Search

This article reports on a small mixed-methods research project undertaken with trainee nursing associates (TNAs) in the south of England. Aim: The aim was to gain insight into the motivation behind undertaking the nursing associate (NA) programme, how the NA role is perceived by service users and the wider healthcare team, and the future career pathways of NAs. Methods: Online questionnaires (n=14) and online focus groups (n=6). Findings: The results suggested undertaking the NA programme increased the TNAs' confidence and ability to use evidence to support their practice; that the role of the NA is not well understood. Some TNAs perceived the NA role as a distinct professional role, whereas others saw it as a way into registered nurse training. Conclusion: Role confusion still exists. Research is needed to capture how professional identities in new health and social care professional groups become established. [ABSTRACT FROM AUTHOR]

Background: In prosperous nations like Ireland, home support workers (HSWs) play an increasingly vital role in providing person-centred care to ageing populations. However, challenges such as workforce shortages, role ambiguity, low pay, and limited career advancement, hinder workforce development and career building. Method: A scoping review using key terms for "HSWs" and "career pathways" was conducted following the Joanna Briggs Institute Methodology, examining electronic databases (Web of Science, PubMed, MEDLINE, EMBASE, CINAHL, PscyINFO, Social Care Online, Social Sciences Citation Index). Inclusion criteria were applied, and a thematic analysis followed and inductive-deductive approach. Results: The review encompassed 261 relevant articles from different countries. Four key themes were identified: (1) Data-driven decision-making on the future workforce, (2) Attracting and developing a competent and motivated home support workforce, (3) Enhancing working lives and retention at every stage of career pathways, and (4) Crafting career pathways to improve quality and impact. Discussion: Leadership, collaboration, and data-driven decision-making across policy, research and practice are pivotal for expanding and enhancing home support. Emphasising a shift towards preventative self-management models, supported by digitally skilled and regulated HSWs, could enhance independence and quality of care. Clear career structures, professional development, and inclusive organisational environments are essential to attract, retain, and empower a competent and motivated workforce, fostering quality and impact. Conclusion: This scoping review provides foundational evidence to establish career pathways for HSWs, identifying key areas for development such as data collection, care model transformation, career progression structures, and systems for safety and quality improvement. [ABSTRACT FROM AUTHOR]

Background: Family medicine has trained specialist family physicians in South Africa since 2008, but not investigated their career pathways. The study aimed to determine the career pathways of newly qualified family physicians between 2008 and 2022. Methods: A cross-sectional descriptive survey of all 186 family physicians via an electronic questionnaire. Results: Response rate was 44.6% (83/186). Overall, 9.6% emigrated, 10.8% were no longer practising, and 79.5% were still practising in South Africa. Of the latter, 14.5% were in the private sector, 55.4% in the public sector and 9.6% in both. Of those in the public sector, 33.7% were in specialist family physician posts, 12% in medical officer posts, 4.8% in managerial positions and 4.8% in academic positions. Issues relating to safety and security were important to those working in both sectors and relationships with colleagues in the clinical team, to those in the public sector. Overall, participants practised near or within their province of training and were not equitably distributed. Conclusion: Only a third of graduates were in specialist family physician posts in the public sector. Attention needs to be given to retaining more graduates in such posts to achieve the goals of the national position paper. The proportion in the private sector was lower than expected. The reasons for no longer practising medicine should be further explored. Contribution: This is the first study on the career pathways of family physicians in South Africa since the new speciality was created. Understanding these pathways will assist with human resources for health planning.

Purpose: The aim of this study was to investigate the relationship between youth road cycling success and becoming a professional cyclist. Specifically, the authors sought to analyze (1) the differences in the success scores in youth categories between future professional (PRO) and future nonprofessional (NON-PRO) cyclists, (2) whether relative age effect influences youth road cycling career pathways, and (3) whether youth competition success could predict a future career as a professional cyclist. Methods: The number of points gathered in the annual national ranking of 1345 Italian cyclists in the U17, U19, and U23 categories were retrospectively analyzed. Participants were divided into 2 groups: PRO (n = 43) and future NON-PRO (n = 1302), depending on whether they reached the professional level. Results: PRO outperformed NON-PRO in all the youth categories considered (ie, U17, U19, and U23). Older cyclists within the same annual age group were not overrepresented in PRO and do not have an advantage over younger cyclists within all the competition years. The number of points gathered in youth competitions provides an indication of probability of becoming professional cyclists from U17 onward with the predictive value increasing with age category. Conclusions: Handling the transition to a new age group well (especially the U19–U23 transition), and therefore having success competing against older and more experienced cyclists, is an important factor for talent identification in youth cycling. [ABSTRACT FROM AUTHOR]

