XTRA Study Protocol: eXploring medical sTudents caReer reAdiness - A cross sectional study in the UK

Background and objectives: Professional and career enhancing opportunities are essential for developing skills required for a successful career in medicine. Research to date has mainly focused on the extent to which medical schools prepare students for clinical work as junior doctors. However, there remains a need to ascertain how students prepare for their career and what facilitates or hinders learning regarding careers in medicine. The purpose of the XTRA study is to examine career readiness of medical students at UK universities and the support they receive during their studies regarding career planning. Methods: The eXploring medical sTudents caReer reAdiness (XTRA) study is a national cross sectional study of all medical students enrolled at a UK medical school. Data collection will occur via a secure online survey designed as a training need analysis based on the principles of Supers theory (Super, 1953) of career development. A snowball sampling strategy will be used to recruit participants via social media and networks. Results will be analysed using quantitative analysis and thematic analysis to identify themes in qualitative responses. The primary outcome is to understand the perspective of current medical students on how well prepared they are about entering their careers in healthcare. Conclusions: We anticipate that findings from this study will help identify career readiness of medical students to facilitate the development of career development programmes and resources to ensure medical students are well equipped for their future careers. Keywords: medical education; medical school; medical students; careers; hidden curriculum; extracurriculars; career readiness.

Impact of Training & Development and Career Planning on Employee Involvement

The purpose of this research is to investigate the impact of training and development as well as career planning in Nepalese service sector organizations. Data for this study were gathered from service organizations such as banks, insurance companies, telecommunications companies, hospitals, and colleges. In total, 502 questionnaires were distributed, and 82.97 percent of the copies that were filled out and returned were used in the study. Descriptive statistics, correlation, and multiple regression were used to analyze the data. Organizational training and development and career planning, according to the study's findings, have a significant impact on employee involvement in their jobs and performance. As a result, Nepalese service sector organizations must make provisions of the budget for additional employee training and development programs. Similarly, it is necessary to provide employees with career development opportunities so that they can stay with the company for an extended period.

Torn between individual aspirations and the family legacy – individual career development in family firms

PurposeThe purpose of this paper is to explore individual career management by family members in the context of their family firms.Design/methodology/approachThe interpretative interview study of family members active in family businesses explores how this context affects the choice, planning, goals and development of family members' careers in their family business.FindingsThe authors find that career management in the family business setting focuses on fulfilling the family business goals rather than the personal goals of family members. Career management is rather reactive and less self-directed than current literature on career development recommends. Based on the results, the authors develop a process model for individual career management in the family business context.Originality/valueLittle is known about individual career management of family members in a family business context, as research on careers in family firms has so far focused mainly on transgenerational succession. The authors explore how in family firms, the trend towards self-directed, individual career planning is in tension with a commitment to the family business and its legacy.

Financial compensation and talent retention in COVID-19 era: The mediating role of career planning

This research seeks to contribute to the retention Duhok kidney & diseases transplantation center (DKDTC), and health organizations their talent in COVID-19 era. To achieve this objective, we use (IBM SPSS Amoss V.22) to analyze the mediating role of career planning (CP) in the relationship of financial compensation (FC) with talent retention (TR) in DKDTC. The data collected was analyzed through 63 questionnaires, which was distributed to the talents working in DKDTC from May 2020 to March 2021. The researchers reached several conclusions, the most important of which are that CP has a partial mediating role in the relationship between FC and TR. Therefore, this research recommends enhancing the ability of DKDTC and health organizations to TR in a COVID-19 era and they must be relying on FC, and a program that includes clear steps in CP.

Why do hotel interns stay in the hospitality and tourism industry? An interactionist perspective of organizational socialization

Purpose Promoting interns’ organizational socialization has become an urgent concern for the hotel industry. Building on career construction theory, this study aims to use a time-lagged design to investigate the interrelationships among perceived organizational support (POS), psychological capital and organizational socialization and their consequent effects on interns’ intention to stay in the hotel industry. Design/methodology/approach Panel data were obtained in three waves from hotel interns from 21 upscale hotels located in 13 cities in China with a time lag of 10 weeks (N = 369). The structural equation modeling was used for data analysis. Findings POS has a significantly positive effect on interns' psychological capital. Additionally, both POS and psychological capital contribute to the intention to stay in the hotel industry through the mediation of organizational socialization. Practical implications Hotels should communicate with interns more explicitly, provide assistance programs to alleviate uncertainty and reward interns on their excellent service performance to improve POS. Moreover, setting up psychological capital programs and empowering interns to be involved in task development is beneficial for enhancing psychological capital. Hotels should also consider mentoring as a socialization approach. Further, career planning and counseling programs should be provided for interns’ long-term hospitality career development. Originality/value A time-lagged research method is adopted to provide a new approach to improve interns’ intention to stay in the hotel industry from the interactionist perspective. This study enriches research about psychological capital, POS and organizational socialization.

Influence of Proactive Career Behaviors on Career Choice Decisions of Students

Due to increased trend in job transitions, prospects of occupation these days are difficult to predict. Therefore, workers need to develop differentiated set of skills and competences to be able to adapt to a variety of available occupations. The volatility in employability due to ever changing technologies, business environments and models need to focus on becoming lifelong learners not only to maintain their employability but to create more opportunities for themselves. This situation has affected work like of people in a way that the careers no more belong to the organizations but to individual. According to the literature on boundaryless careers, there are three types of variables that can be used to predict career success. Combinations of these three variables are generally referred to as career competencies. Theoretical research reveals that 'understanding why, ‘whom,' and 'how' are the three most important indicators of career success. The findings demonstrate that proactive career behaviors are predicted by future work self and identity resolution. Future work self has a significant positive impact on employment status and, as a result, can lead to future employment success. The findings also revealed that future work self predicts career planning the most. Career consultation is the second most reliable indicator of future employment. Future work self can also forecast proactive skill improvement and proactive career consulting. The study showed results that identity resolution predicts career planning the most. Identity resolution also predicts proactive skill development, career consultation and proactive career networking.

The Influence of Strategic Enrolment Management and Other Factors on the Competence of B.Ed. Graduates

The first part of this study consisted of a qualitative literature review to determine which variables other than strategic enrolment management might affect the competence of B.Ed. graduates. It was found that other factors might include teacher archetype, motivation to become a teacher, career planning and professional identity. This study presented the constructed operational definitions of each of the variables and the proposed structural relationships between them. In the second part, a quantitative approach was used and data were collected through a questionnaire. It is recommended that additional qualitative research is conducted to complement the findings of this study. Keywords: strategic enrolment management, teacher education, student teacher, teacher archetype, teacher competence

Implications of Modern Germany’s Educational Streaming for China’s General-vocational Streaming in an Ageing Society

China, which is at an important stage of economic transformation, is facing the double pressure of an aging population and a shortage of skilled workers. The vocational education system in China today cannot meet the development needs of the national economy. Germany’s successful experience of general-vocational streaming has some significance for the current unbalanced talent structure in China. At the same time, in the process of implementing education streaming, we should also pay attention to the generation of students’ self-identity and help them complete their career planning; vocational schools themselves should promote the quality of teaching, improve the vocational education system and school-enterprise cooperation system to fill the talent needs of China’s economic development in the new era. The vocational schools themselves need to improve the quality of teaching and consummate the vocational education system and school-enterprise cooperation system, so as to fill the talent needs of China’s economic development in the new era.