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There is growing concern in Higher Education around job security, work–life balance and inequalities, and early career researchers (ECRs) must make difficult trade-offs and life choices. Literature confirms that women navigating academia face additional challenges compared to their male counterparts. Few studies connected contractual circumstances, employment priorities and their impacts on the life choices of individual academics. We report results from a survey exploring the experiences of 37 ECRs who completed PhDs in the United Kingdom (UK) navigating the academic ladder in geomorphology and earth/environmental science, and contextualize these findings by drawing on personal experiences and wider literature. We find evidence of multi-directional pressures that have materially negative effects on individuals' life choices, including concern that academic employment is a barrier to living where and with whom one may want to. The level of precarity amongst survey respondents is stark in terms of number of years they have held fixed-term contracts (maximum 10 years), the number of individual contracts held (maximum 14) and number of different institutions worked at (maximum six). Women respondents were less prepared to be employed on precarious contracts and put more emphasis on job security when applying for academic posts, with men being generally more satisfied by financial aspects of university employment; which will amplify the leaky pipeline and gender gaps at more senior levels. We also find that perceived institutional prestige was a surprisingly low priority for the majority of respondents, and there were notable divergences between career advice given by more senior colleagues and the priorities of ECRs seeking guidance. We put forward a set of key considerations: improving policies on parental leave and flexible working; formalizing and improving mentorship; more considerate recruitment procedures; reducing contract precarity; and, transparency on pay and promotion. We believe these are within the scope of action by departments, laboratories and research groups.

Environmental DNA (eDNA) is increasingly being used to assess community composition in marine ecosystems. Applying eDNA approaches across broad spatial scales now provide the potential to inform biogeographic analyses. However, to date, few studies have employed this technique to assess broad biogeographic patterns across multiple taxonomic groups. Here, we compare eDNA‐derived communities of bony fishes and invertebrates, including corals and sponges, from 15 locations spanning the entire length of the Omani coast. This survey includes a variety of habitats, including coral and rocky reefs, and covers three distinct marine ecoregions. Our data support a known biogeographic break in fish communities between the north and the south of Oman; however, the eDNA data highlight that this faunal break is mostly reflected in schooling baitfish species (e.g., sardines and anchovies), whereas reef‐associated fish communities appear more homogeneous along this coastline. Furthermore, our data provide indications that these biogeographic breaks also affect invertebrate communities, which includes corals, sponges, and broader eukaryotic groups. The observed community shifts were correlated with local environmental and anthropogenic differences characteristic of this coastline, particularly for the eDNA‐derived bony fish communities. Overall, this study provides compelling support that eDNA sequencing and associated analyses may serve as powerful tools to detect community differences across biogeographic breaks and ecoregions, particularly in places where there is significant variation in oceanographic conditions or anthropogenic impacts.

Background The number of engineering PhDs pursuing postdoctoral research scholar (postdoc) positions has steadily increased in the last 30 years. Postdoc positions are commonly thought of as a step toward academic careers. However, engineering PhDs are more likely to work in industry, which leaves open the question of the role of postdocs in the career trajectories of engineering PhDs. Purpose/hypothesis This study examines the factors associated with attainment of postdocs. It also identifies the influence of postdocs on attainment of tenure-track faculty positions and early career salaries. Design/method Super's “life span, life space” theory informs the analytical approach. Descriptive and regression analyses, and propensity score matching, are conducted using a nationally representative sample of engineering PhDs from the 1993–2013 National Science Foundation Survey of Doctorate Recipients data set merged with the 1985–2013 Survey of Earned Doctorates. Results Engineering PhDs primarily funded by research assistantships and who graduated from a doctoral program with higher-ranked research activities and greater proportions of previous cohorts pursuing postdocs are more likely to attain postdoc positions. Among engineering PhDs, postdoctoral scholars are more likely than PhDs in nonacademic positions to attain tenure-track faculty positions. Early career average salaries are relatively similar between postdoctoral scholars and PhDs without postdoc experiences working in the academic sector. Conclusions Postdoctoral research positions can provide a viable pathway toward careers in the academic sector. Engineering doctoral programs can potentially apply research findings toward student career development and preparation, and engineering students and PhDs can leverage the career outlook information for decision-making and career preparation., Journal of Engineering Education, 110 (4), ISSN:2168-9830

Let's go ChemBioTalents! ChemBioChem is excited to introduce its very first Early Career Advisory Board - packed with 15 exceptional early career researchers from all over the world.

