in Murang’a County in Kenya. The target population included 200 students selected through simple random sampling method. The selected students were introduced to robotics activities integrated in Physics and Mathematics topics. Questionnaires were used to collect data and were administered to the students before and after exposure to the robotic activities integrated in the subjects. The quantitative data obtained was analyzed using descriptive statistics and inferential statistics. From the findings of this study, the robotic activities had a significant effect on students’ perception of Physics and Mathematics. The study recommends that the government should facilitate the integration of educational robotic activities in the current STEM curriculum in order to improve interest towards the STEM fields. Keywords: STEM, Careers, Robotic activities, Integration, teaching and learning. Title: INTEGRATION OF ROBOTIC ACTIVITIES IN STEM AND ITS EFFECT TO STUDENTS’ PERCEPTION OF THE SUBJECTS Author: Mwangi Peter Ngugi, Muriithi Christopher Maina, Agufana Peace Byrne International Journal of Novel Research in Education and Learning ISSN 2394-9686 Vol. 9, Issue 4, July 2022 - August 2022 Page No: 82-90 Novelty Journals Website: www.noveltyjournals.com Published Date: 23-August-2022 DOI: https://doi.org/10.5281/zenodo.7016736 Paper Download Link (Source) https://www.noveltyjournals.com/upload/paper/INTEGRATION%20OF%20ROBOTIC%20ACTIVITIES-23082022-4.pdf, International Journal of Novel Research in Education and Learning, ISSN 2394-9686, Novelty Journals, Website: www.noveltyjournals.com, {"references":["[1]\tAfari, E., & Khine, M. S. (2017). Robotics as an educational tool: Impact of lego mindstorms. International Journal of Information and Education Technology, 7(6), 437-442.","[2]\tAltin, H., & Pedaste, M. (2013). Learning approaches to applying robotics in science education. Journal of baltic science education, 12(3), 365.","[3]\tBenitti, F. B. V., & Spolaôr, N. (2017). How have robots supported STEM teaching? In Robotics in STEM education (pp. 103-129). Springer, Cham.","[4]\tBen-Bassat Levy, R., & Ben-Ari, M. (2017, April). The evaluation of robotics activities for facilitating STEM learning. In International Conference on Robotics and Education RiE 2017 (pp. 132-137). Springer, Cham.","[5]\tBybee, R. W. (2010). Advancing STEM education: A 2020 vision. Technology and engineering teacher, 70(1), 30.","[6]\tCarnevale, A. P., Smith, N., & Melton, M. (2011). STEM: Science Technology Engineering Mathematics. Georgetown University Center on Education and the Workforce.","[7]\tChen, Y., & Chang, C. C. (2018). The impact of an integrated robotics STEM course with a sailboat topic on high school students' perceptions of integrative STEM, interest, and career orientation. EURASIA Journal of Mathematics, Science and Technology Education, 14(12), em1614.","[8]\tChing, Y. H., Yang, D., Wang, S., Baek, Y., Swanson, S., & Chittoori, B. (2019). Elementary school student development of STEM attitudes and perceived learning in a STEM integrated robotics curriculum. TechTrends, 63(5), 590-601.","[9]\tDeCoito, I. (2016). STEM education in Canada: A knowledge synthesis. Canadian Journal of Science, Mathematics and Technology Education, 16(2), 114-128.","[10]\tHajkowicz, S. A., Reeson, A., Rudd, L., Bratanova, A., Hodgers, L., Mason, C., & Boughen, N. (2016). Tomorrow's digitally enabled workforce: Megatrends and scenarios for jobs and employment in Australia over the coming twenty years. Australian Policy Online.","[11]\tHeilbronner, N. N. (2011). Stepping onto the STEM pathway: Factors affecting talented students' declaration of STEM majors in college. Journal for the Education of the Gifted, 34(6), 876-899.","[12]\tJung, S. E., & Won, E. S. (2018). Systematic review of research trends in robotics education for young children. Sustainability, 10(4), 905.","[13]\tKazi, A. S., & Akhlaq, A. (2017). Factors Affecting Students' Career Choice. Journal of Research & Reflections in Education (JRRE), 11(2).","[14]\tKhanlari, A., & Mansourkiaie, F. (2015, July). Using robotics for STEM education in primary/elementary schools: Teachers' perceptions. In 2015 10th International Conference on Computer Science & Education (ICCSE) (pp. 3-7). IEEE.","[15]\tKopcha, T. J., McGregor, J., Shin, S., Qian, Y., Choi, J., Hill, R., ... & Choi, I. (2017). Developing an integrative STEM curriculum for robotics education through educational design research. Journal of Formative Design in Learning, 1(1), 31-44."]}

