Youth’s Causal Beliefs About Success: Socioeconomic Differences and Prediction of Early Career Development

Joseph S. Kay; Jacob Shane; Jutta Heckhausen

doi:10.1007/s10964-017-0708-2

Carolyn S. Schroeder Award for Outstanding Clinical Practice: Program development, practice integration, and early career development.

Clinical Practice in Pediatric Psychology ◽

10.1037/cpp0000111 ◽

2015 ◽

Vol 3 (4) ◽

pp. 262-269

Author(s):

Shanna M. Guilfoyle

Keyword(s):

Clinical Practice ◽

Career Development ◽

Program Development ◽

Early Career ◽

Development Practice

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Creation of a comprehensive training and career development approach to increase the number of neurosurgeons supported by National Institutes of Health funding

Journal of Neurosurgery ◽

10.3171/2020.5.jns201008 ◽

2020 ◽

pp. 1-9

Author(s):

Russell R. Lonser ◽

Luke G. F. Smith ◽

Michael Tennekoon ◽

Kavon P. Rezai-Zadeh ◽

Jeffrey G. Ojemann ◽

...

Keyword(s):

Career Development ◽

Fold Increase ◽

Early Career ◽

National Institutes Of Health ◽

Academic Departments ◽

Research Education ◽

Grant Support ◽

Development Approach ◽

Comprehensive Programs ◽

Nih Funding

OBJECTIVETo increase the number of independent National Institutes of Health (NIH)–funded neurosurgeons and to enhance neurosurgery research, the National Institute of Neurological Disorders and Stroke (NINDS) developed two national comprehensive programs (R25 [established 2009] for residents/fellows and K12 [2013] for early-career neurosurgical faculty) in consultation with neurosurgical leaders and academic departments to support in-training and early-career neurosurgeons. The authors assessed the effectiveness of these NINDS-initiated programs to increase the number of independent NIH-funded neurosurgeon-scientists and grow NIH neurosurgery research funding.METHODSNIH funding data for faculty and clinical department funding were derived from the NIH, academic departments, and Blue Ridge Institute of Medical Research databases from 2006 to 2019.RESULTSBetween 2009 and 2019, the NINDS R25 funded 87 neurosurgical residents. Fifty-three (61%) have completed the award and training, and 39 (74%) are in academic practice. Compared to neurosurgeons who did not receive R25 funding, R25 awardees were twice as successful (64% vs 31%) in obtaining K-series awards and received the K-series award in a significantly shorter period of time after training (25.2 ± 10.1 months vs 53.9 ± 23.0 months; p < 0.004). Between 2013 and 2019, the NINDS K12 has supported 19 neurosurgeons. Thirteen (68%) have finished their K12 support and all (100%) have applied for federal funding. Eleven (85%) have obtained major individual NIH grant support. Since the establishment of these two programs, the number of unique neurosurgeons supported by either individual (R01 or DP-series) or collaborative (U- or P-series) NIH grants increased from 36 to 82 (a 2.3-fold increase). Overall, NIH funding to clinical neurological surgery departments between 2006 and 2019 increased from $66.9 million to $157.3 million (a 2.2-fold increase).CONCLUSIONSTargeted research education and career development programs initiated by the NINDS led to a rapid and dramatic increase in the number of NIH-funded neurosurgeon-scientists and total NIH neurosurgery department funding.

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Professional values, job satisfaction, career development, and intent to stay

Nursing Ethics ◽

10.1177/0969733015623098 ◽

2016 ◽

Vol 24 (6) ◽

pp. 675-685 ◽

Cited By ~ 28

Author(s):

Susan Yarbrough ◽

Pam Martin ◽

Danita Alfred ◽

Charleen McNeill

Keyword(s):

United States ◽

Job Satisfaction ◽

Career Development ◽

Intent To Stay ◽

The United States ◽

Early Career ◽

Professional Values ◽

Convenience Sample ◽

Hospital System ◽

The Future

Background: Hospitals are experiencing an estimated 16.5% turnover rate of registered nurses costing from $44,380 - $63,400 per nurse—an estimated $4.21 to $6.02 million financial loss annually for hospitals in the United States of America. Attrition of all nurses is costly. Most past research has focused on the new graduate nurse with little focus on the mid-career nurse. Attrition of mid-career nurses is a loss for the profession now and into the future. Research objective: The purpose of the study was to explore relationships of professional values orientation, career development, job satisfaction, and intent to stay in recently hired mid-career and early-career nurses in a large hospital system. Research design: A descriptive correlational study of personal and professional factors on job satisfaction and retention was conducted. Participants and research context: A convenience sample of nurses from a mid-sized hospital in a metropolitan area in the Southwestern United States was recruited via in-house email. Sixty-seven nurses met the eligibility criteria and completed survey documents. Ethical considerations: Institutional Review Board approval was obtained from both the university and hospital system. Findings: Findings indicated a strong correlation between professional values and career development and that both job satisfaction and career development correlated positively with retention. Discussion: Newly hired mid-career nurses scored higher on job satisfaction and planned to remain in their jobs. This is important because their expertise and leadership are necessary to sustain the profession into the future. Conclusion: Nurse managers should be aware that when nurses perceive value conflicts, retention might be adversely affected. The practice environment stimulates nurses to consider whether to remain on the job or look for other opportunities.

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