Background: The Clinical School Model connects professorial staff from the university directly to practitioners in the National Health Service to promote evidence informed practice and develop clinical academic careers. These are promoted widely, but strategic adoption into organisational culture and workforce plans are challenging to overcome. Aims: To describe the development of the Clinical School Model in Cornwall and explore how it generates impact through staff engagement activities to support clinical academic career pathways. Structure, process and outcomes developments over the last 3-years are reported. Methods: Donabedian's framework (structure, process and outcome) was used to report on the development and impact of the Clinical School Model. Results: Structural and process activities are reported, illustrating strong foundations to embed clinical academic career pathway opportunities. In the absence of empirical reporting standards for such developments, quantitative and qualitative outcomes are reported against the Clinical School's 5-year strategic plan. Conclusions: This paper responds to the lack of reported evidence on developing organisational infrastructure to address the clinical academics aspirations of nurses and their employers. This important contribution leads a call for more organisations to report to the evidence base, enabling shared learning and shaping future research. [ABSTRACT FROM AUTHOR]

A definition of career transitions was initially proposed by Louis in 1980. The pace of career transitions has since increased, unraveling traditional linear career pathways. Despite this, we have inadequate knowledge about what defines successful career transitions. Hence, we conducted a systematic review of the scholarship to understand how career transition success is operationalized and to identify research gaps and directions. We identified and reviewed 244 articles published from 1980 to 2022. We found that career transition success outcomes studied fall under the self-referent category, with the outcomes in the otherreferent category absent. Further, most studies rely on a mix of objective and subjective success criteria, with no study considering possible interactions between the two. The review revealed a fragmented scholarship of career transition success and an urgency to broaden investigations of career transition success criteria given rapidly evolving employment trends globally. [ABSTRACT FROM AUTHOR]

BackgroundIn prosperous nations like Ireland, home support workers (HSWs) play an increasingly vital role in providing person-centred care to ageing populations. However, challenges such as workforce shortages, role ambiguity, low pay, and limited career advancement, hinder workforce development and career building.MethodA scoping review using key terms for “HSWs” and “career pathways” was conducted following the Joanna Briggs Institute Methodology, examining electronic databases (Web of Science, PubMed, MEDLINE, EMBASE, CINAHL, PscyINFO, Social Care Online, Social Sciences Citation Index). Inclusion criteria were applied, and a thematic analysis followed and inductive-deductive approach.ResultsThe review encompassed 261 relevant articles from different countries. Four key themes were identified: (1) Data-driven decision-making on the future workforce, (2) Attracting and developing a competent and motivated home support workforce, (3) Enhancing working lives and retention at every stage of career pathways, and (4) Crafting career pathways to improve quality and impact.DiscussionLeadership, collaboration, and data-driven decision-making across policy, research and practice are pivotal for expanding and enhancing home support. Emphasising a shift towards preventative self-management models, supported by digitally skilled and regulated HSWs, could enhance independence and quality of care. Clear career structures, professional development, and inclusive organisational environments are essential to attract, retain, and empower a competent and motivated workforce, fostering quality and impact.ConclusionThis scoping review provides foundational evidence to establish career pathways for HSWs, identifying key areas for development such as data collection, care model transformation, career progression structures, and systems for safety and quality improvement.

Abstract Background In the field of health informatics (HI), there is a crucial gap between employers’ needs and the output of academic programmes. Although industrial organisations and government agencies recognise the importance of training and education in the development and operation of health-information systems, advancements in educational programmes have been comparatively slow in terms of investment in healthcare information technology. This study aims to determine the gap between employer demands and academic programmes in HI in Saudi Arabia. Methods This mixed-methods study collected both qualitative and quantitative data. A qualitative content analysis was performed to identify the role of advertised HI jobs using two sources: Google and LinkedIn. In addition, university websites were searched to determine job opportunities for graduates with a bachelor’s degree in HI. Next, a quantitative, cross-sectional self-report questionnaire was administered to validate the findings of the qualitative data. Data obtained were analysed using SPSS, N-Vivo, and Microsoft Excel. Results The study’s data were obtained from four sources: Google search engine, LinkedIn, five Saudi university websites, and 127 HI experts. The results show a discrepancy between academic programmes’ outputs and employer recruitment needs. In addition, the results reveal a preference for post-graduate degrees, either a master’s or PhD degree, with a bachelor’s degree in a health or medical discipline. Conclusions Employers tend to prefer applicants with a bachelor’s degree in computer science or information technology over those with a degree in HI. Academic programmes should incorporate more practical applications and provide students with a thorough understanding of the healthcare industry to better equip them as efficient future HI professionals.

