scholarly journals A94 BARRIERS TO ADVANCEMENT ALONG THE GASTROENTEROLOGY CAREER PATHWAY: A RESIDENT PERSPECTIVE

2021 ◽  
Vol 4 (Supplement_1) ◽  
pp. 67-68
Author(s):  
C Pattni ◽  
N Jawaid ◽  
N Bollegala
Keyword(s):  
Role Models ◽  
Financial Stability ◽  
Career Advancement ◽  
Training Programs ◽  
Work Life ◽  
Work Life Balance ◽  
Categorical Variables ◽  
Subspecialty Training ◽  
Life Balance ◽  
Gender Specific

Abstract Background GI residency training programs in Canada are comprised of approximately 30% females. Survey data from procedural specialities reveal gender related differences relating to work-life balance, parental obligations, access to role models, and workplace gender discrimination. Aims To determine gender specific differences affecting the choice of GI as a sub-specialty and the experience of GI as a career during residency and fellowship. Methods A 91-question mixed methods survey was electronically disseminated in two recruitment waves to PGY4-6 gastroenterology residents and fellows across Canada between May 7th-July 1st, 2020. The survey consisted of nine groups of questions aimed at understanding personal, professional, financial, and training characteristics. Comparisons were made between self-identified male and female genders. Wilcoxon (Mann Whitney U test) was used for continuous variables while chi-squared test and fisher’s exact test was applied for categorical variables using SAS software. Qualitative thematic analysis was applied for short answer responses with two independent reviewers. Results A total of 122 residents were surveyed with a response rate of 36% (44/122).There were 17 PGY4s, 15 PGY5s, and 12 PGY6s. Females comprised 41% (18/44) of respondents. Women were statistically more likely to take on a predominant caregiver role for children (p=0.012) and state that having children would slow their career advancement (p=0.046). Men were more likely to state that it is preferable to have children during residency (p=0.036) and that their partner’s preference factored into their subspecialty training choice (p=0.009) than women. Male PGY4/5 trainees were more likely to select therapeutic endoscopy for advanced training (p=0.033). No statistical difference was found regarding aspirations for administrative/leadership positions, desired future income, practice setting, academic pursuits, and perspectives on compromising marriage for career. Qualitative analysis suggests non-gender specific challenges related to achieving work-life balance, securing a desired location of practice, and obtaining financial stability are common resident and fellow concerns. Conclusions Our study is the first of its kind within the field of gastroenterology to focus on GI residents and fellows’ experiences within Canadian training programs. Our results show that there exist gender related differences in relation to work-life balance and career advancement. Women may benefit from supports to cope with increased caregiver demands in order to allow them to meet career goals which are similar to their male peers. Funding Agencies None

scholarly journals WORK- LIFE BALANCE AND WORK- LIFE CONFLICT ON CAREER ADVANCEMENT OF WOMEN PROFESSIONALS IN INFORMATION AND COMMUNICATION TECHNOLOGY SECTOR, BENGALURU, INDIA

2016 ◽  
Vol 4 (6) ◽  
pp. 119-130
Author(s):  
Munwari Padmanabhan ◽  
Sampath Kumar
Keyword(s):  
Information And Communication Technology ◽  
Communication Technology ◽  
Women Professionals ◽  
Career Advancement ◽  
Work Life ◽  
Personal Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Information And Communication ◽  
Ict Industry

The dynamics of socio-economic, personal and career advancement aspects were analysed from 75 information and communication technology (ICT) women professionals, from 7 various ICT organisations from Bengaluru, India. ICT industry continues to be the largest private sector employer in India for women in that 800,000 women currently working in this sector account for over 30 per cent of the existing hires and this figure is all set to rise in the future. The characteristics of the ICT industry in India and the nature of the work pose some unique challenges for women professionals in the industry. This study focuses on how does work and family related factors influence the work life balance and work conflict of women professionals. It is very evident that career oriented women has to manage / balance work & life due to stereotypic roles played. ICT women professionals have agreed that their career advancement is influenced by work or personal life enhancement. ICT Women Professionals have said that they have been affected by gender through various reasons on work interferences with personal life & career advancement. It is evident that there is a concern among women professionals working in shifts and it does bring in work on family conflict & family on work conflict.There is a very high significant relationship between Work Life Balance (WLB) and Work Life Conflict (WLC). Even when there is a support from the family, the individual undergoes conflict on not managing both sides effectively.WLB & WLC is a significant factor leading to overall performance of the ICT Women Professionals.They should possess strong work role salience since work helps define the career-cantered professional’s self- concept, which should further intensify the potential incompatibility between the work and life domains.

