The impact of career focused online discussion forums

This mixed method research project investigated the impact and utility of online discussion forums (ODFs) hosted by the The Open University (UK) Careers and Employability Services in supporting the career identity, learning and development of Open University students. Despite a substantial evidence base underpinning the use of ODFs within online learning environments for pedagogical applications there is a paucity of scholarly activity linking student participation within ODFs for specific career learning and career development purposes. In addressing this gap, this novel research draws upon influential career theory relating to career learning and career identity to situate student and staff perceptions of careers focussed ODFs and their impact. To achieve this the interactions of higher education students were analysed within six selected ODFs whilst more in-depth insights were captured through student questionnaires and staff interviews. The findings of this study demonstrate the wide-ranging benefits of ODFs for the growth of career identity and learning, and also as a space where critical community inquiry can occur, contributing to deeper approaches to learning for participants.

What women want: a qualitative analysis of women’s motivation to pursue surgical careers

Objective: This study was undertaken to explore what motivates women to pursue surgical careers. Design: Qualitative methods were employed in this interview-based study. Interviews were recorded, manually anonymized and transcribed, and thematized using NVivo software. Setting: This study was conducted at Memorial University of Newfoundland in Canada. Participants: Recruitment for this study via email requested volunteers who identified as women and were medical students considering a career in surgery. Recruitment continued until data was saturated. A total of 8 participants volunteered and were included. Results: This study revealed five themes associated with women's motivation to pursue surgical careers; mentorship, inherent aspirations, lived experience, and proof of capability, preconceived ideals. The commonest theme was mentorship. The women who participated in this study employed unconventional methods when seeking mentorship, some of which are unique to this work. Conclusions: The most prevalent factors influencing women's motivation to pursue surgical careers are mentorship, inherent aspirations, participants' lived experience, a desire to prove their capability, and their preconceived ideals about surgery. All factors were deeply influential over one another. A greater understanding of these factors may help future researchers and educators create a more fulfilling career for women in surgery.

Career self-efficacy as a mediator between emotional intelligence and employment planning among US college students

This study examines the dynamics of personality traits that interfere with occupational decisions among young adults, especially during a pandemic. Three multiple regression analyses were conducted to predict career decision self-efficacy (CDSE), e.g., planning and indecision from the Big 5 personality measures. We hypothesized that EI and personality affect employment conflicts (Study 1), and that CDSE mediates EI and planning difficulty (Study 2). Conscientiousness and openness significantly predicted CDSE, F(5, 128) = 15.64, p < .001, R2 = .38, while neuroticism was statistically significant in predicting CSPS, F(5, 128) = 3.94, p < .01, R2 = .13. Neuroticism was significant for personality variables while a negative correlation was found between EI and career indecision (r = -0.25, at p < .01). Results demonstrate that the positive effect of CDSE mediated EI’s link to career indecision, which reveals that conscientiousness also predicted participants’ occupational indecision (β = -0.17, p < .05).

Therapeutic Resonance Across the Miles

This paper considers the significance of the theoretical underpinnings behind the counselling practices employed by career counsellors within the current pandemic we are living within today. Faced with new ways of interacting with and building relationships with our clients, counsellors must consider how they build therapeutic resonance and whether or not distance counselling can achieve these same goals. Written from the perspective of a graduate student attempting to commit to a dissertation focus by exploring a variety of theories within the field of career development, this paper ultimately asks the question – is it possible to build a therapeutic relationship with a client when physical proximity is not possible?

L’intervention groupale pour la prévention de l’anxiété en milieu scolaire : une analyse critique des écrits

L’anxiété lors de l’adolescence est une problématique de santé mentale présente dans les sociétés occidentales, notamment au Québec, qui peut avoir des effets délétères sur les jeunes, et leur choix de carrière. Cet article porte sur la prévention de l’anxiété face au choix de carrière, plus précisément sur les programmes d’intervention groupale se penchant sur cette problématique. Une analyse critique de la littérature est menée à partir de la psychologie culturelle-historique de Vygotski, afin de renouveler le regard théorique porté sur ce type d’interventions, majoritairement cognitivo-comportementales. Trois axes sont mobilisés pour analyser les programmes d’intervention groupale pour la prévention de l’anxiété auprès des adolescentes et adolescents recensés : la conception des émotions sous-jacente aux programmes, l’apport du groupe dans la dynamique collective d’apprentissage et les instruments transmis afin de favoriser la capacité des personnes participantes à maîtriser leurs émotions –notamment l’anxiété. Des résultats sont présentés, puis discutés, sur la base de ces trois axes. Bien que reconnaissant l’intérêt des recherches analysées, les résultats permettent d’identifier plusieurs lacunes des programmes recensés notamment dans la conceptualisation de la transmission des instruments de systématisation de l’expérience d’anxiété, qui sont discutées par rapport à leurs implications sur le choix de carrière lors de l’adolescence.