• Insight into the minority experience and selected OSH career pathways. • Strategies for deconstructing barriers to workforce diversity. • Equitable participation and closing achievement gaps. • Mitigating disparities and creating pathways of opportunities. Introduction: In this commentary, we explore safety and health career pathways in the U.S. and discuss the future of work through the lens of diversity, equity, and inclusion. We address occupational safety and health inequities, including underrepresentation of racial and ethnic groups in academic disciplines, which impacts workers' safety and the future of work. We introduce the Accessibility, Sustainability, and Knowledge-Generation (ASK) framework to broaden minority participation in occupational safety and health (OSH) education. Method: The ASK framework integrates insights from learned experiences, research literature, accreditation knowledge, and community feedback to identify strategies for dismantling barriers to workforce diversity and promoting equitable participation and access to opportunities in OSH education. We conducted a US based survey to gain insights into the minority experience and the role of students, faculty, and academia in mitigating disparities and creating pathways of opportunities. Results: The survey results highlight the need for pedagogic improvements in OSH academic programs to attract more minorities. The appreciation of cultural competence across universities and changes to current systemic funding mechanisms are identified as crucial factors. We acknowledge that existing interventions have been less effective due to a lack of tangible actions. However, we emphasize that solutions exist, and meaningful support is required to drive change. Conclusions: The study underscores the importance of addressing occupational safety and health inequities and the underrepresentation of minority groups in OSH education. The ASK framework provides a comprehensive approach to broaden minority participation and promote diversity in the field. Pedagogic improvements, cultural competence, and changes to funding mechanisms are necessary steps to attract and retain underrepresented minorities in OSH academic programs. Practical Applications: The findings of this study have practical implications for institutions and stakeholders involved in occupational safety and health education. It emphasizes the need for proactive strategies to attract and support underrepresented minority students and faculty. Promoting cultural competence and making changes to funding mechanisms can contribute to creating more equitable and inclusive pathways for diverse groups in OSH education. Tangible actions and meaningful support are essential for driving change and achieving workforce diversity and equity. [ABSTRACT FROM AUTHOR]

A definition of career transitions was initially proposed by Louis in 1980. The pace of career transitions has since increased, unraveling traditional linear career pathways. Despite this, we have inadequate knowledge about what defines successful career transitions. Hence, we conducted a systematic review of the scholarship to understand how career transition success is operationalized and to identify research gaps and directions. We identified and reviewed 244 articles published from 1980 to 2022. We found that career transition success outcomes studied fall under the self-referent category, with the outcomes in the other-referent category absent. Further, most studies rely on a mix of objective and subjective success criteria, with no study considering possible interactions between the two. The review revealed a fragmented scholarship of career transition success and an urgency to broaden investigations of career transition success criteria given rapidly evolving employment trends globally.

Background: In the field of health informatics (HI), there is a crucial gap between employers' needs and the output of academic programmes. Although industrial organisations and government agencies recognise the importance of training and education in the development and operation of health-information systems, advancements in educational programmes have been comparatively slow in terms of investment in healthcare information technology. This study aims to determine the gap between employer demands and academic programmes in HI in Saudi Arabia. Methods: This mixed-methods study collected both qualitative and quantitative data. A qualitative content analysis was performed to identify the role of advertised HI jobs using two sources: Google and LinkedIn. In addition, university websites were searched to determine job opportunities for graduates with a bachelor's degree in HI. Next, a quantitative, cross-sectional self-report questionnaire was administered to validate the findings of the qualitative data. Data obtained were analysed using SPSS, N-Vivo, and Microsoft Excel. Results: The study's data were obtained from four sources: Google search engine, LinkedIn, five Saudi university websites, and 127 HI experts. The results show a discrepancy between academic programmes' outputs and employer recruitment needs. In addition, the results reveal a preference for post-graduate degrees, either a master's or PhD degree, with a bachelor's degree in a health or medical discipline. Conclusions: Employers tend to prefer applicants with a bachelor's degree in computer science or information technology over those with a degree in HI. Academic programmes should incorporate more practical applications and provide students with a thorough understanding of the healthcare industry to better equip them as efficient future HI professionals. [ABSTRACT FROM AUTHOR]

