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This study explores how the careers of professional university graduates with a first- or second-generation non-Western migrant background evolve within the first four to eight years after graduation, as compared to their Dutch native peers. We find that in the first year after graduation, while holding constant background characteristics, both first- and second-generation migrants experienced lower employment chances, more skill mismatches and lower job satisfaction than natives. No wage differences could be observed between migrants and natives. Although the differences between first- and second-generation migrants appeared to be small in the short term, a follow-up survey four to eight years after graduation revealed evidence that second-generation – but not first-generation – migrants improved their situation overall. They maintained earnings parity with natives, and narrowed the gap in terms of job satisfaction, skill match, and to a somewhat lesser extent employment chances. Although the first generation eliminated the gap with respect to natives in terms of employment chances, they continued to show lower job satisfaction and opened up a wage gap as compared to their native Dutch peers. This suggests that early-career gaps for first-generation migrants are enduring and cannot easily be resolved.

We examine how institutional factors may affect microlevel career decisions by individuals to create new firms by impacting their ability to exercise entrepreneurial preferences, their accumulation of human capital, and the opportunity costs associated with new venture formation. We focus on an important institutional factor—immigration-related work constraints—given that technologically intensive firms in the United States not only draw upon immigrants as knowledge workers but also because such firms are disproportionately founded by immigrants. We examine the implications of these constraints using the National Science Foundation’s Scientists and Engineers Statistical Data System, which tracks the careers of science and engineering graduates from U.S. universities. Relative to natives, we theorize and show that immigration-related work constraints in the United States suppress entrepreneurship as an early career choice of immigrants by restricting labor market options to paid employment jobs in organizational contexts tightly matched with the immigrant’s educational training (job-education match). Work experience in paid employment job-education match is associated with the accumulation of specialized human capital and increased opportunity costs associated with new venture formation. Consistent with immigration-related work constraints inhibiting individuals with entrepreneurial preferences from engaging in entrepreneurship, we show that when the immigration-related work constraints are released, immigrants in job-education match are more likely than comparable natives to found incorporated employer firms. Incorporated employer firms can both leverage specialized human capital and provide the expected returns needed to justify the increased opportunity costs associated with entrepreneurial entry. We discuss our study’s contributions to theory and practice.

Drawing on data collected in a cross-disciplinary survey of early-career academics (ECAs) in New Zealand, this article explores the factors influencing ECA conference attendance. Our conceptual framework uses conference attendance as the dependent variable and measures gender, ethnicity, family responsibilities and workload. Three key features affect conference attendance: demographic characteristics (background features and prior experiences that affect an academic’s willingness and ability to attend), accessibility (constraints to attending, such as financing, family responsibilities, institutional support or teaching commitments) and purpose (the value placed on attending conferences by the individual, the institution, or the discipline). In particular, we identify differences for women, Indigenous people, and those born overseas with respect to their ability to navigate and their inclination to attend national and international conferences.

Background Combining clinical and research excellence has become an increasingly difficult endeavor for thoracic surgeons, with typical success rates for the National Heart, Lung and Blood Institute and the National Cancer Institute being 25.1% and 11.3%, respectively. The Thoracic Surgery Foundation (TSF), which is an arm of The Society of Thoracic Surgeons, provides research awards and grants aimed at early career faculty to assist in securing federal peer-reviewed funding. The aim of this study was to assess the impact of these awards. Methods Faculty awardees of the TSF research awards from 1995 to 2019 were included in the study. The scholarly work of awardees was assessed by using Scopus , MEDLINE, and Google Scholar for publications, citations, and h-index. The National Institutes of Health (NIH) RePorter and the Federal RePorter were used to search for any grants awarded to these individuals. For publications and citations associated with a TSF grant, a 4-year window from the time of the research award was used. Results Fifty-two research awards were given to early career faculty during this study period, and 8 (15%) were awarded to MD PhDs. Six (12%) of awardees were female. Cardiac faculty members were awarded 27 (52%) awards, and general thoracic faculty members were awarded 25 (48%); of the cardiac faculty, 4 (17.4%) were congenital cardiac faculty. In the 4-year period after the TSF grant award, the mean number of published articles per awardee was 23 (interquartile range [IQR], 12 to 36), with a median citation count of 147 (IQR, 32 to 327). The current median h-index was 26 (IQR, 15 to 36), with 2323 (IQR, 1173 to 4568) median citations. Forty-eight percent of all awardees received at least 1 subsequent grant; 40.4% of these awardees received grants from the NIH, and 25% had 2 or more NIH grants. Comparing academic position at the time of the award with current position, 54% of awardees had an advancement in their professional rank. On analyzing leadership positions, 42% of awardees were division chiefs, 21% were associate clinical directors, and 28% were clinical directors. Conclusions Being a recipient of the TSF award may position an individual to excel in academic medicine, with a large portion of awardees improving their academic standing with time. The rate of successful NIH grant funding after being a TSF awardee is higher than typical institutional success rates.

