GPs can also develop their specialist knowledge by becoming a clinical assistant to a consultant in a hospital outpatient clinic Teaching GPs can become vocational trainers to help and support the ...next generation of general practice trainees. Applications for entry into academic clinical fellow posts are coordinated by the National Institute for Health Research Trainees Coordinating Centre Working in the military The Defence Medical Services (DMS) employs military and civilian doctors to deliver medical support to the Royal Navy, the British army, and the Royal Air Force. Joining the DMS doesn’t have to be a long term commitment—GPs can consider a short military commission as part of their career development.
Many nurses enter the nursing profession because they want to help others, and a career journey does ot have to be linear. This article explores some necessary preparations for a nurse to act in a ...way that propels their career in the direction they want to go, not leaving it to chance alone.
Celotno besedilo
Dostopno za:
CEKLJ, DOBA, IZUM, KILJ, NUK, OILJ, PILJ, PNG, SAZU, SIK, UILJ, UKNU, UL, UM, UPUK, VSZLJ
...the majority of medical schools and residency programs do not offer clinical training in nutrition. ...it is imperative that residents have nutrition education incorporated into their training. ...Methods: IM residents at our institution were surveyed to assess exposure to nutrition education, baseline knowledge in areas of nutrition, interest in learning specific nutrition topics and desire to complete a clinical nutrition elective. Clinical Nutrition Elective Needs Assessment Results N (%) Total Responses 40 (100%) Current PGY level PGY-1 16 (40%) PGY-2 11 (28%) PGY-3 13 (33%) Career plans after residency Hospital Medicine or Primary Care 6 (15%) Gastroenterology / Hepatology 13 (33%) Cardiology 9 (23%) Other Internal Medicine Subspeciality 12 (30%) Previous exposure to clinical nutrition Medical school course 14 (35%) Clinical rotation during medical school 3 (8%) None 22 (55%) I currently possess the knowledge / skills to address the following clinical scenarios:
This study investigates why and where self-employment is related to higher levels of eudaimonic well-being. We focus on meaningfulness as an important eudaimonic process and subjective vitality as a ...eudaimonic well-being outcome that is central to entrepreneurs' proactivity. Building on self-determination theory, we posit that self-employment, relative to wage-employment, is a more self-determined and volitional career choice, which enhances the experience of meaningfulness at work and perceptions of work autonomy. In a multi-level study of 22,002 individuals and 16 European countries, meaningfulness at work mediates the relationship between self-employment and subjective vitality and explains this relationship better than work autonomy. We identify moderating effects of context: the societal legitimacy of entrepreneurship in a country affects the choice set of alternative career options that individuals can consider and thus shapes the experience of meaningfulness at work and work autonomy, and thereby indirectly subjective vitality. These findings expand our understanding of eudaimonic well-being, entrepreneurs' work, and the role of context in entrepreneurship and well-being research. They complement existing research on hedonic well-being of entrepreneurs and extend the scarce literature on their eudaimonic well-being.
•We investigate meaningfulness at work (MW), work autonomy, and subjective vitality in a multi-level cross-country study.•The self-employed have higher levels of subjective vitality than wage-employees.•MW explains the self-employed's higher vitality even when controlling for work autonomy.•The legitimacy of entrepreneurship in a country moderates the relationship of self-employment with MW and with work autonomy.•We differentiate self-determined career choice from day-to-day work autonomy.
Physician-scientists have been a driving force in biomedical research and have made broad contributions in both the private and public sectors. In the past four decades, however, the proportion of ...U.S. physicians engaged in research has dropped.
Aim
We aim to explore registered nurses' perceptions of their career.
Background
Career development options have been found to increase attraction to nursing and support nurses' engagement with their ...organization and profession.
Methods
We collected qualitative individual interviews with 23 registered nurses; data were analysed with thematic analysis and reported according to the consolidated criteria for reporting qualitative research (COREQ) criteria.
Results
Three themes emerged: career choices, career engagement and career development. Participants had chosen a nursing career because they perceived it as humane, people oriented, meaningful, diverse and secure work. Participants' engagement in their career was connected to the content of the work, in which direct patient care was central. Nurses connected career development with high competency, independence, influence and meaningful working life experience. However, they perceived career development opportunities as minute within direct patient care.
Conclusions
Career development opportunities for nurses in direct patient care are needed to foster their career engagement and the attractiveness of the nursing profession. Further research is needed on the career planning and development of nurses working in patient care.
Implications for Nursing Management
Nurse managers must play a central role in engaging nurses in their careers and promoting their competency and career planning and development in organizations.
The aim of this study was to gain empirical insight into how organizations' human capital composition (in terms of both uniqueness and strategic value) affects the way they design and implement their ...career management policies. We formulate our hypotheses based upon conflicting assumptions found in the careers literature and the talent management literature. Organizational-level surveys administered to the HR directors of 306 companies located in Belgium provided the data for the study. Our basic assumption - in stark contrast to prevailing assumptions in the careers literature - was that the more importance organizations attach to continuity in light of their human capital composition, the more they will adhere to 'traditional' models of career management (i.e. strategic, paternalistic, bounded and formalized). Our study yielded mixed findings. Both threats of qualitative (value) and quantitative (uniqueness) human capital shortages were found to be important determinants of importance attached to continuity as a career management goal and, consequently, of an organization's approach to career management. We argue that the careers literature might take lessons from the talent management literature by acknowledging the fact that careers serve strategic functions for organizations, whereas the talent management literature might build on insights from the careers literature on the mechanisms by which to retain and engage individual career actors.
Career choice interventions typically rely on methods for matching people to work environments based on a century-old three-step prescriptive formula (e.g., self-exploration, occupational ...exploration, self-occupation comparison). Although Parsons' (1909) formula is still useful as a general guide to career choice intervention, it also has a number of limitations, particularly in the contemporary work world. For example, simple matching methods do not adequately consider rapid changes in technology and in the global economy that can destabilize initial career choices. Neither do they take into account contextual barriers, person factors (e.g., negative affect), or human reasoning processes that sometimes impede career decision-making. We suggest several ways to update career choice interventions, in particular, by (a) more fully integrating concepts from cognitive psychology (e.g., decisional heuristics) with decision-making models in vocational psychology, (b) taking a comprehensive approach to assessment, and (c) emphasizing preparedness for career disruptions. These suggestions coalesce within an integrated content-process-context framework for career choice assessment and intervention. We describe the framework's main elements and cite directions for research and practice innovation intended to promote career sustainability amidst uncertainty about the availability of stable and secure work in the future.
•Presents an integrative model of career choice intervention•Emphasizes sustainability of career choices and preparedness for career disruptions•Highlights the value of including content, process, and context assessment•Incorporates concepts from dual-process models of reasoning and decision-making
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