If society publishers listen to and work with their early‐career members, we have an opportunity to reclaim our place as trusted, valued players in the research communication space. Early‐career researchers can provide fresh insights into publishing strategy, creating opportunities for publishers to learn about what the next generation of our customers truly value. Pairing early‐career researchers with experienced mentors has proven a successful strategy for building an innovative, engaged Editorial Board.

This paper studies how the gender wage gap develops with work experience throughout the career. The contribution is twofold. First, the analysis applies matched employer-employee register data with information on actual, rather than potential, experience. Second, the career effect of the gender wage gap is allowed to differ by workers’ education level. The male wage premium is small upon entry to the labor market, whereas it increases rapidly throughout the early career, before stabilizing. In contrast to the existing literature, the estimates reveal heterogeneity among high-educated workers, where the widening of the wage gap is much smaller for postgraduates than other college graduates.

There is growing concern that current trends in pediatric pulmonology will lead to a workforce shortage resulting in patients having difficulty accessing subspecialty care. As part of the Pediatric Pulmonology Division Directors Association and Pediatric Pulmonary Training Directors Association Workforce Summit, we examined factors affecting the recruitment of learners into pediatric pulmonary fellowship training (PPFT) programs. The goal of our workgroup was to describe these issues and develop a plan to increase the pipeline of learners who ultimately pursue PPFT. Specifically, we summarize factors that impact decisions to undertake PPFT, describe existing initiatives to enhance recruitment, and propose future strategies to increase early career learner interest.

The academic workplace is often described as a place of merit and equal opportunities. However, research shows a leaky pipeline where the share of women and people of color decreases in the higher echelons of academia. Explanations are often structural referring to the access barriers women are confronted with such as hiring and recruitment. This research investigates what goes wrong in the early phases of a female academic's career. From an intersectional perspective, I study the experiences with everyday sexism and racism of PhD and post‐doctoral researchers across disciplines. After conducting 50 in‐depth interviews four processes are discovered: smokescreen of equality, everyday cloning, patronization, and paternalism.

The project was supported by an Australian Research Council Discovery Early Career Researcher Award (DE180100898)

Attaining professional contentment can be challenging for many. Academic success, psychosocial support, and the confidence to provide excellent clinical care at the workplace are key pillars that can help build a sense of meaning in a career. The role of mentorship in facilitating these key pillars at different stages of pediatric anesthesia training and new independent practice is instrumental. For mentees aspiring for a career in pediatric anesthesia, there are several points of focus. Mentees should seek out mentors early in training, build on these relationships, and explore opportunities for peer mentorship as they advance in their career. For mentors, introducing mentees to the clinical and academic aspects of pediatric anesthesia and setting the foundation for the mentee to advance in their career can be both gratifying and stimulating. In this article, we explore the development and progression of a mentor-mentee relationship through training to the early career stage and its role in developing a meaningful career in pediatric anesthesia.

Tony Melcher, a highly influential and forward-thinking scientist and teacher, focussed on the origins, behaviour and regulation of cells in periodontal tissues. His recent death in April 2020, has motivated us to highlight his multi-level contributions to research in biology and the dental sciences. Tony was particularly adept at recognizing the inherent instructive power of the periodontium, most notably as a model system for studying the inter-relationships between the structure, development and functions of connective tissues. Further, his mentoring of dozens of students who subsequently went on to develop their own careers in research, and his leadership in promoting collaborations in dental sciences world-wide, engendered important advances in the importance and utility of research relating to oral tissues. Here, we reflect upon his development of a large, multi-disciplinary research enterprise, the MRC Group in Periodontal Physiology at the University of Toronto and brief commentaries of those who worked with him there. We examine his early career development and then go on to consider some of his most highly cited publications and their impact on subsequent research trends.