The disproportionately low number of women iii engineering faculty roles is concerning to academic administrators, faculty, and students. Prior studies have focused on engineering identity but not on how the interests of women engineering graduate students may change throughout their program progression. The research reported here focuses on the differences in the professional plans of women engineering graduate students early in their Ph.D. programs as compared to those near completion of their graduate studies. A mixed method study was conducted using survey and focus groups at a medium-sized, Midwestern, private institution during the summer 2021. A survey was sent to about 600 engineering Ph D students (both male and female) with analysis primarily utilizing Kruskal-Wallis H tests. Additionally, focus groups of four to six students were conducted based on program progression and gender to better understand the quantitative findings. Survey responses were analyzed by program progression, gender, and international status. Results show that women engineering Ph.D. students' interest in an academic career decreases as they progress through their graduate studies. There are also differences between domestic and international Ph.D. students in terms of their professional interests which is entangled with their legal and immigration status. It is recommended that engineering graduate programs offer formal professional discernment opportunities for 2nd year Ph. D. students, both maie and female, to help them to recognize the opportunities available to them upon program completion. And additionally, for Diversity, Equity and Inclusion efforts be expanded to consider the needs of graduate students in retention. [ABSTRACT FROM AUTHOR]

Background: Despite growing evidence of the impact that clinical academic (CA) staff have on patient care and clinical practice, there are disproportionately low numbers of nurses, allied health professionals (AHPs) and other healthcare professionals in CA joint roles, compared to their medical colleagues. Aim: To describe the initial development of a CA career pathway for nurses, AHPs and other healthcare professionals in a Community and Mental Health NHS Trust. Methods: Kotter's 8-Step Change Model was used to expand opportunities and research culture across an NHS Trust. Results: A variety of capacity and capability initiatives at different academic levels were created to support CA development and to complement those available externally. These opportunities were underpinned by a research and development strategy, senior leadership buy-in, manager and clinical staff support, and targeted organisation-wide communication. Conclusion: The ongoing development of innovative CA opportunities in the Trust, alongside greater support for staff interested in pursuing CA careers, has resulted in a growing number of individuals successful in developing as CAs. This has led to a growth in research culture in the organisation and a greater understanding of what CA staff can bring to patient care, the clinical service and the wider organisation. [ABSTRACT FROM AUTHOR]

IntroductionCommunity health workers (CHWs) are critical members of the public health workforce, who connect the individuals they serve with resources, advocate for communities facing health and racial inequities, and improve the quality of healthcare. However, there are typically limited professional and career building pathways for CHWs, which contribute to low wages and lack of career advancement, further resulting in turnover, attrition, and workforce instability.MethodsThe Center for Community Health Alignment (CCHA), within the Arnold School of Public Health at the University of South Carolina, utilized a mixed-method data collection strategy to provide a more in-depth understanding of this issue and ways that employers, advocates, and CHWs can address it.ResultsThemes across data sources emphasized the importance of retaining skilled and experienced CHWs and educating other health professions about CHWs' critical roles, and reported that doing so will result in decreased attrition professional growth, and improved program quality. CHWs and allies concluded that higher wages, valuing lived experience over formal education, and participation in additional training opportunities should be the primary factors considered for career advancement.DiscussionUtilizing input from experienced CHWs and CHW allies nationally, this article describes the importance of supporting CHW career advancement, shares best practices, and suggestions for designing strategies that organizations/employers can use to improve CHW career pathways to better support the CHW workforce and reduce attrition.