scholarly journals Impact of the COVID-19 Pandemic on Nephrology Fellow Training and Well-Being in the United States: A National Survey

2021 ◽  
pp. ASN.2020111636
Author(s):  
Kurtis A. Pivert ◽  
Suzanne M. Boyle ◽  
Susan M. Halbach ◽  
Lili Chan ◽  
Hitesh H. Shah ◽  
...  
Keyword(s):  
Quality Of Life ◽  
United States ◽  
Training Programs ◽  
Well Being ◽  
The United States ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Preparedness For Practice

BackgroundThe coronavirus disease 2019 (COVID-19) pandemic’s effects on nephrology fellows’ educational experiences, preparedness for practice, and emotional wellbeing are unknown.MethodsWe recruited current adult and pediatric fellows and 2020 graduates of nephrology training programs in the United States to participate in a survey measuring COVID-19’s effects on their training experiences and wellbeing.ResultsOf 1005 nephrology fellows-in-training and recent graduates, 425 participated (response rate 42%). Telehealth was widely adopted (90% for some or all outpatient nephrology consults), as was remote learning (76% of conferences were exclusively online). Most respondents (64%) did not have in-person consults on COVID-19 inpatients; these patients were managed by telehealth visits (27%), by in-person visits with the attending faculty without fellows (29%), or by another approach (9%). A majority of fellows (84%) and graduates (82%) said their training programs successfully sustained their education during the pandemic, and most fellows (86%) and graduates (90%) perceived themselves as prepared for unsupervised practice. Although 42% indicated the pandemic had negatively affected their overall quality of life and 33% reported a poorer work-life balance, only 15% of 412 respondents who completed the Resident Well-Being Index met its distress threshold. Risk for distress was increased among respondents who perceived the pandemic had impaired their knowledge base (odds ratio [OR], 3.04; 95% confidence interval [CI], 2.00 to 4.77) or negatively affected their quality of life (OR, 3.47; 95% CI, 2.29 to 5.46) or work-life balance (OR, 3.16; 95% CI, 2.18 to 4.71).ConclusionsDespite major shifts in education modalities and patient care protocols precipitated by the COVID-19 pandemic, participants perceived their education and preparation for practice to be minimally affected.

scholarly journals Contextualising work–life balance: a case of women of African origin in the UK

2020 ◽  
Vol 52 (3) ◽  
pp. 133-153
Author(s):  
Loliya Agbani Akobo ◽  
Jim Stewart
Keyword(s):  
Job Satisfaction ◽  
Gender Gap ◽  
Career Advancement ◽  
Work Life ◽  
Work Life Balance ◽  
African Origin ◽  
Life Balance ◽  
Content Type ◽  
Work Family ◽  
The Uk

Purpose The existing gender gap in the workplace, that affects job satisfaction and career advancement of women, creates a need to understand further the causes and effects of the gender gap phenomenon. Although, there are many challenges that affect women’s job satisfaction and advancement in the workplace, this paper aims to investigate work–life balance using multiple theoretical lenses. Design/methodology/approach In total, 15 semi-structured interviews were conducted with women from Nigeria and Ghana residing in the UK, they were selected using a purposive sampling method. Findings The findings show four main factors that explain the choices these women make in relation to work–family. These are cultural sensitivities, current phase in family and work–life, personality types and other influences such as policies and financial commitment. Results also show how these women make these work–family choices using networks and services. Practical implications The paper postulates the need for organisation’s to pay attention to the acculturation and enculturation of these women, which would indicate observing their cultural behaviour’s, values, knowledge and identities to understand how they integrate, assimilate and to also prevent separation and marginalisation. In addition, the use of (internal and external) networks as support systems for these women can create the opportunity for informal learning. Finally, organisation’s should create structure that support workplace learning and should include activities such as decision-making, communication, career advancement planning and flexible work patterns. Originality/value This study contributes to theory using multiple theories (work-family, gender inequality and Theories X and Y in explaining the work–family construct of women of African origin in the UK.