Authorship can be a source of tension on research teams, in academic/industry collaborations, and between mentors/mentees. Authorship misconduct is prevalent among biomedical researchers, and disputes about authorship can generate tensions that have the potential to disrupt professional relationships and damage careers. Early-career researchers may experience particular challenges navigating authorship both because of inexperience and power differentials; in effect, they lack the language and confidence to have these conversations and may feel unwilling to challenge the status quo. The authors implemented an Authorship Agreement for use when collaborating on a manuscript and hypothesized that using this agreement would reduce authorship tensions and speed time to manuscript submission by helping early-career investigators manage authorship conversations more effectively. The authors surveyed trainees (n=65) on the prevalence of authorship-related tensions and compared the results from the first survey in 2017 to the final survey administered in 2020. The decrease in tensions around meeting deadlines was significant (z=2.59, p=0.010). The authors believe the effect of an Authorship Agreement on authorship-related tensions has not previously been investigated. This work extends what is known about the prevalence of commonly cited authorship tensions, and provides evidence of the effectiveness of steps that can be taken to alleviate them.

This work discusses the educational and occupational challenges posed by the outbreak of the COVID-19 pandemic from the point of view of young high school teachers from Mexico City. We sought to identify and compare their teaching practices using the concept of asymmetric educational spaces (Villa Lever et al., 2017) to capture the influence of educational inequalities upon this sector’s response to the health crisis. For this purpose, 22 semi-structured interviews were conducted to an intentional selection of cases from private and public high schools, all from ages 22-30. Interviews were conducted remotely between June and August 2020, the moment of the first wave of COVID-19 infections in the Mexican capital. Drawing on Hochschild’s work (1983), we deploy the concept of “asymmetric educational labours” to show how different institutional resources and social contexts of action shaped the emotional experiences of our informants. Furthermore, this research provides significant insights into the multiple problems experienced by young early career teachers as a social group with little visibility in times of crisis.

The purpose of doctoral education is not only to produce a thesis but also to develop graduates who are highly competent in research, publications and the norms and values of being a researcher. Only a handful of studies have examined early-career academics’ perceptions of doing research at the doctoral level. This exploratory qualitative study sought to fill the gap and contribute to understanding of factors contributing to early career academics’ research capability development. Semi-structured interviews were used to explore in-depth the issues concerning research, publication, supervision, and networking among early career academics. The data were collected from 19 early-career academics in the first year of their career, who are attached with different universities and in different disciplines in Malaysia. The findings from the thematic analysis identified that supervision, individual’s participation in scholarly research activities, and institutional formal learning supported the development of the participants’ research capabilities. Although the PhD programme lay emphasis on independent learning, it should be seen as a process that occurs in phases; hence, the research courses offered and support from the supervisor are important to assist the transition to becoming an independent scholar. Based on the findings of the study, it is recommended that universities be more sensitive to the demands and expectations of academic career so that the PhD programmes offered do not merely focus on research but also develop the skills required of future academics at university.

This research increased the understanding of Extension professionals’ career commitment by measuring the relationship between their job satisfaction and how they perceive their relationship with their supervisor using the Leader-Member Exchange Theory (LMX 7) and their career commitment. Montana State University Extension (MSUE) experiences periods of higher turnover among field-based professionals. The reasons for leaving are not well understood. Herzberg et al. (1959) identified intrinsic job satisfaction as a motivation factor and the extrinsic relationships with supervisors as one factor that influences employee dissatisfaction (Strong & Harder, 2009). Thirty-six early career Extension professionals at MSUE were surveyed regarding job satisfaction (Benge & Harder, 2017; Smerek & Peterson, 2007); LMX 7 (Graen & Uhl-Bien,1995); and original questions designed to establish the career commitment of Extension professionals to MSUE. Pearson’s r was calculated for the job satisfaction and LMX 7 scores with career commitment (the predicted percent of career worked for Extension). The research found a strong positive correlation between job satisfaction and career commitment (r(22) = .76); and a weak positive correlation between LMX 7 and career commitment (r(22) = .15). An additional question provided insights into the reasons why Extension professionals might leave their career.