Insights and Perspectives from the PhD to Employee Forum

Data shows that PhD graduates pursue diverse careers. Recent data from Canadian universities report that fewer than 35% of health-science PhD graduates are employed in research intensive, or tenure-stream, faculty positions up to seven years after graduation. Perhaps surprisingly, this is higher than previous estimates, which indicate that up to 80% of basic biomedical PhDs are employed outside of tenure-track positions within 6-10 years of obtaining their degree. The “From PhD to Employee Forum” was born out of a pressing need to identify specific solutions to manage the challenge of effectively engaging trainees in career development during their doctoral degree. To address this challenge, we sought to bring together career development experts to collect insights regarding the approaches of different institutions to address the career planning needs of life science trainees. Here we summarize key presentations at the forum, review what we see as some of the key challenges in the career preparation of life scientists and summarize three key insights raised in the forum.

Le rapport au travail chez les hommes abusés sexuellement à l’enfance et à l’adolescence

La recension des écrits scientifiques démontre que les hommes abusés sexuellement à l’enfance et à l’adolescence (HASE) doivent composer avec des impacts négatifs qui se répercutent tout au long de leur vie adulte. Ces impacts peuvent être multiples (p. ex., détresse psychologique sévère, estime de soi pauvre, difficultés relationnelles) et ne sont pas sans conséquence sur le rapport au travail. Du moins, c’est ce que cette recherche mixte, conduite auprès de 28 HASE, semble indiquer. En effet, les participants vivent un rapport au travail qui est perturbé et perturbateur. Le rapport au travail est perturbé, car il est un exutoire. C’est-à-dire une manière de taire leurs souffrances psychologiques causées par les abus sexuels. Ce rapport est aussi perturbateur, car il ne contribue pas à leur réalisation personnelle. Les données quantitatives corroborent les données produites par l’analyse qualitative. Par exemple, seulement 40% occupent un emploi et près du tiers des répondants (28,6 %) déclare recevoir des prestations d’aide sociale (PAS), au moment de la collecte des données. Ces pourcentages sont relativement élevés, comparativement à la population générale masculine (PGM), 5,6% de la PGM reçoivent des PAS et 74% sont des salariés.

Developing an industry job simulation program for graduate and postdoctoral trainees in life sciences

In the life sciences, many graduate students and postdoctoral fellows find it challenging to enter the non-academic workforce after completing their programs. Through experiential learning, trainees can develop the knowledge, technical skills, soft skills, and project portfolio that employers value, and compete effectively in the job market. In this article, we share design considerations for developing a job simulation program based on our experience over five years with the Industry Team Case Study program at the University of Toronto. In this program, which is focused on the biopharmaceutical sector, trainees identify a business or policy challenge, conduct in-depth research, develop a solution to address the problem, and present their findings to industry professionals. For mentorship and coaching, trainees are matched with industry professionals. This article covers four areas of program development: starting the program, recruiting advisors and trainees, designing the program and project framework, and evaluating program effectiveness. Academic institutions and student organizations can use this information to start their own job simulation programs focused on their employment sector of interest. Employers can participate in these programs to develop and scout talent.

Adaptability and Workplace Subjective Well-Being: The Effects of Meaning and Purpose on Young Workers in The Workpalce

Adaptability is described as the apt mental, behavioural, and/or emotional modifications individuals make to deal with change, challenges, and uncertainty. The present paper builds on the recently developed measurement work of the adaptability construct, investigates the relationship between adaptability and meaning and purpose (a well-being factor) and the role of adaptability in predicting workplace subjective well-being (work engagement, job satisfaction, and handling work stress) relevant to the young workforce. The adaptability study concluded that implicit theories and personality significantly projected adaptability. Further, adaptability is shown as the predictor of well-being (including meaning and purpose) after accounting for the effects of presage factors. These results presume implications for executives and practitioners pursuing to identify and address young workers’ approaches to their challenging and adverse workplace demands, and how meaning and purpose may assist these workers in better adjustment and engagement in their workplace.