scholarly journals Why Can’t We Have Both? A Discussion on Work-Life Balance and Women Career Advancement in Malaysia

2018 ◽  
Vol 5 (3) ◽  
pp. 103-112 ◽  
Author(s):  
Nursyamsyul Syifa Mustapa ◽  
Khairunneezam Mohd Noor ◽  
Mahazan Abdul Mutalib
Keyword(s):  
Career Advancement ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance

Factors Influencing Hematology Career Choice in Hematology and Oncology Fellows at a Major Academic Institution

Blood ◽  
2016 ◽  
Vol 128 (22) ◽  
pp. 3538-3538 ◽  
Author(s):  
Natalie H Wallace ◽  
Janet P Hafler ◽  
Michael E Hurwitz ◽  
Nikolai A Podoltsev ◽  
Jill Lacy ◽  
...  
Keyword(s):  
Medical School ◽  
Career Decisions ◽  
Lifestyle Factors ◽  
Work Life ◽  
Work Life Balance ◽  
Subspecialty Training ◽  
Life Balance ◽  
Clinical Exposure ◽  
Research Opportunities ◽  
Factors Influencing

Abstract INTRODUCTION/BACKGROUND The majority of graduating fellows from hematology/oncology subspecialty training programs in the U.S. pursue careers in medical oncology or in non-academic fields. A workforce shortage of physicians specializing in hematology has been predicted for the next decade. Large-scale surveys have identified a number of factors responsible for this trend, including financial considerations, educational debt, work-life balance, and fellowship exposure. Qualitative studies in other subspecialty fields have yielded unique insights into specific factors motivating career decisions, but no such study has been conducted in hematology. We performed a qualitative study to identify factors influencing trainees' perceptions of careers in hematology. METHODS Senior or graduating fellows in the hematology/oncology training program at Yale School of Medicine were invited to participate in this study. Semi-structured interviews lasting between 30 and 90 minutes were conducted. Recordings were transcribed and analyzed using the framework method. RESULTS Eight trainees participated in the study, five in their senior year of training, three shortly after graduation. Five were female. Three held dual M.D. and Ph.D. degrees. Most were planning on an academic career or a career with an academic affiliation; two were specifically pursuing careers in benign or malignant hematology. Trainees' career decisions and perceptions of hematology revolved around five major themes: serendipity, mentorship, clinical exposure and teaching, intellectual interest, and lifestyle factors. Most trainees identified seminal, career-defining experiences prior to medical school but were not influenced by medical school classroom experiences and were not differentiated at the start of fellowship with respect to a hematology- or oncology-oriented career. By the end of their first year of fellowship, almost all had decided to pursue careers in solid tumor oncology owing to clinical exposure and research opportunities. Mentorship was identified as the single most important determinant, with mentorship opportunities tending to occur "randomly" or by "happenstance," and with oncology having "more" "available mentors" who played a "huge role" in the career-decision process. Trainees characterized hematology as having a less desirable work/life balance than oncology, and trainees' experiences on the inpatient hematology services caused some of them to feel "burned out." Despite this, fellows commonly perceived hematology to be more "interesting" and "challenging" than oncology, with "much more complex" disease pathology. Financial considerations were of importance to only a minority of trainees. CONCLUSIONS Mentorship and research opportunities are the major factors guiding career decisions among hematology/oncology fellows. An increase in structured mentorship opportunities in hematology may lead to greater trainee recruitment. Trainees view hematology as an intellectually engaging field although lifestyle factors render it less desirable than oncology. Disclosures Podoltsev: Incyte: Consultancy, Honoraria; Ariad: Consultancy, Honoraria.

scholarly journals Factors influencing career progress for early stage clinician-scientists in emerging Asian academic medical centres: a qualitative study in Singapore