Are you a student at a higher institution or a graduate who has published his/her first paper in the Journal of Forestry Research or another legitimate scientific journal? If yes, this paper is written specifically for you since you may soon start receiving invitations to act as a referee. If you are an early career reviewer, you may still find this paper enlightening. Based on his experience, a senior editor summarizes some critical information that, in his view, you may need to know. He provides nine main suggestions to have on your radar, and discusses what you should do or not do as a peer reviewer.

We discuss recent developments in the following important areas of Alfred Renyi’s research interest: axiomatization of quantitative dependence measures, qualitative independence in combinatorics, conditional qualitative independence in statistics/data science and in measure theory/probability theory, and finally, prime gaps that are responsible for Renyi’s early career reputation. Most authors of this paper are main contributors to the new developments.

The school should prepare a graduate who is able to successfully socialize and be in demand and competitive. That is why the problem of professional self-determination and choice of future profession by students is particularly acute. Training of professional personnel of the XXI century should be carried out in educational institutions with pre-professional training, which is the basis for obtaining quality professional education in the near future. A specially organized environment is needed for the pre-professional training of schoolchildren. That is why the authors turned to the problem of formation of the environment of professional self-determination in Russian schools. The study described the environment of professional self-determination on the basis of early career guidance and pre-professional training of students, which included the following blocks: resources, activities, results. The results obtained in this study can be useful for creating an environment of professional self-determination, early career guidance and pre-professional training of students in educational institutions, which will ensure the emergence of a graduate of a «new type» – a young man with the ability to consciously choose a professional path in unity with professional mobility.

This study explores the perceptions of early career STEM faculty about their teaching contexts and praxis after pursuing an accredited teaching and learning programme in an Irish university. A soci...

Edouard Manet’s life-size Portrait of Madame Brunet is a key work from the artist’s early career, but it has yet to be the subject of a focused study. This essay, drawing on archival research and t...

Background: There are three cardiothoracic surgery (CTS) training pathways—general surgery residency followed by a CTS residency of 2-3 years (traditional), 4 years of general surgery and 3 years of CTS residency (4+3), and an integrated 6-year pathway (I-6). The goal of this study was to survey early career cardiothoracic surgeons regarding their training experiences. Methods: An email-based survey was sent to cardiothoracic surgeons, who graduated between 2012-2017. Data on training pathway specific variables and overall satisfaction were collected. The primary endpoints were career preparation and satisfaction, scored on a scale from 1-100, 100 being the most positive. Results: Four hundred seventy-seven emails were sent, with a response rate of 95/477 (20%). Seventy-six of the respondents (80%) were male; the mean age was 39. Seventy-seven (81.0%) completed a traditional training pathway, 7 (7.4%) completed a 4+3 pathway, and 11 (11.6%) completed an I-6 pathway. Participants felt prepared for practice with a mean response of 79.8 (range 31-100); mean career satisfaction was 87.6. When asked which pathway respondents would choose in the current era, 52 (54.7%) would choose a traditional pathway, 17 (17.9%) a 4+3 pathway, and 19 (20.0%) an I-6 program; 7 (7.4%) did not respond. Twenty of 72 (27.8%) traditional pathway trained and 18/18(100%) integrated pathway trained surgeons would choose an integrated pathway. Conclusions: This is the first survey addressing perceptions of training from early-career cardiothoracic surgeons across all training pathways. Data from this study provides insights to better understand how to improve CTS training for the next generation of surgeons.

In 2020, many in-person scientific events were canceled due to the COVID-19 pandemic, creating a vacuum in networking and knowledge exchange between scientists. To fill this void in scientific communication, a group of early career nanocrystal enthusiasts launched the virtual seminar series, News in Nanocrystals, in the summer of 2020. By the end of the year, the series had attracted over 850 participants from 46 countries. In this Nano Focus, we describe the process of organizing the News in Nanocrystals seminar series; discuss its growth, emphasizing what the organizers have learned in terms of diversity and accessibility; and provide an outlook for the next steps and future opportunities. This summary and analysis of experiences and learned lessons are intended to inform the broader scientific community, especially those who are looking for avenues to continue fostering discussion and scientific engagement virtually, both during the pandemic and after.

While previous research emphasized the effects of self-regulated learning on academic achievement, this study expands the scope of self-regulated learning to career-development processes. This study examines how young people build their employability through self-regulated learning processes and whether career maturity might be a critical antecedent of self-regulated learning processes. Results from 257 undergraduates in Taiwan indicate that both metacognitive and motivational self-regulated learning contribute to young people’s perceived employability. Early career maturity is associated with metacognitive and behavioral self-regulated learning. Most importantly, metacognitive self-regulated learning serves as a mediator in the relationship between career maturity and perceived employability.

