Exploring the Post-Doctoral Journey

2021 ◽  
pp. 85-103
Author(s):  
Lynne Orr ◽  
Linda Weekley
Keyword(s):  
Career Development ◽  
Education Program ◽  
Academic Career ◽  
Doctoral Degree ◽  
Development Plan ◽  
Career Experiences ◽  
Doctoral Graduates ◽  
Career Options ◽  
Career Development Plan ◽  
Minimal Research

The purpose of this chapter was to promote a supportive journey of the postdoc candidates to collaborate and discover a career position upon the completion of a doctoral degree. Examples of safe harbors for moving through the post-doctoral career experiences will also be provided. Specifically, this chapter will focus upon post-doctoral education program graduates, of which there are minimal research and programs available directly related to education doctoral graduates. There is a decline of PhD students entering the academic career. Additional career options beyond the academia will be discussed. Lastly, the postdoc career development plan will be recommended along with viable services for the postdoc who remains in academia.

scholarly journals AN UPDATE ON THE RETURN OF THE GERIATRICS ACADEMIC CAREER AWARDS PROGRAM

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S372-S372
Author(s):  
Leland Waters ◽  
Maura Brennan
Keyword(s):  
Career Development ◽  
Health Care Professionals ◽  
Clinical Training ◽  
Academic Career ◽  
Health Resources ◽  
Junior Faculty ◽  
Faculty Members ◽  
Project Deliverables ◽  
Career Development Plan ◽  
Funding Opportunity

Abstract The Health Resources and Services Administration recently announced a notice of funding opportunity (NOFO) for the Geriatrics Academic Career Award Program (GACA). The purpose of the GACA program is to support the career development of individual junior faculty in geriatrics as academic geriatrics specialists and to provide clinical training in geriatrics, including the training of interprofessional teams of health care professionals. The GACA program is a mentorship model where the awardee is guided through a faculty career development plan, with required project deliverables, over the course of four years. The GACA supported 222 junior faculty members between 1998 and 2006, when it was discontinued. This initial NOFO provides funding for up to 26 awardees in the schools of allopathic medicine, osteopathic medicine, nursing, social work, psychology, dentistry, pharmacy, and allied health. This presentation will provide an up-to-date overview of the program with awardee demographics and project deliverables.

Career Goal Profiles of Early Career Scientists: A Person-Centered Approach

2021 ◽  
pp. 089484532110172
Author(s):  
Ruth Noppeney ◽  
Anna M. Stertz ◽  
Bettina S. Wiese
Keyword(s):  
Doctoral Students ◽  
Latent Profile Analysis ◽  
Academic Career ◽  
Profile Analysis ◽  
Early Career ◽  
Career Goal ◽  
Transition Analysis ◽  
Flat Profile ◽  
Career Options ◽  
Person Centered Approach

Obtaining a doctorate offers various career options. This study takes a person-centered approach to identify interest profiles. Career goals (professorate, entrepreneur, etc.) were assessed at two time points (1-year interval) in a sample of doctoral students and doctorate holders from the STEM fields in German-speaking areas ( NT 1 = 2,077). Latent profile analysis revealed that a four-profile solution provided the best data fit: At T1, 33.0% of the participants aimed for a management position in industry, 16.9% pursued an academic career, 30.1% were interested in activities without leadership responsibilities, and 20.1% had a relatively flat career-goal profile. Latent transition analysis indicated that most changes occurred for those classified into the flat profile, while strong interest in a management career was very stable over time. Additionally, the attainment of the doctorate seemed to be a good predictor for profile membership: Doctorate holders were more likely to be clearly dedicated to an academic career.

Barriers to Arab female academics’ career development

2017 ◽  
Vol 40 (10) ◽  
pp. 1058-1080 ◽  
Author(s):  
Waed Ensour ◽  
Hadeel Al Maaitah ◽  
Radwan Kharabsheh
Keyword(s):  
Career Development ◽  
National Culture ◽  
Design Methodology ◽  
Social Economic ◽  
Academic Career ◽  
Document Analysis ◽  
Labour Law ◽  
Content Type ◽  
Hrm Practices

Purpose Arab female academics struggle to advance within their universities in both academic and managerial ranks. Accordingly, this study aims to investigate the factors hindering Arab women’s academic career development through studying the case of Jordanian academic women. Design/methodology/approach Data were gathered through document analysis (Jordan constitution, Jordanian Labour Law and its amendments, higher education and scientific research law, Jordanian universities’ law and universities’ HR policies and regulations), interviews with 20 female academics and a focus group with 13 female academics (members of the Association of Jordanian Female Academics). Findings The results indicate female academics as tokens facing many interconnected and interrelated barriers embodied in cultural, social, economic and legal factors. The findings support the general argument proposed in human resource management (HRM) literature regarding the influence of culture on HRM practices and also propose that the influence of culture extends to having an impact on HR policies’ formulation as well as the formal legal system. Originality/value The influence of culture on women’s career development and various HR practices is well established in HR literature. But the findings of this study present a further pressure of culture. HR policies and other regulations were found to be formulated in the crucible of national culture. Legalizing discriminatory issues deepens the stereotypical pictures of women, emphasizing the domestic role of women and making it harder to break the glass ceiling and old-boy network.

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