BMJ Open ◽  
2018 ◽  
Vol 8 (3) ◽  
pp. e020398 ◽  
Author(s):  
Sungwon Yoon ◽  
Woon-Puay Koh ◽  
Marcus E H Ong ◽  
Julian Thumboo
Keyword(s):  
Role Models ◽  
Early Stage ◽  
National Level ◽  
Work Life ◽  
Work Life Balance ◽  
Research Career ◽  
Life Balance ◽  
Academic Medical ◽  
Clinician Scientist ◽  
Career Progress

ObjectivesTo explore the factors that influence career progress for early stage clinician-scientists and to identify ways to mitigate these factors in the context of emerging Asian academic medical centres (AMCs).DesignQualitative interviews and thematic data analysis based on grounded theory.Setting and participantsFive focus group interviews comprising 29 early career clinician-scientists who have received their first national-level career development award in Singapore.ResultsClinical priorities represented an overarching concern with many reporting the difficulty in delineating responsibilities between clinical care and research. Additionally, there was a prevailing perception of the lack of support for research at the institutional level. Participants tended to identify mentors through their own efforts in a relatively haphazard manner, often owing to the dearth of role models and perceived inadequacy of reward systems for mentoring. Support from mentors was thought to be limited in terms of targeted scientific guidance and long-term commitments to the relationship. Most of the participants expressed concerns about how they could secure the next level of funding with diminishing confidence. Notably, the work-life balance was neither conceptualised as a ‘barrier’ to successful pursuit of research career nor was it translated into the reason for leaving the dual clinical-research career pathway.ConclusionsResults revealed specific limitations presented by the research environment in newly emerging Asian AMCs. To retain a vibrant clinician-scientist workforce, additional measures are needed, aiming to improve institutional culture of research, build mentoring networks, adopt effective tools for tracking career progress and provide a clear and viable career progression path for clinician-scientist. Further research might explore the cross-cultural differences in managing work-life balance in academic medicine.

scholarly journals Human Resource Management Practices and Retention of Employees in Machakos County, Kenya

2019 ◽  
Vol 3 (VI) ◽  
pp. 235-250
Author(s):  
Alice Atalya Ndonye ◽  
Phelgonah A Genga
Keyword(s):  
Work Environment ◽  
Employee Retention ◽  
Career Advancement ◽  
Management Practices ◽  
Training And Development ◽  
Work Life ◽  
Working Environment ◽  
Work Life Balance ◽  
County Government ◽  
Life Balance

Employees form the critical resources an organization or an institution has for actualizing its mandate. Creating conducive environment for the employees has been associated with improved productivity, as well as reduced turnover of employees. This study found out the role of HRM practices on retention of employees, with a focus on Machakos County. In the study it sought to determine the influence of career advancement practices on employee retention among the workers, evaluate the effects of remuneration practices on employees’ retention, determine the influence of work-life balance practices embraced and determine the influence of work-environment practices on retention of employees in Machakos County. The study looked into four major HRM practice on employee retention that is work life balance, remuneration, career advancement and work-environment practices and their effects on retention of employees. Motivational strategies like better pay and allowances, a work life balance for employees like shift working schedules, career advancement in scholarships, training and development, have been associated with allowing employees to have freedom to be creative and innovative, and being involved in decision-making processes thus feeling part of the organization, owning the organizational processes, and thus being highly likely to remain at their employer. The research design used was descriptive survey research. Data was collected using questionnaires with both open and closed ended questions. The study looked into 464 respondents, from workers within the eleven departments forming the entire Machakos County Government, from where samples of 94 respondents were collected.  The study achieved a 98% of the response rate. The reliability of the data collected was assured as the Cronbach’s alpha was above 0.6, meaning the data was acceptable. The males made the most of the respondents at 56.5% while the majorities were aged 26-35 years (at 51.1%). On remuneration matters, allowances and salaries greatly influenced employee retention with an average mean of above 4.0. Career advancement practices including training and development, available opportunities and study leave, were felt to influence employee retention. The regression results show that the model was considered significant as some of the independent variables influenced the dependent variable (employee retention) as their p-value (significance value) was of 0.002. The four variables contributed to 13.7% of the factors that contributed to employee retention at the county government of Machakos. Recommendations include improving the working environment conditions, offering better remuneration packages, providing work-life balance, and providing career advancement opportunities.