PurposeMilitary officials who become accustomed to the distinct culture of the military face a variety of challenges when attempting to transition into the civilian workforce as veterans. These hardships even pertain to short- and mid-term veterans (SMVs) who leave the military at early career stages to pursue alternative career options. In this study, the authors explored the career construction decisions made by South Korean SMVs who left their military careers and successfully transitioned into the civilian workforce.Design/methodology/approachThe authors used a phenomenology approach and conducted a semi-structured interview with 19 SMVs to unpack their career transition experiences.FindingsThe authors identified the motivational factors that encourage SMVs to develop their four career adaptabilities and illustrated the necessity for such qualities pre- and post-transition. Furthermore, the authors characterized each individual experience by the theoretical constructs of career adaptability and highlighted the contextual characteristics that prompted the emergence of career adaptability.Originality/valueThis study contributes to the understanding of career mobility at early career stages and how career adaptability is developed and manifested in the context of transitioning from the military to civilian society.

This paper explores the hyper-performative expectations of early career teachers (ECTs) in the context of neoliberal education assemblages. The need to support and retain beginning teachers is a sa...

For Pacific early career academics (PECA) in Aotearoa, there is a tension between the Indigenous knowledges inherited from our Pacific ancestors and those we have been taught within the western edu...

Today’s business leaders face an unprecedented challenge of engaging and retaining young workers. We examined two facets of workplace respect to determine how leaders might combat this issue. A model was tested to examine the relationship of respectful engagement, autonomous respect, and occupational resilience on job outcomes. A survey of 1,036 U.S. young workers aged 21 to 34, employed full-time, revealed that autonomous respect was a stronger predictor of occupational resilience than respectful engagement. Additionally, there was a significant positive relationship between occupational resilience and job satisfaction, employee loyalty, and job engagement. Finally, the relationship of both respectful engagement and autonomous respect on job outcomes was positively mediated by occupational resilience, further substantiating the positive benefits of respectful communication on employees’ wellbeing and, ultimately, positive long-term business benefits.

This paper presents the results of an extensive study of 14 paintings by the pioneering Singapore artist Liu Kang (1911–2004). The paintings are from the National Gallery Singapore and Liu family collections. The aim of the study is to elucidate the painting technique and materials from the artist’s early oeuvre, Paris, spanning the period from 1929 to 1932. The artworks were studied with a wide array of non- and micro-invasive analytical techniques, supplemented with the historical information derived from the Liu family archives and contemporary colourmen catalogues. The results showed that the artist was able to create compositions with a limited colour palette and had a preferential use of commercially available ultramarine, viridian, chrome yellow, iron oxides, organic reds, lead white, and bone black bound in oil that was highlighted. This study identified other minor pigments that appeared as hue modifications or were used sporadically, such as cobalt blue, Prussian blue, emerald green, cadmium yellow, cobalt yellow, and zinc white. With regard to the painting technique, the artist explored different styles and demonstrated a continuous development of his brushwork and was undoubtedly influenced by Modernists’ artworks. This comprehensive technical study of Liu Kang’s paintings from the Paris phase may assist art historians and conservators in the evaluation of the artist’s early career and aid conservation diagnostics and treatment of his artworks. Furthermore, the identified painting materials can be compared with those used by other artists active in Paris during the same period.

Introduction: Women have historically been under-represented in medical literature, particularly prominent in authorship of invited commentaries. With the instantaneous change in work environment forcing Americans to adapt to working at home, many theorize that women will be more adversely affected due to traditional concepts of women being more responsible for the home in addition to work responsibilities. Objective: Understand how women contributed to coronavirus disease 2019 (COVID-19) literature early in the pandemic. Methods: Cross-sectional analysis of manuscripts published in three high-impact U.S. medical journals from February to May 2020 was performed. We used log-binomial regression to examine for an association between COVID-19 status and likelihood of having at least one female first author, and evaluated for effect modification according to whether the manuscript was invited. Results: Among 980 manuscripts, 313 (31.9%) listed at least one female first author, 203 were written on COVID-19 (20.7%), and 144 (14.7%) were invited. There was no association between COVID-19 status and having at least one female first author overall (adjusted risk ratio [RR] 0.93, 95% confidence interval [CI] 0.72-1.19). The relationship between COVID-19 status and first-author sex was 0.23 (95% CI 0.06-0.92) for invited manuscripts and 1.04 (95% CI 0.81-1.35) for noninvited manuscripts (p for interaction 0.02). Discussion: We demonstrate that women were not less likely to be first authors on COVID-19 manuscripts but were less likely to be first authors on invited COVID-19 manuscripts. Early career female researchers are the most vulnerable for inability to meet metrics for promotion, accounting for the continued under-representation of women in senior academic roles. COVID-19 has the potential to exacerbate this disparity.