Policy challenges in the 21st century are interconnected and complex, and the amount of information needed to make a decision that adequately considers policy options continues to increase. Despite the exponential acceleration of scientific advancement, its contributions to technological and societal progress do not always happen frictionlessly. Scientists and researchers are needed to provide scientific advice and the basis of policy solutions to policymakers, but many find themselves unsure about the most effective path to transcend from science to policy. Familiarity with the special dimensions of science policy and the finer nuances of communicating with policymakers may not come naturally, nor does the understanding of the crucial role of research ethics and integrity in making a meaningful contribution to the science–policy interface. For early-career researchers who may be facing many career challenges and uncertainties, the science–policy interface can provide exciting and rewarding career opportunities outside of academia. This panel discussion moderated by Ivana Kurečić explores how science and scientists make their way from the lab to legislation. Panelists Chloe Hill, the Policy Manager of the European Geosciences Union, Iain Stewart, Professor of Geoscience Communication at the University of Plymouth, and Lorenzo Melchor, a Policy Analyst at the European Commission, will discuss their work that enables scientists to engage with policymakers and international organisations alike. Speakers: Chloe Hill European Geosciences Union Lorenzo Melchor Joint Research Centre, European Commission Iain Stewart Royal Scientific Society, University of Plymouth Moderator: Ivana Kurečić &nbsp

BackgroundUK equality law and National Health Service (NHS) policy requires racial equality in job appointments and career opportunities. However, recent national workforce race equality standard (WRES) data show that nearly all NHS organisations in the UK are failing to appoint ethnically diverse candidates with equivalent training and qualifications as their white counterparts. This is problematic because workforce diversity is associated with improved patient outcomes and other benefits for staff and organisations.AimTo better understand the reasons behind underrepresentation of ethnically diverse candidates in first NHS healthcare jobs post-qualification and to identify any structural or systemic barriers to employment for such groups.MethodsThe study was informed by critical theory and the authors’ interdisciplinary perspectives as educators and researchers in the healthcare professions. Data collected from semi-structured face-to-face interviews with 12 nurse and physiotherapy recruiting managers from two NHS trusts in London were analysed using a healthcare workforce equity and diversity conceptual lens we developed from the literature. Using this lens, we devised questions to examine six dimensions of equity and diversity in the interview data from recruiting managers.ResultsRecruiting managers said they valued the benefits of an ethnically diverse workforce for patients and their unit/organisation. However, their adherence to organisational policies for recruitment and selection, which emphasise objectivity and standardisation, acted as constraints to recognising ethnicity as an important issue in recruitment and workforce diversity. Some recruiting managers sense that there are barriers for ethnically diverse candidates but lacked information about workforce diversity, systems for monitoring recruitment, or ways to engage with staff or candidates to talk about these issues. Without this information there was no apparent problem or reason to try alternative approaches.ConclusionThese accounts from 12 recruiting managers give a ‘backstage’ view into the reasons behind ethnic inequalities in recruitment to first healthcare job in the UK NHS. Adherence to recruitment and selection policies, which aim to support equality through standardisation and anonymisation, appear to be limiting workforce diversity and creating barriers for ethnically diverse candidates to attain the jobs that they are trained and qualified for. The Healthcare Workforce Equity + Diversity Lens we have developed can help to ‘raise the curtain on the equality theatre’ and inform more inclusive approaches to recruitment such as contextualised recruitment or effective allyship between employers and universities.

El presente artículo tiene por objetivo describir y analizar los significados elaborados en torno a la carrera ferroviaria y la agencia de las trabajadoras implicada en ese recorrido secuencial. Se sostiene que las mujeres que se desempeñan en esta actividad con alta participación masculina se adentran en una búsqueda de respeto profesional y de nuevos proyectos que expanden sus márgenes de agencia aun en un marco restrictivo. En un nivel de análisis micro-social, la metodología se basa en el análisis de contenido de entrevistas en profundidad y en observaciones realizadas en espacios de trabajo y en una seccional sindical en contextos de modernización y políticas de género en los ferrocarriles metropolitanos de Buenos Aires. This article aims to describe and analyse the meaning constructed around the railway career and the agency of the women workers involved in this sequential process. It is argued that women who work in this activity with high male participation undertake into a search for professional respect and new projects that expands their agency even in a restrictive framework. At the level of micro-social analysis, the methodology used is based on content analysis of in-depth interviews and observations made in workplaces and in a labour union branch, in contexts of modernisation and gender politics on the metropolitan railways of Buenos Aires. Fil: Godoy, Solange. Universidad Nacional de San Martín; Argentina.