Descriptive research to determine the employment trends of the Master of Science in Home Economics (MSIE) graduates. Thirty-four MSHE graduates of class 2017 to 2021 participated in the study by answering an online questionnaire during the first semester of the academic year 2021-2022. Interviews are also used as an alternative to gathering information. The profiling focused on MSHE graduates' identified variables. Findings showed that most MSHE graduates are permanent government teachers in junior high school and tertiary institutions and have either been promoted or transferred to a rank/position with tenure and higher level. Ten or 29.41% of MSHE graduates have been designated to various positions according to their skills and leadership potential. The top five helpful knowledge and skills were planning and organisation, use of technology, creativity, technical skills, soft skills, and communication. [ABSTRACT FROM AUTHOR]

This interpretivist qualitative study explored lived experiences of rural secondary schools' female principals' career development. Purposive sampling technique was employed to select eleven female principals from 11 rural public secondary schools in Ilembe District, KwaZulu-Natal, South Africa to provide indepth information to the study. A semi-structured interview guide was used in various audio-recorded interviews, which lasted between 20-30 minutes each to capture exact information. The audio-recorded data was systematically transcribed and coded to generate common themes for the presentation and discussion of findings. Findings revealed that some communities' cultures continue to dominantly influence women principals' career pathways, despite policies or efforts to promote gender equality in South Africa. The social attitude or 'injustice' against female principals in rural environments has limited their quest to pursue their careers further or to aspire to top administrative leadership positions in education. It is recommended that necessary government structures and other stakeholders in the education sector should provide the necessary support to encourage female principals in rural schools. [ABSTRACT FROM AUTHOR]

Background:  Family medicine has trained specialist family physicians in South Africa since 2008, but not investigated their career pathways. The study aimed to determine the career pathways of newly qualified family physicians between 2008 and 2022., Methods:  A cross-sectional descriptive survey of all 186 family physicians via an electronic questionnaire., Results:  Response rate was 44.6% (83/186). Overall, 9.6% emigrated, 10.8% were no longer practising, and 79.5% were still practising in South Africa. Of the latter, 14.5% were in the private sector, 55.4% in the public sector and 9.6% in both. Of those in the public sector, 33.7% were in specialist family physician posts, 12% in medical officer posts, 4.8% in managerial positions and 4.8% in academic positions. Issues relating to safety and security were important to those working in both sectors and relationships with colleagues in the clinical team, to those in the public sector. Overall, participants practised near or within their province of training and were not equitably distributed., Conclusion:  Only a third of graduates were in specialist family physician posts in the public sector. Attention needs to be given to retaining more graduates in such posts to achieve the goals of the national position paper. The proportion in the private sector was lower than expected. The reasons for no longer practising medicine should be further explored.Contribution: This is the first study on the career pathways of family physicians in South Africa since the new speciality was created. Understanding these pathways will assist with human resources for health planning.

Nurturing respiratory clinician-scientists - An important priority in the Asia-Pacific and for the Asia-Pacific Society of Respirology (APSR) Keywords: basic research; career pathway; clinician-scientist; translational research EN basic research career pathway clinician-scientist translational research 490 492 3 06/20/22 20220701 NES 220701 The Covid-19 pandemic has again emphasized that close collaboration between respiratory physicians and basic scientists is vital.1,2 There is a need to bridge the divide between the science and the clinical application of that science in order to progress novel scientific discoveries and move them into clinical practice. Through the APSR and other organizations, we can and should promote awareness of clinician-scientist career pathways, particularly in respiratory medicine. [Extracted from the article]

Introduction UK Psychiatry Trainees are allocated one day per week in their final three years of training to use for “a clinical or clinically related area of service which cannot be provided within the training post but which is of direct relevance to the prospective career pathway of the trainee”. It is unclear how trainees in the East of England are using this time and what could help them optimise use of this time. We completed a survey to evaluate these areas. Objectives To determine details of how Special interest sessions (SIS) are spent by trainees: How much support/ planning for SIS is available and if this is adequate. Whether trainees feel they are able to use their SIS for its intended purpose of providing “a clinical or clinically related area of service which cannot be provided within the training post but which is of direct relevance to the prospective career pathway of the trainee” Exploration of barriers/tensions to maximizing use of SIS. SIS Record keeping What advice would trainees give re: special interest sessions to a new SPR? What lessons can be drawn to assist trainees from other countries/ training programmes to maximise their own development. Methods Survey sent to all Higher trainees in the East of England via Regional Training Programme. Results Awaited. Survey sent 29/09/2020 Conclusions Results pending. We will feedback in detail on outcomes from the survey and subsequent discussion with Regional training programme members.