Elizabeth Wurtzel’s early career as a music journalist not only gave her a foothold in publishing but also informed her work as a memoirist and cultural critic. Like past music writers, particularl...

Background Mixed methods research designs are becoming increasingly popular in nursing to explore complex clinical issues and to generate knowledge useful to improve the quality of nursing practice and clients’ health outcomes. Q methodology is one such research design that combines the strengths of both qualitative and quantitative approaches to examine scientifically peoples’ subjectivity towards a subject area. Aim This paper aims to provide an introduction to Q methodology and outlines the steps taken when conducting research on clinical issues. Methods A clinical example of nurses caring for clients with a risk for aggression is used to illustrate how Q methodology was used to examine this subject area. The five sequential phases of Q-methodology integrate both approaches in a continuous interaction in a single study design, enabling researchers to explore the breadth and depth of factors that influence participants’ responses towards the topic under investigation. Findings Q methodology is a unique mixed methods design as it does not require the researcher to spend time triangulating two or more research approaches into one single study or to conduct a qualitative and a quantitative study separately. The unique characteristics of Q methodology can be advantageous for nurses who have complex clinical workloads but also want to conduct research. Moreover, Q methodology does not require a large sample size, hence it is resource- and cost-effective. Discussion Q methodology allows both nurse clinicians and nurse academics to explore new dimensions of staff and clients’ subjectivity which is important for the development of evidence based practice. Conclusion Adding Q methodology to the nursing research repertoire can facilitate nurse researchers to expand clinical research opportunities, to improve client care and to build capacity in early career nurse researchers.

This symposium brings together a range of Marxist perspectives on the state by both early career researchers and more established scholars I write this on day seven of a nation-wide police riot against anti-racist protests in the middle of a global pandemic during which the U S and U K states have failed to manage the outbreak of COVID-19, leading to the highest rate of unemployment since the Great Depression and tens of thousands of needless deaths And more is likely to unfold between now and publication These contributions were completed and submitted to Science & Society months ago Two of the contributions (Hunter and Munro) originally appeared in an earlier form in a series of blog posts "on the Marxist tradition of state dieory and its contemporary lineages," on die blog Legal Form, initiated by Chris O'Kane in 2019 So even diough the essays in this Symposium do not address recent events, diey nonetheless contain much that can help us understand the present situation This is powerful evidence of die enduring usefulness of Marxism and Marxist theories of the state

Objective. For many UK pharmacy students there are minimal opportunities to learn, or be exposed to, different ways of dealing with ethical and professional dilemmas in real life practice during undergraduate education. This study aimed to explore the experiences of graduates during their pre-registration year and early practice (up to two years post qualification) on their perceived preparedness to make professional decisions when faced with problems or dilemmas once in practice. Method. Semi-structured interviews were undertaken with pre-registration trainees and early careers pharmacists (up to two years qualified). Interviews were transcribed verbatim and analysed thematically using the Framework Approach. Ethical approval was obtained to undertake the study. Results. Eighteen interviews were conducted: nine pre-registration trainees and nine qualified pharmacists. Four key themes emerged: continued learning in practice; exposure to role-modelling; moral courage; and stress and moral distress. Conclusion. This study found that there is a perceived need for further support, challenge and positive role-modelling to help pre-registration trainees and early career pharmacists continue to develop their ethical and professional decision-making skills in the practice setting. The level and quality of support reported was variable, and there was a reliance on informal networks of peer support in many cases. This study suggests a need to raise awareness among pre-registration tutors and line managers to improve and increase support in this area.

The first year of faculty members’ time at an institution of higher education is spent learning their role and institutional culture. Quite often new faculty members need more support, guidance, an...

Swiss immigrant Sonja Sekula (1918–1963) enjoyed a brilliant early career at the crux of Surrealism and Abstract Expressionism in New York circa 1950. Mental illness interrupted that career, and in...