The National Research Fund under the University of Pretoria Mentorship Programme for Early Career Academics.

This paper investigates the role that spatial mobility plays for early-career labor market outcomes across education programs and qualification levels. We use data for the full population of Danish graduates from upper (post-)secondary and tertiary education programs to estimate the labor market returns from migrating after graduation. Benchmark OLS estimates find positive correlations between migration, the employment probability, and entry wages. We further apply IV estimation with instruments constructed from exogenous push factors into migration at the individual, education institution, and local labor market level. Results confirm a mobility premium for graduates from tertiary but not from vocational education programs.

The decline of ‘standard’ employment relationships has been witnessed in many countries. Especially young people stay in atypical employment for longer. However, there is little comprehensive insight into all labour market transitions of people. This research gives a detailed analysis of usual labour market trajectories of early career workers in the Netherlands between 1985 and 2015, using the perspective of sequence analysis of life status events. It shows that generations that entered the labour market after 2000 and after 2008, have greater ‘turbulence’ in employment statuses. Transitions into stable employment are rather an exception than the rule.

Global healthcare expenditure is increasing, along with the numbers of older patients with multiple comorbidities, while the numbers of health workers are hugely decreasing, and many nursing and midwifery vacancies remain unfilled. With the World Health Organization declaring 2020 the Year of the Nurse and Midwife, and commencing the Nursing Now campaign with partners including the International Council of Nurses and the International Confederation of Midwives, has allowed these professions to unite, encourage advocacy and the call for global investment in nursing and midwifery. These actions will permit these professions to address universal health coverage, global inconsistencies of professional practice, and recruitment and retention. The Nightingale Challenge seeks to place early career nurses and midwives at the forefront of transformation, calling on employers worldwide to invest and provide nursing leadership development, and to become a key part of the solution to address the issues of providing universal health coverage, promoting gender equality and supporting economic growth. This will help place them at the heart of tackling 21st century health challenges.

This article describes an international study informed by a 3-year-long

This year marks a change in the editorial team at the International Journal of Management Reviews (IJMR). We bid farewell to Caroline Gatrell, who steps down as Co Editor-in-Chief, having been in post since January 2014. In turn, we welcome Katie Bailey who joins Dermot Breslin as Co Editor-in-Chief of the journal. Since becoming Editor-in-Chief, Caroline has overseen a dramatic increase in the journal’s reach and impact. Downloads of IJMR papers have increased from 204,403 in 2014, to 428,600 in 2018. At the same the journal’s 2-year impact factor (IF) has almost doubled from 3.857 in 2014 to 7.6 in 2018. As IJMR reaches its 20th anniversary, it is good time to reflect on the evolution of the journal, and examine key turning points with regards its positioning, aims and scope. IJMR was founded in 1999 by Cary Cooper and Alan Pearson, as a much-needed outlet for literature reviews in the field of management and organisation studies (MOS). In the early days, authors included both early career/doctoral students publishing literature reviews from their PhD theses, and established scholars taking stock of changes in a specific domain of study. The journal’s positioning has evolved over the past 20 years, and its journey has been particularly shaped by three key changes in editorial strategy.