Since the global financial crisis, international corporate taxation has risen to the top of the global political agenda, as political leaders have called for collective action to shore up corporate tax systems. However, high-level political initiative alone does not create new international corporate tax rules. Rather, these transnational governance processes are centrally driven by elite tax professionals competing for prestige and influence. In this article, I investigate this competition in the case of one crucial post-crisis reform – the OECD/G20 Base Erosion and Profit Shifting project. I argue that hierarchies of prestige and influence for elite professionals in transnational tax governance are based on strategic combinations of career resources in issue-specific ‘linked ecologies'. In particular, I detail the expertise and network positioning of elite professionals, and discuss how these resources were mobilized in competitions for professional authority, which in turn shaped the transnational policy process. Evidence is drawn from qualitative interviews and career analysis.

Der Beitrag präsentiert ein «Kompetenzprofi l des wissenschaftlichen Personals an Pädagogischen Hochschulen», in dem der Berufsfeldbezug des wissenschaftlichen Personals konzeptionell gefasst ist. Das Profi l ist Reflexionsfolie für die Auseinandersetzung mit der Laufbahngestaltung und zugleich Referenz für einen zweifach pilotierten, im Herbst 2021 erstmals als CAS angebotenen Studiengang zur Stärkung des Berufsfeldbezugs. Dieser Studiengang wird anhand seines Konzepts, der Gruppe von Teilnehmenden und ihrer in einer Evaluation der Pilotdurchführungen erhobenen Erfahrungen beschrieben. Es werden formale und inhaltliche Aspekte des Berufsfeldbezugs in der Laufbahngestaltung an Pädagogischen Hochschulen besprochen. English version The significance of understanding professional practice in tasks and for careers in teacher education This article presents a newly devised profile of professional competence of academic staff at Swiss universities of teacher education that focuses on a specific understanding of their orientation towards professional practice in school. In order to enable academic staff to deepen their understanding of current professional practice, a continuing-education programme was designed, piloted, and evaluated and will be offered on a regular basis as of autumn 2021. With this outlook, the article investigates the potential contribution of the programme to the advancement of academic careers at universities of teacher education., +repphzhbib2020W

This paper studies the different biographic pathways to an economics and business studies professor position between 1957 and 2000 on the specific case of Switzerland. It focuses on the accumulation and conversion of capitals during academic trajectories, and their relation to three types of resources: scientific reputation, network relations, and internationality. Based on an original biographical database of 411 professors and an innovative use of sequence analysis and multinomial logistic regression, it shows that the three main principles of career structuration divide them between (1) academic and extra-academic trajectories, (2) “standard” positions and executive positions in influent academic organizations, and (3) according to the timing of the accession to a professor position (“early” vs. “slower” appointments). It also shows that careers are increasingly academic between 1957 and 2000. Academic only and long full professor trajectories are linked to reputation in the scientific field (through citations in “prestigious” journals) and internationality of the professors’ profile, while an earlier appointment as professor is associated to developed scientific collaboration networks. Relatively long careers in executive positions in influent academic organizations are linked to important connections to economic, political, and administrative “elite” members (through the supervision of their PhD) as well as scientific expertise for the state, while extra-academic careers only lead to subordinate (associate) professor positions and no detention of other resources within economics and business studies whatsoever.

This contribution seeks to answer the question whether the new civil service legislation that entered into force in 2015 in the Czech Republic led to the depoliticization of the country’s ministerial bureaucracy. To that end, we compare the career backgrounds of top civil servants before and after the entry into force of the new Civil Service Act. The article examines the career backgrounds of the persons appointed as ministerial deputies between 2013 and 2018, focusing on their last “pre-deputy” jobs and considering a broader set of their career attributes. A focus on the previous job reveals that even before the law was introduced, bureaucrats constituted the largest share of appointees, and their share even increased with the new legislation. The incidence of deputies appointed directly from party-related jobs dropped considerably. However, when a broader set of career attributes is considered, the share of partisans among the pre-2015 deputies nearly matches that of the career bureaucrats. Ostensibly political careers among the post-2015 deputies declined but remain significant. Hence, there has been a decline in the open politicization of the ministerial bureaucracy after 2015. Party political effects also matter, as the new ANO party, after entering the executive, has taken a different approach to top bureaucratic appointments than the other major governing Czech parties. Typically, deputies appointed into the positions under the ANO’s control would not have links to the party itself but would be recruited via non-party channels, e.g. from pre-political networks of the ANO ministers and leaders. Consequently, though less politicized by party agents, the current Czech system is more a product of choices made by government ministers of the day than a stable arrangement resulting from firmly established norms and rules.