Health science researchers need training and support to effectively pursue independence in their research careers. Little data exist regarding the specific resources that faculty researchers have found or would find useful. In this study, we aimed to better understand the needs of health science researchers to develop recommendations for effective career development programming. The authors conducted a multi-method evaluation of early-career researcher faculty needs beginning by using post-session satisfaction surveys to assess the value of a long-standing “K-Club” seminar, which educates and supports those pursuing NIH Career Development (K) awards or similar. The authors then collected in-depth views on career development needs through a series of focus groups conducted with health science researchers at three career stages: early career, award-seeking junior faculty; mid-career faculty who have obtained some extramural funding; senior faculty who serve as mentors for early/mid-career faculty. Participants who attended the existing K-Club strongly endorse the program in supporting their career goals. Focus group participants described specific areas for program expansion that would add value across career stages: more flexible training options, conducted in smaller group settings with immediate feedback provided; more formalized training and resources for senior research mentors; in-depth guidance on individualized grantsmanship. The authors propose program development guidelines for helping researchers achieve research independence and success. Findings indicate that a broad-reaching K-Club style educational seminar can serve as a valuable foundation supporting professional development. The addition of tailored programs delivered across diverse platforms are predicted to heighten career development success.

We use the Flexible Professional in the Knowledge Society data set to learn about gender gaps during the early career of college graduates in Europe. We document substantial heterogeneity across fields of education in the gender wage gap at the entrance to the labour market. We find that the gap evolves against women over the five years after graduation in Social Science and in Economics, Business, and Law. Finally, we estimate a significant female wage growth penalty after we control for observable characteristics only within the Economics, Business, and Law category. Within this field, we estimate a female annual wage growth penalty of 1.1 percentage points among individuals who remained childless and 2.5 percentage points among individuals who became parents. A small fraction of the wage growth gap disappears after we control for variables capturing individual differences in job mobility or in labour market attachment during the early career. (JEL codes: J16, J24, J31)

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.

This article explores the unlikely collaboration between a Swedish art and dance historian, a Russian amateur historian, and a Russian-Swedish doctoral student to seek out the early career of migrating dancer Anna Robenne (one of her names). The article looks into the activist ways in which the explorers interacted with Russian, Swedish, and Finnish archives in order to both reveal and make accessible cross-border materials and knowledge pertaining to Robenne. To explore the relationship between the Robenne materials, the archival institutions, and the group of collaborating historians, the authors draw on Caswell and Cifor’s notion of “radical empathy”. The article thus brings new archival theory into the performing arts domain and makes a dance contribution to the broader field of critical archival and heritage studies. To cross borders to account for Robenne’s Russian legacy counters previous historiography’s disinterest in following the careers of non-canonized migrating artists in the Nordic-Baltic region.

Limited attention has been paid to the experiences of Pacific Early Career Academics (PECA) in utilising their culture-specific systems of knowledge in their pedagogical practice. As a cross-sectio...

Introduction: Job satisfaction and quality of life (QOL) are critical issues among early-career doctors (ECDs) in Nigeria; however, there is a paucity of data on these two issues. This study explored job satisfaction and QOL among ECDs in Nigeria. Methods: It was a cross-sectional study that used a self-administered questionnaire to collect data on sociodemographic and job satisfaction parameters from 667 ECDs in seven Nigerian tertiary hospitals. The World Health Organisation QOL-BREF tool was used to assess their QoL. Results: Results showed that the ECDs were satisfied with their career choice; however, they were not satisfied in the areas of remuneration, workload, and work environment. Furthermore, QOL was fairly above average, with the lowest scores reported in the environmental domain and only a slight male-to-female difference in the physical domain. Conclusion: Clinical practice dissatisfaction among ECDs could negatively impact healthcare service delivery. Therefore, it is recommended that the quality of the workplace environment and infrastructure in society at large should be improved upon by various stakeholders. This will positively impact the QoL of ECDs and enhance optimal healthcare delivery to the nation's teeming population.

A 'Women in Circuits and Systems' (WiCAS) event and a 'Young Professionals' (YP) event took place during the 27th Institute of Electrical and Electronics Engineers (IEEE) International conference on electronics circuits and systems (ICECS), the flagship conference for the Region 8 of the IEEE Circuits and Systems Society (CASS). The WiCAS events traditionally aim to inspire and motivate both students and young professionals in the domain of circuits and systems to have efficient roles in their professions, by meeting successful female engineers and professors, through interesting technical and professional talks in fields of interest of CASS. The YP events usually include start-ups presentation, poster and demo sessions, aiming to provide a thrilling environment for early career researchers to present their work. Joining this event, young professionals have the opportunity to learn about state of the art and most advanced activities in the area of circuits and systems, meet and interact with their peers, receive feedback from internationally well-known experts in the CASS domain from both academia and industry.