Connecting unemployed people to job openings has been a challenge post-pandemic. With the help of artificial intelligence and big data, we addressed this issue by creating a deep learning model to provide realistic job recommendations for unemployed people based on the employment history of each individual. First, the transfer learning model was applied to match job titles and O*NET Standard Occupational Classification (OSOC) codes using data on job seekers from the Mississippi Department of Employment Security, where OSOC is a standard occupational classification-based system used by U.S. federal agencies to classify workers into occupational categories. Next, a Long Short-Term Memory (LSTM) model was created for career pathway prediction, to generate the top three OSOC job recommendations based on the individual's employment history. The final model accuracy was 72.8% when an individual's education history was included. [ABSTRACT FROM AUTHOR]

The Aboriginal and Torres Strait Islander Health Worker/Practitioner (A&TSIHW) workforce provides not only clinical skills but also responds to specific social and cultural needs of the communities they serve bringing knowledge derived from lived and embodied knowledges. The A&TSIHW is a recognised health professional within the Australian health system; however, this workforce continues to be under-supported, under-recognised and under-utilised. A common discourse in literature written about A&TSIHWs focused on the need to empower and enhance the A&TSIHW capabilities, or rendered the A&TSIHW as part of the problem in improving the health of Indigenous peoples. In contrast, articles written by A&TSIHWs, published in the Aboriginal and Islander Health Worker Journal, tell a different story, one about the limitations of the health system in its ability to care for Indigenous peoples, recognising A&TSIHW leadership. This paper deals with two interrelated tensions—the undervaluing of the A&TSIHW as a clinician and the undervaluing of the A&TSIHW as an academic—both of which the author has had to navigate. It explores the specific challenges of the A&TSIHW academic who too seeks recognition beyond that of 'assistant' within the research enterprise, drawing upon personal experiences and engagement with educational institutions, including higher education. [ABSTRACT FROM AUTHOR]

Literature on the corporate elite in transitional economies has focused on the elite's political backgrounds. However, the evolution of the corporate sector amidst decades of transition in these economies suggests that research needs to go beyond origins to focus on career pathways. Adopting a career history analysis, this study constitutes the first systematic attempt to empirically analyze career pathways of top corporate leaders in Vietnam, where, the literature has argued, capitalists emerged from within the state sector. The analysis of an originally constructed database of top leaders of the 100 largest listed firms reveals, firstly, that state‐origin leaders persist alongside newly emerging private‐origin leaders and, secondly, that leaders following different career pathways exhibit different attributes, which influence the leaders' capacity to rise and stay in power. These findings demonstrate how a focus on career pathways would shed new light on the emerging patterns and drivers of social stratification in transitional economies. [ABSTRACT FROM AUTHOR]

Abstract The Aboriginal and Torres Strait Islander Health Worker/Practitioner (A&TSIHW) workforce provides not only clinical skills but also responds to specific social and cultural needs of the communities they serve bringing knowledge derived from lived and embodied knowledges. The A&TSIHW is a recognised health professional within the Australian health system; however, this workforce continues to be under-supported, under-recognised and under-utilised. A common discourse in literature written about A&TSIHWs focused on the need to empower and enhance the A&TSIHW capabilities, or rendered the A&TSIHW as part of the problem in improving the health of Indigenous peoples. In contrast, articles written by A&TSIHWs, published in the Aboriginal and Islander Health Worker Journal, tell a different story, one about the limitations of the health system in its ability to care for Indigenous peoples, recognising A&TSIHW leadership. This paper deals with two interrelated tensions—the undervaluing of the A&TSIHW as a clinician and the undervaluing of the A&TSIHW as an academic—both of which the author has had to navigate. It explores the specific challenges of the A&TSIHW academic who too seeks recognition beyond that of ‘assistant’ within the research enterprise, drawing upon personal experiences and engagement with educational institutions, including higher education.

Why you should read this article: • To improve your knowledge of the factors that affect a nurse's quality of work life • To understand the factors that can contribute to increased work-family conflict in a nurse's life • To develop strategies that you can implement to improve quality of work life and reduce work-family conflict in the lives of staff Background: The nursing profession is known to induce high levels of stress, and being simultaneously engaged in a stressful professional occupation and having a family life can lead to work-family conflict. Healthcare providers require recruitment and retention strategies that preserve nurses' quality of work-life and mitigate work-family conflict. Aim: To investigate the relationship between quality of work-life and work-family conflict among hospital nurses in Iran, as well as the relationships between work-family conflict and quality of work life, and between age, professional experience, type of employment, work shift and marital status. Method: This cross-sectional study was conducted among 378 nurses working in six Iranian teaching hospitals, who were selected using random quota sampling. Data on age, professional experience, type of employment, work shift and marital status was collected. The study questionnaire was based on the 53-item Quality of Work Life scale and the 18-item Work-Family Conflict scale. Correlations were established using Pearson's chi-squared and eta-squared tests. Results: A total of 93% of participants experienced moderate or high levels of work-family conflict and 83% had a low or moderate quality of work life. On average, the levels of work-family conflict and quality of work life were moderate. Quality of work life decreased with increasing work-family conflict. Conclusion: Healthcare providers can use these results to inform their recruitment and retention strategies. Nurse managers can mitigate any adverse effects of work-family conflict on quality of work life by offering staff interventions such as short training courses on how to manage work-family conflict. [ABSTRACT FROM AUTHOR]