This article reports on the findings of an international online survey of early

Objectives: Schizophrenia is characterized by impaired social interactions and altered trust. In the general population, trust is often based on facial appearance, with limited validity but enormous social consequences. The aim was to examine trust processing in schizophrenia and specifically to examine how people with schizophrenia use facial appearance as well as actual partner fairness to guide trusting decisions. Design: An experimental economic game study. Methods: Here, we tested how patients with schizophrenia and control participants (each N = 24) use facial trustworthiness appearance and partner fairness behaviour to guide decisions in a multi-round Trust Game. In the Trust Game, participants lent money to ‘partners’ whose facial appearance was either untrustworthy or trustworthy, and who either played fairly or unfairly. Clinical symptoms were measured as well as explicit trustworthiness impressions. Results: Overall, the patients with schizophrenia showed unimpaired explicit facial trustworthiness impressions and unimpaired facial appearance biases in the Trust Game. Crucially, patients and controls significantly differed so that the patients with schizophrenia did not learn to discriminate in the Trust Game based on actual partner fairness, unlike control participants. Conclusion: A failure to discriminate trust has important implications for everyday functioning in schizophrenia, as forming accurate trustworthiness beliefs is an essential social skill. Critically, without relying on more valid trust cues, people with schizophrenia may be especially susceptible to the misleading effect of appearance when making trusting decisions. Practitioner points: Findings. People with schizophrenia made very similar facial trustworthiness impressions to healthy controls and also used facial appearance to guide trust decisions similarly to controls. However, the patient group were less able to explicitly distinguish between fair and unfair partners based on their behaviour compared with the control group. Moreover, people with schizophrenia failed to use actual partner fairness to guide their financial decisions in the Trust Game, unlike controls, and this impairment was specific to a social task. People with schizophrenia may be particularly reliant on facial appearance when trusting others, as they may struggle to incorporate more valid trustworthiness information in their decision-making, such as actual partner fairness.

During the first ten years in the labor market, male university graduates experience a faster wage growth than their female counterparts in the Swedish labor market. This paper investigates the rol ...

This paper provides a systematic review of the growing literature on the poor match between employees' field degree and the job requirements, also referred to as horizontal mismatch. We identify the different definitions used in the literature and find that each measure of horizontal mismatch yields substantially different incidence rates. We discuss the validity of the different measures and conclude that a more uniform definition of horizontal mismatch is needed. The likelihood of horizontal mismatch is among other things determined by the extent to which employees possess general skills as opposed to occupation-specific skills, and, it appears to be more frequently present among older workers. Compared to well-matched employees, horizontally mismatched workers generally incur a wage penalty, are less satisfied with their jobs, and are more likely to regret their study programme. The ensuing findings offer guidance to prevent horizontal mismatch as well as a roadmap for future research.

The New South Wales (NSW) Soil Knowledge Network (SKN) is a group of retired soil specialist volunteers, who strive to promote the importance of soils through knowledge and expertise. The Soil Knowledge Network is unique and represents a new direction in knowledge sharing using the passion of recently retired soil scientists to support new and early career soil scientists. The terms ‘legacy science’ and ‘sharing legacy knowledge’ are used here to describe SKN activities. This paper reflects on the progress of the SKN and assesses its positive impact on raising the awareness and understanding of soils using qualitative examples from workshops, a survey of soil team coaches at the 2018 National soil judging competition, and metrics from social media and online resources. SKN successes and learning experiences are discussed along with notions of trust, credibility and the importance of people in delivering positive outcomes.

Background The need for mentorship in aging research among postdoctoral trainees and junior faculty across medical disciplines and subspecialties is increasing, yet senior personnel with expertise in aging are lacking to fulfill the traditional dyadic mentorship role. Facilitated peer mentorship is grounded in collaborative work among peers with the guidance of a senior mentor. Methods and results We evaluated the Columbia University Mentor Peer Aging Research (CoMPAdRE) program, an interprofessional facilitated peer mentorship program for early stage investigators, using the Reach Effectiveness Adoption Implementation and Maintenance framework (RE-AIM). Reach: A total of 15 participants, of which 20% were women, from five states and across six medical specialties participated. Effectiveness: Participants published 183 papers, of which more than 20% were collaborative papers between CoMPAdRE mentees or mentees-mentor. Participants reported developing skills in negotiation, navigating the academic role, organizing a seminar, management, and leadership over the course of the program. According to the qualitative findings, the most important components of the program included alignment around the aging, learning from national leaders, developing leadership skills and career networking. Adoption: Individual-level factors included selecting participants with a research track record, willingness to sign a compact of commitment and involvement in shaping the program. An institutional-level factor that facilitated program adoption included strong commitment from department leaders. Implementation The program cost $3,259 per participant. Maintenance: CoMPAdRE is being maintained and currently incorporating a second cohort of mentees. Conclusion This RE-AIM evaluation provides lessons learned and strategies for future adoption, implementation, and maintenance of an aging-focused facilitated peer mentorship program. J Am Geriatr Soc 67:804-810, 2019.