Australian law schools are tasked with forming students in their knowledge and understanding of the law, with many students aiming to fulfil their dreams of pursuing a legal career. Utilising Bourdieu’s conceptual tools, this article considers whether aspirations of being “real lawyers” are significantly influenced by motifs of career success predominantly linked to an “elite” tier of law practice. The attitudes and perceptions of law students can also positively or adversely shape their career path amidst the information at play in the law school space. Drawing on qualitative data, we have applied Bourdieu’s tools to understand undergraduate and practical legal training students’ responses to notions of career accomplishment. This is contrasted with the reflections of early career commercial lawyers about their law school experiences. With comparisons to contemporary surveys and research on student services for law students, along with their wellbeing, the article reasons that the assorted ambitions of law students requires a law school environment promoting a more diversified perspective of “real law” and “real lawyering”.

Despite growing attention to gender disparities in higher education, women in academia still receive less research funding and recognition. Previous research on this gender gap has focused on biomedical, science, technology, engineering, and mathematics in the West—relatively silent on social sciences and Asia. This study examined how well staff gender, submission rate, success rate, and amount per award could predict annual changes in the number and amount of grant funding for academic years 2015/2016–2020/2021 in the Faculty of Social Science at the University of Hong Kong, a leading institution in social sciences in Asia. Decomposition analysis revealed that, compared to men, women had higher submission rates, which significantly contributed to an increase in the number of awards for the University in recent years in two major funding mechanisms (namely, General Research Fund and Early Career Scheme), especially from 2019/2020 to 2020/2021. Women also outperformed men in the success rate in the Early Career Scheme (i.e., within the first three years of faculty appointment). Both submission rate and success rate contributed to changes in award number and the total amount for the University over time. Overall, women had a higher submission rate, successful rate, and amount per award than their male counterparts. We have identified good practices and distinctive contextual factors in Hong Kong that likely contribute to the lack of gender bias for research grant application results in Social Sciences.

This study explores how early career academics negotiate precarity in the higher education sector in the United Kingdom under the amplified uncertainties brought by the COVID-19 pandemic. Our preli...

Purpose The purpose of this article is to discuss challenges and strategies related to maintaining a program of research for early career nurse scientists. Nurse scientists who do not complete a traditional postdoctoral fellowship or who work in low research-resourced institutions may struggle with research collaboration and development. Principal results Specific challenges experienced by nurse scientists in early career development included: advanced age at the completion of the research doctorate, gender roles and research careers, sustainable work-life balance, employment in low research-resourced institutions, and time. Strategies to assist nurse scientists in finding support and opportunities for research and career development included: professional networking, institutional collaboration, non-traditional training experiences for new nurse scientists, sustainable work-life balance, professional development and service, and competing needs of teaching mission and research. One group's experience with fostering support and collaboration is presented as an example. Major conclusions It is possible for nurse scientists in low research-resourced institutions to find opportunities to develop their program of research and foster their professional growth. Implementing the identified strategies helps to provide sustainability of new nurse scientists' research efforts. Engaging nurse scientists in supportive and collaborative opportunities paves the way for early career nurse scientists to become experts in their field.

Introduction Faculty training awards are an important means of advancing early career faculty in research. The National Institutes of Health (NIH) Building Interdisciplinary Research Careers in Women's Health (BIRCWH) is a long-running K12 career development program and has been integral in promoting the research success of faculty nationally. We surveyed BIRCWH program directors to understand factors likely to influence long-term research careers and funding success. Materials and Methods We developed an online survey containing open-ended questions about individual and programmatic attributes and activities that promote success in achieving independent research funding. Domains of interest included: 1) strategies for funding success; 2) traits for predicting success; 3) groups considered vulnerable to attrition; and 4) existing resources and means of support. Results Fifteen institutions (75%) were included in the final analysis. Passion for research, persistence, resilience, and strong mentorship relationships were identified by all directors as factors important to scholar success. Responses also revealed an important pattern: program directors attributed attrition either to individual or organizational characteristics. This distinction has meaningful consequences for framing efforts to diminish attrition. Faculty who were clinicians, women, parents and underrepresented minorities were identified as vulnerable to attrition from the research careers. Common perceived challenges in these groups included isolation/feeling alienated, juggling numerous priorities, inadequate research time, lack of role models, and work-life balance issues. Conclusion K12 BIRCWH directors identified persistence and resilience and developing community, networks, and other support opportunities as elements of scholar success. Programs and mentors can help early career faculty by teaching skills and providing tools they can use to maximize the value of these opportunities and expand their mentees’ research relationships. Our study also highlights the importance of social factors, particularly isolation, on clinicians, women, and minoritized scholars on career success.