The hobo syndrome (i.e., the wanderlust someone posits to frequently change employers) has a behavioural (i.e., frequent job-quitting behaviour) and an attitudinal dimension (i.e., attitudes towards frequent job-quitting). Across two studies, we examine both dimensions across 348 career starters. By doing so, we expand our understanding of Ghiselli’s hobo syndrome in two ways: (a) we explore the effect of both ‘bright’- and ‘dark’-side personality traits on each dimension of the hobo syndrome, and (b) using longitudinal research, we shed light on the role of each dimension of the hobo syndrome in predicting actual job-quitting behaviour. Data for both studies were gathered through a survey and LinkedIn. Results of regression analyses show that psychopathy is associated with both dimensions of the hobo syndrome. Conversely, openness to experience is only associated with the attitudinal dimension, while agreeableness and extraversion are only associated with the behavioural dimension. Finally, we find that only the behavioural dimension is associated with the length of tenure with the first employer, suggesting that one’s intentions to frequent job-quitting are more important in predicting one’s actual job-quitting behaviour than one’s attitudes towards frequent job-quitting.

We study mentorship in scientific collaborations, where a junior scientist is supported by potentially multiple senior collaborators, without them necessarily having formal supervisory roles. We identify 3 million mentor–protégé pairs and survey a random sample, verifying that their relationship involved some form of mentorship. We find that mentorship quality predicts the scientific impact of the papers written by protégés post mentorship without their mentors. We also find that increasing the proportion of female mentors is associated not only with a reduction in post-mentorship impact of female protégés, but also a reduction in the gain of female mentors. While current diversity policies encourage same-gender mentorships to retain women in academia, our findings raise the possibility that opposite-gender mentorship may actually increase the impact of women who pursue a scientific career. These findings add a new perspective to the policy debate on how to best elevate the status of women in science., Here, the authors study mentorship in scientific collaborations, and find that mentorship quality predicts the scientific impact of protégés post mentorship. Moreover, female protégés collaborating with male mentors become more impactful post mentorship than those who collaborate with female mentors.

This article examines the impact of external jolts on professional women’s careers. Although scholars have begun to address the role of context in career, little research has addressed the effects of unexpected and uncontrollable events. This is regrettable, particularly in the light of the current pandemic that appears to be impacting on us in hitherto unimaginable ways. We draw on the accounts of women professionals who appeared on the iconic BBC radio programme, Desert Island Discs. Our study culminates in two contributions: the first relates to the interplay of structure and agency in women’s accounts of jolts and their response. The second argues that jolts trigger changes in the career imagination, and potentially in professional landscapes themselves.

This study investigates whether personality traits affect graduate business students’ decisions to start their career (a) in the accounting profession, and (b) at a Big 4 accounting firm. We analyze survey data from 348 graduate students. Results show that students with lower levels of openness to experience are more likely to seek careers in accounting. Further, results show that students with higher levels of narcissism are more likely to start their careers in a Big 4 firm. Additionally, we show that the effect of narcissism on students’ decision to seek career at a Big 4 is fully mediated by their attitudes towards the Big 4. Compared to students who seek careers at non-Big 4 firms, Big 4 career seekers believe that the Big 4 offer higher salaries, better opportunities for training, experience, and networking, more advancement opportunities, better career prospects, more interesting, challenging, and fulfilling work, more friendly colleagues, a better relationship with supervisors, more job security, and higher prestige.

The rising fame of multiethnic and multiracial or ‘mixed’ celebrities in Japan, such as tennis player Naomi Osaka, has brought into focus the roles of Japan’s Nationality Law and understandings of nationality and citizenship in shaping identity. According to Article 14 of Japan’s Nationality Law, persons holding multiple nationalities must choose to forfeit all but one before the age of 22. In this article I aim to address how multiethnic and multiracial youths of Japanese descent in Australia are approaching the ambiguities surrounding their citizenship and nationality rights. To do so I will closely examine to what extent the Nationality Law affects their future decisions and identities by drawing upon evidence from in-depth interviews I conducted with mixed Japanese youth who are the child of one Japanese parent and one non-Japanese parent and live in Australia. Using Pierre Bourdieu’s theory of cultural capital, I argue that mixed Japanese youth in Australia perceive citizenship less as an agent of identity and more as an index of socioeconomic opportunity. My findings demonstrate that these individuals actively strive to maintain their dual citizenship and strategically align their cultural capital to realise meaningful cross-cultural careers that communicate between Australia, Japan, and their own mixed identities.