Abstract Background Establishing and managing a board certification system is a common concern for many countries. In Japan, the board certification system is under revision. The purpose of this study was to describe present status of internal medicine specialist board certification, to identify factors associated with maintenance of board certification and to investigate changes in area of practice when physicians move from hospital to clinic practice. Methods We analyzed 2010 and 2012 data from the Survey of Physicians, Dentists and Pharmacists. We conducted logistic regression analysis to identify factors associated with the maintenance of board certification between 2010 and 2012. We also analyzed data on career transition from hospitals to clinics for hospital physicians with board certification. Results It was common for physicians seeking board certification to do so in their early career. The odds of maintaining board certification were lower in women and those working in locations other than academic hospitals, and higher in physicians with subspecialty practice areas. Among hospital physicians with board certification who moved to clinics between 2010 and 2012, 95.8% remained in internal medicine or its subspecialty areas and 87.7% maintained board certification but changed their practice from a subspecialty area to more general internal medicine. Conclusion Revisions of the internal medicine board certification system must consider different physician career pathways including mid-career moves while maintaining certification quality. This will help to secure an adequate number and distribution of specialists. To meet the increasing demand for generalist physicians, it is important to design programs to train specialists in general practice.

Background To secure human resources for occupational medicine, it is important to analyse occupational physician retention trends and the factors associated with retention. However, little is currently known about this topic. Aims To identify occupational physician retention trends, to identify factors associated with this retention and to discuss the policy implications of the findings. Methods We analysed data from the biannual national physician census surveys conducted by the government of Japan from 2002 to 2014. In this study, those who chose 'working as an occupational physician' as their workplace/type of work from a pre-determined list in the survey questionnaire were considered full-time occupational physicians. We presented retention trends by calculating the annual retention rate for each set of two consecutive surveys. We then used logistic regression to identify factors associated with retention among occupational physicians. Results The annual retention rate of full-time occupational physicians from 2012 to 2014 was estimated as 76%, which represents a 6% improvement in retention over the study period. The odds of continuing to practise as an occupational physician were higher for occupational physicians working in cities compared with those working in towns or villages. Conclusions Improving and facilitating smooth transitions between clinical practice and occupational medicine would help to secure human resources in occupational medicine, even if the current trend of low retention continues. [ABSTRACT FROM AUTHOR]

Aims: The aim of this study was to explore career transitions among individuals in select entry-level healthcare occupations. Background: Entry-level healthcare occupations are among the fastest growing occupations in the USA. Public perception is that the healthcare industry provides an opportunity for upward career mobility given the low education requirements to enter many healthcare occupations. The assumption that entry-level healthcare occupations, such as nursing assistant, lead to higher-skilled occupations, such as Registered Nurse, is under-explored. Design: We analysed data from the Panel Study of Income Dynamics, which is a nationally representative and publicly available longitudinal survey of US households. Methods: Using longitudinal survey data, we examined the job transitions and associated characteristics among individuals in five entry-level occupations at the aide/ assistant level over 10 years timeline (2003-2013) to determine whether they stayed in health care and/or moved up in occupational level over time. Results/Findings: This study found limited evidence of career progression in health care in that only a few of the individuals in entry-level healthcare occupations moved into occupations such as nursing that required higher education. While many individuals remained in their occupations throughout the study period, we found that 28% of our sample moved out of these entry-level occupations and into another occupation. The most common "other" occupation categories were "office/ administrative" and "personal care/services occupations." Whether these moves helped individuals advance their careers remains unclear. Conclusion: Employers and educational institutions should consider efforts to help clarify pathways to advance the careers of individuals in entry-level healthcare occupations. [ABSTRACT FROM AUTHOR]