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.

Early career researchers’ journey (i.e. doctoral researchers and post-PhDs) is increasingly challenging, but little is known about how they live and interpret their significant experiences, that is how they attribute meaning to these experiences and their associated feelings. Moreover, research about how doctoral researchers and post-PhDs deal differently with such experiences remains scarce, especially when accounting for the interpretation of significant experiences across countries. This paper explores how role (doctoral researchers or post-PhDs) and country (Spain, UK and Switzerland) can influence individuals’ interpretation of significant events. It draws on the most significant events reported by 544 early career researchers in two open-ended questions. Analyses revealed differences between roles only regarding the sense-making, especially in the future implications, and across countries in both the sense-making and the associated feelings. This interaction between role and cultural/workplace practices, is the most compelling, especially given the high mobility expected of post-PhDs.

The increasing neoliberalisation of universities demands that early-career academics (ECAs) accomplish extremely high levels of productivity. In this context, research excellence and parenthood are...

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.

Increasingly, policies are being introduced to reward and recognise open research practices, while the adoption of such practices into research routines is being facilitated by many grassroots initiatives. However, despite this widespread endorsement and support, as well as various efforts led by early career researchers, open research is yet to be widely adopted. For open research to become the norm, initiatives should engage academics from all career stages, particularly senior academics (namely senior lecturers, readers, professors) given their routine involvement in determining the quality of research. Senior academics, however, face unique challenges in implementing policy changes and supporting grassroots initiatives. Given that—like all researchers—senior academics are motivated by self-interest, this paper lays out three feasible steps that senior academics can take to improve the quality and productivity of their research, that also serve to engender open research. These steps include changing (a) hiring criteria, (b) how scholarly outputs are credited, and (c) how we fund and publish in line with open research principles. The guidance we provide is accompanied by material for further reading.

The majority of research on reporting of sexual violence and harassment has focused on reasons why women don’t report their experiences rather than examining why they do. This article takes this discussion into the higher education setting, drawing on interviews with 16 students and early career researchers in the UK who considered or attempted to report staff sexual misconduct to their institution and analysing their motivations for doing so. The motivations are broken down into two aspects: the immediate catalysts that triggered the report or disclosure, and the deeper rationales for why interviewees made this decision. Separating catalysts and rationales for reporting in this way allows different levels of decision-making over time to become clearer. Interviewees’ catalysts for reporting included leaving their institution, needing an extension on an assignment, protecting their own physical safety, or being validated by a third party. By contrast, the main rationale that interviewees gave for trying to report staff sexual misconduct was to prevent other women being targeted. Further rationales identified were fighting injustice and reporting for academic or career-related reasons. Higher education institutions’ policies and practices in this area need to take into account these different levels of decision-making around disclosure and reporting.

The 2019 Annual General Meeting and Young Investigators’ Forum of the Canadian Society for Clinical Investigation / Société Canadienne de Recherche Clinique (CSCI/SCRC) and Clinician Investigator Trainee Association of Canada / Association des Cliniciens-Chercheurs en Formation du Canada (CITAC/ACCFC) was held in Banff, Alberta on November 8–10th, 2019. The theme was “Positioning Early Career Investigators for Success: Strategy and Resilience”. Lectures and workshops provided knowledge and tools to facilitate the attendees’ development as clinician investigators. Dr. Jason Berman (President of CSCI/SCRC), Elina Cook (President of CITAC/ACCFC) and Drs. Doreen Rabi and Zelma Kiss (University of Calgary Organizing Co-Chairs) gave opening presentations. The keynote speakers were Dr. William Foulkes (McGill University) (Distinguished Scientist Award winner) and Dr. Andrés Finzi (Université de Montréal) (Joe Doupe Young Investigator Award winner). Dr. Robert Bortolussi (Dalhousie University) received the Distinguished Service Award for his work as the Editor-in-Chief of Clinical and Investigative Medicine and for being instrumental in the development of the Canadian Child Health Clinician Scientist Program. This meeting was the first to host a panel discussion with Drs. Stephen Robbins and Marcello Tonelli from the Canadian Institutes of Health Research. Workshops on communication, career planning and work-life balance were hosted by André Picard and Drs. Todd Anderson, Karen Tang, William Ghali, May Lynn Quan, Alicia Polachek and Shannon Ruzycki. The AGM showcased 90 presentations from clinician investigator trainees from across Canada. Most of the abstracts are summarized in this review. Eight outstanding abstracts were selected for oral presentation at the President’s Forum.