scholarly journals Burnout in Female Faculty Members

2016 ◽  
Vol 8 (2) ◽  
pp. 97-99 ◽  
Author(s):  
Lisa Cassidy-Vu ◽  
Keli Beck ◽  
Justin B. Moore
Keyword(s):  
Medical School ◽  
Academic Medicine ◽  
Work Life ◽  
Faculty Members ◽  
Work Life Balance ◽  
Female Faculty ◽  
Life Balance ◽  
Faculty Position ◽  
Male And Female ◽  
Gender Specific

Despite approximately equal numbers of male and female medical school graduates, women are entering academic medicine at a lower rate than their male colleagues. Of those who do assume a faculty position, female faculty members report higher levels of burnout, often attributable to gender-specific difficulties in clinical expectations and maintenance of work-life balance. Many of these struggles are attributable to issues that are amenable to supportive policies, but these policies are inconsistent in their availability and practice. This commentary presents evidence for inconsistencies in the day-to-day experience of female faculty members, and proposes solutions for the mitigation of the challenges experienced more often by female faculty members with the goal of diversifying and strengthening academic medicine.

Attractiveness of non-financial rewards for prospective knowledge workers

2015 ◽  
Vol 37 (3) ◽  
pp. 274-295 ◽  
Author(s):  
Anton Schlechter ◽  
Nicola Claire Thompson ◽  
Mark Bussin
Keyword(s):  
Experimental Design ◽  
Career Advancement ◽  
Work Life ◽  
Descriptive Statistics ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Total Rewards ◽  
Full Factorial ◽  
Perceived Attractiveness

Purpose – The purpose of this paper is to investigate if the presence of non-financial rewards (specifically work-life balance, learning, and career advancement) were able to influence the perceived attractiveness of a job offering. A secondary objective was to establish if there were demographic differences, specifically, gender, race, and age differences in the manner in which these non-financial rewards influenced the perceived attractiveness of a job offer. Design/methodology/approach – A quantitative research approach was followed and a 23 full-factorial experimental design utilised. Data were collected with two questionnaires via convenience (non-probability) sampling. The first job attraction questionnaire assessed the perceived level of attractiveness to one of eight randomly assigned experimental conditions (stimuli) that were expressed as eight fictitious job advertisements. Employees who responded were from various industries (n=180). The data collected were analysed using descriptive statistics and a full-factorial ANOVA. A second questionnaire was used to assess the perceived attractiveness of various elements of a typical total rewards package. The validity and reliability of the second questionnaire was assessed using Exploratory Factor Analysis utilising the Principal Axis Factoring extraction method, employing a Direct Oblimin (i.e. Oblique) rotation, and calculating Cronbach α coefficients, respectively. Descriptive statistics were calculated for the composite factors or reward elements. Findings – The non-financial reward elements (work-life balance, learning, and career advancement) were found to have statistically significant main effects on employees’ perceived attractiveness of a job offering. Gender was further found to also have a significant main effect, indicating that the presence of non-financial rewards was more attractive in job offerings for women than for men. Research limitations/implications – The sample group was obtained by means of convenience sampling and may not have been adequately representative of the target population. Practical implications – Organisations may benefit from these results by implementing and/or emphasising non-financial rewards as part of a total rewards package when they attempt to attract or recruit potential employees. Organisations that seek to attract a higher number of female employees may benefit from the results by incorporating or further emphasising non-financial rewards as part of a targeted job offer. Originality/value – Substantial research exists that has identified reward elements that are effective in attraction strategies, but the authors are unaware of any literature where use was made of an experimental design to empirically show that non-financial rewards effect/influence perceived job attractiveness. The current study succeeded in identifying that the presence of non-financial rewards, as part of a job advertisement led to significantly higher levels of job attractiveness in prospective employees. Also, that there are gender differences in the extent to which the presence of non-financial rewards effect perceived attractiveness of a job offer.

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